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R/3 System

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Release 4.6C

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November 2000

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Material number 5004 0909

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Some software products marketed by SAP AG and its distributors contain proprietary software components of other software vendors.

n

Microsoft®, WINDOWS®, NT®, EXCEL®, Word®, PowerPoint® and SQL Server® are registered trademarks of Microsoft Corporation.

n

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.

n

ORACLE® is a registered trademark of ORACLE Corporation.

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INFORMIX®-OnLine for SAP and INFORMIX® Dynamic ServerTM are registered trademarks of Informix Software Incorporated.

n

UNIX®, X/Open®, OSF/1®, and Motif® are registered trademarks of the Open Group.

n

HTML, DHTML, XML, XHTML are trademarks or registered trademarks of W3C®, World Wide Web Consortium, Massachusetts Institute of Technology.

n

JAVA® is a registered trademark of Sun Microsystems, Inc.

n

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

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SAP, SAP Logo, R/2, RIVA, R/3, ABAP, SAP ArchiveLink, SAP Business Workflow, WebFlow, SAP EarlyWatch, BAPI, SAPPHIRE, Management Cockpit, mySAP.com Logo and mySAP.com 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.

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1 day

Human Resources Essentials I

2 days

Human Resources Essentials II

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see HR2

4 days Configuration of Time Recording

3 days

Human Resources Essentials III

3 days Benefits Administration

3 days

Compensation Management

5 days

Time Evaluation

2 days

Employee Self-Service

2 days

2 days Shift and Workforce Planning

3 days Reporting in Human Resources

2 days

Configuration of HR System Controls

5 days

Programming in HR

3 days Technical topics in Human Resources

3 days Personnel Development 3 days Training and Event Management  SAP AG 2001

Advanced Organizational Management

Organizational Management

2 days

2 days CATS The Cross Application Time Sheet

3 days

Configuration of Master Data

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1 day

Human Resources Essentials I

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Configuration of Master Data

3 days

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2 days

Introduction to Payroll

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5 days

Payroll Configuration

2 days

$%

Human Resources Essentials II

4 days

Incentive wages

2 days

Human Resources Essentials III

!#" Please note our country specific curriculum and our curriculum for release 4.6B.

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n Employee data must be kept current. After an employee is hired, circumstances can always arise which make it necessary to enter new data or correct current data. n Some examples of this include: •

An employee moves, and his or her new address must be stored in the system. This may be done within Personnel Administration infotypes or through Employee Self Service.

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An employee gets a pay raise at the start of the year. The new salary must be stored for the relevant date.

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An employee changes job within the organization. His or her organizational assignment, working time, and salary also change.

n Data can be stored for the present, future, or past. n 1RWH Entering payroll-relevant data in the past triggers retroactive accounting.

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n You enter individual employee data in entry screens. Entry screens are grouped as follows: n Individual information, such as last name, first name and date of birth, is defined in data fields. n Data fields are grouped into data groups or information units according to their content. In Personnel Management these information units are called information types or infotypes for short. n The infotype is displayed to the end user in the form of a data entry screen that has data entry logic error checking. n Personal data is stored in logical groups. For example, place of residence, street and house number make up the employee’s address and are stored (together with additional data) in the Address infotype. n Infotypes have names and 4-digit keys. For example, the $GGUHVVHV infotype has the key 0006.

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n To maintain employee data for individual employees, the personnel number must be entered. If you do not know this number, you can use the search help to find it. n The Search Help function within the work area allows you to select personnel numbers according to certain criteria e.g. last names and first names, birth dates, organizational assignment, etc. To search for a personnel number using the search help: 1. Choose one of the search possibilites from the Search Area. 2. You may now further define the type of search you would like to use. 3. On the next screen, you can restrict the value search range. 4. The system displays a hit list of all the personnel numbers that correspond to the selection criteria you entered in the Selection Area Select the desired data record from the hit list.

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n To maintain employee data for individual employees, the personnel number must be entered. If you do not know this number, you can use the search help to find it. n The Search Help function within the work area allows you to select personnel numbers according to certain criteria e.g. last names and first names, birth dates, organizational assignment, etc. To search for a personnel number using the search help: 1. Position the cursor on the Personnel number entry field and choose the Entry possibilities either by double-clicking on the arrow or using the F4 key. 2. You may now select the type of search you want to use. You can switch to another type of search help at any point. 3. On the next screen, you can restrict the value search range. 4. The system displays a list of all the personnel numbers that correspond to the selection criteria you entered. Select the desired data record from the hit list.

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n In the HR System, infotypes that are most frequently used are grouped together by subject matter and assigned to static menus. One infotype can be included in more than one menu. Infotypes that are rarely used, on the other hand, might not be included in any menus at all. n To access a particular menu, click on the tab page. n The green ticks next to the menu list of infotypes indicate that these records already exist for the selected personnel number.

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n If you want to access infotypes for a particular key word, you can get the system to create the menu that you require. n In the infotype field, enter a word or text string. Choose Enter. The system displays a menu with all of the infotypes whose title includes the word or text string you specified. You can then choose the infotype that you require from this menu. n If the system only includes one infotype for the search string you specified, it is displayed in the Infotype field. The initial menu does not change.

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n Each Infotype has a numerical key in addition to a name key. n If you want to access infotypes by the numerical key, enter the number for the infotype in the Infotype field. Choose Enter. The system displays the name of the infotype you selected in the Infotype field.

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Styp 1 2 10 11 12

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n Subtypes are used to subdivide infotype data records. You may want to subdivide such information to make it easier to manage or because you want to assign different control features - such as time constraints - to the various subtypes of the same infotype. You can also create separate histories for each subtype. n ([DPSOHV

n In the Family member subtype in the Family/Related Person (0021) infotype, you can store different family members: •

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(subtype 1)

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n The entry screens for the various subtypes may be different. n You can assign access authorizations for each subtype.

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n Employee data must be kept current. Data can be displayed, corrected, and supplemented. n The Human Resources System stores all data in infotype records. Each infotype record has a validity period. This is generally a validity interval or a key date. n There are three different ways of processing infotype records: single screen maintenance, personnel actions, or fast entry. n Single screen maintenance You can call up individual infotypes in order to maintain data for a particular subject or situation. n Personnel actions If the subject or situation is more complex and you need to maintain more than one infotype, you can use personnel actions. When you perform a personnel action, the system displays all of the relevant infotypes for you to maintain, one after the other. n Fast entry Fast entry enables you to maintain an infotype for more than one personnel number simultaneously.

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n When an infotype is updated, the old data is not lost. Instead, it remains in the system so that you can perform historical evaluations. Each infotype record is stored with a specific validity period. This means that the system can contain more than one record of the same infotype at the same time, even if their validity periods coincide. n If new information is entered and saved in an infotype, the system checks whether a record already exists for this infotype. If this is the case, the system reacts based on rules, or time constraints set up for that particular infotype or subtype.

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n Infotype maintenance means processing data already in the system, and entering and saving new data. In other words, you can change existing records and enter new records for an employee. n Change The Change function enables you to correct an existing record without creating a new one. It is used to overwrite existing infotype records, but not to create new infotype records. Changes to infotype records are not included in the history. n Create The Create function enables you to enter new data. You create a new record while the old record, which may be delimited if necessary, remains in the system. The infotype history is created using the appropriate validity periods. n Copy The Copy function also enables you to create new infotype records, and it also updates the infotype history. Unlike the Create function, however, you do not enter your data on a blank entry screen. Instead, you use a screen containing the data that is currently valid. You can then overwrite these values. n If data is changed for personnel numbers already in the system, new records are created for the infotypes in question so that the history remains up-to-date.

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n If you create a new record when a previous record already exists, the system reacts in one of the following ways: it delimits the record, extends it, divides it, or deletes it. The system‘s reaction depends upon the time constraint. The time constraint is a characteristic of infotypes and subtypes. In Master Data, we differentiate between three different time constraints (1, 2, and 3). n Infotypes or subtypes with time constraint 1 must be unique i.e. only one valid record can exist for any given time period. There can be no gaps between records. n When you add a new record to an infotype with time constraint 1, the system delimits the overlapping infotype record on the key date and adds the new record. This happens with infotype Basic Pay (0008), for example. If you delete a record that must exist at all times, the previous record is automatically extended. There can be no gaps between records here. n Infotypes or subtypes with time constraint 2 can only have at most one record for a given time period. There can be gaps between records. If records overlap, the system adapts the previous record accordingly by deleting, dividing, or delimiting it. An example of an infotype with time constraint 2 is the subtype Spouse (1) in infotype Family/Related Person. n Infotypes or subtypes with time constraint 3 can have gaps between records or overlapping records. If records overlap here, the system does not react at all. Examples of infotypes with this time constraint are Monitoring of Dates (0019) and Objects on Loan (0040).

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n Save Every changed or newly created infotype record must be saved. n Delete mode Infotype records that have been created by mistake can be deleted. n Previous record/Next record Within an infotype, you can scroll back and forth between records. n Overview/ List You can display a list of all of an infotype’s records. You can maintain the infotype from this list. n Lock/Unlock Infotype records can be locked for payroll i.e. they are ignored for the payroll run and only interpreted when they are unlocked (double-verification principle). n Delimit This function allows you to delete (either partially or fully) an infotype record from the delimitation date. n Maintain text Text can be saved for every infotype record, for information purposes. (You will find this function in the Edit menu).

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n The personnel actions function groups all of the infotypes together that must be maintained when a particular human resource process is performed, such as when an employee is hired, or when an organizational reassignment occurs. Each personnel action contains the infotypes for which data must be entered for the human resource process in question, and displays them one after the other for you to maintain. This ensures that all of the information relevant to the process is entered in the system. This function also makes it easier for you to enter data, because it prevents you from having to access each individual infotype. n After you have saved a record, the system displays a new infotype for you to process. When you perform an action, you may want to skip a particular infotype without entering any data, or even cancel the action. At the end of the sequence, the system returns to the initial screen after saving n Personnel actions allow you to store an Actions (0000) infotype for the activity to be performed to log the current personnel action.

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n If you need to run more than one personnel action on the same day, you can use infotype 0302 Additional Actions. It enables you to log all of the personnel actions that you perform for one employee on the same day. The log includes all of the action types and their action reasons that you performed for an employee on specific dates. This means that you can save more than one data record per day for this infotype. n Personnel actions that are only used to process more than one infotype in a single info group should not be stored in infotype 0000 Actions. SAP recommends that you use the Additional Actions infotype to log such personnel actions. An example of this type of personnel action is Change in Pay. All of the programs that interpret an employee’s status continue to evaluate infotype 0000 Actions only. It has time constraint 1, which means that a single infotype record must exist for the entire time that the employee works at your company.

© SAP AG

HR052

2-20

'LVSOD\LQJDQ$GGLWLRQDO$FWLRQLQ,7 $FWLRQV,QIRW\SH $FWLRQV,QIRW\SH 3HUVRQQHODFWLRQ Action type …..

02 …..

6WDWXV ….. Employment

3

Org.reassignment

active

2UJDQL]DWLRQDODVVLJQPHQW Position …..

…..

$GGLWLRQDODFWLRQV Start date

Action

10.01.98

02

Org.reassignment

10.01.98

16

Change in pay

Action type

ActR.

Reason f. action

 SAP AG 1999

n Note that you can only save one personnel action per day in infotype 0000 Actions. The Customizing settings enable you to determine the action type that is saved for an employee if you perform another personnel action for the employee on the same day. As a rule, you should choose personnel actions that change statuses, for example, the Leaving action which changes an employee’s status from active to left. n Infotype 0302 Additional Actions is only used to save action types and reasons. It does not create a log of data records created when a personnel action is performed. n You cannot perform two different personnel actions that change an employee’s status, such as Leaving and Early Retirement/Retirement, for one employee on the same day. If you try to do so, the existing personnel action is overwritten.

© SAP AG

HR052

2-21

'\QDPLF$FWLRQV ,I\RXPDNHDQHQWU\LQWKH 1RRIFKLOGUHQILHOGDQG\RX VDYHWKLVHQWU\WKHV\VWHP DXWRPDWLFDOO\GLVSOD\VWKH )DPLO\5HODWHG3HUVRQ LQIRW\SHIRU\RXWRPDLQWDLQ

w8~|Gy:|

y)i& ¤¥_|o&y.|9`|o~3
Personnel No. From

77

01. 01. 1999

to

31.12. 9999

Family / related person Family member

w8~|oy.|v|o~.z3y99#y.y

Comm. Language

English

Mar. status

Marr.

Child

Since No. child.

1

 SAP AG 1999

n Dynamic actions are performed automatically by the system, depending on certain conditions. If maintaining one infotype has an effect on another infotype, the system automatically displays the second infotype for processing. n Dynamic actions can run in the background i.e. the user does not see the run on the screen. n ([DPSOHV •

The Personal Data infotype is newly created, and the Number of children field is filled. Once the record is saved, the system automatically displays the Family/Related Person (0021) infotype and the Child subtype (2) for processing.

•

An employee is hired, and the probationary period is entered in infotype Contract Elements. Once this information is savcd, the system automatically displays a record from the Monitoring of Dates (0019) infotype and the subtype Expiry of probation (1) for processing.

© SAP AG

HR052

2-22

&RUUHFWLQJ$FWLRQV([ DPSOH(QWU\ ¦

&KDQJH$FWLRQV )URP

BBBBBBBB

2UJDQL]DWLRQDO$VVLJQPHQW

3RVLWLRQ

3HUVRQQHODUHD

(PSOR\HHJURXS

(PSOR\HHVXEJURXS &KDQJHLQVWDUW GDWH

6DYH

&KDQJHLQRUJ DVVLJQPHQW

6WDUWGDWHRI ¨ H[ LVWLQJUHFRUGV LVSRVWSRQHG

([ HFXWHLQIRJURXS §

$FFHVVWKHKLULQJ DFWLRQ

 SAP AG 1999

n An additional function in HR master data maintenance enables you to change an employee’s entry data (date of hiring or organizational assignment) after the employee has actually been hired. n The payroll must not have run already for the personnel number you want to change. n When you change an entry date retroactively, you save the new entry date in infotype 0000 Actions. The start date of every infotype record belonging to the action is changed automatically, which means you do not have to perform the action again. n If you want to change an organizational assignment retroactively, you must use the choose execute info group function to perform the action again.

© SAP AG

HR052

2-23

)DVW(QWU\ 3UHVHOHFWXVLQJ 3UHVHOHFWXVLQJ UHSRUW/LVW UHSRUW/LVW

yo<bzf~ with proposal

yo<bz>~

&UHDWHZLWK &UHDWHZLWK GHIDXOW GHIDXOW

Personnel no. selection with proposal

Personnel number 45001 03:
Personnel no. selection Recur. Payments/Ded Additional Payments Fiscal Data D Child Allowance D

Date of origin

23.07.1999

Derived from Payroll area Accounting per

'LUHFW PDVWHUGDWD FKDQJH

Country grouping

99

Wage type model

99

Wag…

¨

w8~|+y.|_v3< Wage type text

CM03

6DYH

%DWFK LQSXW

Other pers. pos

¨ 1H[ 1H[ WW VFUHHQ VFUHHQ

300.00

Personnel number

W…

Amount

00045001 Lutzel Josef

CM03

300.00

00045499 Santos Miguela

CM03

300.00

04599280 Sorokin Vera

CM03

300.00

 SAP AG 1999

n Fast entry enables you to maintain an infotype for more than one personnel number on a single screen. This makes data processing faster and more efficient. n Lists of personnel numbers are created manually or by using a report in accordance with set selection criteria. n The time needed to enter data is considerably reduced by entering default values. You can overwrite the default values on the list screen for any personnel number. n The data entered in this way is either processed immediately online, or at a later date as a batch input session.

© SAP AG

HR052

2-24

3HUVRQQHO)LOH 'LVSOD\DOO LQIRW\SHVIRUD SHUVRQQHOQXPEHU

$GGLWLRQDOLQIRW\SHV $GGLWLRQDOLQIRW\SHV 2UJ$VVLJQPHQW $FWLRQV

3HUVRQQHO)LOH Personnel number 4711

 SAP AG 1999

n The personnel file lists all of the infotypes for which records have been created for a personnel number. The infotypes are displayed in ascending numerical order. n If more than one record exists for an infotype, they are displayed one after the other. The system then goes to the next infotype, after which it returns to the initial screen. n You can scroll forwards and backwards within the personnel file.

© SAP AG

HR052

2-25

+LULQJDQ(PSOR\HH2EMHFWLYHV

$WWKHFRQFOXVLRQRIWKLVWRSLF\RXZLOOEHDEOHWR l +LUHDQHZHPSOR\HH

 SAP AG 1999

© SAP AG

HR052

2-26

+LULQJDQ(PSOR\HH

2UJ$VVLJQPHQW

6DODU\'DWD

+LULQJ

© ª« ¬ ®¯ « ¬ ª ° ª ® ± ¬ ¯

3HUVRQDO'DWD $GGUHVVHV

²³´ µ ¶ ·W¸´ ¹I³µ º³» ¼

6KLIW6FKHGXOH

HWF

6KLIW'DWD

 SAP AG 1999

n The most important objective of master data administration in Human Resources is to enter employee-related data for administrative, time-recording, and payroll purposes. n A new employee can also be hired with or without using Recruitment. If you do not use Recruitment, you hire someone by running a personnel action in Personnel Administration, thereby creating the necessary data for the employee to be hired.

© SAP AG

HR052

2-27

+LULQJ$FWLRQ 6HOHFWSHUVRQQHODFWLRQ (QWHUGDWDDQGVDYH LQIRW\SH

2UJ$VVLJQPHQW 3HUVRQDO'DWD $FWLRQV

3HUVRQQHO$FWLRQV Personnel number 12345678 Hiring

Org. reassign.

 SAP AG 1999

n A range of employee data must be entered into the system when an employee is being hired. You do this by running the personnel action Hiring and enter all the necessary data in the relevant infotype. n Once you have entered all the necessary data in an entry screen, you must save your entries. The system displays a new entry screen for processing. If you do not want to record any data here, skip the screen. n 1RWH You can customize personnel actions to suit your requirements in the Implementation Guide (IMG).

© SAP AG

HR052

2-28

(QWU\6FUHHQVIRU+LULQJ

:KHQ\RXKLUHDQHPSOR\HH\RXPXVWHQWHUGDWDLQWKH IROORZLQJLQIRW\SHV l $FWLRQV

l 2UJDQL]DWLRQDO$VVLJQPHQW l 3HUVRQDO'DWD l $GGUHVVHV

l 3ODQQHG:RUNLQJ7LPH l %DVLF3D\

l %DQN'HWDLOV

Î.À)¿ÅÏ ÃfËÂo¿È ÌOÆ

½<¾+¿À<ÁZÂ ÃÄoÈ Æ ÉNÆ ÅÈ Ê ÃbË#Âo¿È Ì Æ

l $EVHQFH4XRWDV

Ã%Í¿È ÌOÆ

l &RXQWU\6SHFLILF,QIRW\SHV

Ã8¾ZÄ Å¿ÆoÇ È Æ

 SAP AG 1999

n In general, during the hiring procedure, data is recorded for the above-mentioned infotypes. These infotypes, as well as the order in which they appear, can be customized to suit your organization‘s requirements.

© SAP AG

HR052

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+LULQJ,QLWLDO6FUHHQ $FFHVVYLD3HUVRQQHO$FWLRQV 3HUVRQQHO$FWLRQV

,QWHUQDOQXPEHUDVVLJQPHQW Personnel No.

77

([ WHUQDOQXPEHUDVVLJQPHQW Ð

From

Action type

Person

EE group

EE Sub...

Hiring Organizational reassignment Transfer (EDP) - active Transfer (EDP) - active Transfer (EDP) - active Change in pay Early retirement Leaving Time recording (mini master)

 SAP AG 1999

n To hire an employee, access the initial Personnel Actions screen. Enter the employee’s hiring date. With internal number assignment, the system displays the next free number. With external number assignment, enter a personnel number that has not yet been used. On this screen, you can record the personnel area, personnel subarea, and employee subgroup. You also have the possibility of maintaining these fields in the next screen, Actions (0000) infotype.

© SAP AG

HR052

2-30

$FWLRQV &UHDWH$FWLRQV Change info group Personnel No.

78

From

23.07.1999

To

31.12. 9999

Personnel action Action type

Hiring

Reason for action Reference pers. no.

Status Customer-defined Employment

Active

Special payment

Standard wage type

Organizational assignment Position Personnel area

CABB

Employee group

1

Employee subgroup

X1

 SAP AG 1999

n The Actions infotype is the first of the Personnel Action infotypes. This infotype logs the personnel actions run for the applicant. You can also specify a reason for the action in this infotype. In addition, you can assign a reference personnel number, if the person to be hired has more than one type of employment relationship in the company (several personnel numbers). The status indicator is assigned by the system and cannot be maintained by you. You can assign the person to be hired to a position in this infotype. If there is integration with Personnel Planning and Development and if you have stored information on the position or organizational unit, then the system suggests default values for the Personnel area (from the organizational unit or position), Employee group, and Employee subgroup (from the position) fields. Otherwise, you must enter the values manually. n 1RWH The Actions infotype is a prerequisite to the Organizational Assignment (0001) infotype. You must save the Actions infotype. The values stored in this infotype are copied to the Organizational Assignment infotype and cannot be maintained there (except the Position field).

© SAP AG

HR052

2-31

3HUVRQDO'DWD á ÊZÍÀGÅâoÁNÂ

½ ã<È Å

äbÀNÅÀ

½GåNÅ¿Æ Ä

æ+â ÄZÅÂIË

ç ÂIÇ Á

3HUVRQDO'DWD

Ñ3Ò9ÓeÔÕ Ö × Ø#ÙGÕÒ:ÚÙ9Û\ÜÙGÝÞ3ß:à

Spouse or Child /DVWQDPH )LUVWQDPH 'DWHRIELUWK 1DWLRQDOLW\

0DULWDOVWDWXV 1RRIFKLOGUHQ

PDUULHG FKLOG

HWF  SAP AG 1999

n The Personal Data (0002) infotype stores an employee‘s personal details. That includes, for example, the employee‘s name, nationality, birth date, and marital status. Depending on the country in which the employee is employed, the infotype uses different screens, which are in part countryspecific. n If the employee‘s status is given as married in this infotype, then the system automatically displays a further infotype, namely Family/Related Persons infotype (0021), in which you can enter details on the employee‘s spouse. n If you enter in the Personal Data infotype that the employee has children, the system automatically displays a further infotype Family/Related Persons infotype (0021) in which you can enter details on the employee‘s child.

© SAP AG

HR052

2-32

2UJDQL]DWLRQDO$VVLJQPHQW &UHDWH2UJDQL]DWLRQDO$VVLJQPHQW Org.Structure Personnel No.

78

From

23.07.1999

To

31.12.9999

Enterprise structure CoCode

CABB Calicer ‘A’

Pers Area

CABB Calicer ‘A’

Cost ctr

Subarea

0001

Bus.area

9900

X0

Personnel structure EE Group

1

Payroll area

EE Subgroup

X1

EE Subgroup

HR-X: Monthly

Administration

Organization plan Assignment

Group

Percentage

100.00

Position

50000029

Personnel

Job key

0

Time

Org. unit

0

Payroll

Org. key

CABB

Supervisor

 SAP AG 1999

n Once you saved the Personal Data (0002) infotype, the system automatically displays the Organizational Assignment (0001) infotype. n With the organizational assignment, the fields Company code, Personnel area, Personnel subarea, Business area, Employee group, and Employee subgroup are already filled. You can enter missing data. n If the position has not been entered in the Actions (0000) infotype, you can enter it in the Organizational Assignment (0001) infotype. n The position and its relevant job, organizational unit, and cost center are imported. You cannot overwrite the fields job, organizational unit, and cost center.

© SAP AG

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3ODQQHG:RUNLQJ7LPH &UHDWH3ODQQHG:RUNLQJ7LPH Work schedule Personnel No.

1001

Name

Kerry Kelley

EE Group

1

Per area

CABB Caliber ‘A’

EE Subgroup

X1 Hourly wage earn.

From

23. 07.1999

Active employee

To

7\SHRIZRUN VFKHGXOH

31.12.9999

Work schedule rule Work schedule rule

NORM

Time Mgmt. status

No time eval

Working week Part-time employee

Working time

'HIDXOWYDOXHIRUWKH DYHUDJHZRUNLQJKUV WDNHQIURPWKHZRUN Dyn. Daily work schedule Min. Max. VFKHGXOHUXOH

Employment percent

100.00

Daily working hours

7.50

Weekly working hours

37.50

Min.

Max.

Monthly working hours

163.00

Min.

Max.

Annual working hours

1957.50

Min.

Max.

Weekly workdays

5.00

 SAP AG 1999

n In the Planned Working Time infotype (0007), enter the employee’s work schedule rule. By doing this, the employee’s working times per day, week, month, and year are specified. In addition, state whether the employee’s time posting has been evaluated and whether the employee works parttime.

© SAP AG

HR052

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%DVLF3D\ &UHDWH%DVLF3D\ Wage type

Wage type

Personnel No.

78

EE Group

1

EE Subgroup


From

23.07.1999

Payment type

0

Active employee To

Payments and deductions

Name

Kerry Kelley

Per area

CABB Caliber ‘A’

31. 12. 9999

Basic contract

Object ID

Reason

Next increase

Pay scale

Further information

Type

01 International

Capacity utilization level

100.00

%

Area

01 International

Work hours/period

163.00

Monthly

Group

E01

Ann. Salary

W.

Wage Type name.

Level O

Amount

M000 Hourly rate

STD UNI

Curr..

I A Number

Unit

13.60 UNI

M220 Bonus by percentage

UNI

I

30

 SAP AG 1999

n The employee‘s basic pay is stored in the Basic Pay infotype (0008). The employee‘s salary adjustments are recorded here. Default values are given for pay scale type and pay scale area in the Basic Pay infotype (0008). You enter values for the pay scale group and pay scale level. The system calculates the employee‘s salary using the default values and the values entered by you.

© SAP AG

HR052

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%DQN'HWDLOV &UHDWH%DQN'HWDLOV

Personnel No.

4599200

Name

Vera Sorokin

EE Group

1

Per area

CABB Caliber A

EE Subgroup


Active employee

From

To

31.12. 9999

Bank details Bank details type Payee

Vera Sorokin

Postal code/City

61905

Bank country

Germany

SAPBerg

Bank key Bank account Payment method

U Uberweisung

Purpose Currency

DEM

Standard value Standard percentage

 SAP AG 1999

n Enter the employee‘s bank number and account number in infotype Bank Details (0009). The employee is suggested as the default value for the payee field.

© SAP AG

HR052

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$EVHQFH4XRWDV

&UHDWH$EVHQFH4XRWDV Personal work schedule Personnel No.

4599200

EE Group

CABB

EE Subgroup

X1

From

02.06.2000

To

Default values

Activity allocation

Name

Vera Sorokin

WS rule

NORM

Cost assignment

External services

02. 07. 2000

Absence quota Category Time Quota number Deduction

09 Leave 15 0.00000

Days Neg. deduction to

èé èWè è è è

Deduction from Deduction to

 SAP AG 1999

n Leave entitlements are stored in Absence Quotas infotype (2006). The deduction from and deduction to dates are also stored here. You can use the default dates suggested by the system. n 1RWH Once you save the last infotype in a personnel action, the system jumps back to the initial screen of the personnel action.

© SAP AG

HR052

2-37

5HVWDUWLQJD3HUVRQQHO$FWLRQ

2UJ$VVLJQPHQW 3HUVRQDO'DWD

([ HFXWHLQIRJURXS ê

$FWLRQV 3HUVRQDOPDQDKPHQ 3HUVRQQHO$FWLRQV Personnel number 12345678 Personalnummer 12345678 Hiring Einstellung Org. Org. reassign. Wechsel

 SAP AG 1999

n You can restart an executed personnel action at any time. Select the personnel action that you want to restart on the Personnel Actions screen. In infotype 0000 Actions, choose Execute infogroup. This takes you to the sequence of infotypes assigned to the action, which enables you to maintain them. You must save each record that you change. If you do not make any changes, you can simply go to the next record without saving.

© SAP AG

HR052

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3HUVRQQHO0DQDJHPHQW8QLW6XPPDU\

 SAP AG 1999

© SAP AG

HR052

2-39

.H\WR,FRQVLQ([HUFLVHVDQG6ROXWLRQV

([HUFLVH'DWD6KHHW

([HUFLVHV 6ROXWLRQV 2EMHFWLYHV %XVLQHVV6FHQDULR +LQWVDQG7LSV :DUQLQJRU&DXWLRQ 'DWD8VHGLQ([HUFLVHV 7\SHRI'DWD

Group number (##) Year (YYYY) Company code Personnel area Personnel subarea Employee subgroup Organizational Unit Organizational Unit Organizational Unit Organizational Unit Organizational Unit Job Position Position Job Position Person Person Person Person Person Person Attendance / Absence types Payroll area © SAP AG

'DWDLQ7UDLQLQJ6\VWHP

00-20 Current year CABB CABB 0002 Purchasing X0 Caliber A Bicycle Company (50014999) ##-Administration within the Data Center organizational unit. ##-Purchasing within the Central Purchasing organizational unit ##-Administration. Created by the participants in the ##-Purchasing organizational units ##-Production. Created by the participants in the ##-Purchasing organizational units Administrator ##-Administrator A ##-Administrator B Material Handler ##-Material Handler George Vega (50993##). Hired by the participants. Helena Camino (50991##) Julie Lehman (50992##) Donna Moore Mark Santos Thor Nielsen 0100 Leave, 0200 Sickness X0 HR052

2-40

([HUFLVHV 8QLW3HUVRQQHO0DQDJHPHQW

7RSLF0DLQWDLQLQJHPSOR\HHGDWD

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

Create a shortcut in Favorites to access the Personnel actions, Maintain Master Data and Fast Entry found in HR Master data

•

Locate and review employee master data

•

Update employee master data

•

Complete a personnel action

•

Utilize the Fast entry method for updating master data

An existing employee, Helena Camino, has a question about the information in her personnel file (master data records). Review the current data and update it if necessary. Helena is given a raise. Her master data will need to update to reflect her new pay. The ##-Administration organizational unit has exceeded all expectations for the current period. They will get a bonus for all of their hard work. 1-1

1-2

Create a shortcut in )DYRULWHV for 3HUVRQQHO$FWLRQV0DLQWDLQ0DVWHU'DWDDQG)DVW (QWU\from the SAP Menuby dragging and dropping the node. Answer the following questions by displaying the personnel file of Helena Camino (50991##): 1-2-1

Is Ms. Camino married? If so, what is her spouse’ s name? ______________________________________________

1-2-2

Where does she live? ______________________________________________

1-2-3

How many hours per week does she work? ______________________________________________

1-2-4

What is her monthly salary? ______________________________________________

© SAP AG

HR052

2-41

1-3

When reviewing Ms. Camino’ s information above, you realize you have an incorrect home address for her. Her house number should actually be 9750 Lilly Lane. Change her address information without saving a history of the change.

1-4

Ms. Camino will receive a bonus in the amount of 200 UNI in her basic pay from the first day of the current month. The bonus is paid using the 'LUHFW%RQXVwage type (M230). Use the &KDQJHLQ3D\ personnel action to make this change. Delimit all relevant data.

1-5

Use )DVWHQWU\ to create $GGLWLRQDO3D\PHQWVto give the ##-$GPLQLVWUDWLRQ organizational unit a bonus of 500 UNI using today’ s date. *Make sure to use country group 99

Select the organizational unit using the 3UHVHOHFWXVLQJUHSRUW option. Save the records directly when processing the additional payments. Process the bonus with wage type CM03. 1-5-1

© SAP AG

Verify the master data record was created for Ms. Camino, an employee in the ##-$GPLQLVWUDWLRQ organizational unit.

HR052

2-42

([HUFLVHV 8QLW3HUVRQQHO0DQDJHPHQW 7RSLF+LULQJDQHPSOR\HH

At the conclusion of this exercise, you will be able to: • Hire an employee

A new employee is hired in your company as an Administrator in the Administration department. Record the necessary data required for the employee.

2-1

Hire employee George Vega using personnel number 50993## into the ##$GPLQLVWUDWRU % position in the ##-$GPLQLVWUDWLRQ organizational unit using the +LULQJ personnel action. He started on the first day of the current year. Note: Only enter data for the items listed below. Save all other infotypes without entering data. 2-1-1 2-1-2 2-1-3 2-1-4 2-1-5 2-1-6 2-1-7 2-1-8 2-1-9 2-1-10

© SAP AG

$FWLRQVMr. Vega is hired in personnel area &$%%, as an DFWLYHVDODULHG HPSOR\HHin the $GPLQLVWUDWRU% position. 3HUVRQDO'DWDIn addition the first and last name George Vega, add your choice of data in the required fields. Mr. Vega is married to Maria. )DPLO\5HODWHG3HUVRQEnter Maria and her birth date.

2UJDQL]DWLRQDO$VVLJQPHQW belongs to personnel sub area 3XUFKDVLQJ

$GGUHVVMr. Vega lives at 255 SAP Lane in a town called SAPBerg. The postal code is 19111. Enter the region and country of your choice.

3ODQQHGZRUNLQJWLPe works according to the normal (NORM) work schedule.

%DVLF3D\For payment data, he should be included in the Pay scale group / level E01 /01. %DQN'HWDLOUse the bank key Citibank and bank account 1236547. $EVHQFH4XRWDAccept the defaults.

7UDYHO3ULYLOHJHV (IT 0017) Save and continue.

HR052

2-43

6ROXWLRQV 8QLW3HUVRQQHO0DQDJHPHQW

7RSLF0DLQWDLQLQJHPSOR\HHGDWD

1-1

Navigate to +XPDQ5HVRXUFHV→3HUVRQQHO0DQDJHPHQW→$GPLQLVWUDWLRQ→+5 0DVWHU'DWD Select the 3HUVRQQHODFWLRQVnode and drag it to the )DYRULWHV folder. Select the )DVW(QWU\node and drag it to the )DYRULWHV folder. Select the 0DLQWDLQnode and drag it to the )DYRULWHV folder.

Rename the 0DLQWDLQ node to 0DLQWDLQ0DVWHU'DWD by selecting the node and clicking with the right mouse. Select &KDQJHIDYRULWHV and change text to 0DLQWDLQ0DVWHU'DWD.

1-2 1-2-1

Is Ms. Camino married? If so, what is her spouse’ s name?
)URPWKH)DYRULWHVPHQXVHOHFW0DLQWDLQ0DVWHU'DWD

Enter personnel number 50991## in the 3HUVRQQHOQRfield. Select the %DVLF3HUVRQDOGDWD tab. Select the entry for 3HUVRQDOGDWD Select the 'LVSOD\ icon.

Examine the entry in the 0DUVWDWXVfield. Select the %DFNLFRQ

Select theentry for )DPLO\5HODWHG3HUVRQ Select the 'LVSOD\ icon.

Examine the entry in the )LUVWQDPHfield. Select the %DFNicon

© SAP AG

HR052

2-44

1-2-2

Where does she live?

6$36WU6$3EHUJBBBBBBBBBBBBBBBBBBBBBBBBB

Select the %DVLF3HUVRQDOGDWD tab. Select the entry for $GGUHVVHV Select the 'LVSOD\ icon.

Examine the entries in the +RXVHQRVWUHHW3FRGHDQG&LW\fields. Select the %DFNicon

1-2-3

How many hours per week does she work?

BBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBB

Select the %DVLFFRQWUDFWGDWD tab.

Select the entry for 3ODQQHG:RUNLQJ7LPH Select the 'LVSOD\ icon.

Examine the entry in the :HHNO\ZRUNKUfield. Select the %DFNicon

1-2-4

What is her monthly salary?

81,BBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBB

Select the *URVV1HWSD\UROO tab. Select the entry for %DVLF3D\ Select the 'LVSOD\ icon.

Examine the entry in the $QQXDOVDODU\field. Select the %DFNicon

1-3

From the Favorites menu select: 0DLQWDLQ0DVWHU'DWD

Enter personnel number 50991## in the 3HUVRQQHOQRfield. Select the %DVLF3HUVRQDOGDWD tab.

Select the entry for $GGUHVVHVGDWD Select the &KDQJH icon.

Change the entry in the +RXVHQRVWUHHWfield to 9750 Lilly Lane. Select the 6DYH icon.

© SAP AG

HR052

2-45

1-4

From the Favorites menu select: 3HUVRQQHODFWLRQV

Enter personnel number 50991## in the 3HUVRQQHOQRfield and the first day of the current month in the )URP field. Select the &KDQJHLQ3D\action. Select the ([HFXWH icon.

Select the 6DYH icon on the $FWLRQVinfotype to accept the default entries.

Select the (QWHU icon to acknowledge the informational message that the existing record will be delimited.

Enter 0 in the :DJHW\SHfield and in the$PRXQW field on the %DVLF3D\ infotype. Select the (QWHU icon to acknowledge the informational message that the existing record will be delimited. Select the 6DYHicon

1-5

From the Favorites menu select: )DVW(QWU\

Make sure that you are using country group 99 ‘other countries’ by checking the country grouping on the0DLQWDLQ0DVWHU'DWDVFUHHQunder6HWWLQJV→&RXQWU\ 9HUVLRQV Select the $GGLWLRQDOSD\PHQW option.

Select the 3UHVHOHFWXVLQJUHSRUW radio button in the (QWHU3HUVRQQHO1XPEHUV section. Select the radio button for 7RGD\in the 3HULRGsection

Select the 6DYHWKHUHFRUGVGLUHFWO\ in the 6DYHRSWLRQV section. Select the &UHDWHZLWK3URSRVDO icon. Select the 2UJ6WUXFWXUH button.

Navigate to the ##-$GPLQLVWUDWLRQ organization unit in the &KRRVHRUJDQL]DWLRQDOXQLW pop-up box and select it. Select the &RQWLQXH / (QWHU icon. Select the ([HFXWH icon.

Select all of the personnel numbers returned in the selections. Choose the &UHDWHZLWK3URSRVDO icon.

Enter CM03 in the :DJHW\SH field and 500 the $PRXQWfiled. Choose 1H[WVFUHHQ.

Select the 6DYH icon.

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Verify the master data record was created for Ms. Camino, an employee in the ##-$GPLQLVWUDWLRQ organizational unit. 3HUVRQQHO$GPLQLVWUDWLRQ→+50DVWHU→'LVSOD\0DVWHU'DWD

Enter personnel number 50991## in the 3HUVRQQHOQRILHOG. Select the *URVV1HWSD\UROO tab.

Select the entry for $GGLWLRQDOSD\PHQWV Select the 'LVSOD\ icon.

Examine the entry in the $PRXQWfield.

Review the information and select the %DFNicon

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From the Favorites menu select: 3HUVRQQHODFWLRQV

Enter personnel number 50993## in the 3HUVRQQHOQRfield and the first day of the current year in the 'DWH field. Select +LULQJ personnel action type.

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Actions

Use the search function to locate $GPLQLVWUDWRU% in the SRVLWLRQ field. Enter &$%%in the3HUVRQQHODUHD field, in the ((JURXS field, ; in the ((VXEJURXSfield. Select the 6DYH icon.

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Personal Data

Select 0U. in the )RUPRIDGGU field. Enter 9HJD in the /DVWQDPHfield and *HRUJH in the )LUVWQDPH field. Enter Select 0DUUin the 0DU6WDWXV field. Use the birthdate of your choice in the %LUWKGDWH field. Select the 6DYH icon.

2-1-3

Family/Related Person Enter Maria and her birth date. Select the 6DYH icon.

2-1-4

Organizational Assignment

In the Enterprise Structure portion of the screen, enter 0002 in the 3HUVRQQHO VXEDUHD field Select the 6DYH icon, and delimit the vacancy if prompted.

2-1-5

Addresses

Enter 255 SAP Lane in the +RXVHQR6WUHHW field. Enter 19111/SAPberg in the Postal code/City fields. Enter the region and country of your choice. Select the 6DYH icon.

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Planned working time

Verify NORM is in the :RUNVFKHG5XOH field. Select the 6DYH icon.

2-1-7

Basic Pay In the Pay Scaleportion of the screenenter E01 / 01in the*URXS/HYHO fields. Select the 6DYH icon.

2-1-8

Bank Details

Select the %DQNNH\ for Citibank and bank account 1236547. Select the 6DYH icon.

2-1-9

Absence Quotas

Verify Absence/Quota type 1/HDYH is in the $FF$4XRWD fields.

Select the 6DYH icon. 2-1-10

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 SAP AG 1999

n Evaluating work performed by employees and determining employee availability are essential elements within an enterprise for a human resources system. This information is also relevant for other areas, such as Controlling and Logistics, and is a factor that influences enterprise-wide decisions.

n R/3 Time Management gives you the flexibility to display and record working times in many different ways.

n Information on working times is used to calculate gross wages in R/3 Payroll Accounting.

n Several options are available for recording working times, including Time Manager’s Workplace, a central time sheet, online menus, time recording systems, and Employee Self-Service (ESS) applications.

n You can manage time accounts (such as leave, flextime) manually or automatically.

n Working times can be used for activity allocation in Controlling. Costs generated by the working times can be assigned according to their source in Controlling.

n Information from R/3 Time Management is used in R/3 Logistics to determine employees’ availability for capacity requirements planning.

n You can determine work requirements for the enterprise and plan employee shifts.

n You can generate time tickets automatically using postings from Plant Data Collection (PDC).

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n The graphic above provides an overview of the entire R/3 Time Management system.

n R/3 Time Management is integrated directly and indirectly with other Human Resources components, as well as with various R/3 components in Logistics and Accounting .

n ([DPSOHV •

Working times recorded using the time sheet are transferred to R/3 Time Management as attendances. The attendances can be used for activity allocation in Controlling or processed further in R/3 Time Evaluation. In R/3 Time Evaluation, time balances and wage types are generated and made available to R/3 Payroll. The payroll results are transferred to R/3 Accounting.

•

Employee attendances and absences are used to determine employee availability as part of capacity requirements planning in R/3 Logistics.

•

Working times recorded using time recording systems appear in R/3 Time Management as personnel time events and are processed in R/3 Time Evaluation. The wage types generated are made available to R/3 Payroll.

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n The employee work schedule is an integral part of 57LPH0DQDJHPHQWcontaining the planned specifications for employee working time.

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n The standard R/3 System already contains public holiday calendars that include regional public holidays. You can change existing and define new public holidays in the public holiday list. In addition, you can change existing or define new public holiday calendars. You assign a public holiday calendar to a personnel subarea.

n Public holidays are taken into account when determining bonuses or calculating leave, for example.

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n An employee’ s planned working time is represented in a work schedule. The work schedule is generated from a period work schedule and a public holiday calendar. The period work schedule comprises a set sequence of daily work schedules. The daily work schedule contains information on a day’ s working time including breaks. The sequence can reflect regular and variable working times. The period work schedule is applied to the calendar, taking into account specifications in the public holiday calendar. The work schedule rule encompasses all the specifications required to define the work schedule.

n The work schedule is used as the basis for time data evaluation. •

([DPSOHV - The work schedule shows how many hours salaried employees must work to be entitled to their full salary. Depending on the specifications defined for the individual employee, any additional hours worked are identified as overtime in 57LPH(YDOXDWLRQ. - If you only record deviations to the work schedule, planned working time is used as the basis for time evaluation.

n You assign a work schedule to an employee in the 3ODQQHG:RUNLQJ7LPHLQIRW\SH(0007) using work schedule rules.

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n Employee planned working time is assigned in the Planned Working Time infotype (0007) using work schedule rules.

n Planned working time is defined in a business environment as the daily working period from start to end time, excluding breaks. By defining the planned working time for your employees, you determine how long they must work in your enterprise on a daily basis.

n The Time Management status determines whether an employee‘s working times are processed in R/3 Time Evaluation or in R/3 Payroll. n Standard Time Management status: 0 - No time evaluation 1 - Time evaluation of actual times 2 - PDC time evaluation 9- Time Evaluation of Planned Times 7 - Time Evaluation w/o Payroll integration 8 - External Services

n If you do not specify a Time Management status or specify the status “0- time evaluation” for employees, they are not included in time evaluation. Their time data is processed in R/3 Payroll.

n Information on working time specific to a particular employee is represented in his or her personal work schedule. The personal work schedule contains the deviations from and exceptions to an employee’ s working time that have been recorded.

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n You can use two different methods to record employee time data in the R/3 System: 1. Record only deviations from the work schedule In this method, you record time data for employees when their working times deviate from those assigned in their work schedules. You typically record employee data, such as an employee illness, schedule and record substitutions/changes to planned working time, and enter an employee‘s standard annual leave. 2. Record all actual times In this method, you record all actual times, that is all types of ocurrences such as the hours an employee actually worked. There are two ways to record actual times: •

Automatic recording You can record actual times using separate time recording systems. The data is then uploaded to the R/3 System, where it is processed in R/3 Time Evaluation.

•

Manual recording You can also record actual times manually in the Attendances infotype (2002).

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n In 57LPH0DQDJHPHQW, there are certain infotype records that you must create for every

employee. Time management data is stored in the same master data records used by other HR areas, such as 53D\UROO$FFRXQWLQJor 53HUVRQQHO3ODQQLQJDQG'HYHORSPHQW.

n The following master data infotypes are required for 7LPH0DQDJHPHQW:

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3ODQQHG:RUNLQJ7LPH(0007): You must have entered the appropriate Time Management status, determining whether the employee‘s time data is processed in 57LPH(YDOXDWLRQor in 53D\UROO $FFRXQWLQJ. 7LPH5HFRUGLQJ,QIR(0050): This infotype is used in 57LPH(YDOXDWLRQ. It can contain interface data on the subsystem and additional data on the employee that is relevant for time evaluation.

n Employees leave entitlement is managed in the $EVHQFH4XRWDV infotype (2006).

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n Valuation and remuneration of employee working time is based on time data recording.

n As of 4.6c, you record deviations from or exceptions to an employee‘s work schedulein the Time Manager’ s Workplace. This information is then stored in the appropriate infotypes.

n Examples of employee time data are hours worked, leave and illness, overtime, substitutions, and business trips.

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n Employee attendances can be business trips, participation in seminars, hours worked, or teaching a training course. Attendances are recorded in the Time Manager’ s Workplace using the appropriate time data ID. The information is stored in the Attendances infotype (2002), which is subdivided into various attendance (subtypes). n Overtime, defined as any hours that an employee works over and above the planned working time defined in his or her daily work schedule, is also recorded in Time Manager’ s Workplace as an attendance. 57LPH(YDOXDWLRQ calculates overtime automatically from the full actual times.

n Examples of employee absences are leave or illness. Absences are calculated on the basis of an employee‘s personal work schedule. Absences are stored in the $EVHQFHVinfotype (2001), which is subdivided into various absence types (subtypes).

n Attendances and absences can be partial-day, full-day, or for several days. You determine this in Customizing.

n Attendances and absences can be deducted from entitlements (quotas), for annual leave, approved overtime, or further training, for example. Some attendances and absences can influence an employee’ s remuneration; others have a purely statistical function.

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n You can set up a different payment in various time management infotypes (such as attendances, absences, availability) to stipulate the following types of compensation: •

Bonus (premium) as supplemental remuneration

•

Determine a different compensation using a pay scale assignment (deviating from the employee’s regular pay scale)

•

Compensation with position specifications (specific payment for a certain position)

•

Bonus or deduction of concrete amounts using the extra pay indicator and the valuation basis

n Actual personnel costs can be allocated either to the employee’ s main cost center or to another one through an order. You determine which information can be entered when you enter the time data. n Activities performed in an enterprise can be allocated internally. Activities to be allocated internally include employee time data, for example, when employees work for another department. If these times (activities) are to be allocated between cost centers, you enter a receiver cost center as well as an activity type for valuating the activity performed. The activity type allows you to valuate the activity with a price (rate) in Controlling. The sender cost center (usually the employee' s master cost center) is credited and the receiver cost center is debited.

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n Employees performing activities that require them to work hours other than those defined in their work schedules constitutes a change to planned working time. You can record the following changes to working time in the Time Manager‘s Workplace with 6XEVWLWXWLRQV&KDQJHVWR3ODQQHG :RUNLQJ7LPHinfotype (2003):

n ,QGLYLGXDOZRUNLQJWLPH: For changes to the planned working time that cannot be reflected in (daily) work schedules. You enter the start and end of work individually with clock times. The original planned working time is overwritten.

n 1HZGDLO\ZRUNVFKHGXOH: For day-to-day changes to the planned working time, replacing an employee‘s original planned working time.

n 1HZZRUNVFKHGXOHUXOH: For long term changes to the planned working time. You can assign the work schedule rule of the employee to be substituted by entering his or her personnel number. The work schedule of the other employee is then applied and the original planned working time is overwritten.

n 'LIIHUHQWSD\PHQWDFFRUGLQJWRDQRWKHUSRVLWLRQ For different payment according to a position that specifies the intended payment. In this case, the planned working time is not overwritten, unless you combine this substitution with one of the other substitution types.

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n To record employee times in 57LPH0DQDJHPHQW, such as hours worked, business trips, leave, or changes to planned working time, you can use a variety of systems and methods, such as: •

Online entries by time administrators

•

Separate time recording systems

•

Cross-Application Time Sheet (CATS)

•

Employee Self-Service (ESS) applications, such as Internet Application Components (IACs), Workflow forms, or touch screen systems

•

Customer systems with an interface to the R/3 System

•

Time Manager‘s Workplace: administer data for a group of employees

•

Maintain individual infotypes: record and change data through infotype screens

•

Fast entry: Records data in one infotype for several employees at the same time.

n Time data, such as those listed above, is stored in infotypes. A personnel or time administrator records this data in various ways:

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n The most common way for employees to enter their own working times is by using time recording systems. This method lessens the burden on personnel departments and time administrators. n Time recording systems enable you to record attendance times automatically.

n Employees record several types of information using a time recording system, for example: •

Arrive at work

•

Breaks

•

Work off-site

•

Leave work

n The time administrators can view the time data recorded by the employee and adjust or expand the data using the Time Manager’ s Workplace or the Time Events infotype (2011).

n The administrator can view information such as the origin of the record (whether it was recorded manually or by a subsystem) and which terminal the information was recorded on.

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 SAP AG 1999

n The Time Manager‘s Workplace is a task-oriented interface for maintaining time data and processing evaluation messages. This interface is specifically designed to meet the needs of time administrators in decentralized departments.

n The screen and functions displayed in the Time Manager‘s Workplace can be adjusted for your time administrators by using profiles to meet their task-specific requirements. The Time Manager‘s Workplace is always called using a profile that determines: •

which employee selection is called

•

which fields, columns, layout, views and functions are used.

n Calendar - used to easily select time periods for which time data should be recorded.

n Employee List - fast access to all employees within the time administrators area of responsibility

n Information -gives you direct access to additional information for a selected employee, such as time accounts and master data.

n Time Data - shows all time data on one screen at a glance with the help of intuitive time data ID‘s.

n Details - tabs allow easy access to details, such as the last person to change time data or cost specifications, without changing the context.

© SAP AG

HR052

3-21

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07/03/2000

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08:00

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07/05/2000 NO

Normal

08:00

16:30

7,50

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15:30

1,50

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07/06/2000

NO

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00:00

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07/07/2000

NO

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00:00

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07/03/2000

//

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08:00

16:30

7,50

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07/04/2000

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07/05/2000

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Leave

08:00

16:30

7,50

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07/06/2000

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08:00

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07/07/2000

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08:00

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êê !ëî ìgí êê î!ð Éì^ï ñ Ô

ëî Ì>ÏWÍ@Î@ò8ÒuÏ%Ì Õ îð Í@Ï%ÒEÕuÌPËióÍMô%Ø[ÊÓBÙEÒ ô%Ê ÙkÒ

Cost center

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á á õlõlä,ä,Ñ8Ñ8ÙkÙkÏWÏWÒ,Ò,ÚÚÛ>Û>ÌiÌiÞ8Þ8ß@ß@ßBßBà\à\ö>ö>óóÐ%Ð%÷@÷@Ò Ò ÚÚÛ8Û8ÌÌ 8ßBß Þ>à\â>ß>ßß á á õlõ ä,ë Ñ8ÍMÙkÏWÊ Ø ÚPÒ,ÚøpÛ>ÌiÏÕuÞ8ùgß@ÓWß8â>ÎWö>ôHóÌ>ÖÐ%ÐM÷@Ò Ø Ì ÚÛ8Ì 8ß Þ>ö ëú óóáà>à

 SAP AG 1999

n The Time Manager‘s Workplace (TMW) enables you to maintain all time data like absences, attendances and substitutions on one screen. Time data is entered by using intuitive time data IDs. Which ID is used for which specific or general time data entry is defined in customizing based upon the business process needs of an enterprise.

n The time data entered by using the time data IDs is stored by the system in the respective infotypes. This stored information can then be viewed in the Details area.

n In the calendar area, you choose the start and end date for the period you wish to record. This can be one day or you can select several days by choosing the first day and dragging the mouse to the last day.

n You have the option of choosing multi-day view, multi-person view or one-day view.

n The Infotype and subtype numbers can be displayed in the Details area under ‘Technical information‘.

© SAP AG

HR052

3-22

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ID Text

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MO

07/03/2000

Ov.. L

Leave

08:00

16:30

7,50

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07/04/2000

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08:00

16:30

7,50

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07/05/2000

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08:00

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ë Ê ÙkÙEÌMÕ ÌMÑ@Ò Ý ÍYÚ%ËPÌMÑ>Ò í Ï%Ñ8ÒÊ Ñ%Ð8ÌHÖ Ý ÍYÚmà ä Ø Ø Ñ>Ì8ÓYÓPøiÊ Ò]ô*Î8ÌBÕ Ò]Ê Ù Ê Î@Í>ÒkÌ 0200

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1,00

full-day

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1,00

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7,50

 SAP AG 1999

n You record and maintain the absence type 6LFNQHVVin the Time Manager’ s Workplace. This information is stored in the $EVHQFHVinfotype (2001) as subtype 6LFNQHVV.

n Absence hours and absence days are calculated on the basis of an employee’ s personal work schedule.

n The calendar days are the number of days between the start and end date in the leave record.

n 1RWH Depending on the country-specific laws, you may require additional information on incapacity to work. You can enter this information in additional fields.

© SAP AG

HR052

3-23

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 SAP AG 1999

n Like the other absences, the absence type /HDYHis also recorded in the Time Manager’ s Workplace and the data is stored as a subtype of the $EVHQFHVinfotype (2001).

n 1RWH You can only save this absence type if there is sufficient quota available. You can determine leave entitlement for all employees at once using the report 53747$*HQHUDWLQJ$EVHQFH4XRWDV

© SAP AG

HR052

3-24

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07/03/2000

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08:00

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07/04/2000

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08:00

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07/05/2000

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 SAP AG 1999

n The attendance information you record in Time Manager’ s Workplace by using the time data Ids are stored in the Attendances infotype (2002) where the employee’ s work schedule is specified and detailed. You can record an employee’ s participation in a seminar, working hours, or overtime, for example. If you do not have time recording systems in operation, you use this infotype to record your employees’ actual times. n A business trip is another example of an attendance. The employee is not at his or her desk, but is still performing work for your enterprise.

n You can: •

Assign the attendance to a cost center, if this is different from the master cost center,

•

Assign the attendance to an order,

•

Or you can specify a sender and receiver cost center and an activity type for activity allocation in Controlling, if required.

n 1RWH Some attendances reduce quota entitlements (approved overtime, for example). Entitlements to such attendances are stored in the Attendance Quotas infotype (2007) for the attendance.

© SAP AG

HR052

3-25

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 SAP AG 1999

n When recording time data, time data records frequently overlap one another. These overlappings are called collisions in the R/3 System.

n When you enter a new time data record, the system checks if other records have been recorded for the employee for the same time period. Collision checks prevent data records that conflict with one another from co-existing in the system.

n When collisions appear, the system reacts by issuing a warning or error message, or by delimiting the old record.

n 1RWH: You can define collisions for all time infotypes in Customizing.

© SAP AG

HR052

3-26

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 SAP AG 1999

n An absence quota is an employee’ s time-limited entitlement to an absence. Similarly, an attendance quota is an employee’ s time-limited entitlement to an attendance. n The quota overview provides: •

A clear overview of an employee’ s current absence entitlements.

•

Detailed information on quota entitlements that have been generated automatically.

•

The option of correcting quota entitlements manually.

•

A simulated projection of future quota entitlements.

•

Ability to print an overview of the projected quota entitlements.

© SAP AG

HR052

3-27

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 SAP AG 1999

© SAP AG

HR052

3-28

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 SAP AG 1999

n In the SAP HR system, the term “time evaluation” is used to describe the evaluation of employees’ attendances and absences using a report..

n Front-end time recording systems are often used to record actual data. Employees use these systems to record their start and end times (actual working times) electronically using a time recording ID card. This data is then fed into the HR System and processed by time evaluation. The system then compares the employees’ actual times with those specified in the period work schedules assigned to the employees, and valuates the data.

n However, use of time recording terminals is not necessary for working with time evaluation. You can also record employees’ working times manually using the Attendances infotype (2002). It is also possible to perform time evaluation without having recorded employees'actual times.

© SAP AG

HR052

3-29

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 SAP AG 1999

n Time evaluation is performed by the time evaluation driver RPTIME00. It evaluates employees’ time data that has been recorded either at the time recording terminals or in the time management infotypes.

n Time evaluation generally runs once daily, overnight, and is started using a batch job. It is normally used for large groups of employees. You can also run time evaluation for individual employees or groups of employees, or for particular past evaluation periods. This function is particularly useful for test purposes, for example.

n The time evaluation report can also be run for future periods. A future evaluation can be useful in the following situations: •

You want time evaluation to determine an employee’ s anticiapted absence entitlements when absence quotas are built up automatically.

•

You want to evaluate planned times in shift planning while taking anticipated overtime income into account, for example.

© SAP AG

HR052

3-30

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 SAP AG 1999

n Time data is evaluated in several processing steps, which are carried out in a fixed sequence. You determine the sequence and the individual processing steps in customizing.

n The processing steps are grouped as follows: •

Importing and checking recorded time data

•

Classifying the times

•

Determining the results

© SAP AG

HR052

3-31

0DQDJLQJ7LPH$FFRXQWV Denise Smith Date ... xx/04/yyyy xx/11/yyyy xx/23/yyyy

Account no. 123999

Date: xx/31/yyyy Credits

Debits Credit Debit Credit

150.00 235.00 120.00 Previous balance: 300.00

Current balance: 335.00

Time evaluation results

Denise Smith Date xx/01/yyyy

Pers. no. 0021903 Time type 0040 Cumulated overtime

Number 8.0000

Time evaluation processes the following information: On xx/02: Employee worked 9 hours of overtime On xx/03: Employee worked 7.5 hours of overtime

Time evaluation results

Denise Smith Date xx/02/yyyy xx/03/yyyy

Pers. no.: 0021903 Time type 0040 Cumulated overtime 0040 Cumulated overtime

Number 17.0000 24.5000

 SAP AG 1999

n Time accounts can be accrued and deducted during time evaluation.

n You can use time evaluation to manage Overtime and Planned times accounts, as well as others.

n Time accounts can be... •

Accrued and deducted flexibly

•

Used for employees’ information

•

Used to create statistics

•

They relate to a person

•

They relate to times

•

They are accrued and deducted

•

They reflect a particular value (credit) at a particular time

n Managing time accounts is similar to managing a bank account. Bank accounts and time accounts have the following common features:

n Time evaluation maintains time accounts according to defined processing steps. The value of the appropriate time account is updated for every day that is processed by time evaluation.

© SAP AG

HR052

3-32

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Category

á

Name

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MO

07/03/2000

Date

Message long text

Johanna Smith 07/03/2000

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Elena Lopez

07/03/2000

Clock-out cannot be determined

Paul Glenn

07/03/2000

Clock-in cannot be delimited

-. /0214370568 9

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Status

ID

ID Text

Start

End

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NO

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16:30

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At Work from Time Posti...

07:56

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NO

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NO

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 SAP AG 1999

n An improved message processing function is integrated in the Time Manager‘s Workplace. The same interface used for maintaining time data is also used for processing time evaluation messages.

n Various messages can be displayed, for example: •

Errors that cause time evaluation to terminate, for example, missing time postings

•

Errors that do not cause time evaluation to terminate but set the recalculation date to the day with errors, for example, if the working time was not finished when time evaluation was run.

•

Information relating to situations of note, for example, core time violations.

•

Notes (not highlighted) do not require postprocessing, for example, core time violations.

© SAP AG

HR052

3-33

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 SAP AG 1999

n You can use the time statement to create an employee-related overview of the time evaluation results.

n You can also use the time statement to inform employees of their current balances, time credits, daily attendance times, and so on.

n You can provide employees with this information in a printed form, or using the Internet/intranet application.

n You use the Form Editor as a tool to adapt the requirements of company specific time accounts.

© SAP AG

HR052

3-34

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 SAP AG 1999

© SAP AG

HR052

3-35

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n 6KLIW3ODQQLQJis a component of 57LPH0DQDJHPHQW. The continuous transfer of data between the 57LPH0DQDJHPHQW, 52UJDQL]DWLRQDO0DQDJHPHQW, 5+XPDQ5HVRXUFHV, and R 3HUVRQQHO'HYHORSPHQWcomponents ensures that data is always kept updated and current throughout the system. For example, any changes to data made in 7LPH'DWD5HFRUGLQJDQG $GPLQLVWUDWLRQor 7LPH(YDOXDWLRQthat affect shift planning, or any changes to data made in 5 6KLIW3ODQQLQJthat affect payroll accounting are incorporated in all of the components. In this way, planning errors, such as those that occur when manually transferring data, are minimized.

© SAP AG

HR052

3-36

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 SAP AG 1999

n Leave and other types of personal time off are usually planned well enough ahead of time. On the other hand, illnesses or similar types of employee absences usually occur unexpectedly. 56KLIW 3ODQQLQJsupports the selection of human resources required for shifts to prevent understaffing. n The prerequisite for planning shifts with this component is a personal work schedule in 57LPH 0DQDJHPHQW. This work schedule provides a long-term view of which days the employee is scheduled to work and which days the employee is scheduled to be off. This rough draft is then further edited in 56KLIW3ODQQLQJ.

© SAP AG

HR052

3-37

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 SAP AG 1999

n All data in time management is represented in the shift plan in the form of shift abbreviations. Changes made to the shift plan are then transferred back to 57LPH0DQDJHPHQW.

n A shift describes a period of working time with an identifying shift abbreviation and a corresponding name.

n You can define shifts that contain their own periods of working time. You can also assign daily work schedules to the shifts which are available as a result of the integration of all 57LPH 0DQDJHPHQWcomponents.

© SAP AG

HR052

3-38

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 SAP AG 1999

n Data from the personal work schedule is used as the basis for shift planning, as well as the shift group of each organizational unit.

n Shifts can be grouped together into shift groups. Shift groups can then be assigned to entry object types, such as a department or a work center. When planning shifts in 56KLIW3ODQQLQJ, the shifts that are determined by the shift group assigned to the current entry object type are activated.

© SAP AG

HR052

3-39

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l $GGLWLRQDO4XDOLILFDWLRQV

l ,GHQWLILFDWLRQ$GGLWLRQDO6KLIW

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 SAP AG 1999

n A requirements record defines the following elements: •

6KLIW'DLO\:RUN6FKHGXOH RU7LPH,QWHUYDOV

•

1XPEHUYou determine the number of employees that need to be scheduled to cover a requirement. You can also enter a minimum or maximum number of employees and thus specify how many employees are essential to completely cover the requirements.

•

-RE(Type of Task)

•

4XDOLILFDWLRQVYou specify which qualifications are required of the employees you want to schedule to cover a requirement. Qualifications are foreign language abilities or special machine-related or technical skills, for example.

•

,QGLFDWRU(ID) Requirements with an activated indicator (ID) means that an employee already assigned to another requirement can be included in this requirement.

•

&RPPHQWVIndividual names, brief descriptions or notes

• •

9DOLGLW\3HULRGYou specify the validity period for the requirement.

%ODQN5HTXLUHPHQWV5HFRUGBy using a blank requirements record, you can create exceptions to personnel requirements.

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n As of 4.6c, it is possible to view shift planning in the classic design or the color design. The color design gives you a color-coded overview of the availabilites and needs within a planning period.

n The screen that appears when you call up the target plan displays a calendar in which a list of selected employees is displayed, along with their personal work schedules. n You can copy the target plan of one employee to another employee.

n The shift plan also indicates whether an employee is ”locked” for processing by another user in the R/3 System. When this employee is “unlocked,” then he or she can be immediately locked again for scheduling in a shift plan.

n Shift Abbreviation bar - you can use 0DUN and 5HSODFH to assign shifts to employees or to change working times. The shift abbreviation bar can be customized to determine the order in which the abbreviations appear.

n You can use the Drag & Drop function to assign shifts to personnel requirements.

n Synchronized scrolling through both subscreens ensures calendar columns are displayed directly above each other at all times.

n In 4.6c, there is automatic matchup and assignment to personnel requirements, if shifts or working times are changed.

© SAP AG

HR052

3-41

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Name

Info Ab

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08:00 09:00 10:00 11:00 12:00 13:00

Donna Moore

NO

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Mark Santos

FR

05:30 14:15 I------ ------- ------- ------- ------- -------

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 SAP AG 1999

n In addition to the calendar view, there is a day view available for assigning requirements and employees, especially for partial day shifts and partial day working times. By using the day view, you can easily schedule requirements that last whole days or just partial days, as well as schedule any specific day individually in the shift plan. Furthermore, you can display and edit partial day absence and attendances.

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HR052

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Save

 SAP AG 1999

n With the assignment options, you can specify which changes can be made to working times, or which changes can be made to requirement times in the automatic proposal determination function in order to assign an employee to an open requirement.

n If you select the $GMXVWZRUNLQJWLPHWRUHTXLUHPHQW checkbox, you allow the working time of the assigned employee to be adjusted to meet the time specified in the requirement. The working time can be adjusted in one of the following ways: •

By altering the working time

•

By increasing working time

n If you select the 'RQRWVSOLWUHTXLUHPHQWVLQWHUYDO checkbox, you specify that an employee can only be assigned to the requirement if the employee concerned is able to cover the whole requirement.

n If you select the 'RQRWVSOLWZRUNLQJWLPH checkbox, you specify that an employee can only be assigned to the requirement if the employee’ s working time is covered by the whole requirement.

© SAP AG

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6HWWLQJ3ULRULWLHVIRU$VVLJQPHQW&ULWHULD $XWRPDWLF 3URSRVDO'HWHUPLQDWLRQ

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3ULRULW\

¤K{ ¥I,{ zB

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¤K{ ¥I,{ zB¦¥

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¤K{ ¥I,{ zB

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Employment percentage

¤K{ ¥I,{ zB

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 SAP AG 1999

n By setting priorities for suitability criteria, you determine how employees are selected for automatic proposal determination.

n This allows you to define which employees are to be assigned first by the system. You can do this for each individual case.

n Furthermore, you can also define the order in which the system assigns available employees to the selected requirement.

n You define the suitability criteria in the Implementation Guide (IMG) for 6KLIW3ODQQLQJ. Function modules provide the criteria with the necessary data.

n You can set any priorities for the selected suitability criteria. You can set the priorities in one of three ways: in the IMG for 6KLIW3ODQQLQJ, via the 6HWWLQJV menu option, or in the $VVLJQPHQW $VVLVWDQW.

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3-44

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$VVLJQPHQW2SWLRQV l ,VDQHPSOR\HHRQO\WREHDVVLJQHGLIKHVKHLV DVVLJQHGWRWKHRUJDQL]DWLRQDOXQLWWKDWKDVD UHTXLUHPHQWWREHFRYHUHG" 3ULRULW\

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l ,VDQHPSOR\HHRQO\WREHDVVLJQHGLIKHVKHLV DVVLJQHGWRWKHSRVLWLRQVSHFLILHGLQWKH UHTXLUHPHQW" l «« l «« :KLFKFULWHULD VKDOO,XVHWR DVVLJQP\ HPSOR\HHV"

 SAP AG 1999

n The DXWRPDWLFSURSRVDOGHWHUPLQDWLRQ function is based on an DVVLJQPHQWVWUDWHJ\, in which you specify which criteria (for working time, requirements interval, and selection of employees) are used to assign employees to requirements.

n An DVVLJQPHQWVWUDWHJ\ contains assignment options and suitability criteria, and may consist of more than one proposal run. You can define different assignment options for each run, as well as take different suitability criteria into account, such as: •

Target level of coverage. In other words, you can only assign employees to a requirement until the specified number of employees has been reached.

•

Relevance of organizational unit or job for an employee-requirement assignment.

•

Priorities for suitability criteria.

n You can either use the standard strategy provided by SAP, or you can define your own, userspecific strategy. Furthermore, you can choose a default strategy from a list of available strategies.

© SAP AG

HR052

3-45

$VVLJQPHQW$VVLVWDQW

[

5HTXLUHPHQW English-speaking consultant with a normal shift

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4XDOLILFDWLRQV

6HOHFW (PSOR\HH

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 SAP AG 1999

n When editing your plan, you can also use the Assignment Assistant, either within the plan itself in the Assignment view or by clicking on the highlighted area in the requirements screen. The Assignment Assistant provides you with information about the selected requirement, for example, whether or not an employee has already been assigned.

n You can also determine a proposal for the requirement. The system displays a list of employees. Before selecting an employee, you can use the qualification profile matchup (for requirements with qualifications).

n If you select an employee to assign, you can also use the assignment options for the working time.

© SAP AG

HR052

3-46

&RPSOHWLQJ7DUJHW3ODQDQG(GLWLQJ$FWXDO3ODQ
&RPSOHWH7DUJHW3ODQ

0RGLI\LQ$FWXDO3ODQ

 SAP AG 1999

n The shifts entered in the target plan are transferred to the actual plan. If an alternative shift is entered in the actual plan, the system creates a substitution record in 57LPH0DQDJHPHQW. The R/3 System overwrites the already existing substitutions in the shift plan when new substitutions are created.

n The target plan is then stored for reference purposes.

n When planning shifts, you can compare the target and actual plans in 57LPH(YDOXDWLRQ.

n You can also export the actual and target plans to Microsoft Excel for further editing.

© SAP AG

HR052

3-47

&URVV$SSOLFDWLRQ7LPH6KHHW7RSLF2EMHFWLYHV

$WWKHFRQFOXVLRQRIWKLVWRSLF\RXZLOOEHDEOHWR l 'HVFULEHWKHSUHUHTXLVLWHVIRUUHFRUGLQJGDWD LQWKH&URVV$SSOLFDWLRQ7LPH6KHHW l 5HFRUGWLPHGDWDLQWKH7LPH6KHHW

l 5HOHDVHDSSURYHDQGWUDQVIHUWLPHGDWD

 SAP AG 1999

© SAP AG

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&$76 &$76 'DWD

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 SAP AG 1999

n The &URVV$SSOLFDWLRQ7LPH6KHHW(CATS ) is another form of Employee Self-Service. You can use it to record the actual working times of individual employees. n The &URVV$SSOLFDWLRQ7LPH6KHHWcan be used to record times for the following components: • • •

&RQWUROOLQJ(CO): Internal activity allocation

+XPDQ5HVRXUFHV(HR): Attendances, absences

([WHUQDO6HUYLFHV0DQDJHPHQW(MM-SRV): Entering work performed

•

3ODQW0DLQWHQDQFH(PM), &XVWRPHU6HUYLFH(CS), and 3URMHFW6\VWHP(PS): Confirmations

•

Cross-application standard screens for entering working times

•

Ease of use for all users

•

Default values and data entry templates

•

Integrated approval process

•

Support for corrections

•

SAP enhancements for increased flexibility in the definition of authorization checks, plausibility checks, and default values.

n The &URVV$SSOLFDWLRQ7LPH6KHHWoffers the following advantages:

© SAP AG

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 SAP AG 1999

n The prerequisites for working with the &URVV$SSOLFDWLRQ7LPH6KHHWare: •

HR mini-master (personnel number and personal data of the employees for whom data is to be entered)

•

Data entry profile for the entry of employee-related data

•

Applicable authorizations for working with the time sheet

•

Entry of time data in the time sheet

•

Release of time data

•

Approval of time data (also using a Workflow)

•

Transfer of time data to the target component

n The process in the &URVV$SSOLFDWLRQ7LPH6KHHWconsists of the following steps:

n 1RWH: The individual steps can be combined.

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 SAP AG 1999

n You can enter time data for 5+XPDQ5HVRXUFHVin the &URVV$SSOLFDWLRQ7LPH6KHHW, for example attendance and absence times. A subtype can be entered manually or proposed as a default. Times can be entered as clock times or as a number of hours.

n The times are released and subsequently approved or rejected.

n Only approved times can be transferred to the target component.

n When times are transferred, they are stored in one of the following 7LPH0DQDJHPHQWinfotypes: $WWHQGDQFHV(2002), $EVHQFHV(2001), or (PSOR\HH5HPXQHUDWLRQ,QIR(2010). n 1RWH: The &URVV$SSOLFDWLRQ7LPH6KHHWis also available as an Internet Application Component.

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 SAP AG 1999

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 SAP AG 1999

n 5,QFHQWLYH:DJHVallows you to easily enter, maintain, and evaluate data pertaining to the performance-based compensation of your employees.

n “Incentive Wages” is a generic term used for the following remuneration categories: •

)RUWLPHZDJHV, compensation is measured by the actual time expended. The amount of work completed during that time is not taken into account.

•

)RU3LHFHZRUNZDJHV are instituted to create an incentive for the employee. Employees can influence the total amount of their compensation by the number of items produced.

•

)RUSUHPLXPZDJHV, employees influence the total amount of their compensation by achieving quality- or quantity-based specifications. Premium wages are comprised of basic pay plus an additional performance-based premium.

n As the above remuneration categories depend upon the internal company requirements in place, you will usually find several categories in use at the same time. Any combination of remuneration categories can be set up in the ,QFHQWLYH:DJHVcomponent.

n 5,QFHQWLYH:DJHVsupports individual incentive wages as well as group incentive wages, both of which can be operational at the same time.

© SAP AG

HR052

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6XEV\VWHP  SAP AG 1999

n Data for 5,QFHQWLYH:DJHVis recorded as time tickets.

n Standard values and actual values (confirmed values) recorded in 5/RJLVWLFVcan be transferred to 5+XPDQ5HVRXUFHV.

n Confirmed values are either entered at a subsystem by each employee and then uploaded to the /RJLVWLFVcomponent, or recorded there manually. Confirmations are transferred either as work time events or as durations to the ,QFHQWLYH:DJHVcomponent.

n Summarized values (actual times, target times, and labor utilization rates) are available for evaluations and time leveling even before the actual payroll accounting process begins.

n 5,QFHQWLYH:DJHVis an integrated element of 53D\UROO$FFRXQWLQJ. The time tickets recorded are valuated when gross payroll is run.

n Employees’ time tickets affect gross pay. Account assignment information is transferred to the )LQDQFLDO$FFRXQWLQJ(FI) and &RQWUROOLQJ(CO) components.

© SAP AG

HR052

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 SAP AG 1999  SAP AG

© SAP AG

HR052

3-55

([HUFLVHV 8QLW7LPH0DQDJHPHQW 7RSLF7LPH5HFRUGLQJ

At the conclusion of this exercise, you will be able to: • Record employee absences, attendances and overtime • View quotas All employees work according to a given work schedule. Time administrators must record employee leave and any other event affecting or changing an employee’ s working time in the system.

1-1

Call up the Time Manager' s Workplace.

1-2

Add your employee *HRUJH9HJD temporarily to the list of employess.

1-3

Record time data in Time Manager' s Workplace for George Vega 1-3-1 1-3-2

1-3-3

1-4

/HDYH: Employee *HRUJH9HJD has requested leave (type 0100) from the 23rd of this month to the 9th of the next month.

'RFWRU V$SSRLQWPHQW Employee *HRUJH9HJD has a doctor' s appointment from WR on one workday in the middle of next month. Use the ID '2&. 2YHUWLPHOn one workday in the middle of next month, employee *HRUJH 9HJDwillwork extra hours (from 5:00 p.m. to 7:00 p.m.) in addition to his daily work schedule. These hours are to be compensated as overtime. Use the ID 27.

Display the quota overview for employee *HRUJH9HJD.

© SAP AG

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3-56

([HUFLVHV 8QLW7LPH0DQDJHPHQW 7RSLF7LPH(YDOXDWLRQ

At the conclusion of this exercise, you will be able to: • Describe the concept of time evaluation • Change time management status to evaluate time using planned working times • Perform time evaluation and examine the log In the Caliber A Bicycle Company, you must evaluate the employees’ time data that has been recorded in the time management infotypes.

2-1

In the SAP HR system, what does the term “Time evaluation” mean? ____________________________________________________ ____________________________________________________ ____________________________________________________ ____________________________________________________

2-2

Run 7LPH(YDOXDWLRQ for *HRUJH9HJDusing time evaluation schema TM00 in test mode and with the display log option selected. 2-2-1

Change the time management status of *HRUJH9HJDto a time evaluation status that uses planned working hours effective from the date of employment.

2-2-2

Execute Time Evaluation for*HRUJH9HJDusing time evaluation schema TM00 using variant SAP&TEDT in test mode and with the display log option selected.

© SAP AG

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3-57

([HUFLVHV 8QLW7LPH0DQDJHPHQW

7RSLF6KLIWDQG:RUNIRUFH3ODQQLQJ At the conclusion of this exercise, you will be able to: • Create a change to a shift plan • Create an availability • Create requirement assignments automatically or manually All employees in the Administration unit within the Data Center of the Caliber A. Bicycle co. work according to a given work schedule. The Shift Planner must fill gaps in the shift plan either by making manual proposals to the system or having the system automatically assign employees according to availability. 3-1

Plan deviations from specifications. 3-1-1

3-2

Create an availability for Mark Santos and Thor Nielsen 3-2-1

3-2-2

3-3

6LFNQHVV: In the target plan, create a sickness record for Donna Moore from the 12th to the 18th of the planning month.

&UHDWLQJVKLIWV: For all days on which Mark Santos and Thor Nielsen are assigned to the late shift, create a subsequent night availability record for them.

5HTXLUHPHQWVDVVLJQPHQWV: Manually assign Mark Santos and Thor Nielsen to the night availability shift by using drag & relate. Ensure that the assignments have been made successfully.

Run automatic proposal determination for the shift planning group. 3-3-1

© SAP AG

5HTXLUHPHQWVDVVLJQPHQWV: To run automatic proposal determination use the 'HWHUPLQHSURSRVDOpush-button. Check the ensuing level of requirement coverage.

HR052

3-58

6ROXWLRQ 8QLW7LPH0DQDJHPHQW 7RSLF7LPH5HFRUGLQJ

1-1

To call up the Time Manager’s Workplace choose the following menu path: 6$30HQX→+XPDQ5HVRXUFHV→7LPH0DQDJHPHQW→$GPLQLVWUDWLRQ→7LPH 0DQDJHU V:RUNSODFH

1-2

To add George Vega temporarily to the list of employees choose (PSOR\HHOLVW→ WHPSRUDULO\LQVHUWHPSOR\HHfrom the (PSOR\HHOLVWDUHD.

1-3

Record time data in Time Manager’s Workplace for George Vega 1-3-1

/HDYH

Select George Vega in the (PSOR\HHOLVWDUHD

Select the 23rd of this month to the 9th of next month in the &DOHQGDUDUHD

Select the &UHDWHGHWDLOV icon in the 7LPH'DWDDUHD(second icon from the left). Enter the ID / for /HDYH .

Enter the dates from the 23rd of this month to the 9th of the next month. 6DYH the entries.

Hide the 'HWDLOVDUHD. 1-3-2

'RFWRU V$SSRLQWPHQW Select a day in the middle of next month in the calendar area.

Overwrite the ID in the 7LPH'DWDDUHD with '2& .

Overwrite the start and end times with 10:00 and 12:00, respectively.

Confirm the entries with (QWHU.

The new entry automatically appears on a separate line. 6DYH the entries.

© SAP AG

HR052

3-59

1-3-3

2YHUWLPH Select another day in the middle of next month in the calendar area.

Select the 6KRZKLGH icon for that day in the 7LPH'DWDDUHD to view an empty entry line. In the empty ID field enter ID 27.

Enter the start time 17:00 and the end time 19:00. Confirm the entries with (QWHU. 6DYH the entries. 1-4

Quota overview for employee *HRUJH9HJD.

+XPDQ5HVRXUFHV→7LPH0DQDJHPHQW→$GPLQLVWUDWLRQ→7LPH'DWD→4XRWD 2YHUYLHZ 1-4-1

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Enter personnel number 50993## in the 3HUVRQQHOQRfield and (QWHU.

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2-1

The term “time evaluation” is used to describe the evaluation of employees’ attendance’ s and absences using a report.

2-2

Run 7LPH(YDOXDWLRQ for *HRUJH9HJDusing time evaluation schema TM00 in test mode and with the display log option selected. 2-2-1

Change the time management status for George Vega. 6$30HQX→+XPDQ5HVRXUFHV→7LPH0DQDJHPHQW$GPLQLVWUDWLRQ→ 7LPHGDWD→0DLQWDLQ

Select the 7LPH0DQDJHPHQW'DWD tab. Select the 3ODQQHGZRUNLQJWLPHentry. Select the &KDQJH icon.

Change the entry in the 7LPH0JPWVWDWXV to 7PHYDODFWXDO . Select the 6DYH icon.

2-2-2

Execute Time Evaluation for*HRUJH9HJD 6$30HQX→+XPDQ5HVRXUFHV→7LPH0DQDJHPHQW→$GPLQLVWUDWLRQ →7LPH(YDOXDWLRQ→7LPH(YDOXDWLRQ

Enter personnel number 50993## (George Vega) in the 3HUVRQQHOQR. field. Enter (YDOXDWLRQVFKHPD TM00.

Enter 7LPHVWDWHPHQWYDULDQWSAP&TEDT.

Select the 3URJUDP2SWLRQV button.

Select the 7HVWUXQQRXSGDWH and 'LVSOD\ORJ options. Choose whether to WUDQVIHUWKHILHOGV or not Select the &RQWLQXHicon. Select the ([HFXWH icon. Examine the time log.

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3-61

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Plan deviations from specifications 6$30HQX→+XPDQ5HVRXUFHV→7LPH0DQDJHPHQW→6KLIW3ODQQLQJ→6KLIW SODQQLQJ→&KDQJHVKLIWSODQ Select the $GPLQLVWUDWLRQ Organizational Unit within the 'DWD&HQWHU Organizational Unit in the Caliber A Bicycle Co. Select 7DUJHW3ODQ and &XUUHQWSHULRG Select 2YHUYLHZ 3-1-1

6LFNQHVV Select the 12th to 18th of the planning month for Donna Moore only by clicking on the first day and dragging the mouse to highlight the subsequent days and then releasing. Select the shift abbreviation to the right for 6LFN Select the 6DYH icon.

3-2

Create an availability for Mark Santos and Thor Nielsen. 3-2-1

&UHDWLQJVKLIWV

Highlight the linefor Mark Santos. Select 6KLIWVGXULQJSHULRG icon.

Select &KDQJHE\→$GG5HSODFHDYDLODELOLW\

Select &XUUHQW→/DWHVKLIW

Select $GG5HSODFH→1LJKW$YDLODELOLW\6KLIW

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5HTXLUHPHQWVDVVLJQPHQWV

Select a 1LJKW$YDLODELOLW\6KLIW for Mark Santos and drag to the corresponding day in the 6KLIW5HTXLUHPHQW area, then release. Repeat for Thor Nielsen.

3-3

Run automatic proposal determination for the shift planning group. 3-3-1

5HTXLUHPHQWVDVVLJQPHQWV

Select (GLW→'HWHUPLQHDVVLJQPHQWSURSRVDO.

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3-62

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4-2






© SAP AG

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4-3

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HR052

4-4

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7UDQVIHUWR $FFRXQWLQJ  SAP AG 1999

n Broadly speaking, payroll accounting is the calculation of payment for work performed by each employee. More specifically, however, payroll accounting comprises a number of work processes including the generation of payroll results and remuneration statements, bank transfers and check payments. n Payroll accounting also includes a number of subsequent activities: •

transfer of payroll results to Accounting

•

various evaluations, such as evaluating the payroll account.

•

etc.

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HR052

4-5

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 SAP AG 1999

n The calculation of payment comprises two main steps: •

Calculation of remuneration elements

•

Statutory and voluntary deductions (country-specific)

n Both the remuneration elements and the statutory and voluntary deductions consist of individual payments and deductions, which are calculated for an employee during a payroll period. These payments and deductions are included in the payment calculation by means of different wage types. n The employee is usually paid by bank transfer or check and the payment amount is printed in a form for the employee.

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4-6

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 SAP AG 1999

n The remuneration elements for an employee are formed from individual wage and salary types that are used during a payroll period. Payments such as basic pay, various bonuses and gratuities are included in the remuneration calculation. Deductions can be made for items such as a companyowned flat, company-sponsored day care or similar benefits. Different factors determine whether such benefits increase or reduce the taxable income. This is determined by country-specific regulations and, in some countries, the philosophy of the company. n An employee’s remuneration consists of all wage types calculated for him or her during a payroll period.

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4-7

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 SAP AG 1999

n Voluntary and statutory deductions, such as tax and social insurance contributions, are taken from the gross calculation to determine the payment amount. Different gross values, for example, total gross amount, and gross tax amount, are used to calculate the deductions. For this reason, different totals are formed during the payroll run, and these totals are be used for subsequent processing.

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4-8

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 SAP AG 1999

n If you want to start payroll from the menu, specify first the country, then call up the control record for the relevant payroll area. Here, you carry out the required steps in preparation for the payroll run.

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 SAP AG 1999

n During the payroll run, master data and time data changes that affect the payroll past and payroll present are not permitted. The payroll program reads the master data and time data infotypes, which means that changes effected during the payroll run could jeopardize the accuracy of the payroll results. It also means that you must not run the payroll during master data maintenance. This is controlled by the payroll control record. n The relationship between the menu and payroll control record is as follows: )XQFWLRQLQPHQX

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Release payroll

Release for payroll

Start payroll

The payroll program is started and the status of the payroll control record remains "released for payroll"

Check result

Check payroll results

Corrections

Release for correction

Exit payroll

Exit payroll

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4-10

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 SAP AG 1999

n Payroll accounting is usually performed separately for different employee groups. The payroll period is not always the same for all employees. For example, you run payroll for one group at the end of the month for the current month, while for another group you run payroll on a week-day for the previous week. n We have combined these two factors in the Payroll Area organizational unit. n Payroll areas facilitate the following functions in Payroll Accounting: •

Personnel numbers that are to be included in the same payroll run are grouped together.

•

The payroll period is defined using specific dates.

n Employees to be included in a payroll run at the same time and for the same payroll period are grouped into one payroll area. n Personnel numbers are assigned to a payroll area in the Organizational Assignment infotype (0001). It is possible to have a default value for the payroll area entered in the corresponding field. This depends on the assignment of the employee to the personnel subarea and employee group/employee subgroup grouping.

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4-11

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 SAP AG 1999

n The personnel numbers to be included in the payroll run are selected by specifying a payroll area in the payroll driver selection screen. The payroll period is transferred directly from the payroll control record to the payroll program. n In a live run, the payroll period is determined by the system. The last period to be included in a payroll run is stored in the payroll control record for each payroll area. The current payroll period is, therefore, the last period to be included in a payroll run, plus one. n +LQW Payroll driver should be started by Personnel Number or Payroll Area only.

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n The payroll log has a table of contents in the form of a tree structure. You can access specific detailed information from the nodes in the tree structure. Detailed headers enable you to search successfully for errors and facilitate navigation within the log information. If required, you can show or hide individual tree structure nodes.

© SAP AG

HR052

4-13

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n During the payroll run, the system recognizes any errors in master data and time data. This could mean that data is missing incorrect. Payroll can be run successfully for error-free personnel numbers. A correction indicator is assigned in the 3D\UROO6WDWXVLQIRW\SH(0003) to personnel numbers with errors. This infotype acts as a payroll administrator for the individual employee. n The personnel numbers with errors are listed in the payroll log. You can also call up and print these personnel numbers using the control record. n Once these errors have been corrected, you can repeat the payroll run. This time run payroll using the Search Help (Payroll correction run). This ensures that only the personnel numbers that have a correction indicator assigned to them in the 3D\UROO6WDWXVinfotype (0003) are selected.

© SAP AG

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4-14

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n The SAP R/3 System enables you to create remuneration statements for your employees. The remuneration statement lists clearly all payments and deductions used in the payroll run for an employee. n The remuneration statement is usually created after a payroll run and before the wage or salary is transferred to the bank.

© SAP AG

HR052

4-15

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 SAP AG 1999

n To transfer a wage or salary, you create a file using the preliminary DME program (data medium exchange). This file contains all transfer data for the selected employees. You use this file to create the transfer medium using the Create DME and DME Management menu options. You can either choose to create a data medium to transfer data to your bank, or you can print out appropriate check forms.

© SAP AG

HR052

4-16

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n When you have run payroll successfully, you need to carry out a number of subsequent activities. Depending on the country requirements, these are divided into the following areas. •

Per payroll period

•

Annual

•

Other periods

•

Period-independent

n All subsequent activities take place when the payroll run, remuneration statement and wage and salary transfer activities are complete.

© SAP AG

HR052

4-17

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n The SAP R/3 System enables you to create payroll accounts for your employees. The payroll account displays payroll data in a tabular form for one or more employees over one or more payroll periods. n The payroll journal contains the payroll data for several employees for one period. n The wage type statement shows different wage type distributions, which act as the basis for payroll data for the selected employees. The report shows the current wage type values (number and amount). n The wage type distribution shows wage types over several payroll periods without taking any retroactive accounting differences into account. The report shows the current wage type values (number and amount).

© SAP AG

HR052

4-18

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The following personnel number contained errors: Set 001, PerNo. 007, Tom Smith

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 SAP AG 1999

n The status of a process step can trigger the creation of a message to one or more employees. The message can be sent via mail or pager. If you use a pager, the paging number must be entered in the user parameters of the recipient. You can send messages to the following employees: •

Administrator (from IT 0001)

•

Person who starts the report

•

Persons or organizational units that have been created in SAP Office. - The status indicators that can trigger a message are displayed by the system when you create or edit a process step.

n You can use standard texts in the mails or you can create your own texts. n The mails contain a link to the HR Process Workbench. You access the point in the process at which the mail was triggered. From there, you can display the spool list and, if applicable, analyse any errors.

© SAP AG

HR052

4-19

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n You can either specify the mail connection when you create a process step or you can insert it at a later point. n If you are editing a process step, you can use the Communication and Text for mail tab pages to create the mail connection: •

Under Communication, you specify the conditions in which a message is sent to an employee, for example, the administrator may receive a mail if an error occurs for a personnel number, and the starter of the process may receive a mail when a process step has been completed. The system also requires the communication type. The message can either be sent by mail or by pager. To send a mail by pager, you need a paging server and the appropriate Customizing settings for SAPconnect.

•

Under Text for mail, enter the text to be sent as a message. - The VWDQGDUGWH[WV can be displayed here. You double click the name to display them. The texts are created in transaction SO10 Standard texts under Tools → SAPscript and are diplayed automatically in style HRPMMSG. Due to the formatting, you should also use this style for texts that you create yourself. - If you enter a name for which no text exists, you have the opportunity to create the text here. A suitable template is displayed automatically.
© SAP AG

HR052

4-20

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© SAP AG

HR052

4-21

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7RSLF3D\UROO$FFRXQWLQJ At the conclusion of this exercise, you will be able to: • Simulate a payroll run for an employee • View the payroll log • Run the remuneration statement for an employee The salary data for your employee is used in the payroll run for each period. The employee receives a remuneration statement.

1-1

Simulate international payroll for the current month (or for the period indicated by the instructor) for the employee *HRUJH9HJD (50993##) in payroll area X0 and review the log.

1-2

Display the remuneration statement for the period 01 2000 for +HOHQD&DPLQR on the screen. Helena Camino is in payroll area X0.

© SAP AG

HR052

4-22

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Enter ;in the 3D\UROODUHDfields in the Payroll period and Selection areas. In the 3D\UROOSHULRG portion of the screen, select the radio button for 2WKHUSHULRGand enter the information for the current month and year. Enter 50993## in the 3HUVRQQHOQXPEHU field. Select the 'LVSOD\ORJ option. Select the ([HFXWH icon. Review the log.

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n Reporting plays a central role in Human Resources Management. Personnel administrators are confronted daily with large volumes of data that must be recorded and evaluated. ABAP reports are available for this purpose. n The standard system includes a large number of reports to help you meet your reporting requirements. They enable you to define your own search criteria and then create lists of employees and employee data, for example, or perform statistical evaluations. Many reports can be viewed as lists (ALV) or they can be download to a PC application.

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n Ad Hoc Query and SAP Query enable you to create reports. As of 4.6c, Ad Hoc Query is integrated into SAP Query. Although it is called InfoSet Query in other R/3 components, it remains Ad Hoc Query within Human Resources. n You can access standard reports in the Menu Tree. n You can personalize the Menu Tree by hanging queries created in Ad hoc Query and SAP Query in it.

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n The Human Resources Information Systemmakes it easy for you to request and start all HR reports within Structural Graphics. n Reports are based on the structures defined in organizational management. n Advantages: •

Required report parameters are already set, wherever possible. Instead of completing a report selection screen, you simply select the required object or objects in Structural Graphics. For example, if you want to report on all positions in a specific organizational unit, select the relevant object.

•

You can start HIS from any plan version using objects of any status.

•

You do not have to switch between components to start different reports.

n To use the Human Resources Information System: •

Start Structural Graphics from HIS.

•

Select objects in the graphic.

•

Start reports for these objects.

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n When you access HIS, specify the data to be displayed in Structural Graphics. The view determines the possible display options. n 3URFHGXUH 1. Select a graphical display option. 2. Select the root object of the organizational structure you require. 3. If necessary, specify a selection period (the default value is the system date). 4. Choose Start. n 1RWH The object types you want to report on are not relevant to the display option.

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n The graphic displays the requested organizational structure. A second window lists the available reports. n The upper section of the window lists the areas available. After you have selected an area, the reports available for this area are listed in the lower section of the window. n If you have selected at least one object in the graphic, the report is started. The report results are displayed in an additional window. n 3URFHGXUH 1. Select one or more organizational units in the Structural Graphics window. 2. Choose the report you want to start. 3. The report runs for all of the persons or data assigned to the org. unit specified in step 1.

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n HIS reports can be started in a number of ways. The following settings are available: n 6WDUW The report can be started immediately, that is, without additional entries on the report selection screen. As a rule, programs are preset and contain the required data. Alternatively, you can call up the report selection screen to enter additional data. n 5HSRUWLQJGHSWK The report can be started for an object selected in a graphic, or for all of its subordinate objects. This is only relevant to structural reporting. n 'DWDFROOHFWLRQ The advantage of HIS is that it can report on HR master data for persons determined automatically after you have selected an organizational unit in a graphic. You must determine whether the report only runs for persons assigned to the selected organizational unit, or for all of the persons assigned to all of the subordinate organizational units.

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n Ad Hoc Query is a simple but powerful tool for reporting on Human Resource data. It enables you to access data from all Human Resource areas by choosing selection and output fields. n Ad Hoc Query can be used for data stored in Recruitment, Master Data, Time Management, and Personnel Planning and Development (data related with a person). n Programming skills are not required. You choose the selection and output fields on a screen.

n 1RWH: Unlike all other reporting tools, the selection is made directly from the database for persons or objects. In other words, personnel numbers are only selected if they meet the criteria. Accessing the database directly significantly improves performance. n 1RWH: Standard authorization checks take place at the infotype and organizational assignment levels.

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Overview tree

Output formatting

Select fields for reporting

Further define selection

List Viewer Output fields listed

Query results with actual data

 SAP AG 1999

n Ad Hoc Query is based on InfoSets* and user groups, which you determine using SAP Query. InfoSets are assigned to user groups, which groups users together. InfoSets enable you to group infotype fields and calculated fields together as required. InfoSets show only those items which the user needs, thus increasing user-friendliness. n The hit list enables you to further define values before the final output. n Queries can be saved and reused for similar queries in the future. n As of 4.6c:

•

One screen contains all functions: field selection, selection criteria, output formatting, query results, interactive function of the SAP List Viewer (e.g. download to Excel).

•

Drag & Drop for easy selection of selection and output fields

•

Example data is replaced by real data in the output area.

•

Text, value or both (denoted by a ‘t‘ next to the field selection) is selected by using the right mouse in the selection criteria fields.

•

Ad Hoc Query can now be used to report on objects from Personnel Planning, provided the required InfoSet has been created.

In Release 4.6c ,QIR6HWV replaced the term IXQFWLRQDODUHD and ILHOGJURXSreplaced the term IXQFWLRQDOJURXS.

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n You can adapt the appearance of the list so that it meets your requirements. For example, you can hide unnecessary columns, or sort the contents in accordance with specific criteria. These settings can then be saved as a user setting for reuse as required, or it can be set to a standard setting. n You can export the displayed and modified list to MS Word and MS Excel, where you can then further process the report results. n The send OLVWfunction enables you to forward the formatted report results to other users, irrespective of whether they work at the same enterprise or not.

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 SAP AG 1999

n In addition to delivering reporting tools for creating reports, SAP also delivers many important standard reports for all applications within SAP. You start the reports from the main Information System within the SAP Easy Access menu or from an information system within a component or one of its sub-components. n When accessing the info system for Human Resources, you have the option of starting a standard report or using a tool (Ad Hoc Query, SAP Query, HIS) to create a report. Reports which are created in Ad Hoc Query or SAP Query can be saved and added to the standard report structure. The standard reports can also be modified in customizing. n The hierarchical levels required before accessing a particular report vary from component to component. The reports are generally found and executed at the lowest level within the InfoSystem.

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n The report selection screen contains a series of selection options that enable you to determine the criteria used to execute a Human Resources report. Each selection option has two fields which you can use to specify a single value (by entering a minimum value in the first field only) or a value range (by entering a maximum value in the second field as well). By choosing specific selection options and values, you can determine the dataset to be read and the result of the report. The latter is derived from the evaluation of employee records and is output either as a list of employees, or as a numerical analysis of data on these employees. n To make generic entries, use *. To make masked entries, use +.

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n The report selection screen contains a series of default selection options that are used by the system to create a list of employees, for example, or a statistical evaluation. However, these defaults do not necessarily include all of the selection options that you require for your report run. The further VHOHFWLRQVfunction enables you to add selection options to the report selection screen, and delete existing selection options. n The search KHOSfunction on the report selection screen helps you select the employees for which you want the report to run. n The VRUWfunction enables you to use up to seven criteria to sort the list of employees or employee data created by the report. The effects of the sort function become apparent when a list report is output, but not when a statistical evaluation is output. n If you want to reuse selection values that you have set for a report, save them as a variant. Each time you call the variant, the system automatically writes its values to the individual selection fields.

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n Some reports cannot be accessed by using menu paths or general report selection. Instead, you must access them by choosing 6\VWHP!6HUYLFHV!5HSRUWLQJ.

n On the initial screen, you can enter RP* and then use the subsequent report to display an overview of all reports. You can enter more specific generic search criteria by using the following naming conventions: •

RPL*

Lists

•

RPS*

Statistics

•

RPC*

Payroll reports

•

RPU*

Utility reports

•

RPT*

Time management reports

•

RPAPL*

Applicant data reports

•

RPI*

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•

RH*

Reports for personnel planning

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7RSLF5HSRUWLQJ7RROVDQG5HSRUWV At the conclusion of this exercise, you will be able to: •

Start Ad Hoc Query

•

Start reports using the Information System

The following is the Unit scenario: The departments within your enterprise must regularly create reports for different types of employee data. To do this, they use the various Human Resources reporting functions.

1-1

1-2

Ad Hoc Query 1-1-1

Use Ad Hoc Query to create a report that displays the ILUVW and ODVWQDPH of the employee, the SHUVRQQHOQXPEHr, the value and text of SHUVRQQHODUHDV, and the ZHHNO\ZRUNLQJKRXUVof the employee. The SHUVRQQHODUHD field must be displayed as a selection criterion.

1-1-2

Start the report for the &DOLEHU$%LF\FOH&RPSDQ\ &$%% personnel area.

Reports 1-2-1

Start the report that generates a birthday list.

1-2-2

Generate a list of all employees born in .

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Ad-hoc Query

Choose the following menu path in the SAP (DV\$FFHVV0HQX:

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In the top left section of the initial screen, the current InfoSet is displayed with its field groups in an overview tree. Each field group corresponds to an HR infotype. This overview tree enables you to choose selection fields and output fields.

1RWH As you expand the field group for the infotypes, you will see two check boxes in columns: 6HOHFWLRQ and 2XWSXW. To determine whether your output should be value or text, right mouse click the checked output box, select output and then select either 2QO\WH[W, 2QO\YDOXH, or 9DOXHDQG7H[W. Some fields are only available as text or value. In these cases, the other options are blended out. Expand the 3HUVRQDO'DWDfield group and select the 2XWSXW check box for /DVW1DPHand)LUVW1DPH. Expand the .H\ILHOGVfield group and select the 2XWSXW check box for 3HUVRQQHOQXPEHU

Expand the 2UJDQL]DWLRQDO$VVLJQPHQWfield group and select the 6HOHFWLRQ and 2XWSXW check box for 3HUVRQQHODUHDRight mouse click the 2XWSXW check box for 3HUVRQQHODUHDand select9DOXHDQG7H[W.

Expand the 3ODQQHG:RUN7LPH field group and select the 2XWSXW check box for +RXUVSHUZHHN.

1-1-2

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