1. Question 1.

List The Various Components Of The Enterprise Structure In

Systems, Applications, And Products (sap) In Human Capital Management (hcm)?
Answer :
The components of the enterprise structure in SAP HCM are given as follows:
1. Client
2. Company code
3. Personnel area
4. Personnel subarea
o Question 2. What Is Client In The Sap System?
Answer :
In the SAP R/3 (R stands for Realtime) system, a client is an organization and a legal
entity. A client is positioned at the highest level among all the organizational units. It
contains the master data of various business processes, such as customers,
products, and vendors. A three-digit number is used to represent clients in the SAP
R/3 system.
o Question 3. What Is Company Code?
Answer :
A company code is a unique four-character alphanumeric code that represents a
legally independent enterprise.
o Question 4. What Is Personnel Area?
Answer :
A personnel area is a subunit of company code. It is identified as an organizational
unit representing an area in an enterprise, which is organized according to personnel
administration, time management, and payroll accounting criteria. It is represented
as a four-character alphanumeric code. For example, the personnel area code for
corporation is CORP.
o Question 5. What Are Personnel Subareas?
Answer :
A personnel subarea is a part of personnel area, which can be subdivided according
to the geographical location or the strategic line of business. It is represented as a
four-character alphanumeric code. For example, if the branches or locations of an
organization are defined as personnel area, then its departments, such as HR and
ADMIN, are the personnel subareas of the organization.
o Question 6. What Do You Understand By Personnel Structure?
Answer :
Personnel structure is defined as the structure of employees in an organization. It
comprises employee groups and employee subgroups.
The employee group allows you to divide employees into groups and define their
relationship to the enterprise.
 Following are some important organizational functions that can be performed using
an employee group:
1. Creating default values when data is input, such as creating default
values for the payroll accounting area or basic pay of the employee
2. Creating a criteria of selection to be used during evaluations
3. Creating a unit to be used for authorization check.
The employee subgroup is a part of the employee group and has the following
functions:
1. Provides processing information in payroll accounting.
2. Provides information about the validity of primary wage types.
3. Provides information about the validity of work schedules.
4. Supplies  information  about the validity of pay scale groups.
5. Provides information about the validity of time quota types.
o Question 7. What Are The Functions Of The Personnel Administration
Module?
Answer :
The following are the functions of the Personnel Administration module:
1. Providing authorizations required for the maintenance of master data
2. Assigning personnel number for people being recruited
3. Maintaining  plausibility of other sub applications both within HCM and
outside HCM
4. Maintaining plausibility within personnel administration
5. Designing input templates for personnel administration
6. Designing work processes required for personnel administration
7. Designing user interfaces.
o Question 8. What Is The Meaning Of Global Employment In Sap Hcm?
Answer :
Global Employment is termed as an employee having personnel assignments with
one enterprise or several affiliated enterprises, in more than one country at the same
time.
o Question 9. What Do You Mean By Infotypes In Sap Hcm?
Answer :
Infotypes are referred to as system-controlled characteristics of employees.
Information related to employee is stored in the form of Infotypes, 
which are represented by a four-digit numeric code given as follows:
1. 0000 for actions
2. 0001 for organizational assignment
3. 0002 for personal data
4. 0003 for payroll status
o Question 10. What Are Features In Sap Hcm?
 Answer :
Features are decision trees customized in the Implementation Guide (IMG) screen in
SAP HCM that are made up of technical fields whose values are defaulted in the easy
access.
o Question 11. What Is Img?
Answer :
IMG is a project support tool. It contains documentation about the implementation
steps of the SAP system. It also helps you to control and document the project
during implementation.
o Question 12. What Do You Understand By Mandatory Activities?
Answer :
Mandatory activities are activities for which SAP does not deliver default settings,
such as organizational structure. Customer specific requirements must be stored for
activities that are classified as mandatory.
o Question 13. What Are Optional Activities?
Answer :
Optional activities are activities for which SAP delivers default settings.
These default settings can be used if they satisfy the requirements.
o Question 14. What Are Non-required Activities?
Answer :
Non-required activities are activities for which SAP delivers all the default settings.
These activities, such as country specific settings, are used rarely.
o Question 15. What Do You Understand By Critical Activities?
Answer :
Critical activities are activities that should be carried out very carefully, because
errors in these activities may lead to negative consequences.
o Question 16. What Are Non-critical Activities?
Answer :
Similar to critical activities, the non-critical activities should also be performed
carefully, but the errors committed in these activities have less negative
consequences.
o Question 17. What Are Personnel Development Plans?
Answer :
Personnel development plans provide professional development for the employees
of an organization. It can also be used to perform the training and job-related
activities.
o Question 18. What Is The Use Of Training And Event Management?
Answer :
 The Training and Event Management module is used to manage and schedule the
training events and conventions.
o Question 19. What Is Sap Hcm Workflow?
Answer :
The SAP HCM Workflow automates business processes and assigns tasks to
appropriate person at the right time.
o Question 20. What Is The Use Of Compensation Management?
Answer :
Compensation Management allows you to specify the guidelines for an
organization's compensation policy, which helps the organization to attract and
preserve the best employees. It is necessary for the administration of compensation,
such as carrying out payroll.
o Question 21. What Is Personnel Cost Planning?
Answer :
Personnel Cost Planning is used to plan the personnel costs that are based on either
the basic salaries or the vacated or filled vacancies. It can be done for the current
year based on either the assumptions or the previous year costs.
o Question 22. What Is Shift Planning?
Answer :
Shift Planning is a component of Personnel Time Management. It is used to plan the
shift time and location of the employees according to their qualification and the
number of job requirements. The document used to record this information is called
planned shift document, which is also known as roster.
o Question 23. What Do You Mean By Capacity Planning?
Answer :
Capacity Planning refers to the planning of production in an organization to meet the
changing market demands of the products. The capacity is identified as maximum
amount of work that an organization can complete in a given time period.
o Question 24. What Is Human Resource Information Systems (hris)?
Answer :
Human Resource Information Systems enables you to perform standard reporting
from all HR areas.
o Question 25. What Is Manager's Desktop?
Answer :
The Manager's Desktop is a computer system, which is available only to the
managers. Other employees cannot see the Manager's Desktop; whereas, the
manager can use this computer system to see the status of all the employees who
are logged in. The computer system also helps managers to perform their
administrative and strategic works.
o Question 26. What Are The Most Important Processes In The Hr
Department?
Answer :
The HR is the most important division for any organization.
The processes of the HR department are employee administration, payroll, legal
reporting of efficiency, and agreements with the changing global and local
regulations.
o Question 27. List The Most Important Structures In Hr.?
Answer :
Following are the important structures in HR:
1. Enterprise
2. Personnel
3. Organization
4. Pay scale
5. Wage type
o Question 28. What Is Employee Self-service (ess)?
Answer :
ESS facilitates the employees of an organization to create, view, and change the data
anytime and anywhere, with the help of various technologies. It provides employees
with an employee-centric portal to enable them to access and modify the information
required for their jobs.
For example: employees can manage their home address and emergency contacts.
o Question 29. List The Functions Required To Select An Infotype?
Answer :
Following are the functions required to select an Infotype:
1. Create / INS
2. Delete
3. Delimit
4. Lock / Unlock
o Question 30. How Do You Hire A New Employee?
Answer :
A new employee is hired with the PA40 transaction code. After that, all the Infotypes
are maintained for the employee by using the PA30 transaction code.
1. Question 1. What Are The Commonly Used Info Types/ Sub Types In
Organizational Management (om)?
Answer :
Commonly used Info types in OM are:
1000-Objects.
1001-Relationships.
Sub Types:
 o O-O: A/B 002
o O-S:  A/B 003
o O-S:  A/B 012
o O-K: A/B 011
o S-S:  A/B 002
o S-K: A/B 011
o S-P: A/B 008
o S-C: A/B 007
1005-Planned Compensation.
1007-Vacancy.
1008-Account Assignment.
1013-EG/ESG.
1610-EEO/AAP for US.
1612- Worker Compensation State & Code for US.
1613- Worker Compensation State, Code & Attribute for US.
2. Question 2. Name The Report That Lets You To Change The Status Of Several
Objects At One Go?
Answer :
Report RHAKTI00 can be used to change the status of several objects at one go.
3. Question 3. Explain Evaluation Path?
Answer :
A set of relationships that exists between objects. It is used in work flows, reports,
structural graphics, authorizations, search objects in Org Structure.
4. Question 4. What Are The Commonly Used Transaction Codes In
Organizational Management (om)?
Answer :
Some of the commonly used tcode in SAP OM Module are:
In Expert Mode:
o PO03-Maintain Job
o PO10-Maintain Org Unit
o PO13-Maintain Position
o PP01- Maintain Objects
In Organization & Staffing:
o PPOSE-Create
o PPOSE-Change
o PPOSE-Display
5. Question 5. Name The Sap Delivered Report Programs Used To Validate/
Synchronize Pa & Om Objects?
Answer :
 Some of the standard programs that can be used to validate or synchronize PA &
OM objects are:
o RHINTE00- Transfer Org Assignment PA to PD.
o RHINTE10- Prepare integration  OM with PA.
o RHINTE20- Create missing objects( OM or PA).
o RHINTE20_ ALT- Check program for PA-PD integration.
o RHINTE30- Transfer Org Assignment in batch input folder for IT0001.
6. Question 6. What Is Enterprise Structure Made Up Off?
Answer :
Enterprise structure is made up of: Client, Company Code, Personnel Area, Personnel
Sub Area.
7. Question 7. What Are The Criteria Considered To Decide On The Design Of
Enterprise Structure?
Answer :
General criteria are:
o Reporting requirements.
o Authorizations requirements.
o Generation of default values (via Feature).
Other criteria are based on:
o Module specific requirements for Payroll, Time, Comp, Benefits etc.
8. Question 8. What Is Personnel Structure Made Of?
Answer :
Personnel structure is made of Employee groups and Employee Sub groups.
9. Question 9. Name The Commonly Used Info Types In Pa?
Answer :
Commonly used info types in PA module are:
o 0000-Actions
o 0001- Org Assignment
o 0002- Personal Data
o 0006- Address
o 0007- Planned Working Time
o 0008- Basic Pay
o 0009- Bank Details
o 0014- Recur. Payments/Deductions
o 0015-Additional Payments
o 0019- Monitoring of Dates
o 0021- Family/related Person
o 0022-Education
o 0041-Date Specifications
 o 0077-Additional Personal Data
o 0105- Communication
10. Question 10. Explain Time Constraints For Info Type Records?
Answer :
Constraints are:
o Records must have no gaps, no overlapping.
o Records may have gaps, no overlapping.
o Records may have gaps, exist more than once.
11. Question 11. What Are The Different Types Of Sap Standard Employment
Status?
Answer :
Different types of standard employment status are:
o 0 - Withdrawn
o 1 - Inactive
o 2 - Retiree
o 3 - Active
12. Question 12. Name The Table Used In Img For Info Type Screen
Modifications?
Answer :
Table T588M is used for info type screen modification.
13. Question 13. What Is Dynamic Action? Name The Table Used To Set Up
Dynamic Action?
Answer :
Dynamic Action controls which subsequent activities are triggered when an Info type
record is maintained. Table T588Z is used to set up dynamic action.
14. Question 14. Name The Commonly Used Features In Personnel Administration
(pa)?
Answer :
Commonly used features in PA module are:
o ABKRS- Default values for Payroll Area.
o LGMST- Default Wage Type in IT0008.
o SCHKZ- Default Work schedule Rules in IT0007.
o TARIF- Default Pay Scale Type and Area in IT0008.
o PINCH- Default Administrator Group in IT0001.
o PFREQ- Default monthly/hourly pay in IT0008.
1. What are plan versions used for?
Ans : Plan versions are scenarios in which you can create organizational plans.
• In the plan version which you have flagged as the active plan version, you create your current valid
organizational plan. This is also the integration plan version which will be used if integration with
Personnel Administration is active.
• You use additional plan versions to create additional organizational plans as planning scenarios.
As a rule, a plan version contains one organizational structure, that is, one root organizational unit. It
is, however, possible to create more than one root organizational unit, that is more than one
organizational structure in a plan version.
For more information on creating plan versions, see the Implementation Guide (IMG), under
Personnel Management  Global Settings in Personnel Management  Plan
Version Maintenance.
2. What are the basic object types?
Ans. An organization object type has an attribute that refers to an object of the organization
management (position, job, user, and so on). The organization object type is linked to a business
object type.
Example
The business object type BUS1001 (material) has the organization object type T024L (laboratory) as
the attribute that on the other hand has an object of the organization management as the attribute.
Thus, a specific material is linked with particular employees using an assigned laboratory.
3. What is the difference between a job and a position?
Ans. Job is not a concrete, it is General holding various task to perform which is generic.(Eg:
Manager, General Manager, Executive).
Positions are related to persons and Position is concrete and specific which are occupied by
Persons. (Eg: Manager - HR, GM – HR, Executive - HR).
4. What is the difference between an organizational unit and a work centre?
Ans. Work Centre : A work center is an organizational unit that represents a suitably-equipped zone
where assigned operations can be performed. A zone is a physical location in a site dedicated to a
specific function.
Organization Unit : Organizational object (object key O) used to form the basis of an organizational
plan. Organizational units are functional units in an enterprise. According to how tasks are divided up
within an enterprise, these can be departments, groups or project teams, for example.
Organizational units differ from other units in an enterprise such as personnel areas, company
codes, business areas etc. These are used to depict structures (administration or accounting) in the
corresponding components.
5. Where can you maintain relationships between objects?
Ans. Infotype 1001 that defines the Relationships between different objects.
There are many types of possible relationships between different objects. Each individual
relationship is actually a subtype or category of the Relationships infotype.
Certain relationships can only be assigned to certain objects. That means that when you create
relationship infotype records, you must select a relationship that is suitable for the two objects
involved. For example, a relationship between two organizational units might not make any sense for
a work center and a job.
6. What are the main areas of the Organization and Staffing user interfaces?
Ans. You use the user interface in the Organization and Staffing or Organization and Staffing
(Workflow) view to create, display and edit organizational plans.
The user interface is divided into various areas, each of it which fulfills specific functions.
o Search Area
 o Selection Area
o Overview Area
o Details Area
Together, the search area and the selection area make up the Object Manager.
7. What is Expert Mode used for?
Ans. interface is used to create Org structure. Using Infotypes we can create Objects in Expert mode
and we have to use different transactions to create various types of objects. If the company needs to
create a huge structure, we will use Simple maintenance, because it is user friendly that is it is easy
to create a structure, the system automatically relationship between the objects.
8. Can you create cost centers in Expert Mode?
Ans. Probably not. You create cost center assignments to assign a cost center to an organizational
unit, or position.
When you create a cost center assignment, the system creates a relationship record between the
organizational unit or position and the cost center. (This is relationship A/B 011.) No assignment
percentage record can be entered.
9. Can you assign people to jobs in Expert Mode?
10. Can you use the organizational structure to create a matrix organization?
Ans. By depicting your organizational units and the hierarchical or matrix relationships between
them, you model the organizational structure of your enterprise.
This organizational structure is the basis for the creation of an organizational plan, as every position
in your enterprise is assigned to an organizational unit. This defines the reporting structure.
11. In general structure maintenance, is it possible to represent the legal entity of organizational
units?
12. What is the Object Infotype (1000) used for?
Ans. Infotype that determines the existence of an organizational object.
As soon as you have created an object using this infotype, you can determine additional object
characteristics and relationships to other objects using other infotypes.
To create new objects you must:
• Define a validity period for the object
• Provide an abbreviation to represent the object
• Provide a brief description of the object
The validity period you apply to the object automatically limits the validity of any infotype records you
append to the object. The validity periods for appended infotype records cannot exceed that of the
Object infotype.
The abbreviation assigned to an object in the system renders it easily identifiable. It is helpful to use
easily recognizable abbreviations.
You can change abbreviations and descriptions at a later time by editing object infotype records.
However, you cannot change an object’s validity period in this manner. This must be done using the
Delimit function.
You can also delete the objects you create. However, if you delete an object the system erases all
record of the object from the database. You should only delete objects if they are not valid at all (for
example, if you create an object accidentally)
13. What is the Relationships Infotype (1001) used for?
Ans. Infotype that defines the Relationships between different objects.
You indicate that a employee or user holds a position by creating a relationship infotype record
between the position and the employee or user. Relationships between various organizational units
form the organizational structure in your enterprise. You identify the tasks that the holder of a
position must perform by creating relationship infotype records between individual tasks and a
position.
Creating and editing relationship infotype records is an essential part of setting up information in the
Organizational Management component. Without relationships, all you have are isolated pieces of
information.
You must decide the types of relationship record you require for your organizational structure.
If you work in Infotype Maintenance, you must create relationship records manually. However, if you
work in Simple Maintenance and Structural Graphics, the system creates certain relationships
automatically.
14. Which status can Infotypes in the Organizational Management component have?
Ans. Once you have created the basic framework of your organizational plan in Simple Maintenance,
you can create and maintain all infotypes allowed for individual objects in your organizational plan.
These can be the basic object types of Organizational Management – organizational unit, position,
work center and task. You can also maintain object types, which do not belong to Organizational
Management.
15. What is an evaluation path?
Ans. An evaluation path describes a chain of relationships that exists between individual
organizational objects in the organizational plan.
Evaluation paths are used in connection with the definition of roles and views.
The evaluation path O-S-P describes the relationship chain Organizational unit > Position >
Employee.
Evaluation paths are used to select other objects from one particular organizational object. The
system evaluates the organizational plan along the evaluation path.
Starting from an organizational unit, evaluation path O-S-P is used to establish all persons who
belong to this organizational unit or subordinate organizational units via their positions.
16. What is Managers Desktop used for?
Ans. Manager's Desktop assists in the performance of administrative and organizational
management tasks. In addition to functions in Personnel Management, Manager's Desktop also
covers other application components like Controlling, where it supports manual planning or the
information system for cost centers.
17. Is it possible to set up new evaluation paths in Customizing?
Ans. You can use the evaluation paths available or define your own. Before creating new evaluation
paths, check the evaluation paths available as standard.
18. Which situations require new evaluation paths?
Ans. When using an evaluation path in a view, you should consider the following:
Define the evaluation path in such a manner that the relationship chain always starts from a user
(object type US in Organizational Management) and ends at an organizational unit, a position or a
user.
When defining the evaluation path, use the Skip indicator in order not to overload the result of the
evaluation.
19. How do you set up integration between Personnel Administration and Organizational
Management?
Ans. Integration between the Organizational Management and Personnel Administration
components enables you to,
Use data from one component in the other
Keep data in the two components consistent
Basically its relationship between person and position.
Objects in the integration plan version in the Organizational Management component must also be
contained in the following Personnel Administration tables:
Tables Objects
-
-

T528B and T528T Positions

T513S and T513 Jobs
T527X Organizational units
If integration is active and you create or delete these objects in Organizational Management
transactions, the system also creates or deletes the corresponding entries automatically in the tables
mentioned above. Entries that were created automatically are indicated by a "P". You cannot change
or delete them manually. Entries you create manually cannot have the "P" indicator (the entry cannot
be maintained manually).
You can transfer either the long or the short texts of Organizational Management objects to the
Personnel Administration tables. You do this in the Implementation Guide under Organizational
Management -> Integration -> Integration with Personnel Administration -> Set Up Integration with
Personnel Administration. If you change these control entries at a later date, you must also change
the relevant table texts. To do that you use the report RHINTE10 (Prepare Integration (OM with
PA)).
When you activate integration for the first time, you must ensure that the Personnel Administration
and the Organizational Management databases are consistent. To do this, you use the reports:
• RHINTE00 (Adopt organizational assignment (PA to PD))
• RHINTE10 (Prepare Integration (PD to PA))
• RHINTE20 (Check Program Integration PA - PD)
• RHINTE30 (Create Batch Input Folder for Infotype 0001)
The following table entries are also required:
 • PLOGI PRELI in Customizing for Organizational Management (under Set Up Integration with
Personnel Administration). This entry defines the standard position number.
• INTE in table T77FC
• INTE_PS, INTE_OSP, INTEBACK, INTECHEK and INTEGRAT in Customizing under Global
Settings ® Maintain Evaluation Paths.
These table entries are included in the SAP standard system. You must not change them.
Since integration enables you to create relationships between persons and positions (A/B 008), you
may be required to include appropriate entries to control the validation of these relationships. You
make the necessary settings for this check in Customizing under Global Settings ® Maintain
Relationships.
List The Various Components Of The Enterprise Structure In Systems, Applications,
And Products (SAP) In Human Capital Management (HCM)?
The components of the enterprise structure in SAP HCM are given as follows:

1. Client
2. Company code
3. Personnel area
4. Personnel subarea

What Is Client In The SAP System?

In the SAP R/3 (R stands for Real-time) system, a client is an organization and a legal
entity. A client is positioned at the highest level among all the organizational units. It
contains the master data of various business processes, such as customers, products,
and vendors. A three-digit number is used to represent clients in the SAP R/3 system.
What Is Company Code?
A company code is a unique four-character alphanumeric code that represents a legally
independent enterprise.
What Is Personnel Area?
A personnel area is a subunit of company code. It is identified as an organizational unit
representing an area in an enterprise, which is organized according to personnel
administration, time management, and payroll accounting criteria. It is represented as a
four-character alphanumeric code. For example, the personnel area code for a
corporation is CORP.
What Are Personnel Subareas?
A personnel subarea is a part of personnel area, which can be subdivided according to
the geographical location or the strategic line of business. It is represented as a four-
character alphanumeric code. For example, if the branches or locations of an
 organization are defined as personnel area, then its departments, such as HR and
ADMIN, are the personnel subareas of the organization.
What Is SAP HCM Workflow?
The SAP HCM Workflow automates business processes and assigns tasks to
appropriate person at the right time.
What Do You Mean By Infotypes In SAP HCM?
Infotypes are referred to as system-controlled characteristics of employees.
Information related to employee is stored in the form of Infotypes,
which are represented by a four-digit numeric code given as follows:

1. 0000 for actions

2. 0001 for organizational assignment
3. 0002 for personal data
4. 0003 for payroll status

What Are Features In SAP HCM?

Features are decision trees customized in the Implementation Guide (IMG) screen
in SAP HCM that are made up of technical fields whose values are defaulted in the easy
access.
How Do You Hire A New Employee?
A new employee is hired with the PA40 transaction code. After that, all the Infotypes are
maintained for the employee by using the PA30 transaction code.
What are the three administrators ?
The three administrators are :

1. Personnel Administrator  
2. Payroll Administrator
3. Time Administrator

How does any company use an organizational plan?

The company organization structure and reporting structure is represented through the
organization plan. The active plan version is the current plan version and the other plan
versions are considered as various planning Stages. Used for manpower planning.
Normally plan version”01″ is always made the active plan version.
What is an evaluation path?
An evaluation path describes a chain of relationships that exists between individual
organizational objects in the organizational plan.
You can maintain evaluation paths on img -> Personnel Management ->Organization
Management-> Basic Settings-> Maintain Evaluation Paths .
What is the difference between a job and a position?
Job is not concrete, it is is generic.(Eg: Manager, Assistant Manager, Consultant).
Positions are related to persons .Position is concrete and specific which are occupied
by Persons. (Eg: Manager – Finance , Consultant – SAP HR).
What are Dynamic Actions? Give few examples?
Dynamic actions when triggered by the system. They are result of some personnel
action. If changes are made (personnel action) to the personnel data of an info type,
then has an effect on the data of a second info type, the system automatically displays
the info type. One of the main purposes of the dynamic action (of the system) is to have
a consistent and coherent data. These actions are started automatically by the system,
unlike the Personnel actions which you start by yourself. The best example is when an
action is carried out like hiring; it needs to populate a set of info types. In the initial entry
of details in info type 0000 is personnel action. Then the system automatically displays
next info types- which are result of dynamic action.

What is the difference between Indian and US Payroll?

Does each of them have their own ITs and the taxation differs? Yes, since the Benefits
which are more important in US. In US unemployment tax will come. Garnishments will
come, Residence taxation, Work tax and others.
How can we evaluate wage types indirectly ?
You must define the characteristics of the wage-type to be evaluated indirectly. To do
this, go to the IMG under Payroll *: Reimbursements, Allowances and Perks ® Maintain
Wage Type Characteristics.
In this activity, if the wage type has to be Indirectly Evaluated, you must first assign
INVAL in the Indirect eval.module field.
Then, you must assign the Module variant(A,B,C,D) for the wage type.Now when you
populate the Basic Pay infotype (0008), the configured wage types will get defaulted,
and those wage types configured for INVAL will also have their amounts defaulted.
 What ways are there to perform pay scale reassignment ?
You can reassign pay scale to any position through position maintenance(PO13). Go to
change planned compensation and reassign the pay scale to the desired position.

 Simple and extended pay increases

 Simple Standard Pay Increase
 Go to reporting. In the Program field enter report RPU51000.
 The selection screen for the report is displayed.

In the Pay Scale Group, Pay Scale Level and Wage Type fields, enter the employees who
should receive a standard pay increase. Enter the date from which the Customizing
settings should be changed. In the Increase and Rounding sections, enter the necessary
data, for example, an increasing amount or an increase percentage rate.
The amount of the indirectly valuated wage types is adjusted according to the data in
the Customizing settings. No new infotype records have been created in the Basic Pay
infotype (0008).
Extended Standard Pay Increase
In the Program field enter report RPITRF00.In the Selection section, enter the selection
criteria you want to use to effect an extended standard pay increase.
Choose Batch Input.
If you do not select Batch Input, the pay scale reclassification will only be simulated. A
results log is displayed, that you can evaluate as required.If necessary, enter the pay
scale structure for which you want to effect a standard pay increase.
Process the batch input session.
The payments for the selected employees have been adjusted in accordance with the
data specified in Customizing. New infotype records have been created in the Basic Pay
infotype (0008).
What is the employee subgroup grouping for primary wage types used for?
You can use these groupings to specify which wage types may be entered for which
employee subgroups.
Through which T-Code you are able to create a remuneration statement?
PC00_Mxx_CEDT (xx – denotes the molga for a country)
How can you define default wage types for the Basic Pay Infotype?
 The system can suggest a default wage type for basic pay (IT0008), to do this
appropriate wage type must be included in a wage type model. Here you define the
default wage types and the sequence how they should appear in the infotype Basic Pay
and whether you can overwrite the defaulted wage type or not. 

Personnel Management -> Personnel Administration -> Payroll data -> Basic Pay ->
Wage Type ->
Revise Default Wage Types

After setting wage type model, LGMST feature needs to be defined. Feature LGMST has
two return values: firstly, the maximum number of wage types that can be entered in the
Basic Pay infotype (IT0008), and secondly, the wage type model the system is to use,
which was defined above.

To access feature LGMST use following SPRO path or transaction PE03.

SPRO: Personnel Management -> Personnel Administration -> Payroll data -> Basic
Pay -> Wage Type -> Enterprise Structure for Wage Type Model

In which feature, default wage type is defined for Basic Pay Infotype?

LGMST
How does the system know when to trigger retroactive accounting for a particular
employee?
Retroactive accounting recognition consists of four steps:

 If you edit an infotype that is relevant to retroactive accounting, the system

enters the start date of the changed infotype record in the following fields of infotype
0003 Payroll Status:
 Earliest MD change (earliest master data change since last payroll run)
 MD chng.bonus (earliest payroll-relevant master data change (bonus)).
This field is only displayed for specific country groupings, it is not displayed for all
personnel numbers.

 During the next regular payroll run or correction run (off-cycle payroll type B), the
system determines whether the date in the Earliest MD change and (if applicable) MD
chng.bonus fields comes before the date in the Accounted to field.
 If this is the case, the system performs retroactive accounting. It starts with the
payroll period in which the date entered in the Earliest MD change and MD chng.bonus
fields occurs. The system recalculates all payroll periods that lie between the date in the
Earliest MD change and MD chng.bonus fields and the date in the Accounted to field.
 The system deletes the date in the Earliest MD change and MD chng.bonus fields

What activities are possible when the payroll control record is set to “Released for
Payroll”?
If you choose the function Release Payroll from the menu, you are prevented from
changing infotype data records if such changes affect the past or present. This lock
applies to the personnel numbers included in the payroll area concerned. Changes that
affect the future are still permitted. You must execute this function in the menu before
starting the payroll. If the status of the payroll control record was previously Exit Payroll,
the Release Payroll function also has the effect of increasing the period in the payroll
control record by 1.
Can a posting run be deleted?
Yes It can be reversed before the Bank transfer.Once the transfer is done the payments
need to be adjusted in the next payments.
Difference between PCR and CAP?
Difference between PCR and CAP is mentioned below:
PCR – The Personnel Calculation rule allows how one wage type is to be processed in
different ways in payroll accounting.
CAP – CAP is Collective Agreement Provision based on which the different groups of
Employees are eligible for different kinds of pay scale structures and benefits and so
on. CAP is based on the following components :

1. Pay scale type

2. Pay scale area
3. Employee subgroup grouping for CAP
4. Pay Scale Group and Pay Scale Level

An employee subgroup grouping for collective agreement provisions combines

subgroups which are governed by the same valid collective agreement provisions. A
provision is a specific labor law regulation within the collective agreement.
Naming convention for wage types
The following naming conventions are used for wage types:
 /0** – valuation bases
 /1** – cumulation of gross amount
 /2** – averages
 /3** – country-specific, usually for social insurance
 /4** – country-specific, usually for tax
 /5** – legal net
 /7** – wage/salary plus ER shares
 /8** –  factoring
 /84* – cost accounting
 /A** – outgoing wage types in retroactive accounting period
 /Z** – incoming wage types from the previous period

Do you know in OM -> copy plan version?

 To copy plan version use the Tcode: RE_RHCOPL00.
This report is only for copying objects from one plan version to another plan version to
keep updated structures Always only one plan version would be active which is current.
This report does not help to copy any master data.
Can a posting run be deleted?
Yes, It can be reversed before the Bank transfer. Once the transfer is done the payments
need to be adjusted in the next payments.
What activities are possible when the payroll control record is set to “Released for
Payroll “?
When you set the status to Released for payroll you cant make any change to master
data. Its actually released for payroll.
Is it possible to branch directly from the payroll log to master data and time data
maintenance
Yes, you can go in separate sessions.

Payroll Results
How do you post the payroll results to FICO? I created one symbolic account and
assigned the same to Salaries GL Account and then completed the other configuration
steps needed to complete the procedure.
However, when I tried to run the simulation for posting to FICO, I got the message
“Document is not generated”.
If you have selected “Output Log” at the beginning of your configuration procedure, it
will tell you at the bottom part what went wrong.
Deduction Wage Type
We have a deduction wage type displayed in the window of our pay slip that shows a
negative value.This causes problems and we have tried several measures to correct
this including conversion rule 16 for our wage type in the same window but so far,
without any success. How can we correct or delete the negative sign?
You can review OSS Note 406977.
This is a collective note of issues with RPCEDTx0 with examples of problems and
solutions.

Payroll Simulation
How do I correct the payroll simulation entry and check the correctness of our master
data? What if one hundred employees get rejected due to error 167-process health
plans? What does the following error mean: “No entry for plan DENT/cost variant.
FMDN/key////x00000000000000” ?
You should check for the cost element associated and the validity of cost rule for this
plan. To do this, check your configuration under Benefits>Plans>Health Plans>Define
cost variant and define cost rules.

Payroll Simulation
Why is the system not picking up the values changed this month by default during
payroll simulation? However, when I tried last month’s retro date, it picks up correctly.
How can this issue be corrected?
You can check the “Earliest MD (master data) change” date on infotype 0003. If you
have done that already and payroll simulation still doesn’t function by default, then there
is a problem with your infotype and/or wage type retro settings. Check table T582A.

Single Payroll
Is it possible to configure a single payroll to pay an individual in multiple currencies?
No. The system can be configured to pay in multiple currencies but not to pay an
individual in multiple currencies.

 IT0015

I need to capture a reason in the “additional payment” IT0015. The reason code is
“save” in this infotype. I tried to capture for reason an Example to ADDWT 9999 if
Reason ADDWT9998. How can I check the reason in IT0015 for accuracy?
You can try using this to start with: ‘TABLE P0015 > VARGB PREAS’
Then, use the variable key to define the different reasons.
Which characteristics does a day with day type 1 have?
Its OFF and Paid
How does the system know when to trigger retroactive accounting for a particular
employee?
You have to mention the retro active accounting date in IT 0003 in the relevant field.
Otherwise it will take the earlier hiring date.
Is it possible to branch directly from the payroll log to maser data and time data
maintenance?
Yes you can go in separate sessions.\
What Do You Understand By Personnel Structure?
Personnel structure is defined as the structure of employees in an organization. It
comprises employee groups and employee subgroups.
The employee group allows you to divide employees into groups and define their
relationship to the enterprise.

Following are some important organizational functions that can be performed using an
employee group:
Creating default values when data is input, such as creating default values for the
payroll accounting area or basic pay of the employee
Creating a criteria of selection to be used during evaluations
Creating a unit to be used for authorization check.
What Is Shift Planning?
Shift Planning is a component of Personnel Time Management. It is used to plan the
shift time and location of the employees according to their qualification and the number
of job requirements. The document used to record this information is called planned
shift document, which is also known as roster.

Q1) How can you say that SAP HR is better than PeopleSoft HR
S.N SAP HR PeopleSoft HR
o

1 Various structures of data are allowed Limited structures of data are allowed

2 Restrictions on the employees data make it For restrictions, additional programming or

 secure                      modeling is to be done

3 It is dynamic in nature Only a few features are dynamic

Q2) What do you mean by Human resources?

These are basically the people that build up workforce for a business or for an organization and are
mainly responsible for the successful accomplishment of many important task. Depending upon the
size and type of business, there can be more or less human resources in an arena. Human
resources can also be referred as labor, manpower, skills or simply people in an organization. 

Q3) Which structure in the SAP HR provides information regarding the job functions of
employees?
Personnel Structure

Q4) What do you mean by the term Fringe benefits?

These are basically the benefits that are provided to the employees of an organization in addition o
their salary or compensation. It is not always necessary that they are provided directly in the form of
salary. Generally, they are non-wage compensation. The common examples of fringe benefits
include:

1. Providing accommodation to the employee

2. Providing health benefits such as insurance
3. Income protection
4. Vacation
5. Profit sharing
6. Loan contribution 
7. Proving benefits to the family of employees such as education loans
Q5) What do you mean by the term rewards management?
It is basically a strategy with the help of which an organization make sure that workers who
performed well in their responsibilities and tasks are rewarded in affair manner and are provided
various benefits. The rewards can be in the form of a gift, salary hike, promotion and so on. There
are certain benefits can be assured by an organization with effective rewards management
approach. The biggest one is they can simply motivate other employees to handle their jobs reliably
and easily. 

Q6) What are the various methods that can be considered when it comes to recording time in
the SAP HR machine?
This can be done with the help of any of the following methods:

1. By using cross application time sheet

2. By using time administrators online
3. By ESS application
Q7) Can you tell any one component of the rewards management?
It can be remuneration. The same can be considered as the tips and advice that is offered to the
workforce by the employer. It is not necessary always that all the employees are provided the same
tips and advice. This is generally done in exchange of their services. There are a number of future
benefits that both an employee and an employer can have from remuneration. 

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Q8) What is the significance of Organizational structure in the SAP HR application?
This is basically the structure that is considered as very essential. It simply makes sure of healthy
relation among the employees and their departments. There are some regular guidelines on which it
is based on and can vary depending on the nature and the type of a business. SAP HR application
enables users to make changes in the same structure and the users are free to add a lot of
information as per their needs. 

Q9) How SAP HR can be trusted for the recruitment and training of the employees?
Both of these modules are very essential and simply enable and organization to get results they also
expect from their workforce. SAP HR tool is good enough to provide information on what sort of
training is to be provided to the employees and how they can benefit them. The tool can be trusted
for its suggested approach which is based on the employee’s performance and the weak portion. 

Q10) Can SAP HR be trusted for dealing with the discrimination?

Yes, it has several features for the same and there are many organizations who are already utilizing
it for the same task. 

Q11) What do you know about the Matchcode W?

Sometime there is a need to access the personnel numbers in a payroll which are no longer valid
due to rejection by the payroll run. Matchcode W is used to make sure that the rejected data is to run
successfully again. This is done by making appropriate corrections in the same. The overall time
taken for the same depends largely on the type of errors and how they are generally addressed. 

Q12) In SAP HR, what is the purpose of module Organization Management SAP HR?
It is basically an approach that is very beneficial for a business. As the name itself indicates, the
organization management module in the SAP HR simply make sure of handling all the complex
tasks in a very reliable manner and the good thing is the users are free to derive many additional
benefits. Tasks such as managing the relations, collaborating, time management, advising, reporting
as well as dealing with others can simply be accomplished with this module and the good thing is
users need not to worry about the bulk investments for the same. 

Q13) How many records can exist for a given period in SAP HR?
Only record can be there for a specified period in SAP HR. Also, there is a condition which the users
have to make sure and i.e. the records should be free from any sort of gaps between them. The new
records when added, the SAP HR instructs the system to overlap record on the key.

Q14) Name a few sub modules in SAP HR?

These are Training and event management, Personnel Administration, Payroll, Compensation
Management and MSS.

Q15) What are the different structures in the SAP HR with which you are familiar?
In most of the businesses, there is actually a need of different structures for the successful
representation of conditions related to the organizations, their policies, as well as their
implementation. The SAP HR simply provides following three important structures with the help of
which the users are free to keep up the pace simply. 

1. Enterprise Structure
2. Organizational Structure
3. Personnel Structure
Q16) What are the responsibilities of a human resource department of an organization?
All the tasks related to employee welfare and handling different aspect of employment are the
responsibilities of the HR department in an organization. The department head has to compliance
with the labor law and have to make sure that all the employment standards are met in the
organization. Assuring administration and providing employee all the benefits is also the
responsibility if the same department. In addition to this, they are responsible for dismissal, as well
as recruitment of employees in the organization. 

Q17) What are the two options that the users can consider when it comes to maintaining the
information for a defined Prototype?
These are PA 30 and PA 40. Also, known as Personal Administration Maintenance and Personal
Actions.

Q18) Why it is important to determine the needs of the staff? How SAP HR application is
useful when it comes to same
Staff often needs to be motivated for the successful accomplishment of their tasks. For this, the first
condition is to make them feel that all their needs would be fulfilled. The fact is employees often
made demands and it is not always necessary that the management has to invest money in fulfilling
the same. Determining the staff need is important because it simply enhances the productivity and
enable employee to perform all their tasks with dedication. Also, determining the needs of the staff
can simply help in marinating a secure and healthy work environment in the organization/

The SAP HR tool has been equipped with some useful features with the help of which a close eye
can be kept on the departments and the way they are a performing. It offers a lot of useful
information on the same such as reporting and documents which provide information on the staffing.
The same can be utilized for determining the needs of the staff. Also, it has a lot of dedicated
features for this task. 

Q19) What do you know about the term Infotype and how it is of significant importance in the
SAP HR?
SAP HR tool needs user’s data for accomplishing few of its task such as record keeping and
marinating personal profiles. All the information about the employees is generally grouped into the
small units and these units are recognized as Infounits. In SAP HR, they can have 4 digit keys.

Q20) What is PCL 2 cluster in SAP HR and how as a user you can access the same?
It is basically a cluster in which the Payroll outcomes are stored. It can be accessed with the help of
transaction PC simply. It’s not necessary that all the employees are allowed to access the same. 

Q21) Can you name a few Time Related Info types in the SAP HR?
Attenances, Absences, Work Schedule and Time Quotas

Q22) How can you define a processing class?

It is basically a characteristic of wage type that is considered for the purpose of determining the way
processing is done in the payroll run. It is a trusted approach and is useful for providing favorable
results in the payroll.
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Q23) Can you tell something about the Internal Payroll Process and how it is beneficial?
International Payroll process is used when then the employees are to be paid more than their basic
remuneration. This can be due to reasons such as paying them bonus, rewarding, overtime salary or
any other special payments. 

Q24) Is there a need to restrict the data to be entered in the Payroll area?
There is not always a need for the same. Generally the employees are defined based on other ethics
and policies. 

Q25) In SAP HR tool, what do you mean by the term Authorizations?

These are the basic transactions which are given to the employees or the end users for a defined
time period. This is when the end users have to work on a special assignment and have to access
the concerned data. The authorization may or may not be provided depending on the various
factors. The SAP HR tool simply makes sure of reliability and addressability of the various modules
in a very easy manner. 

Q26) What do you mean by the term TMSTA?

It is basically a link between the payroll and the Time Management. It stands for Time Management
Status. 

Q27) What do you mean by the term Go Live?

It is basically an approach when the users have to transfer the data from one server to another.
Generally, this is done between the development and the production server. There is a need for the
same due to various reasons that may not always be enclosed by the organization.

Q28) In Payroll, how the employees can be grouped?

The common method is to group them based on the overall allowances which are to be paid to them.
This can vary depending on their pay structure and other benefits that are usually given to them. 

Q29) What is Dynamic Action Feature in the SAP HR?

It is basically an approach to automate some basic tasks and features. The users can consider it for
multitasking. They are free to save a lot o time. However, it is not necessary that all the tasks can be
accomplished through automation in the SAP HR. Presently, it has a limited scope but SAP is
working to enhance its visibility in the coming versions. 

Q30) What do you mean by the term Concurrent employment?

Concurrent employment is the situation when an employee is given an additional charge. In other
words it’s when an employee holds more than one charge in an organization. Generally, it is not
always permanent and is considered only when issues such as sudden resignations, death of an
employee, or transfer takes place. Also, there are conditions which the employees have to meet for
this. 

What are info types ?

Infotypes, known as information types are units of human resources information formed by grouping related data fields together.
These are represented in the sap hr system by a unique 4 digit number eg. Personal Data (0002), Address (0006) etc. All customer
 infotypes fall in the number range from 9000 to 9999. The fields in the infotype would vary based on the country grouping for eg. if
any employee belongs to country grouping 10 then he would have the SSN no field in the Personal Data infotype which would not
be seen in same infotype for country grouping 99.

Infotype no SAP HR sub module

0000-0999 Personal Administration (HR Master Data)

1000-1999 PD Infotypes ( OM etc)

2000-2999 Time Infotypes

4000-4999 Recruitment Infotypes

How to create Custom Infotypes?

Follow the below steps, if you want to create custom OM HR infotypes.

1. Check the non-existence of the info type: Check for the existence of any info type with the given number in the tables
T582A and T777D.  

2. Go to SE11 and create a data type with the prefix HRI...like HRI9334 (example) 

Choose create--->structure Enter the required fields. Save and activate the structure.

3. Go to transaction code PPCI .

Enter the info type number: 9334 and name as test infotype org man

Choose create---> (F5) 

Choose create and the next screen and confirm on the confirmation box.

4. Go to transaction code SM30---> give the table name T777I.....choose--> maintain

5. Select the info type that you have created and double click on the time constraint

Maintain Time constraints for objects, then save it.

6. Then click on the info types per object type---->new entries

Maintain objects for the infotypes.

We want to make a copy of an organizational structure from one plan variant to another. This copy should include all
assignments like purchasing groups to organizational units made in PFOM . Can we do this?
Make sure that the plan number is established through the IMG. (And that it is not the active plan.)
Go Human Resources -> Organizational Management Tools -> Plan version -> Copy.
It runs RHCOPL00. All or any portion of the plan maybe copied and manipulated and then copied back in to the active plan.

What are plan versions used for?

Plan versions are  used in OM to create  scenarios in which you can create organizational plans. The current plan version should be
"01", as set in PLOGI PLOGI. 

Explain what a matrix organization is?

An overlap of two different organizational criteria on the same hierarchical level is called a matrix organization. Matrix organization
enables the definition of such a dual role of employees and organizational units that exists in many companies.

1. What is SAP HR?

SAP HR records the data from the hiring an employee to its final termination in organization.
It store the employee data such as designation, role, salary details, working shifts, address
and so on

2. What is SAP HCM?

SAP HCM is an on-premises system that services HR functions such as compliance,
payroll, personnel files and benefits administration. In December 2011, SAP announced its
acquisition of Success Factors, signaling SAP’s commitment to the cloud while maintaining
its commitment to its HCM products.
 
3. Which are the sub-modules in SAP HR?
Following are the modules in SAP-HR —

-Recruitment -Personnel Administration

-Organization Management

-Personnel Development

-Training and Event Management

-Compensation Management

-Personnel Time Management

-Payroll

-MSS – Manager Self Service

-ESS – Employee Self Service

 
4. Describe the various structures in SAP – HR?
Structures are required to represent statutory, regional, and organizational conditions in an
organization. Following are three structures in SAP HR.

–Enterprise Structure – gives Information about the location of work on an employee. It

comprises of Client, Company Code, Personnel Area, and Personnel Sub-area

–Personnel Structure – gives information about the employees job function. It comprises of
Employee Group and Employee Subgroup

–Organizational Structure – gives relations between employee and his corresponding

departments or business unit. It comprises of organizational plan, which includes Job,
position, organizational unit etc.

5. What is an Infotype?
Individual Information such as last name, first name, DOB etc is defined in data fields. Data
fields are grouped into information units according to their content, these information units
are called Infotypes. Infotypes have names and 4 digit keys.

For Ex. Infotype 0002 is for Personal Data, which stores Employees Full Name, Date of
Birth, etc.

An Infotype can have a sub-type.

Infotypes are classified as follows

1000 – 1999 == OM related

2000 – 2999 == Time related

9000 and above Customer Specific

6. What Time Constraint 1 on an Infotype ?

Infotype with Time Constraint 1(TC 1) must be unique, i.e. only one valid record can exist
for a given period. There can be no gaps between the records. When we add a new record
to an Infotype with TC1, the system delimits the overlapping record on the key date and
adds new record

7. How can you maintain information for an Infotype?

To maintain information in an Infotype you could use –

PA30 – Personal Administration Maintenance

PA40 – Personal Actions

Alternatively, Fast Entry Screen.

8. Which Personal Actions have you performed on an employee?

Hire

Change Organizational Unit/Position

Change of Pay

Transfer

Terminate

Retirement

etc.

9. Where are payroll results stored?

Payroll results are store in PCL2 cluster, which can be accessed using the transaction
pc_payresult

10. What is Matchcode W?

Match Code W provides a list of all personnel numbers in the selected payroll area that
have been rejected by the payroll run because of incorrect data. This means that the payroll
has not run for them successfully. Personnel numbers are also included in Matchcode W if
personnel data is changed in the correction phase of the payroll run.

11. List the Time Related Infotypes that you have used?
2001 – Absences

2002 – Attendances

2003 – Substitutions

2007- Time Quotas

0007- Personnel Work Schedule

12. How would record time in your SAP HR system?

We can record time using one of the following methods

-Online by time administrators

-Separate time recording systems

-Cross-Application Time Sheet (CATS)

-Employee Self-Service (ESS) applications

-Customer systems with an interface to the R/3 System

13. What is PROCESSING CLASS, where we do them and why?

Wage type characteristic that determines how processing is conducted during the payroll
run.

14. What is EVALUTION PATH, where do we do it and why?

A chain of relationships between objects in a hierarchical structure. for eg. O-S-
P(Organization->Position->Person).

15. What is INTERNAL PAYROLL PROCESS?

Payroll process(program) is run at a specific point in time, not only to calculate an
employee’s basic remuneration but also any special payments, overtime payments or
bonuses that must be effected for the period in question.

16. What is meant by payscale structure? How did you configure pay scale structure? (I said I
created various payroll areas and defaulted them using the feature ABKRS. Seemed he was
expecting more than this from me.)
Pay Scale Structure means creation of Payroll area , Pay scale type,area, group and levels
with EmpSub group grouping for PCR & CAP’s.

17. How do you import pay scale data from non SAP to SAP? (Somebody told me that there’s a tool
called LEGACY to transfer non SAP data to SAP. I said the same. Is it the same for payroll also? He
wanted a clearer explanation of how I did it.
Yes you have to say from which transaction code you are transferring data from Non SAP in
to sap.

18. What is meant by a schema? (I said I’m only aware that it is a set of rules which is copied and
renamed, but never worked on that.)
No, you have to say him that schema is a set of instructions ( Programs )  modified as per
requirements and its process is to collect the data as from all the defined instructions with
sub schemas and PCR’s. As I was not authorised to work on them I know just the process
of schemas only, (you should have said like this.)

19. How do you restrict the data to be entered in payroll area?

No, data is entered in a payroll area , but the employees are defined depending on their
payscale structure. If you are restricting any data to be entered for pay strcs this is for
indirectly for payroll area.

20. What is meant by authorization? Did you ever work on it?

Authorisations are the transactions given to the end users or the developers for only some
areas to work, infotyopes, transaction codes, org units and others depending on the
requirement of the client or the developing enterprise.  Check this at PFCG tcode.

What are the different type of projects?

There are 7 types of SAP HR projects

1. SAP Implementation Project.

2. SAP Support Project.

3. SAP Roll-Out Project.

4. SAP Enhancement Project.

5. SAP Upgradation Project.

6. SAP Migration Project.

7.SAP Acquisition/Merger Project. 

What is Roles And Responsibilities Of Sap Hr Consultants?

1)Legacy Process Understanding.

 Functional consultant is likely to get knowledge about the current business process in the

company, design of current business flows. Prepare AS IS document & To-Be document.

2)Identifying the Gaps and Solution Design

GAP analysis & Solution Design

3) Requirement Gathering

4) Business blue print Preparation

5)Writing functional specifications

6)Configuration & customisation

7) Testing Prepare test scripts for testing & test. Type of  testing are Unit Testing,

regression testing, integration testing, Product Integration Testing etc.

8) End user manual preparation and End user training

9)Go live cut over activities

10)Post Go live Support

What are the different type of Wage Types? What are the characteristics of wages?

Types of wage types

1) Primary wage type

2) Secondary/Technical wage type

3)Customer specific wage type

Wage type characteristics:

1) Amount

2) Number

3)Rate  

Which infotypes are generated automatically by system in SAP HR?

Infotype 0003 ( Payroll Status )

How to lock the personnel number for generating payroll?

By checking check box “personal number locked “in info type IT0003.

What is Concurrent employment ?

Concurrent employment allows one Person to hold more than one position in under a

single company code.

Conditions for Concurrent Employment are (i)An person has several personnel

assignments with the same organizational unit at the same time (ii) employee’s data is

managed in the same SAP R/3 system for all personnel assignments.

Example :

Kimberly Mathew is a “Consultant” holds to two positions (i) SAP HR consultant & (ii) SAP

FICO consultant at the same time under same organizational unit “SAP consulting –North
 America”.He works Mon-Fri ,9.00-13.00hrs as a SAP HR consultant & Mon-Fri ,14.00-17.30

hrs as a SAP FICO consultant.

What is time management status ?

Time Management status is the link between time management and payroll .The feature

for time management status is  TMSTA.

Time Management status  field is available in infotype 0007 .

Values for the Time Management status are

      0 - No time evaluation

      1 - Time evaluation of actual times

      2 - PDC time evaluation

      7 - Time evaluation without payroll integration

      8 - External services

      9 - Time evaluation of planned times

WHAT IS SAP HR?

SAP HR records the data from the hiring an employee to its final termination in organization.
It store the employee data such as designation, role, salary details, working shifts, address
and so on

WHAT IS SAP HCM?

SAP HCM is an on-premises system that services HR functions such as compliance,

payroll, personnel files and benefits administration. In December 2011, SAP announced its
acquisition of Success Factors, signaling SAP’s commitment to the cloud while maintaining
its commitment to its HCM products.
WHICH ARE THE SUB-MODULES IN SAP HR?

Following are the modules in SAP-HR —

-Recruitment -Personnel Administration

-Organization Management

-Personnel Development

-Training and Event Management

-Compensation Management

-Personnel Time Management

-Payroll

-MSS – Manager Self Service

-ESS – Employee Self Service

DESCRIBE THE VARIOUS STRUCTURES IN SAP – HR?

Structures are required to represent statutory, regional, and organizational conditions in an

organization. Following are three structures in SAP HR.

–Enterprise Structure – gives Information about the location of work on an employee. It

comprises of Client, Company Code, Personnel Area, and Personnel Sub-area

–Personnel Structure – gives information about the employees job function. It comprises of
Employee Group and Employee Subgroup

–Organizational Structure – gives relations between employee and his corresponding

departments or business unit. It comprises of organizational plan, which includes Job,
position, organizational unit etc.

WHAT IS AN INFOTYPE?

Individual Information such as last name, first name, DOB etc is defined in data fields. Data
fields are grouped into information units according to their content, these information units
are called Infotypes. Infotypes have names and 4 digit keys.

For Ex. Infotype 0002 is for Personal Data, which stores Employees Full Name, Date of
Birth, etc.
An Infotype can have a sub-type.

Infotypes are classified as follows

1000 – 1999 == OM related

2000 – 2999 == Time related

9000 and above Customer Specific

WHAT TIME CONSTRAINT 1 ON AN INFOTYPE ?

Infotype with Time Constraint 1(TC 1) must be unique, i.e. only one valid record can exist
for a given period. There can be no gaps between the records. When we add a new record
to an Infotype with TC1, the system delimits the overlapping record on the key date and
adds new record

HOW CAN YOU MAINTAIN INFORMATION FOR AN INFOTYPE?

To maintain information in an Infotype you could use –

PA30 – Personal Administration Maintenance

PA40 – Personal Actions

Alternatively, Fast Entry Screen.

WHICH PERSONAL ACTIONS HAVE YOU PERFORMED ON AN EMPLOYEE?

Hire

Change Organizational Unit/Position

Change of Pay

Transfer

Terminate

Retirement

etc.
WHERE ARE PAYROLL RESULTS STORED?

Payroll results are store in PCL2 cluster, which can be accessed using the transaction
pc_payresult

WHAT IS MATCHCODE W?

Match Code W provides a list of all personnel numbers in the selected payroll area that
have been rejected by the payroll run because of incorrect data. This means that the payroll
has not run for them successfully. Personnel numbers are also included in Matchcode W if
personnel data is changed in the correction phase of the payroll run.

LIST THE TIME RELATED INFOTYPES THAT YOU HAVE USED?

2001 – Absences

2002 – Attendances

2003 – Substitutions

2007- Time Quotas

0007- Personnel Work Schedule

HOW WOULD RECORD TIME IN YOUR SAP HR SYSTEM?

We can record time using one of the following methods

-Online by time administrators

-Separate time recording systems

-Cross-Application Time Sheet (CATS)

-Employee Self-Service (ESS) applications

-Customer systems with an interface to the R/3 System

WHAT IS PROCESSING CLASS, WHERE WE DO THEM AND WHY?

Wage type characteristic that determines how processing is conducted during the payroll
run.
WHAT IS EVALUTION PATH, WHERE DO WE DO IT AND WHY?

A chain of relationships between objects in a hierarchical structure. for eg. O-S-

P(Organization->Position->Person).

WHAT IS INTERNAL PAYROLL PROCESS?

Payroll process(program) is run at a specific point in time, not only to calculate an

employee’s basic remuneration but also any special payments, overtime payments or
bonuses that must be effected for the period in question.

WHAT IS MEANT BY PAYSCALE STRUCTURE? HOW DID YOU CONFIGURE PAY SCALE
STRUCTURE? (I SAID I CREATED VARIOUS PAYROLL AREAS AND DEFAULTED THEM USING THE
FEATURE ABKRS. SEEMED HE WAS EXPECTING MORE THAN THIS FROM ME.)

Pay Scale Structure means creation of Payroll area , Pay scale type,area, group and levels
with EmpSub group grouping for PCR & CAP’s.

HOW DO YOU IMPORT PAY SCALE DATA FROM NON SAP TO SAP? (SOMEBODY TOLD ME THAT
THERE’S A TOOL CALLED LEGACY TO TRANSFER NON SAP DATA TO SAP. I SAID THE SAME. IS
IT THE SAME FOR PAYROLL ALSO? HE WANTED A CLEARER EXPLANATION OF HOW I DID IT.

Yes you have to say from which transaction code you are transferring data from Non SAP in
to sap.

WHAT IS MEANT BY A SCHEMA? (I SAID I’M ONLY AWARE THAT IT IS A SET OF RULES WHICH IS
COPIED AND RENAMED, BUT NEVER WORKED ON THAT.)

No, you have to say him that schema is a set of instructions ( Programs )  modified as per
requirements and its process is to collect the data as from all the defined instructions with
sub schemas and PCR’s. As I was not authorised to work on them I know just the process
of schemas only, (you should have said like this.)

HOW DO YOU RESTRICT THE DATA TO BE ENTERED IN PAYROLL AREA?

No, data is entered in a payroll area , but the employees are defined depending on their
payscale structure. If you are restricting any data to be entered for pay strcs this is for
indirectly for payroll area.

WHAT IS MEANT BY AUTHORIZATION? DID YOU EVER WORK ON IT?

Authorisations are the transactions given to the end users or the developers for only some
areas to work, infotyopes, transaction codes, org units and others depending on the
requirement of the client or the developing enterprise.  Check this at PFCG tcode.
WHAT IS THE DIFFERENCE BETWEEN INDIAN AND US PAYROLL. (I SAID EACH OF THEM HAVE
THEIR OWN ITS AND THE TAXATION DIFFERS.)

Yes it correct and even you have to say about the Benefits which are more important in US.
In US unemployment tax will come. Garnishments will come, Residence taxation, Work tax
and others, you have to say it in broad way then only they can know that you are working,
or confident enough.

HOW DO YOU DIFFERENTIATE TAX FOR DIFFERENT COUNTRIES?

Taxation has so many use exits to be created which means it all happens only from  the
new versions which SAP Releases.

WHAT IS MEANT BY SLAB? HOW IS INDIAN SLAB AND US SLAB? (HE WAS TALKING ABOUT
SOME %AGES. I DON’T KNOW WHAT THEY ARE. )

Grouping of employees depending on their allowances and PERKS is nothing but Slab
system and it also even comes  for  Professional Tax.

WHAT ARE DYNAMIC ACTIONS? GIVE A FEW EXAMPLES. WHAT ARE THE IT’S YOU USED IN
THEM. (I KNOW ONLY BIRTH OF CHILD ACTION, AND THE IT’S USED IN IT ARE PERSONAL DATA,
ADDITIONAL PAYMENTS)

Dynamic actions which are triggered by the system. They are result of some personnel
action.  If you make a change (personnel action) to the personnel data of an info type that
then has an effect on the data of a second info type, the system automatically displays the
info type.  One of the main purpose of the dynamic action (of the system) is to have a
consistent and coherent data.  These actions are started automatically by the system, unlike
the Personnel actions which you start by yourself.  The best example is when you carry out 
an action lets say hiring, you need to populate a set of info types. Your initial entry of details
in infotype 0000 is personnel action. When you do this system automatically displays next
infotpes- which is result of dynamic action

WHAT IS QUALIFICATION DEFICIENCY? HOW WILL YOU COME TO KNOW THAT A PERSON DOES
NOT HAVE CERTAIN SKILLS/QUALIFICATIONS? (THIS WAS POSED AFTER I SAID THAT I WORKED
ON TRAINING AND EVENTS ALSO).

Generally the required qualifications are stored in Required Qualifications (Infotype 5129). 
So any deficient qualifications can be viewed in this infotype.

WHAT IS IT 41 USED FOR? HOW DO I DEFAULT IT 41?

Date Specifications (Info type 0041).  The following information is recorded in the Date
Specifications info type (0041). The Date type specifies the type of information.  A concrete
Date type (specified by the user) is used in a series of reports, for example to evaluate an
entry date that cannot be derived from the organizational assignment history but which is
stored in the Date Specifications info type(0041).   This info type can be used in payroll as
well as for the leave program.  The standard system contains twelve combinations of Date
type and Date. If you require more than twelve date specifications for an employee at the
same time, you can use time constraint 3.

SUPPOSE THE CLIENT WANTS ME THE VACANCY TO BE DISPLAYED ON A WEBSITE AS WELL AS

ESS. HOW SHOULD I DO IT? (I ONLY KNOW ESS MEANS EMPLOYEE SELF SERVICE, PLEASE
EXPLAIN ABOUT ESS ALSO).

Employee Self-Service enables employees to create, display, and change their own HR-
related data in the Enterprise Portal generally related to.  Benefits and Payments,, Working
Time, Career and Job, Employee Search, Personal Data, Travel Management, Corporate
Information and Life and Work Events.  So the kind of data the employees can edit, change
or delete depending upon the authorizations the employees (users and roles) have.  The
authorization to have access to the vacancies by employees is given, generally the
vacancies will be displayed for all the employees i.e all the employees will have
authorizations.   
WHAT IS INTERNAL RECRUITMENT ?

Internal recruitment is search for internal applicants. when you integrate with personal
development, you can use profile match up which help to search for resources internally.

Also  In recruitment it is represented by ‘P’ as Person and ‘AP” as external person.

WHAT ARE PROBLEMS GENERALLY FACED WHILE POSTING RESULT TO FICO ?

Normally mismatching of amount get posted.

WHAT IS CONTROLLING AREA, WHAT DOES IT DO, AND HOW WERE IS IT ASSIGNED ?

Controlling area is under of FI person which helps to set for costing purposes also based on
the fiscal variant is set.

WHAT IS THE PURPOSE OF CREATING SYMBOLIC A/C, WHAT IS TRANSACTION CODE FOR
SAME ? CAN WE ASSIGN ONE SYMBOLIC A/C TO MULTIPLE WAGE TYPES ?

It depends upon your payroll requirement to create salary head like expense account etc.

WHAT IS REPORT VARIANT FOR OFF CYCLE ACTIVITIES, WHAT DO WE DO IN THIS STEP ?

Variant is to save all input field parameters.  once you saved as a variant , you can use the
same for future purposes.
IF WE HAVE TO CREATE MULTIPLE POSITIONS, WHAT METHOD OR TOOL WE CAN USE TO AVOID
ERRORS DUE TO CREATING THEM MANUALLY.

You can create multiple position by LSMW or batch programs for the Tcode PP01 or
PPOCE

WHAT DO IS LANDSCAPE IN SAP PROJECT, I THINK ITS RELATED TO NO. OF SERVERS USED,
PLS CORRECT ME IF I AM WRONG, OR WHAT IT IS ?

It is related to Basis

WHAT IS THE ROLE OF A ADMINISTRATOR IN PA ?

To restrict access to Personnel administration based on PA/PSA.

Administrator: we come across for Personnel administration, Time management, and

Payroll in sap .

Each administrator is responsible for each individual activity.  You can get the name of the
administrator in the pay slip so the employee for any clarification he can meet the
responsible administrator  (accessed through payslip)

This administrator (is created in PA of PM) is responsible for recruitment.

WHAT IS GO LIVE ACTUALLY ? WHAT IS THE ROLE OF A FUNCTIONAL CONSULTANT IN IT ?

Go live is transferring of data from Development server to Production server.

Development —–>  Quality server

In Quality you need to Unit, Integration testing, Once it is OK in Quality server,

Then you need

Development —-> Production                                  

HOW TO GROUP EMPLOYEES FOR THEIR ALLOWANCES IN PAYROLL?

Go to basic salary of India in Payroll India and group the employee first depending on the
allowances to be paid and this is
applied for even differentiating the employees into groups depending on their pay
structures. 
IN OM, HOW TO GET THE DETAILS FOR GROUP OF EMPLOYEES (EX.) GROUP OF DRIVERS IN THE
ORGANISATION?

Drivers can be identified depending on their position at which they are working and you can
have a different job codes for them who do you want to look into.

HOW IS TIME MANAGEMENT AND PAYROLL IS INTEGRATED?

TM MGMT and Payroll are integrated in ways are time data is collected from the info type
0007 and these hours are taken in basic as Number of hours worked  or utilized, and even
with time evaluation and last with schemas integration.

X000 schema carries xt00 and these data can be transferred between other modules.

WHAT ARE THE OTHER MODULES INTEGRATED WITH OM?

OM contains all the modules to be integrated, depending client requirement it is done. As

OM-PA, OM -RECT, OM-BENEFITS, OM-TRAINING & EVENT MGMT, OM – PD AND
OTHERS.

CHECK THIS BY GOING TO IMG –> CTRL F AND GIVE INTEGRATION WITH OM )
CHECK ALL OF THEM , GO FOR PROGRAM

RHINTE00 PHINTE10 , PRHINTE20 , PHINTE30 AND 40 ALSO.