To change IT0003 (Payroll Status)?

Question :

I am currently running Jan 2003 payroll but because Dec 2001 records are accidentally
'touched' eg. IT0015, the system will do a retro starting from Dec 2001 till Jan 2003.

When some historical records are 'touched', IT0003, field 'Earliest MD change' will be
changed to 01.12.2001.
I will like to prevent the system from doing a retro up to Dec 2001. In another word, I
would like the system to run payroll for Jan 2003 only.

Is it possible to stop the retro?

Answer :

In order to stop the retro, you can change the earliest retro.acc. date in the control record
of
your payroll area or change the earliest recalc. date in IT0003 to Jan 2003.

Yes it is possible. Go to PA30 > enter the pernr of the employee whose retro you want to
stop and go to > Utilities > Change Payroll Status

Here you will get IT 0003 in a change mode. Now erase (make it blank) what ever the
date is in Earliest MD change field. That's it.

You have two options first is to clear the "Earliest MD change" and "Earliest MD Bonus"
for all the affected employees that you don't want to have a retro second is the change the
Earliest RA date for all the employee of the affected payroll area.

For mass changes of IT0003 you can use report RPUCRR00 (see Report Description) or
modify it to fit you requirements (as we did). I hope it helps.

You could also try looking at report RPUTRBK0.

You can use this to change all date fields on IT0003. Both Time and Payroll fields.

How to assign employees to two different company codes?

Question :

How to assign a personnel number to two different company codes ?

Answer :
I dont think it is possible.

It should not be possible logically as well because Company is a Financially Independent

Entity & one person can not be employed by two companies.

One personnel number cannot be linked to several company codes.

However, SAP has an object called 'Central Person', which is linked to one or more
personnel numbers.
By creating two personnel numbers (one for every company code [employment contract])
and linking those to the same CP-object, you're able to derive that in the end it's one
physical person who's employed at multiple companies.

Qualifications Catalog

Question :

If qualifications are maintained in Qualifications Catalog within PD, how does it get into
infotype 24?

Can we maintian qualifications required to do a specific job within OM using any of the
10* infotypes?

What are the advantages of using Qualifications in PA for an employee rather than
maintaining it in PD?

How does it transfer to T&E?

Any help would be greatly appreciated.

Answer :

In table T77S0 set the PLOGI QUALI-parameter to 'A032 Q' (best guess).
This integrates PA and the PD-qualifications.

This makes it possible to assign Qualifications to Persons via IT0024 which are also
stored as relationships within PD.
Better is to use transaction PPPM if you want to assign Qualifications to
Persons/Positions/Jobs via PD. [one transaction for defining all possible profiles].
In the background this creates a 1001-infotype.

Using Qualifications has many advantages since SAP has a lot of standard reports for
profile matchups, identifying missing qualifications.

Furthermore to make it even more fancy, you can create relationships between Business
Even Types and Qualifications.
If a person has a missing qualification, then SAP comes up with a training proposal.
After following a specific event of that B.E.T., SAP automatically assigns the
qualification to the person.

It would be better to use the PD profile for this as it best resides here.
It will also make comparisons of Position/Job requirements against ee qualification
easier.

You will need to set the switch so that even if u call IT24, it will 'flip' to PD Profiles.

Employee Name not displaying in Infotype 1 and 17

Question :

Can you pls give me the suggesstion that, how to solve the following problem.

Employee Name not displaying in Infotype 1 and 17

Answer :

Check In IMG Personnel management -> Customizing User Interface - > Define Infotype
Header

Thanks a lot for your info.

Question :

I would like to know one more thing,

I want to see the tables and data. What the transaction code for the same.

Answer :

USE SM31 or SE16

Payroll posting when payment methods by check

Question :

In payroll posting, how i can pay to employees who are having payment methods by
checks in IT0009. is there is any transcation to print bank checks by HR/FI ??. If it is
done through FI it leads to double posting for bank a/c and salary expense a/c.

Answer :

Check PFFOUS_C International Payment Medium (Printing Checks)

1. What is the difference between PCR and CAP?
Ans) PCR.. Personnel calculation Rules Conditions that are written to the Schemas (in
pay roll and TM). To edit them to met the specific requirement of the Clients Time and
Wages evaluation.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 son 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

2. How do you run payroll?

Ans) There are the steps to run the pay roll
a) Simultaion.. to see wheather everything is fine or not
b) Release Pay roll( here you are actually changing the staus in the pay roll control reord)

c) Start pay roll

d) Check the pay roll
e) Correction and Exit the pay roll

3. How do your correct payroll?

Ans) In the pay roll log you would see the errors or thriugh the Check tpay roll and make
necessary correction in Corrections (PC00_M99_PA03_CORR)

4. If I want to include some more wage types, say bonus from today. How should I
do that?
Ans) you have to configure those wage types.

5. What is meant by payroll area? What are the uses of payroll area?
Ans) Pay roll area indicates group of Employees for Whom pay roll is run at the same
time.*Payroll can be run* separately for different employee groups, using different
payroll areas Which payroll area the employee belongs to dependsorganizational
assignment. Employees who belong to different company codes can, also be grouped in
the same payroll area. Sap recommends to have as less no pay roll areas as possible.

6. What is meant by a control record.

Ans) It controls the Activites of the Pay roll. You can see the status of pay roll in this
record. You can change the status of pay roll manually here.( tcode PA03).

7. What is meant by retroactive accounting?

Ans) Running pay roll from a previosus date. if you dont do any thing in the system, the
system will take the Earliest Retoactive account date stored In Pay roll staus Infotype that
003.
8. How do you create customized ITs? What is the no. range for customer specific
ITs?
Ans) It can be done through PM01 and the range is 9000 to 9999

9. What are day types? How many day types exist? What are they? Where do you
configure them?
Ans) The day type determines the payment relevance for a day and the relevancy of the
day for calculating attendancesthe for each day of DWS. 0,(work paid) 1-- Off--paid 2--
Off--unpaid 3 off--special day and 4 to 9 are customer specific are the days types, They
configured in after Work schedules in TM.

10. What is a counting rule?

Ans) Counting rules ar rules used to count absences and special attendances.

11. What is absence type?

Ans ) Absence types are nothing but leave type, Basing on the type Absence Type, pay
roll is affected.

12. How do you configure absence? Give an example.

Ans) In Time record administration you will have to configure the absences.firstyou
group the employees for the absences and configure the different absences in the next
screen.

13. What is absence quota type?

Ans) Absence quota is the quota up to which an employee can be absent from work.
Generally sickness leave, Annual leave, Casual leave etc are types of absence Quotas
whci vary according to ESGs.

14. What are the features you used in benefits?

Ans) Common Features Used in benefits:
P0167.defaulting screens for IT0167..
P0168 defaulting screens for IT0168
P0169 defaulting screens for IT 0169
P0170 defaulting screens for IT170
P0171 defaulting screens for 0171
P0172 defaulting screens for IT 0172

15. How many health plans have you configured, what are they?
Ans) This is always your choice.but general names are
- Health Dental Plan
- Medical Plan fro children
- Health Medical Plan 2
- Medical plan with Partner
- Medical plan for Singles
16. What are the most important ITs in benefits?
Ans) - General Benefits Information 0171
- Adjustment Reasons I 0378
- Health Plans 0167
- Insurance Plans 0168
- Savings Plans 0169
- Stock Purchase Plans 0379
- Credit Plans 0236
- Miscellaneous Plans 0377
- Retirement Plan Cumulations 0602
- Retirement Plan Cumulations 0602)
- Retirement Plan Valuation Results 0565
- Benefits Medical Data 0376

17. List the applicant actions in recruitment.

18. What is the feature used for Personnel Administrator. What group should you
use in that?
Ans) PINCH

19. What are the IT's used in NUMKR? (I said NUMKR is associated with Org.
Assgnmt.)
Ans) Its for defaulting No range in IT 0000,0002,0001,0006,007,0008,0009 etc .Infact
this feature enable to default no range in all the ITs of Hiring infogroup which again
customized on clients specifications.

20. What is an applicant group?

Ans) An Applicant Group(AG) is used to group together applicants on the basis of the
type of work relationship for which they have applied for example,permanent
employees , temporary employees, Casual workers etc,.. TheApplicant Class is a
characteristic of the AG.Theapplicantclassindicates whether the applicant is internal
(class *P*) or external (class *AP). The required configuration has to be done for the
groups.*

21. What is an unsolicited applicant group?

Ans) the group of Applicants who have applied without any advertisement or requirement
from the company.(the best example is , these days, most of the job seekers, go to
companys URL and and load their cv details.. these details get stored as UNSOLICITED
APPICANTS in the Companys Intranet.

22. What is the t.code for authroizations?

Ans) PFCG for roles authorizations and SU01 for creating Users

23. Differentiate between Payroll area and payscale area.

Ans) Pay roll area indicates the group of employees for whom pay roll is run together,
Pay scale area iis geographical are or groups of employees for whom a particular CAP is
Valid.

Which characteristics does a day with day type 1 have?

Its OFF and Paid

Can a posting run be deleted?

Yes It can be reversed before the Bank transfer.Once the transfer is done the pay menets
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 pay roll "' you cant make any changed to master
data. Its actully released for pay roll

How does the system know when to trigger retrocative accounting for a particular
employee?
You have to mention the retro active accounting date in IT 0003 in the relevant feild.
other wise it will take the earliesr hiring date.

Is it possible to branch directly from the payroll log to maser data and time data
maintenance?
Yes you can go in a seperate sessions.

How to create payroll area, pay scale types and levels for different employee group
and subgroup?
To create Payroll Area you need to go to PM-PA-Organisation Assignment - Create
Payroll Area-Check Default Payroll Area To create Payscale Type and Payscale Area u
need to follow : PM-PA-Payroll Data-Check Payscale type/ Check Payscale Area
Payscale Levels and groups are created while doing the step Revise Payscale groups and
levels and Define Salary ranges.

How can we create customer specific infotype? ie starts from 9000 - 9999. Need the
navigation path. Please tell the full detail of this topic. How to create a HR
infotype?

1) Go to Transaction PM01.
2) Enter the custom Infotype number which you want to create (Should be a 4 digit
number, start with 9).
3) Select the `Employee Infotype' radio button.
4) Select the `PS Structure Infotype'.
5) Click on Create. A separate table maintenance window appears.
6) Create a PS structure with all the fields you want on the Infotype
7) Save and Activate the PS structure
8) Go back to the initial screen of PM01.
9) Click on `All' push button. It takes a few moments.
10) Click on `Technical Characteristics' . Infotype list screen appears
11) Click on `Change'(pencil) button
12) Select your Infotype and click on `Detail' (magnifying glass) button
13) Give `T591A' as subtype table
14) Give `T591S' as subtype txt tab
15) Give your subtype field as subtype field
16) Save and come back to PM01 initial screen
17) Click on `Infotype Characteristics' . Infotype list screen appears
18) Click on `Change' (pencil) button
19) Click on `New Entries'
20) Enter your Infotype number and short text
21) Here we have to set different Infotype Characteristics as per the requirement. (Better
open another session with some standard Infotype's infotype characteristics screen and
use as the reference to fill yours)
22) Save your entries.
23) Now the Infotype is created and ready to use.
24) If you want to change the layout of the Infotype as per your requirement.
25) In the PM01 initial screen.Select `Screen' radio button and give 2000 as the screen
name, then click on edit.
26) In the next screen.. Select `Layout Editor' and click `Change'.
27) Screen default layout appears.here you can design/modify the screen.. change the
attributes of the fields. etc.
28) Save and activate. (Don't forget to `Activate at every level)

I need to enter a field in the field selection in tcode /nS_AHR_61016362.

Field to be added - TXSTA - Filing Status table - P0210

I am facing T503 problem after assigning all personnel area, employee group,
Company code, subgroups etc.
May Be You had not activated Employee Attributes.
You can see all the Details are available in Table T503 Goto sm 30 and select
maintanance then select T503_C you see whether your p.area and p.s.area and E.group
and E.S.Group are available are not if they are not available then you can assign there and
save them

Do you know in OM -> copy plan version? Would copy plan version
(Tcode:RE_RHCOPL00) also copying payroll RT, PA master data, user
authorizations, Abap reporting, Abap queries and etc as well? Up to my
understanding it should work only copy the OM's structure and objects (solely)...
However for the rest of non OM/PD objects related and other HR modules, I have
doubt on it. If this can be done, please advice HOW to go with?
This report is only for copying objects from one planversion to another planversion to
keep updated structures.. ..Always only one plan version would be active which is
current.... This report does not help to copy any masterdata.. .
Can anybody tell abt Assignment part of HR.i.e. how sap HR is assigned with other
modules.
1) Technically Assignment will called as Integrations. these integrations r two types 1.
With in the HR Module ie between submodules (PA : OM, PA : REC)
etc
plogi : plogi for integrating paln version
plogi : orga for integrating OM & PA
plogi : papli for integrating Recruitment & PA

See the Table: T77s0sc

2. With Other Modules ie (HR : FI)

T Code: T.CODE PC00_M99_CIPE
Path : wagetype->symbolic- >GL Code Assignment in the backend in both
HR and FI system

Result Tables & Cumulative Result Tables

Tcode PAYPC_RESULT or PC00_M40_CLSTR.

How do I design the Indian Remuneration statement for the first time as the IN01
which is copied and renamed is showing blank.
After copying he IN01 form go into the form and click on the windows where you find so
many entries to be made.

What actually happens in real time Recruitment?

Real Time in the sence of SAP or IT or Domain. You should have asked him the
question, Ok it should be SAP for interview For SAP Consultant. Any company wants a
sophisticated Work to be done and with more useful and accurate result even after
spending more and more on EPR, So SAP Recruitment helps to Rect people of the client
to get the exact people for not only their experiance , with also Educatonal , Exp, Skills,
Past experiance and all reqd areas with out enering all the data of the requirement.

As in normal people has to sit on the requirement of he position and then shorlist all the
applications, it also helps to know the internal employees to call for intvs and the best
way of shorlisting is going for Profile Match Ups, and reruitment is useful for integration
with all other modules for PD, PY also for relevant reports and up gradations.

Even rect modules will be able to send the recruiter a POP up saying the Position is
vacant and it should be filled with requirement.

I got struck in PB10 initial entry screen. While assigning personnel officer by
default its showing the standard one like APPL's admin group only. Its now
accepting what I have created under PA define admin group and I assigned under
define admn group also (PINCH).
Once you assign your administrator group under PINCH, please check whether you
activated or not and also check your groupings.

Dynamic Action
Here, you control the initiation of actions when maintaining an infotype record. This can
be the maintenance of an additional infotype record or performing a routine. For each
action, you can determine whether it is always carried out when
you change an infotype or a subtype or whether it is only carried out if you change
certain fields.
You can state whether the action is to be carried out for "Change", "Create" and/or
"Delete" record. You can store the conditions for executing the action, for example, the
comparison of the old and new value of a field. Finally, you can also specify default
values for a record that is to be created.

Automatic Triggering/Populati ng of Infotypes When Certain nfotypes are Dynamically

Maintained, Table = T5558Z

I am facing problem in PA40. While entering the inputs in Personal data in hiring
action, I am having the field which is called " CUIL/ CUIT" ( Which it shows key
field) . I do not know about this field and how to enter the data in this field. I would
like to remove this field from personnel data. IIIly i am having one more field in
Bank details in hiring action, I am having the field " Bank Key " I would like to
know how to delete/ remove this field from the action, or else how to input the data
in this field.

I don't know how to remove this field. But I can suggest you can hide this field by using
the following path. Not only this you can hide any field in your screens.
SPRO-->personnel management-- >personnel administration- ->change
screen modifications; HERE
Mod.pool---- ------ MP000200
Screen ------------ 2000
Feature----- ------- P0002
Variable key----- 29
Alt.screen-- -------2029
Next screen------ 0
Then execute details, in 011 -- Q0002-CCUIL -- Worker identification code -- activate
Hide checkbox.
You can use screen modifications and hide the field. after you hide it and save the
settings, CCUIL will not be seen on the screen. Same procedure can be used for bank key
too. for your information, the various field options are required field, optional field, hide
etc.

Which time we have to consider while login time

1) swiping machine recorded time
2) System login time.
If an company is going for both the systems, first the company want to decided to go for
swapping card system or system log in time, if you required the both, then you discuss
with the time administrator to design for both, as per the company requirement the time
administrator will decided.

Integrate SAP HR Admin to SAP SD module.

Integrate this using IT 0900 (Sales Data) so that person would be accessed in SD...

CAP GEMINI interview questions:

1.) How to make a wage type appear in the remuneration statement?

A)

2.) How did u transfer legacy data in the mid of the financial year (US) to SAP
system?

A ) For mid year Go live SAP Supports with only transactions of HR and others but nor
Finance, u should have asked the question to him, or replied by giving the INLK
Schemas is used for Mid year Go Live or even a program is there for mid year go live,in
the help CD, find IT.

3.) What is the order of tranfering legacy data? (Is OM first, PA second like that. ...
and what data you have imported in OM and what data in PA....)

A ) Data transfer has to start from OM -- > PA ( All emp related modules as benefits,rect,
training, PD,COmpn mgmt and others) --- > TM _---> Payroll. This is different from
client to client and No standard is fixed to data transfer.

4.) LSMW??

A ) Legacy System Migration Workbench which is used for data transfer for any of the
transactions which exist in SAP OR even which Customized by developers.

5.) What was your legacy system and how many digits were your personnel number
are?

Legacy system you have to say the Details of Server names and numbers and Project
details with onsite and ofshore and follows. And personnel numbers are the size of he
company ( number of Employees) of client and depending on the requirement how many
NUMKR Assignments you have done. *-- Potnurur

6) What did you do with symbolic accounts while posting payroll data to
Accounting?

Symbolic accounts are used for transferring employee payables , wages, and other
payment related details for finance, as to allocate the payment to be taken into account for
Company GL Accounts and others. Posting of all the wage types is done through
Symbolic Accounts. It does not send wage types to finance. Symbolic accounts are
indirect integration between HR and FI.

7) How to DEBUG a payroll run???(This seems to be a very important one please

give me answer)

DEBUG is done to check where and why the program is getting errors, processed or
coming out of the program.

As you know this try with se38 give any program -- > press F8 and then F5.

You can see the debug screen where, why, what the program has been given break
there.

Q. I just wanted to know that when I am recruiting some body, I am generating his
personal no also. Then I want to give him a training also. Now I just want to create 2
scenarios to clear my doubts.
1--How to create a time schedule for 1 day training where when the breaks, working
hours does not coincide with the training time and the person is also booked .
2--How to create another time schedule that is coinciding with the training time and
the person is not booked. What are the steps in time management, so that I can
understand by both the scenarios why a person is booked and when he is not
booked.

A. No need of time management. while creating an event you will be creating time
schedule in the box select user defined where you can define different timings for
different days with intwervals like weeks , months for this just select multiple.

Q. I need to ask you that while I am trying to book one person in training for a
business event type, they are saying that this person is not available for the business
event. Why is it so? But that I can book a user for the same business event type.
What is the differense between user and person? Now in case if I book a person for
the business event, how can I see whether that person is available for that date or
not. Moreover how can I see that that person is on leave or not.

A. Create a new calendar in time mgt. with open days.means without any holidays and
assign it in trng and evnt mgt. and remove time integration. To check for an employee
leave or not just pa20 infotype 2001.(absence)

Q. About time managemnet. Now I am trying to book person, but I have to see
whether this person is on leave or what about the break schedule so that I can give
training. For this purpose I am starting again. I am recruiting 2 person, generating
2 personnal no, then prepare the infotype about time and create 2 scenarios to see
that in 1 case the person is booked for training (because time schedule is not
coinciding wiith the training period) and I want to create another scenario where I
can see the person cannot be booked (time period coincides with the training period
of only 1 day.) What are the steps of time management about both the scenarios.

A. For checking whether the person who is going on leave or who has gone on leave, to
find out just got to pa20 and enter infotype 2001 absence where you will be checking
whether this guy is on leave or not. If he is ill go onleave so the data will be stored in this
infotype.

Q. There is 1 person but its displaying that this person cannot be booked. He is not
available for the business event. Can you tell me where is it going wrong? What can
be the reasons?

A. You should be able to book for all persons but it showing only for one person means
you need to check infotype 2001 and his workschedule. If it showing for all the persons,
just follow as below:
Create a calendar with open days means without any holidays and assign in Training and
Event Management --> Basic Settings --> Controling days off --> Specify Factory
Calendar in this thru drill down/check box select the calendar which you have created in
time mangement without any holidays and try out if again. If it shows the same message
then remove time integration.

Q. I have a certain group of employees who have vacation exceptions. The company
does not want to create additional PSA/PA to enable me to put them in their own
PSA Grouping for time quota types. Can I use IT2012 to bring in the exception hrs
and then add this value to their accrual as defined in config. Because of this they will
accrue vacation time at a higher rate. Is this possible? Combining config settings
and schema to accrue leave. If I could put them in their own separate PSA grouping
for time quota types it would be easy for me as I would not permit generation of
quota during time eval. And then do this in the schema. Any suggestions?

A. Schemas allows you to move, delete, copy and insert lines in line
editorcommands.here you can enter the commands and entered in the area used forthe
line numbers. You can overwrite any of the numbers with the commnds. Sub-shemas are
called by the copy commnad.

Q. I just wanted to know that when I am recruiting some body, I am generating his
personal no also. Then I want to give him a training also. Now I just want to create 2
scenarios to clear my doubts.
1--How to create a time schedule for 1 day training where when the breaks, working
hours does not coincide with the training time and the person is also booked .
2--How to create another time schedule that is coinciding with the training time and
the person is not booked. Show me the steps in time management, so that i can
understand by both the scenarios why a person is booked and when he is not booked

A. If you want the know the working hours for checking this just goto pa20 select
personnel number then selet for 0007 infotype. Click display and then click for
workschedule icon which is available on top. You will find the work timings on the day
you require just select and thru chek box you can find his timings.

Q. What is a BSP application?

A. BSP (Business Server Pages) in the new dimension in SAP where by webapplication
can be built. BSP uses HTML for the presenation and ABAP for the business logic. As an
option there is also the Java flavour using JSP.BSP applications are far better than the old
IAC's (Internet applicationcomponents) deliverd vide the ITS where the display format is
kind of fixed.In SAP HR the new appriasal system used BSP.Well this is only basic
information. You may wish to use the MBS (WASversion) to try and developed a simple
application using BSP.

BSP is a set of pages that represent a user interface (layout and page flow definition). The
layout part of a page normally contains ABAP or JavaScript code which is inserted into
the HTML structure. They can contain server-side scripting code in either JavaScript or
ABAP. BSP applications use all the conventional ABAP technologies, such as Open
SQL and internal tables, allowing developers to create Web pages quickly. This enables
existing SAP logic, data structures, and interfaces to be directly used in Web applications.

Q. What are the difference between : Retroactive Accounting Period, Earliest

Retroactive Accounting Period!

A. Retroactive Acc Period: The retroactive accounting period refers either to an

individual employee or to a payroll area. The earliest possible retroactive accounting
period is specified for a payrollarea. The system also takes into consideration the
employee's initial entrydate.

Earliest Retroactive Acc'g Period: The period furthest back in the past for which it is still
possible toperform a retroactive accounting run. This means that retroactive accounting
takes place for a period for which payroll has already been performed.

Q. How to write a variable breaks. For example in a manufacturing unit 50

employees are working, all the 50 employees will not take a break at a time, so 25
people will take a break around 11:00 to 11:30 and another 25 people will take a
break around 11:30 to 12:00,

A. Variable or flexi break means if you are fixing the break as10.00-12.00 and saying
that only 30 min break then they can take a break of 30 min at any time in between
10:00-12:00.

In config, under time managemnt and then work schedules, go to break schedules and
create two break schedules (1) 11-1130 and the other for 1130-1200. I think each will
have its own DWS. In this case for break schedule 1, the DWS will be 8000 and for break
two it will be 8001. Create work schedules for each and assign to the relevant group of
employees. This is the solution I could think of.
Q. Is it possible to implement hr without fico in any company? If yes, then who will
create the company and other things in enterprise structure. if my company is
implementing only hr without fico and in hr also only personal administration is it
possible? Actually my client querieing me that whether is it possible only to
maintain the employee details as he got other accounting packages like tally.

A. It is very much possible to implement HR(PA) without FICO. But it sounds very odd
that the company wishes to implement only HR & that too only PA. What about other
modules ? If you want other modules like MM / SD you will definitely require FICO.
Utilitiwise its really absurd if some company only want to use HR(PA).

It is not madtadtory to have FI/CO or other module while implementing HR but it is

required to maintain the min. config while going for the HR whereever having the
integration. So the basic config such as company code, cost centre, Business Area, etc.
may be maintained by the consultation of FICO counter part

For the second part of your question, YOU, the HR guy, will create minimum
information in FI and maybe CO (company code, maybe cost centers). Just create an
IMG project for PA HR, and the needed basic FICO activities will be included.
*-- Battacharya

What are:
1. cost center and work center.
2. personnel area(WERKS) and personnel subarea.
3. Retrocalculating Account.

1) Cost Center is for assigning Symbolic acounts related for Posting in GL Accounts and
Work center is related to specific work area as Utilities, Boiler section, Processing
section and Others you can assume.

2) Personnel Area is an exact Geographical Location under which the comp decides to
run their Processing and Personnel ares are all as the Departments in an Hierarcheal
Structure which are divided for TIme mgmt, Payroll as PS grouping.

3) Retrocalculating Account. --- > First it is not Retrocalculating Account and it is the
payroll which is the running in this month has to carry any earliest payroll for balancing
and controlling the payments for an emp for and can be used while paying any Bonus or
advance. *-- Praveen

How to view Payroll results for one employee?

ans) In pay roll log you can see the pay roll results and in remuneration statements of the
employees, you can see the details about indiviual

T code for off cycle run?

ans) PUOC_40
What is additional actions?
ans) Some clients may want to be facilitated to enter two actions a day for an employee
(like hiring and transferring, hiring and promoting etc which are plausible to happen), in
that case the IT 0302 (Additional Actions IT) needs to be activated by following this
path PA --> Customizing Procedure --> Actins --> Set up Personnel actions

How to transfer payroll results to Fi-co (in indian payroll)?

ans) Using these t.codes the posting is done to FI/CO PC00_M99_CIPE PCP0
PC00_M99_CIPC . These three steps need to be followed.

T code for payroll driver?

ans) PC_00_M40 for India

If an employee forget the login and logout. How to calculate?

ans) It depends on the companies policy

T code for payroll results?

ans) To see the pay roll results you will have to go to pay roll log.

How to know the status of payroll run?

ans) Through the payroll control record ( T.code pa03 ). In this record you can see the
status or you can change also.

Can we write functions?

ans) We can only write PCRs

What is payroll period?

ans) Pay roll period is the no of pay roll for a pay roll in a an year. for exaple if pay roll is
run monthly in a company.. there will be 12 pay roll periods.

What is off cycle work bench?

ans) Through the off cycle workbecnch special pay roll runs are run (for paying special
payments) besides payment replacement,and reversals

How to do payroll corrections?

ans ) You can do it through PC00_M99_PA03_CORR

How to revert back payroll run for one employee?

ans) Depending upon the pay roll run status, you can reverse the payments in variuos
ways. but the best way is through offcycle work bench...

T code for payroll run?

ans) For running pay roll you need simulate first, release it for running pay roll then you
can run it by using this t.code. PC00_M40_CALC

Difference Between Indian & US Payroll

These are the differences between Indian and U.S payrolls:

SAP has given country specific payrolls for more than 40countries Each country specific
version is called country version. Every country has a country specific payroll driver and
pay roll schema based on modular international payroll driver and schema. When sap
says country version it includes country specific civil, tax laws, contributory and other
tax laws (all these details are populated in the country specific info types).

Some of them are:

- Personnel data -address-6, bank details-7, personal data-2, challenges-4 etc..
- Actions -0000 info type
- Organizational data
- Contractual and contract agreements - Company Instructions info type 0035 , Corporate
Function 0034 ) Etc.,

So when you run a payroll for a specific country, besides general information valid for
the international pay roll, one needs to enter specific details in the particular info types
for example if you are running U.S pay roll you need enter SSN no. to uniquely identify
an employee in the info type 0002-personal data.

Besides the common infotypes these are some of the U.S pay roll specific infotypes that
one has to configure in U.S pay roll.

- Garnishment Order - Info type 019

- Creating a Garnishment Order - Info type 0195
- Changing a Garnishment Order - Info type 0195
- Garnishment Document - Info type 0194
- Garnishment Adjustment - Info type 0216
- IRS Mandates - Info type 0161
- Residence Tax Area - Info type 0207
- W-4 Withholding Information - Info type 0210
- Creating Withholding Overrides - Info type 0234
- Creating State or Local Withholding Information - Info type 0210
- Creating Withholding Overrides -Info type 0234
- Creating an Employee’s Work Tax Area - Info type 02O8
- Unemployment State - Info type 0209
- Taxes - Info type 0235
- US Tax Payroll Info types - 0446 – 0457
- US Benefits Payroll Info type - 0496 – 0501.

Indian pay roll besides common info types, uses specific info types from 0580 to 0590
and 0045 (loans infotype) -- these info types will capture the data related to all the major
components of Indian pay roll.

We are configuring Benefits Module in 4.6C. When we try to Enrol an Employee in

Benefits via HRBEN0001, no plans are displayed for the employee. Checked up all the
administrative parameters (No enrolment period is specified) and Features(BAREA,
BENGR, CSTV1, EVTGR, BSTAT, ELIGR) . Is there a Specific Feature that switches
on all the Plans? However, we are able to Maintain IT 167 and 168 and attach the plans
via PA30. Any suggestions?

Answer :

Have you set the plan types permissions for each adjustment reason in t74HR_?

I have set the plan type permissions in V_74HB_A ( not t74HR_ ) for each adjustment
reason. How do I get to t74HR_, just checked up in SM30, says no such table, did u mean
some other table?

Typo error. Meant 74HB_A. Another thought watch the dates. Are you enrolling an
employee before the validity date of the plan? Or is the default open enrollment period
that comes as SAP's standard still active? Is the employee in the employee grouping
eligible for benefit plans?

There is usually an error log attached to HRBEN0001 - any hints here?

I have Plans with different Validity Dates. None of them is being displayed for New
Enrollment in HRBEN0001. The default open enrollment period is not active, I turned it
off. The employee in the employee grouping is eligible and set in the Features. I am not
able to move further in testing because I am stuck up at this point.

We are having the same problem with having plans displayed as we are upgrading from
3.1I to 4.6C in the near future. I've set up adjustment reasons, etc. and cannot see a plan
thru enrollment.

Referring to table V_74HB_A via SM30, what do you do in SM30 when you call up that
table? Is there someway to activate this or does something have to be transported?

Thanks for your help,

These are the steps I was using to setup benefits in 4.6c:

-define the eligibility rules for plans, go to IMG Personnel Admin --> Benefits -->
Flexible Admin --> Programs --> Employee Eligibility Define eligibility rules
- define a 'benefit program' per payroll area, go to IMG Personnel Mgt --> Benefits -->
Flexible Admin --> Programs --> Define benefit programs
- define which plans are valid per benefit adjustment reason (i.e. open enrollment, new
hires). Go to IMG Personnel Admin --> Benefits --> Flexible Admin --> Benefit
adjustment reasons --> Define adjustment permissions. To validate the benefit
adjustment reason config, you may execute IMG program Personnel Admin --> Benefits
--> Flexible Admin --> Benefit adjustment reasons --> Define adjustment permissions
Overview adjustment permissions. This will give you an overview of plans allowed per
adjustment reason. (Transaction HRBEN0055).
- execute HRBEN0001 to test

I do recall when I set up benefits on 4.6C that some features did not generate properly
and thre me for a llop because I knew everything was configured that needed to be - if
you are in a development environment, try running RPUMKG00 wide open.

You create the permitted plan types by benefit category (medical, insurance, etc) for each
adjustment reason/adj grouping, then choose the allowable operations for the adj reason.
You then save and transport your configuration to your test client (depending on your
specific environment) for testing.

______________________________________________________________________--

Can anybody tell me how we can give our own personnel number range
which should accept the numbers as personnel numbers within that defined
range??

transaction - pe04
or IMG - personal management - personal administration- basic settings - Maintain
number range intervals for personnel numbers

Maintain number range intervals for personnel numbers

In this step, you define the number range(s) for personnel number assignment.

You have two basic options:

Internal number assignment

In this case, the SAP System assigns the personnel numbers.
External number assignment
In this case, the user assigns the personnel numbers.
Recommendation

SAP recommends that you opt for internal number assignment.

Because you can use matchcodes to search for HR master records, according to any selection
criteria you wish, you do not need to use "mnemonic" personnel numbers. This has the added
advantage that you cannot lose track of the "mnemonic" character of a personnel number if
transfers or transports take place.

Activities

Define the number intervals for your number ranges.

Additional Information

Check-digit procedure

If you want to implement a check-digit procedure when personnel numbers are assigned, you will
have to customize the standard system. You will find information on how to doe this in the program
documentation for "MP000000" (module pool for the infotype Actions (0000)).

Further notes
The number range intervals are not linked to the automatic recording of customizing changes. You
must transport all the changes that are made during the maintenance of number range intervals
manually.

To do this, choose Interval -> Transport on the initial number range interval maintenance screen.

Please read the information that you receive when transporting number range intervals.

From number
The 'from number' is the lower limit of an interval.

Use
For internal intervals, the 'from number' is the first number to be assigned.

For external intervals, it is the lower limit.

Dependencies
External intervals can only contain either letters or numbers, as sorting can differ between
platforms (Code page):

Allowed: 000001 to 999999

AAAAAA to ZZZZZZ

Not allowed: AAAAAA to 999999

What is permissibility check? What it is? Wage type permissibility?

There are two things here.

1. Permissibility of WT for infotypes---This is for permitting your WT as input in the concerned IT. Look into
table V_T512Z

2. Permissibility of WT for EE subgrouping and PSA.---This for permitting your WT for the ESG and PSA.
Look into table V_511_B

Wage type permissibilty is more or less a part of wage type tool for configuring wage types.

The Wage Type Tool is a method of quickly and easily configuring wage types in your system.

It consists of a series of eight wizards. These wizards are step-by-step, question-and-answer-driven screen
entries that replace and simplify the previous configuration procedures. You can:

* View all the characteristics of a model wage type (for example, eligibility, valuation etc.)
* Select the individual wage type(s) you wish to copy
* Set the basic configurations for the wage type

The wage type tool will help you to:

* Reduce implementation costs

* Simplify and shorten the implementation process
* Decrease training needed for end users

To start the Wage Type Tool, enter the transaction hrwtt00main in the SAP Easy Access screen.

The system displays the tool with a list of wizards and step-by-step, on-screen instructions.

Number ranges
You have two options:

Internal number assignment which the SAP System assigns the personnel numbers.

External number assignment which the user assigns the personnel numbers.

To set the Personnel Numbers range :-

IMG - Personnel Management -> Personnel Administration -> Basic Settings

-> PA04 - Maintain number range intervals for personnel numbers

-> PE03 - Determine defaults for number ranges

For e.g.
01 - External
02 – Internal.

x-x-x-

Hiring and maintaining new employee

SAP Menu -> Human Resources -> Personnel Management -> HR Master Data
-> PA40 - Enter Personnel Actions

To Enter a new Employee

1. Input the Personnel No.
2. Input the From date
3. Select the line Hiring by clicking the button
4. Click the Execute button

If an employee exists, sap will prompt you the message :-

Person already hired

Message no. PG 002

SAP Menu -> Human Resources -> Personnel Management -> HR Master Data
-> PA30 - Maintain HR Master Data (Employee Master Data)

Basic Personnel Tabstrips

Those with a Tick beside the line items means that information have been enter.

To change information, select the line items and click the Change button.

PA30 Tabstrips :-
Basic Personnel Data /
.Actions
.Family/Related Person
.Organizational Assignment
.Challenge
.Personal Data
.Maternity Protection/Parental Leave
.Bank details
.Military Service
.Contract Data /
.Leave Entitlement
Gross Net Payroll /
.Basic pay
.Company Insurance
Net Payroll /
Additional Payroll Data / Planning Data / Time.
x-x-x-

Personal number change for certain employess I

have done it for US. The process is follows...........

Step1. Goto pa40-enter personal number and date-Action type(Inter company change)-create. Then it brings
up 0000 action screen then enter reason for action-enter defalt position-Enter personal area .

No need to change EG and ESG. Then save.

Then you will get display 0002 , just bypass that screen.

Step2. Then 0001 screen-Enter Personal sub area(new one), Enter contract number(if you have),
administrator name and superwiser name then save.

Then bypass all screens or else enter data depends on requirement.

Step3. Pa30-enter 0003 infotype-change-check the box for 'pers.no.lock'. Then save.

Step 4. Position information ;

Goto po13- maintain all relationships for new company like A002,A003,A007,A008,A011. Then maitain
Infotype 1008(acc/assignment features). Here you can enter PA and PSA then save.

Then verify infotype 1013(EG/ESG) remains same like was before.

Step 5. Goto again PA30-enter 0003-change-then UNCHECK the box 'Pers no lock'

Then save it.

Then change all benifits cepends on the requirement.

Then finally you need to send a mail to people who has been transfered.

x-x-x

Change of employees

During the course of a person employment, the employee may changes positions, cost centers, or is moved
to another subsidiary and the organizational assignment need to be change.

Do take note that you cannot change the employee’s payroll area for a period for which the employee’s
payroll has already run. You can only change the payroll area at the end of the payroll period.

In Personnel Actions, PA40 :-

1. Input the Personnel Number

2. Select Organizational reassignment and click the execute button
3. Input the Start date for the reassignment
4. Click the save button and the Position Change screen will appear
5. Save your entries.

X-x-x-x

Employee area/sub area

Employe Group - The employee group subdivides employees into various categories
For e.g.
1. External
2. Active
3. Pensioner

Employee Subgroup - Employees are differentiated further within the employee group. Active employees are
differentiated according to their status - trainee, hourly wage or salaried employee etc.

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

IMG -> Enterprise Structure -> Definition -> Human Resources Management

-> Employee Groups

-> Employee Subgroups

Assign EE sub grp to EE grp

IMG -> Enterprise Structure -> Assignment -> Human Resources Management
-> Assign employee subgroup to employee group

Double click on the line items and tick the country to activate .

Assign Personal Area to company code

IMG -> Enterprise Structure -> Assignment -> Human Resources Management
-> Assignment of Personnel Area to Company Code

Perl Area Company Code City Group

SG01 Singapore 0001 Company Description 25.

Structures in Human Resources

Enterprise Structure
- Company code, personnel area and personnel subarea

Personnel Structure
- Employee group, employee subgroup, payroll accounting area

Organization Structure
- Organizational units, jobs and positions

Employees
- Which position does the employee hold?
- What tasks does the employee have?
- Where does the employee work?
- Which public holidays apply to the employee?
- How will the employee be paid?
- What are the employee working hours?
- How much holiday does the emplyee get?

Most important is the allocation of employees to the structures in their enterprise as it is the first step in
entering the personal data.
You assign employees in infotype 0001, Organizational Assignment which will include the employees in the
1. enterprise, personnel and organational structures,
2. company code, a personnel area and a payroll area,
3. positions, organizational unit, a job and a cost center.
The personnel area is used exclusively in Personnel Administration and is unique within a client. Each
personnel area must be assigned to a company code. The final element of the company structure, also
unique to Personnel Administration is the personnel subarea. Grouping are defined for personnel subareas
to specify which entries from subsequent settings can be used for employees assigned to a particular
company code or personnel area. These groupings directly or indirectly affect Time Management and
Payroll Accounting.

Enterprise Structure
123 Groups Client
Sub-1 Sub-2 Sub-3 Company Code
Location-1 Location-2 Location-3 Location-4 Peronnel Area
Headquater Production Personnel Subarea

The administrative personnel structure consists of the following elements:

1. Employee group
2. Employee subgroup
3. Payroll accounting area
4. Organizational key

The organizational personnel structure consists of the following elements:

1. Position
2. Job
3. Organizational unit

In Personnal Administration, you use the object manager to find employees whose data you want to display
or edit. The object manager is connected to the following transactions:
- Display HR Master Data (PA20)
- Maintain HR Master Data (PA30)
- Personnel Actions (PA40)

Organizational Key
The organizational key improves the enterprise structure and the personnel structure. You can use an
organizational key to carry out a further organizational assignment for employees. The elements company
code, personnel area and personnel subarea from the company structure, help to make up the
organizational key. The organizational key is a part of the authorization check.

Personal Area/ Personal sub Area

Personnel Areas

123 Groups

1000-1 2000-1 3000-1

Personnel Areas 1000-Location-1 1100-Location-2 3000-Location-1 3100-Location-2

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

The personnel area has the following functions :-

1. It allows you to generate default values for data entry, for e.g. for the payroll accounting area.
2. It is a selection criteria for reporting.
3. It constitutes a unit in authorization checks.

Personnel Subareas

123 Groups

1000-Country 2000-Country 3000-Country

1000-1 2000-1 3000-1

1000-Location-1 1100-Location-2 3000-Location-1 3100-Location-2

Personnel SubAreas 1101 1102 3001

Head Office Production Sales

The principal organizational aspects of human resources are controlled at this level, namely the pay scale
and wage, type structures and the planning of work schedules.

The main organizational functions of the peronnel subarea are as follows:-

1. To specify the country grouping. Master data entry and the setting up and processing of wage types
and pay scale groups in payroll depend on the country grouping. The grouping must be unique
within a company code.
2. To assign a legal person which differentiates between companies in legal terms.
3. To set groupings for Time Mangement so that work schedules and substitution, absence and leave
types can be set up for individual personnel subareas.
4. To generate a default pay scale type and area for an emplyee's basic pay.
5. To define a public holiday calendar.
6. To define subarea-specific wage types for each personnel area.

Personnel Structure
For administrative purposes, the employees in an enterprise are divided into two levels.
1. The highest level is an employee group, the second, employee subgroup.
2. These levels are subject to authorization checks, to define remuneration levels or different work
schedules, for e.g.

IMG -> Enterprise Structure -> Definition -> Human Resources Management

-> Personnel Areas

-> Personnel Subareas

Most imp IT’s in Benefits

General Benefits Information 0171

- Adjustment Reasons I 0378
- Health Plans 0167
- Insurance Plans 0168
- Savings Plans 0169
- Stock Purchase Plans 0379
- Credit Plans 0236
- Miscellaneous Plans 0377
- Retirement Plan Cumulations 0602
- Retirement Plan Cumulations 0602)
- Retirement Plan Valuation Results 0565
- Benefits Medical Data 0376

Health plans that should be configured are

This is always your choice.but general names are
- Health Dental Plan
- Medical Plan fro children
- Health Medical Plan 2
- Medical plan with Partner
- Medical plan for Singles

IT’s used in NUMKR ( Org assgnt )

Its for defaulting No range in IT 0000,0002,0001,0006,007,0008,0009 etc .Infact this feature enable to
default no range in all the ITs of Hiring infogroup which again customized on clients specifications
Feature used for Personal Administrator
PINCH