Professional Documents
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Personnel Development
This Implementation Guide contains all the necessary information for implementing the
Personnel Development component.
The Personnel Development component enables you to maximize your employees' utility to
your company. You can plan and implement personnel and training measures to promote your
employees' professional development. By taking into account employees' preferences and
suitability, you can increase their job satisfaction. Personnel development also sets out to
ensure that all of the emmployees in all of the functional areas in your company are always
qualified to the standards required. This is achieved by developing qualification potentials.
Requirements
Before making the system settings for Personnel Development, you must work through the
relevant steps in the IMG section entitled Global Settings for Personnel Management.
Further notes
For further information on the functionality available, and how to use the component, refer to the
SAP Library ( Human Resources -> Personnel Management -> Personnel Development).
Basic Settings
In this section, you make bsic settings for Personnel Development (PA-PD).
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Note:
Remember that the settings you make in the following sections also affect the following
components of Personnel Management:
In this step, you make the settings necessary for changing standard object types and creating
new object types.
• You can define the relationship that should be proposed in the course of the
authorization check. For more information on this, please refer to the section "Structural
authorization".
• You can create or change external object types that are not administered in PD (e.g.
object type "employee" from HR Master Data Management).
In this case, you must specify the interface program used to access these object types.
• You can, if necessary, change the ID of a standard object type ("O" for organizational
unit, "T" for task).
Example
If you are reporting on positions, the report will include objects whose object type is the
same as the value assigned to the semantic abbreviation "PLSTE" in the parameter
group "OTYPE". (In this case 'S').
• You can maintain the controlling entries for object type-related transactions.
The information regarding which object type is to be edited in the transaction is stored
for each object type-related transaction (PO** = menu-guided infotype maintenance).
Note
You can create two-digit object types in the range "01" to "99".
Activities
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2. Create external object types and specify the program that accesses these object
types.
3. Define an object type hierarchy for the evaluation (reporting).
4. Change the ID of a standard object type only if it is absolutely necessary, observing
the name ranges reserved for customer-specific entries.
5. If you have created new object types, change the value of the semantic abbreviation
of each object type in the parameter group OTYPE, where necessary.
Similarly, if necessary, change the value of the semantic abbreviation for each object
type-related transaction in the parameter group TCODE.
In this section you make settings for number ranges. A number range is a set of numbers. When
you create objects, these numbers are assigned as an object ID, either internally by the system,
or externally by the user.
In this step, you specify whether number assignment is plan version- specific or plan version-
independent, in other words, valid for all plan versions. This decision is important since it affects
the kind of subgroups (number intervals) you may use.
If you decide not to work with number assignment valid for all plan versions, you must create
individual number intervals per plan version (and possibly also per object type). If you decide to
use plan version- independent number assignment, you create number intervals that are valid
for all plan versions. In this case, there is no danger of parallel number intervals occurring i.e.
the same number interval for one object in one plan version and for a different object in another
plan version.
Standard settings
In the standard SAP R/3 system, number assignment is not valid for all plan versions.
Recommendation
If you plan to transfer data from plan version to plan version, we strongly recommend that you
use number assignment valid for all plan versions to avoid objects being overwritten by others
with different meanings.
Activities
1. Enter 'X' in the field Value abbr. to activate number assignment for all plan versions.
Leave the field Value abbr. blank to deactivate this function.
2. Save your entries.
In this step, you specify the number ranges for your PD objects and the type of number
assignment. You must assign a unique number to every object.
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• Internal number assignment
If you want the SAP System to assign the numbers, enter "IN" in the 'NR' field. The
number ranges are then indicated by the letters "IN".
If you want the user to assign the numbers, enter "EX" in the 'NR' field. The number
ranges are then indicated by the letters "EX".
You can define your own number ranges (subgroups) for individual plan versions (that are not
valid for all plan versions) and object types. The names of the subgroups are set up so that the
first characters specify the plan version and the last two specify the object type in detail. The
structure of the subgroups depends on whether you are using number assignment valid for all
plan versions or not.
Example
Standard settings
The entry $$$$ in the field subgroup represents all number ranges not listed explicitly. You
should not delete this entry.
Recommendation
Since the matchcode function is available for the selection of objects, it is generally not
necessary to assign "mnemonic" numbers.
Activities
1. Enter the subgroup for which you wish to set up number assignment.
The following entries are allowed (when number assignment is not valid for all plan
versions).
The following entries are allowed (when number assignment is valid for all plan
versions):
Save your entries. The systems automatically creates an external number range (EX)
and an internal number range (IN).
2. Specify the subgroup on the following screen and choose "Change intervals".
3. A new data screen appears on which you can maintain number range intervals.
Choose "Create interval".
4. Enter the code for the number assignment (IN or EX), the lower limit and the upper
limit of the interval in the dialog box which then appears.
In the case of external number assignment, mark the field "ext" also.
5. Choose "Insert" and save your entries.
You should carry out this activity only if the following two conditions are fulfilled:
In this step, you can implement the following User Exits of the enhancement RHIV001:
You can find general information on user exits in the R/3 Library under Basis Components:
Enhancements, or in the system documentation for the Customizing activity by choosing Help
-> Extended Help.
In addition, detailed information on each of the user exits is available once you have assigned
your project to a user exit.
If you want to implement one of these user exits, you must first create a project for the user exit
and then assign the user exit to the project.
You then create the user exit coding and activate the project.
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Activities
Creating a project
4. Choose Components.
5. Enter the name of the user exit you want to implement.
6. Choose SAP Documentation for detailed information on the user exit.
7. Choose Save.
8. Choose Back.
The system prompts you to create this include, where you can then create your new coding.
Maintaining Infotypes
In this step, you make the system settings required for changing standard object types and
creating new object types.
Warning!
• You can specify the relationship which is to be suggested for the authorization check.
See the step "Structural Authorization".
• You can create or change external object types that are not maintained in Personnel
Planning and Development (the "Person" object type, from Personnel Administration, for
example).
In this case, you must enter the interface program which is used to access these object
types.
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• You can change the ID of a standard object type ("O" for organizational unit, "T" for task,
for example).
Example
If positions are required in an evaluation, the objects whose object type is the same and which
are assigned the semantic abbreviation "PLSTE" in the "OTYPE" parameter group (in this case
"S") will be considered.
For each object type-related transaction (PO** = menu controlled infotype maintenance),
the object type that is to be processed with the corresponding transaction is stored.
Note
You can create two-digit, numeric object types between "01" and "99".
Activities
Maintain Infotypes
• You can assign infotypes to standard object types or to customer- specific object types.
In the case of infotypes with underlying subtypes, the time constraint is defined per subtype. If
you wish to create your own subtypes, you have to carry out the step "Maintain subtypes" and
define a time constraint per subtype.
Example
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The address elements (e.g. postal code, city, street, house number etc.) make up the Address
infotype, which could be appended to the object Organizational Unit, for example.
Note
You can create four-digit infotypes in the range from "9000" to "9999".
Requirements
You should already have edited the step "Maintain object types" before doing so.
Recommendation
Infotype area
Customer master data "9000" to "9099"
Customer plan data "9100" to "9199"
Customer time data "9200" to "9299"
Activities
Note:
The 'cannot be maintained' field in the view "Infotypes per object type" does not affect the
Customizing settings. This field (if it is set) merely specifies that you cannot maintain the
infotype in question using the standard transactions.
In this step, you make the following customer-specific settings for infotypes:
• You enter the screen number of the single infotype screen if you are not using the
standard screen 2000.
• You enter the screen number of the list screen for infotypes if you are not using the
standard screen 3000.
In this activity, you specify that an infotype is only relevant for a particular country or countries,
in other words, a country-specific infoype. This determines whether an infotype is displayed via
Country settings in basic transactions.
Example
You flag three infotypes as country-specific for France. When you choose France under
'Country settings' in a Personnel Planning transaction, all international infotypes and the three
country-specific infotypes are displayed.
Standard settings
Activities
Maintain Subtypes
In this step, you maintain the settings necessary for creating subtypes for infotypes.
You can create new subtypes for standard infotypes or for customer- specific infotypes. In either
case, you have to assign a time constraint to both subtypes and infotypes.
Example
Infotype Subtype
1001 Relationships A003 Belongs to
1001 Relationships B003 Incorporates
1042 Schedule model 0001 Main schedule pattern
1042 Schedule model 0002 Alternative schedule pattern
1042 Schedule model TEMP Temporary schedule
The Schedule Model infotype (1042) is subdivided into the subtypes 0001 "Main schedule
pattern", 0002 "Alternative schedule pattern" and TEMP "Temporary schedule".
Note
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You can create four-digit subtypes in the range from "9000" to "9999".
Recommendation
Relationships are special subtypes of the infotype "Relationship". This function is dealt with
separately since there are a number of special points to note when setting up these
subtypes. For this reason, you should create relationships in the step "Maintain
relationships".
Activities
Further notes
Maintain Relationships
In this step, you make the settings that are required for creating relationships.
By creating relationships between objects, you can display all the structures that exist in
Personnel Management.
Relationships are special subtypes of infotype 1001. Each relationship has two relationship
types , indicated by A and B. For each relationship created (A or B), the corresponding inverse
relationship is automatically set up.
• You can control the response of the system (error messages, warnings, information) if
the 100% mark is exceeded in the case of "weighted" relationships.
• You can show or hide the weighting percentage of a relationship and, if required, define
additional data for a relationship. You can specify, for example, in the view 'Additional
relationship info' whether the recursiveness check should be active for your own
relationships or not.
Caution!
Apart from controlling the weighting, you should consult SAP before making any other
changes to this view.
• You can define the object types that are allowed for each relationship and inverse
relationship.
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External relationships are relationships between external object types i.e. object types
that are not stored in the PLOG database in Personnel Development and Planning. (See
also the step "Maintain object types").
Note
You can create 3-character relationships in the range "AAA" to "ZZZ". You should only use
letters for this!
Example
Requirements
Before you create a new relationship, it should already have been created as a subtype of
infotype 1001 "Relationships" in the step "Maintain subtypes".
Activities
Note
The "Cannot be maintained" field in the view "Allowed relationships" does not have any effect
on Customizing settings. This field (if it is set) merely specifies that the relationship in question
cannot be maintained using the standard transactions.
In this step, you define alternative time constraints for relationships depending on the target
object type.
Example
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A position in your enterprise can be described by only one job (target object type "C") but by as
many tasks as required (target object type "T").
Requirements
You should have already carried out the step Maintain relationships and entered the value "3"
for the time constraint of the corresponding relationship.
Standard settings
The standard SAP R/3 system contains a number of predefined time constraints that are target
object type-dependent.
Recommendation
Activities
Further notes
The assignment of additional conditions for this function may only be carried out by SAP since it
is equivalent to a program modification.
An evaluation path is an instruction to the system which determines which object types and
relationship(s) are to be included in an evaluation of your organizational plan.
One or more relationships are then used as "Navigation paths" for evaluating structural
information in your organizational plan (relating to the organizational or reporting structures) or
matrix organization. The sequence of the relationships included in the evaluation path is
decisive in how the results of the evaluation are displayed.
Example
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First of all in this evaluation path, the positions assigned (S) to an organizational unit (O) are
determined, then, the holder (P) assigned to each position is determined. As well as this, the
next organizational unit down in the organizational structure is determined, the above procedure
then takes place for this organizational unit. This procedure is repeated for all further
subordinate organizational units.
In the "Skip" field, you specify that a particular relationship is to be included in the evaluation
path, but that the last object type in this relationship is not to be displayed.
So, if the skip field were selected in the first line of the above example, this would mean that the
organizational units and persons would be displayed, but not the positions that the persons
occupy.
Activities
Further notes
Each relationship is defined by its short name ("A002", for example) and the evaluation text as
an evaluation path and can not, therefore, be changed. You can change the evaluation text but
not the short name of other evaluation paths.
Create new evaluation paths, if you have defined new objects and want to carry out evaluations
for them in conjunction with object types that already exist. You also need new evaluation paths
if you are modifying existing evaluation paths, by selecting a "Skip" field, for example. Copy the
evaluation path into the customer name space (beginning with "Y" or "Z") and enter an
evaluation path.
In this step, you make the system settings necessary for setting up a personnel action.
A personnel action is a collection of several logically connected infotypes in the system which, in
an exact sequence, are used for processing and are used for a particular system activity (see
"Create Organizational Unit", for example).
• a plan version
• an object type
• an infotype or subtype
• a status
In a transaction controlled by a personnel action (PQ**) , you must determine the object types
for which the action is to be executed. For each transaction related to an object type and
controlled by a personnel action, specify which default personnel action(PQ**M) is to be
processed by the corresponding transaction.
For each default personnel action within a transaction controlled by personnel actions, you can
access a Process description .
Example
The personnel action "Create organizational unit" includes the following steps:
• Creating the "Description" infotype (1002) with the "General Description" subtype (0001)
• Creating the "Relationship" infotype (1001) with the "Cost Center Assignment" subtype
(A011) for object type "K" (Cost Center).
Activities
Further notes
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• Ensure that you arrange infotypes in a logical order when defining a personnel action.
The "Object" infotype must always be processed first and must have line number "001".
• You can create three-digit personnel actions between "001" and "999".
In this section, if you use the Personnel Planning and Personnel Development modules for
different languages, you set the sequence in which the languages supported in those modules
are displayed.
This table contains all languages into which the Personnel Planning and Personnel
Development modules are translated. A sequence indicator is assigned to each language,
which states the language in which information is displayed if it does not exist in the logon
language.
Example
No. Language
01 D
02 E
03 S
In this example, information which is not available in the logon language English is displayed in
German or, if this is not available, in Spanish.
Standard settings
In the standard SAP R/3 system, the sequence of languages is German, English, Spanish,
Dutch, French, Italian.
Recommendation
If possible, you should work with the standard SAP R/3 system.
Activities
Authorization Management
In this section, you make the settings necessary for access protection in Personnel Planning
and Development (PD).
Maintain Authorizations
In this step, you determine the authorizations for the authorization object in Personnel
Planning and Development (PD). Furthermore, you can see which authorizations are defined for
the different functions of the application in the standard system.
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When any function in PD is executed, the system checks the authorization object.
• Plan version
This field defines which plan version(s) the user may access.
• Object type
This field defines which object types the user may access.
• Infotype
• Subtype
This field specifies which subtypes of the infotypes specified the user may access.
• Planning status
This field specifies the planning status of information which the user may access.
• Function code
This field defines what editing authorizations the user has, e.g displaying, changing.
Standard settings
The standard SAP R/3 System contains authorizations for maintenance and display of the
authorization object PLOG in the object class Human Resources.
Activities
1. Check if the authorizations in the standard R/3 System meet your specific
requirements.
Proceed as follows:
a) Select the object class for the application.
A list of the authorization objects in this class is displayed.
b) Select an authorization object.
A list of authorizations for this object is displayed.
2. Create new authorizations according to your requirements if necessary.
Proceed as follows:
a) Choose Authorization -> Create.
b) Enter the authorization and a short text.
c) Select a field to maintain the individual field values.
d) Save your settings.
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e) Activate the new authorization.
Further notes
Structural authorization is defined in addition to this general access protection. Refer to the
section "Structural authorization" to make the necessary configurations.
Structural Authorizations
This section describes the special authorizations that you can define in Personnel Planning and
Development in addition to the basic access authorizations.
In this step, you define the authorization profiles relevant for authorizations in Personnel
Planning.
This step also includes settings you can make to protect certain structures and substructures.
• Plan versions
• Object types
• Object IDs
The following parameters and functions are also available for the definition of authorization
profiles:
• Evaluation paths
You can specify an evaluation path to determine that users are only authorized to
access objects in a certain evaluation path.
When you use an evaluation path, you must complete the object ID field.
• Status vectors
You can specify a status vector to determine that a user only has access to objects
whose relationship infotype records have a particular status, for example, planned or
active status.
• Display depth
You can specify a display depth to determine what level in a hierarchical structure a user
may access.
• Period
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You can specify a time period to determine that a profile is dependent on the validity
period of a structure. For example, by entering 'D' for the current day, you restrict
structural authorization to structures that are valid on the current day.
If you make no entry here (default is <Blank>), no validity restriction is set.
(See example 4)
• Function module:
You can specify a function module in this field that dynamically determines a root object
at runtime. No entry may be made in the Object ID field in this case. You must, however,
specify a plan version and an object type.
The advantage of using function modules is that when a root object is dynamically
determined at runtime, a user-specific profile is created. You only have to define one
authorization profile.
(See example 5)
The standard system contains two function modules:
RH_GET_MANAGER_ASSIGNMENT (Determine organizational units for managers)
This function module determines as the root object the organizational unit to which the
user is assigned as manager via relationship A012 (is manager of).
This function module works on the basis of a key date. It only finds organizational units
of which the user is 'manager' on the key date or during the period specified.
RH_GET_ORG_ASSIGNMENT (Organizational assignment)
This function module determines as the root object the organizational unit to which the
user is assigned organizationally.
You can also define profiles containing maintenance authorization. You do so by selecting the
editing type Maintenance. This also enables the execution of function codes that have a
Maintenance indicator in table T77FC.
The complete authorization is made up of basic authorizations plus the structural authorization
defined.
Example
The following examples only list fields containing entries, not all fields.
• Example 1:
• Example 2:
• Example 3:
• Example 4
• Example 5:
Activities
1. Create the required profiles with authorizations by entering data in the relevant fields.
In this step, you assign users a specific authorization profile which is temporary i.e. has a time
limit appended.
Enter the names of authorized PD users to whom you want to assign the application-specific
authorization profiles.
Users that are not explicitly specified are treated like user SAP*.
Activities
• Enter the names of the system users and the required profiles.
In this step, you specify users for whom structural authorization data should be permanently
stored in SAP Memory. The main purpose of this function is to avoid performance problems for
users with extensive authorization profiles.
In this case, it is important to note that the user's view is exact to the day, since
data is updated in a batch input session that runs overnight.
When you execute this report, the data in SAP Memory is updated immediately.
Requirements
Recommendation
This function is only for use by users with extensive structural authorization profiles.
Activities
Tools
This section describes the tools of the following Personnel Management components:
Note:
The settings that you carry out in the following sections also apply to Training and Event
Management component.
Integration
This section contains the steps you will need to work through to set up integration between the
Personnel Development component and the Personnel Administration and Recruitment
components.
In this step, you activate integration between the Personnel Development component
and the Personnel Administration and Recruitment components.
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• Transfer Qualifications from Personnel Administration
In this step, you import any infotype 0024 (Qualifications) records from the Personnel
Administration component into the Personnel Development component.
In this step, you import any infotype 0024 (Qualifications) records from the Recruitment
component into the Personnel Development component.
In this step, you import any infotype 0025 (Appraisals) records from the Personnel
Administration component into the Personnel Development component.
In this step, you activate integration between the Personnel Development component and the
Personnel Administration component.
• Use the Appraisal System in the Personnel Development component instead of infotype
0025 (Appraisals)
The QUALI and APPRA (Sem. abbrev.) entries in the PLOGI group control integration.
Note
If integration is active, qualifications and appraisals
are managed only in the Personnel Development component, even if you have already used
infotypes 0024 and 0025.
To import any existing infotype records into Personnel Development, refer to the following steps:
Requirements
Activities
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QUALI 1 A032 Q 0 A032 Q
APPRA 1 0
For more information, refer to the documentation for these two switches.
In this step, you import data records of the Qualifications infotype (0024) from the Personnel
Administration component to the Personnel Development component.
You use report RHQINTE1 for this. This report stores data records of the Qualifications infotype
0024 (file PAnnnn) - including their historical records - in the database HRPnnnn in the form of
relationships. The qualifications from HR tables T574A/T574B are stored as qualifications using
the same object ID. Then, the data records of the infotype 0024 are deleted.
To achieve this, a logical file is generated. Using report RHALTD00 and then a batch input
session, this file can be imported into the database HRPnnnn. If the parameter Test is selected,
the report is run in test mode and data is not changed.
Note
If existing qualifications in database HRPnnnn have the same object IDs as the qualifications in
table T574A, the system assumes that they mean precisely the same thing.
Activities
Notes
• Select the Test flag, and run the report in test mode first.
• During the conversion, make sure that no data records are locked by other users.
1. If necessary, overwrite the filename proposed in the Logical file name field.
2. If applicable, specify criteria for selecting data.
3. Choose Program -> Execute.
The Convert Infotype 0024: Employees screen appears.
4. The system displays a list of all the qualifications converted and their relationships. A
message is issued, informing you that the logical file has been created.
5. To transfer this 'old' data, choose Goto -> RHALTD00.
The Transfer old data screen appears.
6. If necessary, change the session name.
7. Choose Program -> Execute.
The system displays the status of the batch input session.
8. To start the batch input session, choose Edit -> Process session.
The Batch Input: Session Overview screen appears.
9. Position the cursor on the session you want to process, and choose Session ->
Process session.
The Process Session <session name> screen appears.
Note
For large quantities of data, change the processing mode to Background.
10. Choose Process.
Once the data has been transferred, the system informs you that batch input processing
has been completed.
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Transfer Qualifications from Recruitment
In this step, you import data records of the Qualifications infotype (0024) from the Recruitment
component to the Personnel Development component.
You use report RHQINTE1 for this. This report stores data records of the Qualifications infotype
0024 (file PAnnnn) - including their historical records - in the database HRPnnnn in the form of
relationships. The qualifications from HR tables T574A/T574B are stored as qualifications using
the same object ID. Then, the infotype 0024 data records are deleted.
To achieve this, a logical file is generated. Using report RHALTD00 and then a batch input
session, this file can be imported into the database HRPnnnn. If the Test flag is selected, the
report is run in test mode and data is not changed.
Note
If existing qualifications in database HRPnnnn have the same object IDs as the qualifications in
table T574A, the system assumes that they mean precisely the same thing.
Activities
Notes
• Select the Test flag, and run the report in test mode first.
• During the conversion, make sure that no data records are locked by other users.
1. If necessary, overwrite the file name proposed in the Logical file name field.
2. If applicable, specify criteria for selecting data.
3. Choose Program -> Execute.
The Convert Infotype 0024: Applicants screen appears. The system displays a list of all
the qualifications converted and their relationships. A message is issued, informing you
that the logical file has been created.
4. To transfer this 'old' data, choose Goto -> RHALTD00.
The Transfer old data screen appears.
5. If necessary, change the session name.
6. Choose Program -> Execute.
The system displays the status of the batch input session.
7. To start the batch input session, choose Edit -> Process session.
The Batch Input: Session Overview screen appears.
8. Position the cursor on the session you want to process, and choose Session ->
Process session.
The Process Session <session name> screen appears.
Note
For large quantities of data, change the processing mode to Background.
9. Choose Process.
Once the data has been transferred, the system informs you that batch input processing
has been completed.
In this step, you start the report that converts and copies appraisal data from the Appraisals
infotype (0025) to the Appraisal Systems component in Personnel Development.
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Use this step if:
• You want to make use of the appraisal data stored in infotype 0025
You will find further information on conversion in the documentation of the report Integration of
Infotype 25: Converting Existing Data.
Recommendation
• Run the conversion report only once. If you run the conversion more than once, the data
records will be created multiple times.
Activities
Master Data
This section contains the steps you will need to work through to set up the following Personnel
Development data:
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• Edit organizational plan
• Edit scales
In this step, you define and change the proficiency scales used in the Personnel
Development and Appraisal Systems components.
• Edit careers
Basically, an organizational plan consists of organizational units and the relationships that
exist between them. It also contains positions that can be related with the organizational units
and the holders (persons, employees, users) of these positions. An organizational plan may
also contain jobs that are used to describe the positions. You can assign tasks to these jobs.
Thus, an organizational plan reflects the structure of your organization in the SAP System.
Activities
Further notes
There is an automatic transport connection available in Customizing if the client you are working
in is marked as a Customizing client.
You can find more detailed information in the online manual "Organization and Planning in
Personnel Management."
Edit Scales
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In this step, you define and change the proficiency scales that are used in the Qualifications and
Requirements and Appraisal Systems components.
You define a scale by specifying a unique numeric identifier and a name for the scale. You will
also have to define proficiencies for each scale.
Quality scales
You must define and name each individual proficiency for a quality scale. You can define up to
9999 proficiencies per scale, each with its own user-defined proficiency text, if you wish.
Note
In the Qualifications and Requirements component, the proficiency 0 cannot be used for rating
qualifications or requirements.
In the Appraisals Systems component, the proficiency 0 can be used. It should be used to mean
"does not exist".
You can enter a text to describe the individual elements in a quality scale. These so-called
proficiency descriptions are then passed on as defaults for every element in the qualifications
catalog and appraisals catalog that is assigned to the scale in question.
For more information, see:
Edit Qualifications Catalog and
Edit Appraisals Catalog.
Quantity scales
When you define a quantity scale, you specify its highest and lowest proficiency, the interval
range, and the unit used for rating the proficiencies. When you define quantity scales, you can
define quantities with 12 digits before the decimal point, and 3 after. You can use the proficiency
0. Quantity scales can be used in the Appraisal Systems component ONLY.
Example
Language scale
1 (Learned at school)
2 (Basic working knowledge)
3 (Good oral/written communication)
4 (Fluent)
5 (Native speaker)
3-point scale
1 (1 point)
2 (2 points)
3 (3 points)
Note
A Yes/No scale needs only one proficiency since you only need to show that the qualification
exists. If it does not exist (that is, if the person does not have the qualification in question), you
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simply do not enter any proficiency at all. If you want also to use the scale for appraisals, you
must also create the proficiency 0 for No.
100% scale:
1 100 1 Percentage
Recommendation
• Try not to define any more than 20 proficiencies for a scale. The more proficiencies a
scale has, the less meaningful it becomes.
• Create at least one proficiency for each quality scale. Define the proficiency using a
unique numeric identifier and a descriptive proficiency text. Ensure that all your scales
are sorted in ascending order, that is, that the highest proficiency ID value is used for the
highest/best proficiency (see examples). This will ensure that the suitability percentage
is calculated correctly.
• If a scale has the proficiency 0, this proficiency is displayed by the input help, but not in
the Qualifications/Requirements component.
If quality scales are only to be used in the Appraisal Systems components, you can sort the
proficiencies in either ascending or descending order. Since there is no technical way of telling
whether scales are sorted in descending order or ascending order (or whether they were
created for the Qualifications and Requirements or Appraisal Systms component), you should
try to make this clear when you actually name your scales.
Activities
1. Choose Edit ->New entries in the Change View "Scale": Overview screen.
2. The New Entries: Overview of Added Entries screen appears.
3. In the ID field, specify a numeric identifier.
4. In the Scale field, enter a suitable name for the scale.
5. Choose ENTER.
6. Select the entry in question.
7. Choose Proficiencies in the structure tree.
The Determine Scale Type screen appears.
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Creating a quality scale
1. Choose Quality scale.
The Change View "Proficiencies on a Quality Scale": Overview screen appears.
2. Choose Edit -> New entries.
3. Enter your data as required.
Note
When you create and change quality scales, please ensure that you start numbering
your proficiencies with 1 (or 0), and that your proficiencies are numbered consecutively
without any gaps.
4. Choose ENTER.
5. Save the scale.
In this step, you define and change the qualifications catalog. The qualifications catalog
contains all the qualifications that are of interest to an employer.
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The qualifications catalog comprises qualification groups and qualifications.
• The deficiency meter allows you to simulate situations where qualifications are
forgotten if they are not used regularly.
• The validity allows you to show that certain qualifications (such as licenses) expire, and
have to be renewed at regular intervals.
You can assign a qualification one or more alternative qualifications. The relationship created
is bi-directional (that is, if A is an alternative to B, then B is also an alternative to A). You can
also specify a percentage value to determine the extent to which an alternative qualification
replaces a qualification.
Note
When you define a qualification as an alternative to another, make sure both have the same
scale. If they had different scales, it would normally be safe to assume that their characteristics
were so different that they could not be considered as alternatives to each other.
A translation function is available so that you can use your qualifications catalog in different
languages.
Example
• English skills
• French skills
The requirements profile for the position of department manager contains the
qualification
• English skills
Ms Smith is the holder of this position. Her qualifications profile contains the
qualifications
• French skills,
each with a proficiency value of 10.
Since English skills are specified in the requirements profile for the position of
department manager, it can be assumed that Ms Smith uses her English skills regularly.
Therefore, the proficiency of this qualification remains constant.
There is no evidence, though, that Ms Smith makes regular use of her French skills. For
this reason, the proficiency of this qualification is reduced from 10 to 5 after a year.
Example of Validity
The qualification 'License for transportation of hazardous materials' is valid for 5 years, and then
has to be renewed. Assign this qualification a validity of 5 years. Once this period of time has
elapsed, the qualification is deleted from the person's qualifications profile.
Standard settings
The standard default value for the replacement percentage of an alternative qualification is
100%. You can change this value in table T77S0 (group: QUALI, sem. value: QPROZ ).
Recommendation
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Qualifications for which no relationships have been created appear in the qualifications catalog
under Unassigned qualifications. These qualifications have not been assigned to a
qualification group or proficiency scale. Assign these qualifications to a qualification group by
choosing Entry -> Move.
Activities
1. Before you work through any of the following activities, specify a validity start date for
the changes. Choose Settings -> Set period... in the Catalog: Change Qualifications
screen. Specify a date in the Key date field.
Note
The end date of the validity period of the qualification catalog is always the highest
possible system date (12/31/9999).
The Catalog: Change Qualification(s) screen appears.
• Translate entry
• Translate description
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Changing a qualification or qualification group
1. Position the cursor on the qualification (group) you want to change.
2. Choose Entry -> Change.
The Change Qualification or Change Qualification Group dialog box appears.
3. Make your changes.
4. Choose Save.
5. Choose Continue.
Translate entry
1. Select the entries you want to translate.
2. Choose Entry -> Translate -> Text.
The Translation: Text dialog box appears.
3. Select one or more languages, and choose Transfer.
The Translation: Entry dialog box appears.
4. Select a target language.
5. Enter the translation in the Translation (<Target language>) column.
6. Save the translations.
7. Choose Continue.
Translate description
1. Select the entry whose description you want to translate.
2. Choose Entry -> Translate -> Description.
The Translation: Description dialog box appears.
3. Select a target language.
4. Enter the translation.
5. Save the translation.
6. Choose Continue.
Edit Careers
In this step, you define and change careers. Careers are paths within an organizational
structure that are generally applicable. Careers are used to depict the principal personnel
development paths in a company. Careers can be used as the basis for career and succession
planning.
A career is a set of jobs or positions and can extend over all the organizational units in a
company. You can create an unlimited number of careers within an organizational structure.
One career can contain up to 9999 career items.
Careers are displayed and can be edited using SAP Network Graphics.
Career items are arranged bottom-up. This means that items low down in the hierarchy appear
at the bottom and items high up in the hierarchy appear at the top. Career items at the same
hierarchy level are displayed beside each other.
Example
Management career
Manager of IT Department
|
System administrator
|
Programmer
|
Trainee
Specialist career
Marketing manager -> Presales manager
Requirements
You must have created jobs and/or positions before you can create careers.
Standard settings
Careers are displayed using the CAREERMOD001 graphics profile of the group HRPE . To
create a new graphics profile, call up transaction OCNG and choose Network/Hierarchy ->
Graphics profile.
Recommendation
It is recommended that you use only jobs when defining careers. This will enable you to keep
your careers streamlined and clear, and will mean that the careers you define will not be
affected as much by changes in the organizational structure.
Activities
Creating a career
1. Choose Career -> Create.
The Create Career dialog box appears.
2. Enter a name for the career, and choose Create.
The Career Maintenancescreen appears. The new career is displayed in the list.
Editing a career
1. Position the cursor on the career you want to edit.
Note
The symbol behind the career name shows you whether career items have already been
defined for the career in question.
2. Choose Career -> Edit.
SAP Network Graphics are started and the Edit Career Items screen appears.
3. To insert a new career item, select a job or position in the Node area by clicking once
on the job or position symbol.
4. In the display area, position the cursor at the point where you want to insert the career
item, and click once.
If you selected a 'job', the Possible Entries via... dialog box appears.
If you selected a position, the Select Position dialog box appears.
5. In both cases, select a career item in the dialog box, and choose Select.
The system inserts the new career item.
Note
If you notice that the display is not correct afterwards, do one of the following:
a) Choose Edit -> Redraw.
b) Choose View -> Align.
6. Save the career.
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Functions
This section contains the steps you need to work through to set up the following Personnel
Development functions:
• Profile view
In this step, you define the profile view for an object type. A profile view comprises a
number of sub-profiles. You can define a profile view for each object type.
• Control parameters
In this step, you make settings for the ranking list. You also specify here how you want
the system to deal with overqualification and the replacement percentage of alternative
qualifications.
• Suitability range
In this step, you define additional criteria for selecting persons and applicants.
• Vacancy infotype
In this step, you specify whether a position should be considered vacant only if it has a
"Vacancy" infotype (1007), or if all unoccupied positions should be considered vacant.
In this step, you define the information (headers and subprofiles) and menu options that can be
displayed in the profile of an object type. By using different views for different components, you
can specify what information is actually shown.
• First, you define the header available for each object type, and the subprofiles that are
generally available. These settings apply to all profile views and only have to be defined
once.
• You then create profile views for various components (for example, Personnel
Development, Compensation Management), and assign a report to control the menu
options.
Note
The standard settings in the View field should not be changed, since they control how
the profile view for a component is called.
• Now specify the object types affected, and the headers and subprofiles to be displayed
for each of the views you have created.
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Note
The system comes with a wide range of standard entries. You can simply tailor these to your
individual requirements - you do not usually need to define new profile views (see the Section
entitled Standard Settings.
• You can create a number of profiles (up to 99) for each object type.
• You can assign a unique header to each object type profile by specifying a report and
screen number (or a standard header).
• Each profile and subprofile of an object type has a unique numeric ID and a descriptive
text. The description of the subprofile is displayed in the application together with the
icon (see below) on the corresponding tab page.
• In addition to the description, you can specify an icon to identify each subprofile of an
object type.
• You can assign each subprofile a screen of its own and determine the fields you want to
have on this screen.
• You can access the subprofile screen from a whole range of reports.
• You can define different profile views and menu options for different components.
• You can create a maximum of 20 subprofiles for each object type profile.
• You can define the sequence in which the subprofiles are displayed.
• By flagging the appropriate field, you can hide subprofiles so that they do not appear in
the profile view.
Example
Requirements
• All reports and screens you plan to use for profile views, subprofiles, and menu options
must exist.
• The object types for which you want to define profile views, and which you intend to use
in subprofiles, must exist. For more information, see "Maintain Object Types".
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• The necessary infotypes must exist.
• The number of relationships available will determine how many subprofiles can be used
practically. For more information, see Maintain Relationships.
Standard settings
Note
You can use the following standard screens to display qualifications or requirements together
with the qualification group:
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Qualifications (with qualifications group) 2101
Qualifications (with qualifications group and last change) 2102
Requirements (with qualifications group) 3101
o CP -Compensation Management
o PD -Personnel Development
o AE -Appraisals - Employee
o AM -Appraisals - Manager
These views contain the assignments to the headers and subprofiles relevant to
the component in question.
• The menu options are assigned to the profile views via a report. The standard entries
are:
Recommendation
Please do not delete entries for views, headers, and subprofiles in the standard system - simply
tailor the standard entries to your individual requirements.
Please create any new reports and screens in the customer name range.
Activities
Overview of Activities
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Note
You create new header assignments as described in the section Define new
profile views (see below).
2. Change subprofile assignment and sort sequence
a) If you do not want to display a subprofile for an object type, you can hide the
subprofile in question. Select the view you want to hide in the Change View "PA-
PD: Profile View": Overview screen, and choose Subprofile Assignment in the
hierarchy.
The Select Work Area dialog box appears.
b) Enter your data, and choose Transfer.
The screen Change View "PA-PD: Profile View/Header/Subprofile Assignment":
Overview appears.
c) Deselect the Active flag for the relevant subprofile.
d) If necessary, change the order of the subprofiles in the Sort sequence field.
e) Save the subprofile assignment.
Note
You create new subprofile assignments as described in the section Define new
profile views (see below).
In this step, you define control parameters for the following functions:
Handling overqualification
You use the entry OVERQ of the group QUALI to specify how the system should handle
overqualification in the evaluations of Career and Succession Planning.
Note
If a person possesses both the actual qualification required and also a suitable alternative
qualification, the qualification which gives the highest suitability percentage is used in the
evaluation. This will mean that a person with only an alternative qualification will NOT be given a
higher suitability percentage than another person who has both the qualification required (but
with a lower proficiency) and the alternative qualification (with the same proficiency).
You use the entry SHORT of the group QUALI to specify whether the abbreviation of an object
in the qualifications catalog (qualification, qualification group) can be displayed. This setting
affects all applications that use qualification objects except for appraisals.
If the value for this setting is X , it is possible to display the abbreviation.
You can display the abbreviation in the applications in question by choosing View ->
Abbreviation on.
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You use the user parameter POC to specify whether the abbreviation should be displayed by
default for a specific user.
Standard settings
QUALI MAXEN: 20
QUALI OVERQ: 1
QUALI SHORT:
Activities
In this step, you set up suitability ranges. Suitability ranges are used to structure ranking lists in
Career and Succession Planning so that users can see at a glance whether an object is
suitable. The suitability itself is displayed in the form of a symbol (icon).
Suitability ranges are calculated on the basis of the suitability percentage. A percentage range,
and the corresponding symbol for this range, are displayed for every suitability range.
Note
If the system is set up to treat over-qualification as being positive (see Set Up Control
Parameters), then it is possible to have a suitability percentage greater than 100%. If you
specify an upper limit of 100% for your suitability ranges, then the system will display all objects
with a suitability percentage greater than 100% in the highest suitability range. Alternatively, you
can define a suitability range for over-qualification (enter 999% in the From /% field, and 100%
in the To /% field.
All objects in a suitability range are displayed with the same icon in the ranking list. Suitability
ranges can be displayed as an alternative to the precise suitability percentage.
Example
You want to define three suitability ranges (Very suitable, Suitable, and Not suitable).
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To /%: 60
ID:
ID:
ID:
If suitable positions are found for a person in Career Planning, the very suitable positions (that
is, greater than 60%, as specified above) with be displayed with a green traffic-light icon, the
suitable positions with a yellow traffic-light icon, and so on.
Activities
1. Choose Edit -> New entries in the Change View "Suitability Ranges for Career and
Succession Planning": Overview screen.
The New Entries: Overview of Added Entries screen appears.
2. Specify a unique numeric value in the Number field.
3. Specify the upper limit (<=) for the suitability range in the From /% field.
Caution!
Do not leave any gaps between your percentage ranges (see example above).
4. Specify the lower limit for the suitability range (>) in the To /% field.
5. Specify the ID of the icon you want to use in the ID field.
6. If necessary, make further entries.
7. Save your entries.
In this step of the IMG, you can assign InfoSets, and in this way define selection criteria for
restricting the number of persons (object type P) and allicants (object type AP) selected.
If you wish to use selection criteria of your own, or you have already created selection criteria of
your own in table T77QP, you must create an InfoSet with the appropriate selection criteria in
the SAP Query for each of the object types P and AP. In this step, you must configure these
new Infosets for scenario PDVFINE for P und AP.
Standard settings
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The standard system comes with an InfoSet for persons and another for applicants (scenario
PDVFINE for P and AP in table T77OMAHQ_FUNCARS). Selection criteria have already been
defined in both these InfoSets. If you do not enter any data in this step, then the selection
criteria contained in these standard InfoSets will be used.
Activities
1. On the Change View "OM Search Function "Free Search": Obj. Type InfoSet (Cust.)":
Overview screen, choose Display->Change -> New entries.
The New Entries: Overview of Added Entries screen appears.
2. Enter PDVFINE in the Scenario column.
3. Enter AP or P in the Object type column.
4. Enter the new InfoSet in the InfoSet column.
5. Choose Enter.
6. Choose Save.
Further notes
For more information on creating InfoSets, refer to the activity documentation contained in
Personnel Management -> HR Information System -> HR Settings for SAP Query -> Define
InfoSets for Interactive Employee Selection.
In this step, you specify whether a position is vacant by virtue of infotype 1007 "Vacancy"
appended to it or whether every unoccupied position should be regarded as vacant.
This data is particularly necessary for the Recruitment module (transfer of vacant positions). If
you wish to activate integration with Recruitment, you have to set the switch PPVAC PPVAC in
table T77SO to 1. In order to re-occupy a position using the Recruitment module, you have to
create an infotype 1007 record. The system then creates a record in the PA table T75OX, thus
setting up the interface with the Recruitment module.
If the switch PPVAC PPVAC in table T77SO is set at 0, integration with Recruitment is inactive
and consequently, every unoccupied position is viewed as vacant.
Activities
Further notes
For information on possible entries, please refer to the documentation on the field entry
Semantic abbreviation.
Tools
This section contains the steps you will need to work through before you can use the following
tools in Personnel Development:
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• Copy Requirements Profiles to Position Holders
In this step, you can copy the requirements of a position to the qualifications profile of
the position's holders.
In this step, you create Qualifications subprofile entries for several planning objects at
the same time.
In this step, you can copy the requirements of positions to the position holders' qualifications
subprofile. You can perform this function for all the positions in an organizational unit.
Example
Requirements
Note
When this report is running, no objects are locked. Similarly, locked
entries are not evaluated by the report.
Recommendation
Only use this function when you are setting up your system. The proficiencies of any existing
qualifications will be overwritten in the profiles of the persons involved.
To maintain individual profiles, choose Profile -> Change in the Personnel Development area
menu.
Activities
Note
Work through this step in test mode first. To do this, select Test run.
1. In the Search string field, enter the name of the organizational unit. Alternatively, enter
the organizational unit's ID in the Object ID field.
2. Choose Program -> Execute.
The Copy Requirements Profiles to Position Holder(s) screen appears.
135
The requirements have been copied (as qualification) to the holders of the positions in
question.
Further notes
Once the report has been run, a list of the objects that received qualifications is displayed.
If there are any objects for which no qualifications were transferred (because the position and
holder relationships are not compatible), these are also listed.
In this step, you can create Qualifications subprofile entries for several planning objects at
once.
• For every qualification you enter, you can also specify its proficiency and a relationship
period.
Activities
Note
You can process objects of different object types at the same time.
4. Choose Create.
The Select Qualifications dialog box appears.
5. Select the qualifications that you want to add to the profiles, and choose Continue.
This takes you back to the Qualifications Profile: Mass Data Maintenance screen.
6. Specify a proficiency for each of the qualifications.
7. Save your profiles.
The qualifications in question have been added to the qualifications profiles of the
planning objects in question.
In this section of the IMG, you make settings for the ESS services in Personnel Development.
In this step of the IMG, you can restrict the view of the ESS service for editing a qualifications
profile to one qualification group and the objects assigned to this group (other qualification
groups or qualifications).
Activities
136
If you wish to restrict the view in this way, then enter the ID of the qualification group in question
in QUALI ESSST, and save your input.
Development Plans
In this section of the IMG, you work through the steps required for setting up the Development
Plans component.
Development plans are copied to create individual development plans, which are then modified
as required.
Note
You access individual development planning from the application.
The objective of individual development planning is to give a specific employee specific
qualifications. During an individual planning scenario, the individual development plan items
(and the plan in which they occur) pass through a series of 'states' which, in turn, can trigger a
range of further processing steps.
An individual development plan is created only once for an employee, and then added to and
updated.
In this step, you define and edit development plans . The development plan catalog contains
all the development plans that are of interest to an organization.
In the development plan catalog, you can create and manage generally applicable development
plans, and use these as copy templates for measures within individual development plans.
137
• A development plan group can contain development plans and further development
plan groups. Development plan groups are used to structure the catalog logically.
o Job
o Position
o Organizational unit
o Work center
o Location
You can store the following information for each development plan:
• Whether a specific number of items within a step are mandatory (e.g. at least two of the
four items in a step must be completed)
A translation function has been provided so that you can work with the development plan
catalog in different languages.
Example
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Development Plan: Trainee Program
Step Items
1. Introductory Event
(2 days)
2. (at least 2) Production Marketing Development
(3 months) (3 months) (3 months)
3. (at least 1) Management Course Admin. Manager
(1 month) (1 month)
4. Final Examinations (mandatory item)
(3 days)
Note
Within the same step, you can specify several (alternative) items. You can also specify that
specific items must be completed (i.e. are mandatory), or that a certain number of items within
this step must be completed.
Standard settings
Development plans are displayed with graphics profile DEVPLAN001 of group HRPE . To
create a new graphics profile, call up transaction OCNG, and choose Network/hierarchy ->
Graphics profile.
Activities
Before you perform any of the activities described below, you must specify a date as of which
the changes are valid.
1. Choose Settings -> Set period in the Development Plan Catalog screen.
2. In the Key date field, enter a date, and choose Continue.
Note
The validity end date of the catalog is always 12/31/9999.
• Translate entry
• Translate description
139
• Translate proficiency description
Create items
1. To add an item, select an object in the Node area of the screen (you do this by
clicking once on the symbol you want).
2. Then, in the display area, position the cursor where you want to insert the item, and
click once.
A dialog box appears, where you can select an object type.
3. Select the object type you require.
The new item is inserted.
Note
If the object is not displayed correctly, choose Edit -> Redraw.
Note
The sequence of the items in the development plan is specified in the Step field.
140
Create notes for an item
1. If you would like to create notes for an item, choose Edit -> Change.
The Maintain Item dialog box appears.
2. Choose Notes.
The Change Note for Development Item: Language <language key> screen appears.
3. Enter a text.
4. Choose Text -> Save.
5. Choose Back.
Note
If you exit development plan maintenance, you must save the development plan again -
otherwise the notes will be lost.
Note
Now you can specify the qualifications (including proficiencies) that a person obtains by
completing the development plan. You can select any of the qualifications in the qualifications
catalog, or have the system propose qualifications. The qualifications the system proposes are
the qualifications/requirements defined for the development plan items in question.
Example
• Business event: The system proposes the qualifications that result from attending the
business event.
• Position: The system proposes the qualifications that are defined as requirements for the
position.
Insert qualification
1. Choose Insert qualification.
The Select Qualification dialog box appears.
2. Select the qualification(s) you want, and choose Transfer.
3. If applicable, specify a proficiency.
Change items
1. Select the development plan whose items you want to change, and choose Edit ->
Change items.
The SAP Network Graphics Editor is started up. The Edit Development Plan Items
screen appears.
2. Make your changes as required.
3. Save your changes.
4. Choose Back.
Note
If you change items, check over the list of qualifications imparted.
Translate entry
1. Select the entries you want to translate.
2. Choose Entry -> Translate -> Text.
The Translation: Text dialog box appears.
3. Select one or more languages, and choose Transfer.
The Translation: Entry dialog box appears.
4. Select a target language.
5. Enter the translation in the Translation (<Target language>) column.
6. Save the translations.
7. Choose Continue.
Translate description
1. Select the entry whose description you want to translate.
2. Choose Entry -> Translate -> Description.
The Translation: Description dialog box appears.
3. Select a target language.
4. Enter the translation.
5. Save the translation.
6. Choose Continue.
142
In this step, you define the states that a development plan or a development plan item can have.
The 'state' gives information on the extent to which the activity in question has been completed.
States have to be assigned and updated manually for individual development plans and items.
Note
A state cannot be assigned to an individual development plan in its entirety. A state can only be
assigned to the development plans contained within it, or to individual items.
Depending on its state, a development plan or item can trigger further processing steps such as
transfers.
Standard settings
Activities
1. Choose Edit -> New entries on the Change View "Development Plan States":
Overview screen.
The New Entries: Overview of Added Entries screen appears.
2. Enter your data as required.
3. Save your entries.
In this step of the IMG, you can specify which function modules should be available in the
Development Plans component. A range of further processing steps (see Further Processing
of Plan States) can be triggered by changing the state of an item or development plan.
In addition to the function modules that come with the standard system, you can also use your
own function modules. You assign these function modules to a specific use - this means that
only the appropriate modules are available for each Customizing activity.
You must enter a name for each function module (you can translate this name into various
languages).
Example
You have programmed a function module that writes the qualifications obtained by completing a
station.
143
Assign this function module to the use Status (state) management . When you define the further
processing steps, you can now select this function module.
Standard settings
Never change or delete standard entries! Any changes you make to standard settings are
system modifications!
Recommendation
You can use the following function modules as copy templates for creating your own function
modules:
Activities
1. On the Change View "Functions": Overview screen, choose Edit -> New entries.
The New Entries: Overview of Added.
2. Select an area of use.
3. Enter the function module.
4. Enter a name for the function module.
5. Choose Enter.
6. Save this new entry.
In this step, you define the further processing steps that can be triggered when a certain state is
assigned to an item or a development plan.
Example
• If an item involves attending a business event, and this item is assigned the state
"Current ", the person is booked onto the business event in question. This can be done
in the foreground or background.
• If an item involves being the holder of a specific position, and this item is assigned the
state "Current ", the person is transferred to the position in question.
144
Standard settings
Note
Activities
1. Choose Edit -> New entries on the Change View "Further Processing of Development
Plans": Overview screen.
The New Entries: Overview of Added Entries screen appears.
2. Enter the following data:
a) In the OT field, enter the object type of the item or development plan that
triggers the further processing step.
b) In the State field, enter the ID of the state that is to trigger the further
processing step.
c) In the Further processing module field, specify the name of the function
module to be used for further processing.
3. Save your entries.
Further notes
In the step Set Up Control Parameters, you can specify whether users should be asked to
confirm a further processing step before it is performed, or whether further processing should be
performed entirely in the background.
In this step, you determine the events that trigger automatic changes in the state of
development plan items.
This function allows you to partially automate the state management of items in individual
development plans. The function automatically evaluates changes in relevant objects on the
basis of predefined events for particular object types.
Note
The events are not related to the validity date of development plan items (the duration specified
145
in an individual development plan). This means that events are not triggered automatically after
the duration of a development plan item expires - an appropriate action must have been
performed (e.g. a transfer).
The state of a development plan item is also changed if the relevant event is triggered before
the end of a validity period.
1. Whether the objects affected are related to each other via an individual development
plan
2. Whether the state change for the event is Active
3. Whether the development plan item is in the relevant initial state
If all these conditions are met, the state of a development plan item in the individual
development plan affected is changed in the way you have determined.
Example
A person occupies a position as an item in his or her individual development plan. The
development plan item accordingly has the state Current . When the person has completed the
development plan item, he or she is transferred to his or her original position. The transfer
triggers the event S_OLD "Holder leaves position", and this sets the item in the person's
individual development plan to Completed.
Standard settings
Recommendation
If you do not want to use certain events, please do not delete them - use the Active flag
instead.
Activities
&ADDITIONAL_HINTS
In the step Further Processing of Development Plan States , you specify the further
processing steps that are triggered when an item or a development plan is assigned a
particular state.
The entry CONFS in the group DPLAN specifies whether users are asked to confirm a
further processing module before it is started (in this case, users can decide to cancel
the further processing step), or whether further processing modules are to run entirely in
the background.
If the Value abbr. field contains the value X, users have to confirm further processing
steps.
Example
Ms Miller's personal development plan specifies that she should be holder of the position "Sales
Assistent" for 3 months. She is now to start on this development plan item, so its state is
changed to Current . This state calls up a function module which performs the employee
transfer. Since further processing steps have to be confirmed, a dialog box appears where the
user either has to confirm Ms Miller's transfer, or reject it.
If the Development Plans component is integrated with the Training and Event
Management component, all attendances of business events are automatically written to
the individual development plan of the attendees. In the entry TSTAT of group DPLAN,
you specify which status should be automatically assigned for these development plan
items.
Enter the numeric ID of the status (state) - see the step called Define Development
Plan States.
Standard settings
DPLAN CONFS: X
DPLAN TSTAT: 3
Activities
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Maintain Basic Settings
Use
The HAP00/REPLA switch enables you to specify if you want to continue working with
the Appraisal Systems subcomponent, or if you want to replace this with the Objective
Setting and Apraisals subcomponent.
If you decide to replace the Appraisal Systems subcomponent with the Objective Setting
and Appraisals subcomponent, you have the following options:
o You can replace the Appraisal Systems subcomponent with the Objective Setting
and Appraisals subcomponent.
In this case, you can use the Personnel Development and Training and Event
Management components, and the Objective Setting and Appraisals
subcomponent. The SAP R/3 system offers users the functions of this
subcomponent when processing appraisal documents (personnel appraisals).
o You can only use the Objective Setting and Appraisals subcomponent within the
Personnel Development component.
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In this case, the SAP R/3 system offers users the functions of this subcomponent
when processing appraisal documents (personnel appraisals).
o You can only use the Objective Setting and Appraisal subcomponent within the
Training and Event Management component.
In this case, the SAP R/3 system, offers users the functions of this subdocument
when processing appraisal documents (business event appraisals).
If you want to use the Objective Setting and Appraisals subcomponent functions that are
integrated with SAP Strategic Enterprise Management (SAP SEM) (for example, read an
employee's performance overview or display the balanced scorecard), you must set up
an appropriate RFC connection to your SEM system using the HAP00/RFCSE switch.
Requirements
Note
1. In the SAP Easy Access menu, select Tools -> Administration -> Administration ->
Network -> SM59-RFC Destination.
You arrive at the Display and Maintain RFC Destinations screen.
2. On this screen, create a new entry, under R/3 Connections.
Use the host name and system name of the corresponding SEM target system.
Standard settings
In the standard system, the switch has the value <Space>. The SAP R/3 system reads SEM as
the connection name for the RFC connection.
Note
If you assign the name SEM to your RFC connection, you do not need to process the
HAP00/RFCSE switch.
Activities
3. Create a value for the switch that corresponds to your usage of the Objective Setting
and Appraisals subcomponent.
4. If necessary, enter an appropriate value for the switch for your RFC connection to the
SEM system.
Note
The parameter value that you define here must be consistent with the name of the RFC
connection.
Maintain Templates
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Use
In this IMG activity, you can create and process appraisal templates.
Appraisal templates form the basis of the Objective Setting and Appraisals application. This
component enables you to depict any analytical appraisal procedures and processes.
Appraisal templates are included in the hierarchical structure for the appraisals catalog. The
definitions of your appraisal templates are entered in the structure successively, and the SAP
R/3 system manages them appropriately. The SAP R/3 system displays the structure on the left
of the screen.The following elements form the hierarchical structure:
The category group includes all appraisal documents for the Objective Setting and
Appraisals application.
Note
When you call the appraisal catalog for the first time, the SAP R/3 system only displays
the category group. The SAP R/3 system then guides you through processing. In the first
dialog box that is displayed, the SAP R/3 system asks you to create a category. The
system then displays another dialog box, and asks you to create an appraisal template.
• Appraisal Category
Categories group personnel appraisals together that you want to use in different
appraisal processes (for example, personnel appraisals for objective setting or 360
degree feedback). When creating appraisal categories you can use the examples we
deliver, or create your own individual categories manually.
Note
We recommend that you use a separate appraisal category for each appraisal process
(for example, Personnel Appraisals, Objective Setting).
• Appraisal Template
• Criteria Group
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A criteria group includes all appraisal criteria of a similar content. Criteria groups enable
you to structure appraisal criteria in the template (for example, English, French, and
German criteria in the Language Capabilities criteria group).
You always create a criteria group below the appraisal template. You do not have to use
criteria groups. You can evaluate criteria groups.
• Criterion
• External Element
You can use external Appraisal Elements (for example, qualifications) and arrange
them below an appraisal template or criteria group in Objective Setting and Appraisals.
Standard settings
• Standard appraisal
• Objective setting
• Objective setting
• Performance appraisal
Activities
The following descriptions provide you with an overview of the possible functions of the
appraisal catalog. The activities you need to perform when you want to execute an appraisal
catalog function are also described.
o Standard appraisal
o Objectives
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o 360 Degree feedback
4. Select Continue.
The SAP R/3 system creates the category, and stores the catalog structure in the
appropriate position.
Note
When you create a category using an example, you control the attributes of the category
and whether you can use examples to create templates in this category.
• Changing categories
o Category name
You can change the name in the header data area of the screen
Change<Category Name>.
For the following entries, you have access to the appropriate tab indexes and tab pages:
o Persons involved
Here you can specify which persons or users are involved in the appraisal
process.
o Columns
o Roles
Here you can specify the role in which persons or users have general access to
the columns. You always define column access authorizations for specific
templates. You define column access authorization when you define the
templates.
o Value list
A value list contains the evaluation measure (for example, quality value list) that
is used for the appraisal document.
o Enhancements
You can create enhancements for the type of value determination (average
determination) or links (for example, link to the balanced scorecard).
3. Enter the required entries by accessing the tab indexes one after another, and make
the entries for each tab card.
4. Save your entries.
Note
You can only change a category if the status is Not Released.
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Note that the definitions you make for a category are available in the appraisal template
definition. You can only access definitions for one category in the appraisal template
definition.
Example
During the objective setting process, a higher-level manager also needs to be able to
create part appraisals. Below the template, therefore, you must assign the Part
Appraisal (PAPP) column, and the Higher-Level Manager role to the category.
Recommendation
To make it easier for you to create a category, we recommend that you create an
example category and replace the entries that you do not need with entries that you do
require.
1. Select the category under which you want to create a template, and select Create
Template using the right mouse button.
You arrive at the Create Template Using dialog box.
2. Select Example and use input help to select an example template (for example,
Example:Objective Setting ).
The SAP R/3 system creates the template in the background, and stores it in the
appropriate position in the catalog structure.
Note
Whether or not you can create a template using an example depends on the attributes of
the category.
1. Select the category under which you want to create a template, and using the right
mouse button select Create Template.
You arrive at the Create Template Using dialog box.
2. Select Create Manually, and then Continue.
You arrive at the Create <Template Name> screen. This includes the following entries:
o Template name
You can store this in the header data area of the screen Create <Template
Name>.
For the following definitions, the following tab indexes and tab pages are available:
o Description
In the Description field, you can specify whether you want to store the description
in standard format or in Web format.
In the free-text field, you can store a description (for example, an introduction to
your template or a description of content). If you use a Web format for the
description, for example, you should store the description here together with the
appropriate formatting instructions.
o Layout
The definitions for the layout affect the following, for example:
o Numbering
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o Display of header data
o Display of links
o Text replacement
o Print layout
o Web layout
o Column definition
Here you can specify which columns you want to use, and the following data for
each of the columns:
o Value definition
o Use of notes
If you use the objective setting columns (OBJ*), you can specify whether freely
defined objective settings are permitted.
You also define the following for the entire tenplate:
o Web settings
o Dynamic settings
These contain free or fixed enhancements and whether you can delete elements.
o Column access
Defining column access authorizations for the different roles (column owners and
other users) involved in the appraisal process enables you to define and control
what access the different roles have in the different phases of the process.
Recommendation
When defining column access authorizations, we recommend that you first select
a proposal and either copy this or adapt it to suit your requirements. See the
documentation on Column Access.
o Value descriptions
If a value list has been stored for the Final Appraisal (FAPP) column, you can
adopt the proposal by setting the Default indicator. Alternatively, you can define
the value description for the current element by deselecting the Default Value
field.
Note
See the documentation, under Value Descriptions.
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You can create the value list description by selecting Goto -> Standard Value
Lists.
o Roles
o Processing
You define the following for processing your template, for example:
o General settings
o Follow-up processing
Here you can specify that the SAP R/3 system should transfer qualifications to an
employee's qualifications profile after a certain date.
3. Save your entries.
Note
After it has been created, your template has the status Not Released . After you have
created the template, you must create the relevant criteria groups and criteria.
When you have completed the template and want to use it, you must change the status
to Released . Select your template in the catalog structure and use the right mouse
button to select Status -> Release.
Recommendation
To make it easier for you to create a template, we recommend that you create an
example template and then make the relevant changes to it. However, you can only
create an example template if the the attributes of the category allow this.
We also recommend that you run a consistency check after you have created the
template. Select your template in the catalog structure and use the right mouse button to
select Consistency Check .
The following functions are also available:
o Change template
o Select the relevant template in the catalog structure and use the right mouse
button to select Change Template.
Note
You can only change a template if it has the status Not Released.
This function is available for appraisal templates and criteria groups. You can insert a
criteria group or a criterion as a new element. You can insert a criteria group as a node,
and a criterion as an end node in the catalog structure.
1. Select the relevant template or criteria group in the catalog structure and using the
right mouse button, select Insert -> New Element.
You arrive at the Type of Insert dialog box.
2. Select Node or End Node and then Continue.
You arrive at the Create <New Criteria Group or Criterion Name>. You create the
following:
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An appropriate field is available in the header section of the screen Create
<Criteria Group Name or Criterion Name>. If you create a criterion, the SAP R/3
system displays the appropriate criteria group in the header section of the
screen.
o Description
o Columns
o Value descriptions
o Roles
This function is available for appraisal templates and criteria groups. You can insert
criteria groups or a criterion as an existing element. You can insert a criteria group as a
node and a criterion as an end node in the catalog structure.
1. Select the appropriate template or criteria group in the catalog structure and use the
right mouse button to select Insert -> Existing Element.
You arrive at the Type of Insert dialog box.
2. Select Node or End Node and then Continue.
You arrive at the Delimit Value Set screen.
3. Use a suitable search help to select an existing appraisal element and copy it.
4. Save your entries.
Note
You can only insert an existing element if the appraisal template or criteria group has the
status Not Released.
You can display inserted elements in the catalog structure by expanding the template or
criteria group.
This function is available for appraisal templates and criteria groups. You can insert a
qualification as an external element, for example. Within the Objective Setting and
Appraisals component you can only insert external elements as existing elements. You
can insert external elements as nodes or end nodes.
1. Select the appropriate template or criteria group in the catalog structure and use the
right mouse button to select Insert -> Existing Element.
You arrive at the Type of Insert screen.
2. Select Node or End Node and in the appropriate field, use input help to select <Type
of External Element>.
3. Select Continue.
You arrive at the Delimit Value Set screen.
4. Use a suitable search help to select an existing external element and copy it.
5. Save your entries.
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Note
You can only insert an external element if the appraisal template or criteria group has
the status Not Released.
You can display inserted external elements in the catalog structure by expanding the
template or criteria group.
• Consistency check
This function is available for appraisal templates. To check a template for consistency,
select the appropriate template in the catalog structure and use the right mouse button
to select Consistency Check.
Recommendation
We recommend that you run this check after you have created or changed (inserted
elements) a template.
After you have created a template, you can display the layout. You can display the print
layout or Web layout of your template. You can use this function to display the template
you have defined. To arrive at the preview, select a template from the catalog structure
and use the right mouse button to select Preview -> Print Layout or Web Layout.
• Status management
o Appraisal template
o Criteria group
o Criterion
o External element
To change the status, select the appropriate appraisal element in the catalog structure
and use the right mouse button to select Status -> <Status Description>.
Note
You can change the status of criteria groups, criteria, and external elements individually.
If you change the status of an appraisal templateto Released ,for example, you also
change the status of all appraisal elements that are dependent on this status.
This status is available for appraisal templates and criteria groups. This function enables
you to sort the individual appraisal elements and perform the weighting for the appraisal
document.
1. Select a template or a criteria group in the catalog structure and use the right mouse
button to select Sorting and Weighting.
You arrive at the Change <Template Name or Criteria Group> screen.The table shows
you the elements that are used and the defined sorting and weighting.
2. Store the required order of elements and their weighting in the appropriate columns.
3. Save your entries.
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• Translate
This function is available for all structure elements in the catalog structure:
o Criteria group
o Category
o Appraisal template
o Criteria group
o Criterion
o External element
1. Select an entry from the catalog structure and use the right mouse button to select
Translate.
You arrive at the Choose Language for Translation dialog box.
2. Select the target language.
3. Select Continue
You arrive at the Change <Structure Element Name> screen.
4. Enter your translation in the empty fields.
5. Save your entries.
Note
You can translate a structure element at any time. This means that the translation is not
dependent on the status of the structure element.
• Copy element
o Appraisal template
o Criteria group
o Criterion
o External element
When you copy appraisal elements, you can reuse them in different contexts (for
example, use a criterion from one criteria group in a
1. Select the appropriate appraisal element in the catalog structure, and use the right
mouse button to select Copy to Clipboard.
2. Select the appraisal element under which you want to insert the copied element, and
use the right mouse button to select Copy from Clipboard.
You can only insert the copied elements in certain positions within the catalog structure
(for example, always insert criteria groups below the template).
Note
You can only copy elements that have the status Not Released.
If other dependent elements are assigned to the element you want to copy, the SAP R/3
system also copies these elements.
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• Where-used list
o Criteria group
o Criterion
o External element
To perform a where-used check, select the appropriate element in the catalog structure
and use the right mouse button to select Where-Used List.
Note
You should always use this function before you delete an element.
• Delete element
o Template
o Criteria group
o Criterion
o External element
To delete an external element, select the appropriate element from the catalog structure,
and select <Appraisal Element Name> -> Delete.
Note
You can also delete structures (for example, a template and the elements that are
dependent on it). The SAP R/3 system displays a dialog box in which you can enter
whether you want to delete just the element, or all the elements that are dependent on it
as well.
You can only delete an appraisal element completely if it has the status Not Released,
and it is not being reused with the status Released. However, you can delete the
element from its position in the catalog structure.
If the element is reused and the element has the status Not Released in all systems, the
SAP R/3 system deletes the element in all places that it is used. If you want to delete a
criterion that is used in two criteria groups, the SAP R/3 system deletes the criterion in
both criteria groups.
If the element is reused and the element has the status Released in a different context,
the system does not delete the element completely. Instead, the system simply deletes
the element from the selected position in the catalog structure. In this way, the SAP R/3
system stores all deleted elements in the Unused Elements list. To access these
elements, you can select the catalog structure header and select Unused Elements.
Recommendation
Before you delete an appraisal element, we recommend that you perform a where-used
check for all objects that permit this function. In this way, you can avoid deleting
elements that you still want to use.
• Unused elements
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The SAP R/3 system collects all elements that are not used within the catalog structure
and that the system could delete completely, and stores them in a list. You can access
this list at any time to include the elements as existing elements in the catalog structure.
To display the list, you can select the catalog-structure header and use the right mouse
button to select Ununsed Elements.
• Key on/off
This function is available to switch the technical key on or off. The standard setting
switches the key off. To switch the key on, select the catalog structure header and use
the right mouse button to select Settings -> Key On.
If you want to switch the key off, select Settings -> Key Off.
This function is available for switching additional data on and off. The standard setting
switches the additional data off. To switch the additional data on, select the catalog
structure header and use the right mouse button to select Settings -> Additional
Information On.
If you want to switch the additional information off, select Settings -> Switch Off.
This function is available for specifying user settings within the appraisal catalog. To
make the user settings, select the catalog structure header and use the right mouse
button to select Settings -> User Settings.
You can specify with which plan version you want to work and set the following
indicators:
o Display Key
The last two indicators enable you to set up the functions for Key On/Off and
Additional Information On/Off .
Use
In this IMG activity you make settings that are necessary for integration between the HR and
SEM systems in a split system landscape.
Activities
You set up integration using Application Link Enabling (ALE). For general notes on setting up
ALE scenarios, see the Implementation Guide (IMG) for the SAP Web Application Server under
Application Link Enabling.
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The integration enables you to distribute the organizational structure, including organizational
units, positions, and jobs, from your HR system to your SEM system. In addition, in the SEM
system a central SAP business partner is created in the Employee role, in which an employee's
personal data, for example enterprise address or personnel number, is managed.
Through integration, the SEM system can, for example, transfer the sum of the weighted scores
from the personal score to the HR system as the result of an appraisal.
Note
For a detailed description of how to set up integration between the HR and SEM systems, see
the SAP library for Strategic Enterprise Management (SEM) under Corporate Performance
Monitor -> HR Integration.
Appraisal Systems
In this section, you will work through the steps required for setting up the Appraisal Systems
component.
Preparation
In the preparatory phase, the basic conditions for the appraisal systems have to be specified by
the appropriate persons. Basic conditions include:
o Appraisal procedure
o Appraisal type
o Form of appraisal
o Appraisal criteria
The above-mentioned basic conditions can be combined in different ways. Each different
combination represents a separate appraisal model. If you want to weight criteria, you
can specify this information in the appraisal model.
Note
If an appraisal system comprises several appraisal models, then these appraisal models
(or sections of them, at least) must correspond (e.g. performance appraisal for salaried
employees, and performance appraisal for hourly paid workers) if it is to be possible to
compare the appraisals.
• Edit Scales
In this step, you define and change the proficiency scales that are used in the Personnel
Development and Appraisal Systems components.
In this step, you define forms of appraisal. Each form of appraisal determines who
appraises whom. In an appraisal system, it is essential that the relationship between
appraisers and appraisees be defined unambiguously.
Additionally, evaluation paths and selection criteria can be defined, by means of which a
'to-do' list for a group of objects (appraisers or appraisees) can be created.
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• Edit Appraisals Catalog
In this step, you create appraisal models. An appraisal model is a collection of criteria or
qualifications (and, possibly, criteria groups) and is used as a copy template for creating
an actual appraisal.
In this step, you can assign an appraisal model to specific personnel areas/subareas
and employee groups/subgroups.
• Enhancements
• Object types that are allowed as appraisers and appraisees (or objects appraised)
When you create a form of appraisal to be used with the appraisal type anonymous individual
appraisal or anonymous multisource appraisal, make sure that the role name of the appraisers
does not reveal their identity.
The forms of appraisal are also taken into account in the workflow Approving and Following Up
an Appraisal (WS 10000105). The form of appraisal linked to the appraisal model on which the
appraisal is based determines whether or not the approval process is triggered for the appraisal.
For more information, refer to the SAP Library (HR - Human Resources -> PA - Personnel
Management -> Personnel Development -> Workflow Scenarios om Personnel Development
(PA-PD) -> Approving and Following Up an Appraisal (PA-PD).
Example 1
Possible Combinations
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Appraisers Appraisees
P P
US P
P US
US US
• Object selection for appraisers and appraisees is restricted to objects of the object types
Person and User
• In the appraisal, the appraisers are referred to as Supervisors, and the appraisees as
Employees
Note
If you select the object type User, the system proposes the current user as the appraiser when
you create an appraisal.
Example 2
Allowed combinations
Appraisers Appraisees
P E
US E
• Appraisers must be of the object type Person or User, and appraisees of the object type
Business event
• Object selection for appraisers is restricted to objects of the object types Person and
User , and to objects of the object type Business event for appraisees
• In the appraisal, the appraisers are referred to as Attendees, and the appraised objects
as Business events
'To-Do' Lists
A 'to-do' list enables you to draw up a list of objects for which you need to prepare appraisals.
You can decide whether you specify an
object that you want to appraise, and then look for suitable appraisers, or whether you specify
an appraiser, and look for objects to appraise.
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You can restrict the number of objects selected using the following criteria (and applies to all
object types in the form of appraisal):
• Evalution path
• Selection ID
Note
Since the selection ID can theoretically contain an evaluation path, make sure that you
have specified either an evaluation path or a selection ID. If you specify both by mistake,
the system uses the selection ID.
For more information on evaluation paths, refer to the IMG step Maintain Evaluation Paths.
For more information on selection IDs, refer to Selection IDs. For more information on 'to-do'
lists, refer to the SAP Library (Human Resources -> Personnel Management -> Personnel
Development -> Appraisal Systems -> Appraisal Creation -> Preparation of an Appraisal -> 'To-
Do List Creation).
Prerequisites
• You must have created the appropriate relationships (see Maintain Relationships).
Activities
1. Choose Edit -> New entries in the Change View "HR-PD Form of Appraisal":
Overview screen.
The New Entries: Overview of Added Entries screen appears.
2. In the Form of appraisal ID field, enter a unique numeric ID for the form of appraisal.
3. In the Form of appraisal field, enter a name for the form of appraisal.
4. In the Appraiser field, enter the name to be used for the appraisers on the appraisal
(e.g. 'Supervisors').
5. In the Appraisee field, enter the name to be used for the appraisees (or appraised
objects) on the appraisal (e.g. 'Employees').
6. Choose Enter.
7. Select the form of appraisal, and choose -->Possible Combinations.
The Change View "Possible Combinations (Form of Appraisal)": Overview screen
appears.
8. Choose Edit -> New entries.
9. In the Appraiser field, enter the object types that are to be allowed as appraisers.
10. In the Appraisee field, enter the object types that are to be allowed as appraisees.
11. If required, specify an evaluation path or selection ID. Use the Evaluation path 1 or
Selection ID 1 field to select appraisees for an appraiser, or the Evaluation path 2 or
Selection ID 2 field to select appraisers for appraisees.
12. Choose Enter.
13. Save the form of appraisal.
Edit Scales
In this step, you define and change the proficiency scales that are used in the Qualifications and
Requirements and Appraisal Systems components.
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You define a scale by specifying a unique numeric identifier and a name for the scale. You will
also have to define proficiencies for each scale.
Quality scales
You must define and name each individual proficiency for a quality scale. You can define up to
9999 proficiencies per scale, each with its own user-defined proficiency text, if you wish.
Note
In the Qualifications and Requirements component, the proficiency 0 cannot be used for rating
qualifications or requirements.
In the Appraisals Systems component, the proficiency 0 can be used. It should be used to mean
"does not exist".
You can enter a text to describe the individual elements in a quality scale. These so-called
proficiency descriptions are then passed on as defaults for every element in the qualifications
catalog and appraisals catalog that is assigned to the scale in question.
For more information, see:
Edit Qualifications Catalog and
Edit Appraisals Catalog.
Quantity scales
When you define a quantity scale, you specify its highest and lowest proficiency, the interval
range, and the unit used for rating the proficiencies. When you define quantity scales, you can
define quantities with 12 digits before the decimal point, and 3 after. You can use the proficiency
0. Quantity scales can be used in the Appraisal Systems component ONLY.
Example
Language scale
1 (Learned at school)
2 (Basic working knowledge)
3 (Good oral/written communication)
4 (Fluent)
5 (Native speaker)
3-point scale
1 (1 point)
2 (2 points)
3 (3 points)
Note
A Yes/No scale needs only one proficiency since you only need to show that the qualification
exists. If it does not exist (that is, if the person does not have the qualification in question), you
simply do not enter any proficiency at all. If you want also to use the scale for appraisals, you
must also create the proficiency 0 for No.
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Examples of quantity scales
Lowest proficiency Highest proficiency Interval range Unit
100% scale:
1 100 1 Percentage
Recommendation
• Try not to define any more than 20 proficiencies for a scale. The more proficiencies a
scale has, the less meaningful it becomes.
• Create at least one proficiency for each quality scale. Define the proficiency using a
unique numeric identifier and a descriptive proficiency text. Ensure that all your scales
are sorted in ascending order, that is, that the highest proficiency ID value is used for the
highest/best proficiency (see examples). This will ensure that the suitability percentage
is calculated correctly.
• If a scale has the proficiency 0, this proficiency is displayed by the input help, but not in
the Qualifications/Requirements component.
If quality scales are only to be used in the Appraisal Systems components, you can sort the
proficiencies in either ascending or descending order. Since there is no technical way of telling
whether scales are sorted in descending order or ascending order (or whether they were
created for the Qualifications and Requirements or Appraisal Systms component), you should
try to make this clear when you actually name your scales.
Activities
1. Choose Edit ->New entries in the Change View "Scale": Overview screen.
2. The New Entries: Overview of Added Entries screen appears.
3. In the ID field, specify a numeric identifier.
4. In the Scale field, enter a suitable name for the scale.
5. Choose ENTER.
6. Select the entry in question.
7. Choose Proficiencies in the structure tree.
The Determine Scale Type screen appears.
In this step of the IMG, you specify which function modules should be available in the Appraisal
Systems component.
When you define appraisal elements, function modules are used for the following functions:
• Calculation of results (for appraisal model, criteria group, criterion, and qualifications)
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• Further processing of subappraisals
In addition to the function modules that come with the standard system, you can also use your
own function modules. You assign these function modules to a specific use - this means that
only the appropriate modules are available for each Customizing activity.
You must enter a name for each function module (you can translate this name into various
languages).
Example
You want to include the criterion sales revenue in an appraisal model, and you want the value
for this to be imported automatically from another system. You have programmed a function
module of your own specifically for this purpose.
Assign this function module to the use Result - Criterion. This will mean that, when you define
the criterion Sales Revenue, this function module can be selected on the Result tab page (under
the option More).
Standard settings
Never change or delete standard entries! Any changes you make to standard settings are
system modifications!
Recommendation
You can use the following function modules as copy templates for creating your own function
modules:
Activities
1. On the Change View "Functions": Overview screen, choose Edit -> New entries.
The New Entries: Overview of Added.
2. Select an area of use.
3. Enter the function module.
4. Enter a name for the function module.
5. Choose Enter.
6. Save this new entry.
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In this step, you define and edit appraisal models . The appraisal model catalog contains
appraisal models that can be copied to create actual appraisals.
Note
For further information on the effects that appraisal model catalog settings can have on the
appraisal creation process, please refer to the SAP Library ( Human Resources -> Personnel
Management -> Personnel Development -> Appraisal Systems).
The Appraisal Systems component enables you to map all kinds of analytical appraisal
procedures in your system.
o Form of appraisal
o Appraisal type
o The type of numbering used for appraisal elements when an actual appraisal is
generated ( Standard, None, Other)
o Field for appraiser (only for anonymous individual appraisals) when carrying out
appraisals in HTML format
o The functions specified in the step Define Permissible Functions are the
functions that are available for follow-up and further processing.
Two function modules are provided which transfer the appraisal results to
Compensation Management, and transfer the appraisal results of qualifications to
the qualifications subprofile of the object to be appraised.
Further processing of subappraisals only really applies to the appraisal type
(anonymous) multisource appraisal . The following function modules are
provided to automatically generate overall appraisals: Determine overall result
by average and Transfer overall result from last subappraisal (takes the
result of the last appraisal held - the appraisal by the employee's supervisor, for
example - and uses this as the overall result).
The further processing flag for appraisals determines which further processing
options are allowed for archived (completed, rejected, approved) appraisals.
Note
Please bear the following point in mind if you want to use the follow-up
processing workflow (WS 01000105):
- The further processing modules that the workflow is to execute
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in follow-up processing must be selected for the corresponding
appraisal models
- It must be possible to reset the status to In process
if necessary
For more information on the workflow, refer to the SAP Library
( HR - Human Resources -> PA - Personnel Management -> Personnel
Development -> Workflow Scenarios in Personnel Development (PA-PD) ->
Approve and Follow Up Appraisal).
o Restriction to one appraisal per period to be appraised (see Flag: Only One
Appraisal Allowed)
o Input options for appraisal results (optional entry field, required entry field, no
entries)
• Criteria groups are used to structure appraisal models logically. The use of criteria
groups is optional - they can only be assigned directly beneath the appraisal model and
cannot contain further criteria groups. Criteria groups can be rated. The following
information can be stored at the criteria group level:
• Criteria are the individual characteristics that are to be rated during the appraisal. A
criterion can be assigned beneath either an appraisal model, a criteria group, or a
qualification, but not beneath another criterion. The following information can be stored
at the criterion level:
• Within a form of appraisal, you can use qualifications instead of criteria groups as
appraisal elements (for possible structures, see below). You can use all the
qualifications in the qualification catalog for this purpose. You can transfer the appraisal
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results for qualifications into the profile of the person appraised as a follow-up activity
(see below). The following information is stored at the qualifications level:
o Scale for results (inherited from the qualification group - cannot be changed in
the appraisals catalog)
Remember:
o You can insert qualifications into an appraisal model only via the function Insert
existing appraisal element (see below).
o The settings on the Additional data tab page are of no significance to the
appraisal model.
Caution
In the following situations, you might encounter problems calculating results:
o If the Total, Average or Percentage calculation method has been selected for a
criteria group or qualification, but this criteria group or qualification has no lower-
level appraisal elements
o If the calculation method Other has been selected for an appraisal element, and
the function module in question does not return a result
In both these cases, if you entered a rating manually, this rating will be overwritten by
the value 0 when the appraisal results are recalculated.
You can nest the appraisal elements within an appraisal model as follows:
Appraisal model
Criterion
Qualification
Criteria group
Criterion
Qualification
Criterion
Criteria group
Qualification
Criteria group
Qualification
Criterion
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You can specify a weighting and a sort sequence for every criterion and criteria group.
On the Proficiencies tab page, you can enter a user-definable text for the proficiencies of the
scales used (applies only to quality scales).
The proficiency descriptions of the scale in question are proposed as defaults (if there are any).
You can overwrite these defaults as required.
In the case of qualifications , the proficiency descriptions of the corresponding qualification
group are defaulted (if there are any); otherwise, the proficiency descriptions of the
corresponding scale are defaulted (once again, if there are any). The proficiency descriptions of
qualifications must be edited in the qualifications catalog.
A translation function is also available so that you can use the appraisal models in your catalog
in various languages.
When you create catalog entries, you can either create brand new entries (appraisal models,
criteria groups, criteria), or base them on an existing entry (criteria groups, criteria, and
qualifications). If you select an existing entry, a new object is not created (instead, the existing
object is used several times). This means that if you change its attributes, this will affect all
occurrences of the object. You can find out where, and how often, an appraisal element is used
by generating a where-used list.
Note
Appraisals can only be compared with each other if they share the same appraisal model, or if
at least the first of their appraisal elements (as per the appraisal model) correspond. In the latter
case, as many criteria groups and criteria as possible (and the sequence in which they appear)
have to correspond so that the appraisals can be compared constructively and the results
interpreted.
If a criterion is deleted from an appraisal model, it is displayed under the node Entries not used .
To delete an entry entirely from the catalog, you must delete it once again from here.
Caution Please note the following when deleting objects from the appraisals catalog:
• If you delete a criterion from a criteria group that is used elsewhere, all occurences of
this criterion will be deleted (even where the criteria is used elsewhere)! For this reason,
please always generate a where-used list before you delete a criterion!
• You can delete an appraisal element from the appraisals catalog only if you are no
longer using it. If possible, please generate a where-used list using the reporting function
for appraisals, and delete the appraisals first.
If you do not select a scale for an appraisal element, you cannot specify a calculation method.
This ensures that each result can be interpreted using the appropriate scale.
A preview function is available to let you view the layout of an actual appraisal. You can enter
results and calculation methods in this preview. However, you cannot save the preview, or
create any notes for it.
Note
If you set the flag Without note for an appraisal element, you cannot print any note lines on
appraisal sheets.
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Note
If you create an appraisal model with the appraisal type anonymous individual appraisal or
anonymous multisource appraisal, please ensure that the role name in the form of appraisal
does not reveal the identity of the appraiser.
Example
Example of an appraisal
Your company wants to introduce annual personnel reviews. In each case, a supervisor is to
appraise an employee. Further appraisal details include:
• Five criteria are to be rated. These 5 criteria are subdivided into 2 criteria groups.
• All appraisal elements are to be rated on a scale of 1 to 10, and every criterion must be
given a rating.
• The average of the results of the criteria groups and the appraisal model is calculated;
these results cannot be changed.
• The various appraisal elements are to be numbered sequentially using Arabic numerals.
• All appraisal elements have the same weighting, and are sorted alphabetically.
To do this, make the following settings for the appraisal elements in question:
Appraisal model
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Input: No entry
Calculation: Average
Criteria groups
Criteria
Legend
? Required entry, field is ready for input
= Result is calculated, field is not ready for input
$ Field not ready for entry, to be filled automatically
x Note can be created
Standard settings
Proficiencies
• The proficiency descriptions are derived from the scale or qualification group.
Further processing
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Sorting and weighting
• The weighting is 1.
• Transfer qualifications
• Adjust remuneration
Note
You must define a matrix guideline if you want to use the 'Adjust remuneration' module.
See Define Guidelines and Define Matrix Guidelines.
Activities
Before you perform any of the following activities, you must specify a date as of which the
changes are valid.
1. Choose Settings -> Set period... in the Catalog: Change Appraisal Model screen.
2. In the Key date field, enter a date, and choose Continue.
Note
The validity end date for the catalog is always 12/31/9999.
The Catalog: Change Appraisal Model screen appears.
• Change entry
• Translate entry
• Translate description
Note
On the Result tab page, select a scale and choose Enter. The Calculation box will then be ready
for input.
Note
On the Result tab page, select a scale and choose Enter. The Calculation box will then be ready
for input.
Note
On the Result tab page, select a scale and choose Enter. The Calculation box will then be ready
for input.
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The Catalog: Change Appraisal Model screen appears again. The existing entry has
been inserted. The attributes of this entry apply to all its occurrences.
Change entry
1. Position your cursor on the entry you want to change.
2. Choose Entry -> Choose.
The Change Entry dialog box appears.
3. Make your changes as required.
Note
If you change an appraisal element, the changes do not affect the appraisals that are in
the preparation phase.
4. Save your changes.
Translate entry
1. Select the entries you want to translate.
2. Choose Entry -> Translate -> Text.
The Translation: Text dialog box appears.
3. Select one or more languages, and choose Transfer.
The Translation: Entry dialog box appears.
4. Select a target language.
5. Enter the translation in the Translation (<Target language>) column.
6. Save the translations.
7. Choose Continue.
Translate description
1. Select the entry whose description you want to translate.
2. Choose Entry -> Translate -> Description.
The Translation: Description dialog box appears.
3. Select a target language.
4. Enter the translation.
5. Save the translation.
6. Choose Continue.
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4. Select the proficiency whose description you want to translate, and enter your
translation.
5. Save the translations.
6. Repeat the procedure for further proficiencies.
7. Choose Continue.
In this step, you can assign an appraisal model to specific personnel areas/subareas and
employee groups/subgroups via the personnel subarea grouping and the employee subgroup
grouping. This makes it possible to restrict the choice of appraisal models available for specific
groups of people.
When appraisal data from infotype 0025 (Appraisals) is converted, relevant information is
copied from Personnel Administration. See Group Personnel Areas for Appraisals and
Group Employee Subgroups for Appraisals.
Example
You can restrict the use of appraisal models to specific pay scale areas by configuring the
personnel areas/subareas by pay scale area. If an appraisal is then prepared for an employee,
the appropriate appraisal model is selected automatically.
Activities
In this step, you define the information (headers and subprofiles) and menu options that can be
displayed in the profile of an object type. By using different views for different components, you
can specify what information is actually shown.
• First, you define the header available for each object type, and the subprofiles that are
generally available. These settings apply to all profile views and only have to be defined
once.
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• You then create profile views for various components (for example, Personnel
Development, Compensation Management), and assign a report to control the menu
options.
Note
The standard settings in the View field should not be changed, since they control how
the profile view for a component is called.
• Now specify the object types affected, and the headers and subprofiles to be displayed
for each of the views you have created.
Note
The system comes with a wide range of standard entries. You can simply tailor these to your
individual requirements - you do not usually need to define new profile views (see the Section
entitled Standard Settings.
• You can create a number of profiles (up to 99) for each object type.
• You can assign a unique header to each object type profile by specifying a report and
screen number (or a standard header).
• Each profile and subprofile of an object type has a unique numeric ID and a descriptive
text. The description of the subprofile is displayed in the application together with the
icon (see below) on the corresponding tab page.
• In addition to the description, you can specify an icon to identify each subprofile of an
object type.
• You can assign each subprofile a screen of its own and determine the fields you want to
have on this screen.
• You can access the subprofile screen from a whole range of reports.
• You can define different profile views and menu options for different components.
• You can create a maximum of 20 subprofiles for each object type profile.
• You can define the sequence in which the subprofiles are displayed.
• By flagging the appropriate field, you can hide subprofiles so that they do not appear in
the profile view.
Example
Requirements
• All reports and screens you plan to use for profile views, subprofiles, and menu options
must exist.
• The object types for which you want to define profile views, and which you intend to use
in subprofiles, must exist. For more information, see "Maintain Object Types".
• The number of relationships available will determine how many subprofiles can be used
practically. For more information, see Maintain Relationships.
Standard settings
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Historical record change SAPLHRCMP00ADMIN 2070
Job Data SAPLHRCMP00ADMIN 2060
Appraisal (infotype 0025) SAPLHRCMP00ADMIN 2050
Appraisals to be edited SAPLRHPA_WWW 1100
Appraisals where appraiser SAPLRHPA_WWW 1300
Appraisals where appraisee SAPLRHPA_WWW 1200
Note
You can use the following standard screens to display qualifications or requirements together
with the qualification group:
o CP -Compensation Management
o PD -Personnel Development
o AE -Appraisals - Employee
o AM -Appraisals - Manager
These views contain the assignments to the headers and subprofiles relevant to
the component in question.
• The menu options are assigned to the profile views via a report. The standard entries
are:
Recommendation
Please do not delete entries for views, headers, and subprofiles in the standard system - simply
tailor the standard entries to your individual requirements.
Please create any new reports and screens in the customer name range.
Activities
Overview of Activities
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b) Choose Edit -> New entries.
The New Entries: Overview of Added Entries screen appears.
c) Enter the required data and choose Enter.
d) Save the profile views.
4. Assign header
a) Choose the level Header assignment in the Navigation frame of the Change
View "HR-PD: Profile Maintenance/View": Overview screen.
The Change View "Profile View/Header Assignment": Overview screen appears.
b) Choose Edit -> New entries.
The New Entries: Overview of Added Entries screen appears.
c) Enter the required data and choose Enter.
d) Save the header assignment.
5. Assign subprofiles
a) Select the Subprofile assignment node in the Navigation frame of the Change
View "HR-PD: Profile Maintenance View": Overview screen.
The Select Work Area dialog box appears.
b) Enter the required data, and choose Transfer.
The Change View "PA-PD: "PA-PD: Profile View/Header/Subprofile
Assignment": Overview screen appears
c) Choose Edit -> New entries.
The New Entries: Overview of Added Entries screen appears.
d) Enter the required data and choose Enter.
e) Enter the sort sequence and set the Active flag.
f) Save the subprofile assignment.
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