SAP AG 2006

HR510 PersonneI DeveIopment
HR510 PersonneI DeveIopment
THE BE8T THE BE8T THE BE8T THE BE8T- -- -RUN BU8¡NE88E8 RUN 8AP RUN BU8¡NE88E8 RUN 8AP RUN BU8¡NE88E8 RUN 8AP RUN BU8¡NE88E8 RUN 8AP
© SAP AG 2004
HR510 HR510 HR510 HR510
Personnel Development



mySAP ERP 2005
2006/Q2
Material number 50078783

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y


SAP AG 2006
Copyright 2006 SAP AG. AII rights reserved.
No part of this pubIication may be reproduced or transmitted in
any form or for any purpose without the express permission of
SAP AG. The information contained herein may be changed
without prior notice.
Copyright



Some soItware products marketed by SAP AG and its distributors contain proprietary soItware
components oI other soItware vendors.
MicrosoIt, Windows, Outlook, and PowerPoint are registered trademarks oI MicrosoIt Corporation.
IBM, DB2, DB2 Universal Database, OS/2, Parallel Sysplex, MVS/ESA, AIX, S/390, AS/400,
OS/390, OS/400, iSeries, pSeries, xSeries, zSeries, z/OS, AFP, Intelligent Miner, WebSphere,
NetIinity, Tivoli, and InIormix are trademarks or registered trademarks oI IBM Corporation in the
United States and/or other countries.
Oracle is a registered trademark oI Oracle Corporation.
UNIX, X/Open, OSF/1, and MotiI are registered trademarks oI the Open Group.
Citrix, ICA, Program Neighborhood, MetaFrame, WinFrame, VideoFrame, and MultiWin are
trademarks or registered trademarks oI Citrix Systems, Inc.
HTML, XML, XHTML and W3C are trademarks or registered trademarks oI W3C®, World Wide
Web Consortium, Massachusetts Institute oI Technology.
Java is a registered trademark oI Sun Microsystems, Inc.
JavaScript is a registered trademark oI Sun Microsystems, Inc., used under license Ior technology
invented and implemented by Netscape.
MaxDB is a trademark oI MySQL AB, Sweden.
.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y


.
SAP, R/3, mySAP, mySAP.com, xApps, xApp, and other SAP products and services mentioned
herein as well as their respective logos are trademarks or registered trademarks oI SAP AG in
Germany and in several other countries all over the world. All other product and service names
mentioned are the trademarks oI their respective companies. Data contained in this document serves
inIormational purposes only. National product speciIications may vary.
These materials are subject to change without notice. These materials are provided by SAP AG and
its aIIiliated companies ("SAP Group") Ior inIormational purposes only, without representation or
warranty oI any kind, and SAP Group shall not be liable Ior errors or omissions with respect to the
materials. The only warranties Ior SAP Group products and services are those that are set Iorth in the
express warranty statements accompanying such products and services, iI any. Nothing herein should
be construed as constituting an additional warranty.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y


SAP AG 2006
Course Prerequisites
Required:
SAPHR (Overview of the mySAP Human Resources Solution)
HR050 Business Processes in Human CapitaI Management
Recommended:
HR505 (Organizational Management)




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y


SAP AG 2003
Target Audience
Target group:
Project team
Duration:
3 Days



Notes to the user
The training materials are not teach-yourself programs. They complement the course instructor's
explanations. On the sheets, there is space Ior you to write down additional inIormation.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 1-1
SAP AG 2006
Course Overview
Course goaIs and objectives
Course contents
Main business scenario
Contents:

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 1-2
SAP AG 2006
Course GoaIs and Objectives (1)
This course wiII enabIe you to:
Understand how personneI deveIopment processes
can be mapped and handIed in the SAP System
At the end of this course, you wiII be abIe to:
Set up and maintain the quaIifications cataIog
Create and evaIuate profiIes for a range of objects
(for exampIe, persons and positions)

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 1-3
SAP AG 2006
Course GoaIs and Objectives (2)
Work through and evaIuate career and succession
pIanning scenarios
Create deveIopment pIans, and work through individuaI
deveIopment pIanning scenarios
Create objective setting and appraisaIs forms
PIan, and conduct appraisaIs
EvaIuate appraisaIs.
Customize the functions of PersonneI DeveIopment
to meet customer requirements

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 1-4
SAP AG 2006
Course Content
Unit 1 Course Overview
Unit 2 Overview of PersonneI DeveIopment
Unit 3 Working with the QuaIifications CataIog
Unit 4 Creating and EvaIuating ProfiIes
Unit 5 System Settings for QuaIifications and Requirements
Unit 6 Career and Succession PIanning
Unit 7 DeveIopment PIans
Unit 8 Performance Management
Preface
Appendix

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 1-5
SAP AG 2006
Main Business Scenario (1)
PersonneI deveIopment pIays an important roIe in
your company and is performed in accordance with
the company's overaII objectives.
You have been a personneI deveIopment officer for
some years now. Your job invoIves drawing up
personneI deveIopment concepts in conjunction
withthe various company departments, and
pIanning the professionaI deveIopment of
individuaI empIoyees.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 1-6
SAP AG 2006
Main Business Scenario (2)
You meet with your empIoyees and their
supervisors to determine if there is any need
for training, and you pIan the appropriate
training measures.
You reguIarIy perform succession pIanning for
higher management positions to ensure that these
are adequateIy staffed in the future.
You are aIso responsibIe for drawing up
and providing support for the annuaI
performance objective setting and appraisaI forms.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 1-7
SAP AG 2006
Main Business Scenario (3)
A year ago, your company's oId software systems
were repIaced by a brand new SAP R/3 System.
Various HR components were impIemented,
incIuding PersonneI DeveIopment, OrganizationaI
Management, and Training and Event Management.
These components were integrated with each other
to provide optimum functionaIity for personneI
deveIopment pIanning activities.
You use this R/3 System for your day-to-day work.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 1-8


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 2-1
SAP AG 2006
Overview of PersonneI DeveIopment
Objectives and tasks of personneI deveIopment
The Personnel Development component in the SAP System
Contents:

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 2-2
SAP AG 2006
Overview of PersonneI DeveIopment: Unit
Objectives
At the end of this unit, you wiII be abIe to:
Define the objectives and tasks invoIved in
personneI deveIopment
Identify the SAP components that are used to
map personneI deveIopment processes
ExpIain how PersonneI DeveIopment is
integrated with other components

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 2-3
SAP AG 2003
PersonneI DeveIopment: Objectives
To quaIify empIoyees so that they
meet current and future job
requirements
To ensure that your organization has
aII the quaIifications it needs, both
now and in the future
To increase empIoyees' motivation
and productivity
To create a good working environment
To reduce rate of empIoyee turnover

Personnel development involves planning and implementing training measures to promote the
proIessional development oI individual employees. On the one hand, personnel development is based
on the qualiIications and skills that an organization requires. On the other hand, the needs and
aptitude oI individual employees are also taken into account.
Personnel development sets out to ensure that an organization has all the qualiIications and skills it
needs in all Iields. This is achieved by drawing up qualiIication potentials.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 2-4
SAP AG 2006
PersonneI DeveIopment: Events
Hiring new empIoyees
Transfers
PersonneI reviews
At reguIar intervaIs
For a speciaI reason
OrganizationaI changes within a company
Redefinition of company posts and tasks
InternationaIization of business
Market infIuences
More aggressive competition
Introduction of new products and technoIogies

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 2-5
SAP AG 2006
Basic Information Required
AII
required
quaIifications?
Organization and structure?
Which posts in the
company?
Enterprise Enterprise
Posts Posts
Which quaIifications
are required?
Existing
quaIifications?
Preferences and
interests?
EmpIoyee EmpIoyee
Enterprise Enterprise
DeveIopment
pIans?
Objective setting and appraisaIs?
PotentiaI?
Training
programs?

BeIore you can implement the appropriate personnel development measures, you will need to collect
inIormation on your company and how it Iunctions.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 2-6
SAP AG 2003
Tasks InvoIved in PersonneI DeveIopment
Target anaIysis ActuaI anaIysis
Positions in your company:
Current requirements
Future requirements
EmpIoyees:
SkiIIs, knowIedge
PotentiaIs
Preferences
Comparison:
Determine personneI deveIopment need
(target/actuaI comparison)
PersonneI deveIopment
measures
AnaIyze success
of training

Targets and objectives must be deIined Ior personnel development. These objectives should address
current and Iuture requirements. These objectives are then compared against existing qualiIications,
the potential Ior development, and also the preIerences and aspirations oI company employees to
determine the need Ior personnel development. The need Ior personnel development is determined
Irom this comparison.
Suitable personnel development measures, which meet the needs determined, are deIined (Ior
example, attending training courses and seminars, job rotation, and so on).
A range oI methods can be used to evaluate whether the objectives have been achieved successIully.
These include questionnaires and surveys, personnel appraisals, tests, and analyses oI company
statistics such as employee turnover rate.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 2-7
SAP AG 2003
PersonneI DeveIopment Measures
IndividuaI
deveIopment
pIans
On-the-job
training
(Iearning by
doing)
Job
rotation
Transfers
Succession
pIanning
Trainee
programs
Courses
Seminars
Workshops
Objective setting and
appraisaIs

A range oI training and development measures can be implemented, depending on the type oI
qualiIication required.
These development measures might be geared toward an employee being transIerred to a speciIic
post (using career and succession planning scenarios). However, they might also be more general
measures geared toward retaining or enhancing existing employee skills and abilities, or ensuring
that employees keep up with technological developments.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 2-8
SAP AG 2003
Components of PersonneI DeveIopment
QuaIifications/
Requirements
DeveIopment PIans
Objective Setting and
AppraisaIs
Career and
Succession
PIanning
PersonneI DeveIopment

The Qualifications and Requirements, Career and Succession Planning, Development Plans and
Appraisal Svstems components are used to map personnel development processes in the SAP
System.
The Iunctions Appraisal Svstems component can also be used to map appraisal systems in the
Personnel Administration and Training Event Management components.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 2-9
SAP AG 2003
Career and Succession PIanning
PIanning an empIoyee's professionaI
career path
Finding suitabIe candidates to fiII
vacant posts
In both cases, taking a range of
factors into account (suitabiIity, for
exampIe, or empIoyee preferences)
Career PIanning/
Succession PIanning

You can use the Career and Succession Planning component to prepare, work through and analyze
career and succession planning scenarios. Career Planning involves identiIying possible career goals
Ior employees, and planning their proIessional development. Succession Planning is used to Iind
suitable candidates Ior staIIing positions.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 2-10
SAP AG 2003
DeveIopment PIans
GeneraI deveIopment pIans are used
as tempIates for training measures that
occur frequentIy or that are simiIar
IndividuaI deveIopment pIans are used
for pIanning (further) training, and for
updating the training history of individuaI
empIoyees
Functions for mapping generaIIy appIicabIe
and individuaI deveIopment pIans
Trainee programs
Training pIans
EngIish course CompIeted
BerIin saIes office CompIeted
SaIes assistant Current
Items in individuaI
deveIopment pIan

You can use the Development Plans component to map both generally applicable and individual
development plans. You can then use these development plans to plan and manage both short-term
and long-term development (training) measures.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 2-11
SAP AG 2003
Objective Setting and AppraisaIs
360° appraisaI
PersonneI
appraisaIs
Tests
Surveys
Business event appraisaIs
Creating and managing appraisaIs
Functions for pIanning, hoIding and evaIuating appraisaIs

The Obective Setting and Appraisals component enables you to create appraisal systems, as well as
plan, hold, and evaluate appraisals. Consequently, this component is useIul not just in Personnel
Development, but also in other components (Training and Event Management, Ior example, or
Personnel Administration).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 2-12
SAP AG 2006
Integration With Other Components (1)
PersonneI
DeveIopment
Recruitment
Training and
Event
Management
PersonneI
Administration
Shift
PIanning
OrganizationaI
Management
Compensation
Management
Logistics

Integration with Organi:ational Management enables you to access objects within the organizational
structure. II you want to use the Personnel Development component eIIectively, you should also
implement the Organi:ational Management component.
Integration with Training and Event Management means that the system can generate training
proposals, and that you can make direct bookings onto business events, and create prebookings Ior
business event types. As oI release 4.5B, the Personnel Development appraisal system Iunctionality
is also available in the Training and Event Management component.
Integration with Personnel Administration means that you can use HR master data Ior personnel
development planning. II this is the case, qualiIications and appraisals are managed in the Personnel
Development component. There are special integration switches Ior integrating qualiIications and
appraisals.
II Personnel Development is integrated with Recruitment, then applicant qualiIications are managed
in Personnel Development only. This means that you can perIorm standardized appraisals Ior
applicants and employees alike.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 2-13
SAP AG 2006
Integration With Other Components (2)
PersonneI
DeveIopment
Recruitment
Training and
Event
Management
PersonneI
Administration
Shift
PIanning
OrganizationaI
Management
Compensation
Management
Logistics

It is possible to make the results oI personnel appraisals available to the Compensation Management
component.
Integration with Shift Planning means that you can take qualiIications into account when you
schedule shiIts. You can speciIy that the employees working on a speciIic shiIt should have speciIic
qualiIications, Ior example.
In Logistics (Service Management, Ior example, Production Planning, and so on) you can store work
center requirements, or requirements Ior orders, Ior example. This will mean that suitable employees
can be Iound during the shiIt planning process by matching up requirements with qualiIications.
Other integration options:
SEM (Strategic Enterprise Management)
BW (Business Warehouse)

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 2-14
SAP AG 2006
Overview of PersonneI DeveIopment: Summary
The Qualifications and Requirements, Career and
Succession Planning, Development Plans, as weII
as Objective Settings and Appraisals areas are
used to support personneI deveIopment processes
in the SAP System.
You can identify where PersonneI DeveIopment can
be integrated with other components

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-1
SAP AG 1999
Working with the QuaIifications CataIog
QuaIifications cataIog
QuaIifications and requirements
Structure of the quaIifications cataIog
QuaIity scaIes
Assigning aIternative quaIifications
Depreciation meter vaIues and vaIidities
User-specific settings
Contents:




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-2
SAP AG 1999
Working with the QuaIifications CataIog: Unit
Objectives
At the concIusion of this unit, you wiII be abIe to
Define quaIifications and requirements
Describe how the quaIifications cataIog is
structured
Assign aIternative quaIifications
Define quaIifications that expire graduaIIy or on a
specific date by specifying depreciation meter
vaIues or vaIidities
Make user-specific settings




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-3
SAP AG 2003
Working with the QuaIifications CataIog: Business
Scenario
AII the quaIifications that are reIevant to your company
are stored in the company's quaIifications cataIog.
The structure of this cataIog is devised in a detaiIed
conceptuaI pIanning phase before it is actuaIIy set
up in the system.
You must have a quaIifications cataIog if you want to
maintain quaIifications profiIes for empIoyees, or
requirements profiIes for jobs or positions.
It is your responsibiIity to maintain the cataIog and
keep it up to date.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-4
SAP AG 1999
QuaIifications and Requirements
QuaIifications
The term "quaIifications"
refers to skiIIs, abiIities or
knowIedge that a person,
appIicant, user (and so on)
possesses.
Person, appIicant,
user.
Requirements
Job, position,
work center...
The term "requirements" refers to
the skiIIs, abiIities or knowIedge that
are required for a job, position, task
(and so on).




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-5
SAP AG 2006
QuaIifications CataIog: Overview
QuaIifications CataIog
Chinese
ItaIian
COBOL COBOL
C++ C++
ABAP
ExceI ExceI
Word
ControIIing
Marketing



All the knowledge and skills that are oI interest to a company are reIerred to as qualifications.
QualiIications are managed in the qualiIications catalog.
You edit the qualiIications catalog in Customizing Ior Personnel Development (under: Master Data -
~ Edit Qualifications Catalog). You can also make changes in a system that has already gone live by
choosing the Current settings menu option.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-6
SAP AG 2003
Working with the QuaIifications CataIog
01.01.1900 - 31.12.9999
..........
Licenses/Certificates
First aid course
..........
SociaI SkiIIs
AbiIity to assert oneseIf
Communication skiIIs
..........
Language skiIIs
ItaIian
Business ItaIian
TechnicaI ItaIian
Spanish
CataIog




PossibIe nesting options
QuaIification group
QuaIification group
QuaIification
QuaIification
QuaIification
QuaIification group
QuaIification



In the qualiIications catalog, qualiIications that are similar and belong together are grouped together
into qualiIication groups. These qualiIication groups are used to structure the qualiIications catalog.
QualiIication groups (object type QK) can contain qualiIications, and also Iurther qualiIication
groups. QualiIications (object type Q) can also contain Iurther qualiIications.
Example. The qualiIication group Language Skills contains the qualiIication groups Italian and
Spanish. The qualiIication group Spanish contains the qualiIications Business Spanish and Technical
Spanish.
It is not possible to assign qualiIication groups to persons. II you want to create a qualiIication group,
you must Iirst deIine at least one proIiciency scale.
You can display a where-used list Ior every qualiIication group and qualiIication. This where-used
list displays all oI the objects to which the original object has a relationship. The relationship itselI is
also displayed. You should always generate a where-used list beIore you delete an object.
A translation Iunction is also available - this means that you can use the qualiIications catalog in
diIIerent languages.
You can set up your user-settings to display and maintain the object abbreviations oI all oI the
objects in the qualiIications catalog (qualiIication groups and qualiIications). (You can switch on and
oII display oI the object abbreviation by choosing Jiew -~ Abbreviation on/off). In addition, you
must set the Customizing switch QUALI SHORT to 'X' (under Functions -~ Set Up Control
Parameters).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-7
SAP AG 1999
Assigning QuaIity ScaIes
01/01/1900 - 12/31/9999
Licenses/Certificates
First aid course
..........
SociaI SkiIIs
AbiIity to get on with others
............
Independence/initiative
CataIog


Average proficiency
for AbiIity to get on
with others
Gets on with coIIeagues and
customers
Recognizes need for action
and carries out the
necessary activities
Proficiency description
for quaIifications
Average proficiency
for Independence and
Initiative
Low
BeIow average
Average
Good
ExceIIent
Yes
Yes/No scaIe
Points scaIe (1-5)



QualiIications are "measured" (rated) by means oI proIiciency scales. Very oIten, it makes sense to
use diIIerent scales Ior diIIerent qualiIications.
To rate the proIiciency oI a qualiIication, you create a quality scale. It is entirely up to you how
many ratings there are on this scale, or what they are called. In the case oI quality scales, you must
deIine and name every individual proIiciency.
Example.
A scale Ior measuring proIiciency at languages might include the proIiciencies Basic
knowledge/satisfactorv/fluent/native speaker. On the other hand, to show that someone has a license,
all you require is a Yes/No scale.
Quality scales are assigned to qualiIication groups (not qualiIications). A quality scale must be
assigned to each qualiIication group. This scale is then assigned automatically to all the
qualiIications belonging to this group.
II qualiIication groups with diIIerent quality scales are arranged hierarchically, the qualiIications oI
the various groups are always assigned the scale oI the directly superior qualiIication group.
The proIiciencies oI the scales can be given individual descriptions Ior every
qualiIication/qualiIication group in the qualiIications catalog. These proIiciency descriptions are then
available when you edit qualiIications proIiles and requirements proIiles.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-8
SAP AG 1999
Business
ItaIian
Assigning AIternative QuaIifications
01/01/1900 - 12/31/9999
..........
Programming Languages
ABAP
COBOL
..................
CataIog


Language SkiIIs
ItaIian
Business ItaIian
TechnicaI ItaIian
Spanish


100% aIternative
80% aIternative
ABAP
COBOL
TechnicaI
ItaIian
Points scaIe (1-5)
Language scaIe
Prerequisite:
The proficiencies of the
quaIifications must be entered
using the same scaIe



You can assign one or more alternative qualiIications to a qualiIication.
You can deIine a percentage value speciIying the extent to which one qualiIication can replace
another.
Alternative qualiIications are considered to be comparable alternatives to existing (or required)
qualiIications during suitability analyses in Career and Succession Planning. The replacement
percentage is taken into account here also.
The relationship between qualiIication and alternative qualiIication is bi-directional (iI A is an
alternative to B, then B is also an alternative to A).
A qualiIication can only be deIined as an alternative to another iI both qualiIications have the same
proIiciency scale. (II qualiIications have diIIerent scales, they are probably so dissimilar that they
could not be considered as alternatives anyway.) QualiIications with diIIerent scales cannot be
compared with each other.
You can make a user-speciIic setting speciIying whether or not alternative qualiIications should be
included in evaluations.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-9
SAP AG 1999
Depreciation Meter
ABAP
(proficiency 10)
ABAP
(proficiency 10)
HR
(proficiency 10)
HR
(proficiency 10)
ABAP
(proficiency 10)
ABAP
(proficiency 10)
HR
(proficiency 5)
HR
(proficiency 5)
HoIder of position
1
8
15
21
28
2
9
16
22
29
3
10
17
23
30
4
11
18
24
31
5
12
19
25
6
13
20
26
7
14
21
27
1 year
fuIfiIIs:
Position
ABAP
ABAP
requires:
Depreciation meter
vaIue:
ABAP: 1 year
HR: 1 year



You can assign a depreciation meter value to qualiIications. This allows you to simulate in the
system that certain qualiIications can be Iorgotten as time passes.
II you speciIy a depreciation meter value Ior a qualiIication, the proIiciency oI this qualiIication
decreases exponentially.
The depreciation meter value is the length oI time that it takes Ior the proIiciency oI a qualiIication
to be halved.
The proIiciencies oI qualiIications Ior which a depreciation meter value has been deIined are updated
constantly (i.e. recalculated at runtime). The basis Ior this calculation is the date on which the
qualiIication (original proIiciency) was assigned to the person.
II a qualiIication with a depreciation meter value is assigned to a person, the proIiciency is adjusted
automatically iI the person does not make use oI the qualiIication on a regular basis. II, however, the
qualiIication is required by a position, it can saIely be assumed that the holder oI this position will
make use oI the qualiIication. In this case, the proIiciency oI the qualiIication remains constant.
You can make a user-speciIic setting speciIying that the depreciation meter should not be included in
evaluations.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-10
SAP AG 1999
VaIidities
HoIder of position
License for
transporting
hazardous
materiaIs
License for
transporting
hazardous
materiaIs
has:
License for
transporting
hazardous
materiaIs
License for
transporting
hazardous
materiaIs
1
8
15
21
28
2
9
16
22
29
3
10
17
23
30
4
11
18
24
31
5
12
19
25
6
13
20
26
7
14
21
27
5
years
License for transporting
hazardous materiaIs
VaIidity:
5 years



You can assign a validity period to qualiIications. This allows you to record that certain
qualiIications (such as licenses) expire and have to be renewed at regular intervals.
QualiIications with a validity only appear in a person's qualiIication subproIile Ior the period oI time
speciIied. In other words, the qualiIication is deleted Irom the subproIile when the validity period
expires.
You can run the Expired Qualifications report Ior a speciIic organizational unit and evaluation
period. This report generates a list oI the employees in this organizational unit whose qualiIications
have expired/will expire in the period speciIied. This inIormation is based on the validity deIined Ior
the qualiIications in question in the qualiIications catalog.
It is also possible to use a workIlow to monitor qualiIications with limited validity. The standard
system contains a standard workIlow that can be adapted to speciIic customer requirements. The
relevant person (the responsible course instructor, the employee's supervisor, and so on) is then
inIormed that the qualiIications in question are about to expire.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-11
SAP AG 1999
QuaIifications CataIog
QuaIifications and Requirements
QuaIifications
Person,
appIicant, user.
Requirements
Job, position,
work center...



You can assign the qualiIications stored in the qualiIications catalog to various object types (persons,
positions...).
II these are assigned to employees, applicants (and so on), they are reIerred to as qualifications (that
is, knowledge or skills that a person possesses).
II, however, they are assigned to jobs, positions (and so on), they are reIerred to as requirements
(that is, knowledge or skills required Ior the job/position in question).
It is important that requirements and qualiIications can be compared with each other - this is a
prerequisite Ior determining suitability. That is why the same object type (Q) is used Ior mapping
both qualiIications and requirements.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-12
SAP AG 1999
User-Specific Settings (1)
General settings
Qualifications/requirements
Structure access
Career planning
Appraisals
Plan version
Evaluation period to
Ìnclude alternative qualifications
Ìnclude essential requirements
Disregard depreciation meter value
Org. unit
Display vacant positions only
Appraisal model
Appraiser
Appraisees
Temporary Fixed Reset
You can override standard settings
and specify defauIt vaIues by
defining user-specific settings.
You can define permanent or temporary
user settings for PersonneI DeveIopment.



You can make a number oI user-speciIic settings. You can use these user-speciIic settings to override
standard settings or to propose deIault values Ior speciIic Iields.
In Personnel Development, you can deIine user-speciIic settings
Permanently (in this case, they apply to all Iuture terminal sessions oI the user in question)
Temporarily (in this case, they apply only to the current terminal session)

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-13
SAP AG 1999
Overrides the fixed
(permanent) user settings
Revert to fixed user settings
Override standard settings
(for exampIe, use a specific
pIan version instead of the
integration pIan version)
DefauIts vaIues
(for exampIe, a specific
organizationaI unit)
Used for aII future
terminaI sessions
User-Specific Settings (2)
User User
settings settings
Fixed Fixed
Used for the current
terminaI session
Temporary Temporary



You can change all settings (both permanent and temporary) in the application itselI. In each case,
the last values deIined are proposed. The next time the user logs on, the permanent settings will then
apply again. In other words, you can override Iixed (permanent) user settings temporarily (that is, Ior
the current terminal session). You can also undo these temporary changes during the current terminal
session, and revert to the original Iixed settings.
When you deIine permanent user-speciIic settings, you are in eIIect deIining user parameters.
In addition to these user-speciIic settings, the Iollowing user parameters are also available Ior
Personnel Development:
You can use the parameter HRPDJ¸OTYPE to speciIy a deIault standard object type Ior
Personnel Development (does not apply to Appraisal Svstems). This parameter overrides the
standard setting, which is usually the object type User (exception: the standard deIault object type
in Succession Planning is S Ior position).
You can use the parameter HRPDJ¸SEARCH¸OTYPES to deIine deIault object types when
searching Ior objects Ior qualiIications and requirements.
You can use the parameter POK to switch on the display oI the ID (oI all displayed objects) and
abbreviation (oI qualiIications objects) generally in Personnel Development.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-14
SAP AG 1999
Working with the QuaIifications CataIog: Unit
Summary (1)
The quaIifications cataIog contains aII the
quaIifications that are of interest to a
company.
You use quaIification groups to structure the
quaIifications cataIog.
You create quaIity scaIes to record the
proficiencies of quaIifications and
requirements. You assign these scaIes to
quaIification groups - the scaIe then appIies to
aII the quaIifications in the group in question.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-15
SAP AG 1999
Working with the QuaIifications CataIog: Unit
Summary (2)
You can use depreciation meter vaIues
and vaIidities to show that quaIifications
expire graduaIIy or on a specific date.
You can override standard PersonneI
DeveIopment settings by defining user-
specific settings.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-16


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-17
Exercises

Unit: Working with the Qualifications Catalog
Topic: Quality Scales, Qualification Groups and
Qualifications

• Add new entries to the qualiIications catalog by adding new
qualiIication groups and qualiIications to an existing
qualiIications catalog.
• DeIine additional inIormation Ior the qualiIication groups and
qualiIications you create.

New positions have been created in your Marketing department.
The new positions have requirements that have not yet been
deIined in the qualiIications catalog. To rectiIy this, you add the
necessary inIormation to the existing catalog.

Note:
You work during the whole course in the active plan version. This plan version, which is set
automatically, contains data about your company.
Replace the place holder ## with your group number.
Note:
BeIore you put the new qualiIications groups and qualiIications listed above in the
qualiIication catalog, you should Iirstly create a single qualiIication group Catalog Group ===
and secondly set a point oI access Ior this group##.
Assign scales oI your choice to your qualiIication groups.

1 Adding Objects to the Qualifications Catalog
1-1 Creating qualification groups and qualifications
Create the Iollowing new qualiIication groups and qualiIications in the
qualiIications catalog:
Note:
Pay particular attention to the validity periods oI the qualiIication groups and
qualiIications you create. The start date should be 01/01/1900, or a date on
which the qualiIication can Ieasibly exist iI the qualiIication is
'modern¨(knowledge oI HTML, Ior example). The end date should be
12/31/9999.
.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-18
.
A new qualiIication group called Graphic design. Create a new qualiIication
called Graphical lavout Ior this group.
A new qualiIication group called Graphics programs. Create new
qualiIications called Corel Draw, Paintshop, and Photoshop Ior this group.
A new qualiIication group called Internet skills. Create a new qualiIication
Knowledge of HTML, and assign it to the qualiIication group Internet skills.

1-2 Assigning depreciation meter values
Some skills can be Iorgotten quickly or become outdated iI they are not
practiced regularly. These skills are assigned a depreciation meter value.
Assign a depreciation meter value oI your choice to one or more qualiIications.
You can also do this when you are creating a qualiIication.

1-3 Assigning alternative qualifications
SpeciIy that the qualiIications Corel Draw, Paintshop and Photoshop should be
regarded as alternatives to each other. Accept the deIault value oI 100°.

1-4 Proficiency descriptions
You have assigned quality scales oI your choice when creating the qualiIication
groups. Each speciIication can be explicated using a description.
Create proIiciency descriptions Ior qualiIications Corel Draw, Paintshop and
Photoshop.
Note:
You can also enter proIiciency descriptions when you are creating qualiIications
and qualiIication groups.

1-5 Where-used list
Find out iI the QualiIication SAPHR is linked to any other objects. To do this,
locate the qualiIication under the qualiIication group under Training
International ~ HR. Click on SAPHR and generate a where-used list Ior this
qualiIication in the qualiIications catalog.
Note:
You can also execute the usage note Ior qualiIication groups.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-19
Solutions

Unit: Working with the Qualifications Catalog
Topic: Quality Scales, Qualification Groups and
Qualifications

Note:
You work during the whole course in the active plan variant. This plan version, which is set
automatically, contains data about your company.
Replace the place holder ## with your group number.
Note:
BeIore you put the new qualiIications groups and qualiIications listed above in the
qualiIication catalog, you should Iirstly create a single qualiIication group Catalog Group ===
and secondly set a point oI access Ior this group##.

1 Adding Objects to the Qualifications Catalog
1-1 Creating qualification groups and qualifications
Catalog Croup ## QK
Craphic Design QK
Craphical Layout Q
Craphics Programs QK
Corel Draw Q
Paintshop Q
Photoshop Q
Internet Skills QK
Knowledge of H1ML Q

Choose:
Human Resources → →→ → Personnel Management → →→ → Personnel Development → →→ →
Settings → →→ → Current Settings
Now choose the activity Edit Qualifications Catalog (by double-clicking the
line in question). The system displays the qualiIications catalog.
...

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-20
.
1-1-1 Creating the qualification group Catalog Croup ## and Craphic
design:
Note:
Pay particular attention to the validity periods oI the qualiIication groups
and qualiIications you create. The start date should be 01/01/1900, or a
date on which the qualiIication can Ieasibly exist iI the qualiIication is
'modern¨(knowledge oI HTML, Ior example). The end date should be
12/31/9999.
Position your cursor on the top line Catalog and click the Create icon
(or choose Entry→ Create). The Create Qualification group screen
appears. Enter the name oI the qualiIication group (Catalog Group ==e)
on the Qualification group tab page. Use the validity period proposed by
the system (01/01/1900 12/31/9999).
You now have to assign a scale to the qualiIication group. To select a
scale, click the down-arrow to the right oI the Scale Iield. A list oI all
the scales that exist is displayed. Click one oI the scales, such as the 5
point scale save your entries, and then choose Enter.
Create aditional QualiIications and QualiIication Groups. Position your
cursor on the top line Catalog Group=== and click the Create icon (or
choose Entry→ Create). The Create Qualification group screen
appears. Enter the name oI the qualiIication group (Graphic design, Ior
example) on the Qualification group tab page. Use the validity period
proposed by the system (01/01/1900 12/31/9999).
You now have to assign a scale to the qualiIication group. To select a
scale, click the down-arrow to the right oI the Scale Iield. A list oI all
the scales that exist is displayed. Click one oI the scales, save your
entries, and then choose Enter.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-21

1-1-2 Creating the qualification Craphical layout:
The qualiIication Graphical lavout is going to be assigned to the
qualiIication group Graphic design. For this reason, position your cursor
on the qualiIication group Graphic design, and click the Create icon (or
choose Entry -> Create). A dialog box appears. In this dialog box,
position your cursor on the line Qualification and then click Transfer.
The Create Qualification dialog box appears. On the Qualification tab
page, enter the name oI the qualiIication (Graphical lavout, Ior
example), and save your entries. Then choose Enter.

1-1-3 Creating the qualification group Craphics programs:
Position your cursor on the qualiIication group on the top line Catalog
Group===, and click the Create icon. A dialog box appears. In this
dialog box, position your cursor on the line Qualification group, and
then click the 1ransfer icon.
The Create Qualification group screen appears. Enter the name oI the
qualiIication group (Graphics programs, Ior example) on the
Qualification group tab page. Use the validity period proposed by the
system (01/01/1900 12/31/9999).
You now have to assign a scale to the qualiIication group. To select a
scale, click the down-arrow to the right oI the Scale Iield. A list oI all
the scales that exist is displayed. Click one oI the scales, save your
entries, and then choose Enter.
1-1-4 Creating the qualifications Corel Draw, Paintshop and Photoshop:
The qualiIication Corel Draw (Paintshop/Photoshop) is going to be
assigned to the qualiIication group Graphics programs. For this reason,
position your cursor on the qualiIication group Graphic programs, and
click the Create icon (or choose Entry -> Create). A dialog box appears.
In this dialog box, position your cursor on the line Qualification, and
then click the 1ransfer icon. The Create Qualification dialog box
appears. Enter the name oI the qualiIication (Corel Draw, Ior example)
on the Qualification tab page. The validity period oI the qualiIication
should be 01.01.1900 31.12.9999. Now save your entries. To create
another qualiIication at this point, click the Create next qualification
icon. The Create Qualification dialog box appears again. Proceed in the
same way as beIore to create the qualiIications Paintshop and
Photoshop in the qualiIication group Graphics programs.
Note:
You can also enter proIiciency descriptions when you are creating
qualiIications and qualiIication groups.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-22

1-1-5 Creating the qualification group Internet Skills and the qualification
Knowledge of H1ML:
To create the qualiIication group Internet skills, Iollow the same
procedure as Ior the qualiIication group Graphic design above. Create
the qualiIication Knowledge of HTML in the same way as you created
the other qualiIications above (Ior example Graphical lavout).
Note:
You can also execute the usage note Ior qualiIication groups.

1-2 Assigning depreciation meter values
You have been asked to assign a depreciation meter value to some
qualiIications.
In the qualiIications catalog, position your cursor on a qualiIication (Paintshop,
Ior example). Now double-click the qualiIication (or choose Entry -> Change).
The Change Qualification dialog box appears. Click the Additional data tab
page.
Note:
You can toggle between the depreciation meter and validities by clicking the
Depreciation meter (validitv) Iield. Please make sure in this case that the
depreciation meter is active.
Enter a depreciation meter value in years and months.
Example:
Years: 2
Months: 6
You can also deIine the overall duration in months. This is automatically
calculated into years and months.
Save your entries.
Proceed in the same way Ior the other qualiIications Ior which you want to
deIine depreciation meter values.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-23

1-3 Assigning alternative qualifications
Corel Draw, Paintshop and Photoshop are all to be regarded as alternative
qualiIications to each other. The respective replacement percentage should be
100°.
In the qualiIications catalog, position your cursor on one oI the qualiIications
(Corel Draw, Ior example). Now double-click the qualiIication (or choose
Entry -> Change). The Change Qualification dialog box appears.
Choose the Additional data tab page (by clicking the icon in the top right oI the
dialog box). Click the Insert line icon. Select the qualiIications that are to act as
alternative qualiIications (Paintshop, Photoshop) and then click the Continue
icon. The deIault replacement percentage is the value you deIined Ior this in
Customizing. Accept this deIault value oI 100 percent.
Save your entries, and then choose Continue.
Now, Paintshop and Photoshop are deIined as alternative qualiIications Ior the
qualiIication Corel Draw. Consequently, Corel Draw is also an alternative oI
Paintshop and Photoshop. All that remains to be done is to deIine Paintshop
and Photoshop as alternatives Ior each other.
In the qualiIications catalog, position your cursor on one oI the two
qualiIications (Photoshop, Ior example). Now double-click the qualiIication (or
choose Entry -> Change). The Change Qualification dialog box appears. Click
the Additional data tab page. Click the Insert line icon. Select the qualiIication
Paintshop and then click the Continue icon. In the Replacement percentage
Iield oI the new alternative qualiIication (Paintshop), enter a percentage value
oI your choice. Save your entries, and then choose Continue.

1-4 Proficiency descriptions
To create proIiciency descriptions Ior qualiIications Corel Draw, Paintshop and
Photoshop, position your cursor on these qualiIications. Now double-click the
qualiIication (or choose Entry -> Change). The Change Qualification dialog
box appears.
Click the Proficiencies tab page. Please make sure that the Default Iield has not
been Ilagged. II it has, the proIiciency descriptions oI the superordinate
qualiIication or qualiIication group will be passed down automatically.
Select the proIiciency Ior which you wish to enter a description. In the
Description Iield Ior this proIiciency, enter a suitable text. Save your data, and
then select the next proIiciency Ior which you wish to enter a descriptive text.
Proceed as described above.
Once you have entered and saved all the proIiciency descriptions, choose
Continue.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 3-24
1-5 Where-used list
To check whether the qualiIication SAPHR is linked to any other objects,
locate SAPHR under the Iolder Training International ~ HR Basics ~ SAPHR
Peronal Overview. Position your cursor on the qualiIication SAPHR, and click
the Where-used list icon (or choose Entry → →→ → Where-used list).
The objects with relationships to the qualiIication in question are displayed
(along with the relationship itselI, and the relationship period).
Note:
You can also execute the where-used list Ior qualiIication groups.









F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-1
SAP AG 2003
Creating and EvaIuating ProfiIes
The generaI structure of profiIes
SubprofiIes for quaIifications/requirements
EvaIuations and profiIe matchups
PIanning for an organizationaI unit
Contents:




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-2
SAP AG 2003
Creating and EvaIuating ProfiIes: Unit Objectives
At the concIusion of this unit, you wiII be abIe to
Describe how profiIes are structured and set up
Create and change subprofiIes for various object
types (persons, positions)
Run profiIe matchups, and determine the need for
further training
Find objects for specific quaIifications/requirements
Run other evaIuations
Work through a personneI deveIopment
scenario for an organizationaI unit




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-3
SAP AG 2003
Creating and EvaIuating ProfiIes: Business
Scenario (1)
Your company wants to advertise more. In addition
to the usuaI, more traditionaI media, the company
aIso wants to strengthen its presence and advertise
its product range on the Internet.
For this reason, it has been decided that the
Marketing Department shouId be expanded.
Once you have created requirements profiIes for
the new posts in your company, you start to Iook for
suitabIe candidates to fiII these posts.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-4
SAP AG 1999
Creating and EvaIuating ProfiIes: Business
Scenario (2)
Once the new empIoyees' probationary
period is over, the Marketing Manager
conducts a personneI review with these
empIoyees. On the basis of this review,
you create profiIes for the new empIoyees.
These profiIes give detaiIs of the empIoyees'
quaIifications, as weII as their preferences
and aspirations.
You are aIso responsibIe for running some
other evaIuations at reguIar intervaIs.
These evaIuations show you if any empIoyees
have quaIifications that are about to expire -
this means that you can impIement appropriate
training measures in time to rectify this situation.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-5
SAP AG 1999
ProfiIes
ProfiIes are used to store speciaI information on objects. Each profiIe
has a header with standard information on the object, and a number of
subprofiIes.
Requirements?
Name Name
HoIder HoIder
Org Org. . unit unit
QuaIifications?
PotentiaI?
Preferences?
DisIikes?
Name Name
Date Date of birth of birth
Position Position
.................



ProIiles are used to store special inIormation on objects.
Each proIile comprises a header, and a number oI subproIiles. The header contains standard
inIormation on the object in question. For persons, this inIormation might include the person's name,
date oI birth and the position the person holds. The subproIiles contain more speciIic inIormation on
a particular aspect. For example, a person's Qualifications subproIile contains details oI the person's
skills and knowledge.
You can create proIiles Ior diIIerent object types. Each object type can have up to 20 diIIerent
subproIiles.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-6
SAP AG 1999
Preferences ........ PotentiaIs
The Qualifications SubprofiIe
QuaIifications
QuaIifications CataIog
The Qualifications subprofiIe is used to
store information on a pIanning
object's (i.e. person's, appIicant's,
user's...) skiIIs and knowIedge.
QuaIification group Name Proficiency Start End Note
SociaI skiIIs
Language skiIIs
Language skiIIs
Team spirit
Business Spanish
Business Portuguese
Average
Basic knowIedge
Good
01/01/1998
01/01/1996
...............
12/31/9999
12/31/9999
...............



The Qualifications subproIile is used to store inIormation on an employee's/applicant's/user's skills
and knowledge.You can assign an unlimited number oI qualiIications Irom the qualiIications catalog
to the Qualifications subproIile.
You can also speciIy how good or bad the planning object in question (person, applicant, etc.) is at
the qualiIication (that is, to what level oI proIiciency is the qualiIication IulIilled). The scale oI the
qualiIication group to which the qualiIication belongs determines which proIiciencies can be
assigned. The qualiIications are sorted by qualiIication group.
You speciIy a validity period Ior every qualiIication that is assigned to the proIile. You can also
enter texts (notes) Ior every qualiIication in the proIile. Furthermore, you can display inIormation Ior
every qualiIication telling you who last changed the qualiIication in question, and when.
II a qualiIication has a depreciation meter value, the proIiciency is adjusted accordingly as time
progresses. You can also make user-speciIic settings to speciIy that depreciation meter values should
be disregarded.
QualiIications with a limited validity are stored in the subproIile Ior the duration oI the validity
period in question. The basis Ior calculating this is the start date oI the relationship period.
In the standard system, objects oI the Iollowing object types can have a Qualifications subproIile:
person, external person, applicant, user, company, contact person. You can, however, customize the
system so that it is possible to assign this subproIile to other object types.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-7
SAP AG 1999
The Potentials SubprofiIe
Preferences
.............
Work center
Task
Position
QuaIification
Job
The Potentials subprofiIe is used to
store prognostic information on a
person's suitabiIity and professionaI
deveIopment.
PotentiaIs QuaIifications .............
GeneraI
Type Name Start Note End
Job
QuaIification
Position
SaIes empIoyee
Business Chinese
AL Marketing
01/01/2000
01/01/2000
01/01/2000
12/31/9999
12/31/9999
12/31/9999



The Potentials subproIile is used to store inIormation regarding a person's Iuture suitability and
proIessional development. These Iorecasts might apply to a person's ability to obtain qualiIications,
perIorm tasks, or to the person's Iuture suitability Ior speciIic jobs, positions, and so on.
Example.
A personnel administrator becomes qualiIied in human resource management. It is probable that she
will obtain Iurther qualiIications that are required Ior the position oI HR Department Manager.
Because oI this, potential Ior the position HR Department Manager is included in her subproIile.
You can enter notes Ior every object included in this subproIile (and also Ior the entire subproIile).
In the standard system, the Potentials subproIile can be assigned to persons, external persons,
applicants and users. However, it is also possible to set up the system so that the subproIile can be
assigned to Iurther object types.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-8
SAP AG 1999
QuaIifications PotentiaIs DisIikes ............
The Preferences and Dislikes SubprofiIes
Work center
Task
Position
QuaIification
Job
The Preferences and Dislikes
subprofiIes are used to store personaI
aspirations and preferences with
regard to a person's professionaI
deveIopment.
Preferences
Type Name Start Note End
Job
QuaIification
............
Department Manager
OrganizationaI skiIIs
............
01.01.2000
01.01.2000
............
31.12.9999
31.12.9999
............
GeneraI



The Preferences subproIile is used to store inIormation on the proIessional goals that planning
objects (employees, Ior example) have set themselves. These might include obtaining qualiIications,
perIorming speciIic tasks, or holding speciIic positions (jobs, work centers.).
Example.
An assistant in the Sales Department would like to learn Portuguese, and eventually be promoted to
the position oI Sales OIIicer. You assign the qualiIication Portuguese and the job Sales Officer to his
Preferences subproIile.
The Dislikes subproIile is used to speciIy the jobs, positions, qualiIications, etc., that a person wishes
to exclude Irom their Iuture proIessional development.
Example.
An employee has certain ties to the area in which she lives, and thereIore does not want to work as
part oI the Iield sales team. You assign the job Field salesperson to her Dislikes subproIile.
You can enter notes Ior every object included in this subproIile (and also Ior the entire subproIile).
The same applies to dislikes.
In the standard system, the Preferences and Dislikes subproIiles can be assigned to persons, external
persons, applicants and users. However, it is also possible to set up the system so that these
subproIiles can be assigned to Iurther object types.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-9
SAP AG 1999
The Requirements SubprofiIe
QuaIifications CataIog
The Requirements subprofiIe is used to
store information on the knowIedge and
skiIIs that are required for a job, position,
etc.
Requirements
Name St.. Start Note End
ControIIing
COBOL
Team spirit
01/01/1998
01/01/1998
01/01/1998
12/31/9999
12/31/9999
12/31/9999
Proficiency
ExceIIent
Very good
Very good
St..



The Requirements subproIile is used to speciIy the knowledge and skills (and the level oI proIiciency
at these skills) required Ior a speciIic job, position, etc.
The qualiIications catalog is used to create a Requirements subproIile.
Requirements can remain unevaluated (i.e. without a speciIic proIiciency), or you can assign them a
proIiciency. The scale oI the qualiIication group to which the qualiIication in question belongs
determines which proIiciencies can be assigned.
You can also speciIy whether a requirement is compulsory (essential requirement), or desirable
(optional requirement). This Iactor can be taken into account in proIile matchups, Ior example, or
during career and succession planning.
You must speciIy a validity period Ior each requirement.
You can enter notes Ior every requirement in the subproIile.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-10
SAP AG 1999
Inheritance of Requirements
Requirements Requirements SubprofiIe SubprofiIe
Inheritance of
requirements
Task (T)
Work center (A)
Job (C)
Position (S)
Job (C)
Position (S)
ExampIe:
If a task is reIated to a job, then
aII the requirements assigned to
the task are automaticaIIy passed
on to the job (inherited).
These requirements are given the
status Inherited and cannot be
deIeted from the job profiIe.
Requirements
Name St..
ControIIing
COBOL
Team spirit
Proficiency
ExceIIent
Very good
Very good
Inherited



Requirements can be passed on (inherited). This means that iI objects are related to each other, the
requirements oI one object are automatically passed on to the other object. Inheritance is only uni-
directional.
In the standard system, the Iollowing inheritance rules apply: a task passes on requirements to a job,
a position or a work center. Jobs pass on requirements to positions.
Inherited requirements cannot be deleted Irom the subproIile. However, they can be assigned a
diIIerent proIiciency or even a diIIerent status. This is achieved by recreating the requirement in
question Ior the object in the subproIile.
In the Requirements subproIile, you can click on the Status Iield to go Irom the inherited requirement
to the proIile oI the original object (i.e. the object that passed on the requirement).
Example.
The job Department Manager describes the position HR Department Manager. All the requirements
speciIied Ior the job (assertiveness, and communication skills, Ior example) are passed on to the
position. In the subproIile oI the position, these requirements will appear with the status Inherited. It
is possible to go Irom the requirement Communication skills in the subproIile oI the position directly
to the requirements proIile oI the job Department Manager. The position can also have other
requirements besides the ones it has inherited (knowledge oI occupational psychology, Ior example).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-11
SAP AG 2003
Looking Ahead: Other SubprofiIes
Objective Setting
and AppraisaIs
DeveIopment PIans
Objective setting and
appraisals (open)
Objective setting and
appraisals (received)
Objective setting and
appraisals (created)
Individual Development
subprofiIe
Development Plan History
subprofiIe



Further subproIiles are available Ior use by the Obfective Setting and Appraisal and Development
Plans components. We will discuss these subproIiles later when we learn about the components in
question.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-12
SAP AG 1999
QuaIifications and Requirements: Reports
Reports
Other
ProfiIe
Org. unit
CataIog
Search
ProfiIe matchup
ProfiIes
Based on a quaIification
QuaIifications
ProfiIe Matchup: Position/HoIder
ProfiIes
Expired QuaIifications
QuaIifications Overview
Objects Without
QuaIifications/
Requirements
Objects with UnevaIuated
QuaIifications/Requirements
List of AIternative QuaIifications
Prebookings per Attendee



There are many ways in which you can evaluate and analyze the inIormation contained in
subproIiles.
In the remainder oI this unit, we will Iocus primarily on the reporting options available Ior
qualiIications and requirements. We will look at the reporting options available Ior the subproIiles
relevant Ior appraisals and development plans in later units.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-13
SAP AG 1999
ProfiIe EvaIuation: Entering Data
ProfiIes can be dispIayed in graphic form in a Iist. This Iist can
contain the subprofiIes of an unIimited number of objects
(even objects of different object types).
Objects
Person
Person
Person
..
Type
Sergio Garcia
Name
Fiona Astor
..
00009427
00023379
..
Object ÌD
......
Possible subprofiles
Person
Person
..
Type
Qualifications
Name
Potentials
..
......
SeIect object type and
enter object name
The subprofiIes from
which you can can
choose are Iisted here.
You can seIect the
object type you require.
Objects entered above
are dispIayed here



This graphic proIile evaluation list gives you an overview oI the proIiles oI persons, positions, and so
on.
You can speciIy which subproIiles you want to display Ior each object type.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-14
SAP AG 1999
ProfiIe EvaIuation: Graphic List
Qualifications
......
Potentials
Job
Social skills
Assertiveness
Team spirit
Language Skills
Ìtalian
Preferences
None found!
Points scale
Good
Language scale
Basic knowledge
Very good
Department Manager 02/01/1998 - 12/31/9999
Header data
Standardiz-
ation of
scaIes
SubprofiIes
01/12/2000
Profile 01 Current plan
Pers. no. 00001000
....... .........
Name Fiona Astor
....... .........



This list displays general inIormation Ior each object, and also inIormation speciIic to the subproIiles
you chose.
Example.
You speciIy that you want to display the Qualifications and Potentials subproIiles Ior the object type
Person. This means that the system will display qualiIications and potentials (but no preIerences or
dislikes) Ior all oI the employees you speciIied.
A standardized scale representation is used to make it easier Ior you to compare diIIerent
qualiIications/requirements.
You can save this list to Iile and/or print it out.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-15
SAP AG 1999
ProfiIe Matchup: Overview
Persons, appIicants,
users...
Job, position,
work center...
Requirements
QuaIifications



ProIile matchups enable you to compare qualiIications and requirements.
Example.
An employee's qualiIications are compared with the requirements oI the position which he holds.
ProIile matchups can also be used to determine an object's suitability (Ior example, how suitable a
person is Ior a position), and to establish iI any qualiIication deIicits exist.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-16
SAP AG 1999
ProfiIe Matchup: Data ModeI
QuaIifications
profiIes
Person
AppIicant
User
...
Requirements
profiIes
Job
Position
Task
Work center
...
Q
Q
Q
Q
Q
Q
Q
Q
Q
Q
Q
Q
Q



A proIile matchup (between a position and an employee, Ior example) involves comparing each
requirement oI the position (including the proIiciency required) with the corresponding qualiIication
oI the employee (including its proIiciency).
When you compare a qualiIication with a requirement, one oI the Iollowing scenarios can result:
The qualiIication IulIills the requirement exactly.
The qualiIication does not IulIill the requirement (that is, the proIiciency oI the qualiIication is
lower than is required, or does not exist at all).
OverqualiIication (that is, the proIiciency oI the qualiIication is higher than is required).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-17
SAP AG 1999
ProfiIe Matchup: Graphic List
Position
Key date: 12.01.2000 Profile matchup Plan version 01
Lilian Berg Marketing Assistant Person
Powerpoint
Application software Points scale
Excellent
Very good
Word Excellent
Good
Lilian Berg
Social skills Points scale
Communic. skills Very good
Very good
Other qualifications held by
Social skills Points scale
Average Willing to assume reponsibility
Language Skills Points scale
Excellent French



You can display the proIile matchup in the SAP List Viewer or as a graphic list (see slide).
The proIiciencies oI requirements and qualiIications are compared against each other.
Requirements and qualiIications are sorted by qualiIication group in the list. The scale and
corresponding proIiciencies oI each qualiIication group are also displayed.
A standardized representation oI the scale is used to make it easier to compare the qualiIications with
requirements visually.
II requirements are essential requirements, they are Ilagged accordingly.
II alternative qualiIications are included in the matchup, these might also appear in the list. II so,
they are Ilagged accordingly.
All qualiIications that are not speciIied in the requirements proIile, but which a person has anyway,
are output at the end oI the list.
You can save this list to Iile and/or print it out.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-18
SAP AG 2003
QuaIification Deficits
Position Person
Application software
Excel
Powerpoint
Word
Social Skills
Stress resistance
Communication
Team spirit
Position Person
Application software
Excel
Powerpoint
Social Skills
Communication
Limit the
profiIe matchup to
quaIification deficits



II you select the Qualification deficits onlv option, this will mean that the results oI the proIile
matchup will be restricted to entries where qualiIications are lacking (that is, the proIiciency oI the
qualiIication is lower than is required, or the qualiIication does not exist at all).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-19
SAP AG 1999
ProfiIe Matchup: Graphic DispIay
Team spirit
Stress management
ExceI Word
Communication
skiIIs
Powerpoint
WiIIingness to assume reponsibiIity
Marketing Assistant LiIian Berg
CaII graphic from
SAP List Viewer with :
French
10
20
30
40
50
60
70
80
90
100



In addition to the list Iormats already mentioned (graphic list or SAP List Viewer), you can also
display the proIile matchup with SAP Presentation Graphics.
This provides many additional display options Ior proIile matchups.
You can call SAP Presentation Graphics Irom either list display.
You can access conIiguration options Ior the graphic with the right mouse button.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-20
SAP AG 1999
Training proposaIs to
impart quaIification (or
proficiency) required
Training ProposaIs
Requirements QuaIifications
Japanese:
Average
Japanese:
Basic knowIedge
Prebook for
business event type
Book on business event
Japanese
Business event type
Assign a deveIopment
pIan and seIect items
DeveIopment pIan
Business event type
DeveIopment PIans
Impart Japanese skiIIs
(proficiency better than
"basic knowIedge")



II Personnel Development is integrated with Training and Event Management, you can use the
Generate training proposals Iunction. In this case, the system will propose training courses (business
events) that can provide any qualiIications that are missing. You can book employees onto courses
directly, or alternatively prebook them Ior business event types.
In the same way, iI you use the Development Plans component, you can also have the system
propose development plans that can provide the qualiIications required. You can assign a
development plan directly, and then copy items Irom this general development plan to a person's
individual development plan.
The system proposes only business events and development plans that result in the same or a higher
level oI proIiciency at the qualiIication (compared to current proIiciency in the Qualifications
subproIile oI the person in question).
Example.
A mechanical engineer is to work in Japan Ior a longer period oI time. However, her proIile matchup
against the new position in Japan shows that she does not have suIIicient language skills. Since
Personnel Development is integrated with Training and Event Management, the system proposes
Japanese courses which will give the engineer the skills she needs Ior her new position. She is
booked directly onto one oI these courses.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-21
SAP AG 1999
Obtaining QuaIifications
Transfer Transfer
quaIification quaIification
QuaIification deficit
Attendance booking
Business event
attendance
Training and Event
Management
DeveIopment
PIans
Assign deveIopment
pIan
Status
"CompIeted
successfuIIy"



II a person attends a training course (business event), this might mean that the person will have an
additional qualiIication at the end oI the course. In the Iollow-up activities to the business event, this
qualiIication and its proIiciency are transIerred to the attendee. The deIault proIiciency can be
changed Ior individual attendees.
In the standard system, iI an employee completes a development plan successIully, the qualiIications
assigned to the development plan (and the corresponding proIiciencies) can be copied to the person's
qualiIications proIile. In Customizing, you can speciIy whether the qualiIications should be copied
automatically in the background, or iI this operation should be conIirmed by users Iirst.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-22
SAP AG 1999
Finding Objects for QuaIifications (1)
QuaIifications required
Name Ess. O.. Proficiency Proficiency
AbiIity to handIe stress
Communications skiIIs
SaIes skiIIs
Business French
Above average
Above average
Very good
Very good Native speaker
Specifying
quaIifications
Entries regarding
proficiencies required
"EssentiaI
requirement" fIag
SeIect specific
quaIifications
Specify profiIes



You can use the Find Obfects for Qualifications report to search Ior persons (applicants, etc.) who
have speciIic qualiIications. You can also speciIy that a speciIic proIiciency is required Ior each
individual qualiIication. You can restrict your selection Iurther by entering Iurther selection criteria.
Examples.
Finding persons with speciIic qualiIications
Selecting suitably qualiIied applicants
Searching within an organizational unit to Iind suitable people to work on a project team
IdentiIying employees who exceed/Iall short oI the qualiIication criteria speciIied
When you speciIy the qualiIications Ior which you are trying to Iind objects, you can select
qualiIications individually Irom the qualiIications catalog and/or you can take the
qualiIications/requirements proIiles oI objects oI your choice and adapt them to your needs.
When you speciIy the proIiciencies you are looking Ior, you can enter individual values or value
ranges, and you can also speciIy that certain conditions must be met.
Furthermore, by setting the Essential requirement Ilag Ior a qualiIication, you can speciIy whether
the object you are looking Ior has to have the qualiIication in question. II you set the Essential
requirement Ilag Ior a qualiIication, then only objects with at least this qualiIication will be selected.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-23
SAP AG 1999
Finding Objects for QuaIifications (2)
Restrict to
specific
object types
QuaIifications
required
PossibIe set of hits
AppIicants
Persons
........
Other seIection options
ExampIe:
OnIy empIoyees
(object type Person)
Other
restrictions
(depending on
seIected
object types)
+
ExampIe:
Object type Person
FieId seIection
PersonneI area 1300
EE subgroup DU
Org. structure
Org. unit: SaIes Dept.
ExampIe:
Object type Person
AvaiIabiIity
12.09.2000 -
31.03.2001
AvaiIabiIity
+ + +



You can limit your search to objects oI speciIic object types. For example, you might wish to restrict
your search to employees (object type P), or to applicants (object type AP).
Depending on the object types you speciIy, you can then go on to limit your search even Iurther. For
example, you might limit your search to objects oI the object type Person, and then speciIy that the
persons must belong to a particular organizational units and restrict the selection even Iurther to
speciIic personnel areas, employee subgroups, and so on (inIotype data). The ad hoc query is the
basis Ior deIining these selection criteria by selecting Iields.
In addition, you can use the criteria availabilitv when searching Ior persons with qualiIications
(object type P). This is checked via the interIace with Time Management. The resulting hit list oI
persons is restricted to persons that are available Ior a certain number oI days in the planning period.
The list generated by the report contains the objects that BOTH have the qualiIications and
proIiciencies speciIied AND also IulIill the other selection criteria.
Planning objects with alternative qualiIications will also be listed iI you have speciIied this in the
user-speciIic settings.
Note.
Customers can extend the selection options Ior the report using a Business Add-In (reIer to the slide
Business Add-Ins in Personnel Development in the Appendix Ior details).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-24
SAP AG 1999
Overview: Reporting Options for OrganizationaI
Unit
ProfiIe Matchup:
Position/HoIder
QuaIifications
Overview
ProfiIes
Expired
QuaIifications



You use the report Profiles in an Organi:ational Unit to display the subproIiles oI all planning
objects (positions, holders oI positions, jobs that describe the positions, and so on) within a speciIic
organizational unit. You can also limit your selection to speciIic subproIiles.
The report Profile Matchup. Position/Holder for Organi:ational Unit compares the requirements oI
all the positions in one or more organizational units with the qualiIications oI the people who hold
these positions. You can restrict your selection to situations involving qualiIication deIicits. II
Personnel Development is integrated with Training and Event Management, or iI you also use the
Development Plans component, you can also display suitable training proposals.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-25
SAP AG 2003
First-aid experience
License to transport
dangerous goods
Qualification Start date End date
14.01.1998
27.03.1995
13.01.2000
26.03.2000
OrganizationaI Unit: Expired QuaIifications
Specify the evaIuation period
ExampIe: 01.01.2000 - 31.03.2000
List of aII empIoyees in the
org. unit who have
quaIifications that expire
within the evaIuation period
Editing options
Training proposaIs
QuaIification view



You use the report Expired Qualifications to generate a list oI all the planning objects in an
organizational unit that have qualiIications that have expired/will expire during the evaluation period
(sometimes called reporting period). The list tells you which planning objects are aIIected and gives
details oI the qualiIications and their validity periods.
II Personnel Development is integrated with Training and Event Management, or iI you also use the
Development Plans component, you can generate training proposals that are suitable Ior
reIreshing/renewing the qualiIications in question.
You can choose between a planning object view and a qualiIication view:
In the planning object view, each planning object is listed along with the qualiIications it has that
are about to expire
In the qualiIication view, each qualiIication about to expire is listed along with the planning
objects that this aIIects
You can go directly Irom each planning object to the transaction Ior displaying its proIile and to the
transaction Ior career planning.
The standard system comes with a standard workIlow that can be used to monitor the validity
periods oI the qualiIications assigned to planning objects. This workIlow is based on the validity
deIined in Customizing Ior the qualiIication in question. You can use this workIlow to inIorm an
appropriate person (the responsible course instructor, the employee's supervisor, and so on) that the
qualiIications in question are about to expire. This means that the person in question can introduce
measures that will renew/extend the qualiIications in question.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-26
SAP AG 1999
Other Reporting Options
Objects with UnevaIuated
QuaIifications/Requirements
SeIect object type
List of aII objects of the object
type seIected that have
unevaIuated quaIifications/
requirements
PossibIe to go to profiIe
maintenance directIy
ProfiIes
Objects With No QuaIifications/
Requirements ProfiIe
SeIect object type
List of aII objects of the object
type seIected that have no
quaIifications/requirements
profiIe
PossibIe to go to profiIe
maintenance directIy
Other
List of AIternative QuaIifications
The Iist that is generated contains information on the
QuaIification
Assigned aIternative quaIification
RepIacement percentage
VaIidity period



The report Obfects With Unevaluated Qualifications/Requirements generates a list iI all the objects
oI a speciIic object type that have qualiIications or requirements with the status Unevaluated.
The report Obfects Without a Qualifications/Requirements Profile generates a list oI all the objects
oI a speciIic object type to which no qualiIications or requirements have been assigned.
You can go directly Irom an object in either list (a person, Ior example) into proIile maintenance.
The report List of Alternative Qualifications generates a list oI all qualiIications Ior which alternative
qualiIications have been deIined. The replacement percentages are also displayed in the list.
The report Prebookings per Attendee can be Iound under the miscellaneous reports. This report
generates a list oI prebookings Ior business event types. It can be run Ior several objects oI the same
object type at the same time (e.g. Ior several employees). You can only run this report iI you have
also implemented the Training and Event Management component.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-27
SAP AG 1999
PIanning for an OrganizationaI Unit
S
P
You can execute aII
reIevant PersonneI
DeveIopment functions
directIy from the
graphic dispIay.
O O
C
Entire PersonneI Entire PersonneI
DeveIopment functionaIity DeveIopment functionaIity
Graphic dispIay of the objects Graphic dispIay of the objects
beIonging to an org. unit beIonging to an org. unit



By using the Planning for an Organi:ational Unit Iunction, you can restrict your personnel
development scenario to one organizational unit.
The Iollowing objects appear in the graphic display:
Organizational unit
Job
Position
Person
User
You can enter a speciIic organizational unit Ior which you want to plan when you are perIorming the
planning Iunction in question. Once you have entered the organizational unit, it is written
automatically to your temporary user-speciIic settings.
You can also speciIy a deIault organizational unit in the permanent and temporary user-speciIic
settings. In this case, the organizational unit speciIied here is deIaulted automatically when you
choose the Planning for an Organi:ational Unit Iunction.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-28
SAP AG 1999
PIanning for an OrganizationaI Unit: Procedure
HR Assistant
HR Department Manager
Department Manager
Max Lund
Assistant
Ricarda Sanders
........
HR Department
SeIect the objects you
require, then execute
the function
Graphic dispIay
Org. unit
Position
Job
Person
User



You can perIorm all the Change, Display and reporting Iunctions oI Personnel Development directly
Irom the graphic display. You simply select the objects you require, and execute the Iunction.
Example.
You want to analyze speciIic HR department employees to see how suitable they are Ior the position
oI HR Department Manager. You need to perIorm a proIile matchup Ior these employees and the
position. To do this, you select the employees and the position in the graphic display, and then
choose the Profile matchup Iunction.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-29
SAP AG 1999
Creating and EvaIuating ProfiIes: Unit Summary
ProfiIes are used to store speciaI information
on objects. ProfiIes have a header and a number
of subprofiIes. SubprofiIes can contain
information on quaIifications, requirements,
preferences, and so on.
There are many ways of using and evaIuating
this information on quaIifications and
requirements (for profiIe matchups, for exampIe,
or for finding objects for specific quaIifications).
When you are pIanning for one organizationaI
unit, you can execute PersonneI DeveIopment
functions directIy from the graphic dispIay of
the organizationaI unit in question.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-30


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-31
Exercises

Unit: Creating and Evaluating Profiles
Topic: Subprofiles

• Set up subproIiles Ior positions and employees.
• PerIorm proIile matchups

Requirements proIiles are deIined Ior the ## Marketing
Department positions. QualiIications, preIerences and potentials
are stored in the system Ior the employees hired to Iill these
positions. You are also responsible Ior running other evaluations
(reports).
Note:
Replace the place holder ## with your group number

1 Creating Subprofiles
1-1 Creating a Requirements subprofile for a position
The Assistant position (the Iirst assistant position in your organizational
structure Org Units Training Group ~ Training International ~ Marketing ~ ==
Marketing) is described by the job Assistant. Requirements have already been
deIined Ior this job. These requirements are inherited by the position
automatically. The validity oI these new position requirements should apply
Irom the Iirst oI the month through 12/31/9999.
Store the Iollowing additional requirements Ior the Assistant position. Please
choose the qualiIications you created under your QualiIication Catalog Group
##.
• Graphical layout
• Knowledge oI HTML
• Corel Draw
• Photoshop
• English
Assign proIiciencies oI your choice to these requirements.
Flag some oI these requirements as essential requirements.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-32

1-2 Creating Qualifications, Potentials, Preferences and Dislikes subprofiles for
employees
The ##-Manager position (the second Manager position in your Marketing
organizational structure) is occupied by Mr. Simon Miller (personnel number
510995##).
Assign Mr Simon Miller the Iollowing qualiIications in the Qualifications
subprofile:
• Team work Above average
• Leadership Average
• Knowledge oI Multmedia Average
• Conceptual thinking High
• Marketing skills Very high
• Verbal, Written, Communicative Skills Adequate
• English Native speaker
• Graphical Layout Your choice
• Willingness to Assume Responsibility Adequate
• First aid course Yes

Note:

The Iirst aid course has a validity oI 2 years. The start date oI the validity
should be a date Irom last year.
II the proIiciencies named above do not exist, choose a similar proIiciency.
Assign Mr Simon Miller the potential Ior the position ##Head of Department
(in vour== Martketing Org Unit.
Mr Simon Miller has also expressed a preference Ior the Iollowing:
• Sales Manager (job)
• ## Head oI Department (position, in your ## Marketing Department)
Note:

You can Iollow the structure search under Org units Training Group ~ Training
international ~ Marketing ~ == Marketing ~ == head of Department

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-33
2 Evaluating Profiles
2-1 Display the report Ior subproIiles that you created Ior the positions ##-Assistant
and ##-Manager, as well as those Ior the employee Mr. Simon Miller
(personnel number 510995##). Please only evaluate Mr Miller`s Qualifications
and Potentials subproIiles. His other subproIiles should not appear in the list.

3 Performing Profile Matchups
3-1 Profile Matchup: Position/Holder
Compare Simon Miller`s (personnel number 510995##) qualiIications with the
requirements oI the position he holds (==-Manager). Which requirements are
met precisely (that is, the proIiciencies oI both qualiIication and requirement are
the same)? Does Mr Miller have any qualiIication deIicits? Is Mr Miller
overqualiIied in some areas?

Book Mr. Miller to the business event Communicate with Customers.
Note:
II there is not a suitable business event date, then choose the prebook Iunction.

4 Find Objects for Qualifications
4-1 Your company is looking Ior employees to work in a project team which will
decide where a new sales oIIice should be located.
The requirements proIile oI the job Head of Department is taken as the basis Ior
this search.
II necessary, delete some oI the requirements Irom the list oI required
qualiIications.
Restrict your search to employees (object type P). Furthermore, you only wish
to include employees who belong to personnel area CABB and employee
subgroup X0 (salaried employees).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-34
5 Expired Qualifications
5-1 In your company, checks are run regularly to see iI any qualiIications are about
to expire so that the appropriate training measures can be implemented in a
timely manner.
Check to see iI any employees in the Marketing Department ##-Marketing have
qualiIications that are going to expire this year.
Also display training proposals Ior employees where this is the case. II there are
date proposals, you can enroll the employee in the business event, iI no business
events are available prebook your employee into the event.

6 Qualifications overview
6-1 Display a qualiIications overview Ior your Marketing Department ##-
Marketing.

7 Optional Exercises: Planning for an organizational unit
7-1 Performing profile matchups from the structural display of an
organizational unit
Run the Iollowing matchup Irom the structural display Ior the Marketing
Department ##-Marketing:
Compare the qualiIications proIile oI the manager (Ior example, Simon Miller,
personnel number 510995##) and the Marketing employee with the
requirements oI the Department Manager position.
Note:
II you want to execute evaluations Ior another organizational unit, choose the
menu Jiew other organi:ational unit and select a diIIerent organizational key
there.

7-2 Finding objects for qualifications (starting from the structural display of
your marketing department using the planning for an organizational unit
transaction)
Find objects Ior qualiIications (starting out Irom the structural display oI your
Marketing Department).
You want to Iind employees who meet the requirements deIined Ior the position
Department Manager.
Note:
Remove the Essential requirement Ilag Ior some oI the requirements oI this
position.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-35
Solutions


Unit: Creating and Evaluating Profiles
Topic: Subprofiles

1 Creating Subprofiles
1-1 Creating a Requirements subprofile for a position
1-1-1 Creating additional requirements for the position Marketing
Assistant
In the Personnel Development menu, choose:
Profile → →→ → Change
The Person. Change Profile screen. In the upper leIt screen (Search
area) under Find bv, Iind the object type Position and click the icon
beside position to display the underlying texts. The search tools
available Ior searching Ior objects oI this type are displayed.
Choose the Structure search, Ior example. The organizational structure
now appears in the lower part oI the screen (selection area). Expand the
organizational structure up to your Marketing department ##-Marketing
and its positions (→ Org Units Training Group → Training
International → Marketing → ## Marketing) and choose the Iirst
position Assistant oI your Marketing department by double-clicking.
In the right screen area (work area), enter the key date as the Iirst day oI
the current month . Click the Execute icon (or choose Profile → →→ →
Execute). The Position. Change Profile window appears. The system
displays the requirements oI the position Marketing Assistant that have
been inherited Irom the job Assistant.
To deIine new requirements in the proIile, click the Create icon on the
bottom leIt (or choose Requirements → Create). Select (using one oI
several diIIerent search options) the qualiIications you require (see
exercises) Irom the qualiIications catalog, and then click the Continue
icon.
To assign a proIiciency to a requirement, position your cursor on the
Proficiencv Iield, and click the down-arrow to the right oI this Iield. The
system displays the proIiciencies oI the scale deIined Ior the
qualiIication group to which the qualiIication belongs.
To view proIiciencies descriptions, click the Descriptions pushbutton.
.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-36
.
Note:
ProIiciencies descriptions are not maintained Ior all qualiIications in the
system.
Select the proIiciency you require by positioning your cursor on this
proIiciency, and then clicking the Continue icon (or simply by double-
clicking the proIiciency in question).
To deIine a requirement as an essential requirement, select the Ess. ( ÷
Essential requirement) Iield.
Save your entries.

1-2 Creating Qualifications, Potentials, Preferences and Dislikes subprofiles for
employees
1-2-1 Accessing profile maintenance for persons
Choose:
Human Resources → →→ → Personnel Management → →→ → Personnel
Development → →→ → Profile → →→ → Change
The Person. Change Profile screen. In the search area under Find bv,
select the object type Person. A dialog box appears where you can
search Ior the person by entering a search string. (As in the Iirst search,
you can Iirst click the icon beside Person and use any oI the search tools
available to search Ior objects oI this object type).
Enter the person`s surname (Miller, Ior example), press Enter and in the
selection area select the person you are looking Ior Irom the list (Simon
Miller - 510995==).
Double-click the person you are looking Ior and the pertinent data is
displayed Ior editing in the work area.

1-2-2 Creating a Qualifications subprofile
You are on the Person: Change Profile screen. Make sure that the
Qualifications tab page is active (that is, at the Iront). II it is not, click
on it. You can now maintain the Qualifications subproIile.
To insert qualiIications in this subproIile, click the Create icon (or
choose Qualifications -~ Create). Select the qualiIications you require
(see exercises) Irom the qualiIications catalog (using one oI several
search options) , and then click the Continue icon. To assign a
proIiciency to a qualiIication, position your cursor on the ProIiciency
Iield, and click the down-arrow to the right oI this Iield. The system
displays the proIiciencies oI the scale deIined Ior the qualiIication group
to which the qualiIication belongs.
To view proIiciencies descriptions, click the Descriptions pushbutton.
.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-37
.
Select the proIiciency you require by positioning your cursor on this
proIiciency, and then clicking the Continue icon (or simply by double-
clicking the proIiciency in question).
Enter a relationship start date oI your choice in the Start date Iield.
Exception:
SpeciIy a start date Irom last year Ior the qualiIication First aid course.
The end date is set automatically by the system (Ior example, iI this
qualiIication has a validity oI 2 years, the end date will be set as 2 years
aIter the start date). The proIiciency is proposed, since a Yes/No scale is
used Ior this qualiIication.
Save your entries

1-2-3 Creating a Potentials subprofile
To deIine a potential Ior Mr Simon Miller, go into proIile maintenance
(proceed as described in 1-2-1), and click the Potentials tab page. Then
click the Create icon (or choose Potentials -> Create). Select the object
type Position by positioning your cursor on the object type Position, and
then clicking the 1ransfer icon. Use the search help to select the
position ## Head of Department. SpeciIy the Iirst day oI the current
month as the start date. Save your entries

1-2-4 Creating a Preferences subprofile
To deIine preIerences, go into proIile maintenance (proceed as described
in 1-2-1), and click the Preferences tab page. Then click the Create icon
(or choose Preferences -> Create). Select the object type you require
(Job/Position/Qualification) by positioning your cursor on the
corresponding line, and then clicking the 1ransfer icon. Enter the object
concerned (Ior example, Sales Manager job), using input help. Accept
the data proposed as the start date.
Save your entries

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-38

2 Evaluating Profiles
2-1 In the Personnel Development menu, choose:
Information System → →→ → Reports → →→ → Profiles
The Profile Evaluation screen appears.
II the object type Person has not already been initialized, choose this using
input help. Enter the employee`s surname (Miller) in the Name Iield, and then
choose Enter. Select the person you want (Simon Miller, personnel number
510995##) Irom the list oI employees with the surname Miller, and conIirm
your selection by choosing Enter. Alternatively, you can use the search help
Iunction. You can alternatively enter the personnel number directly.
To include positions in the list also, click the Iield containing the object type,
and select the object type Position.
Since the abbreviations Ior positions are not easy to remember, it is probably
better to use the search help Iunction: Click the scroll button oI the entry Iield
and use the structure search as the input help to Iind your Marketing department
##-Marketing. Choose the positions ##-Manager and ##-Assistant Irom the
positions executed.
In the Possible subprofiles area at the bottom oI the Profile Evaluation screen,
deselect all the subproIiles that you do not want to evaluate Ior the persons (Ior
example, the subproIiles Preferences, Dislikes).
Now click the Execute icon (or choose Profiles -> Execute).
The proIiles (or selected subproIiles) oI the employees and positions in question
are displayed.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-39
3 Performing Profile Matchups
3-1 Profile Matchup: Position/Holder
3-1-1 Running a proIile matchup
II you are in a person`s proIile, you can run a proIile matchup to
compare this person`s proIile with the requirements proIile oI the
position he/she holds. You can also run this proIile matchup Ior the
requirements proIile oI the position.
In the Personnel Development menu, choose:
Profile → →→ → Display or Profile → →→ → (Change)
In the Search area, select the object type Person, select the search help
Search term, and enter the employee`s name.
The requested employee is displayed in the selection area. Double-click
the employee`s name and the pertinent data is displayed Ior editing in
the work area.
Click the (Matchup with) current position icon at the top oI this screen.
You can display the proIile matchup in a graphical list.

3-1-2 Restricting the matchup to qualification deficits only
In the results list oI the proIile matchup (see 3-1-1), click the Editing
options pushbutton (or choose Jiew → →→ → Editing options).
In the Profile Matchup dialog box that appears, also select the option
Qualification deficits only and then click the 1ransfer icon. The system
thereby still only displays any qualiIication deIicits that the person has
with regard to the position in question.

3-1-3 Displaying business events, bookings and prebookings
On the screen where the proIile matchup is displayed, click the Editing
options pushbutton again.
In the Profile Matchup dialog box which appears, select the option
Cenerate training proposals (and, iI you wish, the option Qualification
deficits only) and then click the 1ransfer icon.
II any qualiIication deIicits exist, the system displays any training
courses (business events) and development plans that will correct this
situation.
.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-40
.
To make a booking or prebooking, position the cursor on the required
business event type, and choose Edit → →→ → Further training, or click the
icon that appears to the leIt oI the business event type. The Book
Attendance screen appears: Data Screen appears.
• To make a booking Ior a business event, select the date you require
Irom the business events on oIIer, and then click the Book
pushbutton on the bottom leIt. You have made the booking. II you
receive an error message (Ior example, that the participant you want
to book onto a business event does not meet the prerequisites),
choose the Prebook Iunction.
• To make a prebooking Ior a business event type, choose Attendance
→ → → → Prebook or click the Prebook pushbutton. On the Prebook
Attendance. Data screen that appears, click the Prebook (disc
symbol) button. You have made the prebooking. Now choose Exit.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-41
4 Find Objects for Qualifications
4-1 In the Personnel Development menu, choose:
Information System → →→ → Reports → →→ → Search → →→ → For Qualifications
The Find Obfects for Qualifications screen appears. In the upper leIt screen
(Search area) under Find bv, Iind the object type Job and double-click it. The
dialog box Ior the search using search term appears.
Enter the Head of Department
.
The requested job now appears in the lower part
oI the screen (selection area). Double-click the job. The system displays the
requirements deIined Ior this job in the work area. In the standard system, the
operator At least (Operator ~÷) is applied to the proIiciencies oI the
qualiIications in the proIile selected. However, you can change this operator.
To delete the qualiIications Irom the list oI qualiIications required, select the
qualiIications in question, and then click the Delete qualification icon (which
you will Iind at the bottom oI the Qualifications required group box).
Then position your cursor in the Proficiencv Iield Ior one oI the qualiIications,
click the down-arrow to the right oI this Iield, and select the proIiciency
Average by double-clicking it. Select the operator At least (that is, greater than
or equal to '~֬).
Click the Restrict to obfect tvpes tab page. Deselect all object types except Ior
the object type Person.
Now click the Restrict further tab page.
Leave the deIaulted object type as Person. Select the down-arrow oI the input
Iield to the right oI the Iield Ior the object type. II a search help option has
already been set, you can select another appropriate search help by selecting the
Other search help button at the bottom oI the popup.
In the Organi:ational Assignment tab page that appears, click the Free search
icon on the top right.
Enter the value X0 Ior the employee subgroup, and the value CABB Ior the
personnel area.
Click the Transfer button, The number oI persons to be selected using the
search criteria speciIied is displayed.
Choose the Iunctions Select All and Enter. Thereby, the persons Iound are
listed in the Restrict further tab page.
Then, to Iind objects Ior the qualiIications speciIied, click the Execute icon (or
choose Search -~ Execute).
Note:
II a results list is not displayed, go back, and use the search Iunction again.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-42
5 Expired Qualifications
5-1 In the Personnel Development menu, choose: Information System → →→ → Reports
→ →→ → Organizational Unit → →→ → Expired Qualifications.
In the Search term Iield, enter the abbreviation Ior your Marketing Department
##-Marketing, or use the search help Iunction Ior the Organi:ational unit Iield.
Enter the evaluation period start date as January 1 oI the current year, and the
end date as December 31. 9999.
Under Editing options, select Generate training proposals.
Choose Execute, or Program → →→ → Execute.
The system displays a list oI employees who have qualiIications that expire this
year.
To book an employee in one oI these business events, position your cursor on
the event in question, and choose Edit → →→ → Book training.
Select a business event Irom the events on oIIer, and click the Book pushbutton.
II no dates are proposed, you can use the Prebook Iunction.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-43
6 Qualifications overview
6-1 In the Personnel Development menu, choose: Information System → →→ → Reports
→ →→ → Organizational Unit → →→ → Qualifications Overview.
In the Search term Iield, enter the abbreviation Ior the Marketing Department,
or use the search help Iunction Ior the Organi:ational unit Iield.
Leave the key date as it is (today`s date).
Click the Execute icon, or choose Program → →→ → Execute.
The qualiIications that exist in the organizational unit in question are displayed
and sorted by qualiIication group. The employees who hold the qualiIications in
question are also listed.

7 Optional Exercises: Planning for an Organizational Unit
7-1 Performing profile matchups from the structural display of an
organizational unit
To make temporary user-speciIic settings Ior planning Ior organizational units,
proceed as described in 7-1-1 or 7-1-2.

7-1-1 Entering the organizational unit manually
On the initial screen, choose Human Resources → →→ → Personnel
Management → →→ →Personnel Development → →→ → Planning for
Organizational Unit.
Then select the organizational unit ==-Marketing (using the structure
search Iunction, Ior example).
The Marketing Department ##Marketing will be saved to your
temporary user-speciIic settings.

7-1-2 Making user-specific settings
On the initial screen, choose Human Resources → →→ → Personnel
Management → →→ →Personnel Development → →→ → Settings → →→ → User-Specific.
In the Structure access section oI the screen that appears, enter your
Marketing Department (using the structure search Iunction, Ior example)
in the Organi:ational unit Iield, and then choose Enter.
To apply these settings to the current terminal session only, click the Set
temporarily pushbutton.
Then choose Personnel Development → →→ → Planning for Organizational
Unit.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 4-44
7-1-3 Performing profile matchups from the structural display of an
organizational unit
You are on the Planning for Organi:ational Unit screen and your
organizational unit Marketing department ==-Marketing and its
positions are displayed.
Position your cursor on the Marketing Department, and click the
Expand all icon (or choose Edit Expand all).
Select the holders oI the Marketing emplovee and Marketing Manager
positions displayed by Ilagging the checkbox to the leIt oI the
employees' names. Select the position Department Manager in the same
way.
Then choose Aavigation Reporting Profile matchup or click the
Profile matchup pushbutton. The system displays the proIile matchups.

7-2 Finding objects for qualifications (from the structural display of an
organizational unit)
Choose Personnel Development → →→ → Planning for Organizational Unit.
You are on the Planning for Organi:ational Unit screen and your organizational
unit Marketing department ==-Marketing and its positions are displayed. Select
the position Department Manager, and then click the Find objects for
qualifications pushbutton (or choose Aavigation → →→ → Reporting→ →→ → Find objects
for qualifications).
On the Find Obfects for Qualifications screen, you will see the requirements oI
the position displayed as 'qualiIications required.¨ The deIault operator Greater
than or equal to has already been applied to the proIiciencies oI the
qualiIications.
Choose Execute, or in the menu Search → →→ → Execute.








F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 5-1
SAP AG 1999
System Settings for QuaIifications and
Requirements
IMG Customizing
Overview of system settings for PersonneI DeveIopment
System settings for quaIifications and requirements
Contents:




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 5-2
SAP AG 1999
System Settings for QuaIifications and
Requirements: Unit Objectives
At the end of this unit, you wiII be abIe to:
Describe the concept behind IMG Customizing
Make system settings for quaIifications and
requirements




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 5-3
SAP AG 2003
System Settings for QuaIifications and
Requirements: Business Scenario
Last year, the systems support team customized
the standard system to meet the requirements of
your company. You pIayed a consuItative roIe in
this process. The system settings were made after
you and your coIIeagues drew up a detaiIed concept
for the structure and setup of the quaIifications
cataIog.
You have decided to use the profiIes set up
in the SAP standard system. The PersonneI
DeveIopment and PersonneI Administration
components are integrated for quaIifications.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 5-4
SAP AG 1999
The ImpIementation Guide (IMG)
SAP Documentation
Concept
Recommendations
Prerequisites
Activity
HTML/ SAPscript
for outputting text
Activities
Go into Customizing
transactions
Project Management
Status management
ScheduIing
Resources
Connection
to MS Project
Project
Documentation
Structured
appropriateIy
MS Word used
as editor
GIobaI Settings
Currencies
CaIendars
Documentation is avaiIabIe for
every activity in the IMG .
You can execute aII activities
directIy from the IMG structure.
Functions are avaiIabIe to heIp you
manage and document your
impIementation project.
IMG
Countries



You use the IMG to help you make system settings. The IMG helps you make system settings Ior all
applications in the R/3 System.
The IMG is divided up into diIIerent application areas. With an application area, the individual
activities appear in the sequence in which they should be processed.
Technically, the IMG is a hierarchical structure. You can perIorm the Iollowing Iunctions directly
Irom this structure:
Access SAP documentation.
Here, you will Iind the inIormation you need to make the system settings you require.
Call up Customi:ing transaction.
Here, you actually make the appropriate system settings.
Go to profect management.
You can go into project management Ior every Customizing step. This allows you to enter a status,
deadlines, and resources. You can also speciIy how much progress has been made.
Go to profect documentation.
You can produce project documentation Ior each Customizing step.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 5-5
SAP AG 2006
IMG: PersonneI DeveIopment
Personnel Development
Basic Settings
Ìntegration
Master Data
Functions
Tools
Employee Self-Service (ESS)
Development plans
The IMG for PersonneI
DeveIopment is divided
into 9 areas:
Basic Settings
Integration
Master Data
Functions
TooIs
EmpIoyee SeIf-Service
(ESS)
DeveIopment pIans
Objective Setting and
AppraisaIs
AppraisaI Systems
Objective Setting and Appraisals
Appraisal Systems



You will Iind the settings you have to make Ior Personnel Development under the IMG topic called
'Personnel Development.'
Some oI the system settings we will look at apply to all components oI Personnel Development, and
not just to the Qualifications and Requirements component (the settings you make in the activities
entitled Edit Organi:ational Plan and Define Profile Jiew, Ior example).
For this reason, please do not regard the way in which the various Customizing activities have been
distributed among the various units as being absolutely authoritative. Instead, try to see the various
components in Personnel Development as being tightly intertwined.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 5-6
SAP AG 1999
Basic Settings
The IMG topic "Basic Settings" contains generaI settings for
Human Resources (maintaining number ranges, infotypes,
reIationships, and so on).
Personnel Development
Basic Settings



These settings are explained in detail in course HR505 (Organizational Management).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 5-7
SAP AG 1999
Edit OrganizationaI PIan
Personnel Development
Master Data
Edit Organizational Plan
Depiction of a
company's structure



The organizational plan shows how your company's structure is depicted in the SAP System.
II you want to use Personnel Development, but do not want to implement all oI Organizational
Management, you can depict the structures required Ior Personnel Development here.
Note.
The organizational plan is explained in detail in course HR505 (Organizational Management).



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 5-8
SAP AG 1999
Customizing CheckIist for QuaIifications and
Requirements
Integration with PersonneI Administration/Recruitment
Integration
Transfer QuaIifications from PersonneI Administration
Transfer QuaIifications from Recruitment
Edit ScaIes
Master Data
Edit QuaIifications CataIog
Define ProfiIe View
Functions
Copy Requirements ProfiIes to Position HoIder(s)
TooIs
QuaIifications ProfiIe: Mass Data Maintenance



The Customizing checklist in the slide above shows the various Customizing activities that aIIect the
Qualifications and Requirements component. We have already discussed how you edit the
development plan catalog, so we do not need to go into any Iurther detail about this here.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 5-9
SAP AG 1999
Integration with QuaIifications
PersonneI DeveIopment PersonneI Administration
Infotype 0024
QuaIifications
Person
QuaIification
Q
P
Integration switch for PersonneI Administration/ Recruitment
Group Sem. abbr. VaIue abbr. Description
PLOGI QUALI 1 A032Q Ìntegration switch for qualifications



In Personnel Administration, you have the option either oI using inIotype 0024 or oI using Personnel
Development subproIiles to create qualiIications.
II you wish to manage qualiIications in Personnel Development, you must activate the integration
switch between the Personnel Administration and Personnel Development components. You do this
in the Personnel Development section oI the IMG.
II this integration switch is activated, and you use transaction PA30 (Maintain HR Master Data) to
call up inIotype 0024, you will go to the proIile oI the person in question. From here, you can then
work through the tasks you wish to carry out.
Important.
Integration will only take eIIect iI an active plan version has been speciIied Ior switch PLOGI
PLOGI.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 5-10
SAP AG 1999
Transferring QuaIifications from PersonneI
Administration and Recruitment
Transfer quaIifications
from:
PersonneI Administration
Recruitment
RHQINTE0
RHALTD00
RHQINTE1
RHALTD00
Pers. no.
.....
Valid
Qualification
....... .......
...... ......



II you have already created qualiIications in Personnel Administration, and then you activate
integration, you can use reports RHQINTE0 and RHALTD00 to transIer these qualiIications to
Personnel Development.
Report RHQINTE0 generates a batch input session with the appropriate qualiIications and
relationships in question. This batch input session is imported into the system by report RHALTD00
(this is the actual point at which the data is transIerred). The inIotype 0024 records oI the persons
aIIected are deleted.
Note.
The qualiIications are transIerred with their original object ID. II, however, a qualiIication with the
same object ID already exists in Personnel Development, it is presumed that these qualiIications are
the same.
QualiIications are transIerred to Personnel Development Irom Recruitment in the same way as Irom
Personnel Administration. The reports used Ior this transIer are RHQINTE1 and RHALTD00.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 5-11
SAP AG 1999
Edit ScaIes
1
ID ScaIe
Edit ScaIes
2
3
Language scaIe
Yes/No scaIe
5-point scaIe
1
ID Specification
Proficiencies
2
3
Low
Average
4 Good
5 ExceIIent
Average proficiency
for AbiIity to get on
with others
Gets on with coIIeagues
and customers
Average proficiency
for Independence and
initiative
Knows when to act,
and performs the
necessary activities
BeIow average



You create and change proIiciency scales in Customizing. You speciIy a unique ID and a name Ior
each scale. You must also speciIy proIiciencies Ior each scale.
You must use qualitv scales to enter proIiciencies Ior qualiIications. Every proIiciency has to have a
unique ID and name. Each scale can contain up to 9999 proIiciencies, and each oI these can have a
user-deIined proIiciency text.
To ensure that depreciation meter values and suitability percentages are calculated correctly, you
must deIine proIiciencies in ascending order (that is, the proIiciency with the highest value in the ID
Iield must be the highest (best) proIiciency oI a qualiIication). The lowest proIiciency must have the
value 1; all subsequent proIiciencies must be numbered consecutively.
You can enter a descriptive text Ior all proIiciencies oI every qualiIication and qualiIication group in
the qualiIications catalog.
Note.
In the Qualifications and Requirements component, you cannot use the proIiciency 0 Ior rating
qualiIications or requirements.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 5-12
SAP AG 1999
Define ProfiIe View
O.. No. Name Report Screen D..
P
P
1
2
Person
Person
SAPLRHPP
SAPLRHPP
2010
2010
02
00
Name Report Screen Icon
1
2
QuaIifications
PotentiaIs
SAPLRHPP
SAPLRHPP
2101
2200
...
....
Name
CP
PD
Compensation Mgt
PersonneI DeveIopment
Views
Header definition
Definition of
subprofiIes
Header assignment
SubprofiIe assignment
Which header
for which
object type in
which view?
Which subprofiIes
for which object
type in a view?



In this step oI the IMG, you deIine the proIile views that should be available Ior various object types
in diIIerent components.
Every proIile has a header containing general inIormation on the object (in the case oI persons, Ior
example, this might be inIormation such as personnel number, personnel area, and so on), and also a
number oI subproIiles (Qualifications, Potentials, and so on, in the case oI persons).
By deIining diIIerent views Ior the various components, you can speciIy what inIormation should be
displayed Ior a given object type.
The procedure Ior deIining a new proIile view comprises several steps:
First, you deIine the headers that can be used Ior each oI the object types, and speciIy which
subproIiles are to be generally available. These settings apply to all proIile views, so you only
have to enter them once.
Next, you speciIy which proIile views are to be created Ior the various components (Personnel
Development, Compensation Management, Ior example), and you assign a report that controls the
menu options.
Finally, you speciIy which object types, headers and subproIiles should be displayed in each oI
these views.
The standard system comes with a comprehensive range oI entries. This means that you do not
normally need to deIine brand new proIile views - you can simply change the standard entries as
required.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 5-13
SAP AG 1999
Copy Requirements ProfiIes to Position HoIder(s)
S
P
S
P
S
P
Requirements
of position
QuaIifications
of position
hoIder
The requirements defined for the
positions in an organizationaI
unit can be copied to the hoIders
of these positions.



In this step, you can copy the requirements oI the positions in an organizational unit to the holders oI
these positions.
You should only use this Iunction in the initial stages oI setting up your system.
The Iunction is based on the presumption that a person who holds a certain position is also qualiIied
to hold that position (that is, meets the requirements oI the position).
Note.
When you perIorm this Iunction, the proIiciencies oI any existing qualiIications in persons' proIiles
are overwritten.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 5-14
SAP AG 1999
...... ......
QuaIifications ProfiIe: Mass Data Maintenance
SeIect objects of
different object
types
SeIect quaIifications
from the
quaIifications cataIog
and assign
proficiencies (where
appIicabIe)
AppIicants
Persons
......
You can use the mass data maintenance transaction to assign quaIifications
(incIuding specific proficiencies and specific reIationship periods) to severaI
objects of different object types.
EngIish:
French:
...... ......
...... ......
...... ......
Good
Average



You can use the Mass Data Maintenance Iunction to create entries in the Qualifications subproIiles
Ior several planning objects oI diIIerent object types simultaneously.
You can speciIy a proIiciency and relationship period Ior every qualiIication.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 5-15
SAP AG 1999
System Settings for QuaIifications and
Requirements: Unit Summary
The SAP ImpIementation Guide (IMG) is
structured to heIp you set up your R/3 System
to suit your company's needs.
You can use the IMG to make specific settings for
PersonneI DeveIopment. Some of these Customizing
settings (maintaining the quaIifications cataIog,
for exampIe) can aIso be made by choosing the menu
option Current settings.
In this unit, you have famiIiarized yourseIf
with the system settings reIevant to quaIifications
and requirements.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 5-16

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 5-17
Exercises


Unit: System Settings for Qualifications and
Requirements



You Iamiliarize yourselI with the system settings Ior the
Qualifications and Requirements component.


You helped customize the standard system last year.
Note:
Replace the place holder ## with your group number.


1 Copying the Requirements of Positions to the Holders of the Same
Positions
In test mode, copy the requirements oI your positions in the organizational unit
Marketing == to the holders oI the same positions.

2 Qualifications Profile: Mass Data Maintenance
In some departments at your company (the Human Resources department, Ior example)
skills management Iunctionality will be implemented at a later stage.
Store qualiIications oI your choice that everyone should possess Ior employees
belonging to the organizational unit ##Purchasing. Do not enter any proficiencies
yet. ProIiciencies will be assigned to the qualiIications later, when you maintain
individual proIiles.
Check your qualiIication assignments.

3 Optional Exercise:
Integration with Personnel Administration
The integration switch (Ior qualiIications) is activated between the Personnel
Administration and Personnel Development components. Where are qualiIications
maintained in this case? What role does inIotype 0024 play iI integration is activated,
and what role does it play iI integration is not activated?

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 5-18

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 5-19
Solutions


Unit: System Settings for Qualifications and
Requirements

1 Copying the Requirements of Positions to the Holders of the Same
Positions
To access Customizing, choose 1ools → →→ → Customizing → →→ → IMC → →→ → Edit Project.
The Customi:ing. Execute Profect screen appears. II there is no Personnel
Development project IMG, click the SAP Reference IMC pushbutton, or choose Coto
→ →→ → SAP Reference IMC.
II there is a special project IMG Ior HR510 Personnel Development, click the Add to
worklist pushbutton. In the Add Profects/Jiews to Worklist dialog box that appears,
select the project in question, and click the Copy icon. Select the project, which is now
in your Customizing Worklist, and then click the Display project pushbutton. The
system displays the project IMG.
In the IMG structure (SAP Reference IMG or Profect IMG), choose Personnel
Management Personnel Development 1ools Copy Requirements Profiles to
Position Holder(s).
Click the Execute icon to the leIt oI this activity. The Copv Requirements Profiles to
Position Holder(s) screen appears.
This screen should contain the Iollowing values (iI it does not enter them now):
Plan version: 01
Object type: O
Object ID: Object ID oI your Marketing department ##-Marketing
Evaluation path: SBES (StaII assignments per organization)
Make sure that the 1est run option is Ilagged.
Click the Execute icon (or choose Program → →→ →Execute).
The test run displays a list oI the qualiIications (and the corresponding proIiciencies)
that would be copied to the position holders.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 5-20

2 Qualifications Profile: Mass Data Maintenance
In the IMG structure, choose Personnel Management Personnel Development
1ools Qualifications Profile: Mass Data Maintenance.
Click the Execute icon to the leIt oI this activity. The Qualifications Profile: Mass
Data Maintenance screen appears.
Change the deIaulted object type to Person.
To select the employees in the Purchasing department ##-Purchasing, proceed as
Iollows:
Click the down-arrow oI the input Iield to the right oI the Iield Ior the object type. II a
search help option has already been set, you can select another, more appropriate search
help: Structure search.
Position your cursor on the Org Units Training Group → →→ → Training International
→ →→ →Purchasing- (your organizational unit) → →→ →##-Purchasing. Expand the structure
until the individual holder assignments are displayed. Select the Purchasing department
##-Purchasing ~ Purchasing North employees to whom you wish to assign the
qualiIications, and choose Enter.
To assign qualiIications to these employees, click the Create icon in the Qualifications
box.
In the Choose Qualifications dialog box that then appears, there are diIIerent search
options Ior the qualiIications catalog Select several qualiIications oI your choice Then
choose Enter.
The qualiIications do not contain any proIiciencies that are unevaluated (that is, without
a speciIic level or grade). Enter a proIiciency rating oI your choice Ior each
qualiIication.
Check over the start date and end date oI the qualiIication assignments, and then choose
Profiles → →→ → Save or the Iunction Save.
To check over the qualiIications you have assigned, choose Coto → →→ → Qualifications
profile reporting.
The system displays the qualiIications oI the employees in question.

3 Integration with Personnel Administration
II you only use the Personnel Administration component, you can store qualiIications
Ior persons and applicants in the Master Data inIotype 0024 instead oI in the
subproIiles oI Personnel Development. This, however, does not correspond to the
standard SAP delivery.
II Personnel Development is integrated with Personnel Administration, all
qualiIications are managed in Personnel Development. 'Integrated¨ means that the
PLOGI QUALI switch has been set to 1 A032 Q. In this case, inIotype 0024 is not used
at all. II, however, integration is activated and data has already been stored in inIotype
0024, you can run reports to transIer this data to Personnel Development.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-1
SAP AG 2003
Career and Succession PIanning
Overview of career and succession pIanning
Setting up careers
PIanning criteria
Career pIan and ranking Iist
SuitabiIity percentage and suitabiIity ranges
EvaIuating career pIans
Succession pIan and ranking Iist
DetaiI seIection in Succession PIanning
EvaIuating succession pIans
SimuIating succession scenarios
System settings for Career and Succession PIanning
Contents:




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-2
SAP AG 2003
Career and Succession PIanning: Unit Objectives
At the end of this unit, you wiII be abIe to:
Describe how careers are set up
Work through career pIanning scenarios
Describe how suitabiIity is measured (suitabiIity
percentage, suitabiIity range)
EvaIuate career pIans
Work through succession pIanning scenarios
EvaIuate succession pIans
SimuIate and evaIuate succession scenarios
Make system settings for Career and Succession
PIanning




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-3
SAP AG 2003
Career and Succession PIanning: Business
Scenario (1)
You work through individuaI career pIanning scenarios
or the managers in your company to motivate them and
prepare them for their Iong-term career goaIs. You take
the personaI preferences of these peopIe into account.
You aIso give consideration to the performance
appraisaIs heId by these peopIe's supervisors.
These appraisaIs might aIso contain an estimate of
the empIoyees' potentiaI.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-4
SAP AG 2003
Career and Succession PIanning: Business
Scenario (2)
If your career pIanning scenario estabIishes that an
empIoyee is aiming to hoId a specific position in the
medium or Iong term, you draw up an individuaI
promotion pIan for this empIoyee.
Once the new marketing manager has compIeted her
probationary period successfuIIy, you work through a
career pIanning scenario for her.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-5
SAP AG 2006
Career and Succession PIanning: Business
Scenario (3)
In conjunction with the reIevant departments, you
create succession pIans for management posts to
ensure that these posts wiII aIways be fiIIed.
PotentiaI successors are trained and quaIified in
preparation for the posts in question.
In the same way, execute succession pIanning for
the position Marketing Department Manager.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-6
SAP AG 2003
Career and Succession PIanning: Business
Scenario (4)
When the Marketing Manager announces that she is
Ieaving the company at the end of the year, Iook at
the succession pIan, anaIyze it, and put the top
candidates through a seIection procedure.
Last year, you made the necessary system settings
for Career and Succession PIanning. This activity
invoIved mapping the generaI career deveIopment
options in so-caIIed careers, defining suitabiIity
ranges, defining how overquaIification shouId be
handIed, and so on.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-7
SAP AG 1999
Career and Succession PIanning
Career PIanning:
PIanning an empIoyee's
professionaI career
Succession PIanning:
Looking for suitabIe
candidates to fiII
vacant posts



Career and Succession Planning has two goals. First, to encourage the proIessional development oI
employees in a company, and second, to ensure that there is always suIIicient headcount.
Career Planning involves identiIying possible career goals Ior employees, and planning their
proIessional development.
Succession Planning involves looking Ior suitable candidates to Iill open posts.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-8
SAP AG 1999
Department Department
Manager Manager
Careers
Assistant Assistant
Administrator Administrator HR Administrator
Careers describe generaI,
non person specific paths
within an organizationaI structure.
Careers can contain jobs and positions.
Careers can be used as a pIanning
criterion in Career and Succession
PIanning.
Job
Position



Careers are non-person-speciIic paths within an organizational structure. These can be used to show
the main personnel development paths within a company.
You can use careers as planning criteria in Career and Succession Planning. You can also use them
Ior "marketing" purposes (by showing potential employees the career opportunities that are open to
them iI they prove suitable and work well).
Careers can contain jobs and positions in any combination. You can depict vertical and horizontal
movements within a career.
The career items within a career are arranged in such a way that those lowest down in the hierarchy
appear at the bottom oI the career, and those higher up in the hierarchy appear at the top.
Career items Irom the same hierarchy level appear beside each other.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-9
SAP AG 1999
Edit Careers
Career
50001625
50000546
50001418
...
...
Management career
DeveIoper career
.........
.........
.........
Each career has a name and
an object ID.
You can create as many
careers as you wish.



You display and edit careers in SAP Network Graphics.
Careers have an object type oI their own (LB).
There is no limit to the number oI careers you create. Each career is given its own name and object
ID.
You can save a list oI all your careers as a Iile and/or print it out.
You edit career in Customizing Ior Personnel Development (path: Master Data -~ Edit Careers).
You can also make changes in a system that has already gone live by choosing the Current settings
menu option.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-10
SAP AG 1999
Criteria for Career and Succession PIanning
Preferences
QuaIifications
DisIikes
Career
Designations
PotentiaIs
Career PIanning/
Succession PIanning
You can use a range of pIanning criteria for both Career PIanning
and Succession PIanning. You can use each criterion on its own,
or in conjunction with one or more other criteria.



You can use the Iollowing planning criteria Ior Career and Succession Planning:
QualiIications
Potentials
PreIerences
Dislikes
Designations
Career
Additional career

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-11
SAP AG 1999
Career PIanning (1)
PIanning for empIoyees:
Further professionaI
deveIopment?
Measures to impart
quaIifications?



A career planning scenario is based on an employee's personality and abilities, and speciIies the
sequence oI positions this employee should hold as part oI his or her proIessional development. It
also lists the measures that are required to qualiIy the employee Ior speciIic positions.
Career planning sets out to encourage the proIessional development oI employees. Career planning
can also help reduce a high employee turnover rate by showing employees the career opportunities
that are open to them. Career planning is also used to ensure that qualiIied successors are always
available Ior positions.
The Career Planning component can also be used to search Ior activities that suit a person's
(applicant's, etc.) proIile.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-12
SAP AG 1999
Career PIanning (2)
Career PIanning
Person
AppIicants
User
ExternaI person
Company
Contact
Customer
Object types
Career
DisIikes
PotentiaIs
Designations
QuaIifications
Preferences
AdditionaI career
PIanning criteria
Restrict pIanning to
vacant positions
User parameters
EvaIuation period:
Specify a key date
for career pIanning
1
8
15
21
28
2
9
16
22
29
3
10
17
23
30
4
11
18
24
31
5
12
19
25
6
13
20
26
7
14
21
27



You can work through career planning scenarios Ior a range oI object types (e.g. Ior persons,
applicants, users, etc.).
You can use a range oI planning criteria Ior career planning. You can use each criterion on its own,
or in conjunction with one or more other criteria.
You can restrict career planning scenarios to vacant positions. You do this by making the appropriate
user-speciIic settings.
Career planning is perIormed Ior a key date. The deIault key date is today's date, but you can
overwrite this date iI required.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-13
SAP AG 1999
PIanning Criteria: IncIude QuaIifications
Q
Q
Q
Q
Q
QuaIifications
profiIe
DispIays aII career pIan
objects that require
quaIifications heId by
the person in question
Q
Q
Q
Q
Q
Q
Q
Q



II you use the planning criterion Include qualifications, then all objects that require at least one oI the
qualiIications possessed by person will appear in the career plan under this criterion.
Example.
An employee has the qualiIications Marketing experience and Italian. When you work through a
career planning scenario Ior this person, and you use the Include qualifications criterion, all positions
(jobs, etc.) that require marketing experience, or Italian, or both, will appear in the career plan under
this criterion.
II you also speciIy that you want to take essential requirements into account (you speciIy this in your
user settings), then only positions (jobs, etc.) where all essential requirements are IulIilled by the
person's qualiIications appear in the career plan under this criterion. You speciIy in your user settings
whether or not essential requirements are to be taken into account.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-14
SAP AG 1999
Preferences
PotentiaIs
PIanning Criteria: IncIude Preferences, PotentiaIs;
ExcIude DisIikes
DisIikes
Position
Job
...
Position
Job
...
Position
Job
...



II you use the planning criterion Include preferences, then all objects (except qualiIications)
contained in the person's Preferences subproIile will appear in the career plan. Dependencies
between jobs and positions are taken into account here. PreIerences with regard to qualiIications are
not included in Career Planning.
II you use the planning criterion Exclude dislikes, then all objects contained in the person's Dislikes
subproIile are deleted Irom the career plan display. Because only objects that appear because they
were selected using another criterion are deleted, it really only makes sense to use the Exclude
dislikes criterion in conjunction with another planning criterion. Dislikes are not displayed separately
- they are merely deleted.
Example.
An employee's career plan should normally contain the job Field sales officer because the person is
qualiIied Ior this, and the criterion Include qualifications was used. However, this job appears in the
employee's Dislikes subproIile. For this reason, it is not included in the selection, and is not
displayed in the career plan.
II you use the Include potentials criterion, all objects (except qualiIications) contained in the person's
Potentials subproIile appear in the hitlist. Dependencies between jobs and positions are taken into
account here.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-15
SAP AG 1999
PIanning Criteria: IncIude Designations, Career,
AdditionaI Career
Designations
IncIude career
AdditionaI career
Items in the career
specified
Items of aII careers that
contain the person's position



Designations might already exist Ior a person (user, etc.) as a result oI previous career and
succession planning scenarios. You can take these designations into account in your current planning
scenario. II you use the Include designations criterion, all positions Ior which the person is
designated will be displayed.
II you use the Include career criterion, the items (jobs or positions) oI all the careers that contain the
person's current position (or the corresponding job) are displayed. The items are displayed
hierarchically in relation to the person's current position.
II you use the Additional career criterion, the items oI the careers you have speciIied are displayed.
You can use the Additional career criterion independently oI the Include career criterion.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-16
SAP AG 1999
Career PIan (Outcome of Career PIanning)
Pers. no.
.........
Has qualifications for
Has potential for
Ìs designated for
Has expressed preference for
Marketing Manager
Department Manager
......
Careers
AII the objects that fuIfiII a
criterion are dispIayed for
the criterion in question.
Because each criterion is
evaIuated separateIy, some
objects may appear more than
once (under different criteria).
The vacancy period of vacant
positions is dispIayed.
Marketing Manager
01000 Name
.........
Tim Miller



The result oI Career Planning is a career plan containing suitable objects, sorted by planning
criterion.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-17
SAP AG 1999
DispIaying a Ranking List
Suitab.
Career plan
Marketing Manager
Department Manager
Product Manager
Post
... ...
Sorted by
suitabiIity
SuitabiIity percentage
or suitabiIity range
PIanning criteria
dispIayed
......
......
......
Ranking Iist Ranking Iist
Ranking list Key date: 01/17/2000



Objects that appear in the ranking list are sorted by suitability.
You can choose whether you want the suitability percentage or the suitability range displayed.
You are shown the planning criteria that were used Ior selecting each object.
You can save the career plan/ranking list to Iile and/or print it out.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-18
SAP AG 1999
SuitabiIity Percentage
Q
Q
Q
Q
Q
QuaIifications
profiIe
Q
Q
Q
Q
Requirements
profiIe
ProfiIe matchup
The proficiency required is
compared against the
proficiency that actuaIIy
exists.
OverquaIification
Exact matchup
UnderquaIification
IndividuaI IndividuaI
requirement/ requirement/
quaIification quaIification
comparison comparison
ResuIt of ResuIt of
matchup matchup
SuitabiIity SuitabiIity
percentage percentage



To Iind out how suitable a person is Ior a speciIic position, you compare the requirements proIile oI
the position with the person's qualiIication proIile. The result oI this matchup can be represented as a
suitability percentage.
The suitability percentage is calculated by comparing the proIiciency speciIied Ior each requirement
with the proIiciency oI the corresponding qualiIication. II these are diIIerent, this is taken into
account when the suitability percentage is calculated.
II the suitability percentage is 100°, this means that requirements were IulIilled precisely (that is,
the person is 100° suitable). II the suitability percentage is less than 100°, the person is less
suitable.
Note.
II the person is overqualiIied, the suitability percentage can be greater than 100°.
Never regard the suitability percentage as an absolute value, but use it as a criterion Ior sorting
ranking lists. AIter all, the suitability percentage is calculated solely on the basis oI system data, and
cannot take all external Iactors into account. You should always gather extensive additional
inIormation beIore making judgement on a person's suitability. Only use the suitability percentage as
a rough initial guide.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-19
SAP AG 1999
Other Factors That Affect SuitabiIity
Other factors that affect the
suitabiIity percentage
Customizing setting
HandIing of
overquaIification
(negative, neutraI,
positive)
User settings
IncIude aIternative
quaIifications
Disregard depreciation
meter vaIue



The Iollowing Iactors aIIect the way in which the suitability percentage is calculated:
Include alternative qualifications.
II alternative qualiIications are included, these are weighted (on the basis oI the replacement
percentage) beIore the suitability percentage is calculated.
Note.
II a person has both the qualiIication speciIied and a permissible alternative qualiIication, the
qualiIication that gives the highest suitability percentage is taken.
Disregard depreciation meter values.
Depending on whether or not depreciation meter values are taken into account, the proIiciencies oI
qualiIications with a depreciation meter value can vary considerably. Consequently, the suitability
percentage can vary considerably.
In Customizing, you speciIy how overqualiIication should be handled (negative, neutral, positive).
This will aIIect the suitability percentage.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-20
SAP AG 1999
SuitabiIity Ranges
In the ranking Iist of
the career pIan, suitabiIity
can be expressed as a
percentage vaIue, or using
a suitabiIity range.
Suitab.
Career plan
...
Suitab.
Career plan
......
......
Post
100.00%
69.89%
43.25%
51.27%
38.49%
17.11%



To stop people Irom interpreting the suitability percentage too literally, you can deIine suitability
ranges in Customizing. These suitability ranges allow you to express a person's suitability in terms
which are easy-to-understand.
When you deIine suitability ranges, you subdivide a percentage scale into intervals (ranges). A
suitability range is deIined Ior each oI these intervals, and an appropriate icon is assigned.
You can choose whether you want to express suitability as a percentage, or as a suitability range. II
you opt Ior suitability ranges, all the objects in the same suitability range will appear with the same
icon.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-21
SAP AG 1999
EvaIuating Career PIans: Preferences, PotentiaIs,
Designations and Transfers
Designation
Preference
PotentiaI Transfer
Career plan



You can deIine preIerences or potentials Ior objects Irom a person's career plan (positions, jobs, etc.).
You can also designate the person Ior a position displayed in the career plan, or transIer the person
directly to this position.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-22
SAP AG 1999
...... ......
SAP AG Anna Anders
Neurottstr. 16 Niedere Str.6
69185 WalldorI 59929 Brilon
Dear Sir or Madam,
I read your advertisment in the
Times with great interest.
I am currently working as a...
. . .
Searching for SuitabIe Jobs and Positions
ExampIe:
You conduct a search for
suitabIe activities for an appIicant.



You can use career planning Iunctionality to look Ior suitable activities Ior an employee, applicant,
etc. You use the person's proIile as a basis Ior conducting this search.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-23
SAP AG 1999
Succession PIanning (1)
PIanning for posts:
SeIecting and preparing
potentiaI successors



Succession planning scenarios are a means oI ensuring that a continuous supply oI qualiIied
personnel is available Ior posts in the company.
Succession planning scenarios are based on posts that are have to be Iilled, either now or in the
Iuture. Succession planning involves selecting potential successors Ior these posts, and preparing
them Ior the posts. This means that suitable persons can be identiIied immediately should one oI the
posts become vacant.
Succession Planning Iunctionality can be used to Iind suitable persons (applicants, etc.) Ior jobs,
positions, etc.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-24
SAP AG 1999
Succession PIanning (2)
Succession PIanning Succession PIanning
Position
Requirements
profiIe
Task
Work center
DetaiI seIection
Job
Object types
Career
DisIikes
PotentiaIs
Designations
QuaIifications
Preferences
AdditionaI career
PIanning criteria
EvaIuation period:
Specify a key date for
succession pIanning
1
8
15
21
28
2
9
16
22
29
3
10
17
23
30
4
11
18
24
31
5
12
19
25
6
13
20
26
7
14
21
27
A
d
h
o
c

q
u
e
ry
A
d
h
o
c

q
u
e
ry
..



You can work through succession planning scenarios Ior a range oI object types (position, job, task,
and so on).
You can use a range oI planning criteria Ior succession planning. You can use each criterion on its
own, or in conjunction with one or more other criteria.
You can use detail selection to restrict the number oI potential successors. The ad hoc query is used
Ior detail selection.
Succession planning is perIormed Ior a key date. The deIault key date is today's date, but you can
overwrite this date iI required.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-25
SAP AG 1999
PIanning Criteria: Succession PIanning
Preferences
QuaIifications
DisIikes
Career
Designations
PotentiaIs
Succession PIanning



In Succession Planning, you can use the same planning criteria as Ior Career Planning.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-26
SAP AG 1999
Succession PIan (Outcome of Succession PIanning)
Succession plan key date: 04/01/2000
Ìs a qualification of
Ìs a potential of
Ìs a designation of
Ìs a preference of
Lilian Berg
Bert Bode
Dr. Walter Sanders
Sandrine Johnson
Careers
Ranking Iist Ranking Iist
Department Department
Manager Manager
Suitab. Person, applicant... ...
Succession plan
Lilian Berg
Sandrine Johnson
Dr. Walter Sanders
Bert Bode
Ranking list



You can select suitable planning criteria Ior a succession planning scenario. These criteria are
evaluated in conjunction with each other.
The result oI a succession planning scenario is a succession plan containing all suitable objects,
sorted by planning criterion.
Since these planning criteria are evaluated independently oI each other, some objects may appear
more than once (that is, under diIIerent selection criteria).
Objects in the ranking list are sorted by suitability.
You can choose between expressing suitability using percentages or using suitability ranges.
You are shown the planning criteria that were used Ior selecting each object.
You can save the succession plan/ranking list to Iile and/or print it out.
You can also work through a succession planning scenario Irom the structural display oI an
organizational unit. In this case, you select the position in the organizational unit, and choose the
Succession planning Iunction. When you search Ior persons, these searches are not restricted to the
organizational unit, but are conducted company wide.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-27
SAP AG 1999
DetaiI SeIection in Succession PIanning
Suitab. Person, applicant... ...
Succession plan
P ... Lilian Berg
AP... Sandrine Johnson
P ... Dr. Walter Sanders
AP... Bert Bode
Ranking list
Suitab. Person, applicant... ...
Succession plan
P ... Lilian Berg
P ... Dr. Walter Sanders
Ranking list
SeIection SeIection
criteria for criteria for
appIicants appIicants
SeIection SeIection
criteria for criteria for
persons persons
By using detaiI seIection, you
can further restrict the Iist of
objects (persons, appIicants,...)
seIected on the basis of object
type.
You make detaiI seIection
specifications separateIy
for each object type.



You can speciIy detailed selection criteria to restrict the succession plan and ranking list Iurther. You
can use detail selection to delete or retain objects oI a speciIic object type in the hitlist. The object
types Person and Applicant are special in that you can also restrict the hitlist Iurther by speciIying
additional selection criteria.
You make detail selection speciIications separately Ior each object type.
The system then outputs a list oI persons and applicants who also IulIill the additional criteria.
You can repeat detail selection as oIten as you want.
The selection criteria available are deIined in Customizing Ior each object type (person, applicant).
For persons, you can use all data Iields in Personnel Administration as selection criteria. For
applicants, you can use all data Iields in Recruitment as selection criteria.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-28
SAP AG 1999
EvaIuating Succession PIans
Q
Q
Q
Q
Q
Q
Q
Q
ProfiIe matchup
QuaIification deficits
Preference
Designation
PotentiaI
Transfer
DispIay profiIe
Training proposaIs
Succession plan



You can use reports to process the succession plan and ranking list Iurther.
You can display the proIile oI the planning object (position) and the proIiles oI the objects Irom the
succession plan (persons, applicants, etc.).
You can match up the requirements oI the planning object with the qualiIications oI the persons
listed in the succession plan. You can also use Iurther evaluations (displaying qualiIication deIicits
only, and, iI you also implement Training and Event Management, generating training proposals).
This gives you an overview oI the qualiIications and training measures required Ior potential
successors.
You can deIine that the persons (applicants, etc.) listed in the succession plan have expressed a
preIerence Ior, have potential Ior and/or have been designated Ior the planning object.
You can also transIer a candidate directly to the position in question Irom the succession plan or
ranking list.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-29
SAP AG 1999
Searching for SuitabIe Persons
ExampIe:
You conduct a search for
empIoyees and appIicants
who are suitabIe for a
specific new position.



You can use succession planning Iunctionality to look Ior persons (applicants, etc.) who are suitable
Ior a speciIic object (position, task, etc.).



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-30
SAP AG 1999
SimuIating Succession Scenarios
Successor is transferred. Successor is transferred.
New vacancy: New vacancy: Assistant Assistant
Successor is transferred. Successor is transferred.
New vacancy: New vacancy: Administrator Administrator
Vacancy: Vacancy:
Department Manager Department Manager
Find successor Find successor
for this position ... for this position ...
You can use the same
criteria for simuIating a
succession pIanning
scenario as you wouId
for working through a
succession pIanning
scenario normaIIy.
In each case, the
transfer of the most
suitabIe person is
simuIated.



By simulating a succession scenario, you can analyze and appraise the knock-on eIIects oI an
employee transIer. Vacancies arising as a result oI an employee being transIerred are determined
over several levels, and can be simulated on the basis oI user-deIined criteria.
II you simulate a transIer, the system looks Ior successors Ior the position that becomes vacant as a
result. II the successor Ior this position is an employee, and this employee is transIerred, this creates
a Iurther vacancy Ior which the system perIorms a succession planning scenario.
The simulation stops iI a successor does not hold a position, or iI the successor's current position
does not have to be restaIIed.
In each case, the system automatically selects the most suitable successor.
When the simulation is completed, the system displays a list oI all positions that have to be restaIIed,
and proposes suitable persons Ior these positions. You are also shown each person's suitability, and
the planning criteria that they IulIill.
You can conduct simulations Ior all the object types available. Subsequently, however, only
positions are evaluated (with the exception oI the object speciIied).



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-31
SAP AG 1999
Reporting: Succession Overview for OrganizationaI
Unit
List Edit Goto System HeIp Settings
Succession Overview
Succession Overview
Key date 18.09.2000
Object name SuitabiIity % No. cand. found
Human Resources Manager (D)
Human Resources Administrator (D)
PersonneI Admin. SpeciaIist
PersonneI Admin. Secretary (D)
Dept. Manager SociaI & LegaI
PersonneI Dept. Secretary (D)
PayroII Administrator (D)
70,48
96,00
83,57
83,57
30
22
1
17
-
5
8
5
3
PayroII Assistant (D)
PayroII Secretary (D)
70,48
83,57
OrganizationaI unit O00001001 HR Dept. (D)
96,00
52,00
...
SuitabiIity range
93,57
SuitabiIity of best
suited candidate is
dispIayed in each case
SeIect the reIevant criteria
Overview of the
succession situation
for the positions of an
organizationaI unit
Candidates are dispIayed
for each criterion and
position



The Succession Overview for Organi:ational Unit evaluation displays an overview oI the succession
situation Ior all oI the positions in an organizational unit.
Potential successors are determined Ior every position (on the basis oI the planning criteria
speciIied).
The number oI potential successors Iound is displayed Ior each planning criteria selected, and Ior all
criteria as a whole. You can then go directly Irom here to a list oI the potential successors Iound.
The suitability oI the best potential successor is always displayed in the succession overview. From
here, too, you can go to a list oI all potential successors. This list tells you how suitable each
candidate is Ior the position in question.
The Jacant Positions report generates a list oI all positions that have been Ilagged as vacant. This
report is run Ior an organizational structure, or part oI an organizational structure. You will Iind this
report under Reports -~ Other.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-32
SAP AG 1999
Career and Succession PIanning: Customizing
CheckIist
Edit Careers
Master Data
Set Up ControI Parameters
Functions
Define SuitabiIity Ranges
Define Criteria for DetaiI SeIection
Activate/Deactivate 'Vacancy' Infotype



The Customizing checklist in the slide above shows the various Customizing activities that aIIect the
Career and Succession Planning component. We have already discussed how you edit careers, so we
do not need to go into any Iurther detail about this.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-33
SAP AG 2006
Set Up ControI Parameters
Group Sem. abbr. VaIue abbr. Description
QUALI MAXEN 20 Maximum no. of entries in the hitlist
QUALI OVERQ 1 Handling of overqualification
QUALI QPROZ 100 Replacement percent for alternative qualifications
MAXEN
Maximum number of entries that may appear in the ranking lists of
Career and Succession Planning
OVERQ
Specifies how overqualification should be handled in career and
succession planning scenarios
QPROZ
Defines the default replacement percentage that is proposed
when you create alternative qualifications



Handling oI overqualiIication:
Value -1 means that overqualiIication is evaluated positively (in other words, the actual
proIiciency oI a qualiIication is used to calculate the suitability percentage).
Value 0 means that overqualiIication is ignored and the proIiciency speciIied in the requirements
proIile is used to calculate the suitability percentage.
The value ¹1 means that overqualiIications enter the negative in the calculation oI the suitability
percentage.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-34
SAP AG 1999
Define SuitabiIity Ranges
User-definabIe suitabiIity ranges
in Customizing
Very suitabIe Very suitabIe
100% 100%
- - 70% 70%
PossibIy suitabIe
70%
- 40%
Less suitabIe Less suitabIe
40% 40%
- - 0% 0%



You can deIine suitability ranges in Customizing (as an alternative option to suitability percentages).
These suitability ranges allow you to express a person's suitability in terms which are easy to
understand.
When you deIine suitability ranges, you subdivide a percentage scale into intervals (ranges). The
lowest range must start at 0°, and the highest range must go up to 100°.
A suitability range is deIined Ior each oI these intervals, and an appropriate icon is assigned.
Note.
II overqualiIication is evaluated positively, the suitability percentage might be greater than 100°. II
this is the case, objects are displayed in the highest suitability range. Alternatively, you can create a
separate suitability range Ior suitability percentages greater than 100°.
Example.
The percentage scale is divided up into 3 suitability ranges: Very suitable (100 - 70°), Possibly
suitable (70 - 40°) and Less suitable (40 - 0°). An appropriate traIIic-light icon (green, yellow, and
red, respectively) is assigned to each oI these suitability ranges.
This means that iI suitability ranges are used in a career planning ranking list, all objects that are
more than 70° suitable will appear with a green traIIic-light icon.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-35
SAP AG 2006
Define Criteria for DetaiI SeIection
Succession pIan
SeIection SeIection
criteria for criteria for
appIicants appIicants
SeIection SeIection
criteria for criteria for
persons persons
InfoSet for person seIection
with fieIds from PNPCE database:
P0001 - PERNR PersonneI number
P0001 - PERSG EmpIoyee group
P0001 - BUKRS Company code
P0002 - NATIO NationaIity
PNPCE
InfoSet for appIicant seIection
with fieIds from PAP database:
P0001 - PERSG AppIicant group
P0022 - AUSBI Educ. & Training
P0022 - FACCD SpeciaIist area
P0022 - SLABS Certificate
PAP
Infotype fieIds Infotype fieIds



Under Functions -~ Define Criteria for Detail Selection, you deIine additional selection criteria Ior
selecting persons and applicants. These criteria are used Ior detail selection in Succession Planning.
All oI the HR Master Data inIotype Iields (Irom the PNP database) can be used as selection criteria
Ior the detail selection oI persons, and all oI the Recruitment inIotype Iields (Irom the PAP database)
can be used Ior applicants.
The data Iields to be used Ior selection are provided in the Iorm oI SAP QUERY InIoSets.
You can also deIine your own InIoSets. II you want to use your own InIoSets, you must set up one
InIoSet Ior person selection and one Ior applicant selection in this Customizing step Ior the scenario
PDVFINE.
In the standard system, the Iollowing predeIined InIoSets are available:
/SAPQUERY/HR¸PD¸FINE¸P Ior person selection and /SAPQUERY/HR¸PD¸FINE¸AP Ior
applicant selection. II you want to use the predeIined InIoSets in the standard system, no settings are
required here.
Note.
The InIoSets are NOT client-speciIic.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-36
SAP AG 1999
Activate/Deactivate 'Vacancy' Infotype
Group Sem. abbr. VaIue abbr. Description
PPVAC PPVAC 1 Switch for defining a vacancy
You use this switch to specify whether a position is considered as
being vacant if it has a Vacancy infotype record, or if every unstaffed
position shouId automaticaIIy be considered as being vacant.
0 : Every unoccupied position is vacant
1 : Vacancy infotype used to determine if position is vacant



In this step, you speciIy whether a position is considered as being vacant iI it has a Jacancv inIotype
record (1007), or whether all unstaIIed positions should be considered as being vacant.
In SAP terminology, the term vacancv reIers to an unoccupied position that can be restaIIed.
This inIormation is required mainly Ior recruitment purposes. II you want to be integrated with
Recruitment, the Jacancv inIotype must be activated (that is, the switch must have the value 1).
This inIormation is also used in career and succession planning scenarios. It tells you when a
position is to be restaIIed. It also enables you to restrict your career planning scenario to vacant
positions.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-37
SAP AG 2003
Career and Succession PIanning: Unit Summary (1)
A range of pIanning criteria (which can be used in
conjunction with each other) are used for working
through career pIanning scenarios.
Careers represent one of these criteria. Careers are
dispIayed in SAP Network Graphics.
The resuIt of a career pIanning scenario is a career
pIan Iisting suitabIe objects that fuIfiII the criteria
specified.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-38
SAP AG 2003
Career and Succession PIanning: Unit Summary (2)
The objects in the career pIan ranking Iist are sorted
by suitabiIity.
You can use a range of reports to further process
the career pIan (ranking Iist), estabIish a need for
training, for exampIe, or create designations,
and so on.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-39
SAP AG 2003
Career and Succession PIanning: Unit Summary (3)
A range of pIanning criteria (which can be used in
conjunction with each other) are used for working
through succession pIanning scenarios.
The resuIt of a succession pIanning scenario is a
succession pIan Iisting suitabIe persons, appIicants,
etc., who fuIfiII the criteria specified.
The objects in the succession pIan ranking Iist are
sorted by suitabiIity.
You can simuIate a succession pIanning scenario in
order to evaIuate the knock-on effects of transferring
an empIoyee.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-40
SAP AG 2003
Career and Succession PIanning: Unit Summary (4)
You have found out about the system settings that
affect Career and Succession PIanning (incIuding how
to map careers in an organization, how to define
suitabiIity ranges, and how to handIe overquaIification.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-41
Exercises

Unit: Career and Succession Planning
Topic: Creating Careers
Topic: Working Through and Evaluating
Career Planning Scenarios
Topic: Working Through, Evaluating and
Simulating Succession Planning
Scenarios

• You Iind out how to map careers in the system.
• You learn how to work through and evaluate career planning
scenarios.
• You practice working through and evaluating succession
planning scenarios.
• You simulate succession planning so that you can analyze the
knock-on eIIects oI an employee transIer.

At your company, you plan to deIine additional careers where it
is easier Ior employees to switch departments.
You work through a career planning scenario Ior the manager,
Mr. Simon Miller.
You work through succession planning scenarios Ior the
management positions.
Note:
Replace the place holder ## with your group number.


1 Creating Careers

Create the Iollowing career in the system:

Note: Use the relevant jobs as objects, it is helpIul is you have turned on your object
codes in the QualiIications Catalog to be able to see object IDs (View ~ Key On).

Marketing and Sales Career Group ##:
Career step 1: Assistant (Object ID: 50012673)
Career step 2: Marketing StaII (50011499)
Career step 3: Manager (30010832) Sales employee (3000705)
Career step 4: Head oI Department (30000017)

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-42

2 Working Through and Evaluating a Career Planning Scenario
You work through a career planning scenario Ior Mr. Simon Miller (personnel number
510995##), and use all the planning criteria available (with the exception oI the
Additional career criterion).
To which positions is Mr. Miller well suited (suitability range symbol: green traIIic-
light icon)?
PerIorm a proIile matchup Ior one oI these positions. Restrict the proIile matchup to
qualiIication deIicits, and have the system generate training proposals.
From the ranking list, speciIy that Mr. Miller has potential Ior a job (oI your choice).
Then, also Irom the career planning screen, display Mr. Miller`s new proIile.
Designate Mr Miller Ior a position Ior which he requires Iew additional qualiIications.
Display this prebooking Irom the ranking list.

3 Working Through and Evaluating a Succession Planning Scenario
Work through a succession planning scenario Ior the position Head of Department in
your department ##-Marketing, using the criteria Designations, Potentials and
Qualifications, and any Iurther criteria oI your choice.
From the succession plan, perIorm a proIile matchup Ior one oI the employees listed,
who has potential Ior this position. What training does this employee need Ior the
position oI Department Manager? Does the system propose any business events to
qualiIy the employee Ior this position?
Are there any employees who are verv suitable Ior this position (suitability range
symbol: green traIIic-light icon)?
Restrict your list oI potential successors to employees oI company code CABB and
employee subgroup X0.
Create a planned transIer Ior one oI the candidates whom you think is suitable. What
has changed in the succession planning scenario?

4 Optional Exercise: Overqualification
What are the various options Ior handling overqualiIication? Where and how do you
deIine the way in which overqualiIication is handled?

5 Optional Exercise: Detail selection
Which selection criteria can you deIine in Customizing?

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-43
Solutions

Unit: Career and Succession Planning
Topic: Creating Careers
Topic: Working Through and Evaluating Career
Planning Scenarios
Topic: Working Through, Evaluating and
Simulating Succession Planning Scenarios

1 Creating Careers
On the initial screen, choose:
Human Resources → →→ → Personnel Management → →→ → Personnel Development → →→ → Settings
→ →→ → Current Settings → →→ → Edit Careers

Aote: It is recommended that prior to building your career path that you turn on your
object ID`s. You can do this in the QualiIications Catalog (View ~ Key On).
Use the deIault values that appear Ior the current plan (value 01) and the key date
(today`s date). Then click the Execute icon (or choose Program → →→ → Execute).
To create a new career, choose Career → →→ → Create or click the Create icon. Give the new
career the name Marketing and sales career group=== and then choose Create.
Now position your cursor on this new career and choose Career → →→ → Change or click the
Change icon. This starts SAP Network Graphics.
To insert jobs or positions in the career, click on the node area on a corresponding
object (Job) in the Node area section. The cursor changes accordingly (becomes a
rectangle suspended Irom a vertical line). Click anywhere in the display area, and select
the job in question (Assistant Obfect ID 50012673) using the possible entries
Iunction. The system then inserts this job into the career.
To insert a Iurther job or position, proceed as Iollows:
Once you have selected the object (job or position) to insert in the node area, place your
cursor in the display area as Iollows:
• To insert a higher-level career item (that is, job or position), position the cursor
above an existing career item.
• To insert a lower-level career item, position the cursor beneath an existing career
item.
• To insert a career item at the same level, position the cursor beside an existing
career item.
.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-44
.
II, Ior example, you want to insert the job Marketing emplove (see exercises for obfect
IDs)e above the job Assistant (which already exists in the career), select the object Job,
and position the cursor above the job Assistant in the display area. Now click your
mouse button.
Use the possible entries Iunction to select the job you want to insert (Ior example,
Marketing emplovee).
Follow the same procedure Ior the other career items you want to insert.
Finally, Save your entries and return to SAP Easy Access Menu.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-45

2 Working Through and Evaluating a Career Planning Scenario
2-1 Working through a career planning scenario
On the initial screen, choose:
Human Resources → →→ → Personnel Management → →→ → Personnel Development → →→ →
Planning → →→ → Career
The Career Planning screen appears. Select the object type Person, and enter .
Simon Miller 510995## (possibly using the Last name First name search
Iunction).
To select all planning criteria, choose Edit → →→ → Select all, or click the Select all
icon (at the top, second on the leIt). Note the reporting period: Make sure that
the value Ior the key date in the Evaluation period group is today`s date.
To work through the career planning scenario, choose Planning → →→ → Execute or
click the Execute icon. The system displays the career plan.
Expand the structure by clicking on the ¹ signs.
To expand all subitems, position your cursor on the individual points oI the
career plan, and click the Expand subtree icon (or choose Edit → →→ → Expand
subtree).
To go to the ranking list, choose Coto → Ranking list, or click the Ranking list
icon (Iirst icon on the leIt).

2-2 Evaluating a career planning scenario
2-2-1 Performing a profile matchup (from the ranking list)
Position your cursor on a position in the ranking list, and choose Coto
→ →→ → Profile matchup. The system displays the corresponding proIile
matchup.
To restrict the evaluation to qualiIication deIicits only, choose Settings
→ →→ → Editing options, or click the Editing options icon.
Flag the option Qualification deficits only. Flag that the option
Cenerate training proposals.
Click 1ransfer (Enter).
The system displays any qualiIication deIicits and proposes any suitable
training courses that exist. Return to the ranking list.
2-2-2 Defining a potential (from the ranking list)
In the ranking list, position your cursor on a position oI your choice (Ior
example, employee marketing). Now choose Planning → →→ → Create → →→ →
Potential.
Accept the deIault values displayed in the Period dialog box (today`s
date until 12/31/9999).
Choose Enter.
You have deIined a potential Ior this job.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-46

2-2-3 Displaying the changed profile (from the ranking list)
In the ranking list, position your cursor in the box where Simon Miller`s
organizational data is displayed. Now choose Coto → →→ → Profile.
The system displays Mr. Simon Miller`s proIile.
Choose the Potentials tab page. The system displays the new potential
you deIined.
2-2-4 Creating a designation (from the ranking list)
In the ranking list, position your cursor on a position oI your choice.
Now choose Planning → →→ → Create → →→ → Designation.
Accept the deIault values displayed in the Period dialog box (today`s
date until 12/31/9999).
Choose Enter.
The prebooking can be displayed in the ranking list.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-47

3 Working Through and Evaluating a Succession Planning Scenario

3-1 Working through a succession planning scenario
On the initial screen, choose:
Human Resources → →→ → Personnel Management → →→ → Personnel Development → →→ →
Planning → →→ → Succession
The Succession Planning screen appears. Select the object type Position and
enter the positionHead of Departmentr oI your organizational unit ##-
Marketing (using the search Iunction).
Flag the relevant planning criteria (Designations, Potentials, Qualifications and
any Iurther criteria oI your choice). II you want to use all planning criteria,
choose Edit → →→ → Select all, or click the Select all icon (at the top, third on the
leIt).
Use the deIault value proposed Ior the evaluation period (key date ÷ today`s
date).
To work through the succession planning scenario, choose Planning → →→ →
Perform Planning, or click the Perform Planning icon (at the top on the leIt).
The system displays the succession plan.
To Iind out iI the objects in question are applicants, employees, etc., choose
Jiew → →→ → Key on. The system then displays the object type and object ID oI the
objects in the succession plan.

3-2 Displaying the requirements of a position in the succession plan
In the succession plan, position your cursor on the position Department
Manager. To display the proIile oI this position, choose Coto → →→ → Profile, or
click the Profile pushbutton (at the top, 2nd pushbutton on the leIt). The system
displays the proIile oI the position.

3-3 Performing profile matchups in the succession plan
In the succession plan, select one oI the persons listed under the criterion
Qualifications (by positioning your cursor on the person in question), and
choose Coto → →→ → Profile matchup. The system displays the proIile matchup.
To restrict the evaluation to qualiIication deIicits only, choose Jiew → →→ → Editing
options, or click the Editing options icon. Flag the option Qualification deficits
only. Check that the option Cenerate training proposals is also Ilagged. Click
1ransfer (Enter). The system displays any qualiIication deIicits and proposes
any suitable training courses that exist.

3-4 Determining suitability from the ranking list
To go to the ranking list, choose Coto → →→ → Ranking list, or click the Ranking list
icon (Iirst icon on the leIt). Use the Jiew Suitability " on/off option to
toggle between displaying the suitability percentages and suitability ranges.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 6-48

3-5 Detail Selection in Succession Planning
From either the ranking list or the succession plan, choose Planning Detail
selection, or click the Detail selection pushbutton.
In the Detail Selection for Person dialog box, click on Field selection (top
right). Choose Companv code and Emplovee subgroup in the Iields oI the
Organizational Assignment inIotype. In the appropriate Jalue input Iields, enter
company code CABB, and employee subgroup X0. Then click the Determine hit
list icon, and conIirm by pressing Enter.

3-6 Creating a planned transfer
In the succession plan or ranking list, position your cursor on a person, and
choose Planning Planned transferral.
Enter the period Ior the planned transIer (today`s date until 12/31/9999) or use
the deIault values proposed, and save your entries.
Exit the ranking list.
Now, the planned holder oI the position is also displayed in the succession plan.

4 Optional Exercise: Overqualification
OverqualiIication can be handled positively, neutrally, or negatively. II
overqualiIication is handled positively, this means that the actual proIiciency oI the
qualiIication is used to calculate the suitability percentage. II overqualiIication is
handled neutrally, this means that the overqualiIication is ignored, and that the
requirement is merely considered to be met exactly. II overqualiIication is handled
negatively, this means that the surplus diIIerence between the actual proIiciency and
the proIiciency required is handled as iI it were an underqualiIication.
You set up the parameters (QUALI OVERQ) Ior handling overqualiIication in
Customizing:
· 1: Negative
0: Neutral
- 1: Positive

5 Optional Exercise: Detail selection
Detail selection is done by assigning InIoSets (one each Ior the object types P and AP)
oI SAP Query. All oI the data Iields deIined as selection criteria in the assigned
InIoSets are used Ior selection.
All the inIotype Iields in HR Master Data can be used Ior detail selection in InIoSets
Ior employees. All the inIotype Iields in Recruitment can be used as detail selection in
InIoSets Ior applicants.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-1
SAP AG 1999
DeveIopment pIans
The deveIopment pIan cataIog
IndividuaI deveIopment pIans
EvaIuating deveIopment pIans
Customizing settings for deveIopment pIans
Contents:
DeveIopment PIans




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-2
SAP AG 1999
At the end of this unit, you wiII be abIe to:
Describe how deveIopment pIans are structured
Create generaI deveIopment pIans
Work through individuaI deveIopment pIanning
scenarios
EvaIuate deveIopment pIans
Make the necessary Customizing settings
for deveIopment pIans
DeveIopment PIans: Unit Objectives




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-3
SAP AG 2003
Programs for training and further education
are offered reguIarIy at your company.
As personneI deveIopment officer, you are
responsibIe for coordinating these programs.
DeveIopment PIans: Business Scenario




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-4
SAP AG 1999
DeveIopment PIans: Introduction
DeveIopment pIans are used to map
personneI deveIopment measures
On-the-job
training
(Iearning by
doing)
Job
rotation
Trainee
programs
Training courses
Seminars
Workshops
......



You can use the Development Plans component to map both generally applicable and individual
development plans. You can then use these development plans to plan and manage both short-term
and long-term development (training) measures. For example, you can use development plans to map
the Iollowing personnel development measures:
Trainee programs and the like
Training courses, seminars, workshops, and so on
On-the-job training, job rotation, and so on
A development plan comprises a sequence oI development measures (which can also run parallel to
each other). Examples oI development measures include:
Attendance oI a training course
StaIIing oI a position
Practical experience in a speciIic organizational unit
Time spent abroad

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-5
SAP AG 2006
GeneraI and IndividuaI DeveIopment PIans
GeneraI deveIopment pIans
Group together training and further education measures
Not specific to certain persons, can be used as tempIates
IndividuaI deveIopment pIans
Used for pIanning deveIopment for specific empIoyees
Contain entire deveIopment history of the empIoyees



General development plans.
A general development plan is a collection oI training measures that impart speciIic qualiIications
Ior a speciIic purpose.
You can use general development plans as generally applicable, non-speciIic (i.e. they do not
apply to speciIic persons) copy templates Ior creating complex or similar training and Iurther
education measures that are implemented Irequently in an organization. You can then copy this
inIormation to the individual development plans oI speciIic persons, and change them to suit the
requirements oI the persons in question. For example, you might create entire trainee programs in
this way, and then copy these to the individual development plans oI the persons who are to
participate in these trainee programs.
Individual development plans:
You use an individual development plan to plan and manage the training and development oI a
speciIic employee. The individual development plan is tailored to the needs oI the employee in
question by adding the necessary items or development plans. For example, you can include
individual measures, entire training programs, or even a catalog oI development measures Ior
planning the career oI a potential manager. You can tailor general development plans to suit the
needs oI individual persons.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-6
SAP AG 1999
DeveIopment PIan CataIog
01/03/2000 01 Current pIan
Trainee consuItant
Trainee saIes executive
Trainee programs
Apprenticeship as purchaser
Apprenticeship as IT speciaIist
Apprenticeship programs
CataIog


DeveIopment pIan
group
DeveIopment
pIan



You can create and manage general development plans in the development plan catalog. You can
then use these general development plans as copy templates Ior creating individual development
plans.
The development plan catalog can contain both development plan groups and development plans:
Development plan groups (object type BL) are used to structure the development plan catalog.
A development plan group can contain development plans, and also Iurther development plan
groups.
A development plan (object type B) contains a sequence oI items - such as attendance oI a business
event (Ior example, a communications course), staIIing oI a position (Ior example, sales assistant),
practical experience in an organizational unit (Ior example, the sales department), and so on.
You can enter descriptive texts Ior development plan groups and development plans.
A translation Iunction is also available - this means that you can use the development plan catalog in
diIIerent languages.
You edit the development plan catalog in Customizing Ior Personnel Development (path:
Development Plans -~ Edit Development Plan Catalog). You can also make changes in a system that
has already gone live by choosing the Current settings menu option.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-7
SAP AG 1999
Structure of GeneraI DeveIopment PIans
Trainee program for
saIes executives
1
Min. 1
Business event type
Introductory event
Years Months Days 2
2
Business event type
GeneraI EngIish
Years Months Days 21
3
Organizational unit
BerIin saIes office
Years Months 3 Days
4
Job
SaIes assistant
Years Months 6 Days
Business event type
Communications course
Years Months Days 3
Organizational unit
London saIes office
Years Months 3 Days
Items
Different
object types
Duration
Sequence
OptionaI or
compuIsory
Notes



You display and edit development plans in SAP Network Graphics.
Development plans contain a sequence oI development plan items. In the standard system, you can
insert objects oI the Iollowing object types as items in development plans: business event type, job,
position, organizational unit, work center, location, appraisal model.
You arrange the various items in a development plan into a speciIic sequence. Please note that it is
also possible Ior items to run in parallel to each other.
You can speciIy a duration Ior every item in a development plan (years/months/days). You can also
speciIy that certain items are compulsory. Furthermore, you can speciIy that a certain number oI
items are compulsory in a given step (Ior example, 2 out oI 4 items in a step must be completed).
The notes Iunction enables you to enter descriptive texts Ior items.
Note.
II you include a business event type in a development plan, and a duration has been speciIied Ior this
business event type in the Training and Event Management component, this duration will also be
used Ior the corresponding item in the development plan.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-8
SAP AG 1999
Imparting QuaIifications
01/03/2000 01 Current pIan
............................
Trainee saIes executive
Trainee programs
CataIog

............
QuaIifications
.................................. .................... ...............
....
Name Proficiency Start ...
....
....
SaIes skiIIs
Business EngIish
Average
Good
01/01/1999
01/01/1999
QuaIifications imparted
by the deveIopment
pIan



You can speciIy which qualiIications should be imparted upon completion oI a general development
plan.
You can have the system propose qualiIications to help you here. In this case, the system proposes
all oI the qualiIications or requirements (including proIiciencies) that are related to the individual
items in the development plan. For example, iI the requirement English (proIiciency Good) has been
deIined Ior a position, and iI this position is an item in a development plan, the English (proIiciency
'Good') will be proposed by the system as the qualiIication to be imparted upon completion oI the
development plan. You can change the list oI qualiIications proposed by the system - in other words,
you can delete qualiIications, or add more qualiIications. You can also change the proIiciencies
proposed Ior the qualiIications.
When people complete the development plan, the qualiIications deIined Ior a general development
plan can be written to the qualiIications proIiles oI the people in question.
Depending on the qualiIications they impart, development plans can also be included as training
proposals (in proIile matchups, Ior example).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-9
SAP AG 2006
IndividuaI DeveIopment PIans
IndividuaI deveIopment pIan
Contains aII pIanned, current and compIeted items for a person
Contains information on the vaIidity period and status of the items
Can contain notes on specific deveIopment items
SeIect specific items
Use generaI deveIopment pIans
and adapt them
EngIish course CompIeted 01/03/2000 01/10/2000
BerIin saIes office CompIeted 01/03/2000 04/30/2000
SaIes assistant Current 05/01/2000 12/31/2000
Communic.course PIanned 07/15/2000 07/17/2000
Items in individuaI
deveIopment pIan



You use an individual development plan to plan and manage the training and development oI a
speciIic employee. You create an individual development plan Ior one person. This plan is then
constantly updated. An individual development plan contains all planned, current and completed
items pertaining to a person. You can also include general development plans (or parts oI them) in an
individual development plan.
In an individual development plan, every item and general development plan is assigned a validity
period and a "state", or status (Ior example, Planned, Current, Completed). This state is used to
regulate the progress oI the measure in question. This means that it is possible to document an
employee's personnel development history to date in an individual development plan. Please note
that a status is not assigned to the individual development plan itselI (as a whole).


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-10
SAP AG 1999
The Individual Development SubprofiIe
Indiv. deveIopment
Item type Name State VaIid from VaIid to Note
Business event... Business EngIish 1 CompIeted 01/03/2000 01/31/2000
Job SaIes assistant Current 02/01/2000 07/31/2000
.......... .................................. .......... .......... ..........
Remarks/comments on
individuaI items and
deveIopment pIans
Notes
Inserting items
Insert specific items of your choice
Insert items using a generaI
deveIopment pIan as a tempIate
State management
ManuaI update
Further processing steps triggered
by specific states
State changes triggered by specific
events



You use the Individual Development subproIile to plan and manage an employee's individual
personnel development.
You can add new items to an individual development plan, or you can edit existing items. You can
also include a general development plan (or parts oI it) in an individual development plan.
Every item in an individual development plan is assigned a validity period and a "state", or status
(Ior example, Planned, Current, Completed). This state is used to regulate the progress oI the
measure in question. You can assign and update these statuses manually when you work through
individual planning scenarios. It is, however, possible to partially automate state management - you
can speciIy that certain events should automatically trigger a change in the state oI an item.
You speciIy in Customizing which statuses can be assigned to the items and development plans in an
individual development plan.
You can enter notes Ior every item and general development plan in an individual development plan.
Integration.
II you use the Training and Event Management Iunctionality to book a person onto a business event,
this inIormation will be written automatically to the individual development plan (that is, a
corresponding item will be added).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-11
SAP AG 2006
Item type Name State VaIid from ....
Business event... Introductory... CompIeted 01/03/2000
Job SaIes assistant Current 02/01/2000
.......... .................................. .......... ..........
IndividuaI DeveIopment PIanning (Using TempIate)
1
Min. 1
Business event type
Introductory event
Years Months Days2
2
Business event type
GeneraI EngIish
Years Months Days21
3
Organizational unit
BerIin saIes office
Years Months 3 Days
4
Job
SaIes assistant
Years Months 6 Days
..........
SaIes executive trainee program
PIanned
Pers. no.
.........
Name
IndividuaI deveIopment pIan:
Copy aII items
Copy mandatory items
SeIect specific items
GraphicaI dispIay of
generaI deveIopment
seIected



NOTE: There is a user parameter that will show the Individual Development Plan Template as a
graphic as shown above, or alternatively you can show the template as an ABAP list viewer. When
the development plan items are displayed, you can choose between the previous network graphic
(Parameter Value 'G') and ALV grid control (Parameter Value 'A') using the new
HRPDV¸DEVPLAN user parameter. When no user parameter is set, the development plan items are
issued by deIault with ALV grid control as oI Release ERP2005.
When you create an individual development plan Ior an employee, you can copy Irom a general
development plan. You can then tailor this general individual plan to the employee's requirements by
deleting items or adding new items. The items you select are then copied to the individual
development plan.
The general plan is displayed in graphical Iorm. By choosing Transfer mandatorv items, you can
copy all mandatory items to the individual plan. By choosing Transfer all, you can copy all items
Irom the general development plan to the individual development plan. You can copy individual
items in the general plan to the individual plan by double-clicking them. Items you have already
selected are highlighted accordingly in the graphical display oI the general plan.
You can also deIine a status, validity period and notes Ior every general development plan in an
individual development plan. This enables you to document in the individual plan that the general
plan (an apprenticeship, Ior example) has been completed.
II a person completes a general development plan successIully, the qualiIications assigned to the
development plan can be written to the person's qualiIications proIile. II the person already holds a
qualiIication, only the proIiciency oI the qualiIication is updated (that is, providing the new
proIiciency is higher/better than the existing one).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-12
SAP AG 1999
The Development Plan History SubprofiIe
Dev. pIan history
Name State VaIid from VaIid to Note
SaIes exec. trainee program CompIeted 01/03/1998 12/31/1999
Management trainee program PIanned 02/01/2000 07/31/2000
.................................. .......... .......... ..........
State
VaIidity period
Note
Used for managing the generaI deveIopment pIans
in which a person is/was invoIved. Contains:



You use the Development Plan Historv subproIile to manage the general development plans in which
a person is/has been involved.
You might, Ior example, use the Development Plan Historv subproIile to:
Get an overview oI the development plans in which a person is currently participating/has
participated
Delete development plans Irom the person's history
Tailor a development plan to a person's needs, and change the state oI a development plan

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-13
SAP AG 1999
IndividuaI deveIopment pIan
Triggering Further Processing Steps
Item:
Training X
..........
Change of state Event
Current Booking
Item:
Position Y
Current Transfer
..........
Certain deveIopment measures can trigger further
processing steps (this depends on the state of the measures)



II a speciIic state is assigned to a development plan or to an item in a development plan, it is possible
to trigger certain Iurther processing steps automatically.
The standard system contains the Iollowing Iunction modules Ior Iurther processing:
II an item involves attending a business event, and its state is changed to Current, the person is
booked onto the business event in question.
II an item involves staIIing a particular position, and its state is changed to Current, the person is
transIerred to the position in question.
II the state Completed successfullv is assigned to a development plan (within an individual
development plan), the qualiIications imparted by the development plan are written to the person's
qualiIications proIile.
II the state Current is assigned to an appraisal, the system goes directly to the Iunctionality Ior
holding the appraisal.
You can also make settings in Customizing to speciIy whether users have to conIirm execution oI a
Iurther processing module, or whether it should be executed entirely in the background.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-14
SAP AG 1999
IndividuaI deveIopment pIan
Automatic State Management (1)
Item:
Position Y
Current
EmpIoyee
transferred
Planned
Course
foIIowed up
Item:
Training X
Completed Current
Change of state Event
Certain triggering events can change the states of items
in deveIopment pIans



You can update the states (Planned, Current, and so on) oI items in individual development plans
manually. It is, however, possible to partially automate state management Ior items - you can speciIy
that certain events should automatically trigger a change in the state oI speciIic items.
Examples.
A person is to staII a speciIic position as part oI his/her individual development plan. To start with,
the state oI this item is Planned. When the person is transIerred to the position, the event Position is
restaffed comes into Iorce. This event causes the state oI the item in the person's individual plan to
change Irom Planned to Current.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-15
SAP AG 1999
DeveIopment PIans: Reporting Options
Find Objects for
DeveIopment
PIan Item
Business event type
GeneraI EngIish
Years Months Days
Find Objects for
DeveIopment PIan:



The Find Obfects for Development Plan search Iunction generates a list oI all persons involved in a
development plan. This list is broken down by development state - in other words, it is sorted
according to the status (Ior example, Planned, Completed successfullv) attained in the development
plan. You might use this Iunctionality, Ior example, to Iind out how many people have completed a
speciIic development plan successIully and how many unsuccessIully, to see who is currently
participating in a development plan, how many people are scheduled to participate in a development
plan, and so on.
The Find Obfects for Development Plan Item search Iunction generates a list oI all persons involved
in a development plan item. This list is also sorted by development state.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-16
SAP AG 2003
Customizing CheckIist: DeveIopment PIans
Edit DeveIopment PIan CataIog
DeveIopment PIans
Define DeveIopment PIan States
Further Processing of PIan States
Automatic State Management
Set Up ControI Parameters
Define Permitted Further Processing



You make system settings Ior the Development Plans component in Customizing Ior Personnel
Development (under the option Development Plans).
The Customizing checklist in the slide above lists the various Customizing activities that aIIect the
Development Plans component. We have already discussed how you edit the development plan
catalog, so we do not need to go into any Iurther detail about this.
The IMG activity Define Profile Jiew is also relevant to the Development Plans component - in this
activity, you speciIy whether or not the Individual Development and Development Plan Historv
subproIiles should be used and, iI so, Ior which object types.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-17
SAP AG 1999
Defining DeveIopment PIan States
State State of deveIopment
1
2
3
4
5
6
PIanned
Current
CompIeted
CompIeted unsuccessfuIIy
CompIeted successfuIIy
Not carried out
Business event type
GeneraI EngIish
Years Months Days
DeveIopment pIan
item
DeveIopment pIan



In the step entitled Define Development Plan States, you speciIy which states can be assigned to
items and development plans.
The state represents the current progress made in a development measure. You have to assign and
update the states oI items and development plans manually.
Note.
You cannot assign a state to an entire individual development plan itselI - you assign states to the
individual items and development plans contained within the individual development plan.
The standard system contains the states shown in the slide above. You can add more oI your own,
and/or change the standard entries.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-18
SAP AG 1999
Further Processing of PIan States
O.. State
B
D
S
BS
RHPQ_T77BX_ADD_QUALIS_OF_DPLAN 5
2
2
2
Further processing moduIe
RHPQ_T77BX_PARTICIPATION_INS
RHPQ_T77BX_SET_PERS_TO_POS
RHPQ_T77BX_START_APPRAISAL
Further Processing of PIan States
An item of a specific object type,
or a deveIopment pIan (object type B)
is assigned a specific status (state).
The further processing step is
triggered, and executed by the
further processing moduIe
specified.
State/status Object type



In the step entitled Further Processing of Plan States, you deIine the Iurther processing steps that
can be triggered when a speciIic state is assigned to an item or a development plan.
In the Obfect tvpe Iield, you enter the object type oI the item or development plan in question. In the
State Iield, you enter the ID oI the state that the item or development must have Ior the Iurther
processing step to be triggered. In the Further processing module Iield, you enter the name oI the
Iunction module that executes the Iurther processing step.
Example.
II the state Completed successfullv (ID 5) is assigned to a development plan (object type B), the
qualiIications imparted by the development plan are written to the person's qualiIications proIile. The
qualiIication proIile is updated by the Iurther processing module speciIied
(RHPQ¸T77BX¸ADD¸QUALIS¸OF¸DPLAN).
The standard system contains the entries shown in the slide above. However, you can also deIine
Iurther processing steps oI your own. To help you do this, the standard system comes with a Iunction
module called RHPQ¸T77BX¸INTERFACE¸SAMPLE. This module contains inIormation on the
interIaces, and can be used as a template to copy Irom.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-19
SAP AG 1999
Automatic State Management
State key Active O.. Ta.. Text
DeveIopment PIans: State Keys
APPR_HISTO
EVENT_FIN
S_DEL
S_NEW
S_OLD
2
2
1
2
3
3
6
2
3
Archive/complete appraisal
Follow up business event
Staffing assignment was deleted
Position will be restaffed
Holder leaves position
Event that automaticaIIy
triggers the change in
state of the item
OriginaI state of the
item in the individuaI
deveIopment pIan
New (target)
state of the
item
Event
Course
foIIowed up
Change of state
Current
Item:
Training X
Completed



In the step entitled Automatic State Management, you speciIy the events that trigger an automatic
change in the state oI an item. In this way, you can partially automate state management Ior items in
individual development plans.
In the State kev Iield, you enter the event that is to trigger a change in the state oI an item. In the
Original state Iield, you enter the state that the item must have when the event occurs. In the Target
state Iield, you enter the new state to be assigned to the item when the event occurs. The Active Ilag
determines whether automatic state management is to be activated Ior the event in question.
II one oI these predeIined events occurs, the Iollowing Iactors are checked:
Are the objects in question (in our example, person and position) linked to each other through an
individual development plan?
Has the Active Ilag been set Ior the event?
Is the status oI the item the same as the status deIined in the Original status Iield?
II the answer to all these questions is yes, the status oI the item in the individual development plan is
changed as speciIied.
Note.
II you do not wish to use certain events, do not delete them - deactivate them instead.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-20
SAP AG 2006
Set Up ControI Parameters
Group Sem. abbr. VaIue abbr. Further processing moduIe
DPLAN CONFS X Ìndiv. planning: Confirm further processing
ShouId the user have to confirm execution of the further processing moduIe,
or shouId it be executed directIy in the background?
Group Sem. abbr. VaIue abbr. Further processing moduIe
DPLAN TSTAT 3 Ìndiv. planning: state after course attended
Which state shouId a business event visit have that is automaticaIIy recorded in the
deveIopment pIan?
Group Sem. abbr. VaIue abbr. Further processing moduIe
DPLAN SIMU 1 Participants in the development plans
ShouId business events that were not defined in the individuaI deveIopment
pIan be dispIayed in the individuaI deveIopment pIan?



In the activity entitled Set Up Control Parameters, you can speciIy whether users have to conIirm
execution oI a Iurther processing module, or whether it should be executed entirely in the
background. II you enter the value X Ior entry CONFS oI group DPLAN, this will mean that users
will have to conIirm the Iurther processing step.
In addition, in this step you can speciIy what state is automatically assigned Ior course attendance
and written to the individual development plan oI attendees. This is done via the switch TSTAT oI the
DPLAN group when integration is active between the application components Development Plans
and Training and Event Management.
You do so by entering the numerical ID oI the state in this switch. In the standard system, the deIault
entry is 3 completed Ior state after course attendance.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-21
SAP AG 1999
You are now abIe to:
Describe how deveIopment pIans are structured
Create generaI deveIopment pIans
Work through individuaI deveIopment pIanning
scenarios
EvaIuate deveIopment pIans
Make the necessary Customizing settings for
deveIopment pIans
DeveIopment PIans: Unit Summary




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-22

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-23
Exercises

Unit: Development plans
Topic: General and Individual Development
Plans

• Create general development plans.
• Work through individual development planning scenarios

The training and development oI employees play an important
roll in your company. A trainee program was devised Ior newly
appointed employees in the Marketing and Sales area. You now
have to map this trainee program in the system.
Note: Replace the place holder ## with your group number.

1 Setting Up a General Development Plan
You want to map the Sales/marketing group == trainee program in the system.
1-1 Create a development plan called Sales/marketing trainee program group ==
beneath the development plan group Training programs.
Enter 01.01 oI the current year as the validity start date, and use the validity end
date proposed by the system.
1-2 Create the business event type Companv Orientation as the Iirst step in the plan.
1-3 SpeciIy that the second step in the plan should involve a three-month placement
in each oI the Iollowing organizational units: ##-Marketing, Sales Department
1, and Sales department 2. Also speciIy that at least 2 oI the items in this step
must be completed.
1-4 The third step in the plan should include the business event types
Communications Course and Powerful Presentations. Stipulate that the business
event type Communications course is a mandatory item.
1-5 Have the system propose the qualiIications imparted by the development plan.
Accept at least one oI the qualiIications proposed.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-24
2 Creating an Individual Development Plan
The employee, Ricarda Sanders, participates in the trainee program.
2-1 Assign the general development plan Sales/marketing trainee program Group
== to Ricarda Sanders` individual development plan Irom the beginning oI the
Iollowing month.
2-2 Ms Sanders` individual development plan should contain the Iollowing items
Irom the general development plan:
• The organizational unit ==-Marketing
• The organizational unit Sales department 1
• The organizational unit Sales department 2
Assign the state Planned to the general development plan in which Ms. Sanders
is participating.
Also assign the state Planned to all oI the items.
2-3 The individual training Ior Ms. Sanders should still include the staIIing oI a
position oI your choice Irom your organization department ##-Marketing. This
item should start directly aIter the items in the general development plan have
been completed, and should also be assigned the state Planned. Ms Sanders
should hold the position Ior 6 months.
Save the individual development plan.

3 Updating the Individual Development Plan
3-1 Ricarda Sanders is now due to start the items ==-Marketing and
Communications course. Change the state oI the items to Current.
Book Ms Sanders onto an available communications training business event.
Save the development plan.

4 Updating the Qualifications Profile
4-1 Ms Sanders has now successIully completed all oI the items in her development
plan. In the Development Plan Historv subproIile, change the state oI the
development plan in her individual development plan to Completed
successfullv.
Display Ms Sander`s qualiIications proIile, and check to see iI it contains the
new qualiIications.

5 Evaluating Development Plans
5-1 Display a list oI all employees who have participated in the development plan
item Communication course.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-25
Solutions

Unit: Development plans
Topic: General and Individual Development Plans

1 Setting Up a General Development Plan
1-1 To create a new development plan, choose:
Human Resources → →→ → Personnel Management → →→ → Personnel Development → →→ →
Settings → →→ → Current Settings → →→ → Edit Development Plan Catalog
Alternatively, you can proceed using the IMG:
Choose: 1ools → →→ → Customizing → →→ → IMC → →→ → Edit Project.
The Customi:ing. Execute Profect screen appears. II there is no HR510
Personnel Development project IMG, click the Display SAP Reference IMC
pushbutton, or choose Coto → →→ → Display SAP Reference IMC.
II your Customizing Worklist already contains a HR510 Personnel
Development project, select it, and then click the Display project pushbutton.
The system displays the project IMG.
In the IMG structure, choose Personnel Management → →→ → Personnel
Development → →→ → Development Plans → →→ → Edit Development Plan Catalog
To create a new development plan beneath the development plan group Trainee
Programs place your cursor on this development plan group, and either click
the Create icon, or choose Entry → →→ → Create.
In the Create popup that appears, place your cursor on the option Development
plan, and then choose Enter (1ransfer).
Enter the name oI the new development plan (Trainee program for
marketing/sales group===).
Enter 01.01 oI the current year as the validity start date, and use the validity end
date proposed by the system.
Save your entries

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-26

1-2 You are in the Change Development Plan dialog box.
Click the Change items icon (the icon to the right oI the Save icon).
The Edit Development Plan Items screen appears.
The Iirst step in the development plan involves attendance oI a business event
oI the type Companv Orientation.
In the Node Area, click once on the object Business event tvpe. Your cursor will
change shape (it is now a rectangle hanging Irom a vertical line).
Click anywhere in the Display Area, and use the possible entries Iunction to
select the business event type in question.

1-3 To create items Ior a new step, proceed as Iollows:
In the Node Area, click once on the object you wish to insert (Organi:ational
unit). The shape oI the cursor changes again (see exercise 1-2).
In the Display Area, click anywhere beneath the Iirst step, and use the possible
entries Iunction to select the organizational unit in question.
To assign a Iurther organizational unit as an item to this second step, click the
object Organi:ational unit in the Node Area again, and in the Display Area,
position it beside the existing items Ior the second step (Marketing, Ior
example). Use the possible entries Iunction again to select the organizational
unit you want to insert (Ior example, Sales department 1).
Proceed in the same way to insert the third item (Sales department 2) in the
second step.
Note:
It is always possible to insert an 'earlier¨ step with items.
In this case, simply place your cursor above the items oI an existing step in
order to insert an item oI the earlier step. The steps will be re-numbered in this
case.
To speciIy a duration Ior an item, click the item once, and choose Edit → →→ →
Change. (Alternatively, you can simply double-click the item in question.)
In the Maintain Item popup, enter the value 3 in the Months Iields, and choose
1ransfer (Enter). Follow the same procedure Ior the other items.
To speciIy that at least 2 oI the items in this step must be completed, place your
cursor on the 2 (Ior step 2), and choose Edit → →→ → Change. (Alternatively, you can
simply double-click the 2.)
The Change Number of Mandatorv Items popup appears. In the Number of
mandatorv items Iield, enter the value 2, and then choose 1ransfer.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-27

1-4 To create items Ior the third step in the development plan, Iollow the same
procedure as in 1-3, but this time select the appropriate business event type in
the Node Area.
To speciIy that an item is a mandatory item, click the item once, and choose
Edit → →→ → Change. (Alternatively, you can simply double-click the item in
question.)
In the Maintain Item popup, select the option Mandatorv item, and then choose
1ransfer (Enter).
Save your entries, and choose Development plan → →→ → Exit. This takes you back
to the Change Development Plan Catalog screen.

1-5 To have the system propose qualiIications Ior the development plan Trainee
program for marketing/sales group=== on the basis oI the items included in this
development plan, place your cursor on this development plan, and choose
Entry → →→ → Change. (Alternatively, you can simply double-click the development
plan.)
Choose the Qualifications tab page, and then click the Propose qualifications
pushbutton. The system proposes the qualiIications/requirements (and their
corresponding proIiciencies) linked to the items in the plan. The values oI the
proIiciencies can be changed.
To delete a qualiIication, select it, and then click the Delete qualification icon.
To add a qualiIication, choose Add Qualification. Make any changes you desire
to qualiIications and proIiciencies.

Save your entries, and conIirm by choosing Enter.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-28
2 Creating an Individual Development Plan
2-1 Choose:
Human Resources → →→ → Personnel Management → →→ → Personnel Development → →→ →
Planning → →→ → Individual Development.
The Individual Development screen appears.
Leave the object type as Person, and in the input Iield to the right oI it, enter the
employee surname Sanders.
Enter the development plan Sales/marketing trainee program group== as the
model development plan.
Enter the Iirst day oI the Iollowing month as the planning start date.
Now choose Individual planning → →→ → Change, or click the Change icon.

2-2 The Individual Development Planning screen appears.
The items oI the general development plan are displayed on the leIt-hand side oI
this screen.
To copy an item Irom the general development plan to the individual
development plan, place your cursor on the item in question, and choose Edit → →→ →
Change (alternatively, simply double-click the item in question).
Select the items ##-Marketing, Sales department 1, and Communications course
Irom the general development plan.
To assign the state Planned to all oI the individual items, simply assign the state
Planned to the entire sales/marketing trainee program. A popup appears asking
you iI you want to adjust the states oI the individual items. ConIirm this popup
by clicking Yes.
Save your entries, and then choose Coto → →→ → Profile.

2-3 You are in the Individual Development subproIile.
To add more items to the individual development plan, choose Individual
development → →→ → Create (or simply click the Create icon at the bottom).
In the popup that appears, select the object type Position by double-clicking it.
Then use the search help to select the position oI your choice Irom your
organizational unit ##-Marketing. SpeciIy the validity period (6 months) by
entering the appropriate validity start and end dates, and also assign the state
Planned. Save your entries.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-29
3 Updating the Individual Development Plan
3-1 You are still in Ms Sanders` Individual Development subproIile.
In the State Iield, change the state oI the item ##-Marketing to Current.
When you change the state oI the item Communications training to Current, a
popup appears asking you iI you want to book the attendance. ConIirm this
popup by clicking Yes.
Select a business event in the window that appears, and click the Book
pushbutton. Click the green arrow to go back to the Individual Development
subproIile.
Save your entries.

4 Updating the Qualifications Profile
4-1 You are still in Ms Sanders` proIile.
Select the Development Plan Historv subproIile. Select the development plan
Sales/marketing trainee program, and choose Edit → →→ → Choose or click the
Choose icon.
Change the state oI the trainee program to Completed successfullv. Click Yes in
the popup asking you iI you want to add the qualiIications imparted by the
development plan.
Also click Yes in the popup asking you iI you want to adjust the states oI the
individual items.
Save your entries.
Choose Coto → →→ → Profile.
Choose the Qualifications tab page.
As you can see, the qualiIications imparted by the development plan have been
written to the qualiIications proIile.

5 Evaluating Development Plans
5-1 You are on the SAP Easv Access screen. Choose:
Human Resources → →→ → Personnel Management → →→ → Personnel Development → →→ →
Information System → →→ → Reports → →→ → Search → →→ → For Development Plan Item
Select the object type Business event tvpe, and enter the business event type
Communications training in the input Iield to the right oI it. Use the evaluation
period proposed by the system.
Now choose Search → →→ → Execute, or click the Execute icon.
In the Find Obfects for Development Plan Item view, the assigned employees
are listed per state Ior you.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 7-30


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-1
SAP AG 2006
Performance Management
AppraisaI Process
EvaIuation options
Customizing AppraisaIs
Integration Options
Contents:




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-2
SAP AG 2006
One fIexibIe, internationaIIy appIicabIe appraisaI
tooI for aII HR components
Definition of different appraisaI processes
incIuding objectives and reviews of these
objectives
AnaIyticaI appraisaI procedures
Various Customizing settings
EvaIuation options
Introduction: Performance Management(1)



The Obective Setting and Appraisals component enables you to create appraisals, as well as plan,
hold, and evaluate appraisals. An appraisal system is a selI-contained process that enables you to
make Iormal and standardized appraisals in a business context using one or more templates
(appraisal Iorms). This is turn ensures that the appraisals you make are as objective as possible.
The Objective Setting and Appraisals component is used in Personnel Development, Training and
Event Management and Personnel Administration.
Only analytical appraisal procedures are supported (no comparative ranking procedures).
At various points in Customizing, customers can use Iunction modules oI their own, and in this way
tailor the component to their own speciIic needs.
It allows you to carry out many evaluations.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-3
SAP AG 2006
Performance Management Business Scenario
At your company annuaI personneI reviews are heId at the end
of each year. In each case an empIoyee's performance is
appraised by his or her supervisor. Some appraisaIs aIso
incIude additionaI individuaIs to participate in the appraisaI
such as a co-worker or subordinate empIoyee.
In your roIe as the PersonneI DeveIopment Officer, you are
responsibIe for creating the Objective Setting and AppraisaI
forms.
In training sessions, you demonstrate how to work through
creating an appraisaI and demonstrate the reporting
capabiIities of the Objective Setting and AppraisaI
functionaIity.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-4
SAP AG 2006
Objective Setting and AppraisaIs
AppraisaI Process
AnaIyzing and EvaIuating AppraisaIs
Integration Options
Customizing Objective Setting and AppraisaI forms
Contents:
Performance Management



The second part oI the unit (part B) deals with the Iunctionality oI Objective Setting and Appraisals
that has been available since Release 4.7 Extension 1.10.
The old Iunctionality oI the appraisal systems can also be used with Release 4.7.
It is not, however, possible to use both the appraisal systems and the new Objective Setting and
Appraisals.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-5
SAP AG 2006
SoIution Introduction
Performance Management in my8AP ERP Performance Management in my8AP ERP Performance Management in my8AP ERP Performance Management in my8AP ERP
HCM. . . HCM. . . HCM. . . HCM. . .
Is an end-to-end process that integrates company
pIanning and initiatives with measurabIe empIoyee
objectives, appraisaIs and feedback, and
compensation administration.
Components Components Components Components
Integration with mySAP ERP components
BaIanced Scorecard
DeveIopment PIans
SAP Learning SoIution
Compensation Management
Business InteIIigence/AnaIytics
QuaIification CataIog and ProfiIe



Components
Integration with the balanced scorecard
- Objectives Irom the organizational unit`s scorecard are integrated in the employee`s appraisal
Iorm
- Personal score Irom the perIormance matrix
Continuous feedback process
- Planning
- Review
- Appraisal (with 360° Ieedback)
Integration with compensation planning and administration

BeneIits
Improvement oI overall enterprise perIormance and individual employee perIormance
Standardized instrument Ior review and appraisal oI perIormance
Support Ior implementation oI enterprise strategy
More open communication at all hierarchical levels
PerIormance-oriented compensation
.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-6
.
Supporting instrument Ior personnel development
Link between the enterprise goals and the planned perIormance oI the employees
Enterprise-wide application supports recognition and comparability
Objective attainment is used to measure perIormance and success

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-7
SAP AG 2006
SoIution CapabiIities
¡ntegration ¡ntegration ¡ntegration ¡ntegration
Between BaIanced Scorecard
and individuaI objectives
AppraisaI resuIts can be used
for compensation adjustment
proposaIs
Job and position requirements
Iinked to empIoyee objectives
DeveIopment pIan steps are
dispIayed and monitored
IndividuaI training courses are
dispIayed and monitored
Flexibility Flexibility Flexibility Flexibility
TempIates provide framework
to guide participants through
performance cycIe
Supports best-practice
performance management
processes
SingIe screen configuration
Status and workfIow
management
Open architecture for customer
enhancements
Enhanced anaIytics



Objective Setting and Appraisals is positioned under PerIormance management.
Templates provide structure Ior individuals to create Objective Setting and Appraisal. One single
screen Ior conIiguration and allows Ior status and workIlow management. Open architecture Ior
customer enhancements is realized by BAdI`s. By integrating with Strategic Enterprise Management
(SEM) the departmental objectives taken Irom the company objectives can be displayed in the
Balanced Scorecard and the relevant strategic objectives transIerred directly to the employee`s
objective setting. By integrating with the Business Intelligence (BI) it is possible Ior comprehensive
and complex evaluations.
The integration with Personnel Development enables requirements proIiles to be taken Irom
positions or qualiIications Irom the qualiIications catalog directly in the employee`s individual
objective setting. The qualiIication proIile oI the employees who have been appraised can be update
aIter the appraisal process has been completed. The integration with Learning Solutions enables
appraisal processes Ior business event and attendee appraisals.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-8
SAP AG 2006
Objective Setting and AppraisaIs - Functions
Ob]ective 8etting
Free Text / Predefined Objectives
Weighting
Add / DeIete Objectives
Final Appraisal
Manager
FinaI EvaIuation
Document Header
Participants
Dates
EmpIoyee Data
Functions
Status Management
Action Log
DispIay Iinks
BaIanced Scorecard
QuaIification ProfiIe
EmpIoyee Previous
Document...
Part Appraisals
Manager / EmpIoyee / CoIIeague
VaIue Lists, Notes
Separate EvaIuation



An appraisal process is represented in the appraisal catalog based on an appraisal category and an
appraisal Iorm created Ior this category. The appraisal Iorm acts as a model in the application
process Ior creating appraisal documents.
The layout oI the appraisal Iorm is dependent on the data in the Iorm header.
Functions allow you to easily see the status oI the appraisal. The action log details what has occured
with the appraisal. Links to integration points such as the Balanced Scorecard or QualiIications
catalog are available iI they were included in the template.
The Objective Setting area allows Ior the entry Ior Iree text. Objectives can be predeIined in the
template or we can add or delete objectives as we work thru the process.
Part Appraisals allows column access to managers, employees, colleagues who are a part oI the
appraisal process along with a Iinal appraisal column.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-9
SAP AG 2006
Management by Objectives
Company /
Area GoaIs
Vision
Enterprise GoaIs
Board
Upper
Manage-
ment
Department
Manager
and Team
Leader
Strategic GoaIs
Company goals and
organizational goals
8AP 8EM
OperationaI GoaIs (MBO)
At employee level
compensation-relevant
OperationaI GoaIs (MBO)
At employee level
compensation-relevant
my8AP HCM
Department and
Team GoaIs
Department and
Team GoaIs
IndividuaI
GoaIs
IndividuaI
GoaIs
Employees



This slide describes the objective setting process in the perIormance Ieedback process.
Ideally, objectives should be are set in the planning meetings that take place at each level oI the
organization.
This is both a top-down and a bottom-up process. This means that on the one hand, business
objectives are set at board level and transported through the organization, and on the other hand
these objectives are linked at each level oI the organization via the planning meetings that have to
take place at each organizational level.
It is important that the managers and employees communicate with one another so that managers can
set objectives that are realistic and appropriate.
When reaching an agreement on individual objectives Ior the year, employees and managers should
Iocus on both long-term and short-term goals.
The agreement should include a number oI short-term objectives as well as a number oI objectives
that will promote long-term results. Some objectives may IulIill both categories
Short-term goals are based on a department's most up-to-date results. The employees may have to
develop or improve some speciIic skills and competencies to reach these short-term goals.
Long-term goals are based on skills and competencies that can be developed over a longer period oI
time. Long-term goals could reIer to the skills and competencies required oI someone who is to
manage a large project in 2 years time, Ior example. In this instance, the employee would have more
time to development the necessary skills.
It is important to agree on a development plan that promotes both short-term results and long-term
development.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-10
SAP AG 2006
Management by Objectives
Manager
Line Manager
Team Members
Co-operative
Future oriented
Motivating



Obfective Setting & Appraisals is a modern personnel management method. Compensation is
determined by an employee`s perIormance in relation to agreed goals.This management method can
improve the motivation and perIormance oI many employees, Ior example.
mySAP HCM Objective Setting & Appraisals oIIers a tool that enables you to monitor an
employee`s operative goals. It also allows you to transIer the enterprise strategy to the employee
level by introducing detailed objectives and initiatives with integrated perIormance Ieedback
(appraisals) and compensation adjustments.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-11
SAP AG 2006
The Objectives
8 88 8pecific The objectives to be attained are expressed as
precisely as possible
M MM MeasurabIe The objectives defined are quantifiable and therefore
exactly measurable
A AA AccountabIe The employee is responsible for reaching the objectives
R RR ReaIistic The defined objectives can be realistically attained
T TT Time-Bound There is a clear time frame for attaining the objectives



Ideally, objectives must be Iormulated as Iollows (SMART Objectives):
SpeciIic The objectives to be attained should be speciIied as clearly as possible
Measurable The objectives deIined can be quantitative and, as such, measurable
Accountable achieving the objectives is the employees responsibility and can be inIluenced by him
or her.
Realistic The objectives deIined have a realistic chance oI being achieved.
Time-Bound There is a clear time Irame Ior the objective to be met.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-12
SAP AG 2006
AppraisaI
Performance AppraisaI Is Changing
360° Feedback
360° Feedback
Performance
Appraisal
Performance
Appraisal
Appraisal Ìnterview
Appraisal Ìnterview
...proficiency-based evaluation: Appraisal Appraisal Appraisal Appraisal
Objective-based evaluation as an alternative to...
Measures for improved
objective attainment
Objective Setting



The appraisal process includes the Iollowing
Manager and employee agree upon the objectives, employee reviews, objectives may be reviewed
throughout the year, Iinal assessments and review close the perIormance appraisal
Support oI strategic goals Irom the Balanced Scorecard in SEM and the transIer oI appraisal data to
mySAP HCM. Company, departmental and area goals are included. Individual objectives are
included. The perIormance management process may be supplemented by employee reviews. There
are appraisal templates to support appraisal types such as part appraisals, 360 degree Ieedback and
Iinal appraisal. Compensation adjustments can be used to include the results oI this process in
compensation.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-13
SAP AG 2006
The Continuous Feedback Process
Define Objectives
Identification of skiIIs
and competencies to
be improved
Identification of
personneI
deveIopment
requirements and
actions
Review
Planning
Appraisal
Dec
Oct
Nov
Apr
Feb
Jun
Aug
May
Mar
JuI
Jan
Sep
Provide Feedback
Support and coaching
by manager
Review of reIevance of
objectives
Add objectives
DeIete obsoIete
objectives
Comparison of current
performance and
objectives
Provide feedback on
achievements
regarding goaIs, skiIIs,
and competencies
Summary of overaII
performance
Derive actions
...



Obfective Setting & Appraisals supports the diIIerent phases involved in the continuous perIormance
Ieedback process.
Similarly to appraisals, objective setting oIten takes place annually. This means that once a year, a
manager holds a goal-setting interview with each oI his or her employees. Manager and employee
agree on concrete goals and the results to be achieved by an agreed date. The goals can be
quantitative (that is, measurable) or qualitative. The goals are usually put in writing and become a
part oI the employee`s personnel Iile.
The employee`s perIormance is measured according to the agreed goals and can be used as a basis
Ior determining the extent oI salary elements (Ior example, bonus). This is a way oI making clear to
employees what is expected oI them and how they can improve their salary. So that the objectives
remain at the IoreIront, Reviews are carried out during the year. Here, the objectives (Target) are
compared with the results already achieved (current Actual), the diIIerences between the two are
recorded, and any necessary corrections are made to the objectives (Ior example, adjustment or
reIormulation oI existing goal-setting agreements).
At the end oI the cycle, the goal-setting agreements are evaluated, and corresponding bonus
payments or salary adjustments are made. At the same time, objectives are deIined Ior the next
period. The circle closes.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-14
SAP AG 2006
AppIication Basics
AppIication Basics




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-15
SAP AG 2006
ExampIe of an AppraisaI - Header
1. Part appraiser and other roIes
2. Status Management
3. Fixed Iinks - SEM/QuaIs/Mgr doc/Emp Previous doc
4. Log
4 44 4
1 11 1
3 33 3
2 22 2



This slide shows some highlights oI the Objective Setting & Appraisals Iunction. You can see
Header data such as the appraisal name, status, Appraiser and Appraisee. Additional part appraisers
and validity periods are shown. You also have diIIerent Iixed links such as a link the qualiIications
proIile. What links you see are dependent on the conIiguration oI the Appraisal Iorm.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-16
SAP AG 2006
ExampIe of an AppraisaI - Objectives
1. ExpIanatory text
2. Part appraisaIs
3. Add objectives
4. DeIete objectives
5. IndividuaI weighting
- Free text
- Strategic goaIs
from SAP SEM
- Requirements profiIe
(from job)
- Access rights
(e.g. manager can not
change empIoyee coIumn)
- AdditionaI coIumns
(e.g. target)
1 11 1
5 55 5
4 44 4
3 33 3
2 22 2



This slide shows more highlights oI the Obfective Setting & Appraisals Iunctionality.
1. Insert Iree text notes
2. Part appraisals
3. Add as many objectives as you want
4. Delete objectives
5. Individual weighting
6. Objective deIinition
7. Strategic goals Irom SAP SEM

Further enhancements include:
Requirements proIile (Irom job)
Access rights (example: manager cannot change employee column)
Additional columns (example: concrete objectives - target)

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-17
SAP AG 2006
Status HandIing
In Preparation
Create Document
PIan Objectives
In PIanning
Review
In Review
Perform
In Process
CompIete
CompIeted FoIIow-Up Processes
Prepare document(s)
FiII document header
Enter agreed objectives
and targets
Change document according to
business requirements
Enter part and finaI
appraisaIs



These statuses are the main statuses delivered by SAP, with ext. Set 2.00 and higher the customer
can included their own sub-statuses to tailor the process to their business needs.
In Preparation: the phase in which documents are created Ior employees. This can be done in an
automated Iashion or individually by the manager or employee.
In Planning: the phase in which the objectives are established and agreed upon.
In Review: the phase in which the document is leIt open Ior change to objectives.
In Process: the phase in which all part appraisers have access to the document in order to provide
Ieedback.
Completed: the phase where the manager controls the closure oI the document Iollowing Iinal
review and appraisal. Integration to other SAP components can occur as well as initiation oI
approval scenarios that have been established.
Further statuses:
Approved
Rejected
Closed approved
Closed rejected
Follow-up processes could be workIlow-triggered, and be subject to an approval process where, Ior
example, the employee (or another role) approves his or her own appraisal. In this scenario,
qualiIication adjustments and the generation oI compensation adjustments would be triggered aIter
approval.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-18
SAP AG 2006
8AP 8EM
my8AP HCM
Assign
scorecard to
organizationaI
unit
Transfer
strategic goaIs of
organizationaI
unit to tempIate
in HR
BaIanced Scorecard
Strategic GoaIs in AppraisaIs: Data FIow
Objective Setting Agreement



Integration between mySAP SEM and mySAP HCM allows you to transIer the score Irom the
mySAP SEM PerIormance Matrix to individual appraisals in mySAP HCM. This is available Irom
SAP HR 4.5B and SAP SEM 3.0.
The descriptions Irom the perIormance matrix are displayed on the appraisal sheet, providing more
detailed inIormation on individual goals.
Please see Note 314287 regarding Integration oI appraisals and SEM PerIormance Management.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-19
SAP AG 2006
Performance-Based Compensation: Data FIow
Performance Matrix
Assign
scorecard to
organizationaI
unit
BuiId
performance
matrix
out of
scorecard
eIements
Transfer
score as
appraisaI
eIement
Assign user/
person to
performance
matrix
BaIanced Scorecard
8AP 8EM my8AP HCM
Use appraisaI for
differentiated
compensation
adjustments
Compensation
Adjustment
AppraisaI



The Obfective Setting & Appraisals application also takes strategic departmental goals Ior individual
goal deIinition and appraisal into account. These are included in the individual appraisal Iorms Ior
each employee.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-20
SAP AG 2006
Differentiated Compensation Adjustments
GuideIines
EIigibiIity
criteria
Bonus
payment
(2500 US$)
No stock
options
FinaI appraisaI
Group
of objectives
IndividuaI
objective
Compensation
Ad]ustment
Completed Appraisal
Basic saIary
increase
(195 US$)



The appraisal results oI a closed (approved) appraisal can be used Ior diIIerentiated compensation
adjustments (based on the results oI the complete appraisal, a criteria group, or a single criterion).
How the appraisal elements inIluence compensation adjustments is deIined in Customizing. In this
example you would need three diIIerent compensation adjustment types (that is, three eligibility
criteria) as well as three guidelines (each guideline uses one wage type).
The appraisal allows you to evaluate the eligibility criteria and the guidelines, and then displays the
compensation adjustments in a table (planned Iunctionality).
You can overwrite the proposed compensation adjustments that are based on appraisal results
manually.
II the appraisal contains qualiIications, the results oI the appraisal can be written to the qualiIication
proIile oI the employee (new qualiIication and/or new qualiIication proIiciency).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-21
SAP AG 2006
Integration
AppraisaI
AppraisaI
Objective
Setting
Objective
Setting
Compensation
Adjustments
Compensation
Adjustments
PersonneI
DeveIopment
PIans
PersonneI
DeveIopment
PIans
QuaIifications
QuaIifications
Requirements
from
Job/Position
Requirements
from
Job/Position
SAP SEM
SAP SEM
Learning
SoIution
Learning
SoIution



The slide summarizes the process and data Ilow when using the Obfective Setting & Appraisals
capabilities oI my SAP HCM.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-22
SAP AG 2006
Integration
BaIanced Scorecard
QuaIifications
Compensation Management
DeveIopment PIans**
T&EM, SAP Learning SoIution**
SAP BI*
0
1
2
3
4
5
6
7
8
9
10
1 2 3 4 5 6 7
Series1
* Enterprise Extension Set 2.00
** mySAP ERP 2004




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-23
SAP AG 2006
Using the AppIication
Using the AppIication




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-24
SAP AG 2006
Transactions
PHAP_PREPARE_PA Prepare AppraisaI Document
PHAP_CREATE_PA Create AppraisaI Document
PHAP_CHANGE_PA Change AppraisaI Document
PHAP_SEARCH_PA Reporting
PHAP_ADMIN_PA Administrator functions
* PHAP_CATALOG_PA AppraisaI TempIate CataIog
IncIudes OOHAP_BASIC Basic AppraisaI TempIate Settings
IncIudes OOHAP_VALUE_TYPE AppraisaI Category Settings
OOHAP_VALUE_TYPE Customizing of VaIue Lists
OOHAP_CAT_GROUP Category Group View
OOHAP_CATEGORY Category View
* Main focus of this chapter



Prepare Appraisal Documents (PHAP¸PREPARE¸PA): Prepare documents using a wizard.
Create Appraisal Document (PHAP¸CREATE¸PA):
Create new objective setting documents. Integrated in Managers Desktop and XXX.
Change Appraisal Document (PHAP¸CHANGE¸PA):
Change existing documents, Ior example, add or delete objectives and enter appraisals (status: in
review or in process).
Reporting (PHAP¸SEARCH¸PA): For example, create ranked lists and export documents to MS
Excel.
Administrator Appr. Document (PHAP¸ADMIN¸PA): Provides administrator Iunctions such as
Iind and unlock locked documents, check Customizing settings, and the overview oI the existing
Business Add-Ins and the corresponding implementations, (re) setting to every possible status,
Iollow-up processing, preparing documents, Iurther admin. Iunctions.
Appraisal 1emplate Catalog (PHAP¸CATALOG¸PA):
Central point oI entry Ior customizing the Performance Management system. Provides all the
Iunctions required to create templates Ior simple appraisals, objective setting agreements, and 360°
Ieedback.
Includes most Iunctions oI the transactions OOHAP¸BASIC and OOHAP¸CATEGORY.
Whenever possible, you should use these transactions via the template catalog.
Basic Appraisal 1emplate Settings (OOHAP¸BASIC): Create new columns, value lists, roles,
and access to new BAdI registration.
.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-25
.
Category Group maintainance view (OOHAP¸CAT¸GROUP): Is only to be used Ior transport,
critical error correction and creation oI new applications (not recommended). It is highly
recommended only to maintain the category group via the catalog because on the view no business
checks are perIormed. It is possible to create incorrectable inconsistencies this way.
Category maintainance view (OOHAP¸CATEGORY): Is only to be used Ior transport, critical
error correction and creation oI new applications (not recommended). It is highly recommended only
to maintain the category via the catalog because on the view no business checks are perIormed. It is
possible to create incorrectable inconsistencies this way. Addition: All texts available on the
category, and thereIore later on in the appraisal header, can be overdeIined. The main texts are in the
category maintainance on the catalog. However all oI them are maintainable via the oohap¸category
transaction.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-26
SAP AG 2006
User Interfaces
You can use Objective Setting and AppraisaIs using an SAP
GUI or in a Web environment
The Web pages are Business Server Pages (BSPs), which you
can start using a Iink
BSPs can be integrated in the portaI



You can access your documents directly through the SAP GUI or you can access them through a
Business Server Page. In the Object Navigator (SE80) the URL Ior your BSP`s can be Iound.
Alternatively the transaction PHAP¸START¸BSP can be utilized to locate the BSP pages
and test your conIiguration.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-27
SAP AG 2006
Links to Start Objective Setting and Appraisals
Link to
BSP
pages



To Iind out, which links you need to enter the Web pages, enter the Web Application Builder (se80).
In the Repository Browser search Ior package PAOC¸HAP¸DOCUMENT¸UI, and Iollow the path
Web Object s -> BSP Applications -> HAP¸DOCUMEA -> Pages with flow logic.
Double-click on the page you want to access. On the right side oI the screen, go to the Properties tab
page. The URL Iield contains the URL you need.

In the Repository Browser, select BSP Application -> HAP_DOCUMENT -> Pages with Flow
Logic

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-28
SAP AG 2006
Links to Start Objective Setting and Appraisals
Refresh Addressbar based
on the entered parameters
Start the defauIt browser
with the address as
currentIy in the addressbar
Addressbar



BSP`s can be started also directly Irom R/3 via tranasaction phap¸start¸bsp. This transaction can also
be used to see the parameters and to build up the link which you can copy Ior use in your portal
iview.
Restrictions: Only works Ior HAP¸DOCUMENT, it shows all the pages with Ilowlogic, not all are
available to use as entry point though.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-29
SAP AG 2006
TypicaI Steps Using the AppIication
In Preparation
Create Document
PIan Objectives
In PIanning
(Next) Review
In Review
Perform
In Process
CompIete
CompIeted FoIIow-Up Processes
Prepare Document(s)
FiII Document Header
Enter Objectives
and Targets
Change Document
According to Business
Requirements
Enter Part and FinaI
AppraisaIs
Secretary
HR SpeciaIist
Line Manager
EmpIoyees
Line Manager
EmpIoyees
Line Manager
EmpIoyees



This example is only demonstrating the main process. At customer side there will be many variations
on this which can be achieved by applying sub-statuses.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-30
SAP AG 2006
Prepare Objective Setting Documents I
Bob Chan,
an HR speciaIist,
creates the objective
setting documents



The Iollowing slides deal with the transaction PHAP¸PREPARE¸PA.
The wizard enables you to prepare objective setting documents easily. For example, you can create
all the documents a manager needs Ior setting objectives Ior all his or her employees in one
operation.
The mySAP HCM organizational structure is used to determine the relationships between the
appraiser and the appraisee.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-31
SAP AG 2006
Prepare Objective Setting Documents II
You can rename the
AppraisaI Form and change
defauIt start and end date
for appraisaI forms




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-32
SAP AG 2006
Prepare Objective Setting Documents III
In preparing the appraisaI document
you can specify the appraisers and
appraisees. Creating Iist
automaticaIIy wiII use reIationships to
create the appropriate forms.
Creating manuaIIy you can search for
an appraisee by name or object ID




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-33
SAP AG 2006
Prepare Objective Setting Documents IV
ReIationship
CompIete the Form



When the wizard is Iinished, the documents the manager needs are created and ready Ior use.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-34
SAP AG 2006
Create Documents using the OrganizationaI
Structure
Choose root organizational unit
and appraisal template
Enter
validity period



This slide deals with the transaction PHAP¸PREPARE¸PA
II you set the Ilag Skip Preparation, the documents will be provided to the users in the status In
planning. II you want to enable the users to modiIy the header, e.g. to add part appraisers, you do not
set this Ilag.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-35
SAP AG 2006
Use the Prepared Documents
The manager can now easiIy use the documents
created
The manager starts the overview of the prepared
documents with a mouse cIick
If necessary, she/he can aIso create new documents




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-36
SAP AG 2006
Objective Setting: Enter Objectives



The manager can now enter the objectives and weightings in the document. She/he has had an
objective-setting meeting with employee and they have agreed on the objectives to enter.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-37
SAP AG 2006
DispIay QuaIifications
Fixed Iinks can be incIuded
to branch to the QuaIification
ProfiIe



The Display Qualifications button takes her to the employees qualiIication proIile.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-38
SAP AG 2006
Objective Setting: Add QuaIification and Text



The manager adds a qualiIication to the employees objective setting agreement. The employee
should gain some knowledge on quality management, because he/she is to be responsible Ior
knowledge management later in the year.
The manager takes the relevant qualiIications directly Irom the qualiIication catalog in the HCm
system.
The manager also enters the individual development plans Ior the employee. The employee should
gain Java expertise to enable him to IulIill support tasks successIully.
The manager saves the document Ior today, so that she/he can have a look at it again the next
morning. ThereIore, she sets the status Ior the document to In Review.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-39
SAP AG 2006
Review Phase: Change Objectives
SeIect the Document Name
to open the AppraisaI Form



The manager and employee had a review meeting three months aIter the planning meeting. The
employee is ready to take over some responsibility in quality management, thereIore one oI the
objectives changes (Irom customer messages to quality management). The manager enters the
changes in the document.
Later in the year, they have one more review meeting but they decide not to change anything in the
document. AIter the second review meeting, the manager sets the document status to In Process.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-40
SAP AG 2006
Part AppraisaIs



Now, the manager and the employee can enter their part appraisals. This is a good Ioundation Ior
comparing the selI-assessment and the manager assessment.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-41
SAP AG 2006
FinaI AppraisaI



The last step is when the manager and employee meet again, and they talk about the employees
achievements during the year. They then enter the Iinal appraisal and complete the document.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-42
SAP AG 2006
Objective Setting and AppraisaIs SubprofiIes
Objective setting and
appraisaI (created)
Objective setting and
appraisaI (received)
Name FinaI resuIt Created on Start
Performance appr. 2004
Performance appr. 2003
3
4
Rating text
Average
Good
Note Status
Completed
Ìn process
Person
Person is
appraisee
Person is
appraiser



You can display the appraisals in which a person has been involved (either in the role oI appraiser or
appraisee) Irom that person's proIile.
The Obfective Setting and Appraisals (received) subproIile contains appraisals where the person was
appraised. The Obfective Setting and Appraisals (created) subproIile contains the appraisals where
the person acted in the role oI appraiser.
You can also use these subproIiles to create and edit appraisals.
II the appraisal process is perIormed with the Obfective Setting and Appraisals component, three
subappraisals are available in total:
Objective setting and appraisals (user-deIined)
Objective setting and appraisal (received)
Objective setting and appraisal (created)

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-43
SAP AG 2006
FoIIow-up Activities
Generate proposaIs for compensation adjustment
Update quaIifications




AIter completion, the employees qualiIication proIile is updated automatically.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-44
SAP AG 2006
AdditionaI Functions - Action Log
Document was created by a
person with administrator
function
The manager changed the
document (user SCHUH)
The empIoyee dispIayed the
document (user SCHUH03)
After the empIoyee agreed
with the objectives, the
manager changed the status
to In Review
The manager changed the
objectives



The action log helps the manager to see who entered the document and Ior which purpose.
The action log can be reported Ior each document, or as Special Reporting in the background.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-45
SAP AG 2006
PersonneI Settings



You can make personnel settings using PHAP¸CREATE¸PA, Settings-->User Settings. These
settings are only valid Ior the SAP System environment.
Personnel settings allow you to deIine which template and which deIault validity period to use, Ior
example.
These settings can be temporary (Ior as long as you work with the transaction) or permanent (until
you change them).
Note: Template settings have greater priority than user settings. ThereIore, iI you deIine at template
level that a particular deIault period should be used, the system ignores the period deIined in the user
settings, and uses the deIault period deIined in the template settings. However, iI no template
settings exist, the system uses the user settings.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-46
SAP AG 2006
Reporting
Status overview
Print option (using Smartforms)
Ranked Iist
Export to MS ExceI
Identify persons
without objective
setting



PHAP¸SEARCH¸PA --~ starts with a selection screen (see next slide) where you can enter the
required selection criteria.
You receive a list that shows you the documents that meet the selection criteria.
Select one or more rows beIore starting Reporting.
To obtain a status overview, you can sort the list according to status. All other columns in the list
can also be used Ior sorting.
Export to Excel: The SAP System exports the results oI the Final Appraisal column to a MicrosoIt
Excel Iile. This Iunction enables you to compare diIIerent appraisal documents.
Restrictions:
- The SAP System can only download appraisal documents that use the same appraisal template.
- This Iunction does not support dynamic appraisals, iI these elements change.
- The SAP System can export a maximum oI twenty elements to Microsoft Excel . II the reIerence
appraisal document contains more than twenty elements, the SAP System skips the remaining
elements.
Ranked List: The list oI selected documents is displayed. It is sorted in ascending order, according
to the Final Appraisal.
Additional reporting capabilities will be available in the Business Intelligence (BI), extractors Ior BI
reporting will be delivered with 4.7 2.00

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-47
SAP AG 2006
Reporting: The SeIection Screen
Standard seIections:
AII documents based on
aIIowed tempIates
Based on structuraI
authorizations for
appraiser and appraisee
Part appraisaIs onIy when
there is an entry in the Part
Appraiser fieId
Selection Criteria at
Element Level
AIIows seIections for aII
documents where Final
Appraisal is < 3
SeIection Options
Identify persons with
(Display with Document)
or without (Display
Without Document)




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-48
SAP AG 2006
AnaIysis Functions
The reporting options were
enhanced with analysis
functions which enable you to
e.g.
Compare appraisal documents
View all the notes for one
criterion
The functions of the SAP List
Viewer provide further
functions like the calculation of
totals, averages, minimum or
maximum, filtering, display of
details and definition of layouts
for reuse.



To start the analysis Iunctions, start transaction PHAP¸SEARCH¸PA. Enter the required selection
options (or create a report variant Ior reuse purpose) and choose Execute. Select the documents you
want to report on. Choose Reporting. On the Report Tree screen, choose Analv:e.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-49
SAP AG 2006
AnaIysis Functions: ExampIes
Compare
final appraisal
Notes overview
for a selected
criterion




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-50
SAP AG 2006
CaIibration Support
Business Requirements
The organizations performance feedback poIicy
requires a caIibration process to ensure fair
appraisaIs across the organization.
CaIibration processes incIude caIibration
meetings where the preIiminary performance
appraisaIs are compared.
EmpIoyee data is either maintained during the
caIibration meeting or after the caIibration
meeting. In the Iatter case the HR administrator
gets a Iist with the meeting resuIts. He can
adjust the appraisaIs according to the outcome
of the caIibration meeting and run foIIow-up
processes afterwards.



Many customers run a calibration process. This process is Iocused on a Iair evaluation oI the
employees in direct comparison to peers. Most oI the times it starts with putting together a list
persons that should be compared. This is done aIter the responsible managers have entered their Iinal
appraisals (or an overall preliminary assessment) into the system since this is the indicator the
calibration is based on.
With this list, diIIerent manager and a responsible person Irom HCM, hold a meeting to discuss the
results, the distribution as well as necessary changes that have to be made to the Iinal results.
The distribution oI the Iinal appraisal results among the chosen employees can be visualized in a
chart where the meeting partners can select a speciIic person, get to the appraisal template, maintain
the result and return to the updated graphical overview.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-51
SAP AG 2006
CaIibration Support - BSP AppIication
The BSP application
HAP_CALÌBRATÌON has
been created for
calibration support lists
and graphs.
For test purposes you
can start the page
Search.htm in the Web
Application Builder
(SE80)
For live use, you can
provide the URL for the
users to call the page.
Calibration support is not
provided via SAP GUÌ
interfaces.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-52
SAP AG 2006
CaIibration Support - Creating the CaIibration List I
To create the calibration
list, you choose the
template, the validity
period, a document
status and a selection
criterion (see notes for
details).
Find takes you to the
calibration list.
Alternatively, you can
choose a variant saved
before (see next slides).



As selection criteria, you can use:
a template
a validity period
the document statuses In Preparation, In Planning, In Review, In Process and Completed.
One or more appraiser, one or more appraisees or one or more organizational units.
II you use Organi:ational Unit as search criterion, the evaluation path PERS-O is used in the
standard. II you require a diIIerent search logic Ior persons, you can set a diIIerent evaluation
path by using the T777S0-switch Evaluation Path for Calibration PPWAY CALIB.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-53
SAP AG 2006
CaIibration Support - Using the CaIibration List I
On the calibration list,
you can choose one or
two dimensions for
comparison.
A dimension can be the
template, criteria groups
or criteria.
Ìf required, you can
delete documents from
the calibration list, if the
appraisee should not be
considered in the
calibration.
You can save the list as
a variant for later reuse.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-54
SAP AG 2006
CaIibration Support - Using the CaIibration List II
From the calibration list,
you can enter the
documents and change
them.
After refresh, the
changed data are
displayed in the
calibration list.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-55
SAP AG 2006
CaIibration Support - Comparing Appraisees
On the Graphic tab, you
do one-dimensional or
two-dimensional
comparisons.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-56
SAP AG 2006
CaIibration Support - Identification of Top-
Performers
On the Graphic tab, you
do one-dimensional or
two-dimensional
comparisons.
To do a two-dimensional
comparison, choose a
second dimension. Two
dimensional
comparisons allow e.g.
Performance-Potential
comparisons if the
template is built
accordingly.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-57
SAP AG 2006
Extractors for Reporting in the
SAP Business InteIIigence
The necessary extractors for reporting in SAP Business
Intelligence were deIivered with this reIease.
The foIIowing queries are avaiIabIe in SAP Business
Intelligence
AppraisaI Average for OveraII AppraisaI
AppraisaI Average for Criterion
Average of AII VaIues for OveraII AppraisaI
Average of AII VaIues for Criterion
Time Series for AppraisaIs
AppraisaI Distribution for OveraII AppraisaI
AppraisaI Distribution for Criterion (QuaIity ScaIe)
AppraisaI Distribution for Criterion (Quantity ScaIe)
Status Overview for AppraisaI Documents




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-58
SAP AG 2006
Configuration
Configuration




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-59
SAP AG 2006
Customizing CheckIist
Edit basic settings
Objective Setting and AppraisaIs
Edit forms
Integration between HR and SEM system



In this part oI the course, we will now look at the system settings that are relevant to creating
appraisal Iorms.
You make system settings Ior the Obfective Setting and Appraisals component in Customizing Ior
Personnel Development (under the option Obfective Setting and Appraisals).


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-60
SAP AG 2006
Edit Basic Settings
Group Sem. abbr. VaIue abbr. Description
HAP00 REPLA A GeneraIIy repIace (oId) appraisaI system
Group Sem. abbr. VaIue abbr. Description
HAP00 RFCSE RFC destination to the SEM system?
Which appraisaI system is being used?
RFC connection to the SEM system?



Determine the Iollowing in the basic settings:
Appraisal system with which you want to work.
The RFC connection to the SEM system with which you want to work.
You can determine using the HAP00 REPLA switch whether you want to continue working with
the older Appraisal Systems or you want to replace this with Obfective Setting and Appraisals that
has been available since Release 4.7, extension 1.10.
II you decide Ior the replacement, you have the Iollowing options:
You can replace the subcomponent Appraisal Svstems with the subcomponent Obfective Setting
and Appraisals (value A). In this case, the components Personnel Development and Training and
Events Management use Obfective Setting and Appraisals. This means that the SAP R/3 system
oIIers a user this Iunctionality Ior processing appraisals (Ior instance, personnel appraisals).
II you choose the blank entry, you use the old Iunctionality oI the appraisal systems.
RFC connection to the SEM system?
II you want to use the Iunctions oI Obfective Setting and Appraisals integrated with SAP Strategic
Enterprise Management (SAP SEM), (Ior example, read the perIormance overview oI an employee,
or display a Balanced Scorecard), you must store a relevant RFC connection to your SEM system.
The parameter value that you store here must correspond to the name oI your RFC connection (that
you must have Iirst created using network management in System Administration).

Note: Alternatively, the control parameters given above in the system table T77S0 can be adjusted.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-61
SAP AG 2006
Edit Forms in the AppraisaIs CataIog
A centraI access to aII Customizing settings using
transaction PHAP_CATALOG_PA
Overview of existing appraisaI forms
Creating forms for optionaI appraisaI processes
using exampIe forms



The transaction PHAP_CATALOG_PA is the central entry point Ior all Customizing settings oI
the appraisal Iorms.
The transactions OOHAP¸BASIC and OOHAP¸VALUE¸TYPE are integrated in this transaction.
Alternatively, the catalog oI the appraisal Iorms can be accessed using the Personnel Development
menu using Settings, Current Settings or directly in the IMG under Personnel Development,
Objective Setting and Appraisals.
You can create and archive Iorms relevant Ior your company in the catalog Ior appraisal Iorms.
Example Iorms that are delivered by SAP make creating company-speciIic Iorms easier in the SAP
System.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-62
SAP AG 2006
Concept
AppIication component Objective Setting and AppraisaIs (PA-
PD-PM)
New object types
VA AppraisaI TempIate
VB Criteria Group
VC Criterion
New infotypes:
5020 Category Assignment
5021 Layout Definition
5022 CoIumn / CeII Definition
5023 CoIumn Access
5024 RoIe Assignment
5025 Processing
5026 StatusfIow



Categorv Group and Categorv dont have an object type oI their own (they are table entries).
New object types and InIotypes support the Objective Setting and Appraisals component.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-63
SAP AG 2006
Concept
New reIationships, for exampIe:
605 Is eIement of Contains eIement
606 Is reference attribute of Refers to attributes of
607 Is described by Is descriptive object of
New authorization object P_HAP_DOC
In addition to structuraI authorizations
ControIs whether a user has the foIIowing authorization: dispIay,
change, deIete appraisaI document
ControIs whether a user can
perform these actions
for: category groups,
categories and/or
tempIates
AdditionaI authoriza-
tions at tempIate IeveI
(roIe-based)
OrganizationaI Structure 1
Change authority
for all person of this org. structure
Person
is m
anager
OrganizationaI Structure 2
DispIay authority
for all persons of this org. structure
is rep
resentive
o
f
a
noth
er m
ana
ger



Authorization object fields for P_HAP_DOC
Activity deIines which general access authorizations the user has (Ior example, display, change,
delete).
Plan Jersion (PLVAR) deIines which plan versions the user may access.
Category Croup (HAP¸CAT¸GROUP¸ID) deIines which category groups the user may access.
Category (HAP¸CATEGORY¸ID) deIines which categories the user may access.
1emplate (HAP¸TEMPLATE¸ID) deIines which templates the user may access.
Authorization Profile deIines which target objects the user may access within the organization.
This Iield enables you to determine that the user has MAINTENANCE authorization Ior all
employees in his or her own department, and DISPLAY authorization Ior all other employees, Ior
example.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-64
SAP AG 2006
The AppraisaI TempIate CataIog
Used to set up
performance management
at an enterprise
Administrator's task
SingIe transaction for
aII Customizing activities
(PHAP_CATALOG_PA)
Overview of existing tempIates
Requires concept of
how the enterprise runs
Objective Setting & AppraisaIs



The catalog structure is built hierarchically and consists oI all elements that exist in the structure
(structure elements). You assemble the structure successively.
II you are displaying or editing the catalog Ior appraisal Iorms Ior the Iirst time, the system
displays the Iollowing structure elements:
- Header line oI the catalog structure
- Category group
The system prompts you to then create a category and then a Iorm with a dialog box.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-65
SAP AG 2006
TerminoIogy
TempIate
Criteria
Group
Criterion
Category
Group
Category



The category group and the category elements provide the outline for the catalog structure.
The Iollowing appraisal elements are embedded in the entire catalog structure:
- Appraisal Form (Template) (VA)
- Criteria Group (VB)
- Criterion (VC)
- Foreign element (Ior example QualiIication) (Q)
You create your Iorms using the appraisal elements. You add these under a relevant category.
You can create diIIerent categories Ior diIIerent appraisal processes (Ior example, objective
setting, 360 degree appraisals, standard appraisals, surveys, etc. The individual appraisal Iorm
(object type VA) consists oI the Iollowing object types: Criteria groups (object type VB) and
Criteria (object type VC)
Appraisal scales (called value descriptions) are assigned to the Iorms in the attributes

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-66
SAP AG 2006
Layout and Functions of an AppraisaI Form:
Overview
Header data
Attendee
Data
EmpIoyee data
Objective setting
Enhanced text and Iinks
User-definabIe text/pre-defined
objectives
Weighting
Enter / remove objectives
SubappraisaIs
Manager / empIoyee
CoIIeagues
VaIue scaIes, notes
Functions
Status changes
Log function
DispIay Scorecard
DispIay QuaIifications
Print
FinaI AppraisaI
Manager
VaIue scaIes,
notes



An appraisal process is represented in the appraisal catalog based on an appraisal category and an
appraisal Iorm created Ior this category.
The appraisal Iorm acts as a model in the application process Ior creating appraisal documents.
The layout oI the appraisal Iorm is dependent on the data in the Iorm header.
The SAP System can thereIore visualize the appraisal Iorm iI you have entered the necessary data.
Proceed as Iollows:
Enter header data as required.
Choose Complete Preparation (or the next process step).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-67
SAP AG 2006
DetaiIed HeIp
F1 HeIp



Help Iunctionality is available via the inIormation button oI the F1 Help.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-68
SAP AG 2006
Categories
VaIue Iists Participants CoIumns RoIes
For exampIe,
assignment of
vaIue Iists
Status FIow Enhancements



Categories structure the appraisal Iorms in the appraisals catalog. One or more appraisal Iorms can
be represented within one category.
The Iollowing example categories are delivered in the SAP standard system: Standard appraisal,
objective setting, 360 degree appraisal, work report, and check list.
DiIIerent attributes Ior processing are proposed on the tab pages when creating a category.
Objects involved:
DeIinition oI the descriptions in the appraisal Iorm, Ior instance, the text that appears in the header
area as the identiIier Ior the appraiser. II no text is stored, the appraiser description appears.
DeIinition oI the permissible appraisal types.
Columns
DeIinition oI the available columns oI an appraisal Iorm. SAP delivered diIIerent standards Ior this
reason:
Using transaction OOHAP¸BASIC, customer-speciIic columns can be deIined.
Roles
DeIinition oI the permissible roles oI an appraisal Iorm.
Using transaction OOHAP¸BASIC, customer-speciIic columns can be deIined.
Note: There is no link between the roles oI Objective Setting anI Appraisals and the role
concept delivered by SAP.
Value lists
Assignment oI the available value lists Ior the appraisal Iorms oI this category.
.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-69
.
Enhancements:
Storing the BAdIs that should be made available Ior the appraisal Iorms in this category.
These BAdIs can not be deleted at the Iorms level. However, BAdIs can not be added.
Status Ilow:
Determining which statuses are available in this category, which objects involved may perIorm a
status change, and which workIlow events can be included.
AIter creating an appraisal Iorm, the settings reIerred to above can no longer be deleted at the
category level , because this would lead to data inconsistencies. Settings can, however, be added.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-70
SAP AG 2006
Category Group: Name and AIIowed Object Types
Right mouse cIick on the context
menu and choose Category Group >
Display to see which object types
are aIIowed for the appraisaI
category.



Determine object types Ior Obfective Setting and Appraisal documents within the category group
(these are predeIined, but can be adjusted with restrictions. II other categories are assigned to the
category group, you cannot delete object types but you can add them).
Used to group categories Ior diIIerent purposes.
When a new Obfective Setting and Appraisal Svstem is set up, you automatically (without calling a
create Iunction) receive a dialog box the Iirst time you start PHAP¸CREATE¸PA. The dialog box
asks you whether you want to create a category Ior Simple Appraisals, Obfectives Setting
(documents) or 360° Feedback. The category is then created automatically. In the next dialog box,
you can choose whether you want to create the template Irom an example (note that the wizard
Iunction has no deIault BAdI implementation) or manually. II you choose Example, the
corresponding Template is generated automatically.
The Category groups are generally created by the System Administrator. At the level oI category
group, the permissable object types are determined that are available in the Iorms. These object
types can not be deleted at the level category. Additional permissible object types can however be
added at the category level.
To display the characteristics oI a category group, choose Displav in the context menu oI the
category group.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-71
SAP AG 2006
Category Group - Status FIow



IdentiIy the statuses that will support the business process Ior perIormance management and hence
the templates below that category. The naming oI those status can be renamed as indicated in a later
step oI the material.
Persons to be supported Ior workIlow as well as the available events to be implemented must be
selected at this level.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-72
SAP AG 2006
Category - Participants



On the Participants tab page, you can deIine which appraisal roles are allowed Ior the category (Ior
example, Appraiser, Appraisee, Part Appraiser, and Further Participants). You can select the
allowed object types Ior each oI the roles, Ior example, appraisers could be object type USER, while
appraisees are object type USER or PERSON (one or more object types are possible, but preIerably
one)
This is currently only released Ior USER and PERSON. We only deliver user (US) and person (P),
but iI you add more allowed object types to the category group, these will also be available.
Here you can also change the deIault texts (Ior example, the deIault text Ior the appraiser is
Appraiser but you can replace it with Manager, iI you preIer).
NOTE: AIter a template has been created, you cannot delete the selected values, but you can add
additional data.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-73
SAP AG 2006
Category: CoIumns



DeIinition oI columns available Ior templates in this category.
NOTE: AIter a template has been created in the category, you cannot delete the selected values.
You can however add additional data.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-74
SAP AG 2006
Category: RoIes



DeIinition oI roles available Ior templates in this category.
NOTE: AIter a template has been created in the category, you cannot delete the selected values.
You can however add additional data.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-75
SAP AG 2006
Category: VaIue Lists



DeIinition oI value lists (scales) available Ior templates in this category.
NOTE: AIter a template has been created in the category, you cannot delete the selected values.
You can however add additional data. DeIinition oI BAdI implementations available Ior templates in
this category.
NOTE: AIter a template has been created in the category, you cannot delete the selected values.
You can however add additional data.
There are 52 BAdI`s with over 140 standard implementations which make up the delivered options
which can be implemented within the conIiguration. These BAdI`s along with a brieI explanation oI
them are available Ior you in the Appendix.





F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-76
SAP AG 2006
Category - Status FIow



Here you can modiIy the statues and workIlow events available at the category level.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-77
SAP AG 2006
TempIate: Create TempIate, Description



When a new Obfective Setting and Appraisal system is set up, you automatically (without calling a
create Iunction) receive a dialog box the Iirst time you start PHAP¸CREATE¸PA. The dialog box
asks you whether you want to create a category Ior Simple Appraisals, Obfectives Setting
(documents) or 360° Feedback. The category is then created automatically.
In the next dialog box, (see slide) you can speciIy whether the template should be created Irom an
example (wizard Iunction has no deIault BAdI implementation) or manually. II you choose
Example, the appropriate Template will be generated automatically.
To add a template to an existing category, choose Create 1emplate Irom the context menu. The
dialog box shown on this slide is displayed. II you choose Example, the example will be created
automatically. This includes criteria groups and criteria. II you choose Manual Creation, the
template will be created, but it will not contain any criteria groups or criteria.
Customizing provides three diIIerent categories:
Standard Appraisal (backward looking)
360° Feedback (Ior example, suitable Manager Feedback)
Obfective Setting (suitable Ior Management bv Obfectives)
On the Description tab page, you can change the proposed name Ior the template and enter an
explanatory text concerning the use oI the template. You can write a Web-optimized description
(including HTML coding).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-78
SAP AG 2006
Wizard for Creating TempIates
The Simple Template Creation
Wizard takes you through the
foIIowing steps:
Enter tempIate name, anonymity
and creation check attributes (e.g.
unIimited number of documents
per appraisee or onIy one
document at a time)
Choose what data is dispIayed in
the document header
Define the numbering, the
eIements and the structure of the
tempIate
Choose the coIumns which shouId
be used in the tempIate
Define the vaIuation attributes for
each row, i.e. the vaIue Iists and
the note input options
Choose compIete



To use the wizard, select a category, in the context menu Ior the category, choose Create Template.
This takes you to the Create Template Jia pop-up. On this popup, you choose Wi:ard, and then the
type oI wizard you want tot use.
Each criteria group or criterion you deIine when using the wizard will be created newly in the
template catalog.
In the standard, the wizard Simple Template Creation is delivered. (Further - delete) Additional
wizards can be implemented at customer site by implementing the BAdI Catalog Create Templates
using Wi:ard (HRHAP00¸TMPL¸WIZARD).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-79
SAP AG 2006
Further new Functions in the TempIate CataIog (2.0)
Display of
date and
user name
who last
changed
data on a
template
Choose page
Hide / display
of all the
header data
instead of
only some of
this data.



You can now display the user name who last changed a template. Additionally you can chose to hide
all header data or just some. On the Layout tab, you determine the layout properties oI the template.
Aumbering Here you determine iI appraisal documents should be numbered. You can use
standard numbering or, iI necessary, you can determine a special numbering system.
Links:
- Display Qualifications (delivered BAdI implementation):
Using the Link button, users have the option to display the appraisee's qualiIication proIile. II
more than one appraisee is assigned to the document, the Iirst appraisee's qualiIications are
displayed.
The system displays the qualiIication proIile in a new window (mode).
- Display Scorecard (delivered BAdI implementation)
Using the Link Button, users have the option to display the balanced scorecard Ior the
appraisees organizational unit. This link only works iI the appraisee type is a person or a user.
II more than one appraisee is assigned to the document, the system displays the scorecard oI the
Iirst appraisee's organizational unit.
The system displays the balanced scorecard in a new window (mode).
- You can add more links iI you implement the LINK BAdI.
.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-80
.
Additional Header Data
Delivered BAdI implementation (Personnel Header Data), additional organizational structure.
Data is displayed Ior the Iirst given appraisee. You can use other implementations Ior the
Iollowing roles: Appraiser / Appraisee / Part Appraiser / Further Participants
1ext Substitution of Placehalders
A standard BAdI implementation enables you to replace placeholders with the appraisee's or
appraiser's name (Ior example, replace &1 with the appraiser's name).
Web and Print Layout
There are two standard BAdI implementations Ior Web and print layout. You can create customer
enhancements.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-81
SAP AG 2006
AdditionaI Links
The new release enables you to use
the following links in a template
Enterprise 2.0
Manager's Objectives for Current
Year
Own Objectives for Previous Year
Sources for Calculation
This link allows you to display the
documents that form the calculation
base for the Summary of Other
Appraisal Documents.
mySAP ERP2004
Display Ìndividual Development Plan
A maximum of 3 links are possible.



The available links Ior the documents are deIined on template level on the Lavout tab. The link
Iunctions have been realized with the Iollowing implementations oI the BAdI HRHAP00¸LINK:
Link Displav last document (HRHAP00¸LINK¸003)
Link Managers document (HRHAP00¸LINK¸004)
Link Displav documents in validitv period (HRHAP00¸LINK¸005)
Link Displav individual development plans (HRHAP00¸DOCU¸LINK¸006)

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-82
SAP AG 2006
TempIate: CoIumns for Objective Setting
Agreement



Column Sort The Iirst line in the list represents the Iirst column in the template, the second line, the
second column, and so on. You can sort columns by using the move up and move down buttons.
These are located above and below the Information (i) button, to the right oI the column table.
SpeciIic rules exist Ior sorting columns. The Iollowing provides you with an overview oI the most
important rules.
II selected, the Obfective Setting (OBJ0) column may only appear as the Iirst column. You can skip
columns, but iI you skip the Obfective Setting (OBJ0) column, the other objective columns will be
skipped automatically. Generally, all OBJ* columns belong together.
You can position the Weighting (FWGT) column between the Obfective Setting column.
However, you can only position them in the two places marked in brackets:
OBJ0
|FWGT|
OBJ1
OBJL
OBJH
|FWGT|
OBJB
OBJE
II you want to use the Final Weighted Result (FWRS) column, you must use the Final Appraisal
(FAPP) column.
On this tab page, you also deIine in which columns you can enter a value and speciIy iI this entry is
optional or mandatory. You can also speciIy whether notes are allowed, the scales that are to be
used, and the type oI value determination.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-83
SAP AG 2006
TempIate: CoIumn Access



Using column access, you can deIine who has authorization to conIigure which columns during
particular document phases.
Some oI the columns logically belong together, Ior example, the Obfective and Target columns.
These columns are thereIore grouped together, under Obfective Setting. Similarly, the Part
Appraisal and Part Appraisal Importance columns are grouped together under Part Appraisal.
Several deIault access patterns are predeIined. You can choose the access patterns you want Irom the
Default Iield, and apply them with a single mouse click. Under Column Access, the SAP R/3 system
proposes the access authorizations Ior the column owner and all other users Ior each appraisal phase
and column. You can accept this proposal or change the proposal Ior individual cells.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-84
SAP AG 2006
TempIate: VaIue Description



The value description is used Ior the value list you use Ior the Final Appraisal and all columns that
use the same value as the Iinal appraisal column.
Here you can enter enterprise-speciIic descriptions Ior your speciIic scales. You can also save
explanations Ior certain values.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-85
SAP AG 2006
VaIue CIasses
VaIue cIasses determine the characteristics of the reIevant
VaIue Lists. If a VaIue List beIongs to the foIIowing VaIue
CIass:
Date
You can enter a date. For exampIe, you can enter the target date
when a certain objective has to be reached.
Ouantity 8cale
You can enter reIative vaIues, for exampIe, percentages.
Ouality 8cale
You can enter discrete vaIues, for exampIe, grades 1 to 7.
¡rregular Ouality 8cale
You can enter discrete vaIues as for quaIity scaIes, but the scaIe
must not have continuous numbering.
Numeric Value
You can enter numeric vaIues.



II, Ior example, the qualiIication scale and the appraisal-element scale do not match completely, the
system matches them in the background.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-86
SAP AG 2006
TempIate: AIIowed RoIes



The roles have the Iollowing aim:
Every part appraiser can take on a particular role in relation to the appraisee. You can either allocate
this role speciIically in the SAP System, or the system can determine it automatically. To determine
a role, the system uses the BAdI implementation Ior the relevant role (Ior example, it can determine
the appraisee's manager using the chieI position in an organizational structure).
Roles are particularly important iI there are appraisal elements in a template Ior which you want to
restrict evaluation rights.
II you do not use a role Ior a particular appraisal element, the part appraiser cannot evaluate that
appraisal element. In this way you can diIIerentiate between the evaluation criteria Ior managers and
colleagues in the same template.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-87
SAP AG 2006
TempIate: Processing



On the Processing tab page, you determine how documents that are based on the template are
processed, and deIine the Iollow-up processing.
Ceneral Settings: In this screen area, you can activate several checks. These include the action log,
permission Ior attachments, and so on as well as Further Template Behavior. The latter allows you
to determine which deIault dates and periods are used. F1 help is available Ior each oI the Iields to
guide you through the various possibilities.

Approval Process Activated: II this indicator is not set (deIault), the Iollow-up processes start when
the document status is set to Completed. II the indicator is set, the statuses Approved, Rejected,
Closed Approved, and Closed Rejected are also available. The Iollow-up processes start when the
status Closed Approved is set.
Action log settings: Aot activated, Reported for each Document (action log is available Ior each
document) and Special Reporting (action log is recorded in the background.).
Follow-up processing: In this screen area, you can determine, how the qualiIication adjustment is
perIormed aIter the Iinal appraisal. In the standard system, the qualiIication can be updated as oI the
Iirst or last day oI the objective setting validity period.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-88
SAP AG 2006
FIexibIe Changes to Header Data
Ìn the appraisal catalog, you create the templates
required for the performance feedback process
The header access is customized for each template
on the Processing tab (see screenshots)
Ìn the standard, two header access patterns are
available
Customer-specific header access patterns can be
created via customer-specific BAdÌ implementations.



Until now, you could only deIine the participants involved in the perIormance Ieedback process and
the validity period in the document header beIore the objectives were set (status In Preparation).
Subsequent changes to the header data were not possible.
A new Business Add-In (BAdI) Ior header access allows you to make changes to the header data
during each status oI the document. The header access Iunctionality is made available via the BAdI
Appraisal Document Header Data Access (HRHAP00¸ACC¸HEADER).
Two standard-implementations are delivered:
Change Part Appraisers Before Appraisal (PART¸APPER¸ACCESS)
Change Part Appraisers During Appraisal (PART¸APPER¸ACCESS¸2)
The standard implementations are delivered active, but they are not used in any oI the example
templates.
The standard implementations allow you to change the part appraisers during the objective setting
phase (status In Planning and In Review) or the appraisal phase (status In Process).
The interIace allows to make every header Iield available Ior changes with the exception oI the
Iields Status, Substatus, and Additional Data Iields.
By implementing the BAdI appropriately, you can ensure that changes to the header data can be
made when the customers perIormance Ieedback process requires it. E.g. allow users to change the
appraiser during the 'In Process¨ status.
The standard BAdI implementations allows to give only the appraisee or only the appraiser the right
to change header data. It is also possible to enter a personnel developer as Iurther participant and to
give only this person the right to change the header data.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-89
SAP AG 2006
FIexibIe Changes to Header Data
Ìf changes to header data are allowed,
each document based on the template
has a button Change Header Data.
The button is available during the status
in which changes to the header data are
allowed.
When you click on Change Header Data,
the body data is saved and the header
data can be maintained. The button
Change Header Data changes to Change
Body.
The button Change Body ends the
maintenance of header data and switches
back to the maintenance of body data.



When you switch between header data maintenance and body data maintenance, a business check is
carried out and data is saved beIore switching the maintenance mode.
Note: Part appraisers can only be deleted Irom the part appraiser list as long as they have not
completed their part appraisal.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-90
SAP AG 2006
Mandatory Part Appraisers
Business Requirements
The organizations performance feedback
poIicies require that part appraisaI are
mandatory before the finaI appraisaI can be
done. For exampIe it shouId not be possibIe
for the manager to enter the finaI appraisaI
before the empIoyee has entered the part
appraisaI, or the peers have entered their
feedback.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-91
SAP AG 2006
Mandatory Part AppraisaIs
A new part appraiser attribute
allows to mark (indicate) a part
appraisal as mandatory. No
further customizing is required
to use this functionality.
The mandatory part appraisal
has to be completed before the
appraiser can do the final
appraisal. Ìf the mandatory part
appraisal has not been
completed, the appraiser gets
the error message Mandatory
part appraisal(s) in process and
can not do the final appraisal.



To avoid the situation that appraisals can not be Iinished two possibilities exist:
An appropriate user has the right to change header data. II necessary, this user can delete the
Mandatorv-Ilag Irom the part appraiser list.
The administrator, who has access to all documents deletes the Ilag.
Such a situation can occur, when part appraisers are absent Ior a long time and can not Iill out the
part appraisal.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-92
SAP AG 2006
Dynamic CeII VaIue Events
Business Requirements
The organizations performance feedback
poIicy requires the entering of expIanations,
when an appraisaI is exceptionaIIy bad or
good.
The entry of one vaIue infIuences the
avaiIabiIity of other eIements (new eIements
are incIuded in the document or existing
eIements are deIeted)



The current process supports adding / changing values Ior criteria but does not allow Ior subsequent
events as a reaction on the entered value. However, there are certain scenarios where it is necessary
to have a dynamic reactions on certain entries.
Possible scenarios:
The document consists oI several qualiIications which all have a School notes scale behind them
(1 the best, 6 the worst). When a manager appraises a qualiIication with a 5 or a 6 then he HAS to
describe in the note why he appraised the employee so low.
II the appraisal engine is used Ior survey purposes like in SAP e-Recruiting, a related question
could occur in the document aIter a certain value was entered. For example the entry oI a home
country (chosen among Iour countries in a value list) is required. AIter the country USA was
chosen Irom the list, an additional list appears which allows the entry oI a state. OI course, it
should also possible that elements are deleted aIter the entry oI certain data.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-93
SAP AG 2006
Dynamic CeII VaIue Events - Customizing
Ìn the appraisal catalog, you create the templates
required for the performance feedback process
The cell value events are customized for each
template on the Processing tab (see screenshots)
Ìn the standard, one cell value event is available
Customer-specific cell value events can be created
via customer-specific BAdÌ implementations.



A new Business Add-In (BAdI) Ior dynamic cell value events allows you to implement own cell
value events. The Iunctionality is made available via the BAdI Appraisal Document Dvnamic Cell
Jalue Event (HRHAP00¸DYN¸EVENT).
One standard-implementation is delivered in the standard:
Dvnamic Event Mandatorv Note for low Jaluation (HRHAP00¸DYN¸NOTE)
The standard implementation makes the note mandatory when the lowest possible value oI a scale is
entered as an appraisal.
Prerequisites: A notes Iield and a value list oI the types Quantitv or Qualitv must be available.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-94
SAP AG 2006
Dynamic CeII VaIue Events - AppIication
Ìn this example, the competence
Teamwork has been rated with
the worst value of Seven.
The appraisal can be saved but
can not be completed when no
note has been entered.
After entering the note, the
appraisal can be completed.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-95
SAP AG 2006
Processing of Attachments
Business Requirements
The organizations performance feedback poIicy requires the
addition of attachments to the appraisaI documents, e.g. notes
that have been taken during the year




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-96
SAP AG 2006
Processing of Attachments - Configuration
To use the attachment
functionality in a SAP GUÌ or Web
environment, you have to activate
it in the Appraisal Template
Catalog for each template.
Mode dependent access rights
can be selected on the Processing
tab under Further Template
Behavior. Choose the entry
Attachment Access and choose
an appropriate implementation
(see notes text for further details).



To implement mode dependent access rights, you can use the BAdI Document Attachment(s)
Authori:ation Handling (HRHAP00¸ADD¸ACCESS).
The BAdI allows you to restrict the access rights Ior each participant oI the perIormance Ieedback
cycle depending on the document status and the date.
It is possible to give the Iollowing access rights:
Hide attachments The participant can not see that attachments are available
Display attachments The participant can see the available attachments and display them
Change attachment The participant can add, delete and download attachments
Note: SAP does not deliver a standard implementation Ior this BAdI. ThereIore the entry
Attachment Access is not available in the standard system.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-97
SAP AG 2006
Criteria Groups/Criteria: Description




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-98
SAP AG 2006
Criteria Groups/Criteria: CoIumns



You can use the Columns tab page to deIine the available columns Ior each criteria group and
criterion.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-99
SAP AG 2006
Criteria Groups/Criteria: Free Input



II you set the Free Input indicator, you can enable users to enter a Ireely-deIined short text Ior an
element.
Note: This is only possible iI you use the Obfectives (OBJO) column, and iI the element is a criteria
group or a criterion.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-100
SAP AG 2006
Criteria Group: Use Requirements from
Job/Position
You can use fixed enhancements to add the required quaIifications
from the job or position to the objective setting document



NOTE: You can only use Iixed enhancements Ior criteria groups.
Fixed Enhancement Add Requirements of Appraisee:s Position: At criteria group level, you can
deIine that the criteria (objectives) are to be generated Irom the employee's position requirements.
At criteria group level, you can deIine iI criteria can be added to the criteria group (Ior example,
Iree-text objectives). You can also deIine, iI and when during the Ieedback cycle a criteria group can
be deleted (Deletion of an Element Iield).
At criterion level, you can deIine, iI and when during the Ieedback cycle an individual criterion can
be deleted (Deletion of an Element Iield).



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-101
SAP AG 2006
Criteria Group: Add QuaIifications
TempIate
CataIog
Objective Setting
Agreement



Free Enhancements allow you to add elements (Ior example Iree-text objectives or qualiIications)
Using the Free Enhancement Add Qualification, you can speciIy at criteria group level, that
qualiIications can be added to a criteria group using the Add Qualification pushbutton in the Add
Element column.
You must deIine a reIerence object in the Refers to Attributes of Iield. The SAP R/3 system then
passes on the characteristics oI the reIerence object (the reIerence object is a criterion VC) to the
added qualiIications.
New qualiIications and changes to values can be updated automatically in the appraisee's
qualiIication proIile.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-102
SAP AG 2006
Criteria Group: Use QuaIifications as Criteria




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-103
SAP AG 2006
Enhancement Functions to IncIude Position
Requirements in an Objective Setting Document
The new reIease enabIes you to construct
criteria groups in such a way that the
system
onIy incIudes the empIoyee's quaIification
deficits, compared with the requirements of
the position, in the document. A
quaIification deficit means that an
empIoyee does not have a particuIar
quaIification, or does not have the required
proficiency for the quaIification.
To configure a criteria group accordingIy,
use the fixed enhancement Add Deficits to
Appraisee's Position.
dispIays a diaIog box from which the user
can seIect the reIevant requirements.
The user can caII the diaIog box within the
document using the Create button for the
corresponding criteria group. To configure
a criteria group accordingIy, use the free
enhancement Add Position Requirements.



Previously, you could only automatically insert all the requirements oI the position/job in the
objective setting document.
The enhancement Iunctions have been realized with the Iollowing implementations oI the BAdIs Ior
Iree and Iixed enhancements:
BAdI: Appraisal document Fixed enhancements (HRHAP00¸ENHANCE¸FIX)
Implementation: Add deficits from position (HRHAP00¸ENHANCE¸FIX2)
BAdI: Appraisal document Free enhancements (HRHAP00¸ENHANCE¸FREE)
Implementation: Add requirements of position (HRHAP00¸ENHANCE¸FRE4)

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-104
SAP AG 2006
Consistency Check



BeIore you release a template Ior productive use, you can run a consistency check. To run the
consistency check, choose Consistency Check Irom the context menu Ior the template.
II the template contains no errors, you can release it.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-105
SAP AG 2006
ReIease TempIate for Productive Use



To release a template, open the context menu and choose Status --> Release. You can release a
complete template with all its elements or release each element separately.
Note: II you release a parent element, all sub elements are also released.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-106
SAP AG 2006
UpIoad and DownIoad of TempIates and Categories
Categories: Are downIoaded
as a YHM fiIe. You can use
the category as soon as it
has been upIoaded to a
different system.
TempIates: Are downIoaded
as an XSC fiIe. When a
tempIate is upIoaded to
another system, new objects
(VA, VB, VC) are created
automaticaIIy. After the
tempIate has been upIoaded,
you can adapt, reIease, and
use it.
This function simpIifies
impIementation because
tempIates can be re-used in
other systems.



SAP recommends that you Iirst download and upload the category beIore downloading and
uploading the appropriate templates. This ensures that you have access to all the necessary settings at
category level. II necessary, you must make any settings that are missing in the appraisal catalog at a
later time.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-107
SAP AG 2006
Transport
In the appraisaI cataIog, you
create tabIe entries as weII as
infotype records for the
individuaI objects.
Infotype records are not usuaIIy
transported via the normaI
transport system.
The direct transport connection
in the appraisaI cataIog enabIes
you to transport tempIates to the
necessary systems.
After you choose Transport, the
system prompts you for a
customizing request.
SAP recommends that you first
transport the category before
transporting tempIates
associated to this category.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-108
SAP AG 2006
User Settings
New user settings enabIe you to
define how the system shouId
respond when you copy and insert
tempIates. The foIIowing options
are avaiIabIe:
Copy all elements
AII objects (VA, VB, VC) are newIy
created
Reuse structure
The tempIate (object type VA) is
newIy created and the criteria
groups and criteria (object types
VB and VC) are reused
Decide using dialog
Each time you copy a tempIate you
can specify in the diaIog box
whether you want to copy aII
eIements or reuse the structure




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-109
SAP AG 2006
Menu Appraisal Catalog
The menu content depends of the use of the appIication
After start of appIication



Aot used elements: Displays a list oI elements (Criteria Groups (VB) and Criteria (VC)) that are
not used in any category. You can use it to obtain an overview oI elements that you can still use.
You can use this Iunction to delete obsolete elements and thus clean up your system.
When working with categories, templates, criteria groups or criteria, the menu is named according to
the element with which you are currently working. It contains other entries that you can use Ior
working on the respective element. You can Iind these entries in the context menu Ior each element.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-110
SAP AG 2006
Menu Goto
DispIays Customizing for the vaIue Iist
(OOHAP_VALUE_TYPE)



Jalue List takes you to Customizing Ior the value list, where you can create new value lists, their
values, and standard value descriptions.
Basic Settings takes you to Customizing Ior columns, value classes, roles, and Business Add-Ins
(BAdIs).
Under Customer Enhancements, the Business Add-In (BAdI) areas are displayed. When you
choose one oI these Irom the menu, the system displays the BAdI implementations that are currently
available. II necessary, you can register additional (customer) implementations here.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-111
SAP AG 2006
Menu Settings




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-112
SAP AG 2006
TransIation



Customizing Iunction: Allows you to translate names, descriptions, value proIiciencies, and template
descriptions.
In the 5.0 portal 6 languages are available
In the 6.0 portal 18 languages are provided

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-113
SAP AG 2006
Preview Functions



The Preview Iunctions enable you to obtain an impression oI how the documents will look in the
Web or as print-outs.
In this example, you can see the Web-Layout Preview. This is based on the SAP standard template.
Customers can integrate their own templates (BAdI Implementation Ior the Web Lavout exit, see
Customizing on tab layout (InIotype Lavout (5021)).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-114
SAP AG 2006
Sorting and Weighting



The Sorting and Weighting Iunction allows you to change the order oI a template's criteria groups
(or the criteria within a criteria group). Furthermore, you can enter the weighting Ior the result oI a
criteria group or deIine that a criteria group is not evaluated.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-115
SAP AG 2006
Administrator Functions
BAdI impIementations
overview
UnIock documents
Check Customizing
(compIete tabIe
check)
Create, prepare,
change, deIete
documents
Change (reset) status
Trigger foIIow-up
processes



The notes here reIer to the transaction PHAP¸ADMIN¸PA
Note: II you reset the status oI a dynamic document (document including part appraiser, Iixed or
Iree enhancements or Iree text objectives) to In Preparation, the complete body oI the document is
initialized. II you reset it to any other status, the dynamic document is not changed.
II you reset the status oI static documents to In Preparation, the content remains unchanged.
Note: Currently, only the administrator Iunctions allow you to set the status Approved, Rejected,
Close Approved, and Close Rejected.
Attention: When the Iollow-up Iunctions have been processed and you reset the document status,
the Iollow-up processes will be processed again when the corresponding status has been reached
(workaround: Exit).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-116
SAP AG 2006
You are now abIe to:
Describe the structure of appraisaIs
and the appraisaI process
Set up Objective Setting AppraisaIs
Perform appraisaIs
EvaIuate AppraisaIs
Describe integration options
Objective Setting and AppraisaIs: Summary




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-117
Exercises


Unit: Objective Setting and Appraisals - Using the
Application - Part One
Topic: Appraisal Process

At the conclusion oI these exercises, you will be able to:
• Maintain the Communication inIotype (IT0105)
• Prepare Objective Setting and Appraisal Forms Ior both an
Organizational Unit and Ior an individual
• Complete Appraisal Templates in the Web
• View and Complete Appraisal Templates in mySAPHCM
• Evaluate Appraisals

Appraisal Iorms need to be set up and tested Ior your company.

1. Maintain the inIotype Communication (IT 0105) with the subtype 0001 (system user
name) in the personnel master data Ior the employee Charlotte Hansen. Enter the user ID
with which you have logged on to the current training system (HR510-##).
2. Locate the BSP page we will use Ior administering appraisals.
Use the Transaction code PHAP¸START¸BSP.
3. Prepare Appraisal documents Ior Charlotte Hansen to use with her employees in her
Organizational Unit.
Enter transaction PHAP¸PREPARE¸PA. Choose Prepare Appraisals Docs with
Organi:ational Units. In the root ID Iield search Ior and enter your ## Marketing
Organizational Unit. In the Appraisal Template Iield select the Development Plans and
Obfectives (ID number 50033581) template Deselect the Test Run indicator and choose
Execute.
4. Navigate to the URL in step two and veriIy that your documents were created. II
prompted Ior a user name and password enter in the same user name and password that
you logged into the SAP GUI (HR510-##). We will complete an appraisal in step 6 oI the
exercises.
5. Create an individual document via the Wizard.
Return to transaction PHAP¸PREPARE¸PA. Select the Prepare Appraisal Docs with
Template Appraiser ~ Appraisee. Continue through the Wizard. Choose the
Development Plan and Obfectives Template and continue to the next page. Accept the
deIault dates and continue to the next page. Optionally, you can rename the appraisal or
simply continue to the next page. In the Person as Appraiser Iield enter Charlotte Hansen`s
Personnel Number 510991==. Continue Iorward. and choose the manual radio button. In
the next screen choose Person and enter employee 510992##. Continue and choose
Complete to exit the Wizard.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-118

6. Navigate to the URL Irom step two and see your additional document and give appraisal
results to one oI your employees.
Select the employee oI your choice and click directly on the Appraisal Template name.
(Note you may need to log on again) Choose Set Obfectives. The Status will change to In
Planning . Select your Appraisal Template again and enter any text you wish in the open
boxes oI the template Iorm. Choose Review and then Choose Execute. Enter any
comments and ratings oI your choice and Complete the Appraisal Template.
7. View the PD proIile Ior Charlotte Hansen (510991##) to see the Appraisal documents in
the application.
Navigate Irom the Easy Access menu to Human Resources ~ Personnel Management .~
Personnel Development ~ Profile ~ Change. Click on Person and search Ior your
Charlotte Hansen (510991##). See the three tabs relevant Ior Appraisals. You should see
one appraisal in the tab Ior Objective Setting Appraisals Created with the status oI
Complete. On the tab Objective Setting Appraisals (Open) you should see several
appraisals created via your actions in exercise three above.
8. Optional exercise: From the PD proIile give appropriate ratings to the employee oI your
choice and complete the appraisal Iorm.
9. Analyze Appraisal results.
Utilize transaction PHAP¸SEARCH¸PA. Select the Development Plan and Objective
Appraisal Form. VeriIy that all status` are checked and execute report. Choose the select
all icon and select the reporting push button. Choose the Ranking report and view
results.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-119
Exercises

Unit: Objective Setting and Appraisals Part Two
Topic: Appraisal Template

Note: VeriIy that the HAP00 REPLA switch is set to the value X (onlv replace
for personnel appraisals) or the value A (generallv replace for the old appraisal
svstem).
Alternatively, you can set this switch directly using the table maintenance in
T77S0. This should have already been set by your instructors.
TASK
Your management has decided to use Objective Setting Appraisals and wants to use
a Manager/Employee appraisal (one-on-one) with these objectives. You will
create the template Iorm.
1. Access the appraisal catalog by going to Current Settings (or the expert transaction
PHAP¸CATALOG¸PA).
Choose Irom the SAP Easv Access Menu ~ Personnel Management -~ Personnel
Development -~ Settings -~ Current Settings -~ Edit Appraisals Catalog.
2. Determine which object types are allowed in the category group Personnel
Appraisals.
Right mouse -click on the category group Personnel Appraisals in the leIt area oI
the Appraisals catalog. Choose Categorv Group ~ Displav. On the right hand side,
check on the Obfects Tvpes tab page, to determine whether the Person object type
is a permissible appraisal type. What other object types are supported Ior this
Category Group?
3. Create a new appraisal template in the category Personnel Appraisal, using the
example Obfective Setting Example as a basis. Translate the name oI the new Iorm.
Position your cursor on the Performance Appraisal category, right mouse click
Choose ~ Create category and choose the option used Ior Obfective Setting
Rename the Appraisal
Rename the form as Group== Annual Appraisals In the top right area oI the
screen overwrite the category text Irom Example. Obfective Setting to Group==
Annual Appraisal Save your data.
For the role of appraiser leave the text as Manager and the Allowed Appraiser
Type as Person. For the role oI appraisee leave the text as Employee and the
Allowed Appraiser Type as person. For Part Appraiser type in the text oI colleague
and the Allowed Part Appraiser type as Person. Deselect any other participants.
Accept the deIaults on the Columns , Roles and Value List tabs. Save.
.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-120
.
On the leIt hand side oI the screen, select the Category you just created Irom the
context menu Choose Iunction. Translation. On the Translate dialog box select a
language oI your choice in the dialog box Select Language for Translation.
Choose the Iunction Continue and translate the name oI the Iorm on the Name and
Description tab page as well as the text you have previously selected Ior
appraisers and appraisees.
Save your data. Choose the Back arrow to leave the translation screen.

4. Select the Group ## Annual Appraisal to add the desired perIormance criteria.
From the context menu, right mouse click on the category and choose Create
Template. Choose the radio button Ior Wi:ard Example. TMPL ¸WZ¸EASY
Simple Template and choose Execute/Enter.

Navigate through the Wizard. On the Start Page choose continue.
On the General Data screen, in the Form Name Iield name your appraisal Iorm
GR== Annual Manager Appraisal. Template is Named (versus anonymous) and
choose Unlimited Appraisal documents in the Create Appraisal Document Iield.
Continue.
On the Definition Header screen accept the deIaults and choose continue.
On the Define Structure screen choose Standard Numbering and choose continue.
On the Define Dimensions accept the deIaults and continue..
On the Define Valuation Options in the Value List Iield select the scale
(Q00000004) Standard Marks 5 scale. Leave input, notes and value determination
as deIaulted and choose Continue.
Complete the Wizard by choosing Complete.

5. Review the tabs that were populated Ior you via the Wizard.

6. Create Criteria groups and Criteria Ior your Appraisal Iorm. In the context menu
Ior your appraisal Iorm Ior Group ## Annual Appraisal, right mouse click and
choose Insert new Element. Select Node JB Criteria Group. On the right hand
side oI the screen name your Criteria Group any name oI your choice such as
Management Skills.

In the Column tab choose Jalue Determination Average. Accept all other deIaults
and save.
Create Criteria oI your choice under your Criteria Group. From the Context Menu
choose Insert New Element and Choose End Node. JC Criterion. Name criteria oI
your choice such as Building consensus.
Repeat this step to add at least two additional criterion oI your choice
Insert a QualiIication by choosing Insert ~ Existing Element ~End Node ~
Qualification. Use the structure search to choose SAPHR Personal Overview.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-121
7. PerIorm a Consistency Check on your template Iorm by selecting Group ##
Annual Appraisal. From the Context menu choose the Consistency check. Right
mouse click on your template Iorm to get to the consistency check.

8. Preview your appraisal. From the context menu choose Preview ~ Web Lavout II
desired make changes such as changing Irom radio buttons to drop down boxes Ior
proIiciency ratings oI criteria and qualiIications.

9. Revise your template by adding the Iixed link to Display the QualiIications. You
will Iind this on the Layout tab oI your Appraisal Template. Under the links area
choose Display¸QualiIications Display qualiIication. Again Preview your template
to see the desired changes.

10. Release your appraisal Iorm template. From the Context Menu choose Status ~
Release.

11. Optional Exercise
Return to the previous URL. Select your appraisal document and complete it.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-122


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-123
Solutionsf

Appraisal Iorms need to be set up and tested Ior your company.

1. Maintain the inIotype Communication (IT 0105) with the subtype 0001 (system user
name) in the personnel master data Ior the employee Charlotte Hansen. Enter the user
ID there, with which you have logged on to the current training system (HR510-##).

From the SAP Easv Access Menu ~ Human Resources ~ Personnel Management ~
Administration ~ HR Master Data ~ Maintain. In the Personnel Number Iield enter
510991##. In the Direct InIotype Selection box enter inIotype 105 and select Create.
Select the Svstem User Name subtype. In the ID number enter your log on ID HR510-
##.

2. Locate the BSP page we will use Ior administering appraisals.
Use the Transaction code PHAP¸START¸BSP.

3. Prepare Appraisal documents Ior Charlotte Hansen to use with her employees in her
Organizational Unit
In the command box enter transaction PHAP¸PREPARE¸PA and choose enter. On the
Prepare Appraisal Documents screen choose Prepare Appraisals Docs with
Organi:ational Units. In the root ID Iield search Ior and enter your ## Marketing
Organizational Unit. In the structure search you will Iind the organization unit under
Org Units Training Groups ~ Training International . Marketing ~== Marketing . In
the Appraisal Template Iield select the Development Plans and Obfectives (ID number
50033581) template Deselect the Test Run indicator and choose Execute.

Unit: Objective Setting and Appraisals - Using the
Application - Part One
Topic: Appraisal Process

At the conclusion oI these exercises, you will be able to:
• Maintain the Communication inIotype (IT0105)
• Prepare Objective Setting and Appraisal Forms Ior both an
Organizational Unit and Ior an individual
• Complete Appraisal Templates in the Web
• View and Complete Appraisal Templates in mySAPHCM
• Evaluate Appraisals

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-124

4. Navigate to the URL in step two and see that your documents were created. II prompted
Ior a user name and password enter in the same user name and password that you
logged into the SAP GUI (HR510-##).

5. Create an individual document via the Wizard.
Return to transaction PHAP¸PREPARE¸PA. Select the Prepare Appraisal Docs with
Template Appraiser ~ Appraisee. Continue through the Wizard. Choose the
Development Plan and Obfectives Template and continue to the next page. Accept the
deIault dates and continue to the next page. Optionally you can rename the appraisal or
simply continue to the next page. In the Person as Appraiser Iield enter Charlotte
Hansen`s Personnel Number 510991==. Continue Iorward and choose the manual
radio button. In the next screen choose Person and enter employee 510992##.
Continue and choose Complete to exit the Wizard.

6. Navigate to the URL Irom step two and see your additional document and give
appraisal results to one oI your employees.
Select the employee oI your choice and click directly on the Appraisal Template name.
(Note you may need to log on again) Choose Set Obfectives. The Status will change to
In Planning . Select your Appraisal Template again and enter any text you wish in the
open boxes oI the template Iorm. Choose Review and then Choose Execute. Enter any
comments and ratings oI your choice and Complete the Appraisal Template.

7. View the PD proIile Ior Charlotte Hansen (510991##) to see the Appraisal documents
in the application.
Navigate Irom the Easy Access menu to Human Resources ~ Personnel
Management.~ Personnel Development ~ Profile ~ Change. Click on Person and
search Ior your Charlotte Hansen (510991##). See the three tabs relevant Ior
Appraisals. You should see one appraisal in the tab Ior Objective Setting Appraisals
Created with the status oI Complete. On the tab Objective Setting Appraisals (Open)
you should see several appraisals created via your actions in exercise three above.

8. Optional exercise: Give appropriate ratings to the employee oI your choice and
complete the appraisal Iorm.

9. Analyze Appraisal results.
Utilize transaction PHAP¸SEARCH¸PA. Select the Development Plan and Objective
Appraisal Form. VeriIy that all status` are checked and execute report. Choose the
select all icon and select the reporting push button. Choose the Ranking report and
view results.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-125
Solutions


Unit: Objective Setting and Appraisals Part Two
Topic: Appraisal Template

Note: VeriIy that the HAP00 REPLA switch is set to the value X (onlv replace
for personnel appraisals) or the value A (generallv replace for the old appraisal
svstem).
Alternatively, you can set this switch directly using the table maintenance in
T77S0. This should have already been set by your instructors.
TASK
Your management has decided to use Objective Setting Appraisals and wants to
use a Manager/Employee appraisal (one-on-one) with these objectives. You will
create the template Iorm.
1. Access the appraisal catalog by going to Current Settings (or the expert transaction
PHAP¸CATALOG¸PA).
Choose Irom the SAP Easv Access Menu ~ Personnel Management -~ Personnel
Development -~ Settings -~ Current Settings -~ Edit Appraisals Catalog.

2. Determine which object types are allowed in the category group Personnel
Appraisals.
Right mouse click on the category group Personnel Appraisals in the leIt area oI
the Appraisals catalog. Choose Categorv Group ~ Displav. On the right hand side,
check on the Obfects Tvpes tab page, to determine whether the Person object type
is a permissible appraisal type. What other object types are supported Ior this
Category Group?

3. Create a new appraisal template in the category Personnel Appraisal, using the
example Obfective Setting Example as a basis. Translate the name oI the new Iorm.
Position your cursor on the Performance Appraisal category, right mouse click
Choose ~ Create category and choose the radio button used Ior Obfective Setting
Rename the Appraisal
Rename the form as Group== Annual Appraisals In the top right area oI the
screen. overwrite the category text Irom Example. Obfective Setting to Group==
Annual Appraisal Save your data.
.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-126
.
For the role of appraiser leave the text as Manager and the Allowed Appraiser
Type as Person. For the role oI appraisee leave the text as Employee and the
Allowed Appraiser type as person. For Part Appraiser type in the text oI colleague
and the Allowed Part Appraiser type as Person. Deselect any other participants.
Accept the deIaults on the Columns , Roles and Value List tabs. Save.

Translate the Appraisal Form Name

On the leIt hand side oI the screen, select the Category you just created Irom the
context menu Choose Iunction. Translation. On the Translate dialog box select a
language oI your choice in the dialog box Select Language for Translation.

Choose the Iunction Continue and translate the name oI the Iorm on the Name and
Description tab page as well as the text you have previously selected Ior
appraisers and appraisees.
Save your data. Choose the Back arrow to leave the translation screen.

4. Select the Group ## Appraisal Ior Managers to add the desired perIormance criteria.
From the context menu, right mouse click on the category and choose Create
Template. Choose the radio button Ior Wi:ard Example. TMPL ¸WZ¸EASY Simple
Template and choose Execute.

Navigate through the Wizard. On the Start Page choose continue.
On the General Data screen, in the Form Name Iield name your appraisal Iorm
GR== Annual Manager Appraisal. Template is Named (versus anonymous) and
choose Unlimited Appraisal documents in the Create Appraisal Document Iield.
Continue.
On the Definition Header screen accept the deIaults and choose continue.
On the Define Structure screen choose Standard Numbering and choose continue.
On the Define Dimensions accept the deIaults and continue..
On the Define Valuation Options in the Value List Iield select the scale
(Q00000004) Standard Marks 5 scale. Leave input, notes and value determination
as deIaulted and choose Continue.
Complete the Wizard by choosing Complete.

5. Review the tabs that were populated Ior you via the Wizard.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-127

6. Create Criteria groups and Criteria Ior your Appraisal Iorm
In the context menu Ior your appraisal Iorm, right mouse click and choose Insert
new Element. Select Node JB Criteria Group. On the right hand side oI the
screen name your Criteria Group any name oI your choice such as Management
Skills.

In the Column tab choose Jalue Determination Average. Accept all other deIaults
and save.
Create Criteria oI your choice under your Criteria Group. From the Context Menu
choose Insert New Element and Choose End Node. JC Criterion. Name criteria oI
your choice such as Building consensus. Save.
Repeat this step to add at least two additional criterion oI your choice
Insert a QualiIication by choosing Insert ~ Existing Element ~End Node ~
Qualification. Use the structure search to choose SAPHR Personal Overview.
You can locate this qualiIication in the structure search oI the qualiIication catalog
open Training International ~ HR Basics ~ SAPHR.

7. PerIorm a Consistency Check on your template Iorm by selecting it Irom the
Context menu and choose Consistency check. Right mouse click on your template
Iorm to execute the consistency check.

8. Preview your appraisal. From the context menu choose Preview ~ Web Lavout
Return to the Template and make any changes you desire such as changing II
desired make changes such as changing Irom radio buttons to drop down boxes Ior
proIiciency ratings oI criteria and qualiIications. Select your criteria on the leIt
panel, then on the right panel select the columns tab and select the choice Ior drop
downs rather than radio buttons. Again Preview your appraisal to see the change in
the template.

9. Revise your template by adding the Iixed link to Display the QualiIications. You
will Iind this on the Layout tab oI your Appraisal Template. Under the links area
choose Display¸QualiIications Display qualiIication. Again Preview your template
to see the desired changes.

10. Release your appraisal Iorm template. From the Context Menu choose Status ~
Release.

11. Optional Exercise
Return to the previous URL. Select your appraisal document and complete it
giving any ratings and text you choose..




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 8-128



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-1
SAP AG 2003
Appendix
This section contains additionaI materiaI
to be used for reference purposes.
This materiaI is not part of the
standard course.
Therefore, it may not be covered
during the course presentation.




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-2
SAP AG 2003
AppraisaI systems as of 4.5
AppraisaI process
AnaIyzing and evaIuating appraisaIs
Integration options
Customizing appraisaI systems
Contents:
Part A: AppraisaI Systems



The Iollowing inIormation in the Iirst part (part A) relates to the Iunctionality oI the appraisal
systems that has existed since Release 4.5.
The second part oI the unit (part B) deals with the Iunctionality oI Objective Setting and Appraisals
that has been available since Release 3.7 Extension 1.10.
The old Iunctionality oI the appraisal systems can also be used with Release 4.7, just as beIore.
It is not, however, possible to use both the appraisal systems and the new Objective Setting and
Appraisals.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-3
SAP AG 2003
One fIexibIe, internationaIIy appIicabIe appraisaI tooI
for aII HR components
Definition of different appraisaI procedures
AnaIyticaI appraisaI procedures
SimpIe Customizing
EvaIuation options
Introduction: AppraisaI Systems (1)



Appraisal Svstems enables you to create appraisal systems, as well as plan, hold, and evaluate
appraisals. An appraisal system is a selI-contained process that enables you to make Iormal and
standardized appraisals in a business context using one or more templates (appraisal models). This is
turn ensures that the appraisals you make are as objective as possible.
Appraisal Svstems are used in Personnel Development, Training and Event Management and
Personnel Administration.
Only analytical appraisal procedures are supported (no comparative ranking procedures).
Customizing involves only a Iew activities. At various points in Customizing, customers can use
Iunction modules oI their own, and in this way tailor the component to their own speciIic needs.
It allows you to carry out many evaluations.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-4
SAP AG 2003
Introduction: Objective Setting and AppraisaIs (2)
Management by Objectives
360° appraisal Personnel appraisal
Training appraisals Surveys



Obfective Setting and Appraisals can be useIul as a Personnel Development instrument - Ior
example, it enables you to rate employees in a Iormalized, standardized way on the basis oI
predeIined criteria.
Personnel appraisals provide inIormation on employees' characters and perIormance, and can Iorm a
reliable basis Ior planning and making decisions - both Ior individual employees and Ior employees
as a whole.
You can also use personnel appraisals to monitor the success oI any human resource measures that
have been implemented.
In other words, personnel appraisals can be used to analyze both the past, present, and Iuture.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-5
SAP AG 2003
Information Required for AppraisaIs
Who appraises whom?
One appraisaI or
severaI subappraisaIs?
Anonymous appraisaI? Period appraised
Which appraisaI criteria?
How to caIcuIate
appraisaI resuIts?




The Iollowing inIormation is required Ior appraisals:
The appraiser(s) and the appraisee(s) (who appraises whom? Example: supervisor appraises
employee)
Is the appraisal to be conducted by one or more appraisers? II several appraisers are involved -
should only one overall appraisal be generated, or should several independent subappraisals be
generated and then merged together into an overall appraisal in a later step?
Should the appraisers remain anonymous?
Which period is to be appraised? (Example: the previous year Ior perIormance appraisals)
Which criteria (Ior example, quality oI work, ability to cope with stress, and so on) are to be used
Ior the appraisal? Should these criteria be grouped together into groups? Which scales should be
used to rate these criteria (in other words, which proIiciencies should be made available Ior
appraising the individual criteria)? Should certain criteria or groups oI criteria be weighted more
than others? Should the criteria be sorted in a certain way?
How should the appraisal results be determined? Should individual criteria (groups) aIIect the
result more than others? II several subappraisals were held, how should the overall appraisal be
determined Irom these subappraisals?

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-6
SAP AG 2003
AppraisaI ModeIs - The Basis for AppraisaIs
Ìndividual appraisal
Supervisor (appraiser)
Employees (appraisees)
Period appraised
Performance appraisal for J. Smith 1999
Helena Camino
Johanna Smith
01.01.1999 to 31.12.1999 Created on
Ìn process
05.01.2000
Name Weight Valuation Rating text =weight. Note
Ìndividual performance appraisal
Performance
Quality of work
Quantity of work
2,00
1,00
1,00
4
4
3
4 Good
Good
Good
Average
0,000
8,000
4,000
3,000
AppraisaI modeI
AppraisaI procedure (anaIyticaI)
Form of appraisaI (who appraises whom?)
AppraisaI type (individuaI/muItisource, anonymous)
Criteria / criteria groups / quaIifications



Each appraisal system can contain one or more appraisal models (in the case oI personnel appraisals,
Ior example, there might be separate appraisal models Ior hourly-paid workers and salaried
employees).
An appraisal model is a template Ior an actual appraisal. In other words, it corresponds to a blank
copy oI an appraisal sheet.
During the preparatory phase, the persons responsible have to deIine the basic conditions that are to
apply to the appraisal systems.
These basic conditions include:
Appraisal procedure/method (always analytical)
Form oI appraisal (who appraises whom? which object type combinations are possible?)
Appraisal type (individual or multisource appraisals, anonymous appraisals)
The appraisal elements to be rated (criteria groups, criteria, qualiIications)
Appraisal models, criteria groups and criteria are all managed in the appraisals catalog. This can also
be called using the Current Settings in the SAP EASY ACCESS Menu.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-7
SAP AG 2003
Customizing CheckIist: AppraisaI Systems
Integration with PersonneI Administration
Integration
Transfer AppraisaIs from PersonneI Administration
Edit Form of AppraisaI
AppraisaI Systems
Edit ScaIes
Define PermissibIe Functions
Edit AppraisaIs CataIog
Assign AppraisaI ModeI to PersonneI
(Sub)Area/EmpIoyee (Sub)Group



In this part oI the course, we will now look at the system settings that are relevant to creating
appraisal models. Please note that the appraisal types also discussed here are predeIined by SAP (in
other words, they cannot be customized).
You make system settings Ior the Appraisal Svstems component in Customizing Ior Personnel
Development (under the option Appraisal Svstems).

Note:
The old Iunctionality oI the appraisal systems can also be used with Release 4.7, just as beIore.
It is not, however, possible to use both the appraisal systems and the new Objective Setting and
Appraisals.
II the new Objective Setting and Appraisals is set up, then the system settings mentioned above are
irrelevant.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-8
SAP AG 2003
Assign to
appraisaI modeI
Form of AppraisaI
Appraisal Form of Appraisal Appraiser Appraisee
Performance appraisal 1 Supervisor Employee
A..
P
A.. Evaluation.. .............
P
US
US
P
US
P
US
Appraiser: Appraisee:
Person
Person
the user
the user
Person
the user
Person
the user
Supervisor Employee Role:
Object type
combinations:
Who appraises whom?
Form of AppraisaI
RoIe of appraiser and appraisee
AIIowed object type combinations for
appraiser and appraisee
AppraisaIs
appraisaI
AIIowed
combinations



A Iorm oI appraisal contains inIormation on:

Who is the appraiser and who or what is the appraisee (Ior example, supervisor and employee, or
attendee and business event)
Which object types are allowed as appraiser and which as appraisee (Ior example, only the object
type Person is allowed in both cases)
Evaluation paths Ior generating "to-do" lists Ior object groups (optional)

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-9
SAP AG 2003
AppraisaI Type
IndividuaI appraisaI
Anonymous individuaI appraisaI
MuItisource appraisaI
Anonymous muItisource
appraisaI
MuItisource appraisaI IndividuaI appraisaI
Receives
Was created for
Creates
Was created by
AppraisaI modeI
OveraII appraisaI
S
u
b
a
p
p
r
a
i
s
a
I
s
AppraisaI modeI



Individual appraisal: Appraisal type where one or more appraisers appraise one or more persons or
objects at once. In this case, only one appraisal is created.
Multisource appraisal: Appraisal type involving several appraisers, where each appraiser appraises
one or more persons or objects. Each appraiser creates a separate subappraisal. An overall appraisal
is then created on the basis oI these subappraisals. The various subappraisals might have diIIerent
weightings - the weighting determines the extent to which the subappraisal aIIects the overall
appraisal.
II the appraisal is an anonvmous individual appraisal, no inIormation is stored on the appraiser(s).
II the appraisal is an anonvmous multisource appraisal, only the total number oI appraisers is stored
(but no Iurther inIormation on the appraiser(s)).

Note:
These Iour appraisal types are predeIined by SAP in the standard delivery, and cannot be changed.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-10
SAP AG 2006
ScaIes for AppraisaIs
QuaIity scaIes
Fixed ratings (proficiencies)
User-defined names and descriptions for proficiencies
ExampIes:
Language scaIe with the ratings (proficiencies) Basic
knowIedge, Average, and FIuent
Yes/No scaIe with the proficiency Yes
5-point scaIe with a user-defined name for each
proficiency
QuaIity scaIes
ScaIe defined by minimum/maximum, intervaI range,
and unit
Used for covering Iarge vaIue ranges ExampIes:
ExampIes:
ScaIe with the unit Points, a vaIue range from 0 to
1,000,000 and an intervaI range of 10



Two diIIerent types oI scale can be used in the Obfective Setting and Appraisals component:

Quality scales:

II the scale is a quality scale, you must deIine and name every individual proIiciency. Each scale
can contain up to 9999 proIiciencies, and each oI these can have a user-deIined proIiciency
description. Quality scales can be used Ior both Qualifications and Requirements and Appraisal
Svstems.
Unlike the Qualifications and Requirements, it is possible Ior quality scales to have a proIiciency
oI 0 in the Appraisal Svstems. The proIiciency 0 should always be used to mean "does not exist."
You can store descriptive texts Ior the individual proIiciencies oI a quality scale. These
proIiciency texts can be passed on to the appraisal elements (appraisal model, criteria groups and
criteria) or overwritten, as required.

Quantity scales:

II a scale is a quantity scale, you deIine the minimum and maximum proIiciencies, the interval
range and the unit to be used Ior rating the proIiciencies.
When you deIine quantity scales, you can use values with up to 12 places beIore the decimal point
and 3 places aIter the decimal point.
You can also speciIy a proIiciency oI 0.
Quantity scales can only be used Ior the appraisal svstems, not Ior qualifications or requirements.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-11
SAP AG 2003
Define PermissibIe Functions
Use
ResuIt - appraisaI modeI
ResuIt - appraisaI modeI
ResuIt - appraisaI modeI
ResuIt - criteria group
RHPA_CALC_VALUE_ADD
Name of function moduIe
RHPA_CALC_VALUE_AVERAGE
RHPA_CALC_VALUE_PERCENTAGE
RHPA_CALC_VALUE_ADD
Short text
...
ResuIt - quaIification
...
Further processing of subapp.
Further processing of overaII app.
RHPA_CALC_VALUE_ADD
RHPA_APP_PROCESS_PART_LAST
RHPA_APP_PROCESS_FINAL_COMPENS
...
...
...
...
...
...
...
TotaI
Average
Percent
TotaI
TotaI
Use resuIt of Iast subapp. as over.
Adjust remuneration
Function moduIes for resuIts caIcuIation and foIIow-up



In this step, you speciIy what Iunction modules are available Ior appraisal systems Ior
results calculation (Ior appraisal model, criteria group, criterion and qualiIications)
Iurther processing subproIiles
Iurther processing completed individual and overall appraisals
In addition to the Iunction modules delivered in the standard system, you can integrate your own
Iunction modules. Function modules are assigned a speciIic use so that only relevant modules are
oIIered Ior the various Customizing activities.
You must speciIy a name Ior each Iunction module. This name can be translated into diIIerent
languages.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-12
SAP AG 2003
AppraisaIs CataIog
01.01.1900 - 31.12.9999
360° appraisaI

IndividuaI performance appraisaI
Performance
OrganizationaI skiIIs
QuaIity of work
Quantity of work
ProbIem-soIving skiIIs
SociaI skiIIs
AbiIity to assert oneseIf
Management skiIIs
Communication skiIIs
Team spirit
MuItisource performance appraisaI
CataIog




AppraisaI modeI
Criteria group
Criteria
QuaIification



Appraisal elements are managed in the appraisals catalog. The appraisals catalog contains all oI the
appraisal models that can be used as templates Ior creating actual appraisals.
An appraisal model contains a number oI criteria, criteria groups or qualiIications, and is used as a
template Ior creating an actual appraisal.
Criteria groups, criteria and qualiIications can used more than once (Ior example, they might be used
in diIIerent appraisal models). II this is the case, any changes you make to their attributes will aIIect
all occurrences oI the object in question.
By generating a where-used list, you can Iind out how oIten - and where - an appraisal element is
used.
A translation Iunction is also available - this means that you can use the appraisals catalog in
diIIerent languages.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-13
SAP AG 2003
AppraisaI EIements
Object types aIIowed in
an appraisaI modeI:
BG - Criteria group
BK - Criterion
Q - QuaIification
PossibIe nesting options
for appraisaI eIements:
AppraisaI modeI
Criterion
QuaIification
Criteria group
Criteria group
Criterion
QuaIification
Criterion
QuaIification
Criterion



Criteria are the individual Iactors that are to be rated in an appraisal. A criterion can be assigned to
an appraisal model, criteria group or qualiIication, but not to another criterion.
Criteria groups are used to structure appraisal models. They must be assigned directly to the
appraisal model, and cannot be nested. It is possible to rate criteria groups. The use oI criteria groups
is optional.
You can also use the object type Qualification in an appraisal model (in addition to the object types
Criteria group and Criterion).
You can use qualifications as appraisal elements in an appraisal model (instead oI criteria groups or
criteria). You can use all oI the qualiIications deIined in the qualiIications catalog.
Note:
You still have to edit and manage all qualiIications in the qualiIications catalog. QualiIications can
thereIore only be included in an appraisal model using the Iunction Existing Appraisal Element. You
cannot create qualiIications in the appraisals catalog.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-14
SAP AG 2003
AppraisaI ModeI (1)
01.01.1900 - 31.12.9999
360° appraisaI

IndividuaI performance appraisaI
Performance
OrganizationaI skiIIs
QuaIity of work
Quantity of work
ProbIem-soIving skiIIs
CataIog


AppraisaI modeI
Appraisal model
Name, description and vaIidity
period
Form of appraisaI
A AppraisaI type
Additional data
Type of numbering
Processing
FoIIow up of the resuIts
Processing partiaI resuIts
Editing stored appraisaIs
Authorization onIy to create an appraisaI
Result
Rating scaIe
Input controI
CaIcuIation procedure for resuIt
Notes - yes/no Proficiencies
Proficiency descriptions



The Iollowing inIormation is stored in an appraisal model:

The name and validity period oI the appraisal model (and, iI required, a description oI the
appraisal model)
The Iorm oI appraisal (who appraises whom?) and the appraisal type (individual or multisource
appraisal? anonymous appraisal?)
The way in which the appraisal elements are numbered when an actual appraisal is generated
Processing: You can store specifications Ior how appraisal results should be Iollowed up (should
they be passed on to Compensation Management, Ior example, or should the appraisee's
qualiIications proIile be updated?).
Further processing oI subappraisals (Ior example, should the overall appraisal be determined by
calculating the average oI the subappraisals) is only applicable Ior the appraisal types Multisource
appraisal and Anonvmous multisource appraisal.
You can select Iunction modules Ior Iollow-up processing oI appraisal results or Ior processing
subappraisals and overall appraisals. These Iunciton modules were set up Ior this purpose in
Customizing Ior Personnel Development under Appraisal Svstems -~ Define Permissible
Functions.
Whether only one appraisal may be created in an appraisal period Ior a combination oI appraiser,
appraisee, and appraisal model.
Under Further processing, you can speciIy whether archived (completed, approved, or rejected)
appraisals oI an appraisal model may be deleted or edited.
In this way, you can override the SAP deIault setting that prevents deletion or status resetting per
appraisal model.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-15
SAP AG 2003
AppraisaI ModeI (2)
01.01.1900 - 31.12.9999
360° appraisaI

IndividuaI performance appraisaI
Performance
OrganizationaI skiIIs
QuaIity of work
Quantity of work
ProbIem-soIving skiIIs
CataIog


AppraisaI modeI
Appraisal model
Name, description and vaIidity
period
Form of appraisaI A AppraisaI type
Additional data
Type of numberingr
Processing
FoIIow up of the resuIts
Processing partiaI resuIts
Editing stored appraisaIs
Authorization onIy to create an appraisaI
Result
Rating scaIe
Input controI
CaIcuIation procedure for resuIt
Notes - yes/no Proficiencies
Proficiency descriptions



In addition, the Iollowing inIormation is stored per appraisal model:

Scale Ior the results (quality scale or quantity scale)
Input control Ior the result oI the appraisal (optional input, required input, no input)
The calculation procedure Ior determining the result (manual, totals, average, percentage, other):
The option Other includes any customer-speciIic Iunction module used to calculate the result.
Here, the Iunction modules are chosen that were set up Ior results calculation in Customizing Ior
Personnel Development under Appraisal Svstems -~ Define Permissible Functions.
Whether or not you can enter notes
Individual proIiciency texts iI the descriptions stored Ior proIiciencies oI the quality scale are not
to be passed on (transIerred).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-16
SAP AG 2003
AppraisaI ModeI (3)
IndividuaI performance appraisaI
Performance
OrganizationaI skiIIs
QuaIity of work
Quantity of work
ProbIem-soIving skiIIs
SociaI skiIIs
AbiIity to assert oneseIf
Management skiIIs
Communication skiIIs
Team spirit


Criteria / criteria groups
Criterion/criteria group
Name, description and vaIidity
period
Result
Rating scaIe
Input controI
CaIcuIation procedure for partiaI resuIt
Notes - yes/no
Proficiencies
Proficiency descriptions
QuaIifications
QuaIifications are managed in the
quaIifications cataIog
AdditionaI tab page for resuIt
Input controI
CaIcuIation procedure for partiaI resuIt
Notes - yes/no



The Iollowing inIormation is speciIied Ior criteria groups and criteria:
The name, validity period (and, iI applicable, a description)
The scale, input control details, and calculation procedure Ior determining the result
Whether or not you can enter notes
Individual proIiciency texts iI the scale descriptions stored are not to be passed on (transIerred).
You can only use the options Manual and Other as calculation methods Ior criteria. However, Ior
criteria groups you can use the same options as Ior the appraisal model (Manual, Total, Average,
Percentage, and Other) since you can calculate the overall result on the basis oI the results oI the
corresponding criteria/qualiIications.
You create and manage qualiIications in the qualiIication catalog. You can also access qualiIications
on the Result tab page in the appraisals catalog. On this tab page, you can make speciIications
regarding input control and the calculation method Ior the result. Remember, though, that a result
scale has already been assigned to the qualiIications (inherited Irom the qualiIication group) - you
cannot change this scale in the appraisals catalog.
On the Proficiencies tab page, you can speciIy Iurther details Ior the proIiciencies oI the scales used
(quality scales only) Ior the appraisal elements appraisal model, criteria and criteria groups. These
texts will help the appraisers when they come to hold the appraisal. In the case oI qualiIications, you
must create the proIiciency texts in the qualiIications catalog.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-17
SAP AG 2003
Features of AppraisaI ModeIs
User-defined appraisaI
criteria and criteria
groups
Proficiency descriptions
for each appraisaI
eIement
Use of quaIifications
as criteria or criteria
groups
ReusabiIity of
appraisaI eIements
(where-used Iist)
User-defined rating
scaIes for each appraisaI
eIement
Further processing
of appraisaI resuIts
Notes for each
appraisaI eIement
Processing of
subappraisaIs
Various caIcuIation
procedures for determining
partiaI and overaII resuIts
Sorting and weighting of
appraisaI eIements



Criteria groups, criteria and qualiIications can used more than once (Ior example, they might be used
in diIIerent appraisal models.
II this is the case, any changes you make to their attributes will aIIect all occurrences oI the object in
question.
To insert existing appraisal elements in an appraisal model, choose Entrv ? Enter? Existing appraisal
element. By generating a where-used list, you can Iind out how oIten - and where - an appraisal
element is used.
You can also speciIy how the appraisal elements within an appraisal model should be weighted and
sorted.
II you do not speciIy this inIormation explicitly, the appraisal elements at each level will be sorted
alphabetically, and the standard weighting oI 1.00 will be used.
II you create an appraisal model, you can generate a preview oI the appraisal this gives rise to in the
appraisals catalog.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-18
SAP AG 2003
AppraisaI Process
AppraisaI
Approved
AppraisaI
CompIeted
Prepare Prepare
appraisaI appraisaI
(Status: (Status: Planned Planned) )
AppraisaI AppraisaI
Positions Positions
(Status: (Status: Active Active) )
CompIete CompIete
appraisaI appraisaI
(Status: (Status: Historical Historical
record record) )
AppraisaI
prepared
Propose data
from a
compIeted
appraisaI
AppraisaI
heId
Approve
appraisaI
(Status: Approved
or Rejected)
FoIIow-up
appraisaI
AppraisaI
Rejected
FoIIow-up
appraisaI



The appraisal process is divided into various stages. Status management is used to map these stages.

1. Preparation
The Iirst stage in the process involves preparing the appraisal. In this stage, you deIine planning
data (such as the period to be appraised and the objects involved).
You can copy planning data Irom an appraisal that has already been completed. When you
complete preparation oI the appraisal, you move on to the second stage.
2. Holding
This is where the actual appraisal is perIormed. You speciIy the date on which the actual appraisal
was created (held). You can enter notes Ior every appraisal element.
When you have Iinished holding the appraisal, you move on to the third stage.
3. Complete
On completion oI the appraisal, it is archived and may not be changed again. There are control
parameters in Customizing to speciIy whether changes may be made to archived appraisals.
4. Approval Process
Finally, an approval process can take place, supported by a workIlow.
5. Follow-up
You can carry out Iollow-up actions Ior a completed/approved appraisal (pass on the appraisal
results to Compensation Management, Ior example).




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-19
SAP AG 2003
Preparing an AppraisaI
Initial Screen:
"Create Appraisal" menu option
Appraisals where appraisee subprofiIe
Appraisals where appraiser subprofiIe
Make preparations
SeIect appraisaI modeI
Specify period to be appraised
SeIect appraiser and appraisee
CompIete preparations
Save your preparations
CompIete your preparations
HoId the appraisaI
ExampIe
Performance appraisal
Performance appraisal Mr Klein
01.01.2004 - 31.12.2004
Appraiser: Appraisee:
Helena Groß Markus Klein



During the preparatory stage, you have to enter a range oI inIormation that is required Ior holding the
appraisal.
The appraisal is prepared by a person specially commissioned to do so - this person does not
necessarily have to be one oI the appraisers.
You can access this stage oI the appraisal process via the corresponding menu option, or Irom either
the Appraisals where appraisee or Appraisals where appraiser subproIiles.
You speciIy the Iollowing inIormation in the preparatory stage:
the appraisal model, the appraiser(s), the appraisee(s) and, iI applicable, the period during which the
appraisal must be created (held).
In the case oI non-anonymous appraisal types, you can Ilag the Anonvmous appraiser option to
speciIy that no inIormation on the appraiser(s) should appear when the appraisal is displayed. Unlike
anonymous appraisal types, inIormation is actually stored on the appraisers in this case. This
inIormation is simply not displayed in the appraisal, but it can be used Ior reporting purposes.
There are three ways oI completing the preparatory stage:
- Save your preparations: you can still change this data later The preparation can later be changed.
- Completion oI the preparation (changes no longer possible)- Direct execution oI the appraisal (only
Ior individual appraisal).
You can copy data Irom an appraisal that has already been completed.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-20
SAP AG 2006
AppraisaIs
appraisaI
AIIowed
combinations
Appraisal Form of appraisal Appraiser Appraisee
Business Event Appraisals 1 Attendee Business event
A..
P
A.. Evaluation..
...
E
...
............. Evaluation..
B025 A025
.. ..
Generate a "to-do" Iist: prepare appraisaIs centraIIy
Generating a "To-Do" List
Ìndividual appraisal
Business event (appraisee)
Period appraised
Business Event Appraisals
01.05.2004 to 31.05.2004
Attendee (appraiser)
Business event 50013554 Business English 1
Attendee
Name
Roberta Centerola
Johanna Smith
Pierre Dubois
Type
Person
Person
Person
A



You can also prepare appraisals centrally. You can generate a "to-do" list containing objects Ior
which appraisals have to be prepared.
You can determine whether an object to be appraised should be speciIied and appraisers Iound Ior
this object, or whether an appraiser should be speciIied and the corresponding objects to be appraised
should be Iound.
II you wish to generate a "to-do" list, you must ensure that suitable evaluation paths have been
assigned to the appraisal model in the Iorm oI appraisal.
You can only use the "to-do" list Iunctionality Ior appraisal models with the Iorm oI appraisal
Individual appraisal. In each case, only one appraiser and one appraisee should be involved in the
appraisal.
Examples.
Preparation oI business event appraisals
Preparation oI perIormance appraisals Ior the employees in an organizational unit


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-21
SAP AG 2003
HoIding AppraisaIs
Ìndividual appraisal
Supervisor (appraiser)
Employees (appraisees)
Period appraised
Performance appraisal
Helena Groß
Markus Klein
01.01.2004 to 31.12.2004 Created on
Ìn process
05.01.2005
Name Weight Valuation Rating text =weight. Note
Ìndividual performance appraisal
Performance
Quality of work
Focus on customers
2,00
1,00
1,00
4
4
4 Good
Good
Good
0,000
8,000
4,000
...... ...... ...... ......
Average
.........
If quaIity scaIe, proficiency descriptions
can be dispIayed
.........
Makes good suggestions, and is
actively involved in increasing
customer satisfaction
ScaIe: ScaIe: 5 5- -point scaIe point scaIe
Maximum
Low
Below average
Average
Good
Very good
Description
Proficiencies
of the scaIe
used



Once you have speciIied inIormation Ior the appraisal, you go on to collect inIormation on the
persons to be appraised, and then you actually hold the appraisal.
You can hold an appraisal
Directly Irom the preparation screen
From the subproIiles
By processing/evaluating appraisals.
The system proposes today's date as the appraisal date.
The individual appraisal elements can be rated in accordance with the appraisal model speciIications.
II appraisal elements are rated using a quality scale, it is possible to display the proIiciency
descriptions Ior this scale.
The weighting, rating entered, and the weighted result oI this rating are displayed Ior each appraisal
element.
II you have made the appropriate speciIications in the appraisal model, you can also enter notes Ior
the individual appraisal elements.
You can save the appraisal, and continue to edit it at a later time.
.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-22
.
II you do not wish to hold an appraisal online in the system, you can print out an appraisal sheet, and
enter the appraisal results here Iirst. You might do this Ior an annual perIormance review, Ior
example. II you wish to do this, though, you must have completed preparation oI the appraisal in the
system.
Various options are available Ior printing out the appraisal sheet:
You can use checkboxes instead oI text lines Ior rating appraisal elements using a scale with 9 or
less proIiciencies
You can enter notes Ior each appraisal element (iI this is allowed in the corresponding appraisal
model)
You can also print out a legend with the descriptions oI each appraisal element, the proIiciencies
oI the scales used, or the corresponding proIiciency descriptions

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-23
SAP AG 2003
SubprofiIes for AppraisaIs
AppraisaIs where appraiser
AppraisaIs where
appraisee
Name FinaI resuIt Created on Start
Performance appraisal 2003
Performance appraisal 2004
3
4
Rating text
Average
Good
Note Status
Completed
Ìn process
Person is
appraisee
Person is
appraiser
Person



You can display the appraisals in which a person has been involved (either in the role oI appraiser or
appraisee) Irom that person's proIile.
The Appraisals where appraisee subproIile contains appraisals where the person was appraised. The
Appraisals where appraiser subproIile contains the appraisals where the person acted in the role oI
appraiser.
You can also use these subproIiles to create and edit appraisals.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-24
SAP AG 2003
CompIeting AppraisaIs
AppraisaI
Positions
Changes
CompIetion CompIetion
of of AppraisaI AppraisaI
Archived
appraisaI
No changes
DeIete?
Reset status to
In process?
FoIIow FoIIow- -up up
actions actions



Once you have held an appraisal, you now have to complete it.
When you complete an appraisal, it is historically recorded and cannot be changed.
Exception: You can make a setting per appraisal model to speciIy that the status oI completed
appraisals can be changed back to In process. This means that you can make changes to the appraisal
again. You can also speciIy whether it is possible to delete completed appraisals.
Once an appraisal has been completed, you can carry out Iollow-on actions (such as passing on
appraisal results to Compensation Management, or updating a person's qualiIications proIile on the
basis oI the appraisal results).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-25
SAP AG 2003
Excursion: MuItisource AppraisaIs
AppraisaI type
MuItisource appraisaI
Anonymous muItisource appraisaI
Overall result using average
Calculate overall result on basis
of last subappraisal
Customer-specific function module
AppraisaI modeI
Specifications for generating
overaII appraisaI
Generate overall appraisal automatically
from subappraisals
No specifications for generating
overaII appraisaI
Generate overall appraisal manually
Assignment Assignment
OveraII appraisaI
SubappraisaIs
Supervisor
EmpIoyee
EmpIoyee



In multisource appraisals, several appraisers each appraise one or more persons or objects. Each
appraiser creates a separate subappraisal. An overall appraisal is then created on the basis oI these
subappraisals. Example oI multisource appraisals include 360° appraisals, or an anonymous appraisal
oI a supervisor by the employees in the supervisor's department.
You can use the appraisal type Multisource appraisal and Anonvmous multisource appraisal Ior
multisource appraisals. These appraisal types can then be assigned to appropriate appraisal models. II
the appraisal is an anonvmous multisource appraisal, only the total number oI appraisers is stored
(but no Iurther inIormation on the appraiser(s)).
The appraisal model speciIies how the overall appraisal should be derived Irom the subappraisals.
The standard system provides the Iollowing methods Ior this:
Calculate overall result on basis oI average
Calculate overall result on basis oI last subappraisal
Entering the overall result manually
When you prepare a multisource appraisal, you can speciIy a period within which each appraiser
should hold his/her subappraisal. You can also speciIy an individual weighting Iactor Ior each
appraiser - this will determine how this appraiser's appraisal aIIects the results oI the overall
appraisal.
In the standard system, this weighting is only taken into account in the Average calculation method.
Multisource appraisals and their subappraisals are held in the same way as individual appraisals.
.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-26
.
When the last subappraisal is completed, the calculation method speciIied in the appraisal model is
used to generate the overall appraisal.
II you have not speciIied how the overall appraisal should be determined, one oI the appraisers will
have to generate the overall appraisal manually.
This is, however, only possible when the lasz subappraisal has been completed.
This is historically recorded by completing the overall appraisal.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-27
SAP AG 2003
WorkfIow Support for AppraisaIs
WorkfIows are used for the approvaI of appraisaIs
Start workfIow
Change
appraisaI,
and compIete
appraisaI
Further
processing
DecIines
Receives
reaction of
appraisee
Appraiser
Appraiser
Accepts
Receives
appraisaI
Appraiser Line
manager
Receives
reaction of
appraisee



A standard workIlow is available Ior approving appraisals.
Approval oI appraisals is only possible with this workIlow.
Once an appraiser has held and completed an appraisal, the appraisal can be passed on to the
appraisee Ior approval. The appraisee can view the appraisal, and decide whether he/she wishes to
approve or reject the appraisal.
II the appraisee rejects the appraisal, the appraisal is automatically put back in the status In process
so that the appraiser can review it.
AIter approving the appraisal, diIIerent Iurther processing steps can be perIormed.
Note:
The setting regarding whether or not the status oI completed and rejected appraisals can be changed
back to In process (which means that you can make changes to these appraisals again) is made Ior
the appraisal model.
You can also speciIy there whether it is possible to delete approved or rejected appraisals.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-28
SAP AG 2003
FoIIowing Up AppraisaIs
PIan next hoIding of appraisaI
Further processing of appraisaI resuIts
Pass on to Compensation Management
Update quaIifications profiIe
Archived
AppraisaI
FoIIow FoIIow- -up actions up actions
RHPA_APP_PROCESS_FÌNAL_COMPENS
RHPA_APP_PROCESS_FÌNAL_QUALÌ
Adjust remuneration
Update quaIifications profiIe
Function moduIes for further processing



When an appraisal (individual or multisource) has been completed (with or without an approval
step), you can carry out Iollow-on actions:
II you hold appraisals at regular intervals, you can use the completed appraisal to plan the next
session oI appraisals
The appraisal results can be processed Iurther automatically
The standard system comes with the Iollowing Iurther processing steps Ior appraisal results:
When an appraisal is completed, the appraisal results can be passed on automatically to
Compensation Management
An update oI the qualiIications proIile oI the appraisee can occur when completing an appraisal.
Function modules are used to work through these Iurther processing steps.
You speciIy whether or not Iurther processing should take place Ior an appraisal (and, iI so, which
Iorm oI Iurther processing) in the corresponding appraisal model.
You can enter the Iunction modules to be used Ior Iurther processing in the Follow-up section oI the
Processing tab page.
Note:
II you wish to use the Adfust remuneration Iurther processing option, you must have deIined a matrix
guideline in Compensation Management Customizing.
You can also create Iunction modules oI your own Ior Iollowing up appraisals.
The Iunction module RHPA¸APP¸PROCESS¸FINAL is delivered Ior this reason. You can use this
Iunction module as a copy template.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-29
SAP AG 2003
SeIection Screen for AppraisaIs
Appraisal model
More selection criteria
Period appraised to
Period created to
AND
OR
Objects involved
Appraiser
Person CAMÌNO
Appraisee
Without appraisal Display existing
Appraisal status
Ìn preparation
Completed
Ìn process
Approved Rejected
Ìndividual and overall appraisals Subappraisals
ExampIe
All appraisals prepared for
an appraiser
All 2004 appraisals that
have not yet been
completed
CombinabIe
seIection criteria



Various reporting options are available Ior appraisals. These enable you to Iind, display, and evaluate
all oI the appraisals that were created.
When you want to change an appraisal, you access it via the same selection screen.
You can choose and combine a range oI selection criteria (Ior example, appraisal model, period to be
appraised, status oI appraisals, and so on) to help you select appraisals.
II you combine diIIerent selection criteria (appraisal model and period to be appraised, Ior example),
the criteria are connected by an AND operator.
II you select several options oI the same selection criterion (iI, Ior example, you select the appraisal
statuses In preparation, In process, and so on), these are connected with an OR operator.
The More selection criteria option enables you to select appraisal elements Irom the appraisals
catalog, and to enter Iurther details regarding the proIiciencies that you require. This means that you
can search Ior persons who have attained a certain minimum rating Ior the appraisal elements
selected. II you combine inIormation on several appraisal elements, this inIormation is connected by
means oI an AND operator.
Using the With no appraisal Iunction, the evaluation oI objects that still do not contain an appraisal
is restricted. The With no appraisal Iunction requires the appraiser and/or appraisee to be speciIied.
The status With no appraisal always applies to a speciIic data selection period. II you Ilag both the
With no appraisal and Displav existing options, then the list that is generated will contain all objects
with and without an appraisal that also IulIill the other selection criteria. The Displav existing option
can only ever be used in conjunction with the With no appraisal option.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-30
SAP AG 2003
EvaIuating and Changing AppraisaIs: ResuIts List
List Edit Goto System HeIp Settings
Evaluate Appraisals
...
View
End Appraiser Start
01.01.2004 Tom Smith
Tom Smith
Tom Smith
31.12.2004
01.01.2004 31.12.2004
01.01.2004 31.12.2004
01.01.2004 31.12.2004
01.01.2004 31.12.2004
01.01.2004 31.12.2004
Tom Smith
Tom Smith
Tom Smith
Frank Farmer
Rosa Lee
Anja MüIIer
Ricarda Sanders
Hanna UIrich
Appraisee Status
In process
In process
In process
In process
In process
In process
AppraisaI
Perform.
Perform.
Perform.
Perform.
Perform.
Perform.
EvaIuate AppraisaIs
AppraisaI modeI Performance appraisaI
Period appraised 01.01.2004 - 31.12.2004
Appraiser PauI Smith
AND
Appraisee AII
AppraisaI status AII IndividuaI and overaII appraisaIs
Lisa Fischer
Ranking list
EvaIuate appraisaIs:
QuaIifications
Compare
Determine average
Ranking Iist
...
Change appraisaIs:
Change
DeIete
...



The system generates a results list on the basis oI the selection criteria you speciIy. You can perIorm
a range oI reporting options Irom this list.
For example, you can compare appraisals with each other, or you can calculate the average oI
appraisals.
II you are in Edit mode, you can also go in and edit the appraisals. This means that you can hold
appraisals that have already been prepared or change appraisals.
New appraisals can be created using a completed appraisal as the template. The inIormation Irom the
template is thereby accepted as the deIault values Ior the preparation oI the new appraisal.
You can determine the average result oI several appraisals, even iI they were held by diIIerent
appraisers, or involved diIIerent appraisees.
However, it normally only makes sense to calculate the average oI appraisals that are based on the
same appraisal model.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-31
SAP AG 2003
Ranking AppraisaIs
You can dispIay a ranking Iist of appraisaIs:
List Edit Goto System HeIp Settings
Appraisals: Ranking list
...
View
Ranking Iist
End Appraisee Start
01.01.2004 Lisa Fischer
Rosa Lee
Anja MüIIer
31.12.2004
01.01.2004 31.12.2004
01.01.2004 31.12.2004
01.01.2004 31.12.2004
01.01.2004 31.12.2004
01.01.2004 31.12.2004
Ricarda Sanders
Hanna UIrich
Tom Smith
Tom Smith
Tom Smith
Tom Smith
Tom Smith
Appraiser AppraisaI
Perform.
Perform.
Perform.
Perform.
Perform.
Perform.
Rating
Very good
Very good
Very good
Good
Average
Average
Tom Smith
Fred Noone
Rating text
5
5
4
4
3
3
Listing of
appraisaIs according
to their rating
CaII graphic dispIay



This Iunction lets you determine a ranking list Ior several appraisals. Objects in the ranking list are
sorted by rating. You can use this Iunction, Ior example, to identiIy top perIormers among the
employees in an organizational unit.
It only makes sense to compare appraisals that are based on the same appraisal model.
You call this Iunction by choosing Appraisal -~ Edit or Information Svstem -~ Reports -~
Appraisals. Then, select the appraisals you want to compare in the results list and choose Ranking
List.
From the results lists oI the Edit Appraisals and Evaluate Appraisals reports, as well as Irom the
ranking list, you can display the appraisal results graphically.
SAP Presentation Graphics is called Ior this purpose, which oIIers a large number oI presentation
options Ior the results.
You can access the graphic with the right mouse button using the context menu.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-32
SAP AG 2003
Comparing AppraisaIs
Comparison
Comparison
Currently displayed
With reference appraisal
Appraisee
Appraisal
Performance appraisal Klein 2004
Performance appraisal Klein 2003
01.01.2004 - 31.12.2004
01.01.2003 - 31.12.2003
Overall performance appraisal
Markus Klein
Markus Klein
Performance
Markus Klein
Markus Klein
Willingness to learn
Markus Klein
Markus Klein
Problem-solving skills
.........................
4
3
Good
Average
5 Very good
3 Average
4 Good
4 Good
..........
Appraisal model
Criteria group
Criterion
ExampIe:
Compare an
employee's
performance appraisals
for two years
Comparis
on 2003
2004



You can compare appraisals with each other.
You can only compare appraisals that are either based on the same appraisal model, or appraisals
where at least the Iirst appraisal element (as per appraisal model) is the same.
Even then, the appraisals you compare should share as many criteria groups and criteria as possible
(and the sequence in which these appear should be as similar as possible).
The comparison is run at the level oI the individual appraisal elements.
An appraisal comparison is always started by speciIying a reIerence appraisal. This reIerence
appraisal is the appraisal against which the comparison is made.
The rating oI every appraisal element in the reIerence appraisal is displayed at the start oI the line
containing the corresponding appraisal elements oI the other appraisals in the comparison. Instead oI
speciIying a particular reIerence appraisal, it is also possible to use the average oI the appraisals
involved in the comparison as a reIerence.
You can run the comparison Ior appraisers or Ior appraisees.
Examples oI the use oI appraisal comparisons:
Compare the appraisals oI an employee over a number
oI years to Iind out iI there is a trend in this employee's
perIormance
Compare the appraisals oI an appraiser to Iind out iI there are any trends in the way this person
appraises
Compare the appraisals oI several appraisers

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-33
SAP AG 2003
PersonneI DeveIopment in the Manager's Desktop
Performance appraisaIs
Create appraisaIs
EvaIuate AppraisaIs
PersonneI DeveIopment
EmpIoyee profiIe
requirements profiIe
Perform profiIe matchup
QuaIifications overview



The SAP Manager´s Desktop meets the day-to-day requirements oI managers and supervisors, and
helps them perIorm their administrative, organizational and planning activities eIIiciently. The
Manager's Desktop is a useIul tool in a business world where human resource management tasks are
increasingly being shiIted to the individual departments.
In the Emplovee section oI the Manager's Desktop, you will Iind the most important functions of
Personnel Development:
Evaluate appraisals
Enables the evaluation oI employees' appraisals.
Create appraisal
Enables the preparations and execution oI appraisals Ior employees.
Emplovee profile and requirements profile
Enables the processing oI all subproIiles Ior employees and Ior job-related objects. Practically all
Personnel Development Iunctionality can be accessed Irom these proIiles.
Profile matchup
This Iunction enables you to compare employee proIiles and job-related proIiles Ior the purpose
oI determining qualiIication deIicits.
Qualifications overview (for organi:ational unit)
Succession overview (for organi:ational unit)

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-34
SAP AG 2003
Excursion: Training and Event Management Integration
FoIIow-up a training course
For exampIe, for aII attendees of a seminar
"To-Do" List
Denise Smith
Simone Giovanni
Helga Martin
Kai Zimmermann
Ìna Glenn
P
r
e
p
a
r
a
t
i
o
n

o
f

a
p
p
r
a
i
s
a
I
s
f
o
r

a
I
I

a
t
t
e
n
d
e
e
s
Denise Smith
-.Good
-.Good
-.Very good
HoIding of individuaI appraisaIs
Denise Smith
-.
-.
-...



The appraisal system oI Personnel Development is used in the Training and Events Management
component
You can hold any kind oI appraisal, such as business event appraisals, attendee appraisals, instructor
appraisals, and so on.
A "to-do" list can be generated automatically Ior every business event. This list contains all oI the
objects that are to be appraised, or that are to act as appraisers themselves.
The appraisals Ior these objects can be prepared Irom the "to-do" list. II necessary, the appraisals can
also be anonymous.
Note:
As oI Release 4.7, Extension 1.10, it is possible to use the new Iunctionality in Objective Setting and
Appraisals Ior Training and Event Management.
You determine whether you want to work with the appraisals systems that have been available since
Release 4.5 or with the new Objective Setting and Appraisals that have only been available since
Extension 4.7, Extension 1.10. This can be controlled using the parameter HAP00 REPLA.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-35
SAP AG 2003
Customizing CheckIist: AppraisaI Systems
Integration with PersonneI Administration
Integration
Transfer AppraisaIs from PersonneI Administration
Edit Form of AppraisaI
AppraisaI Systems
Edit ScaIes
Define PermissibIe Functions
Edit AppraisaIs CataIog
Assign AppraisaI ModeI to PersonneI
(Sub)Area/EmpIoyee (Sub)Group



You make system settings Ior the Appraisal Svstems in Customizing Ior Personnel Development
(under the option Appraisal Svstems).
You make the settings that are required Ior integrating the Appraisal Svstems and Personnel
Administration components in Customizing Ior Personnel Development (under the option
Integration).
The Customizing checklist in the slide above lists the various Customizing activities that aIIect the
Appraisal Svstems component. Some oI these steps have already been dealt with in this unit, so we
will not discuss these in any Iurther detail here.
The Customizing activity Define Profile Jiew (which is not listed in the slide above) is also relevant
to Appraisal Svstems - in this activity, you speciIy whether or not the Appraisals where appraisee
and Appraisals where appraiser subproIiles should be used and, iI so, Ior which object types.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-36
SAP AG 2003
Integration with PersonneI Administration
Integration
Integration with PersonneI Administration/Recruitment
Group Sem. abbr. VaIue abbr. Description
PLOGI APPRA 1 Integration switch for appraisaIs
Transfer AppraisaIs from PersonneI
Administration
Pers. no.
.....
Valid
Appraisal
.........................
Appraisal attributes
.........................
Appraisals
Name ...... ...... ......
Perform.. 2003
Perform.. 2004
RPIT25APP



II the Personnel Development and Personnel Administration components are integrated, then the
Personnel Development appraisal system can be used instead oI the Appraisals inIotype (0025).
This appraisal integration is controlled by the entry APPRA (semantic abbreviation) in group
PLOGI.
This switch must have the value 1 iI integration is to be active that corresponds to the SAP standard
delivery run.
II it has the value 0, then the two components are not integrated.
II there are no IT0025 records, and iI you want the two components Personnel Development and
Personnel Administration to be integrated, then you can enter the value 1 Ior the PLOGI APPRA
switch.
II there are already IT0025 records Ior appraisals, and you want to activate integration, you can use
report RPIT25APP to transIer appraisal data Irom inIotype 0025 to the appraisal system in Personnel
Development. This report automatically activates the integration switch PLOGI APPRA (that is, it
sets it to 1).
Important.
The report does not perIorm a one-to-one conversion. Data on the employees' organizational
assignments and any notes stored in inIotype 0025 are lost.
Note.
Run the report once only. II you run the report more than once, the data records will also be created
more than once!


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-37
SAP AG 2003
AppraisaI ModeI Assignment to PersonneI
Subareas and EmpIoyee Subgroups
1
HourIy wage earners
and so on
SaIaried EE
CommerciaI
trainees
and
so on
HourIy
wage earners
PersonneI subarea grouping for
appraisaIs
1
2
PersonneI subarea grouping for
appraisaIs
2
PSG ESG Object ID
1 1 50345673
Means that the appraisaI modeI with the object ID
50345673 is onIy aIIowed for empIoyee subgroups that are
assigned to grouping 1 for appraisaIs, and for personneI
subareas that are assigned to grouping 1 for appraisaIs.



In this IMG activity, you can assign appraisal models to speciIic personnel (sub)area groupings and
employee (sub)group groupings. This will enable you to restrict your selection oI appraisal models
Ior employees on the basis oI the employees' organizational assignment within the company.
Example.
DiIIerent appraisal models are to be used Ior salaried employees and hourly paid workers. For this
reason, these two employee subgroups are assigned to diIIerent employee subgroup groupings Ior
appraisals. These subgroup groupings are, in turn, assigned to permissible appraisal models.
Note.
II you wish to stipulate that only speciIic appraisal models can be used, you must always assign these
appraisal models to a grouping combination oI personnel subareas and employee subgroups.
Note.
II you do not wish to restrict the appraisal models in this way, do not enter anything.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-38


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-39
Exercises

Unit: Appraisal Systems
Topic: Creating an Appraisal Model in the
Appraisals Catalog

At the conclusion oI these exercises, you will be able to:
• Practice creating appraisal models
• Work through appraisals
• Evaluate and analyze appraisals

Supervisors appraise their employees at CAB Co. once a year.
The old hardcopy version oI the appraisal system is now going to
be mapped in the HR System. Appraisal models are created and
used Ior appraising employees.

Information on the hardcopy version of the appraisal sheet is to be mapped in the
system:
• The appraisal sheet contains two criteria groups (Job performance and Personal
performance), each oI which also contains additional criteria and qualiIications:
• The Job performance criteria group contains the Qualitv of Work, and Productivitv,
Specialist knowledge criteria, and the Customer orientation qualiIication.
• The Personal performance criteria group contains the Willingness to learn criterion and
the Team plaver and Communication skills qualiIications.
• All appraisal elements are rated using a 3-point competence scale.
• The results Ior the criteria groups are determined by calculating the average oI the
individual criteria in the groups. The overall result is determined by calculating the
average oI the criteria groups. (Note: The Job performance criteria group has twice the
weighting oI the others.)
• You should only be able to enter ratings Ior the individual criteria and qualiIications you
should not be able to manually enter results Ior the criteria groups or Ior the overall result
(since you should always use the average-based calculation method speciIied Ior this).
• Every criteria and qualiIication must be rated.
• You should number the appraisal elements sequentially and use normal Arabic numbers
Ior this.
Additional information:
• This is not an anonymous perIormance appraisal, and one appraiser (supervisor) rates one
appraisee (employee). Which appraisal type do you have to use?
• Users and persons should be allowed to act both in the role oI appraiser and in the role oI
appraisee. Does a suitable Iorm oI appraisal already exist?
• The Personal performance criteria group already exists.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-40

1-1 First, check that the Iollowing prerequisites are IulIilled beIore you create the
appraisal model:
1-1-1 Does a suitable Iorm oI appraisal already exist (see additional inIormation
above)?
1-1-2 Does the competence scale you need to use already exist (see additional
inIormation above)?

1-2 Now create an appraisal model called Performance appraisal. Enter the Iollowing
inIormation Ior this appraisal model:
Information Data Entry
Name. Performance Appraisal Gr.
XX (where XX is your course
group number)
Form of appraisal. Performance appraisal
Appraisal tvpe. Individual appraisal
Numbering. Standard
Scale. Competence scale
Input option. No entry
Calculation option. Average

1-3 Under Performance appraisal, create a Job performance criteria group, and enter
the Iollowing inIormation Ior this criteria group:
Information Data Entry
Scale. Competence scale
Input option. No entry
Calculation option. Average

1-4 Under the Job performance criteria group, create the Qualitv of work, Productivitv,
and Customer orientation criteria, and enter the Iollowing inIormation Ior these:
Criteria Information
Scale. Criteria Competence scale
Input option. Required entry

1-5 Also, insert the Customer orientation qualiIication into the Job performance criteria
group.
Input option. Required entry

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-41

1-6 Once again under Performance appraisal, insert the Personal performance criteria
group (which already exists).

1-7 Sort the appraisal elements so that the Personal performance criteria group appears
beIore the Job performance criteria group.
Give the Job performance criteria group a weighting Iactor oI 2.

1-8 Display a preview oI the appraisal model, and review it here.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-42


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-43
Exercises


Unit: Appraisal Systems
Topic: Performing an Appraisal

2-1 You wish to appraise Mr. Alex Martin`s perIormance.
BeIore you appraise Mr. Martin`s perIormance, review Mr. Martin`s qualiIications
proIile.

2-2 AIter you review Mr. Martin`s qualiIications proIile, perIorm the appraisal Ior Mr.
Martin.
To do this, choose the Appraisals where appraisee subproIile, and create an
appraisal using the Performance Appraisal CAB Co appraisal model.
Appraise last year`s perIormance.
Important:
Since you will be comparing appraisals later, please do not use the appraisal
model that you created! Use the appraisal model called Performance
appraisal CAB Co. instead!
Enter a name Ior the appraisal use the appraisee`s surname and the current year
(Martin 2002, Ior example).
Now hold the appraisal.
Then complete the appraisal.

2-3 Once you have completed the appraisal, look at Mr. Martin`s qualiIications proIile
again. Do you notice any changes that have occurred here since you completed the
appraisal? What is the reason Ior these changes?

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-44


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-45
Exercises


Unit: Appraisal Systems
Topic: Analyzing and Evaluating Appraisals

3-1 Compare the appraisal you have just held Ior Mr. Martin with an earlier appraisal.
Use last year`s appraisal as the reIerence appraisal.
Do you notice any discrepancies (criteria that are not met/are met more than
suIIiciently)? What is the general trend in Mr. Martin`s proIessional development?

3-2 Compare last year`s appraisal oI Ms. Astor with last year`s appraisal oI Mr. Martin.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-46


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-47
Solutions

Unit: Appraisal Systems
Topic: Creating an Appraisal Model in the
Appraisals Catalog

1-1 Prerequisites that must be met beIore you can create an appraisal model
Choose: 1ools → →→ → AcceleratedSAP → →→ → Customizing → →→ → Edit Project.
The Customi:ing. Execute Profect screen appears. II there is no Personnel
Development project IMG, select SAP Reference IMG, or choose Coto → →→ → SAP
Reference IMC.
II your Customi:ing Worklist already contains a Personnel Development project,
select Displav profect. The system displays the project IMG.
1-1-1 Form oI appraisal
In the IMG structure, choose Personnel Management → →→ → Personnel
Development → →→ → Appraisal Systems → →→ → Edit Form of Appraisal
On the Change Form of Appraisal. Overview screen, select the entry called
Performance appraisal. Now, in the structure on the leIt, choose Possible
combinations. The system displays the object type combinations allowed Ior
the appraiser and appraisee in this Iorm oI appraisal.
1-1-2 Scales
In the IMG structure, choose Personnel Management → →→ → Personnel
Development → →→ → Appraisal Systems → →→ → Edit Scales
In Change Scale. Overview, select Competence scale. Now, in the structure
on the leIt, select Proficiencies. The scale should have three proIiciency
levels.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-48

1-2 Creating the appraisal model Performance appraisal
In the IMG structure, choose Personnel Management → →→ → Personnel Development
→ →→ → Appraisal Systems → →→ → Edit Appraisals Catalog
Position your cursor on the root node (Catalog), and choose Entry → →→ → Insert → →→ →
Aew appraisal element, or select the Insert new appraisal element icon.
In the Create Appraisal Model window, enter Performance Appraisal Gr. ## as
the name oI the appraisal.
Select Performance appraisal, and then Individual appraisal.
Now choose the Additional data tab page, and speciIy Standard numbering option.
Now choose Result tab page. Enter the competence scale in the Scale Iield. Choose
Enter. On the same tab page, select the No entrv input option. Select the Average
calculation option.
Save your entries, and then choose Continue.

1-3 Creating the criteria group Job performance underneath the appraisal model
Performance Appraisal Gr. ==
Position your cursor on the appraisal model node (Performance Appraisal Gr. ==),
and choose Entry → →→ → Insert → →→ → Aew appraisal element, or choose Insert new
appraisal element.
In the window that appears, select Criteria group, and then Continue.
In the Create Criteria Group window, enter 1ob performance as the name oI the
criteria group.
Then select the Result tab page, and make sure that Competence scale is proposed
as the scale. Select the input option No entrv, and the calculation option Average.
Save the criteria group, and then choose Continue.

1-4 Creating criteria underneath the criteria group Job performance
Expand the appraisal model. Select Job performance, and choose Entry → →→ → Insert
→ →→ → Aew appraisal element.
In the Create Criteria window, enter Quality of work as the name oI the new
criterion.
Then select the Result tab page, and make sure that Competence scale is proposed
as the scale. Select the Required entrv input option, and the Manual calculation
option.
Save the criterion, and then choose the Create new entrv icon.
Repeat these steps Ior the Productivitv and Specialist knowledge criteria.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-49

1-5 Inserting the qualiIication Customer orientation into the criteria group Job
performance
Position your cursor on the criteria group Job performance, and choose Entry → →→ →
Insert → →→ → Existing appraisal element or select Existing appraisal element.
In the Create dialog box that appears, choose Qualification. The system displays
the qualiIications catalog. Select the qualiIication Abilitv to Make Decisions. This
qualiIication is inserted beneath the criteria group Social and Methodical Skills and
under the Methodical Skills QualificationGroup.
Select the qualiIication, and then choose the Result tab page. Select the input option
Required entrv. Save your entries, and then choose Continue.

1-6 Creating the criteria group Personal performance underneath the appraisal model
Performance Appraisal Gr. ==
Position your cursor on the appraisal model Performance Appraisal Gr. ==, and
choose Entry → →→ → Insert → →→ → Existing appraisal element.
In the Create dialog box that appears, choose Criteria group, and then use a
suitable search help to select the criteria group Performance Behavior.

1-7 Sorting and weighting the criteria groups
Position your cursor on the appraisal model, and choose Entry → →→ → Sort and
weighting, or select the Sort and weighting icon.
Enter the value 1 as the sorting option Ior the criteria group Performance Behavior
and the value 2 as the sorting option Ior the criteria group Job performance.
Enter the value 2 as the weighting Ior the criteria group Job performance.
Save your entries (Enter).

1-8 Preview
Position your cursor on your appraisal model, and choose Coto → →→ → Preview, or
select the Preview pushbutton.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-50


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-51
Solutions


Unit: Appraisal Systems
Topic: Holding an Appraisal

2-1 Displaying the qualiIications proIile
You are on the SAP Easv Access screen. Choose:
Human Resources → →→ → Personnel Management → →→ → Personnel Development → →→ →
Profile → →→ → Change (or Display).
The Person. Change Profile or Displav Profile screen appears. In the Search area
under Find bv, select the object type Person. A dialog box appears where you can
search Ior the person by entering a search string.
Enter Martin and conIirm by selecting Enter. In the Selection area, choose the
person you are looking Ior and the pertinent data displays Ior editing in the Work
area.
The system displays Alex Martin`s Qualifications subproIile.

2-2 Preparing and holding an appraisal
Select the Appraisal where appraisee tab page.
II you are in display mode, choose Appraisals where appraisee → →→ → Display <->
Change to switch to change mode.
Now choose Appraisals where appraisee → →→ → Create, or select the Create icon in the
lower section oI the screen.
In the dialog box that appears, select the appraisal model Performance appraisal
CAB Co. (do not select the appraisal model you have just created).
Change the name oI the appraisal to Martin #### (current vear) Ior example
(surname ¹ current year).
Change the period to be appraised as the beginning and end date oI current year.
Since you want to hold the appraisal immediately, choose Appraisal → →→ → Perform or
select the Perform pushbutton.
Rate the individual criteria and qualiIications.
When you have Iinished entering ratings, choose Appraisal → →→ → Complete, or select
the Complete appraisal pushbutton.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-52

2-3 Checking the qualiIications proIile again
Go back into proIile maintenance, and select the Qualifications tab page. Now that
the appraisal has been closed, you will see that the qualiIications have been
updated.
These changes have occurred because the Transfer qualifications Iunction module
has been used Ior Iollow-up processing oI the Performance appraisal CAB Co
appraisal model (this is speciIied in the Follow-up processing box oI the Processing
tab page Ior this appraisal model).
To check this Ior yourselI, choose (Irom the initial screen):
Human Resources → →→ → Personnel Management → →→ → Personnel Development → →→ →
Current Settings → →→ → Edit Appraisals Catalog
Choose the Performance appraisal CAB Co. appraisal model, and select the
Processing tab page.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-53
Solutions


Unit: Appraisal Systems
Topic: Analyzing and Evaluating Appraisals

3-1 Comparing an employee`s appraisals
To compare Mr. Martin`s latest appraisal with his appraisal last year, select the
Appraisals where appraisee tab page again.
Select the appraisal you have just perIormed and last year`s appraisal. Select the
Compare icon at the bottom oI the screen (2nd last icon).
To Iind out iI there are any discrepancies with the reIerence appraisal, choose Jiew
→ →→ → Editing options and Ilag the Deviation from reference option in the Result box.

3-2 Comparing the appraisals oI several employees
You are on the SAP Easv Access screen. Choose:
Human Resources → →→ → Personnel Management → →→ → Personnel Development → →→ →
Information System → →→ → Reports → →→ → Appraisals.
Leave the deIault selection criteria as they are, and choose Reporting → →→ → Perform.
Then also select Ms. Astor`s appraisal, and choose Edit → →→ → Appraisal → →→ → Compare.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-54
SAP AG 2006
Appendix B Web AppIications in PersonneI
DeveIopment
Enterprise Enterprise
User User
Intranet Intranet
Internet
Internet Application Components
Employee Self-Service (ESS)



Personnel Development has a number oI Web applications that enable employees to display and edit
their qualiIications and appraisal data. For example, employees can view and update their own
qualiIications data, managers can hold employee appraisals in the SelI-Service and so on.
Users can access these services as Emplovee Self-Services on the corporate intranet or as Internet
Application Components on the intranet and Internet. The services are presented in an easy-to-use,
intuitive Iorm.
Note.
We only talk oI Emplovee Self-Services when reIerring to the Internet Application Components that
are assigned to the role Emplovee (SAP¸ESSUSER).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-55
SAP AG 1999
Overview: Web AppIications for QuaIifications and
Requirements
EmpIoyee
Display
requirements
EmpIoyee
Display
qualifications
Intranet
EmpIoyee
Maintain
qualifications
profile
Profile matchup
with own position
EmpIoyee




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-56
SAP AG 1999
ESS Maintain QuaIifications ProfiIes
Qualifications Profile for Ricarda Sanders
Quit ?
My ProfiIe QuaIifications CataIog
Expand CoIIapse DetaiI
GeneraI EngIish
Business EngIish
Good
DetaiIs
QuaIification
VaIidity period
Very good
Save LocaIize DeIete
ExceI
Management skiIIs
Communication skiIIs
MobiIity
Team spirit
Word
Transfer
QuaIifications
GeneraI management skiIIs
Language SkiIIs
Licenses/Certificates
Competencies
Communication skiIIs
Team spirit
KnowIedge of data processing
KnowIedge of ABAP
ExceI
KnowIedge of JAVA
Word
Size of profiIe 9 Entries
Poor
Good
Good
Poor
Very good
Very good
Satisfactory
Very good
KnowIedge of ABAP Very good
KnowIedge of ABAP
01.01.1900 - 31.12.9999
DetaiI



This Employee SelI-Service (ESS) enables employees to edit their own qualiIications proIiles.
Employees can select the qualiIications they hold Irom the qualiIications catalog, and store them
with the respective proIiciencies in their own individual qualiIications proIile. In this way,
employees can keep their proIiles up to date.
Companies can use this ESS to record what qualiIications proIiles exist in the company and keep
these proIiles up to date. The service reduces the administrative workload oI personnel oIIicers and
supervisors, and gives employees more responsibility Ior their own data within the organization.
The service name oI this ESS is PZ31. You can Iind all the relevant data under this service name in
the SAP System. The names oI the corresponding transactions are PZ31 and PZ32.
Prerequisites:
You have implemented the Personnel Development component. You have created the appropriate
scales and maintained the qualiIications catalog in Customizing.
You have created a mini master data record Ior each employee. You have created inIotype 105
records Ior employees, where a user is assigned to the employee. This prerequisite applies to all
other Employee SelI-Services as well.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-57
SAP AG 1999
ESS DispIay QuaIifications
Display Qualifications
Quit ?
DispIay quaIifications
Key date 26.09.2000
Person Ricarda Sanders
Start date QuaIification group Proficiency
Gen. management skiIIs
Gen. management skiIIs
Data processing
Data processing
Data processing
Competencies
Management skiIIs
MobiIity
KnowIedge of ABAP
ExceI
Word
Communication skiIIs
QuaIification name End date
Very good
Poor
Satisfactory
Poor
Very good
Competencies
Language skiIIs
Language skiIIs
Team spirit
GeneraI EngIish
Business EngIish
Very good
Good
Very good
DispIay your own
quaIifications
and their proficiencies
08.01.1994
13.05.1986
08.01.1994
08.01.1994
08.01.1994
08.01.1994
08.01.1994
08.01.1994
08.01.1994
31.12.9999
31.12.9999
31.12.9999
31.12.9999
31.12.9999
31.12.9999
31.12.9999
31.12.9999
31.12.9999
Good



This Employee SelI-Service (ESS) enables employees to view their own qualiIications. The display
also includes the proIiciency and validity oI each qualiIication. In this way, the employee can easily
identiIy possible Iuture training needs.
The service name oI this ESS is MY¸QUALIS. You can Iind all the relevant data under this service
name in the SAP System. The name oI the corresponding transaction is
PP¸MY¸QUALIFICATIONS.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-58
SAP AG 1999
ESS DispIay Requirements
Display Requirements
Quit ?
DispIay requirements
Key date 26.09.2000
Position AppIication Programmer
Start date QuaIification group Reqd proficiency QuaIification name End date
DispIay the requirements
of your own position
and the required
proficiency IeveIs
08.01.1994
13.05.1986
08.01.1994
08.01.1994
08.01.1994
08.01.1994
08.01.1994
08.01.1994
08.01.1994
31.12.9999
31.12.9999
31.12.9999
31.12.9999
31.12.9999
31.12.9999
31.12.9999
31.12.9999
31.12.9999
Data processing
Data processing
Data processing
Data processing
Competencies
Competencies
KnowIedge of ABAP
ExceI
KnowIedge of JAVA
Word
Communication skiIIs
Team spirit
Very good
Good
Good
Good
Good
Very good
Licenses/Certificates
Language skiIIs
Language skiIIs
Certified consuItant
GeneraI EngIish
Business EngIish
Good
Very good
Very good



This Employee SelI-Service (ESS) enables employees to view the requirements oI their own
positions. The display also includes the required proIiciency oI each requirement. In this way, the
employee can easily identiIy possible Iuture training needs to meet the requirements oI the position.
The service name oI this ESS is MY¸REQUIREMENT. You can Iind all the relevant data under this
service name in the SAP System. The name oI the corresponding transaction is
PP¸MY¸REQUIREMENTS.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-59
SAP AG 2003
ESS ProfiIe Matchup with Your Own Position
Profile Matchup with Your Own Position
Quit ?
DispIay profiIe matchup
Key date 01.01.1900 - 31.12.9999
Position AppIication Programmer
Person Ricarda Sanders
Other setting AIternative quaIifications were
not incIuded
Diff. QuaIification group Existing prof.
0 Data processing
Data processing
Data processing
1-
5-
2-
1
1-
Data processing
Competencies
Competencies
KnowIedge of ABAP
ExceI
KnowIedge of JAVA
Word
Communication skiIIs
Team spirit
QuaIification Required prof.
Very good
Good
Good
Good
Good
Very good
Training
Very good
Satisfactory
Poor
Very good
Good
-
-
-
Good
Very good
Very good
Licenses/Certificates
Language skiIIs
Language skiIIs
5-
0
1-
DispIay the requirements
of your own position together
with the difference between the
required and existing proficiencies
Certified consuItant
GeneraI EngIish
Business EngIish
Very good
Good
Where reIevant, branch to dispIay
of proposaIs for further training
(such as training courses)
and from there directIy to
registration.



This Employee SelI-Service (ESS) enables employees to match their qualiIications with the
requirements oI their own position. The employee's qualiIications are compared with the
requirements oI the position he or she holds. In the event oI qualiIication deIicits, the employee can
register directly Ior a suitable training measure (training course or development plan) where
available.
The service name oI this ESS is MY¸PROFILEMATC. You can Iind all the relevant data under this
service name in the R/3 System. The name oI the corresponding transaction is
PP¸MY¸PROFILEMATCHUP.
Security: Every user is only authorized to view his/her own appraisals. Users are automatically
authorized to display their own appraisals iI they have the corresponding user Ior the SAP System.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-60
SAP AG 1999
Overview: Web AppIications for AppraisaIs
My
Appraisals
EmpIoyee
Appraisals
Overview
Holding a
Survey
(Template)
EmpIoyees, customers...
EmpIoyee
survey
______
______
?
______
______
Internet/Intranet
Manager
Feedback
form
______
______




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-61
SAP AG 1999
ESS My AppraisaIs
My Appraisals
Quit ?
PersonneI no.
EE subgroup U4
1809
1
Name
Pers. area
Cost center 4300
Frank Farmer
1000 Hamburg
SaIes D
SaIaried EE
AppraisaIs where appraisee
Status of appraisaI Period appraised
31.12.1998 CompIeted
CompIeted
CompIeted
31.12.1999
12.10.2000
Tom Smith
Tom Smith
Anja MüIIer
Appraiser AppraisaI
Performance app.
Performance app.
Attendee app.
To
01.01.1998
01.01.1999
09.10.2000
EE group
DoubIe-cIick to branch
to the dispIay of the
individuaI appraisaIs
Active



This Employee SelI-Service (ESS) enables employees to view appraisals where they have been
appraised, Ior example, their own perIormance appraisals.
The service name oI this ESS is MY¸APPRAISALS. You can Iind all the relevant data under this
service name in the SAP System. The name oI the corresponding transaction is PP¸MY¸APP.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-62
SAP AG 1999
Internet AppIication Component for AppraisaIs
Overview Manager
Appraisals Overview
Quit ?
PersonneI no.
EE subgroup U4
10200
1
Name
Pers. area
Cost center 4300
Tom Smith
1000 Hamburg
SaIes D SaIaried EE
AppraisaIs to be edited
EE group Active
Appr. where appraisee Appr. where appraiser
Appraisee Start
31.12.1998 Frank Farmer
Maria Rauenberger
MeIissa TayIor
31.12.1998
31.01.1999
AppraisaI
Performance appraisaI
Performance appraisaI
Performance appraisaI
to
01.01.1998
01.01.1998
01.01.1999
31.12.1999 Frank Farmer
Ricarda Sanders
MeIissa TayIor
31.12.1999
31.01.2000
Performance appraisaI
Performance appraisaI
Performance appraisaI
01.01.1999
01.01.1999
01.01.2000
John Smith 31.01.2000
Performance appraisaI
01.01.2000
DispIay appraisaIs
with the status Completed
where the manager
was the appraiser.
Creation and deIetion
of appraisaIs
DispIay appraisaIs
where the manager
was appraisee.
DispIay appraisaIs
with the status in process
which the manager stiII
has to compIete.



This Internet Application Component was specially developed Ior the role Personnel Development
Manager Generic (SAP¸HR¸PD¸MANAGER). With it managers or employees with personnel
responsibility can display appraisals they have created, as well as create and edit appraisals directly
Irom their mvSAP.com Workplace.
The initial screen oI the service is clearly structured and contains 3 tab pages (Appraisals to be
edited, Appraisals where appraiser, and Appraisals where appraisee) so that the manager can access
the required Iunction directly.
On the Appraisals to be edited tab page (see slide), appraisals can be created and deleted by clicking
the relevant icons. When creating an appraisal, the manager can display a drop-down list box oI
appraisal models (individual appraisals) and select one.
The service name oI this Web application is MY¸APPRAISALM. You can Iind all the relevant data
under this service name in the SAP System. The name oI the corresponding transaction is
PP¸MY¸APP¸MGT.
There are no special security measures to consider when implementing this Internet Application
Component. Users require authorization to display their own appraisals, and to display and change
the appraisals oI employees Ior whom they are responsible.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-63
SAP AG 1999
Performing AppraisaIs
Performance Appraisal
Quit ?
EvaIuation
01.01.1999
to
31.12.1999 26.05.2000
Save CompIete Back
Tom Smith
Ricarda Sanders
Performance appraisaI
OveraII exceIIent
Commitment
Far exceeds department average
ExceIIent
Productivity
Very good
Endurance
Average
Adequate
Poor
Very good
Good
Option to enter
free comment.
You can seIect either Iist
boxes or radio buttons
(as shown on next sIide)
for the evaIuation.
Manager
EmpIoyee
Period appraised Created on



You can deIine the layout oI the Iorm you access when you create an appraisal as required (using the
Web application Appraisals Overview, see previous slide): you can enter evaluations as Iree text
comments or choose Irom the list-box or radio button options.
You speciIy the layout oI the appraisal Iorms Ior the individual appraisal models in Customizing Ior
Personnel Development under Appraisal Svstems -~ Edit Appraisals Catalog. You will Iind the
required setting Ior each appraisal model on the Additional Data tab page under Lavout
Specifications.
There are two options Ior completing the evaluation:
II you choose Save, the appraisal is given the status In process and is then listed on the initial
screen oI the Web application on the tab page Appraisals to be edited.
II you choose Complete, the appraisal is given the status Completed and is listed on the tab page
Appraisals where appraiser (see also previous slide).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-64
SAP AG 1999
Internet AppIication Component: HoIding a Survey
CAB Co.
Quit ?
EvaIuation
01.01.1999
to
31.12.1999 15.09.2000
Save CompIete Back
Satisfaction with our customer service
EvaIuate our customer service:
A
n
o
n
y
m
o
u
s
s
u
r
v
e
y
s
1. How do you usuaIIy contact us ? By TeIephone
2. How do you rate the way you are deaIt with ?
1 = Unsatisfactory, 2 = Satisfactory, 3 = Very satisfactory, 4 = Outstanding 1 2 3 4
3. How do you rate our repair service?
4. How do you rate our opening times?
My contact person has aIways been extremeIy courteous.
Out-
standing
Very
satisfact-
ory
Radio buttons
Topic of survey
Period appraised Created on



This Web application is provided as a copy template, and enables you to hold individual appraisals
directly Irom your mvSAP.com Workplace, or via a link (to your homepage, Ior example).
The service can be used universally, Ior example, you might use it Ior
Surveys
Customer Ieedback
Other evaluations
The service name oI this Web application is MY¸APP¸CREATE. You can Iind all the relevant data
under this service name in the R/3 System. The name oI the corresponding transaction is
PP¸MY¸APP¸CREATE.
There are no special security measures to consider when implementing this Internet Application
Component. Users require authorization to display and change appraisals.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-65
SAP AG 1999
A. Customizing steps
Copying the Internet AppIication Component
HoIding a Survey: Overview
1. Check whether a suitabIe scaIe and
appraisaI form exist
2. Create an appraisaI modeI
3. Define a form Iayout for the survey
4. Specify whether the survey shouId
be anonymous
B. PubIishing steps
1. Copy the standard service
2. PubIish the copied service
3. Test the copied service (optionaI)
4. Set Iink from URL address to your
homepage




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-66
SAP AG 1999
Copying the Internet AppIication Component
HoIding a Survey: Customizing
A. Customizing steps
1. Check whether a suitabIe scaIe and
appraisaI form exist
2. Create an appraisaI modeI
3. Define a form Iayout for the survey
4. Specify whether the survey shouId
be anonymous
Edit Form of AppraisaI
AppraisaI systems
Edit ScaIes
Define PermissibIe Functions
Edit AppraisaIs CataIog



II you want to copy and use the service Holding a Survev, you must check and/or make a number oI
Customizing settings.
In step 1, you must check the settings Ior Iorms oI appraisal and scales. These were covered in the
unit on Appraisal Svstems.
In steps 2 - 4, you make the required settings in the appraisals catalog, where you must generate an
appraisal model Ior surveys. You make speciIications regarding survey layout and survey anonymity
Ior the appraisal model.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-67
SAP AG 1999
Copying the Internet AppIication Component
HoIding a Survey: PubIishing I
B. PubIishing steps
1. Copy the standard service
2. PubIish the copied service
3. Test the copied service (optionaI)
4. Set Iink from URL address to your
homepage



The publishing steps cover the actual copying oI the service, Iurther processing oI the copied service,
and how to publish it on your own homepage.
You copy the standard service MY¸APP¸CREATE in the Object Navigator (transaction SE80). You
can copy it both locally and to your customer name space. Ensure that you copy ALL oI the
templates.
You must conIigure the Iollowing parameters:
PLANVERSION (plan version)
EVALUATED¸OBJECT¸TYPE (object type oI object appraised)
EVALUATED¸OBJECT¸ID (ID oI object appraised)
EVALUATED¸SHEET (ID oI appraisal model used)
EVALUATED¸VALID¸FROM (start date oI period appraised)
EVALUATED¸VALID¸TO (end date oI period appraised)
In addition, you can set up a standard user login with the Iollowing parameters:
~CLIENT; ~LOGIN (User); ~PASSWORD; ~LANGUAGE

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-68
SAP AG 1999
Copying the Internet AppIication Component
HoIding a Survey: PubIishing II
B. PubIishing steps
1. Copy the standard service
2. PubIish the copied service
3. Test the copied service (optionaI)
4. Set Iink from URL address to your
homepage
http://www.CaIiberACabCo.DE
EmpIoyee
Survey
______
______
?
______
______
Feedback
Form
______
______



We recommend that you copy the complete service. To do so, choose Publish -~ Complete Service.
Step 3 Testing the Service is optional. To test the service, you can start the service directly Irom the
Object Navigator by choosing Internet Service -~ Execute.
In the last step, you must create a link Irom the service's URL address to your homepage or to the
document to which you want to give appraisers access.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-69
SAP AG 1999
ESS Customizing Settings
Personnel Development
Basic Settings
Ìntegration
Master Data
Functions
Tools
Employee Self-Service (ESS)
Define Root Qualification Group



You can set up a root qualiIication group Ior Employee SelI-Service in the Customizing activity
Define Root Qualification Group.
This Customizing setting lets you restrict the display oI qualiIication groups in the Employee SelI-
Service Maintain Qualification Profile to one qualiIication group and its underlying objects
(possibly including other qualiIication groups and qualiIications).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-70
SAP AG 1999
Monitoring QuaIifications
Training
License
for 2 years
Message sent
to training
manager
=
License vaIid for
2 years
License
invaIid
1/1/1999
1/1/2001
6 weeks before
Iicense expires
Training
=
Start
WorkfIow
License
renewed



The standard system comes with a standard workIlow that can be used to monitor the validity
periods oI the qualiIications assigned to planning objects. This workIlow is based on the validity
deIined in Customizing Ior the qualiIication in question. You can use this workIlow to inIorm an
appropriate person (the responsible course instructor, the employee's supervisor, and so on) that the
qualiIications in question are about to expire. This means that the person in question can introduce
measures that will renew/extend the qualiIications in question.
The process Ilow here is as Iollows:
When a qualiIication with a validity is assigned to an employee, the workIlow is started
automatically when the qualiIication is created.
The validity end date is calculated on the basis oI the start date oI the assignment and the duration
oI the validity. The workIlow is placed into a queue.
At a predeIined point in time beIore the validity end date, the person responsible (the personnel
administrator, Ior example) is inIormed that the qualiIication is about to expire.
The workIlow ends when the work item is completed.
Note.
II the qualiIication is renewed or extended beIore the work item is executed, the original workIlow is
completed automatically, and a new workIlow is started.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-71
SAP AG 1999
WorkfIow: Changed SubprofiIe
Changed
subprofiIe
EmpIoyee
WorkfIow Changed Subprofile
Start workfIow
DispIay of
changed subprofiIe
or profiIe matchup
Changed
subprofiIe



This workIlow does the Iollowing: When changes are made to a subproIile, the owner oI the proIile,
that is, the person Ior whom the proIile was created, is inIormed. The changed subprofile is
submitted to the person concerned Ior viewing.
This applies to all subproIiles in Personnel Development except the subproIiles Ior appraisals
(appraisals where appraiser, appraisals where appraisee) and to the individual development plans.
In the case oI the subproIile Requirements, the system determines who the holder oI the job/position
is and inIorms him or her. In this case, the holder is sent the current profile matchup between
existing qualiIications and requirements.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-72
SAP AG 1999
WorkfIow: ProfiIe Matchup for Transfer to Another
Position
New workfIow Profile Matchup for Transfer to Another Position
EmpIoyee
Start workfIow
DispIay
profiIe matchup
New/changed
position



This workIlow inIorms an employee oI the requirements oI the new position to which he/she has
been transIerred.
Once a person is transIerred to a new position, a proIile matchup between existing and required
qualiIications inIorms the employee about the requirements oI the new position. The proIile
matchup makes training proposals where available in the event that the new requirements are not
met.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-73
SAP AG 2003
Approving AppraisaIs
WorkfIows are used for the approvaI of appraisaIs
Start workfIow
Create,
change,
and compIete
appraisaI
Further
processing
DecIines
Receives
reaction of
appraisee
Appraiser
Appraiser
Accepts
Receives
appraisaI
Appraiser Line
manager
Receives
reaction of
appraisee
Appendix



A standard workIlow is available Ior approving appraisals. Approval oI appraisals is only possible
with this workIlow.
Once an appraiser has held and completed an appraisal, the appraisal can be passed on to the
appraisee Ior approval. The appraisee can view the appraisal, and decide whether he/she wishes to
approve or reject the appraisal. II the appraisee rejects the appraisal, the appraisal is automatically
put back in the status In process so that the appraiser can review it. Once the appraisal has been
approved, various Iollow-up actions can be carried out (reIer to next slide Ior details).
Note.
The setting regarding whether or not the status oI completed and rejected appraisals can be changed
back to In process (which means that you can make changes to these appraisals again) is made Ior
the appraisal model. Here, you can also speciIy whether it is possible to delete approved or rejected
appraisals (reIer to the slide Appraisal Models 1).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 9-74




F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-1
Appendix - BAdI`s for Objective Settings and Appraisals

List of Business Add Ìns
Appraisal Document Header Data Access (HRHAP00¸ACC¸HEADER)........................................... 3
Appraisal Document - Action Log (HRHAP00¸ACTION¸LOG)........................................................... 5
Appraisal Document - Additional Header Data (HRHAP00¸ADD¸HEADER) ..................................... 8
Appraisal Document - Admin. Functions (HRHAP00¸ADMIN).......................................................... 11
Document - Attachments: Authorization Handling (HRHAP00¸ATT¸ACCESS)................................ 13
Business Checks Elements (HRHAP00¸BC¸ELEMENT) .................................................................... 15
Appraisal Document - Web Layout (BSP) (HRHAP00¸BSP¸TMPL) .................................................. 21
Development: Catalog Action (HRHAP00¸CATALOG¸ACT)......................................................... 24
Development: Development: Catalog - Category Creation (HRHAP00¸CATEG¸CREATE).............. 24
Catalog - Create Example Category (HRHAP00¸CATEG¸EXMPLE)................................................. 24
Development: Customizing - Check Tables and Settings (HRHAP00¸CHECK¸CUSTOM)............... 26
Appraisal Document - Column Access (HRHAP00¸COL¸ACCESS) .................................................. 26
Appraisal Document - Column Owner (HRHAP00¸COL¸OWNER) ................................................... 29
Runtime - Generate DeIault (User ·-~ Object) (HRHAP00¸DEFAULT¸OBJ) ................................... 30
Appraisal Document - Business Check (HRHAP00¸DOC¸BC) ........................................................... 32
Appraisal Document - DeIault Appraiser (HRHAP00¸DOC¸DEF¸D1)............................................... 34
Appraisal Document - DeIault Appraisee (HRHAP00¸DOC¸DEF¸D2) .............................................. 35
Appraisal Document - DeIault Completion Period (HRHAP00¸DOC¸DEF¸DE)................................ 37
Appraisal Document - DeIault Appraisal Document Name (HRHAP00¸DEF¸DN) ............................ 38
Appraisal - DeIault Further Participants (HRHAP00¸DEF¸DO) .......................................................... 40
Appraisal Document - DeIault Part Appraisers (HRHAP00¸DOC¸DEF¸DP)...................................... 42
Appraisal Document - DeIault Review Date (HRHAP00¸DOC¸DEF¸DR) ......................................... 44
Appraisal Document - DeIault Appraisal Document Validity Period (HRHAP00¸DOC¸DEF¸DV) ... 45
Appraisal Document - Delete (HRHAP00¸DOC¸DELETE) ................................................................ 47
Appraisal Document - Prepare Appraisal Documents (HRHAP00¸DOC¸PREPARE) ........................ 48
Appraisal Document - Save Appraisal Document (HRHAP00¸DOC¸SAVE)...................................... 50
Appraisal Document - Alternative Ior Status Names (HRHAP00¸DOC¸STATNAME)...................... 52
Appraisal Document - Dynamic Cell Value Event (HRHAP00¸DYN¸EVENT) ................................. 53
Appraisal Document - Delete Element (HRHAP00¸ENHANCE¸DEL)............................................... 54
Appraisal Document - Fixed Enhancement (HRHAP00¸ENHANCE¸FIX) ......................................... 56
Appraisal Document - Free Enhancement (HRHAP00¸ENHANCE¸FREE)........................................ 59
Appraisal Document Follow-Up Processing (Background) (HRHAP00¸FOLLOW¸UP) ................. 62
Appraisal Document - Follow-Up Processing (Dialog) (HRHAP00¸FOLLOW¸UP¸D) ..................... 64
Appraisal Documents Filter HRHAP¸DOCUMENT¸GET¸LIST¸XXL
(HRHAP00¸GET¸LIST¸FLT) ............................................................................................................... 65

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-2
Maximum Number oI Part Appraisers (HRHAP00¸MAX¸P¸APPER) ................................................ 67
Appraisal Document - Reporting (Generic Variants) (HRHAP00¸REP¸GEN¸VAR).......................... 68
Appraisal Document - Reporting (HRHAP00¸REPORTING).............................................................. 70
Appraisal Document - Object Selection (Role and To-Do List) (HRHAP00¸SELECTION) ............... 71
Appraisal Document - Text Replacement (HRHAP00¸TEXT¸SUBST) .............................................. 73
Development: Application - Add-On Dependent Template Restriction (HRHAP00¸TMPL¸608) ...... 75
Catalog - Create Example Templates (HRHAP00¸TMPL¸EXAMPLE) .............................................. 75
Add-On Dependent Restriction oI Search Help (HRHAP00¸TMPL¸RESTR)..................................... 78
Appraisal Document - Value Determination (HRHAP00¸VAL¸DET)................................................. 83
Appraisal Document - Value List (HRHAP00¸VALUE¸TYPE) .......................................................... 88
WorkIlow Executor (HRHAP00¸WF¸RULE¸ID) ................................................................................ 96


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-3
Appraisal Document - Header Data Access (HRHAP00_ACC_HEADER)

This Business Add-Ìn (BAdÌ) enables you to overwrite the standard settings for the header
data of an appraisal document. The header data of the appraisal document is returned to the
BAdÌ, which changes the display mode of the header field in the appropriate places.

Function

Before the BAdÌ is called, the SAP system uses the function module
HRHAP_DOC_SET_HEADER_DÌSPLAY to determine the standard settings. Ìf no other
implementation has been selected in the Customizing settings for the appraisal template, the
program uses these settings.

However, if an SAP example implementation or a customer-specific implementation has been
selected, this is called provided that the appraisal document is not a part appraisal. The
implementation enables you to define the mode in which the header fields are to be displayed
for different statuses and users, for example.

After the implementation has been called, the system uses the function module
HRHAP_BC_HEADER_ACCESS to check whether or not the customer data has been output
correctly. Ìf any of the values are incorrect, they are automatically replaced with the values of
the standard settings.

Standard settings

The standard SAP system includes the following example implementations:

• HRHAP00_DOCU_ACC_HEADER_01
• HRHAP00_DOCU_ACC_HEADER_01

Methods
• Get Header Data Access (GET_HEADER_ACCESS)

This method adjusts access to header data in the appraisal document.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-4

ResuIt

After the BAdÌ has been run, the method returns the desired settings for header data.

Parameters

• FLT_VAL
• PLAN_VERSÌON
• S_HEADER_STATUS
• T_HEADER_APPRAÌSER
• T_HEADER_APPRAÌSEE
• T_HEADER_PART_APPRAÌSERS
• T_HEADER_OTHERS
• S_HEADER_DATES
• S_HEADER_CUST_DÌSPLAY

Note

After the values have been returned, a business check is run that checks the logical
correctness of the header fields. Ìf the values returned by the implementation are incorrect,
the SAP system uses the standard settings.

• Get Information About ImpIementation (GET_INFORMATION)

This method determines information about the implementation.

ResuIt

As a result, the documentation object is returned.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-5

Parameters

FLT_VAL Ìmport parameter
DOCUMENTATÌON_OBJECT Export parameter

Note

Ìf no documentation object can be determined, the info button is not displayed on the tab page
in Customizing for the appraisal catalog.

Appraisal Document - Action Log (HRHAP00_ACTION_LOG)

This Business Add-Ìn (BAdÌ) enables customer-specific implementations to be used to provide
additional logs in the appraisal document.

Ìf you set the indicator, the SAP system logs all customer-defined actions performed for an
appraisal.

Standard settings

The standard SAP system includes implementations that you can select on the Processing tab
page in Action Log field.

Methods

• Get Action Log (Non-Standard Action Log) GET_ACTION_LOG

This method determines customer-specific action logs.

ResuIt

The method returns the customer-specific messages:

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-6
Parameters

FLT_VAL (Ìmporting parameter) Parameter FLT_VAL of Method
GET_ACTÌON_LOG
ACTÌON (Ìmporting parameter) Current Action Code
PLAN_VERSÌON (Ìmporting parameter) Plan Version
TEMPLATE_ÌD (Ìmporting parameter) Appraisal Template
ADMÌNÌSTRATOR (Ìmporting parameter) Ìndicator: Administrator
S_STATUS (Ìmporting parameter) Appraisal Document Substatus
S_MESSAGE_VARÌABLES (Ìmporting parameter) Message variables
S_ACTÌON_LOG (Exporting parameter) Application Log: Message Data

Exceptions

None.

• Change DetaiIed Action Log (MODIFY_DETAILED_LOG)

This method determines the simple and detailed data of the action log for the appraisal
document.

FunctionaIity

The method returns the changed data of the simple and detailed log.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-7

Parameters

FLT_VAL (Ìmporting parameter) Parameter FLT_VAL of Method
MODÌFY_DETAÌLED_LOG
PLAN_VERSÌON (Ìmporting parameter) Plan Version
S_APPRAÌSAL_ÌD (Ìmporting parameter) Appraisal Document ÌD
S_DOC_PROCESSÌNG (Ìmporting parameter) Appraisal Document: Processing
T_HEADER_APPRAÌSER (Ìmporting parameter) Header - Appraiser
T_HEADER_APPRAÌSEE (Ìmporting parameter) Header - Appraisee
T_HEADER_PART_APPRAÌSERS (Ìmporting
parameter) Header - Part Appraiser
T_HEADER_OTHERS (Ìmporting parameter) Header - Further Participants
S_HEADER_TEXTS (Ìmporting parameter) Header - Texts
S_HEADER_DATES (Ìmporting parameter) Header - Dates
S_HEADER_STATUS (Ìmporting parameter) Header - Status
T_BODY_COLUMNS (Ìmporting parameter) Body ÷ Columns
T_BODY_ELEMENTS (Ìmporting parameter) Body - Elements
T_BODY_CELLS (Ìmporting parameter) Body ÷ Cells
T_BODY_CELL_NOTES (Ìmporting parameter) Body - Cell Notes
T_ACTÌON_LOG (Changing Parameter) Appraisal Document - Action Log Data

Exceptions

None.

• Get Information About ImpIementation (GET_INFORMATION)

This method determines information about the existing implementations. The system executes
the check separately for each appraisal document.

ResuIt

The information is displayed in the appraisal document.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-8
Parameters

FLT_VAL (Ìmporting parameter) FLT_VAL of Method
GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT (Exporting parameter) Appraisal Document Object (General
Text)

Exceptions

None.

Appraisal Document - Additional Header Data
(HRHAP00_ADD_HEADER)

This Business Add-Ìn (BAdÌ) enables additional data such as the participant's organizational
data to be imported into the header of the appraisal document.

Methods

• Get AdditionaI Header Data (GET_ADD_HEADER_DATA)

According to the header data in the appraisal document, this method imports additional data.

ResuIt

The required data is displayed in the appraisal document.

Parameters

PLAN_VERSÌON (Ìmport Parameter) Plan Version
S_APPRAÌSAL_ÌD Appraisal ÌD
T_HEADER_APPRAÌSER Header ÷ Appraiser
T_HEADER_APPRAÌSEE Header ÷ Appraisee
T_HEADER_PART_APPRAÌSERS Header - Part Appraiser
T_HEADER_OTHERS Header - Further Participants
S_HEADER_DATE Header ÷ Dates
ÌNÌTÌAL_SCREEN Single-Character Flag

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-9
FLT_VAL Parameter FLT_VAL of method
GET_ADD_HEADER_DATA
T_HEADER_ADD_DATA (Export Parameter) Header - Additional Data
S_RETURN (Export Parameter) Application Log: Message Data

Exceptions

None.

• Bring data to screen (PUT_DATA_TO_SCREEN)

This method transfers global data from the method to the screen.

Parameters

PLAN_VERSÌON (Ìmporting Parameter) Plan Version
S_APPRAÌSAL_ÌD (Ìmporting Parameter) Appraisal ÌD
T_HEADER_APPRAÌSER (Ìmporting Parameter) Header ÷ Appraiser
T_HEADER_APPRAÌSEE (Ìmporting Parameter) Header ÷ Appraisee
T_HEADER_PART_APPRAÌSERS (Ìmporting
Parameter) Header - Part Appraisers
T_HEADER_OTHERS (Ìmporting Parameter) Header - Further Participants
S_HEADER_DATE (Ìmporting Parameter) Header ÷ Date
ÌNÌTÌAL_SCREEN (Ìmporting Parameter) Single-Character Ìndicator
FLT_VAL (Ìmporting Parameter) Parameter FL-VAL of Method
PUT_DATA_TO_SCREEN
Exceptions

None.

Notes

Copy the standard SAP code.

• Bring data to screen (GET_DATA_FROM_SCREEN)

This method transfers global data from the screen to the method.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-10
Parameters

FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of Method
GET_DATA_FROM_SCREEN
ÌNÌTÌAL_SCREEN (Exporting Parameter) Single-Character Ìndicator
S_APPRAÌSAL_ÌD (Exporting Parameter) Appraisal ÌD
PLAN_VERSÌON (Exporting Parameter) Plan Version
T_HEADER_APPRAÌSER (Exporting Parameter) Header ÷ Appraiser
T_HEADER_APPRAÌSEE (Exporting Parameter) Header ÷ Appraisee
T_HEADER_PART_APPRAÌSERS (Exporting Parameter) Header ÷ Part Appraisers
T_HEADER_OTHERS (Exporting Parameter) Header - Further Participants
S_HEADER_DATE (Exporting Parameter) Header ÷ Date

Exceptions

None.

DeveIopment: Add-On AppIication (HRHAP00¸ADD¸ON¸APPL)

This Business Add-Ìn (BAdÌ) defines the relationship between an Add-On application and its
corresponding category group in the appraisal catalog.

When the appraisal catalog is called, the corresponding category group of an application _pa
is determined automatically but the category group of the Learning Solution object is not.

This BAdÌ is a technical object that is required in order for the application to function.
Therefore, do not make any changes.

ExampIe

Add-On-pa ----> category group 00000001

Method

• Get Category Restriction (GET_CATEGPORY_RESTRICTION)

This method determines the relationship between an Add-On application and the
corresponding category group in the appraisal catalog.

ResuIt

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-11

After the appraisal catalog has been called, the corresponding category group for an
application is returned.

Parameters

FLT_VAL (Ìmport) Add-On Application for Appraisal Systems
T_CATEGORY (Changing) Category Groups and Category ÌD

Exceptions

None.

Appraisal Document - Admin. Functions (HRHAP00_ADMIN)

This Business Add-Ìn (BAdÌ) enables you to define that customer-specific functions can be
stored in the Administrator Functions (PHAP_ADMIN) application.

Methods

• Register Administrator Functions (REGISTRATION)

This method determines whether the specific administrator function can be executed with a
particular selection.

Parameters

FLT_VAL (Ìmport) Parameter FLT_VAL of Method REGÌSTRATÌON
ADD_ON_APPLÌCATÌON (Ìmport) Add-On Application for Appraisal Systems
T_DOCUMENT_ÌD (Ìmport) Appraisal Document Ìds
S_FUNCTÌON (Export) Administrator Function


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-12
Exceptions

None.

• Get Information About Administrator Functions (GET_INFORMATION)

This method checks the number of existing implementations. The system runs the check for
each administrator function.

Parameters

FLT_VAL (Ìmport) Parameter FLT_VAL of Method
GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT (Export) Appraisal Document Object (General Text)

Exceptions

None.

• Start Administrator Functions (START_FUNCTION)


This method starts the required administrator function.

Parameters

FLT_VAL (Ìmport) Parameter FLT_VAL of Method
START_FUNCTÌON
ADD_ON_APPLÌCATÌON (Ìmport) Add-On Application for Appraisal Systems
T_DOCUMENT_ÌD (Ìmport) Appraisal Document Ìds
S_RETURN (Export) Application Log: Message Data

Exceptions

None.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-13
Document - Attachments: Authorization Handling
(HRHAP00_ATT_ACCESS)

This Business Add-Ìn (BAdÌ) enables you to change the system behavior so that a participant
in the appraisal process can be assigned access authorization for added attachments.

You can use the BAdÌ to assign the following authorizations:

• The participant can only display attachment.
• The participant can display the attachment, add, change or delete additional attachments.

Requirements

Ìn Customizing for the appraisal template, the Attachment Allowed checkbox must be selected
on the Processing tab page.

Methods

• Determine Attachment Mode (GET_ATTACHMENT_MODE)

This method determines the mode of the document attachment.

ResuIt

One of the following modes are returned:

• Display
• Change
• Hide

Parameters

Parameter Description

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of method
DEFAULT_PART_APPRAÌSERS
PLAN_VERSÌON (Ìmport Parameter) Plan Version

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-14

T_HEADER_APPRAÌSER (Ìmport Parameter) Header ÷ Appraiser
T_HEADER_APPRAÌSEE (Ìmport Parameter) Header ÷ Appraisee
T_HEADER_PART_APPRAÌSERS (Ìmport Parameter) Header Section - Part Appraiser
T_HEADER_OTHERS (Ìmport Parameter) Header - Further Participants
S_HEADER_DATES (Ìmport Parameter) Header ÷ Dates
S_HEADER_STATUS (Ìmport Parameter) Header Section ÷ Status
ATTACHMENT_MODE (Export Parameter) Attachment(s) Mode

Exceptions

None.

• Get Information About ImpIementation (GET_INFORMATION)

This method determines the documentation object that is to be used to display information.

Parameters

Parameter Name

FLT_VAL Appraisal enhancement
DOCUMENTATÌON_OBJECT Documentation object

Exceptions

None.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-15
Business Checks Elements (HRHAP00_BC_ELEMENT)

This Business Add-Ìn (BAdÌ) enables you to run business checks to ensure that the elements
in the appraisal catalog are consistent.

The check is run for each element (VA, VB, VC, and VX) used in the appraisal catalog that
has the status Save or Change. All infotype information is read. As a customer solution, you
can program additional checks based on this infotype information.

After you have run the check, any erroneous entries are returned in the form of error
messages.

Requirements

To program on additional checks, you must transfer the standard BAdÌ to your own
implementation.

Methods

• Business Check TempIate (BUSINESS_CHECK_VA)

At the level of the appraisal template, this method determines all infotype information affecting
the elements of the appraisal template (VA ).

Requirements

Ìf a delivered implementation exists, the standard BAdÌ HRHAP00_BC_ELEMENT must have
been transferred to your own implementation.

ResuIt

All incorrect entries of the object type VA are returned and one of the following message types
is created:

• Success message (S)
• Warning (W)
• Error (E)

Ìn cases where a warning or error message is displayed, the system does not execute the
desired action.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-16
Parameters

Parameter Description

FLT_VAL Parameter FLT_VAL of method
BUSÌNESS_CHECK_VA
S_ELEMENT_ÌD Appraisal Element ÌD
ÌSTAT Planning Status
BEGDA Start Date
ENDDA End Date
STEXT Object Name
T_PT1002_S Object Description
T_PT1002_W Object Description
T_PT1048 Value Description
S_HRÌ5020 Category Assignment for Appraisal Element
S_HRÌ5021 Layout Definition for Appraisal Template
T_PT5021 Numbering
S_HRÌ5022 Column and Cell Definition for Appraisal Element
(Enhn)
T_PT5022 Cell Definition for Appraisal Document
T_PT5023 Column Access for Appraisal Element
T_PT5024 Role Assignment for Appraisal Element
S_HRÌ5025 Processing of Appraisal Element
T_PT5025 Processing of Appraisal Element
T_PT5026 Appraisal Element: Status Flow
SÌMULATED_BC Simulated Business Check (runs check in all cases)
ERROR_PROCESS_MODE Error Processing -> ' ' = Single Error, 'X' = Multiple
Error
T_RETURN Return Parameter

Exceptions

None.

• Business Check Criteria Group (BUSINESS_CHECK_VB)

This method determines all infotype information about the elements of the Criteria Group (VB).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-17
Requirements

Ìf a delivered implementation exists, the standard BAdÌ HRHAP00_BC_ELEMENT must have
been transferred to your own implementation.

ResuIt

All incorrect entries of the object type VB are returned and one of the following message types
is created:

• Success message (S)
• Warning (W)
• Error (E)

Ìn cases where a warning or error message is displayed, the system does not execute the
desired action.

Parameters

Parameter Description

FLT_VAL Parameter FLT_VAL of method
BUSÌNESS_CHECK_VB
S_ELEMENT_ÌD Appraisal Element ÌD
VA_OBJÌD bject ÌD
ÌSTAT Planning Status
BEGDA Start Date
ENDDA End Date
STEXT Object Name
T_PT1002_S Object Description
T_PT1002_W Object Description
T_PT1048 Value Description
S_HRÌ5020 Category Assignment for Appraisal Element
S_HRÌ5020 Column and Cell Definition for Appraisal Element
(Enhanced)
S_HRÌ5022 Cell Definition for Appraisal Document
T_PT5024 Role Assignment for Appraisal Element
SÌMULATED_BC Simulated BC (runs check in all cases)
FOREÌGN_ELEMENT 'X' = VX uses -> space only in this case
ERROR_PROCESS_MODE Error Processing -> ' ' = Single Error, 'X' = Multiple
Error

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-18
T_RETURN Return Parameter

Exceptions

None.
• Business Check Criterion (BUSINESS_CHECK_VC)

This method determines all infotype information affecting Criteria (VC) elements.

Requirements

Ìf a delivered implementation exists, the standard BAdÌ HRHAP00_BC_ELEMENT must have
been transferred to your own implementation.

ResuIt

The method returns all incorrect entries of the object type VC and creates one of the following
message types:

• Success message (S)
• Warning (W)
• Error (E)

Ìn cases where a warning or error message is displayed, the system does not execute the
desired action.

Parameters

Parameter Description

FLT_VAL Parameter FLT_VAL of method
BUSÌNESS_CHECK_VC
S_ELEMENT_ÌD Appraisal Element ÌD
BEGDA Start Date
ENDDA End Date
STEXT Object Name
T_PT1002_S Object Description
T_PT1002_W Object Description
T_PT1048 Category Assignment for Appraisal Element
S_HRÌ5020 Column and Cell Definition for Appraisal Element
(Enhanced)

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-19
S_HRÌ5022 Cell Definition for Appraisal Document
T_PT5022 Role Assignment for Appraisal Element
T_PT5024 Simulated Business Check (runs check in all cases)
SÌMULATED_BC Simulated BC (runs check in all cases)
FOREÌGN_ELEMENT 'X' = VX uses -> space only in this case
ERROR_PROCESS_MODE Error Processing -> ' ' = Single Error, 'X' = Multiple
Error
T_RETURN Return Parameter

Exceptions

None.

• Business Check Foreign EIement (BUSINESS_CHECK_VX)

This method determines all infotype information relating to foreign elements in the appraisal
template.

Requirements

Ìf a delivered implementation exists, the standard BAdÌ HRHAP00_BC_ELEMENT must have
been transferred to your own implementation.

ResuIt

The method returns all incorrect entries of the foreign element of the following message types
is created:

• Success message (S)
• Warning (W)
• Error (E)

Ìn cases where a warning or error message is displayed, the system does not execute the
desired action.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-20
Parameters

Parameter Description

FLT_VAL Parameter FLT_VAL of method
BUSÌNESS_CHECK_VC
S_ELEMENT_ÌD Foreign Appraisal Element ÌD
S_STANDARD_ELEMENT Standard Appraisal Element ÌD
VA_OBJÌD Object ÌD
ÌSTAT Planning Status
BEGDA Start Date
ENDDA End Date
T_PT1002_S Object Description
T_PT1002_W Object Description
T_PT1048 Category Assignment for Appraisal Element
S_HRÌ5020 Column and Cell Definition for Appraisal Element
(Enhanced)
S_HRÌ5022 Cell Definition for Appraisal Document
T_PT5022 Role Assignment for Appraisal Element
T_PT5024 Simulated Business Check (runs check in all cases)
SÌMULATED_BC Simulated BC (runs check in all cases)
FOREÌGN_ELEMENT 'X' = VX uses -> space only in this case
ERROR_PROCESS_MODE Error Processing -> ' ' = Single Error, 'X' = Multiple
Error
T_RETURN Return Parameter

Exceptions

None.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-21
Appraisal Document - Web Layout (BSP) (HRHAP00_BSP_TMPL)

This Business Add-Ìn (BAdÌ) enables you to determine different Web layouts (BSP) at
appraisal template level.

Standard settings

Ìn the standard SAP implementation, the BSP application HAP_DOCUMENT is used. Ìf the
user does not define a different setting, this setting is used in every appraisal template.

Method

• BSP: Get AIternative Customer TempIate (BSP_APPLICATION_GET)

This method determines the customer-specific BSP application that is to be used instead of
the standard SAP application to display the appraisal document.

ResuIt

As a result, the name of the BSP application is returned.

Parameters

FLT_VAL Parameter FLT_VALUE of method
BSP_TEMPLATE_GET
APPLÌCATÌON Customer BSP application for appraisal

Exceptions

None.

Get Pushbutton Access (HRHAP00_BUT_ACCESS)

This Business Add-Ìn (BAdÌ) enables you to restrict which pushbuttons are displayed for
participants depending on the participant, the status of the appraisal document, or the
available columns.

Methods

• Get Pushbutton Access (GET_BUTTON_ACCESS)


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-22
The method determines the availability of a pushbutton at appraisal catalog level depending
on the participant, status, and existing columns.

The application can dictate the availability of the pushbutton in the following ways:

• Change
• Display

No function can be executed using the pushbutton.

• Highlighted
• Hide

The pushbutton cannot be set to Change.

This method enables you to override, to a degree, the value determined by the system:

• You can set Change and Highlight for every other value.
• You can only hide Display.
• You cannot change hidden pushbuttons.

ResuIt

The method delivers the changed availability of the pushbutton.

Parameters

FLT_VAL (Ìmport) Parameter FLT_VAL of method
DEFAULT_PART_APPRAÌSERS
BUTTON_ÌD (Ìmport) Pushbutton ÌD
PLAN_VERSÌON (Ìmport) Plan Version
TEMPLATE_ÌD (Ìmport) Appraisal Template
S_DOC_PROCESSÌNG (Ìmport) Appraisal Document: Processing
S_HEADER_STATUS (Ìmport) Header Section ÷ Status
T_BODY_COLUMNS (Ìmport) Body ÷ Columns

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-23
OWNER (Ìmport) 'X'= User = Column Owner
ÌNTENSÌFÌED (Ìmport) 'X'= Pushbutton Highlighted
T_HEADER_APPRAÌSER (Ìmport) Header Section ÷ Appraiser
T_HEADER_APPRAÌSEE (Ìmport) Header Section ÷ Appraisee
T_HEADER_PART_APPRAÌSERS (Ìmport) Header Section - Part Appraiser
T_HEADER_OTHERS (Ìmport) Header Section - Further Participants
AVAÌLABÌLÌTY (Changing) Pushbutton Availability

Exceptions

None.

Note

The changing parameter AVAÌLABÌLTY controls the availability of the pushbutton.

• Get Information About ImpIementation (GET_INFORMATION)

This method determines the documentation object that contains information about the
implementation.

ResuIt

The system returns the documentation object.

Parameters

DOCUMENTATÌON_OBJECT (Export) Appraisal Object (General Text)
FLT_VAL (Ìmport) Parameter FLT_VAL of Method
GET_ÌNFORMATÌON

Exceptions

None.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-24
Development: Catalog - Action (HRHAP00_CATALOG_ACT)

This Business Add-Ìn (BAdÌ) enables you to include specific functions for template processing
in the context menu of the appraisal catalog.

This BAdÌ is a technical object and, as such, it does not have any influence on the appraisal
concept.

Development: Development: Catalog - Category Creation
(HRHAP00_CATEG_CREATE)

This Business Add-Ìn (BAdÌ) enables you to create categories in the appraisal catalog.

This BAdÌ is a technical object and is intended for use only by SAP. You must not make any
changes to this BAdÌ.

Catalog - Create Example Category (HRHAP00_CATEG_EXMPLE)

This Business Add-Ìn (BAdÌ) enables preconfigured example categories to be generated at
categorygroup
level.

Methods

• Register Creation for Current Category (REGISTRATION)

This method checks the settings of the category group the user wants to use to create a
template. Ìf the settings are not compatible, the example template is not registered and, as
such, it is not displayed in the selection list.

ResuIt

The system permits the use of the desired example template.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-25
Parameters

FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of Method Registration
CAT_GROUP_ÌD (Ìmporting Parameter) Appraisal Category Group ÌD
CATEGORY_ÌD (Ìmporting Parameter) Appraisal Category ÌD
REGÌSTER (Exporting Parameter) Flag: Register Current BAdÌ Ìmplementation

Exceptions

None.

• Get Category Information (GET_INFORMATION)

This method determines the documentation object that contains information about the
appraisal template.

ResuIt

The system returns the documentation object.

Parameters

FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of Method
GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT (Exporting
Parameter) Appraisal Object (General Text)

Exceptions

None.

• Create Category (CREATE CATEGORY)

This method creates the required template configuration.

ResuIt

The system returns the required example template.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-26
Parameters

FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of Method
CREATE_TEMPLATE
PLAN_VERSÌON (Ìmporting Parameter) Plan Version
CAT_GROUP_ÌD (Ìmporting Parameter) Appraisal Category Group ÌD
CATEGORY_ÌD (Ìmporting Parameter) Appraisal Category ÌD
NEW_TEMPLATE_ÌD (Exporting-Parameter) Appraisal Template ÌD
S_RETURN (Exporting Parameter) Return Structure

Exceptions

None.

Development: Customizing - Check Tables and Settings
(HRHAP00_CHECK_CUSTOM)

This Business Add-Ìn (BAdÌ) is an internal technical object that is used to check tables and
settings. SAP reserves the right to make changes to these settings.

Appraisal Document - Column Access (HRHAP00_COL_ACCESS)

Ìn the appraisal catalog, you can use column access to define the authorizations a participant
has, and when, for a particular column in the appraisal document. This Business Add-Ìn
(BAdÌ) enables you to define, for participants, column access exceptions that cannot be
defined in the appraisal template.

Depending on the header data and the document status, you can override the general column
access,
defined for columns in the appraisal template, for particular participants.

ExampIe

You want to make the following setting:

Ìf a document has the substatus Approve Objectives (customer-specific configuration), the
columns are to be displayed only and no changes are to be possible. However, in the main
status In Planning, you want to allow objectives to be entered. To enable this, when you set
up the appraisal template, you give the column owner change authorization for the In Planning
phase.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-27
Ìn this BAdÌ definition, you can use a customer-specific implementation to specify that as soon
as the
document has the status In Planning, the columns are displayed only when the document has
the
substatus Approve Objectives.

Methods
• Get CoIumn Access (GET_COLUMN _ACCESS)

This method determines exceptions for column access for particular participants.

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of method
DEFAULT_PART_APPRAÌSER
PLAN_VERSÌON (Ìmport Parameter) Plan Version
TEMPLATE_ÌD (Ìmport Parameter) Appraisal Template
T_HEADER_APPRAÌSER (Ìmport Parameter) Header ÷ Appraiser
T_HEADER_APPRAÌSEE (Ìmport Parameter) Header ÷ Appraisee
T_HEADER_PART_APPRAÌSERS (Ìmport
Parameter) Header - Part Appraiser
T_HEADER_OTHERS (Ìmport Parameter) Header - Further Participants
S_HEADER_STATUS (Ìmport Parameter) Header ÷ Status
S_DOC_PROCESSÌNG (Ìmport Parameter) Appraisal Document: Processing
S_BODY_COLUMNS (Ìmport Parameter) Body ÷ Columns
T_P5023_EXP (Ìmport Parameter) Column Access (VA)
AVAÌLABÌLÌTY (Changing Parameter) Column Availability
COLUMN_OWNER (Changing Parameter) 'X'=Column Owner; ' '= No Column Owner

Note

• Parameter AVAILABILITY

According to the options listed below, this parameter returns the new column access value
for the column that has currently been selected by a particular participant:

' ' Display (without value determination)
D Display (with value determination)

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-28
X Change (with value determination)
A Display, Add Note (without value determination)
H Hide

• Parameter COLUMN_OWNER

This parameter specifies whether or not the current processor is the column owner. Ìf the
current processor is the column owner, he or she has the access authorizations, defined
when the appraisal template was configured, for the column/phase in which the appraisal
document currently is. Ìf the availability is also returned, this value is used instead.

Exceptions

None.

• Get Information About ImpIementation (GET_INFORMATION)

This method determines the documentation object that contains information about the
implementation.

ResuIt

The system returns the documentation object.

Parameters

DOCUMENTATÌON_OBJECT (Export Parameter) Appraisal object (general text)
FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of method
GET_ÌNFORMATÌON

Exceptions

None.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-29
Appraisal Document - Column Owner (HRHAP00_COL_OWNER)

This Business Add-Ìn (BAdÌ) enables you to create further implementations, in addition to the
standard SAP implementations, with which you can provide further column owners. You can
select the implementations in the appraisal catalog on the Column Access tab page.

Methods

• Customizing: Check Owner Setting (Infotype 5023) (CUST_CHECK_SETTING)

This method checks, according to the settings in infotype 5023, whether the person is allowed
as the column owner.

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of method
CUST_CHECK_SETTÌNG
T_APPER (Ìmport Parameter) Appraiser Object Types
T_APPEE (Ìmport Parameter) Appraisee Object Types
T_PART_APPER (Ìmport Parameter) Part Appraiser Types
T_OTHER (Ìmport Parameter) Object Types for Further Participants
SUBRC (Export Parameter) 0= Allowed; 4= Not Allowed

Exceptions

None.

• Check CoIumn Owner (CHECK_COLUMN_OWNER)

Using the object ÌD of the user, this method determines whether or not this user is the column
owner. Ìf the system determines that the current user is the column owner, an 'X' is entered for
the indicator COLUMN_OWNER. Ìn this case, the user has all authorizations for the current
column as entered in the Column Owner field in infotype 5023.

ResuIt

The method returns information as to whether or not the appraiser is the column owner.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-30
Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of method
GET_COLUMN_OWNER
S_APPRAÌSAL_ÌD (Ìmport Parameter) Appraisal ÌD
COLUMN_ÌD (Ìmport Parameter) Appraisal Column ÌD
COLUMN_PART_AP_ÌD (Ìmport Parameter) Part Appraisal ÌD
T_HEADER_APPRAÌSER (Ìmport Parameter) Header - Appraiser
T_HEADER_APPRAÌSEE (Ìmport Parameter) Header - Appraisee
T_HEADER_PART_APPRAÌSERS (Ìmport Parameter) Header - Part Appraiser
T_HEADER_OTHERS (Ìmport Parameter) Header - Further Participants
T_MYSELF (Ìmport Parameter) My Objects
COLUMN_OWNER (Export Parameter) 'X'=Column Owner; ' '=Not Column
Owner.

Exceptions

None.

Runtime - Generate Default (User <-> Object)
(HRHAP00_DEFAULT_OB1)

This Business Add-Ìn (BAdÌ) permits the conversion between the system user and any object,
and vice versa, and creates a suitable default value.

Methods

• User -> Object (GET_OBJECT_FOR_USER)

This method converts the system user at runtime and determines one or more related objects.

ResuIt

The system returns the relevant object.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-31
Parameters

PLAN_VERSÌON (Ìmport Parameter) Plan Version
USER_NAME (Ìmport Parameter) User
FROM_DATE (Ìmport Parameter) Valid from
TO_DATE (Ìmport Parameter) V alid to
FLT_VAL (Ìmport Parameter) Object Type
T_OBJECT (Changing Parameter) My (Enhanced) Objects

Exceptions

NOT FOUND My Object for Object Type not Found

• Object -> User (GET_USER_FOR_OBJECT)

This method converts the object used and determines the relevant system user.

ResuIt

The system returns the required system user.

Parameters

PLAN_VERSÌON (Ìmport Parameter) Plan Version
FLT_VAL (Ìmport Parameter) Object Type
OBJECT_ÌD (Ìmport Parameter) Extended Object ÌD
FROM_DATE (Ìmport Parameter) Valid From
TO_DATE (Ìmport Parameter) Valid To

Exceptions

None.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-32
Appraisal Document - Business Check (HRHAP00_DOC_BC)

This Business Add-Ìn (BAdÌ) enables you to implement additional customer-specific checks at
appraisal document level.

Requirements

To execute the implementations, the BAdÌ must be selected on the Enhancements tab page
of the appraisal catalog.

Standard settings

Ìn the standard SAP system, the methods you require are provided in interface
ÌF_EX_HRHAP00_DOC_BC.

Methods

• Perform Customer-Specific Business Checks (DO_BUSINESS_CHECK)

This method checks the appraisal document in its current status when it is saved or when the
status is changed.

ResuIt

The system returns any determined errors.

Parameters

FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of Method
DO_BUSÌNESS_CHECK
PLAN_VERSÌON (Ìmporting Parameter) Plan Version
S_APPRAÌSAL_ÌD (Ìmporting Parameter) Appraisal ÌD
TEMPLATE_ÌD (Ìmporting Parameter) Appraisal Template
S_STATUS_OLD (Ìmporting Parameter) Appraisal Document Status (Old)
S_STATUS_NEW (Ìmporting Parameter) Appraisal Document Status (New)
S_HEADER_DÌSPLAY (Ìmporting Parameter) Header ÷ Display
S_DOC_PROCESSÌNG (Ìmporting Parameter) Appraisal Document: Processing
S_HEADER_TEXTS (Ìmporting Parameter) Header ÷ Texts

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-33
T_HEADER_APPRAÌSER (Ìmporting Parameter) Header ÷ Appraiser
T_HEADER_APPRAÌSEE (Ìmporting Parameter) Header ÷ Appraisee
T_HEADER_PART_APPRAÌSERS (Ìmporting Parameter) Header - Part Appraisers
T_HEADER_OTHERS (Ìmporting Parameter) Header - Further Participants
S_HEADER_DATES (Ìmporting Parameter) Header ÷ Dates
T_BODY_COLUMNS (Ìmporting Parameter) Body ÷ Columns
T_BODY_ELEMENTS (Ìmporting Parameter) Body ÷ Elements
T_BODY_CELLS (Ìmporting Parameter) Body ÷ Cells
T_BODY_CELL_NOTES (Ìmporting Parameter) Body - Cell Notes
ERROR_PROCESS_MODE (Ìmporting Parameter) Error Processing -> ',' Single Error,
'X' = Multiple Errors
NO_STANDARD_CHECKS (Exporting Parameter) X'= Standard Business Check Will Not
Be Performed
T_RETURN (Exporting Parameter) Confirmations

Note: Ìf the parameter ERROR_PROCESS_MODE is not set the system terminates
processing as soon as it finds an error. Ìf, however, this parameter is set the result is
displayed after processing is complete. The standard system reacts to errors of type Error (E)
and Termination (A) by terminating current processing (for example, SAVE).

Exceptions

None.

• Get Information About ImpIementation (GET_INFORMATION)

This method determines the documentation object that contains information about the
implementation.

ResuIt

The system returns the documentation object.

Parameters

FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of Method
GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT (Export Parameter) Appraisal Document Object (General Text)

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-34
Exceptions

None.

Appraisal Document - Default Appraiser (HRHAP00_DOC_DEF_D1)

This Business Add-Ìn (BAdÌ) enables appraisers to be offered for selection when the appraisal
template is created.

SAP provides a standard implementation with which you can offer new or additional
appraisers depending on the appraisal template, date, existing appraisers, and system users.

Methods

• DefauIt Appraiser (DEFAULT_APPRAISER)

This method determines the default value for the appraiser.

ResuIt

When the appraisal document is created, the appraiser can be entered as default.

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of method
DEFAULT_APPRAÌSER
ADD_ON_APPLÌCATÌON Add-On Application for Appraisal
Systems
PLAN_VERSÌON Plan Version
TEMPLATE_ÌD Appraisal Template
FROM_DATE From Date
TO_DATE Valid To
NO_STANDARD_DEFAULTÌNG (Export Parameter) No Standard Default Function
(Standard = US or P)
T_HEADER_APPRAÌSER(Changing-Parameter) Header ÷ Appraiser

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-35
Note

Ìf the indicator is set in parameter NO_STANDARD_DEFAULTÌNG, the standard default is not
executed.
Exceptions

None.

• Get Information About ImpIementation (GET_INFORMATION)

This method determines the documentation object that contains information about the
implementation.

ResuIt

The system returns the documentation object.

Parameters

FLT_VAL Parameter FLT_VAL of method GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT Appraisal object (general text)

Exceptions

None.

Appraisal Document - Default Appraisee (HRHAP00_DOC_DEF_D2)

This Business Add-Ìn (BAdÌ) enables appraisees to be offered for selection when the
appraisal document is created.

Standard settings

SAP provides a standard implementation with which you can offer new or additional
appraisees for selection depending on the appraisal template, date, existing appraisees, and
system users.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-36
Methods

• DefauIt Appraisee (DEFAULT_APPRAISEE)

This method determines the default value for the appraisee.

ResuIt

When the appraisal document is created, the appraisee can be entered as default.

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of method
DEFAULT_APPRAÌSEE
ADD_ON_APPLÌCATÌON (Ìmport Parameter) Add-On Application for Appraisal
Systems
PLAN_VERSÌON (Ìmport Parameter) Plan Version
TEMPLATE_ÌD (Ìmport Parameter) Appraisal Template
FROM_DATE (Ìmport Parameter) Start Date
TO_DATE (Ìmport Parameter) End Date
NO_STANDARD_DEFAULTÌNG (Export Parameter) No Standard Default Function (US
or P)
T_HEADER_APPRAÌSEE (Changing Parameter) Header ÷ Appraisee

Exceptions

None.

• Get Information About ImpIementation (GET_INFORMATION)

This method determines the documentation object that contains information about the
implementation.

ResuIt

The system returns the documentation object.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-37
Parameters

FLT_VAL Parameter FLT_VAL of method GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT Appraisal object (general text)

Exceptions

None.

Appraisal Document - Default Completion Period
(HRHAP00_DOC_DEF_DE)

This Business Add-Ìn (BAdÌ) enables default values to be generated for the completion period
depending on the appraisal template, appraisal document status, and validity period when the
appraisal document is created.

Methods

• DefauIt Execution Period (DEFAULT_EXECUTION _PERIOD)

This method determines the default value for the execution period.

ResuIt

When the appraisal document is created, the execution period can be entered as default.

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of method
DEFAULT_EXECUTÌON_PERÌOD
PLAN_VERSÌON (Ìmport Parameter) Plan Version
TEMPLATE_ÌD (Ìmport Parameter) Appraisal Template
S_HEADER_STATUS (Ìmport Parameter) Header ÷ Status
S_HEADER_DATES (Ìmport Parameter) Header ÷ Dates
S_EXECUTÌON_PERÌOD (Changing Parameter) Execution Period

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-38
Exceptions

None.

• Get Information About ImpIementation (GET_INFORMATION)

This method determines the documentation object that contains information about the
implementation.

ResuIt

The system returns the documentation object.

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of method
GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT (Export Parameter) Appraisal object (general text)

Exceptions

None.

Appraisal Document - Default Appraisal Document Name
(HRHAP00_DEF_DN)

This Business Add-Ìn generates default appraisal names depending on the appraisal template
and the validity period you use to create appraisal documents.

ExampIe

Appraisal template (VA) entitled Objective Setting

Based on an appraisal template for the validity period 2004, you have created an appraisal
document entitled Objective Setting 2004.

When you create a new appraisal document for the validity period 2005, the system
automatically proposes the name Objective Setting 2005.

The chosen implementation always combines the current year with the name of the appraisal
template.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-39

Methods

• DefauIt AppraisaI Document Name (DEFAULT_NAME)

This method determines default values for the names of appraisal documents.

ResuIt

When you create the appraisal document, the name of the appraisal document can be
entered as default.

Parameters

PLAN_VERSÌON (Ìmport Parameter) Plan Version
TEMPLATE_ÌD (Ìmport Parameter) Appraisal Template
S_PERÌOD_VALÌDÌTY (Ìmport Parameter) Validity Period
FLT_VAL (Ìmport Parameter) FLT_VAL of method DEFAULT_NAME
DOCUMENT_NAME (Changing Parameter) Appraisal Document Name

Exceptions

None.

• Get Information About ImpIementation (GET_INFORMATION)

This method determines the documentation object that contains information about the
implementation.

ResuIt

The system returns the documentation object.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-40
Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of method
GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT(Export Parameter) Appraisal object (general text)

Exceptions

None.

Appraisal - Default Further Participants (HRHAP00_DEF_DO)

This Business Add-Ìn (BAdÌ) proposes further participants when you create the appraisal
document.

The standard SAP system includes an implementation with which default values for further
participants can be determined. These default values depend on the following criteria:

• Appraisal template
• Date
• Existing part appraisers, appraisers, and appraisees
• Settings in the appraisal template under Processing -> Further Template Behavior

Methods

• DefauIt Further Participants (DEFAULT_OTHERS)

This method determines the default values for further participants.

ResuIt

When you create the appraisal document, the following default values are available:

Parameters

FLT_VAL (Ìmport Parameter) Appraisal Document Enhancement
ADD_ON_APPLÌCATÌON (Ìmport Parameter) Add-On Application for Appraisal Systems

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-41
PLAN_VERSÌON (Ìmport Parameter) Plan Version
APPRAÌSAL_ÌD (Ìmport Parameter) Appraisal ÌD
TEMPLATE_ÌD (Ìmport Parameter) Appraisal Template
FROM_DATE (Ìmport Parameter) Valid From
TO_DATE (Ìmport Parameter) Valid to
S_DOC_PROCESSÌNG (Ìmport Parameter) Appraisal Document: Processing
T_HEADER_APPRAÌSER (Ìmport Parameter) Header ÷ Appraiser
T_HEADER_APPRAÌSEE (Ìmport Parameter) Header ÷ Appraisee
T_HEADER_PART_APPRAÌSERS (Ìmport Parameter) Header - Part Appraiser
T_HEADER_OTHERS (Changing Parameter) Header - Further Participants

Exceptions

None.

• Information About ImpIementation (GET_INFORMATION)

This method determines the documentation object that contains information about the
implementation.

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of method
GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT (Export Parameter) Appraisal object (general text)

Exceptions

None.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-42
Appraisal Document - Default Part Appraisers (HRHAP00_DOC_DEF_DP)

This Business Add-Ìn (BAdÌ) generates default values for part appraisers when you create the
appraisal document.

Standard settings

The standard SAP system includes an implementation that can determine default values for
part appraisers. These default values depend on the following criteria:

• Appraisal template
• Date
• Existing appraisers and appraisees
• Settings in the appraisal template under Processing

Methods

• DefauIt Part Appraiser (DEFAULT_PART_APPRAISERS)

This method determines the default values for part appraisers.

ResuIt

When you create the appraisal document, the part appraiser can be entered as default.

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method
DEFAULT_PART_APPRAÌSER
ADD_ON_APPLÌCATÌON (Ìmport Parameter) Add-On Application for Appraisal Systems
PLAN_VERSÌON (Ìmport Parameter) Plan Version
APPRAÌSAL_ÌD (Ìmport Parameter) Appraisal Document ÌD
TEMPLATE_ÌD (Ìmport Parameter) Appraisal Template
FROM_DATE (Ìmport Parameter) From Date
S_DOC_PROCESSÌNG (Ìmport Parameter) Appraisal Document: Processing

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-43
T_HEADER_APPRAÌSER (Ìmport Parameter) Header ÷ Appraiser
T_HEADER_APPRAÌSEE (Ìmport Parameter) Header ÷ Appraisee
T_HEADER_PART_APPRAÌSERS (Changing Parameter) Header - Part Appraiser

Exceptions

None.

Note

You cannot hide the standard default value for Further Participants and Part Appraisers.

• Get Information About ImpIementation (GET_INFORMATION)

This method determines the documentation object that contains information about the
implementation.

ResuIt

The system returns the documentation object.

Parameters

DOCUMENTATÌON_OBJECT (Export Parameter) Appraisal object (general text)
FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of method
GET_ÌNFORMATÌON

Exceptions

None.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-44
Appraisal Document - Default Review Date (HRHAP00_DOC_DEF_DR)

This Business Add-Ìn enables default values for the review date to be generated depending
on the appraisal template, appraisal document status, and validity period when the appraisal
document is created.

Methods

• DefauIt Review Date (DEFAULT_REVIEW_DATE)

This method determines the default value for the review date.

ResuIt

When you create the appraisal document, the review date can be entered as default.

Parameters

PLAN_VERSÌON (Ìmport Parameter) Plan Version
TEMPLATE_ÌD (Ìmport Parameter) Appraisal Template
S_HEADER_STATUS (Ìmport Parameter) Header ÷ Status
S_HEADER_DATES (Ìmport Parameter) Header ÷ Dates
FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method
DEFAULT_REVÌEW_DATE
REVÌEW_DATE (Changing Parameter) Review Date

Exceptions

None.

• Get Information About ImpIementation (GET_INFORMATION)

This method determines the documentation object that contains information about the
implementation.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-45
ResuIt

The system returns the documentation object.

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method
GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT (Export Parameter) Appraisal Object (General Text)

Exceptions

None.

Appraisal Document - Default Appraisal Document Validity Period
(HRHAP00_DOC_DEF_DV)

This Business Add-Ìn (BAdÌ) enables a default value for the appraisal period to be generated
depending on the appraisal template, appraiser, appraisee, and appraisal date when the
appraisal document is created.

Methods

• DefauIt AppraisaI Period (DEFAULT_PERIOD)

This method determines default values for the validity period of the appraisal document.

ResuIt

When you create the appraisal document, the validity period can be entered as default.

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method
DEFAULT_PERÌOD
PLAN_VERSÌON (Ìmport Parameter) Plan Version
TEMPLATE_ÌD (Ìmport Parameter) Appraisal Template
DÌSPLAY_VALÌDÌTY_PERÌOD (Ìmport Parameter) Output Mode

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-46

T_HEADER_APPRAÌSER (Ìmport Parameter) Header ÷ Appraiser
T_HEADER_APPRAÌSEE (Ìmport Parameter) Header ÷ Appraisee
SET_DATE (Ìmport Parameter) Appraisal Date
NO_STANDARD_DEFAULTÌNG (Export Parameter) No Standard Default Function
S_PERÌOD_VALÌDÌTY (Changing Parameter) Validity Period

Exceptions

None.

Note

The method is not executed if the system cannot determine a date and the indicator No
Standard Default Function is set.

• Get Information about ImpIementation (GET_INFORMATION)

This method determines the documentation object that contains information about the
implementation.

ResuIt

The system returns the documentation object.

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of method
GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT (Export Parameter) Appraisal object (general text)

Exceptions

None.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-47
Appraisal Document - Delete (HRHAP00_DOC_DELETE)

This Business Add-Ìn (BAdÌ) enables additional customer-specific data to be deleted. The
implementation is called via the standard Delete function.

Methods

• To HandIe Own Data - Do Not COMMIT !!! (DELETE_DOCUMENT)

This method determines the customer-specific data that has been saved using the BAdÌ
(HRHAP00_DOC_SAVE), for example, and deletes this data.

Parameters

FLT_VAL (Ìmport) Parameter FLT_VAL of method
DELETE_DOCUMENT
PLAN_VERSÌON (Ìmport) Plan version
S_APPRAÌSAL_ÌD (Ìmport) Appraisal ÌD
S_RETURN (Export) Application log: Message data

Exceptions

None.

• Get Information About ImpIementation (GET_INFORMATION)

This method determines the documentation object that contains information about the
implementation.

ResuIt

The system returns the documentation object.

Parameters

FLT_VAL (Ìmport) Parameter FLT_VAL of method
GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT (Export) Appraisal object (general text)

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-48
Exceptions

None.

Appraisal Document - Prepare Appraisal Documents
(HRHAP00_DOC_PREPARE)

This Business Add-Ìn (BAdÌ) enables you to make other implementations available for the
Prepare Appraisal Documents function.

The implementations can be selected in transaction PHAP_PREPARE.

Standard settings

The standard SAP system includes the following implementations:

• Prepare Appraisal Docs with Wizard
• Prepare Appraisal Docs with Organizational Units
• Prepare Appraisal Docs with Restricted Templates (Appraiser, Appraisee)

Methods

• Register Reporting Function (REGISTRATION)

This method determines the implementation for which the add-on application is valid, such as:

Personnel appraisal only (such as preparation using organizational unit) Training appraisal
only (for SAP Learning Solution only)

ResuIt

Ìf the method determines that the value 'X' has been entered for the parameter, the application
is available.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-49
Parameters

FLT_VAL (Ìmport) Parameter FLT_VAL of Method REGÌSTRATÌON
ADD_ON_APPLÌCATÌON (Ìmport) Add-On Application
PLAN_VERSÌON (Ìmport) Plan Version
REGÌSTER (Export) Dynamic Reporting Entries

Exceptions

None.

• Get Information About Reporting Function (GET_INFORMATION)

This method determines the documentation object that contains information about the
reporting function.

ResuIt

The system returns the documentation object.

Parameters

DOCUMENTATÌON_OBJECT (Export) Appraisal Document Object (General Text)dd-On
Application
FLT_VAL Parameter (Ìmport) Parameter FLT_VAL of Method
GET_ÌNFORMATÌON

Exceptions

None.

Parameters

DOCUMENTATÌON_OBJECT Appraisal Document Object (General Text)
FLT_VAL Parameter FLT_VAL of method
GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT (Export) Appraisal Document Object (General Text)
FLT_VAL (Ìmport) Parameter FLT_VAL of method
GET_ÌNFORMATÌON

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-50
Exceptions

None.

• Execute Reporting (PERFORM_PREPARATION)

This method starts the function as soon as it has been selected by the user. The function
could be a customer-specific report, function module, or a wizard.

Parameters

FLT_VAL (Ìmport) Parameter FLT_VAL of Method
PERFORM_REPORTÌNG
ADD_ON_APPLÌCATÌON (Ìmport) Add-On Application for Appraisal Systems
PLAN_VERSÌON (Ìmport) Plan Version
S_RETURN (Export) Application Log: Message Data

Exceptions

None.

Appraisal Document - Save Appraisal Document (HRHAP00_DOC_SAVE)

This Business Add-Ìn (BAdÌ) enables additional customer-specific data to be saved when data
is saved. The implementation is called in the following cases:

• Each time the standard save function is executed.
• When the status changes and, as such, data is saved (for example, status change to
completed).

Methods

• Save AppraisaI Document (SAVE_DOCUMENT)

This method determines the data that is to be saved.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-51
Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of method
DO_BUSÌNESS_CHECK
PLAN_VERSÌON (Ìmport Parameter) Plan Version
S_APPRAÌSAL_ÌD (Ìmport Parameter) Appraisal ÌD
TEMPLATE_ÌD (Ìmport Parameter) Appraisal Template
S_DOC_PROCESSÌNG (Ìmport Parameter) Appraisal Document: Processing
S_HEADER_TEXTS (Ìmport Parameter) Header ÷ Texts
S_HEADER_DÌSPLAY (Ìmport Parameter) Header ÷ Display
S_HEADER_STATUS (Ìmport Parameter) Appraisal Document Status (Old)
T_HEADER_APPRAÌSER (Ìmport Parameter) Header ÷ Appraiser
T_HEADER_APPRAÌSEE (Ìmport Parameter) Header ÷ Appraisee
T_HEADER (Ìmport Parameter)_PART_APPRAÌSERS
(Ìmport Parameter) Header - Part Appraisers
T_HEADER_OTHERS (Ìmport Parameter) Header - Further Participants
S_HEADER_DATES (Ìmport Parameter) Header ÷ Dates
T_BODY_COLUMNS (Ìmport Parameter) Body ÷ Columns
T_BODY_ELEMENTS (Ìmport Parameter) Body ÷ Cells
T_BODY_CELL_NOTES (Ìmport Parameter) Body - Cell Notes
VTASK (Ìmport Parameter) Type of update
S_RETURN (Export Parameter) Confirmations

Exceptions

No exceptions.

• Get Information About ImpIementation (GET_INFORMATION)

This method determines the documentation object that contains information about the
implementation.

ResuIt

As a result, the system returns the documentation object.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-52
Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of method
GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT (Export Parameter) Appraisal object (general text)

Exceptions

None.

Appraisal Document - Alternative for Status Names
(HRHAP00_DOC_STATNAME)

This Business Add-Ìn (BAdÌ) enables you to override the status names used in the SAP
standard system for specific category groups, categories, and appraisal templates.

Method

• Read Status Name (GET_STATUS_NAME)

This method reads the internal technical name of the status (1-9). You can also use this
method to assign a customer-specific name. You can define the customer-specific name for a
particular template or for all templates in a category or category group.

ResuIt

As a result, the system returns the customer-specific status name.

Note that no substatuses can be returned since these are already customer-specific.

Parameters

CAT_GROUP_ÌD (Ìmport Parameter) Appraisal Category Group ÌD
CATEGORY_ÌD (Ìmport Parameter) Appraisal Category ÌD
PLAN_VERSÌON (Ìmport Parameter) Plan Version
TEMPLATE_ÌD (Ìmport Parameter) Appraisal Template
STATUS (Ìmport Parameter) Appraisal Status
STATUS_NAME (Export) Appraisal Template Status

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-53
Exceptions

None.

Appraisal Document - Dynamic Cell Value Event
(HRHAP00_DYN_EVENT)

This Business Add-Ìn (BAdÌ) enables you to define dynamic events in the appraisal template
that are used to trigger a defined dynamic event when a particular value is entered in the
appraisal process.

The standard SAP system includes an interface, ÌF_EX_HRHAP00_DYN_EVENT, with which
you can define the type of dynamic event that is to be triggered. The standard SAP system
includes the following methods that you can implement if required:

GET_DYNAMIC_EVENT - Dynamic Event
GET_INFORMATION - Get Information About Dynamic Event
CUST_CHECK_ENHANCEMENT - Customizing Check: Enhancing Event
STAY_OR_GO - - Behavior During Status Change
ALLOW_MULTIPLE_REFERENCES - AIIow EIements for MuItipIe References

You can select these methods on the Columns tab page from the input help for the Event
field.

For more information, see the documentation for the individual methods that you can display
using the interface ÌF_EX_HRHAP00_DYN_EVENT.

Standard settings

The standard SAP system includes the BAdÌ implementation HRHAP00_DYN_ACTÌON_01.

This implementation defines that a note is mandatory when, in the appraisal process, an
element has been given the lowest possible valuation.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-54
Activities

Ìf implementations of this BAdÌ have already been created, a dialog box is displayed in which
the existing implementations are displayed. Ìn this dialog box, choose Create and proceed as
follows:

1. Ìn the dialog box, enter a name for the BAdÌ implementation in the Implementation field and
choose Create. The initial screen for creating BAdÌ implementations is displayed.
2. On the initial screen, enter a short text for the implementation in the Short Text field.
3. Choose the Interface tab index.
On the tab page, the Name field of the implementing class is filled automatically since the
system assigns a class name based on the name of your implementation.
4. Save your entries and assign a package.
5. Position your cursor on a method and double-click to branch to method processing.
6. Enter the source code for the implementation between the commands method <Ìnterface-
Name>~<Name der Methode>. und endmethod.
7. Save and activate your source code and navigate back to the Change Implementation
screen.
8. Save your entries on the Change Implementation screen.
Note: You can create a BAdÌ implementation and activate it at a later time. Ìn this case, stop
processing now.
9. Choose Activate.
When the application program is run, the source code you have stored in the method is
included.

Appraisal Document - Delete Element (HRHAP00_ENHANCE_DEL)

This Business Add-Ìn (BAdÌ) enables you to define if and when an element can be deleted
from the appraisal template.

You can access the BAdÌ for criteria groups and criteria in the appraisal catalog on the
Columns tab page in the Dynamic Settings group box.

Methods

• Get Information About DeIete (GET_INFORMATION)

The method GET_ÌNFORMATÌON is used to display the blue info button in the appraisal
catalog on the Columns tab page.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-55
ResuIt

The method determines the documentation object.

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method
GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT (Export Parameter) Documentation Object

Exceptions

None.

• AppraisaI Document: Check the ExecutabiIity of DeIetion (CHECK_EXECUTABILITY)

Depending on the participant, system date, and the status of the appraisal document, this
method determines whether or not the Delete icon is displayed in the appraisal document
and whether or not the participant can click on it.

Ìn the example implementation included in the standard SAP system, the icon is only
displayed when the appraisal document has the status In Planning. Ìf the appraisal document
has any other status, the icon is hidden.

ResuIt

The method returns one of the following values for the pushbutton:
Pushbutton executable
Pushbutton not executable
Pushbutton hidden
Pushbutton visible

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method
CHECK_EXECUTABÌLÌTY
PLAN_VERSÌON (Ìmport Parameter) Plan Version
S_APPRAÌSAL_ÌD (Ìmport Parameter) Appraisal Document ÌD
T_HEADER_APPRAÌSER (Ìmport Parameter) Header ÷ Appraiser

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-56
T_HEADER_APPRAÌSEE (Ìmport Parameter) Header ÷ Appraisee
T_HEADER_PART_APPRAÌSERS (Ìmport Parameter) Header - Part Appraiser
T_HEADER_OTHERS (Ìmport Parameter) Header - Further Participants
S_HEADER_DATES (Ìmport Parameter) Header- Dates
S_HEADER_STATUS (Ìmport Parameter) Header ÷ Status
S_DOC_PROCESSÌNG (Ìmport Parameter) Document: Processing
EXECUTABLE (Export Parameter) 'X'=Pushbutton Active; '
'=Pushbutton Not Active
HÌDE_BUTTON (Export Parameter) 'X'=Pushbutton Hidden (for
EXECUTABLE=' '); '
'=Visible

Exceptions

None.

Appraisal Document - Fixed Enhancement (HRHAP00_ENHANCE_FIX)

This Business Add-Ìn enables you to incorporate fixed enhancements. The required elements
are inserted into the appraisal document in a one-off action without a user dialog when the
status of the appraisal document is changed from In Planning to any other status.

Standard settings

When you set up the appraisal template, you can select existing implementations of the BAdÌ
definition on the Columns tab page.

ExampIe

Ìf choose a fixed enhancement when you set up the appraisal template, the user can select in
the appraisal document whether or not qualifications are to be imported into the appraisal
document.

Accordingly, aII previousIy missing and/or inadequate qualifications required for the
appraisee's position are imported into the appraisal document. That is, the user cannot decide
which of the existing qualifications are to be imported by the system.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-57
Methods

• Get Information About Enhancement (GET_INFORMATION)

This method determines the documentation object that contains information about the
implementation.

ResuIt

The system returns the documentation object.

Parameters

FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of Method
GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT(Exporting Parameter) Documentation Object

Exceptions

None.

• AIIow EIements for MuItipIe Reference (ALLOW_MULTIPLE_REFERENCES)

This method determines the reference elements of the object.

ResuIt

The method returns the attributes of the reference element.

Parameters

FLT_VAL (Ìmporting parameter) Parameter FLT_VAL of Method
MULTÌPLE_REFERENCE_ELEMENTS
MULTÌPLE_REFERENCES (Exporting parameter) Multiple References

Exceptions

None.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-58
Notes

When you select a fixed enhancement, you must create a reference element that has
appraisal-specific settings (attributes) and acts as a container. Each fixed enhancement of the
BAdÌ definition refers to the attributes of this reference element.

The standard SAP system includes just one reference element.

Ìf you want to use multiple reference elements, you must specify in the implementation of the
customerspecific
enhancement the reference element to which the element is to refer.

ExampIe

Qualifications
Soft Skills
-> Reference Element 1: Team Skills - (Appraisal Scale 1 - 5)

Language Skills
-> Reference Element 2: Language - (Language Scale)

• AppraisaI Document: Enhance AppraisaI Document (ENHANCE_DOCUMENT)

This method determines the selected enhancement based on particular criteria.

ResuIt

The method returns the elements that are to be added to the appraisal document.

Parameters

FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of Method
ENHANCE_DOCUMENT
BASE_ROW_ÌÌD (Ìmporting Parameter) Ìnternal Row ÌD (Fixed - Foreign Key
for Cell Tables)
PLAN_VERSÌON (Ìmporting Parameter) Plan Version
S_APPRAÌSAL_ÌD (Ìmporting Parameter) Appraisal ÌD
T_HEADER_APPRAÌSER (Ìmporting Parameter) Header ÷ Appraiser
T_HEADER_APPRAÌSEE (Ìmporting Parameter) Header ÷ Appraisee

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-59

T_HEADER_PART_APPRAÌSERS (Ìmporting Parameter) Header - Part Appraisers
T_HEADER_OTHERS (Ìmporting Parameter) Header - Further
Participants
S_HEADER_DATES (Ìmporting Parameter) Header ÷ Dates
S_HEADER_STATUS (Ìmporting Parameter) Header ÷ Status
T_BODY_ELEMENTS (Ìmporting Parameter) Body ÷ Elements
ENHANCEMENT_TYPE (Exporting parameter) Enhancement Type (See
Domain Fixed Values)
T_ENHANCEMENT_ELEMENTS (Exporting parameter) Elements to Be Added to
Appraisal Document
S_RETURN (Exporting parameter) Confirmation

Exceptions

None.

Notes

The exporting parameter ENHANCEMENT_TYPE specifies the position in which the
additionally determined elements are to be added. For instance, the elements can be inserted
above or below the elements that exist in the criteria groups.

Appraisal Document - Free Enhancement (HRHAP00_ENHANCE_FREE)
This Business Add-Ìn enables one or more additional elements to be inserted to an appraisal
document in a user dialog.

Ìn a dialog box, for example, a user can select the elements he or she requires from a list of
qualifications and add these elements to the appraisal document.

Standard Settings

When you set up the appraisal template, you can select existing implementations of the BAdÌ
definition on the Columns tab page.

Methods

• Get Information about Enhancement (GET_INFORMATION)

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-60
This method determines the documentation object that contains information about the
implementation.

The system returns the documentation object.

Parameters

FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of Method
GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT(Exporting parameter) Documentation Object

Exceptions

None.

• AIIow EIements for MuItipIe Reference (ALLOW_MULTIPLE_REFERENCES)

This method determines the reference element of the object.

ResuIt

The method returns the attributes of the reference method.

Parameters

FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of Method
MULTÌPLE_REFERENCE_ELEMENTS
MULTÌPLE_REFERENCES (Exporting parameter) Multiple References

Exceptions

None.

• AppraisaI Document: Enhance AppraisaI Document (ENHANCE_DOCUMENT)

This method determines the selected enhancement depending on specific criteria.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-61
ResuIt

The method returns the elements that are to be added to the appraisal document.

Parameters

FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of
Method
ENHANCE_DOCUMENT
BASE_ROW_ÌÌD (Ìmporting Parameter) Ìnternal Row ÌD (Fixed -
Foreign Key for Cell Tables)
PLAN_VERSÌON (Ìmporting Parameter) Plan Version
S_APPRAÌSAL_ÌD (Ìmporting Parameter) Appraisal ÌD
T_HEADER_APPRAÌSER (Ìmporting Parameter) Header - Appraiser
T_HEADER_APPRAÌSEE (Ìmporting Parameter) Header - Appraisee
T_HEADER_PART_APPRAÌSERS (Ìmporting Parameter) Header - Part Appraisers
T_HEADER_OTHERS (Ìmporting Parameter) Header - Further Participants
S_HEADER_DATES (Ìmporting Parameter) Header - Dates
S_HEADER_STATUS (Ìmporting Parameter) Header - Status
T_BODY_ELEMENTS (Ìmporting Parameter) Body - Elements
UÌ_MODE (Ìmporting Parameter) User Ìnterface Mode
UÌ_DEFERRED (Exporting Parameter) 'X'=UÌ Displayed Later
ENHANCEMENT_TYPE (Exporting Parameter) Enhancement Type (See
Domain Fixed Values)
T_ENHANCEMENT_ELEMENTS (Exporting Parameter) Elements to Be Added to
Appraisal Document
S_RETURN Application Log: Message Data

Exceptions

None.

Notes

Note the information about the following parameters:

ENHANCEMENT_TYPE
The parameter specifies the position in which the additionally determined elements are
to be inserted. For example, they can be inserted above or below the elements already
created in the criteria groups.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-62
HAP_UÌ_MODE
This parameter is used to determine the user interface mode. That is, whether or not it
is a Web interface or an ERP interface.

UÌ_DEFFERED
This parameter transfers information to the calling program that the dialog is to be
executed at a later point in time and is not to be processed by the program itself.

Ìn the implementation, you must specify which function module is to be used and which HTML
page is to
be called.

Appraisal Document - Follow-Up Processing (Background)
(HRHAP00_FOLLOW_UP)

This Business Add-Ìn (BAdÌ) enables you to provide enhancements that can be used to
perform followup processing, such as make changes to the appraisee's qualifications in the
qualification profile, for an appraisal document as a background task. You specify the
enhancements on the Processing tab page.

Note

Ìf the Activate Approval Process indicator is not set, follow-up processing is triggered
when the appraisal document has the status Completed.

Ìf the Activate Approval Process indicator has been set, follow-up processing is triggered
later when the appraisal document has the status Approved or Closed Approved.

Standard settings

The standard SAP system includes the following implementations:

Adjust Qualifications (as of validity start date, with and without notes)

Adjust Qualifications (as of validity end date, with and without notes)

Methods

• Get Information About FoIIow-Up Processing (GET_INFORMATION)

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-63

This method determines the documentation object that contains information about follow-up
processing.

ResuIt

The system returns the documentation object.

Parameters

DOCUMENTATÌON_OBJECT (Exporting Parameter) Documentation object
FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of method
GET_ÌNFORMATÌON

Exceptions

None.

• FoIIow-Up Processing (FOLLOW_UP)

This method determines the documentation object that contains information about follow-up
processing.

ResuIt

The system returns the documentation object.

Parameters

DOCUMENTATÌON_OBJECT (Exporting Parameter) Documentation object
FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of method
GET_ÌNFORMATÌON

Exceptions

None.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-64
Appraisal Document - Follow-Up Processing (Dialog)
(HRHAP00_FOLLOW_UP_D)

This Business Add-Ìn (BAdÌ) enables you to provide enhancements with which the system can
perform follow-up processing in diaIog for the appraisal document, such as adjust the
appraisee's qualifications in the qualifications profile. You specify these enhancements on the
Processing tab page.

See also the way in which the Business Add-Ìn Appraisal Document ÷ Follow Up Processing
(Background) (HRHAP00_FOLLOW_UP) functions.

Methods

• Get Information About FoIIow-Up Processing (GET_INFORMATION)

This method determines the documentation object that contains information about follow-up
processing.

ResuIt

The system returns the documentation object.

Parameters

DOCUMENTATÌON_OBJECT (Exporting Parameter) Documentation object
FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of method
GET_ÌNFORMATÌON

Exceptions

None.

• FoIIow-Up Processing (FOLLOW_UP)

This method returns the ÌD of the appraisal document with which the final appraisal data can
be read. Follow-up processing can be performed using this ÌD.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-65
Example:

Ìn the end result for an appraisal document, the value for a particular qualification is changed.
The method determines the value of the qualification, which can then be transferred to the
appraisee's qualifications profile.
The parameter S_RETURN enables processing messages and errors to be output. These
messages and errors do not have any affect on the appraisal document.

Note: Ìf errors occur during follow-up processing, the administrator can start follow-up
processing again manually.

Parameters

PLAN_VERSÌON (Ìmport) Plan Version
APPRAÌSAL_ÌD (Ìmport) Appraisal Document ÌD
FLT_VAL (Ìmport) Parameter FLT_VAL of Method FOLLOW_UP
S_RETURN (Export) Application Log: Message Data

Exceptions

None.

Appraisal Documents - Filter HRHAP_DOCUMENT_GET_LIST_XXL
(HRHAP00_GET_LIST_FLT)

This Business Add-Ìn (BAdÌ) enables you to filter appraisal documents according to various
search criteria in the form of overview lists from all existing appraisal documents.

The BAdÌ is called after the function module GET_LIST_XXL has been run.

This function is used in the administrator function. The administrator create variants to define
certain selection criteria according to which appraisal documents can be filtered.

Method

• Use FiIter VaIue for Lists (GET_LIST_XXL)

This method determines the appraisal documents that fulfill the specified selection criteria.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-66
ResuIt

The system creates a list of all appraisal documents that fulfill the criteria.

Parameters

FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of Method
GET_LÌST_XXL
ADD_ON_APPLÌCATÌON (Ìmporting Parameter) Add-On Application for Appraisal
Systems
PLAN_VERSÌON (Ìmporting Parameter) Plan Version
T_TEMPLATES (Ìmporting Parameter) HR Object
T_TMPL_DETAÌL (Ìmporting Parameter) Appraisal Document Selection: For a
Template at Element Level
T_APPRAÌSERS (Ìmporting Parameter) (Enhanced HR Object)
S_AND_OR (Ìmporting Parameter) Appraisal Document Selection:
AND/OR Option for All Participants
T_APPRAÌSEES (Ìmporting Parameter) HR Object (Enhanced)
T_PART_APPRAÌSERS (Ìmporting Parameter) HR Object (Enhanced)
T_OTHERS (Ìmporting Parameter) HR Object (Enhanced)
S_SEL_DATE (Ìmporting Parameter) Appraisal Document Selection: Data
Fields
S_SEL_STATUS (Ìmporting Parameter) Appraisal Document Selection:
Appraisal Document Status
T_SEL_STATUS_SUB (Ìmporting Parameter) Substatus of Appraisal Document
S_SEL_WÌTH_OR_WÌTHOUT (Ìmporting Parameter) Selection of Objects with or Without
Appraisal Document
T_DOCUMENTS (Changing Parameter) Appraisal Document List (Formatted
for Output)

Exceptions

None.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-67
Maximum Number of Part Appraisers (HRHAP00_MAX_P_APPER)

This Business Add-Ìn (BAdÌ) enables you to reduce the maximum number of part appraisers
defined in the standard SAP system.

The processing settings in the appraisal template must allow part appraisers.

Methods

• Get Maximum Number of Part Appraisers (GET_MAXIMUM_NUMBER)

The method determines the calculated number of part appraisers.

ResuIt

The number of desired part appraisers is returned.

Note

The calculated number of part appraisers must always be greater than the desired number of
part appraisers. Ìf this is not the case, the system outputs an error message and resets the
desired value.

Parameters

FLT_VAL (Ìmport) Parameter FLT_VAL of Method
MAXÌMUM_NUMBER_GET
CALCULATED_NUMBER (Ìmport) Calculated Number of Part Appraisers
MAXÌMUM_NUMBER (Export) Number of Part Appraisers (set by implementation)

Exceptions

None.

• Get Information About ImpIementation (GET_INFORMATION)

This method determines the documentation object that contains information about the number
of part appraisers.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-68
ResuIt

The system returns the documentation object.

Parameters

FLT_VAL (Ìmport) Parameter FLT_VAL of Method
GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT (Export) Documentation Object

Exceptions

None.

Appraisal Document - Reporting (Generic Variants)
(HRHAP00_REP_GEN_VAR)

This Business Add-Ìn (BAdÌ) enables you to create generic variants in Add-On specific
systems by transferring certain field values to a routine depending on the current user.

You can create generic variants for the following applications:

Change Appraisal Document (phap_change[_pa])

Administrator Functions (phap_admin[_pa])

Evaluate Appraisal Documents (phap_search[_pa])

ExampIe

For the Change Appraisal Document application, you create a generic variant that determines
all the employees of a manager as participants in the appraisal process. When the application
is called, this generic variant selects all the employees of a particular manager and displays
them as appraisees in the appraisal document.

Methods

• Get PossibIe Generic FieId VaIues (FIELD_VALUES_GET)

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-69
This method determines the generic field values possible and thereby defines the fields for
which generic variants are possibIe.

Parameters

ADD_ON_APPLÌCATÌON (Ìmport) Add-On Application
VAR_FÌELD_KEY (Ìmport) Variant - Field Key
T_GENERÌC_VALUES (Changing) Reporting Variants - Generic Value

Exceptions

None.

• FiII SeIection Criteria for a Specific Generic FieId VaIue
(FILL_SELECTION_CRITERIA)

This method determines which values are to be imported into the implementation according to
the field and its corresponding generic variant.

Example:

Depending on a manager's user, the users of all employees in the manager's area of
responsibility are determined.

Parameters

ADD_ON_APPLÌCATÌON (Ìmport) Add-On Application for Appraisal Systems
VAR_FÌELD_KEY (Ìmport) Variant - Field Key
VAR_FÌELD_VALUE (Ìmport) Variant - Field Value
S_SEL_CRÌTERÌA (Changing) All Selection Parameters for Appraisal Document
Search

Exceptions

None.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-70
Appraisal Document - Reporting (HRHAP00_REPORTING)

This Business Add-Ìn (BAdÌ) enables you to define that certain executable reporting functions
such as ranked lists can be used.

Methods

• Register Reporting Function (REGISTRATION)

This method determines whether the specific reporting function can be executed with a
particular selection.

Example:

For the Create Ranked List function, the method determines whether several completed
appraisal documents exist in the system. Ìt only makes sense to create a ranked list if several
appraisal documents exist.

Parameters

FLT_VAL (Ìmport) Parameter FLT_VAL of Method REGÌSTRATÌON
S_SELECTÌON_CRÌTERÌA (Ìmport) All Selection Parameters for Appraisal Document
Search
T_SELECTED_DOCUMENTS (Ìmport) Appraisal List (Prepared for Output)
S_REFERENCE_DOCUMENT (Ìmport) Reference Document ÌD
S_REPORTÌNG (Export) Dynamic Reporting Entries

Exceptions

None.

• Get Information about Reporting Function (GET_INFORMATION)

This method checks the number of existing implementations. The system runs the check for
each reporting list.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-71
Parameters

FLT_VAL (Ìmport) Parameter FLT_VAL of Method
GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT (Export) Appraisal Document Object (General Text)

Exceptions

None.

• Execute Reporting (PERFORM_REPORTING)

This method executes the reporting function which you require to be executed.

Parameters

FLT_VAL (Ìmport) Parameter FLT_VAL of Method
PERFORM_REPORTÌNG
READ_DOC_ATTRÌBUTES (Ìmport) 'X'=Read Attributes of T_SELECTED_DOCUMENTS
Again
T_SELECTED_DOCUMENTS (Ìmport) Appraisal List (Prepared for Output)
S_REFERENCE_DOCUMENT (Ìmport) Reference Appraisal ÌD
S_RETURN (Export) Application Log: Message Data

Exceptions

None.

Appraisal Document - Object Selection (Role and To-Do List)
(HRHAP00_SELECTION)

This Business Add-Ìn (BAdÌ) enables you to determine all objects that belong to a particular
object.

Standard settings

The standard SAP system includes numerous example implementations.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-72

ExampIe

The system uses the interface for the object Self to determine all related objects such as
System User and User ID.

Methods

• Get TempIate Information (GET_INFORMATION)

This method determines the documentation object that contains template information.

ResuIt

The system returns the documentation object.

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method GET-ÌNFORMATÌON
DOCUMENTATÌON_OBJECT (Export Parameter) Documentation Object

Exceptions

None.

• Get AII Objects with Current RoIe (for Base Object) (GET_ALL_OBJECTS)

The method determines for the specified object, for example the current user, all related
objects.

ResuIt

The system returns all related objects.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-73
Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method
GET_ALL_OBJECTS
T_OBJECTS_BASE (Ìmport Parameter) Start Objects
FROM_DATE (Ìmport Parameter) Valid from
TO_DATE (Ìmport Parameter) Valid to
T_TARGET_TYPES (Ìmport Parameter) Target Types for Found Objects
T_OBJECTS (Ìmport Parameter) Objects Found
S_RETURN (Ìmport Parameter) Application Log: Message Data

Exceptions

None.

Appraisal Document - Text Replacement (HRHAP00_TEXT_SUBST)

This Business Add-Ìn (BAdÌ) enables you to define placeholders in the Description element
and have these placeholders replaced with the appropriate value in the appraisal document.

Furthermore, this BAdÌ also enables you to define the value that is to replace the placeholder.
This information is displayed on the Layout tab page.

Standard settings

Ìn the standard SAP system, the appraisal catalog includes an example implementation.

ExampIe

You can define a placeholder that determines the name of the appraiser.

Methods

• Text RepIacement (GET_TEXT_SUBSTITUTE)

This method fills a placeholder with the required object, such as the name of the appraiser.
On the Layout tab page in the appraisal catalog, you can select the object that is to replace
the

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-74
placeholder under Further -> Text Replacement by pressing the Text Replacement
pushbutton.

Prerequisites

On the tab page, you have selected the implementation Name of Appraiser and Appraisee in
the Text Replacement field.

ResuIt

The system returns the required object.

Parameters

T_HEADER_APPRAÌSER (Ìmport Parameter) Header ÷ Appraiser
T_HEADER_APPRAÌSEE (Ìmport Parameter) Header ÷ Appraisee
T_HEADER_PART_APPRAÌSERS (Ìmport Parameter) Header - Part Appraisers
T_HEADER_OTHERS (Ìmport Parameter) Header - Further Participants
S_HEADER_STATUS (Ìmport Parameter) Header ÷ Status
S_HEADER_DATES (Ìmport Parameter) Header ÷ Dates
FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method
GET_TEXT_SUBSTÌTUTE
T_TEXT_SUBST (Export Parameter) Table Type for Replacement
Parameters for Text Replacement.

Exceptions

None.

• DefauIt Text RepIacement (GET_TEXT_SUBST_DEFAULT)

This method fills the placeholder in the appraisal catalog, for example, it replaces &1
Appraiser with the name of the appraiser.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-75
Parameters

T_TEXT_SUBST (Export Parameter) Table Type for Replacement Parameters for Text
replacement
FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method
GET_TEXT_SUBST_DEFAULT

Exceptions

None.

Development: Application - Add-On Dependent Template Restriction
(HRHAP00_TMPL_608)

This Business Add-Ìn is a technical object that must not be changed.

Alternatively, you can use the BAdÌ HRHAP00_TMPL_RESTR to make the search help Add-
On dependent.

Catalog - Create Example Templates (HRHAP00_TMPL_EXAMPLE)

This Business Add-Ìn enables preconfigured templates to be generated as examples in the
appraisal catalog.

Methods

• Register Creation for Current Category (REGISTRATION)

This method checks the category settings according to which the user wants to create a
template. Ìf the settings in the appraisal catalog are not compatible with the desired example
template, the example template is not registered and, as such, it is not displayed in the
selection list.

ResuIt

The system returns the desired example template.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-76
Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method REGÌSTRATÌON
CAT_GROUP_ÌD (Ìmport Parameter) Appraisal Category Group ÌD
CATEGORY_ÌD (Ìmport Parameter) Appraisal Category ÌD
REGÌSTER (Export Parameter) Flag: Register Current BAdÌ Ìmplementation

Exceptions

None.

• Get TempIate Information (GET_INFORMATION)

This method determines the documentation object that contains information about the
appraisal template.

ResuIt

The system returns the documentation object.

Parameters

FLT_VAL (Export Parameter) Parameter FLT_VAL of Method
GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT (Ìmport Parameter) Appraisal Document Object (General
Text)

Exceptions

None.

• Create Form (CREATE_TEMPLATE)

This method creates the required template configuration.

ResuIt

The system returns the required template as an example.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-77
Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method
CREATE_TEMPLATE
PLAN_VERSÌON (Ìmport Parameter) Plan Version
CAT_GROUP_ÌD (Ìmport Parameter) Appraisal Category Group ÌD
CATEGORY_ÌD (Ìmport Parameter) Appraisal Category ÌD
NEW_TEMPLATE_ÌD (Export Parameter) Appraisal Template ÌD
S_RETURN (Export Parameter) Return Structure

Exceptions

None.

Note

Add-On-dependent appraisal templates, such as for SAP Learning Solution (LSO), have to be
registered before they can be selected.

AppraisaI Get List oI Templates (HRHAP00¸TMPL¸GETLIST)

This Business Add-Ìn (BAdÌ) enables you to determine, according to previously defined
criteria, a list of all appraisals existing in the SAP system by selecting the ÌD of every appraisal
document.

Method

• Get TempIate List (GET_LIST)

Diese Methode ermittelt anhand einer vorgegebenen Variante, die eine Filterung nach
verschiedenen Selektionskriterien ermöglicht, alle existierenden, den gewählten Kriterien
entsprechenden Beurteilungsdokumente.

This method determines according to a given plan version allowing to filter for different
selection criteria
all existing appraisals which reflect the selected criteria.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-78
Parameters

ADD_ON_APPLÌCATÌON (Ìmport Parameter) Add-On-Application for Appraisal Systems
PLAN_VERSÌON (Ìmport Parameter) Plan Version
SEARCH_STRÌNG (Ìmport Parameter) Search Term
FROM_DATE (Ìmport Parameter) Valid From
TO_DATE (Ìmport Parameter) Valid To
T_APPRAÌSER (Ìmport Parameter) Header - Appraiser
T_APPRAÌSEE (Ìmport Parameter) Header - Appraisee
T_TEMPLATES (Export Parameter) Templates Found
S_RETURN (Export Parameter) Application Log : Message Data
R3_NO_DÌALOG (Changing Parameter) No Dialog

Exceptions

None.

Add-On Dependent Restriction of Search Help (HRHAP00_TMPL_RESTR)

This Business Add-Ìn (BAdÌ) enables you to restrict, according to particular values (such as
employee attributes), which appraisal templates can be selected by appraisers, appraisees,
and part appraisers.
You can choose from the following options:

• Restrict SeIection of AppraisaI TempIates to Specific EmpIoyee Groups

Ìf it is known for which employees the appraisal documents are to be created, the
appraisal templates that are possible for the employee attributes (such as Job) are
offered for selection.
For example, for the job Secretary, only the appraisal template for secretaries can be
elected.

• Restrict SeIection of EmpIoyees According to AppraisaI TempIate

Ìf it is not known for which employee the appraisal document is to be created, the
appraisal template is selected first. Ìnput help restricts the selection available to
include only those employees who, according to their employee attributes, can be
considered for the selected appraisal template.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-79
ExampIe

The following provides you with an example BAdÌ implementation for the BAdÌ definition
HRHAP00_TMPL_RESTR. This implementation enables you to restrict the selection of
appraisal templates according to employee attributes.

The 608 relationship, defined previously in the structure HR_GET_STRUCTURE,
between organizational unit and appraisal template or job and appraisal template
dictates which appraisal templates can be selected.

METHOD if_ex_hrhap_restrict_data~template_get_list.
DATA: l_result TYPE objec,
lt_result_tab TYPE objec_t,

l_appraisee TYPE hap_s_header_appraisee,

l_template TYPE hrobject,

l_msgno TYPE char3,

t_templates_tmp TYPE hap_t_hrobject.

ÌF NOT t_appraisee ÌS ÌNÌTÌAL.
READ TABLE t_appraisee ÌNTO l_appraisee ÌNDEX 1.
CALL FUNCTÌON 'HR_STRUCTURE_GET'
EXPORTÌNG
ROOT_PLVAR = l_appraisee-PLAN_VERSÌON
ROOT_OTYPE = l_appraisee-type
ROOT_OBJÌD = l_appraisee-id
PATHÌD = 'HAP608UP'
STRU_STATUS_VECTOR = '12345'
ÌMPORTÌNG
RESULT_OBJECTS = lt_result_tab
EXCEPTÌONS
PLVAR_NOT_FOUND = 1
ROOT_NOT_FOUND = 2
PATH_NOT_FOUND = 3
ÌNTERNAL_ERROR = 4
OTHERS = 5.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-80
ÌF sy-subrc <> 0.
l_msgno = sy-msgno.
CALL FUNCTÌON 'HRHAP_MESSAGE_FÌLL'
EXPORTÌNG
msgno = l_msgno
ÌMPORTÌNG
s_return = s_return.
EXÌT.
ENDÌF.
ÌF t_templates ÌS ÌNÌTÌAL.

* There is no previous restriction according to the 608 relationship
* Deliver all the templates found
LOOP AT lt_result_tab ÌNTO l_result WHERE otype = 'VA'.
MOVE-CORRESPONDÌNG l_result TO l_template.
l_template-plvar = plan_version.
APPEND l_template TO t_templates.
ENDLOOP.
ELSE.

* There was a previous restriction according to the 608 relationship.
* Deliver only the templates that pass both filters. So from the found
* templates, take out the ones that are not in T_TEMPLATES (list of
* restricted templates according to the 608 relationship)
LOOP AT lt_result_tab ÌNTO l_result WHERE otype = 'VA'.
MOVE-CORRESPONDÌNG l_result TO l_template.
l_template-plvar = plan_version.
READ TABLE t_templates FROM l_template TRANSPORTÌNG NO FÌELDS.
ÌF sy-subrc = 0.
* The template is also in T_TEMPLATES, so it passed the 608 filter too
* --> Add it to the result list.
APPEND l_template TO t_templates_tmp.
ENDÌF.
ENDLOOP.
t_templates = t_templates_tmp.
ENDÌF.
ENDÌF.
ENDMETHOD. "if_ex_hrhap_restrict_data~template_get_list

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-81
Interface IF_EX_HRHAP_RESTRICT_DATA

This interface provides the following methods for the BAdÌ Add-On Dependent Restriction of
Search Help (HRHAP00_TMPL_RESTR):

TEMPLATE_GET_LÌST (Ìnstance Method) Read Allowed Templates
APPRAÌSER_GET_LÌST (Ìnstance Method) Read Allowed Appraisers
APPRAÌSER_CHECK_ALLOWED (Ìnstance Method) Check Whether Appraiser Ìs Allowed
APPRAÌSEE_GET_LÌST (Ìnstance Method) Read Allowed Appraisees
APPRAÌSEE_CHECK_ALLOWED (Ìnstance Method) Check Whether Appraisee Ìs Allowed
PART_APPRAÌSER_GET_LÌST (Ìnstance Method) Read Allowed Part Appraisers
PART_APPRAÌSER_CHECK_ALLO (Ìnstance Method) Check Whether Part Appraiser Ìs
Allowed
OTHERS_GET_LÌST (Ìnstance Method) Read Allowed Further Participants
OTHERS_CHECK_ALLOWED (Ìnstance Method) Check Whether Further Participant Ìs
Allowed

Use

The methods of this interface have the following tasks:

Enforce restrictions for methods, such as for appraisees

Check whether the proposed appraisee is allowed

(Example: A manager can only select employees that belong to his or her area of
responsibility.)

CataIog - Create TempIates Using Wizard (HRHAP00¸TMPL¸WIZARD)

Business Add-Ìn (BAdÌ) enables you to use a wizard to create templates in the appraisal
catalog. You can select the implementations in transaction Prepare Appraisal Documents
(PHAP_PREPARE).

Methods

• Register Creation for Current Category (REGISTRATION)

This method checks whether the current category could be registered.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-82
Parameters

FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of Method REGÌSTRATÌON
CAT_GROUP_ÌD (Ìmporting Parameter) Appraisal Category Group ÌD
CATEGORY_ÌD (Ìmporting Parameter) Appraisal Category ÌD
REGÌSTER (Exporting Parameter) Check Whether Part Appraiser Ìs Allowed

Exceptions

None.

• Get TempIate Information (GET_INFORMATION)

This method determines information about the template.

Parameters
FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of Method
GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT (Exporting Parameter) Appraisal Document Object (General
Text)

Exceptions

None.

• Create Form (CREATE_TEMPLATE)

This method uses various parameters to determine the data required and creates the
appraisal template.

ResuIt

The system returns the appraisal template ÌD and the return structure.

Parameters

FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of Method
CREATE_TEMPLATE
PLAN_VERSÌON (Ìmporting Parameter) Plan Version

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-83

CAT_GROUP_ÌD (Ìmporting Parameter) Appraisal Category Group ÌD
CATEGORY_ÌD Appraisal Category ÌD
NEW_TEMPLATE_ÌD (Exporting Parameter) Appraisal Template ÌD
S_RETURN (Exporting Parameter) Return Structure

Exceptions

None.

Appraisal Document - Value Determination (HRHAP00_VAL_DET)

This Business Add-Ìn enables the SAP system to execute the following functions:

• Read and display values

Such as determine the current value of a qualification and determine previous value of
appraisal document.

• Calculate values

Such as calculate average value and calculate total.
The system executes these functions without a user dialog.

Methods

• Get Information About VaIue Determination (GET_INFORMATION)

This method determines information about the implementation.

ResuIt

As a result, the system returns the documentation object.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-84
Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of method
GET_ÌNFORMATÌON
DOCUMENTATÌON_OBJECT (Export Parameter) Documentation object

Exceptions

None.

• Check Whether VaIue Determination Is to Be Executed (CHECK_EXECUTABILITY)

This method checks the value determined depending on the header and body data in the
appraisal document or depending on the previous results.

ResuIt

The system returns information regarding whether or not value determination is to be
performed again.

ExampIe:

When reading and displaying values for the previous year, the method checks whether value
determination has already been performed since this data does not change and value
determination must therefore only be performed once.

The system determines that the appraisal document has a status other than In Process. The
method can return the Do Not Perform Value Determination Again indicator.

Parameters

FLT_VAL (Ìmporting Parameter) Enhancement for Appraisal Value
Determination
S_VAL_DET_BASE (Ìmporting Parameter) Basis for Value Determination
S_DOC_PROCESSÌNG (Ìmporting Parameter) Appraisal Document: Processing
S_HEADER_STATUS (Ìmporting Parameter) Header ÷ Status
T_HEADER_APPRAÌSER (Ìmporting Parameter) Header ÷ Appraiser
T_HEADER_APPRAÌSEE (Ìmporting Parameter) Header ÷ Appraisee
T_HEADER_PART_APPRAÌSERS (Ìmporting Parameter) Header - Part Appraiser
T_HEADER _OTHERS (Ìmporting Parameter) Header - Further Participants

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-85
S_HEADER_DATES (Ìmporting Parameter) Header ÷ Dates
T_BODY_COLUMNS (Ìmporting Parameter) Body ÷ Columns
T_BODY_CELLS_NEW (Ìmporting Parameter) Body ÷ Cells
T_BODY_CELLS_OLD (Ìmporting Parameter) Body ÷ Cells
T_BODY_ELEMENTS_NEW (Ìmporting Parameter) Body ÷ Elements
T_BODY_ELEMENTS_OLD (Ìmporting Parameter) Body ÷ Elements
NO_EXECUTÌON (Exporting Parameter) Single-Character Ìndicator

Exceptions

ERROR_OCCURRED

• Check User Interface Dependency on VaIue Determination
(CHECK_UI_DEPENDENCY)

This method executes a check for value determination according to the user interface.

Ìf you want values to be determined in the graphical user interface in a manner that differs
from the way in which they are determined in the Web application, the system sets the
parameter UI_Dependency to True.

For the graphical user interface, the system normally performs processing. For the Business
Server Page (BSP), however, the system interrupts processing and, at a later time in the
program flow, calls a different URL that completes processing.

Note

Note that the URL must be an absolute URL.

Parameters

FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of Method
CHECK_UÌ_DEPENDENCY
UÌ_DEPENDENT (Ìmporting Parameter) User-Ìnterface Dependent Use Relevant
Ìnteraction)
BSP_URL (Exporting Parameter) BSP Controller for Executing Value Determination

Exceptions

None.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-86
VaIue Determination (VALUE_DETERMINATION)

This method reads and displays values and performs calculations for value determination
depending on the results to be determined for cells in the appraisal document.

Value determination is only performed for the element in the appraisal document that is
currently being processed. Depending on whether or not a new calculation has been
performed, the system sets the parameter VAL_DET_OCCUR, which informs how often the
check has been performed.

Parameters

PLAN_VERSÌON (Ìmporting Parameter) Plan Version
S_APPRAÌSAL_ÌD (Ìmporting Parameter) Appraisal ÌD
S_BASE_CELL (Ìmporting Parameter) Base Cell for Value Determination
S_HEADER_STATUS (Ìmporting Parameter) Header ÷ Status
T_HEADER_APPRAÌSER (Ìmporting Parameter) Header ÷ Appraiser
T_HEADER_APPRAÌSEE (Ìmporting Parameter) Header ÷ Appraisee
T_HEADER_PART_APPRAÌSERS (Ìmporting Parameter) Header - Part Appraiser
T_HEADER_OTHERS (Ìmporting Parameter) Header - Further Participants
S_HEADER_DATES (Ìmporting Parameter) Body ÷ Dates
T_BODY_COLUMNS (Ìmporting Parameter) Body ÷ Columns
T_BODY_ELEMENTS (Ìmporting Parameter) Body ÷ Elements
FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of Method
VALUE_DETERMÌNATÌON
NEW_VALUE_DETERMÌNED (Exporting Parameter) New Value Determined
S_RETURN (Exporting Parameter) Error Ìnformation
T_BODY_CELLS (Changing Parameter) Body ÷ Cells
T_BODY_CELL_NOTES (Changing Parameter) Body - Cell Notes

Exceptions

VALUE_DETERMÌNATÌON_ERROR

• Customizing: Restriction for Specific CoIumns ? (Input HeIp)

This method checks at element level whether values have been calculated or defined for a
particular column, for example, for reading SEM data in the Objective Setting column (OBJ0).

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-87
ResuIt

Ìf neither an implementation nor a column has been defined, no values are determined.

Parameters

FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of Method
COLUMN_RESTRÌCTÌON
COLUMN_ÌD (Ìmporting Parameter) Appraisal Document Column ÌD
AVAÌLABLE (Export Parameter) Value Determination Available for Column

Exceptions

None.

• Customizing Check: Can VaIue Determination Be Executed?
(CUST_CHECK_EXECUTABILITY)

This method determines for the selected value determination whether the prerequisites for
value determination, such as for scales and notes, are fulfilled.

Example:

When reading SEM data stored in a note field, the method checks whether a note field
exists for the element.

Ìn the case of development items, it checks whether a status value list exists. Ìf no
status value list has been assigned, no value can be determined. The implementation
cannot be executed.

Parameters

FLT_VAL (Ìmporting Parameter) Parameter FLT_VAL of Method
CHECK_VAL_DET_EXECUTABLE
S_ELEMENT_ÌD (Ìmporting Parameter) Appraisal Element ÌD
TEMPLATE_ÌD (Ìmporting Parameter) Appraisal Template
COLUMN_ÌD (Ìmporting Parameter) Appraisal Document Column ÌD
VALUE_CLASS (Ìmporting Parameter) Value Class
NOTE_ÌNPUT (Ìmporting Parameter) Type of Ìnput Option for Note
T_PT5022 (Ìmporting Parameter) Cell Definition for Appraisal Document

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-88
EXECUTABLE (Exporting Parameter) Value Determination Can Be Executed
T_RETURN (Exporting Parameter) Application Log: Message Data

Exceptions

None.

Appraisal Document - Value List (HRHAP00_VALUE_TYPE)

This Business Add-Ìn (BAdÌ) enables you to create customer-specific value lists.
The standard SAP system includes example implementations for value lists.

Methods

• Check Whether VaIue CIass Is Numeric or Non-Numeric
(CHECK_VALUE_CLASS_NUMERIC)

This method checks whether the value list is a numeric or non-numeric value list.

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method
GET_VALUE_CLASS_ATTRÌBUTES
NON_NUMERÌC (Export Parameter) Ìndicator: Non-Numeric Value Class

Exceptions

None.

• Get VaIue Lists (GET_LIST)

This method determines the entries for the scale of the value list, such as all units of
measurement from table T006.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-89
Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method
GET_VALUE_CLASS_ATTRÌBUTES
T_VALUE_TYPES (Export Parameter) Ìndicator: Non-numeric value class

Exceptions

None.

• Get DetaiI for VaIue List (GET_DETAIL)

FunctionaIity

This method defines the values permitted for the value list.

Parameters

T_VALUES , FLT_VAL, VALUE_TYPE

The parameters of the numeric value list determine the value class and the values of
the value list.
Example: 1 - Very Good, 2 - Good, 3 - Satisfactory, and so on.

The parameter fills the value list with standard values
Example.: Minimum Values, Maximum Values, Ìncrement (0 - 100)

T_RANGES
The parameter fills the value list with range values (span).
T_C_LÌKE
The parameter fills the value list with non-numeric values.

Exceptions

None.

• Check Existence of VaIue List (CHECK_EXISTENCE)


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-90
Before a new value list is created, this method checks whether the value list already exists in
the system.

Parameters

FLT_VAL (Ìmport Parameter) Value class
VALUE_TYPE (Ìmport Parameter) Value type

Exceptions

NOT_FOUND

• Get VaIue Text (GET_VALUE_TEXT)

This method determines the value text.

Example:

For the unit of measurement cm from the unit of measurement table, the parameter
determines the
corresponding value text centimeter.

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method GET_VALUE_TEXT
VALUE_TYPE (Ìmport Parameter) Value List
VALUE_NUM (Ìmport Parameter) Numeric value
VALUE_NNV (Ìmport Parameter) Non-numeric value
NO_VALUE (Ìmport Parameter) Ìndicator: no value
VALUE_TEXT (Export Parameter) Value text

Exceptions

NOT_FOUND

• Get Minimum VaIue (Numeric VaIue CIass) (GET_MIN_VALUE)

This method determines the minimum value that is allowed.

Parameters

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-91

FLT_VAL (Ìmport Parameter) Value class
VALUE_TYPE (Ìmport Parameter) Value type
MÌN_VALUE (Ìmport Parameter) Minimum value

Exceptions

NOTHÌNG_FOUND No value determined.

• Get Maximum VaIue (Numeric VaIue CIasses)

FunctionaIity

This method determines the maximum value that is permitted.

Parameters

FLT_VAL (Ìmport Parameter) Value class
VALUE_TYPE (Ìmport Parameter) Value type
MAX_VALUE (Export Parameter) Maximum value

Exceptions

NOTHÌNG_FOUND No value determined.

• Get Next VaIid VaIue (Numeric VaIue CIass)

FunctionaIity

Ìf an incorrect value is entered, this method determines the next possible value that is
permitted.

Example

A value to ten decimal places was entered in the system but only values to three decimal
places are permitted. The system rounds the value that has been entered to three decimal
places.

Parameters


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-92
FLT_VAL (Ìmport Parameter) Value class
VALUE_TYPE (Ìmport Parameter) Value type
VALUE (Ìmport Parameter) Numeric value
NO_VALUE (Ìmport Parameter) Ìndicator: no value
NEW_VALUE (Export Parameter) Numeric value
NEW_NO_VALUE (Export Parameter) Ìndicator: no value
NEW_VALUE_TEXT (Export Parameter) Value text
VALUE_CORRECTED (Export Parameter) 'X'= Automatic correction

Exceptions

VALUE_TYPE_NOT_FOUND Value type not determined.

• Get Number of VaIues

FunctionaIity

The method determines the number of valid entries for numeric value lists.

Example:

The value list permits between one and five possible values. The parameter returns the
number five as the number of valid entries.

Ìf the parameter cannot determine a number, the system interprets the number of valid entries
as infinite.

Parameters

FLT_VAL (Ìmport Parameter) Value class
VALUE_TYPE (Ìmport Parameter) Value type
NUMBER_OF_VALUES (Export Parameter) Number of values

Exceptions

None.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-93

• Get Number of DecimaI VaIues (Numeric VaIue CIass)

This method returns the number of decimal places.

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method
GET_VALUE_DECÌMALS
VALUE_TYPE (Ìmport Parameter) Value list
NUMBER_OF_DECÌMALS (Export Parameter) Number of decimal places

Exceptions

None.

• Check VaIidity of a VaIue

FunctionaIity

This method determines whether or not the specified value is valid.

Parameters

FLT_VAL (Ìmport Parameter) Value class
VALUE_TYPE (Ìmport Parameter) Value type
VALUE_NUM (Ìmport Parameter) Numeric value
VALUE_NNV (Ìmport Parameter) Non-numeric value
NO_VALUE (Ìmport Parameter) Ìndicator: No value

Exceptions

None.

• Check AvaiIabiIity: VaIue Text

This method checks whether a value text exists for a specified value.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-94
Parameters

FLT_VAL (Ìmport Parameter) Value class
AVAÌLABÌLÌTY (Export Parameter) Available value text

Exceptions

None.

• Check AvaiIabiIity: VaIue Description

This method checks whether a value description exists for a specified value.

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method
CHECK_DESCRÌPTÌON_AVAÌLABÌLÌTY
AVAÌLABLE (Export Parameter) 'X' = Exists

Exceptions

None.

• Convert InternaI to ExternaI ID (Numeric VaIue CIasses)

This method converts the internal ÌD into the external ÌD (numeric value classes).

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method
CONVERT_VALUE_ÌÌD_TO_EÌD
VALUE_TYPE (Ìmport Parameter) Value list
VALUE_ÌÌD (Ìmport Parameter) Ìnternal value ÌD
VALUE_EÌD (Ìmport Parameter) External value ÌD

Exceptions

None.

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-95
Notes

ÌDD and EÌD must only exist once.

• Convert ExternaI to InternaI ID (Numeric VaIue CIasses)

This method converts the external ÌD into an internal ÌD (number value classes).

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method
CONVERT_VALUE_EÌD_TO_ÌÌD
VALUE_TYPE (Ìmport Parameter) Value list
VALUE_EÌD (Ìmport Parameter) External value ÌD
VALUE_ÌÌD (Export Parameter) Ìnternal value ÌD

Exceptions

VALUE_NOT_FOUND Value not determined

Note

EÌD and ÌÌD must only exist once.

• Get VaIue Descriptions (CHECK_DESCRIPTION_AVAILABILITY)

This method determines the value description that corresponds to the returned value.

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method
GET_VALUE_DESCRÌPTÌONS
VALUE_TYPE (Ìmport Parameter) Value type
LANGUAGE (Ìmport Parameter) Language
T_DESCRÌPTÌONS (Export Parameter) Value description
CHANGED_LANGUAGE (Export Parameter) Change language


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-96
Exceptions

NOTHÌNG_FOUND No description found.

• Create Standard VaIue List (If Not Yet Created)

This method creates the standard value list in the system provided that the list has not already
been
created.

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method
CREATE_STANDARD_VALUE_LÌST

Exceptions

NO_VALUE_TYPES There Are No Standard Value Lists
ERROR Error While Creating New Value Lists

• Synchronize VaIue Lists with T77HAP_VALTY

This method checks whether or not the value list exists in the system and is complete. Ìf any
entries are missing, they are synchronized with table T77HAP_VALTY and added to the list.

Parameters

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method DO_MATCHUP

Exceptions

None.

Workflow Executor (HRHAP00_WF_RULE_ID)

This Business Add-Ìn (BAdÌ) determines the corresponding actor required for a workflow ÌD.


F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-97
Standard settings

Ìn the standard SAP system, the following example implementations are used:

Workflow Executor ÷ Appraiser

Workflow Executor - Appraisee

Workflow Executor - Part Appraiser

Workflow Executor - Further Participants

Workflow Executor - Higher-Level Manager

Ìf no implementation is selected, all participants have authorization to execute the workflow.

This same also applies for the Status Flow pushbutton. That is, if no implementation is
selected, all participants have authorization to use this button.

Method

The interface's method defines the ÌD of the user who has authorization to execute the
workflow in question.

Parameter

FLT_VAL (Ìmport Parameter) Parameter FLT_VAL of Method
ACTOR_GET
PLAN_VERSÌON (Ìmport Parameter) Plan Version
S_APPRAÌSAL_ÌD (Ìmport Parameter) A ppraisal ÌD
S_DOC_PROCESSÌNG (Ìmport Parameter) Appraisal Document: Processing
S_HEADER_STATUS (Ìmport Parameter) Header - Status
T_HEADER_APPRAÌSER (Ìmport Parameter) Header - Appraiser
T_HEADER_APPRAÌSEE (Ìmport Parameter) Header - Appraisee
T_HEADER_PART_APPRAÌSERS (Ìmport Parameter) Header - Part Appraiser
T_HEADER_OTHERS (Ìmport Parameter) Header - Further Participants
S_HEADER_DATES (Ìmport Parameter) Header - Dates
T_ACTORS (Export Parameter) List of Actors

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

© SAP AG HR510 10-98
Exceptions

None.

Notes

Copy the source code from the standard SAP system.



F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

F
o
r

i
n
t
e
r
n
a
l

u
s
e

b
y

C
S
C

o
n
l
y

Sign up to vote on this title
UsefulNot useful