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Rates of Pay
Factoring/Pro-ration
Wage type Valuation
Absence type, Absence Quota's, Absence Valuation
Time Evaluation, CATS
Compensation, Benefits, Performance Appraisal
Employee Self Service (ESS) & Manager Self Service (MSS)
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Thanks & Regards

Wikipedia New Forum
www.wikinewforum.com

What is SAP?
Systems, Applications, and Products in Data Processing
SAP is the leading Enterprise Information and Management Package worldwide. Use of this
package makes it possible to track and manage, in real-time, sales, production, finance
accounting and human resources in an enterprise.
SAP is the third-largest software company in the world. Founded in 1972, The Company now
employs more than 22,000 people in more than 50 countries. SAP global headquarters are
located in Walldorf, Germany, and the company is listed on several stock exchanges, including
the Frankfurt DAX and the New York Stock Exchange, under the symbol "SAP."
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SAP America is a subsidiary of SAP AG, the recognized leader in providing collaborative, interenterprise software and e-business solutions. A truly global software provider, SAP AG has more
than 1000 partners, 22 industry solutions and 10 million users at 30,000 installations around the
world. SAP America has contributed significantly to this leadership position and it is the foremost
provider of e-business and enterprise software in the United States.
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Why we use SAP?
SAP software was developed to be modular, scaleable, open and flexible, allowing companies to
tailor it specifically to their needs. SAP calls this approach to implementing software "configure to
order" because each implementation will be different according to each customer's needs.
Solution from Traditional approach
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But SAP solutions don't stop there. Information integration is a major tenet of the SAP philosophy,
and SAP places great emphasis on the creation of tools that facilitate it. SAP provides integration
tools and methods for linking legacy and distributed systems as well as a host of third party
software solutions, to get your information into the right hands, internally and externally.
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Traditional Information technology systems used by many business today have been developed
to accomplish some specific task and provide reports and analysis of events that have already
taken place. Examples are accounting general ledger systems. Occasionally, some systems
operate in a "real-time" mode that is, have up to date information in them and can be used to
actually control events. A typical company has many separate systems to manage different
processes like production, sales and accounting. Each of these systems has its own databases
and seldom passes information to other systems in a timely manner.
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SAP takes a different approach. There is only one information system in an enterprise, SAP. All
applications access common data. Real events in the business initiate transactions. Accounting is
done automatically by events in sales and production. Sales can see when products can be
delivered. Production schedules are driven by sales. The whole system is designed to be realtime and not historical.
SAP structure embodies what are considered the "best business practices". A company
implementing SAP adapts it operations to it to achieve its efficiencies and power.

The process of adapting procedures to the SAP model involves "Business Process Reengineering" which is a logical analysis of the events and relationships that exist in an
enterprise's operations.
Multiple country implementation
Comprehensive multi-currency translation

Multiple language support
Customized reporting and document generation for individual countries
Multi-company support
Local support in most major industrialized countries
Country specific functionality
Flexibility
Customers can customize business modules to realize best business practices
System provides necessary interfaces to incorporate external software.
Scalability, accommodates acquisitions and growth
System can be configured the way you want to do business in the future
Allows customized screens processing and reports
System runs on multiple hardware platforms
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Enterprise-Wide Integration
Enterprise-wide integration is the main functionality of SAP R/3 System. No other application
software offers the breadth of open systems, client/server functionality, functional links between
processes that multiply the power of each person's work. The R/3 System's components are fully
integrated. Once you enter data, it resides in the central database shared by all R/3 components.
Transaction-related process chains trigger the next activity as needed from engineering to
production planning to sales and distribution. The R/3 System's full integration pulls your
enterprise together, promoting data access, flexibility, and productivity.
Architecture
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Real-Time Information
SAP provides up-to-the-minute, real-time information.
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SAP R/3 system is based on Client/Server architecture that is comprised of three tiers:
Presentation server: Your local PC that has SAPGUI.
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Application server: The application server is used to run the business application programs in
the R/3 client/server concept. The application modules are loaded from the data base server to
the application server as required. Thus the application server requires only storage capacity to
accommodate UNIX, Swapping and the SAP runtime environment.
Database server: The data base server stores the SAP application programs and data in the R/3
client/server concept. It also handles the SAP update program and batch jobs.
SAP Glossary
GUI (Graphic User Interface)
A graphical interface used by SAP environment as part of the three tiers. Also known as frontend.
IMG (Implementation Management Guide)
It is a hierarchical structure that reflects the R/3 component hierarchy and contains every
configuration activity. Released from version 3.0 onwards
Instance
It means application server and each one has its own set of work processes.
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SysID
A set of three letters or number that identify a system. Some sets are not allowed because they
are used by SAP. They are informed when the system is installed.
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ITS (Internet Transaction Server)

It links the R/3 application server with one or more Web servers, thus enabling the R/3 to
communicate with the Internet.
OSS (Online Service System)

SAP's Online Service System offers fast and effective help for R/3 System problems. It is also the
basic element of communications between customers, partners, and SAP.
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RFC (Remote Function Call)

A way to implement communication between application programs via Abap/4 function call.
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IDoc (Intermediate Document)

An IDoc is a data container for data exchange between SAP systems or between an SAP system
and an external system.
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Archiving SAPs terminology for the functionality that purges transactions and master data
from the SAP database. The SAP literature states that archived data can be restored to the
production system. For practical purposes however, this is not recommended.
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DART An acronym for Data Archiving and Retention Tool. This is SAP functionality which
allows you to periodically extract and retain data from your R/3 system. The data is extracted into
a sequential file. DART provides tools for viewing the retained data in different ways.
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Legal Data As used in this document, this refers to the requirements imposed by the IRS, State tax
authorities and other tax authorities for the long-term retention of business data to support taxes paid and
other legal requirements.
Operational Data As used in this document, this refers to the requests from customers, vendors or
employees for business data.
Management Data As used in this document, this refers to data that is used by management for business
decisions.
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ASAP Methodology
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HR - Personnel Administration (PA)
PA involves administrating employee data, commonly referred to Master Data.
Master Data contains all employee data used in HR processing. Master Data includes Personal
(Eg. address), Organizational (Position description), Benefits (Insurance, Pension), Time &
Payroll. More on Master Data...
Master Data is stored in Infotypes. Infotypes are tables (for user Data entry screen) that contain
logically related employee data. Data can be stored for specific periods, which includes current
and historical. More on Infotypes..
Components of PA:
Recruitment
Organizational Structure
Compensation Management
Personnel Development
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Company Structures in HR:
Enterprise Structure - Assigning employee to a geographical location (eg. San

Francisco).
Personnel Structure - is used for functional grouping of employees (eg. salaried, hourly).
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Personnel Area: represents a division of a company code into subunits. It is an

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

Infotypes
Definition
Infotypes are units of information in the Human Resource Management System.
Use
Recording employee data for administrative, time recording, and payroll purposes is of primary
importance for master data administration in HR. In the SAP System, the information units used
to enter master data are called infotypes.
Infotypes are used to group related data fields together. They provide information with a structure,
facilitate data entry, and enable you to store data for specific periods.
Structure
Infotype Structure
Data Entry
Time-Dependent Storage of Infotype Data
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Infotypes are characterized by the following:
Time Constraints
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Time constraints guarantee that exactly the data the system needs to be able to correctly process
the employee data, handle personnel administration processes and run payroll for an employee is
available in the system. Time constraints keep you from storing mutually incompatible data and
prevent gaps from occurring in the data history.
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Use
You use time constraints to define the following:
Whether an infotype record must exist for an employee in the system
Whether further records of the same infotypes may exist
Whether these records can overlap in the validity period.
For certain infotypes, you can also assign different time constraints in relation to the infotypes
subtype.
When you enter infotypes, the system automatically checks if your input satisfies the time
constraints conditions, and reacts by automatically delimiting data records or issuing error
messages.
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Structure
Time Constraint 1
For the entire time that the employee works at the enterprise, exactly one valid infotype
record must exist. The validity periods of the individual records must not overlap. When you
create a new record, the system automatically uses the start date of the new record as the
delimitation date of the old record. Gaps are only allowed between the employees entry
date and the start date of the first record.
Time constraint 1 must be used for all of the infotypes containing information that must be
available at all times. This is particularly true of personal and organizational assignment
data.
An Organizational Assignment infotype record (0001) must exist for all active or
inactive employees in the SAP System. The system needs the data stored in this
infotype for all business processes.
In addition, this data must be unique, in other words, the system must know
precisely to which organizational units the employee belongs. Thats why only one
record may exist at the same time.
Time Constraint 2
No more than one valid record can exist at any one time. Records with constraint 2 must
not overlap. Their existence is not obligatory. When you create a new record, the system
delimits the previous record, if one exists. If the system delimits a record because of time
constraint 2, it issues an appropriate message.
Time Constraint 3
Any number of valid records can exist at any one time. The individual records do not
conflict with each other.
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In the Powers of Attorney infotype (0030), you can store different powers of
attorney. Thats why any number of records for this infotype can exist at the same
time. Since not every employee in your company has powers of attorney, a record
for this infotype does not have to exist in the system.
Time Constraint A
Infotypes with time constraint A must have no more than one record. The system
automatically assigns the record a validity period from January 01, 1800 through
December 31, 9999. This validity period cannot be subdivided.
Infotype records with time constraint A cannot be deleted.
Time Constraint B
Infotypes with time constraint B must have no more than one record. The system
automatically assigns the record a validity period from January 01, 1800 through
December 31, 9999. This validity period cannot be subdivided.
Infotype records with time constraint B can be deleted.
Time Constraint T
Infotype records with time constraint T depend on the subtype.
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For the Addresses infotype (0030), you can assign a different time constraint for
each subtype. In this way, you can make sure that a main address always exists for
the employee and you can also enter temporary residences, if necessary.
Time Constraint Z
The infotypes you use for entering working and absence time have a special time
constraint behavior. For more information, see Time Constraints in Time Management.
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Important Infotypes
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Infotype
Infotype Name
Actions
0001
Organizational Assignment
0002
Personal Data
0003
Payroll Status
Addresses
Planned Working Time
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0007
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0006
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0000
Basic Pay
0009
Bank Details
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0008
0011
Ext. Bank Transfers
0014
Recur. Payments/Deds.
0015
Additional Payments
0016
Contract Elements
0017
Travel Priviledges
Monitoring of Dates
0021
Family/Related Person
0022
Education
0023
Other/Previous ERs
0024
Qualifications
0025
Appraisals
0027
Cost Distribution
0028
Int. Medical Service
0029
Workers' Compensation
0030
Power of Attorney
0031
Reference Pers. Nos.
0032
Internal Control
0033
Statistics
0034
Corporate Function
0035
Company Instructions
0037
Insurance
0040
Objects on Loan
0041
Date Specifications
0045
Company Loans
0050
Time Recording Info.
0052
Wage Maintenance
0054
Works Councils
0057
Membership Fees
0065
Tax Data - GB
0069
National Insurance GB
0070
Court Orders GB
0071
Pension Funds GB
0077
Additional Personal Data
0078
Loan Payments
0081
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Maternity Protection/Parental Leave

Military Service
Additional Absence Data
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0080
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Leave Compensation
0084
SSP Control GB
0085
SSP1(L) Form Data GB
0086
SSP/SMP Exclusions GB
0087
WFTC/DPTC GB (this infotype is no longer used - use 0757 instead)
0088
Maternity GB
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0083
Residence Status
0105
Communication
0121
RefPerNo Priority
0128
Notifications
0130
Test Procedures
0131
Garnishment/Cession
0139
EE's Applicant No.
0165
Deduction Limits
0167
Health Plans
0168
Insurance Plans
0169
Savings Plans
0183
Awards
0185
Teachers DfES Number
0198
Schedular Deduction Tax
0199
Addl. tax deduction
0207
Residence Tax Area
0208
Work Tax Area
0209
Unemployment State
0216
Garnish. Adjustment
0302
Additional Actions
0416
Quota Compensation
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Infotype
Infotype Name
Object
1001
Relationships
1008
1011
Department/Staff
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Description
Account assignment features
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1000
1002
Work schedule
Cost planning
Standard profiles
1017
PD profiles
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1027
Site-dependent information
1028
Address
1032
Mail address
1037
Billing/allocation information
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Commonly used Organisation Management infotypes

1039
Shift group
1208
SAP organisational object

Commonly used Time Management infotypes
Infotype Name
Absences
2002
Attendances
2003
Substitutions
2004
Availability
2005
Overtime
2006
Absence Quotas
2007
Attendance Quotas
2010
EE Remuneration Info
2011
Time Events
2012
Time Transfer Specifications
2013
Quota Corrections
2050
Annual Calendar
2051
Monthly Calendar
2052
Weekly Calendar
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Infotype
Infotype
Infotype Name
Applicant Actions
4001
Applications
4002
Vacancy Assignment
Applicant Activities
Status of Applicant Activity
Applicant's Pers.No.
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4004
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4000
4003
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Commonly used Recruitment infotypes
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Enterprise Structure - "Client"
In SAP, the client is often referred to in the enterprise structure as the top level in the
hierarchy. Actually, the client is not much to do with the enterprise structure.
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The client is used to separate data within a SAP system; clients are always numbers.
Usually the only time you will refer to a client is when you first log into SAP. Here we
see the login screen which asks for the client number:
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Configuration and data belong to the client. So if you log into client 200, you may see
different employees and customizing settings to those in say, client 300. Some projects
will use a different SAP system altogether for different data.
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The client numbers will be decided on your project. For example, client 200 may be a
play client, 300 for configuration and testing and 400 for training.
Technically, you are actually logging into the same database. Behind the scenes SAP
will fetch the correct data and display it for you. The client is usually the primary key of
database tables in SAP.

Company Code
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The Company code is an independent company with its own accounting unit, that is, a
company that draws up its own balance sheet.
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Personnel Subarea
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A personnel are is a specific entity for Personnel Administration. It represents a

subdivision of the company code.
Personnel subareas are subdivisions of personnel areas.

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

this level. Four-character alphanumeric codes uniquely identify the personnel subarea.
The control features of personnel subareas are country-specific.
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Employee Group
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The employee is used to classify employees in general terms. It defines the position of a
person within the company's workforce.
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Employee Subgroup
Employee groups are divided into employee subgroups. Employees in the active workforce are
distinguished according to their status - trainee, hourly-paid employee, salaried employee, etc.
Country codes in HR - MOLGAS

Here is the full list of country codes (MOLGAS) used in HR.
Germany
Switzerland
Austria
Spain
Netherlands
France
Canada
Great Britain
Denmark
USA
Saudi Arabia
Singapore
India
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01
02
03
04
05
06
07
08
09
10
24
25
40
The Personnel Structure:
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The Personnel Structure is split by Company Code, Personnel Area and Personnel
Subareas. There are other structures including employee groups/subgroups and the
pay scale structure, but in this section its Pers Areas and subareas which are the topic
to be covered.
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An implementation with one company, in one country, with various factories/sites may
look like this:
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This is a typical example. The company code is easily defined, as it represents a legal
entity so you have to set them up exactly as they are. This is a function of the Finance
configuration and is not covered here.
The Personnel Area
A Personnel Area is attached to a company code, so you will always have at least one
area per company code. Generally, it represents a high level of the business. Quite
often it represents a country as shown in the example above.

Some points to consider for Personnel Areas
Can be used to generate defaults e.g. work schedules, pay scale

Selection criteria for reporting
Multiple Areas can be connected to one Company Code
Can be referred to in Authorization checks
Connected to one company code
Must contain at least one Personnel subarea
The Personnel Subarea/s

Often a Personnel Subarea is used to show a geographic split of the Personnel Area.
For example, if a UK company had 3 manufacturing plants, it would probably have 3
personnel subareas representing them.
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If you have just one site, the personnel subarea may be used to represent different splits
of employee, maybe factory vs staff; but generally it represents a physical location.
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The public holiday calendar is attached to the personnel subarea, so if you have plants
with different holiday calendars, you must have different subareas for each.
Some points to consider for Personnel Subareas:
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A sub-division of Personnel Area

May be geographic or functional areas of the business
Provides groupings for wage types, absences, payroll, work schedules, etc
Can (indirectly) be used in authorization checks
Selection criteria for reporting
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Here we working on Config document,
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Select the Second Option in Dialog box as shown in screen shot.
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STEP1: SPRO>Enterprise Strucuture>Definition>Financial Accountin>Edit, Copy,

Delete, Check Company Code
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Make sure your company code (4 Digits) doesnt exist in the table already and click on
New Entries shown below.
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Enter the company code details as shown in above, and also enter all the address details
of company code as shown below.
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STEP2: SPRO>Enterprise Structure>Definition>Financial Accounting>Edit, Copy,

Delete, Check Company Code > Copy, Delete, Check Company Code
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When we go to this screen we will get a blank screen, Click on the copy option
shown below.
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Here we are coping our company code from SAP standard company code for US the
standard company code is 3000
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When we click above Ok, we will get the below information message click on Yes here
as highlighted.
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If we say Yes for below message we will get standard G/L accounts copied to our new
company code from standard 3000
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Once we say Yes for Second Information Message system prompts one more
confirmation, do u want to allocate different currency for a target company code, as we
are coping from standard company code i.e., 3000 which already contained USD as
currency we can say No here, which make ABCL company code to there USD.
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to move further.
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button to move further and keep on the clicking until you reach the
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Click again on the

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

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

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

SPRO> Controlling> General Controlling> Organization> Maintain Controlling Area>
Maintain Controlling Area
In the Basic Data Navigation area we have to define Controlling area, In a realtime
project these will be created by FI/CO Consultants.
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Once you enter in to the table click on New entries button as shown below, when you
click on new entries the following screen will appear.
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Click on Save button we will get the following information message, Please click on Yes
button.
By doing the above activity we created a Controlling area for our company code.
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Step 4.2: (Assignment of Company Code{S})

Maintain Controlling Area> Assignment of Company Code(s)> New Entries > Enter your
company code and Click on Save as shown below.
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Then Click on new entries and your company code there as shown below.

Step 4.3: (Activate components/Control Indicators)
Maintain Controlling Area> Activate components/Control Indicators > New Entries >
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Enter the details and Click on Save as shown below.
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With this we are done with the mandatory FI/CO Configuration for ECC 6.0 Version.

Step 5: DEFINE PERSONNEL AREA
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SPRO> SAP Reference IMG (F5)> Enterprise Structure> Definition > Human Resource
Management> Personnel Areas > Personnel Areas > New Entries
Icon to save the
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Enter the Unique 4 digits Alpha Numeric Key and Click on

Personnel Area as shown below
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Click on Create Request option and create your own transport, We just need to enter the
description the transport like what we are trying to perform, System will automatically
generate the Transport number.
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Repeat the same activity for all your personnel areas.

Step 6: DEFINE PERSONNEL SUB-AREAS
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Management> Personnel Sub areas > Create Personnel Subareas > New Entries
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Click on New entries and Make enter 4 digits (maximum) Alphanumeric key for
Personnel Subareas as below
Step 7: DEFINE EMPLOYEE GROUPS
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Management> Employee Groups > New Entries
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Create Your Employee Group as mentioned above.

Step 8: PATH TO DEFINE EMPLOYEE SUBGROUPS
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Management> Employee Subgroups > Define Employee Subgroups> New Entries
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Make the New entries as below
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By doing the above activities we are done with creation of Enterprise and Personnel
Structure, now we need to perform the assignment activity.

Step 9: Assigning Personnel Area to Company Code
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SPRO> SAP Reference IMG (F5)> Enterprise Structure> Assignment > Human
Resource Management> Assign Personnel Area to Company Code
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Select your Personnel Area, Assign your company code and Country Code for personnel
Area, This Country grouping Controls the Master data maintenance and Wagetypes,
Please refer the below screenshot for the same.
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Step 10: Assigning Employee Subgroup to Employee Group
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SPRO> SAP Reference IMG (F5)> Enterprise Structure> Assignment > Human
Resource Management> Assignment of Employee Subgroup to Employee Group

Once you execute this table, Click on New entries Option Select your employee Group
and Select your employee Subgroup and Assign relevant Country Grouping (MOLGA)
for the same, Please refer the below screenshot for the same.
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Note: It is possible to assign more than one MOLGA for same Employee Group and
Employee Subgroup.
Step 11: Path to set User Parameters
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SPRO> SAP Reference IMG (F5)> Personnel Management> Personnel Administration>

Basic Setting> Maintain user Parameters (T-Code: SU3)

Select the relevant Country Code as shown below
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Click on
, You will get message box as Parameters Created for USA. Click on
and Make Sure Parameters Created as below highlighted.

Step 12: Path to Setup Employee Number Ranges
Basic Settings> Maintain number range intervals for Personnel Numbers (T-Code:PA04)
Check this Box if you

want to have External
number range, Else
Leave it as blank
Click on
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icon, Create number range intervals by clicking on

, Enter your number as below. From Number is going to be First employee
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number,
, Click on
This number is going to

be the return value of
the Feature NUMKR
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Finally Click on

Step 13: Path to Access NUMKR
Basic Settings> Determine defaults for number ranges (T-Code:PE03 and Enter
NUMKR)
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You can configure the feature by using Create button and you can call the decision
operation based on the requirement, Finally you have to Assign a return value for the
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, All
decision operation (Ex: 06 in the Previous Screen) and Click on Activate Icon
the features need to be activate, Features doesnt give any affect until activate them.
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Step 14: Path to Maintain Employee Attributes
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Organisation Data> Organisation Assignment > Define Employee Attributes (Table:
V_503_C)
In this table we have to maintain Activity Status, Employment Status and Training Status
for all our EEs and ESGs, In the above 3 status Activity Status is mandatory
Select the MOLGA and Click on enter
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Possible Entries under Activity Status
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Enter the entries as below
Possible entries under Employment Status
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Possible entries under Training Status
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The above mentioned Configuration is mandatory to hire an employee for Our own
Company Code.
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With the above configuration you can hire an employee and Test whether every
thing is working fine or not for given company code.
Step 14: Navigation Path to configure the Infotype Menus
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Customizing Procedures> Infotype Menus > Infotype Menu
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Select the User group dependency on menus and Infogroups option as shown below
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Step 2:
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Now go back (F3) and Select the Infotype Menu option and Enter the Infotype Menu
which was create in the above step i.e., A1, A2 and A3, Select the Infotype A1 and enter
the Infotypes under that menu, repeat the same activity for all other Infotype menus.
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Enter the required IT under the A1 menu. In the User Group column enter the user group
number as Reference user group, the both should be one and same. In the No Column
Enter the Serial no of Infotypes. If we leave as blank in the Screen Column system will
pick the Standard Screen. If there any custom screen number enter that number in the
column.

Step 3:
SPRO> Personnel Management > Personnel Administration > Customizing
Procedures> Infotype Menus> Determine choice of Infotype menus> User group
dependency on menus and Info groups >
(F2)
In this table we shouldnt create any new entries, In Simple we have to change the
reference user group to our own user which was assigned in our user parameters for 01
HR Master Data Menu.
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In the given example we are following 78 as reference user group, with this we changed
the reference group as 78 for 01 Menu as shown below.
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Step 4:
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In this Step we need to our Infotype Menus (A1, A2, A3) to 01 HR Master Data
Catalog.
Procedures> Infotype Menus> Determine choice of Infotype menus> Infotype
(F2)
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Menus>

Click on New Entries (F5), Enter the Inputs as below.
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Note: Before making entries please make sure about the S.No. Just Check how many
S.No are used under the reference user group, If there are preexisting entries under that
User group, we have continue with a different S.No, else we will get a error message as
An entry already existed with same Key
Step 5:
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Goto User Profile (SU3 is T-code) and change the UGR as 78 instead of 10 and
save, as shown below and click on
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Expected Out Put:
Goto PA30 and check the customer specific infotype menus got created or not.

Navigation Path to configure the Personnel Actions
In Order to Define the Personnel Actions, First we have to identify what all the action
type the customer is performing on their employees. Once We Identify the action we
have to determine are there any action which falls under same Infogroup. By doing the
above exercise we can come out with a list of Infogroups required for the client.
Here we will configure Hiring action and configuration is steps are same for all the other
action types.
Step1: Define the Infogroups for action
Procedures> Actions> Define Infogroups> User group dependency on menus and
Info groups >
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(F2)> Click on NEW ENTRY
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In the above mentioned table we have to create the relevant Infogroups for actions, we
may have 1:1 or 1:many combination for Infogroups vs Action. In the above example I
created different Infogroups for each action
Step2: Add the Infotypes to Infogroup with relevant operation
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(F2)> Give
Procedures> Actions> Define Infogroups> Info group >
your Infogroup which was defined in the previous table as shown below
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Click on New Entry and enter the Infotype as below
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USER GROUP = REFERENCE USER GROUP

No = Serial No
Operation = Standard SAP delivered certain operation to control the behaviour of
infotypes, Operation as below
As we are creating Hiring action, Meaning we dont have any data relevant to that
employee in our system. So we have to create all the data for the PERNR. That is the
reason we have to INS operation for Hiring.
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In the same way we have to create the Infogroups for Change of Position or Separation.
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Step3: Create the Personnel Actions

Table: T529A
For Separation action we can use LIS9 or DIS operations.
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For Change of Position we can call relevant Infotypes we can user Operation as COP
or MOD
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Procedures> Actions> Setup Personnel Actions> Personnel Action types >
(F2)>
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In the T529A, SAP delivered some standard personnel action, We can select those
actions which are relevant for us as shown below.
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Click on Copy Icon ( ) and Change Action Code and Description along with our own
Icon
Infogroups, as shown below and click on
Configuration Work Area for Personnel Administration
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Infotype 0001:
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Below configuration is important for Infotype 0001, If we need any changes to the above
highlighted fields input in IT -0001 screen, the below is the work area in SPRO. The
highlighted box is important in all nodes.
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Work area in SPRO: Personnel Management > Personnel Administration >

Organizational Data > Organizational Assignment.
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Infotype 0002: (Personal Data)

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Infotype 0003: (Payroll Status)
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Personal Data > Personal Data.
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This infotype will be created internally by SAP, we dont require any configuration for
this infotype,
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Infotype 0006: (Address)
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Personal Data > Addresses.
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Infotype 0009: (Bank Details)
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Personal Data > Bank Details
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Infotype 0021: (Family Details)
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Personal Data > Family
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Infotype 0185: (Personnel IDs)
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Personal Data > Identification > Maintain types of Identification
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Infotype 0016: (Contract Elements)
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Contractual and Corporate Agreements > Contract Elements
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Infotype 0040: (Objects on Loan)
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Contractual and Corporate Agreements > Objects on Loan
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Infotype 0019: (Monitoring of Tasks)
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Evaluation Basis > Monitoring of Tasks
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Infotype 0041: (Date Specifications)
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Note: This Important is very important; This Infotype can be used for calculation in the
Benefits, Compensation, ECM and Payroll Calculation also. In the below node we can
create new Date Types and we can modify DATAR feature.
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Evaluation Basis > Date Specifications
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Infotype 0022: (Education and Training)
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Employee Qualifications > Education and Training
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Infotype 0023: (Other/Previous Employers)
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Employee Qualifications > Other/Previous Employers

Infotype 0105: (Communication)
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highlighted fields input in IT-0105 screen, the below is the work area in SPRO. The
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Communication > Create Communication types
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Note: Though IT 0007, IT 0008, IT 0014, IT 0015 required configuration under PA,
we are going to talk about them under respective modules.
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Organisation Management
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Relationships
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A position can be held by more than one person or user and a person can hold more than
one position. However, a one-to-one ratio is the ideal.
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"Now 6000 Real-time Screen shots with ten country

payrolls with Real-time SAP Blueprint"
We called as Special training because:
For Demo Click Here
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Real-time Employees from Top MNC's will teach & answers your
queries everyday.
Real-time Scenarios
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With two country payrolls (You can choice according your Location)
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exact requirement, we will provide top companies HR email ID's and
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Payroll & Time Schema's

Payroll & Time PCR's (Personal Calculation Rules)
Rates of Pay
Factoring/Pro-ration
Wage type Valuation
Absence type, Absence Quota's, Absence Valuation
Time Evaluation, CATS
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Example SAP HR : Special Topics apart from general topics which no one dare to teach

Compensation, Benefits, Performance Appraisal
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Thanks & Regards

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www.wikinewforum.com

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"Now 6000 Real-time Screen shots with ten country

For Demo Click Here

we called as Special training because:

Payroll & Time Schema's

Step-by-step Configuration: 20 Country Payrolls, Time, PA, OM: WikiNewForum.com

SAP End-to-end Implementation 6000 Real-time Screen shots @ WikiNewForum.com

For Demo Click Here

Thanks & Regards

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Why we use SAP?

Solution from Traditional approach

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Comprehensive multi-currency translation

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ITS (Internet Transaction Server)

OSS (Online Service System)

RFC (Remote Function Call)

IDoc (Intermediate Document)

Step-by-step Configuration: 20 Country Payrolls, Time, PA, OM: WikiNewForum.com

SAP End-to-end Implementation 6000 Real-time Screen shots @ WikiNewForum.com

Step-by-step Configuration: 20 Country Payrolls, Time, PA, OM: WikiNewForum.com

SAP End-to-end Implementation 6000 Real-time Screen shots @ WikiNewForum.com

Step-by-step Configuration: 20 Country Payrolls, Time, PA, OM: WikiNewForum.com

SAP End-to-end Implementation 6000 Real-time Screen shots @ WikiNewForum.com

Step-by-step Configuration: 20 Country Payrolls, Time, PA, OM: WikiNewForum.com

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Step-by-step Configuration: 20 Country Payrolls, Time, PA, OM: WikiNewForum.com

SAP End-to-end Implementation 6000 Real-time Screen shots @ WikiNewForum.com

Step-by-step Configuration: 20 Country Payrolls, Time, PA, OM: WikiNewForum.com

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Company Structures in HR:

Enterprise Structure - Assigning employee to a geographical location (eg. San

Personnel Area: represents a division of a company code into subunits. It is an

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Infotypes are characterized by the following:

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Comonly used Personnel Administration Infotypes

Planned Working Time

Ext. Bank Transfers

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Int. Medical Service

Reference Pers. Nos.

Time Recording Info.

Additional Personal Data

Maternity Protection/Parental Leave

Additional Absence Data

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SSP1(L) Form Data GB

WFTC/DPTC GB (this infotype is no longer used - use 0757 instead)