Sap hr material_for_use_in_initial_stages_of_training

What is SAP?

Systems, Applications, and Products in Data Processing

SAP is the leading Enterprise Information and Management Package worldwide. Use of this
package makes it possible to track and manage, in real-time, sales, production, finance
accounting and human resources in an enterprise.

SAP is the third-largest software company in the world. Founded in 1972, The Company now
employs more than 22,000 people in more than 50 countries. SAP global headquarters are
located in Walldorf, Germany, and the company is listed on several stock exchanges, including
the Frankfurt DAX and the New York Stock Exchange, under the symbol "SAP."

SAP America is a subsidiary of SAP AG, the recognized leader in providing collaborative, inter-
enterprise software and e-business solutions. A truly global software provider, SAP AG has more
than 1000 partners, 22 industry solutions and 10 million users at 30,000 installations around the
world. SAP America has contributed significantly to this leadership position and it is the foremost
provider of e-business and enterprise software in the United States.

Why we use SAP?

SAP software was developed to be modular, scaleable, open and flexible, allowing companies to
tailor it specifically to their needs. SAP calls this approach to implementing software "configure to
order" because each implementation will be different according to each customer's needs.

But SAP solutions don't stop there. Information integration is a major tenet of the SAP philosophy,
and SAP places great emphasis on the creation of tools that facilitate it. SAP provides integration
tools and methods for linking legacy and distributed systems as well as a host of third party
software solutions, to get your information into the right hands, internally and externally.

Solution from Traditional approach

Traditional Information technology systems used by many business today have been developed
to accomplish some specific task and provide reports and analysis of events that have already
taken place. Examples are accounting general ledger systems. Occasionally, some systems
operate in a "real-time" mode that is, have up to date information in them and can be used to
actually control events. A typical company has many separate systems to manage different
processes like production, sales and accounting. Each of these systems has its own databases
and seldom passes information to other systems in a timely manner.

SAP takes a different approach. There is only one information system in an enterprise, SAP. All
applications access common data. Real events in the business initiate transactions. Accounting is
done automatically by events in sales and production. Sales can see when products can be
delivered. Production schedules are driven by sales. The whole system is designed to be real-
time and not historical.

SAP structure embodies what are considered the "best business practices". A company
implementing SAP adapts it operations to it to achieve its efficiencies and power.

The process of adapting procedures to the SAP model involves "Business Process Re-
engineering" which is a logical analysis of the events and relationships that exist in an
enterprise's operations.

Multiple country implementation

 Comprehensive multi-currency translation
 Multiple language support
 Customized reporting and document generation for individual countries
 Multi-company support
 Local support in most major industrialized countries
 Country specific functionality

Flexibility

 Customers can customize business modules to realize best business practices
 System provides necessary interfaces to incorporate external software.
 Scalability, accommodates acquisitions and growth
 System can be configured the way you want to do business in the future
 Allows customized screens processing and reports
 System runs on multiple hardware platforms

Enterprise-Wide Integration
Enterprise-wide integration is the main functionality of SAP R/3 System. No other application
software offers the breadth of open systems, client/server functionality, functional links between
processes that multiply the power of each person's work. The R/3 System's components are fully
integrated. Once you enter data, it resides in the central database shared by all R/3 components.
Transaction-related process chains trigger the next activity as needed from engineering to
production planning to sales and distribution. The R/3 System's full integration pulls your
enterprise together, promoting data access, flexibility, and productivity.

Real-Time Information
SAP provides up-to-the-minute, real-time information.

Architecture

SAP R/3 system is based on Client/Server architecture that is comprised of three tiers:

Presentation server: Your local PC that has SAPGUI.

Application server: The application server is used to run the business application programs in
the R/3 client/server concept. The application modules are loaded from the data base server to
the application server as required. Thus the application server requires only storage capacity to
accommodate UNIX, Swapping and the SAP runtime environment.

Database server: The data base server stores the SAP application programs and data in the R/3
client/server concept. It also handles the SAP update program and batch jobs.

SAP Glossary

GUI (Graphic User Interface)
A graphical interface used by SAP environment as part of the three tiers. Also known as frontend.

IMG (Implementation Management Guide)
It is a hierarchical structure that reflects the R/3 component hierarchy and contains every
configuration activity. Released from version 3.0 onwards

Instance
It means application server and each one has its own set of work processes.

SysID
A set of three letters or number that identify a system. Some sets are not allowed because they
are used by SAP. They are informed when the system is installed.

ITS (Internet Transaction Server)
It links the R/3 application server with one or more Web servers, thus enabling the R/3 to
communicate with the Internet.

OSS (Online Service System)
SAP's Online Service System offers fast and effective help for R/3 System problems. It is also the
basic element of communications between customers, partners, and SAP.

RFC (Remote Function Call)
A way to implement communication between application programs via Abap/4 function call.

IDoc (Intermediate Document)
An IDoc is a data container for data exchange between SAP systems or between an SAP system
and an external system.

Archiving – SAP’s terminology for the functionality that purges transactions and master data
from the SAP database. The SAP literature states that archived data can be restored to the
production system. For practical purposes however, this is not recommended.

DART – An acronym for Data Archiving and Retention Tool. This is SAP functionality which
allows you to periodically extract and retain data from your R/3 system. The data is extracted into
a sequential file. DART provides tools for viewing the retained data in different ways.

Legal Data – As used in this document, this refers to the requirements imposed by the IRS, State tax
authorities and other tax authorities for the long-term retention of business data to support taxes paid and
other legal requirements.

Operational Data – As used in this document, this refers to the requests from customers, vendors or
employees for business data.

Management Data – As used in this document, this refers to data that is used by management for business
decisions.

HR - Personnel Administration (PA)

PA involves administrating employee data, commonly referred to Master Data.

Master Data contains all employee data used in HR processing. Master Data includes Personal
(Eg. address), Organizational (Position description), Benefits (Insurance, Pension), Time &
Payroll. More on Master Data...

Master Data is stored in Infotypes. Infotypes are tables (for user Data entry screen) that contain
logically related employee data. Data can be stored for specific periods, which includes current
and historical. More on Infotypes..

Components of PA:

 Recruitment
 Organizational Structure
 Compensation Management
 Personnel Development

Company Structures in HR:

 Enterprise Structure - Assigning employee to a geographical location (eg. San
Francisco).
 Personnel Structure - is used for functional grouping of employees (eg. salaried, hourly).

Components of PA:

 Personnel Area: represents a division of a company code into subunits. It is an
organizational entity representing an area within an organization defined by specific
aspects of personnel administration, time management and payroll. Personnel areas are
subdivided into personnel subareas. Personnel area is specific to HR and is a four
character alpanumeric identification. Eg. Personnel area 1000 is for employees in Texas,
2000 is for Louisiana.
 Personnel Subarea: is a further subdivision of Personnel area. It may represent
geographical locations. Functions include:
1. Set groupings for Time Management, so that work schedules, substitution and
absence and leave types can be setup for individual personnel subareas.
2. Generate default pay scale type and area for an employee's basic pay.
3. Define public holiday calendar.
 Employee Groups: divides or groups employees into various categories. Eg. Active
employees, Retired employees, Contractors. Employee groups are used to generate
default values for payroll accounting area and basic pay.
 Employee Subgroups: are further differentiated within the employee group. Eg. Salaried
employees, Hourly employees, Unionized employees, Executives. The employee
subgroup grouping for the payroll rule allows you to define different payroll procedures
for different employee subgroups. For eg. you can specify whether an employee's pay
should be determined on hourly or monthly basis. The employee subgroup grouping for
the work schedule defines the validity of work schedule, and the attendance or absence
quota type determines the validity of time quotas.

Infotypes

Definition

Infotypes are units of information in the Human Resource Management System.

Use

Recording employee data for administrative, time recording, and payroll purposes is of primary
importance for master data administration in HR. In the SAP System, the information units used
to enter master data are called infotypes.

Infotypes are used to group related data fields together. They provide information with a structure,
facilitate data entry, and enable you to store data for specific periods.

Structure

Infotypes are characterized by the following:

 Infotype Structure
 Data Entry
 Time-Dependent Storage of Infotype Data

Time Constraints

Time constraints guarantee that exactly the data the system needs to be able to correctly process
the employee data, handle personnel administration processes and run payroll for an employee is
available in the system. Time constraints keep you from storing mutually incompatible data and
prevent gaps from occurring in the data history.

Use
You use time constraints to define the following:
Whether an infotype record must exist for an employee in the system
Whether further records of the same infotypes may exist
Whether these records can overlap in the validity period.
For certain infotypes, you can also assign different time constraints in relation to the infotype’s
subtype.
When you enter infotypes, the system automatically checks if your input satisfies the time
constraints’ conditions, and reacts by automatically delimiting data records or issuing error
messages.

Structure
Time Constraint 1
For the entire time that the employee works at the enterprise, exactly one valid infotype
record must exist. The validity periods of the individual records must not overlap. When you
create a new record, the system automatically uses the start date of the new record as the
delimitation date of the old record. Gaps are only allowed between the employee’s entry
date and the start date of the first record.
Time constraint 1 must be used for all of the infotypes containing information that must be
available at all times. This is particularly true of personal and organizational assignment
data.

An Organizational Assignment infotype record (0001) must exist for all active or
inactive employees in the SAP System. The system needs the data stored in this
infotype for all business processes.
In addition, this data must be unique, in other words, the system must know
precisely to which organizational units the employee belongs. That’s why only one
record may exist at the same time.
Time Constraint 2
No more than one valid record can exist at any one time. Records with constraint 2 must
not overlap. Their existence is not obligatory. When you create a new record, the system
delimits the previous record, if one exists. If the system delimits a record because of time
constraint 2, it issues an appropriate message.
Time Constraint 3
Any number of valid records can exist at any one time. The individual records do not
conflict with each other.

In the Powers of Attorney infotype (0030), you can store different powers of
attorney. That’s why any number of records for this infotype can exist at the same
time. Since not every employee in your company has powers of attorney, a record
for this infotype does not have to exist in the system.
Time Constraint A
Infotypes with time constraint A must have no more than one record. The system
automatically assigns the record a validity period from January 01, 1800 through
December 31, 9999. This validity period cannot be subdivided.
Infotype records with time constraint A cannot be deleted.
Time Constraint B
Infotypes with time constraint B must have no more than one record. The system
automatically assigns the record a validity period from January 01, 1800 through
December 31, 9999. This validity period cannot be subdivided.
Infotype records with time constraint B can be deleted.
Time Constraint T
Infotype records with time constraint T depend on the subtype.

For the Addresses infotype (0030), you can assign a different time constraint for
each subtype. In this way, you can make sure that a main address always exists for
the employee and you can also enter temporary residences, if necessary.
Time Constraint Z
The infotypes you use for entering working and absence time have a special time
constraint behavior. For more information, see Time Constraints in Time Management.

Important Infotypes

Comonly used Personnel Administration Infotypes

Infotype Infotype Name
0000 Actions
0001 Organizational Assignment
0002 Personal Data
0003 Payroll Status
0006 Addresses
0007 Planned Working Time
0008 Basic Pay
0009 Bank Details
0011 Ext. Bank Transfers
0014 Recur. Payments/Deds.
0015 Additional Payments
0016 Contract Elements
0017 Travel Priviledges

0019 Monitoring of Dates
0021 Family/Related Person
0022 Education
0023 Other/Previous ERs
0024 Qualifications
0025 Appraisals
0027 Cost Distribution
0028 Int. Medical Service
0029 Workers' Compensation
0030 Power of Attorney
0031 Reference Pers. Nos.
0032 Internal Control
0033 Statistics
0034 Corporate Function
0035 Company Instructions
0037 Insurance
0040 Objects on Loan
0041 Date Specifications
0045 Company Loans
0050 Time Recording Info.
0052 Wage Maintenance
0054 Works Councils
0057 Membership Fees
0065 Tax Data - GB
0069 National Insurance GB
0070 Court Orders GB
0071 Pension Funds GB
0077 Additional Personal Data
0078 Loan Payments
0080 Maternity Protection/Parental Leave
0081 Military Service
0082 Additional Absence Data
0083 Leave Compensation
0084 SSP Control GB
0085 SSP1(L) Form Data GB
0086 SSP/SMP Exclusions GB
0087 WFTC/DPTC GB (this infotype is no longer used - use 0757 instead)
0088 Maternity GB

0094 Residence Status
0105 Communication
0121 RefPerNo Priority
0128 Notifications
0130 Test Procedures
0131 Garnishment/Cession
0139 EE's Applicant No.
0165 Deduction Limits
0167 Health Plans
0168 Insurance Plans
0169 Savings Plans
0183 Awards
0185 Teachers DfES Number
0198 Schedular Deduction Tax
0199 Addl. tax deduction
0207 Residence Tax Area
0208 Work Tax Area
0209 Unemployment State
0216 Garnish. Adjustment
0302 Additional Actions
0416 Quota Compensation

Commonly used Organisation Management infotypes

1000 Object
1001 Relationships
1002 Description
1003 Department/Staff
1008 Account assignment features
1011 Work schedule
1015 Cost planning
1016 Standard profiles
1017 PD profiles
1027 Site-dependent information
1028 Address
1032 Mail address
1037 Billing/allocation information

1039 Shift group
1208 SAP organisational object

Commonly used Time Management infotypes

2001 Absences
2002 Attendances
2003 Substitutions
2004 Availability
2005 Overtime
2006 Absence Quotas
2007 Attendance Quotas
2010 EE Remuneration Info
2011 Time Events
2012 Time Transfer Specifications
2013 Quota Corrections
2050 Annual Calendar
2051 Monthly Calendar
2052 Weekly Calendar

Commonly used Recruitment infotypes

4000 Applicant Actions
4001 Applications
4002 Vacancy Assignment
4003 Applicant Activities
4004 Status of Applicant Activity
4005 Applicant's Pers.No.

Enterprise Structure - "Client"

In SAP, the client is often referred to in the enterprise structure as the top level in the
hierarchy. Actually, the client is not much to do with the enterprise structure.

The client is used to separate data within a SAP system; clients are always numbers.
Usually the only time you will refer to a client is when you first log into SAP. Here we
see the login screen which asks for the client number:

Configuration and data belong to the client. So if you log into client 200, you may see
different employees and customizing settings to those in say, client 300. Some projects
will use a different SAP system altogether for different data.

The client numbers will be decided on your project. For example, client 200 may be a
play client, 300 for configuration and testing and 400 for training.

Technically, you are actually logging into the same database. Behind the scenes SAP
will fetch the correct data and display it for you. The client is usually the primary key of
database tables in SAP.

Company Code

The Company code is an independent company with its own accounting unit, that is, a
company that draws up its own balance sheet.

A personnel are is a specific entity for Personnel Administration. It represents a
subdivision of the company code.

Personnel Subarea

Personnel subareas are subdivisions of personnel areas.
The organization of the most important subareas in Personnel Administration, namely
the pay scale and wage type structures and work schedule planning, are controlled at

this level. Four-character alphanumeric codes uniquely identify the personnel subarea.
The control features of personnel subareas are country-specific.

Employee Group

The employee is used to classify employees in general terms. It defines the position of a
person within the company's workforce.

Employee Subgroup

Employee groups are divided into employee subgroups. Employees in the active workforce are
distinguished according to their status - trainee, hourly-paid employee, salaried employee, etc.

Country codes in HR - MOLGAS

Here is the full list of country codes (MOLGAS) used in HR.

01 Germany
02 Switzerland
03 Austria
04 Spain
05 Netherlands
06 France
07 Canada
08 Great Britain
09 Denmark
10 USA
24 Saudi Arabia
25 Singapore
40 India

The Personnel Structure:

The Personnel Structure is split by Company Code, Personnel Area and Personnel
Subareas. There are other structures including employee groups/subgroups and the
pay scale structure, but in this section it’s Pers Areas and subareas which are the topic
to be covered.

An implementation with one company, in one country, with various factories/sites may
look like this:

This is a typical example. The company code is easily defined, as it represents a legal
entity so you have to set them up exactly as they are. This is a function of the Finance
configuration and is not covered here.

The Personnel Area

A Personnel Area is attached to a company code, so you will always have at least one
area per company code. Generally, it represents a high level of the business. Quite
often it represents a country – as shown in the example above.

Some points to consider for Personnel Areas

· Can be used to generate defaults e.g. work schedules, pay scale
· Selection criteria for reporting
· Multiple Areas can be connected to one Company Code
· Can be referred to in Authorization checks
· Connected to one company code
· Must contain at least one Personnel subarea

The Personnel Subarea/s

Often a Personnel Subarea is used to show a geographic split of the Personnel Area.
For example, if a UK company had 3 manufacturing plants, it would probably have 3
personnel subareas representing them.

If you have just one site, the personnel subarea may be used to represent different splits
of employee, maybe factory vs staff; but generally it represents a physical location.

The public holiday calendar is attached to the personnel subarea, so if you have plants
with different holiday calendars, you must have different subareas for each.

Some points to consider for Personnel Subareas:

· A sub-division of Personnel Area
· May be geographic or functional areas of the business
· Provides groupings for wage types, absences, payroll, work schedules, etc
· Can (indirectly) be used in authorization checks
· Selection criteria for reporting

Here we working on Config document,

STEP1: SPRO>Enterprise Strucuture>Definition>Financial Accountin>Edit, Copy,
Delete, Check Company Code

Select the Second Option in Dialog box as shown in screen shot.

Make sure your company code (4 Digits) doesn‟t exist in the table already and click on
New Entries shown below.

Enter the company code details as shown in above, and also enter all the address details
of company code as shown below.

STEP2: SPRO>Enterprise Structure>Definition>Financial Accounting>Edit, Copy,
Delete, Check Company Code > Copy, Delete, Check Company Code

When we go to this screen we will get a blank screen, Click on the copy option “ ” as
shown below.

Here we are coping our company code from SAP standard company code for US the
standard company code is 3000

When we click above Ok, we will get the below information message click on Yes here
as highlighted.

If we say Yes for below message we will get standard G/L accounts copied to our new
company code from standard 3000

Once we say Yes for Second Information Message system prompts one more
confirmation, do u want to allocate different currency for a target company code, as we
are coping from standard company code i.e., 3000 which already contained USD as
currency we can say “No” here, which make ABCL company code to there USD.

Please click on the “ ” to move further.

Click again on the button to move further and keep on the clicking until you reach the
below message

Below are the Couple of FI/CO setting, these settings are not mandatory up to ECC 5.0
and these steps become mandatory in ECC 6.0, if we wont perform the FI/CO setting
implication are as below

If it is 4.7 – No Error message on hiring an employee in Infotype 0001

If it is 5.0 –Error message on hiring an employee in Infotype 0001, but by pressing Enter
you can move further.

If it is 6.0 –Error message on hiring an employee in Infotype 0001, You can‟t move
further until you complete the below configuration.

STEP3: SPRO> Financial Accounting> Financial Accounting Global Settings>
Company Code> Enter Global Parameters.

Enter the highlighted values, you can use the same values for your company code also,
Here we are using Chart of Accounts as “CAUS” and Fisal Year Variant as “K4”.

Chart of Account = Set of General Ledgers are nothing but chart of Accounts.
Fiscal Year Variant K4 represents four quarter for the financial year.

STEP4: In the step4 we have to perform 3 activities, Please go through the steps
carefully.

Step 4.1: (Creating Controlling Area)
SPRO> Controlling> General Controlling> Organization> Maintain Controlling Area>
Maintain Controlling Area

In the Basic Data Navigation area we have to define Controlling area, In a realtime
project these will be created by FI/CO Consultants.

Once you enter in to the table click on New entries button as shown below, when you
click on new entries the following screen will appear.

Click on Save button we will get the following information message, Please click on Yes
button.

By doing the above activity we created a Controlling area for our company code.

Step 4.2: (Assignment of Company Code{S})
Maintain Controlling Area> Assignment of Company Code(s)> New Entries > Enter your
company code and Click on Save as shown below.

Then Click on new entries and your company code there as shown below.

Step 4.3: (Activate components/Control Indicators)
Maintain Controlling Area> Activate components/Control Indicators > New Entries >

Enter the details and Click on Save as shown below.

With this we are done with the mandatory FI/CO Configuration for ECC 6.0 Version.

Step 5: DEFINE PERSONNEL AREA

SPRO> SAP Reference IMG (F5)> Enterprise Structure> Definition > Human Resource
Management> Personnel Areas > Personnel Areas > New Entries

Enter the Unique 4 digits Alpha Numeric Key and Click on Icon to save the
Personnel Area as shown below

Click on Create Request option and create your own transport, We just need to enter the
description the transport like what we are trying to perform, System will automatically
generate the Transport number.

Repeat the same activity for all your personnel areas.

Step 6: DEFINE PERSONNEL SUB-AREAS

Management> Personnel Sub areas > Create Personnel Subareas > New Entries

Click on New entries and Make enter 4 digits (maximum) Alphanumeric key for
Personnel Subareas as below

Step 7: DEFINE EMPLOYEE GROUPS

Management> Employee Groups > New Entries

Create Your Employee Group as mentioned above.

Step 8: PATH TO DEFINE EMPLOYEE SUBGROUPS

Management> Employee Subgroups > Define Employee Subgroups> New Entries

Make the New entries as below

By doing the above activities we are done with creation of Enterprise and Personnel
Structure, now we need to perform the assignment activity.

Step 9: Assigning Personnel Area to Company Code

SPRO> SAP Reference IMG (F5)> Enterprise Structure> Assignment > Human
Resource Management> Assign Personnel Area to Company Code

Select your Personnel Area, Assign your company code and Country Code for personnel
Area, This Country grouping Controls the Master data maintenance and Wagetypes,
Please refer the below screenshot for the same.

Step 10: Assigning Employee Subgroup to Employee Group

SPRO> SAP Reference IMG (F5)> Enterprise Structure> Assignment > Human
Resource Management> Assignment of Employee Subgroup to Employee Group

Once you execute this table, Click on New entries Option Select your employee Group
and Select your employee Subgroup and Assign relevant Country Grouping (MOLGA)
for the same, Please refer the below screenshot for the same.

Note: It is possible to assign more than one MOLGA for same Employee Group and
Employee Subgroup.

Step 11: Path to set User Parameters

SPRO> SAP Reference IMG (F5)> Personnel Management> Personnel Administration>
Basic Setting> Maintain user Parameters (T-Code: SU3)

Select the relevant Country Code as shown below

Click on , You will get message box as Parameters Created for USA. Click on
and Make Sure Parameters Created as below highlighted.

Step 12: Path to Setup Employee Number Ranges

Basic Settings> Maintain number range intervals for Personnel Numbers (T-Code:PA04)

Check this Box if you
want to have External
number range, Else
Leave it as blank

Click on icon, Create number range intervals by clicking on

, Enter your number as below. From Number is going to be First employee
number,

Finally Click on , Click on This number is going to
be the return value of
the Feature NUMKR

Step 13: Path to Access NUMKR

Basic Settings> Determine defaults for number ranges (T-Code:PE03 and Enter
NUMKR)

You can configure the feature by using Create button and you can call the decision
operation based on the requirement, Finally you have to Assign a return value for the
decision operation (Ex: 06 in the Previous Screen) and Click on Activate Icon , All
the features need to be activate, Features doesn‟t give any affect until activate them.

Step 14: Path to Maintain Employee Attributes

Organisation Data> Organisation Assignment > Define Employee Attributes (Table:
V_503_C)

In this table we have to maintain Activity Status, Employment Status and Training Status
for all our EEs and ESGs, In the above 3 status Activity Status is mandatory

Select the MOLGA and Click on enter

Enter the entries as below

Possible Entries under Activity Status

Possible entries under Employment Status

Possible entries under Training Status

The above mentioned Configuration is mandatory to hire an employee for Our own
Company Code.

With the above configuration you can hire an employee and Test whether every
thing is working fine or not for given company code.

Step 14: Navigation Path to configure the Infotype Menus

Customizing Procedures> Infotype Menus > Infotype Menu

Select the User group dependency on menus and Infogroups option as shown below

Step 2:

Now go back (F3) and Select the Infotype Menu option and Enter the Infotype Menu
which was create in the above step i.e., A1, A2 and A3, Select the Infotype A1 and enter
the Infotypes under that menu, repeat the same activity for all other Infotype menus.

Enter the required IT under the A1 menu. In the User Group column enter the user group
number as Reference user group, the both should be one and same. In the No Column
Enter the Serial no of Infotypes. If we leave as blank in the Screen Column system will
pick the Standard Screen. If there any custom screen number enter that number in the
column.

Step 3:

SPRO> Personnel Management > Personnel Administration > Customizing
Procedures> Infotype Menus> Determine choice of Infotype menus> User group
dependency on menus and Info groups > (F2)

In this table we shouldn‟t create any new entries, In Simple we have to change the
reference user group to our own user which was assigned in our user parameters for „01‟
HR Master Data Menu.

In the given example we are following „78‟ as reference user group, with this we changed
the reference group as „78‟ for „01‟ Menu as shown below.

Step 4:

In this Step we need to our Infotype Menus (A1, A2, A3) to „01‟ HR Master Data
Catalog.

Procedures> Infotype Menus> Determine choice of Infotype menus> Infotype
Menus> (F2)

Click on “New Entries” (F5), Enter the Inputs as below.

Note: Before making entries please make sure about the S.No. Just Check how many
S.No are used under the reference user group, If there are preexisting entries under that
User group, we have continue with a different S.No, else we will get a error message as
“An entry already existed with same Key”

Step 5:

Goto User Profile (SU3 is T-code) and change the UGR as „78‟ instead of „10‟ and
save, as shown below and click on

Expected Out Put:

Goto PA30 and check the customer specific infotype menus got created or not.

Navigation Path to configure the Personnel Actions

In Order to Define the Personnel Actions, First we have to identify what all the action
type the customer is performing on their employees. Once We Identify the action we
have to determine are there any action which falls under same Infogroup. By doing the
above exercise we can come out with a list of Infogroups required for the client.

Here we will configure Hiring action and configuration is steps are same for all the other
action types.

Step1: Define the Infogroups for action

Procedures> Actions> Define Infogroups> User group dependency on menus and
Info groups > (F2)> Click on “NEW ENTRY”

In the above mentioned table we have to create the relevant Infogroups for actions, we
may have 1:1 or 1:many combination for Infogroups vs Action. In the above example I
created different Infogroups for each action

Step2: Add the Infotypes to Infogroup with relevant operation

Procedures> Actions> Define Infogroups> Info group > (F2)> Give
your Infogroup which was defined in the previous table as shown below

Click on “New Entry” and enter the Infotype as below

USER GROUP = REFERENCE USER GROUP
No = Serial No
Operation = Standard SAP delivered certain operation to control the behaviour of
infotypes, Operation as below

As we are creating Hiring action, Meaning we don‟t have any data relevant to that
employee in our system. So we have to create all the data for the PERNR. That is the
reason we have to “INS” operation for Hiring.

In the same way we have to create the Infogroups for Change of Position or Separation.

For Change of Position we can call relevant Infotypes we can user Operation as “COP”
or “MOD”

For Separation action we can use LIS9 or DIS operations.

Step3: Create the Personnel Actions
Table: T529A

Procedures> Actions> Setup Personnel Actions> Personnel Action types >
(F2)>

In the T529A, SAP delivered some standard personnel action, We can select those
actions which are relevant for us as shown below.

Click on Copy Icon ( ) and Change Action Code and Description along with our own
Infogroups, as shown below and click on Icon

Configuration Work Area for Personnel Administration

Infotype 0001:

Below configuration is important for Infotype 0001, If we need any changes to the above
highlighted fields input in IT -0001 screen, the below is the work area in SPRO. The
highlighted box is important in all nodes.

Work area in SPRO: Personnel Management > Personnel Administration >
Organizational Data > Organizational Assignment.

Infotype 0002: (Personal Data)


Personal Data > Personal Data.

Infotype 0003: (Payroll Status)

This infotype will be created internally by SAP, we don‟t require any configuration for
this infotype,

Infotype 0006: (Address)

Personal Data > Addresses.

Infotype 0009: (Bank Details)

Personal Data > Bank Details

Infotype 0021: (Family Details)

Personal Data > Family

Infotype 0185: (Personnel IDs)

Personal Data > Identification > Maintain types of Identification

Infotype 0016: (Contract Elements)

Contractual and Corporate Agreements > Contract Elements

Infotype 0040: (Objects on Loan)

Contractual and Corporate Agreements > Objects on Loan

Infotype 0019: (Monitoring of Tasks)

Evaluation Basis > Monitoring of Tasks

Infotype 0041: (Date Specifications)


Note: This Important is very important; This Infotype can be used for calculation in the
Benefits, Compensation, ECM and Payroll Calculation also. In the below node we can
create new Date Types and we can modify DATAR feature.

Evaluation Basis > Date Specifications

Infotype 0022: (Education and Training)


Employee Qualifications > Education and Training

Infotype 0023: (Other/Previous Employers)


Employee Qualifications > Other/Previous Employers

Infotype 0105: (Communication)

highlighted fields input in IT-0105 screen, the below is the work area in SPRO. The

Communication > Create Communication types

Note: Though IT 0007, IT 0008, IT 0014, IT 0015 required configuration under PA,
we are going to talk about them under respective modules.

A position can be held by more than one person or user and a person can hold more than
one position. However, a one-to-one ratio is the ideal.

Sap hr material_for_use_in_initial_stages_of_training

Sap hr material_for_use_in_initial_stages_of_training

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