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What is SAP?

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

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

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

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

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

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

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

ASAP Methodology .

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

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

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

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Important Infotypes .

Wage Maintenance Works Councils Membership Fees Tax Data . Additional Payments Contract Elements Travel Priviledges Monitoring of Dates Family/Related Person Education Other/Previous ERs Qualifications Appraisals Cost Distribution Int. Nos. Bank Transfers Recur. Medical Service Workers' Compensation Power of Attorney Reference Pers. Payments/Deds.Infotype 0000 0001 0002 0003 0006 0007 0008 0009 0011 0014 0015 0016 0017 0019 0021 0022 0023 0024 0025 0027 0028 0029 0030 0031 0032 0033 0034 0035 0037 0040 0041 0045 0050 0052 0054 0057 0065 0069 Comonly used Personnel Administration Infotypes Infotype Name Actions Organizational Assignment Personal Data Payroll Status Addresses Planned Working Time Basic Pay Bank Details Ext.GB National Insurance GB . Internal Control Statistics Corporate Function Company Instructions Insurance Objects on Loan Date Specifications Company Loans Time Recording Info.

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

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

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

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

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

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

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

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

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

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

0 –Error message on hiring an employee in Infotype 0001.0.0 and these steps become mandatory in ECC 6. but by pressing Enter you can move further. You can’t move further until you complete the below configuration.Below are the Couple of FI/CO setting.7 – No Error message on hiring an employee in Infotype 0001 If it is 5. these settings are not mandatory up to ECC 5. if we wont perform the FI/CO setting implication are as below If it is 4. STEP3: SPRO> Financial Accounting> Financial Accounting Global Settings> Company Code> Enter Global Parameters.0 –Error message on hiring an employee in Infotype 0001. If it is 6. .

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

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

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

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

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

3: (Activate components/Control Indicators) SPRO> Controlling> General Controlling> Organization> Maintain Controlling Area> Maintain Controlling Area> Activate components/Control Indicators > New Entries > Enter the details and Click on Save as shown below.0 Version. With this we are done with the mandatory FI/CO Configuration for ECC 6. .Step 4.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Step 4: In this Step we need to our Infotype Menus (A1. In the given example we are following ‘78’ as reference user group. In Simple we have to change the reference user group to our own user which was assigned in our user parameters for ‘01’ HR Master Data Menu. SPRO> Personnel Management > Personnel Administration > Customizing Procedures> Infotype Menus> Determine choice of Infotype menus> Infotype Menus> (F2) . A3) to ‘01’ HR Master Data Catalog. A2.Step 3: SPRO> Personnel Management > Personnel Administration > Customizing Procedures> Infotype Menus> Determine choice of Infotype menus> User group dependency on menus and Info groups > (F2) In this table we shouldn’t create any new entries. with this we changed the reference group as ‘78’ for ‘01’ Menu as shown below.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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