Payroll Service Centre.

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 Contents
T-Codes for OM 1

T-Codes for Benefits 3

T-Codes for Time Management 4

T-Codes for Recruitment 5

T-Codes for PA 6

Q n As - Set 1 8

India Payroll 15

Q n As - Set 2 16

Reporting in HRM - QnAs 19

Authorization in SAP HR 25

Country Codes - MOLGA (Table T500L) 29

Tutorials 34

ASAP Methodology 35

UK Specific Tables 36

HR Function Modules 38

Payroll Tutorials 40
T-Codes for OM

October 26, 2012

PPOM - Change org Unit
PO03 - Maintain Jobs
P013 - Maintain Position
PO10d - Display Organizational Unit
P013d - Display Position
PO10 - Maintain Organizational Unit
PP01 - Maintain Plan Data (menu-guided)
PP02 - Maintain Plan Data (Open)
PP03 - Maintain Plan Data (Event-guided)
PP05 - Number Ranges
PP06 - Number Ranges Maintenance HR Data
PP07 - Tasks/Descriptions
PP69 - Choose Text for Organizational Unit
PP90 - Setup Organization
PP01 - Change Cost Center Assignment
PP02 - Display Cost Center Assignment
PP03 - Change Reporting Structure
PP04 - Display Reporting Structure
PP05 - Change Object indicators (O/S)
PP06 - Change Object indicators OS
PPOA - Display Menu Interface (with dyn.)
PPOC - Create Organizational Unit
PPOM - Maintain Organizational Plan
PPOS - Display Organizational Plan
PQ01 - Events for Work Center
PQ02 - Events for Training Program

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PQ03 - Events for Job
PQ04 - Events for Business Event Type
PQ06 - Local Events
PQ07 - Resource Events
PQ08 - Events for External Person
PQ09 - Events for Business Event Group
PQ10 - Events for Organizational Unit
PQ11 - Events for Qualification
PQ12 - Resource Type Events
PQ13 - Events for Position
PQ14 - Events for Task
PQ15 - Events for Company
PSO5 - PD : Administration Tool
PSOA - Work Center Reporting
PSOC - Job Reporting
PSOG - Org Mgmt General Reporting
PSO1 - Tools Integration PA-PD
PSOO - Organizational Unit Reporting
PSOS - Position Reporting
PSOT - Task Reporting

2
T-Codes for Benefits

October 26, 2012

PA85 - Benefits - Call RPLBEN11
PA86 - Benefits - Call RPLBEN07
PA87 - Benefits - Call RPLBEN09
PA89 - COBRA Administration
PA90 - Benefits Enrollment
PA91 - Benefits - Forms
PA92 - Benefits Tables - Maintain
PA93 - Benefits Tables - Display
PA94 - Benefits - Access Reporting Tree
PA95 - Benefits IMG - Jump to Views
PA96 - Benefits reporting
PA97 - Salary Administration - Matrix
PA98 - Salary Administration
PA99 - Compensation Admin - rel. Changes
PACP - HR-CH : Pension fund, interface

3
T-Codes for Time Management

October 26, 2012

PA51 - Display Time Data
PA53 - Display Time Data
PA61 - Maintain Time Data
PA62 - List Entry of Additional Data
PA63 - Maintain Time Data
PA64 - Calendar Entry
PT01 - Create Work Schedule
PT02 - Change Work Schedule
PT03 - Display Work Schedule

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T-Codes for Recruitment

October 26, 2012

PB10 - Initial Entry of applicant master data
PB20 - Display applicant master data
PB30 - Maintain applicant master data
PB40 - Applicant events
PB50 - Display applicant actions
PB60 - Maintain Applicant Actions
PB80 - Evaluate Vacancies
PBA0 - Evaluate Advertisements
PBA1 - Applicant Index
PBA2 - List of applications
PBA3 - Applicant vacancy assignment list
PBA4 - Receipt of application

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T-Codes for PA

October 26, 2012

PA10 Personnel File
PA20 Display HR Master Data
PA30 Maintain HR Master Data
PA40 Personnel Actions
PA41 Change Entry/Leaving Date
PA42 Fast Entry for Actions
PA51 Display Time Data
PA53 Display Time Data
PA61 Maintain Time Data
PA62 List Entry of Additional Data
PA63 Maintain Time Data
PA64 Calendar Entry
PA70 Fast Entry
PA71 Fast Entry of Time Data
PAC5 Maintain HR Master Data
PAL1 Create Sales Representative
PAL2 Display Sales Representative- a display transaction
PRMD Maintain HR Master Data
PRML Set Country Grouping via Popup
PRMM Personnel Actions
PRMO Travel Expenses : Feature TRVCO
PRMP Travel Expenses : Feature TRVPA
PRMS Display HR Master Data
PRMT Update Match code
PS03 Info type Overview
PS04 Individual Maintenance of Info types
PT01 Create Work Schedule

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 PT02 Change Work Schedule
PT03 Display Work Schedule
PTG3 Display Qualifying Day Pattern (GB)
PU00 Delete Personnel Data
PU03 Change Payroll Status
PU90 Delete applicant data
TPED Maintain HR Master Data (ESS)
TPES Display HR Master Data (ESS)
TPMD Maintain HR Master Data
TPMM Personnel Actions
TPMS Display HR Master Data

7
Q n As - Set 1

October 27, 2012

Q. IMG
A. IMG means the implementation guide. It is a project support tool
containing documentation on each and every activity that can be
carried out directly. The configurators would customize the SAP HR
system as per the customer requirements in the IMG. In the IMG,
you can create project IMG’s which limit the customizing nodes to
the requirement of the projects and for each project img you can
create multiple views like MM, SD, HR etc to get more specific. IMG
can be accessed via transaction SPRO.

Q. What are the customizing step specific attributes?

A. Below are the customizing step specific attributes

• Mandatory activities. : These are activities for which SAP cannot

deliver default settings (for example Organizational Structure).
We must store our own customer-specific requirements for
activities that are classified as mandatory.

• Optional activities: SAP delivers default settings for these

activities. We can use these settings if they meet our
requirements.

• Non-required activities: SAP delivers complete default settings

for these activities. Only in exceptional cases, do you need to
adapt these settings (for example, if you need country specific
settings)

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• Critical activities: We must proceed with great care when
carrying out critical activities as any errors made here can have
far-reaching consequences.

• Non-critical activities:We must also proceed with care when

carrying out these activities, but the consequences of any errors
are less far-reaching.

Q. Describe the points of integration with other SAP

Components.
• Personnel Development: Plan and carry out training and
job-related activities, which provide individual professional
development for your employees.

• Training and Event Management: organize and schedule training

events and conventions.

• Workflow: automates business processes, tasks are given to the

right person at the right time.

• Compensation Management: necessary for the administration of

compensation (carrying out payroll, for example).

• Personnel Cost Planning: used to project personnel costs on the

basis of existing and planned organizational units.

• Shift Planning: used to schedule the optimum number of

appropriately qualified personnel on the basis of job
requirements.

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• Capacity Planning: Logistics component used to schedule
persons on the basis of their availability and qualifications to
complete work for specific work centres.

• HIS: perform simplified reporting for employee data in the

organizational plan.

• Manager’s Desktop: supports managers in their administrative

as well as strategic daily tasks.

Q. What elements determine the enterprise structure for

personnel administration?
A. Client, Company Code, Personnel area and Personnel sub-area

Q. What elements make up the personnel structure?

A. Employee group, employee sub-group and payroll area.

Q. What elements make up the organizational structure?

A. Position, Job Key, Organizational Unit and Organizational key

Q. eCATT (extended Computer Aided Test Tool)

A. eCATT is an SAP Testing Tool used to automate & test business
scenarios in R/3.
Each test generates a detailed log that documents the test process
and results. If the testing is smooth without any errors, this means
that the business scenarios mapped in R/3 are correct. If the test
results in error then the problem can be analyzed using the error log
that is generated.
eCATT enables automatic testing in SAP GUI for Windows and SAP
GUI for Java.

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 Q. Why eCATT?
A. CATT is no longer supported by SAP for the creation of new
developments. Hence all the test scripts developed in CATT now
need to migrate/update to eCATT. Comparative to manual testing,
the following are advantages of using eCATT:
• Due to automation, testing time is reduced to a large extent.

• Due to automation, less manpower is required for testing. This

helps financially.

• Due to automation, manual errors are reduced to large extent.

Hence results in error free testing. This helps, as no further
problems will occur while the usage of R/3 system by end users
and hence increases the efficiency.

• Proved to be extremely useful in implementation projects.

In regression testing, automated test scripts are an ideal method of

quickly detecting errors. Automatic test logs make it easy to
reproduce test results, enabling fast analysis and planning of further
activities, leading to cost savings for the customer.
Q. Features of eCATT:
A. Following functions can be performed using eCATT:
• · Test transactions, reports and scenarios.

• · Call BAPIs and function modules.

• · Test remote systems.

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• · Check authorizations (user profiles).

• · Test updates (database, applications, GUI).

• · Set up customizing tables.

• · Test the effect of changes to customizing settings.

• · Perform load testing.

• · Check system messages.

• · Integrated with Test Workbench, so allows proper management

of scripts using SCAT transaction.

• · Supports CATT migration to eCATT.

• · All eCATT Objects are Repository Objects. Therefore one can

take advantage of Standard SAP Transport Tools.

• · eCATT Objects can easily download & upload in XML with XSD
format.

• · There can be several versions of Test Scripts, which allows

different implementations with different releases.

• · The separation of Test Scripts, Test Data & System Data

allows for a considerable degree of reuse.

Q. Difference between SE16 and SE16N.

A. SE16 is a normal transaction.

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• SE16 allows you to view data stored in different fields in tables,
structures etc.

• SE16 is a data browser and it is used to view the contents of the

table; we cannot change or append new fields to the existing
structure of the table as we cannot view the structure level
display using the SE16.

SE16N is an Enjoy Transaction.

• With SE16N you can check number of entries in background –
good for production environments where the table is very large
and timeouts occur.

• You can see technical names and descriptions for fields.

• You are not limited to table width.

• The results are displayed in ALV grid format.

Q. Finding list of roles assigned to different users

1. Tcode SUIM; Roles -> By user assignment

2. Tcode SE16; Table Name: AGR_USERS

Q. Audit Report (RPUAUD00)

A. Audit report is used to determine changes made in made in
Master Data. It can be accesses via SA38/SE38
Q. What are long-term documents in audit report ?

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A. Long-term documents are used for revision purposes. Changes
made to the infotype are stored in the database or can be archived.
Long texts are stored until they are deleted. The archiving object is
called PA_LDOC.
Q. What are short-term documents in audit report ?
A. Short-terms documents are stored in the database. Short-term
documents are evaluated differently to long-term documents.
Short-term documents are evaluated according to date and time.
Q.What is the infotype to store personal data for an employee?
A. Infotype 0002 – Personal Data is used to store personal
information of an employee. In some countries you could use
infotype 0077- Additional Personal Data.
Q. How do you set up integration between Personnel
Administration and Organizational Management?
A. Activating PLOGI ORGA Switch in table T77S0.

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India Payroll

April 10, 2013

India Specific Infotypes

0580 Previous employment Tax Details

0581 Housing (HRA/CLA/COA)
0582 Exemptions
0583 Car & Conveyance
0584 Income from other sources
0585 Section 80 deductions
0586 Investment details (Sec 88)
0587 Provident fund contribution
0588 Other statutory deductions
0589 Individual Reimbursements
0590 Long term re-imbursements
0591 Nominations

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Q n As - Set 2

April 12, 2013

Q. Difference between SE09 and SE10.
A. SE09 is the transaction code for workbench
organiser.Workbench organiser is the set of utilities for development
change management.All Development changes are tracked via
Workbench organiser.
SE10 is for Customising organiser.Customising organiser is the set
of tools for customising change management. All customizing
changes are tracked via customising organiser.
Q. Where you will find error messages ?
A. T.Code is SM21

Q. Time Constraints
A. Time Constraint 1: An infotype record must be available at all
times. This record may have no time gaps. You may not delete the
record last stored on the database because all records of this
infotype would otherwise be deleted.
If a new record is created, the system automatically uses the start
date of the new record as the delimitation date of the old record.
Gaps are only allowed between the employee’s entry date and the
start date of the first record.
Time constraint 1 must be used for all of the infotypes containing
information that must be available at all times. This is particularly
true of personal and organizational assignment data.

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If a record is delimited because of time constraint 1, the system
displays an appropriate message.
Time Constraint 2: Only one record may be available at one time,
but time gaps are
permitted.
Time Constraint 3: Any number of valid records can exist at any
one time. The individual records do not conflict with each other.
"A": Only one record may ever exist for this infotype. It is valid from
January 1, 1800 to December 31, 9999. Splitting is not permitted.
Infotypes with the time constraint A may not be deleted.
"B": Only one record may ever exist for this infotype. It is valid from
January 1, 1800 to December 31, 9999. Splitting is not permitted.
Infotypes with the time constraint B may be deleted.
"T": The time constraint varies depending on the subtype (see
Table 591A).
"Z": Refers to time management infotypes. The time constraint for
these infotypes depends on the time constraint class defined in view
V_T554S_I .
Q. What can features be used for?
A. Features are used to default values by querying different
enterprise, personnel or data structure fields. The transaction code
for features are PE03.
Q. How can we see all the T-Code's?
A. Check SE16 TSTC or TSTCT
Q. Which report is used to activate a feature?
A. RPUMKG00
Q. What is the Tcode to maintain authorization main switch?
A. OOAC; Program: RHCUST01

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Q. What is the purpose of feature PACTV?
A. PACTV feature is used to define the Parameter settings for
applicant activity types, viz., what is his/her current status whether
hiring, rejected.

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Reporting in HRM - QnAs

April 13, 2013

Q. Logical Databases
A. For every SAP HR consultant it is important to understand HR
logical databases in SAP HR. A layer above the physical database
lies the HR logical databases called PNP, PCH and PAP. Logical
databases contain data tables from sub-modules of SAP HR.
Logical Database Infotypes Logical Area
0000-0999, 2000 to HR Master Data &
PNP
2999 Time
PAP 4000-4999 Recruitment
Infotypes of specified
PCH object type else all
infotypes

Note : You should know when to choose between the PNP and the
PCH logical databases when building your report or query and the
key is whether you want the primary key for selection to be the
personnel number or the object type. If the primary key is to be the
PERNR (personnel number) then you should select the PNP logical
database and if you want it to be any object type like O – org unit,
S- position, C- job, L- Business Event Group, D- Business Event
Type E- Business Even etc, then you should select the PCH logical
database. And PAP when the primary key must be the applicant
number.
This means if you want to query by employee the business events
attended, you choose PNP, and if you want to know for certain
specific business events who are the attendees, you choose PCH

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logical database to build your query, program or reports.
Q. Is the Business Information Warehouse (BIW) part of the
SAP R/3 system?
A. BIW is independent of SAP R/3 system. It integrates
state-of-the-art data warehouse technologies with SAP business
know-how
A data warehouse is an independent application environment with
its own database that retrieves information from various data
sources and is designed to perform queries and analyses.
Q. Can customer-specific reports be incorporated in the
Managers Desktop?
A. Yes. Manager's Desktop is tailored to the daily needs of
managers - line managers, for example - by helping them to perform
their administrative, organizational, and strategic tasks and make
Human Resource decisions with the help of swift access to required
HR data of directly and indirectly subordinate employees. It then
enables them to report on this data.
Managers can also execute cross-application functions: for
example, they can execute workflow tasks (work items) or start
reports from Controlling. Manager's Desktop can be used to
execute a wide range of standard reports from Human Resources
and Controlling, as well as customer reports. Its web browser
integration means that Manager's Desktop enables managers to
display intranet and Internet pages.

Q. Where do you find standard reports in HR?

A. You can search for standard reports in individual applications, or
across several applications. Application-specific standard reports
are available in the info systems of individual HR components. In

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addition, standard HR reports are grouped together in
comprehensive info systems in the SAP Easy Access menu.

Info systems for components: All of the reports for a specific HR

component are grouped together by content in that component’s
info system. To access the info system of individual HR
components, choose the following:
• Human Resources ® <component> ® Info system ® Reports

• Human Resources ® Payroll ® <continent> ® <country> ® Info

system

• Human Resources ® Time Management ® <component> ® Info

system

HR Information System: The HR Information System contains the

reporting tools and all HR-specific reports. To access the HR
Information System, choose the following:
• Human Resources ® Information system ® Reports

SAP info system: By far the largest collection of standard reports is

contained in the SAP info system. The standard HR reports can be
accessed in one of two ways:
• Info systems ® Human Resources ® Reports ® <component>

• Info systems ® General report selection ® Human Resources ®

<component>

If you require a report that is not included in the standard

system, you can use the HR reporting tools to create reports

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 yourself. Depending on the data you want to report on, you can
use the following reporting tools in Human Resources:
• InfoSet Query

• SAP Query

• The Business Information Warehouse

If the HR reporting tools do not enable you to create the report you
require without having to program, you can consider undertaking
your own customer development.

Q. What is a user group, what is an infoset and how are the two
related?
A. User Group: To set up an appropriate working environment for
end users, the system administrator maintains user groups. Users
who work in the same application are grouped together in user
groups.
• It does not matter which users within a user group actually
defined its queries. They can be executed by every user
assigned to this user group.

• However, users assigned to a user group can only change and

redefine queries if they have the appropriate authorization to do
so.

• Queries that belong to other user groups cannot be changed, but

it is possible for them to be copied and executed.

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• Every user can be assigned to more than one user group.

InfoSets are special views of logical databases. An InfoSet

determines which fields of a logical database can be reported on by
queries. InfoSets are assigned to user groups. InfoSets are
structured according to field groups. An InfoSet can only be based
on one logical database. For this reason, you can only select one
logical database to create an InfoSet.

Q. What is a field group? Give examples from HR.

A. Field groups in HR correspond to infotypes.Eg. Personal data
(first name, last name etc)

Q. What can an Ad Hoc Query be used for?

A. Ad Hoc Query is a simple and efficient tool for selecting and
processing HR data.
• Ad Hoc Query is the tool that is best suited to line item (flat)
reporting.

• Ad Hoc Query has the following advantages:

• Report definition is simple using Drag&Drop

• You can report on data from Personnel Administration,

Organizational Management, Training and Event
Management, Recruitment, and Personnel Development

• You can select selection and output fields as required.

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• There are numerous report design options.

• The resulting set is displayed before output

• Real data is selected and output – it is a one-screen

application

• Results are determined very quickly because the database is

accessed directly

• Logs

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Authorization in SAP HR

April 14, 2013

Q. What is double verification principle ?
• All critical data is protected

• Authorization to access specific data has to be given

Q. Authorization in SAP?
A. Authorizations control system users’ access to system data and
are therefore a fundamental prerequisite for the implementation of
business software. There are two main ways to set up
authorizations for SAP Human Resources:
• General Authorizations - determines which object data
(infotype, subtype) and which access mode (Read, Write ...) the
user has an access.

• Single Role - Individual authorizations either to screens,

infotypes, etc.,

• Composite Role- Group of Single Roles clubbed together and

called as composite role

• Structural Authorization: determines to which object/objects in

the organizational structure the user has an access. It describes
the special authorizations that you can define in Personnel
Planning and Development in addition to the basic access
authorizations

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Q. What is a role and what is it made up of? / How are the
authorizations in a role maintained?
A. Role is the way how authorizations are granted in SAP or the
activities which are performed by an individual are restricted. A role
consists of all the duties performed by an individual in the
organization. For e.g., the clerk or the manager or buyer or
dispatcher etc.. Two managers of same cadre have same type of
duties. Technically a role contains all the items(transactions or
tcodes, reports, links) which are needed by an individual in
particular position.
In a role-based authorization system the structure of organization is
well defined, the activities performed by each individual are defined
clearly and the users are assigned to generic roles (technical)
which contains tcodes necessary for performing the job. There are
three types of roles.
• Single roles

• Composite roles

• Derived roles

Q. Composite Role
A. A composite role has many single roles. No authorization data
can be maintained in a composite role. You can enter some menu
entries like links to websites, reports only. Tcodes cannot be added.
The authorization data has to be maintained only in the single roles.
When you attach a composite roles to a user all the single roles
gets attached to him. In the change documents it shows the single
profiles that belongs to single roles gets attached to them. Suppose

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a composite role has 3 single roles. When you attach this composite
role to a user then 3 authorizations profiles will get attached to him.
The change count in SUIM will be 3.
Q. Derived Role
A. These roles are derived from already existing roles.The derived
roles inherit the menu structure and functions (including
transactions etc…) of the referred role.
Q. What is Profile Generator?
A. The Profile Generator tool allows authorization administrators to
automatically generate and assign authorization profiles.

Q. What are the main advantages of the Profile Generator?

A. The Profile Generator tool is used to:
• Select transactions from the company menu

• Retrieve all authorization objects to transactions selected (Via

Check ID Tables)

• Generate authorizations once field restrictions have been

entered for each authorization object

• Group authorizations in auto-generated profiles

The administrator has only to configure customer-specific settings

such as:
• The Company Menu enables transactions available for customer

27
• The Check ID tables 1) assign the authorization objects that are
relevant to a transaction, and 2) assign default values for
authorization objects

• Once the configuration is complete, the profile generator will

then be capable of managing all tasks, such as selecting the
relevant authorization objects for transactions selected.

Q. Are authorization objects or profiles assigned to users?

A. A user's authorizations for the various objects in the SAP R/3
System are determined by authorization
profiles that are assigned in the user master record.
An authorization object is made up of a maximum of 10
authorization fields. For the sake of clarity, the authorization objects
are grouped according to applications.
Authorization profiles are lists of authorization objects and the
corresponding authorizations.

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Country Codes - MOLGA (Table T500L)

May 12, 2013

Country
Codes Country ISO Cluster
(MOLGA)
01 Germany DE RD
02 Switzerland CH RC
03 Austria AT RA
04 Spain ES RE
05 The Netherlands NL RN
06 France FR RF
07 Canada CA RK
08 Great Britain GB RG
09 Denmark DK RM
10 USA US RU
11 Ireland IE IE
12 Belgium BE RB
13 Australia AU RQ
14 Malaysia MY RL
15 Italy IT RI
16 South Africa ZA RW
17 Venezuela VE VE
18 Czech Republic CZ CZ
19 Portugal PT RP
20 Norway NO RV
21 Hungary HU RH
22 Japan JP RJ
23 Sweden SE RS
24 Saudi Arabia SA AA

29
25 Singapore SG RR
26 Thailand TH TH
27 Hong Kong HK HK
28 China CN CN
29 Argentina AR AR
30 Luxembourg LU LU
31 Slovakia SK SK
32 Mexico MX MX
33 Russia RU UR
34 Indonesia ID IS
35 Brunei Darussalam BN BN
36 Ukraine UA UA
37 Brazil BR BR
38 Columbia CO CO
39 Chile CL CL
40 India IN IN
41 South Korea KR KR
42 Taiwan TW TN
43 New Zealand NZ NZ
44 Finland FI FI
45 Greece GR GR
46 Poland PL PL
47 Turkey TR TR
48 Philippines PH PH
49 Namibia NA NA
50 Lesotho LS LS
51 Botswana BW BW
52 Swaziland SZ SZ
53 Mozambique MZ MZ
54 Kenya KE KE

30
55 Angola AO AO
56 Zimbabwe ZW ZW
57 Netherlands Antilles AN AT
58 Croatia HR HR
60 Iceland IS IC
61 Romania RO RO
62 Slovenia SI SI
99 Other Countries 99 RX
AD Andorra AD AD
AE United Arab Emirates AE EM
AF Afghanistan AF AH
AG Antigua/Barbuda AG AG
AL Albania AL AB
AM Armenia AM AM
AW Aruba AW AW
AZ Azerbaijan AZ AZ
BA Bosnia-Herzegovina BA BA
BB Barbados BB BB
BD Bangladesh BD BD
BF Burkina Faso BF BF
BG Bulgaria BG BG
BH Bahrain BH BH
BI Burundi BI BI
BJ Benin BJ BJ
BM Bermuda BM BM
BO Bolivia BO BO
BS Bahamas BS BS
BT Bhutan BT BT
BY Belarus BY BY
BZ Belize BZ BZ

31
 Democratic Republic of the
CD CD KO
Congo
CF Central African Republic CF CF
CG Congo CG CG
CI Ivory Coast CI CI
CK Cook Islands CK CK
CM Cameroon CM CM
CR Costa Rica CR CR
CU Cuba CU KU
CV Cape Verde CV CV
CY Cyprus CY ZY
DJ Djibouti DJ DJ
DM Dominica DM DM
DO Dominican Republic DO DO
DZ Algeria DZ DY
EC Ecuador EC EC
EE Estonia EE EE
EG Egypt EG EG
EH Western Sahara EH EH
ER Eritrea ER ER
ET Ethiopia ET EI
FJ Fiji FJ FJ
FM Micronesia FM FM
FO Faroe Islands FO FO
GA Gabon GA GA
GD Grenada GD GD
GE Georgia GE GE
GF French Guyana GF GF
GG Guernsey GG GG
GH Ghana GH GH

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GL Greenland GL GL
GM the Gambia GM GM
GN Guinea GN GN
GQ Equatorial Guinea GQ GQ
GT Guatemala GT GT
GU Guam GU GU
GW Guinea-Bissau GW GW
GY Guyana GY GY
HN Honduras HN HN
HT Haiti HT HT
IL Israel IL IL
IM Isle of Man IM IM
IQ Iraq IQ IQ
IR Iran IR IR
JE Jersey JE JE

33
Tutorials

May 28, 2013

Some of the tutorials for easy reference:

Infotypes
• Understanding Infotype

• Creating custom infotype

• Tip to find configuration table from infotype

OM
• Creating custom object in OM and assigning it a number
range

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ASAP Methodology

June 26, 2013

ASAP Methodology

ASAP stands for Accelerated SAP. Its purpose is to help design

SAP implementation in the most efficient manner possible. Its goal
is to effectively optimize time, people, quality and other resources,
using a proven methodology to implementation. ASAP focuses on
tools and training, wrapped up in a five-phase process oriented road
map for guiding implementation.

The road map is composed of five well-known consecutive phases:

• • Phase 1 Project Preparation

• • Phase 2 Business Blueprint

• • Phase 3 Realization

• • Phase 4 Final Preparation

• • Phase 5 Go-Live and support

For further reference, please refer the given link:

http://wiki.sdn.sap.com/wiki/display/SM/ASAP+Methodology

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UK Specific Tables

August 17, 2013

Below is the list of tables for UK. Here G is meant for Great Britain.
T5G01 Tax Rates
T5G02 Special Tax Code
T5G03 Tax Increase and Limit
T5G05 NIC Limits
T5G06 NIC Percentages
T5G08 NI Control Data Texts
T5G09 NI Categories (GB)
T5G0A Employee Group/Subgroup
T5G10 Pension Fund
T5G15 Court Order Deductions
T5G16 Court Order Indicator
T5G1T Pension Fund Texts
T5G20 SSP System Data (GB)
T5G21 SMP System Data
T5G22 SSP Qualifying Day Pattern
T5G23 Time Models for SSP Qualifying Day Patterns
T5G24 SSP Qualifying Day Pattern Calendars
T5G25 Occupational Sick Pay Schemes
T5G26 OSP-Related Data for SSP Offsetting
T5G27 SSP Rates Payable (GB)
T5G28 SMP Rates Payable
T5G2E SSP/SMP Exclusion Reason Texts
T5G2F SSP/SMP Exclusion Reasons
T5G2T Text for Occupational Sick Pay Schemes
T5G30 Pension Schemes

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T5G31 Pension Contribution Calculation Rules
T5G32 Pension Holidays
T5G33 Pension Contribution Calculation Rule Bands
T5G34 Pension Contribution Calculation Rule - Flat Rates
T5G35 Pension Contribution Calculation Rule - Percentages
T5G36 Pension Contribution Calculation Rule - Mix
T5G37 Pension Scheme Types
T5G3T Pension Scheme Names
T5G40 National Insurance Earnings Ranges
T5G41 National Insurance Percentage Rates
T5G4T Text for Court Order Indicator
T5G50 Tax Districts
T5G51 Payroll Area PAYE Reference
T5G52 Tax District and Reference Details
T5G53 Permit Numbers
T5G54 End Of Year Processing Stamp
T5G55 HR-GB: Default Tax Code
T5G5T Tax District Name
T5G61 Business Mileage Bands
T5G62 Payment of Petrol Costs (Based on Engine Size)
T5G63 Payments for Private Fuel (Basis: Car List Price)
T5G64 Unavailability Reasons
T5G6T Unavailability Reasons Text

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HR Function Modules

August 19, 2013

List of some Important Function Modules used in HR:

Payroll:
• HR_GET_LOAN_BAL_PAID_AMT - get the loan balance

Authorization Check:
• HR_READ_INFOTYPE

• HR_CHECK_INFOTYPE_SUBTYPE

• HR_READ_INFOTYPE_AUTHC_DISABLE

To Get HR-Infotypes:
• HR_IT_GET_INFOTYPES

To check Infotypes, to perform operations and to check log

info:
• HR_INFOTYPE_CHECKEXISTENCE

• HR_INFOTYPE_GETDETAIL

• HR_INFOTYPE_GETLIST

• HR_INFOTYPE_LOG_GET_LIST

To get the country code and maintain masterdata:

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• HR_COUNTRYGROUPING_GET

• HR_CHECK_MOLGA_INFTY_PERM:

• HR_MAINTAIN_MASTERDATA

• HR_GET_TIMECONSTRAINT

To support User Exit:

• EXIT_SAPFP50M_002

Reference

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Payroll Tutorials

October 12, 2013

• Debugging payroll schema

• Indirect Valuation

• Copy wage type between country groupings

• Maintain Processing, Evaluation and Cumulation Classes

• Understanding Relationship PT and PY

• Understanding functions in Payroll Schemas (specific eg,

WPBP)

• Understanding Processing Classes in SAP HR

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