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SAP Human Resources (SAP HR)

The Human Resources module (SAP HR) consists of all master data, system configuration, and transactions to complete the Hire to Retire (or, as some say, Fire) process. It includes the following information and processes.

SAP Human Resources (HR) Components or Sub-Components:

Personnel Management - Personnel Administration - Recruitment - Organization Structure - Compensation Management - Personnel Development Organizational Management Travel Management Time Management Payroll

Typical Hire to Retire business process associated with the SAP HR module:

This is brief review of the components and processes associated with the SAP HR module. For a more in-depth understanding of the Human Resources module, please review our available SAP Human Resources courses.

What is SAP?
Systems, Applications, and Products in Data Processing SAP is the leading Enterprise Information and Management Package worldwide. Use of this package makes it possible to track and manage, in real-time, sales, production, finance accounting and human resources in an enterprise. SAP is the third-largest software company in the world. Founded in 1972, The Company now employs more than 22,000 people in more than 50 countries. SAP global headquarters are located in Walldorf, Germany, and the company is listed on several stock exchanges, including the Frankfurt DAX and the New York Stock Exchange, under the symbol "SAP." SAP America is a subsidiary of SAP AG, the recognized leader in providing collaborative, interenterprise software and e-business solutions. A truly global software provider, SAP AG has more than 1000 partners, 22 industry solutions and 10 million users at 30,000 installations around the world. SAP America has contributed significantly to this leadership position and it is the foremost provider of e-business and enterprise software in the United States.

Why we use SAP?


SAP software was developed to be modular, scaleable, open and flexible, allowing companies to tailor it specifically to their needs. SAP calls this approach to implementing software "configure to order" because each implementation will be different according to each customer's needs. But SAP solutions don't stop there. Information integration is a major tenet of the SAP philosophy, and SAP places great emphasis on the creation of tools that facilitate it. SAP provides integration tools and methods for linking legacy and distributed systems as well as a host of third party software solutions, to get your information into the right hands, internally and externally. Solution from Traditional approach Traditional Information technology systems used by many business today have been developed to accomplish some specific task and provide reports and analysis of events that have already taken place. Examples are accounting general ledger systems. Occasionally, some systems operate in a "real-time" mode that is, have up to date information in them and can be used to actually control events. A typical company has many separate systems to manage different processes like production, sales and accounting. Each of these systems has its own databases and seldom passes information to other systems in a timely manner. SAP takes a different approach. There is only one information system in an enterprise, SAP. All applications access common data. Real events in the business initiate transactions. Accounting is done automatically by events in sales and production. Sales can see when products can be delivered. Production schedules are driven by sales. The whole system is designed to be realtime and not historical. SAP structure embodies what are considered the "best business practices". A company implementing SAP adapts it operations to it to achieve its efficiencies and power. The process of adapting procedures to the SAP model involves "Business Process Reengineering" which is a logical analysis of the events and relationships that exist in an enterprise's operations.

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

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

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

Architecture
SAP R/3 system is based on Client/Server architecture that is comprised of three tiers: Presentation server: Your local PC that has SAPGUI. Application server: The application server is used to run the business application programs in the R/3 client/server concept. The application modules are loaded from the data base server to the application server as required. Thus the application server requires only storage capacity to accommodate UNIX, Swapping and the SAP runtime environment. Database server: The data base server stores the SAP application programs and data in the R/3 client/server concept. It also handles the SAP update program and batch jobs.

SAP Glossary
GUI (Graphic User Interface) A graphical interface used by SAP environment as part of the three tiers. Also known as frontend. IMG (Implementation Management Guide) It is a hierarchical structure that reflects the R/3 component hierarchy and contains every configuration activity. Released from version 3.0 onwards Instance It means application server and each one has its own set of work processes. SysID A set of three letters or number that identify a system. Some sets are not allowed because they are used by SAP. They are informed when the system is installed. ITS (Internet Transaction Server) It links the R/3 application server with one or more Web servers, thus enabling the R/3 to communicate with the Internet. OSS (Online Service System) SAP's Online Service System offers fast and effective help for R/3 System problems. It is also the basic element of communications between customers, partners, and SAP. RFC (Remote Function Call) A way to implement communication between application programs via Abap/4 function call. IDoc (Intermediate Document) An IDoc is a data container for data exchange between SAP systems or between an SAP system and an external system. Archiving SAPs terminology for the functionality that purges transactions and master data from the SAP database. The SAP literature states that archived data can be restored to the production system. For practical purposes however, this is not recommended. DART An acronym for Data Archiving and Retention Tool. This is SAP functionality which allows you to periodically extract and retain data from your R/3 system. The data is extracted into a sequential file. DART provides tools for viewing the retained data in different ways.
Legal Data As used in this document, this refers to the requirements imposed by the IRS, State tax authorities and other tax authorities for the long-term retention of business data to support taxes paid and other legal requirements. Operational Data As used in this document, this refers to the requests from customers, vendors or employees for business data. Management Data As used in this document, this refers to data that is used by management for business decisions.

ASAP Methodology

HR - Personnel Administration (PA)


PA involves administrating employee data, commonly referred to Master Data. Master Data contains all employee data used in HR processing. Master Data includes Personal (Eg. address), Organizational (Position description), Benefits (Insurance, Pension), Time & Payroll. More on Master Data... Master Data is stored in Infotypes. Infotypes are tables (for user Data entry screen) that contain logically related employee data. Data can be stored for specific periods, which includes current and historical. More on Infotypes.. Components of PA: Recruitment Organizational Structure Compensation Management Personnel Development

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

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

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

Use
Recording employee data for administrative, time recording, and payroll purposes is of primary importance for master data administration in HR. In the SAP System, the information units used to enter master data are called infotypes. Infotypes are used to group related data fields together. They provide information with a structure, facilitate data entry, and enable you to store data for specific periods.

Structure
Infotypes are characterized by the following: Infotype Structure Data Entry Time-Dependent Storage of Infotype Data

Time Constraints
Time constraints guarantee that exactly the data the system needs to be able to correctly process the employee data, handle personnel administration processes and run payroll for an employee is available in the system. Time constraints keep you from storing mutually incompatible data and prevent gaps from occurring in the data history. Use You use time constraints to define the following: Whether an infotype record must exist for an employee in the system Whether further records of the same infotypes may exist Whether these records can overlap in the validity period. For certain infotypes, you can also assign different time constraints in relation to the infotypes subtype. When you enter infotypes, the system automatically checks if your input satisfies the time constraints conditions, and reacts by automatically delimiting data records or issuing error messages. Structure Time Constraint 1 For the entire time that the employee works at the enterprise, exactly one valid infotype record must exist. The validity periods of the individual records must not overlap. When you create a new record, the system automatically uses the start date of the new record as the delimitation date of the old record. Gaps are only allowed between the employees entry date and the start date of the first record. Time constraint 1 must be used for all of the infotypes containing information that must be available at all times. This is particularly true of personal and organizational assignment data.

An Organizational Assignment infotype record (0001) must exist for all active or inactive employees in the SAP System. The system needs the data stored in this infotype for all business processes. In addition, this data must be unique, in other words, the system must know precisely to which organizational units the employee belongs. Thats why only one record may exist at the same time. Time Constraint 2 No more than one valid record can exist at any one time. Records with constraint 2 must not overlap. Their existence is not obligatory. When you create a new record, the system delimits the previous record, if one exists. If the system delimits a record because of time constraint 2, it issues an appropriate message. Time Constraint 3 Any number of valid records can exist at any one time. The individual records do not conflict with each other. In the Powers of Attorney infotype (0030), you can store different powers of attorney. Thats why any number of records for this infotype can exist at the same time. Since not every employee in your company has powers of attorney, a record for this infotype does not have to exist in the system. Time Constraint A Infotypes with time constraint A must have no more than one record. The system automatically assigns the record a validity period from January 01, 1800 through December 31, 9999. This validity period cannot be subdivided. Infotype records with time constraint A cannot be deleted. Time Constraint B Infotypes with time constraint B must have no more than one record. The system automatically assigns the record a validity period from January 01, 1800 through December 31, 9999. This validity period cannot be subdivided. Infotype records with time constraint B can be deleted. Time Constraint T Infotype records with time constraint T depend on the subtype. For the Addresses infotype (0030), you can assign a different time constraint for each subtype. In this way, you can make sure that a main address always exists for the employee and you can also enter temporary residences, if necessary. Time Constraint Z The infotypes you use for entering working and absence time have a special time constraint behavior. For more information, see Time Constraints in Time Management.

Important Infotypes

Comonly used Personnel Administration Infotypes Infotype 0000 0001 0002 0003 0006 0007 0008 0009 0011 0014 0015 0016 0017 0019 0021 0022 0023 0024 0025 0027 0028 0029 0030 0031 0032 0033 0034 0035 0037 0040 0041 0045 0050 0052 0054 0057 0065 Actions Organizational Assignment Personal Data Payroll Status Addresses Planned Working Time Basic Pay Bank Details Ext. Bank Transfers Recur. Payments/Deds. Additional Payments Contract Elements Travel Priviledges Monitoring of Dates Family/Related Person Education Other/Previous ERs Qualifications Appraisals Cost Distribution Int. Medical Service Workers' Compensation Power of Attorney Reference Pers. Nos. Internal Control Statistics Corporate Function Company Instructions Insurance Objects on Loan Date Specifications Company Loans Time Recording Info. Wage Maintenance Works Councils Membership Fees Tax Data - GB Infotype Name

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

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

Configuration and data belong to the client. So if you log into client 200, you may see different employees and customizing settings to those in say, client 300. Some projects will use a different SAP system altogether for different data. The client numbers will be decided on your project. For example, client 200 may be a play client, 300 for configuration and testing and 400 for training. Technically, you are actually logging into the same database. Behind the scenes SAP will fetch the correct data and display it for you. The client is usually the primary key of database tables in SAP.

Company Code

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

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

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

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

Employee Group

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

Employee Subgroup

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

Country codes in HR - MOLGAS

Here is the full list of country codes (MOLGAS) used in HR. 01 02 03 04 05 06 07 08 09 10 24 25 40 Germany Switzerland Austria Spain Netherlands France Canada Great Britain Denmark USA Saudi Arabia Singapore India

The Personnel Structure: The Personnel Structure is split by Company Code, Personnel Area and Personnel Subareas. There are other structures including employee groups/subgroups and the pay scale structure, but in this section its Pers Areas and subareas which are the topic to be covered. An implementation with one company, in one country, with various factories/sites may look like this:

This is a typical example. The company code is easily defined, as it represents a legal entity so you have to set them up exactly as they are. This is a function of the Finance configuration and is not covered here. The Personnel Area A Personnel Area is attached to a company code, so you will always have at least one area per company code. Generally, it represents a high level of the business. Quite often it represents a country as shown in the example above.

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

The Personnel Subarea/s Often a Personnel Subarea is used to show a geographic split of the Personnel Area. For example, if a UK company had 3 manufacturing plants, it would probably have 3 personnel subareas representing them. If you have just one site, the personnel subarea may be used to represent different splits of employee, maybe factory vs staff; but generally it represents a physical location. The public holiday calendar is attached to the personnel subarea, so if you have plants with different holiday calendars, you must have different subareas for each. Some points to consider for Personnel Subareas: A sub-division of Personnel Area May be geographic or functional areas of the business Provides groupings for wage types, absences, payroll, work schedules, etc Can (indirectly) be used in authorization checks Selection criteria for reporting

Here we working on Config document, STEP1: SPRO>Enterprise Strucuture>Definition>Financial Accountin>Edit, Copy, Delete, Check Company Code

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

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

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

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

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

as

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

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

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

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

Please click on the

to move further.

Click again on the below message

button to move further and keep on the clicking until you reach the

Below are the Couple of FI/CO setting, these settings are not mandatory up to ECC 5.0 and these steps become mandatory in ECC 6.0, if we wont perform the FI/CO setting implication are as below If it is 4.7 No Error message on hiring an employee in Infotype 0001 If it is 5.0 Error message on hiring an employee in Infotype 0001, but by pressing Enter you can move further. If it is 6.0 Error message on hiring an employee in Infotype 0001, You cant move further until you complete the below configuration. STEP3: SPRO> Financial Accounting> Financial Accounting Global Settings> Company Code> Enter Global Parameters.

Enter the highlighted values, you can use the same values for your company code also, Here we are using Chart of Accounts as CAUS and Fisal Year Variant as K4. Chart of Account = Set of General Ledgers are nothing but chart of Accounts. Fiscal Year Variant K4 represents four quarter for the financial year.

STEP4: In the step4 we have to perform 3 activities, Please go through the steps carefully. Step 4.1: (Creating Controlling Area) SPRO> Controlling> General Controlling> Organization> Maintain Controlling Area> Maintain Controlling Area

In the Basic Data Navigation area we have to define Controlling area, In a realtime project these will be created by FI/CO Consultants. Once you enter in to the table click on New entries button as shown below, when you click on new entries the following screen will appear.

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

By doing the above activity we created a Controlling area for our company code. Step 4.2: (Assignment of Company Code{S}) SPRO> Controlling> General Controlling> Organization> Maintain Controlling Area> Maintain Controlling Area> Assignment of Company Code(s)> New Entries > Enter your company code and Click on Save as shown below.

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

Step 4.3: (Activate components/Control Indicators) SPRO> Controlling> General Controlling> Organization> Maintain Controlling Area> Maintain Controlling Area> Activate components/Control Indicators > New Entries > Enter the details and Click on Save as shown below.

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

Step 5: DEFINE PERSONNEL AREA SPRO> SAP Reference IMG (F5)> Enterprise Structure> Definition > Human Resource Management> Personnel Areas > Personnel Areas > New Entries

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

Icon to save the

Click on Create Request option and create your own transport, We just need to enter the description the transport like what we are trying to perform, System will automatically generate the Transport number. Repeat the same activity for all your personnel areas. Step 6: DEFINE PERSONNEL SUB-AREAS SPRO> SAP Reference IMG (F5)> Enterprise Structure> Definition > Human Resource Management> Personnel Sub areas > Create Personnel Subareas > New Entries

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

Step 7: DEFINE EMPLOYEE GROUPS SPRO> SAP Reference IMG (F5)> Enterprise Structure> Definition > Human Resource Management> Employee Groups > New Entries

Create Your Employee Group as mentioned above.

Step 8: PATH TO DEFINE EMPLOYEE SUBGROUPS SPRO> SAP Reference IMG (F5)> Enterprise Structure> Definition > Human Resource Management> Employee Subgroups > Define Employee Subgroups> New Entries

Make the New entries as below

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

Step 9: Assigning Personnel Area to Company Code SPRO> SAP Reference IMG (F5)> Enterprise Structure> Assignment > Human Resource Management> Assign Personnel Area to Company Code

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

Step 10: Assigning Employee Subgroup to Employee Group SPRO> SAP Reference IMG (F5)> Enterprise Structure> Assignment > Human Resource Management> Assignment of Employee Subgroup to Employee Group

Once you execute this table, Click on New entries Option Select your employee Group and Select your employee Subgroup and Assign relevant Country Grouping (MOLGA) for the same, Please refer the below screenshot for the same. Note: It is possible to assign more than one MOLGA for same Employee Group and Employee Subgroup.

Step 11: Path to set User Parameters SPRO> SAP Reference IMG (F5)> Personnel Management> Personnel Administration> Basic Setting> Maintain user Parameters (T-Code: SU3)

Select the relevant Country Code as shown below

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

Step 12: Path to Setup Employee Number Ranges SPRO> SAP Reference IMG (F5)> Personnel Management> Personnel Administration> Basic Settings> Maintain number range intervals for Personnel Numbers (T-Code:PA04)

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

Click on icon, Create number range intervals by clicking on , Enter your number as below. From Number is going to be First employee number,

Finally Click on

, Click on

This number is going to be the return value of the Feature NUMKR

Step 13: Path to Access NUMKR

SPRO> SAP Reference IMG (F5)> Personnel Management> Personnel Administration> Basic Settings> Determine defaults for number ranges (T-Code:PE03 and Enter NUMKR)

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

Step 14: Path to Maintain Employee Attributes SPRO> SAP Reference IMG (F5)> Personnel Management> Personnel Administration> Organisation Data> Organisation Assignment > Define Employee Attributes (Table: V_503_C)

In this table we have to maintain Activity Status, Employment Status and Training Status for all our EEs and ESGs, In the above 3 status Activity Status is mandatory Select the MOLGA and Click on enter Enter the entries as below

Possible Entries under Activity Status

Possible entries under Employment Status

Possible entries under Training Status

The above mentioned Configuration is mandatory to hire an employee for Our own Company Code. With the above configuration you can hire an employee and Test whether every thing is working fine or not for given company code.

Step 14: Navigation Path to configure the Infotype Menus SPRO> SAP Reference IMG (F5)> Personnel Management> Personnel Administration> Customizing Procedures> Infotype Menus > Infotype Menu

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

Step 2: Now go back (F3) and Select the Infotype Menu option and Enter the Infotype Menu which was create in the above step i.e., A1, A2 and A3, Select the Infotype A1 and enter the Infotypes under that menu, repeat the same activity for all other Infotype menus.

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

Step 3: SPRO> Personnel Management > Personnel Administration > Customizing Procedures> Infotype Menus> Determine choice of Infotype menus> User group dependency on menus and Info groups > (F2)

In this table we shouldnt create any new entries, In Simple we have to change the reference user group to our own user which was assigned in our user parameters for 01 HR Master Data Menu. In the given example we are following 78 as reference user group, with this we changed the reference group as 78 for 01 Menu as shown below.

Step 4: In this Step we need to our Infotype Menus (A1, A2, A3) to 01 HR Master Data Catalog. SPRO> Personnel Management > Personnel Administration > Customizing Procedures> Infotype Menus> Determine choice of Infotype menus> Infotype Menus> (F2)

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

Note: Before making entries please make sure about the S.No. Just Check how many S.No are used under the reference user group, If there are preexisting entries under that User group, we have continue with a different S.No, else we will get a error message as An entry already existed with same Key Step 5: Goto User Profile (SU3 is T-code) and change the UGR as 78 instead of 10 and save, as shown below and click on

Expected Out Put: Goto PA30 and check the customer specific infotype menus got created or not.

Navigation Path to configure the Personnel Actions In Order to Define the Personnel Actions, First we have to identify what all the action type the customer is performing on their employees. Once We Identify the action we have to determine are there any action which falls under same Infogroup. By doing the above exercise we can come out with a list of Infogroups required for the client. Here we will configure Hiring action and configuration is steps are same for all the other action types. Step1: Define the Infogroups for action SPRO> Personnel Management > Personnel Administration > Customizing Procedures> Actions> Define Infogroups> User group dependency on menus and Info groups > (F2)> Click on NEW ENTRY

In the above mentioned table we have to create the relevant Infogroups for actions, we may have 1:1 or 1:many combination for Infogroups vs Action. In the above example I created different Infogroups for each action Step2: Add the Infotypes to Infogroup with relevant operation SPRO> Personnel Management > Personnel Administration > Customizing Procedures> Actions> Define Infogroups> Info group > (F2)> Give your Infogroup which was defined in the previous table as shown below

Click on New Entry and enter the Infotype as below

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

As we are creating Hiring action, Meaning we dont have any data relevant to that employee in our system. So we have to create all the data for the PERNR. That is the reason we have to INS operation for Hiring. In the same way we have to create the Infogroups for Change of Position or Separation. For Change of Position we can call relevant Infotypes we can user Operation as COP or MOD For Separation action we can use LIS9 or DIS operations. Step3: Create the Personnel Actions Table: T529A SPRO> Personnel Management > Personnel Administration > Customizing Procedures> Actions> Setup Personnel Actions> Personnel Action types > (F2)> In the T529A, SAP delivered some standard personnel action, We can select those actions which are relevant for us as shown below.

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

Configuration Work Area for Personnel Administration Infotype 0001:

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

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

Infotype 0002: (Personal Data)

Below configuration is important for Infotype 0002, If we need any changes to the above highlighted fields input in IT -0002 screen, the below is the work area in SPRO. The highlighted box is important in all nodes. Work area in SPRO: Personnel Management > Personnel Administration > Personal Data > Personal Data.

Infotype 0003: (Payroll Status) This infotype will be created internally by SAP, we dont require any configuration for this infotype,

Infotype 0006: (Address)

Below configuration is important for Infotype 0006, If we need any changes to the above highlighted fields input in IT -0006 screen, the below is the work area in SPRO. The highlighted box is important in all nodes. Work area in SPRO: Personnel Management > Personnel Administration > Personal Data > Addresses.

Infotype 0009: (Bank Details)

Below configuration is important for Infotype 0009, If we need any changes to the above highlighted fields input in IT -0009 screen, the below is the work area in SPRO. The highlighted box is important in all nodes. Work area in SPRO: Personnel Management > Personnel Administration > Personal Data > Bank Details

Infotype 0021: (Family Details)

Below configuration is important for Infotype 0021, If we need any changes to the above highlighted fields input in IT -0021 screen, the below is the work area in SPRO. The highlighted box is important in all nodes. Work area in SPRO: Personnel Management > Personnel Administration > Personal Data > Family

Infotype 0185: (Personnel IDs)

Below configuration is important for Infotype 0185, If we need any changes to the above highlighted fields input in IT -0185 screen, the below is the work area in SPRO. The highlighted box is important in all nodes. Work area in SPRO: Personnel Management > Personnel Administration > Personal Data > Identification > Maintain types of Identification

Infotype 0016: (Contract Elements)

Below configuration is important for Infotype 0016, If we need any changes to the above highlighted fields input in IT -0016 screen, the below is the work area in SPRO. The highlighted box is important in all nodes. Work area in SPRO: Personnel Management > Personnel Administration > Contractual and Corporate Agreements > Contract Elements

Infotype 0040: (Objects on Loan)

Below configuration is important for Infotype 0040, If we need any changes to the above highlighted fields input in IT -0040 screen, the below is the work area in SPRO. The highlighted box is important in all nodes. Work area in SPRO: Personnel Management > Personnel Administration > Contractual and Corporate Agreements > Objects on Loan

Infotype 0019: (Monitoring of Tasks)

Below configuration is important for Infotype 0019, If we need any changes to the above highlighted fields input in IT -0019 screen, the below is the work area in SPRO. The highlighted box is important in all nodes. Work area in SPRO: Personnel Management > Personnel Administration > Evaluation Basis > Monitoring of Tasks

Infotype 0041: (Date Specifications)

Below configuration is important for Infotype 0041, If we need any changes to the above highlighted fields input in IT -0041 screen, the below is the work area in SPRO. The highlighted box is important in all nodes. Note: This Important is very important; This Infotype can be used for calculation in the Benefits, Compensation, ECM and Payroll Calculation also. In the below node we can create new Date Types and we can modify DATAR feature. Work area in SPRO: Personnel Management > Personnel Administration > Evaluation Basis > Date Specifications

Infotype 0022: (Education and Training)

Below configuration is important for Infotype 0022, If we need any changes to the above highlighted fields input in IT -0022 screen, the below is the work area in SPRO. The highlighted box is important in all nodes. Work area in SPRO: Personnel Management > Personnel Administration > Employee Qualifications > Education and Training

Infotype 0023: (Other/Previous Employers)

Below configuration is important for Infotype 0023, If we need any changes to the above highlighted fields input in IT -0023 screen, the below is the work area in SPRO. The highlighted box is important in all nodes. Work area in SPRO: Personnel Management > Personnel Administration > Employee Qualifications > Other/Previous Employers

Infotype 0105: (Communication)

Below configuration is important for Infotype 0105, If we need any changes to the above highlighted fields input in IT-0105 screen, the below is the work area in SPRO. The highlighted box is important in all nodes. Work area in SPRO: Personnel Management > Personnel Administration > Communication > Create Communication types

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

Organisation Management

Relationships

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