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SAP AG 1999

HR051 Human Resources Essentials I

Human Resources Essentials IHuman Resources Essentials I

��R/3 System

��Release 4.6C

��December 2000

��5004 0907

SAP AG 1999

Copyright 2000 SAP AG. All rights reserved.

Neither this training manual nor any part thereof maybe copied or reproduced in any form or by any means,or translated into another language, without the priorconsent of SAP AG. The information contained in thisdocument is subject to change and supplement without priornotice.

All rights reserved.

Copyright

Trademarks: ��Some software products marketed by SAP AG and its distributors contain proprietary software

components of other software vendors. ��Microsoft®, WINDOWS®, NT®, EXCEL®, Word® and SQL Server® are registered trademarks

of Microsoft Corporation. ��IBM®, DB2®, OS/2®, DB2/6000®, Parallel Sysplex®, MVS/ESA®, RS/6000®, AIX®, S/390®,

AS/400®, OS/390®, and OS/400® are registered trademarks of IBM Corporation. ��ORACLE® is a registered trademark of ORACLE Corporation, California, USA. ��INFORMIX®-OnLine for SAP and Informix® Dynamic ServerTM are registered trademarks of

Informix Software Incorporated. ��UNIX®, X/Open®, OSF/1®, and Motif® are registered trademarks of The Open Group. ��HTML, DHTML, XML, XHTML are trademarks or registered trademarks of W3C®, World Wide

Web Consortium, Laboratory for Computer Science NE43-358, Massachusetts Institute of Technology, 545 Technology Square, Cambridge, MA 02139.

��JAVA® is a registered trademark of Sun Microsystems, Inc. , 901 San Antonio Road, Palo Alto, CA 94303 USA.

��JAVASCRIPT® is a registered trademark of Sun Microsystems, Inc., used under license for technology invented and implemented by Netscape.

��SAP, SAP Logo, mySAP.com, mySAP.com Marketplace, mySAP.com Workplace, mySAP.com Business Scenarios, mySAP.com Application Hosting, WebFlow, R/2, R/3, RIVA, ABAP™, SAP Business Workflow, SAP EarlyWatch, SAP ArchiveLink, BAPI, SAPPHIRE, Management Cockpit, SEM, are trademarks or registered trademarks of SAP AG in Germany and in several other countries all over the world. All other products mentioned are trademarks or registered trademarks of their respective companies.

��Design: SAP Communications Media

SAP AG 1999

Human Resources 4.6 (1)

Level 3Level 2

Reporting in HumanResources

HR580 3 days

see HR2

Human ResourcesEssentials III

HR053 2 days

Configuration of TimeRecording

HR306 4 days

Time Evaluation

HR310/311 5 days

Shift and WorkforcePlanning

HR520 2 days

Human ResourcesEssentials I

HR051 1 day

OrganizationalManagement

HR505 3 days

Employee Self-ServiceHR250 2 days

Configuration ofMaster Data

HR305 3 days

Personnel DevelopmentHR510 3 days

Training and EventManagement

HR515 3 days

Human ResourcesEssentials II

HR052 2 days

CompensationManagement

HR540 3 days

Configuration of HRSystem Controls

HR307 2 days

Programming in HR

HR350 5 days

Technical topics inHuman Resources

HR530 3 days

CATS The CrossApplication Time Sheet

CA500 2 days

Benefits AdministrationHR325 3 days

SAP AG 1999

Human Resources 4.6 (2)

Level 3Level 2

Human ResourcesEssentials I

HR051 1 day

Human ResourcesEssentials II

HR052 2 days

Human ResourcesEssentials III

HR053 2 days

Please note our country specific curriculum and our curriculumfor release 4.6B.

Note:

Payroll Configuration

HR400 5 days

Introductionto Payroll

HR390 2 days Configuration ofMaster Data

HR305 3 days

Incentive wages

HR490 4 days

SAP AG 1999

Course Prerequisites

z Required: SAP 20

SAP AG 1999

Target Group

z Audience:� Human Resources project team leads� Project Team members responsible for Human Resources

z Duration: 1 day

Notes to the user

��The training materials are not teach-yourself programs. They complement the course instructor’s explanations. Your material includes space for noting down this additional information.

��There may not be enough time to do all the exercises during the course. The exercises are intended to be additional examples that are dealt with during the course. Participants can also use them to deepen their knowledge after the course.

© SAP AG HR051 1-1

SAP AG 1999

z Course Goals

z Course Objectives

z Course Content

z Course Overview Diagram

z Main Business Scenario

Contents:

Course Overview

© SAP AG HR051 1-2

SAP AG 1999

z acquaint yourself with general concepts and gain an overview of the functionality of R/3 Human Resources.

Course Goals

This course will prepare you to:

© SAP AG HR051 1-3

SAP AG 1999

z have an overview of the various components and concepts in R/3 Human Resources

Course Objectives

At the conclusion of this course, you will:

© SAP AG HR051 1-4

SAP AG 1999

Course Content

Unit 5 Employee Self Service

Unit 6 Manager’s Desktop

Unit 7 ALE

Unit 8 ASAP and Customizing

Unit 1 Course Overview

Unit 2 Navigation

Unit 3 Getting the Whole Picture

Unit 4 Structures in HR

Preface

© SAP AG HR051 1-5

SAP AG 1999

Course Overview Diagram

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© SAP AG HR051 1-6

SAP AG 1999

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 Human Resources functions.

Main Business Scenario

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SAP AG 1999

z Navigation in the system

z User-specific settings

z Navigation in the mySAP.com Workplace

Contents:

Navigation

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SAP AG 1999

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

© SAP AG HR051 2-3

SAP AG 1999

z New users need to familiarize themselves with thescreens in the system and define their personaldefault settings

Navigation: Business Scenario

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SAP AG 1999

Logging On to the System

Client

UserPassword

Language

New Password

SAP R/3SAP R/3

T70 (1) (000) iwdf5070 INS

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:

• Continue with current logon and end any other logons of the same user in the system

• Continue with current logon without ending any other logons in the system (logged in system)

• 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.

© SAP AG HR051 2-5

SAP AG 1999

SAP Easy Access - Standard

SAPSAP Easy Easy Access AccessOther Menu

Menu Edit Favorites Extras System Help

Create Role Assign User Documentation

FavoritesSAP Menu

OfficeLogisticsAccountingHuman ResourcesInformation SystemsTools

T70 (1) (400) iwdf5070 INS

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.

© SAP AG HR051 2-6

SAP AG 1999

Role-Based User Menu

SAPSAP Easy Easy Access - Access - Enjoy User MenuEnjoy User MenuOther Menu


Create Role Assign User Documentation

T70 (1) (400) iwdf5070 INS

FavoritesGreat Transactions

SM50 - Prcoess OverviewVA01 - Create Sales Order

Interesting WWW PagesURL - The Herald TribuneURL - Time Magazine

Important FilesURL - Vacation Planning

Enjoy User MenuURL - SAP Notes (User / PW req.)Accounts Receivable

FD02 - Change Customer (Accountin

Favorites chosen by the userreduce navigation time

A role-based menu contains the activitiesthat the user can execute based on therole assigned to the user in the system.

Sales and DsitributionTools

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.

© SAP AG HR051 2-7

SAP AG 1999

Screen Elements

System System Function Function Name: Name: ActivityActivity


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

System Message T70 (1) (400) iwdf5070 INS Status Bar

ApplicationToolbar

Command Field Standard Toolbar

CheckboxesRadio ButtonsPushbuttons

Tab Page

This screen is made up ofvarious screen elements. Itdoes 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.

© SAP AG HR051 2-8

SAP AG 1999

Selecting Functions


SAPSAP Easy Easy Access - Access - Enjoy User MenuEnjoy User Menu

Create sessionEnd sessionUser profileServicesUtilitiesListServices for objectObject historyOwn spool requestsOwn JobsShort MessageStatus...Log off

FavoritesEnjoy User Menu

URL - SAP Notes (User / PW req.)Accounts Receivable

FD02 -Change Customer (AccountMaterials ManagementSales and DistributionTools

... 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:

• Use the mouse to choose: Menu options, Favorites, and SAP Easy Access options

• Use the keyboard (ALT + the underlined letter of the relevant menu option)

• Enter a transaction code in the command field: A transaction code is assigned to each function in SAP R/3 Systems. You can access the assigned transaction code from any screen in the system. For example, to display customer master data, enter /n and the appropriate transaction code (in this case /nfd03). You can find the transaction code for the function you are working in under the Status option of the System menu. Other possible entries:

- /n ends the current transaction.

- /i ends the current session.

- /osm04 creates a new session and goes to the transaction specified (SM04).

��You can also use the keyboard to go to the command field. Use the CTRL + TAB key combination to move the cursor from one (input) field group to the next. Use TAB to move between fields within a group.

��By entering search_sap_menu in the command field, you can search for and display the menu path for an SAP transaction. You can also search for text strings.

© SAP AG HR051 2-9

SAP AG 1999

Field Help: F1 and F4

Display Display CustomerCustomer: Initial : Initial ScreenScreen

Customer Edit Goto Extras Environment System Help

Customer

Company Code

Restrictions

Company Code

Company Name

City

Currency

Restrict Number to

1000Customer

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 system determine 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: DisplaysPossible Entries

F1 Help: Displays the Meaning ofFields 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.

© SAP AG HR051 2-10

SAP AG 1999

Menus: System and Help



Rolle anlegen Benutzer zuordnen Documentation

FavoritesSAP Menu

OfficeLogisticsAccountingPersonnelInformation SystemsTools

T70 (1) (400) iwdf5070 INS

Create SessionEnd SessionUser profileServicesUtilitiesListServices for objectObject historyOwn spool requestsOwn jobsShort messageStatus...Log off

Application helpSAP LibraryGlossaryRelease NotesSAPNetFeedbackSettings...

Both of these menus are available on every screenand always offer exactly the same options.

��The System menu contains, among others, the following options:

• 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.

• 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).

• List: Contains important list functions, such as searching for character strings, saving in PC files, printing, and so on.

• Status: Enables you to display important user and system data.

• Log off: Ends the R/3 session with a confirmation prompt.

��The Help menu contains, among others, the following options:

• Context-sensitive Application Help

• Access to the SAP Library (see previous page)

• a Glossary

• ...

© SAP AG HR051 2-11

SAP AG 1999

SAP Library

SAP Library - SAP Library

SAPLibrary

Contents Index Search SAP LibraryRelease 4.6C, March 2000

IDES

Getting Started

Release Notes

Implementation Guide

Glossary

Copyright 2000 SAP AGAll rights reserved.

You can access thecomplete online

documentation for thesystem 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

© SAP AG HR051 2-12

SAP AG 1999

User-Specific Personalization


Menu Edit Favorites Exrtas System Help

Rolle anlegen Benutzer zuordnen Dokumentation

FavoritesSAP Menu

OfficeLogisticsAccountingHuman ResourcesInformation SystemsTools

T70 (1) (400) iwdf5070 INS

Administration InformationAssign userDisplay DocumentationTechnical DetailsSettingsSet 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 favoritesDo not display pictureDisplay technical names

Options ...Generate GraphicCreate Shortcut ...Activate GuiXTDefault SizeHardcopy

Quick Cut and PasteAbout...

Different Settings options make working with the system easier

��The end user has many possibilities for personalizing the system. Some are described below:

• 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.

• 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.

• 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).

© SAP AG HR051 2-13

SAP AG 1999

Personalizing the Frontend with GuiXT

FD03 with GuiXTFD03 without GuiXT

Example from http://www.guixt.com

��SAP R/3 Systems offer numerous options for settings and adjustments:

• Define default values for input fields

• Hide screen elements

• 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:

• Include graphics

• Convert fields and add pushbuttons and text

• Change input fields (or their F4 help results) into radio buttons

��GuiXT scripts are stored on the Frontend. In accordance with local scripts (which can also be stored centrally), the GUIXT scripts determine how data sent from the application server is displayed. These scripts can be standard throughout a company, or they can be different for each Frontend.

��NOTE: The GuiXT will support the mySAP.com Workplace only as of the end of the year 2000. This means that until then you should use either the SAP GUI for the Windows Environment and the GuiXT or the mySAP.com Workplace with the SAP GUI for HTML (or the SAP GUI for Java or the SAP GUI for Windows).

© SAP AG HR051 2-14

SAP AG 1999

Elements of the Workplace

mySAP.com-Marktplatz Aktualisieren Anpassen Getting Started Info

Willkommen Willi WorkplaceIn UseStart Page

Workplace FavoritesRoles

Demonstration Role

Web Search

Search in Start Search

WorkSpace (MiniApps, Transactions, & Web Pages)LaunchPad

Drag&Relate

Expand/Collapse LaunchPad Log off from the Workplace

��The graphic above shows Release 2.11 of the mySAP.com Workplace.

��You call the mySAP.com Workplace by entering the relevant URL (Internet address) in a Web Browser. Usually this is done by clicking a link (instead of being entered manually). The syntax for the URL of the Workplace is typically <protocol>://<webserver>[:<port>]/scripts/wgate/sapwp/!, for example: https://workplace.wdf.sap-ag.de:1042/scripts/wgate/sapwp/!

The ! is an essential part of the call.

��The browser window of the mySAP.com Workplace consists of three areas:

• When working with the mySAP.com Workplace, the roles containing the entries relevant to your job appear in the LaunchPad. You can also add your own entries (Favorites) to the LaunchPad.

• When you log on to the mySAP.com Workplace, the list of MiniApps (for example: the StockTicker, news, overview lists, or reports) that are assigned to your role appears in the WorkSpace on the right-hand side, as well as MiniApps that you have added yourself. If you start a particular transaction in the LaunchPad (for example, the transaction for booking invoices), this application is executed in the WorkSpace on the right-hand side.

��Session handling in the Workplace allows you to hold several applications at the same time in channels. The individual channels are displayed as icons in the In Use folder. By clicking on the entries, you can switch between the different applications.

��Using Drag&Relate you can link objects from one application with another with a simple mouse click and execute them from there.

© SAP AG HR051 2-15

SAP AG 1999

Active Applications (In Use)

mySAP.com Marketplace Update Personalize Getting Started Info

Welcome Julie ArmstrongIn UseStart Page


Demonstration Role

Web Search


Optionen

Workplace Favorites Start Page General

Change Role Sequence

Standardsprache der Komponentensysteme

Allow More Than One Application in the Area “In Use“(Requires Restart of the Workplace)

Close Applications Without Confirmation

Display Dialog for Drag&Relate

Test

Language (for all Systems)

Client QW2/050

Logonlanguage

Logon language

OK Cancel

ActivateSession Handling

Initial Screen(MiniApps)

Personalize

The In Use area:

��You can manage multiple windows (Workplace Views) oin this folder in the LaunchPad. You can switch from one Workspace View to another without affecting the applications that you are running.

��To be able to operate multiple Channels at the same time, you must change your personal settings for the Workplace. Choose Personalize, and then the General tab. In the Options sections, check the option Allow More Than One Application in the Area “In Use”. After this is activated, multiple parallel channels are available.

��In the example above, only the Start Page (“ Home” ) is shown in use, with an illustration of its assigned MiniApps.

© SAP AG HR051 2-16

SAP AG 1999

Workplace Favorites




Demonstration Role

Web Search


Delete

Apply

OK Cancel

Test

New FolderNew Web Address

Display in a separate browser window

Web Address http://help.sap.com

Name Online Documentation

Attributes Available in Roles

Favorite TransactionsWWW Addresses

Time MagazineInternational Herald Tribune


Workplace Favorites

Add Favorites usingDrag&Drop or Personalize

Test Web Pages andAdd them to the Favorites List

��You can personalize the LaunchPad using Favorites.

��By choosing Personalize (or by choosing the Personalize icon), you open a new window. You can create and (re)name your own folders in the left-hand part of the tab page Favorites, as well as moving them and changing their grouping.

��You can enter Web addresses (URLs) in the right-hand part. These are then available in the Favorites folder in the LaunchPad. You should test your favorites by choosing the Test button before you add them to your favorites list. A favorite that requires a complete browser window is not suitable for displaying in the WorkSpace of the mySAP.com Workplace.

��You can see the entries in your LaunchPad that were assigned to you by your system administrator on the second tab page, Available in Roles. This contains, for example, transactions. If you use a transaction frequently, you can define this as a favorite. To do so, click the relevant transaction and choose Add.

��You can also add to and edit your favorites directly form the LauchPad. Using Drag&Drop, you can add frequently used transactions to the Favorites folder.

© SAP AG HR051 2-17

SAP AG 1999

Personalizing MiniApps




Demonstration Role

Web Search



New MiniApp

LinesHeight

Test

Web Address http://www.sap.com/MiniApps

Name MiniApp Community

Attributes Available MiniApps

10 Minimized

OK Cancel

Apply

Displayed in Work Area

List View Layout Preview

Web Search

Reuters News

ZCALCULATOR

Hide

��MiniApps are Web applications or documents that are simple and intuitive to operate. After you have started the mySAP.com Workplace, they offer you a quick overview and access to the functions that are most important to you on the initial screen.

��You are assigned the MiniApps in the Workspace by your system administrator, but you can also add your own MiniApps.

��By choosing the menu option Personalize (or alternatively by choosing the Personalize icon), you open a new window. You can add your own MiniApps on the right-hand side of the tab page Start Page under New MiniApps. Also enter the Web address (URL), a name for the MiniApp, and the height in lines. Test MiniApps before adding them. You can easily rename and reassign them later.

��You can change and adjust the format of MiniApps. On the tab page MiniApps, you can change the order in which the MiniApps are displayed on the Workplace or choose your desired display format (minimized or expanded).

��Take note of the address http://www.sap.com/miniapps. This is the homepage of the MiniApp community. Here, you can find current information about available MiniApps in SAP systems and about Internet services that you can add to those available in your Workplace.

© SAP AG HR051 2-18

SAP AG 1999

Workplace: Advantages

z User-Friendliness� Role-based access� Tailored to match your needs� Access from anywhere

z Efficiency� “Drag&Relate”� Uniform access� Log on only once

z Openness� Standard Internet user interface� Components from SAP and

other providers� Extendable role specifications

z Low Total Costs� No installation expenses at

the PC workstation� Standardization� Uncomplicated maintenance

z Security� Central administration� Controlled access

z Productivity

User Enterprise

��Both the user and the enterprise profit from the advantages of the mySAP.com Workplace.

© SAP AG HR051 2-19

SAP AG 1999

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

© SAP AG HR051 2-20

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? __

© SAP AG HR051 2-21

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 Toolso Administration o Monitor o System Monitoringo User Overview

Name of function: ___________________________________________

Transaction: _________________________________________________

1-3-2 Accounting o Financial Accounting o Accounts Receivableo

Master Recordso Display

Enter Customer 1000 and Company Code 1000 to go to the next screen.

Name of function: ___________________________________________

Transaction: _________________________________________________

© SAP AG HR051 2-22

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.

______________________________________________________

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.

___________________________________________________

© SAP AG HR051 2-23

Unit: Navigation Topic: User-Specific Settings


• 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.

© SAP AG HR051 2-24

2-3 Defining your favorites

2-3-1 Insert at least one new folder under the Favorites folder.

2-3-2 Add any two of your favorite transactions to the corresponding folders.

2-3-3 Add the Internet address http://www.sap.com with the text SAP Homepage.

2-4* Setting a start transaction using the Extras menu.

2-4-1 Enter a transaction of your choice as the initial transaction. You will then need to log off and on again for the change to take effect.

Note: If desired, you can change the initial transaction back to the default value simply by deleting the transaction code that you entered.

© SAP AG HR051 2-25

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 o Create session (or use the appropriate icon) or System o 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 o 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.

© SAP AG HR051 2-26

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 o Technical Info o 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 o User profile o 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 o User profile o 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.

© SAP AG HR051 2-27

2-3 Defining favorites of your choice.

2-3-1 Favorites o 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 o Insert transaction to add using a transaction code.. Finally, you can move existing favorites to different folders later by choosing Favorites o Move or using drag & drop.

2-3-3 Create Internet addresses by choosing Favorites o 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 o 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.

© SAP AG HR051 3-1

SAP AG 1999

z Components within Human Resources

z mySAP.com Workplace

z Human Resources Composite Roles in the Workplace

Contents:

Getting the Whole Picture

© SAP AG HR051 3-2

SAP AG 1999

z identify the different components within Human Resources

z describe the elements and benefits of the workplace

z describe the Human Resources composite roles in the workplace


Getting the Whole Picture: Unit Objectives

© SAP AG HR051 3-3

SAP AG 1999








$/($/(


© SAP AG HR051 3-4

SAP AG 1999

Getting the Whole Picture: Business Scenario

z Your company the Caliber A Bicycle Company has implemented the Human Resources system with all its components.

z You require an overview of all the components and basic functionality within and surrounding Human Resources.

© SAP AG HR051 3-5

SAP AG 1999

Across Human Resources I

Org. ManagementTraining and

Event Management

RecruitmentPersonnel

Development

PayrollCompensation

Benefits

��The Human Resources management system consists of many components which are capable of working together.

• Org. Mgt. - allows you to depict your organizational and reporting structures clearly by presenting you an up-to-date picture of your enterprise’s organizational plan.

• Training and Event Mgt. - enables you to plan and administer business events, resources, attendees and fee settlement. Through integration with other components you are able to streamline internal processes and extend and update employees’ skills and knowledge.

• Recruitment - enables you to optimize the recruitment process triggered by vacant positions by linking a company’s organizational process: from organizational and job planning to mailing letters of rejection or acceptance.

• Personnel Development - enables you to plan and carry out personal development requirements such as Career and Succession Planning and tracking of Development Plans based on the needs of the enterprise and the employee.

• Payroll - covers all essential core payroll functions including earnings and deductions processing, preparation of remuneration statements, bank transfers and follow-up activities such as transfer of information to Financials.

• Compensation and Benefits - provides you the necessary tools for strategic remuneration and benefits package planning.

© SAP AG HR051 3-6

SAP AG 1999

Across Human Resources II

Personnel Cost Planning

Personnel Management

Employee Self-ServiceTravel Management

and PlanningTime Management

��The Human Resources Management system consists of many components which are capable of working together.

• Personnel Cost Planning - enables you to track, maintain and predict costs for the entire enterprise.

• Personnel Management - allows you to assign employees to organizational units and structures during the hiring process, as well as maintain important employee personal data, such as change in cost center, salary, address, etc., throughout the employee‘s life-cycle at the company.

• Employee Self-Service - a set of easy to use components that empower employees to view, create and maintain their own data in R/3 via the Intranet.

• Travel Management and Planning - integrates the processes associated with business trips in the accounting, taxation and payment cycle. Employees also have the option of carrying out online planning, posting and accounting tasks from the workplace.

• Time Management - provides full functionality for management of time and leave information in your organization including time collection and evaluation of time and absence data for employees.

© SAP AG HR051 3-7

SAP AG 1999

Basic Elements of Human Resources

Personal data

Basic pay

Planned working time

Etc.

CompensationOrganizational data

��Whether the employees maintain their own data through Employee Self Service (ESS) or whether this data is maintained by an Administrator, the information must always be kept accurate and current.

��Within Human Resources, data is entered through entry screens called Infotypes. Infotypes are logical groupings of data fields that are entered and saved to the database.

��The infotypes have names, as well as numerical keys. For example the Organizational Assignment infotype is also called infotype 0001.

��The ability to create histories for infotypes is ensured by time-dependent infotype storage. The system records a validity period for each infotype record, allowing an employee to have several data records for one infotype, each distinguished from the other by the validity period.

��The information contained in the infotypes is also used in other Human Resources components. For example, the information that is input for the basic pay (0008) infotype is connected to the payroll component of Human Resources. If the information is not correct within this infotype, payroll will not run properly.

© SAP AG HR051 3-8

SAP AG 1999

company boundary

mySAP.com Workplace - Universal Access

Web browser access

Workplaceindustry-specific

role-basedpersonalizeddrag & relate



Market-place

Market-place

singlesign-

on

3.1HR/3 4.6

FIFI LOLOHRHR

CRMCRMKMKM

B2BB2B

SEMSEM

APOAPO

BWBW

CFMCFMmySAP.com components

openInternet

standards

R/2R/2

non mySAP.com3rdparty3rd

party

legacylegacy

PartnerPartner

SAPSAP

inside

outsidemySAP.com Internet services

other Internet services

Cock-pits

Cock-pits

��The Workplace uses the Internet browser as a single point of access to many applications. The contents of the Workplace are generally role-based so that the end-user only sees the transactions that he or she uses on a daily basis.

��Single-Sign-On allows you to work on several systems at one time without having to log onto each one separately. You only need one user and one password to access several systems. It is performed at the start of the day or when you reboot your computer.

��The Workplace contains links inside and outside a company’s boundaries. Links can be made to:

• Non mySAP.com components - external systems using open internet standards

• MySAP.com components - classic and new web-based R/3 transactions (R/3 Standard System, New Dimensions, Industry Solutions), reports (for example, Business Warehouse reports with BW 2.0a) , as well as Knowledge Warehouse contents

• MySAP.com Internet services - mySAP.com Marketplace

• Any internet or intranet web sites

© SAP AG HR051 3-9

SAP AG 1999

Elements of the Workplace

Welcome Joanna SmithHome Application Edit Logoff

Refresh Edit

Symbol

Get Quote

Quotes are delayed a minimum of 20 minutes...

No items in workflow.

No News.

Favorites

HR Administrator1

2Display Master Data

Personnel Actions

Start Payroll

End Payroll

Print Remuneration statement

My Roles

News

Stock Ticker

Workflow inbox

Ticker Symbol Last Trade Net Change News

SAP 70 7/8 +1/4 read

WorkSpaceWorkSpace�� TransactionsTransactions�� MiniAppsMiniApps

Launch PadLaunch Pad

Channel BarChannel Bar

��To start the Workplace you only need to click a link to a Web page, sending a request to a URL (Web address).

��The Workplace is composed of three main elements: the Channel Bar in which you can navigate parallel between multiple applications; the Launch Pad where you can find the roll specific user menus and the WorkSpace where the transactions are carried out.

��The LaunchPad (Pull area) is personalized to the role(s) of the user. It contains the specific activities relevant to the user including access to SAP and non-SAP components and the Web.

��The WorkSpace (Push area) can contain SAP transactions or MiniApps. The MiniApps provided in the Workplace depend on the user’ s role. Examples of MiniApps can be lists, alerts, inbox and calendar.

��The Drag&Relate function is implemented in the Workplace. You can use the Drag&Relate function to link business objects from one application to another by selecting the item and dragging it to the target.

© SAP AG HR051 3-10

SAP AG 1999

Benefits of the Workplace

User

z Ease of use� Role-based access� Personalized� Access from anywhere

z Convenience� “Drag&Relate” integration� Single point of access

z Openness� Uniform Web browser frontend� SAP and non-SAP components� Extensible role definitions

z Low cost of ownership� Zero installation on the desktop� Standardized� Ease of maintenance

z Security� Centralized administration� Controlled access

z Productivity

Company

��The benefits of the Workplace extend to both the user and the company.

© SAP AG HR051 3-11

SAP AG 1999

Examples of Composite Roles in the Workplace

Manager Generic

Human Resources Administrator

Employee Self Service

Benefits and Compensation Manager

Payroll Manager

Time Administrator

��Roles are logical groupings of transactions which would be performed by an employee in a certain position. Composite roles are umbrella roles or a collection of one or more roles designed to meet business processes and needs. Here are a few examples from Human Resources:

• Human Resources Administrator - responsible for inputting initial employee data before and after hiring and updating changes to employee master data as necessary; collection of administrator activities from other Human Resources components.

• Manager Generic - responsible for controlling and monitoring goal-oriented planning and decision-making process.

• Employee Self-Service - contains transactions a user would need to maintain his or her own data.

• Time Administrator - responsible for correctly recording and managing the time and labor data of the employees assigned to them.

• Benefits and Compensation Manager - responsible for implementing a competitve system of remuneration and a total compensation program up to market standards.

• Payroll Manager - responsible for correctly performing the payroll run for the enterprise.

© SAP AG HR051 3-12

SAP AG 1999

Shift Planner (SAP_WP_SHIFT-PLANNER)

z The Shift Planner composite role is performed by employees in the individual departments of a company, such as foremen and heads of departments, or, in hospitals, by charge nurses and doctors.

z The Shift Planner plans the working times, shifts, and absence times of the employees assigned to him or her, taking account of the employees’ qualifications and preferred working times, and laws, guidelines, and cost factors.

z He or she makes sure that enough qualified employees are available for the required tasks. If required, the Shift Planner enters changes to the plan and makes employees available for other department.

Example of Composite Role Description and Tasks

��Here we have an example of a full definition of a composite role. The tasks for the composite role vary, of course, dependent on the role. You can either use the roles that SAP delivers or you may customize them to your own needs by adding or deleting specific transactions or links.

��A Shift Planner typically performs the following tasks:

• Planning times in accordance with the personnel requirements and employee preferences

• Checking the planning; for example to valuate the anticipated level of overtime

• Providing employees with an overview of the planning

• Adapting the planning to the current circumstances

• Creating reports to inform employees and superiors

© SAP AG HR051 3-13

SAP AG 1999

Getting the Whole Picture: Unit Summary

z identify different components within Human Resources

z describe the elements and the benefits of the Workplace


© SAP AG HR051 4-1

SAP AG 1999

Structures in Human Resources

z Enterprise Structure

� Company code, personnel area, and personnel subarea

z Personnel Structure

� Employee group, employee subgroup, payroll accounting area

z Organizational Structure

� Organizational units, jobs, and positions

Contents:

© SAP AG HR051 4-2

SAP AG 1999

Structures in Human Resources: Unit Objectives


z list the individual components of the organizational, enterprise, and personnel structures

z outline the functions of these components

© SAP AG HR051 4-3

SAP AG 1999








$/($/(


© SAP AG HR051 4-4

SAP AG 1999

Structures in Human Resources: Business Scenario

z Your company The Caliber A Bicycle Company has implemented the HR System with all its components.

z The implementation process has been completed. Before you use any of the applications, you want to obtain an overview of how the structures are represented in the system.

© SAP AG HR051 4-5

SAP AG 1999

Structures in HR: Objectives

At the end of this topic, you will be able to describe:

z the enterprise structure

z the personnel structure

z the organizational structure

© SAP AG HR051 4-6

SAP AG 1999

Employees

Where does theemployee work?

Which position doesthe employee hold?What tasks does the

employee have?

Which public holidays apply to the employee?How will the employee

be paid?

What are the employee’sworking hours?

How much holiday doesthe employee get?

Statutory, regional,Statutory, regional,organizational conditionsorganizational conditions

��A Human Resources Management System enables you to set up organizational hierarchies and employee relationships and then store and administer employee data in the system.

��You must be able to evaluate and report employee data flexibly and from all enterprise-specific organizational aspects.

��Every employee is included in the structure of his or her enterprise. Data entry is restricted as the validity of all employee data is checked.

��The structures of an enterprise are subdivided into organizational structures, based on an organizational plan, and administrative structures, based on the enterprise and personnel structures.

��An organizational plan provides you with a complete model of the structural and personnel environment of your enterprise with hierarchies and reporting structures clearly laid out. The organizational plan is the foundation of Organizational Management. The organizational plan uses elements, called objects. The most important objects are organizational units, jobs, and positions.

��The enterprise and personnel structures subdivide organizations and employees according to factors relevant to time management and payroll. These structures are stored in the Implementation Guide.

© SAP AG HR051 4-7

SAP AG 1999

Organizational, Enterprise, and Personnel Structure

Enterprisestructure

Organizationalstructure

Personnelstructure

Personnel No. 1001 Name Michaela Maier

EE Group 1 Active employee Pers. area 1300 Frankfurt

EE Subgroup DU Salaried Staff. Cost Center 2100 Finance and Admin.

From 01/01/1994 To 31.12.9999 Chng. 01/29/1999 BILLE

Enterprise structure

CoCode 1000 IDES Leg.person

Pers Area 1300 Frankfurt Subarea Central

Cost Ctr 2100 Bus.area 9900 Corporate Other

Personnel structure

EE Group 1 Active employee Payr. area D2 HR-D: Salaried empl

EE Subgroup DU Salaried staff Contract data Com. employee

Organization plan Administration

Percentage 100.00 Group 1300

Position 50000076 Functional Specialist PersAdmin 001 Helmuth Hesse

Func.Spec-D Time 002 Dagmar Krause

Job key 50011880 Administrator PayrAdmin 003 Oliver Zeuner

Admin. Supervisor

Org. unit 50000073 Travel expenses (D)

Trav.Exp -D

Org.key 1300

0001

��The allocation of employees to the structures in their enterprise is of the utmost importance in Human Resources, it is the first step in entering personal data.

��You assign employees in infotype 0001, Organizational Assignment. In doing this, you include employees in the enterprise, personnel and organizational structures.

��Information on the organizational assignment of employees is of great importance for authorization checks, for the entry of additional data, and for Time Management and Payroll Accounting.

��When you enter data for an employee in infotype 0001, Organizational Assignment, the employee is assigned to a company code, a personnel area, and a payroll area. You also assign employees to positions. This results in the employee‘s assignment to an organizational unit, a job, and a cost center.

© SAP AG HR051 4-8

SAP AG 1999

Enterprise Structure: Example

ABC InternationalABC International

ABC AGCountry B

ABC S.A.Country A

ABC Inc.Country C

Client

Companycode

Personnelarea

Personnelsubarea

LocationA

LocationD

LocationB

LocationC

Headquarters Production

��The enterprise structure for personnel administration is determined by the following elements:

• Client

• Company code

• Personnel area

• Personnel subarea

��A client can either be valid for a company code at the smallest level, or for the entire corporate group. The company code is defined in accounting. Legally required financial statements such as balance sheets and profit and loss statements are created at the company code level. The personnel area is used exclusively in Personnel Administration and is unique within a client. Each personnel area must be assigned to a company code. The final element of the company structure, also unique to Personnel Administration, is the personnel subarea. Groupings are defined for personnel subareas to specify which entries from subsequent settings can be used for employees assigned to a particular company code or personnel area. These groupings directly or indirectly affect Time Management and Payroll Accounting.

© SAP AG HR051 4-9

SAP AG 1999

Client and Company Code

Companycodes

The client is an independent legal and organizational unit of the system(group, for example).

The company code is an independent company with its own accountingunit - a company which draws up its own balance sheets.


2000ABC AG

Country B

1000ABC S.A.Country A

3000ABC Inc.

Country C

Client

��In legal and organizational terms, the client is a self-contained unit within the system. You should consider the following points before you decide whether or not to set up a client:

• It is not possible to access personnel data in other clients; this protects data from being accessed by unauthorized users.

• You cannot assign access authorization or run evaluations for all clients.

• There is no exchange of data between clients.

• If an employee changes clients, you have to create the personnel number again.

��The company code is a self-contained unit in legal terms, for which you can draw up a complete set of accounts. The company code is the highest level of the company structure. If you also use the Controlling, Financial Accounting, Materials Management or Sales and Distribution components, the company code must be set up in consultation with these applications. This does not impose any restrictions, however, as all important control information for the Human Resources system is defined at personnel subarea level.

© SAP AG HR051 4-10

SAP AG 1999

Personnel Areas

A personnel area is a specific entity for personnel administration.It represents a subdivision of the company code.


1000Location A

2000ABC AG

Country B


3000ABC Inc.

Country C

1300Location B

3000Location C

3100Location D

Personnelareas

Companycodes

��A personnel area is a Personnel Administration-specific unit and is the subunit of the company code. The individual personnel areas in a company code have four-digit alphanumeric identifiers. The personnel areas within a client must be clear.

��The personnel area has the following functions:

��It allows you to generate default values for data entry, for example, for the payroll accounting area.

��It is a selection criterion for reporting.

��It constitutes a unit in authorization checks.

© SAP AG HR051 4-11

SAP AG 1999

Personnel Subareas

Personnelsubareas

Personnel subareas are subdivisions of personnel areas.The organization of the most important subareas of personnel administration takes place at this level.


1000Location A

2000ABC AG

Country B


3000ABC Inc.

Country C

3000Location C

3100Location D

1300Location B

00010001SalesSales

00010001Head officeHead office

00020002ProductionProduction

��Personnel subareas represent a further subdivision of the personnel area. The principal organizational aspects of human resources are controlled at this level, namely the pay scale and wage type structures and the planning of work schedules. The personnel subarea is assigned a four-character alphanumeric identifier. The control features are stored according to the country.

��The main organizational functions of the personnel subarea are as follows:

• To specify the country grouping. Master data entry and the setting up and processing of wage types and pay scale groups in payroll depend on the country grouping. The grouping must be unique within a company code.

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

• To set groupings for Time Management so that work schedules and substitution, absence and leave types can be set up for individual personnel subareas.

• To generate a default pay scale type and area for an employee’s basic pay.

• To define a public holiday calendar.

• To define subarea-specific wage types for each personnel area.

© SAP AG HR051 4-12

SAP AG 1999

Personnel Structure

Division of employees

Work schedules

Remuneration

1

2

3

4

56

7

8

9

1011 12

��For administrative purposes, the employees in an enterprise are divided into two levels.

��The highest level is an employee group, the second, an employee subgroup.

��These levels are subject to authorization checks, to define remuneration levels or different work schedules, for example.

© SAP AG HR051 4-13

SAP AG 1999

Employee Group

The employee group subdivides employees into various categories.

External

Active

Pensioner

��Employee group is a general division of employees. The employee group defines the relationship between an employee and a company in that the employee makes a certain contribution to the company in terms of work. Active employees, pensioners and early retirees make up the main employee groups in Personnel Administration.

��The following are the principal functions of the employee group:

• Default values can be generated for payroll accounting area and basic pay, for example, according to employee group.

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

• The employee group is one unit of the authorization check.

��You can generally use the standard catalog to set up employee groups. It can, however, also be extended to suit individual customer requirements.

© SAP AG HR051 4-14

SAP AG 1999

Employee Subgroup

Employees are differentiated further within the employee group. Active employees are differentiated according to their status - trainee,hourly wage earner or salaried employee, for example.

ActiveActive

Trainee

Hourly wageearner

Non pay-scaleemployee

Salaried employee

��The employee subgroup is a fine division of employee groups according to the status of employees. Wage earners, salaried employees and non pay scale employees are all examples of subgroups within the employee group ”active”.

��All control features of the personnel structure are defined at employee subgroup level. The most important features are described below:

• The employee subgroup grouping for the Personnel Calculation Rule allows you to define different payroll procedures for different employee subgroups; for example, you can specify whether an employee’s pay should be accounted on an hourly or monthly basis.

• The employee subgroup grouping for primary wage types controls the validity of wage types on an employee subgroup level, whereas the grouping for collective agreement provisions restricts the validity of pay scale groups to certain employee groups.

• The employee subgroup grouping for the work schedule defines the validity of work schedules, and the attendance or absence quota type the validity of time quotas.

• When entering data, you can define default values using the employee subgroup, for example, for the payroll accounting area.

© SAP AG HR051 4-15

SAP AG 1999

Payroll on Thursday for the following week

The payroll accounting area represents an organizational unit definedfor the purposes of payroll accounting.

Payroll Accounting Areas

Payroll on the 28th day ofmonth for current month

Jan 1 Feb 1 Jan 1 Feb 1

Acct area x Acct area y

Pay Pay Pay Pay

��The payroll accounting area is an organizational unit defined for the purposes of payroll accounting. All employees who are accounted together are assigned to the same payroll accounting area.

��Payroll accounting is generally performed for each payroll accounting area. The payroll accounting area provides the payroll driver with two pieces of information: the number of employees to be accounted and the dates of the payroll period.

��The number of employees to be accounted is determined using the Organizational Assignment infotype (0001) which stores the payroll accounting area.

��Note: An employee may only change payroll accounting areas at the end of a period. If an employee changes status from wage earner to salaried employee in the middle of the month, and the payroll accounting area is different for both, you should not enter the new payroll accounting area until the start of the following month.

© SAP AG HR051 4-16

SAP AG 1999

Organizational Plan

An Organizational plan provides a model of the structural and humanresource environmentat your enterprise.

��You create your organizational plan using organizational units and positions. An organizational plan is a comprehensive and dynamic model of the structural and personnel environment in your enterprise, which you can evaluate at any time.

��You depict hierarchies within your organizational plan:

• The organizational structure of your enterprise The organizational structure depicts the hierarchy that exists between the various organizational units in your enterprise. You create the organizational structure by creating and maintaining organizational units and relating them with one another.

• The individual positions and the reporting structure (chain of command) A reporting structure depicts the line structure that exists in your enterprise. You create a reporting structure by creating and maintaining positions and relating these with one another.

© SAP AG HR051 4-17

SAP AG 1999

Object Types: Organizational Units

Executive Board

FinanceHuman Resources

BenefitsPayroll A/P A/R Audit

Examples: � By function� By geographical region � By business process

Cost CenterABC Organizational units

describe the variousbusiness units thatexist in your enterprise.

Multiple organizationalunits and their inter-relationships form the organizational structure.

Cost centers can beassigned toorganizational units

��Organizational units can be loosely defined as functional or regional departments, or more specifically as project groups, depending on the type of organization you have.

��You must relate organizational units with one another in an organizational plan. The hierarchical interrelationships that exist between the organizational units represents the organizational structure of your enterprise.

��Organizational units are related to cost centers from Controlling.

��Example: The above example shows the organizational unit Human Resources as the superior object over two subordinate objects, Payroll and Benefits.

© SAP AG HR051 4-18

SAP AG 1999

Object Types: Jobs

Head of Department

Secretary Buyer

Jobs are general classifications of tasks thatare routinely performedtogether.

Examples: � Head of Department� Buyer� Secretary

��Each job represents a unique classification of responsibilities in your organization. When you create jobs, you should consider what specific tasks and requirements are associated with the individual jobs.

��Jobs are used in the following application components:

• Job and Position Description

• Shift Planning

• Personnel Cost Planning

• Career and Succession Planning

��Tip: Your job descriptions should be as general as possible and as specific as necessary.

© SAP AG HR051 4-19

SAP AG 1999

Object Types: Positions

Positions are theindividual employeeassignments in theenterprise. Positions areoccupied by persons

Job: Manager

Position:Personnel Manager

Position:Sales Manager

Position: Purchasing Manager

z Positions are organization-specific.

z A number of positions arebased on the same job.

z As a rule, each positionrepresents one employee.However, it is possible fora position to be occupiedby more than one holder.

��Once you have created a job, you must specify the number of corresponding positions required in the organization.

��A position inherits a job’s tasks but you can also define additional tasks related to duties performed specifically by that position.

��A positions references a job directly. If characteristics of a job are changed, this has an effect on the position.

��Positions can be 100% filled, partially filled, or vacant.

��Example: Positions, rather than jobs, are held by employees. One position may also be shared by a number of employees, each working less than full time. For example, two employees can hold 60% and 40% of a position.

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Object Types: Cost Centers

Human Resources

BenefitsPayroll

Cost Center 1000

Cost Center 2000

Cost Centers can be related to organizational unitsand positions.The relationship between organizations and costcenters is hierarchically inherited along the structure.

Position:Manager - Benefits

��Cost centers are maintained in Financial Accounting and can be linked to either organizational units or positions

��Cost center assignments are inherited along the organizational unit structure

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Object Types: Tasks

Tasks describe duties andresponsibilities performedin jobs and positions.

Job: Manager

Position 1: Sales Manager Position 2: Production Manager

Specifies salesquotas

Maintainsproductionschedules

Manages department,coordinates meetings

��For personnel management purposes, tasks are individual duties and responsibilities that must be undertaken by employees.

��All tasks are contained in a task catalog. The task catalog lists all tasks that exist in a particular period. The catalog also shows the relationships that exist between tasks if task groups have been defined.

��If you plan to relate tasks with positions, you should first relate all tasks that are common to all positions with the relevant jobs. When you create positions from jobs, the positions automatically inherit the job‘s tasks. This method saves you time and effort since you do not have to relate the individual tasks with the individual positions.

��Tasks can be classified as:

• Workflow components, to monitor cross-application processes.

• Personnel management tools, to describe jobs and positions.

��Note: When assigning the same task to different jobs, you can specify different weightings. This gives you more information when analyzing job descriptions.

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Object Types: Persons

Infotype 0001:Organizational Assignment

Infotype 0002:Personal Information

Infotype 0007:Planned Working Time

Infotype 0008:Basic Pay

Personnel Administration

Persons are objects that hold positionswithin the organizational structure.Additional information for persons ismaintained in Personnel Administration.

��Persons generally represent employees in your company. Persons hold positions in the organizational structure which is governed by Organizational Management.

��Person characteristics are maintained in Personnel Administration and are linked to an organizational plan through their position assignment.

��Infotype 0001 (Organizational Assignment) in Personnel Administration contains the position assignment and (if integration is active between Organizational Management and Personnel Administration) the defining job, and organizational unit and cost center assignment.

��Other defaults in Personnel Administration employee maintenance can be derived from Organizational Management data, such as planned working time, planned compensation, employee groupings and account assignment.

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Persons and Users

40 Hrs

20 Hrs

20 Hrs

40 Hrs

100% = 20 Hrs

100% = 20 Hrs

40 Hrs

30% = 12 Hrs

70% = 2828 Hrs Hrs

12 Hrs

2020 Hrs Hrs

Position is Position is ““overstaffedoverstaffed””

40 Hrs

100% occupied

��A person can fill a position 100% or partially. This depends on the number of working hours assigned to the position and on the person’s work schedule.

��The staffing percentage refers to the work capacity of the person assigned to the position.

��If the staffing percentage of the person is greater than the requirements of the position, the position is overstaffed. If the requirements of the position are not fulfilled by one or more holders, the position is understaffed.

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At the conclusion of this topic, you will be able to

z Explain the methodology of Personnel Planning

z Create organizational objects

z Request reports

Organizational Management: Objectives

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z manages

z describes

z reports to

z is subordinate to

z and so on...

Methodology - Object - Oriented Design

Organizational Management is based on the creationand use of organizational objects and their

interrelationships.

��Organizational Management is based on the concept that every element of the organization constitutes a unique object with individual attributes. You create and maintain each object individually. You create relationships between the various objects to form a framework for your organizational plan. This gives you a flexible basis for personnel planning, previewing, and reporting.

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Object Characteristics

Once you have created a structure using objects and relationships,you can assign additional characteristics to the objects

Expected salaryVacancy

Object typePosition

Work schedule ……..

Example: Position

��Additional characteristics may be in the form of relationships to other objects, or data stored on other infotypes unique to the object.

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Object characteristics are maintained in infotypes

MaincharacteristicsMaincharacteristics

Additional

characteristicsAdditional

characteristics

Examples

Examples

z Object

z Relationship

z Organizational unit, position

z belongs to, reports to

z Description

z Work schedule

z Account Assignment

z Address

z General text

z Planned working hours

z Business area

z First address, second address

Object Characteristics: Infotypes

��Objects consist of three components:

• The first component is the ID number, a short and long text defining the existence of the object.

• The second component is the structural relationship or relationships between the object and other objects.

• The third component is the object characteristics.

��All these object components (existence/relationships/additional characteristics) are created as infotypes

��You can define particular characteristics for an object in each infotype.

��Some infotypes can be maintained for all object types, for example, the object and relationship infotypes. Others are only relevant for particular object types, such as the vacancy infotype, which is only relevant for positions.

��Not all infotypes are absolutely necessary. However, they can provide important information on objects.

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Methodology - Planning

Present Future

Organizational Managment provides you with a comprehensiveview of the structural and personnel environment of your

organization in the past, present, and future.This information gives you a sound basis on which to

plan and react to future personnel changes and requirements.

��The graphic on the left shows the current status of the organizational structure. The Organizational Management component lets you plan and map any kind of organizational restructuring or reorganization of your company.

��You create all data with a start and end date, which allows you to store histories and future changes.

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Methodology - Plan Versions

Plan versions are used to store different organizational plan scenarios.

Planversion

ID PV

Plan versionPlan version

Plan version text

.:

00

01

AS

DS

FY

TP

25

Current plan

Acquisition scenario

Downsizing scenario

Fiscal year-end scenario

Performance plan

Plan version 25

��You can maintain an unlimited number of plan versions. One of your plan versions represents your current or actual organizational plan and is flagged as the active integration plan version.

��Plan versions are self-contained entities and exist independent of one another. It is possible to create multiple copies of the original plan version and change the duplicates as required. The original remains unaffected by any such changes.

��Each new plan has a unique plan version identifier (two-character alphanumeric code).

��You can determine the current plan version either per session or set it generally using the user parameter (POP).

��Examples of organizational structure scenarios:

• Restructuring

• Downsizing

• Expansion

• Outsourcing

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Methodology: Multiple Structures

z Model of the Organizationalstructure based on the tasks andfunctions of company

z Model of the Organizationalstructure based upon financial orgeographic structures

z Model of the reporting structure

z Model of alternate reportingstructure

��The organizational plan enables you to create a model of the structure of your company based on the tasks and functions carried out. You decide which areas you want to include.

��In addition to a one-dimensional hierarchical organizational plan, you can also create a multi-dimensional matrix organization.

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Organization and Staffing

The Organization and Staffingfunction in OrganizationalManagement allows you toput together a basic frameworkfor your organizational planquickly and simply.

Employee

Org. unit

Position

��Organizational plans are defined in Organizational Management. This can be done in Organization and Staffing or the Expert Mode.

��The functions in Organization and Staffing let you create organizational units, positions, jobs, and tasks quickly and easily. You only specify the most important details for these objects. Organization and Staffing ’knows’ what relationships to create and does so automatically.

��In Organization and Staffing you can

• Create and maintain the basic data for your organizational plan

• Create and maintain the reporting structure (hierarchy of positions) that exists between the positions in your organizational plan

• Create and maintain cost center assignments and the default settings for cost centers

• Create and maintain certain infotypes.

��To minimize the number of processes, not all functions are available in Simple Maintenance.

��All objects you create in Organization and Staffing automatically get ‘active’ status and an object ID.

��Recommendation: Create most of the objects and relationships in your organizational plan in Organization and Staffing. Use expert mode to maintain individual objects at a detailed level, especially when you want to maintain infotypes for a specific object.

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Object Characteristics: Validity Dates

Infotyp 1000 Object: Display

Infotype Edit Goto Extras Utilities System Help

Organizational unit

to 31.12.9999

Object

Object abbr.

Object name

Language key

HR Adm.

Personnel Administration

EN English

Rec. 1 of 1

Validity

Planning Status

01.01.1999

Active

HR Adm.

Change information

Each infotype uses a start and end date to identify the validity

of the infotype data

Validity dates:z Allow you to define

the life span of an object or object characteristic

z Identify changes to your organizationwhile retaininghistorical data

z Allow you to evaluate the organizationalstructure on keydates

��Validity dates determine the lifespan of an object.

��You must assign a validity period to every object and every infotype and every infotype record that you create. By doing this, you can detect all changes that take place in your company and you obtain a dynamic view of your enterprise.

��Validity dates enable the user to evaluate certain key data or specific time periods from the past, present or future. The data is selected according to the designated time period.

��The validity of an object’s relationships and attributes can only exist within the object’s lifespan, which is defined in the Object infotype (1000). If an object is delimited, all of the object’s relationships and attributes are automatically delimited.

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Navigation Overview

Search AreaLocate objects

SelectionArea

Select objects

Detail Area Display / maintain object

characteristics

Overview AreaDisplay / maintain objectenvironment (structures)

Menu: Settings and commands

Object Manager Hierarchy Framework

��On the left side of the screen is the object manager, which is divided into a search area above and a selection area below.

• The Search Area: Use matchcode and other selections to locate objects such as Organizational Units, Persons, Jobs, Positions, Tasks and Users.

• The Selection Area: From the results obtained from a search, select an object to be used in the Overview and/or Detail areas.

��The right side of the screen, or the hierarchy framework, is divided into an overview area and a detail area.

• The Overview Area: View the Organizational Unit Hierarchy or Staffing assignments of an Organizational Unit.

• The Detail Area: Maintain object characteristics and attributes. Usually each tab strip represents one of the objects infotypes.

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Icons

Period

View as a Organizational Structure

One level higher in hierarchy

Scroll up in range

Scroll down in range

Move 1 screen back

Move 1 screen forward

Column configuration

Hide detail

Show detail

UNDO!

Organizational Unit

Create Organizational Unit

Occupied Position

Occupied Position by >1

Create Position

Vacant Position

Unoccupied (but not vacant)

Chief Position

Obsolete Position

Person

User

Job

Task

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Search Area

Use the search area to locateobjects.

Search also via relationshipswith other objects and storeresults as ‘favorite’ variants.

Lookforobjects

��Search via matchcode or by relationships to other objects.

��Example: Search for ’Manager’ positions directly related to the ’Treasury’ organizational unit.

��Save your search variants as Favorites.

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Selection Area

Results of search appear herefor selection.

Double-click desired object tobring it into Overview Area.

Results

��Use the results in your search to maintain objects or assign then to other objects via ’drag and drop’.

��Define columns to show/ hide additional details.

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Overview Area

See overview in either list mode or as atree structure.

Double-click to reach further objectcharacteristics in Detail Area.

In the Overview area you can switchbetween the oganizational structure andthe staffing plan of one organizationalunit.

See the “big picture”

��Display organizational units in their tree structure and ’double-click’ them to bring them into the Detail Area for maintaining.

��Create new objects within a structure or individually.

��View as a list to display staffing assignments to an organizational unit.

��Define columns to show/ hide additional details.

��Drag objects from the Selection Area to assign new positions, persons or users to a staffing plan.

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Detail Area

Characteristics of the object inOverview Area can be maintained here.

Tab strips identify and group similardata.

Basic Data

��Different attributes, relationships and characteristics of objects are grouped behind different tab-strips in the Detail Area. Maintain directly or use drag and drop from objects in the Selection Area.

��View detail for multiple period data within the editing period.

��Data can be ’Un-Done’ until committed by pressing ’SAVE’ or maintaining another object.

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Drag and Drop

Menu

Assigning objects via drag & drop

Creating a new object via button

��Drag and dropped objects and newly created objects are created and related to the organizational plan within the editing period.

��New object characteristics can be maintained in the detail area.

��Refresh screen to display maintenance changes in all areas.

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Additional Features

Validity period

Filter

Column configuration

ICON legendStaff Assignments

Favorites Up one level Editing period

Show / hide detail

��Be sure to note the editing period before creating/ maintaining an organizational plan.

��Select the level of display detail and favorites by user. This information is stored upon exiting the interface.

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Undo

Undo changes bychoosing

Redo changes bychoosing

Changes made in the Organization and StaffingInterface can be UN-DONE and RE-DONE providedthe work has not yet been saved.

��Icons will be present if functionality is possible.

��Undo is not permitted once data is committed to the database.

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z Create root organizational unit

z Create subordinate organizational units

z Create Jobs

z Create Positions

z Assign Tasks

z Assign Cost Centers

z Assign users/persons

z Add other object attributes

Building Organizational Plan

��These are the steps you would use to create your organizational plan.

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Reporting

Executive

Finance

BenefitsPayroll Customers Vendors Purchasing

HumanResources

The relationships betweenthe organizational unitsform theorganizational plan.

You create a reportingstructure by relatingpositions with oneanother.

��Organizational plans and reporting structures represent only a fraction of the reporting functionality that is available in Personnel Planning.

��You will find the various reporting options under the Reporting menu option. This menu is organized according to different object types. You will find the organizational plan in the object type organizational unit. You can access the reporting structure from the object type position. Here, you will also find staff assignments and the position description.

��Note: You can also display reports in Structural Graphics. Structural Graphics also allows you to maintain objects.

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Monitoring Personnel Data

Infotype nnnn

OrganizationalOrganizationalassignment ofassignment of

employeesemployees

Pers. No.Enterprise structure

Company code

Personnel area

Personnel subarea

Personnel structure

Employee group

Employee subgroup

Org. Assignment

Personnel structurePersonnel structure

Employee subgroupEmployee subgroup

Enterprise structureEnterprise structure

PersonnelPersonnel subarea subarea

Data entryData entry Validity ?

Wage typesPay scale Time

��Each personnel number is uniquely assigned within the company structure, i.e. to a company code/personnel area/personnel subarea/employee group/employee subgroup. You assign the employee to the company structure using the Hiring action. The data is saved in infotype 0001, Organizational Assignment.

��Plausibility checks and validations are performed according to the employee’ s organizational assignment. The organizational assignment is also referenced to define default values for certain infotypes. All these functions support the user in data entry and maintenance.

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SAP AG 1999

Integration: Personnel Administration and Planning

occupies

Job

Cost center

Is described by

belongs to

Position

Fixed assignment

Employee groupEmployee group

Employee subgroupEmployee subgroup

PersonnelAdministration

Personnel areaPersonnel area

PersonnelPersonnel subarea subarea

Default value

Person

Cost center assignment

Org. unit

OrganizationalManagement

��If Personnel Administration and Organization Management are integrated, you can enter the position in the Actions infotype (0000). This is the first employee infotype that you are required to fill in. The values in the job, organizational unit and cost center fields cannot be overwritten. They specify the relationships to the position.

��Default values can be supplied for the personnel area, personnel subarea, business area, employee group and employee subgroup fields.

��These default values can be stored in the Infotype maintenance in Expert Modet in the Account Assignment Features infotype (1013).

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Integration: Personnel Administration andOrganizational Management

Personnel No. 1001 Name Michaela Maier

EE Group 1 Active employee Per area 1300 Frankfurt

EE Subgroup DU Salaried Staff. Cost Center 2100 Finance and Admin.

From 01/01/1994 To 31.12.9999 Chng. 01/29/1999 BILLE

Enterprise structure

CoCode 1000 IDES

Pers Area 1300 Frankfurt Subarea Central

From 2100 Bus.area 9900

Personnel structure

EE Group 1 Active employee Payroll area D2 HR-D: Salaried empl

EE Subgroup DU Salaried staff Contract data Com. employee

Organization plan Administration

Percentage 100.00 Group 1300

Position 50000076 Functional Specialist Personnel 001 Helmuth Hesse

Func.Spec-D Time 002 Dagmar Krause

Job key 50011880 Administrator Payroll 003 Oliver Zeuner

Admin. Supervisor

Org. unit 50000073 Travel expenses (D)

Trav.Exp -D

Org.key 1300

Active integration - noinput possibleNo integration - inputpossible

��Even if there is no integration with Personnel Planning and Development (PD), you can still use the objects job, position, and organizational unit. Set them up in the control tables in the Implementation Guide. There is no technical link between the tables. The term keys do not have any control function in Personnel Administration, unlike PD where, for example, default values can be set.

��When you hire an employee, you must maintain the above fields manually (including the cost center) in the Organizational Assignment infotype (0001).

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Structures in HR: Unit Summary

z Describe the different components of the organizational, enterprise, and personnel structures

z Create organizational structures using the basic functions of these components


© SAP AG HR051 4-48

Exercise Data Sheet Key to Icons in Exercises and Solutions

Exercises

Solutions

Objectives

Business Scenario

Hints and Tips

Warning or Caution

Data Used in Exercises

Type of Data Data in Training System Group number (##) 00-20

Year (YYYY) Current year

Company code CABB

Personnel area CABB

Personnel subarea 0002 Purchasing

Employee subgroup X0

Organizational Unit Caliber A Bicycle Company (50014999)

Organizational Unit ##-Purchasing within the Central Purchasing organizational unit

Organizational Unit ##-Administration. Created by the participants in the ##-Purchasing organizational units

Organizational Unit ##-Production. Created by the participants in the ##-Purchasing organizational units

Job Buyer

Position ##-Buyer

Job Manager

Position ##- Administration Manager

Position ##- Production Manager

Job Administrator

Position ##-Administrator A

Position ##-Administrator B

Job Material Handler

© SAP AG HR051 4-49

Position ##-Material Handler

Role: HR Administrative Clerk SAP_HR_ADMINCLERK

Person George Vega (50993##). Hired by the participants.

Person Helena Camino (50991##)

Person Julie Lehman (50992##)

Task Order processing tasks

Task Project management

Task Drive forklift

© SAP AG HR051 4-50

Exercises

Unit: HR Structures Topic: Organizational management


• 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 Change Organization and Staffing.

1-2 At the beginning of this year, the Central Purchasing department at the Caliber A Bicycle Company (CABB) was divided into subordinate organizational units called ##-Purchasing. You will create two sub-subordinate organization units within the ##-Purchasing organizational unit called ##-Administration and ##-Production.

/� NOTE: SET THE PREVIEW PERIOD TO 3 YEARS AND THE DATE TO THE BEGINNING OF THE CURRENT YEAR.

© SAP AG HR051 4-51

1-3 Create the following positions:

1-3-1 In the ##-Administration organization unit create

##-Administration Manager (based on job Manager)

##-Administrator A (based on job Administrator)

##-Administrator B (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)

1-4 Go to the task assignment 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

Inventory

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.

The ##-Administrator A position is held by Julie Lehman (personnel number 50992##). Assign Julie 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.

© SAP AG HR051 4-52

Solutions

Unit: HR Structures Topic: Organizational Management

1-1 Navigate to the Organization and staffing node.

SAP Standard Menu o Human Resources o Organizational management Organizational plan o 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 Change Organization 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 Change Organization and Staffing and select Enter.

1-2 From the Favorites menu select: Change Organization and Staffing

Set the validity date to start at the beginning of the current year by selecting the Display periods icon in the Details Area and entering the valid from date as the first day of the current year.

Set the preview period years to 3 years and date to the beginning of the current year by selecting the Date and preview period icon in the Overview Area.

In the Search area - Find by group, located in the upper left 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. Find and select the ##-Purchasing organizational units.

© SAP AG HR051 4-53

Select the Create icon.

Select Organizational unit.

A new entry under ##-Purchasing appears labeled as New organizational…

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 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 position.

The Detail area now contains the entry for New position.

Change the short and long text to ##-Admin Mgr / ##-Administration Manager.

If not already set, set the validity date to start at the beginning of the current year by selecting the Display periods icon in the Details Area and entering the valid from date as the first day of the current year.

In the Detail area located in the lower right area of the display, select the pull-down menu in the Job field.

In the search pop-up box, enter Manager in the Search term field and enter.

Double-click on the job Manager for the job field associated with the ##- Administration Manager in the Detail area.


Repeat the process for the positions:

##-Administrator A (based on job Administrator)

##-Administrator B (based on job Administrator)

##-Buyer (based on job Buyer)

© SAP AG HR051 4-54

1-3-2 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 Position.

The Detail area now contains the entry for New position.

Change the short and long text to ##-Prod Mgr / ##-Production Manager.

If not already set, set the validity date to start at the beginning of the current year by selecting the Display periods icon in the Details Area and entering the valid from date as the first day of the current year.

In the Detail area located in the lower right area of the display, select the pull-down menu in the Job field.

In the search pop-up box, enter Manager in the Search term field and enter.

Double-click on the job Manager for the job field associated with the ##- Production Manager in the Detail area.


Repeat the process for the position:

##-Material Handler (based on job Material Handler)

1-4 Go to the task assignment profile and assign the following tasks to the positions as indicated below:

Position Task

##-Buyer in the ##-Administration organizational unit

Order processing tasks


Project management


Drive forklift

Set the preview period years to 3 years and date to the beginning of the current year by selecting the Date and preview period in the Overview Area.

Verify that the Valid on date is set to the beginning of the current year.

Navigate to the ##-Buyer position in the ##-Administration organizational unit.

Select the entry for ##-Buyer position by double clicking on it.

The Detail area now contains the entry for ##-Buyer.

© SAP AG HR051 4-55

Select the Tasks tab in the Detail area.

In the Search area - Find by group, located in the upper left area 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.


Repeat the process for the position/task assignment listed below:


Project management


Drive forklift

1-5 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.


Repeat the process for the ##-Production Manager position in the ##-Production organizational unit.

© SAP AG HR051 4-56

1-6 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.


In the Search area - Find by group, located in the upper left of the display, select the Person option.

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 ##-Administration Manager position in the Overview area.

Enter the valid from date as the first day of the current year in the pop-up box and select the Continue/Enter icon.

Confirm "Delimit Vacancy" pop-up box.


Navigate to the ##-Administrator A position in the ##-Administration organizational unit.

Select the entry for ##-Administrator A position by double clicking on it.

The Detail area now contains the entry for ##-Administrator A.


In the Search area – Find by group, located in the upper left of the display, select the Person option.

In the Find task pop-up box, enter Lehman in the With name field and select the Find icon.

A listing of persons’ named Julie Lehman appears in the Selection area located on the lower left side of the display.

Select the Julie Lehman with the key 50992## in the Selection area and drag it to the ##-Administrator A position in the Overview area.

Enter the valid from date as the first day of the current year in the pop-up box and select the Continue/Enter icon.

Confirm “Delimit Vacancy” pop-up box.


© SAP AG HR051 4-57

1-7 Execute the Organizational Structure with positions report for the Caliber A Bicycle Company.

SAP Standard Menu o Human Resources o Organizational management o Info System o Organization unit o Organizational Structure o 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.

© SAP AG HR051 5-1

SAP AG 1999

z What is SAP Employee Self-Service (SAP ESS)?

z Human Resources before ESS

z SAP ESS - The future of Human Resources

z SAP ESS - The highlights

z SAP ESS and Workflow


Contents:

© SAP AG HR051 5-4

SAP AG 1999

z Caliber A Bicycle Company wants to introduce an Employee Self Service application for employees to review and update their own employee information without contacting the HR Department.

z Additionally the employees utilize the ESS to manage their electronic mail and for workflow functionality.

z Caliber A Bicycle Company has implemented SAP Employee Self-Service. Employees can now access all SAP ESS services through the company‘s Intranet portal using Single-Sign-On.

Employee Self Service: Business Scenario

© SAP AG HR051 5-5

SAP AG 1999

What is Employee Self-Service?

z SAP Employee Self-Service is a set of powerful, yet easy-to-use applications that empower employees to view, create and maintain data in the R/3 system via the intranet.

z SAP ESS consists of many components such as:

� Office� Time Management� Expense Reports� Benefits� Personal Information� Training and Event Managament� Qualifications� Appraisals

��With SAP ESS employees can take responsibility for updating and keeping their own data current.

��SAP ESS empowers employees to view, create and maintain data any time, anywhere, via web-based technology.

��SAP ESS has an intuitive, HTML based user interface.

��SAP ESS is an effective means for providing real-time access and data maintenance capabilities to the source, or owner of the data, and to off-load many of the data entry and related customer service activities that may be typically performed in a company’s human resources, payroll, benefits and travel departments.

© SAP AG HR051 5-6

SAP AG 1999

Human Resources History

z Large, routine, and administrative workload in Human Resources departments.

z Critical Human Resources staff is locked with data entry.

z All business processes take place via paper or informally

� Many versions of the same data

z Delivery of Human Resources services is bureaucratic.

Before ESS

z Employees own data maintenance.

z Employees become responsible for part of their personal data.

z Information is provided to all

z employees� Individual information

(Payroll result, time management, travel expenses, qualifications.

� “Public” information (Who’s who, calendar)

With SAP ESS

��Prior to ESS, employees often had to call the HR department to access information that they now have at their fingertips.

��By enabling employees to maintain their own data and to have access to their own information, companies empower them to take responsibility and ownership.

��The human resources department is freed from many of the data entry and related customer service activities and reduces the costs of paper, postage and data entry time.

© SAP AG HR051 5-7

SAP AG 1999

SAP ESS - The Highlights

SAP ESSHighlights

Extensive functionality beyond basic HR functionality,including travel management and purchasing

1

Inherent integration between SAP R/3 business scenarios, SAP ESS, and Workflow2

ESS functionality that leverages the strengths of underlying SAP infrastructure3

Global capabilities4

Enabling access from any platform at any time from anywhere5

Easy to use6

Personalized7

��Access to the SAP ESS can only be obtained through the mySAP.com Workplace.

��SAP ESS leverages the power of SAP, taking full advantage of inherent workflow, R/3 business logic, security, and audit functionality

��SAP ESS utilizes the same database. No dual maintenance or reconciliation is required.

��SAP ESS inherits SAP R/3’s international architecture, with its unsurpassed language and currency management capabilities. It takes full advantage of SAP R/3’s global capabilities, including country localization.

��SAP ESS can be used with the Netscape Navigator and MS Internet Explorer, and can be implemented on Windows, Macintosh, and Unix if the appropriate Internet Browser is used.

��SAP ESS has an intuitive, user-friendly interface. No training is required. The user is presented with simplified R/3 information.

��The SAP ESS main menu can be customized and enhanced. The Internet templates are easily adaptable to match the look and feel of company intranet and corporate identity.

© SAP AG HR051 5-8

SAP AG 1999

SAP ESS Functionality

z Office

z Time Management

z Travel Management

z Benefits

z Jobs

z Payment

z Personal Information

��SAP ESS is now reflected in the role Employee Self-Service within the mySAP.com Workplace.

��Listed here are some of the examples of ESS functionality that can exist within ESS:

• Office - Inbox, Calendar, Who’ s Who, Change own data**, Internal Service Request**, My Assets**

• Time Management - Time Sheet (CATS), Request and cancel leave / vacation, display leave balances, work schedule, time statement

• Travel Management - business trips**

• Benefits- inquiry, enrollment, spending account claims**, retirement plan valuation results**,

• Jobs- job opportunities, application status

• Payment - employment and salary verification, display total compensation statement**

• Personal Information - addresses, bank information

** depicts items new to 4.6C

© SAP AG HR051 5-9

SAP AG 1999

SAP ESS and Workflow: A Perfect Synergy

z Integration of the SAP office inbox in SAP ESS opens workflow to all employees

z SAP ESS services that use Workflow:

� Approval processes such as Leave Request, CATS and expense reports

� New Hire Data, Change of Address notification

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SAP AG 1999

…Business Scenarios

CollaborativePlanning

& Forecasting

Collaborative Applications

Logistics/Productiom Finance

OnlinePresentation

OrderFulfillment

Sales &Marketing

StrategicEnterprise

ManagementBuying /

Procurement

Invoicing /Payment


HumanResources

KnowledgeManagement /

Research

OnlineSelling /

Catalog Hosting

Billing /Payment

OnlineService

Employees

Enterprise Partner

CustomerSupplier

SAP’s Internet Strategy

��SAP Employee Self-Services was one of SAP’ s first Internet solutions.

��Today SAP ESS forms part of SAP’ s overall Internet strategy mySAP.com

��SAP’ s Internet strategy mySAP.com comprises four key elements:

• The mySAP.com Marketplace, an open electronic business-to-business hub that enables inter-company relationships for buying, selling and communicating

• The mySAP.com Workplace, an enterprise portal that provides users with a personalized, Web-browser-based work environment that offers everything they need to do their jobs

• mySAP.com Business Scenarios, which enable collaborative, role-based, business-to-business and business-to-consumer solutions through SAP and third-party software applications

• Web-based Application Hosting, which provides a quick, cost-effective delivery mechanism for companies to adopt the full range of mySAP.com solutions

��SAP ESS is part of mySAP.com Business Scenarios

• The mySAP.com Business Scenarios are role-based, end-to-end business processes that link customers, partners, suppliers, and vendors via the Web. Using subsets of products tailored to specific roles within an organization, companies can deploy Business Scenarios to meet the needs of people such as executives, sales representatives, and purchasing managers. From requisition to approval to procurement, all of your everyday business tasks can be performed collaboratively - and seamlessly - with mySAP.com.

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SAP AG 1999

company boundary

mySAP.com Workplace - Universal Access

Web browser access





Market-place

Market-place

singlesign-

on

3.1HR/3 4.6

FIFI LOLOHRHR

CRMCRMKMKM

B2BB2B

SEMSEM

APOAPO

BWBW

CFMCFMmySAP.com components

openInternet

standards

R/2R/2

non mySAP.com3rdparty3rd

party

legacylegacy

PartnerPartner

SAPSAP

inside

outsidemySAP.com Internet services

other Internet services

Cock-pits

Cock-pits

��The Workplace contains links inside and outside a company’s boundaries. Links can be made to:

• Non mySAP.com components; external systems using open internet standards,

• MySAP.com components - classic and new web-based R/3 transactions (R/3 Standard System, New Dimensions, Industry Solutions), reports (for example, Business Warehouse reports with BW 2.0a), as well as Knowledge Warehouse contents,

• MySAP.com Internet services - my.SAP.com Marketplace and,

• Any internet or intranet web sites.

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SAP AG 1999

z Discuss R/3 ESS functionality

z Locate and update information using the ESS functionality


Employee Self Service: Unit Summary

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SAP AG 1999

Manager’s Desktop: Unit Objectives

At the conclusion of this topic, you will be able to:

z describe the Manager’s Desktop

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SAP AG 1999

Manager’s Desktop: Business Scenario

z The managers at your enterprise want a user-friendly tool to help them perform their daily administrative, organizational, and strategic tasks. For this reason, the Manager’s Desktop is implemented

© SAP AG HR051 6-5

SAP AG 1999

Manager’s Desktop: Overview

Manager’sManager’s Desktop Desktop

A tool that helps managers toperform their administrative and

planning tasks

A tool that helps managers toperform their administrative and

planning tasks

z A broad range of functions that are tailored to theneeds and responsibilities of managers(such as functions from various applications,workflow inbox, Internet connection, etc.)

z User-friendly and intuitive z Customizing and user settings possiblez Customer reports can be included

��SAP Manager’s Desktop is tailored to the daily needs of managers - line managers, for example - by helping them to perform their administrative, organizational, and strategic tasks. The Manager’s Desktop concept is to support the growing trend of decentralizing Human Resource tasks and responsibilities.

��Manager’s Desktop helps managers to make Human Resource decisions and perform strategic planning activities by providing them with swift access to required HR data of directly and indirectly subordinate employees. It then enables them to evaluate this data.

��Managers can use Manager’s Desktop to perform cross-application functions. For example, they can execute workflow tasks (work items) or use reports to access data stored in Accounting or Controlling. Manager’s Desktop can be used to execute a wide range of standard reports from Human Resources and Controlling, as well as customer reports. Its web browser integration means that Manager’s Desktop also enables managers to display intranet and Internet pages.

��Now that Manager’s Desktop is web-enabled, it is no longer possible to drag and drop in the web browser. Reports can still be executed by double-clicking and the drag and drop functionality for reorganization has been replaced by a function module.

© SAP AG HR051 6-6

SAP AG 1999

Prerequisites

Area of responsibility

S

P

S

P

S

P...

� Indirect

P P...

S S S

� Direct

Employee occupieschief position

IT 105 (Communication)

User - employeeassignment

��If you want to use the functions provided by Manager’ s Desktop, you must first use the Organizational Management application component to create an organizational plan for your enterprise. The manager must also occupy the chief position in an organizational unit.

��When the user (the manager) logs on, the system determines all of the organizational units for which he or she is responsible. The user then sees a tree structure containing the selected organizational units with their positions and assigned holders, which can be edited using a function list, for example. The area of responsibility displayed for the manager is merely an excerpt from the organizational plan created for the enterprise - unless, of course, the manager is responsible for the entire enterprise.

© SAP AG HR051 6-7

SAP AG 1999

Initial Screen

Manager’sManager’s Desktop Desktop

Theme categories Function list

� Adaptable theme and function catalog� User-specific selection of theme

categories and functions� Enterprise-specific initial screen possible

(background picture and enterprise logo)� Customizing Wizard

� Adaptable theme and function catalog� User-specific selection of theme

categories and functions� Enterprise-specific initial screen possible

(background picture and enterprise logo)� Customizing Wizard

z Employee

z Organization

z Costs and Budget

z Recruitment

z Special areas

z Workflow inbox

z Reports�

Employee�

Time Managementz Personnel development

�Profile matchup

z Travel�

.…z Cost Ctr accountingz Required positionsz Compensation

management

��When Manager’ s Desktop is started from the Workplace, the initial Manager’ s Desktop screen is automatically hidden.

��The initial screen provides an overview of the default main scenario in Manager’ s Desktop, which consists of the five theme categories listed above and their function lists. The function codes in Customizing can be used to put these categories into customer-specific hierarchies. The categories can also be enhanced with customer-specific functions.

��Furthermore, the user can deactivate unnecessary categories and functions on the initial screen and on the various screens of the different application components. It is always possible to switch between user settings and standard settings.

��The initial screen can be adapted to customer-specific requirements in Customizing. For example, it can be enhanced with an enterprise logo and/or background picture.

© SAP AG HR051 6-8

SAP AG 1999

� Directly subordinate EEs� All subordinate EEs� Cost centers

Theme Categories and Areas of Responsibility

Theme categories

Function list

Area of responsibility (view)

Organizational structure

Global Research and Development

Mr Eric Wong

Director

Administrative Assistant

Senior Technician

.....

Display Display absences and attendancesabsences and attendancesofof employeesemployees assignedassigned to to thethe

selectedselected organizational structureorganizational structure

� Employee� Organization� Costs and Budget

� Ad Hoc Query� Reports

� Employee data� birthdays� master data list

� Time management� absences� attendances

� Personnel development� Profile matchup

��User-friendly selection options make it easy for managers to access the information they require.

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SAP AG 1999

z You require an overview of the ALE scenarios used in R/3 Human Resources.

ALE Scenarios in R/3 Human Resources: BusinessScenario

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SAP AG 1999

Centralized HR

R/3 Human Resources as a Distributed Component

z Human Resources in the SAP environment� Communication using BAPIs and ALE� Synchronization and data consistency

LogisticsAccounting

Sales

SalesAccounting

Logistics

AccountingSales

Logistics

Personnel ManagementTime ManagementPayrollTraining and Event Management

��R/3 Human Resources can be used as a distributed component in a separate system. The R/3 System provides these scenarios by ALE (application link enabling) and BAPIs (business application programming interface).

��Communication between Human Resources and other SAP components is ensured for each scenario by clearly defined interfaces.

��In each scenario, data consistency and synchronization between the various components are ensured by the replication of data, for example.

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SAP AG 1999

Centralized HR

Data Maintenance and Distribution: Example

z The centralized HR System distributes data from� Master Data, Organizational Management, Time Management,

Training and Event Management, Personnel Cost Planning, Payroll

LogisticsAccounting

Sales

SalesLogistics

Accounting

AccountingSales

Logistics

Personnel ManagementTime ManagementPayrollTraining and Event Management

��HR master data and organizational data are managed in a centralized HR System. The information required in individual scenarios is distributed to the other system or systems concerned. For example, the following data can be distributed from the centralized system for a variety of reasons:

• Organizational structure for workflow

• Employee assignments in Logistics

• Qualifications and requirements profiles in Logistics

• Integration of the HR work center in Logistics

• Sales personnel

• Partner functions in Plant Maintenance, Customer Service, Quality Management, and Sales and Distribution

• Payroll results

• Data from Cost Planning

• Data from Time Management (such as employee availability for Capacity Planning)

• Billing data, customers, contact persons from Training and Event Management

• Employee data for the time sheet

© SAP AG HR051 7-7

SAP AG 1999

z How systems are distributed in Human Resources Management.

You now know:

SAP AG

ALE: Unit Summary

© SAP AG HR051 8-2

SAP AG 1999

z The implementation team analyses the tools andservices provided by SAP to facilitate theimplementation of SAP software.

ASAP: Business ScenarioASAP: Business Scenario

© SAP AG HR051 8-3

SAP AG 1999

z Describe the components of TeamSAP

z List and briefly describe the five phases of theASAP Implementation Roadmap

z Discuss the main tools available forimplementing SAP software


ASAP: ObjectivesASAP: Objectives

© SAP AG HR051 8-4

SAP AG 1999

Peop

le

Processes

Products

People:People:Solutions expertiseQuality

� SAP� Consulting partners� Complementary

software partners� Technology &

hardware partners

Processes :Processes :AcceleratedSAPConsistency

� AcceleratedSAP Roadmapsor powered-by methodologies

� SAP Review Program� Support, services

& training

Products :Products :The Business FrameworkStrengths

� SAP product family� Complementary software products� Products from technology partners� Industry solutions

TeamSAP ComponentsTeamSAP 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 PlanningAcceleratedSAP: Implementation Planning

Consulting, licensing, training material, support, project reviews

Consulting, licensing, training material, support, project reviews

Methodology

Services

z ProjectManagement

z ChangeManagement

z Risk analysis

z Review

Project-related

knowledgeTools

BusinessBlueprint

Realization

FinalPreparation Go Live &

Support

Continuous

Improvement

ASAP Roadmap

z ImplementationAssistant

z Q&Adb

z ImplementationGuide

z Profile Generator

z Transport System

ProjectPreparation

��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.

© SAP AG HR051 8-6

SAP AG 1999

AcceleratedSAP Implementation Roadmap

ProjectPreparation

BusinessBlueprint

Realization

FinalPreparation

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.

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SAP AG 1999

z Implementation strategy

z Global definition of businessprocesses

z Global system topology

z Standardization of businessprocesses

Realization

z Change management

z Manage global activities

z Legal requirements

ProgramSet-Up

BusinessBlueprint

Rollout ASAP R oadmap

Maintenance &Support

Global ASAP

ProjectPreparation

BusinessBlueprint

RealizationFinal

PreparationGo 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:

• Global Program Set-Up

• Global Business Blueprint

• Global Realization

• Global Maintenance & Support

© SAP AG HR051 8-8

SAP AG 1999

Global settings

Countries

Currencies

Calendars

� Concept

� Recommendations

� Requirements

� Activity

� WinHelp

� Status/activity data

� Scheduling

� Resources

� Microsoft Project

interface

ProjectManagement

� Open Customizing

transactions

Activities�

Efficiently organized using notes

� Use Microsoft Word

ProjectDocumentationSAP 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.

© SAP AG HR051 8-9

SAP AG 1999

Customer-Specific ConfigurationCustomer-Specific Configuration

ProjectIMGsGenerateGenerate

CustomizingCustomizingProjectsProjects

Manually ASAP-IMGlink

SAPReference

IMG

Projectdocumentation

Projectmanagement

Customizingtransactions

GenerateGenerateProject IMGProject IMGViewsViews

ProjectIMG

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.

© SAP AG HR051 8-10

SAP AG 1999

Industry-specific Customizing in IMG and CATTsPreconfigured Industry System

Industry-specific details in ASAP and documentation

Model-based presentation of the industry solution

Industry-specific Business Blueprint

Industry-specific business componentsBusiness framework component

A c c e l e r a t e d S o l u t i o n

Accelerated Industry Solutions: StepsAccelerated 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.

© SAP AG HR051 8-11

SAP AG 1999


z Describe the elements of TeamSAP

z List and briefly describe the five phases of theASAP Implementation Roadmap

z Discuss the major tools that support an SAPimplementation

Implementation Planning and Tools: SummaryImplementation Planning and Tools: Summary

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