Looking for a job in SAP HR/HCM?
Monday, April 06, 2009 | Labels: Confings, Interview Q - Faq's | 0 comments »
Ask yourself the following questions:
- Do you want to work as a contractor or as a permanent employee?
- Do you have necessary work authorization?
- How much do you expect as salary?
- Which module are you best at? (For example, if you want to work as a SAP HR Functional consultant, you need to be strong at any one of the sub-modules)
The job market at this time is very tough. There are so many SAP functional consultants who are looking for a job. Most of those who apply are not even called for an interview. In these conditions, there are a few things that consultants need to keep in mind while applying for jobs.
- Keep the resume to the point, never state items which you cannot stand by
- Keywords scanning is normally used to reject out resumes, so make sure you include all relevant keywords
- When sending out a resume for a specific job, modify the resume based on the specific requirement
- Dont make the resume too technical - the recruiters are not going to check the table names, schema names, etc. They would just check if there are certain keywords.
- Dont apply for the same job from different consultants - you will be rejected.
- Follow up on your applications - dont hesitate to send e-mails or call up the recruiters to know what is your status
- Prepare for the interviews before you can start applying for jobs.
Preparation for interview:
- As there are a number of fake resumes around in place, the stress on activities that take place during an implementation phase or blueprinting phase are very common
- Interviews can be upto one hour in some companies like IBM - so do prepare yourself to stay on for that long
- For phone interviews have your notes handy so that you can quickly refer to them in case you forget some infotype names, table names, transaction codes, etc.
Benefits - Configuration
| Labels: Confings | 0 comments »
Here you enter in the system all the details of the benefit plans offered by your company.
Benefit Area:
Benefit areas allow you to have separate administration of different benefit plan pools. This division is primarily for administrational purposes and would not normally be used for eligibility
IMG Path: Personnel Management Benefits Basic Settings Define Benefit Area
Assign Currency to Benefit Area:
In this step, you specify the currency for the benefit area
IMG Path: Personnel Management Benefits Basic Settings Assign Currency
this step, you enter the providers of the benefit plans you offer.
This could be the Insurance company, or Health Maintenance Organization that receives the benefit plan costs
IMG Path: Personnel Management Benefits Basic Settings Define Benefit Providers
In this step, you set relevant benefit area for your Customizing activities
If you have more than one benefit area to set up, you must set up each independently. After you have set up all the plans in one area, you must return to this view, set the next current benefit area and work through the IMG again, setting up the new benefit area.
IMG Path: Personnel Management Benefits Basic Settings Set Current Benefit Area
Benefit Plan Types:
In this step, you enter the benefit plan types that you require for the plan categories predefined in the system.
The following plan categories are provided by MSD:
• Health Plans
o Medical
o Dental
o Vision
• Insurance Plans
o Basic Life
o Supplemental Life
o Accidental Death & Dismember
• Savings Plans
o 403B
o 457
o PERS (Public Employees retirement Scheme for CP Benefit Plan) & TRS
(Teachers Retirement Scheme for TP Benefit Plan)
• Flexible Spending Accounts
o Health care
o Dependent care
IMG Path: Personnel Management Benefits Basic Settings Plan Attributes Define Benefit Plan Types
Define Benefit Plan Status:
It is important that you assigning statuses in order to be able to control the availability of plans with a minimum of effort. For example, you can control whether or not employees can enroll in a plan simply by changing its status
IMG Path: Personnel Management Benefits Basic Settings Plan Attributes Define Benefit Plan Status
Benefit Plan Status:
In this step, you define parameter groups. You decide which groups you require in two stages:
1. You consider which costs, credits, coverage and employee and employer contributions for your plans vary according to the age, salary and/or seniority of employees (or possibly the age of the employee's spouse).
2. You determine the different ways in which you need to divide your employees according to different value ranges for these criteria.
It is not possible to define overlaps of ranges for a criterion within a single parameter group. Therefore, if you require different employee groupings for different plans, you need to create a separate parameter group.
For each unique combination of criteria and their values, you need to define a parameter group.
In this step, you simply create the parameter groups to which you assign groups for the individual criteria in the following steps. You later refer to the parameter groups, where applicable, in the individual rule variants for plans. Since one parameter group can be referenced by multiple plans, Customizing effort is kept to a minimum. In the plan variant, you also have the flexibility of being able to specify that you only want to use certain criteria values belonging to a parameter group, for example, age ranges
IMG Path: Personnel Management Benefits Basic Settings Define Employee Groupings Define Employee Criteria Groups Define Parameter Groups
Age Groups:
In this step, you define the age groups for the parameter groups that you defined in a previous step.
Depending on your needs, you may find for some parameter groups, you can leave out this step, if for example there is no requirement to differentiate between employees based on age
IMG Path: Personnel Management Benefits Basic Settings Define Employee Groupings Define Employee Criteria Groups Define Age Groups
Age Groups under Parameter grouping “PAR1”
Cost Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, job classification, marital status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying costs for different groups of employees
IMG Path: Personnel Management Benefits Basic Settings Define Employee Groupings Define Cost Groupings
Coverage Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, employment contract, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying coverage for different groups of employees
IMG Path: Personnel Management Benefits Basic Settings Define Employee Groupings Define Coverage Groupings
Employee Contribution Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management Benefits Basic Settings Define Employee Groupings Define Employee Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management Benefits Basic Settings Define Employee Groupings Define Employer Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management Benefits Plans Health Plans Define Employer Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management Benefits Plans Health Plans Define Options for Health Plans
Dependent Coverage Options:
In this step, you define the dependent coverage that are used in health plans.
Define all possible variations that you need, because this view is not specific to any plan or plan option
IMG Path: Personnel Management Benefits Plans Health Plans Define Dependent Coverage Options
Number of Dependents:
In this step, you can restrict participation in a health plan under a dependent coverage option to certain types of dependent, as determined by the subtypes of the Family/Related Persons infotype (0021). You can also define a minimum and maximum number of persons of a particular type that can be covered. During enrollment, the system only includes those dependent coverage options in the benefit offer for which the appropriate dependents are available
IMG Path: Personnel Management Benefits Plans Health Plans Define Minimum and Maximum Number of Dependents
Define Cost Variants:
In this step you define cost variants to determine which factors influence the cost of a health plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
• Plan
• Option
• Dependent coverage
• Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often costs vary for all the combinations of option and dependent coverage that you have defined in each plan.
This indicates how many cost variants you need. You can use the same cost variant more than once, for example, if costs are always identical for the dependent coverages 'employee only' and 'employee plus family' within a plan, regardless of the plan option
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management Benefits Plans Health Plans Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management Benefits Plans Health Plans Define Cost Rule
Health Plan Attributes:
In this step, you bring together all the definitions relevant to the health plan that you have made in the previous steps.
You assign to each health plan:
• Its options
• Relevant dependent coverages
• The cost variants for the combination of options and dependent coverages
IMG Path: Personnel Management Benefits Plans Health Plans Assign Health Plan Attributes
Insurance Plans:
In this step, you define general data for insurance plans
IMG Path: Personnel Management Benefits Plans Insurance Plans Define Insurance Plan General Data
Coverage Variants:
In this step, you define coverage variants to determined which factors influence the coverage an employee is entitled to in a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual coverage in this step. You simply define how coverage varies according to:
• Plan
• Coverage option
• Employee data
Before you start to define coverage variants, you need to do the following:
1. Determine how often coverage varies for different coverage options.
This indicates how many coverage variants you need. Note the following:
• If a plan has set coverages (including salary multiples), you need a
coverage variant for each.
• If a plan allows employees to choose any amount of coverage within a
range, you need only one coverage variant.
• If a plan has options, you will need a coverage variant for each option.
2. Determine how coverage varies according to employee data.
This determines how you need to set up your variants using employee groupings. For each variant, you can specify a parameter group and coverage grouping to determine coverage
IMG Path: Personnel Management Benefits Plans Insurance Plans
Coverage Rules:
In this step, you define the actual coverages for a plan.
You need to define coverage for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
Coverage can be defined as a flat amount or as a factor of salary
IMG Path: Personnel Management Benefits Plans Insurance Plans Define Coverage Rules
Cost Variants:
In this step you define cost variants to determine which factors influence the cost of an insurance plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
• Plan
• Coverage option
• Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often cost varies for different coverage options:
• If an insurance plan has set flat coverage options and flat costs, you need
to define a cost variant for each flat cost.
• If you have set flat coverage options and the flat costs are directly
proportional to the coverage stated in the flat cost, you need only one
cost variant.
• If an employee can choose any amount of coverage within a range and the
cost of the coverage is directly proportional to the coverage, you need
only one cost variant.
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management Benefits Plans Insurance Plans Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management Benefits Plans Insurance Plans Define Cost Rules
Insurance Plan Attributes:
In this step, you bring together all those parts of an insurance plan, that you have already defined in the previous few steps.
You define the insurance plan options, then associate to each insurance plan:
• Cost variant
• Coverage variant
IMG Path: Personnel Management Benefits Plans Insurance Plans Assign Insurance Plan Attributes
Combined Coverage Limits:
When you define coverages for plans such as insurance, you can set limits on the coverage amount. This is often used when the coverage is an amount dynamically calculated when the employee chooses her coverage.
However these limits apply only to one plan and yet you might need to define limits which combine the coverages of more than one plan.
In this chapter, you define these combined limits as follows:
1. The limit that might span 2 or more plans is reduced to a mathematical equation, where there is an amount on one side and plan coverages on the other side. The two sides of this equation are then DIVIDED BETWEEN the two views in this chapter.
2. The first view defines the limit in monetary terms which is one side of the equation. It also defines the operator (equals, is greater than, and so on).
3. The second view defines the other side of the equation in terms of the plan coverages
IMG Path: Personnel Management Benefits Plans Insurance Plans Combined Coverage Combined Coverage
Combined Coverage Limit Expressions:
In this step, you enter the second half of the equation, as discussed in combined coverage
IMG Path: Personnel Management Benefits Plans Insurance Plans Combined Coverage Define Combined Coverage Limit Expressions
Imputed Income for Selected Benefits:
In this section of the IMG, you define the criteria needed to calculate Imputed Income.
Imputed Income is based upon benefits paid for by the employer and calculated using rates set by the Internal Revenue Service (IRS). This value is then treated as taxable income for the employee
IMG Path: Personnel Management Benefits Plans Insurance Plans Combined Coverage Review Age Groups for Imputed Income
Review Calculation Factors for Imputed Income:
In this step, you check that the Imputed Income Rate Table entries are correct.
The imputed income age groups are associated with the rates/factors set by the IRS
IMG Path: Personnel Management Benefits Plans Insurance Plans Combined Coverage Review Calculation Factors for Imputed Income
Savings Plans:
In this step, you define general data for savings plans.
You have defined the relevant type, status, and provider for each plan in the Basic Settings section of the Benefits IMG
IMG Path: Personnel Management Benefits Plans Savings Plans Define Savings Plan General Data
Employee Contribution Variants:
In this step you define employee contribution variants to determine which factors influence the permitted employee contribution to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contributions in this step. You simply define how contributions vary according to:
• Plan
• Option (only for plans in the plan category Miscellaneous)
• Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employee contribution grouping to determine employee contribution
IMG Path: Personnel Management Benefits Plans Savings Plans Define Employee Contribution Variants
Employee Contribution Rules:
In this step, you define the employee contribution limits for each plan.
You need to define employee contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define minimum and maximum employee contribution in the following ways:
• As a fixed amount
• As a percentage of salary
• As a contribution unit
In Payroll, the total employee contribution is the sum of these amounts
IMG Path: Personnel Management Benefits Plans Savings Plans Define Employee Contribution Rules
Employer Contribution Variants:
In this step you define employer contribution variants to determine which factors influence the contribution the employer makes to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contribution in this step. You only define how contributions vary according to:
• Plan
• Option (only for plans in the plan category Miscellaneous)
• Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employer contribution grouping to determine employer contribution
IMG Path: Personnel Management Benefits Plans Savings Plans Define Employer Contribution Variants
Employer Contribution Rules:
In this step, you define limits for the contributions made by the employer to employee plans. You so this for each employer contribution variant for each plan.
You need to define employer contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define the employer contribution and the contribution limit in either of the following ways:
• As a fixed amount / as an amount per unit contributed by the employee
• As a percentage of employee base salary or employee contribution
IMG Path: Personnel Management Benefits Plans Savings Plans Define Employer Contribution Rules
Assign Savings Plan Attributes:
In this step, you complete the definition of savings plans by bringing together the relevant elements that you have already defined:
• EE contribution variant
• ER contribution variant
IMG Path: Personnel Management Benefits Plans Savings Plans Assign Savings Plan Attributes
Flexible Spending Accounts (FSAs):
In this step, you define general data for flexible spending accounts (FSAs).
Requirements
You have created the appropriate plan type , plan status, and benefit provider in the preceding steps
IMG Path: Personnel Management Benefits Plans Flexible Spending Accounts (FSAs) Define Spending Account General Data
Assign Spending Account Attributes:
In this step, you enter the details of your flexible spending accounts including contribution limits, an employer contribution variant (if required), and rules for the reimbursement of claims
IMG Path: Personnel Management Benefits Plans Flexible Spending Accounts (FSAs) Assign Spending Account Attributes
Flexible Administration:
In this chapter, you define the flexible aspects of your Benefits administration. You define the availability of plans to your employees, in terms of the plans themselves. You also define aspects of the enrollment process.
you enter parameters that apply to processing within an entire benefits area, including:
• Open enrollment period dates
• Default validity dates for adjustment/standard plan records
• Advance availability of future plans
• Dependent age limits
IMG Path: Personnel Management Benefits Flexible Administration Define Administrative Parameters
Benefit Adjustment Groupings:
In this step, you define adjustment groupings. These groupings allow you to specify different adjustment permissions for different groups of employees
IMG Path: Personnel Management Benefits Flexible Administration Benefits Adjustment Reasons Define Benefit Adjustment Groupings
Benefit Adjustment Reasons:
In this step, you define adjustment reasons to control changes to employee enrollments according to company policy.
The adjustment reason types that you define here are assigned as subtypes of Adjustment Reasons records (infotype 0378) in HR Master Data. Since a record can only have one subtype, a new record must be created for every adjustment reason an employee experiences.
According to the adjustment concept, an employee can only make changes to her enrollments if she has an Adjustment Reasons record (infotype 0378) with the required adjustment reason as a subtype. The only exceptions to this are if changes are made during an open enrollment period or if an anytime adjustment reason is assigned to the plan type.
In addition to defining adjustment reasons for certain events that can trigger changes, you may also want to define a special adjustment reason to allow changes to plans at any time
IMG Path: Personnel Management Benefits Flexible Administration Benefits Adjustment Reasons Define Benefit Adjustment Reasons
Adjustment Permissions:
In this section, you assign adjustment permissions to each benefit plan type for an adjustment reason and any adjustment grouping that you have defined.
Note that the elements for which you can define permissions are automatically determined by the system, dependent on the plan category
Health Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management Benefits Flexible Administration Benefits Adjustment Reasons Define Adjustment Permissions Health Plans
this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management Benefits Flexible Administration Benefits Adjustment Reasons Define Adjustment Permissions Insurance Plans
Savings Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management Benefits Flexible Administration Benefits Adjustment Reasons Define Adjustment Permissions Savings Plans
Spending Accounts:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management Benefits Flexible Administration Benefits Adjustment Reasons Define Adjustment Permissions Spending Account
Programs:
In this section of the IMG, you define benefit programs and the eligibility restrictions and termination conditions for the plans within these programs.
Within a program, eligibility for plans can be determined on two levels:
• Program groupings control eligibility on a high level (macro-eligibility) by allocating an employee a defined program, depending on his/her organizational and employment data.
• Eligibility rules are optional and control eligibility on a low level (micro-eligibility) by determining whether an employee can participate in a plan within the relevant program. An employee must fulfill the conditions defined in the rule in order to be able to enroll. Eligibility rules are assigned to plans in programs by means of an eligibility variant.
First Program Grouping:
In this step, you define first program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
IMG Path: Personnel Management Benefits Flexible Administration Programs Define First Program Grouping
Second Program Grouping:
In this step, you define second program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
IMG Path: Personnel Management Benefits Flexible Administration Programs Define Second Program Grouping
Employee Eligibility:
In this section of the IMG, you define the criteria according to which you control eligibility for individual benefit plans within a benefits program (definition of micro-eligibility). You perform the following steps to set up eligiblity requirements:
• You define eligibility grouping to identify groups of employees for whom
certain eligibility criteria apply.
• You create eligibility variants, which you later use to link eligibility
rules to programs.
• If necessary, you define dynamic eligibility conditions relating
specifically to actual hours worked/length of service, or zip codes.
• You bring your definitions together in the eligibility rule, where you
can also specify further conditions for enrollment.
IMG Path: Personnel Management Benefits Flexible Administration Programs Employee Eligibility Define Eligibility Groupings
Eligibility Variants:
In this step, you define eligibility variants. These consist simply of an identifier and a description
IMG Path: Personnel Management Benefits Flexible Administration Programs Employee Eligibility Define Eligibility Variants
Eligibility Rules:
In this step, you define eligibility rules for the benefit plans offered by your organization. You define these rules for combinations of eligibility grouping and eligibility variant, thereby determining the eligibility conditions that will apply for different groups of employees
IMG Path: Personnel Management Benefits Flexible Administration Programs Employee Eligibility Define Eligibility Rules
Participation Termination:
In this section of the implementation guide you define criteria for the termination of benefit plans
Termination Groupings:
In this section of the implementation guide you define criteria for the termination of benefit plans
IMG Path: Personnel Management Benefits Flexible Administration Programs Participation Termination Define Termination Groupings
Termination Variants:
In this step, you define termination variants. These consist simply of an identifier and a description
IMG Path: Personnel Management Benefits Flexible Administration Programs Participation Termination Define Termination Variants
Termination Rules:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
IMG Path: Personnel Management Benefits Flexible Administration Programs Participation Termination Define Termination Rules
Define Benefit Programs:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
IMG Path: Personnel Management Benefits Flexible Administration Programs Define Benefit Programs
Dependent/Beneficiary Eligibility:
In this step, you define family member groupings and determine how family members are allocated to these groupings
IMG Path: Personnel Management Benefits Flexible Administration Dependent/Beneficiary Eligibility Define Family Member Groupings
Dependent Eligibility Rule Variants:
In this step, you define the dependent eligibility variants to which you want to assign dependent eligibility rules. You also specify whether you wish to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
IMG Path: Personnel Management Benefits Flexible Administration Dependent/Beneficiary Eligibility Define Dependent Eligibility Rule Variants
Dependent Eligibility Rules:
In this step, you define dependent eligibility rules to determine which types of family member are eligible as dependents. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
IMG Path: Personnel Management Benefits Flexible Administration Dependent/Beneficiary Eligibility Define Dependent Eligibility Rules
Beneficiary Eligibility Rule Variants:
In this step, you define the beneficiary eligibility variants to which you assign beneficiary eligibility rules in the next step. You also specify the following:
• Whether you want to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
• Whether the following apply for plans to which the variant is assigned:
The employee can be a beneficiary
Contingency beneficiaries can be named
Spouse approval is required if beneficiaries other than the spouse are to be amed (the system only takes this setting into consideration for plans of the category avings)
IMG Path: Personnel Management Benefits Flexible Administration Dependent/Beneficiary Eligibility Define Beneficiary Eligibility Rule Variants
Beneficiary Eligibility Rules:
In this step, you define beneficiary eligibility rules to determine which types of family member are eligible as beneficiaries. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
IMG Path: Personnel Management Benefits Flexible Administration Dependent/Beneficiary Eligibility Define Beneficiary Eligibility Rules
Assign Eligibility Rule Variant to Plan:
In this step, you assign dependent eligibility variants and beneficiary eligibility variants to plans, thereby assigning the eligibility rules associated with these variants
IMG Path: Personnel Management Benefits Flexible Administration Dependent/Beneficiary Eligibility Assign Eligibility Rule Variant to Plan
COBRA Plans:
In this step, you specify which health plans that you have already defined in the system are COBRA-relevant.
When a clerk collects COBRA-qualified beneficiaries, the system only considers employee enrollments in the plans you select here as legitimate cases where COBRA must be offered to the employee
IMG Path: Personnel Management Benefits COBRA Choose COBRA Plans
this step, you determine for which flexible spending accounts (FSAs) you will offer continuation of coverage under COBRA. You need to do this for each benefit area separately
IMG Path: Personnel Management Benefits COBRA Choose COBRA Spending Accounts
Qualifying Event Coverage Periods:
In this step, you define the events that qualify individuals for COBRA coverage, and the periods of permitted coverage continuation for each qualifying event type. COBRA legislation states the following regarding coverage continuation periods:
• In the case of Termination of employment and Reduction in working hours, only 18 months coverage must be provided. If qualified beneficiaries are determined to be disabled within 60 days of the COBRA event, they are entitled to a further 11 months of coverage, as are the other qualified beneficiaries who experienced the original event.
• For all other qualifying events except Bankruptcy of employer, a qualified beneficiary is entitled to 36 months continuation coverage, and there is no extension provision for disability.
• In the case of the event Bankruptcy of employer, the coverage continuation period is the life of the retired employee or retired employee's widow/widower. You therefore do not need to define a continuation period in this case.
IMG Path: Personnel Management Benefits COBRA Define Qualifying Event Coverage Periods
Assign COBRA Events to Personnel Actions:
In this step, you define how the system recognizes COBRA-qualifying events from employee personnel actions (infotype 0000) records. You do this by creating a link between the two.
The only COBRA-qualifying event types that you assign to personnel actions are:
• Termination
• Death of employee
• Reduction in hours
You need to assign these COBRA-qualifying event types since they are based on customizable entries in your HR master data and therefore cannot be delivered as standard.
When the system collects COBRA-qualified beneficiaries, it considers employee records within the date range you specify in two stages as follows:
1. The system searches for employee personnel action (infotype 0000) records. The COBRA qualifying events assigned to any personnel actions found are collected.
2. The system checks other employee infotype records for specific information which corresponds to COBRA-qualifying event types
IMG Path: Personnel Management Benefits COBRA Assign COBRA Events to Personnel Actions
Notification and Payment Intervals:
In this step, you define details of COBRA administration for those states where state law concerning COBRA differs from federal law.
Federal regulations are reflected in the state settings for the District of Columbia, which is also the system default.
If you must comply with state regulations that differ from the federal regulations, you should create a new state entry. Otherwise, you can use the DC version for all employees, regardless of which state they reside in
IMG Path: Personnel Management Benefits COBRA Define Notification and Payment Intervals
SAP HR Q & A
| Labels: Confings, Interview Q - Faq's | 0 comments »
------------------------------
Deviating from the question and answers, I would like to highlight a
story from the Indian mythology. A teacher teaching his student
archers asked them all to shoot an arrow at a clay bird perched on the
top of a tree and hit the eye of the bird. All the archers shot at the
bird but only one of them managed to hit the eye of the bird. When the
teacher asked all the student archers what did they see when they shot
the clay bird,some said they saw the bird on a tree,some said they saw
the bird perched on the branch. The archer who shot the bird was
quiet. When he was asked by the teacher as to what he saw , prompt
came his reply “I saw the eye of the bird”.What I am trying to
highlight here is that it is very important for an SAP HR consultant
to understand what the customer requirements are and be focused on
those requirements only.
[edit]PROJECT SCOPING
All projects are time defined based upon agreed business requirements.
Delivering what has been agreed upon is what the consultants need to
focus upon. Do not try to deviate from what is defined unless agreed
upon by the customer and the project team. Save the frills, fancies
and anything extra for the enhancements.SAP projects cost a lot of
money and the estimation is based on work to be done. A project's
success depends on meeting the objectives, goals and requirements for
what the project endeavor was carried out within the defined time
lines. If the project deviates in cost, quality and time , it
indicates that what was defined as required by the customer is not
being met. Deviations to projects makes the project team loose
motivation and interest, disturbes human resource planning for other
projects when they are to be released from the existing projects and
begin work on the other projects. In short it creates a chaos besides
financial losses.Many of us are in consulting and we need to
understand the bottomline- time is money. If your projects make
profit, your company makes profit and you too profit. This should be
your motto.
So remember and drill this in your mind that requirements for an sap
hr project are to meet the company’s goals and objectives in
initiating the project and clearly not what the sap hr user or even
for that matter the sap configurator fancies or wants.The success of
the sap hr project is only when the project sponsor states that it is
a success.
[edit]QUESTIONS AND ANSWERS
------------------------------
[edit]INFOTYPES
I have decided to answer all the questions directly to begin with now
that you have some fundamentals explained and then go ahead with more
discussions
1.What are info types ?
Infotypes, known as information types are units of human resources
information formed by grouping related data fields together. These are
represented in the sap hr system by a unique 4 digit number eg.
Personal Data (0002), Address (0006) etc. All customer infotypes fall
in the number range from 9000 to 9999. The fields in the infotype
would vary based on the country grouping for eg. if any employee
belongs to country grouping 10 then he would have the SSN no field in
the Personal Data infotype which would not be seen in same infotype
for country grouping 99.
*Infotype no SAP HR sub module
0000-0999 Personal Administration (HR Master Data)
1000-1999 PD Infotypes ( OM etc)
2000-2999 Time Infotypes
4000-4999 Recruitment Infotypes
[edit]PERSONNEL ACTIONS& HIRING ACTION
------------------------------
2.What are personnel actions? What is the transaction for executing
personnel actions? Personnel Actions are the events of an employee’s
employment history within the organization beginning from hiring an
employee to termination of the employee.Each of these events need
specific information to be captured. This is achieved in sap hr by
grouping together infotypes called as infogroup which appear one after
another in sequence to capture/change information in the infotypes
whenever the personnel action is executed. Personnel Actions are
executed by transaction pa40.
3.What are the important info types for a hiring action? The important
infotypes for executing a hiring action are.
0000- Actions
0001- Organizational Assignment
0002- Personal Data
0003- Payroll Status ( this is automatically maintained by the sap
system and not required to be maintained in the info group for
hiring)
0006-Address
0007-Planned Working Time ( This should always be maintained before
infotype 0008 Basic Pay)
0008- Basic Pay
0009- Bank Details
0016-Contract Elements
0041- Date Specifications
2006- ( For annual leave & sick leave)
Note that it is the hiring action that allows you to assign an
employee to the hr structures.
[edit]IMG & PROJECT IMG
------------------------------
4.5 & 6 What is IMG? What is its importance? What are the functions
you can execute using IMG? What is customizing? What does customizing
support? How do you create a Project IMG? What are project views?
IMG means the implementation guide. The configurators would customize
the sap hr system as per the customer requirements in the img. In the
img you can create project img’s which limit the customizing nodes to
the requirement of the projects and for each project img you can
create multiple views like MM,SD,HR etc to get more specific. To go to
the implementation guide or img from the sap easy access menu ,you
have to enter transaction spro in the command line.
[edit]ENTERPRISE & PERSONNEL STRUCTURE
------------------------------
5.What is an enterprise structure?
The enterprise structure is one of the HR structures. The HR
enterprise structure composition depends upon the hr administrative,
time and payroll functions for that company. It comprises the client,
company code, personal area, personnel subarea and the organization
key. The hiring action assign an employee via infotype 0001-
Organizational Assignment to the enterprise structure. The enterprise
structure is the enterprise perspective of an employee.
6.What is a personnel structure?
The organizational personnel structure describes how the employee is
positioned in the organization. This is an individual perspective of
an employee in an organization. It comprises of the employee group,
the employee sub group and the organization plan (org unit, position,
job) for that employee. The hiring action assigns an employee via
infotype 0001- Organizational Assignment to the personnel structure.
7.What is the highest level of the enterprise structure?
The client is the highest level of the enterprise structure.
8.What is company code? Is it defined in HR? If not where is it
defined?
The company code is an organization unit(this is different from the hr
organization unit. Different modules like SD, MM, etc have their own
organization structures with their own organization units) which has
its own balance sheet and profit and loss account and is defined in
the FI module.
9.What are personnel areas and its functions?
Personnel (( Please note the spelling -> its Personnel (group of
people)and not Personal(Individual)) Area is the sub division
(understand these two words) of the company code and can represent a
functional area or geographical location.These play a very important
role in the time and payroll configurations. Each personnel area is
unique to a company code (mark these words) and is represented by a 4
character code.
10.What are personnel sub areas and its functions?
The further divisions (understand this word) of a personnel area are
defined as personnel subareas. The functions are similar to the
personnel area. Each personnel subarea too is unique to a personal
area (mark these words) and is represented by a 4 character code.
Hi everyone, i would be continuing with the answers to the rest of the
questions as an when i get the time and try to keep this going till
completion.
11.How is an employee in the HR Master data linked to a company to
which he belongs?
EMPLOYEE--->PERSONNEL AREA--->COMPANY CODE--->COUNTRY GROUPING--
>CLIENT
12.Can a personnel area be assigned to many company codes?
No. A Personnel Area can be only assigned to one company code. Many
personnel areas can be assigned to the same company code but the vice
versa is not true.
13.What are the indicators defined by personnel sub areas?
The indicators are all personnel sub area groupings for hr, time,
payroll which are very critical to the sap hr implementation. They are
also used tolimit HR authorizations.
14.How do you categorize the employee groups?
Employee groups are categorized based on employee/staff regulations of
work and pay such as
Active
Retiree/Pensioner ….. and so on.
These are also used to limit HR authorizations.
15.What are employee subgroups and what are the indicators set up
using employee subgroups?
Further division of the employee groups are called the employee
subgroups such as under employee group 1-Active you could have
employee subgroups such as AA–Hourly wage earner, AH–Salaried Employee
…. And so on.The indicators are all employee sub area groupings for
hr, time, payroll which are very critical to the sap hr
implementation. They are also used to limit HR authorizations.
16.Employee groups are two character and employee subgroup are two
character representations in the IMG. Do you support this statement?
False. Employee groups are one character and employee subgroups are
two character representations.
17.In the HR Master data where are planned working times for an
employee seen?
IT 0007- Planned Working Time using transaction pa51 – Display time
data
18.Do I need to give country assignment to personnel sub areas in
customizing? If true support the statement and if not what’s true?
No. You do not need to give country assignment to personnel sub areas.
You need to give country assignments to the employee subgroups on
assigning to employee groups in the enterprise structure.
Master Data and Configuration Data
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Business Event Group
Business Event Type
Resource Type
Room
External Instructor
Other Resource
Configuration data:
Cost Items
Time Schedule
Location
Building Address
Delivery Methods
OM - Configuration Steps
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Configurations Steps:
-------------------------
Personnel-->IMG Maintain--> Basic settings --> Organizational management -->management set up number assignment for all plan versions-->number ranges
Maintain object type:
maintain object type--> Data model enhancement --> Basic settings --> Organizational management -->Personnel management -->IMG
Maintain infotypes
Personnel-->IMG Data model--> Basic settings -->Organizational management -->management maintain infotypes-->enhancement—infotype maintenance
Relationaship maintenance:
Personnel-->IMG Data model--> Basic settings -->Organisational management -->management maintain relationships--> Relationship maintenance -->enhancement
Maintain evaluation paths:
Maintain evaluation paths--> Basic settings-->Organisational management -->Personnel management -->IMG
Maintain personnel actions:
Maintain personnel actions--> Basic settings-->Organisational management -->Personnel management -->IMG
Activate inheritance of account assignment features
Activate inheritance of account assignment features--> Basic settings-->Organisational management -->Personnel management -->IMG
Setup integration with Personnel Administration
Setup integration with PA--> Integration --> Basic settings-->Organisational management -->Personnel management -->IMG
Transfer data from Pa
transfer data from PA--> integration --> Basic settings-->Organisational management -->Personnel management -->IMG
Perepare integration with Pa
Prepare integration with PA--> integration--> Basic settings-->Organisational management -->Personnel management -->MG
Transfer data to PA
Transfer data to PA--> integration--> Basic settings-->Organisational management -->Personnel management -->IMG
Check integration consistency
Check integration consistency--> integration--> Basic settings-->Organisational management -->Personnel management -->IMG
Also check http://help.sap.com/saphelp_erp2005/helpdata/en/0b/dfba3692dc635ce10000009b38f839/frameset.htm for SAP configuration library
To Set active plan version:
use command OOAP
CATS - Configuration
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Green time: Approved time
Config Steps for Absence Quota
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Steps to generate Absence quotas:
Absence quota:
1. Group personal sub areas for Attendances and Absences.
Menu Time data recording-->Time management-->Path: SPRO& Group personal sub areas for-->Absence catalog-->Absences-->administration Attendances and Absences.
Here, first you need to do PSG grouping for Attendances & Absences.
2. Define Absence Type
Define Absence Type.-->Absence catalog-->Absences-->Time data recording and Administration-->Menu Path: Time Management
Click on New Entries; Create an Absence type with a 4 character’s code.
3. Determine Entry Screens and Time Constraint Classes
Menu Time data recording and-->Path: Time Management Determine Entry Screens and Time-->Absence Catalog-->Absence-->Administration Constraint Classes.
Here find the Absence Type that you have created. Click on Magnifying glass or Ctrl+Shift_F2.§
Here, by specifying the screen number for attendance type and absence type, you determine which screen is to be used for entering, displaying and maintaining records. Select screen number field and press F1.Give screen number that suits your requirement.
Quota deduction-->Ex.2001
No quota deduction-->2051
4. Define Counting Classes for Period Work Schedule.
Menu Absences-->Time data recording and Administration -->Path: Time Management Define Counting Classes for--> Absence Counting --> Absence Catalog --> Period Work Schedule.
Here, select your PWS and give counting class range 01-09.
Counting classes: Counting classes for PWS are used to evaluate absences& attendances. Use different counting classes for PWS with long DWS &many Dayoff’s.When you maintain a counting class you must define a separate rule for each Counting class.)
For Employee sub groups
5. Group Employee sub groups for Time Quotas.
Menu --> Absences-->Time data recording and Administration-->Path: Time Management --> Rules for absence counting (New)--> Absence Counting -->Absence Catalog Group Employee sub groups for Time Quotas.
Here select you Employee group & Group Employee sub groups for Time Quotas give number ranging from 1-9.
For Personnel sub areas
6. Group Personnel sub areas for Time Quotas
Menu --> Absences-->Time data recording and Administration-->Path: Time Management --> Rules for absences counting (New)--> Absence Counting-->Absence Catalog Group Personnel sub areas for Time Quotas.
Here select your & Group Personnel sub areas for Time Quotas give number ranging from 01-99.
7. Define Absence Quota
Menu Managing-->Time data recording and Administration-->Path: Time Management --> Time Quota Types-->Time Accounts using Attendance/Absence Quotas Define Absence Quota Types.
Definition of Absence quota: Here we define valid absence quota types with 2 digit code (entitlement to time off & leave types) for your employee group& personal sub area’s grouping for time quotas. Why we define Absence quota, because, in this we define unit of time measurement whether you want the entitlement to time off to be maintained in Hours or in Days.
8. Permit Quota Generation without Time evaluation
Menu Managing-->Time data recording and Administration-->Path: Time Management Calculating Absence-->Time Accounts using Attendance/Absence Quotas Permit Quota--> Automatic Accrual of Absence Quotas -->Entitlements Generation without Time evaluation
Here we define, to transfer the left absence quota for next year or not.
Select the Absence quota and click “No generate” (Radio button).
9. Specify Rule groups for Quota type selection.
Menu Managing-->Time data recording and Administration-->Path: Time Management Calculating Absence-->Time Accounts using Attendance/Absence Quotas Specify Rule groups--> Rules for Generating Absence Quotas -->Entitlements for Quota type selection.
Here we give one 2 digit code (01-99) for quota type selection, that what we mention in QUOMO feature.
10. Set Base Entitlement
Menu Managing-->Time data recording and Administration-->Path: Time Management Calculating Absence-->Time Accounts using Attendance/Absence Quotas Set Base--> Rules for Generating Absence Quotas -->Entitlements Entitlement.
Select Base Entitlement for Absence Quota Generation and Click on “Choose: button
Click on “New Entries”, to enter the data.
Base Entitlement: Why we define this is, here we evaluate number of eligibility days for the Absence quota. And we assign this to Absence quota that we created earlier.
11. Determine Validity and Deduction Periods.
Menu Managing-->Time data recording and Administration-->Path: Time Management Calculating Absence-->Time Accounts using Attendance/Absence Quotas Determine Validity--> Rules for Generating Absence Quotas -->Entitlements and Deduction Periods.
Click on “New Entries” to enter the data.
We define Validity & deduction periods, as you want to define as per calendar year, Accrual period etc.
12. Define Generating rules for Quota Type Selection.
Menu Managing-->Time data recording and Administration-->Path: Time Management Calculating Absence-->Time Accounts using Attendance/Absence Quotas Define Generating--> Rules for Generating Absence Quotas -->Entitlements rules for Quota Type Selection.
13. Define Deduction Rules for Absence and Attendance Quotas
Menu Managing-->Time data recording and Administration-->Path: Time Management Quota Deduction Using-->Time Accounts using Attendance/Absence Quotas Define Deduction Rules for Absence and Attendance-->Attendance /Absences Quotas
Click on “New Entries” to enter the data.
We define deduction rules according to which attendance & absences are to be deducted from the Attendances & Absence quotas. Actually the quota deduction did not depend on individual Absence/Attendances types, but it is determined by the counting rules for Absences/Attendances that are counting rules assigned to an Attendances &Absences types
Select “Define deduction Rules for Absence Quotas” and Click on “Choose” button.
Go and Click on “New Entries” and enter the data
14. Define Counting rules
Menu Absences-->Time data recording and Administration -->Path: Time Management Rules for absence counting--> Absences Counting --> Absence Catalog --> Define Counting Rules-->(New)
Click on New Entries; enter the data as of your requirement.
Counting rules: We define counting rules for counting Attendances & Absences. The rules are used to determine the payroll days & hours for an Attendance & Absence type. The payroll days and hours that have been counted are used to control the deduction of
15. Assign counting rule to Absence type
Menu Absences-->Time data recording and Administration -->Path: Time Management Assign Counting rules to--> Absences Counting --> Absence Catalog --> Absence Types
16. Set Personnel Sub area grouping’s for Time Recording
Set Personnel Sub area grouping’s for Time Recording.-->Time Evaluation setting-->Menu Path: Time Management
Select your personnel sub area and give the 2digit code, for grouping and give the same digit for Personnel Sub area grouping’s for Time Recording. While creating the Attendance /Absence type.
Run Absence quota: The Transaction code to run Absence quota is SE38.In SE38 we generally use to run the SAP Reports.
Give SE38, and give report RPTQTA00, to run Absence quota.
Time Module - config
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IMG Personnel Time Management Work Schedules Personnel Subarea Groupings Group Personnel Subareas for the Work Schedule
IMG Personnel Time Management Work Schedules Personnel Subarea Groupings Group Personnel Subareas for theDaily Work Schedule
IMG Personnel Time Management Work Schedules Daily Work Schedules Define Daily Work Schedules
IMG Personnel Time Management Work Schedules Period Work Schedules Define Period Work Schedules.
IMG Personnel Time Management Work Schedules Day Types Define Day Types.
IMG Personnel Time Management Work Schedules Day Types Define Day Types.
IMG Personnel Time Management Work Schedules Day Types Define Special Days.
IMG Personnel Time Management Work Schedules Work Schedule Rules and Work Schedules Define Employee Subgroup Groupings
IMG Personnel Time Management Work Schedules Work Schedule Rules and Work Schedules Define Groupings for the Public Holiday Calendar.
IMG Personnel Time Management Work Schedules Work Schedule Rules and Work Schedules Set Work Schedule Rules and Work Schedules.
IMG Personnel Time Management Work Schedules Work Schedule Rules and Work Schedules Generate Work Schedules Manually
IMG Personnel Time Management Work Schedules Planned Working Time Set Default Value for the Work Schedule.
IMG Personnel Time Management Work Schedules Planned Working Time Set Default Value for Time Management Status.
IMG Personnel Time Management Time Data Recording and Administration Substitutions Define Personnel Subareas for Substitution Types.
IMG Personnel Time Management Time Data Recording and Administration Substitutions Set Defaults for Substitution Types.
IMG Personnel Time Management Time Data Recording and Administration Absences Absence Catalog Group Personnel Subareas for Attendances and Absences.
IMG Personnel Time Management Time Data Recording and Administration Absences Absence Catalog Define Absence Types.
IMG Personnel Time Management Time Data Recording and Administration Absences Absence Catalog Absence Counting Define Counting Classes for the Period Work Schedule.
IMG Personnel Time Management Time Data Recording and Administration Absences Absence Catalog Absence Counting Rules for Absence Counting (New) Group Employee Subgroups for Time Quotas.
IMG Personnel Time Management Time Data Recording and Administration Absences Absence Catalog Absence Counting Rules for Absence Counting (New) Group Personnel Subareas for Time Quotas
IMG Personnel Time Management Time Data Recording and Administration Absences Absence Catalog Absence Counting Rules for Absence Counting (New) Define Rules for Rounding Counted Absences
IMG Personnel Time Management Time Data Recording and Administration Absences Absence Catalog Absence Counting Rules for Absence Counting (New) Define Counting Rules
IMG Personnel Time Management Time Data Recording and Administration Absences Absence Catalog Absence Counting Rules for Absence Counting (New) Define Counting Rules Deduction rules for Absence quotas
IMG Personnel Time Management Time Data Recording and Administration Absences Absence Catalog Absence Counting Assign Counting Rules to Absence Types.
IMG Personnel Time Management Time Data Recording and Administration Attendances/Actual Working Times Define Attendance Types.
IMG Personnel Time Management Time Data Recording and Administration Attendances/Actual Working Times Attendance counting Rules for Attendance counting (New) Assign Counting Rules to Attendance Types.
IMG Personnel Time Management Time Data Recording and Administration Managing Time Accounts Using Attendance/Absence Quotas Time Quota Types Define Absence Quota Types.
IMG Personnel Time Management Time Data Recording and Administration Managing Time Accounts Using Attendance/Absence Quotas Calculating Absence Entitlements Automatic Accrual of Absence Quotas Permit Quota Generation Without Time Evaluation.
IMG Personnel Time Management Time Evaluation Time Evaluation Settings Set Personnel Subarea Groupings for Time Recording.
IMG Personnel Time Management Time Data Recording and Administration Managing Time Accounts Using Attendance/Absence Quotas Calculating Absence Entitlements Rules for Generating Absence Quotas Set Base Entitlements Base Entitlement for Absence Quota Generation.
IMG Personnel Time Management Time Data Recording and Administration Managing Time Accounts Using Attendance/Absence Quotas Calculating Absence Entitlements Rules for Generating Absence Quotas Determine Validity and Deduction Periods.
IMG Personnel Time Management Time Data Recording and Administration Managing Time Accounts Using Attendance/Absence Quotas Calculating Absence Entitlements Rules for Generating Absence Quotas Set Base Entitlements Define Generation Rules for Quota Selection.
Payroll IN - Config
| Labels: Confings | 1 comments »
Personnel Management Personnel AdministrationOrganizational Data Organizational Assignment Define employee attributes
Transaction Code:-OH00
Personnel Management Personnel AdministrationOrganizational Data Organizational Assignment Define employee attributes
Transaction Code:-OH00
Personnel Management Personnel AdministrationOrganizational Data Organizational Assignment Define employee attributes
Transaction Code:-OH00
Personnel Management Personnel AdministrationOrganizational Data Organizational Assignment Create payroll area
Transaction Code:-OH00
Personnel Management Personnel AdministrationOrganizational Data Organizational Assignment Create payroll area
Transaction Code:-PE03
Personnel Management Personnel AdministrationOrganizational Data Organizational Assignment Check Default Payroll Area
Transaction Code:-PA03
Personnel Management Personnel AdministrationOrganizational Data Organizational Assignment Create control record
Transaction Code:-PA03
Personnel Management Personnel AdministrationOrganizational Data Organizational Assignment Create control record
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataBasic PayDefine EE Sub Group Grourping for PCR and Collective Agreement Provision
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataBasic PayDefine Reason for Change
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataBasic PayCheck PayScale Type
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataBasic PayCheck PayScale Area
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataBasic PayCheck Assignment of PayScale Structure to Enterprise Structure
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataBasic PayDetermine Default for PayScale Data
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataBasic PaySetup Payroll Period for Collective Agreement Provision
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataBasic PayDefine PayScale Salary ranges
Transaction Code:-OH11
Personnel Management Personnel AdministrationPayroll DataBasic PayWage Types Create Wage Type
Transaction Code:-OH11
Personnel Management Personnel AdministrationPayroll DataBasic PayWage Types Create Wage Type
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataBasic PayWage Types Check Wage Type Group “Basic Pay”
Personnel Management Personnel AdministrationPayroll DataBasic PayWage Types Check Wage Type CatalogCheck Wage Type Text
Transaction Code:-OH13
Personnel Management Personnel AdministrationPayroll DataBasic PayWage Types Check Wage Type CatalogCheck Entry Permissibility Per Infotype
Transaction Code:-OH13
Personnel Management Personnel AdministrationPayroll DataBasic PayWage Types Check Wage Type CatalogCheck Wage Type Characteristics
Transaction Code:-OH13
Personnel Management Personnel AdministrationPayroll DataBasic PayWage Types Check Wage Type CatalogCheck Wage Type Characteristics
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataBasic PayWage Types Employee Sub Group Grouping for Primary Wage
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataBasic PayWage Types Personnel Sub Area Grouping for Primary Wage Type
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataBasic PayWage Types Define Wage Type Permissibility for each PS and ESG
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataBasic PayWage Types Define Wage Type Permissibility for each PS and ESG
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataRecurring Payment and DeductionDefine Reason for Change
Transaction Code:-OH11
Personnel Management Personnel AdministrationPayroll DataRecurring Payment and DeductionWage TypesCreate Wage Type Catalog
Transaction Code:-OH11
Personnel Management Personnel AdministrationPayroll DataRecurring Payment and DeductionWage TypesCreate Wage Type Catalog
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataRecurring Payment and DeductionWage TypesCheck Wage Type Group “ Recurring Payments and Deduction”
Transaction Code:-OH13
Personnel Management Personnel AdministrationPayroll DataRecurring Payment and DeductionWage TypesCheck Wage Type CatalogCheck Wage Type text
Transaction Code:-OH13
Personnel Management Personnel AdministrationPayroll DataRecurring Payment and DeductionWage TypesCheck Wage Type CatalogCheck Entry Permissibility Per Infotype
Transaction Code:-OH13
Personnel Management Personnel AdministrationPayroll DataRecurring Payment and DeductionWage TypesCheck Wage Type CatalogCheck Wage Type Characteristics
Transaction Code:-OH13
Personnel Management Personnel AdministrationPayroll DataRecurring Payment and DeductionWage TypesCheck Wage Type CatalogCheck Wage Type Characteristics
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataRecurring Payment and DeductionWage TypesDefine Employee Sub Group Grouping for Primary Wage Type.
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataRecurring Payment and DeductionWage TypesDefine Personnel Area Grouping for Primary Wage Type
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataRecurring Payment and DeductionWage TypesDefine Wage Type Permissibility for each PS and ESG
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataRecurring Payment and DeductionWage TypesDefine Wage Type Permissibility for each PS and ESG
Transaction Code:-OH00
Personnel Management Personnel AdministrationaPPayroll DataAdditional Payments Define Reasons for Changes
Transaction Code:-OH11
Personnel Management Personnel AdministrationaPPayroll DataAdditional Payments Wage TypesCreate Wage Type Catalog
Transaction Code:-OH11
Personnel Management Personnel AdministrationPayroll DataAdditional Payments Wage TypesCreate Wage Type Catalog
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataAdditional Payments and DeductionWage TypesCheck Wage Type Group Additional Payments
Transaction Code:-OH13
Personnel Management Personnel AdministrationPayroll DataAdditional Payments and DeductionWage TypesCheck Wage Type CatalogCheck Wage Type
Transaction Code:-OH13
Personnel Management Personnel AdministrationPayroll DataAdditional PaymentsWage TypesCheck Wage Type CatalogCheck Entry Permissibility for Additional Payments
Transaction Code:-OH13
Personnel Management Personnel AdministrationPayroll DataAdditional PaymentsWage TypesCheck Wage Type CatalogCheck Wage Type Characteristics.
Transaction Code:-OH13
Personnel Management Personnel AdministrationPayroll DataAdditional PaymentsWage TypesCheck Wage Type CatalogCheck Wage Type Characteristics.
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataAdditional PaymentsWage TypesDefine Employee Sub Group Grouping for Primary Wage Type.
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataAdditional PaymentsWage TypesDefine Employee Sub Group Grouping for Primary Wage Type.
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataAdditional PaymentsWage TypesDefine Wage Type Permissibility for each PS and ESG
Transaction Code:-OH00
Personnel Management Personnel AdministrationPayroll DataAdditional PaymentsWage TypesDefine Wage Type Permissibility for each PS and ESG
Transaction Code:-PA03
Payroll Payroll IndiaBasic SettingsPayroll OrganizationCheck Payroll Accounting Area
Transaction Code:-OG00
Payroll Payroll IndiaBasic SettingsPayroll OrganizationGenerate Payroll Periods
Transaction Code:-OH00
Payroll Payroll IndiaBasic SettingsPayroll OrganizationGenerate Payroll PeriodsCheck Date of Payday
Transaction Code:-OG00
Payroll Payroll IndiaBasic SettingsPayroll OrganizationGenerate Calender for Cumulation
Transaction Code:-OH00
Payroll Payroll IndiaPayscale GroupingsDefine Payscale Groupings for Allowances
Transaction Code:-OH00
Payroll Payroll IndiaPayscale GroupingsAsssign Payscale Groupings for Allowances
Transaction Code:-OH00
Payroll Payroll IndiaBasic Salary for IndiaAsssign Basic Wage Types to Groupings for Allowances
Transaction Code:-OH00
Payroll Payroll IndiaBasic Salary for IndiaAsssign Basic Wage Types to Groupings for Allowances
Transaction Code:-OH00
Payroll Payroll IndiaBasic Salary for IndiaAssign Basic Codes for Allowance Groups
Transaction Code:-OH00
Payroll Payroll IndiaReimbursements, Allowances and PerksAssign Wage type Model for Payscale Grouping for Allowances
Transaction Code:-OH00
Payroll Payroll IndiaReimbursements, Allowances and PerksMaintain Default Wage Types for Basic Pay
Transaction Code:-OH00
Payroll Payroll IndiaReimbursements, Allowances and PerksMaintain Wage Types Characteristics
Transaction Code:-OH00
Payroll Payroll IndiaReimbursements, Allowances and PerksMaintain Wage Types Characteristics
Transaction Code:-OH00
Payroll Payroll IndiaReimbursements, Allowances and PerksMaintain PayScale Groups and Levels.
Transaction Code:-OH00
Payroll Payroll IndiaReimbursements, Allowances and PerksMaintain PayScale Groups and Levels
Transaction Code:-OH00
Payroll Payroll IndiaReimbursements, Allowances and PerksMaintain Valuation of Basic of Basic Wage Type
Transaction Code:-OH00
Payroll Payroll IndiaReimbursements, Allowances and PerksMaintain Allowance Rules Based on Slabs
Transaction Code:-OH00
Payroll Payroll IndiaReimbursements, Allowances and PerksCalculate Eligibility for RAPs
Transaction Code:-OH00
Payroll Payroll IndiaReimbursements, Allowances and PerksCalculate Eligibility for RAPs
Transaction Code:-OH00
Payroll Payroll IndiaReimbursements, Allowances and PerksCalculate Eligibility for RAPs
Transaction Code:-OH00
Payroll Payroll IndiaCompany LoansMaster DataCreate a Loan Type
Transaction Code:-SPRO
Payroll Payroll IndiaCompany LoansMaster DataAssign Repayment Type
Transaction Code:-SPRO
Payroll Payroll IndiaCompany LoansMaster DataCreate Loan Conditions
Transaction Code:-SPRO
Payroll Payroll IndiaCompany LoansMaster DataCreate Loan Conditions
Transaction Code:-SPRO
Payroll Payroll IndiaCompany LoansMaster DataCreate Loan Conditions
Transaction Code:-OH00
Payroll Payroll IndiaCompany LoansMaster DataMaintain Loan Eligibility Checks and Limits
Transaction Code:-SPRO
Payroll Payroll IndiaReporting for Posting Results to Accounting Activities in HR SystemEmployee Grouping and Symbolic AccountsDefine Employee Grouping Account Determination
Transaction Code:-SPRO
Payroll Payroll IndiaReporting for Posting Results to Accounting Activities in HR SystemEmployee Grouping and Symbolic AccountsDefine Symbolic Accounts
Transaction Code:-OH02
Payroll Payroll IndiaReporting for Posting Results to Accounting Activities in HR SystemMaintain Wage TypesDefine Posting Characteristics for Wage Types
Transaction Code:-OH02
Payroll Payroll IndiaReporting for Posting Results to Accounting Activities in HR SystemMaintain Wage TypesDefine Posting Characteristics for Wage
Transaction Code:-OG00
Payroll Payroll IndiaReporting for Posting Results to Accounting Activities in HR SystemMaintain Wage TypesMaintain Posting Periods for Payroll Periods
Transaction Code:-OH00
Payroll Payroll IndiaReporting for Posting Results to Accounting Activities in HR SystemMaintain Wage TypesMaintain Posting Periods for Payroll Periods
Transaction Code:-SPRO
Payroll Payroll IndiaReporting for Posting Results to Accounting Activities in HR SystemCreate Posting Variants
Transaction Code:-OBYE
Payroll Payroll IndiaReporting for Posting Results to AccountingAssigning AccountsAssign Expense Accounts
Transaction Code:-OBYE
Payroll Payroll IndiaReporting for Posting Results to Accounting Activities in HR SystemAssigning AccountsAssign Expense Accounts
Transaction Code:-OBYG
Payroll Payroll IndiaReporting for Posting Results to AccountingAssigning AccountsAssign Balance Sheet Accounts
Transaction Code:-OBYG
Payroll Payroll IndiaReporting for Posting Results to AccountingAssigning AccountsAssign Balance Sheet Accounts
Transaction Code:-OG00
Payroll Payroll IndiaReporting for Posting Results to AccountingCheck Customizing for Account Determination
Transaction Code:-OG00
Payroll Payroll IndiaReporting for Posting Results to AccountingCheck Customizing for Account Determination
Transaction Code:-SPRO
Payroll Payroll IndiaPayroll CalenderDefine Schedule for Payroll Calender
Transaction Code:-SPRO
Payroll Payroll IndiaPayroll CalenderDefine Schedule for Payroll Calender