Transcript
HR050 Human Resources
HR050
Release 46D 2002/11/05
© SAP AG 1999
HR050 Human Resources
HR050
HR050
Human Resources
Human Resources
System R/3
Release 4.6B
May 2000
50035044
404 (Not Found)
© SAP AG 1999
Enjoy SAP
© SAP AG 1999
Human Resources 4.6 (1)
Level 3 Level 2
Reporting in Human
Resources
HR580 3 days
see HR2
Human Resources
Essentials III
HR053 2 days
Configuration of Time
Recording
HR306 4 days
Time Evaluation
HR310/311 5 days
Shift and Workforce
Planning
HR520 2 days
Human Resources
Essentials I
HR051 1 day
Organizational
Management
HR505 3 days
Employee Self-Service
HR250 2 days
Configuration of
Master Data
HR305 3 days
Personnel Development
HR510 3 days
Training and Event
Management
HR515 3 days
Human Resources
Essentials II
HR052 2 days
Compensation
Management
HR540 3 days
Configuration of HR
System Controls
HR307 2 days
Programming in HR
HR350 5 days
Technical topics in
Human Resources
HR530 3 days
CATS The Cross
Application Time Sheet
CA500 2 days
Benefits Administration
HR325 3 days
© SAP AG 1999
Human Resources 4.6 (2)
Level 3 Level 2
Human Resources
Essentials I
HR051 1 day
Human Resources
Essentials II
HR052 2 days
Human Resources
Essentials III
HR053 2 days
Please note our country specific curriculum and our curriculum
for release 4.6B.
Note:
Payroll Configuration
HR400 5 days
Introduction
to Payroll
HR390 2 days
Configuration of
Master Data
HR305 3 days
Incentive wages
HR490 4 days
© 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
z Course Goals
z Course Objectives
z Course Content
z Course Overview Diagram
z Main Business Scenario
Contents:
Course Overview
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Course Goals
z Acquaint yourself with various areas of R/3
Human Resources Management
This course will prepare you to:
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© SAP AG 1999
z Have an overview of the various components
in R/3 Human Resources Management
Course Objectives
At the conclusion of this course, you will:
Course Objectives
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© SAP AG 1999
Unit 9 Travel Management
Unit 10 Payroll
Unit 11 Recruitment
Unit 12 Personnel Cost Planning
Unit 13 Reporting and
Manager’s Desktop
Unit 14 Employee Self Service
Unit 15 ALE
Unit 16 ASAP
Unit 1 Course Overview
Unit 2 Navigation
Unit 3 Structures in Human
Resources
Unit 4 Personnel Management
Unit 5 Benefits
Unit 6 Development and Training
Unit 7 Compensation
Unit 8 Time Management
Introduction
Appendices
Course Content
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Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9
Course Overview
Navigation
Structures in Human
Resources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and
Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
(C) SAP AG HR050 1-5
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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
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z Navigation in the system
z User-specific settings
z Navigation in the mySAP.com Workplace
Contents:
Navigation
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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
At the conclusion of this unit, you will be able to:
Navigation: Unit Objectives
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z New users need to familiarize themselves with the
screens in the system and define their personal
default settings
Navigation: Business Scenario
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Logging On to the System
Client
User
Password
Language
NewPassword
SAP R/3 SAP R/3
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User System Help
You can place your own text on
the initial screen: See SAP Note 205487
If you have problems logging on,
contact Donna Moore, x486
SAP R/3 Systems are client systems. The client concept enables the parallel operation, in one system, of
several enterprises that are independent of each other in business terms. The components SAP Business
Information Warehouse (BW) and SAP Knowledge Warehouse (KW) are exceptions to this: in these
cases only one client is used. During each user session you can only access the data of the client selected
during logon.
A client is, in organizational terms, an independent unit in the system. Each client has its own data
environment and therefore its own master data and transaction data, assigned user master records and
charts of accounts, and specific Customizing parameters.
For a user to log on to the system, a master record must exist in the system for that user. To protect
access, a password is required for logon. The password is hidden as you type (you only see asterisks).
SAP R/3 Systems are available in several languages. Use the Language input field to select the logon
language for each session.
Multiple logons are always logged in the system beginning with SAP R/3 4.6. This is for security as well
as licensing reasons. A warning message appears if the same user attempts to log on twice or more. This
message offers three options:
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
System System Function Function Name: Name: Activity Acti vi ty
Menu Edit Favorites Extras System Help
Choose Save
Input field
Tick
Selection 1
Selection 4
Selection 2
Selection 3
Options
Option 1
Option 2
Option 3
Option 4
Option 5
Display Edit
Overview
Neutral
Positive
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Status Bar
Application
Toolbar
Command Field Standard Toolbar
Checkboxes
Radio Buttons
Pushbuttons
Tab Page
This screen is made up of
various screen elements. It
does not match an actual
screen in the system.
Command field: You can use the command field to go to applications directly by entering the
transaction code. You can find the transaction code either in the SAP Easy Access menu tree (see the
page User-Specific Personalization) or in the appropriate application by choosing System→ Status.
Standard toolbar: The icons in the standard toolbar are available on all SAP R/3 screens. Any icons
that you cannot use on a particular screen are dimmed. If you leave the cursor on an icon for a moment, a
QuickInfo appears with the name (or function) of that icon. You will also see the corresponding function
key. The application toolbar shows you which functions are available in the current application.
Checkboxes: Checkboxes allow you to select several options simultaneously within a group.
Radio buttons: Radio buttons allow you to select one option only.
Tabs: Tabs provide a clearer overview of several information screens.
Status bar: The status bar displays information on the current system status, for example, warnings or
error messages.
Other elements are:
Menu bar: The menus shown here depend on which application you are working in. These menus contain
cascading menu options.
Title bar: The title bar displays your current position and activity in the system.
(C) SAP AG HR050 2-5
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SAP Easy Access - Standard
SAP SAP Easy Easy Access Access
Other Menu
Menu Edit Favorites Extras System Help
Create Role Assign User Documentation
Favorites
SAP Menu
Office
Logistics
Accounting
Human Resources
Information Systems
Tools
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You are greeted by your logo
in the right-hand part of the window.
SAP Easy Access is the standard entry screen displayed after logon. You navigate through the system
using a compact tree structure.
You can include an image on the right-hand side of the screen such as your company logo. This image
can only be entered systemwide, and is a cross-client setting. Assuming you have the appropriate
authorization, you can find a detailed description of the necessary settings by choosing Extras →
Administration Information. Note that this image is stored in the system and transported to the SAP
Frontend every time it is called by SAP Easy Access. Although this transfer is compressed, the image for
the initial screen should not be bigger than around 20 kB. You can prevent this image being called either
by using the setting Low Speed Connection in the SAPLogon program (see SAP Note 161053), or by
switching off the calling of the image under Extras→Settings. See also User-Specific Personalization.
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Selecting Functions
Menu Edit Favorites Extras System Help
SAP SAP Easy Easy Access - Access - Enjoy User Menu Enjoy User Menu
Create session
End session
User profile
Services
Utilities
List
Services for object
Object history
Own spool requests
Own J obs
Short Message
Status...
Log off
Favorites
Enjoy User Menu
URL - SAP Notes (User / PW req.)
Accounts Receivable
FD02 -Change Customer (Account
Materials Management
Sales and Distribution
Tools
... using the transaction code in the command field
... using SAP Easy Access and Favorites
... using the menu path
You can select system functions in the following ways:
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 / nf d03). 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 sear ch_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
SAP SAP Easy Easy Access - Access - Enjoy User Menu Enjoy User Menu
Other Menu
Menu Edit Favorites Extras System Help
Create Role Assign User Documentation
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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
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.
Sales and Dsitribution
Tools
Materials Management
A Role describes a set of logically linked transactions in the system. These represent the range of
functions users typically need for their work.
User roles (previously “activity groups”) have to be set up using the Profile Generator so that SAP R/3
System users can work with user-specific or position-related menus.
The authorizations for the activities listed in the menus are also assigned to the users using user roles.
With Release 4.6, predefined user roles from all application areas are included in the standard system.
Users who have been assigned a user role can choose between the user menu and the SAP standard
menu.
The above screen shows the role-based user menu for a user with the name "Enjoy". You can find roles
that are supplied in the standard SAP R/3 System by choosing Other menu on the SAP Easy Access
initial screen.
Every enduser can personalize the initial screen using Favorites. You can create your own Favorites list
containing the transactions, reports, files, and Web addresses that you use most often.
You can add favorites either by choosing Favorites or by using the mouse to “drag & drop” items into
the Favorites directory.
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Field Help: F1 and F4
Displ ay Display Customer Customer : Initial : Ini tial Screen Screen
Customer Edit Goto Extras Environment System Help
Customer
Company Code
Restrictions
Company Code
Company Name
City
Currency
Restrict Number to
1000 Customer
SAP A.G. Walldorf EUR
Co... Company Name City Cur...
Restrictions
IDES AG 1000 Frankfurt UNI
IDES Canada Toronto CAD
IDES AG Frankfurt UNI
Customer account number
A unique key is used to clearly identify the customer within the SAP
System.
Procedure
When creating a customer master record, the user either enters the
account number of the customer or has the systemdetermine the
number when the record is saved, depending on the type of number
assignment used. The account group determines how numbers are
assigned.
F4 Help: Displays
Possible Entries
F1 Help: Displays the Meaning of
Fields and Technical Information
Entries Found
For help on fields, menus, functions, and messages, use F1.
F1 help also provides technical information on the relevant field. This includes, for example, the
parameter ID, which you can use to assign values for your user to input fields , which have to refer to
these parameter IDs.
For information on what values you can enter, use F4. You can also access F4 help for a selected field
using the button immediately to the right of that field.
If input fields are marked with a small icon with a checkmark, then you can only continue in that
application by entering a permitted value. You can mark many fields in an application as either required
entry fields or optional entry fields. You can also hide fields and preassign values using transaction or
screen variants or Customizing.
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SAP Library
SAP Library - SAP Library
SAPLibrary
Contents Index Search
SAP Library
Release 4.6C, March 2000
IDES
Getting Started
Release Notes
Implementation Guide
Glossary
© Copyright 2000 SAP AG
All rights reserved.
You can access the
complete online
documentation for the
system using the SAP
Library
SAP R/3 Systems provide comprehensive online help. You can display the help from any screen in the
system. You can always request help using the Help menu or using the relevant icon (the yellow
question mark).
You can access the SAP Library quickly and comfortably by using the SAP Service Marketplace. There
you can find the SAP Help Portal under Knowledge and Training, where you can not only access Help
in HTML format, but can also perform efficient full-text searches in the SAP Library. If you have the
SAP Library installed, you also have, of course, these opportunities within your company.
You can access the Help Portal directly at http://help.sap.com
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Menus: System and Help
SAP SAP Easy Easy Access Access
Other Menu
Menu Edit Favorites Extras System Help
Rolle anlegen Benutzer zuordnen Documentation
Favorites
SAP Menu
Office
Logistics
Accounting
Personnel
Information Systems
Tools
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Create Session
End Session
User profile
Services
Utilities
List
Services for object
Object history
Own spool requests
Own jobs
Short message
Status...
Log off
Application help
SAP Library
Glossary
Release Notes
SAPNet
Feedback
Settings...
Both of these menus are available on every screen
and always offer exactly the same options.
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
SAP SAP Easy Easy Access Access
Other Menu
Menu Edit Favorites Exrtas System Help
Rolle anlegen Benutzer zuordnen Dokumentation
Favorites
SAP Menu
Office
Logistics
Accounting
Human Resources
Information Systems
Tools
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Administration Information
Assign user
Display Documentation
Technical Details
Settings
Set Start Transaction
Ctrl+Shift+F8
Shift+F6
Shift+F7
Shift+F9
Ctrl+Shift+F10
Display favorites at end of list
Settings
This is used to specify settings
Do not display menu, only display favorites
Do not display picture
Display technical names
Options ...
Generate Graphic
Create Shortcut ...
Activate GuiXT
Default Size
Hardcopy
Quick Cut and Paste
About...
Different Settings options make
working with the system easier
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
Company code
Processing group
Bank key
Sales order type
Choose Variants
Maintain Variants
Use as standard setting
Variant
Save
Standard setting
Current setting
Create
Delete
Administrator
My variant
Basic setting
Table Settings
Use the Table Settings function to change, in the table control, the individual basic table settings that are
supplied with the system. This is particularly useful for tables where you do not need all the columns.
You can use the mouse to drag & drop column positions and widths, or even make the column disappear.
Save the changed table settings as a variant. The number of different variants you can create per table is
not restricted.
The first variant is called the basic setting; the SAP System defines this setting. You cannot delete the
basic setting (you can delete the variants you define yourself).
The table settings are stored with your user name. The system uses the variant currently valid until you
exit the relevant application. If you then select the application again, the system will use the standard
settings valid for this table.
Note: you can change table settings wherever you see the table control icon in the top right-hand corner
of a table.
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Personalizing the Frontend with GuiXT
FD03 with GuiXT FD03 without GuiXT
Example from http://www.guixt.com
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 J ava or the SAP GUI
for Windows).
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You are now able to:
Navigation: Unit Summary
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
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Navigation - Exercises
Unit: Navigation
Topic: Basic Functions
At the conclusion of this exercise, you will be able to:
• Log on to an SAP R/3 System
• Find transaction codes
• Access the SAP Library
• Use F1 help to find field information
• Use F4 help to search for possible field entries
As a new user of an SAP R/3 System, you begin to navigate the system
using the menu paths and transaction codes. You also begin to access the
various types of online help.
All menu paths in the exercises refer to the SAP standard menu.
1-1 Logging on to the system
Select the appropriate system for this course. Use the client, user name, initial
password and logon language specified by the instructor. The first time you log on, you
will get a prompt in which you must enter your new password, which you choose
yourself, twice. Make a note of the following:
Client: _ _ _ User: _ _ _ _ _ _ Password: ____________ Language: _ _.
1-2 What is the maximum number of sessions (windows in the SAP R/3 System) you can
have open simultaneously? __
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1-3 Identify the functions and find the transaction codes that correspond to the following
menu paths in the SAP standard menu.
1-3-1 Tools→ Administration → Monitor → System Monitoring→ User Overview
Name of function: ___________________________________________
Transaction: _________________________________________________
1-3-2 Accounting → Financial Accounting → Accounts Receivable→
Master Records→ Display
Enter Customer 1000 and Company Code 1000 to go to the next
screen.
Name of function: _____________________________________
Transaction: ___________________________________________
1-4 Help
1-4-1 If you choose Application help in the SAP Easy Access initial screen (System
menu), which area of the SAP Library does it take you to?
_________________________________________________________
To answer the questions below, you will need to go to the Display
Customer: Initial Screen.
1-4-2 Use F1 help on the Customer field. What is this field used for?
Write a brief summary of the business-related information.
______________________________________________________
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1-4-3 Use the F1 help on the Company code field. If you choose the Application help
icon from the F1 help screen, which area of the SAP Library does it take you
to?
______________________________________________________
1-4-4 Which icon do you need to use on the F1 help screen to find the parameter ID
for the Company code field?
Hint: See the notes on the slide User-Specific Personalization
______________________________________________________
1-4-5 Use F4 help on the Customer field to find the customer number for Becker ##.
To do this, use the Search term "Becker*" after calling the F4 help.
Note: ##corresponds to your assigned group number.
___________________________________________________
Unit: Navigation
Topic: User-Specific Settings
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 ht t p: / / www. sap. comwith the text SAP Homepage.
2-4* Setting a start transaction using the Extras menu.
2-4-1 Enter a transaction of your choice as the initial transaction. You will then need
to log off and on again for the change to take effect.
Note: If desired, you can change the initial transaction back to the default value
simply by deleting the transaction code that you entered.
Navigation - Solutions
Unit: Navigation
Topic: Basic Functions
1-1 Log on to the system specified by the instructor and change your initial password.
1-2 To open and close sessions, choose System → Create session (or use the appropriate
icon) or System → End session.
The maximum number of sessions you can have open simultaneously is six (6),
depending on your system settings.
1-3 To find the transaction code, choose System → Status. These function names and
transaction codes correspond to the menu paths:
1-3-1 Transaction: SM04 for Function Name: User list
1-3-2 Transaction: FD03 for Function Name: Display Customer: General Data
1-4 Help
1-4-1 The section of the unit Getting Started that deals with using SAP Easy Access
is displayed.
1-4-2 Suggestion: The customer is a unique key (account number) used to clearly
identify the customer within the system.
1-4-3 FI – Accounts Receivable and Accounts Payable
1-4-4 To find the Parameter ID: BUK, choose Technical Info
1-4-5 Customer ##(##corresponds to your assigned group number)
When you select F4 in the Customer field, the Restrict Value Range window
appears. You can explore the various tabs to see the different search criteria
available. Find a tab that includes the Search term field and enter the
following:
Field Name Value
Search term Becker*
Choose Enter. A window appears listing the customer account numbers that
match your search criteria. Select the line that corresponds to Becker ##, then
choose Copy. This automatically copies the customer account number into the
Customer field.
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Unit: Navigation
Topic: User-Specific Settings
2-1 Setting user parameters.
2-1-1 To assign a parameter value to a field you will need the parameter ID of the
field. First you need to select a transaction that contains this field. For example,
Company code can be found in transaction FD03. Next, place the cursor on that
field (click it with the mouse). To display the required info, choose:
F1 → Technical Info → Parameter ID
gives you the required information. For the Company code field, the parameter
ID is BUK.
Finally, enter the parameter ID and desired value in your user profile:
System → User profile → Own data
On the Parameter tab page you enter the parameter ID and value that you want
to be entered into the field. Save your entries.
2-2 Setting user defaults.
2-2-1 To set the logon language, go to your user profile:
System → User profile → Own data
On the Defaults tab page, enter the language of your choice in the Logon
language field.
2-2-2 To set the decimal notation and date format, remain on the Defaults tab in your
user profile. Select the indicator adjacent to the notation and format you desire.
Save your selections.
2-3 Defining favorites of your choice.
2-3-1 Favorites → Insert folder
Type any name for the folder then select Enter. You can add as many folders as
you desire. Once created, folders can be dragged and dropped to position them
where you want.
2-3-2 To create favorites, select specific applications (transactions) that you need as
favorites for your daily work from the menu tree of the SAP standard menu.
Add them to your Favorites list by selecting them and choosing Favorites →
Add from the menu bar. Alternatively, use the mouse to drag & drop favorites
to a folder. You can also use the menu path Favorites → Insert transaction to
add using a transaction code.. Finally, you can move existing favorites to
different folders later by choosing Favorites → Move or using drag & drop.
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2-3-3 Create Internet addresses by choosing Favorites → Add Web address or file.
When you select SAP Homepage from your favorites, an Internet browser will
open and you will be connected to SAP’s homepage.
2-4 Setting a start transaction.
2-4-1 Extras → Set start transaction
Enter a transaction of your choice then choose Enter. Notice the system
message on the status bar indicates that your selected transaction has been set as
the start transaction. The next time you log on, the system will go directly to
your start transaction.
Note: To change back to SAP Easy Access as the initial screen, follow the
menu path again, delete the transaction code and select Enter. The next time
you log on, SAP Easy Access will be the initial screen.
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Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9
Course Overview
Navigation
Structures in Human
Resources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and
Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
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Background
Usability is the goal of the Organization and Staffing Interface functionality.
One workspace divided into 4 work areas for a complete view of the organizational plan.
Most of the Organizational Management functions can be performed with this interface.
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Exercises
Unit: HR Structures
Topic: Organizational management
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.
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 J ob 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 J ob 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 dateis 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:
##-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.
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 theHolder field in the Details area.
Enter the valid from date as the first day of the current year in the Holder pop-
up box and select the Continue/Enter icon.
Confirm "Delimit Vacancy" pop-up box.
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
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9
Course Overview
Navigation
Structures in Human
Resources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and
Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
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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
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)
Search Help You can access data records using the search help
function, even if you do not have all the necessary data.
I, Barbara
Myers, have
...
and your
personnel
number ?
Personnel number
Personnel
office
Employee data is often maintained for individual employees. The employee‘s personnel number must be
entered. If this number is not known by the system, you can use the search help to find it.
The Search Help function allows you to select personnel numbers according to certain criteria e.g. last
names and first names, birth dates, organizational assignment, etc.
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Benefits
z Overview and Prerequisites
z Enrolling in Benefit Plans
Contents:
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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
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Course Overview Diagram
1 1
2 2
3 3
4 4
5 5
6 6
7 7
8 8 16 16
15 15
14 14
13
12 12
11 11
10 10
9
9 Course Overview Course Overview
Navigation Navigation
Structures in Human
Resources
Structures in Human
Resources
Personnel Management Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and
Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
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Benefits: Business Scenario
z Within your business, employees enroll
themselves in various benefit plans thereby
taking advantage of varying benefits.
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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 Benefits
Information system Information system
Overview Overview
Health plan costs Health plan costs
Insurance plan costs Insurance plan costs
Costs and contributions Costs and contributions
Savings plan contributions Savings plan contributions
Flexible spending account contributions Flexible spending account contributions
Stock purchase plan contributions Stock purchase plan contributions
Statistics Statistics
Miscellaneous plan costs/contributions Miscellaneous plan costs/contributions
Benefit election analysis Benefit election analysis
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
5% interest
Health Insurance Savings Credit Miscellaneous Flexible
Spending
Accounts
(North
America
only)
$
Stock
Purchase
50 U
N
I
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
Benefits Plans
etc.
Employer
Employee
In some countries, it is normal for the employee to participate in benefit plans offered by the employer.
Companies frequently offer benefits packages at a reduced rate to employers. This results in
considerably cheaper contributions for the employee, than those they would have to pay, were they to
enroll privately. Employees enroll themselves in these plans and receive varying benefits, according to
the varying plans. Either the employer or the employee, or both, pay the contributions; this varies from
case to case.
You can put together varying plans for different employees depending on many factors. You store the
restrictions and eligibility in the implementation guide. Therefore the processing of an employee’s
benefits is made very easy
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Enrollments
Open enrollment
Annual selection
Adjustment Reason:
hiring, marriage etc.
Any time
Default/Automatic
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
employee must exist
employee must exist
cost, coverage, credit and
benefit salary calculations
cost, coverage, credit and
benefit salary calculations
benefit area,
first program grouping,
second program grouping,
adjustment grouping
benefit area,
first program grouping,
second program grouping,
adjustment grouping
termination grouping
termination grouping
cost grouping,
coverage grouping
EE and ER contribution grouping,
credit grouping,
eligibility grouping
zip code eligibility
cost grouping,
coverage grouping
EE and ER contribution grouping,
credit grouping,
eligibility grouping
zip code eligibility
0015 Additional Payments
0015 Additional Payments 0015 Additional Payments
0014 Recur. Payments/Deds.
0014 Recur. Payments/ 0014 Recur. Payments/Deds Deds. .
0008 Basic pay
0008 Basic pay 0008 Basic pay
0000 Actions
0000 Actions 0000 Actions
0001 Org. Assignment
0001 Org. Assignment 0001 Org. Assignment
0002 Personal Data
0002 Personal Data 0002 Personal Data
0000 Actions
0000 Actions 0000 Actions
0007 Planned Working Time
0007 Planned Working Time 0007 Planned Working Time
0094 Residence Status
0094 Residence Status 0094 Residence Status
0057 Membership Fees
0057 Membership Fees 0057 Membership Fees
0001 Org. Assignment
0001 Org. Assignment 0001 Org. Assignment
0006 Addresses
0006 Addresses 0006 Addresses
0077 Addit. Personal Data
0077 0077 Addit Addit . Personal Data . Personal Data
0007 Planned Working Time
0007 Planned Working Time 0007 Planned Working Time
0001, 0002, 0008, 0057, 0094
0001, 0002, 0008, 0057, 0094 0001, 0002, 0008, 0057, 0094
0021 Family/Related Person
0021 Family/Related Person 0021 Family/Related Person related person group
related person group
Before you enroll employees in benefits, specific records in master data and benefits must be in place.
At a minimum, you must have the Actions (0000), Organizational Assignment (0001) and Personal Data
(0002) infotypes in place in master data. You may need additional infotypes for cost calculations such as
Basic Pay (0008) if cost is based on salary.
You must have the General Benefits Data infotype (0171), and if enrollment is due to a work/life event
an Adjustment Reasons infotype (0378) must be in place as well.
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.
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What Happens During the Enrollment Process?
Offer
Benefit plan DENT
Benefit plan LIFE
Benefit plan MED1
•Provider
•Plan Data
•Regulatory reports
•Attributes
•Wage types
Benefit plan
set-up in IMG
Benefit plan
set-up in IMG
Credit Plan Credit Plan
(IT 0236) (IT 0236)
Savings Plan Savings Plan
(IT 0169) (IT 0169)
Miscellaneous Plan Miscellaneous Plan
(IT 0377) (IT 0377)
Insurance Plan Insurance Plan
(IT 0168) (IT 0168)
•Plan data
•Plan dates
•Employee data
•Plan attributes
•Benefits salary/
coverage (annual)
•Cost
General Benefits General Benefits
Data (IT 0171) Data (IT 0171)
Adjustment Reasons Adjustment Reasons
(IT 0378) (IT 0378)
Personal Data Personal Data
(IT 0002) (IT 0002)
Org. Assignment Org. Assignment
(IT 0001) (IT 0001)
Actions Actions
(IT 0000) (IT 0000)
•Personnel event
•Status
•Organizational
assignment
Master data
and benefits
infotype records
Master data
and benefits
infotype records
Stock Purchase Plan Stock Purchase Plan
(IT 0379) (IT 0379)
Spending Account Spending Account
(IT 0170) (IT 0170)
Health Plan Health Plan
(IT 0167) (IT 0167)
•Plan data
•Plan dates
•Employee data
•Plan attributes
•Cost
Creation of new plans
Creation of new plans
...
...
Plan selection
Consistency check
Enrollment requires employee master data records and benefit plan data to enroll the employee in
benefit plans.
The benefit plan infotype records are created by the enrollment process. You only need to select the plan
options for the employee, and the infotype records are created automatically by the system.
Note: Plans in which the employee is already participating, are considered in the offer as well.
Note: In the enrollment process, you do not only create plans for employees, but you can also stop the
participation in an existing plan in the given time period.
(C) SAP AG HR050 5-10
© SAP AG 1999
Selecting Benefit Programs
First Program Grouping
Salaried
employee
Hourly
wage
earner
Executives
Benefit area Benefit area
Program
Dental Plan
Life Plan
Medical Plan
...
Full-time Full-time
Part-time Part-time
worker worker
Temporary Temporary
personnel personnel
S
e
c
o
n
d
P
r
o
g
r
a
m
G
r
o
u
p
i
n
g
S
e
c
o
n
d
P
r
o
g
r
a
m
G
r
o
u
p
i
n
g
A matrix that cross references first and second program grouping allows you to define different
programs with different options for employees. Depending on an employee’s data, he/she will be eligible
for one of these programs.
A program is a restricted list of plans (made up of benefits) for a certain group of employees.
An employee‘s eligibility for a specific benefits program is defined through a combination of benefit
area, first and second program grouping.
(C) SAP AG HR050 5-11
© SAP AG 1999
Benefits Enrollment
Human Resources Human Resources
Personnel management Personnel management
Manager’s Desktop Manager’s Desktop
Enrollment Enrollment
Benefits Benefits
Please choose an offer:
Open offer
Default offer
Automatic offer
Always avail. offer
Enrollment
Select Select
Pers. No. Name
4487 Mrs Dana Moore
DNI
Personal
Number
Direct
selection
Selection
set
4487 Mrs Dana Moore
Open offer for
Status Enrollment period
Flex Credits
Flex Credit Plan 1
Flex Credit Plan 2
Standard Dental Plan
Standard Dental Plan
Medi cal Plan 1
Medi acl Plan 2
Dental
Medical
01.01.1999-31.12.1999
01.01.1999-31.12.1999
01.01.1999-31.12.1999
01.01.1999-31.12.1999
14.07.1999-31.12.1999
01.01.1999-13.07.1999
Under Enrollment, you have to specify an offer type before you get the list of all plans offered for an
employee.
As you enroll each employee, the system automatically presents only those plans for which the employee
is eligible.
The system also calculates the cost of the plan options, which can vary for each employee.
(C) SAP AG HR050 5-12
© SAP AG 1999
Enrollment Processing
Enrollment
4390 Mr Boris Kapinsky
4391 Mr Mikio Oyana
4392 Miss Winnie Chung
4393 Mr Bahy Crhak
4394 Dr Francesca Bertolini
4395 Mr Pierre Canguihem
4396 Miss Denise Carter
4397 Dr J ulie Palmer
4398 Dr Nielsen Thor
4399 Dr Miguel Santos
4401 Mis Rose Salzar
4402 Ms Marsha Bond
4403 Mrs Sophie Thibideaux
4404 Mr Kal Nilshids
4405 Marie-France Cabrera
4406 Ms Sarah Bartlett
Please choose an offer
Open offer
Initial enrollment
Default offer
Automatic offer
Direct selection Selection set
Personnel no
DNI 454-58-7611
Select
Enroll
Offer for
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
Suppl. Life
Supplemental Life insurance 02.09.1999 - 31.12.2000
Savings
Standard Savings 02.09.1999 - 31.12.2000
Special Savings 02.09.1999 - 31.12.2000
Stock Purchase
Alternative Stock 02.09.1999 - 31.12.2000
Standard Stock 02.09.1999 - 31.12.2000
Valid 02.09.1999 - 31.12.2000
Pers.no. 4401 Miss Rose Salzar
Plan Fitness Center
Employee 11.00
Employer 3.50
Option
Option Fitness Standard
Plan option
Costs UNI Semi-monthly
Your selected plan will be displayed where options and dependents can be selected.
(C) SAP AG HR050 5-13
© SAP AG 1999
Enrollment Processing Continued
Enrollment
4390 Mr Boris Kapinsky
4391 Mr Mikio Oyana
4392 Miss Winnie Chung
4393 Mr Bahy Crhak
4394 Dr Francesca Bertolini
4395 Mr Pierre Canguihem
4396 Miss Denise Carter
4397 Dr J ulie Palmer
4398 Dr Nielsen Thor
4399 Dr Miguel Santos
4401 Mis Rose Salzar
4402 Ms Marsha Bond
4403 Mrs Sophie Thibideaux
4404 Mr Kal Nilshids
4405 Marie-France Cabrera
4406 Ms Sarah Bartlett
Direct selection Selection set
Personnel no
DNI 454-58-7611
Select
Enroll
Offer for
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
02.09.1999 - 31.12.2000
Suppl. Life
Supplemental Life insurance 02.09.1999 - 31.12.2000
Savings
Standard Savings 02.09.1999 - 31.12.2000
Special Savings 02.09.1999 - 31.12.2000
Stock Purchase
Alternative Stock 02.09.1999 - 31.12.2000
Standard Stock 02.09.1999 - 31.12.2000
Offer for
Action Plan From To Add’l Info
Create Standard Dental 02.09.1999 31.12.2000
Create Standard Medical 02.09.1999 31.12.2000
Create Vision Plan 02.09.1999 31.12.2000
Create Standard Life Ins. 02.09.1999 31.12.2000
Create Standard Savings 02.09.1999 31.12.2000
Create Charity Welfare 02.09.1999 31.12.2000
Create Fitness Center 02.09.1999 31.12.2000
Create Alternative Stock Pur. 02.09.1999 31.12.2000
Execute enrollment
Enroll ment completed successfully
Continue Confirmation
After you execute enrollment, a message will be displayed indicating whether or not your enrollment
was successful.
(C) SAP AG HR050 5-14
© SAP AG 1999
Termination
Termination: Overview
Select Select
Pers. No. Name
4487 Mrs Dana Moore
DNI
Personal
Number
Direct
selection
Selection
set
4487 Mrs Dana Moore
Termination for
Flex Credits
Flex Credit Plan 1
Dental
01.01.1999-31.12.1999
01.01.1999-31.12.1999
14.07.1999-31.12.1999
on 29.07.1999
Vali d from
Standard Dental Plan
Life Insurance
Standard Li fe
Insurance
Termi nate on 29.07.1999
Termi nate on 29.07.1999
Termi nate on 30.11.1999
Acti on
D
o
u
b
l
e
-
c
l
i
c
k
Selection date 30.11.1999
You receive a list of plans the employee is currently participating. The termination date proposed by the
system depends on the termination rule set up in Customizing for each plan. You can overwrite this date.
(C) SAP AG HR050 5-15
© SAP AG 1999
Monitoring of Eligibility During Participation
Vali dity
Stop participation
Reason for i neligi bility
El igibility check 17.08.1999
10 Benefi ts Test Area
00004401 Mi ss Rose Sal izar
Medi cal for Si ngles 01.01.1999-31.12.9999 Address (type Home address) of employee does not exist
00004408 Mrs Iffat Patel
Medi cal for Si ngles 01.01.1999-31.12.9999 Address (type Home address) of employee does not exist
00004409 Ms El ena Lopez
Medi cal for Si ngles 01.01.1999-31.12.9999 Address (type Home address) of employee does not exist
00004456 Mr Matthias Funke
Medi cal Plan 1 01.05.1998-31.12.9999 Employee 00004456 i s not enrolled in all corequi site pl ans
for MED 1
00004458 Dani ela Seeber
Standard Dental Plan 01.01.1999-31.121999 Empl oyee 00004458 is not enrolled i n all corequisite plans
for DENT
Medical Plan 1 01.01,1999-30.09.1999 Employee 00004458 i s not enrolled in all corequi site pl ans
for MED 1
Eligibility: Overview
Once employees are participating in plans, you can check that they continue to fulfill all eligibility
criteria for the plans.
The system checks:
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
© SAP AG 1999
Insurability
STATUS Option End of grace period Period Active plan exists
Insurability proven Stop participation
Insurabil ity on 17.8.1999
99 Internation Simpl e
00004411 Chri s Squire
Al ternative Life Insur… Coverage Level 1 Proven 01.10.1000-31.129999
00004412 Steve Howie
Medi cal Plan 2 Opti on 2 09.05.999 01.01.2000-31.12.2000
Alternati ve Life Insura… Coverage Level 1 Proven 01.10.1999-31.12.9999
00004413 Rymond Bednar
Alternati ve Life Insura,,, Coverage Level 1 Proven 01.10.1999-31.12.9999
00004414 Kevin Benson
Alternati ve Life Insura... Coverage Level 1 Proven 01.10.1999-31.12.9999
00004415 Tyra Pearson
Alternative Life Insura… Coverage Level 1 Proven
Insurability: Overview
Record is locked
Active
Pending
Insurability proven
Grace period expi red
Insurability not proven
Legend
Before employees can participate in some insurance and health plans, they must often provide Evidence
of Insurability (EOI) such as a medical affidavit for proof of good health.
You can further manage EOI by terminating employee enrollments, when the employee has not provided
EOI within the grace period.
(C) SAP AG HR050 5-17
© SAP AG 1999
Overview of Current Benefit Plans
General overview benefit plan data
Select Select
Pers. No. Name
4487 Mrs Dana Moore
DNI
Personal
Number
Direct
selection
Selection set
4487 Mrs Dana Moore
Display
01.01.1999-31.12.1999
14.07.1999-31.12.1999
on 29.07.1999
Flex Credit Plan 1 01.01.1999-31.12.1999
Standard Dental Plan
Pl ans Costs Master data Overview
Credit amount USD 66,67 Semi-monthly
Option1 Opti on
Dependent coverage Employee only
EE pre-tax
ER credit
UNI 13,50 Semi-monthly
UNI 5,00 Semi-monthly
Standard Li fe Insurance
In the overview screen, you get a list of plans the employee is currently participating. Plan details like
options, costs, coverage, contributions, credits, dependents and investments are also displayed.
(C) SAP AG HR050 5-18
© SAP AG 1999
Cost Summary
General overview benefit plan data
Maria Lobos 4498
Display
4498 Maria Lobos on 17.08.1999
Costs Plans Master data Overview
Flex Credit Plan 1 01.10.1999 - 31.12.9999
Credit amount UNI 150.00Monthly
Standard Dental Plan 06.05.1998 - 31.12.9999
Option Option 1
Dependent coverage Employee only
EE post-tax UNI 8.00 Weekly
Standard Life Insurance 01.01.1999 - 31.12.9999
Option Coverage Level 1
Direct selection Selection set
This function gives you an overview of benefit enrollment costs. For each employee and plan, it provides
the separate costs to the employer and the employee. The provider cost is not shown here.
(C) SAP AG HR050 5-19
© SAP AG 1999
Benefits: Unit Summary
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
You are now able to describe:
© 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. J ose 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 J ose Vega master records to be eligible for benefits.
1-2-1 Create a General Benefits Data infotype effective from the first of this month
for Mr. Vega. He benefit area is 99. He is an exempt full time employee.
1-2-2 Create an Adjustment Reason for Mr. Vega to store the initial adjustment reason
for enrollment.
Ν NOTE: The Adjustment Reasons infotype is dynamically initiated
when the General benefits data is saved. Then the enrollment
processing is dynamically initiated when the Adjustment Reasons
infotype is saved.
1-3 Enroll Mr. Vega and his spouse in the company’s dental and medical insurance plans.
1-3-1 Enroll him and his spouse in the Standard Dental Plan option 1.
1-3-2 Enroll him and his spouse in the Medical plan 1.
1-4 Review the benefits data created in the enrollment process.
1-4-1 Review the Standard Dental Plan records for Mr. Vega.
1-4-2 Review the Medical plan 1 records for Mr. Vega.
1-5 Execute the Benefits Overview for Mr. Vega.
(C) SAP AG HR050 5-21
Solutions
Unit: Benefits
Topic: Benefits Enrollment
1-1 Change your role to SAP_HR_BEN-SPECIALIST.
Select the Other menu button in the SAP Easy Access menu.
Select the Find icon.
Enter SAP_HR_BEN-SPECIALIST in the Find field.
Select the Find icon again.
Select the SAP_HR_BEN-SPECIALIST.
Select the Copy/Enter icon.
1-2 Update J ose 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
(C) SAP AG HR050 5-23
1-3 Enroll Mr. Vega and his spouse in the company’s dental and medical insurance plans.
Navigate to the Benefits enrollment node.
Activity group SAP_HR_BEN-SPECIALIST → Benefits → Enrollment
Enter 50992##in the Personnel number field in the Direct selection group.
Select the Enter icon.
Select Initial enrollment in the Offer selection pop-up box.
Select the Choose icon.
1-3-1 Enroll him and his spouse in the Standard Dental Plan option 1.
Double click on the Standard Dental Plan entry.
Select Option 1 in the Option field.
Select Employee + Spouse in the Dependent cov. field.
Select the Accept button.
1-3-2 Enroll him and his spouse in the Medical plan 1.
Double click on the Medical Plan 1 entry.
Select Option 1 in the Option field.
Select Employee + Spouse in the Dependent cov. field.
Select the Accept button.
Select the Enroll button.
Select the Execute enrollment button in the Confirmation of Selected Actions
pop-up box.
Select the Continue button in the Enrollment pop-up box.
1-4 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 theStandard Dental plan.
1-4-2 Select the Next record icon and review the plan data for the Medical plan 1.
1-5 Execute the Benefits Overview for Mr. Vega.
Navigate to the Benefits enrollment node.
Activity group SAP_HR_BEN-SPECIALIST → Benefits → Overview
Enter 50992##in the Personnel number filed in the Direct selection group.
Select the Enter icon.
Review the Overview tab.
(C) SAP AG HR050 5-24
© SAP AG 1999
Development and Training
¤ Qualifications and Requirements
¤ Career and Succession Planning
¤ Training and Event Management
¤ Development Plans
¤ Appraisal Systems
Contents:
(C) SAP AG HR050 6-1
© SAP AG 1999
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
(C) SAP AG HR050 6-2
© SAP AG 1999
Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9
Course Overview
Navigation
Structures in Human
Resources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and
Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
(C) SAP AG HR050 6-3
© SAP AG 1999
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.
(C) SAP AG HR050 6-4
© SAP AG 1999
Qualifications and Requirements:
Topic Objectives
At the conclusion of this topic, you will be able to:
¤ Create new entries in the qualifications catalog
¤ Define profiles
¤ Report on profiles
¤ Determine any need for further training
(C) SAP AG HR050 6-5
© SAP AG 1999
Personnel Development and Qualifying Actions
Position of Position of
“ Administrator” “ Administrator”
Certificate
of attendance
at Microsoft
Word course
Position of Position of
“ Dept Manager” “ Dept Manager”
Seminar Seminar
Microsoft Word
skills required?
Appraisals Appraisals
Development Plans Development Plans
Profile Matchup
Actual / target proficiency
Job Person
Þ 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.
Þ 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).
Þ 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.
Þ 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
© SAP AG 1999
Personnel Development Line Manager Role
SAP Easy Access
Favorites
Personnel management >Administration >HR Master Data
Activity group SAP_HR_LINEMANAGER_PD
For organizational unit
Personnel Development
Profile
Display
Change
Planning
Career
Succession
Individual development
Info system
Reports
Reporting tools
Settings
(C) SAP AG HR050 6-7
© SAP AG 1999
Planning for Organizational Unit
Administrator X is responsible Administrator X is responsible
for org.unit “ Purchasing” for org.unit “ Purchasing”
Access automatically via Access automatically via
the appropriate org.unit the appropriate org.unit
Relevant functionality Relevant functionality
in Personnel Development in Personnel Development
Settings for Personnel Development Settings for Personnel Development
Gen. settings
Plan version 01 Current plan
…….
Structural access
Org.unit 50000050
Name Purchasing
Þ 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.
Þ 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.
Þ 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
Þ 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
© SAP AG 1999
Qualifications / Requirements
Requirements
List of skills and experience
required in order to be
suitable for a job, position,
task, or work center.
Qualifications
List of skills that make an
employee suitable for a job,
position, task, or work center.
Profile Matchup
Qualification Requirement
Job
Person
Þ 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.”
Þ 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
© SAP AG 1999
Qualifications Catalog
Business
English
Business Business
English English
French
language skills
French French
language skills language skills
Knowledge
of C++
Knowledge Knowledge
of C++ of C++
Language
skills
Language Language
skills skills
Programming
languages
Programming Programming
languages languages
English
language skills
English English
language skills language skills
Technical
English
Technical Technical
English English
Knowledge
of C
Knowledge Knowledge
of C of C
Knowledge
of ABAP
Knowledge Knowledge
of ABAP of ABAP
Qualifications
Qualification group
Catalog Catalog Catalog
100% alternative qualification
Þ 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.
Þ 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.
Þ Qualifications can contain other qualifications. Qualifications are assigned to persons, jobs, positions,
etc.
Þ 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.
Þ 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.
Þ 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.
Þ You can only define qualification A as an alternative to qualification B if both A and B use the same
scales. (If they use different scales, then presumably they are so different that they could not be used as
alternatives anyway). If qualifications have different scales, they cannot be compared against each other.
(C) SAP AG HR050 6-10
© SAP AG 1999
Internet Entry for Qualifications
General technical 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
Knowl. Career and Succession Planning Poor
HR Personnel Admin. Functionality Adequate
Perceptive ability Poor
Skills Profile
Navigation menu Start page Logon
Add
Display path
Help
(C) SAP AG HR050 6-11
© SAP AG 1999
Creating Profiles for Persons/Applicants…
A person has subprofiles A person has A person has subprofiles subprofiles
Preferences Potentials Qualifications Dislikes Appraisals where apprai...
T Object ID Description ID Proficiency Start date End date N… User name
Q 50000401 HR Management skills 3 Average 28.07.2000 31.12.9999 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 3 Average 28.07.2000 31.12.9999 TRAINING
Who made
last change
Notes
Dev. Plan History Development Plan
Þ 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).
Þ The Qualifications subprofile is used to store information about a person's skills and abilities. You use
the qualifications catalog to create this subprofile.
Þ The Potentials subprofile is used to store forecasts regarding a person's suitability and development
potential.
Þ The Preferences subprofile is used to store information on how a person envisages his or her own
professional development. The Dislikes subprofile is used for the same purpose.
(C) SAP AG HR050 6-12
© SAP AG 1999
Creating Profiles for Jobs/Positions
A position has requirements A position has requirements A position has requirements
Inherited
Requi rements
Ability to organize and act
6 Invalid proficiency 01.01.1994 31.12.9999
Description Stat.. ID Proficiency Ess Start date End date
HR Management skills
4 Good
28.07.2000
31.12.9999.
31.12.9999.
31.12.9999.
31.12.9999.
31.12.9999.
28.07.2000
28.07.2000
28.07.2000
28.07.2000
HR Personnel Admin. Functionality
Knowledge of Desktop publishing
Knowledge of general office activities
Knowledge of general office policies
Good
Average
Average
Average 3
3
3
4
Q
Q
Q
Q
Q
Q
T
ObjectD
50000442
50000401
50000831
50000315
50000313
50000316
Þ 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.
Þ 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.
Þ The requirements of a job are passed on to the positions created by the job in Org. Management.
Any additional requirements can then be defined specifically for the position.
(C) SAP AG HR050 6-13
© SAP AG 1999
Find Objects for Qualifications
For each object
type, restrict
selection further
to specific
objects (for
example, the
persons in an
organizational
unit)
Restrict
selection to
specific object
types
Selecting Qualifications:
¤ Individually from the
qualifications catalog
¤ Transfer entire
qualifications/
requirements profiles
¤ Combine both the
above options
The fol lowing can be
selected for each
qualification:
¤ Essential requirement
flag
¤ Proficiency required
(individual value or
value range)
Find Objects for Qual ifi cations
Qualifications Restrict to object types Restrict further
Qualifications required
Name Essential reqt Option Proficiency Maximum
Average
Very good
Very good
Excellent
Excellent
Good
Adequate
Adequate
Adequate
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
Add qualificatios/requirements from
Job 50004051
HR developer
Key date
22.06.1999
Þ 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.
Þ Use this evaluation if you want to:
º Find persons with specific qualifications
º Select applicants with the appropriate qualifications
º Identify companies or customers that fulfill specific criteria
º Identify members in a team in a specific organizational unit who would be suitable for a particular
project
º Identify employees in a personnel area who are overqualified or underqualified in certain respects
Þ The system outputs a list of objects that fulfill the selection criteria specified.
Þ For more information, refer to the SAP Library (Human Resources → PA Personnel Management →
Personnel Development → Qualifications and Requirements → Finding Objects for Qualifications).
Þ This evaluation is also used in the Recruitment component.
(C) SAP AG HR050 6-14
© SAP AG 1999
Profile Matchups
Persons, Applicants,
Users, ...
Job, Position, ...
Requirements Qualifications
¤ Over/under-qualification
¤ Alternative qualifications
¤ Graphical display
¤ Further training proposals
¤ Qualification deficits
¤ Development Plans
¤ .......
Þ 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.
Þ 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.
Þ You can use the Qualification deficits only function to restrict the profile matchup results list to objects
that have qualification deficits (that is, the qualification is lower than requirement or the qualification
does not exist).
(C) SAP AG HR050 6-15
© SAP AG 1999
Profile Matchup: Example
2D view 3D view Groups Left Sel. Up Sel. Down Right First selection
Profiles Qualification
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
120
100
80
60
40
20
0
Helena Camino 00 asst
Knowledge of multimedia
Willingness to assume
responsiblit
Leadership skills
Knowledge in Wordprocessing/
Windword
Pace of work
Adaptability
Work conduct and general
conduct
Verbal, written comm, skills
Independ. And Initiatives
Bus. Eng. Language skills
Þ If different scales appear in a profile matchup, they are standardized so that they can be compared
against each other.
Þ The system also has a graphical display option for profile matchups.
(C) SAP AG HR050 6-16
© SAP AG 1999
Training Proposals for Qualification Deficits
Word for
Windows
Requirements Qualifications
Business
Events
Word
Desktop Desktop
Organization Organization
?
Prebook Prebook
Word for
Windows
5/1 - 5/5
Word for
Windows
Book Book
Word for
Windows
6/11 - 6/15
Þ Should a qualification deficit arise, you can have the system automatically propose a business event that
will eliminate this deficit.
Þ 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.
Þ Please note, you can also enroll an employee into a business event through a development plan.
(C) SAP AG HR050 6-17
© SAP AG 1999
Career and Succession Planning:
Topic Objectives
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
(C) SAP AG HR050 6-18
© SAP AG 1999
Career Planning / Succession Planning
Career Planning is used to find
a position within the organization
that is suitable for a specific
employee.
Succession Planning is used
to find a suitable successor
for a position within the
organization.
Þ 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.
Þ If a position is vacant, a suitable successor will have to be found. Succession Planning proposes persons
who might be suitable for the position.
(C) SAP AG HR050 6-19
© SAP AG 1999
Career and Succession Planning
Preferences
Qualifications
Dislikes
Career
Designations
Potentials
Career Planning
and
Succession Planning
Þ 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.
Þ Note:
Career models (careers) can (but do not necessarily have to) be used for personnel development
purposes.
(C) SAP AG HR050 6-20
© SAP AG 1999
Careers
Commercial
career
Head Department Head Department
Manager Manager
Administrator Administrator
Department Department
Manager Manager
Sales Sales
Assistant Assistant
Marketing Marketing
Employee Employee
Þ 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.
Þ 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.
Þ Careers are displayed and edited using SAP Network Graphics.
Þ Career items are organized so that the items lowest in the hierarchy appear at the bottom. Items from the
same hierarchy level appear beside each other.
(C) SAP AG HR050 6-21
© SAP AG 1999
Training and Event Management:
Topic Objectives
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
(C) SAP AG HR050 6-22
© SAP AG 1999
Integration with Other Application Components
Time
Management
Time Time
Management Management
Personnel
Development
Personnel Personnel
Development Development
Materials
Management
Materials Materials
Management Management
SAP Knowledge
Management
SAP Knowledge
Management
Personnel
Administration
Personnel
Administration
Cost
Accounting
Cost Cost
Accounting Accounting
Organizational
Management
Organizational Organizational
Management Management
Training
and Event
Management
R/3 Appointment
Calendar
R/3 Appointment R/3 Appointment
Calendar Calendar
Sales and
Distribution
Sales and Sales and
Distribution Distribution
Þ Integration with other Application components enables direct and efficient exchange of data that can be
further processed in Training and Event Management:
Þ Organizational Management Organizational units can be booked as attendees and can organize
business events
Þ Personnel Administration Persons from the HR master data record can be booked as attendees or
as instructors
Þ Time Management Attendance records are stored and compatibility/availability checks can
be carried out for internal attendees and instructors
Þ Personnel Devealopment Qualifications can be checked and transferred; use of appraisal system
Þ Cost Accounting Attendance fees and instructor fees can be settled with Internal
Activity Allocation
Þ Sales and Distribution Attendance fees can be billed; customers and contact persons can be
booked as attendee types
Þ Materials Management Materials from the Material Master can be reserved as resources for
business events; purchase requisitions and material reservations can be generated
Þ Appointment calendar calendars of internal employees are automatically maintained for event
attendance or instructor function
Þ SAP Knowledge Warehouse Links to all Info objects in SAP Knowledge Warehouse (Training
course materials, CBTs, etc.
(C) SAP AG HR050 6-23
© SAP AG 1999
Processes in Training and Event Management
Business Event Preparation:
4 Create business event groups
4 Create event environment
4 Create business event types
Business Event Catalog:
4 Plan business event dates
4 Reserve resources
4 Create business event dates
4 Plan dates based on demand
Day-To-Day Activities:
4 Attendance
¬book
¬prebook
¬replace
¬rebook
¬cancel
4 Correspondence
Recurring Activities:
4 Business events
¬firmly book/cancel
¬lock/unlock
¬follow up
4 Carry out appraisals
4 Carry out billing and internal cost
allocation
Þ 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.
Þ 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.
Þ 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.
Þ Recurring activities refers to activities that occur periodically such as firmly booking events, locking and
unlocking events, cancellation and follow-up processing.
Þ There is an extensive array of reports available for the various areas of Training and Event Management.
(C) SAP AG HR050 6-24
© SAP AG 1999
Business Event Cycle in the Dynamic Menus
Billing/cost allocation:
Business Event menu
Business event preparation:
Master Data menu
Booking activities:
Attendance menu
Follow-up processing:
Business Event menu
Create business event catalog:
Business Event menu and
Planning menu
Firmly book business event:
Business Event menu
Reporting:
Information menu
Reserve Resources:
Resource Menu
Þ This schematic illustration shows you which dynamic menu to choose to carry out the various functions
and activities in Training and Event Management.
Þ The user-friendly, intuitive interface of the dynamic menus, coupled with the extensive functions they
contain, guarantee that you always retain the most up-to-date overview of your planning data and
provide you with a clearly structured environment that makes data maintenance faster and more
efficient.
(C) SAP AG HR050 6-25
© SAP AG 1999
Business Event Planning
Hol iday cal endar
1998 1998
Reservation plan
Location
Walldorf
St
t
Demand determination Demand determination
Location and language Location and language
based planning based planning
Resource reservaton Resource reservaton
Date Date proposals proposals
Plan Plan specifications specifications
Þ 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.
Þ The planning process comprises two steps:
- Specification or determination of business event demand
Demand can be calculated automatically on the basis of the prebookings received for the event type
to date, the bookings made the previous year, or the demand figures from the previous year‘s
planning. Alternatively, you can specify demand manually.
- Planning business event dates
The system determines a number of date proposals for the event you want to plan taking your
calendar and resource specifications into account.
In the event that resource requirements are not fully covered on the proposed dates, you can make
manual adjustments to the reservation data.
The reservation plan provides you with a clear overview of the reservation status of individual
resources.
(C) SAP AG HR050 6-26
© SAP AG 1999
Business Event Hierarchy
Language
Courses
Language Language
Courses Courses
Spanish
Courses
Spanish Spanish
Courses Courses
English
Courses
English English
Courses Courses
Beginner’s
Spanish
Beginner’s Beginner’s
Spanish Spanish
Advanced
Spanish
10/18 - 10/21/00
Advanced Advanced
Spanish Spanish
10/18 - 10/21/00 10/18 - 10/21/00
Advanced
Spanish
9/20 - 9/23/00
Advanced Advanced
Spanish Spanish
9/20 - 9/23/00 9/20 - 9/23/00
Beginner’s
Spanish
7/5 - 7/8/00
Beginner’s Beginner’s
Spanish Spanish
7/5 - 7/8/00 7/5 - 7/8/00
Business event group
Business event type
Business event
Advanced
Spanish
Advanced Advanced
Spanish Spanish
Þ The business events on offer are organized into a hierarchical structure (the business event hierarchy)
comprising business event groups and business event types.
Þ 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).
Þ 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.
Þ 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.
Þ Attendance bookings are made for specific business events.
(C) SAP AG HR050 6-27
© SAP AG 1999
Menu Structure
07/05/1999 - 07/08/1999
English Courses
English Courses
09/20/1999 - 09/23/1999
10/18/1999 - 10/21/1999
11/08/1999 - 11/11/1999
Beginner’ s English
Advanced English
Advanced English
Advanced English
Advanced English
Advanced English
Business English
Technical English
Settings/views
[Key
[Abbreviation
[Additional info
[Selection criteria
[Initial access or
overall view
[Period
[Language
Right Mouse Click
on Business Event
¤ Book
¤ Book list
¤ Display
¤ Attendee List
¤ Cancellations
¤ Time Schedule
¤ Resources Link
¤ Knowledge Link
Þ 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.
Þ 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.
Þ Prerequisite:
A structure comprising business event groups and types must exist.
Þ 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 HR050 6-28
© SAP AG 1999
Operating the Enhanced Search Function
1. Choose enhanced
search function
3. Specify additional
search option
(for business event
types, attendees
and resources)
2. Choose object for
which search is to
be performed
Dynamic Business Event Menu
Current plan 12.06.1999 - 13.09.1999 German
Economics
Common Group
IDES - Company Training
IDES - Languages
IDES - Management Training
Management techniques
Communication class
Organization / planning
4. Search result:
the dynamic menu
is drilled down to
the object found
Business event group Business event type Business e...
Abbreviation Description Qualification Targ. group
Search string
Imparts
Presupposes
LEADERSHIP
Þ 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.
Þ It is not necessary that the structure is expanded for the search.
Þ There are additional search options for some objects:
º 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.
º 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.
º 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.
Þ If the system finds multiple objects, it displays these for selection in a dialog box.
Þ 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 HR050 6-29
© SAP AG 1999
Day-To-Day Activities: Dynamic Attendance Menu
Book
Attendance
Cancel
Prebook
Rebook
Replace
Þ 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.
Þ In the dynamic attendance menu you can:
- Book attendances
- Prebook attendances
- Replace attendances
- Rebook attendances
- Cancel attendances
- Book attendance lists
Þ You can use functions in the attendance menu at the following three levels:
Þ At the business event type level, you can use the Prebook functions..
Þ At the business event level, you can use the Book function.
Þ 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 HR050 6-30
© SAP AG 1999
Booking Attendances
1999
1999
1 3 4
5 6 7 8 10 11
12 13 14 15 17 18
19 20 21 22 24 25
26 27 28 29
2
9
16
23
30 31
Attendee Types
Bookings
Checks
¤ Person
¤ User
¤ External person
¤ Applicant
¤ Contact person
¤ Company
¤ Organizational unit
¤ Customer
¤ Interested party
¤ Take capacity into account
¤ Prioritize
¤ Availability (is the instructor already reserved
for another event?)
¤ Time conflicts (attendances/absences)
¤ Prerequisites (business event types,
qualifications)
Þ 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).
Þ 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.
Þ 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.
Þ 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.
Þ 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 HR050 6-31
© SAP AG 1999
Correspondence
¤ Edit ready-to-print correspondence
¤ Notify instructors and attendees
¤ Modify standard letters
Þ Attendance confirmation
Þ Provisional acceptance
Þ Rejections
Þ etc.
¤ Select output media
Þ Printer
Þ Internet
Þ Fax
Þ Screen
Þ E-mail
Þ Telex
Þ Correspondence history
Þ The Correspondence function enables you to output various notifications to business event attendees.
Þ You can use a variety of output media such as printer, fax, screen, or e-mail.
Þ 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.
Þ 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.
Þ 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.
(C) SAP AG HR050 6-32
© SAP AG 1999
Following Up Business Events
Transfer Qualifications
Quali fi-
cati ons
Lisa Fischer
Goals
Business
English
Output confirmation of
attendance
Attendance
Confirmation
Business English
for
Lisa Fi scher
Delete attendance booking
Business
English
10/02/99
11/27/99
B
o
o
k
i
n
g
Lisa Fischer
Create business event type -
attendee relationship
Lisa Fischer
Business
English
Attended events
of type
Was attended
by
Complete Attendee
Appraisal
Þ You can perform follow up activities once a business event has started.
Þ 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)
Þ 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
Þ 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.
Þ 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 HR050 6-33
© SAP AG 1999
Attendance
Information Menu
Events Resources
Resource
reservation
Available/reserved
resources
…..
Attendee list
Training history
of an attendee
Attendance and
sales statistics
…..
Business event
schedule
Business event
brochure
…..
You can access these reports in the Information menu:
Þ The dynamic Information menu enables you to report on attendances, resources, and business events
directly from any level of the structure.
Þ 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.
Þ 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.
Þ 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 HR050 6-34
© SAP AG 1999
Interacting with the SAP Knowledge Warehouse
Web
server
Web interface
Front end
SAP
Knowledge
Warehouse
Cache server
Training
Information
Service requests
Discussions
...
Knowledge
content
Delivery
SAP HR
Þ 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.
Þ This new link option means that you can, for example, now link a business event with the training
materials used to teach it.
Þ 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).
Þ 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)
Þ Knowledge link provides:
º Access to all info objects in SAP Knowledge Warehouse (documents, PowerPoint slides, graphics,
videos, screencams, CBTs, hyperlinks ...)
º Linking of all info objects with the respective business event type or business event
º Display of the info objects links in all TEM Employee Self-Service applications
(C) SAP AG HR050 6-35
© SAP AG 1999
Displaying Knowledge Link in ESS
Start:
End:
Language:
Location:
22.07.1998
20.10.2000
English
All locations
Find
Expand all Close all
IDES Training
IDES - Management
Training
IDES - Languages
Common Group
IDES - Company Training
Business event types
Management techniques
Economics
Management tec
Communication c
Organization / pla
Info Status Bus. event
50013560
50014338
Related Personnel
Management contents
© SAP AG
HR050
HR050
Þ 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 HR050 6-36
© SAP AG 1999
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
(C) SAP AG HR050 6-37
© SAP AG 1999
Development Plans: Possible Applications
Individual Plans
Job Rotation
Further Training
Apprenticeship
Þ Development plans play an important role in personnel planning.
Þ 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:
Þ 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 HR050 6-38
© SAP AG 1999
Possible Development Plan Items
Business event type
Work center
Organizational Unit
Appraisals
Position
Job
Location
Þ 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.
Þ Examples of development plan items:
- Attending a business event
- Staffing a position
- Being deployed in an organizational unit
- Spending time at a particular location
Þ 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.
Þ You use a graphical interface to create development plans.
Þ 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.
(C) SAP AG HR050 6-39
© SAP AG 1999
Development Plan: Example
2.
Min: 1
1.
3.
Production
Dept
3 months
Development
Dept
3 months
Marketing
Dept
2 months
Trainee Program
Min. 1 = at least 1 item mandatory
Introductory Program
2 days
Management Seminar
1 month
Assistant Team Manager
1 month
Þ 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
Þ 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).
(C) SAP AG HR050 6-40
© SAP AG 1999
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 Pl an
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 29.11.1999
Item type Name State Start date End date
Bus. Event type
Bus. Event type
Organ. Unit
Position
Appraisal model
Manage. Tech.
Commun. Class
Prod. Mark.
Dir. Of Corp Ser.
Atten. App.
Completed
Completed
Current
Planned
Planned
23.06.1999 29.11.1999
23.06.1999 29.11.1999
23.06.1999 29.11.1999
23.06.1999 29.11.1999
23.06.1999 29.11.1999
Item selected
Step: 0 Duration: 0 Days 0 Months 0 Years
Þ An individual development plan is used as an instrument for planning and managing the personnel
development measures of an individual employee.
Þ 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.
Þ 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.
Þ As of Release 4.6, appraisal models can also be included as development plan items.
Þ For more information, refer to the SAP Library (Human Resources → PA Personnel Management →
Personnel Development → Development Plans → Individual Development Plans).
(C) SAP AG HR050 6-41
© SAP AG 1999
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
(C) SAP AG HR050 6-42
© SAP AG 1999
Appraisal Systems
360° feedback
appraisals
Formalized work evaluation
Appraisees
Appraisers
Surveys
Performance
appraisals
Þ 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.
Þ The Appraisal Systems component provides you with functionality for defining appraisal systems, and
for planning, performing and analyzing appraisals. An appraisal system is a self contained process which
enables you to make formal and standardized employee evaluations in a business context using one or
more templates (appraisal models). This gives greater objectivity in the employee evaluation process.
Examples of appraisal systems you can map in the Appraisal Systems component include:
- 360° feedback appraisals: appraisals that draw on diverse sources (supervisor, peers, and self-
appraisals)
- Performance appraisals: appraisal of an individual employee
- Formalized work evaluation: certificates of employment, for example
- Surveys and questionnaires: employee opinion polls, for example
(C) SAP AG HR050 6-43
© SAP AG 1999
Subprofiles for Appraisals
Bezeichnung
Name Status Proficiency Start
English
ABAP
Fluent
Very good
01.01.1990
01.0119.90
Preferences Dislikes Appraisals Appraisals held
Person
Person is
appraisee
Person is
appraiser
Þ The appraisals that a person has held, and the appraisals to which a person was subjected can be viewed
in the person’s profile.
Þ 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.
Þ You can also use these subprofiles to create new appraisals, and edit existing ones.
(C) SAP AG HR050 6-44
© SAP AG 1999
Individual Appraisals
Appraisal is
prepared and
conducted on
one screen
Prepare
appraisal
Conduct
appraisal
Prepare Appraisal - Perdormance Appraisal 99/1
Individual appraisal
Supervisor (Appraisal)
Employee (Appraisal)
Period appraised
Performance Appraisal 99/1
In preparation
00000012
00000007
01.01.1999
Dorrit Verhoeff
Giacomo Buttone
to 28.06.1999 Created on 28.06.1999
More appraisers
More appraisers
Name Weighting 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
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
2. Qualifications (Testing for Transfer)
2.1 Sales psychology skills
2.2 Strategic Planning
1,00
1,00
1,00
1,00
1,00
1,00
1,00
1,00
1,00
1,00
Þ You can now prepare and conduct individual appraisals on a single screen.
Þ 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.
Þ 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.
Þ 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.
Þ When the appraisal is actually being held, the lower section of the screen is active.
Þ For more information, refer to the SAP Library (Human Resources → PA Personnel Management →
Personnel Development → Appraisal Systems → Appraisal Creation).
(C) SAP AG HR050 6-45
© SAP AG 1999
Appraisals Catalog
Catalog 01/01/1900 - 12/31/9999
360° feedback appraisal ±
Approach to work
Attitude toward others
Potential for development
_
_
_
Performance appraisal
Approach to work
Attitude toward other
Team appraisal
±
_
±
Amount of work
Organization
Independence
Ability to cope
Team spirit
Communication skills
Social skills
Persuasiveness
±
Appraisal model
Criteria group
Criteria
Þ Appraisal models are managed in the appraisals catalog, which is a hierarchical tree-like structure.
Þ The following objects are stored in the appraisals catalog:
- Appraisal models
- Criteria groups
- Criteria
Þ An appraisal model is a set of criteria and, if applicable, criteria groups. It is used as a basis for creating
real-life appraisals.
Þ Criteria are the characteristics that are to be appraised as part of the appraisal.
Þ Criteria can be grouped together into so-called criteria groups
Þ Qualifications can be appraisal criteria.
(C) SAP AG HR050 6-46
© SAP AG 1999
The Appraisal Process
Prepare
appraisal
Complete
appraisal
Perform
appraisal
Propose data from
previous appraisal
Preparation
completed
Appraisal
performed
Þ 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.
(C) SAP AG HR050 6-47
© SAP AG 1999
ABAP List Viewer Output
New reporting options:
¤ Find objects wi th no appraisal
¤ Find objects wi th no appraisal, and all
existing appraisals
¤ Find appraisals whose status is
Approved and Rejected
Reporti ng Options for Appraisals
Reporting Options for Appraisals
Eval uate apprai sals
Appraisal model All
Period appraised 01.01.1900 - 24.06.1999
Appraisers All
AND
Appraisees Lothar Loewe
Anne Albert
Mathias Schonecker
Gerd Stumm
Appraisal Without appraisal All appraisals
Individual and overall appraisals
Appraisers Appraisers Status Appraisal Type of Appraisal Start date End date
Appraisal model
Further Selection criteria
Period appraised
Creation period
Objects involved
Appraiser
Person
Appraisee
Person
AND
OR
01.01.1900 24.06.1999
00001984
Anne Albert
Without appraisal Display existing
Appraisal status
In preparation
Completed
In process
Approved Rejected
Indiv. And
multisource appraisals
Subappraisals
Reporting Options for Appraisals
Þ 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.
º 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).
º 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).
Þ 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.
Þ 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).
Þ 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.
(C) SAP AG HR050 6-48
© SAP AG 1999
Development and Training: Unit Summary
¤ Create and use qualifications and requirements
¤ Start career and succession planning scenarios
¤ Carry out day-to-day business in
Training and Event Management
¤ Create development plans
¤ Perform appraisals
You are now be able to:
© SAP AG
(C) SAP AG HR050 6-49
Exercises
Unit: Personnel Development and Training
Management
Topic: Qualifications and Requirements
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
(C) SAP AG HR050 6-50
(C) SAP AG HR050 6-51
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 J ose Vegaand the position ##-Administrator (in the ##-
Administration department) and generate a training proposal for him.
1-5-1 View the matchup graphically.
1-5-2 To fulfill the deficit identified in the Profile matchup, book Mr. Vega in the
Communication class occurring in two months.
Exercises
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.
(C) SAP AG HR050 6-52
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 Use the Information system Attendance reports to identify all of the training courses
Mr. Michael Maier (personnel number 1900) has ever been booked into by executing
the Attendee training history report.
(C) SAP AG HR050 6-53
Exercises
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 J ose Vega for the Trainee Program
Administration model development plan starting on the first day of the current month.
4-2-1 Transfer all mandatory items associated with the model development plan to his
individual development plan and indicate that they are planned.
4-2-2 Indicate that the Organization / planning item is planned for Mr. Vega.
4-2-3 Indicate that the Communication class item is completed for Mr. Vega.
(C) SAP AG HR050 6-54
Exercises
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 J ose Vega using the appraisal type
Appraisal (HR050).
5-2 Perform the appraisal for J ose Vega.
5-3 Complete the appraisal for J ose Vega.
5-4 Utilize the Report appraisal for J ose Vega for the appraisal type Appraisal by
Manager (HR Classes) and the status complete.
(C) SAP AG HR050 6-55
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.
(C) SAP AG HR050 6-56
(C) SAP AG HR050 6-57
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 theSearch 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 theSearch 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.
(C) SAP AG HR050 6-58
Select the S: Search term tab and enter Adapt in theSearch string field in the
Restrict Value range pop-up box.
Select the check box for the qualification Adaptability in the Qualification pop-
up box and select Copy/Enter icon.
Enter Average in the Proficiency field.
1-3-4 Willingness to assume responsibility, proficiency Good
Select the Create icon.
Select the S: Search term tab and enter Respon in theSearch 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 theSearch 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 theSearch string field in the
Restrict Value range pop-up box.
Select the check box for the qualification SAP skills ##in the Qualification pop-
up box and select Copy/Enter icon.
Enter Yes in the Proficiency field.
1-3-7 Italian ##, proficiency Fluent Spoken and Written
Select the Create icon.
Select the S: Search term tab and enter Ital in theSearch 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
(C) SAP AG HR050 6-59
Use the drop down menu to select Position if necessary.
Enter the position for ##-Administrator in the Position field and the first day of the
current year in the Key date field.
Select the 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 theSearch string field in the
Restrict Value range pop-up box.
Select the check box for the qualification SAP skills ##in the Qualification pop-
up box and select Copy/Enter icon.
Enter Yes in the Proficiency field.
1-4-2 Requirement: Italian ##, proficiency Fluent Spoken and Written
Select the Create icon.
Select the S: Search term tab and enter Ital in theSearch 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 J ose Vegaand 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.
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.
(C) SAP AG HR050 6-60
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.
(C) SAP AG HR050 6-61
(C) SAP AG HR050 6-62
In the Prebook Attendance Data pop-up box, enter Jose Vega’s personnel
number (50992##) in the Person field.
Save your entries by selecting the Prebook icon.
Acknowledge the message “Attendee has been prebooked for business event
type” by selecting Enter.
In the Prebook Attendance Data pop-up box, select the Cancel icon.
3-3 Execute the Attendee training history report for Michael Maier (personnel number
1900).
Activity group SAP_HR_TRAINDEV_SPECIALIST → Training and Event
Management → Info system → Reports → Attendance → Attendee’s
training history
Enter 1900 in the Attendee field.
Select the Execute icon.
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 J ose 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 6-63
Solutions
Unit: Personnel Development and Qualifying
Actions
Topic: Appraisal Systems
5-1 Prepare the appraisal for J ose 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 J ose 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 J ose 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 J ose Vega for the appraisal type Appraisal (HR050)
and the status complete.
5-4-1 Select the appraisal model Appraisal (HR050).
5-4-2 Set the Object Type buttons to Person, and enter Helena Camino (50991##) as
the Appraiser and Jose Vega (50992##) as the Appraisee.
5-4-3 Enter any other selection criteria of your choice and the appraisal status
Completed.
(C) SAP AG HR050 6-64
(C) SAP AG HR050 6-65
5-4-4 Select Perform.
© SAP AG 1999
Compensation Management
z Compensation Management Functionality
z Job Pricing
z Salary Surveys
z Budgeting
z Components of Compensation Process
z Compensation Administration
z Long Term Incentives
Contents:
(C) SAP AG HR050 7-1
© SAP AG 1999
© SAP AG
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
Compensation Management: Unit Objectives
(C) SAP AG HR050 7-2
© SAP AG 1999
Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9
Course Overview
Navigation
Structures in Human
Resources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and
Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
(C) SAP AG HR050 7-3
© SAP AG 1999
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.
(C) SAP AG HR050 7-4
© SAP AG 1999
Compensation Line Manager Role
SAP Easy Access
Favorites
Create sales order
Yahoo
Expenses
Spreadsheets
Activity group SAP_HR_COMP
Compensation management
Administration
Adjustments menu
Compensation Guideline
Long-term incentives
J ob Pricing
Pay Scale Changes
Budgeting
Information system
Environment
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
© SAP AG 1999
Components in Compensation Management
Payroll
Organizational
Management
Compensation
Management
Personnel
Administration
Who?
- which department
- which jobs,
positions
What?
- Salary
- Bonus
Personnel
Development
Appraisal results
Workflow
- Approvals
- Activation
How
- Mass Maintenance
- Individual Maintenance
Compensation Management uses information from different Human Resources components.
Budgeting and compensation administration is performed for organizational units as well as for
employees.
Compensation Management reads the employee's salary data from the Personnel Administration
component. This data is changed as a result of compensation administration. The Compensation
Management component can update the Basic Pay (0008) and the Additional Payments (0015) infotypes.
The changes made to an employee’s pay data are available in the Payroll component.
Compensation Management can also use information stored in the Appraisal System (Personnel
Development) so that you can award performance-based compensation adjustments.
Workflow can be used to support the approval and activation process for compensation adjustments.
(C) SAP AG HR050 7-6
© SAP AG 1999
The Main Areas of Compensation Management
Job Pricing
Job Pricing
Budgeting
Budgeting
Compensation
Administration
Compensation
Administration
BU
BU
BU
BU
O
O
O
O
BU
BU
O
O
BU
BU
O
O
BU
BU
BU
BU
O
O
O
O
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
© SAP AG 1999
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
The J ob 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
© SAP AG 1999
Generating Salary Structures
Survey data
Organization‘s
compensation
policy
Jobs
Positions
Grades
Levels
Salary structure
You can use the job pricing functionality to generate salary structures.
To do this, you can, for example, use survey data. Simply link your jobs or positions to the market value
of a similar job listed in the survey using the Salary Survey Results (1051) infotype. You can then use
this information to build your salary structures which are stored in a table.
You can depict your compensation policy in the R/3 System, by assigning a planned compensation type
to your jobs and positions (via the Planned Compensation (1005) infotype) in this infotype, you can
assign your jobs and positions to a salary structure.
You can store job evaluation results in the Job Evaluation Results (1050) infotype for jobs and
positions. You can store the results from different job evaluation systems and use evaluation points to
determine the relative value of your jobs and positions. You can also group your jobs and positions into
evaluation groups.
You can define certain jobs and positions as benchmark jobs.
(C) SAP AG HR050 7-10
© SAP AG 1999
Salary Survey Results
z Salary Survey Results (infotype 1051)
z Link to a job or position
z Identifies external market values
z Subtypes for multiple salary surveys
The Salary Survey Results infotype stores the results of your salary surveys
You can link salary survey results to jobs or positions
Use Subtypes to store the results of multiple salary surveys, such as a Local salary survey and a National
salary survey.
You can store the average base salary and the average basic bonus for every job within a salary survey.
(C) SAP AG HR050 7-11
© SAP AG 1999
Budgeting
Budget/
Planned
Compensation/
Actuals
UNI 400000 UNI 320000
BU
BU
BU
BU
O
O
O
O
BU
BU
O
O
BU
BU
O
O
BU
BU
BU
BU
O
O
O
O
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)
Budgeting provides the basis for Compensation Management because the Compensation Management
component uses the budget values created for the organizational units. You can use these values to
determine compensation adjustments (for example, salary increases, bonuses, etc.) for the employees
whose compensation is under review. If you exceed the amount allocated in the budget, you get an error
or a warning message.
Budgets define the total amount of funds available to finance an organizational unit.
Budgeting has a roll-up feature that allows you to use a bottom-up process to submit the budget and a
top-down process to approve the budget.
You can create budgets in a hierarchical structure. You can create this structure analogous to your
organizational structure.
The Budgeting component has two display options that you can use when you display and change your
budgets:
Budget Distribution View
Displays the budget structures. You can only work with the budget objects in this view.
Financing View
Displays the budget structure and the corresponding organizational structure. In this view, you can
assign financed objects to the budgets and determine what the budget units finance.
(C) SAP AG HR050 7-12
© SAP AG 1999
The Budgeting Process
BU
BU
BU
BU
O
O
O
O
BU
BU
O
O
BU
BU
O
O
BU
BU
BU
BU
O
O
O
O
z Create budget (planned)
z Change budget
Create relationships between budgets
Relationships between budgets and
financed objects
Revalue budgets
Roll up budgets
Check budgets
z Release budgets (Compensation
Administration can only use budgets
that have been released)
Process Flow of the Budgeting Process
To be able to see which budgets are subordinate and which budget is the root budget, you need to create
a budget structure. You can also use the structure to determine which budgets finance which other
budgets. You can generate your budget structure from your organizational structure.
You can copy both the relationships and the values. You can also extend the validity of a budget..You
can either enter amounts or quantities for the individual budgets or you can enter the amounts/quantities
for the subordinated budgets and then use the roll up function. If you decide to use the roll up function,
that is the bottom-up process for budget planning, the system calculates what the superior budgets need
to finance the subordinate budgets.
You can now change the amounts by an absolute amount or a a percentage or both.
When you run the consistency check, the system checks to see whether the budget amounts assigned to
the superior budgets and the root budget is sufficient to fund the subordinate budgets.
If there is a deficit, the system displays an error log. You can correct the errors directly from the error
log.
When you have finished working through the error log and have rerun the consistency check to make
sure that your budget structure is now consistent, you can release your budget structure. The
Compensation Administration component can now use these budgets.
(C) SAP AG HR050 7-13
© SAP AG 1999
Components of the Compensation Process
Adjustment Eligibility Rules
Adjustment Reason
Budget Type
Compensation
Category
Guidelines
Compensation
Area
Compensation
Component
Basic Pay Basic Pay
(IT 0008) (IT 0008)
Additional Additional
Payments Payments
(IT 0015) (IT 0015)
Long Term Long Term
Incentives Incentives
(IT 0382) (IT 0382)
An adjustment reason determines why compensation is being planned and administered. The adjustment
is the actual change in compensation (for example, salary increase). An adjustment reason can be linked
to one or several adjustments. For example, the adjustment reason Salary Review could be linked to the
adjustments Bonus and Performance-based salary increase.
You can assign eligibility rules to the adjustment reason (for example, to determine who is eligible) and
a budget type (specifies what type of budget it is).
You assign the following to adjustments:
- Compensation area (for example, a country or an organizational grouping)
- Compensation component (types of compensation such as bonus, base pay)
- Category (fixed, variable)
- Guidelines (calculation methods used to calculate the adjustment. Guidelines can be based on fixed
amounts, percentages or you can use a matrix of up to three dimensions).
- Which infotype is to be updated as a result of compensation administration.
(C) SAP AG HR050 7-14
© SAP AG 1999
Compensation Management: Infotypes
Compensation
Categories
Infotype
Fixed
Basic Pay
(IT 0008)
Basic Pay
(IT 0008)
Compensation Adjustments
(IT 0380)
Variable
All
Additional
Payments
(IT 0015)
Long-term
Incentives
(IT 0382)
When you activate an adjustment, the system creates new infotype records for the employees that
received adjustments to their compensation. Which infotype records are created depends on the
compensation component:
Adjustments that are fixed create a new Basic Pay (0008) infotype record.
Adjustments that are variable create either a Basic Pay (0008), an Additional Payments (0015) infotype
record, or Long-term incentives (00382).
The system creates a Compensation Adjustment (0380) infotype record per adjustment for each
employee. This infotype contains information on the adjustment and the compensation received.
(C) SAP AG HR050 7-15
© SAP AG 1999
Compensation Adjustment Details
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
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 J anuary; anniversary date such
as Date of entry or Date of birth; or user-defined for other criteria.
When you specify how the award is to be calculated you specify the wage type that is to be used as the
calculation base.
The wage type which is used as the calculation base can consist of one wage type or more than one wage
type. For example you may want to award your employees a percentage bonus based on the 2 wage
types Salary and Location allowance.
You can specify if a guideline is to be used to calculate the result (optional).
If the compensation adjustment is variable or stock you specify the calculation result. This is the wage
type that is created as a result of the award. This wage type is also displayed in the Compensation
adjustment infotype (0380) .
(C) SAP AG HR050 7-16
© SAP AG 1999
Compensation Adjustment Guidelines
z Guidelines determine how compensation
award is calculated
z Three types of guidelines
Fixed
1, 2 or 3 dimensional matrix
User-defined
5% 400 UNI 100
- Grade
- Performance
- Length of service
External Criteria
Guidelines are used by the system either to determine how a compensation award is to be calculated or
to set limits on calculation results.
There are three predefined guideline types: Fixed, Matrix and User-defined.
Fixed guidelines determine the average value that is to affect the employee. This could be a monetary
amount, a percentage or a number. The value can be used as a default and as a check limit during the
compensation administration process. As it is only a guideline the value can be changed by managers
and other users administering the compensation adjustments.
Matrix guidelines use a one, two or three-dimensional matrix to establish how the award is to be
calculated based on one criterion, two criteria or three criteria. For example a merit award could be
based on the two criteria of employee performance appraisal results and employee grade.
User-defined guidelines allow the customer to use other criteria when determining the award amount.
For example, the award could be based on external system data.
Guidelines are optional.
(C) SAP AG HR050 7-17
© SAP AG 1999
- 1 dimension
- 2 dimensions
- 3 dimensions
Matrix
Dimensions
Maintain Matrix Maintain Matrix
Entry Values Calculation variants
Validity Period
From 01.01.1998 to 31.12.9999
Steps in Steps in
matrix matrix
maintenance maintenance
Matrix Guidelines
Multidimensional guidelines allow the calculation of salary adjustments based on different criteria
(maximum 3 criteria).
Criteria delivered with the standard R/3 release:
- Length of service
- Position in the salary grade
- Performance appraisal results
- Age
User-defined methods are allowed.
Error control and monitoring are flexible
Calculation of individual salary adjustments are based on multiple criteria
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
© SAP AG 1999
Maintenance of Matrix Guideline
Matrix
Dimensions
Maintain Matrix Maintain Matrix
Entry Values Calculation variants
Matrix dimension 1
Matrix dimension 2
Matrix dimension 3
Performance
Seniority
Compa-ratio
Points
Months
Percent
Matrix Dimensions
Maintain Matrix Maintain Matrix
Entry Values
Calculation variants
Adj. by difference
Absolute adjustment
Total amount adjustment
Other
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
© SAP AG 1999
Sample 3-Dimension Matrix: Rules for bonus adjustment
5 possible appraisal results (x) 4 possible l.o.s.( x) 3 possible compa-ratios
= 60 possible bonus combinations
Performance Appraisal
Results
Excellent
Above Average
Average
Below Average
Poor
Length of Service Length of Service
0-2 years 0-2 years
3-5 years 3-5 years
5-10 years 5-10 years
10+ years 10+ years
Compa-ratio Compa-ratio
Below midpoint Below midpoint
Equal to midpoint Equal to midpoint
Above midpoint Above midpoint
Maintenance of Matrix Dimension Segments
In order to establish a matrix guideline, segments have to be defined for each dimension.
(C) SAP AG HR050 7-20
© SAP AG 1999
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
Excellent Poor Average Very good
LOS Compa-ratio Default amount
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
Dimension 3
below
at midpoint
above
below
at midpoint
above
below
at midpoint
above
150.00
140.00
130.00
200.00
190.00
180.00
240.00
230.00
220.00
10+years below 270.00
After all the dimension segments are determined by the user, a default compensation amount/percent for
every possible combination of dimensions must be assigned.
The defaults can be overwritten--you configure the conditional warning that the default is overwritten.
(C) SAP AG HR050 7-21
© SAP AG 1999
Eligibility Rules and Groups
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.
Bonus
Rule Rule
Bonus
Group Group
Executive
Criteria Criteria
06 month service
12 month service
When you create a compensation adjustment such as a merit increase, you can then specify who qualifies
to participate in the adjustment. If everyone in your company qualifies for the adjustment you do not
need to set up any qualifying rules.
If the compensation adjustment specifies qualifying criteria such as 3 months service you need to set up
a rule.
Qualifying criteria includes data such as hire date or length of service, number of hours worked and
ranges for pay scale, pay grade, job, salary and performance details.
For individual employees for whom you make an exception concerning qualifying criteria, you can use
the Compensation: employee eligibility infotype (0381). For example you may overlook the 3 months
length of service for some new employees.
You can use eligibility groups if you have differing criteria for some groups of employees. For example
to qualify for a bonus let us suppose that everyone must have 12 months service, with the exception of
Executive employees who only need to have 6 months service. In this case you set up 2 rules, one for the
group Executive and one for the rest of the company.
When you define a group you use a feature to link the group to your employees. You can use the
organizational assignment details such as employee subgroup.
You can also employ user-defined criteria with a user exit.
(C) SAP AG HR050 7-22
© SAP AG 1999
Compensation Administration
Compensation Adjustment via Org. Structure: Budget Overview Compensation Adjustment via Org. Structure: Budget Overview
Adjustment reason Adjustment Budget Already distributed
Organizational unit
Salary review
Fixed increase
Human Resources
Personnel Administration
Corporate Services
1000000
50000
20000
30000
48000
28000
10000
10000
Adjustment Selection
Adjustment reason
Salary review
Fixed increase
Org. structure
To start compensation administration, choose an adjustment reason and the adjustments. Then choose
the organizational unit that you want to process and that already has a budget assigned to it.
The system displays a tree structure. The adjustment reason, the adjustments, the organizational units,
the budget, and, if relevant, the budget amounts already distributed are displayed in the tree structure
using different colors.
You can choose the organizational unit from the tree structure to start compensation administration.
(C) SAP AG HR050 7-23
© SAP AG 1999
Compensation Administration Entry Screen
Three Methods of Selecting Employees for
Compensation Administration
Processor View Organizational
Unit
Ad Hoc Query
On the initial compensation administration screen you have multiple ways to generate the list of
employees for compensation administration.
The Processor View
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
© SAP AG 1999
Compensation for Employees
PersNo.
0022190
0022320
0042329
Name
Eric Wong
Rosa Lee
Helga Martin
Position Supervisor
Rivero
Rivero
Rivero
….
….
….
….
Annual salary
5400
5200
5400
New salary
5650
5600
5700
Apply guidelines
Change directly
Change by a percentage
Adjustment Fixed Increase: Employee List Adjustment Fixed Increase: Employee List
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
© SAP AG 1999
Employee Information
Maintain Compensation Adjustment
Name Anja Mueller
EE Group 1 Active employee Per area 1300 Frankfurt
EE Subgroup DS Executive empl.. Cost center 2100
Organizational data Salary data Adjustments to historical data J ob data
Superior
Name Alexander Nitzsche
Area assignment
Country grouping Germany
Compensation area 01
Organizational assignment
Organizational unit Human Resources
J ob Director
Position Director of Human Resources
Cost Center Human Resources
Compensation administrators and managers have information at their fingertips regarding:
y Organizational assignment
y Salary data and history
y Salary Survey data and J ob Evaluation results
y appraisal results
(C) SAP AG HR050 7-26
© SAP AG 1999
Data Maintenance in Excel Display
File Edit View I
nsert Format E xtras Data Window ?
Table 1
Maintain Compensation Adjustments
Change by percentage
Z12533 11.11
Planning period 2000
Time unit annually
Annual Compensation Revi ew
Name Status Calculation base Merit Increase Merit Increase Merit A
(UNI) Amount (UNI) Percentage rate Amoun
Alex Mundschenk Planned 156,000.00 6240.00 4.00
Christine Bock Planned 94,800.00 3792.00 4.00
Sharon Armstrong Planned 54,000.00 2160.00 4.00
8400.00 2.67
2.76
Percentage exceeds upper limit of Merit increase %
The Excel spreadsheet looks like this.
For detailed information on the individual fields in the Excel spreadsheet, see the R/3 library.
You generate a list of employees and have start the mass maintenance tools by clicking on the Excel icon
located under the list of employees.
The system loads an Excel spreadsheet into the R/3 window that contains the employees, budget data,
calculation data, etc.
You are ready to award these employees compensation adjustments. To do this, proceed as follows:
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.
(C) SAP AG HR050 7-27
© SAP AG 1999
Workflow for Approval and Activation Process
Manager Department Head
Submits adjustments
• Rejects adjustments
• Changes adjustments
• Resubmits adjustments
• Approves adjustments
• Acti vates adjustments
•
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
(C) SAP AG HR050 7-28
© SAP AG 1999
Long- term Incentives
z Long-term incentive
administration
z Granting
z Exercising
z Expiring / forfeiting
z Canceling
z Life events
Long-term incentives can be distributed to your employees. The Compensation Management's Long-
term 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
(C) SAP AG HR050 7-29
© SAP AG 1999
You can now:
© SAP AG
Compensation Management: Unit Summary
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.
(C) SAP AG HR050 7-30
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.
(C) SAP AG HR050 7-31
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 Release your budget for distribution
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Select your budget, and from the menu, select Budget structure → Set
status → Released
In the confirmation, select Yes.
Exit
1-3 Create another budget for a 1999 Merit budgets.
Activity group SAP_HR_COMP-SPECIALIST → Compensation Management →
Budgeting → Structure → Create
1-3-1 Create a new budget
Select Budget Type Merit Budget
Select Budget period name 1999
For the Budget unit abbreviation, enter ## Admin
For the Budget unit name, enter ## Administration Merit
Select the Display option Budget Distribution
Select the Create Icon
1-3-2 Give your budget UNI to distribute
Place your cursor on the 0.00 under the label Total Budget
Select the Overwrite budget icon
In the new budget amount, enter 15000, and select Save
1-3-3 Assign your budget to your organizational unit
From the menu, select Goto → Financing
Place your cursor on your budget
Select the icon for Assign financed units
From the pop-up, select your organizational unit ## Admin
Select Continue / Enter
1-3-4 Release your budget for distribution
Select your budget, and from the menu, select Budget structure → Set
status → Released
In the confirmation, select Yes.
Exit
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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 theDefine default: Input pop-up box
and select Continue/Enter.
Acknowledge the message “Percentage increase carried out” by selecting
Enter.
Select theSave 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.
(C) SAP AG HR050 7-35
1-5-2 Review the Additional Payments records for Mr. Vega.
Select the Gross / Net payroll tab.
Select the entry for Additional Payments.
Select the Display icon.
Review the data and select the Back icon.
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Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9
Course Overview
Navigation
Structures in Human
Resources
Personnel Management
Benefits
Personnel Development
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and
Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
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Time Administrator Role
Time Recording Administrator
This administrator performs daily time-related tasks concerning employees, including entering and
maintaining time date, performing attendance checks, and processing messages from time evaluation.
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Absence Type: Leave
Pers. no. 0021903
Valid 06/10/1999 To 06/20/1999
Absence type XXXX
Absence hours 50.00
Absence days 7.00
Calendar days 11.00
Quota used 7.00
Leave
days
Create
A
b
s
e
n
c
e
Q
u
o
t
a
s
In
f
o
t
y
p
e
2
0
0
6
- 7 days
Entitlement
15 days
Entitlement
15 days
The absence type Leave is a subtype of the Absences infotype (2001).
Absence hours and absence days are calculated on the basis of an employee’s personal work schedule.
The calendar days are the number of days between the start and end date in the leave record.
The quota used is the number of days or hours deducted from an employee‘s leave entitlement.
Note:
You can only save this absence type if there is sufficient quota available. You can determine leave
entitlement for all employees at once using the report RPTQTA00 (Generating Absence Quotas).
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© SAP AG 1999
Workflow: Leave Request
Administrator Employee Superior
• Submits leave request
• Rejects request
• Changes request
• Receives notification
• Approves request
• Checks,
corrects, and
approves
request
• Checks and
rejects request
• Receives notification
of unsuccessful posting
Enter leave request: Employee submits a leave request using the company intranet.
Approve or reject leave request: Employee’s superior receives a work item via the intranet. He or she
can approve or reject the leave request:
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
Premium
Pay scale group/level
Extra pay...
Cost Assignment
Cost center
Order
...
Overtime is defined as any hours that an employee works over and above the planned working time
defined in his or her daily work schedule. You can record overtime hours in the Overtime (2005) or
Attendances (2002) infotypes.
You only record overtime hours in the Overtime infotype (2005) if you record deviations from the work
schedule exclusively. You can record overtime for one or several days and overtime breaks in this
infotype. For records spanning more than one day, you can define whether the record may be assigned to
the previous day using the previous day indicator.
You can determine whether overtime is payed or compensated with time in lieu by specifying the
overtime compensation type in the Attendances (2002) and Overtime (2005) infotypes.
You can use a subsequent screen to enter a different payment (premium, different pay scale group, and
so on) for overtime recorded, as for attendances. On another screen, you can enter an account assignment
for the overtime reflecting the cost center, if this is different to the master cost center, or the order.
If you have R/3 Time Recording implemented, overtime is calculated automatically from the full actual
times. In R/3 Time Evaluation, you can process different types of overtime calculation (daily, weekly)
and approval (for individual employees, dependent on work schedule, general).
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Change Annual Calendar
Pers. no. 0021903 Denise Smith
January
H H H H H
February
March K K
April
May
. . .
Year
Change Monthly Calendar
Pers. no. 0021903 Denise Smith
Monday
. . .
Month
Tuesday Wednesday...
Flex **** Flex
H A VMA A
K K K
Annual Calendars and Monthly Calendars
In the calendar overview screen, you can display and maintain an employee‘s time data.
The annual calendar provides an overview of all absences and attendances for a 12-month period.
- Each day is represented by a one-character input field
- Attendances and absences are represented by a one-character identification code (abbreviation)
- If the codes are ambiguous (if you use different leave types, for example), the system requires you
to specify the subtype.
The monthly calendar provides an overview of all time infotypes for an employee for one month. It
displays the daily work schedules assigned via work scheduling and, if necessary, any exceptions to
them. The monthly calendar enables you to maintain other time infotypes in addition to attendances and
absences. You can branch to the list entry screen and choose the appropriate identification code for
attendances and absences, as for the annual calendar.
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Week
Weekly Calendar
Maintain weekly calendar
Monday
09/13/99
8.00
2.5
5.5
Tuesday
09/14/99
8.00
0.0
8.0
Wednesday
09/15/99
8.00
0.0
8.0
Thursday
09/16/99
8.00
0.0
8.0
...
Standard
Rec. hrs
Rem. hrs
End Start
09/13/99 09/13/99
Hrs
2.5
Frm
11:00
To
14:00
An./Abw.
ABCD Dr’s appt
Att./abs. Type Cost center
0021903
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
Planned working time
Actuals: attendances, absences
Premiums, additional hours
Message log
In many industries, employees planned and actual working times can fluctuate, making it necessary for
working times to be recorded manually. A time administrator can enter this for employees if employees
do not do this themselves via a subsystem.
In order to respond to this need, the report RPTENT00, includes a new data entry screen which allows
Time Recording for Multiple Persons and Infotypes. You can use this report to record and correct the
following types of time data (infotypes) for several persons on the same screen:
- Absences in Absence infotype (2001), including quota deductions.
- Attendances in Attendance infotype (2002)
- Substitutions in Substitutions infotype (2003)
- Employee Remuneration Info in the EE Remuneration Info infotype (2010)
- Control data for time evaluation and time transfer specifications in the Time Transfer Specifications
infotype (2012).
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Date
Time
Time event type
Day assignment
Att./abs. reason
Terminal ID
Origin
04/01/xxxx
8:00
P10 Clock-in
=
Time
Evaluation
Different Payment
Cost Assignment
Time Recording Terminals
Time Events Infotype (2011)
If an employee records his or her actual times at a time recording system, you can view the recorded
time events in the Time Events infotype (2011).
You can use the Time Events infotype (2011) to enter or correct time events that were not uploaded or
that were incorrectly uploaded to the SAP R/3 System. You can use list entry to enter several time events
for one personnel number at the same time.
The infotype contains information on the origin of the record (whether it was recorded manually or by a
subsystem) and on the terminal ID, for instance.
The infotype can also store information on a different payment (premium, different pay scale group, and
so on) or a different cost center. The information can either be entered manually or by a time recording
system.
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EI Pers. no.
00012350
Name
Helena Cabrera
Day
11.01.1999
Message
Employee at work although OFF
Clock-out cannot be delimited Frank Weber 00021903
Error Handling
Time Management Pool
11.01.1999
Correction
required
Maintain
time event
Time Management Pool: Error Handling
Error handling displays all the messages from the last time evaluation run and all information from
earlier evaluations that has yet to be confirmed. You can restrict the employee selection according to the
Time Recording administrator.
Various messages are displayed, each highlighted in a different color depending on whether they are:
- Errors that cause time evaluation to terminate, for example, missing time postings
- Errors that do not cause time evaluation to terminate but set the recalculation date to the day with
errors, for example, if the working time was not finished when time evaluation was run
- Information relating to situations of note, for example, core time violations
- Notes (not highlighted) do not require postprocessing, for example, core time violations
Messages that have already been processed are flagged by an editing indicator. The messages can be
saved together or deleted individually.
You can branch to the document view by selecting a line. As in the overview list, you can create or
correct time infotype records, access the employee’s daily work schedule, and so on.
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Determining Proposals
1. All requirements with jobs, employee time
is equal to requirements time
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
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
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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At the conclusion of this topic, you will be able to:
z Explain the concept of Incentive Wages
Incentive Wages: Topic Objectives
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© SAP AG 1999
Incentive Wages: Overview (1)
Premium Wages
Premium Wages
Performance-Based Compensation
Group Incentive Wages
Group Incentive Wages
Indivi dual Incentive Wages
Individual Incentive Wages
Time
Wages
Time
Wages
Piecework Wages
Piecework Wages
%
R/3 Incentive Wages allows you to easily enter, maintain, and evaluate data pertaining to the
performance-based compensation of your employees.
“Incentive Wages” is a generic term used for the following remuneration categories:
- In time wages, compensation is measured by the actual time expended. The amount of work
completed during that time is not taken into account.
- Piecework wages are instituted to create an incentive for the employee. Employees can influence
the total amount of their compensation by the number of items produced.
- In premium wages, employees influence the total amount of their compensation by achieving
quality- or quantity-based specifications. Premium wages are comprised of basic pay plus an
additional performance-based premium.
As the above remuneration categories depend upon the internal company requirements in place, you will
usually find several categories in use at the same time. Any combination of remuneration categories can
be set up in the Incentive Wages component.
R/3 Incentive Wages supports individual incentive wages as well as group incentive wages, both of
which can be operational at the same time.
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Incentive Wages: Overview (2)
SAP
Subsystem
Incentive Wages
Data Entry &
Maintenance
Summari-
zations
Payroll
Accounting
Gross
Payroll
Form
Online Online
Data Data Entry Entry
PM PM
CS CS
PP PP
PS PS
HR HR FI FI CO CO
PDC
Upload Upload
Time
Leveling
MO DI MI DO FR SA SO
1
8
15
21
28
2
9
16
22
29
3
10
17
23
30
4
11
18
24
31
5
12
19
25
6
13
20
26
7
14
21
27
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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z Organizational form of trip entry
z Entering trips
z Accounting trips
z Payment of trips
Travel Management
Contents:
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© SAP AG 1999
Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9
Course Overview
Navigation
Structures in Human
Resources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and
Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
(C) SAP AG HR050 9-2
© SAP AG 1999
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
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Travel Planning and Expense Accounting
Traveler
Travel request
Travel plan
Travel Assistant
Trip approval
Approving Manager
Reimbursement
Travel Expense Clerk
Expense report
Traveler
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© SAP AG 1999
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.
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© SAP AG 1999
Trips
Travel requests
Business trips
Expense
reports
98022 Chris Miller
Overview Create Travel Documents
The Travel Manager Role
Î Creating a travel request
Î Planning a business trip
Î Creating an expense report
There are three roles for Travel Management, there authorizations will dictate what transactions they can
conduct. Generally the roles are as follows:
The Traveler: this person can only enter data for themselves and cannot approve expenses/trips.
The Travel Assistant: this role allows the user to enter data for themselves and others.
Approving Manager: this role cannot enter data for others but can approve existing trip requests and
expense reports.
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Plan and account trips
Generate results
HR master
record
Payroll
FI / CO FI / CO
Travel
Management
HR-Administration:
- Name
- Org. assignment
- Cost distribution
....
- Travel privileges
- Personal Profile
- Preferences
Valuation tables:
- Per di ems
- Company´s travel
policy...
Trip facts:
- Trip duration
- Flights, Hotels,...
- Receipts
- Optical archive
- Cost assignments
- Destinations
- Advances
HR HR Payroll
Accounting
Non-SAP
systems
Employee
statement
Reporting
Data medium
exchange
FI FI Financial
Accounting
CO CO Cost
Accounting
Non-SAP
systems
Travel Management - Environment
The Travel Management application component includes all of the functions needed to process a
business trip, from applying to go on a trip, to approving the trip, to posting the trip expenses and, if
necessary, making corrections and performing retroactive accounting.
Human Resource master data, per diem rates, flat rates, a companies travel policy as well as recorded
trip facts all enter into trip cost accounting. Subsequent fevisions are also taken into consideration.
The accounting results can be forwarded to Financial Accounting (FI), to Human Resource Payroll, or
non-SAP systems. Payment by means of data medium exchange is equally possible.
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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
Infotype
0000
0001
0002
0003
0017
0006
0009
0027
0470
0471
0472
0474
0475
Mandatory
Optional
Travel Planning
Infotypes for Travel Management
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.
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Travel Privileges
Create Travel Privileges
1001
1
DU
Mi chaela Maier
1300
2100
09/02/2000 12/31/9999
Groupings Employee has trips
1
Travel costs Company code changes
Assignments
Change permitted
Tri ps assigned
R.grp M/A statutory
R.grp M/A enterpri se
E.grp expense type
E.grp Travel Manag.
No distinction
No distinction
Group 1
No distinction
R.grp travel costs
Vehicl e type
Vehicl e class
License pl ate number
Period parameter
All employees
Car
No distinction
No distinction
Company code
Business area
Cost center
An employee's travel privileges are stored in infotype 0017 Travel Privileges. They include control
parameters for trip cost accounting, such as the car rule, reimbursement class, and reimbursement group,
for specific employees.
Travel privileges determine, for example, the reimbursement amounts accessed by the accounting
program, and the receipts that may be entered for an employee.
If an employee needs to go on a business trip, you must create travel privileges in master data.
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Central approval
(Used with decentralized data entry)
Accounting
Printing forms
Posting trip costs
Payment of trip expenses
2
2 2
1
1 1
3
3 3
4
4 4
5
5 5
6
6 6
Processing Trip Data: Overview
Recording
Travel Request
Travel Planning
Travel Manager
Travel Calendar
Weekly Report
Trip Advance
The initial menu for the Travel Management application component enables you to perform all
processing steps.
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© SAP AG 1999
10023 09/01/YY Boston US... Trip approved to be acctd
10021 01/03/YY Paris FR... Trip approved to be acctd
10018 06/05/YY London GB... Trip approved to be acctd
10011 11/09/YY Hamburg DE... Trip approved to be acctd
Trips
1000 Chris Miller
Functions Functions
Create
Create
Simulate
Simulate
Account
Account
Print
Print
Approve
Approve
Change
Change
Delete
Delete
Cancel
Cancel
Display
Display
Copy
Copy
Functions in Receipt Entry
If you do not know the personnel number of a person whose data you need to process, you can use the
possible entries function in the personnel number field to enter various search criteria.
The receipt entry and single record entry functions enable you to perform the following tasks for
business trips:
Create
Change
Delete
Cancel
Display
Simulate
Account
Print
Approve, and
Copy
(C) SAP AG HR050 9-11
© SAP AG 1999
Fast Cabs
Receipt
Fast Cabs
Receipt
Tri p
08/03/XXXX 50,- UNI
98020 Chris Miller
001 TAXI Taxi 50,- . . .
Expense Types Expense Types
Choose
...
...
TAXI Taxi
TELE Telephone
FLIG Fl ight
... ...
Entering Receipts for a Trip
Receipts are recorded under a freely definable trip expense type, which is stored in the system.
The receipt amount and the currency are entered for each receipt.
In addition, using the IMG activity Field control for additional receipt information, you can define
which additional information can or must be entered for each receipt type. Example: the names of guests
in the case of entertainment receipts.
(C) SAP AG HR050 9-12
© SAP AG 1999
All types of trips
Save trip data
Receipts
DB
Cost
Assignment
Advances
Additional trip
information
Assignment of
facsimilies (Opt. Arch.)
User data
Deductions
Stopovers
Miles/Kms
Distribution
Trip status
Supplemental
Framework data
History
Receipt Entry: Additional Functions
To enter trips for which only individual statements, flat rate travel costs, and meals per diems are
required, choose travel manager.
The travel manager function takes you straight to the receipt entry screen. Its menu enables you to access
all of the subsequent screens that you require. Basic trip data is entered in the general trip data box
On this overview screen, specific trips can be chosen via Selection criteria. The destination, the reason
for the trip, or the trip status can be used as selection criteria.
(C) SAP AG HR050 9-13
© SAP AG 1999
General cost General cost assigment assigment
for all trips per employee for all trips per employee
The total costs of the trip are
assigned per employee
to company code /cost
centers(or co. code/funds
Cost assignment per trip Cost assignment per trip
Alternative account
assignment to CO receiver
Cost assignment by Percent
- of total trip costs
- of costs incurred in
individual stopovers
- of individual receipts
- of individual legs of trip
to company code / CO
receiver
Receipts can also be
distributed by amount.
center/fund.
Cost Assignment
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
© SAP AG 1999
33
33
34
General cost assignment
33
33
34
50
50
50
50 Da Gianni
78.50
78.50
33
33
34
1,225.- 35.-
Destination 1 Destination 2
Cost assignment of individual destinations
Cost assignment of individual receipts / travel costs
Cost Assignment at Different Levels
A cost assignment different from the employee trip cost assignment guideline can be set for the entire
trip, stopovers, receipts and miles/kilometers traveled. Cost accounting receivers such as cost center,
order, WBS element, network etc. can be assigned.
If receipts are not given explicit cost assignments, the cost assignment specification of the stopover
assigned to the receipt applies for the receipt; if stopovers are not given explicit cost assignments, the
specification for the entire trip applies for the stopovers.
If the total of all percents is less than 100% when the cost distribution screen is closed, the unassigned
remainder is distributed according to the employee trip costs assignment guideline.
(C) SAP AG HR050 9-15
© SAP AG 1999
Recording Trip Data
Travel Expenses: Michaela Maier, Trip 0
Travel
Travel
General trip data
Expense receipts
1001 Michaela Maier
08/08/1999 Atlanta
01/06/1998Heilbro
01/04/1998 Munic
01/01/1998 Boston
Date Time
Tri p begi nning
Tri p end
Tri p destination
Tri p country
00:00
00:00
DE Region Germany
Reason for trip
Itinerary
Trip advance
Alternative cost assignment for entire trip, if other than master CA
Mileage and per diem reimbursement
on Exp. receipts 001
Amount Currency of the unified Uni
Input tax
Additional info
Remarks
Expense receipt cost assignment, alternative to master data
Add to table
Comments
(C) SAP AG HR050 9-16
© SAP AG 1999
98020 Chris Miller
Trips
.
.
10023 09/08/XXXX ... Approved, to be accounted
10021 05/08/XXXX ... Approved, to be accounted
Mass accounting
via accounting
program
Accounting of an
individual trip by
cursor selection
Data from
trip costs
accounting
PCL1
- Trip costs forms
- Payment of trip costs
- Posting of trip costs
Trip Costs Accounting
The trip accounting program enables you to perform accounting for all trips with the Approved and To
be accounted status.
For test purposes, you can perform accounting for individual trips. The end of the trip must not occur in
a future accounting period.
The accounting program uses trip data to calculate trip accounting results - particularly reimbursement
amounts - for a specific accounting period, which it then saves in file PCL1. The trips to be accounted
must end before the end date of the accounting period.
The accounting results can be transferred to Financial Accounting (FI), HR Payroll Accounting, or third-
party systems. Payment can also be effected using a data carrier.
(C) SAP AG HR050 9-17
© SAP AG 1999
FI Financial
Accounting
CO Cost
Accounting
Non-SAP
systems
HR Payroll
Accounting
Non-SAP
systems
Combinations
DME
for credit
institutes
R
K
-P
R
K
-P
P
ro
je
c
ts
P
ro
je
c
ts
Travel Accounting
Generating results
HR HR Travel Travel
Management Management
Payment of Trip Costs
The accounting results can be transferred to Financial Accounting (FI), HR Payroll Accounting, or third-
party systems. Payment can also be made using a data carrier.
(C) SAP AG HR050 9-18
© SAP AG 1999
You are now able to:
Travel Management: Unit Summary
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
(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
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(C) SAP AG HR050 10-1
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(C) SAP AG HR050 10-2
© SAP AG 1999
Course Overview Diagram
1
1
2
2
3
3
4
4
5
5
6
6
7
7
8
8
16
16
15
15
14
14
13
13
12
12
11
11
10
10
9
9 Course Overview
Course Overview
Navigation
Navigation
Structures in Human
Resources
Structures in Human
Resources
Personnel Management
Personnel Management
Benefits
Benefits
Development and Training
Development and Training
Compensation
Compensation
Time Management
Time Management
Travel Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and
Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
(C) SAP AG HR050 10-3
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(C) SAP AG HR050 10-4
© SAP AG 1999
Payroll Administrative Role
SAP Easy Access
Favorites
Create sales order
Yahoo
Expenses
Spreadsheets
Activity group SAP_HR_PAYROLL
Payroll programs
Payroll driver US
Display payroll result
Display
Off-cycle batch processing
Remuneration statement
Taxes
Garnishments
List / Statistics
(C) SAP AG HR050 10-5
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(C) SAP AG HR050 10-18
© SAP AG 1999
Payroll
journal
Wage type
statement
Wage type
distribution
Lohnkonto Payroll
account
Payrol l
account
Payroll
journal
Wage type
statement
Wage type
distri bution
Payroll results
Lists / Statistics Per Payroll Period
The SAP R/3 System enables you to create payroll accounts for your employees. The payroll account
displays payroll data in a tabular form for one or more employees over one or more payroll periods.
The payroll journal contains the payroll data for several employees for one period.
The wage type statement shows different wage type distributions, which act as the basis for payroll data
for the selected employees. The report shows the current wage type values (number and amount).
The wage type distribution shows wage types over several payroll periods without taking any retroactive
accounting differences into account. The report shows the current wage type values (number and
amount).
(C) SAP AG HR050 10-19
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(C) SAP AG HR050 10-20
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(C) SAP AG HR050 10-21
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(C) SAP AG HR050 10-22
(C) SAP AG HR050 10-23
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(C) SAP AG HR050 10-24
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© SAP AG 1999
Contents:
Recruitment
z Creating Vacancies
z Advertising Vacant Positions
z Recruitment Administration
z Recruitment Reporting
z Hiring an Applicant
(C) SAP AG HR050 11-1
© SAP AG 1999
Recruitment: Unit Objectives
© SAP AG
At the conclusion of this unit, you will be able to :
z Create a vacancy
z Maintain applicant data
z Hire an applicant
(C) SAP AG HR050 11-2
© SAP AG 1999
Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9
Course Overview
Navigation
Structures in Human
Resources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and
Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
(C) SAP AG HR050 11-3
© SAP AG 1999
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.
Recruitment: Business Scenario
(C) SAP AG HR050 11-4
© SAP AG 1999
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
Recruitment: Objectives
(C) SAP AG HR050 11-5
© SAP AG 1999
Job Person
Skilled,
competent
employee for...
Vacancy Vacancy
Advertisement Advertisement
WANTED
Applicants Applicants
Hire Hire
as Employee as Employee
Profile Comparison Profile Comparison
W
h
a
t a
re
o
u
r re
q
u
ire
m
e
n
ts
?
W
h
a
t c
a
n
th
e
a
p
p
lic
a
n
t o
ffe
r?
From Vacancy to Hiring an Applicant
The Recruitment component enables you to carry out the entire recruitment procedure, from entering
applicant data to filling vacant positions.
The R/3-System supports personnel requirements, advertising, applicant administration, selection of
applicants, and applicant correspondence. Moreover, in cases where you decide to hire the applicant, you
can transfer the applicant data from Recruitment to Personnel Administration.
(C) SAP AG HR050 11-6
© SAP AG 1999
Recruitment Role
SAP Easy Access
Favorites
Activity group SAP_HR_MANAGER_RC
Recruitment
Applicant Master Data
Display Applicant Master Data
Selection Procedure
Applicant pool
List of Applicants
via Qualifications
Internal Applicants
External Applicants
All Applicants
via Positions
Decision
Administration
Advertising
InfoSystem
(C) SAP AG HR050 11-7
© SAP AG 1999
Integration within HR
X
X
Positions
Job
Descriptions
Requirements
Profiles
Personnel
Administration
Profile
Matchups
Career and
Succession
The recruitment process can be integrated with many HR components.
From Organization Management position vacancies can be generated.
J ob descriptions can be generated based on the attributes assigned to the position/job in organization and
staffing.
Qualification profiles and position profiles can be generated.
You can conduct profile match-ups comparing applicants to their assigned vacancy. In Personnel
Development you can search for qualifications and include applicants in your search criteria.
All of the information entered in the recruitment screens can be carried over at the time of the applicant
transfer into Personnel Administration infotypes
Applicant data can also be considered in career and succession planning scenarios.
(C) SAP AG HR050 11-8
© SAP AG 1999
The
Recruitment
Process
X
X
Vacant Positions Vacant Positions
Positions Positions
W
ANTED!
Vacancies in the Recruitment Process
A company‘s personnel requirements are represented as vacancies in the recruitment process.
Vacancies are (either partially or completely) positions to be filled. These positions must be described as
vacancies so that they are recognized in the recruitment process.
If there is integration with Organizational Management, vacancies are created in the Detail maintenance
screen in Organizational Management. Infotype Vacancy (1007) is created for this position and filled
with the relevant information.
Note:
When you create a vacancy, you can also specify the ID code of the personnel officer responsible for the
vacancy. This will simplify data selection at a later stage.
(C) SAP AG HR050 11-9
© SAP AG 1999
Press
Employment
Office
Medium Medium
Advertisement Advertisement
W
ashington Tim
es
Job A
dvertism
ents
02.21.99
Wanted
Skilled,
competent
employee for...
Send applications to...
Washi ngton Times
Jobs
21.02.99
Recruitment
Consultancy
Recruitment Instrument Recruitment Instrument
Publishing Vacant Positions
Vacancies are published in advertisements. An advertisement constitutes the publishing of one or more
vacancies in a recruitment instrument, with the aim of hiring suitable people.
Examples of recruitment instruments include Paper ABC or the Employment Office in City XYZ.
Recruitment instruments are classified according to the medium used e.g. press, employment office,
recruitment agency. Media and recruitment instruments are created and maintained via customizing
You store advertisements in Recruitment. You can store one text per advertisement and can assign
multiple vacant positions to an advertisement.
You can link advertisements to applications at a later stage.
(C) SAP AG HR050 11-10
© SAP AG 1999
Receiving Applicant Information
z Paper Form - mail or complete application
z Internet - External Applicants
z Intranet- Internal Employees
SAP SAP
Based on your advertisements, resumes and and applications are received for further review and
processing.
(C) SAP AG HR050 11-11
© SAP AG 1999
INTERNET
APPLICANT APPLICANT
EMPLOYER EMPLOYER
Creating own Creating own
applicant data applicant data
Applying via the Internet
The Internet application component supports the company in carrying out an effective recruitment
strategy in that it allows the Internet user to:
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
© SAP AG 1999
Applying through SAP ESS Intranet
Employment opportuni ties
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.
(C) SAP AG HR050 11-13
© SAP AG 1999
Applicant Structure
Applicants are classified according to certain criteria in the initial entry of data stage:
- Internal / external applicants
- Unsolicited applicants / Applicants who have applied to an advertisement
- Applicant groups
- Applicant range
Applicant groups classify applicants according to the type of contract that the employee has with the
company e.g. employees with permanent contracts, employees with contracts for a limited period of
time, freelancers, etc.
Applicant ranges classify applicants according to hierarchical or functional criteria. Structural criteria are
used when the applicants are managers, salaried employees, or specialists. Functional criteria are used
when applicants are assigned to different business areas e.g. administration, production, etc.
(C) SAP AG HR050 11-14
© SAP AG 1999
SAP SAP
SAP AG Anna Gho
Neurottstr. 16 21 Payne Lane
69185 Walldorf Anytown, USA
Dear Sir or Madam,
I would like to apply in response
to the advertisement in The Times
of February 21, 1999...
I amcurrently employed as ...
. . .
. . .
Level Level 1 - Recording 1 - Recording Data Data
Two-Level Concept of Data Recording (1)
Name
Address
Org. Assignment
Name
Address
Org. Assignment
You can record applicant data in a timely and organized manner using the two-level concept of data
recording.
The first level of data recording, recording basic data, is obligatory for all applicants. Here, all the data
that is needed to create applicant letters and for statistical purposes (e.g. name, address, potential
organizational assignment) is recorded.
(C) SAP AG HR050 11-15
© SAP AG 1999
Level 2 - Recording Additional Data Level 2 - Recording Additional Data
SAP SAP
AnnaGho
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
. . .
. . .
Two-Level Concept of Data Recording (2)
Qualifications
Education
Previous Employer
...
Qualifications
Education
Previous Employer
...
The second level of data recording, recording additional data, is only carried out for applicants who are
of further interest to the company. An applicant can be assigned to one or more vacancies here. Such
information as the applicant’s qualifications, education, previous employment, is recorded during this
stage.
(C) SAP AG HR050 11-16
© SAP AG 1999
In process
Employment
Contract
......
......
Contract offered
Rejected
Invite
Invite to
Interview
......
Contract rejected
Contract
......
......
On hold
Interim
reply
......
......
To be hired
Applicant Status
According to the two types of selection procedures, there are two types of applicant status:
- Overall status
Refers to the actual status of an applicant in the company‘s overall selection procedure e.g,
processing, put on hold, or invited to interview.
- Vacancy assignment status
Refers to the actual status of an applicant for a particular vacancy.
Overall status is determined during the initial entry of applicant data phase and must be available for
every applicant from this point onwards. Overall status shows whether an applicant is involved in at least
one selection procedure (overall status could be processing, put on hold, or invite) or whether he or she
has been excluded from all selection procedures (overall status could be rejected or to be hired).
An applicant receives a vacancy assignment status as soon as he or she has been assigned to a vacancy.
If an applicant has been assigned to more than one vacancy, he or she has a vacancy assignment status
for each.
(C) SAP AG HR050 11-17
© SAP AG 1999
Rejected
Rejected In process
To be hired On hold In process
SAP AG AnnaGho
Neurottstr. 16 21MainStreet
69185Walldorf Anywhere, USA
Dear Sir or Madam,
I wouldliketoapply inresponse
totheadvertisementinThe Times
of February21, 1998…….
I amcurrentlyemployedas…….. . .
Entering
Basic Data
Jean Pierre
d’Arcy
Helga
Martin
Francisco
Rodríguez
Anna
Gho
In process To be hired
Contract
Contract
Typical Application Procedures
An applicant‘s overall status and vacancy assignment status generally change over the course of the
recruitment procedure. The recruitment procedure is completed when all the applicants have received
either the rejected or the to be hired status.
In certain cases, the overall status affects the vacancy assignment status.
Example:
If an applicant‘s overall status is rejected, then all of this applicant‘s vacancy assignment statuses must
also be rejected. Then, the applicant has been rejected for the whole company and can no longer take
part in the selection procedure for a particular vacancy.
(C) SAP AG HR050 11-18
© SAP AG 1999
Verbal Skills
Leadership
Business Administration
Knowledge or Unions
Searching for Applicants
Business Administration … Very good
Endurance and stamina Average
Verbal, written, commucic.. Good
Find Objects for Qualifi cations
Key date 08/30/2000
Qualifications Business Administration Degree
Endurance and stamina
Knowledge of Unions & Bargaining Units
Leadership skills
Verbal, written communication skills
Applicant, external
Applicant, internal
Person
Object types in search
Name Qualification Proficiency
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
Frank Bauer
Tom Peterson
Bruno Hochlehnert
4
3
You can search for applicants that possess certain qualifications.
Here, you have two possibilities:
You can select the desired qualifications from the qualifications catalog.
You can select the necessary requirements for an object (e.g. position).
You receive a list of applicants, sorted according to the number of required qualifications that they
possess.
(C) SAP AG HR050 11-19
© SAP AG 1999
Evaluating Vacancies
z Find Candidate
z Applicant Statistics
z Applicant List
z Description of Position
z Requirements Profile
z Profile Matchups
The Vacancy Report (RPAPL010) gives recruiters search capabilities on finding suitable candidates
based on the position/job profile.
You can also view statistical information such as how many applicants have been rejected for a certain
vacancy.
You can use information from Organizational and Planning and from Personnel Development to
generate position descriptions and conduct profile comparisons.
(C) SAP AG HR050 11-20
© SAP AG 1999
Invitation to Interview
Interview Letter
Applicant Activities
Recording, logging, and planning activities for an applicant in the selection procedure takes place using
Applicant Activities.
An Applicant Activity is a concrete administrative step that an applicant passes through in the selection
procedure e.g. Confirmation of receipt of application, Invitation to interview.
Certain applicant activities are created for applicants automatically by the system once you perform
certain applicant actions. For example, if you invite an applicant for an interview, the applicant activity
Invitation to Interview is automatically created for the applicant. You can print the invitation letter for
the applicant via this activity.
(C) SAP AG HR050 11-21
© SAP AG 1999
Create planned activity
Activity type
Perform
005
Interview appointment
Standard text
Responsible
Applicant Actions Applicant Actions
Applicant Actions
Applicant number 4711
Initial entry of basic data
Enter additional data
. . .
Interview
Applicant actions represent the
various stages through which an
applicant passes
Applicant Actions
The process flows that are carried out for an applicant are represented in the Applicant Actions infotype
(4000). These applicant actions can be:
process flows for data recording (e.g. Initial entry of applicant data, Recording additional data)
- process flows that change the applicant‘s overall status (e.g. Reject applicant, Put applicant on hold)
The most important information contained in the infotype is the overall status of the applicant (e.g.
processing, on hold, rejected). This is dependent on the latest applicant action carried out for the
applicant. For example, if the applicant action Put applicant on hold was performed for an applicant, the
applicant is designated the overall status on hold. In the standard system, a new applicant action infotype
record is created for every applicant action performed..
(C) SAP AG HR050 11-22
© SAP AG 1999
Create applicant activities
(Status planned)
(Mass print-out
of letters)
(Status completed)
Print letters
Check results
Perform activities
Applicant Correspondence
Letters can be printed either for individual or multiple applicants.
Bulk processing of letters can be performed as many times as necessary.
It presents a two-level concept:
For every task (printing letters, transferring data) a report is executed to perform the task. This report can
be executed as often as is liked and tested. After the report has been successfully executed, a second
report sets the status of the relevant planned activities to completed. The relevant activities are then
completed and will no longer be selected the next time that letters are being printed or the next time data
is being transferred.
(C) SAP AG HR050 11-23
© SAP AG 1999
Applicant file
Employee file
M. Klein
----------------------
Unterschrift
A
n
n
a
G
h
o
A
n
n
a
G
h
o
Applicant no. 1234
Applicant no. 9999
D. Smith
Employment
Contract
---------------------
Signature
Hiring An Applicant
If you hire an applicant, you can transfer his or her data to the Personnel Administration component. The
data is transferred directly from the applicant database to the employee database.
You perform the data transfer to Personnel Administration by running a personnel action.
You can enter the additional data, such as working time and salary details, later in Personnel
Administration.
(C) SAP AG HR050 11-24
© SAP AG 1999
Org. Assignment
Personal Data/
Addresses
Birth
certificate
Salary Data Salary Data
etc.
Hiring
Shift Data
Hiring An Employee
Early
Normal
Late
Shift Schedule
The most important objective of master data administration in Human Resources is to enter employee-
related data for administrative, time-recording, and payroll purposes.
A new employee can also be hired without using Recruitment. Instead you can hire someone by running
a personnel action in Personnel Administration, thereby creating the necessary data for the employee to
be hired.
(C) SAP AG HR050 11-25
© SAP AG 1999
Recruitment: Unit Summary
You are now able to:
© SAP AG
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
(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 Today, you received some additional data for the applicant you enter above. Enter the
additional data for your applicant with the qualifications profile with the following
qualifications and a proficiency level of your choice:
Spanish language skills, HR Management skills, Knowledge of word processing
systems and English language skills.
(C) SAP AG HR050 11-27
(C) SAP AG HR050 11-28
1-5 Check the letters that were automatically created for your applicant. In the applicant
activities for your applicants, check whether they have received a letter of receipt of
application.
1-6 Hire your applicant on the first day of the current month i.e. prepare the data for
transfer and transfer him/her to Personnel Administration. Use the Prepare to hire
applicant action.
1-7 From Personnel Administration run the Transfer applicant personnel action to
complete the hiring of the applicant. Use the position of ##- Administration Manager
in the ##-Administration department. Transfer the default values and make entries in
additional screens, if required. Assign your applicant to personnel number 50993##.
Solutions
Unit: Recruitment
Topic: Hiring an employee
1-1 Change your role to SAP_HR_RECRUITER_RC.
1-1-1 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 rangeSalaried
employees.
You can enter whatever data you like in the personnel officer, name, date of
birth, language, nationality, address and unsolicited applicant group fields.
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(C) SAP AG HR050 11-30
1-3-2 Select the Save icon and record the applicant number below:
_________________________________________________
1-4 Enter additional data for your applicant.
Activity group SAP_HR_RECRUITER_RC → Applicant Master data →
Applicant actions
1-4-1 Enter the applicant number from above in the Applicant no. field.
1-4-2 Select the Enter additional data action and select the Execute icon.
1-4-3 Click the Maintain qualifications profile button.
1-4-4 Click the Create icon.
Enter the qualification: Spanish language skills valid on the first day of next
month until the end of time and the proficiency of your choice.
1-4-5 Repeat the process to create entries for the following qualification: HR
Management skills, Knowledge of word processing systems and English
language skills.
1-4-6 Select the Save icon.
1-5 Check the letters that were automatically created for your applicant. In the applicant
activities for your applicants, check whether they have received a letter of receipt of
application.
Activity group SAP_HR_RECRUITER_RC → Applicant Activity → Display
applicant activities
1-5-1 Enter the applicant number from above in the Applicant no. field.
1-5-2 Select the Execute icon.
1-5-3 Select the Receipt action in thePlanned 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 11-31
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 thePersonnel 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 Scaleportion of the screen, enter E01 / 01 in theGroup / 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 11-32
© SAP AG 1999
Personnel Cost Planning
z Cost planning methods
z Performing cost planning using projected pay
Contents:
(C) SAP AG HR050 12-1
© SAP AG 1999
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)
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© SAP AG 1999
Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9
Course Overview
Navigation
Structures in Human
Resources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and
Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
(C) SAP AG HR050 12-3
© SAP AG 1999
Personnel Cost Planning: Business Scenario
z In order to project the costs for next year, the
department heads perform cost planning for their
departments
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© SAP AG 1999
Personnel Cost Planning Functionality
z Cost planning and preview
According to organizational
unit / cost center / orders or projects
Percent / absolute
z Integration of personnel planning costs
z Simulation of personnel and
organizational changes
z Comparison of plan versions
Actual / target
Surveys
Trends
Reorganization
z MS Excel link
z SAP Business Graphics
z Integration to Controlling
(CO)
Personnel Cost Planning is designed to support the organization's decision-making process, by allowing
you to:
- Determine the actual personnel costs
- Preview future personnel costs
- Project future personnel costs based on anticipated organizational changes and/or pay structure
changes.
Personnel Cost Planning is more accurate than many other cost planning tools because it can take
position vacancies into account. Personnel Cost Planning also has the ability to factor organizational
changes, such as staffing reductions or increases, into calculations. This ability is particularly helpful if
your organization plans an expansion,a downsizing or a general re-organization.
Personnel costs are extracted according to the organizational units within an organizational structure.
You can select a single organizational unit, a handful of organizational units, or the entire structure if
you wish. If you need to group certain organizational units into separate areas, for example, international
subsidiaries, you can arrange them into different scenario groups.
Cost planning itself is carried out by developing and comparing different costing scenarios. A scenario
contains a set of calculation results. The results may represent actual, previewed or projected costs, over
a specified length of time.
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© SAP AG 1999
Account Assignment Objects
Cost planning for
organizational
units
Cost planning for
cost centers
Cost planning for
projects
Cost planning for
orders
As a result of enhancements in the area of cost distribution, you can now perform cost planning for
orders and projects. For additional information on the Cost Distribution Enhancements, see the release
note PY_XX_46A_POTO “Cost Distribution Enhancements”.
You can now enter orders and projects in the Cost Distribution infotypes on both the Organizational
Management and the Personnel Administration side.
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© SAP AG 1999
Projected Pay:
Cost elements
assigned to
organizational units,
jobs, work centers
and positions
Basic Pay:
Wage types are
assigned to specific
persons
Payroll Results:
Actual amounts paid
to employees for a
past or simulated
payroll period
Personnel Cost Planning Methods
Select a cost planning method based on the goal of your cost planning analysis. To determine actual
costs, you should develop scenarios using either basic pay or payroll results as a source of data. These
two sources give the most accurate indication of actual costs.
To do comprehensive planning of personnel costs use projected pay as a source of data. Projected pay
provides more freedom to identify costs that personnel systems typically cannot handle. For example, a
manufacturing company may frequently have to replace equipment and therefore, may have to retrain its
employees. This company might want to include the costs of retraining its staff in the personnel planning
costs.
Note:
If you use the basic pay method, the system reads the data required for the cost calculations directly from
the Personnel Administration component. To do this, the system uses the wage types that are assigned to
the employees. (pure actual costs)
If you use payroll results, the system reads the data from an actual payroll run (pure actual costs)
Note:
You can use an SAP enhancement that allows you to delete information (for example, wage types) from
the basic pay or payroll results calculations. This enhancement also allows you to add customer-specific
information (bonus payments, etc.).
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© SAP AG 1999
Job/position
Administrator
Organizational unit
Cumulated costs
for cost centers
Costs for jobs,
positions, etc.
Cumulated costs
for organizational units
Cost center Cost object
Cost Planning Cost Planning
Basic salary
Bonus
Training
etc.
Cost planning for an
organizational unit
Cost Planning Using Projected Pay
For the projected pay method, the system uses data stored in the Cost Planning (1015) infotype. You can
use this infotype to store personnel costs by assigning wage elements to different objects such as
organizational units, jobs, positions, work centers. Wage elements indicate the different costs that make
up the total amount it costs to employee staff. For example, wages, salaries, benefits, training costs, etc.
Wage elements can be indirectly or directly valuated. The value for indirectly valuated wage elements is
maintained in a customizing table, the value for directly valuated wage elements is maintained at the
specific object that produces costs.For directly valuated wage elements, you can enter the amount
manually. You can overwrite indirect wage elements.
When you run cost planning, you can display the cumulated costs for organizational units, costs centers
or cost objects.
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© SAP AG 1999
z Change number of positions
z Change wage elements
General changes to
percentage or absolute
value of a wage element
Assign new wage elements
Change wage elements for
positions, jobs,
organizational units or
work centers using
percentages or fixed-value
amounts (direct valuation)
Salary: 60000
Bonus: 5000
Salary increase of
5%
Salary: 63000
Bonus: 5000
Simulation Capabilities
If you want to add additional positions to an organizational unit, call up the organizational unit to see the
positions which have already been assigned to it for cost planning purposes. You can choose from this
list of positions to add additional positions and determine their validity dates from the cost planning
screen itself.
When you increase the value of a particular wage element, this increase is passed on to every object that
the wage element is assigned to. Increases like these are carried out on a percentage basis.
The increase applies to both direct and indirect valuations. In other words, the increase affects both wage
elements and default values and wage elements where values have been entered manually for specific
objects. The increase does not affect wage elements that are expressed as a percentage.
Any changes you make to wage elements are valid in the current plan scenario only. The original wage
elements remain unchanged.
The current amount column displays the new values and the reference value column displays the original
values.
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© SAP AG 1999
Personnel Costs Annually
Organizational unit
Comp/Ben
Hum.Res.
Lab.Rel.
HR Adm.
Dev/Educ
Payroll
0
200
400
Scenarios Organizational unit
Organizational unit
actual 01 PP FISHER
Hum.Res.
HR Adm.
Comp/Ben
Dev/Educ
Lab.Rel.
Payroll
UNI (thousands)
50
0
100
150
200
250
300
350
UNI (thousands)
Business Graphics
Switch to SAP Business Graphics if you want to view a graphical depiction of the cost figures you are
working with. SAP Business Graphics displays cost element data in several graphic formats. You can
display graphics at the organizational unit, position or job level.
SAP Business Graphics displays both reference figures and actual figures in 3-dimensional bar graphs,
so that it is easy to perceive the differences between the two. It is also easier to perceive trends among
the different organizational units or cost centers you are working with.
SAP Business Graphics allows you to display plan information in various formats. You can also
customize views, fonts, color schemes, and so on via the menu path.
You can copy your graphics to the clipboard for use in other applications.
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© SAP AG 1999
PP Planning Human Resources
Plan scenario 01 PP Planning HR
01/01/2000 12/31/2000
Scenario group PERS DEPT
Comments Annually in UNI
Password ************
Password ************
Sales
Human
Resources
Production
Finance
Saving Your Plan Scenario
When calculations are complete, save the scenario.
Scenarios are subdivided into scenario groups. A scenario group is a self-contained calculation that
covers a specified area of your organization. A scenario group could be confined to, for example, the
Manufacturing division or the Sales department. Or, a scenario group could cover the entire
organization. It is up to you how you decide to subdivide your scenario groups.
When you save the scenario, make sure you enter a unique group name in the Scenario group field. If the
scenario group is the first scenario group in a new scenario, you must enter a two-character
alphanumeric code and a short text for the the scenario itself in the Plan scenario field.
For all the other scenario groups in your scenario, use the same scenario abbreviation but a different
group name in the Scenario group field.
Note:
In addition to this, you can interface to a Microsoft Excel spreadsheet to perform calculations using the
cost data. However, this feature is a one-way transfer only. The data can be exported into an Excel file
but cannot be imported back into the SAP R/3 System.
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© SAP AG 1999
2. Release
3. Transfer 1. Create
Plan 2000
(C) SAP AG HR050 12-13
0.93 0.57 0.61
UNI 2,11 billion
Plan 2000
0.93 0.57 0.61
UNI 2,11 billion Controlling
Transferring Costs to Controlling
Once cost planning data has been created, it can be transferred to Controlling.
Cost planning data is released via the Personnel Cost Planning Administration function. The system
displays a list containing all the cost planning data that has been created. Simply choose the data that
must be released for transfer.
The transfer of cost planning data takes place in Controlling within the framework of cost center
planning. Controlling can also include the personnel cost planning data into the overall budgeting
process.
© SAP AG 1999
Posting Results to Controlling
Plan scenario : released
Plan version
Current plan
Executive Board
Sales Department
Human resources
Controlling area 0001 2000
01.01.2000 - 31.12.2000
01.01.2000 - 31.12.2000
01.01.2000 - 31.12.2000
Test - All Depts. 01.01.1999 - 31.12.1999 +
-
-
Plan scenarios
to be released
Controlling area
Financial year
Step 1 : Release plan scenario
Step 2 : Select controlling area and financial year for plan scenario
Step 3 : Post results to Controlling
Step 1 : Release plan scenario
Step 2 : Select controlling area and financial year for plan scenario
Step 3 : Post results to Controlling
When you post data to Controlling, the system displays a list of all the account assignment objects, for
example, projects, orders, cost centers complete with the cost items and the total amounts per account
assignment object.
To post cost planning data to CO, you must first release the plan scenario. The release process includes a
consistency check that checks to see whether the data is CO compatible. The system then determines the
necessary CO financial years and adapts the HR data so that it fits into the CO financial year.
The HR administrator can now post the results directly to CO by selecting a plan scenario complete with
controlling area and financial year and then choosing Plan scenario ®Transfer to CO ®Post (test run) /
Post
You can post the results in test mode first so that you can see what data will be sent to CO before you
send it for real.
For additional information, see the R/3 Library documentation:
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
© SAP AG 1999
Results of Data Tranfser
Controlling area 0001 Controlling area 0001
bject bject
Executive Board Executive Board
Order CAB5540 Order CAB5540
Marketing department Marketing department
Advertising campaign for new bike Advertising campaign for new bike
Sales department Sales department
Touring 2000 project Touring 2000 project
Manufacturing plant and repairs workshop Manufacturing plant and repairs workshop
Human resources department Human resources department
Order CAB6540 Order CAB6540
Order CAB7540 Order CAB7540
Payroll department Payroll department
Order CAB8540 Order CAB8540
When you post data to Controlling, the system displays a list of all the account assignment objects, for
example, projects, orders, cost centers complete with the cost items and the total amounts per account
assignment object.
The above is an example of such a list.
(C) SAP AG HR050 12-15
© SAP AG 1999
z Describe the personnel cost planning methods
z Simulate costs using wage elements
You can now:
© SAP AG
Personnel Cost Planning: Unit Summary
(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
(C) SAP AG HR050 12-18
(C) SAP AG HR050 12-19
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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© SAP AG 1999
Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9
Course Overview
Navigation
Structures in Human
Resources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and
Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
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© SAP AG 1999
Send mail
Recipient:
Web display
Pers. no.
1000
2000
Name
Eric Wong
Rosa Lee
Basic pay
5,600.00
4,400.00
MS Excel MS Word
PC Connection
After you have executed a report, you can download the results to MS Excel or MS Word. You can also
send the data as a mail.
(C) SAP AG HR050 13-15
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© SAP AG 1999
At the conclusion of this topic, you will be able to:
z Describe the Manager’s Desktop
Manager’s Desktop: Objectives
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© SAP AG 1999
Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9
Course Overview
Navigation
Structures in Human
Resources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and
Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
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© SAP AG 1999
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...)
(C) SAP AG HR050 14-7
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© SAP AG 1999
SAP ESS
Benefits
1
Providing services to employees
Increasing productivity and efficiency
Saving money and time
2
3
SAP ESS is part of the standard R/3 system since version 4.5
SAP ESS is part of the standard R/3 system since version 4.5
SAP ESS - The Benefits
By enabling employees to maintain their own data and to have access to their own information,
companies empower them to take responsibility and ownership.
This increases employee satisfaction and improves the accuracy of data.
Companies’ human resources departments are freed from many of the data entry and related customer
service activities.
Companies save money by reducing the costs of paper, postage and data entry time, and they save time
by eliminating bureaucratic processes that devour resources. There is also no need for expensive, time-
consuming training.
How is SAP ESS delivered?
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.
(C) SAP AG HR050 14-11
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© SAP AG 1999
Course Overview Diagram
1
2
3
4
5
6
7
8 16
15
14
13
12
11
10
9
Course Overview
Navigation
Structures in Human
Resources
Personnel Management
Benefits
Development and Training
Compensation
Time Management
Travel Management
Recruitment
Personnel Cost Planning
Reporting and
Manager’s Desktop
Employee Self-Service
ALE
ASAP
Payroll
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z Components of TeamSAP
z ASAP Roadmaps
z Major implementation tools
Contents:
ASAP
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© SAP AG 1999
z The implementation team analyses the tools and
services provided by SAP to facilitate the
implementation of SAP software.
ASAP: Business Scenario ASAP: Business Scenario
(C) SAP AG HR050 16-2
© SAP AG 1999
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
At the conclusion of this unit, you will be able to:
ASAP: Objectives ASAP: Objectives
(C) SAP AG HR050 16-3
© SAP AG 1999
P
e
o
p
l
e
P
r
o
c
e
s
s
e
s
Products
People: People:
Solutions expertise
Quality
SAP
Consulting partners
Complementary
software partners
Technology &
hardware partners
Processes : Processes :
AcceleratedSAP
Consistency
AcceleratedSAP Roadmaps
or powered-by methodologies
SAP Review Program
Support, services
& training
Products : Products :
The Business Framework
Strengths
SAP product family
Complementary software products
Products from technology partners
Industry solutions
TeamSAP Components TeamSAP Components
TeamSAP involves coordinated interaction between the groups involved in the implementation
environment of the products concerned.
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© SAP AG 1999
AcceleratedSAP: Implementation Planning AcceleratedSAP: Implementation Planning
Consulting, licensing, training material,
support, project reviews
Consulting, licensing, training material,
support, project reviews
Methodology
Services
z Project
Management
z Change
Management
z Risk analysis
z Review
Project-
related
knowledge
Tools
Business
Blueprint
Realization
Final
Preparation
Go Live &
Support
Continuous
Improvement
ASAP Roadmap
z Implementation
Assistant
z Q&Adb
z Implementation
Guide
z Profile Generator
z Transport System
Project
Preparation
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.
(C) SAP AG HR050 16-5
© SAP AG 1999
AcceleratedSAP Implementation Roadmap
Project
Preparation
Business
Blueprint
Realization
Final
Preparation
Go Live &
Support
Continuous
Improvement
ASAP Roadmap
Phase 1: Project Preparation - The primary focus of Phase 1 is getting the project started, identifying
team members and developing a high-level plan.
Phase 2: Business Blueprint - The primary focus of Phase 2 is to understand the business goals of the
enterprise and to determine the business requirements needed to support these goals.
Phase 3: Realization - The purpose of this phase is to implement all the business and process
requirements identified in the Business Blueprint. You configure the system step-by-step in the work
packages Baseline and Final Configuration.
Phase 4: Final Preparation - The purpose of this phase is to complete testing, end-user training, system
management and cutover activities. Critical open issues are resolved. When you have successfully
completed this phase, you will be ready to run your business in your production system.
Phase 5: Go Live and Support - Transition from a project-oriented, pre-production environment to a
successful and live production environment.
The new ASAP Roadmap (available as of Release 4.6A), helps integrate all existing ASAP Roadmaps
into one "configurable" one. It is based on the products R/3, BW (Business Information Warehouse),
APO (Advanced Planner & Optimizer), CRM (Customer Relationship Management encompassing
Mobile Sales/Mobile Services), and B2B (Business to Business Procurement) and provides a single
implementation solution within ASAP for all SAP software.
(C) SAP AG HR050 16-6
© SAP AG 1999
z Implementation strategy
z Global definition of business
processes
z Global system topology
z Standardization of business
processes
Realization
z Change management
z Manage global activities
z Legal requirements
Program
Set-Up
Business
Blueprint
Rollout ASAP Roadmap
Maintenance &
Support
Global ASAP
Project
Preparation
Business
Blueprint
Realization
Final
Preparation
Go Live &
Support
Continuous
Improvement
SAP has developed Global ASAP as the standard implementation methodology for the global
implementation of SAP software. The basic concept of Global ASAP is to map all activities that do not
take place at local level onto a special structure called the Global Roadmap. This Roadmap is structured
according to the AcceleratedSAP principle and includes How-to's, accelerators, modeling methods and
tools. The Global Roadmap is linked to each Roadmap for projects at local level.
A global implementation strategy involves defining a pre-configured corporate system or global
template. The global template is the sum of all enterprise-specific configuration and Customizing
settings, and models that are included in one SAP System and provide a reference for live systems at the
global and local levels (individual companies and plants). This implementation approach is also referred
to as the global template rollout of the SAP System.
The Global ASAP Roadmap consists of four phases:
y Global Program Set-Up
y Global Business Blueprint
y Global Realization
y Global Maintenance & Support
(C) SAP AG HR050 16-7
© SAP AG 1999
Global settings
Countries
Currencies
Calendars
z Concept
z Recommendations
z Requirements
z Activity
z WinHelp
z Status/activity data
z Scheduling
z Resources
z Microsoft Project
interface
Project
Management
z Open Customizing
transactions
Activities
z Efficiently organized
using notes
z Use Microsoft Word
Project
Documentation
SAP Documentation
•The IMG contains documentation
for each activity.
•The activities can be carried out directly.
•Functions for project management
and project documentation are available.
IMG
IMG: Tasks
The IMG contains all Customizing activities you need to implement application components.
You can create Customizing projects in an SAP System, to help structure and manage an implementation
project. You can also record cross-project documentation.
You can create an IMG for each project.
From a Project IMG you can work on Customizing transactions, project documentation, cross-project
documentation, and information on project management.
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Customer-Specific Configuration Customer-Specific Configuration
Project
IMGs
Generate Generate
Customizing Customizing
Projects Projects
Manually ASAP-IMG
link
SAP
Reference
IMG
Project
documentation
Project
management
Customizing
transactions
Generate Generate
Project IMG Project IMG
Views Views
Project
IMG
views
The IMG acts as a checklist of the Customizing activities that your enterprise should complete to
implement an SAP System. The IMG is hierarchically structured.
The structure of the IMG and the IMG tools (for example, allocating resources such as project members
and the MS Project interface) help your project team to work through the Customizing activities in a
rational sequence.
For the realization, you can divide the scope of the Reference IMG into different projects, which, in turn,
are assigned to Project IMGs. Use a Project IMG to work on Customizing transactions, project and
cross-project documentation, as well as information on project management.
You can create views to improve the structure of a Project IMG. You can use these views to edit
Customizing transactions, project and cross-project documentation, and information on project
management, in line with the Project IMG.
As of Release 4.6, you can use the ASAP-IMG link in the Q&Adb to create project views. This transfers
the project scope set in the Question & Answer database (Q&Adb) to the R/3 System. The views
generated by the ASAP-IMG link contain Customizing activities for the processes set in scope in the
Q&Adb.
To use the ASAP-IMG link, a Customizing project must already exist in the R/3 System.
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© SAP AG 1999
Industry-specific Customizing in IMG and CATTs
Preconfigured Industry System
Industry-specific detai ls in ASAP and documentation
Model-based presentation of the industry solution
Industry-specific Business Blueprint
Industry-specific business components
Business framework component
A c c e l e r a t e d S o l u t i o n
Accelerated Industry Solutions: Steps Accelerated Industry Solutions: Steps
System documentation and the ASAP Question & Answer database contain industry-specific
information and are the ideal places to start looking for information.
Model-based presentations of industry-specific business processes help you analyze the business
processes you have selected. Event-driven process chains (EPCs) are available for several industries (for
example, the automotive and pharmaceutical industries) and are integrated in the SAP Reference
Structure. A structure is available for each industry in the ASAP Question & Answer database, and helps
you to produce an industry-specific Business Blueprint (Phase 2 of the ASAP Roadmap).
Industry-specific Customizing involves integrating default Customizing parameters for a specific
industry in the IMG. SAP has documented this process in the IMG. You can use the Computer Aided
Test Tool (CATT) which is also integrated in the system to transfer industry-specific master data
structures to the system. Test programs (CATTs), named after the above tool, are provided for the
industry-specific business cases defined by SAP. This collection of tools is known as Preconfigured
Industry Systems.
Industry-specific business solutions are integrated as business components in the business framework.
Implementation in the system can also be a ready-to-work solution. The main feature of such a solution
is the delivery of a combination of software and hardware required to install an SAP System.
(C) SAP AG HR050 16-10
© SAP AG 1999
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
Implementation Planning and Tools: Summary Implementation Planning and Tools: Summary
(C) SAP AG HR050 16-11