What is SAP?

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

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

The process of adapting procedures to the SAP model involves "Business Process Reengineering" which is a logical analysis of the events and relationships that exist in an enterprise's operations. Multiple country implementation • • • • • • Comprehensive multi-currency translation Multiple language support Customized reporting and document generation for individual countries Multi-company support Local support in most major industrialized countries Country specific functionality

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

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

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

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

ASAP Methodology .

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For eg. Retired employees. Eg.is used for functional grouping of employees (eg. Master Data contains all employee data used in HR processing. Unionized employees. It is an organizational entity representing an area within an organization defined by specific aspects of personnel administration. The employee subgroup grouping for the payroll rule allows you to define different payroll procedures for different employee subgroups. San Francisco). Personnel Subarea: is a further subdivision of Personnel area. Pension). Benefits (Insurance. Eg. salaried. 2000 is for Louisiana. Personnel areas are subdivided into personnel subareas. More on Master Data. hourly).. It may represent geographical locations. Employee Subgroups: are further differentiated within the employee group. Master Data is stored in Infotypes. Generate default pay scale type and area for an employee's basic pay. Data can be stored for specific periods.Personnel Administration (PA) PA involves administrating employee data. Time & Payroll. address). Define public holiday calendar. substitution and absence and leave types can be setup for individual personnel subareas. Organizational (Position description). Employee Groups: divides or groups employees into various categories. Contractors. • • • .Assigning employee to a geographical location (eg. Personnel area is specific to HR and is a four character alpanumeric identification. More on Infotypes. and the attendance or absence quota type determines the validity of time quotas. Components of PA: • • • • Recruitment Organizational Structure Compensation Management Personnel Development Company Structures in HR: • • Enterprise Structure .. you can specify whether an employee's pay should be determined on hourly or monthly basis. time management and payroll. commonly referred to Master Data. which includes current and historical. Hourly employees. so that work schedules. Master Data includes Personal (Eg. Infotypes are tables (for user Data entry screen) that contain logically related employee data. Employee groups are used to generate default values for payroll accounting area and basic pay.. Executives. Functions include: 1. Salaried employees. Personnel Structure . 2. Eg.HR . 3. Set groupings for Time Management. Active employees. The employee subgroup grouping for the work schedule defines the validity of work schedule. Components of PA: • Personnel Area: represents a division of a company code into subunits. Personnel area 1000 is for employees in Texas.

Time constraints keep you from storing mutually incompatible data and prevent gaps from occurring in the data history. When you enter infotypes. . you can also assign different time constraints in relation to the infotype’s subtype. The validity periods of the individual records must not overlap. In the SAP System. Infotypes are used to group related data fields together. Gaps are only allowed between the employee’s entry date and the start date of the first record. time recording. For certain infotypes. and enable you to store data for specific periods. Structure  Time Constraint 1 For the entire time that the employee works at the enterprise. This is particularly true of personal and organizational assignment data. They provide information with a structure. handle personnel administration processes and run payroll for an employee is available in the system. exactly one valid infotype record must exist. the system automatically uses the start date of the new record as the delimitation date of the old record. When you create a new record. the information units used to enter master data are called infotypes. facilitate data entry. Structure Infotypes are characterized by the following: • • • Infotype Structure Data Entry Time-Dependent Storage of Infotype Data Time Constraints Time constraints guarantee that exactly the data the system needs to be able to correctly process the employee data. and payroll purposes is of primary importance for master data administration in HR. and reacts by automatically delimiting data records or issuing error messages. Use Recording employee data for administrative. Time constraint 1 must be used for all of the infotypes containing information that must be available at all times. the system automatically checks if your input satisfies the time constraints’ conditions.Infotypes Definition Infotypes are units of information in the Human Resource Management System. 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.

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

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Important Infotypes .

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

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Usually the only time you will refer to a client is when you first log into SAP. Actually. . client 300. Some projects will use a different SAP system altogether for different data. you are actually logging into the same database. client 200 may be a play client."Client" In SAP.Enterprise Structure . So if you log into client 200. you may see different employees and customizing settings to those in say. The client numbers will be decided on your project. Behind the scenes SAP will fetch the correct data and display it for you. the client is not much to do with the enterprise structure. Technically. For example. clients are always numbers. 300 for configuration and testing and 400 for training. The client is used to separate data within a SAP system. The client is usually the primary key of database tables in SAP. the client is often referred to in the enterprise structure as the top level in the hierarchy. Here we see the login screen which asks for the client number: Configuration and data belong to the client.

namely the pay scale and wage type structures and work schedule planning.Company Code The Company code is an independent company with its own accounting unit. It represents a subdivision of the company code. A personnel are is a specific entity for Personnel Administration. are controlled at . Personnel Subarea Personnel subareas are subdivisions of personnel areas. that is. The organization of the most important subareas in Personnel Administration. a company that draws up its own balance sheet.

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

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

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

Make sure your company code (4 Digits) doesn’t exist in the table already and click on New Entries shown below. Copy. . Check Company Code Select the Second Option in Dialog box as shown in screen shot. Delete. STEP1: SPRO>Enterprise Strucuture>Definition>Financial Accountin>Edit.Here we working on Config document.

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

” as Here we are coping our company code from SAP standard company code for US the standard company code is 3000 . Copy. Delete. Check Company Code When we go to this screen we will get a blank screen. Click on the copy option “ shown below. Delete. Check Company Code > Copy.STEP2: SPRO>Enterprise Structure>Definition>Financial Accounting>Edit.

3000 which already contained USD as currency we can say “No” here. which make ABCL company code to there USD. If we say Yes for below message we will get standard G/L accounts copied to our new company code from standard 3000 Once we say Yes for Second Information Message system prompts one more confirmation. do u want to allocate different currency for a target company code.When we click above Ok. as we are coping from standard company code i.. we will get the below information message click on Yes here as highlighted.e. .

Please click on the “ ” to move further. Click again on the below message button to move further and keep on the clicking until you reach the .

7 – No Error message on hiring an employee in Infotype 0001 If it is 5. but by pressing Enter you can move further.0 –Error message on hiring an employee in Infotype 0001.0 and these steps become mandatory in ECC 6. You can’t move further until you complete the below configuration. if we wont perform the FI/CO setting implication are as below If it is 4. . these settings are not mandatory up to ECC 5.Below are the Couple of FI/CO setting.0. If it is 6.0 –Error message on hiring an employee in Infotype 0001. STEP3: SPRO> Financial Accounting> Financial Accounting Global Settings> Company Code> Enter Global Parameters.

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

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

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

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

.By doing the above activity we created a Controlling area for our company code. Then Click on new entries and your company code there as shown below.2: (Assignment of Company Code{S}) SPRO> Controlling> General Controlling> Organization> Maintain Controlling Area> Maintain Controlling Area> Assignment of Company Code(s)> New Entries > Enter your company code and Click on Save as shown below. Step 4.

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

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

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

Click on New entries and Make enter 4 digits (maximum) Alphanumeric key for Personnel Subareas as below Step 7: DEFINE EMPLOYEE GROUPS SPRO> SAP Reference IMG (F5)> Enterprise Structure> Definition > Human Resource Management> Employee Groups > New Entries Create Your Employee Group as mentioned above. .

Step 8: PATH TO DEFINE EMPLOYEE SUBGROUPS SPRO> SAP Reference IMG (F5)> Enterprise Structure> Definition > Human Resource Management> Employee Subgroups > Define Employee Subgroups> New Entries Make the New entries as below By doing the above activities we are done with creation of Enterprise and Personnel Structure. now we need to perform the assignment activity. .

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

Once you execute this table. Note: It is possible to assign more than one MOLGA for same Employee Group and Employee Subgroup. Click on New entries Option Select your employee Group and Select your employee Subgroup and Assign relevant Country Grouping (MOLGA) for the same. Step 11: Path to set User Parameters SPRO> SAP Reference IMG (F5)> Personnel Management> Personnel Administration> Basic Setting> Maintain user Parameters (T-Code: SU3) . Please refer the below screenshot for the same.

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

Finally Click on .Step 12: Path to Setup Employee Number Ranges SPRO> SAP Reference IMG (F5)> Personnel Management> Personnel Administration> Basic Settings> Maintain number range intervals for Personnel Numbers (T-Code:PA04) Check this Box if you want to have External number range. Create number range intervals by clicking on . Click on This number is going to be the return value of the Feature NUMKR Step 13: Path to Access NUMKR . Else Leave it as blank Click on icon. Enter your number as below. From Number is going to be First employee number.

Finally you have to Assign a return value for the decision operation (Ex: 06 in the Previous Screen) and Click on Activate Icon . Features doesn’t give any affect until activate them. Step 14: Path to Maintain Employee Attributes SPRO> SAP Reference IMG (F5)> Personnel Management> Personnel Administration> Organisation Data> Organisation Assignment > Define Employee Attributes (Table: V_503_C) .SPRO> SAP Reference IMG (F5)> Personnel Management> Personnel Administration> Basic Settings> Determine defaults for number ranges (T-Code:PE03 and Enter NUMKR) You can configure the feature by using Create button and you can call the decision operation based on the requirement. All the features need to be activate.

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

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

Step 14: Navigation Path to configure the Infotype Menus SPRO> SAP Reference IMG (F5)> Personnel Management> Personnel Administration> Customizing Procedures> Infotype Menus > Infotype Menu Select the User group dependency on menus and Infogroups option as shown below .

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

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

A2. Step 4: In this Step we need to our Infotype Menus (A1.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 shouldn’t 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. with this we changed the reference group as ‘78’ for ‘01’ Menu as shown below. In the given example we are following ‘78’ as reference user group. SPRO> Personnel Management > Personnel Administration > Customizing Procedures> Infotype Menus> Determine choice of Infotype menus> Infotype Menus> (F2) . A3) to ‘01’ HR Master Data Catalog.

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

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

Operation as below .Click on “New Entry” and enter the Infotype as below USER GROUP = REFERENCE USER GROUP No = Serial No Operation = Standard SAP delivered certain operation to control the behaviour of infotypes.

As we are creating Hiring action. So we have to create all the data for the PERNR. Step3: Create the Personnel Actions Table: T529A SPRO> Personnel Management > Personnel Administration > Customizing Procedures> Actions> Setup Personnel Actions> Personnel Action types > (F2)> In the T529A. . SAP delivered some standard personnel action. We can select those actions which are relevant for us as shown below. That is the reason we have to “INS” operation for Hiring. Meaning we don’t have any data relevant to that employee in our system. In the same way we have to create the Infogroups for Change of Position or Separation. For Change of Position we can call relevant Infotypes we can user Operation as “COP” or “MOD” For Separation action we can use LIS9 or DIS operations.

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

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

Infotype 0002: (Personal Data) .Work area in SPRO: Personnel Management > Personnel Administration > Organizational Data > Organizational Assignment.

.Below configuration is important for Infotype 0002. If we need any changes to the above highlighted fields input in IT -0002 screen. The highlighted box is important in all nodes. we don’t require any configuration for this infotype. Work area in SPRO: Personnel Management > Personnel Administration > Personal Data > Personal Data. Infotype 0003: (Payroll Status) This infotype will be created internally by SAP. the below is the work area in SPRO.

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

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

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

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

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

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

Work area in SPRO: Personnel Management > Personnel Administration > Evaluation Basis > Monitoring of Tasks Infotype 0041: (Date Specifications) . If we need any changes to the above highlighted fields input in IT -0019 screen. The highlighted box is important in all nodes. the below is the work area in SPRO.Infotype 0019: (Monitoring of Tasks) Below configuration is important for Infotype 0019.

Work area in SPRO: Personnel Management > Personnel Administration > Evaluation Basis > Date Specifications Infotype 0022: (Education and Training) .Below configuration is important for Infotype 0041. If we need any changes to the above highlighted fields input in IT -0041 screen. the below is the work area in SPRO. In the below node we can create new Date Types and we can modify DATAR feature. Note: This Important is very important. This Infotype can be used for calculation in the Benefits. The highlighted box is important in all nodes. ECM and Payroll Calculation also. Compensation.

If we need any changes to the above highlighted fields input in IT -0022 screen.Below configuration is important for Infotype 0022. The highlighted box is important in all nodes. the below is the work area in SPRO. Work area in SPRO: Personnel Management > Personnel Administration > Employee Qualifications > Education and Training Infotype 0023: (Other/Previous Employers) .

The highlighted box is important in all nodes. the below is the work area in SPRO.Below configuration is important for Infotype 0023. Work area in SPRO: Personnel Management > Personnel Administration > Employee Qualifications > Other/Previous Employers Infotype 0105: (Communication) . If we need any changes to the above highlighted fields input in IT -0023 screen.

we are going to talk about them under respective modules. If we need any changes to the above highlighted fields input in IT-0105 screen.Below configuration is important for Infotype 0105. Work area in SPRO: Personnel Management > Personnel Administration > Communication > Create Communication types Note: Though IT 0007. the below is the work area in SPRO. The highlighted box is important in all nodes. Organisation Management . IT 0014. IT 0008. IT 0015 required configuration under PA.

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

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