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SAP Questions

What is IMG Guide?

Implementation Management guide (IMG) is a project support tool. It contains documentation on eachand every activity that can be carried out directly.

What are the customizing step specific attributes?

Mandatory activities.

These are activities for which S! cannot deliver default settings (for e"ample #rgani$ational Structure). %e muststore our own customer&specific re'uirementsfor activities that are classified as mandatory.

Optional activities.

S! delivers default settings for these activities. %e can use these settings if they meet our re'uirements.

Non-reuired activities

S! delivers complete default settings for these activities. #nly in e"ceptional cases do you need to adapt thesesettings(for e"ample if you need country specific settings)

!ritical activities

%e must proceed with great carewhen carrying out critical activities as any errors made here can have far&reaching conse'uences.

Non-critical activities

%e must also proceed with care when carrying out these activities but the conse'uences of any errors are lessfar&reaching.

"escribe the points of integration #ith other $%& !omponents.

!ersonnel ev plan and carry out training and job&related activities which provide individual professionaldevelopment for your employees.

Training and *vent Management+organi$e and schedule training events and conventions.

%or,flow+automates business processes tas,s are given to the right person at the right time.

-ompensation Management+ necessary for the administration of compensation (carrying out payroll for e"ample).

!ersonnel -ost !lanning+ used to project personnel costs on the basis of e"isting and planned organi$ationalunits.

Shift !lanning+ used to schedule the optimum number of appropriately 'ualified personnel on the basis of jobre'uirements.

-apacity !lanning+ ogistics component used to schedule persons on the basis of their availability and

'ualifications to complete wor, for specific wor, centres.

/IS+ perform simplified reporting for employee data in the organi$ational plan.

Manager0s es,top+ supports managers in their administrative as well as strategic daily tas,s.

"efine &ersonnel area?

It is a !ersonneldministration specific unit and is the subunit of the company code. It has four&digitalphanumeric identifiers.

What are the primary functions of &ersonnel %rea?

To generate default values for data entry 1 for payroll accounting area.

It is a selection criteria for reporting..It constitutes a unit in authori$ation chec,s.

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SAP Questions

What is the default value for personnel area? '()*$+.

It is based on the organi$ational unit concernedor the ccount ssignment 4eatures info&type 5667 if it hasbeen maintained for the position.

"efine &ersonnel $ub-area? W,*)$.

It represents a further sub&division of the personnel area. The principal organi$ational aspects of human resourcesare controlled at this level namely pay scaleand wage type structuresand planning of wor, schedulesand arestored according to country. i,e personnel area it does also have four&digit alphanumeric identifier.

What is the default value for personnel sub-area and business area?

efault values for these areas come from account assignment features infotype (number 566788) for the positionor organi$ational unit concerned.

Where do you find divisions of an organization?

!ersonnel sub&area is generally used to identify divisions.

What the organizational functions of the personnel sub-area?

To specify the country grouping. Master data entry and the setting up and processing of wage types and payscale groups in payroll depend on the country grouping M#G. The grouping must be uni'ue within acompany code.

To assign a legal person which differentiates between companies in legal terms.

To set groupings for Time Management so that wor, schedules and substitution absence and leave typescan be set up for individual personnel sub&areas.

To generate a default pay scale type and area for an employee0s basic pay.

To define a public holiday calendar.

To define sub&area&specific wage types for each personnel area.

Which control features are influenced using personnel sub-area?

What is an eternal personnel area and personnel sub-area?

This relevant only for personnel areas that are outside an enterprise and contain such as address of the receivingpersonnel area. 4or e"ample a guy is sent to subsidiary which is a self&administering company located abroad.

What is country re-assignment?

If an employee is transferred out to another country then we have to run a personnel action to set the status 6 forthe e"isting country and hire the same person in the new country.

"efine employee group?

efines the relationship between an employee and a company in that the employee ma,es a certain contributionto the company in terms of wor,. ctive employees pensioners and early retirees ma,e up the main employeegroups in !ersonnel dministration.

It is identified by a two digit alpha numeric.

&rimary functions of employee group?

efault values can be generated for payroll accounting area and basic pay for e"ample according to

employee group.

The employee group is used as a selection criterion for reporting.

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SAP Questions

The employee group is one unit of the authori$ation chec,.

It can be used to generate default values for data entry for e"ample for the payroll area or an employee9sbasic pay.

It is used as a selection criterion for reporting.

It is used as an entity for authori$ation chec,s.

s a rule you can use the standard entries in the system for setting up employee groups. If necessary youcan also add to these entries so that they meet your re'uirements

"efine employee sub-group?

The employee subgroup is a fine division of employee groups according to the status of employees andidentified by t#o-digit alphanumeric. n employee group is comprised of a number of employee subgroups.The following employee subgroups ma,e up the :active: employee group for e"ample+

/ourly wage earnersMonthly wage earners!ay scale employees

;on&pay scale employees

&rimary functions of employee sub-group?

The employee subgroup grouping for the personnel calculation rule controls how an employee9s payroll isprocessed for e"ample whether an employee is to be paid on an hourly or monthly basis.

The employee subgroup grouping for primary wage types controls the validity of wage types at the employeesubgroup level.

The grouping for collective agreement provision restricts the validity of pay scale groups to specific employeesubgroups.

The employee subgroup grouping for the wor, schedule allows you to define which wor, schedules are validfor which employees.

The employee subgroup grouping for time 'uotas allows you to specific which attendance and absence 'uotatypes are valid for which employee subgroups.

The employee subgroup grouping for appraisals allows you to define appraisal criteria for each employeesubgroup.

ssign employee characteristics such as the activity status employment status and level ofeducation

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SAP Questions

What are the vie#s in &ersonnel $tructure?

There are two different views in the personnel structure+%dministrative vie#

Employee groupEmployee subgroup

Payroll groupOrganizational key

Organizational vie#

PositionJobOrganizational unit

These levels are subject to authori$ation chec,s to define remuneration levels or different wor, schedules fore"ample.

What is a payroll accounting area? Is payroll area same?

It is an organi$ational unit defined for the purposes of payroll accounting. ll employees who are accountedtogether are assigned to the same payroll accounting area.

It provides the payroll driver with two pieces of information+ number of employees to be accounted as per #assignment IT @ dates of the payroll period. n employee may only change payroll accounting areas at the end ofa period. If an employee changes status from wage earner to salaried employee in the middle of the month andthe payroll accounting area is different for both you should not enter the new payroll accounting area until thestart of the following month.

Where is payroll area assigned to?!ersonnel area or personnel sub&area. A>BS feature !lease find out.

What is an organizational ey used for?

%e use all the fields of #rgani$ational ssignment edit and sort names to create an organi$ational ,ey 012characters field3. It is the part of the authori$ation chec, in /B module and we revise the authori$ation chec, byusing organi$ational ,ey.

4o# do you create organizational ey?Where do you start the configuration in 4* module?

#rgani$ational structure

What are user group and reference user group?

Beference user group is 66and is the default user group for accessing. %e create different numbers for eachmodule to be created under /B so that access is barred for users other than current module.

What is the concept of Organizational Management?

#rgani$ational Management is based on the concept that each element of the organi$ation constitutes a uni'ueobject with individual attributes.

5. What is purpose of Organizational Management?

#M forms the base for personal planning and development and allows us to analy$e and adjust an organi$ationalplan as well as structure data.

Why do #e need an organizational management?

To create a complete model of the organi$ational and reporting structuresof an enterprise for a specific period.

To obtain an overview of the current statusof an organi$ational and reporting structuresat any time using anumber of methods.!lan and simulate future scenariosusing #rgani$ational ManagementIt provides a basis for other /B components as well as cross application components

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SAP Questions

Which status can be assigned to the info-types in Organizational Management?

What is an organizational &lan?

#rgani$ational plan is the comprehensive and dynamic model of the structural and personnel environment in anenterprise which can be evaluated at any time.

4o# do you create organisational plan?

#rgani$ational plans are defined in organi$ational management. This can be done in organisational and staffingor the *"pert mode.

What are the steps for creating an organisational &lan?

-reate root organi$ational units-reate sub&ordinate organi$ational units-reate jobs and positions

ssign tas,s and -ost centerssign personsdd other attributes

What is the use of organizational &lan?

It gives a fle"ible basis for personnel planning previewing and reporting.

What is the basis for creating an organisational plan?

#rgani$ational Structure

4o# many structures does an organizational plan have?

5. #rgani$ational structure C. Beporting Structure

Organizational $tructure

It depicts the assignment of the organi$ational units to one another. %e create an organi$ational structure bycreating and maintaining organi$ational units which we then relate to each other. It is based on

Tas,s and functions of the company4inancial or geographicalBeporting

*eporting $tructure

If the actual reporting structure of an enterprise differs from the organi$ational structure and the relationships

between positions are one&dimensional and hierarchical you can depict them in a reporting structure.

6ist the interfaces #ith #hich you can maintain your organizational plan in Organisational Management.

The #rgani$ational Management component includes various user group-specific modes and vie#swith whichto edit organi$ational plans+

The Organization and $taffingview provides an intuitive interface for creating and editing organi$ational plans.

The General $tructuresview allows you to edit organi$ational plans with any structure including object typeswhich you have defined yourself (Teams for e"ample).

The Matri vie#is for creating and editing matri" structures.

Infotype Maintenanceallows you to edit the characteristics of various objects and their relationships via info&types.

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$tructural Graphicsenables you to view objects and structures and perform a variety of maintenance activitiesfor the objects in graphical format.

$imple Maintenanceprovides an overview of object and structure editing.

4o# do you create staff assignments?

Ay creating positions based on the jobs assigning them to an organi$ational unit and allocating them a positionholder.

What is an organigram?

It is the name for a reporting structureor matri" management structure associated with an organi$ational plan torepresent the chain of command or authority structure.

What is a &lan 7ersion?

It is used to store different organi$ational plan scenariossuch as restructuring e"pandingdownsi$ingetc in planssuch as -urrent plan business plan perspective planetc. #ne of the plan versions represents a current or actualorgani$ational plan and is flagged as the active integrationplan version.

!an #e create duplicate copy of plan version?

Des it is possible to create multiple copies of the original plan version and change the duplicates as re'uired.The original remains unaffected by any such changes.

4o# do you set up a plan version?

%e set up the plan versions which a company re'uires in the personnel management IMG. %e enter the planversion in the &6OGIparameter group.

4o# many plan versions may be integrated #ith other $%& Modules?

#nly one plan versionmay be integrated with other S! modules.

!an #e use or delete plan version 8.9:?

The plan version E.+F must not be usedor deleted since it is used for the transport inde"ing and general controlof all plan versions.

4o# do you assign an employee to company structure?

4iring actionassigns an employee to the company structure. The data is saved in info&type #rgani$ationalssignment ( IT 6665)

What are the methodologies used in OM

Methodology: Multiple Structures

Structural model of the organi$ation based on the tas,s responsibilities and functions of companyStructural model of the organi$ation based upon financial accountability or geographyModel of the reporting structureModel of alternate reporting structure

Methodology : Object-Oriented Design

#rgani$ational Management is based on the concept that each element in an organi$ation represents a stand&alone object with individual characteristics. These objects are created and maintained separately then lin,edtogether through relationships such as those indicated above to form a networ, which has the fle"ibility to handlehuman resource forecasting and reporting.

Dou can also create additional characteristics for objects. This provides additional information for othercomponents evaluations and so on. ll object characteristics (e"istence

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SAP Questions

#rganisational Management enables you to depict the structure of your organi$ation in the past present andfuture. ?sing this information you can prepare for and react to future resources re'uirements and changes.

Methodology : Plan Versions

Same as mentioned above.

Ob/ect ;ypes

What is an ob/ect ?

It represents each information class in an organi$ational plan.

4o# do you identify an Ob/ect?

#bject type is identified by a combination of plan version object type and object I

What are the components of an ob/ect?

5. I a short and long te"t defining the e"istence of the objectC. Structural relationships between the object and other objects

2. Third component is represented by the object characteristics.

ll these components are created as info&types. Dou can define particular characteristics for an object in eachinfo&type.

Where do you maintain ob/ect characteristics?

Info&types

Where do you maintain relationships bet#een ob/ects?

Info&types or organi$ational plan

When can #e assign additional characteristics to the ob/ects?

#nce we have created the structure using objects and relationships you can assign additional characteristics tothe objects. 4or e"ample we can assign additional characteristics such as vacancy wor, schedule and e"pectedsalary to Ob/ect &erson.

What is ob/ect I"?

%hen an object is created an object I must be assigned. Internal number assignment is by the systemindicated by I; and e"ternal number assignment is by the administrator is indicated by *H. #bject id is identifiedby an eight-digit numeric. S! recommends the use of the internal number assignment.

4o# many planning statuses are there? 0Ob/ect status cycle3

4ive. They are

ctive!lannedSubmitted

pprovedBejected

What is the purpose of *elationship 7alidity &eriod

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llow you to define the life span of an object or info&type recordIdentify changes to your organi$ation while retaining historical data

llow you to evaluate the organi$ational structure on ,ey dates past present and future

What are the mandatory characteristics of an ob/ect?

#bject I

#bject name and abbreviation#bject type!lanning status!lan versionBelationship validity period

6ist the most common ob/ect types used in Org Mgmt?

Ob/ect ;ype Ob/ect ;ype )eys

#rgani$ational ?nit #& & & & & & & & & & & & & && & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & &

=ob -& & & & & & & & & & & & & && & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & &!osition S& & & & & & & & & & & & & && & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & &-ost -enter >& & & & & & & & & & & & & && & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & &!erson !& & & & & & & & & & & & & && & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & &ualification & & & & & & & & & & & & & && & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & &Tas,s T& & & & & & & & & & & & & && & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & &%or, -enter & & & & & & & & & & & & & && & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & &Audget A?& & & & & & & & & & & & & && & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & & &

What is an organisational unit 0O3?

It describes the different business units that e"ist in an enterprise that are usually structured according to tas,sand functions. These are used to model structures in !ersonnel dministration or !ayroll ccounting fore"ample. #rgani$ational units are related to cost centers from -ontrolling.

What is a =ob 0!3

=ob represents a uni'ue classification of responsibilities in an organi$ation. %hen we create jobs we shouldconsider what specific tas,s and re'uirements are associated with the individual jobs.

Which are the application components #here /obs are used?

=ob and !osition escriptionShift !lanning!ersonnel -ost !lanning-areer and Succession !lanning

What is the difference bet#een =ob *euirement and =ob >ualification?

=ob re'uirement represents list of sills and eperiencere'uired in order to be suitable in a position job tas, orwor, center whereas job 'ualification represents only list of sills.

What is a &osition 0$3.

!osition is held by employees. position inherits a job0s tas,s but we can also define additional tas,s related to

duties performed specifically by that position.

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If characteristics of a job are changed this has an effect on the position as position inherits characteristics from=ob. !ositions can be 566J filled partially filled or vacant. #ne position may also be shared by a number ofemployees each wor,ing less than full time. 4or e"ample two employees can hold K6J and L6J of a position.

What is automatic ob/ect inheritance?

%hen we create a new position then that must be related to the corresponding job. Through this relationship an

object automatically inherits the attributes of another object if the two are related in certain ways.

What is the advantage of ob/ect inheritance?

utomatic inheritance can be used to advantage when creating large number of similar objects. This significantlyreduces data entry time as tas,s and characteristics do not have to be assigned to each positionseparately.

What is the difference bet#een /ob and position?

=ob is single and position is multiple. %e can define multiple positions against a single job not vice versa.

Where do you create organisational units+ /obs+ position and tas?

These are defined in organi$ational management. This can be done in organisational and staffing or the *"pertmodeundercreate mode.

&erson 0&3

!erson (employee) hold positions in the organi$ational structure which is governed by #rgani$ationalManagement. !erson characteristics are maintained in !ersonnel dministration and are lin,ed to anorgani$ational plan through their position assignment.

person can fill a position 566J or partially. This depends on the number of wor,ing hours assigned to theposition and on the person0s wor, schedule.

What is staffing percentage?

The staffing percentage refers to the wor, capacity of the person assigned to the position. If the staffingpercentage of the person is greater than the re'uirements of the position the position is overstaffed. If one ormore holders do not fulfil the re'uirements of the position the position is understaffed.

What is cost center 0)3?It is maintained in 4inancial ccounting and can be lin,ed to either organizational units or positions. -ost

center assignments are inherited along the organi$ational structure

Why do #e al#ays attach cost centre to organizational units? What #ill happen if cost centre is assignedagainst positions?What is a ;as 0;3 and ho# do you assign it a position?It describes the duties and responsibilities performed in a job and position. Tas,s can be classified under thefollowing aspects+

s wor,flow components to monitor cross&application processess personnel management tools to describe jobs and positions

ll tas,s are contained in a tas, catalog. The tas, catalog lists all tas,s that e"ist in a particular period. Thecatalog also shows the relationships that e"ist between tas,s if tas, groups have been defined.

If you plan to relate tas,s to positions you should first relate the tas,s that all positions have in common to thecorresponding job. %hen you create a position based on a job the tas,s will then automatically be transferred tothe position. If you assign the same tas,s to different jobs you can use different weightings which gives you moreinformation when analy$ing job descriptions.

;as Group is a collection of conveniently associated tas,s perhaps because they are usually performed by thesame person. tas, group can be used to 'uic,ly relate many tas,s to a job or to a position.

;as &rofile is a list of the individual tas,s that have been assigned to a specific object. It collectively defines anobject0s purpose role or action in the B

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SAP Questions

Wor !entre 0%3

wor, centre can represent anything as general as a geographical location such as the !hiladelphia branchoffice or they can be very precisely defined such as a particular wor,station with specific e'uipment in a specificbuilding (this may ma,e sense in a factory or plant for e"ample).

%hen you have created wor, centres you describe their attributes such as certain health re'uirements orphysical restrictions limiting the group of employees that may wor, there. Dou may define restrictions or you mightspecify certain e"aminations that have to be completed at regular intervals.

'udget 0'(3 - Its role comes in compensation management where budget for personnel are defined and isassigned to organi$ational units.

>ualification 0>3 - Its role comes in personnel development and is assigned to persons jobs and positions.

Some object types are not applicable in #rgani$ational Management though they are defined in the same tablesas the #rgani$ational Management objects. 4or e"ample+ #bject types * 4 @ G are similar in nature to#rgani$ational Management object types but are only applicable to Training and *vents Management

What is the difference bet#een organizational unit and #or center?

*elationship identification

The relationships between basic object types are defined in the S! Standard System and should not bechanged. *ach standard relationship has a three-digit code and standard synta is %

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SAP Questions

What are the functions of organization and staffing interface?

The functions in #rgani$ation and Staffing let you create organi$ational units positions jobs and tas,s 'uic,lyand easily. Dou only specify the most important details for these objects. #rgani$ation and Staffing 9,nows9 whatrelationships to create and does so automatically

What are the main areas of organization and staffing interface?

What all #e can do #ith Organization and staffing?

-reate and maintain the basic data for your organi$ational plan

-reate and maintain the reporting structure (hierarchy of positions) that e"ists between the positions in yourorgani$ational plan

-reate and maintain cost centre assignments and the default settings for cost centres

-reate and maintain certain info&types.

To minimi$e the number of processes not all functions are available in Simple Maintenance.

ll objects you create in #rgani$ation and Staffing automatically get Oactive0 status and an object I.

*ecommendation+

-reate most of the objects and relationships in your organi$ational plan in #rgani$ation and Staffing. ?se e"pertmode to maintain individual objects at a detailed level especially when you want to maintain info&types for aspecific object.

4o# many search tools available in the search area of Organization and staffing?

Three. They areSearch using a search termStructural searchuery search

What is key date?*very time when we log on the current date is set as the ey date. %e can change the ,ey date and data validon the date you have selected is displayed.

What is preview period?%hen we logon initially a previe# period of A months is set+ that is all changes to data that happen in thisperiod are displayed. %e can change this preview period. ;e"t time we log on the preview period which hasbeen selected is set.

,plain #ays to create organisational units and assign cost centers?

#rgani$ational units can be created from #rgani$ational plan organi$ation @ staffing e"pert mode or simplemaintenance.

On the organization and staffing change screen+ be sure to enter the validity date and preview period. ?se thesearch area to find the HDP -orporation and double&clic,. $taff assignments structurefor the organisational unitwill appear.

-hoose create icon. %e will be as,ed what ,ind of object we wish to create (org unit

Belate the new organi$ational unit to a cost center on the account assignment (5667) tab page. Select the mastercost center field and search for a cost center using the search help.

To create sub&ordinate organisational unit select parent organisational unit and choose create icon as we did forthe parent one and save the organizational structure.,plain #ays to create and assign positions defined by /obs?

*nsure we are in the staff assignments (structure) view. Select the benefits organi$ational unit in the overviewarea.

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-hoose create select position and name it. The relationship to the organi$ational unit will be createdautomatically. To search for an e"isting job enter 66Q directly in the job field this will access a list from which wecan choose a job. If we want to create a new job select create jobs from the edit menu ensure that we enter thecorrect validity period and save the entries.

,plain #ays to associate tass to position

Select the ;as %ssignment vie#in the overview area. Select the position to which you want to assign tas,s.

If we want to create our own tas,s choose the create icon and the tas,. If we want to use tas,s which alreadye"ist use the search area to populate the selection area with tas,s. *"isting tas,s will be prefi"ed with 66Q. #ncethe selection area contains tas,s you can drag and drop them to the relevant position in the overview area.

lternatively we can also assign tas,s in the staff assignments 0structure3 vie#. To do this select relevantposition and then the tas,s tab page. ?se search area to search for tas,s. #nce they appear in the selectionarea we can drag them to the tas, list.

,pert Mode9 Infotype Maintenance

What is the use of ,pert Mode?

%e have a complete picture of an organi$ation but now want to add more information on the individual objects 1give a description certain positions to be flagged as vacant and some departments to be characteri$ed asadministrative departments etc. we ta,e the help of e"pert mode

What is an info-type?

5. ogical or business related characteristics of an object.

ata fields are grouped into data group or information units according to their content.

Info&types are accessed directly from info&type maintenance. #bjects with various statuses can be maintained.

Which table is containing Info-type characteristics?

7BtC5Da

What are the different number ranges for info-types?6666&6333 Master data info types5666&5333 !lanning data Info typesC666&C333 Time data Info typesL666&L333 pplicant data info types3666&3333 -ustomer specified info types

4o# do you enhance a standard info-type?

"o you need an access ey if you have to do an enhancement to a standard info-type?

4o# do you create a ne# info-type?

Transaction code !M65ta,es you to the screen to create new info&type. %e can create three type of info&tyes

4or personnel administration4or Becruitment4or both

Info&types number between 3666&3333 are reserved for customer created info&type.

What is info-type menus and ho# to create it?

!M !-ustomi$e procedure Infotype menus

Is it mandatory to configure info groups? !an #e do #ithout them?

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SAP Questions

4o# do you maintain info-types in the relevant epert mode?

&lan version9 *nsure you wor, in the correct plan version at all times.

Organizational unit9 The object I is displayed. This enables the user to carry out a search for the object in'uestion.

%bbreviation9 The abbreviation is displayed so that the user can ensure that the right object is being edited.

7alidity period9 Start and end dates specify the period during which the object e"ists in the plan version andselected.

Info-type9 Dou select the info&type you want to maintain.

$tatus9 Dou must select the status of the info&type you want to maintain using the tab pages.

"isplay available info-types9 It is easy to tell at first glance which info&type records e"ist for the object selected.epending on the period they are mar,ed by a green chec, mar,.

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What is an action? What are the info-types used for standard action for creating position?

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%e create objects using actions. n action is a series of info&typesthat are presented for editing in a specificorder or se'uence. %e determine the info&types and the se'uence in customi$ing. *ach action can only bedefined for one object type.

%hen defining an action ma,e sure that we are assigning info&types in a logical order. ;he ob/ect info-typeshould al#ays be edited first and have 1 as its line number.

Info&types for creating position

#bject info&typeBelationship to organi$ational unitBelationship to describing jobescription info&typeepartment

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SAP Questions

%hen you create positions on the -hange Staff ssignments screen you also automatically create therelationships records that lin, positions with organi$ational units. If you create positions by copying jobs thesystem creates the relationship records that lin, positions and jobs.

!hange ;as &rofileThe -hange Tas, !rofile screen allows you to create maintain and view tas, profiles for organi$ationalunits jobs positions and usersThe types of tas,s you can wor, with in the -hange Tas, !rofile screen depend on the view you have

chosen.Name and eplain the t#o vie#s under simple maintenance5. #verall Riew C. /B Riew

The difference between the overall and /B views hinges on tas,s and tas, profiles.

In overall view you can wor, with tas,s standard tas,s wor,flow tas,s wor, flow templates and roles.In the /B view you can only wor, with tas,s and standard tas,s.In general structure maintenance+ it is possible to represent the legal entity of organizational units?

What is the difference bet#een general structure and matri organization?

General structure is used to depict teams of an organi$ation in the system. Matri" structure is used when acompany0s holding company must also be represented in the organi$ational plan.

What is the difference bet#een hierarchical organization and matri organization? matri" organi$ation is distinguished from a hierarchical organi$ation because the matri" contains at least oneposition that reports to more than one superior. Matri" types must be defined before you can access matri"processing by choosing matri" types.

matri" organi$ation is a two&dimensional chain of command in which positions for e"ample report to more thanone superior. feature of the matri" organi$ation is that more than one manager can overlap on the same level+there can be managers responsible for objects (4inance Manufacturing /uman Besources and so on) andmanagers responsible for performance in the same way you could also have managers responsible for projectsor regional managers.

!an you use the organizational structure to form a matri organization?

What is an evaluation path?

*valuation paths are chains of relationships that e"ist between certain object types.

*"ample #&S&! 1 Staff assignments along organi$ational structure.

What is the use of an evaluation path?

*valuation paths define how a tree structure will be created. s objects may have multiple relationships not allwill be applicable or even possible in a single view. The search parameters for the evaluation path allow you toidentify objects in the path you wish to find.

4o# do you create an evaluation path?

*valuation paths are created in organi$ational management -ustomi$ing under basic settings. #ne or morerelationships form the navigation paths for an evaluation. These enable us to report on and display structuralinformation for e"ample organi$ational structure or the reporting structure.

%e can create alphanumeric evaluation paths with a ma"imum of 7 characters starting with P.

Which situations reuire ne# evaluation paths?

Is it possible to create ne# evaluation paths in customizing?

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SAP Questions

From9 :Bajni: rajniUabaloneindia.orgV dd to ddress Aoo,

;o9 cp,umarC66WUyahoo.co.in

$ub/ect9 #pening in /B with S!&/B e"pertise

"ate9 Thu K pr C66K 57+65+CW X6W26

/ello !raveen

GreetingsY It was nice tal,ing to you. s discussed please find below the details of the company.

!lease do send your -R as soon as possible.

-ompany ?B+www.shell.com

bout -ompany and position+

Shell is a Multinational -ompany of /olland.

They are the largest #il *"plorer of %orld.

The company is divided in two !arts as

Shell ?p STB*M & ll the business of Shell related to #il *"ploration and rilling #il from Ground and %ater is

Shells ?p stream Ausiness it not available in India as there is no oil e"ploration possibility in and around India.)

@

Shell own Stream & ll the business of shell after oil is drilled out and goes for Befining and then selling #il and

#il by products come under Shell down stream Ausiness this is available in India in various forms li,e

Aharat Shell ( =R Aetween Boyal utch Shell own Stream with Aharat !etroleum) & ubricant Ausiness.

Shell Gas & !G Gas Ausiness

Shell Benewable *nergies

Shell Aitumen td

Shell Betail India !vt td ( Shells !etrol and iesel Betailing Ausiness.)

This !osition in S! /B is for Shell !rojects This is an offshoot of Shell and its the -entralised /B facility in India

for *astern part of the Globe i.e this particular department will ta,e care of all the /B 4acility and functions of /B

for Shell companies on the eastern Side of the Globe.

/ence the /B Module will be implemented in the -ompany with the co ordination of all the shell companies ( ll

The ownstream Ausinesses)

Than,s @ Begards

Bajni

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SAP Questions

balone !rofessionals

irect ine+ 2CWWN6WW

!hone+ X35 (655) CK5265K5

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SAP Questions

Integration #ith *ecruitment Module etc 9 - In recruitment mode of a $%& process goes lie one by oneas 1+ vacant position+ &'%. 5 create advertisement + &'%W A. *ecord %pplicant data+ &'1 2. !reate>ualification profile+ &&&M C.!arry $election procedure+ &,&M H.Intervie# %pplicant &'H . %ssignapplicant to &osition &%2 and D. ;ransfer applicant &%2 J &%25details to personnel Mgmt. The ability tomeet personnel re'uirements is ,ey for enterprises. The success of an enterprise depends on such factors as the'uality and availability of personnel. It is particularly important for the development and success of e"pandingenterprises that they have 'uic, access to ade'uate personnel.If you implement the Recruitment component you

can recruit personnel based on your re'uirements. Dou can increase the number of applicants available to yourenterprise and include them in the selection procedure for vacancies by advertising for personnel (e.g. jobadvertisements) or by receiving unsolicited applications. Dou can store applicants that you have not deemedsuitable for a particular vacancy in thepplicant !oolwhere they can be considered for other or future vacancies.This component enables you to define a recruitment procedure that suits the needs of your enterprise. Dou candistribute tas,s and responsibilities to different people involved in the recruitment process. Recruitmentsupportsyou in dividing and assigning administrative and decision&ma,ing tas, areas. Many tas,s can be processed viamass processing. Indeed the Recruitment component allows you to automate many processes. They aree"ecuted indynamic actions.4or e"ample when you first enter applicant data the system creates a confirmationof receipt in the form of an applicant activity and a letter confirming receipt of application. This relieves the /Bepartment of administrative tas,s in the area of applicant correspondence.This component has all the functionsyou need for wor,ing through the entire recruitment procedure from creating applicant data to filling vacantpositions. The Recruitment component contains an entire range of powerful fle"ible functions that you can use toimplement an effective 1 and largely automated 1 recruitment strategy.

Wored on features 9 4eatures are objects in the system which by 'uerying different enterprise personnel ordata structure fields determine a specific value ,nown as a :bac, value: or :result:. The bac, value is used todetermine default values and to control certain system processes. 4eatures serve to enhance system fle"ibility.4eatures contain rules that are primarily used for programming in the /B component and that are for the mostpart used for specifying default values &IN!4 + & assignment of administration groups for the related entp strcand assignment of personnel officer for the related company. %')*$ is used for assignment of !ayroll area forthe related *mp grps and employee sub grps .6GM$; + This is planned remuneration specification for all thewage types as per !ay scale structures. ;%*IFF+ ssignment of pay scale type and !ay scale area for relatedemp grps and emps grps.

Aasic pay -onfiguration + ssignment of wage types created for pay scale groups and levels.

Mail alerts on infotype changes + can assign alerts for the new infotypes created by the re'uest of the client.

Info type audit trails and standard te"t + Standardi$e the customer specified info types and assign them a standardmean for maintenance.

OM 0Organizational Management3 9 ?sed the interfaces as Simple maintenance details maintenance andstructural maintenance for creating org units jobs positions and their tas,s. ssigned relationships betweenobjects org units to org units positions to org structure jobs to position job to person and by relating them forreporting structure by assigning personnel officer authori$ed for that and with the line manger for controlling.Belationships r nothing but integration between all the objects as KOLorg units K&Lperson K$Lpositions KcL =obs K;L Tas, centers K%Lwor, center. #rg units may be departments or indirectly personnel sub areas. =obs are thetas, assigned to the position to which emp is going to assign as !osition. =ob is invisible in the structure andposition is visible and position may be divided r assigned in parts for persons but not job. Beporting structureassigned.

-reated the #rgani$ational Structures using the interfacesas Simple maintenance etail maintenance Structural

Maintenance. -reated the #rgani$ational ?nits =obs !ositions and Tas,s. ssigning Belationships between different objects li,e

#rgani$ation units to organi$ational units !ositions to organi$ation units

=obs to position =ob to !erson and configured Beporting structures.

;M 0 ;ime Management 3 9!reated &ublic 4olidays + It0s a combination of annual calendar and list of all public holidays in a year. Thepublic holiday gives an overview of all wor,ing days days off of a calendar year. It can be created to cover avalidity period of several years. It is defined for various countries @ regions separately because of changes in theirapproach to the public relations.4olidays calendar 9 Ay creating the !ubic holidays a list of holidays can be assigned to the company by definingthem into /oliday calendar I.

Factory !alendar 9 -alendar is which wor,ing days are numbered se'uentially.The factory calendar is definedon the basis of a public holiday calendar. The validity period of a factory calendar must be within the validityperiod of the public holiday calendar. The wee,days that are wor,ing days must also be specified in this calendar.

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SAP Questions

Mapped ;ime Management 1 created !/ calendar + & -ustomi$ing the present situation of the company forproceedings at Time Management and specifying them in S! after customi$ing with related groupings for thepersonnel structures.Wor schedule + & escription of the duration and composition of employee wor,ing time for any given wor,day.The wor, schedule defines wor,ing time models such as shifts continuous wor,ing times or fle" time forscheduling wor,ing time provisions for wor,force or wor, processes."aily #or $chedules + & daily wor, schedule is an employee&based description of the duration and amount of

wor,ing time on a wor,day.

brea schedules 9 -Dou define the brea, rules in the wor, schedule for any particular wor,ing day and assignthem to a personnel sub area groupingfor wor, schedules. This grouping enables you to assign a brea, scheduleto as many of the grouping0s daily wor, schedules as you want achieving ma"imum fle"ibility in combining allelements of the daily wor, schedule. The following three types of brea, schedules are available + Fied breas.Area,s are defined for a certain time period and can only be used by employees during this period of time.Area,fast brea, Z 3+66 a.m. to 3+5W a.m. unch brea, Z 5C+66 noon to 5+66 p.m. -offee brea, Z 5W+26 to5W+LW

&eriod #or schedules + & period wor, schedule defines the duration and composition of employee wor,ingtime for any given period (a wee, for e"ample). period wor, schedule e"ists for each day of the period.

Grouping+ Grouping of &$ grouping ,$ grouping +

#or schedules rule + It is an ssignment feature used to specify a reference date for a period wor, schedule.,ample period wor, schedule contains a se'uence of wor, schedules that determine when employees areassigned to wor,. The period wor, schedule is based on business&specific considerations and not on the specificdate or day of the wee,. The wor, schedule rule assigns a certain reference date to the wor, schedule and thusspecifies the start date and the wee,day aswell as the pattern for the period wor, schedule.

%vailability + ?sed for having the wor, time regularities of an employee for certain period. The employee who areall available for duty for a specific time interval or with a certain period of the planned wor,ing time.$ubstitution 9 the change record to an employee planned wor, time that occurs at short notice and involve a full

day. These changes to wor,ing time might involve following as wor, pattern in wor, schedule Cemployees wor,ing according to a particular %S variant substitutions on public holidays.

%bsence 9 n employee9s entitlement to a certain absence. The 'uota has a limited validity period and isreduced by each recorded absence. *ach employee has an entitlement to a certain number of days ofvarious absence types. /olidays are the most common e"ample for which there are usually a fi"ednumber of days per year. This often depends on the length of service the employee has. In the GA Model

-ompany there are a couple of absence types for which 'uotas can be set. These absence 'uota typesare as follows+ 65 !aid time&off in lieu 33 /oliday. These absence types are grouped according tothe personnel subarea grouping for time 'uota types which is always 67 for the GA Model -ompanyand the employee subgroup grouping for time 'uota types which is 5 for the GA Model -ompany. TableTWWK contains the absence 'uota types. bsence 'uota type 33 (/oliday) for e"ample sets thenumber of days that are available per employee for vacation and is automatically updated each year.4eatures RTD! R;?M ?A*G and ?*; are used to default leave entitlement. Area,down ofemployee time in lieu entitlements (according to reason for entitlement)

Examples Annual leave ,Leave for challenged persons, Tim in lieu for overtime.

Attendance quota :The entry screen for general absences is used for attendances that are not deducted from a

quota, such as business trips. You can check the accounting days and hours calculated for an attendance directlyfrom the entry screen. Attendances with quota deduction are attendances that are deducted from an employee's

attendance approval. You can only record these attendances for employees who have sufficient attendance quotain theAttendance Quotas infotype !""#$. You can use a special entry screen to record attendances with quota

deduction. %nce you have saved the attendance is saved, the employee's available entitlement is automaticallyreduced.

$hift planning 9 ssignment of employees to shifts to cover wor,force re'uirements defined to completebusiness&related tas,s. This application component allows you to accurately determine and schedule theappropriate number and type of human resources re'uired for your enterprise to carry out business re'uirements.Implementation !onsiderations ?nli,e other types of resource planning for materials machines and vehicleshuman resources planning involves a uni'ue set of re'uirements. !ersonnel administrators face problems andissues that are e"tremely time consuming and cost intensive to deal with without computer support. The Si!tPlanningcomponent allows you to distribute your human resources 'uic,ly and efficiently and ensures that anenterprise0s capacity is used to the full e"tent. Dou can assign shift time shift location selection and number ofre'uired employees so that your personnel capacity is utili$ed to its ma"imum effect.

Dou can schedule and create wor,ing hours for your employees in a fle"ible manner to cover re'uirements. Doucan also create time data for any number of employees at the same time as well as for one or more days wee,sor even months

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$pecification of shift groups 9 escribes the grouping together of all re'uired shifts for a group for the purposeof shift planning. In a shift group you can define the shifts re'uired e"clusively for various organi$ational units.%ith this function you define the data and information in the IMG for Si!t Planningthat must be defined beforeusing this component. Dou can ma,e the following settings+ %hich re'uirements groups with shift abbreviationsand re'uirements types are available for shift planning

The lin, between a shift group and an organi$ational unit that is to be used in shift planning

%hich time types or time evaluation results are to be printed in the shift plan using Microsoft *"cel

Integration To implement Si!t Planning you need the following SAP "ime #anagementcomponents+

Personnel Administration personnel master record must be created for each employee to be scheduled in a shiftplan in this component. In addition the "arget $orking "imeinfotype (666N) must also be maintained for eachemployee available in shift planning.

"ime %ata Recording Substitutions attendances

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SAP Questions

%pplicant Groups9pplicant groups are divided in perspective of the employment tenure of the employee to thecompany. *" 1 permanent tenure temporary or trainee or pprentice or a free lancers.%pplicant range 9 These applicant ranges are used to classify the employees according to their hierarchicalcriteria. *" 1 functional area e"ecutive or s salaried employee in sales and production.(nsolicited %pplication groups 9 4reely definable criterion for classifying unsolicited applications. 4or e"ampleyou might group unsolicited applications according to the activity within the company which is being applied for(such as salaried employee in Sales and istribution salaried employee in !ersonnel epartment).

Aoth internal and e"ternal applicants can submit unsolicited applications or apply in response to anadvertisement. Dou assign applicants who file an unsolicitedapplication to anunsolicited application groupduring initial data entry. n unsolicited application group is a user&definable criterion for use in structuringunsolicited applications. Dou might for e"ample want to structure unsolicited applicants by the activity for whichthey have applied (salaried employee in Sales and istribution for e"ample or salaried employee in /umanBesources.

%pplicant status9 In accordance with the two types of selection procedure there are also two applicant statusesthe o&erall statusand the &acancy assignment status. These two statuses are normally maintained in differentways.In some cases the overall status can affect the vacancy assignment status. 4or e"ample if an applicant hasthe overall status rejected, then each vacancy assignment status must also be rejected. In other words if youreject an applicant in the overall procedure he or she can no longer be included in the selection procedure for aspecific vacancy.

6ining 7acancy %ssignment status #ith overall status 9%pplicant actions 9 preset activity in the Becruitment system which changes the applicant9s overall status.napplicant action can be assigned a se'uence of infotypes which are processed as part of the action. The mostimportant piece of information contained in theApplicant Actions (L666) infotype is the applicant9s overall status(e.g. Processing On old Rejected). The overall status depends on the last applicant action type performed forthe applicant. If for e"ample the applicant action type Put applicant on old is performed the applicant isassigned the overall status On old.In the standard S! system a new record is created in the Applicant Actionsinfotype (L666) for every applic ant action type performed for an applicant.

In addition to data on the applicant action type that was performed theApplicant Actionsinfo type (L666) containsinformation on whether or not an applicant can produce a reference. If this is the case you can store the name ofthe employee providing the reference for the applicant in a te"t not used in evaluations. The applicant9sorgani$ational assignment data is already entered as default values in this info type. Dou can overwrite thesevalues. The time constraint for this info type is 5.

Info groups + se'uence of info types displayed by the system for processing when an action (such as apersonnel action or applicant action) is performed. n info type group or info group is a se'uence of relatedinfotypes that are displayed one after the other for maintenance purposes when a personnel action is performed.The infogroup guarantees that during the personnel action all information needed for the business processes isstored. n infogroup e"ists in the standard system for every personnel action type in the !ersonnel ctionssection. In -ustomi$ing for Personnel Administration, you can modify the relationship between individualinfogroups and define the info groups as user&dependent. The info group is processed when Bunning a!ersonnel ction.

Info type menu 9 info type menus are set up to be dependent upon the user group. The user groups correspondthe country groupings. *" 1 In /B master data all the related data of an employee to company is maintainedfrom #rgani$ational assignment to !ayroll.

%pplicant Menu 9 pplicant data is evaluated by means of reports. Beports are able to read and analyse datathat is stored in the system. %hen you perform the &' 1'nitial Entry o! (asic %ata action the system classifiesapplicants by+

!ersonnel area

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nalysis reports These reports enable you to generate lists of applicants and applicant data (for

e"ampleApplicants by *ameApplicationsApplicants by Action). Statistics reports. These reportsenable you to carry out statistical evaluations of applicant data (for e"ample Applicant Statistics JobAd&ertisements). Dou can control the length of each list or the amount of data included in the statistics byspecifying selection criteria on the report selection screen

%pplicant %ctivities 9 -oncrete administrative stage through which an applicant passes in the course of theapplication procedure. If it has not yet been carried out the activity has the status :planned: and if it is alreadyfinished :completed.

Dou use the pplicant ctivities infotype (L662) to enter the activities that have been created for an applicant.ctivities carried out for an applicant within a selection procedure are entered logged and planned in theBecruitment system by means of applicant activities. In other words applicant activities are administrativestages through which an applicant passes during the course of the application procedure. -orrespondence withapplicants is also handled by means of applicant activities. Dou can only display applicant activities in applicantmaster data (you cannot edit them here). To create or change applicant activities choose Applicant acti&ity#aintain. The time constraint for this infotype is 2.

*eference %ctivity9 -ross&reference from an activity module to an e"ternal reference or deliverable. Testmodules are called within test procedures and are passed data via parameters. #ccasionally data from a

second applicant activity is needed for use in a letter mail or for data transfer to Personnel Administration. Thesystem includes this data automatically in the te"t if there is a reference between the activity re'uiring theadditional data and that from which the data is to be accessed. Dou want to include data from the activityAppointment !or inter&ie+ in the letter for the activity 'n&ite !or inter&ie+. In this case you define the activityAppointment !or inter&ie+ as the reference activity of 'n&itation to inter&ie+.This will mean that data such as thedate and time of the interview will be imported automatically into the letter for the activity 'n&itation to inter&ie+!lease note that only one reference activity may be assigned to each applicant activity. Beference activitiescan be created in the following ways+ Dou can define a reference activity between two e"isting applicant activities.4or more information see -reate

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SAP Questions

correspondence via this activity. Dou can then display or print the letter directly. The system inserts theapplicant9s personal data automatically into the standard letter.

If the applicant is to receive an individual letter you must assign a suitable applicant activity to him or her usingthe /reate planned acti&ity function. Dou call up a standard te"t from the applicant activity screen. The applicant0spersonal data are automatically inserted into the letter. To create an individual letter change the standard letter inS!script or Microsoft %ord. If you want to change a letter using Microsoft %ord you can use all the variables

available in the system for applicant data. These variables are replaced with the appropriate applicant data. *achindividual letter is then saved with the data on the applicant. Dou can display or print out this letter at any time. It isalso important to note that you can reverse the changes you have made to the standard letter at any time.Features etters or documents for applicants can either be printed out individually via the connected activity ortogether with other letters using bul, processing. letter is dealt with in bul, processing if you have set theindicator for Recurring tasks in the connected activity. Dou can adjust the system settings so that when anapplicant action (such as 'nitial entry o! basic data ) is performed the system automatically creates acorresponding activity (e.g. #ail receipt o! application) and sets the indicator for Recurring tasks. This speeds upand simplifies correspondence with applicants.

$creen Modifications.

&ayroll %dministration 9

"efine employee %ttributes 9 ssignment of relationship status of the employee to the company as employeegroups and employee sub groups are assigned in *nterprise personnel structures here ctivity status of theemployee *mployment status and education @ training status are to be assigned. ctivity status is fordetermining that emp is related to comp as Temporary active retirees or others. *mployment status comesunder salaried hourly paid or others. Training activity comes under is he trained or to be trained orapprentice.These attributes are used nationally and internationally for reporting selection or grouping of employeedata in national plausibility0s.

&ayroll %ccounting %rea 9 Grouping of employees or personnel numbers who receive their salaries on e"actpayroll period and determines the period parameter. *" + pay roll for salaries emps one and one for hourly paidemployees.

&ay $tructures 0 !%& J &!*3 9

!reate J !hec Wage ;ype !atalog 9 In this step you create your own wage types for the infotype asic Pay(6667) by copying the model wage types in the standard system. These copies are the wage types you will use in

further processing. Dou can also modify the copies to suit your re'uirements. #nly wage types for use in infotypeasic Pay(6667) are proposed in this step. Note 4or information on setting up customer wage types either byusing prototypes or by copying the wage type catalogs delivered by S! see the steps : !reate #age typesusing #age type catalogs : and :!reating #age types using prototypes:. !lease note that any copiesyou ma,e of model wage types have the same characteristics as the models both for processing in dialog and inpayroll. The following steps enable you to chec, and if necessary change the dialog characteristics of your wagetypes.

!aution #nly use the name range reserved for your customer wage types (wage types that begin with a number).;ever copy wage types to the area reserved for S! model wage types (those that begin with a letter or asymbol). %ctivities -reate your copy wage types for the infotype asic Pay(6667) using the steps.

Wage type 7aluations 9 This section allows you to define the date on which wage types may be entered.,ample The :special bonus: wage type may only be entered up to 5C

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$tandard $ettings 9 The standard system contains model wage types which you can copy to your wage typearea. -opied wage types have the same characteristics as the model ones. *ecommendation If you intend touse payroll familiari$e yourself with its functionality. Dou may be setting up wage types which already e"ist.

%ctivities 9 5. efine the validity period for wage type characteristics. C. efine the operation indicator. 2.efine the ma"imum and minimum wage type amount. L. If you want to edit a wage type for entry in the 'asic&ayinfotype (6667) determine whether the amount should be included in the total basic pay. W. efine the default

units of time

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SAP Questions

Master "ata!56 !ersonnel 4ile!C6 isplay /B Master ata

!26 Maintain /B Master ata!L6 !ersonnel *vents!L5 -hange entry /iring (eaving)ata!LC 4ast ata *ntry for *vents!BM Maintain /B Master ata!BM4 Travel *"penses+ 4eature TBR4!BM Set -ountry Grouping via !opup!BMM !ersonnel *vents!BM# Travel *"penses+ 4eature TBR-#!BM! Travel *"penses+ 4eature TBR!!BMS isplay /B Master ata!BMT ?pdate Match code!S#2 Info type overview!S#L Individual maintenance of infotypes

;ime Management!W5 isplay Time ata!W2 isplay Time ata!K5 Maintain Time ata!KC ist *ntry of dditional ata!K2 Maintain Time ata!KL -alendar *ntry!N6 4ast ata *ntry!N5 4ast *ntry of Time ata!AA Maintain vacancy assignments!T65 -reate %or, Schedule!T6C -hange %or, Schedule!T62 isplay %or, Schedules

2 ) *"ecute the program *&";*%to list all /B Transactions.

The followings are some useful S! /B Tcodes+

!-66 Bun !ayroll!-56 !ayroll menu ?S!*66 Starts Transactions !*65!*6C!*62!*65 Schemas!*6C -alculation Bules!*62 4eatures!*6L -reate functions and operations!*W5 /B form editor!B- !ayroll calendar!B-T -urrent Settings!B-? !rinting -hec,s ?S

!B5 -reate M*SM25 Maintain TablesSM5C oc,ed SecessionsTST- Table loo,upS!B6 IMGS*5K ata Arowser (Table reports)!!62 ! Tables!!6M -hange #rg ?nit!652 Maintain !ositions!#62 Maintain =obs.!p65 etail Maintenance!!KW simple Maintenance!*!M !rofile Match up.!A5 pplicant bul, processing

!AC pplications!AL pplication reception.!A- Racancy ssignment.!AA Maintain vacancy assignments

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!AN Transfer pplicant ssignments.!A* pplicant !ool ist.!K5 Maintain time data.!TK6 Time evaluation.!TKC ttendance chec,s.!T65 create wor, schedule.!T6C change wor, schedule

!TKL bsence data overview.!!MT Mangers des,top.!A% R*BTIS*M*;TS.!AD MI;TI; R-;D!AR B*-B?ITM*;T I;STB?M*; IS!D!!*M !;;I;G 4#B #BG;IPTI#; !;.!!!* !B#4I*.!!N6 #BG;IPTI#; !;.!IM; I;4#BMTI#; SDST*MS65 S! ?*BD.!?62 -/;G* !DB# STT?S.-T2 IS!D %#B>I;G TIM*S-TC B*-#B %#B>I;G TIM*S-TK TB;S4*B TIM* T T# /B TIM* M;G*M*;T.

!!#M -/;G* #BG;IPTI#; ?;IT.

&% &ersonnel %dministration ;ables

;%'6, ",$!*I&;ION

!6666 /B Master Becord+ Infotype 6666 (ctions)

!6665 /B Master Becord+ Infotype 6665 (#rg. ssignment)

!666C /B Master Becord+ Infotype 666C (!ersonal ata)

!6662 /B Master Becord+ Infotype 6662 (!ayroll Status)

!666L /B Master Becord+ Infotype 666L (-hallenge)

!666W /B Master Becord+ Infotype 666W (eave *ntitlement)

!666K /B Master Becord+ Infotype 666K (ddresses)

!666N /B Master Becord+ Infotype 666N (!lanned %or,ing Time)

!6667 /B Master Becord+ Infotype 6667 (Aasic !ay)

!6663 /B Master Becord+ Infotype 6663 (Aan, etails)

!6656 /B Master Becord+ Infotype 6656 (-apital 4ormation)

!6655 /B Master Becord+ Infotype 6655 (*"t.Aan, Transfers)

!665C /B Master Becord+ Infotype 665C (4iscal ata & Germany)

!6652 Infotype Social Insurance & Germany

!665L /B Master Becord+ Infotype 665L (Becurr. Aens

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!66CW /B Master Becord+ Infotype 66CW (!ersonal ppraisals)

!66CK /B Master Becord+ Infotype 66CK (-ompany !ension !lan)

!66CN /B Master Becord+ Infotype 66CN (-ost istribution)

!66C7 /B Master Becord+ Infotype 66C7 (Int. Medical Service)

!66C3 /B Master Becord+ Infotype 66C3 (%or,ers9 -ompensation)

!6626 /B Master Becord+ Infotype 6626 (!owers of ttorney)

!6625 /B Master Becord+ Infotype 6625 (Beference !ers.;os.)

!662C /B Master Becord+ Infotype 662C (Internal -ontrol)

!6622 International Infotype 6622+ Statistics *"ceptions

!662L /B Master Becord+ Infotype 662L (-orporate 4unctions)

!662W /B Master Becord+ Infotype 662W (-omp.Instr.)

!662K /B Master Becord+ Infotype 662K (Social Insurance -/)

!662N /B Master Becord+ Infotype 662N (Insurance)

!6627 /B Master Becord+ Infotype 6627 (Ta" & -/)

!6623 /B Master Becord+ Infotype 6623 (dd. #rg. ssign. -/)!66L6 /B Master Becord+ Infotype 66L6 (#bjects on oan)

!66L5 /B Master Becord+ Infotype 66L5 (ate Specifications)

!66LC /B Master Becord+ Infotype 66LC (Ta" & ustria)

!66L2 /B Master Becord+ Infotype 66L2 (4amily llowance & )

!66LL /B Master Becord+ Infotype 66LL (Social Insurance & )

!66LW /B Master Becord+ Infotype 66LW (-ompany oans)

!66LK /B Master Becord+ Infotype 66LK (!ension 4und & -/)

!66L7 /B Master Becord+ Infotype 66L7 (Besidence Status & -/)

!66L3 /B Master Becord+ Infotype 66L3 (Bed./rs.

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!66NC /B Master Becord+ Infotype 66NC (Ta" & >)

!66N2 /B Master Becord+ Infotype 66N2 (!rivate !ensions & >)

!66NL /B Master Becord+ Infotype 66NL (Racation)

!66NW /B Master Becord+ Infotype 66NW (T! !ension & >)

!66NK /B Master Becord+ Infotype 66NK (%or,ers -ompensation ;)

!66NN /B Master Becord+ Infotype 66NN (dditional !ersonal ata)

!66N7 /B Master Becord+ Infotype 66N7 (oan !ayments)

!66N3 Infotype SI dditional Insurance &

!6676 /B Master Becord+ Infotype 6676 (Maternity !rotection)

!6675 /B Master Becord+ Infotype 6675 (Military Service)

!667C /B Master Becord+ Infotype 667C (dditional bsence ata)

!6672 /B Master Becord+ Infotype 6672 (eave -ompensation)

!667L /B Master Becord+ Infotype 667L (Sic,ness !ay -ontrol & GA)

!667W /B Master Becord+ Infotpye 667W (%or, Incapacity !eriods GA)

!667K /B Master Becord+ Infotype 667K (SS!

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!65C5 /B Master Becord+ Infotype 65C5 (Bef!er;o !riority)

!65CC /B Master Becord+ Infotype 65CC (-hild llowance Aonus )

!65C2 ;o longer used & will be deleted

!65CL ;o longer used & will be deleted

!65CW /B Master Becord+ Infotype 65CW (Garnishment A)

!65CK Infotype+ Supplementary !ension Germany

!65CN /B Master Becord+ Infotype 65CN (-ommuting ;)

!65C7 /B Master Becord+ Infotype 65C7 (;otifications)

!65C3 /B Master Becord+ Infotype 65C3 (Te"t ;umber ssign.)

!6526 /B Master Becord+ Infotpye 6526 (-hec,ing !rocedures)

!6525 /B Master Becord+ Infotype 6525 (Garn.Mgmt.ata )

!652C /B Master Becord+ Infotpye 652C (Garnishment )

!6522 /B Master Becord+ Infotype 6522 (Garnsh.Interest )

!652L /B Master Becord+ Infotype 652L (Garnishable mount )

!652W /B Master Becord+ Infotpye 652W (Garn.Spec.-ond. )!652K /B Master Becord+ Infotype 652K (Garnish.Trans )

!652N /B Master Becord+ Infotype 652N (Garnish.-omp. )

!6527 /B Master Becord+ Infotype 6527 (4amily

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!657W /B Master Becord+ Infotype 657W \Identification] (SG)

!657K /B Master Becord+ Infotype 657K \Social Insurance] (SG)

!6577 Ta" (ustralia)

!6573 /B Master Becord Infotype 6573 (-onstruction Industry %ages)

!6536 /B Master ata Becord Infotype 6536 (AuildingTrade!rev*Bat)

!6535 /B Master Becord Infotype 6535 (AuildingTradeBeimburs*"pens)

!653C !ersonnel Master Becord Infotype 653C (AuildingTrade ttrib)

!653L /B Master Becord Infotype 653L (Garnishment ocument)

!653W /B Master Becord Infotype 653W (Garnishment #rder)

!653K /B Master Becord+Infotype 653K (*mployee !rovident 4und MD)

!653N /B Master Becord+Infotype 653N (S#-S# -ontributions MD)

!6537 Sheduled Ta" eductuion Malaysia

!6533 Ta" deduction -!27 < dditional amt < Aonus & Malaysia

!6C66 /B Master Becord Infotype 6C66 (Garnishments >)

!6C65 !ersonnel master record infotype 6C65 (basic pension amnts)!6C6L /B Master Becord Infotype 6C6L ()

!6C6N /B Master Becord+ Infotype 6C6N (Besidence Ta" rea)

!6C67 /B Master Becord+ Infotype 6C67 (%or, Ta" rea & ?S)

!6C63 /B Master Becord+ Infotype 6C63 (?nemployment Insurance ?S)

!6C56 /B Master Becord+ Infotype 6C56 (%L ?S)

!6C55 /B Master Becord+ Infotype 6C55 (-#AB ual. Aeneficiaries)

!6C5C /B Master Becord+ Infotpye 6C5C (-#AB /ealth !lans)

!6C52 dditional family information & Malaysia

!6C5W Auilding Trade Transaction ata

!6C5K Garnishment djustment!6C5N Infotype 6C5N (I;S** code)

!6C57 Infotype 6C57 (number of pension fund)

!6C53 /B Master Becord+ Infotype 6C53 (*"ternal organisations)

!6CC6 Superannuation (ustralia)

!6CC5 /B Master Becord+ Infotype 6CC5 (Manual -hec,s)

!6CCC /B Master Becord for Infotype 6CCC (-ompany -ars GA)

!6CCL Ta" information & inf. 6CCL & -anada

!6CCW /B Master Becord for Infotype 6CCW (-ompany -ars GA C)

!6CCN Ta" file number (ustralia)

!6C26 /B Master Becord+ Infotype 6C26 < Riew 6667 (!SG)

!6C25 /B Master Becord+ Infotype 6C25 < Riew 6665 (!SG)

!6C2C !ersonal&master record infotype 6C2C (-hild llowance) ()

!6C22 /B&4 master record infotype 6C22 (9Ailan Social9)

!6C2L /B Master Becord Infotype 6C2L (dd. %ithh. Inform. & ?S)

!6C2W /B Master Becord+ Infotype 6C2W (#ther Ta"es & ?S)

!6C2K /B Master Becord+ Infotype 6C2K (-redit !lans)

!6C2N /B Master Becord+ Infotype 6C2N < Riew for 66WC (!SG)

!6CL5 Indonesian Ta" ata

!6CLC =MS#ST*> etails Indonesia

!6CK5 eave ccrual ustralia

!6CKW /B Master Becord+ Infotype 6CKW < Special Begulations (!SG)

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!6CKK /B Master Becord+ Infotype 6CKK < Riew 66CN (!SG)

!6CKN /B Master Becord+ Infotype 6CKN (#ne time !ayment off&cycle)

!6CK7 /B Master Becord Info type view 66LW and 6CK7 (oan =!;)

!6CK3 /B Master Becord+ Infotype 6CK3 (! Information ?S)

!6CN6 /B Master ata Becord+ Infotype 6CN6 (-#AB !ayments)

!6CNC /B master record & infotype 6CNC (Garnishment 4)

!6CN2 /B Master Becord+ Infotype 6CN2 (Ta" & S*)

!6CNL /B Master Becord+ Infotype 6CNL (Insurance & S*)

!6CNW /B Master Becord+ Infotype 6CNW (Garnishment & S*)

!6CNK /B Master Becord+ Infotype 6CNK (#!IS & S*)

!6CNN /B Master Becord+ Infotype 6CNN (*"ceptions & S*)

!6CN7 /B master record infotype 6CN7 (!4 basic data \-/])

!6CN3 /B master record infotype 6CN3 (Indiv.values for !4 \-/])

!6C76 /B Master Becord Infotype 6C76

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!6275 /B Master Becord Infotype 6275

!627C /B Master ata Becord Infotype 627C

!6277 /B Master Becord+ Infotype 6277 (?nion =!)

!623W /B Master Becord+ Infotype 623W (*"ternal #rg.ssignment)

!623K /B Master Becord+ Infotype 623K (*"patriate ttributes)

!6L6C ccounting infotype

!6L62 /B Master Becord for Infotype 6L62

!6L6L /B Master Becord+ Infotype 6L6L (Military Service Taiwan)

!6L6W !ersonnel master record infotype 6L6W (absence events)

!6LKN !ersonnel master data Infotype 6LKN (SI addit.notif. pl.c.)

!6366 /B Master Becord+ Infotype 6366 (Sales ata)

!6365 /B master record info category 6365 (purch. data)

!C665 /B Time Becord+ Infotype C665 (bsences)

!C66C /B Time Becord+ Infotype C66C (ttendances)

!C662 /B Time Becord+ Infotype C662 (Substitutions)!C66L /B Time Becord+ Infotype C66L (vailability)

!C66W /B Time Becord+ Infotype C66W (#vertime)

!C66K /B Time Becord+ Infotype C66K (bsence uotas)

!C66N /B Time Becord+ Infotype C66N (ttendance uotas)

!C656 /B Time Becord+ Infotype C656 (*mployee Bemuneration Info.)

!C65C /B Time Becord+ Infotype C65C (Time Transfer Specifications)

!C652 /B Time Becord+ Infotype C652 (uota -orrections)

!/I /istory of system A and S! parameter

!;;;; /B Master Becord+ Infotype ;;;;

!! pplicant master data!BMR?* Bun&time variables for platform&independent file names

!B-T Beceipt log table (=apan)

!T66 !atch steps

!T65 !atch status

!T62 !atch directory

!T6L !atch add&on I (!#I)

!T6W S! !atch Manager settings

!T6K -omponent&specific patches

!T/ efinition of physical file paths for each synta"

!T/T*HT ogical file path names

!T; !artner number

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C66C attendancesC662 substitutesC66L availabilityC66W overtimeC66K absence 'uotaC66N attendance 'uotaC656 employee remuneration information

C655 time eventsC65C time transfer specificationC652 'uota correctionC6W6 annual calenderC6W5 monthly calenderCW66 pesonnel wor, schedule timeCW65 employee time and labour data Q&& Somase,har

4o# do you create an evaluation path?*valuation paths are created in organi$ational management -ustomi$ing under basic settings. #ne or morerelationships form the navigation paths for an evaluation. These enable us to report on and display structuralinformation for e"ample organi$ational structure or the reporting structure. %e can create alphanumericevaluation paths with a ma"imum of 7 characters starting with P.

What is an infotype?%ell an infotype in short is a :type of information:. It is a set of logical data grouped according to subject mattereg. ddresses (organi$ation assignment personal data addresses planned wor,ing time basic pay ban,details etc.) infotype contains name first name ddress for correspondance !ermanant address city ......soon. There are over W666 infotypes e"ists. The infotypes can be created changed copy delimit deleted..

%e can create infotypes useing the following path+#rg Mgt&Ve"pert mode&V(#bject) The Maintain(object) screen appearsIn plan version and object fields enter data as re'uiredIn the infotype field select the infotype you want to create?sing the tab pages select the status the new infotype record-hoose *dit&Vcreate infotype*nter appropriate fields and save.... Q&& Souji

,plain the uses of the simple maintenance interface?

Simple Maintenance is used when Staff assignments and reporting structure are to be changed. There are threemain areas in Simple Maintenance. *ach area contains particular maintenance functions depending on whetheryou want to edit organi$ational structure staff assignments or tas, profiles. 4or #rgani$ational Managementusers Simple Maintenance is best used to establish the basic framewor, in organi$ational plan development.4or complete detailed editing of individual organi$ational objects in your organi$ational plan (editing particularpositions or organi$ational units for e"ample) we recommend that you switch to Info&type Maintenance. Simplemaintenance uses a tree structure which allows you to create a basic framewor, for organi$ational plans usingstreamlined procedures. In this way we can create an organi$ational and reporting structures step by step.

What is the use of INFOG*O(&$?The infotype group (commonly ,nown as infogroup) guarantees that during the personnel action all informationneeded for the business processes is stored. The infogroup is processed when you perform a personnel action.& n infogroup e"ists in the standard system for every personnel action type.

& In -ustomi$ing for !ersonnel dministration you can tailor the ma,e&up of the various infogroups to there'uirements of your company.& Dou can define infogroups as user&group dependent. Q&& ebjani !aul

Infogroups are used in !ersonnel ctions to define a set of se'uencial infotypes that you would be using whileperforming an action. 4or e"ample when you hire you would want to use IT66666665666C666K666N6667 etcin a se'uence& in a particular order. So define an Infogroup for this purpose which contains all these infotypestheir order of e"ecution and the user groups it is applicable for. Then you assign this infogroup to the action thatyou had defined. Q&& >rish

What is &*O!,$$ING !6%$$+ #here #e do them and #hy?%age type characteristic that determines how processing is conducted during the payroll run.

What is ,7%6(;ION &%;4+ #here do #e do it and #hy? chain of relationships between objects in a hierarchical structure.for eg. #&S&!(#rgani$ation&V!osition&V!erson).

What is IN;,*N%6 &%*O66 &*O!,$$?!ayroll process(program) is run at a specific point in time not only to calculate an employee0s basic remuneration

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but also any special payments overtime payments or bonuses that must be effected for the period in 'uestion.Q&& Souji

Finding the list of H module !a"les #s any"ody is having a complete list of H module ta"les?

All personnel administration tables start with &A and the infotype number behind it.

All personnel development%( tables start with )*& and infotype e.g. +"""$ behind it.

All recruitment tables start with & and infotype number behind it.

There also are )* tables that start with )*A, )&-, )*T, etc. The easy way to get a list is touse A&'s 'Application )ierarchy', transaction /0+ select all )* modes in the tree that you

are want a list of tables for, click on the '1nformation ystem' button, under Abap -ictionary

223 asic %b4s, double click on 'database tables', increase your 'ma5imun no. of hits' and

e5ecute$.

6se transaction se++...type in &A7 do dropdown and enter, do the same for )*&7 and you will

have most of the )* transaparent Tables. To access them look for *&8read87 and

*&8provide7 in Table T*(A9 to read a infotype or use the 'select' statement to access the

Transparent table.

Transaction /+: data browser$ is also useful. As mentioned above, the &A infotype tablesall begin with &A and are followed by the infotype number e.g. &A"""+ for the %rg (an

infotype.

&A7 2 &A infotype tables

&9L7 2 )* clusters

&7 2 recruitment tables

&9/*T 2 payroll posting runs

Another useful table is 9AT- for 9AT, and &T/;!""" for the 9AT transfer table for

infotype !""+!""!.

The rest of the )* Tables are as follows Assign &ay cale 3 Time 6nit, 9urrency

T@+"B &ay cale Areas

T@+") &ayroll 9onstants with *egard to Time 6nitT@+"1 tandard Eorking )ours

T@+"F 9onstant Daluations

T@+"L Levels

T@+"( Daluation of pay scale groups acc. to hiring date

T@+"C &ay cales for Annual alaries CA$

T@+" Time Eage Type election *ule

T@+"6 &ay cale Broups

T@+"Y pecial *ules for Eage Type Beneration

T@++ Eage Types

T@+!* 9umulation Eage Types in >orms

T@+! Te5ts for 9umulation Eage Types in >ormsT@+!T Eage Type Te5ts

T@+!E Eage Type Daluation

T@+!G &ermissibility of Eage Types per 1nfotype

T@+= Fobs

T@+? Table Came Te5ts

T@+?T >ield Came Te5ts

T@+-! Eage Type 9lasses

T@+-= *eduction *ules

T@+-? 9umulation *ules

T@!#; %rganiHational 6nits

T@!0 &ositions 2 Eork 9enters

T@!09 Eage Type 9atalog

T@!0T &osition Te5ts

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T@!IA &ersonnel /vent

T@!I> >ast -ata /ntry for /vents

T@!IT &ersonnel /vent Te5ts

T@!T Te5ts >or )* %b4ects

T@!9" &ayroll chemas

T@!9+ &ayroll chemas

T@!9! Te5ts for &ersonnel 9alculation chemas

T@!9= Te5ts for &ersonnel 9alculation chemas

T@!9@ &ersonnel 9alculation *ules

T@!99 chema -irectory

T@!9- chema -irectory

T@!9/ -irectory of &ersonnel 9alculation *ules

T@!9T Te5t /lements

T@!9; 9ross *eferences via Benerated chemas

T@!-+ Dalid &rocessing 9lasses

T@!-! Dalid Dalues for &rocessing 9lassesT@!-= Dalid /valuation 9lasses

T@!-? &ermitted Dalues for /valuation 9lasses

T@!-@ Eage Type Broups

T@!-: Eage Type Broup Te5ts

T@!-# Assign Eage Types to Eage Type Broups

T@!-0 Dalid &rocessing 9lasses 2 Te5ts

T@!-I Dalid Dalues for &rocessing 9lasses 2 Te5ts

T@=" *easons for /vents

T@="/ *easons for 9hanges

T@="> *easons for 9hanges

T@="L Eage Types for pecial &aymentsT@="T /vent *eason Te5ts

T@=+ -eadline Types

T@=+ -eadline Type Te5ts

T@== Leave Types

T@==T Leave Type Te5ts

T@=IA -efault Eage Types for asic &ay

T@=IF ase Eage Type Daluation

T@=I* /vents for tandard Eage (aintenance

T@=I Eage Types for tandard Eage (aintenance

T@?0 -ate Types

T@?0 -ate 9onversionT@?0T -ate Types

T@?0Y -ate Types

T@?IA &ayroll Areas

T@?I 9ompany >eatures

T@?I9 -ecision Trees for >eatures 9ustomers$

T@?I- >eature -irectory

T@?IL -ate modifiers

T@?I( (onthly Assignment< &ayroll &eriod

T@?IC &eriod (odifiers

T@?I% Te5t for date modifier

T@?I& Dalid Time 6nits for &ayroll Accounting

T@?IJ &ayroll &eriods

T@?I* &eriod &arameters

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T@?I &ayroll date types

T@?IT &ayroll Areas

T@?I( (onthly Assignment< &ayroll &eriod

T@?IC &eriod (odifiers

T@?I% Te5t for date modifier

T@?I& Dalid Time 6nits for &ayroll Accounting

T@?IJ &ayroll &eriods

T@?I* &eriod &arameters

T@?I &ayroll date types

T@?IT &ayroll Areas

T@@? Absence and Attendance Types

T@@?T Absence and Attendance Te5ts

T@@?D -efaults for Absence Types

T@@?Y Time 9onstraints in )* T1(/

T@@@A Time Types

T@@@ Time Type -esignationsT@@IA Eorking Eeeks

T@@I Came of Eorking Eeek

T@#!> /vent Te5ts

T@#!B Allowed Dalues for /vents

T@#!) /vent Dalue Te5ts

T@0!A 1nfotypes

T@0! 1nfotypes Ehich Are 9reated Automatically

T@0! 1nfotype Te5ts

T@0!D Assignment of 1nfotypes to Diews

T@0!E Assigns 1nfotype Diew to &rimary 1nfotype

T@0!G 9ontrol Table for &A Time (anagementT@0?A 9hecking &rocedures 2 1nfotype Assignment

T@00A Transaction 9odes

T@00 1nfotype (enus

T@009 1nfotype (enus1nfo Broups

T@00- 1nfogroups for /vents

T@00F creen )eader -efinition