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Hr305 configuration of masterdata

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AMIT SARKAR

This course teaches you how HR master data is set up in an R/3 System. At the conclusion of this course, you will be able to set up HR master data to meet your requirements and reproduce your entire enterprise and personnel structure in the R/3 System.

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HR305 Configuration of Master Data HR305 R/3 System Release 46C 05/02/2001 0
Hr305 configuration of masterdata
HR305 Configuration of Master Data...............................................................................................................................1 Copyright.......................................................................................................................................................................2 The R/3 Integration Model.........................................................................................................................................3 Human Resources (1).................................................................................................................................................4 Human Resources 4.6 (2)..........................................................................................................................................5 Course Prerequisites...................................................................................................................................................6 Target Group..............................................................................................................................................................7 Introduction: Contents...................................................................................................................................................1 Course Goals 1...........................................................................................................................................................2 Course Goals 2...........................................................................................................................................................3 Table of Contents I.....................................................................................................................................................4 Contents.....................................................................................................................................................................5 Main Business Scenario.............................................................................................................................................6 Administrator at the Caliber A Bicycle Company.........................................................................................................1 Administrator at the Caliber A Bicycle Company: Unit Objectives..........................................................................2 Administrator at the Caliber A Bicycle Company: Business Scenario......................................................................3 You are the Human Resources Administrator at the Caliber A Bicycle Company ................................................4 Enterprise Structure of the Caliber A Bicycle Company...........................................................................................5 The Caliber A Bicycle Company's List of Employees..............................................................................................6 SAP Components Implemented.................................................................................................................................7 Personnel Data at the Caliber A Bicycle Company...................................................................................................8 A New Employee's HR Master Data Sheet (1)..........................................................................................................9 A New Employee's HR Master Data Sheet (2)........................................................................................................10 Using a Personnel Action to Hire an Employee......................................................................................................11 Entry Screens for Hiring Employees.......................................................................................................................12 Administrator at the Caliber 'A' Bicycle Company: Summary................................................................................13 Buying a Bicycle Production Company.........................................................................................................................1 Buying a Bicycle Production Company: Unit Objectives........................................................................................2 Buying a Bicycle Production Company: Business Scenario.....................................................................................3 Caliber A Bicycle Company's New Structure............................................................................................................4 CAB Company's New List of Employees..................................................................................................................5 Project Steps Needed to Depict the New Enterprise Structure in the SAP System...................................................6 SAP Tools - The Implementation Guide...................................................................................................................7 Implementation Guide (IMG)....................................................................................................................................8 Implementation Guide / IMG.....................................................................................................................................9 Implementation Guides............................................................................................................................................10 How to Create a Project IMG (1).............................................................................................................................11 How to Create a Project IMG (2).............................................................................................................................13 How to Create a Project IMG (3).............................................................................................................................14
Folder Structure in SAPOffice.................................................................................................................................15 Links Between Master Data and Customizing Tables.............................................................................................16 Customizing Tables: Key and Function Fields........................................................................................................17 Customizing Tables: Create - Copy.........................................................................................................................18 Customizing Tables: Delete - Save..........................................................................................................................19 Customizing Tables: Delimit...................................................................................................................................20 Customizing Settings from the Application (1).......................................................................................................21 Customizing Settings from the Application (2).......................................................................................................22 Buying a Bicycle Production Company: Summary.................................................................................................23 Enterprise Structure.......................................................................................................................................................1 Enterprise Structure: Unit Objectives........................................................................................................................2 Enterprise Structure: Business Scenario....................................................................................................................3 Overview - Enterprise Structure................................................................................................................................4 Depicting the Enterprise Structure in the SAP System..............................................................................................5 Overview: SAP Enterprise Structure.........................................................................................................................6 Enterprise Structure - Client......................................................................................................................................7 Enterprise Structure - Company Code.......................................................................................................................8 Enterprise Structure - Personnel Area........................................................................................................................9 Enterprise Structure - Personnel Subarea................................................................................................................10 Indicators Set Using Personnel Subareas.................................................................................................................11 Enterprise Structure for CAB Company..................................................................................................................12 Personnel Structure - Employee Group...................................................................................................................13 Personnel Structure - Employee Subgroup..............................................................................................................14 Control Indicators Defined By Employee Subgroups.............................................................................................15 The Caliber A Bicycle Company Personnel Structure............................................................................................16 Enterprise Structure Copy Function (1)...................................................................................................................17 Enterprise Structure Copy Function (2)...................................................................................................................18 Enterprise Structure Copy Function (3)...................................................................................................................19 Personnel Subarea IMG Activities (1).....................................................................................................................20 Personnel Subarea IMG Activities (2).....................................................................................................................21 Personnel Subarea IMG Activities (Germany) (3)..................................................................................................22 Employee Subgroup IMG Activities.......................................................................................................................24 Assignments.............................................................................................................................................................26 Enterprise Structure: Summary................................................................................................................................27 Organizational Structure................................................................................................................................................1 Organizational Structure: Unit Objectives.................................................................................................................2 Organizational Structure: Business Scenario.............................................................................................................3 Organizational Plan....................................................................................................................................................4 Organizational Units..................................................................................................................................................5
Jobs............................................................................................................................................................................6 Positions.....................................................................................................................................................................7 CAB Company Organizational Structure (1).............................................................................................................8 CAB Company Organizational Structure (2).............................................................................................................9 Integration between Organizational Management and Personnel Administration..................................................10 Entering the Position in the Actions Infotype..........................................................................................................11 Values from Organizational Management...............................................................................................................12 Defining Default Values..........................................................................................................................................13 Cost Center Assignment..........................................................................................................................................14 Setting Up Integration Between Personnel Management and Organizational Management...................................15 Organizational Structure: Summary........................................................................................................................16 Additional Organizational Assignment..........................................................................................................................1 Additional Organizational Assignment: Unit Objectives..........................................................................................2 Additional Organizational Assignment: Business Scenario......................................................................................3 An Employee's Additional Organizational Assignment............................................................................................4 Depicting the Organization of Payroll in theSAP System.........................................................................................5 Payroll Areas..............................................................................................................................................................6 Payroll Control Record..............................................................................................................................................7 Organizational Key for Additional Authorization Checks........................................................................................8 Administrator Responsible for Personnel Administration.........................................................................................9 Administrator Assignment.......................................................................................................................................10 Employee Attributes................................................................................................................................................11 Additional Organizational Assignment: Summary..................................................................................................12 Define Default Values - Features...................................................................................................................................1 Define Default Values - Features: Unit Objectives...................................................................................................2 Define Default Values - Features: Business Scenario...............................................................................................3 Default Values...........................................................................................................................................................4 Maintaining Features.................................................................................................................................................5 Default Values for Payroll Accounting Area.............................................................................................................6 Define Administrator Groups....................................................................................................................................7 Personnel Number Assignment - Feature NUMKR..................................................................................................8 Maintaining Features (1)............................................................................................................................................9 Maintaining Features (2)..........................................................................................................................................10 Maintaining Features...............................................................................................................................................11 Define Default Values - Features: Summary...........................................................................................................12 Personal Data.................................................................................................................................................................1 Personal Data: Unit Objectives..................................................................................................................................2 Personal Data: Business Scenario..............................................................................................................................3 Personal Data.............................................................................................................................................................4
Addresses...................................................................................................................................................................5 Bank Details...............................................................................................................................................................6 Personal Data: Summary............................................................................................................................................7 Links Between Planned Working Time and Basic Pay.................................................................................................1 Links Between Planned Working Time and Basic Pay: Unit Objectives..................................................................2 Links Between Planned Working Time and Basic Pay: Business Scenario..............................................................3 Employee Working Time...........................................................................................................................................4 Planned Working Time..............................................................................................................................................5 Connection between Planned Working Time and Basic Pay.....................................................................................6 Employee Subgroup Grouping for Personnel Calculation Rule................................................................................7 Links Between Planned Working Time and Basic Pay: Summary............................................................................8 Pay Scale Structure........................................................................................................................................................1 Pay Scale Structure: Unit Objectives.........................................................................................................................2 Pay Scale Structure: Business Scenario.....................................................................................................................3 Overview - Pay Scale Structure.................................................................................................................................4 Pay Scale Data Stored in Basic Pay...........................................................................................................................5 Depicting Pay Scale Data in the SAP System...........................................................................................................6 Employee Subgroup Grouping for Collective Agreement Provision........................................................................7 Define Pay Scale Type and Area...............................................................................................................................8 Assign Pay Scale Type/Area to Personnel Subarea...................................................................................................9 Default Pay Scale Data using Feature TARIF.........................................................................................................10 Pay Scale Groups and Levels...................................................................................................................................11 Storing Periods Other Than Months........................................................................................................................12 Pay Scale Structure: Summary.................................................................................................................................13 Wage Type Structure.....................................................................................................................................................1 Wage Type Structure: Unit Objectives......................................................................................................................2 Wage Type Structure: Business Scenario..................................................................................................................3 Employees' Payments and Deductions.......................................................................................................................4 Setting Up Wage Types.............................................................................................................................................5 The Payment Structure's Dialog Characteristics in the SAP System.........................................................................6 Overview - Dialog Characteristics.............................................................................................................................7 SAP - Model Wage Type Catalog.............................................................................................................................8 Creating a Wage Type Catalog..................................................................................................................................9 Checking the Individual Steps of the Copy Procedure............................................................................................10 Using Wage Type Groups (Example)......................................................................................................................11 Defining Wage Type Permissibility for Infotypes...................................................................................................12 Wage Type Permissibility for Several Infotypes.....................................................................................................13 Input Frequency for Wage Types in Infotypes........................................................................................................14 Checking Wage Type Characteristics......................................................................................................................15
Employee Grouping for Primary Wage Types........................................................................................................16 Personnel Subarea Groupings for Primary Wage Types.........................................................................................17 Wage Type Permissibility for each Personnel Subarea and Employee Subgroup...................................................18 Valuation of Wage Types........................................................................................................................................19 Indirect Valuation Using the Rule for Wage Type Characteristics.........................................................................20 Module for Wage Type Characteristics (Indirect Valuation)..................................................................................21 Indirect Valuation Using Pay Scale Data - Module: TARIF...................................................................................22 Indirect Valuation Using the TARIF Module..........................................................................................................23 Indirect Valuation for Calculating a Percentage......................................................................................................24 Base Wage Type Valuation.....................................................................................................................................25 Indirect Valuation Using the PRZNT Module.........................................................................................................26 Indirect Valuation Using the SUMME Module.......................................................................................................27 Individual Weekly Working Times Using SUMME Module..................................................................................28 Indirect Valuation Using Positions - Module: ARBPL...........................................................................................29 Indirect Valuation: Additional Attributes................................................................................................................30 Default Wage Types for Basic Pay..........................................................................................................................32 Define Wage Type Models......................................................................................................................................33 Define Default Wage Types.....................................................................................................................................34 Wage Type Structure: Summary..............................................................................................................................35 Routine Personnel Tasks................................................................................................................................................1 Routine Personnel Tasks: Unit Objectives................................................................................................................2 Routine Personnel Tasks: BusinessScenario.............................................................................................................3 Overview: Pay Scale Reclassification.......................................................................................................................4 Pay Scale Reclassification Based on Master Data.....................................................................................................5 Performing a Pay Scale Reclassification Based on Master Data...............................................................................6 Batch Input Processing..............................................................................................................................................7 Pay Scale Reclassification Based on Hours Worked.................................................................................................9 Standard Pay Increases............................................................................................................................................10 Performing a Simple Pay Increase...........................................................................................................................11 Performing an Extended Pay Increase.....................................................................................................................12 Dynamic Pay Increase..............................................................................................................................................13 Example: Increase by a Difference (Variant D)......................................................................................................14 Example: Replace Wage Type with Another (Variant R).......................................................................................15 Employee Leaves the Company...............................................................................................................................16 Employee Reenters the Company............................................................................................................................18 Retiree with Company Pension................................................................................................................................19 Retiree Working as a Night Shift Security Guard...................................................................................................20 Routine Personnel Tasks: Summary........................................................................................................................21 Appendix........................................................................................................................................................................1
Menu Paths for HR305..............................................................................................................................................2 Absence (Personnel Time Management).................................................................................................................11
0 © SAP AG 1999 HR305 Configuration of Master Data © SAP AG HR305HR305 Configuration of Master Data Configuration of Master Data  R/3 System  Release 4.6B  April 2000  50036172
0.2 © SAP AG 1999 Copyright Copyright 1999 SAP AG. Alle Rechte vorbehalten. Weitergabe und Vervielfältigung dieses Handbuchs oder von Teilen daraus sind, zu welchem Zweck und in welcher Form auch immer, ohne die ausdrückliche schriftliche Genehmigung durch SAP AG nicht gestattet. In diesem Handbuch enthaltene Informationen können ohne vorherige Ankündigung geändert und ergänzt werden. Alle Rechte vorbehalten. All rights reserved. Warenzeichenvermerke  SAP und das SAP-Logo sind eingetragene Warenzeichen der SAP AG.  MS-DOS und EXCEL sind eingetragene Warenzeichen von Microsoft.  OS/2, CICS, MVS, ACF/VTAM, VSE,AIX, OS/400 und AS/400 sind eingetragene Warenzeichen von IBM.  X-Window-System ist ein eingetragenes Warenzeichen der MIT University.  SINIX, UTM und BS2000 sind eingetragene Warenzeichen von Siemens.  UNIX ist ein eingetragenes Warenzeichen von AT&T.  HP-UX ist ein eingetragenes Warenzeichen von Hewlett Packard.  DECnet, DECstation, DECsystem, VAXstation und VMS sind eingetragene Warenzeichen von DEC.  Ethernet ist ein eingetragenes Warenzeichen der Xerox Corporation.  ORACLE SQL*net, SQL*+ PRO*C sind eingetragene Warenzeichen der ORACLE Corporation.  INFORMIX-OnLine und INFORMIX-ESQL/C sind eingetragene Warenzeichen der INFORMIX Corporation.
0.3 © SAP AG 1999 R/3R/3 Client / ServerClient / Server ABAP/4ABAP/4 COCO ControllingControlling AMAM Asset MgmtAsset Mgmt PSPS ProjectProject SystemSystem WFWF WorkflowWorkflow ISIS IndustryIndustry SolutionsSolutions HRHR HumanHuman ResourcesResources SDSD SalesSales && DistributionDistribution PPPP ProductionProduction PlanningPlanning QMQM QualityQuality MgmtMgmt FIFI FinancialFinancial AccountingAccounting PMPM Plant MainPlant Main-- tenancetenance MMMM MaterialsMaterials MgmtMgmt The R/3 Integration Model  The SAP R/3 System continues to set new standards for universal standard software. Based on progressive development techniques, the SAP R/3 System allows comprehensive integration of business administration and data processing.  The SAP R/3 System components are characterized by comprehensive business functions with the most modern technology. The integration of the applications ensures that all the functions are directly available in the system and thus in the enterprise.
0.4 © SAP AG R Human Resources (1) Level 3 HR315 3 days Recruitment AC270 3 days Travel Management HR540 3 days Compensation HR325 2 days Benefits Administration HR550 2 days Human Resources & Business Workflow (see HR2) HR505 3 days Organizational Management HR310/311 4 days Time Evaluation HR307 2 days Configuration of HR Administration & Security HR520 2 days Shift- and Workforce Planning Training and Event Management HR510 2 days HR515 3 days Personnel Development Level 2 HR050 5 days Human Resources CA500 2 days CATS Cross-Application Time Sheets HR350 5 days Programming in HR HR530 3 days Technical Topics in HR HR306 2 days Configuration of Time Recording HR305 3 days Configuration of Master Data
0.5 © SAP AG 1999 (Germany- specific) Level 2 HR050 5 days Human Resources HR801 2 days Special Aspects of German Payroll Level 3Level 3 HR400 5 days Payroll Fundamentals HR390 2 days Introduction to Payroll HR700/HR7xx 3 days Payroll Reporting Country xx HR490 4 days Incentive Wages HR4xx 3 days Payroll in Country xx HR305 3 days Configuration of HR Master Data Human Resources 4.6 (2)
0.6 © SAP AG 1999 Course Prerequisites  HR050 Human Resource Management
0.7 © SAP AG 1999 Target Group © SAP AG  Participants:  Project team  Consultants  Duration: 3 days Notes to the user  The training materials are not teach-yourself programs. They complement the course instructor's explanations. Your material includes space for noting down this additional information.  There may not be enough time to do all the exercises during the course. The exercises are intended to be additional examples that are dealt with during the course. Participants can also use them to deepen their knowledge after the course.
1 © SAP AG R Introduction: Contents Course goal Course objectives Course content Main business scenario (C) SAP AG HR305 1
1.2 © SAP AG R Course Goals 1 This course teaches you How HR master data is set up in an R/3 System At the conclusion of this course, you will be able to Set up HR master data to meet your requirements Reproduce your entire enterprise and personnel structure in the R/3 System (C) SAP AG HR305 2
1.3 © SAP AG R Course Goals 2 To reproduce your pay scale structure and standard pay increases, and perform pay scale reclassifications To build up your own wage type structure, which determines the prerequisites for payroll accounting To use the R/3 System to establish efficient work processes in the human resource department (C) SAP AG HR305 3
1.4 © SAP AG 1999 Table of Contents I Unit 1 Unit 2 Unit 3 Unit 4 Unit 5 Unit 6 Preface Course Overview Administrator at the Caliber A Bicycle Company Buying a Bicycle Production Company Enterprise Structure Organizational Structure Additional Organizational Assignment (C) SAP AG HR305 4
1.5 © SAP AG R Contents Unit 10 Wage Type Structure Unit 11 Routine Personnel Tasks Exercises Solutions Appendix (C) SAP AG HR305 5
1.6 © SAP AG R Main Business Scenario The Caliber ‘A’ Bicycle Company sells bikes and bike accessories. You have been the personnel administrator at the company for several years now. Working in close cooperation with your colleagues in the HR Department and various user departments, you are responsible for setting up the SAP System according to company requirements. You must also support and take part in day-to- day work activities in the HR Department, irrespective of whether such activities are performed on a regular or irregular basis. (C) SAP AG HR305 6
2 © SAP AG 1999  Enterprise Structure  SAP Products Implemented  Special Human Resource Management Features Contents: Administrator at the Caliber A Bicycle Company (C) SAP AG HR305 1
2.2 © SAP AG 1999 Administrator at the Caliber A Bicycle Company: Unit Objectives At the conclusion of this unit, you will be able to:  Describe the special Human Resource Management features at the Caliber A Bicycle Company and the enterprise structure  Hire an employee (C) SAP AG HR305 2
2.3 © SAP AG 1999 Administrator at the Caliber A Bicycle Company: Business Scenario  You are an administrator at the Caliber A Bicycle company. The company has implemented a variety of SAP products. You are responsible for the Personnel Management component.  Up until now, you have just been using the SAP Personnel Management component. In the future, you want to get involved in setting up the Human Resource Management system. (C) SAP AG HR305 3
2.4 © SAP AG 1999 You are the Human Resources Administrator at the Caliber A Bicycle Company .... CAB Co.  The Caliber A Bicycle Company sells bicycles and accessories. The company's head office, administration department and two sales departments are located in the same place. There is also another sales department in a neighbouring country.  A year ago, the company decided to restructure the existing IT systems. The company decided to replace the old system with the SAP R/3 System. All components were implemented at the same time.  You have been a human resources administrator at the Caliber A Bicycle Company for a number of years. This means that you are responsible for any tasks assigned to the Human Resources Department. Up until now, you have not had a significant involvement in setting up the system. You would like to gain the required knowledge for this over the next few days. (C) SAP AG HR305 4
2.5 © SAP AG 1999 Enterprise Structure of the Caliber A Bicycle Company Head OfficeHead Office andand AdminAdmin SalesSales II SalesSalesIIII SalesSales Country BCountry B CAB Co.  The above is the Caliber A Bicycle Company's enterprise structure.  The company is made up of a head office, an administration department and sales departments in different locations. There is also another sales department located in a neighbouring country. (C) SAP AG HR305 5
2.6 © SAP AG 1999 The Caliber A Bicycle Company's List of Employees 1 Managing Director 3 Sales directors, one per location 18 External sales persons (to be hired) 5 Internal sales persons 5 Purchasers 10 Administrative assistants, 5 full-time, 5 part-time (50%) 1 Full-time administrator in the Accounting Department 1 Full-time administrator in the Human Resources Department 1 Part-time administrator in both the Accounts and Human Resources Departments (both 50% part-time) 4 System administrators with rotating shifts 1 Gardener for tending the grounds 1 Caretaker 4 Security personnel working rotating shifts CAB Co.  Above is the company's list of employees. (C) SAP AG HR305 6
2.7 © SAP AG 1999 SAP Components Implemented Payroll FI / CO CAB Co.CAB Co. Organ- izational Mana gement Personnel administra- tion Time Management  Your enterprise phased the old system out last year. The SAP R/3 system was implemented as a replacement. The implementation took place with the support of consultants. At present, only the above areas have been mapped by SAP R/3. (C) SAP AG HR305 7
2.8 © SAP AG 1999 Personnel Data at the Caliber A Bicycle Company Anna Other 21 Payne Lane Surbiton Surrey Resume  In the area of Human Resources, the following components are productive at the Caliber A Bicycle Company: Personnel Administration, Time Management, Payroll and Organizational Management. (C) SAP AG HR305 8
2.9 © SAP AG 1999 A New Employee's HR Master Data Sheet (1) HR Master Data Sheet Date Personnel number Name Date of birth Place of birth Address Mar.St. NationalitySince Bank Details Bank code Bank Account number Tim Taylor 08.11.1965 254 Fifth Avenue New York 19190 New York Married American05.01.85 1st of current month 67270003 Mellon Bank 34566566  If you want to keep a new employee's hiring data, you can take it from the employee's files. You can use a hiring action to transfer this data into the SAP System. The above is an example of a HR master data sheet. In addition to the employee's personal data, the HR master data sheet also includes the employee's organizational assignment, workplace and data on the employee's family. (C) SAP AG HR305 9
2.10 © SAP AG 1999 A New Employee's HR Master Data Sheet (2) Entry Employed as Work center Working time/Schedule Payroll area 1st of current month External sales employee (Salaried employee) Headquarters Pay scale group/Basic pay Bonuses Group/LevelSince Since Amount Type 1st of the month G00A Flextime 40 hours per week XX  Here you can see the employee's working time data and information concerning how and when the employee is paid. (C) SAP AG HR305 10
2.11 © SAP AG R Using a Personnel Action to Hire an Employee Personal Data Org. Assignment Action Hiring Org. reassign Leaving Personnel ActionPersonnel Action  A personnel action is used to transfer the employee's data into the SAP System. To run an action, access the personnel actions via the Personnel administration menu. Access the hiring action and enter the new employee's data. This function automatically takes you through all the screens that you need to hire an employee. Once you have entered all the relevant data for that particular infotype and saved your entries, the system takes you to the next infotype record. On completing the hiring action, the system takes you back to the initial personnel action screen. (C) SAP AG HR305 11
2.12 © SAP AG 1999 Entry Screens for Hiring Employees  Actions (Infotype 0000)  Organizational Assignment (Infotype 0001)  Personal Data (Infotype 0002)  Addresses (Infotype 0006)  Planned Working Time (infotype 0007)  Basic Pay (infotype 0008)  Bank Details (Infotype 0009)  Absence Quotas (Infotype 2006) Europe Australia Latin America Africa Asia North America When you are hiring an employee, you should create the following entry screens Country-specific infotypes  e.g. Tax Data  Note: these are the most important infotypes when you hire an employee. On the left hand side are the international entry screens.  In addition to these, there are a number of country-specific infotypes, for example, tax data. (C) SAP AG HR305 12
2.13 © SAP AG 1999 Administrator at the Caliber 'A' Bicycle Company: Summary  You can describe the company structure of the Caliber A Bicycle Company and the SAP products implemented.  You know how to create personnel data in the SAP System by performing a personnel action. (C) SAP AG HR305 13
3 © SAP AG 1999 Buying a Bicycle Production Company  Updating the Caliber A Bicycle Company's Enterprise Structure  Project Steps Needed to Depict the New Enterprise Structure  SAP Tools: The Implementation Guide  How to Create an Implementation Project  Links Between Master Data and Customizing Tables  Creating and Deleting Entries in Customizing Tables Contents: (C) SAP AG HR305 1
3.2 © SAP AG 1999 Buying a Bicycle Production Company: Unit Objectives At the conclusion of this unit, you will be able to:  Describe the Caliber A Bicycle Company's new structure.  Use the implementation guide and create an implementation project.  Create and delete entries in Customizing tables. (C) SAP AG HR305 2
3.3 © SAP AG 1999 Buying a Bicycle Production Company: Business Scenario  The Caliber A Bicycle Company has bought a production company.  You must now depict the new enterprise structure and all the changes in the system.  SAP provides tools that will help you map the new company requirements when working through the project steps. (C) SAP AG HR305 3
3.4 © SAP AG 1999 Caliber A Bicycle Company's New Structure Head OfficeHead Office andand AdminAdmin SalesSales II SalesSales IIII SalesSales Country BCountry B ProductionProduction plantplant -- NewNew locationlocation CAB Co.  In the last few years, the Caliber A Bicycle Company has effectively managed its resources. The management has decided to branch into manufacturing bikes in addition to just selling them. The company has therefore bought a production plant in a new location.  SAP must now be implemented at the production plant location. To do this, the existing system will have to be customized. (C) SAP AG HR305 4
3.5 © SAP AG 1999 CAB Company's New List of Employees 1 Managing Director 3 Sales directors, one per location 18 External sales persons (to be hired) 5 Internal sales persons 5 Purchasers 10 Administrative assistants, 5 full-time, 5 part-time (50%) 1 Full-time administrator in the Accounting Department 1 Full-time administrator in the HR Department 1 Part-time administrator in both the Accounts and HR Departments (both 50% part-time) 4 System administrators with rotating shifts 1 Gardener for tending the grounds 1 Caretaker 4 Security personnel working rotating shifts CAB Co. Workers at the new production plant 1 Managing Director 5 Lathe Operators (hourly wage) 1 Head of Production 5 Welders (hourly wage) 1 Warehouse Supervisor 5 Metalworkers (hourly wage) 5 Warehouse workers (hourly paid) 5 Fitters/packers 18 Production workers (hourly wage) 1 MRP controller for work scheduling 1 Work controller for work scheduling  The above shows Caliber A Bicycle Company's new list of employees.  There are many employees at the production plant that need to be added to the SAP System.  A lot of changes need to be made to the existing system. (C) SAP AG HR305 5
3.6 © SAP AG 1999 Project Steps Needed to Depict the New Enterprise Structure in the SAP System Define organizational structure Adjust to meet company specifications Possible enhancement and adjustment for additional functions II IIII IIIIII  The project team will make the changes to the SAP System to meet the requirements of the new production plant. You are a member of the project team that is customizing the system to meet the Human Resource requirements.  Together with the project team members from other applications, you must first define the new enterprise structure. Then you must make these changes in the system so that it meets the production plant's requirements. (C) SAP AG HR305 6
3.7 © SAP AG R SAP Tools - The Implementation Guide Display Structure: SAP Reference IMG Structure System HelpEdit Goto Information Utilities Standard settings Expand/collapse What other projects? Personnel Management Global Settings for Personnel Management Organizational Management Personnel Development Personnel Administration Recruitment Benefits Compensation Management Travel Management Room Reservations Planning Personnel Time Management Work Schedules Time Data Recording and Administration Personnel Time Events Plant Data Collection Time Evaluation Shift Planning Incentive Wages Authorization Administration Payroll Accounting Payroll: Australia Payroll: Canada Payroll: Switzerland Payroll: Germany Payroll: France Payroll: United Kingdom Payroll: USA  To make sure that you carry out all the project steps required, SAP provides you with a tool – the Implementation Guide – to help you with the implementation and customizing.  You can use the Implementation Guide to store your customer-specific requirements in the system (Customizing).  Customizing is a method that supports the following situations:  Implementing the SAP R/3 System  Enhancing the SAP R/3 System  Upgrading to a different release (C) SAP AG HR305 7
3.8 © SAP AG 1999 Implementation Guide (IMG) SAP documentation Concept Recommendations Prerequisites Activities HTML/SAPScript for text display. Activities Call up Customizing transactions Project management Status management Scheduling Resources Links to MS-Project Project documentation Clearly structured according to areas Editing with Microsoft Word Global settings Currencies Calendar The IMG contains documentation on each activity. You can carry out the activities directly Functions are available for project management and project documentation IMG Countries  Use the Implementation Guide to set up the system. You can use the Implementation Guide to implement all the SAP R/3 components.  The Implementation Guide is divided into application areas. The activities are then listed in the order they need to be carried out within these application areas.  The Implementation Guide is created as a hierarchical structure. You can execute the following functions for each title by using the icons:  Call up SAP documentation Here you will find all the information you need to perform the activity.  Call up Customizing transactions Here you can access the settings in the system that can be customized.  Call up project management You can call up the project management for each Customizing step. Here you can enter the status, the deadline, degree of processing and the resources.  Call up project documentation You can create your own project documentation for each Customizing step. You can store your documentation either as project-specific or project independent documentation. (C) SAP AG HR305 8
3.9 © SAP AG 1999 Implementation Guide / IMG Critical/ non-critical Mandatory/optional/ Countries USA Germany France ... IMGIMG ... ... Personnel subarea Human Resources You can use the IMG to process the individual Customizing activities IMG activities are classified according to several criteria  SAP gives each Customizing step specific attributes. The attributes are as follows:  Mandatory Activities These are activities for which SAP cannot deliver default settings (for example, organizational structure). You must store your own customer-specific requirements for activities that are classified as mandatory.  Optional Activities SAP delivers default settings for these activities. You can use these settings if they meet your 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).  In addition to this, Customizing steps have the following attributes:  Critical Activities You must proceed with great care when carrying out critical activities as any errors made here can have far-reaching consequences.  Non-Critical Activities You must also proceed with care when you carry out these activities, but the consequences of any errors are less far-reaching.  You can also determine for which country the Customizing step is necessary during each step. (C) SAP AG HR305 9
3.10 © SAP AG 1999 Implementation Guides SAP Reference IMG Project IMG Project 001 Project 002 View for project 002: Mandatory activities PSPS .......... PPPP COCO FIFI HRHR MMMM SDSD OMOM FIFI HRHR PSPS MMMM PAPA  In your delivery system, you will find an SAP Reference IMG. This IMG contains all the Customizing settings for all the R/3 components and for all countries.  The Project IMG is created by selecting countries and application components based on your Enterprise IMG. You can use the project IMG to process Customizing steps, project documentation and project information.  To make the project IMG even easier to use, you can create Project Views. You can also use project views to process Customizing steps, project documentation and project information. You can create project views based on criteria, for example, you could have a project view for mandatory activities, one for optional activities, one for critical activities and so on. By using views you can reduce the number of Customizing steps. (C) SAP AG HR305 10
3.11 © SAP AG R Project name How to Create a Project IMG (1) SystemEdit Goto HelpProject data Utilities Project: Header data Project number Name Project language Project manager Start date End date Dynamic where-used list Where-used list/mail notification: relevant projects Create projectCreate project Framework date for implementation project When a customizing activity is carried out, the processor receives a mail informing them that this activity belongs to the project specified. Name of the person responsible for the project Project-specific documenation will be created in this language  Generate a project IMG for each of your customizing projects. You can reduce the number of customizing steps by creating a project IMG for certain countries or limiting it to certain functions.  To generate a project IMG, proceed as follows:  In the customizing menu, choose Project management.  Create an implementation project.  Generate the project IMG and define the scope of the project.  The implementation guide is stored as a hierarchical structure in the SAP R/3 System. This structure is made up of nodes and structure titles that are linked to a document.  There is detailed documentation for each structure title and/or node. This documentation contains all the information you will need to carry out the activity and also provides explanation on the functionality.  You can perform the following activities:  Start customizing transactions  Maintain status information  Maintain project documentation  Read the documentation  Note: Dynamic where-used list: This additional function provides information on the notes and resources and facilitates (C) SAP AG HR305 11
coordination with other project groups. The What other projects? function informs you which other projects are affected. (C) SAP AG HR305 12
3.12 © SAP AG R Assign statuses How to Create a Project IMG (2) Create projectCreate project SystemEdit Goto HelpProject data Utilities By defining different degrees of processing statuses, you can control the project’s progress by running a project evaluation report. You can use the selection fields to define the evaluation criteria that you want to use to control the project. Project Management Yes No Assign selection fields Assign resources Assign mail recipients Employees that are responsible for carrying out an activity.  You can use Project Management to administer your project. Project Management provides you with a number of evaluation reports. (C) SAP AG HR305 13
3.13 © SAP AG R Assign note types How to Create a Project IMG (3) Create projectCreate project SystemEdit Goto HelpProject data Utilities Project documentation Yes No Use this to structure your documenation for the individual customizing steps. Generate Project IMG Manually extend Project IMG Creates a project IMG complete with all the required customizing steps Specific customizing steps are added to the project IMG  The project documentation functions allow you to structure the notes that you create for the individual customizing steps. (C) SAP AG HR305 14
3.14 © SAP AG R R/3 R/3 Implementation GENERAL Documentation Applicable to all Components PROJECT-022 Documentation for IMG Project 022 PROJECT-047 Documentation for IMG Project 047 PROJECT-299 Documentation for IMG Project 299 PROJECT-475 Documentation for IMG Project 475 COMPONENTS Component-Specific Documentation AC General Accounting BC Basis CA Cross-Application Components CO Controlling EC Enterprise Controlling FI Financial Accounting IM Investment Management LO General Logistics MM Materials Management PA Personnel Administration and Payroll Accounting PA-APP Recruitment PA-BEN Benefits PA-INW Incentive Wages PA-PAD Personnel Administration PA-PAY Payroll Accounting PA-TIM Time Management PA-TRV Travel Folder Structure in SAPOffice  When you generate your enterprise IMG, the system automatically creates a folder structure in SAPoffice based on the components selected.  Use the component-related folders to store text documents on the R/3 implementation's functions and processes that are relevant for all projects.  Each time you generate a project IMG, the system creates a non-component-related folder structure in SAPoffice in additon to the component-related structure.  The system automatically creates a folder structure for storing project-specific information for each project. This enables you to store information such as:  Status reports  Logs  Project standards  Problems and errors in the system  Lists of interfaces and system enhancements  Open questions  User handbooks ....... (C) SAP AG HR305 15
3.15 © SAP AG 1999 Links Between Master Data and Customizing Tables Personal Data (Infotype 0002)Personal Data (Infotype 0002) SystemEdit Goto HelpHR master data Utilities Name F.o.add. Last name First name Name prefix Formatting Title Name at birth Initials Name affix Birth data Date of birth Language Nationality Place of birth Country of birth Add. nationality Marital status/religion Marital status No. child. Religion IMG: CAB Company Project R/3 Customizing Implementation Guide Personnel Management Personnel Administration Personal Data Personal Data Create Forms of Address Create Name Affixes Create Marital Status Create Religious Denomination – – – – –  You store employee data in infotypes. All the entries that require specific texts come from tables that can be set up when you customize the system. The possible entries (F4) are a section of the IMG and enable you to see what data is stored in the corresponding table.  You need to enter data in the Customizing tables in order to be able to use your company's data (e.g. company structure or new pay scale groups) in master data. (C) SAP AG HR305 16
3.16 © SAP AG 1999 Customizing Tables: Key and Function Fields Pay Scale Groups Grpg PS group Lv Wage ty Start End Amount Curr. 01.01.791 WW 1010 31.12.9999 6.500,00 01.01.922 AT 31.12.9999 7.750,00 3 AT 01.01.79 31.12.9999 4.000,00 Position... Fields that are white describe a unique table entry. Fields that are gray identify a unique table entry. There is always only one entry that has the same key field. If you overwrite the key field, the system creates a copy of the entry.  An entry in a Customizing table is made up of key fields and function fields.  Key fields identify a specific unique entry, whereas function fields describe this entry.  There is always only one table entry with the same key fields. (C) SAP AG HR305 17
3.17 © SAP AG 1999 Customizing Tables: Create - Copy Change View "Pay Scale Groups": OverviewChange View "Pay Scale Groups": Overview SystemEdit Goto HelpObject Utilities Var. List Pay scale type Pay scale area Grpg PS group Lv Wage ty Start End Amount Curr. 01.01.7901.01.7911 WWWW 10101010 31.12.999931.12.9999 6.500,006.500,00 01.01.922 AT 31.12.9999 7.750,00 3 G01A 01.01.79 31.12.9999 4.000,00 Create: You receive an empty input template,in which you have to enter both the key and the function fields. Exp. <-> Coll New entries Delimit Copy: Select an entry that is similar to the entry you want to create and overwrite at least one key field, and possibly the function fields on the subsequent screen.  There are two ways to make entries in Customizing tables:  New Entries: The system displays an empty input template and you must enter key and function fields.  Copy: You select an entry that you want to copy and overwrite the entries in the key and, if necessary, the function fields on the subsequent screen. (C) SAP AG HR305 18
3.18 © SAP AG 1999 Customizing Tables: Delete - Save Change View "Pay Scale Groups": OverviewChange View "Pay Scale Groups": Overview SystemEdit Goto HelpObject Utilities Pay scale type Pay scale area Grpg PS group Lv Wage ty Start End Amount 01.01.7901.01.7911 WWWW 10101010 31.12.999931.12.9999 6.500,006.500,00 01.01.922 AT 31.12.9999 7.750,00 3 G01A 01.01.79 31.12.9999 4.000,00 Save: All changes made to the entries have to be saved Exp. <-> Coll New entries Delimit Delete: Select one or more entries and choose delete.  To delete entries in Customizing tables, select the entries that you want to delete and then choose Delete.  You must save all the changes you make to Customizing tables. (C) SAP AG HR305 19
3.19 © SAP AG 1999 Customizing Tables: Delimit Change View "Pay Scale Groups": OverviewChange View "Pay Scale Groups": Overview SystemEdit Goto HelpObject Utilities Grpg PS group Lv Wage typeStart End Amount Curr. 01.01.7901.01.7911 WWWW 10101010 31.12.999931.12.9999 6.500,006.500,00 01.01.922 AT 31.12.9999 7.750,00 3 AT 01.01.79 31.12.9999 4.000,00 Define Validity: EntryDefine Validity: Entry Position... Entry 1 of 1 Valid from 01.01.1998 If an entry is no longer valid as of a certain date, choose "Delimit" and enter the delimitation date. The system automatically creates a new record and you can overwrite the function fields. In time-dependent tables, the system displays the record that is currently valid. Use the "Expand-Collapse" function to display the other records.  If an entry is no longer valid as of a certain date, choose "Delimit" and enter the delimitation date. The system automatically creates a new record and you can overwrite the function fields.  In time-dependent tables, the system displays the record that is currently valid. Use the "Expand-Collapse" function to display the other records. (C) SAP AG HR305 20
3.20 © SAP AG 1999 Customizing Settings from the Application (1) PersNo. Name Validity Enterprise Structure SAP AG International CoCode 0001 0001Pers. area Cost ctr. 01.11.1995 - 31.12.9999 Personnel structure Active employee Salaried employee EE group 1 DUEE subgroup Pay.area Contract Organizational Structure Position Supervisor 50000836 Administrators Group Human Resources Time Recording Payroll 0001 Job 0 Org. unit Org. key 50000827 0001 Percentage 100 No values selected. Would you like to maintain the entries? Maintain Query EntriesMaintain Query Entries ? CANCELYes No  If there are no entries for a field in master data, the appropriate dialog box appears. You can then go directly to the relevant IMG step from this dialog box. You can then maintain the necessary entries.  This functionality is not active in the productive system. (C) SAP AG HR305 21
3.21 © SAP AG 1999 Customizing Settings from the Application (2) PersNo Validity Pay scale Baden-Württemberg Pay scale type 40 01Pay scale area PS group 01.11.1995 - 31.12.9999 Metal G01 Name Pay scale groups/levelsPay scale groups/levels Country Grouping Pay scale type Pay scale area ESG for CAP 01 40 01 3 PSGrp G01A G01B G01C Lv Wage type 1020 Start 01.04.1991 01.04.1991 01.04.1991 End 31.12.1999 31.12.9999 31.12.9999 Amount 4.000,00 6.000,00 7.000,00 Customizing ActivitiesCustomizing Activities Pay scale groups and levels Personnel Administration Create values F5  Use F5 (click right mouse button), to go directly from master data to the relevant Customizing activity in the IMG, and then maintain the entries.  This functionality is not active in the productive system. (C) SAP AG HR305 22
3.22 © SAP AG 1999 Buying a Bicycle Production Company: Summary  You have been introduced to the Implementation Guide as a project support tool.  You know what the Implementation Guide can be used for and how you can also generate your own project.  You can describe the link between master data and the individual Customizing steps.  You can create and delete entries in Customizing tables. (C) SAP AG HR305 23
4 © SAP AG 1999 Enterprise Structure  Overview  Client  Company code  Personnel area  Personnel subarea  Employee group  Employee subgroup Contents: (C) SAP AG HR305 1
4.2 © SAP AG 1999 Enterprise Structure: Unit Objectives At the conclusion of this unit, you will be able to:  Describe the different elements of the enterprise and personnel structures.  Set up an enterprise and a personnel structure using the IMG. (C) SAP AG HR305 2
4.3 © SAP AG 1999 Enterprise Structure: Business Scenario  The company has just bought a production plant and as a result, you need to modify the existing enterprise structure in the SAP System. (C) SAP AG HR305 3
4.4 © SAP AG 1999 Overview - Enterprise Structure Personnel structure Enterprise structure e.g. Hourly paid employee e.g. Salaried employee  Every employee has an organizational assignment, that is, he/she is unique in the enterprise structure and in the personnel structure. In other words, the employee belongs to a specific place of work and has a specific status (for example, salaried employee or industrial worker).  You assign an employee to the enterprise structure in master data by means of the 'Organizational Assignment' infotype (0001).  In the SAP R/3 System, the company's structure is made up of the enterprise structure and the personnel structure.  The enterprise and personnel structure are set up using the Customizing functions. (C) SAP AG HR305 4
4.5 © SAP AG 1999 Depicting the Enterprise Structure in the SAP System Enterprise Structure Personnel Structure Organizational Structure Active employee Enterprise Structure Definition     Financial Accounting Define, Copy, Delete, Check Company Code Controlling Maintain Controlling Area Human Resource Management Personnel Areas Personnel Subareas Employee Groups Employee Subgroups Assignment - Human Resources Organizational Structure Personnel Management -> Organizational Management -> Edit Organizational Plan  Because the Caliber A Bicycle Company structure has changed, you need to modify the structure that is currently in the system. The purchase of the production plant must be depicted in the enterprise structure.  In addition to these changes, the manufacturing plant contains employees that do not exist in the Caliber A Bicycle Company, for example, hourly-paid employees.  The organizational units, jobs and positions must be added to the organizational structure.  An overview of the necessary Customizing steps is displayed on the right. (C) SAP AG HR305 5
4.6 © SAP AG 1999 Overview: SAP Enterprise Structure ClientClient Personnel areaPersonnel area PersonnelPersonnel subareasubarea PersonnelPersonnel subareasubarea PersonnelPersonnel subareasubarea PersonnelPersonnel subareasubarea Company codeCompany codeCompany codeCompany code Company codeCompany code Personnel areaPersonnel area Personnel areaPersonnel area  The following elements define the SAP enterprise structure for Personnel Administration:  Client  Company code  Personnel area  Personnel subarea A client can either be valid for a company code at the smallest level, or the entire corporate group. The company code is defined in Financial Accounting. The balance sheet and profit and loss statements are drawn up at the company code level. The personnel area, which is only used in Personnel Administration, is unique in each client. Each personnel area must be assigned to a company code. The personnel subarea is also used only in Personnel Administration and is the smallest element of the company structure. The groupings that define the entries to be used for employees of a particular company code/personnel area are linked to the personnel subarea. (C) SAP AG HR305 6
4.7 © SAP AG 1999 Enterprise Structure - Client Client 000Client 000 The client is an independent legal and organizational unit of the system (e.g. group). A three-character alphanumeric code uniquely identifies the different clients within a system. . . . Client 001Client 001 TestTest TrainingTraining  No access to employee data in other clients  No cross-client evaluations or access authorizations  No data exchange between clients  An employee who changes from one client to another must be assigned a new personnel number  Client 000 contains the standard SAP System, and cannot be changed. Client 001 is delivered with client 000. Both systems are identical when they are delivered.  The system contains both client-independent and client-specific elements.  Elements that SAP describes as client-independent are used in all clients. Client specific elements, however, are only used in certain special clients.  The following are defined as client-independent:  Data structures like field definitions, table structures and file structures, client-independent tables, transactions, programs, standard evaluations, authorization objects, help documentation and user defined programs.  The following are defined as client-specific:  Client-specific tables: these have to be copied from the original client, HR master records, user master records and authorization profiles. (C) SAP AG HR305 7
4.8 © SAP AG 1999 Enterprise Structure - Company Code ClientClient Company codeCompany code Company code The company code is an independent company with its own accounting unit, that is, a company that draws up its own balance sheet.  The company code represents the highest level of the enterprise structure within a client. If you use the Controlling, Financial Accounting, Materials Management or Sales and Distribution components and the Personnel Administration component, you must coordinate the company code setup with the other components. This does not impose any restrictions in the Human Resources areas as the most important control information is defined at the personnel subarea level anyway.  Country groupings are assigned to the company code. The country groupings control master data entry and the setting up and processing of wage types and pay scale groups in Payroll on a country-specific basis. The country grouping must be unique within a company code. (C) SAP AG HR305 8
4.9 © SAP AG 1999 Enterprise Structure - Personnel Area Personnel area 0001 0002 0003 Company code Company code Company code ClientClient A personnel area is a specific entity for Personnel Administration. It represents a subdivision of the company code.  The personnel area has the following functions:  The personnel area is a selection criterion for evaluations.  The personnel area is an entity for authorization checks.  Personnel areas must be uniquely assigned to company codes.  You can use the personnel area to generate default values for data entry, for example, for the payroll area. (C) SAP AG HR305 9
4.10 © SAP AG 1999 Enterprise Structure - Personnel Subarea Company code ClientClient Company code Company code Company code Personnel subarea Personnel subarea Personnel subarea 0002 0003 Personnel area 0001 Personnel subareas are subdivisions of personnel areas. The organization of the most important subareas in Personnel Administration, namely the pay scaleand wage type structures and work schedule planning, are controlled at this level. Four-character alphanumeric codes uniquely identify the personnel subarea. The control features of personnel subareas are country-specific.  The following are the most important personnel subarea organizational functions:  It defines the legal person, which in turn differentiates between the individual companies according to legal aspects.  It defines groupings for Time Management. These groupings can be used to create work schedules, substitution types, absence types and leave types for each subarea.  It generates the default values for pay scale type and area for an employee's basic pay.  It defines the public holiday calendar.  It defines personnel subarea specific definitions for each personnel area. (C) SAP AG HR305 10
4.11 © SAP AG 1999 Indicators Set Using Personnel Subareas Default Values for Basic Pay Infotype (0008) Tax number, tax office number Tax OfficeTax Office Legal person § Personnel subareaPublic holiday calendar Groupings for Time Management Permissible primary wage types 20002000 The following indicators are defined by the personnel subarea:  International  Default values for pay scale area and pay scale type  Assignment of personnel subarea to a public holiday calendar, legal person and statistics group  Grouping of personnel subareas for vacation, work schedule, attendance and absence types, substitution and availability types, attendance and absence counting, time recording, time quota and premiums.  Grouping of personnel subareas for primary wage types  Grouping of personnel subareas for appraisals  National (Germany)  Assignment of tax relevant corporate features (church tax area, tax office number, tax number)  Flat-rate church tax  Data communications regulation check (DEUEV - Germany)  Miner's and mine-employee's insurance company number (C) SAP AG HR305 11
4.12 © SAP AG 1999 Enterprise Structure for CAB Company CAB Co. CAB Co. Subsidiary company Caliber A Bicycle Co. Country A Subsidiary company Caliber A Bicycle Country B Sales dept CAB Co. Sales dept. I Sales dept. II Production plant Personnel subarea Company code Personnel area Client Head office and Admin.  The Caliber A Bicycle Company structure must be depicted in the SAP System. The above slide shows the Caliber A Bicycle Company's enterprise structure, which can be used as an example of how to depict an enterprise structure in the SAP System. (C) SAP AG HR305 12
4.13 © SAP AG 1999 Personnel Structure - Employee Group Active employee External Retiree The employee group is used to classify employees in general terms. It defines the position of a person within the company's workforce.  The employee group has the following important organizational functions:  It can be used to generate default values for data entry, for example, for the payroll area or an employee's basic pay.  It is used as a selection criterion for reporting.  It is used as an entity for authorization checks.  As a rule, you can use the standard entries in the system for setting up employee groups. If necessary, you can also add to these entries so that they meet your requirements. (C) SAP AG HR305 13
4.14 © SAP AG 1999 Personnel Structure - Employee Subgroup ActiveActive employeeemployee Trainee Hourly wage earner Non-pay scale employee Salaried employee Employee groups are divided into employee subgroups. Employees in the active workforce are distinguished according to their status - trainee, hourly-paid employee, salaried employee, etc.  The employee subgroup grouping for the personnel calculation rule controls how an employee's payroll is processed, for example, whether an employee is to be paid on an hourly or monthly basis.  The grouping for the primary wage types controls the validity of wage types at the employee subgroup level. The grouping for the collective agreement restricts the validity of pay scale groups to specific employee subgroups.  The employee subgroup grouping for the work schedule defines which work schedules, attendance/absence types and time quotas are valid for which employees.  The type of salaried employee is relevant in Germany for evaluations at the State Statistical Office.  The employee subgroup allows you to define default values for data entry, for example, for the payroll area or basic pay. (C) SAP AG HR305 14
4.15 © SAP AG 1999 Control Indicators Defined By Employee Subgroups Employee subgroups Permissible primary wage types Payroll Statistical evaluations Assignment to pay scale groups xxxx Work schedule  The employee subgroup can be used to set the following indicators:  International  Employee subgroup grouping for personnel calculation rule and collective agreement provision; activity, employment and training status and statistics; work schedule; time quotas; appraisals; primary wage types.  National  Default values for social insurance (C) SAP AG HR305 15
4.16 © SAP AG 1999 The Caliber A Bicycle Company Personnel Structure CAB Co. Active employee Retiree Temporary personnel Hourly wage earner Non-pay scale employee Salaried employee Retiree  You need to depict the changes to the Caliber A Bicycle Company's personnel structure in the SAP System.  The above slide shows the Caliber A Bicycle Company's personnel structure, which you can use as an example of how to depict a personnel structure in the SAP System. (C) SAP AG HR305 16
4.17 © SAP AG 1999 Enterprise Structure Copy Function (1) Copy functions Copy, Delete, Check Company Code Copy, Delete, Check Personnel Area Copy, Delete, Check Personnel Subarea Copy, Delete, Check Employee Subgroup  A number of control indicators are connected to elements of the company structure. These can then be accessed on subsequent screens.  So that you do not have to call up the subsequent tables individually, there is a copy function available that enables you to create new elements quickly and easily.  You can use the copy function to copy, delete and check company codes, personnel areas/subareas and employee subareas. You can also create and editr IMG views.  Copy  Delete  Check  Create and edit IMG views (C) SAP AG HR305 17
4.18 © SAP AG 1999 Enterprise Structure Copy Function (2) Organizational Object Personnel SubareaOrganizational Object Personnel Subarea Organizational object Edit Goto Extras Utilities Settings System CopyCopy From pers. subarea ? To pers. subarea ? StructureIMG When you copy enterprise parts, the entries in the enterprise structure tables will be copied to all the Customizing and system tables in which the enterprise parts appear as a key.  Copy Use this function if you want to create a new organizational unit and use the existing settings as a template. If you have already carried out the system settings for the organizational unit that you have just created, you can still use the copy function. In this case, the system will only duplicate the entries that are missing. Existing entries remain unchanged. The result of this copy action is a project IMG view that contains all the objects that were changed by the copy action. This means that you can postprocess the entries that have been copied.  Delete: Use this function if you want to delete an existing organizational unit and all its dependent entries.  Check Use this function to check the settings of existing organizational units. The check is carried out in two steps:  In the first step, the system checks to see whether there is an entry in all the tables in which the organizational unit specified is entered as a table key.  In the second step, the system checks to see whether there is an entry in the dependent tables that are validated against the table key. (C) SAP AG HR305 18
4.19 © SAP AG 1999 Enterprise Structure Copy Function (3) Organizational Object Personnel SubareaOrganizational Object Personnel Subarea Edit Goto Extras Utilities Settings SystemOrganizational objectOrganizational object Display <-> change Ctrl + F Copy org. object F6 Replace org. object F7 Delete org. object Shift + F2 Check org. object F8 Transport org. object IMG ActivitiesIMG Activities F5F5 End Shift + F3  Project IMG You can use this function to create a new view for a Customizing project. This view contains all the steps that are required to edit the organizational unit within the framework of the Customizing project. Before you can use this function, you must have already created a Customizing project. (C) SAP AG HR305 19
4.20 © SAP AG R Personnel Subarea IMG Activities (1) Display Structure: Activities for Organizational Unit Personnel Subarea Structure System HelpEdit Goto Information Utilities Default settings Expand/collapse What other projects R/3 Customizing Implementation Guide Personnel Management Personnel Administration Payroll Data Basic Pay Assign pay scale type/area to personnel area Wage Types (this step exists for all payroll-relevant infotypes) Define personnel subarea grouping for primary wage types Employee Remuneration Information Group personnel subareas for premiums Appraisals Group personnel areas for appraisals  Above are the steps needed to define and/or check a new personnel area.  For example, this is where you assign a pay scale type and area.  The personnel subarea grouping for primary wage types can be used to define personnel subareas for primary wage types, that is, you group personnel subareas that have already been defined. You can then use these groups to determine which wages types are permissible for which personnel areas.  Example: The wage type "Profit Sharing" is permissible for the personnel areas "Head office" and "Production". Both personnel areas are given the grouping "9".  You do not have to group your personnel areas for primary wage types. If you decide not to, you cannot then restrict the entry of wage types to specific personnel areas. (C) SAP AG HR305 20
4.21 © SAP AG R Personnel Subarea IMG Activities (2) Display Structure: Activities for Organizational Unit Personnel Subarea Structure System HelpEdit Goto Information Utilities Default settings Expand/collapse What other projects? Personnel Time Management Work Schedules Personnel Subarea Groupings Define groupings for the work schedule Work Schedule Rules and Monthly Work Schedules Set groupings for the public holiday calendar Time Data Recording and Administratioin Substitutions Define personnel subarea groupings Absences Absence Catalog Group personnel subareas for absences/attendances Absence Counting Group personnel subareas for absence counting Availability Group personnel subareas for availability types Quotas Absence Quotas General Absence Quotas Group personnel subareas for time quotas Leave Quotas Group personnel subareas for leave quotas Time Evaluation Settings for Time Evaluation Group personnel subareas for time recording  You can use the groupings in Time Management to group and control the personnel subareas. Example: Personnel subarea "0001" and personnel subarea "0002" should work the same work schedule rule and therefore, are assigned the grouping "01". Personnel subarea "0003" however, has totally different work schedule rule requirements and is assigned grouping "02". You can use groupings to reduce the amount of data you have to enter and make accessing subsequent tables easier.  You can use the grouping for the public holiday calendar to assign a unique public holiday calendar to your personnel subareas. (C) SAP AG HR305 21
4.22 © SAP AG R Personnel Subarea IMG Activities (Germany) (3) Display Structures: Activities for Organizational Unit Personnel Subarea Structure System HelpEdit Goto Information Utilities Default settings Expand/collapse What other projects? Payroll Accounting Payroll: Germany Basic Settings Maintain assignment of corporate features Define assignment of legal entity to personnel areas Tax Environment Assign tax relevant company features Flat-rate Church Tax Assign rules for flat-rate church tax DUEVO Master Data Assign DUEVO check to personnel area Reporting and Statistics Social Insurance Procedure Reporting / Data Carrier Assign company number  When you assign the corporate features, you store the company number (provided by the employment office), the west/east indicator for health insurance calculations, the federal state and the municipality number.  Use the legal person to assign your personnel subarea to a legally independent company. If an employee changes companies, it has the following effects on social insurance and DUEVO: The income threshold deficit for social insurance is not transferred which could effect how contributions are calculated for non-recurring payments. DUEVO creates a deregistration for the period of employment at the old company and a registration for the new company.  Use the tax relevant company features to assign the tax relevant company features to employment tax places of work, resulting from their location. You can enter the relevant church tax area, the number of the relevant tax office. The valid church tax area is defaulted in the Tax Data infotype. The tax office appears on the employment tax notification and the employment tax statement. You use the rules for flat-rate church tax to assign the procedure for levying flat- rate church taxes (that is, church tax from flat-rate employment tax). By assigning DUEVO checks you can determine whether you want to use DUEVO checks when you enter DUEVO- relevant data. For example, when you enter a name you can use the DUEVO checks to see if the name meets the DUEVO guidelines. (C) SAP AG HR305 22
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4.23 © SAP AG R Employee Subgroup IMG Activities Display Structure: Activities for Organizational Unit Employee Subgroup Structure System HelpEdit Goto Information Utilities Default settings Expand/collapse What other projects? Personnel Administration Organizational Data Organizational Assignment Define employee attributes Payroll Data Basic Pay (example) Define EE subgroup grouping for PCR and coll.agrmt prov. Wage Types Define employee subgroup grouping for primary wage types Personnel Time Management Work Schedules Work Schedule Rules and Monthly Work Schedules Define employee subgroup groupings Time Data Recording and Administration Absence Quotas General Absence Quotas Group employee subgroups for time quotas Attendance Quotas Group employee subgroups for time quotas  These are the customizing steps required to define and/or check a new employee subgroup.  You can use the employee attributes to define the indicators for national and international evaluations and for depicting national plausibilities.  The employee subgroup grouping for personnel calculation rules is required by payroll accounting. The employee subgroup grouping for the collecctive agreement provision is used for the indirect valuation of wage types on the Basic Pay infotype (0008).  Use the employee subgroup grouping for primary wage types to define employee subgroups for primary wage types. This means that you group your employee subgroups and you can then use these groups to determine which wage types can be entered for which employee subgroups. Example: The wage type "Bonus" can only be entered for the employee subgroups "Managing directors" and "Executives". Both of these employee subgroups have the grouping "9".  You can use the employee subgroup grouping for work schedules to group employee subgroups that are assigned to the same work schedules.  The employee subgroup grouping for time quota types groups employee subgroups that have the same absence/attendance quota types. (C) SAP AG HR305 24
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4.24 © SAP AG 1999 Assignments Personnel Area - Company Code Pers.area Personnel area text Company code Name of company Country grpg AT01 Personnel Area AT01 AT01 Country Template AT 03 AV01 Australian Personnel AV01 Country Template AV 13 BE01 Personnel area BE01 BE01 Country Template BE 12 CA01 Personnel area CA01 CA01 Country Template BE 07 EE Grp EE Grp name EESub EE Subgp name 1 Active employee DA Trainee ind. 1 Active employee DB Trainee comm. EE group EE subgroup 1 DA Active employee Trainee ind. Ld. Description Allowed Germany Switzerland Austria The country grouping classifies countries according to human resource focal points.  Employee Group - Employee Subgroup  The relationship between organizational units is defined here.  Your personnel area is assigned to a company code. When you create a personnel number, the system will assign relevant company code in the Organizational Assignment infotype (0001), depending on which enterprise structure the employee has been assigned to.  Assign your employee subgroups to the relevant employee group. You can also define permissible employee group/employee subgroup combinations for your country groupings.  For example: The employee subgroup "Trainee" should be assigned to the employee group "Active" and not to the employee group "Retiree". (C) SAP AG HR305 26
4.25 © SAP AG 1999 Enterprise Structure: Summary  You are able depict your enterprise's organizational and personnel structure in the SAP System.  You can now identify the Customizing steps needed to set up your enterprise and personnel structures. (C) SAP AG HR305 27
5 © SAP AG 1999 Organizational Structure  Caliber A Bicycle Company Organizational Structure  Elements of the SAP Organizational Structure  Link between Organizational Management and the Enterprise Structure Contents: (C) SAP AG HR305 1
5.2 © SAP AG 1999 Organizational Structure: Unit Objectives  Describe the Caliber A Bicycle Company's Organizational Structure, and how to depict it in the SAP System.  Set up the link between the Organizational Structure, Enterprise Structure, and Personnel Structure. At the conclusion of this unit, you will be able to: (C) SAP AG HR305 2
5.3 © SAP AG 1999 Organizational Structure: Business Scenario  Buying a production plant has also caused your reporting and cost center structure to change.  In addition, there are also a lot of new employees that need to be included in the Caliber A Bicycle Company's organizational plan. (C) SAP AG HR305 3
5.4 © SAP AG 1999 Organizational Plan Organizational unit Position Job Work center Employee  An organizational plan is used to depict the organizational structure. An organizational plan is used by a company to represent the relationships between individual departments and work groups. The SAP system uses organizational units to do this. For example, in an enterprise's "Purchasing" department there is a secretary, a purchasing manager and 10 purchasers. In other words, there are 12 positions in thedepartment.  Activities are carried out by persons. Individual persons are a significant part of the organizational structure. By assigning a person to a work center, you can determine where an activity is carried out. (C) SAP AG HR305 4
5.5 © SAP AG 1999 Organizational Units Executive Board AccountingHuman Resources BenefitsPayroll Accounts Payable Accounts Receivable Audit Examples: by department by region by business process Organizational units describe the different departments in the enterprise. Many organizational units build an organizational structure.  Organizational units can be divided generally (according to regional aspects), or more precisely (according to project group). The set up is based on the company-specific requirements.  Organizational units could be departments, teams, groups, etc. (C) SAP AG HR305 5
5.6 © SAP AG 1999 Jobs Consultant Purchaser Manager A job is the general classification for a set of tasks in an enterprise.  Can be performed by one or more than one person(s)  Examples: manager, administrator, purchaser  Each job is a unique classification or title of "roles" in your company. (C) SAP AG HR305 6
5.7 © SAP AG 1999 Positions Manager Manager - Asia Manager - USA Manager - Europe Positions represent a specific job entity and are occupied by people.  The employees in your company are assigned to positions. This means that these employees are then represented in the enterprise structure. You can use additional information (such as relationships) to depict the report structure of your enterprise, for example.  You can, for example, link payment data to the relevant positions. You maintain the data for valuating a position in the "Basic Pay" section of the "Wage Type Structure" unit. This applies if you have employees whose pay is based on the value of a position. Example: You have an employee who is assigned to a position in the Organizational Assignment infotype (0001). The pay for this position is x UNI. You therefore want your employee to be paid the value of the position. (C) SAP AG HR305 7
5.8 © SAP AG 1999 CAB Company Organizational Structure (1) Organizational Units CAB Co. CAB Co. Executive Board --- Admin Frankfurt -> HR dept. -> Finance/Accounting -> EDP dept. -> Real Estate management --- Central Purchasing Frankfurt --- Central Sales Frankfurt -> Internal -> External --- Sales Department I --- Sales Department II --- Sales Department III --- Storage and Production -> Storage -> Production ° Work Scheduling ° Fitting/Packing Jobs Directors Sales people Purchasers Secretaries Administrators Temporary personnel System administrators Real Estate managers Production workers Warehouse worker Work schedulers  Above is the Caliber A Bicycle Company's Organizational Structure, which you can use as an example of how to depict an organizational structure in the SAP System.  The different departments and subdivisions are defined as organizational units. This reflects the company's cost center hierarchy. (C) SAP AG HR305 8
5.9 © SAP AG 1999 CAB Company Organizational Structure (2) 1 Managing Director 3 Sales directors, one per location 18 External sales persons (to be hired) 5 Internal sales persons 5 Purchasers 10 Administrative assistants, 5 full-time, 5 part-time (50%) 1 Full-time administrator in the Accounting Department 1 Full-time administrator in the HR Department 1 Part-time administrator in both the Accounts and HR Departments (both 50% part-time) 4 System administrators 1 Gardener for tending the grounds 1 Caretaker 4 Security personnel working rotating shifts New Production Plant Positions 1 Managing Director 5 Lathe operators (hourly wage) 1 Head of Production 5 Welders (hourly wage) 1 Warehouse Supervisor 5 Metalworkers (hourly wage) 5 Warehouse workers 5 Fitters/packers 18 Production workers 1 MRP controller for work scheduling 1 Work controller for work scheduling CAB Co. Positions  Above is the Caliber A Bicycle Company's Organizational Structure, which you can use as an example of how to depict an organizational structure in the SAP System.  The individual positions are filled by employees. (C) SAP AG HR305 9
5.10 © SAP AG 1999 Integration between Organizational Management and Personnel Administration occupies Job Cost center Position Fixed assignment Employee groupEmployee group Employee subgroupEmployee subgroup Personnel Administration Personnel areaPersonnel area Personnel subareaPersonnel subarea Default values Employee Org. unit Organizational Management  If the Personnel Administration component and the Organizational Management component are integrated, you can enter a position in the Actions infotype (0000). By doing this, the employee group, employee subgroup, personnel area and personnel subarea are suggested as default values.  The values for job, organizational unit and cost center are also defaulted but these entries cannot be overwritten (fixed assignment). (C) SAP AG HR305 10
5.11 © SAP AG 1999 Entering the Position in the Actions Infotype PersNo Validity 01.11.1995 Name - 31.12.9999 Organizational Assignment Pers. area Acct.assignment features (Infotype 1008) EE group/subgroup (Infotype 1013) Position 50015306 Employee group Employee sbgp 0001 1 XX  If Personnel Administration and Organizational Management are integrated, you can enter the position in the Actions infotype (0000) when you run a hiring action. By entering the position, the data that is stored in Organizational Management is then defaulted into the fields mentioned above. (C) SAP AG HR305 11
5.12 © SAP AG R Values from Organizational Management PersNo. Enterprise structure CAB Co. CAB Co. CoCode 0001 Pers.area Cost ctr Leg.person Subarea Bus.area Organizational Assignment (0001)Organizational Assignment (0001) Name Valid 01.11.1995 0001 Active Salaried employee EE group EESubgroup XX Organizational structure Position Job Org.unit 50000836 50000873 50000827 Not ready for input - 31.12.9999 0001 0001 Acct.Assgnmt Feature (Infotype 1008) Personnel structure 1 1000  The default values for the personnel area are taken from the data stored on either the organizational unit or the position in the Account Assignment Features infotype (1008).  The default values for the employee group and subgroup are taken from the data stored on the position in the Employee Group/Subgroup infotype (1013).  The default values for the business ara and the personnel subarea are taken from the data stored on the position in the Account Assignment Features infotype (1008).  If the Personnel Administration and Organizational Management components are not integrated, then you enter the values for the cost center, position, job and organizational unit in infotype 0001.  If Organizational Management is active, however, entries cannot be made in these fields in the Organizational Assignment infotype (0001). Organizational Management will fill these fields. (C) SAP AG HR305 12
5.13 © SAP AG 1999 Defining Default Values Maintain Position Human Resources Organizational Management Expert Mode Position Aspect Plan variant Position Abbr. Validity 01 50000367 Headquarters 01.01.1998 Current plan Secretary - purchasing to 31.12.9999 Infotypes Acct.assignment features EE group/subgroup   Infotype 1008 Account Assignment Features Acct.assignment features Company code Pers. area Pers.subarea EE group/subgroup Bus. area EE group EE subgroup Infotype 1013 Employee Group/Subgroup  The slide above shows you how the relationships between the position and the enterprise structure in Personnel Administration are stored in the system. (C) SAP AG HR305 13
5.14 © SAP AG 1999 Cost Center Assignment Organizational unit Purchasing 01.10.1998 to 31.12.9999 Organizational unit - Purchasing Cost center Controlling area 9999 0001 Validity 01.10.1998 31.12.9999 Human Resources Org. Management Expert Mode Simple Maintenance Change Account Assignment Assign Cost Center  To depict your enterprise's cost center hierarchy in the system, you link the cost centers to the organizational units.  You can also link the cost centers to jobs and positions. (C) SAP AG HR305 14
5.15 © SAP AG 1999 Setting Up Integration Between Personnel Management and Organizational Management Integration Tools Integration to Personnel Management PLOGI Integration switch for organizational assignment XORGA PersNo. Validity - Enterprise Structure ... Cost center Organizational Structure Job Position Org. unit Organizational Assignment (0001)  The relationship between Personnel Management and Organizational Management is stored in Customizing.  Use the switch PLOGI ORGA to determine whether integration to the Organizational Assignment infotype (0001) takes place.  You can use feature PLOGI in conjunction with the organizational assignment (employee subgroup, personnel area …) to specify which groups of employees can participate in integration. You can determine whether or not integration is active for each case. To do this, you must use one of the following three situations in your enterprise:  You are implementing Personnel Management and would like to re-customize Organizational Management. In this instance, the entries will be converted in the relevant Personnel Management tables for the Personnel Planning Objects.  You are implementing Organizational Management and want to re-customize Personnel Management. You can automatically copy the existing entries into the Organizational Assignment infotype (0001).  You want to implement both components again. You do not have to manually enter the data in Personnel Management as the data that was entered when the systems were previously integrated, will be maintained in the Organizational Management component. (C) SAP AG HR305 15
5.16 © SAP AG 1999 Organizational Structure: Summary  You are able depict your enterprise's organizational structure in the SAP System.  You can also create the relationship between organizational units and positions within Personnel Management, so that data is automatically transferred to the Personnel Management component. (C) SAP AG HR305 16
6 © SAP AG 1999 Additional Organizational Assignment  Payroll Area Payroll Control Record  Organizational Key  Administrator Responsible  Employee Attributes Contents: (C) SAP AG HR305 1
6.2 © SAP AG 1999 Additional Organizational Assignment: Unit Objectives At the conclusion of this unit, you will be able to:  Describe an employee's additional organizational assignment. (C) SAP AG HR305 2
6.3 © SAP AG 1999 Additional Organizational Assignment: Business Scenario  In addition to the organizational elements that you have already created, there are additional indicators that you can use to make the employee's assignment unique. (C) SAP AG HR305 3
6.4 © SAP AG 1999 An Employee's Additional Organizational Assignment Organizational Structure Position Supervisor 50000836 Administrators Group Human Resources Payroll 0001 Job 50000064 Org. unit Org. key 50000827 10000001 Percentage 100 PersNo. Name Validity Enterprise Structure CAB Co. Germany CoCode 0001 0001Pers. area Cost ctr. LegPerson 0001 Frankfurt0001Subarea 01.01.1998 - 31.12.9999 Bus. area Personnel structure Active employee Salaried employee EE group 1 XXEE subgroup Pay.area Contract XX HR-D: Salaried EE 1000 0001 Frankfurt Time Recording Organizational Assignment (0001) Determines when a payroll is run Determines the administrator responsibleAdditional authorization check  You already know most of the indicators on the Organizational Assignment infotype (0001). This unit will discuss the remaining indicators, such as the indicators for authorization checks or those that control payroll. (C) SAP AG HR305 4
6.5 © SAP AG 1999 Depicting the Organization of Payroll in the SAP System Personnel Management Create Payroll Area Personnel Administration Organizational Data Organizational Assignment         Check Default Payroll Area Create Control Record Payroll Payroll International Environment Payroll Organization         Generate Payroll Periods CAB Co. Payroll is run at the end of the month. CAB Co. Payroll is run on the 10th of the subsequent month.  The SAP HR System uses the Payroll Areas to group together employees that should be processed by payroll on the same day, and to determine the precise date of the payroll. Employees belonging to different employee subgroups can belong to the same payroll area.  For example, if the Caliber A Bicycle Company pays all its salaried employees at the end of the month, and all its hourly-paid employees on the tenth of the following month, then it would need at least two payroll areas.  On the right, you can see the Customizing steps that you need to set up payroll areas, control records, and payroll periods. (C) SAP AG HR305 5
6.6 © SAP AG 1999 Payroll Areas Run payroll for previous month on 10th of the month previous month Run payroll for current month on 28th of the month 1st Jan. 1st Feb. 1st Jan. Payroll area YYPayroll area XX 1st Feb.  The payroll area is an organizational entity that groups employees according to organizational assignment criteria. Payroll is run on the same day for all employees in the same payroll area.  The payroll area has two functions that are required for payroll:  It groups the personnel numbers that are to be accounted in the same period.  It defines the exact date of the payroll period.  Employees for whom payroll is run on the same day for the same period are grouped in one payroll area.  Personnel numbers are assigned to payroll areas in the Organizational Assignment infotype (0001). The default value that appears in the 'Payr. Area' field depends on the personnel area and employee group/subgroup assigned to the employee. (see the Define Default Values - Features unit for more detailed information). (C) SAP AG HR305 6
6.7 © SAP AG 1999 Payroll Control Record Simulation Payroll areaPayroll area XX salaried employeeXX salaried employee Control record typeControl record type 01 Payroll01 Payroll Released for payroll Released for corrections Exit payroll Check payroll results Incorrect personnel no. payroll area Payroll status XX monthly The different phases within payroll International Payroll Release payroll Start payroll Check results Corrections Exit payroll Payroll  You must create a control record for each payroll area.  The control record controls the individual payroll stages.  The control record has the following functions:  It determines the exact date of the current payroll period.  If defines the payroll past for retroactive payroll.  It locks master data and time data during the payroll run to prevent changes from being made. This lock is set for past payrolls and for the current one. Payroll data in the future can still be changed.  It defines the earliest retroactive accounting period for the payroll area.  The individual payroll stages are in the payroll menu option. You can release, start, check, correct and exit payroll from this menu option. (C) SAP AG HR305 7
6.8 © SAP AG 1999 Organizational Key for Additional Authorization Checks Organizational key 10001200 Personnel subarea 1300 Cost center 1000 Organizational key 10001300 Personnel subarea 1200 Cost center 1000  You can use the organizational key to enhance the authorization checks as required.  The organizational key is a 14-character field in the Organizational Assignment infotype (0001) that you can structure according to your own requirements. It can be set up using specific control and rule tables. The organizational key should not be confused with the organizational unit.  For more information, refer to the course: Configuration of Processes and Authorizations (HR307) (C) SAP AG HR305 8
6.9 © SAP AG 1999 Administrator Responsible for Personnel Administration Error list in Time Management Automatic mail when infotypes are changed Reporting/ evaluations Contact person on remuneration statements Authorization check Administrators  In the Organizational Assignment infotype (0001), you can enter three different administrators: one for personnel administrator, one for time management and one for payroll.  Standard SAP reports (for example, error list for time recording) can use the administrator as a selection criteria (in this instance, the time administrator).  As a result, the person responsible for time recording will only get a list of his/her employees. You can print the administrator on the remuneration statement so that employees know who to contact in case of queries. (C) SAP AG HR305 9
6.10 © SAP AG 1999 Administrator Assignment Group Admin. Name of administrator F.o.add. Tel.no. SAP Name 0001 0001 0001 0001 0001 001 002 003 CA NDP Joanne Henderson Edward Carter Robert Bell Chris Appleman Nicola Davenport Ms Mr Mr Ms Ms 4711 5541 1239 6665 9848 HENDERSONJ CARTER BELLR APPLEMAN DAVENPORTN Org. Assignment (0001) Administrator group, personnel, time recording, payroll View: Change Administrator  During Customizing, you enter the administrator for each administrator group; these are the administrators that you want to enter in the Organizational Assignment infotype.  The administrator table centrally stores the administrator's name, form of address and telephone number. In addition to this, you can enter the SAP names (the administrator's SAP user). You can use this name to trigger an automatic message (mail) that is sent to the administrator responsible when changes are made to infotype records. (C) SAP AG HR305 10
6.11 © SAP AG 1999 Employee Attributes Employee subgroup Activity status Employment status Training status 1 1 2 Industrial worker Salaried employee Statistical evaluations Activity status Employment status Training status 1 2 2  You have defined your employee groups and subgroups in your enterprise structure. You must now assign a status to them. This can be an activity status, an employment status, training status or employee type.  Below are possible entries for activity status: 1 = Active 2 = Retiree/pensioner 3 = Early retiree 9 = Other  Below are possible entries for employment status: 1 = Industrial worker 2 = Salaried employee 3 = Civil servant 9 = Other  Below are possible entries for training status: 1 = Trainee/apprentice 2 = Trained employee 9 = Other  These statuses are used in national and international evaluations to select and/or summarize personal data or to represent national features. (C) SAP AG HR305 11
6.12 © SAP AG 1999 Additional Organizational Assignment: Summary  You can depict additional organizational assignments for your employees in the SAP System.  You can now discuss the Customizing steps for setting up the Organizational Assignment infotype (0001). (C) SAP AG HR305 12
7 © SAP AG 1999 Define Default Values - Features  Maintaining features  Default payroll areas, administrator groups, number range intervals Contents: (C) SAP AG HR305 1
7.2 © SAP AG 1999 Define Default Values - Features: Unit Objectives At the conclusion of this unit, you will be able to:  Discuss how to control default values using features. (C) SAP AG HR305 2
7.3 © SAP AG 1999 Define Default Values - Features: Business Scenario  So that personnel administrators do not have to enter all the master data by hand, you can define default values that are automatically suggested by the system. (C) SAP AG HR305 3
7.4 © SAP AG 1999 Default Values Name of feature (5-character) Decision tree is read Create infotypes Value set as default in the infotype Value determined  Features are often used to determine default values. These values are suggested by the system when infotypes that affect employee master data are maintained.  For example, the feature ABKRS determines default values for the payroll area. The payroll area is determined by data found in the employee's Organizational Assignment infotype record. Another example of this is the feature LGMST. This feature uses the Basic Pay infotype (0008) to propose the wage and salary types that are permissible for an employee. (C) SAP AG HR305 4
7.5 © SAP AG 1999 Maintaining Features Sub-objects Feature ABKRS ABKRS Default values for payroll area Create Decision tree Structure Persons responsible/status Assign country/component Documentation Display Change Features: Initial Screen (Transaction PE03) Queries personnel and data structure fields to determine the return code Feature's administrative data Information on the structure and the functions Countries for which the feature is valid Containing one or more fields that can be queried in a decision tree  Use transaction PE03 to maintain features.  Features are made up of the following elements.You must maintain them in the order specified below when you create a feature:  Person responsible for the feature  Documentation on the feature  Country/component assignments for the feature  Structure of feature  Decision tree of the feature (C) SAP AG HR305 5
7.6 © SAP AG R Default Values for Payroll Accounting Area StructuralStructural graphicgraphic SystemEdit Goto HelpFeature Utilities Edit Feature ABKRS : Decision TreeEdit Feature ABKRS : Decision Tree Error text * * ** * 01 * 01 ** * 01 DN * 01 DZ B D D D TCLAS MOLGA &ABKRS=D2, PERSK &ABKRS=D2, &ABKRS=D1, &ABKRS=99, &ABKRS=99, Variable key F D Operations Default Values for Payroll Area PME04 Field string for feature TCLAS * MOLGA ** 01 PERSK ** &ABKRS=D2, BUKRS Company code MOLGA Country group PERSG Employee group PERSK Employee subgroup TCLAS Transaction class for data storage ABKRS  You can define default values for payroll accounting areas for your employee. The payroll accounting area will then be defaulted when you maitain the Organizational Assignment infotype (0001).  In the SAP R/3 System, the payroll area depends on the country grouping, and the employee group and employee subgroup. This data combination is stored in the system as a feature. In this feature, a rule is depicted in the decision tree.  The decision rule in the feature is set up according to the following organizational data:  Transaction class for data storage (TCLAS) A = Administration B = Recruitment  Country grouping (MOLGA)  Employee subgroup (PERSK)  For example, the feature would suggest payroll area 99 for employee subgroup DZ. This applies to country grouping 01 (Germany). This value will then be suggested as a default value in infotype 0001.  The default value appears as &Feature=Returncode. (C) SAP AG HR305 6
7.7 © SAP AG 1999 Define Administrator Groups PINCH PINCH Administrator Group TCLAS Transaction Class for Data Storage B Applicant Data Otherwise   APPL **** Status: active Group Admin. Name of Administrator F.o.add. Tel.no. SAP Name 0001 0001 0001 0001 0001 001 002 003 CA NDP Joanne Henderson Edward Carter Robert Bell Chris Appleman Nicola Davenport Ms Mr Mr Ms Ms 4711 5541 1239 6665 9848 HENDERSONJ CARTER BELLR APPLEMAN DAVENPORTN Org. Assignment (0001) Administrator group, personnel, time recording, payroll     View: Change Administrator  In reality, one administrator is often responsible for several personnel areas or employee subgroups. You can use the administrator group feature (PINCH) to specify these requirements.  You can assign administrators to an administrator group as follows:  Store the returncode of the feature in the 'Group' field.  Assign a three-character ID to each administrator.  Determine your administrator's name, form of address, telephone number and user name (mail system).  If the return code of feature PINCH is "****", the description for the administrator group is the same as the personnel area to which the employee is assigned in the "Organizational Assignment" infotype (0001). (C) SAP AG HR305 7
7.8 © SAP AG 1999 Personnel Number Assignment - Feature NUMKR Intervals No. From number 01 02 00000001 90000001 To number 90000000 99999999 Current number 4711 Ext X Feature NUMKR External number assignment Internal number assignment Decision tree  You can also use a feature (NUMKR) to assign personnel numbers. This is also based on the organizational assignment.  There are two ways to assign a number range:  Internal number assignment: In this instance, the SAP R/3 System assigns the personnel numbers.  External number assignment: In this instance, the user assigns the personnel number.  SAP recommends that you use the internal number assignment function. Matchcodes can use any criteria to search HR master records and for this reason you do not need "meaningful" personnel numbers. This is also advantageous when you transfer or promote employees as it means that the "meaningful" characteristics of a personnel number are not lost.  You can have several number range intervals. (C) SAP AG HR305 8
7.9 © SAP AG 1999 Maintaining Features (1) LGMST LGMST Planned Payment Specification MOLGA Country Grouping 01 Germany PERSG Employee group       1 Active employee PERSK Employee subgroup   DE Trainee - Industrial DF Trainee - Commercial DI Hourly wage earner 20/ 1DI       DN Monthly Wage Earner DS Senior Staff DT Non-pay scale employee 20/ 1DU       DU Salaried employee    Feature Edit Goto Utilities View System Help Decision operation Decision field value Status: active Return code View: Change Administrator  Features are objects that query different personnel or data structure fields to determine a certain returncode or result. This value is used to define defaults and control certain system processes. Features can therefore enhance system flexibility.  Features can be used for different purposes. The most important applications are:  Features that define default values Features are often used to determine default values. These values are suggested by the system when infotypes that affect employee master data are maintained. The feature either delivers a default value directly - this is then written to the relevant infotype field e.g. feature ABKRS -> Organizational Assignment (infotype 0001), or the feature delivers a key entry as a return code for reading one or more tables. The stored default values are taken from these tables and entered in the relevant infotype, e.g. Feature LGMST -> Basic Pay (infotype 0008). Note: These default values are always read when an infotype record is created.  Features that control system processes Feature Pnnnn (nnnn stands for the infotype number) controls the sequence in which country-specific screens are displayed in master data infotype maintenance and display.  Features that automatically generate mail messages Some features automatically generate mail messages when certain master data fields are changed e.g. the various administrators in Organizational Assignment infotype (0001). Example: feature M0001. (C) SAP AG HR305 9
7.10 © SAP AG 1999 Maintaining Features (2) Sub-objects Feature LGMST Planned Payment Specification Decision tree Structure Persons responsible/status Country/component assignment Documentation Display Change LGMST LGMST Planned Payment Specification MOLGA Country Grouping 01 Germany SUBTY     02 Switzerland 10 USA Subtype 1   02/ 1   Otherwise PERSG Employee group   1 Active employee   PE03       Enterprise Structure for Wage Type Model Features: Initial Screen Process Feature LGMST: Decision Tree  There are two ways to maintain features:  You can call up the feature decision tree from the Payroll or Time Management IMG (implementation guide), and then make your changes. The system always displays the feature that is assigned to the IMG module.  You can use the feature maintenance transaction, PE03. The "Features: Initial Screen" appears.  Decision trees can be simple or very complex. This depends on their function and on the number of fields, operations and decision criteria they contain. (C) SAP AG HR305 10
7.11 © SAP AG R Maintaining Features 555 The Continuation indicatorContinuation indicator is called by the NEXTRNEXTR (next rule) operation. It defines where processing should continue for the same variable key. 666 The Rule typeRule type defines the type of processing: D Decision operations. The answers to these are stored in the variable key. Normal processing line * Deactivation indicator 777 At present the following OperationsOperations aare supported: Feature Assigns values &ABKRS= Decision Queries different criteria WERKS Jump Jumps to subfeatures FLDID= Continuation NEXTR Other Debugging tool, BREAK error handling ERROR  Rule type D: Calls decision operations. Rule type blank: Calls other operations. Rule type *: Inserts a command line.  Operations control processing within decision trees. The different types of operation are: Feature operations: Transfer the returncode to the feature. Feature operations must always be preceeded by an "&". (Structure: &<Feature>=<Returncode>; for example: &ABKRS=D2) Decision operations: Defines the variable key. The value in the variable key refers to the field that is queried in the decision tree. Continuation operation: If you need more than one line for an operation, you can use the NEXTR operation to store other operations to the next line. Jump operation: FLDID calls a subobject where processing can be continued. Debugging operation: BREAK changes to the debugging mode. You must enter BREAK<user name>. Error operation: Does not transfer a returncode but generates an error message if the decision tree structure is incorrect.  For detailed information, refer to the R/3 library (C) SAP AG HR305 11
7.12 © SAP AG 1999 Define Default Values - Features: Summary  In this unit, you have learned how to define default values, and you can now understand decision operations in features. (C) SAP AG HR305 12
8 © SAP AG 1999 Personal Data  Personal Data  Addresses  Bank Details Contents: (C) SAP AG HR305 1
8.2 © SAP AG 1999 Personal Data: Unit Objectives At the conclusion of this unit, you will be able to:  Describe the overview of an employee's personal data. (C) SAP AG HR305 2
8.3 © SAP AG 1999 Personal Data: Business Scenario  An employee's personal data is stored in pre-defined infotypes. You can adapt these infotypes to meet your company-specific requirements. (C) SAP AG HR305 3
8.4 © SAP AG 1999 Personal Data Personal Data (Infotype 0002)Personal Data (Infotype 0002) SystemEdit Goto HelpHR master data Utilities Name F.o.add. Last name First name Name prefix Formatting Title Name at birth Initials Name affix Birth data Date of birth Language Nationality Place of birth Country of birth Add. nationality Marital status/religion Marital status No. child. Religion IMG: CAB Company Project Implementation Guide for R/3 Customizing Personnel Management Personnel Administration Personal Data Personal Data Create Forms of Address Create Name Affixes Create Marital Status Create Religious Denomination – – – – –  In the first data group, enter all the data that defines the employee's name. This includes forms of address, first and last names, in some instances a second name or name at birth, as well as the main first name and initials. You will also find details on any academic titles, prefixes and affixes.  Birth data: this data group consists of the employee's date and place of birth, nationality and language.  Marital status / religion: the third data group contains data such as the number of children, employee's marital status and in some countries the employee's religion.  The employee's family members do not have to be entered in the system, therefore, the system does not check to see that the number of children entered in the Personal Data infotype is the same as the actual number entered in the Family infotype (0021). (C) SAP AG HR305 4
8.5 © SAP AG 1999 Addresses AddressesAddresses (Infotype 0006)(Infotype 0006) SystemEdit Goto HelpHR master data Utilities Addresses c/o Country I Select Country KeySelect Country Key Foreign address Street/house number Postal code/City District Country key Telephone number Other data Distance in kilometers Company housing IMG: CAB Company Project Implementation Guide for R/3 Customizing Personnel Management Personnel Administration Personal Data Addresses Create Address Types Zip Codes Enter Communication Types – – – – –  Foreign addresses: the different country versions have their own entry screens for the Addresses infotype (0006). When you create an address, the system chooses the country entry screen that corresponds to the country assigned to the employee via the personnel area in the Organizational Assignment infotype (0001). If you want a different country screen to that suggested by the system, use the foreign address function to choose a different screen. This function can be found on the entry screen for the Addresses infotype (0006) (C) SAP AG HR305 5
8.6 © SAP AG 1999 Bank Details Bank Details (Infotype 0009)Bank Details (Infotype 0009) SystemEdit Goto HelpHR master data Utilities Bank details type 0 Bank Details Payee Rosa Lee Postal code/City 67071 New York Bank country US USA Bank key 67292200 Bank account 2645654656 Payment method T Purpose CAB Salary Currency Rosa Lee 1476 10 Queen Street Anywhere, Canada Pay The Toronto-Dominion Bank Address Memo   123   :123 1   |1234: 0123  123456789   | CheckTransfer IMG: HRMS - Stand Alone Implementation Guide for R/3 Customizing Financial Accounting General Ledger Accounting Business Transactions Integration Payroll Define Income Statement Accounts – – – – – – Define Balance Sheet Accounts Bank Accounting– Bank Accounts– Define House Banks Check Post Office Bank Branch Numbers Personnel Management– Personnel Administration– Personal Data– Bank Details– Create Bank Connection Types Define Payment Method Define Default Payment Method  "Stand Alone" means that Human Resouces is implemented, but Financial Accounting is not. If you generate a project view that is based on this enterprise IMG, you will automatically get the customizing steps that are usually carried out when you implement Financial Accounting. (C) SAP AG HR305 6
8.7 © SAP AG 1999 Personal Data: Summary  You can now outline which infotypes contain the employee's personal data, and you know which Customizing steps you need in order to adapt these infotypes to meet your company's requirements. (C) SAP AG HR305 7
9 © SAP AG 1999 Links Between Planned Working Time and Basic Pay  Planned working time  Connection to basic pay  Consequences for payroll Contents: (C) SAP AG HR305 1
9.2 © SAP AG 1999 Links Between Planned Working Time and Basic Pay: Unit Objectives At the conclusion of this unit, you will be able to:  Describe how the working time stored in the Planned Working Time infotype (0007) is related to the payroll-relevant data stored in the Basic Pay infotype (0008).  Determine how relevant this information is for payroll. (C) SAP AG HR305 2
9.3 © SAP AG 1999 Links Between Planned Working Time and Basic Pay: Business Scenario  Employees at the Caliber A Bicycle Company have specific working times. Absence and attendance can be calculated using these as a basis.  Working times also play an important role in an employee's pay. Here we make the distinction between payment on an hourly basis and payment for a specified period (for example, monthly). (C) SAP AG HR305 3
9.4 © SAP AG 1999 Employee Working Time Working time Attendance/absence calculation Payment  Each employee is assigned to a work schedule. The working time stored for this work schedule is important for the employee's pay and for counting attendances and absences.  In the first step, depict the working time information in the Planned Working Time and Basic Pay infotypes.  In the second step, attendance/absence calculation and payroll access this information. (C) SAP AG HR305 4
9.5 © SAP AG R Planned Working Time 100,00 7,20 36,00 156,48 1879,20 5,00 Planned Working Time (Infotype 0007) Edit GotoHR master data Utilities FLEX Default values of the average no. of working hours taken from the work schedule Part-time employee Flex 25 Flex 26 Flex 27 Flex 28 Flex 29 Off 30 Off 31 Flex 18 Flex 11 Flex 04 Flex 19 Flex 20 Flex 21 Flex 22 Off 23 Off 24 Flex 12 Flex 13 Flex 14 Flex 15 Off 16 Off 17 Flex 05 Flex 06 Flex 07 Flex 08 Off 09 Off 10 Off 03 Off 02 Flex 01 B B B B B Wk Mo Tu We Th Fr Sa Su Monthly work sch. rule Work schedule rule Time Mgmt status Working week Work schedule rule Employment percentage Daily working hours Weekly working hours Monthly working hours Annual working hours Weekly workdays Working time  An employee's working time is stored as a work schedule rule in the Planned Working Time infotype (0007). The average working hours are also stored here. The monthly work schedule rule stores the actual number of hours worked by an employee per month. (C) SAP AG HR305 5
9.6 © SAP AG R Connection between Planned Working Time and Basic Pay Work schedule rule Time Mgmt status Part-time employee Planned Working Time (Infotype 0007) SystemEdit Goto HelpHR master data Utilities Basic Pay (Infotype 0008) SystemEdit Goto HelpHR master data Utilities Object ID Capacity util. level Work hours/period Next increase Annual salary monthly 100,00 156,48 FLEX Monthly work schedule Work schedule rule 100,00 7,20 36,00 156,48 1879,20 5,00 Employment percentage Daily working hours Weekly working hours Monthly working hours Annual working hours Weekly workdays Working time  The average number of working hours is taken from iinfotype 0007 and suggested as a default value for the capacity utilization level and the work hours/period in infotype 0008. (C) SAP AG HR305 6
9.7 © SAP AG 1999 Employee Subgroup Grouping for Personnel Calculation Rule Hourly wage earners Salaried employees Grouping for personnel calculation rule 1 Grouping for personnel calculation rule 3 Payment based on the number of hours worked per period taken from infotype 0008 (Basic Pay) Basis is the average working hours Payment on hourly basis accordingto personal work schedule Actual working hours used asthe basis  The distinction is made between employees that are paid on an hourly basis and employees whose pay is based on the number of hours they work per period (for example, salaried).  To realize this difference in the system, you can set up employee subgroup groupings for personnel calculation rules and as a result, the employees are treated differently in payroll accounting. The meaning of each grouping is set, and cannot be deleted. (such as Hourly wage earners - 1, Salaried employees - 3) (C) SAP AG HR305 7
9.8 © SAP AG 1999 Links Between Planned Working Time and Basic Pay: Summary  You can now discuss the connection between Planned Working Time and Basic Pay.  You can now describe why the employee subgroup grouping for personnel calculation rules is relevant for payroll. (C) SAP AG HR305 8
10 © SAP AG 1999 Pay Scale Structure  Pay Scale Structure  Pay scale Groups and Levels Contents: (C) SAP AG HR305 1
10.2 © SAP AG 1999 Pay Scale Structure: Unit Objectives At the conclusion of this unit, you will be able to:  Create the regional, industry-specific, financial and time-related aspects of the pay scale structure.  Define control parameters that are dependent on the employee subgroup and the personnel subgroup.  Define default values for pay scale data. (C) SAP AG HR305 2
10.3 © SAP AG 1999 Pay Scale Structure: Business Scenario  At the Caliber A Bicycle Company, a number of collective agreement provisions are in force. The differences are based on location (pay scale area).  The collective agreement provision determines how much the employees are paid. (C) SAP AG HR305 3
10.4 © SAP AG 1999 Overview - Pay Scale Structure Coll.Agrmnt xxxxDEUTSCH E MARK DEUTSCHE MARK 12 9 6 3 11 1 7 5 8 4 210  The pay scale structure covers regional, industry-specific, financial and time-related aspects. It also takes into account the differences between industrial workers and salaried employees and circumstances related to pay scale changes.  You can assign an employee to a pay scale structure when you maintain the Basic Pay infotype (0008).  Pay scale structure:  Industry classification  Geographic classification  Functional classification (C) SAP AG HR305 4
10.5 © SAP AG 1999 Pay Scale Data Stored in Basic Pay Pay scale Contract type PS type PS area PS group Reason 0 40 01 K5 Basic contract Retail CAB Co. Level 01 Object ID Capacity util. level Working hrs period Next increase Annual salary 100.00 156.48 K5 monthly Wage types 1010 Standard pay 3.874,00 I I APER Number Unit 1030 Standard bonus (%) I IndVal. 01.01.1997 - 31.12.9999 3.874,00 ++ Entry 1 of 2 Basic Pay (infotype 0008)  Store an employee's pay scale data on the Basic Pay infotype (0008).  Even if you do not have collective agreement provisions at your company, and employees negotiate their pay when they are hired, you must still enter a pay scale type and area, an employee subgroup grouping for collective agreement provision, and a pay scale group. These fields are required entry fields in infotype 0008 and there must be at least one entry in the relevant tables. (C) SAP AG HR305 5
10.6 © SAP AG 1999 Depicting Pay Scale Data in the SAP System Personnel Management Personnel Administration Payroll Data     Define EE Subgroup Grouping for PCR and Coll.Agrmt Prov. Basic Pay     Pay Scale Conversion for Basic Pay Define Reason for Change Check Pay Scale Type Check Assignment of Pay Scale Structure to Enterprise Structure Determine Defaults for Pay Scale Data Revise Pay Scale Groups and Levels Define Pay Scale Salary Ranges Specify Working Hours Fixed by Collective Agreement Coll.Agrmnt PS groups for salaried employees and hourly wage earners PS Types are metal, retail and inhouse Pay scale areas Agreed working time 38.5 hours  At the Caliber A Bicycle Company, a number of collective agreement provisions are in force. The differences are based on location (pay scale area).  The collective agreement provision determines how much the employees are paid.  Pay scale groups and levels are used to depict the different payments in the system.  The individual IMG steps for setting up the pay scale structure in the SAP R/3 System are displayed on the right. (C) SAP AG HR305 6
10.7 © SAP AG 1999 Employee Subgroup Grouping for Collective Agreement Provision Hourly wage earner (1) Temporary employees (1) Salaried employees (3) Trainees (3) Pay scale groups for hourly wage earners 1 1 1 G01 G02 G03 PS groupESG grouping for collective agreement provision Level Wage type Start End Amount 20 15 10 Pay scale groups for salaried employees 3 3 3 A01 A02 A03 PS groupESG grouping for collective agreement provision Level Wage type Start End Amount 3000 2000 1000  The employee subgroup grouping for the collective agreement provision allows you to assign different employees to different pay scale groups. You can use the Customizing functions to group employee subgroups.  The SAP R/3 System contains the following groupings:  1. Industrial worker/hourly wage earner-> ID 1  2. Industrial worker/monthly wage earner -> ID 2  3. Salaried employee -> ID 3  4. Non-pay scale employee -> ID 4  The most important function of the employee subgroup grouping for the collective agreement provision is:  Define pay scale groups and levels within the grouping for each pay scale type and area. (C) SAP AG HR305 7
10.8 © SAP AG 1999 Define Pay Scale Type and Area Pay scale areaPay scale type  Pay scale type The pay scale type represents the pay scale regulations or collective agreement according to which employees are paid.  Example: Chemical/metal industry  In the SAP R/3 System, pay scale types are two-character keys that are defined for each region. Pay scale types are maintained when you set up your system.  Pay scale area The pay scale area represents the geographical region to which a pay scale or collective agreement applies.  In the SAP R/3 System, pay scale areas are two-character keys that are defined for each region. Pay scale areas are maintained when you set up your system. (C) SAP AG HR305 8
10.9 © SAP AG 1999 Assign Pay Scale Type/Area to Personnel Subarea Pay scale area II Personnel subarea IIPersonnel subarea I RetailPS area I Metal  The individual personnel subareas are assigned to the relevant pay scale types and pay scale areas. (C) SAP AG HR305 9
10.10 © SAP AG 1999 Default Pay Scale Data using Feature TARIF Hourly wage earner Non-pay scale employee Salaried employee Coll.Agrmnt Pay scale type: Metal PS area I Coll.Agrmnt Pay scale type: Inhouse PS area I Coll.Agrmnt Pay scale type: Retail PS area I  You can define default values based on the pay scale type/area assigned to the personnel subarea or using a decision rule.  You can define different pay scale types and area defaults in the Basic Pay infotype (0008) for employees with different organizational assignment data. (Feature TARIF) (C) SAP AG HR305 10
10.11 © SAP AG 1999 Pay Scale Groups and Levels ESG grouping for collective agreement provision PS group Level Wage type Start End Amount 1 1 3 3 G01 G02 A01 A01 01 10 20 1000 1500 Entries for Country grouping Pay scale type Pay scale area Continue  The enterprise and personnel structure determine which pay scale group view is displayed in infotype 0008.  Pay scale groups and levels are defined for each country grouping, pay scale type, pay scale area and employee subgroup grouping for collective agreement provision.  Pay scale groups are used for job evaluation and indirect valuation.  Pay scale groups are divided into pay scale levels. (C) SAP AG HR305 11
10.12 © SAP AG R Storing Periods Other Than Months Planned Working Time (Infotype 0007) SystemEdit Goto HelpHR master data Utilities Basic Pay (Infotype 0008) SystemEdit Goto HelpHR master data Utilities Object ID Capacity util. level Working hours/period Next increase Annual salary 100,00 Period parameters 01 monthly 02 semi monthly 03 weekly 04 every 2 weeks 05 every 4 weeks 06 annually 10 every quarter Monthly work schedule Work schedule rule Time Mgmt status Part-time employee FLEX Work schedule rule 100,00 7,20 36,00 156,48 1879,20 5,00 Employment percentage Daily working hours Weekly working hours Monthly working hours Annual working hours Weekly workdays Working time  On the Basic Pay infotype (0008), the default value for the working hours per period is taken from the Planned Working Time infotype (0007). It is always assumed that this is the monthly working hours, meaning that the period is a month.  Sometimes, you might need to enter an amount that is valid for another period. For example, for a weekly wage earner. In this case, the system needs to suggest a more appropriate period.  You only need to set up periods for collective agreements if the monthly payroll period does not apply to all employees. Example: Some employees are paid on a weekly basis and others on a monthly basis. The correct number of hours per period needs to be suggested for all employees on the Basic Pay infotype (0008).  In the SAP R/3 System the period is always a month. The table "Assign Pay Scales -> Period Parameters" is empty. An entry that is not available is always interpreted to be "monthly". If you have other payroll periods, you can use a customizing report to fill this table. This is done per pay scale type and area and per employee subgroup grouping for collective agreement provision. (C) SAP AG HR305 12
10.13 © SAP AG 1999 Pay Scale Structure: Summary  In this unit, you learned how to depict the pay scale structure in the SAP R/3 System.  You can now set up a wage type structure using the Customizing steps.  You can now define default values so that the pay scale type and area are suggested as defaults by the system on the Basic Pay record depending on the employee's organizational assignment. (C) SAP AG HR305 13
11 © SAP AG 1999 Wage Type Structure  Wage type catalog  Employee subgroup and personnel subgroup groupings  Permissibility of wage types  Wage type characteristics  Default wage types  Indirect valuation Contents: (C) SAP AG HR305 1
11.2 © SAP AG 1999 Wage Type Structure: Unit Objectives At the conclusion of this unit, you will be able to:  Describe the payment structure and set up dialog wage types in the SAP System.  Outline the control indicators that are used to determine who the wage type can be assigned to, when it can be assigned and how often.  Define the feature that is used to default the wage types on the Basic Pay infotype based on the employee's organizational assignment.  Set up different types of indirect valuation. (C) SAP AG HR305 2
11.3 © SAP AG 1999 Wage Type Structure: Business Scenario  To ensure that the employees at the Caliber A Bicycle Company receive the correct payment, you need to set up different wage types. (C) SAP AG HR305 3
11.4 © SAP AG 1999 Employees' Payments and Deductions Additional Payments Recurring Payments and Deductions Wage types Basic Pay Payroll  Wage types are the key element in the wage type structure. Wage types are the most important concept in Human Resources. Wage types are used to assign payments and deductions and they control the payroll program. Characteristics are used to distinguish the individual wage types. (C) SAP AG HR305 4
11.5 © SAP AG 1999 1st step 2nd step Setting Up Wage Types Dialog characteristics  How wage types behave when they are entered into infotypes.  Modifications required to meet customer specific requirements. Wage type valuation  Processing in payroll.  Modifications required to meet customer specific requirements. Payroll  Wage types are processed according to a set of rules assigned to the wage type valuation.  The Payroll Driver is told how to process the wage type based on the characteristics assigned to it.  In the Human Resources system you need wage types to pay employees.  In the SAP system there are two main categories:  Primary or dialog wage types  Technical wage types  Primary or dialog wage types are defined by each individual company so that they can depict the company's specific payroll requirements.  The SAP R/3 System contains examples of primary/dialog wage types in a sample wage type catalog. For example MA10, standard pay.  These example wage types are called Model Wage Types  The SAP R/3 System also contains technical wage types. These can be identified easily as they have a "/" as the first character.  Wage type characteristics for technical wage types do not require any additional maintenance as the system defines their value during payroll processing.  Technical wage types are not included in an employee's master data. (C) SAP AG HR305 5
11.6 © SAP AG 1999 The Payment Structure's Dialog Characteristics in the SAP System Personnel Management Personnel Administration Payroll Data Basic Pay (Example)         Wage Types  List of wage types:  Standard pay and bonus pay  Standard pay  Non-pay scale salary  Vacation allowance  Christmas bonus  Special payments Additional wage types for the production plant in Hamburg  Hourly wage and bonus  Bonus related to work center  Overtime 50%  Clothing allowance  Dirty work bonus Creating a Wage Type Catalog Check Wage Type Group 'Basic Pay' Employee Subgroups for Primary Wage Type Personnel Subareas for Primary Wage Type Define Wage Type Permissiblity for each PS and ESG Enterprise Structure for Wage Type Model Revise Default Wage Types Define Valuation of Base Wage Types Determine Indirect Valuation for Positions/Work Centers Check Wage Type Catalog  To ensure that the employees at the Caliber A Bicycle Company receive the correct payment, you need to set up different wage types.  The IMG steps that need to be carried out to define dialog wage types are displayed on the right, using the ones required for basic pay as an example. (C) SAP AG HR305 6
11.7 © SAP AG 1999 Overview - Dialog Characteristics Wage types To whom? Industrial workers/ salaried EEs? How? Direct/indirect valuation? Where? Basic pay/ EE remun. info. How often? Once/more than once?  Before an employee's pay can be calculated, wage types must be created.  Wage types have the following functions:  Check permissibility of wage and salary types  for each company code and personnel area  for each employee group and subgroup  for each infotype  In infotypes that have wage types as subtypes, the time constraint defines how often a wage type may exist at a certain point in time.  The operation indicator controls whether a wage type is a payment or a deduction.  The input combination controls which of the fields must be filled when you enter a wage type amount, number, unit of time/measurement.  A wage type can be valuated indirectly if you enter a module name, module variant and a rounding indicator. The amount is then automatically read from the corresponding tables and does not need to be entered and stored in the Basic Pay infotype (0008). (C) SAP AG HR305 7
11.8 © SAP AG 1999 SAP - Model Wage Type Catalog SAP standard system Productive system Copy to ...  Catalog containing model wage types to be used as examples by customers  Start with letters (MXXX, MYYY ....)  Customer wage types with company-specific characteristics  Must always start with a number (1010, 1020, 1030 ....)  The SAP R/3 System contains model wage types. These sample wage types will meet some of your company's requirements. You can use the wage type copier to copy the SAP sample wage types. You then use these copies as your wage types and can modify them so that they meet your specific requirements. (C) SAP AG HR305 8
11.9 © SAP AG 1999 Creating a Wage Type Catalog Copy - sample wage types to customer wage types Delete - customer wage types Choose a maintenance method: Completeness check - do they exist in wage type valuation? Wage type group 0008 Basic Pay Sample Wage type MXXX MYYY MZZZ Wage type text Standard pay Standard bonus Standard bonus (%) Customer Wage type 1010 1020 1030 Wage type text Standard pay customer Bonus customer Bonus (%) customer Wage type group Assignment of wage type to wage type text Wage type Wage type text MXXX MYYY MZZZ 1010 1020 1030 Standard pay Standard bonus Bonus (%) Standard pay customer Bonus customer Bonus (%) customer Wage type characteristics Wage type Wage type text MXXX MYYY MZZZ 1010 1020 1030 Standard pay Standard bonus Bonus (%) Standard pay customer Bonus customer Bonus (%) customer Permissibility of wage types Wage type Wage type text MXXX MYYY MZZZ 1010 1020 1030 Standard pay Standard bonus Bonus (%) Standard pay customer Bonus customer Bonus (%) customer  All sample wage types start with a letter. Your own wage types, that is the copies of the sample wage types, must start with a number.  Make sure that you copy the sample wage type characteristics that determine how the wage types behave in dialog, and the characteristics that determine how the wage types behave in payroll when you copy the wage types.  You can check and modify the characteristics that are relevant for payroll when you carry out the payroll Customizing activities.  The wage types that you copy are included in all the wage type groups. They are also included in the tables from which the wage types were copied. You can use the log to check what was copied. (C) SAP AG HR305 9
11.10 © SAP AG 1999 Checking the Individual Steps of the Copy Procedure Table Table Table Table Table Table Table Table Table Table Table Table Table Table Use Customizing to check the wage types that have been copied  The wage types have now been copied. You now need to check the individual tables to which the customer wage types were copied. Detailed information on the individual steps follows.  You can check and modify the dialog characteristics in the subsequent Customizing steps. (C) SAP AG HR305 10
11.11 © SAP AG 1999 Using Wage Type Groups (Example) Wage type group Assignment of wage type to wage type groups 0008 Basic Pay Wage type Wage type text 1010 1020 Standard pay Standard bonus . . . . Wage type group Assignment of wage type to wage type groups 0210 EE renum. info Wage type Wage type text Wage type valuationWage type valuation Logical view for processing classes Assignment to valuation basis 01 Wage type is included in valuation basis1 Create logical view for valuation basis remove Valuation basis 01 1st Derived wage type Valuation basis 01 2nd Derived wage type Valuation basis Statement wage type 2010 2020 % % % 2010 2020 Overtime Overtime Sunday . . . . 100 50  SAP uses the wage type group concept to group wage types that have similar characteristics in regards to payroll.  Example wage type groups: 0008- Basic Pay 0015- Additional Payments 0202- Absences 0210- Employee Remuneration Info  All wage types, including user-defined wage types, must be assigned to a wage type group. ghggh Otherwise, you cannot work with the Implementation Guide. In the IMG, wage type maintenance is only performed for the wage types required in that particular section. These wage types are selected according to wage type group. This means that you can only use the implementation guide to maintain wage types that have been assigned to a wage type groups.  If the wage types have not been assigned to a wage type group then they will not appear in the wage type maintenance in the IMG.  Use transaction PU95 (Edit wage type groups and logical views) and report RP*LGA20 (Wage Type Usage * = country) to get an overview. (C) SAP AG HR305 11
11.12 © SAP AG 1999 Defining Wage Type Permissibility for Infotypes Membership Fees (0057) EE Remuneration Info (2010) Basic Pay (0008) Leave Compensation (0083) Additional Payments (0015) Recurring Payments/ Deductions (0014)  In the IMG, you can determine which wage types can be entered in the different infotypes. The user can set up the system so that only certain wage types are permissible for infotypes. If you could select all wage types in all infotypes, this would result in incorrect input data and mean that you are constantly searching for the correct wage type.  If you copy a wage type for an infotype using "Create Wage Type Catalog", all the characteristics belonging to the wage type that is being copied are also copied. This also applies to the wage type permissibility for an infotype. (C) SAP AG HR305 12
11.13 © SAP AG 1999 Wage Type Permissibility for Several Infotypes Recurring Payments/ Deductions (0014) Additional Payments (0015) Membership Fees (0057) Performance bonus Union contribution  If you want to use a wage type in several infotypes, then you must enter it in the permissibility tables of the respective infotypes. (C) SAP AG HR305 13
11.14 © SAP AG 1999 Input Frequency for Wage Types in Infotypes Additional Payments (0015) Additional Payments (0015) Payroll period 01 Car allowance Voluntary special payments Voluntary special payments Wage type can be entered once per payroll period Wage type can be entered more than once per payroll period  When you configure a wage type, you can determine whether it can be entered once or more than once per payroll period. (C) SAP AG HR305 14
11.15 © SAP AG 1999 Checking Wage Type Characteristics Unit: - Hours - Day - %? Can amount be overwritten? Validity period? Minimum/ maximum wage type amount? Indirect/ direct valuation? Payment or deduction ?  You can define the following wage type characteristics:  Validity period  Operation indicator  Minimum and maximum wage type amount  Whether or not the wage type amount should be included in the basic pay total  Default units of time/measurement, minimum and maximum number  Input combinations for number and amount  Indirect valuation and its characteristics  Indirect valuation is possible on the following infotypes:  Basic Pay (0008)  Recurring Payments/Deductions (0014)  Additional Payments (0015)  If you intend to implement the Personnel Time Management component, you must also define the wage type as a bonus or a basic hourly pay wage type. (C) SAP AG HR305 15
11.16 © SAP AG 1999 Employee Grouping for Primary Wage Types Trainees Hourly wage Hourly wage bonus Standard pay Standard pay bonus Hourly wage earners Temporary personnel Salaried employees  You can use personnel subarea groupings for primary wage types to define wage type permissibility for a specific enterprise structure, or employee subgroup groupings for primary wage types to define wage type permissibility for a personnel structure.  Defining employee subgroups for primary wage types means that you group your employee subgroups.  You can use these groups to determine which wage types can be entered for which employees. (C) SAP AG HR305 16
11.17 © SAP AG 1999 Personnel Subarea Groupings for Primary Wage Types Personnel subarea 1 Personnel subarea 2 Personnel subarea 3 Personnel subarea 4 Wage types X Wage types Y  You can also group your personnel subareas. This enables you to control the wage type permissibility for each personnel subarea. (C) SAP AG HR305 17
11.18 © SAP AG 1999 Wage Type Permissibility for each Personnel Subarea and Employee Subgroup Wage type MXXX Standard pay 01.01.1998 31.12.9999 Start date End date Employee subgroup grouping 0 1 2 1 3 1 4 5 6 7 8 9 Position Personnel subarea 0 1 2 1 3 4 5 6 7 8 9 Position Blank 1 2 Blank 1 2 = = = = = = not permissible permissible permissible with warning not permissible permissible permissible with warning Personnel subarea grouping for primary wage type Employee subgroup grouping for primary wage type Enterprise structureEnterprise structure Personnel structurePersonnel structure  Here you determine whether a wage type is permissible for your personnel subarea grouping and your employee subgroup grouping. (C) SAP AG HR305 18
11.19 © SAP AG 1999 Valuation of Wage Types Direct Indirect 2000 The administrator manually enters the wage type amount in the infotype. Indirect valuation is not one of the characteristics of these wage types. The system automatically enters the wage type amount in the infotype. Indirect valuation is one of the chacteristics of these wage types.  Direct valuation:  The amount that is used to valuate the wage type is entered manually.  Indirect valuation:  The system automatically calculates the wage type amount and enters it in the infotype. In this case, the wage type amount is imported and/or calculated from the table and does not have to be entered manually. If the valuation table changes, the HR master data record is automatically changed on the corresponding date. This avoids mass data changes.  Indirect valuation is possible for the following infotypes:  0008 Basic Pay  0014 Recurring Payments/Deductions  0015 Additional Payments (C) SAP AG HR305 19
11.20 © SAP AG 1999 Indirect Valuation Using the Rule for Wage Type Characteristics Indirect valuation Module name Module variant Reduction method Rounding type Rounding divisor Can be overwritten Module name specifies which fixed valuation table is used for indirect valuation. Module variant Controls the read access to the table.  You can indirectly valuate a wage type by specifying a module name and variant.  Indirect valuation means that the amount is read from a table and does not have to be entered manually in the infotype.  Because the valuation rule is defined centrally, you do not have to change master data records when you change the valuation. (C) SAP AG HR305 20
11.21 © SAP AG 1999 Module for Wage Type Characteristics (Indirect Valuation) 0015 Additional Payments Wage typexxx,xx I 0014 Recurring Payments Wage typexxx,xx I Wage type characteristics PRZNT SUMME ARBPLTARIF Basic wage type valuation Valuation using positions Pay scale groups and levels 0008 Basic Pay Wage type xxx.xx I  Different modules read different valuation tables. (C) SAP AG HR305 21
11.22 © SAP AG 1999 Indirect Valuation Using Pay Scale Data - Module: TARIF IT0008 Basic PayIT0008 Basic Pay Pay scale specifications PS group Wage type 1 ? Pay scale groups/levels 3 G00A PS groupESG grouping for collective agreement provision Level Wage type Start End Amount 500 Wage type 1 Module TARIF Variant A - D ConversionConversion possibilitiespossibilities 500,- G00A  When you enter a wage type in an infotype, the system reads the valuation module and variant assigned to it in the "Wage Type Characteristics" table.  The TARIF module uses pay scale data that is taken from the pay scale groups and levels entered in the Basic Pay infotype.  You can use a conversion procedure to change this amount. (C) SAP AG HR305 22
11.23 © SAP AG 1999 Indirect Valuation Using the TARIF Module Pay scale groups and levelsPay scale groups and levels Module Variant ESG grouping for coll. Agree. provision Pay scale group Pay scale level Wage type Amount Pay scale A X X (X) - X Pay scale B X X (X) X X Pay scale C X X - X X Pay scale D X - - X X = = = X - (X) Required entry Entry must not exist Entry can exist  Module variants control table access, that is, which table fields are read.  The module TARIF has four variants (A - D), that have the following meaning:  A Valuation is based on the pay scale group and level  B Valuation is based on pay scale group/level and specific wage type  C Valuation does not depend on pay scale level  D Valuation does not depend on pay scale group or level (C) SAP AG HR305 23
11.24 © SAP AG 1999 Indirect Valuation for Calculating a Percentage Wage type 2 Wage type 3 Wage type 4 20 % 30 % 50 % Wage type 1 100 %  Certain wage types are calculated as a percentage of other wage types.  There are two modules that can be used for indirect valuation. Both of these modules are based on how the table "Base Wage Type Valuation" is set up.  In the IMG structure, choose: Personnel Management > Personnel Administration > Payroll Data > Basic Pay > Wage Types > Define Valuation of Base Wage Types  The modules are:  SUMME The wage type amount is the result of this valuation.  PRZNT The result of this valuation is multiplied by the percentage specified. (C) SAP AG HR305 24
11.25 © SAP AG 1999 Base Wage Type Valuation Base wage type valuationBase wage type valuation Module WT Val. Sequence Basis Percentage PRZNT MNNN 01 MXXX 100.00 02 MYYY 100.00 SUMME MZZZ 01 MXXX 6.00 Basic Pay 0008 Number MXXX MYYY MZZZ 10 Basic Pay 0008 Amount MXXX MYYY MZZZ xxx.xx l  Certain wage types are calculated as a percentage of other wage types.  You can link the wage type that is to be valuated with several base wage types in the Base Wage Type Valuation table. (C) SAP AG HR305 25
11.26 © SAP AG 1999 Indirect Valuation Using the PRZNT Module Base wage type valuationIT0008 Basic PayIT0008 Basic Pay MXXX MYYY MNNN ? 500 1000 Module WT Val. Sequence Basis Percentage PRZNT MNNN 01 MXXX 100.00 ConversionConversion possibilitiespossibilities Wage type characteristics Module PRZNT Variant D/I MNNN  In "Define valuation of base wage types", you must specify which wage types are to be used to calculate the percentage bonus (PRZNT). A distinction is made between direct and indirect variants.  In the direct variant, you must enter the wage types to be used as a valuation basis in the infotype otherwise, they are not considered.  The relevant wage types must not be in the infotype in the indirect variant. The monetary value is determined internally, and is used used as the basis for further calculations. (C) SAP AG HR305 26
11.27 © SAP AG 1999 Indirect Valuation Using the SUMME Module Base wage type valuationIT0008 Basic PayIT0008 Basic Pay MXXX MYYY MZZZ ? 500 1000 Module WT Val. Sequence Basis Weighting SUMME MZZZ 01 MXXX 6,00 ConversionConversion possibilitiespossibilities Wage type characteristics Module SUMME Variant D/I MZZZ  You must define which wage types are to be used to calculate the percentage bonus (SUMME). A distinction is also made between direct and indirect variants.  In the direct variant, you must enter the wage types to be used as a valuation basis in the infotype otherwise, they are not considered.  The relevant wage types must not be in the infotype in the indirect variant. The monetary value is determined internally, and is used used as the basis for further calculations.  Unlike the PRZNT module, the percentage value in the SUMME module is entered in the table (field: Percentage) as a fixed value and is therefore linked to the wage type. (C) SAP AG HR305 27
11.28 © SAP AG 1999 Cost of living adjustment Individual Weekly Working Times Using SUMME Module Pay scale type Pay scale area Group Hours Days Specify working hours fixed bySpecify working hours fixed by collective agreementcollective agreement 01 20 01 20 01 01 01 01 1 1 3 3 38 38,5 38 38,5 5 5 5 5 Monthly Working Schedules TableMonthly Working Schedules Table IT Planned Working Time (0007)IT Planned Working Time (0007) Weekly working hours 36,00 Weekly working hours 40,00 Cost of living adjustment using module SUMME with reduction method 6 Cost of living adjustment using module SUMME with reduction method 5  Rounding methods 5 and 6 are used to match the working hours fixed by the collective agreement provision with the actual hours worked by the employee.  If the individual weekly working time (IRWAZ) exceeds the standard working time, a cost of living allowance must be paid. This allowance can be represented in a wage type using the SUMME module and reduction method 5 or 6.  If the standard working time used to calculate the allowance is to be compared with the data in the work schedule, you must use reduction method 5.  If the standard working time used to calculate the allowance is to be compared with the working hours entered in the Planned Working Time infotype (0007), then you must use reduction method 6. (C) SAP AG HR305 28
11.29 © SAP AG 1999 Fork lift truck driver Lathe operator Roofer Indirect Valuation Using Positions - Module: ARBPL S Positions/work centersPositions/work centers S S Fork lift truck driver Lathe operator Roofer 3 UNI 1 UNI 5 UNI 3 UNI 1UNI 5UNI Wage type 1  The indirect valuation module ARBPL uses the object type and the position number entered in infotype 0001 to calculate the wage type amount.  If module ARBPL is used with variant S (position) to valuate, the system bases its calculations on the position entered in the Organizational Assignment infotype (0001) and the country grouping in the "Position" table. You can enter a payment for the position in this table.  To access the position catalog, use the menu path described below in the IMG structure:  Personnel Management > Personnel Administration > Payroll Data > Basic Pay > Wage Types > Define Indirect Valuation for Positions/Work Centers (C) SAP AG HR305 29
11.30 © SAP AG 1999 Indirect Valuation: Additional Attributes Indirect valuation Module name Module variant Reduction method Rounding type Rounding divisor Can be overwritten ConversionConversion possibilitiespossibilities  In addition to the module name and defining module variants, you can enter additional attributes. For example:  Reduction method: The values are defined as follows: Blank or 1 no reduction 2 Reduction using the capacity utilization level (%) stored in infotype 0008 Reduction based on the relationship between the individual hours per week and the individual standard WAZ 4 Reduction based on the relationship between the individual hours per week taken from infotype 0007 and the individual standard WAZ 5 Reduction based on the relationship between the weekly hours from minus the individual standard WAZ. 6 Reduction based on the relationship between the individual hours per week taken from infotype 0007 and the individual standard WAZ  Rounding tyoe: A = amount is rounded down, B = amount is rounded up/down, C = amount is rounded up  Rounding divisor: Values 0 - 999999  Can be overwritten: determines whether you can overwrite the wage type amount in the infotype. (C) SAP AG HR305 30
(C) SAP AG HR305 31
11.31 © SAP AG 1999 Default Wage Types for Basic Pay Hourly wage earner Non-pay scale employee Salaried employee Create Basic Pay infotype 1010 Standard wage 1020 Standard bonus Create Basic Pay infotype 2010 Standard salary 2020 Standard bonus Create Basic Pay infotype 3090 Non-PS salary  If you want the system to suggest a default wage type for basic pay, then this wage type must be included in a wage type model. The system suggests a wage type model based on an employee's organizational assignment. For example:  Company code  Personnel area  Employee group  Employee subgroup (C) SAP AG HR305 32
11.32 © SAP AG 1999 Define Wage Type Models LGMSTDecision tree I0008 Basic Pay Default wage types Wage type model I0001 Organizational Assignment Wage type ? Create  To reduce the amount of routine work involved in creating a Basic Pay infotype record (0008), the system displays the default wage types for the administrator, either as required or optional entries. (C) SAP AG HR305 33
11.33 © SAP AG 1999 Define Default Wage Types Define default wage types Feature LGMST MOLGA PERSK PERSG 01 10 12 1 2 Hourly wage earner Salaried employee Which employee group ? Which country grouping ? Which employee subgroup ? Define default wage types for Basic Pay Salaried employee 1010 Salaried employee 1020  You can use the "Default Wage Types for Basic Pay" table to define default wage types for the Basic Pay infotype (0008).  An entry is accessed by processing a decision tree. The feature is called LGMST.  When you display or maintain a decision tree in the feature editor, you can use the "Structural Graphics" function to display the tree as a graphic. (C) SAP AG HR305 34
11.34 © SAP AG 1999 Wage Type Structure: Summary  In this unit, you learned how to depict wage types in the SAP System.  You can now set up a wage type structure using the Customizing steps.  You can define and set up indirect and direct valuation.  In addition, you can set up default wage types for basic pay that are based on the employee's organizational assignment. (C) SAP AG HR305 35
12 © SAP AG 1999 Routine Personnel Tasks  Pay scale reclassification  Standard pay increase  Employee leaves the company  Employee reenters the company  Retiree with company pension  Retiree working as a night shift security guard Contents: (C) SAP AG HR305 1
12.2 © SAP AG 1999 Routine Personnel Tasks: Unit Objectives  Set up and perform a standard pay increase.  Set up and perform automatic pay scale reclassification.  Run Leaving, Re-entry and Retirement actions. At the end of this unit, you will be able to: (C) SAP AG HR305 2
12.3 © SAP AG 1999 Routine Personnel Tasks: Business Scenario  Now that the system has been set to meet the specific requirements of the Caliber A Bicycle Company, you need to use the system to carry out routine tasks.  These tasks include: transferring an employee to another pay scale group automatically and performing a standard pay increase. (C) SAP AG HR305 3
12.4 © SAP AG 1999 Overview: Pay Scale Reclassification Based on: Master data Hours worked  Pay scale reclassification allows you to update the information on the pay scale groups and levels in the Basic Pay infotype (0008) for each employee. The system updates this information automatically when a situation meriting reclassification arises.  In addition to the "Next Increase" field in the Basic Pay infotype (0008) and the "Key Date" field on the report selection screen, you can define other limit values for reclassification criteria in the SAP R/3 System.  1. The employee's age, upon which a pay scale reclassification is to be performed.  2. The pay scale group/level, when an employee is subject to reclassification upon entry into the group/level.  3. The limit value for the time worked by the employee (in hours).  You can use the following reports to perform pay scale reclassification:  1. Pay scale reclassification based on master data: Pay Scale Reclassification acc. to Age or Pay Scale Membership Period (report RPITUM00).  2. Pay scale reclassification based on hours worked: Pay Scale Reclassification (report RPITIG00). (C) SAP AG HR305 4
12.5 © SAP AG 1999 Pay Scale Reclassification Based on Master Data Pay scale Age-based pay scale increase Time in group/level Insert wage type Next pay scale group Next pay scale level Delimit wage type . . . E10 E11 E12 K4 K5 K6 . . . . . . . . . . . . . . . . . . . . . 50 54 0100 0100 E11 E12 K5 K6  Pay scale reclassification means the transfer of an employee from one pay scale group and/or level to another. The employee is then paid according to the new group/level.  Automatic pay scale reclassification depends on the employee's age and/or time spent in a pay scale group/level. (C) SAP AG HR305 5
12.6 © SAP AG 1999 Performing a Pay Scale Reclassification Based on Master Data Rules for pay scale reclassific. 0008 Basic Pay Next increase 0002 Personal Data Date of birth 0041 Date Specification Techn. date of birth Early reclassification Early reclassification According to age According to age According to technical DoB According to technical DoB RPITUM00 Creates new Basic Pay infotype (0008) Batch input processing  If you want to transfer an employee to a different pay scale group/level before the set date, you can enter the new date in the "Next increase" field of the Basic Pay infotype (0008).  If you want to transfer an employee to a different group or level on the basis of age, you can enter a natural or technical date of birth.  Report RPLTRF00 generates a list containing the employee's personnel number, name and pay scale structure and other information.  Pay scale reclassifications are usually performed before the payroll run for each payroll period. Please note that a pay scale reclassification must be performed before a standard pay increase. (C) SAP AG HR305 6
12.7 © SAP AG 1999 Batch Input Processing Data selection using a report created by a batch input sessioncreated Session processed and changes made Note of changes in a batch input session Temporary storage of batch input session Master data  Mass data changes that are triggered by reports are normally made using a batch input session and not immediately. The changes are not made to the master data until the batch input session has been processed.  To access the batch input system, choose: System -> Services -> Batch input -> Sessions. You can then choose a session using any combination of the following criteria:  Session name  Creation date (according to session overview)  Session status  Choose Overview to display the session overview. You can use the session overview to start, analyze or delete sessions. Choose Log to display the session log.  When a session is processed, a log is created for each session. You can use the session log list function to carry out additional actions, for example, to analyze sessions.  There are three ways to process sessions:  Process/foreground: You can correct transactions interactively and run transactions that you have not yet executed in phases.  Display errors only: This processing type is similar to the previous one, the only difference is that you cannot process transactions that are free of errors and have not been executed interactively. The system displays the screen on which the error occurs. (C) SAP AG HR305 7
 Background: This processing type schedules a session to be processed immediately in the background. (C) SAP AG HR305 8
12.8 © SAP AG 1999 Pay Scale Reclassification Based on Hours Worked Pay scale type Pay scale area ESG for CAP PS group Pay scale level Variable key Hired to 01 01 3 K4 CAB Co. CAB Co. 01.01.1998 Age-based pay scale increase Group member dur. Number 1200 Creates a new Basic Pay record Batch input processing RPITIG00 Refine Reclassification conditions using feature PRVAR Next pay scale group Next pay scale level K5 Cumulated working time from RPTIME00  You can only use this functionality if you use the Time Evaluation component.  Before you can use this functionality, you must define limit values for the hours worked by your employees and the next pay scale group and level in the Pay Scale Reclassification table.  The pay scale reclassification report, RPITIG00, compares the limit values for hours worked with the working time that has already been cumulated (RPTIME00). If the limit values are exceeded, this report creates a new Basic Pay record (0008).  Feature PRVAR uses additional organizational and employee-related criteria to define a three- character alphanumeric returncode as a variable key. This is used to read the pay scale reclassification table. (C) SAP AG HR305 9
12.9 © SAP AG 1999 Standard Pay Increases Simple pay increase (RPU5100) . . . Pay scale groups/levelsPay scale groups/levels PG E12 E12 PL WT Period 01.01.97-30.06.98 01.07.98-31.12.99 Amount 4000,- 4500,- Extended pay increase (RPITRF00) Dynamic pay increase 0008 Basic Pay0008 Basic Pay E12 4000,- 0008 Basic Pay0008 Basic Pay E12 4500,- 0008 Basic Pay0008 Basic Pay MXXX 5275,- 0008 Basic Pay0008 Basic Pay MXXX 6000,-  The system allows you to automatically increase an employee's standard pay. This function can be used for employees whose basic pay is determined on the basis of the pay scale structure assigned to them during Customizing.  Which of the two different procedures is used to determine the pay increase depends on whether the amounts in the Customizing system should be increased by a certain amount or percentage simple pay increase, or whether the pay history should be updated in the Basic Pay infotype (0008). The second procedure (following the pay increase) also allows you to change directly valuated wage types, and to set up different increase variants. You can use increase variants to create new wage types, to replace existing wage types with new ones, or to delimit existing wage types without replacements. (C) SAP AG HR305 10
12.10 © SAP AG 1999 Performing a Simple Pay Increase Pay scale groups/levels Start date 01.01.1997 End date 12.31.9999 Amount 4000.00 RPU51000 Pay scale groups/levels Entries selected Pay scale groups/levels Start date 01.01.1997 07.01.1998 End date 30.06.1998 31.12.9999 Amount 4000.00 4500.00 For indirectly valuated wage types - percentage increase - increase to constant amount - rounding - start of validity period Old pay scales New pay scales Save new pay scales  When increasing an employee's pay, you must first run report RPU51000 to change the pay scale groups and levels on the key date.  The actual monetary value is then read from the relevant table when indirect valuation is performed. If you enter a date in the "Indirect valuation" field on the Basic Pay infotype (0008), the system displays the amounts that are currently valid.  To facilitate processing, the activities for changing customizing settings and master data are kept separate.  If you want to create a basic pay history (0008), run report RPITRF00 to delimit the basic pay records on the key date specified. (C) SAP AG HR305 11
12.11 © SAP AG 1999 Performing an Extended Pay Increase Pay scale groups/levels Start date 01.01.1997 01.07.1998 End date 30.06.1998 31.12.9999 Amount 4000.00 4500.00 RPITRF00 Batch input processing 0008 Basic Pay Valid 01.01.1997 31.12.9999 0008 Basic Pay Valid 01.01.1997 30.06.1998 0008 Basic Pay Valid 01.01.1997 31.12.9999  Payroll processes the Basic Pay data (0008) and pay scale groups and levels for a specific period.  When you increase amounts by changing the settings in the customizing system, the system updates the Basic Pay history (0008) for indirectly valuated wage types.  You can use report RPITRF00 to generate a basic pay history for a specific period of time. (C) SAP AG HR305 12
12.12 © SAP AG 1999 Dynamic Pay Increase  Increase a wage type by an absolute amount (variant A)  Increase total basic pay by an absolute amount (variant G)  Increase by a difference (variant D)  Valuate according to a different pay scale group (variant E)  Insert a new wage type (variant T)  Restrict time period for an existing wage type (variant C)  Replace one wage type with another (variant R) . . .  The variant defines the type of extended pay scale increase.  You can also define other increase variants that, for example, allow you to insert, delete, and replace existing wage types. (C) SAP AG HR305 13
12.13 © SAP AG 1999 Example: Increase by a Difference (Variant D) 4620,- + 80,- = 4700,- Standard pay increase 10 % but at least 500.00Monthly salary: 4200Monthly salary: 4200 DEUTSCHE MARK DEUTSCHE MARK  Wage types can be increased by a difference on the basis of the employee's pay scale structure. (Variant D).  The difference in variant D can be defined as a percentage or an amount. If you specify a percentage, you can also define a minimum amount, that is, the amount that the employee must at least receive if this amount is not attained by the percentage increase. You can also limit the percentage increase by specifying a maximum amount.  Example: Increase wage type by entering a percentage and a minimum amount. You would like to increase the basic wage type "monthly salary" of all employees in a certain pay scale structure by 10%. The minimum amount must be 500UNI regardless of the amount calculated using the percentage increase. If the original amount is 4200UNI then a 10% increase would only create an increase amount of 420UNI. (C) SAP AG HR305 14
12.14 © SAP AG 1999 Example: Replace Wage Type with Another (Variant R) replaced by bonusbonus DEUTSCHE MARK DEUTSCHE MARK New bonusNew bonus DEUTSCHE MARK DEUTSCHE MARK  You can set up your system so that one wage type is replaced by another depending on the employee's pay scale structure (Variant R).  Example: According to the pay scale structure, a certain bonus should be replaced by a new bonus. The new bonus should be 75% of the old bonus.  Enter the wage type to be replaced in the "Wage type" field, and enter the new wage type in the "Reference wage type" field. The system uses the percentage to calculate the value of the reference wage type. If necessary, you can specify an operation and a minimum amount to be used when valuating the new wage type (operation <), or a maximim amount that cannot be exceeded (operation >). (C) SAP AG HR305 15
12.15 © SAP AG 1999 Employee Leaves the Company  Status change in infotype 0000, employment status set to 0  Personnel number is not deleted  Some infotypes are delimited  Other infotypes cannot be delimited Personnel action Leaving  When an employee leaves the company, certain infotypes cannot be changed because they are needed to create a history. Some infotypes must, however, be delimited when an employee leaves the company.  When an employee leaves the company, his/her personnel number cannot be deleted.  When an employee leaves the company, a new Action infotype record (0000) is created for the leaving action. This infotype record stores the leaving date and the reason for leaving. The reason for leaving is needed for statistics and reporting purposes. When an employee leaves the company, the employment status is changed automatically. When an employee leaves the company, his/her employment status is automatically set to 0. Payroll recognizes this status and no longer selects this employee for payroll in the subsequent payroll periods. Organizational data, personal data, addresses and basic data are needed by payroll. You must leave the following data in the system: organizational data, personal data, address, and most importantly, basic data used for payroll. The data records cannot be delimited, as in some cases, employees may still be entitled to payments after his/her last payroll (for overtime or leave compensation etc.). You may also need to contact the employee at a later date. In addition to this, this data is also used for reporting purposes.  You cannot delimit the Basic Pay infotype (0008). If this infotype is delimited, it is impossible to perform retroactive accounting correctly. If you do want to compensate an employee once (C) SAP AG HR305 16
he/she has left, then you can use Recurring Payments/Deductions (0014) or Additional Payment (0015). (C) SAP AG HR305 17
12.16 © SAP AG 1999 Employee Reenters the Company  Existing personnel number is re-used  Status change in infotype 0000, employment status set to 3  Start date entered into the delimited infotypes Personnel action Reentry  The SAP System uses the term "Reentry" to mean an employee who has left the company, and then re-enters the same company. The previous personnel number is used for such a personnel action. The employment status is set to 3 for active in the Actions infotype (0000) when the personnel reentry action is run. In the case of infotypes that were delimited when the employee left the company, new infotypes are created, in which the date of re-entry is entered as the start date. (C) SAP AG HR305 18
12.17 © SAP AG 1999 Retiree with Company Pension  Status change in infotype 0000, employment status set to 2  Employee group retiree and employee subgroup retiree  The company pension is entered into the Basic Pay infotype (0008) Personnel action Early Retirement/Retirement  If one of your active employees retires or goes into early retirement, then you need to run the relevant personnel action. The entry in status field in the Actions infotype is automatically Assign the employees to the Pensioners employee group/subgroup. To pay the pension, simply enter the corresponding wage type in the Basic Pay infotype.  If an employee that left the company years ago is now entitled to a company pension, then you must first run a reentry action followed by the retirement action. (C) SAP AG HR305 19
12.18 © SAP AG 1999 Retiree Working as a Night Shift Security Guard  Employee is hired and given a new personnel number  Employment status set to 3  Employee group active and employee subgroup night shift security guard Personnel action Hiring  If an employee who is entitled to a company pension is employed as a night shift security guard, you must enter him/her in the system with a new personnel number. In this way, the employee receives employment status 3 with the second personnel number, and is assigned to the Active employee group, and to the Night Shift Security Guard employee subgroup, for example.  You need to create a second personnel number because the money earned as a night shift security guard is taxed according to different tax guidelines. (C) SAP AG HR305 20
12.19 © SAP AG 1999 Routine Personnel Tasks: Summary  You can now carry out a pay scale reclassification and a standard pay increase using the relevant reports.  You can execute the personnel action types Leaving, Reentry into Company and Retirement for your employees. (C) SAP AG HR305 21
13 © SAP AG 1999  This section contains supplementary material to be used for reference  This material is not part of the standard course  Therefore, the instructor might not cover this during the course presentation Appendix (C) SAP AG HR305 1
13.2Menu Paths for HR305 Unit: Introduction Set up user parameters System  User profile  Own data Unit: Administrator at the Caliber A Bicycle Company Personnel Action Human Resources  Personnel Management  Administration HR Master Data Select Personnel Actions Unit: Buying a Bicycle Production Company Creating a Project IMG Tools  AcceleratedSAP  Customizing Select Project Management. Expand all subnodes in the Project IMG Tools  AcceleratedSAP  Customizing  Edit Project Select your project number 1## by double-clicking on the project number. Place the cursor on the Implementation Guide for R/3 Customizing (IMG) line in the Project IMG. Click on Expand all. Example for finding information on the technical table name Select the executable function icon to reach a table. Place the cursor on a field. Select the Help icon (or F1). Select the Technical info button. You can find the table or view name in the field data. You can find the name of the table or view under Field data. Additional information on IMG activities (C) SAP AG HR305 2
To display the activity importance of tasks in the IMG: Additional information  Activity importance To display critical activities in the IMG: Additional information  Critical activity To display the status of tasks in the IMG: Additional information  Status (C) SAP AG HR305 3
Unit: Enterprise Structure Create a new personnel subarea IMG: Enterprise Structure  Definition  Human Resource Management  Personnel Subareas  Copy, Delete, Check Personnel Subarea Create new employee subgroups IMG: Enterprise Structure  Definition  Human Resource Management  Employee Subgroups  Edit Employee Subgroup Environment Assign employee subgroup to employee group and country grouping IMG: Enterprise Structure  Assignment  Human Resource Management  Assign Employee Subgroup to Employee Group Display the groupings associated with a personnel subarea IMG: Enterprise Structure  Definition  Human Resource Management  Personnel Subareas  Copy, Delete, Check Personnel Subarea Select Organizational object  IMG Activities. Select the project number and title from the dialog box. Assign company code to personnel area IMG: Enterprise Structure  Assignment  Human Resource Management  Assignment of Personnel Area to Company Code Display the groupings associated with an employee subgroup IMG: Enterprise Structure  Definition  Human Resource Management  Employee Subgroups  Edit Employee Subgroup Environment Select Organizational object  IMG Activities. Select the project number and title from the dialog box. Display the view grouping associated with a personnel subarea and employee subgroup Tools  AcceleratedSAP  Customizing  Edit Project Select your project IMG view for inclusion in your worklist. (C) SAP AG HR305 4
Unit: Organizational Structure Connection between a position and a personnel subarea Human Resources  Organizational Management  Expert Mode  Position Select the Account Assignment Features infotype. Select the Employee Group/Subgroup infotype. Unit: Additional Organizational Assignment Define administrator IMG: Personnel Management  Personnel Administration  Organizational Data  Organizational Assignment  Define Administrator Unit: Define Default Values Define administrator groups IMG: Personnel Management  Personnel Administration  Organizational Data  Organizational Assignment  Define Administrator Groups Unit: Personal Data Marital status Personnel Management  Personnel Administration  Personal Data  Personal Data  Create Marital Status Unit: Connection between Planned Working Time and Basic Pay Assign personnel calculation rule (PCR code) to employee subgroup. Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Define EE Subgroup Grouping for PCR and Coll. Agrmt Prov. (C) SAP AG HR305 5
Unit: Pay Scale Structure Define the collective agreement provision code for employee subgroup Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Define EE Subgroup Grouping for PCR and Coll. Agrmt Prov. Define pay scale type and area Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Check Pay Scale Type Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Check Pay Scale Area Assign pay scale type and area to personnel subarea Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Check Assignment of Pay Scale Structure to Enterprise Structure Define pay scale groups and levels Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Revise Pay Scale Groups and Levels Feature TARIF IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Determine Default for Pay Scale Area Unit: Wage Type Structure Wage type copy function IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage Types  Create Wage Type Catalog Check wage type group for basic pay IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage Types  Check Wage Type Group 'Basic Pay' Check wage type permissibility IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage Types  Check Wage Type Catalog  Check Entry Permissibility per Infotype Check wage type characteristics (C) SAP AG HR305 6
IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage Types  Check Wage Type Catalog  Check Wage Type Characteristics (C) SAP AG HR305 7
Employee subgroup groupping for primary wage type IMG: Personnel Management  Personnel Adminstration  Payroll Data  Basic Pay  Wage Types  Employee Subgroups for Primary Wage Type Grouping of personnel subareas for primary wage types IMG: Personnel Management  Personnel Adminstration  Payroll Data  Basic Pay  Wage Types  Personnel Subareas for Primary Wage Type Wage type permissibility for each PS and ESG IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage Types  Define Wage Type Permissibility for each PS and ESG Define default values for wage types and the wage type model IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage Types  Revise Default Wage Types IMG: Personnel Management  Personnel Adminstration  Payroll Data  Basic Pay  Wage Types  Enterprise Structure for Wage Type Model Define valuation of base wage types IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage Types  Define Valuation of Base Wage Types Assign bonus wage types (module name TARIF, VARIANT B-D) to pay scale groups and levels Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Revise Pay Scale Groups and Levels Maintain the annual salary entries if this is relevant for your country Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Define Annual Salary Review infotypes created by the personnel action in the personnel file Human Resources  Personnel Management  Administration  HR Master Data  Personnel File (C) SAP AG HR305 8
Unit: Routine Personnel Tasks Define rules for reclassification IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Pay Scale Reclassification  Check Pay Scale Reclassification Based on Master Data Use Report RPITUM00 and start the batch input session System Services  Reporting System  Services  Batch input  Sessions Use report RPU51000 and report RPITRF00 for pay scale increases, and start batch input session System Services  Reporting System  Services  Batch input  Sessions Employee leaving company using ‘Leaving’ personnel action Human Resources  Personnel Management  Administration  HR Master Data  Personnel Actions Select the Leaving action. Rehire employee using the ‘Reentry into company’ personnel action Human Resources  Personnel Management  Administration  HR Master Data  Personnel Actions Select ‘Reentry into company’. Retire employee using the ‘Early retirement’ personnel action Human Resources  Personnel Management  Administration  HR Master Data  Personnel Actions Select Early retirement. (C) SAP AG HR305 9
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13.3Absence (Personnel Time Management) Period within regular working time during which an employee is not at work because of sickness or leave, for example. Absence quota (Personnel Time Management) An employee's entitlement to a certain absence. The quota has a limited validity period, and is reduced by each recorded absence. Account assignment type (Payroll) Determines the characteristics used by a wage type in the symbolic account during posting to accounting, and also the type of account to which the wage type is posted. The account assignment type defines the transaction used to search for the accompanying account in the table of automatic account assignments (T030), and the fields that are filled when posting takes place. Accrual entitlement (Payroll) The quota entitlement calculated for a specific period in automatic absence quota accrual. Activity (Personnel Management) Activities are elements of SAP Business Workflow. An activity can be any one of the following: • Tasks • Reports • Transactions By assigning activities to users, you identify the areas of the system which users can access. The set of activities assigned to a user is called an activity profile. Activity type (Controlling) Unit within a controlling area used for classification of activities produced or provided by a cost center. Use Planning and allocation of activities requires recording quantities measured in activity units. Valuations of activity quantities are carried out using activity prices (allocation prices). In Overhead Cost Controlling (CO-OM), costs are divided into fixed and variable portions based on the activity quantities. Classifying cost center activities as separate activity types should therefore take the relevancy of specific costs into account. Activity prices can be posted manually or calculated automatically based on the costs assignable to the activities. Different activity prices can be calculated using plan costs and/or actual costs. Planning, allocation, and monitoring of (C) SAP AG HR305 11
costs can occur at the activity type or cost center levels. Actual costs can be posted on the cost center level only. Assignment of costs so posted proceeds with the aid of the splitting function. Activity inputs from one cost center to other cost centers, orders, or business processes represent utilization of the cost center's resources. Integration A cost center may include one activity type, multiple activity types, or no activity types. Example Sample activity types in production cost centers would be machine hours or finished units. Adjustment rule for bases for calculating average values (Payroll) This rule adapts bases for calculating average values to changed collective agreement conditions with retroactive effect. This enables you to take account of standard or individual pay increases when the bases for calculating average values are formed. Administrative personnel structure (Personnel Management) The administrative personnel structure divides employees into employee groups and employee subgroups for administrative reasons in order to control payroll or authorization checks, for example. Administrator A person or group of persons with specific work responsibilities. Advance payment (Payroll) This is a lump-sum payment of income, which has already been earned but for which payroll has not yet been performed. Such payments are usually effected between two ordinary payments of either wages or salaries. Rather than pay the full amount of earned income after each payroll run, many companies and organizations prefer to effect one or even several advance payments during the payroll period. The advance payment is roughly equal to the amount of income that the employee has already earned. The exact amount of remuneration is calculated later. The advance payments are deducted from the total and the employee receives the remaining amount, usually when wages and salaries are paid in the following month. Assessment basis (Payroll) The assessment basis is used in accordance with tax law to determine how much tax is paid. In the context of social security law, the assessment basis is a term used for the total gross amounts per month on which both tax and contributions to state-run benefit schemes must be paid. The income threshold, which determines the amount of contributions paid to secure rights (C) SAP AG HR305 12
to state-run benefits, must also be taken into account. The gross assessment amount may vary for different types of benefits, such as for health insurance or pension insurance. Availability for work (Personnel Time Management) Time period during which an employee must be available to perform any work that arises. It differs from on-call duty in that the employee must actually be at his/her work center. Average value calculation rule (Payroll) This rule is used to valuate time-dependent wage types (e.g. absences, Christmas bonuses, and vacation allowances). If you want to valuate a time wage type using averages, it must be coded in processing class 15. Balance revision (Personnel Time Management) Balance revisions are used to change time accounts and transfer time balances from one time account to another. Base entitlement (Personnel Time Management) The total entitlement per absence quota type for a specific period, such as a calendar year. The total entitlement is expressed in days or hours and used in automatic absence quota accrual. It is taken as the basis for calculating the pro rata leave entitlement. Bases for calculating average value (Payroll) Bases for calculating average values are cumulation wage types in which wage types are stored that can be used to valuate averages. The secondary wage types /201 to /232 are used as average calculation bases. The valuation bases include the wage types that are flagged as relevant for average calculations. The average bases are cumulated in an internal table and then used in the calculation of the average values. Benchmark job (Personnel Management) Job that serves as a standard by which other jobs can be measured or compared. Capital formation savings payment (Personnel Management) A special type of savings payment for employees that receives state support. Capital formation savings payments are payments of money to which the employee does not have unrestricted access. Instead, the employer invests the money in a long-term account. There are different types of capital formation savings accounts, such as with a credit institution for securities or another (C) SAP AG HR305 13
type of investment, expenses incurred with regard to a securities sales agreement with the employee, expenses incurred with regard to housing construction, etc. Challenge type (Personnel Management) Feature for classifying the challenge specification. Examples • Challenge type 1 = unlimited employability • Challenge type 2 = limited employability • Challenge type 3 = sedentary activities only Change in staffing level (Personnel Management) Actions such as hirings, dismissals, and early retirement are used to change the staffing level so that the total number of employees meets actual workforce requirements. Company insurance (Payroll) Insurance paid for by the employer and to which the employee has a legal right. "Company insurance" is an umbrella term that covers all types of insurance policies such as life insurance, health insurance, accident insurance and third-party liability insurance. Company insurance most often consists of a life insurance policy between the employer and an insurance company for the benefit of the employee. The insurance premiums are paid by the company, although the employee could be required to meet some of the costs. Concluding a group life insurance policy for a larger group of people results in more favorable insurance conditions. Company insurance is a type of company pension scheme. Company pension scheme (Payroll) All measures taken by an employer that are over and above the compulsory contribution levels for statutory pension insurance. These measures provide additional support towards safeguarding the future of the employee and surviving dependents if the employee should leave the company as a result of (permanent) incapacity to work, reaching a specific age, or death. There are five forms of company pension scheme to consider: • Company guaranteed pension payment • Benevolent fund • Pension fund • Company insurance • Increased insurance or voluntary continued insurance (C) SAP AG HR305 14
Compensation (Payroll) Compensation is paid in lieu of leave which an employee has not used. Compensation time (Personnel Time Management) Time which employees work in addition to their standard working time, and which is accumulated in an account. Compulsory insurance (Payroll) Insurance policies which people are obliged to take out by law. Compulsory insurance often takes the form of national social insurance programs. Continued pay (Payroll) Continued pay is effected when an employee is unable to work because he or she is ill or has had an accident. Contribution (Payroll) Contributions can be either regular or once-only payments which are effected to ensure entitlement to specific benefits. The amount of the contribution can be determined either by law or by a contract. Example • Contributions to secure health insurance or pension rights. Contribution scale (Payroll) The contribution scale is used by the health insurance sector to differentiate between tariffs for those who are voluntarily insured. For example, the contribution scale for: • Employees • The self-employed • Students Core time (Personnel Time Management) Time during which an employee must be at work. Correction run (Payroll) (C) SAP AG HR305 15
A correction run occurs when payroll is repeated for the current payroll period to correct mistakes. Unlike retroactive accounting runs, correction runs are performed during the current period for payroll runs which are not yet complete. Credit factor (Payroll) This is the abbreviated form of "credit factor for severely challenged persons". The credit factor is a multiplier used to credit an employer with a part percentage for each challenged or severely challenged employee, the value of which depends on the specification and type of challenge. Once the total percentage is equal to or greater than the statutory fixed percentage, the employer is no longer required to pay an equalization levy for challenged persons. Cumulation (Payroll) A cumulation is a totaling of values. In incentive wages, for example, the confirmed labor times (actual labor times) which have been recorded for a particular employee during the course of the accounting period are added together. The cumulated value can then be used in evaluations and calculations using the premium formula for the period. Cumulation Rule (Payroll) A rule used for cumulating a period's bases for calculating average values. The rule determines which parts of the wage type are cumulated: • the wage type number (NUM) • the wage type amount (AMT) • the wage type rate (RTE) • the leading +/- sign Daily work schedule (Personnel Time Management) A daily work schedule defines the number of hours to be worked by an employee on a workday, and the distribution of these hours. Data communications regulation (Payroll) A legal regulation that determines how employee salary/wage accounts are handled by data processing systems. It also applies to the transfer of employment status notifications to data mediums that can be read automatically, such as magnetic tapes, without the documents specified in the German Data Entry Regulation. Date modifier (Payroll) Modifier used to link additional date types to a payroll calendar. (C) SAP AG HR305 16
Use For each period in the payroll calendar, you can create date specifications in addition to the date specifications defined for standard payroll intervals. The additional date specifications can be used, for example, to save the payment date or the date the payment amount is transferred to the employee's account (planning date). Day program (Personnel Time Management) As of Release 3.0A, this term has been replaced by the term "daily work schedule". Day type (Personnel Time Management) The day type determines whether or not a day should be paid. It also indicates planned attendance, irrespective of the employee's daily work schedule. Dialog wage type (Personnel Management) Dialog wage types are primary wage types that are entered for an employee when master data is maintained. Example Wage type: Christmas bonus Different payment (Personnel Management) A payment that is temporarily different from the current rate paid to an employee on the basis of his or her master data. Document (Controlling) Proof of a cost accounting posting. This posting can be made both within (for example, distribution) and outside of (for example, primary cost posting in FI) the CO module. Document (Financial Accounting) Proof of a business transaction. There is a difference between original documents and DP documents: • Original documents include, for example, incoming invoices, bank statements, and carbon copies of outgoing invoices. • DP documents include, for example, accounting documents, sample documents, and recurring entry documents. The accounting document reflects the original document in the system. All other DP documents serve as an entry facility. (C) SAP AG HR305 17
Document entry (Financial Accounting) Manual or automatic entry of a document in the R/3 System. Manual entry occurs via screens that are specially designed for the business transactions to be entered. Automatic entry is carried out via an online interface. Document split account (Payroll) A special account that must be created in financial accounting for posting payroll results to accounting. The partial totals for all documents in a posting run are posted to this account. Document type (Financial Accounting) Key that distinguishes the business transactions to be posted. The document type determines where the document is stored, and the account types to be posted. Double taxation convention (Personnel Management) An international agreement between two or more states. The purpose of double taxation conventions is to prevent people who work abroad and who must pay tax on their earnings from having to pay taxes more than once (that is, in more than one country) for the same period and for the same taxable income. They are generally based on the tax laws of the state in which the work is performed. Double taxation conventions are particularly important for people in regions near to international borders (cross-border employees). Earliest possible retroactive accounting period (Payroll) The period furthest back in the past for which it is still possible to perform a retroactive accounting run. This means that retroactive accounting takes place for a period for which payroll has already been performed. The earliest possible retroactive accounting period is specified for a payroll area, in which respect the system also takes account of the date on which the employee in question first started working for the employer. Educational leave (Personnel Time Management) A defined period of leave granted to an employee for the purpose of study, sometimes with payment of suitable benefits. Educational leave comprises all levels of vocational training as well as education on general, political, and union topics. The duration and payment of educational leave depends on contractual provisions and regional jurisdiction. Employee (Personnel Management) The employee is a person who contributes or has contributed to the creation of goods and services within the enterprise. As a rule, this occurs on the basis of an employment contract or contract for services. (C) SAP AG HR305 18
Use The employee constitutes the main focus of interest for the majority of human resource subareas (personnel administration, time management, payroll, etc.) All business processes within these areas relate to the employee. Employee group (Personnel Management) An employee group is an organizational entity for which personnel provisions can be specified. Structure An employee group is subdivided into employee subgroups. Example Employee groups: • Active employees • Employees who have left the enterprise • Company pensioners Employee subgroups within the “active employee” group: • Industrial workers • Commercial employees • Technical employees • etc. Employee savings bonus (Payroll) In Germany, the employee savings bonus is paid by the state to people who are in direct paid employment (that is, people who are not self-employed) if the employer makes capital formation savings payments to the employee and the employee's taxable annual earnings do not exceed a specified amount. The savings bonus is calculated on the basis of the savings amount with corresponding assessment thresholds multiplied by a fixed percentage. Employers used to pay the employee savings bonus on a monthly basis and were then refunded the money by the tax office. As of January 1990, the savings bonus is calculated by the tax office and paid to the employee once a year as part of the annual employment tax declaration. Employee's contribution (Payroll) The employee's contribution represents the amount paid by an employee toward his or her own benefits, such as health insurance. The employee's contribution may be deducted by the employer from the employee's remuneration and paid directly to the institution that provides the benefit, such as a health insurance company. (C) SAP AG HR305 19
Employee subgroup (Personnel Management) An employee subgroup is an organizational entity within an employee group for which personnel provisions have been specified. Employee subgroup grouping (Personnel Management) In HR, employee subgroups are grouped into the following areas: • Work schedule • Personnel calculation rules • Primary wage types • Collective agreement rules • Time quota types • Account determination Employee subgroup grouping for personnel calculation rules (Personnel Management) A personnel calculation rule is an instruction on how certain defined tasks must be carried out within time evaluation, payroll, and the evaluation of payroll results. An employee subgroup grouping for personnel calculation rules is a subdivision of employee subgroups for which the same personnel calculation rules have been defined for payroll, and the evaluation of payroll results and time management data. Employee subgroup grouping for work schedules (Personnel Time Management) An employee subgroup grouping for work schedules is a grouping of employee subgroups for which the same work schedule rules and rules for attendance and absence counting are defined. Employer's contribution (Payroll) The employer's contribution represents the amount paid by an employer toward benefits enjoyed by the employee, such as health insurance. Employment contract (Personnel Management) A contract under private law in which the employee undertakes to work directly for the employer, and the employer undertakes to remunerate the employee. Entitlement (Payroll) Represents a company benefit expected in the future. Entitlements can be defined as • Primary entitlements, which are offered directly to an employee, and (C) SAP AG HR305 20
• Secondary entitlements, which result from the primary entitlement. Example • Primary entitlement: Entitlement to a retirement pension • Secondary entitlement: In case of invalidity, the invalidity pension replaces the retirement pension Equalization levy (Payroll) Equalization levies are fixed amounts per month which are paid by both private and public employers for each work center which should be (but is not) taken by a severely challenged employee or a person on a par with a severely challenged employee. Employers pay equalization levies on a yearly basis to the main social welfare office in whose jurisdiction they are located. Evaluation (Cross-Application Functions (CA)) Compilation of data in the form of a table or list. An evaluation is the result of executing a report. It can be displayed on the screen, or sent to a printer. Evaluation Classes (Payroll) Evaluation classes determine how wage types are evaluated once payroll is complete. In other words, they are an interface between payroll and subsequent programs. Evaluation path (Personnel Management) An evaluation path represents a set of relationships that exist between certain objects within a hierarchical structure. For example, the path O-S-P represents the set of relationships found between organizational units > positions > persons. Evaluation paths are used to select objects for reports. You name the evaluation path that interests you, and the system traces every branch of the hierarchical structure. The report only includes those objects found in the named evaluation path. Extraordinary notice of dismissal (Personnel Management) Notice of contract termination, whereby the employment contract is either terminated early or without complying with the notice period in force. As a rule, there is no notice period, but this does not have to be the case, as the employer can stipulate a notice period even for an extraordinary notice of dismissal. An extraordinary notice of dismissal can only be effected for very important reasons. Like the ordinary notice of dismissal, an extraordinary notice of dismissal is possible for an unlimited employment contract. Unlike an ordinary notice of dismissal, it is also possible for a fixed-term employment contract. (C) SAP AG HR305 21
Factoring (Payroll) Multiplication of an amount (fixed quantity) by a factor (variable quantity). Factoring is used in Payroll to determine a proportional payment for the employee for a period (partial period calculations). Example Reasons which lead to a reduction in the payment for a period include the following: • Employee being hired/leaving during the payroll period • Unpaid absences • Employee transferring from part time to full time work and his/her basic pay being changed accordingly • Change in basic pay within a period • Changes to work relationship and resulting changes to basic pay (for example, if a trainee enters a work relationship) Factory calendar (Personnel Time Management) Calendar in which working days are numbered sequentially. The factory calendar is defined on the basis of a public holiday calendar. The validity period of a factory calendar must be within the validity period of the public holiday calendar. The weekdays that are working days must also be specified in this calendar. Examples • Monday through Friday are working days. • Saturday, Sunday, and public holidays are non-working days. Family type (Personnel Management) The family type identifies a person as a member of the employee's family. Examples • Child • Spouse • Testator • Legal guardian Feature (Personnel Management) Features are objects which, depending on the organizational unit, can take on various specifications. As a result, they can control a wide variety of processes. (C) SAP AG HR305 22
Fill time (Personnel Time Management) In flextime, the difference between the actual time worked (without breaks) and the core time. It occurs within the work start and end times specified by a company. Final Processing of Averages (Payroll) A personnel calculation rule that evaluates the cumulated bases for calculating average values and then calculates the value of the average. It is included in the table "Calculation Rules for Averages". The value of the average is stored in the rate field (RTE) of the wage type to be calculated. Fixed holiday (Personnel Time Management) Holiday that occurs on the same date every year (for example, Christmas Day). Flextime (Personnel Time Management) Working time where the start and end may be freely determined by the employee, provided that a certain number of hours are worked on each day. Floating holiday (Personnel Time Management) Public holiday that occurs the same number of days after Easter Sunday each year (for example, Whitsunday). Garnishment (Payroll) The confiscation of material possessions or claims belonging to a debtor to settle accounts with the creditor. "Garnishment of wages" occurs when earned income is confiscated. Garnishment number (Payroll) Garnishments belonging to a single garnishment type have their own, individual garnishment numbers which are assigned one after the other in consecutive order. Garnishment type (Payroll) The garnishment type is used to make a distinction between different types of garnishment. Examples • Common garnishment • Preferred garnishment (C) SAP AG HR305 23
• Cession of wages German data entry regulation (Payroll) A legal regulation governing specifics of health, pension, and unemployment insurance notifications for eligible persons. The duty of notification requires that employers and manpower supply clients fill in notification forms for employees' health insurance funds. The required information comprises personal data, type of employment, start and end dates, and the amount of payment. Gratuity (Personnel Management) A special payment effected by the employer at specific times or for specific reasons, such as at Christmas, after a particular number of years of service, or for leave. Gratuities are paid in addition to employee remuneration. Gratuities are not gifts. Instead, they are paid in recognition of work already performed and as an incentive to continue working effectively. There is, however, a distinction between gratuities and other types of remuneration effected on an individual basis for work actually performed, increased productivity, extra work, and specific conduct. Employees do not have a legal right to gratuities either by law or in accordance with the employer's obligation to provide certain benefits and medical welfare. Group incentive wages (Payroll) In group incentive wages, the result used to pay the work depends on the overall performance of a group of workers, and not on the performance of one individual. Headcount (Personnel Management) The total number of persons employed by an enterprise at a given time. Hiring (Personnel Management) A personnel action in which all of the data relevant to the entry of a new employee is entered, for example, name, address, personnel number, activity, cost center, etc. In the legal sense, hiring means fulfilling the employment contract between the employer and employee by occupying the work center assigned to that employee. Hiring transaction (Personnel Management) An action used to enter all relevant data on a new employee when he or she enters an enterprise. Examples • Personnel number • Activity (C) SAP AG HR305 24
• Cost center HR information system (Personnel Management) The HR information system is a tool that allows you to request various types of HR reports (PA and PD) from Structural Graphics. This method of requesting reports can be to your advantage because the request process is simplified. HR master data (Personnel Management) Employee data that remains relatively constant over a period of time. Examples • Personnel number • Name • Address • Bank details • Social insurance number • Health insurance fund Incentive wages (Payroll) A type of remuneration that is paid not just for the actual time that a person spends at work, but also for the amount that the person produces or achieves during that time. Piecework wages and premium pay are both types of incentive wages. Income threshold (Payroll) Unless the income threshold is exceeded, a person's income is used by law to determine the amount of contributions that he or she must pay for certain benefits. A person whose income does not exceed the income threshold is obliged to pay into state-supported benefit schemes. The threshold is determined by law and applies to all branches of the insurance sector (such as health insurance and pension insurance). Infotype (Personnel Management) An infotype is a carrier of system-controlling characteristics, such as attributes and time constraints. Data is not stored field by field on the human resources database. Instead, it is stored in logical groups. Examples • Infotype "Family" • Infotype: "Organizational Assignment" (C) SAP AG HR305 25
• Infotype "Basic Pay" Initial entry (Personnel Management) The first day on which the employee starts work at the enterprise, according to the contract. The initial entry should not be confused with the entry date. More than one entry date can exist for an employee if, for example, he or she changes from one business operating area to another and receives a new employment contract. Leave compensation (Payroll) Financial compensation for leave entitlement that has not been used. Leave entitlement (Payroll) The number of days of leave to which a person is entitled after being employed by a company for a specific period of time. An employee's leave entitlement is governed by contractual provisions. Local currency (Financial Accounting) Currency of a company code (country currency) in which the local ledgers are managed. Lump-sum taxation (Payroll) A method of taxation that is only used in exceptional circumstances. The amount of tax to be paid is calculated using a fixed lump sum as opposed to the customary method of using individual values. Maternity pay (Payroll) A financial benefit paid by the health insurance fund. Women in a statutory health insurance fund on either a voluntary or compulsory basis can apply for maternity pay for the six week period before and eight or twelve week period after delivery. Certain requirements must, however, be met before maternity pay can be effected. 1. At the start of the protection period, the woman entitled to maternity pay must be in a work relationship situation. Alternatively, the employer must dissolve the work relationship during the pregnancy period in accordance with the appropriate statutory regulations. 2. The woman entitled to maternity pay must be compulsorily insured prior to delivery for a minimum period determined by law. The amount of maternity pay is based on average remuneration per calendar day after statutory deductions effected during the three calendar months prior to the protection period. The maximum amount of maternity pay is DM 25 per day. Maternity pay is effected for six weeks before and eight or ten weeks (in the case of premature and multiple births) after delivery. If the (C) SAP AG HR305 26
woman does not have statutory insurance, the Federal Government effects maternity pay in the maximum amount of DM 400. Membership period (Payroll) The membership period is used to define the period of time during which an employee is assigned to a pay scale level within a pay scale group. Model wage type (Personnel Management) Model wage types, which are included in the standard system, can be used by customers as a template for their own, customer-specific user wage types. They are listed in a wage type catalog. Monthly work schedule (Personnel Time Management) See work schedule. Night shift (Personnel Time Management) Working time in shift operation which is remunerated with a night shift bonus. Non-pay scale employee (Personnel Management) Non-pay scale employees perform tasks and assume responsibilities that are more demanding than those performed and/or assumed by persons assigned to the highest remuneration group in the collective agreement. The term also applies to that group of employees whose tasks and responsibilities cannot be assigned to any of the remuneration groups included in the collective agreement. Executive employees are always classified as non-pay scale employees. By definition, non-pay scale employees are not affected by the collective agreement in force at the enterprise. For this reason, remuneration is determined by a separate agreement concluded by the employer and non-pay scale employee. This means that a separate agreement must be concluded before an employee can be classified as a non-pay scale employee. Non-working shift (Personnel Time Management) Day on which an employee is not required to work. In multiple shift operation, non-working shifts are the days within the monthly work schedule that are marked as days off. Non-working shift also refers to days off, such as bridge days, which an employee has accumulated on the basis of compensation time. Normal working time (Personnel Time Management) (C) SAP AG HR305 27
Represents an employee's regular working time and is used in flexible working time models as a calculation basis when planned working times are not available: if an employee is sick, for example. Notice period (Personnel Management) Time period governed by legal regulations or agreements between the employer and employee after which a termination becomes effective. This period can vary according to legal and contractual provisions. Object ID (Personnel Management) Used to differentiate between records that have the same infotype, subtype, lock indicator, and start and end dates. Off-site work (Personnel Time Management) Temporary period of work at a place other than the employee's regular workplace, including the journey there and back. The temporary workplace may not be more than 20 km from the employee's home. On call (Personnel Time Management) Time period during which an employee can be called to work. Once-only payments/deductions (Payroll) Once-only payments are benefits granted by the employer to the employee which have no connection to the work performed by the employee during the period in which the payment is effected. Once-only deductions, such as Christmas bonuses, can also be made. Operation (Payroll) The smallest unit within a personnel calculation rule. Operations can be grouped together to create rules, and rules can be grouped together to create personnel calculation rules. Ordinary notice of dismissal (Personnel Management) The dissolution of an unlimited employment contract complying with the legal or contractual notice period. An ordinary notice of dismissal is not possible for fixed-term employment contracts. Organizational personnel structure (Personnel Management) (C) SAP AG HR305 28
The assignment of employees to positions, jobs, and organizational units for the purpose of documenting and evaluating the organizational status of the employee. Organizational structure (Personnel Management) The organizational structure reflects the organizational hierarchy and employee relationships. It is made up of the following substructures: • Enterprise structure • Personnel structure • Pay scale structure • Wage type structure Overtime (Personnel Time Management) Overtime represents working time performed in addition to normal working time as defined by law. The employee is entitled to appropriate remuneration in addition to his or her normal wage or salary (overtime bonus). Overtime hours, on the other hand, do not represent overtime if total weekly working time does not exceed weekly working time as defined by law. In spite of this distinction, the terms "overtime hours" and "overtime" are often used interchangeably. This means that overtime can be given a broader definition to mean any approved, and therefore paid, working time performed in addition to normal working time. Pair formation (Personnel Time Management) The system must form time pairs in order to evaluate time events recorded by employees at time recording terminals. Time events that can logically be assigned to the same day are grouped together. Pair type (Personnel Time Management) The pair type is an indicator used in the time evaluation report RPTIM00 to categorize employee times. The pair type indicates whether an employee was at work or absent, as well as any times for which no data exists. The following pair types are available in the standard R/3 System: • 0 = Time not recorded or employee is on break • 1 = Employee at work based on time postings or target pair • 2 = Recorded absence • 3 = Recorded attendance or off-site work entry (C) SAP AG HR305 29
Part-time work (Personnel Time Management) Employment for less than the agreed company or standard weekly working time. The capacity utilization level of part-time employees is less than 100%. Payments (Payroll) Benefits which an employee receives on the basis of his or her employment contract. They may be granted voluntarily by the employer, or be specifically included in the employment contract. Payments can be made directly in money, or they may be payments in kind. Examples • Company discounts Company cars • Company-owned apartments Payroll account (Payroll) The payroll account facilitates checking employment tax deductions and must be kept by the employer at the place of work for each employee and for each calendar year. The payroll account constitutes the most important document on wages and salaries. Apart from personal data on each employee, it must also include the cumulated gross payroll amount and the net amount for every payroll period. Each time the payroll is run, the payroll account is updated by the system. Payroll (Payroll) Payroll determines the remuneration, tax amounts, and insurance amounts, etc. of an employee for a particular payroll period. Structure A payroll run consists of several items. One item displays the results of a payroll run for a particular wage type. Payroll area (Personnel Management) Organizational unit used in Human Resources. A standard payroll run can be defined for a payroll area. Use A payroll area is used to define the time at which the payroll run takes place, the earliest possible retroactive accounting period, retroactive recognition, and the payroll periods for which payroll is to be run. An exception is the “No payroll” payroll area. Payroll is not performed for employees assigned to this payroll area. Examples • Industrial workers (monthly, on the 4th day of the following month) (C) SAP AG HR305 30
• Salaried employees (monthly, on the 15th day of the month) • Company pensioners (monthly, on the 20th day of the previous month) • Weekly wage earners (weekly, on Friday) Payroll evaluation (Payroll) The evaluation of an employee's payroll results for a particular payroll period. In payroll evaluation, you differentiate between statutory requirements (for example, tax reporter, social insurance statement), and internal requirements (for example, cost accounting, pay remittance), etc. Structure Payroll evaluation has several items. One item displays the evaluation result for a particular wage type. Payroll form (Payroll) A payroll form is a printout which displays all of an employee's payments and deductions. Payroll journal (Payroll) Lists the payroll results for a period for one or more employees. Payroll program (Payroll) The HR payroll program carries out the tasks performed by conventional payroll programs. It includes general flow control and a number of programmed modules which are directly relevant to payroll. The driver carries out the basic technical functions of payroll by processing the statements in the schema sequentially and interpreting the control tables. Pay scale area (Personnel Management) Geographical area in which a collective agreement applies (for example, Bavaria, Baden). Pay scale grouping (Payroll) The pay scale grouping defines a salary range. Example A pay scale grouping could be expressed as wage type MXXX. The grouping has a minimum value of 50,000 and a maximum value of 70,000. Pay scale jump due to age (Payroll) (C) SAP AG HR305 31
A pay scale jump due to age occurs when an employee is assigned to the next pay scale level up because he or she has reached a certain age. This type of reassignment mainly takes place in the civil service (see "pay scale jump due to seniority"). Pay scale jump due to seniority (Payroll) These pay scale jumps occur when an employee is assigned to the next pay scale level up once he or she has worked either for the company or for a group within the company for a particular period of time. Pay scale structure (Personnel Management) Links together the elements in a collective agreement. The pay scale structure is used to calculate the correct remuneration in accordance with the collective agreement. The pay scale structure consists of the following elements: • Pay scale type • Pay scale area • Employee subgroup grouping for the collective agreement provision • Pay scale group • Pay scale level Pay scale type (Personnel Management) Functional area for which a collective agreement applies (for example, the metal-processing industry or chemical industry). Pension, disability, and surviving dependents' provision (Payroll) This is an umbrella term for a variety of company and state pension plans. It covers all of the measures taken to ensure that the financial means (capital or pension payments) required for a person's retirement are made available, such as when he or she reaches retirement age or because of a physical challenge. Alternatively, payments could be effected to surviving dependents after a death has occurred. Pension fund (Payroll) Pension funds are a type of company pension scheme. The benefits are financed by the company, the employee may or may not be required to make a financial contribution. Pension fund beneficiaries are legally entitled to claim benefits from the pension fund. Relief fund beneficiaries do not enjoy this right. Pension fund benefits include widows' pensions, orphans' pensions, and/or capital payments. (C) SAP AG HR305 32
Period factoring method (Payroll) The method used to calculate the partial period factor. In business administration, you differentiate between the following methods: • Deduction method • Payment method • All-or-nothing method The PWS (personal work schedule) method is the standard method implemented by the R/3 System. Period parameter (Payroll) Two-character, numerical parameter used in Payroll. The period parameter defines the time interval used to run payroll for a payroll area. One period parameter is assigned to each payroll area. The period parameter determines the period for which payroll is run. Structure In the standard system, the period parameter values are defined as monthly, half-monthly, weekly, once every two weeks, and quarterly. Example If the payroll period 01 is assigned to the period parameter 01 (monthly) for 1997, this represents January 1997. Period work schedule (Personnel Time Management) A period work schedule defines the number of hours to be worked by an employee within a period, and the distribution of these hours. There is one period work schedule item for each day of the period. Personnel action (Personnel Management) A series of infotypes that are added, changed, completely or partially deleted, or delimited in the HR System for the reason specified, such as hiring, change or cost center, or leaving. The sequence of infotypes that are edited using these actions is defined in the HR System. Personnel area (Personnel Management) The personnel area is an organizational entity that represents an area within an enterprise delimited according to personnel administration, time management, and payroll criteria. Use (C) SAP AG HR305 33
Personnel provisions are specified at the level of personnel areas and personnel subareas. The provisions can have a statutory, collective agreement, or enterprise specific character. Structure Personnel areas are subdivided into personnel subareas. Integration A personnel area is assigned exactly one company code to which the values relevant to financial accounting that concern the personnel area are allocated. Exactly one collective agreement area, collective agreement type, and public holiday calendar are specified for a personnel subarea. Example The personnel area at a software house can be subdivided into personnel subareas for development, training, and administration. Personnel calculation rule (Payroll) Personnel calculation rules, which consist of one or several operations, are used to effect the fine control of certain functions from a personnel calculation schema, such as PIT. A personnel calculation rule may contain one or several subrules and is used to denote the sum of all subrules that are required for processing a task or subtask. Personnel calculation schema (Payroll) A personnel calculation schema defines the order and contents of a program run. It consists of instructions on how to perform time evaluation runs, payroll runs, and payroll result evaluations and defines the instruction sequence. Personnel country grouping (Personnel Management) The personnel country grouping is used to distinguish between countries within the Human Resource Management System. Personnel file (Personnel Management) Displays all of the data that has been recorded for an employee. Personnel structure (Personnel Management) This describes the employee's situation within the enterprise. A distinction is made between • The administrative perspective, and • The organizational perspective Personnel subarea (Personnel Management) (C) SAP AG HR305 34
A personnel subarea is an organizational entity that represents part of a personnel area. It is delimited according to personnel administration, time management, and payroll criteria. Piecework wage (Payroll) This is a type of incentive wage. Unlike time wages, remuneration is effected for quantities produced irrespective of the working time required to make them. There are three types of piecework wage: • Piecerate work (rare) A fixed amount is paid for each unit that is produced. • Quantity-based piecerate work (rare) A target quantity is specified for each unit of time. • Time-based piecerate work (common) Remuneration is effected in proportion to the quantity produced, but the quantity is not used directly to calculate the amount paid. Instead, remuneration is based on the fixed standard time rather than on the time that was actually required to produce the quantity. Planned working time (Personnel Time Management) Planned working time specifies the start and end of work. Daily work schedules for flextime are an exception. In this case, planned working time represents the time within which employees can clock in and out if actual times are recorded automatically. Plan status (Personnel Management) The plan status reflects the availability of a particular benefit plan for processing. The following statuses may be used at any one company: • Open: the plan is open for enrollment. • Active: the plan is active, but not open for enrollment. • Closed: the plan is closed for processing, but is kept in the system for historical purposes. Plant data collection (Cross-Application Functions (CA)) Collection and display of plant data, including check, processing, editing, evaluation and transfer, in order to receive information on machine utilization, order situation, quality, etc. Plant data covers labor-related and machine-related messages (comes, goes, short business trip, setup, processing, quantities, malfunctions) or statistics (machine utilization, scrap and malfunction statistics). (C) SAP AG HR305 35
Plant ID card (Personnel Management) ID card that permits an employee to enter a building, plant etc. Premium formula (Payroll) Premium formulas are used in incentive wages to calculate results for a specific day, period or time ticket. The result is normally a labor utilization rate, but can also be a fixed amount. The premium formula also controls various cumulations. Premium wage (Payroll) The premium wage can be seen as a generalization of the piecework wage. Payment is usually effected in direct proportion to the quantity produced in piecework, whereas the premium wage can include further criteria. It may be advisable to limit the labor utilization rate to 130 %, for example, in order to prevent too great a strain on man or machine. Other values can be used to valuate performance in addition to the quantity produced: the rate of consumption of operating supplies, or the quality of the products produced, for example. Primary wage type (Personnel Management) An umbrella term for wage types that you can enter online when maintaining master data (dialog wage types), or which the system provides automatically when predefined conditions are met during time evaluation (time wage types). Projected pay (Personnel Management) Projected pay is one of the sources of information you can use to develop costing scenarios in the Personnel Cost Planning component. When projected pay is used, the system extracts information contained in the HR infotype 'Cost Planning' (1015) to determine costs. This infotype lets you identify personnel costs by assigning wage elements to the different objects you work with. Wage elements represent the different types of costs that contribute to overall labor costs, such as wages and salaries, and benefits. Public holiday calendar (Personnel Time Management) The public holiday calendar shows the public holidays that occur within a specific validity period defined in years. Public holiday calendars differ according to the region or country in which they are implemented and can be adapted to individual requirements. Public holiday class (Personnel Time Management) Depending on their type, public holidays can be assigned different classes. Public holidays can be classified as high public holidays like Easter Sunday, other legal public holidays such as the 4th of July, or regional public holidays. Each public holiday is assigned a class that can be interpreted in (C) SAP AG HR305 36
tables and programs. The public holiday class plays an important role in calculating an employee's entitlement to payment on public holidays. Public holiday type (Personnel Time Management) This provides you with information on whether a holiday • Occurs on the same date each year • Always occurs a specific number of days before or after Easter, or • Occurs on a certain weekday Recurring payments/deductions (Personnel Management) Payments effected by the employer to the employee which become due in more than one payroll period, each of which follows on from another, and which can each be assigned to a specific payroll period. Unlike once-only payments and deductions, a period (start date - end date) can be entered for recurring payments and deductions. Examples • Employer's contribution to capital formation payments • Employer's contribution to pension insurance Reduced working hours (Personnel Time Management) Temporary reduction of regular working time for the entire company, individual departments, and/or specific employee groups, with a corresponding reduction in payment. One of the most effective methods used to avoid downsizing. Regular payments/deductions (Payroll) In accordance with German social insurance and tax law, regular payments are payments which can be assigned to their exact periods of origin. They include all types of payments which are effected on a regular basis, such as salaries, wages, pensions and overtime payments, for the customary remuneration periods, such as a week or month. Relevance test (Payroll) The relevance test enables you to flag a payroll period as either relevant or irrelevant to the calculation of averages within Payroll. The relevance of the payroll period is determined by specific criteria. Reporting (Business Engineer (BC-BE)) (C) SAP AG HR305 37
The selection, summarization, and presentation of data from application systems. Retirement pension (Payroll) This is a payment effected as part of a state pension scheme. Retirement pensions also cover payments made by employers or pension funds to employees who have stopped working because of their age. Retroactive accounting (Payroll) A payroll run is repeated for a period for which payroll has already been performed in the payroll past. Retroactive accounting is triggered during the payroll run for the current period if certain master and time data affecting the payroll past has been changed in the meantime. Only changes to master and time data are relevant for retroactive accounting since previous payroll results must be corrected. A retroactive accounting limit can be set for the whole company and/or for just one employee. Retroactive accounting period (Payroll) A past payroll period for which payroll has been repeated. The retroactive accounting period refers either to an individual employee, or to a payroll area. Secondary wage type (Personnel Management) Wage types that are created during the payroll run or derived from specific factors. The technical name of secondary wage types delivered by SAP starts with "/". Example Secondary wage type Total Gross Amount (/101). This wage type, within which all of the wage types pertaining to an employee's total gross amount are cumulated, is created during payroll. Severance pay (Payroll) Severance pay consists of a sum of money that is paid just once to compensate legal rights. In a narrower sense, severance pay is used to mean compensation effected when an employee stops working for his or her employer. The employer pays the employee a specific amount when the employee stops working because the employment contract has expired or because the employee has given notice of termination. Severance pay covers earnings to which the employee has a legal right but which he or she has not yet received, and earnings which the employee would have received had he or she continued working for the employer. (C) SAP AG HR305 38
Severance payments may be effected after the employee has taken legal action, such as when an employer terminates an employment contract but has no legal right to do so. However, severance pay can also be based on a voluntary agreement reached between the employer and employee, such as when an employee goes into early retirement. Leave compensation is a special type of severance pay received by the employee for leave which he or she has not yet taken. It may be paid either while the employee is still working for the employer, or after the employment contract has been terminated or expired. Shift schedule (Personnel Time Management) This term is no longer used in HR. It has been replaced by monthly work schedule. Sick pay (Payroll) Sick pay is received by the employee from the health insurance fund for the period in which he or she is unable to work and is not, therefore, remunerated by the employer. Such payments are usually effected after the period of continued pay has expired. Skeleton time (Personnel Time Management) Individual working time (without breaks) of an employee within the possible work time start and end period. Examples • Work time period 7.00 a.m. - 8.00 p.m. • Skeleton time 9.00 a.m.- 5.00 p.m. Staffing percentage (Personnel Management) Specifies, as a percentage, the extent to which a vacancy is staffed by one or more applicants. Subschema (Payroll) A subschema is a personnel calculation schema that is called up in another schema using the COPY function. A subschema does not have to be executable. Subsequent sickness (Personnel Management) A sickness caused by a sickness or injury that occurred in the past, such as when an employee breaks his or her leg in March and the site of the injury becomes infected in June. The term is also used to refer to the reoccurrence of the same sickness. For example, an employee is written off sick in June and September because of a kidney infection. It is important to determine whether the second sickness is in actual fact a subsequent sickness or a different sickness altogether, as this has a profound effect on the calculation of an employee's entitlement to continued pay. If a (C) SAP AG HR305 39
subsequent sickness occurs, the days of absence as of the first sickness are counted up within a six month period. As a rule, continued pay is no longer effected after 42 days. The days of absence are not set back to zero until the six month period has elapsed. It is possible, for example, for an employee to be written off sick twice within a six month period, once for 30 days because of the first sickness, and then for 20 days because of the subsequent sickness. The employee would not be entitled to continued pay for eight days. Substitution (Personnel Time Management) A substitution constitutes working time that is different from the employee's planned working time, and/or working time that is paid at a rate determined for a different position. Subtype (Personnel Management) A subdivision of an infotype. Examples • Infotype: "Family" Subtypes: "Spouse", "Child" • Infotype: "Addresses" Subtypes: "Home address", "Holiday address" Subtypes: "Permanent residence", "Secondary residence" Symbolic account (Payroll) Payroll object used when posting results to accounting. The number of symbolic accounts and the respective characteristics represent the different expenses and payables that occur as personnel costs within payroll and must be posted to accounting. The symbolic accounts are assigned to financial accounts. This ensures that account determination takes place during posting to accounting. Use When creating symbolic accounts, you should make sure that the sum of the symbolic accounts for personnel expenses and the sum of the symbolic accounts for payables produces a complete posting. Structure A symbolic account has the following characteristics: • Account assignment type • Indicator for the employee grouping for account determination Target time (Personnel Time Management) Product of quantity produced and standard time per base quantity. (C) SAP AG HR305 40
Task (Personnel Management) Within PD, tasks can be viewed from two distinct perspectives: • As a human resource element, or • As an element of SAP Business Workflow (see the workflow definition) For human resource purposes, tasks are the individual duties, responsibilities, or assignments performed at your company. For example, answering phones, designing publications, and developing software could all be tasks. Tasks describe jobs and positions. It is by relating specific tasks with jobs and positions that you describe the duties to be performed at your company. You can also relate tasks with work centers and organizational units. Temporary work relationship (Personnel Management) A temporary work relationship commences when an employment contract is concluded and ends after a particular period of time, that is, without any kind of special termination. The end of the work relationship can be defined as follows: • By specifying an exact date on which the work relationship becomes invalid • By specifying an event that signifies the end of the work relationship, such as when a salesperson is hired for the duration of a sales period. Termination (Personnel Management) Dissolution of the employment contract by either the employee or the employer. Time category (Personnel Time Management) This term is no longer used in HR. It has been replaced by employee subgroup grouping for work schedules. Time constraint (Personnel Management) Time constraints determine whether a data record must exist at all times, and/or whether a particular data record allows for overlapping or coexistent entries. Different time constraints are used in master data and time management to ensure that the requirements of both these areas are met. Time data (Personnel Time Management) Employee data that is relevant in some way to time. Within HR Management, a distinction is made between the terms "time data" and "master data". (C) SAP AG HR305 41
Examples • Sickness period • Working time • Leave • Overtime Time evaluation (Personnel Time Management) Time evaluation is a program that is generated daily to calculate attendance and absence times on the basis of attendance and absence data, time types (flextime balance, productive hours), and wage types (bonuses for night, Sunday, and public holiday work). Time event (Personnel Time Management) Entry (for example, clock-in/out) made by the employee at the time recording terminal. Time pair (Personnel Time Management) Related time events that are logically assigned to the same day. Example • 8 a.m. - 10 a.m. Productive time • 10.30 a.m. - 11 a.m. Break The time pairs formed in time evaluation are relevant to payroll. The system can refer to the information linked to a time pair in order to determine how various types of break should be remunerated, which night bonus an employee should receive for night work, etc. Time quota (Personnel Time Management) A time interval during which employees are allowed to be at work or absent, depending on certain conditions. Time recording (Personnel Time Management) Recording an employee's time data, or ascertaining actual times via orders, operating resources, materials, and tools (plant data collection). There are two basic methods of transferring employee time data to the R/3 System. You can either: • Record exceptions from the work schedule, or • Record actual times - either automatically at time recording terminals, or manually in the Attendances infotype (2001). (C) SAP AG HR305 42
Time recording ID card (Personnel Management) ID card with a bar code, magnetic strip or the like used to record time events (clock-in/out times, off-site work) at time recording terminals. Time ticket (Payroll) Document on which an employee's actual times and quantities produced are recorded. This document is used for confirmation of work order completion and remuneration of work performed. Time tickets are created for all operations printed on job tickets if certain conditions are fulfilled (operation released, not completed, not deleted, not confirmed). The time ticket is a means of recording working times and allocating labor costs to cost centers or cost objects. When used to record piecework, it comprises data that describes a work unit in its entirety. The fields generally used on time tickets are account assignment fields (order number, operation or cost center), actual data fields (time required, number of units completed or setup time), and reference data fields (standard time per unit, quantity to be completed, and target time based on the number of units and the standard time per unit). Time wage (Personnel Time Management) A type of remuneration whereby the employee is paid for attending work, irrespective of the amount that he or she produces. A specified rate of pay is effected per unit of time (such as an hour or month). Time wage type (Personnel Time Management) Time wage types are primary wage types that are created by time wage type selection during time evaluation. Example An employee works three hours overtime. The system uses time wage type selection to select the overtime wage type for the employee. Upload (Personnel Time Management) Report that transfers the clock-in/out entries or order-related data, which the employee recorded at the time recording terminal, to the R/3 System. The upload report is used predominantly in positive time recording and order data entry. User wage type (Payroll) A customer-specific wage type as opposed to a model wage type included in the standard system. User wage types are usually created by making a copy of a model wage type and then adapting the copy to the customer's specific requirements. (C) SAP AG HR305 43
Vacancy assignment status (Personnel Management) Indicates an applicant's current status in the selection procedure for a particular vacancy (for example, processing, on hold, to be interviewed). Valuation basis (Payroll) A rate (such as dollars per hour) that is calculated using elements such as basic pay, payments, and deductions. More specifically, an hourly rate is used to calculate hourly remuneration. Variable payments/deductions (Payroll) Payments or deductions which vary with regard to the amount paid or deducted, not with regard to when the payment or deduction is effected. Examples • Shift bonuses • Sunday bonuses • Public holiday bonuses • Nightwork bonuses Vesting (Personnel Management) Vesting is a process whereby an employee's entitlement to benefits to which he or she does not as yet have an absolute right become his or her property. This entitlement to benefits outlasts the work relationship between employer and employee. Should the employment relationship end for any reason whatsoever, the employee retains his or her entitlement to the benefits in question. The employee's claim to benefits cannot be assigned if the employer declares bankruptcy or goes into liquidation. Wage element (Payroll) Wage elements represent the different categories of costs that contribute to the overall cost of maintaining a staff. For example: salaries, pension contributions, and training and education. You can assign a set of wage elements to jobs, positions, work centers, and organizational units to identify the costs of each object. You do this using the Cost Planning infotype (1015) in the Organization and Planning application component. This information is in turn used in calculations in the Personnel Cost Planning application component. Wage elements, and the amounts assigned to them, are user defined. Wage group (Production Planning and Control) The wage group is a classification criterion used for valuating work. An example of a wage group is "several-weeks training". (C) SAP AG HR305 44
Wage type (Personnel Management) Classification of wage payments or deductions. The classification is based on the reason for the payment/deduction, and also considers aspects of personnel administration, payroll, and cost accounting. Use Wage payments represent remuneration for an employee's performance (for example, standard pay or standard bonus), or assured benefits provided by an employer (for example, company pension or rent allowance). Wage deductions reduce an employee's agreed wage payments. Wage deductions can be based on statutory regulations (for example, tax laws or social insurance), or they can be stipulated in the employment contract (for example, company cars, savings plans, capital formation plans). Wage deductions can also be voluntary (for example, union dues). Structure Wage types are subdivided into primary and secondary wage types. Wage type (Production Planning and Control) The wage type is a criterion for calculating an employee's wage or salary. Piecework wage and premium wage are examples of wage types. Wage type model (Personnel Management) A sequence of specific wage types that are typical for a certain number of employees depending, for example, on their employee group, employee subgroup, pay scale group, or pay scale area. The wage type model is stored in the system and can be proposed as a default when the appropriate procedures are carried out. Wage type structure (Personnel Management) The wage type structure defines the meaning of wage types within payroll. Work center data (Personnel Management) A collection of information that is characteristic of an employee's work center. Examples • Terms of employment • Activity • Assignment to a cost center • Department, etc. (C) SAP AG HR305 45
Working time (Personnel Time Management) Time during which an employee must be available to work for his or her employer. The time between the start and end of a working day, without taking breaks into account. Work schedule (Personnel Time Management) Defines the number of hours to be worked over a specific calendar period, and the distribution of the hours. Structure A work schedule contains one daily work schedule for each day in the period. (C) SAP AG HR305 46

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Hr305 configuration of masterdata

  • 1. HR305 Configuration of Master Data HR305 R/3 System Release 46C 05/02/2001 0
  • 3. HR305 Configuration of Master Data...............................................................................................................................1 Copyright.......................................................................................................................................................................2 The R/3 Integration Model.........................................................................................................................................3 Human Resources (1).................................................................................................................................................4 Human Resources 4.6 (2)..........................................................................................................................................5 Course Prerequisites...................................................................................................................................................6 Target Group..............................................................................................................................................................7 Introduction: Contents...................................................................................................................................................1 Course Goals 1...........................................................................................................................................................2 Course Goals 2...........................................................................................................................................................3 Table of Contents I.....................................................................................................................................................4 Contents.....................................................................................................................................................................5 Main Business Scenario.............................................................................................................................................6 Administrator at the Caliber A Bicycle Company.........................................................................................................1 Administrator at the Caliber A Bicycle Company: Unit Objectives..........................................................................2 Administrator at the Caliber A Bicycle Company: Business Scenario......................................................................3 You are the Human Resources Administrator at the Caliber A Bicycle Company ................................................4 Enterprise Structure of the Caliber A Bicycle Company...........................................................................................5 The Caliber A Bicycle Company's List of Employees..............................................................................................6 SAP Components Implemented.................................................................................................................................7 Personnel Data at the Caliber A Bicycle Company...................................................................................................8 A New Employee's HR Master Data Sheet (1)..........................................................................................................9 A New Employee's HR Master Data Sheet (2)........................................................................................................10 Using a Personnel Action to Hire an Employee......................................................................................................11 Entry Screens for Hiring Employees.......................................................................................................................12 Administrator at the Caliber 'A' Bicycle Company: Summary................................................................................13 Buying a Bicycle Production Company.........................................................................................................................1 Buying a Bicycle Production Company: Unit Objectives........................................................................................2 Buying a Bicycle Production Company: Business Scenario.....................................................................................3 Caliber A Bicycle Company's New Structure............................................................................................................4 CAB Company's New List of Employees..................................................................................................................5 Project Steps Needed to Depict the New Enterprise Structure in the SAP System...................................................6 SAP Tools - The Implementation Guide...................................................................................................................7 Implementation Guide (IMG)....................................................................................................................................8 Implementation Guide / IMG.....................................................................................................................................9 Implementation Guides............................................................................................................................................10 How to Create a Project IMG (1).............................................................................................................................11 How to Create a Project IMG (2).............................................................................................................................13 How to Create a Project IMG (3).............................................................................................................................14
  • 4. Folder Structure in SAPOffice.................................................................................................................................15 Links Between Master Data and Customizing Tables.............................................................................................16 Customizing Tables: Key and Function Fields........................................................................................................17 Customizing Tables: Create - Copy.........................................................................................................................18 Customizing Tables: Delete - Save..........................................................................................................................19 Customizing Tables: Delimit...................................................................................................................................20 Customizing Settings from the Application (1).......................................................................................................21 Customizing Settings from the Application (2).......................................................................................................22 Buying a Bicycle Production Company: Summary.................................................................................................23 Enterprise Structure.......................................................................................................................................................1 Enterprise Structure: Unit Objectives........................................................................................................................2 Enterprise Structure: Business Scenario....................................................................................................................3 Overview - Enterprise Structure................................................................................................................................4 Depicting the Enterprise Structure in the SAP System..............................................................................................5 Overview: SAP Enterprise Structure.........................................................................................................................6 Enterprise Structure - Client......................................................................................................................................7 Enterprise Structure - Company Code.......................................................................................................................8 Enterprise Structure - Personnel Area........................................................................................................................9 Enterprise Structure - Personnel Subarea................................................................................................................10 Indicators Set Using Personnel Subareas.................................................................................................................11 Enterprise Structure for CAB Company..................................................................................................................12 Personnel Structure - Employee Group...................................................................................................................13 Personnel Structure - Employee Subgroup..............................................................................................................14 Control Indicators Defined By Employee Subgroups.............................................................................................15 The Caliber A Bicycle Company Personnel Structure............................................................................................16 Enterprise Structure Copy Function (1)...................................................................................................................17 Enterprise Structure Copy Function (2)...................................................................................................................18 Enterprise Structure Copy Function (3)...................................................................................................................19 Personnel Subarea IMG Activities (1).....................................................................................................................20 Personnel Subarea IMG Activities (2).....................................................................................................................21 Personnel Subarea IMG Activities (Germany) (3)..................................................................................................22 Employee Subgroup IMG Activities.......................................................................................................................24 Assignments.............................................................................................................................................................26 Enterprise Structure: Summary................................................................................................................................27 Organizational Structure................................................................................................................................................1 Organizational Structure: Unit Objectives.................................................................................................................2 Organizational Structure: Business Scenario.............................................................................................................3 Organizational Plan....................................................................................................................................................4 Organizational Units..................................................................................................................................................5
  • 5. Jobs............................................................................................................................................................................6 Positions.....................................................................................................................................................................7 CAB Company Organizational Structure (1).............................................................................................................8 CAB Company Organizational Structure (2).............................................................................................................9 Integration between Organizational Management and Personnel Administration..................................................10 Entering the Position in the Actions Infotype..........................................................................................................11 Values from Organizational Management...............................................................................................................12 Defining Default Values..........................................................................................................................................13 Cost Center Assignment..........................................................................................................................................14 Setting Up Integration Between Personnel Management and Organizational Management...................................15 Organizational Structure: Summary........................................................................................................................16 Additional Organizational Assignment..........................................................................................................................1 Additional Organizational Assignment: Unit Objectives..........................................................................................2 Additional Organizational Assignment: Business Scenario......................................................................................3 An Employee's Additional Organizational Assignment............................................................................................4 Depicting the Organization of Payroll in theSAP System.........................................................................................5 Payroll Areas..............................................................................................................................................................6 Payroll Control Record..............................................................................................................................................7 Organizational Key for Additional Authorization Checks........................................................................................8 Administrator Responsible for Personnel Administration.........................................................................................9 Administrator Assignment.......................................................................................................................................10 Employee Attributes................................................................................................................................................11 Additional Organizational Assignment: Summary..................................................................................................12 Define Default Values - Features...................................................................................................................................1 Define Default Values - Features: Unit Objectives...................................................................................................2 Define Default Values - Features: Business Scenario...............................................................................................3 Default Values...........................................................................................................................................................4 Maintaining Features.................................................................................................................................................5 Default Values for Payroll Accounting Area.............................................................................................................6 Define Administrator Groups....................................................................................................................................7 Personnel Number Assignment - Feature NUMKR..................................................................................................8 Maintaining Features (1)............................................................................................................................................9 Maintaining Features (2)..........................................................................................................................................10 Maintaining Features...............................................................................................................................................11 Define Default Values - Features: Summary...........................................................................................................12 Personal Data.................................................................................................................................................................1 Personal Data: Unit Objectives..................................................................................................................................2 Personal Data: Business Scenario..............................................................................................................................3 Personal Data.............................................................................................................................................................4
  • 6. Addresses...................................................................................................................................................................5 Bank Details...............................................................................................................................................................6 Personal Data: Summary............................................................................................................................................7 Links Between Planned Working Time and Basic Pay.................................................................................................1 Links Between Planned Working Time and Basic Pay: Unit Objectives..................................................................2 Links Between Planned Working Time and Basic Pay: Business Scenario..............................................................3 Employee Working Time...........................................................................................................................................4 Planned Working Time..............................................................................................................................................5 Connection between Planned Working Time and Basic Pay.....................................................................................6 Employee Subgroup Grouping for Personnel Calculation Rule................................................................................7 Links Between Planned Working Time and Basic Pay: Summary............................................................................8 Pay Scale Structure........................................................................................................................................................1 Pay Scale Structure: Unit Objectives.........................................................................................................................2 Pay Scale Structure: Business Scenario.....................................................................................................................3 Overview - Pay Scale Structure.................................................................................................................................4 Pay Scale Data Stored in Basic Pay...........................................................................................................................5 Depicting Pay Scale Data in the SAP System...........................................................................................................6 Employee Subgroup Grouping for Collective Agreement Provision........................................................................7 Define Pay Scale Type and Area...............................................................................................................................8 Assign Pay Scale Type/Area to Personnel Subarea...................................................................................................9 Default Pay Scale Data using Feature TARIF.........................................................................................................10 Pay Scale Groups and Levels...................................................................................................................................11 Storing Periods Other Than Months........................................................................................................................12 Pay Scale Structure: Summary.................................................................................................................................13 Wage Type Structure.....................................................................................................................................................1 Wage Type Structure: Unit Objectives......................................................................................................................2 Wage Type Structure: Business Scenario..................................................................................................................3 Employees' Payments and Deductions.......................................................................................................................4 Setting Up Wage Types.............................................................................................................................................5 The Payment Structure's Dialog Characteristics in the SAP System.........................................................................6 Overview - Dialog Characteristics.............................................................................................................................7 SAP - Model Wage Type Catalog.............................................................................................................................8 Creating a Wage Type Catalog..................................................................................................................................9 Checking the Individual Steps of the Copy Procedure............................................................................................10 Using Wage Type Groups (Example)......................................................................................................................11 Defining Wage Type Permissibility for Infotypes...................................................................................................12 Wage Type Permissibility for Several Infotypes.....................................................................................................13 Input Frequency for Wage Types in Infotypes........................................................................................................14 Checking Wage Type Characteristics......................................................................................................................15
  • 7. Employee Grouping for Primary Wage Types........................................................................................................16 Personnel Subarea Groupings for Primary Wage Types.........................................................................................17 Wage Type Permissibility for each Personnel Subarea and Employee Subgroup...................................................18 Valuation of Wage Types........................................................................................................................................19 Indirect Valuation Using the Rule for Wage Type Characteristics.........................................................................20 Module for Wage Type Characteristics (Indirect Valuation)..................................................................................21 Indirect Valuation Using Pay Scale Data - Module: TARIF...................................................................................22 Indirect Valuation Using the TARIF Module..........................................................................................................23 Indirect Valuation for Calculating a Percentage......................................................................................................24 Base Wage Type Valuation.....................................................................................................................................25 Indirect Valuation Using the PRZNT Module.........................................................................................................26 Indirect Valuation Using the SUMME Module.......................................................................................................27 Individual Weekly Working Times Using SUMME Module..................................................................................28 Indirect Valuation Using Positions - Module: ARBPL...........................................................................................29 Indirect Valuation: Additional Attributes................................................................................................................30 Default Wage Types for Basic Pay..........................................................................................................................32 Define Wage Type Models......................................................................................................................................33 Define Default Wage Types.....................................................................................................................................34 Wage Type Structure: Summary..............................................................................................................................35 Routine Personnel Tasks................................................................................................................................................1 Routine Personnel Tasks: Unit Objectives................................................................................................................2 Routine Personnel Tasks: BusinessScenario.............................................................................................................3 Overview: Pay Scale Reclassification.......................................................................................................................4 Pay Scale Reclassification Based on Master Data.....................................................................................................5 Performing a Pay Scale Reclassification Based on Master Data...............................................................................6 Batch Input Processing..............................................................................................................................................7 Pay Scale Reclassification Based on Hours Worked.................................................................................................9 Standard Pay Increases............................................................................................................................................10 Performing a Simple Pay Increase...........................................................................................................................11 Performing an Extended Pay Increase.....................................................................................................................12 Dynamic Pay Increase..............................................................................................................................................13 Example: Increase by a Difference (Variant D)......................................................................................................14 Example: Replace Wage Type with Another (Variant R).......................................................................................15 Employee Leaves the Company...............................................................................................................................16 Employee Reenters the Company............................................................................................................................18 Retiree with Company Pension................................................................................................................................19 Retiree Working as a Night Shift Security Guard...................................................................................................20 Routine Personnel Tasks: Summary........................................................................................................................21 Appendix........................................................................................................................................................................1
  • 8. Menu Paths for HR305..............................................................................................................................................2 Absence (Personnel Time Management).................................................................................................................11
  • 9. 0 © SAP AG 1999 HR305 Configuration of Master Data © SAP AG HR305HR305 Configuration of Master Data Configuration of Master Data  R/3 System  Release 4.6B  April 2000  50036172
  • 10. 0.2 © SAP AG 1999 Copyright Copyright 1999 SAP AG. Alle Rechte vorbehalten. Weitergabe und Vervielfältigung dieses Handbuchs oder von Teilen daraus sind, zu welchem Zweck und in welcher Form auch immer, ohne die ausdrückliche schriftliche Genehmigung durch SAP AG nicht gestattet. In diesem Handbuch enthaltene Informationen können ohne vorherige Ankündigung geändert und ergänzt werden. Alle Rechte vorbehalten. All rights reserved. Warenzeichenvermerke  SAP und das SAP-Logo sind eingetragene Warenzeichen der SAP AG.  MS-DOS und EXCEL sind eingetragene Warenzeichen von Microsoft.  OS/2, CICS, MVS, ACF/VTAM, VSE,AIX, OS/400 und AS/400 sind eingetragene Warenzeichen von IBM.  X-Window-System ist ein eingetragenes Warenzeichen der MIT University.  SINIX, UTM und BS2000 sind eingetragene Warenzeichen von Siemens.  UNIX ist ein eingetragenes Warenzeichen von AT&T.  HP-UX ist ein eingetragenes Warenzeichen von Hewlett Packard.  DECnet, DECstation, DECsystem, VAXstation und VMS sind eingetragene Warenzeichen von DEC.  Ethernet ist ein eingetragenes Warenzeichen der Xerox Corporation.  ORACLE SQL*net, SQL*+ PRO*C sind eingetragene Warenzeichen der ORACLE Corporation.  INFORMIX-OnLine und INFORMIX-ESQL/C sind eingetragene Warenzeichen der INFORMIX Corporation.
  • 11. 0.3 © SAP AG 1999 R/3R/3 Client / ServerClient / Server ABAP/4ABAP/4 COCO ControllingControlling AMAM Asset MgmtAsset Mgmt PSPS ProjectProject SystemSystem WFWF WorkflowWorkflow ISIS IndustryIndustry SolutionsSolutions HRHR HumanHuman ResourcesResources SDSD SalesSales && DistributionDistribution PPPP ProductionProduction PlanningPlanning QMQM QualityQuality MgmtMgmt FIFI FinancialFinancial AccountingAccounting PMPM Plant MainPlant Main-- tenancetenance MMMM MaterialsMaterials MgmtMgmt The R/3 Integration Model  The SAP R/3 System continues to set new standards for universal standard software. Based on progressive development techniques, the SAP R/3 System allows comprehensive integration of business administration and data processing.  The SAP R/3 System components are characterized by comprehensive business functions with the most modern technology. The integration of the applications ensures that all the functions are directly available in the system and thus in the enterprise.
  • 12. 0.4 © SAP AG R Human Resources (1) Level 3 HR315 3 days Recruitment AC270 3 days Travel Management HR540 3 days Compensation HR325 2 days Benefits Administration HR550 2 days Human Resources & Business Workflow (see HR2) HR505 3 days Organizational Management HR310/311 4 days Time Evaluation HR307 2 days Configuration of HR Administration & Security HR520 2 days Shift- and Workforce Planning Training and Event Management HR510 2 days HR515 3 days Personnel Development Level 2 HR050 5 days Human Resources CA500 2 days CATS Cross-Application Time Sheets HR350 5 days Programming in HR HR530 3 days Technical Topics in HR HR306 2 days Configuration of Time Recording HR305 3 days Configuration of Master Data
  • 13. 0.5 © SAP AG 1999 (Germany- specific) Level 2 HR050 5 days Human Resources HR801 2 days Special Aspects of German Payroll Level 3Level 3 HR400 5 days Payroll Fundamentals HR390 2 days Introduction to Payroll HR700/HR7xx 3 days Payroll Reporting Country xx HR490 4 days Incentive Wages HR4xx 3 days Payroll in Country xx HR305 3 days Configuration of HR Master Data Human Resources 4.6 (2)
  • 14. 0.6 © SAP AG 1999 Course Prerequisites  HR050 Human Resource Management
  • 15. 0.7 © SAP AG 1999 Target Group © SAP AG  Participants:  Project team  Consultants  Duration: 3 days Notes to the user  The training materials are not teach-yourself programs. They complement the course instructor's explanations. Your material includes space for noting down this additional information.  There may not be enough time to do all the exercises during the course. The exercises are intended to be additional examples that are dealt with during the course. Participants can also use them to deepen their knowledge after the course.
  • 16. 1 © SAP AG R Introduction: Contents Course goal Course objectives Course content Main business scenario (C) SAP AG HR305 1
  • 17. 1.2 © SAP AG R Course Goals 1 This course teaches you How HR master data is set up in an R/3 System At the conclusion of this course, you will be able to Set up HR master data to meet your requirements Reproduce your entire enterprise and personnel structure in the R/3 System (C) SAP AG HR305 2
  • 18. 1.3 © SAP AG R Course Goals 2 To reproduce your pay scale structure and standard pay increases, and perform pay scale reclassifications To build up your own wage type structure, which determines the prerequisites for payroll accounting To use the R/3 System to establish efficient work processes in the human resource department (C) SAP AG HR305 3
  • 19. 1.4 © SAP AG 1999 Table of Contents I Unit 1 Unit 2 Unit 3 Unit 4 Unit 5 Unit 6 Preface Course Overview Administrator at the Caliber A Bicycle Company Buying a Bicycle Production Company Enterprise Structure Organizational Structure Additional Organizational Assignment (C) SAP AG HR305 4
  • 20. 1.5 © SAP AG R Contents Unit 10 Wage Type Structure Unit 11 Routine Personnel Tasks Exercises Solutions Appendix (C) SAP AG HR305 5
  • 21. 1.6 © SAP AG R Main Business Scenario The Caliber ‘A’ Bicycle Company sells bikes and bike accessories. You have been the personnel administrator at the company for several years now. Working in close cooperation with your colleagues in the HR Department and various user departments, you are responsible for setting up the SAP System according to company requirements. You must also support and take part in day-to- day work activities in the HR Department, irrespective of whether such activities are performed on a regular or irregular basis. (C) SAP AG HR305 6
  • 22. 2 © SAP AG 1999  Enterprise Structure  SAP Products Implemented  Special Human Resource Management Features Contents: Administrator at the Caliber A Bicycle Company (C) SAP AG HR305 1
  • 23. 2.2 © SAP AG 1999 Administrator at the Caliber A Bicycle Company: Unit Objectives At the conclusion of this unit, you will be able to:  Describe the special Human Resource Management features at the Caliber A Bicycle Company and the enterprise structure  Hire an employee (C) SAP AG HR305 2
  • 24. 2.3 © SAP AG 1999 Administrator at the Caliber A Bicycle Company: Business Scenario  You are an administrator at the Caliber A Bicycle company. The company has implemented a variety of SAP products. You are responsible for the Personnel Management component.  Up until now, you have just been using the SAP Personnel Management component. In the future, you want to get involved in setting up the Human Resource Management system. (C) SAP AG HR305 3
  • 25. 2.4 © SAP AG 1999 You are the Human Resources Administrator at the Caliber A Bicycle Company .... CAB Co.  The Caliber A Bicycle Company sells bicycles and accessories. The company's head office, administration department and two sales departments are located in the same place. There is also another sales department in a neighbouring country.  A year ago, the company decided to restructure the existing IT systems. The company decided to replace the old system with the SAP R/3 System. All components were implemented at the same time.  You have been a human resources administrator at the Caliber A Bicycle Company for a number of years. This means that you are responsible for any tasks assigned to the Human Resources Department. Up until now, you have not had a significant involvement in setting up the system. You would like to gain the required knowledge for this over the next few days. (C) SAP AG HR305 4
  • 26. 2.5 © SAP AG 1999 Enterprise Structure of the Caliber A Bicycle Company Head OfficeHead Office andand AdminAdmin SalesSales II SalesSalesIIII SalesSales Country BCountry B CAB Co.  The above is the Caliber A Bicycle Company's enterprise structure.  The company is made up of a head office, an administration department and sales departments in different locations. There is also another sales department located in a neighbouring country. (C) SAP AG HR305 5
  • 27. 2.6 © SAP AG 1999 The Caliber A Bicycle Company's List of Employees 1 Managing Director 3 Sales directors, one per location 18 External sales persons (to be hired) 5 Internal sales persons 5 Purchasers 10 Administrative assistants, 5 full-time, 5 part-time (50%) 1 Full-time administrator in the Accounting Department 1 Full-time administrator in the Human Resources Department 1 Part-time administrator in both the Accounts and Human Resources Departments (both 50% part-time) 4 System administrators with rotating shifts 1 Gardener for tending the grounds 1 Caretaker 4 Security personnel working rotating shifts CAB Co.  Above is the company's list of employees. (C) SAP AG HR305 6
  • 28. 2.7 © SAP AG 1999 SAP Components Implemented Payroll FI / CO CAB Co.CAB Co. Organ- izational Mana gement Personnel administra- tion Time Management  Your enterprise phased the old system out last year. The SAP R/3 system was implemented as a replacement. The implementation took place with the support of consultants. At present, only the above areas have been mapped by SAP R/3. (C) SAP AG HR305 7
  • 29. 2.8 © SAP AG 1999 Personnel Data at the Caliber A Bicycle Company Anna Other 21 Payne Lane Surbiton Surrey Resume  In the area of Human Resources, the following components are productive at the Caliber A Bicycle Company: Personnel Administration, Time Management, Payroll and Organizational Management. (C) SAP AG HR305 8
  • 30. 2.9 © SAP AG 1999 A New Employee's HR Master Data Sheet (1) HR Master Data Sheet Date Personnel number Name Date of birth Place of birth Address Mar.St. NationalitySince Bank Details Bank code Bank Account number Tim Taylor 08.11.1965 254 Fifth Avenue New York 19190 New York Married American05.01.85 1st of current month 67270003 Mellon Bank 34566566  If you want to keep a new employee's hiring data, you can take it from the employee's files. You can use a hiring action to transfer this data into the SAP System. The above is an example of a HR master data sheet. In addition to the employee's personal data, the HR master data sheet also includes the employee's organizational assignment, workplace and data on the employee's family. (C) SAP AG HR305 9
  • 31. 2.10 © SAP AG 1999 A New Employee's HR Master Data Sheet (2) Entry Employed as Work center Working time/Schedule Payroll area 1st of current month External sales employee (Salaried employee) Headquarters Pay scale group/Basic pay Bonuses Group/LevelSince Since Amount Type 1st of the month G00A Flextime 40 hours per week XX  Here you can see the employee's working time data and information concerning how and when the employee is paid. (C) SAP AG HR305 10
  • 32. 2.11 © SAP AG R Using a Personnel Action to Hire an Employee Personal Data Org. Assignment Action Hiring Org. reassign Leaving Personnel ActionPersonnel Action  A personnel action is used to transfer the employee's data into the SAP System. To run an action, access the personnel actions via the Personnel administration menu. Access the hiring action and enter the new employee's data. This function automatically takes you through all the screens that you need to hire an employee. Once you have entered all the relevant data for that particular infotype and saved your entries, the system takes you to the next infotype record. On completing the hiring action, the system takes you back to the initial personnel action screen. (C) SAP AG HR305 11
  • 33. 2.12 © SAP AG 1999 Entry Screens for Hiring Employees  Actions (Infotype 0000)  Organizational Assignment (Infotype 0001)  Personal Data (Infotype 0002)  Addresses (Infotype 0006)  Planned Working Time (infotype 0007)  Basic Pay (infotype 0008)  Bank Details (Infotype 0009)  Absence Quotas (Infotype 2006) Europe Australia Latin America Africa Asia North America When you are hiring an employee, you should create the following entry screens Country-specific infotypes  e.g. Tax Data  Note: these are the most important infotypes when you hire an employee. On the left hand side are the international entry screens.  In addition to these, there are a number of country-specific infotypes, for example, tax data. (C) SAP AG HR305 12
  • 34. 2.13 © SAP AG 1999 Administrator at the Caliber 'A' Bicycle Company: Summary  You can describe the company structure of the Caliber A Bicycle Company and the SAP products implemented.  You know how to create personnel data in the SAP System by performing a personnel action. (C) SAP AG HR305 13
  • 35. 3 © SAP AG 1999 Buying a Bicycle Production Company  Updating the Caliber A Bicycle Company's Enterprise Structure  Project Steps Needed to Depict the New Enterprise Structure  SAP Tools: The Implementation Guide  How to Create an Implementation Project  Links Between Master Data and Customizing Tables  Creating and Deleting Entries in Customizing Tables Contents: (C) SAP AG HR305 1
  • 36. 3.2 © SAP AG 1999 Buying a Bicycle Production Company: Unit Objectives At the conclusion of this unit, you will be able to:  Describe the Caliber A Bicycle Company's new structure.  Use the implementation guide and create an implementation project.  Create and delete entries in Customizing tables. (C) SAP AG HR305 2
  • 37. 3.3 © SAP AG 1999 Buying a Bicycle Production Company: Business Scenario  The Caliber A Bicycle Company has bought a production company.  You must now depict the new enterprise structure and all the changes in the system.  SAP provides tools that will help you map the new company requirements when working through the project steps. (C) SAP AG HR305 3
  • 38. 3.4 © SAP AG 1999 Caliber A Bicycle Company's New Structure Head OfficeHead Office andand AdminAdmin SalesSales II SalesSales IIII SalesSales Country BCountry B ProductionProduction plantplant -- NewNew locationlocation CAB Co.  In the last few years, the Caliber A Bicycle Company has effectively managed its resources. The management has decided to branch into manufacturing bikes in addition to just selling them. The company has therefore bought a production plant in a new location.  SAP must now be implemented at the production plant location. To do this, the existing system will have to be customized. (C) SAP AG HR305 4
  • 39. 3.5 © SAP AG 1999 CAB Company's New List of Employees 1 Managing Director 3 Sales directors, one per location 18 External sales persons (to be hired) 5 Internal sales persons 5 Purchasers 10 Administrative assistants, 5 full-time, 5 part-time (50%) 1 Full-time administrator in the Accounting Department 1 Full-time administrator in the HR Department 1 Part-time administrator in both the Accounts and HR Departments (both 50% part-time) 4 System administrators with rotating shifts 1 Gardener for tending the grounds 1 Caretaker 4 Security personnel working rotating shifts CAB Co. Workers at the new production plant 1 Managing Director 5 Lathe Operators (hourly wage) 1 Head of Production 5 Welders (hourly wage) 1 Warehouse Supervisor 5 Metalworkers (hourly wage) 5 Warehouse workers (hourly paid) 5 Fitters/packers 18 Production workers (hourly wage) 1 MRP controller for work scheduling 1 Work controller for work scheduling  The above shows Caliber A Bicycle Company's new list of employees.  There are many employees at the production plant that need to be added to the SAP System.  A lot of changes need to be made to the existing system. (C) SAP AG HR305 5
  • 40. 3.6 © SAP AG 1999 Project Steps Needed to Depict the New Enterprise Structure in the SAP System Define organizational structure Adjust to meet company specifications Possible enhancement and adjustment for additional functions II IIII IIIIII  The project team will make the changes to the SAP System to meet the requirements of the new production plant. You are a member of the project team that is customizing the system to meet the Human Resource requirements.  Together with the project team members from other applications, you must first define the new enterprise structure. Then you must make these changes in the system so that it meets the production plant's requirements. (C) SAP AG HR305 6
  • 41. 3.7 © SAP AG R SAP Tools - The Implementation Guide Display Structure: SAP Reference IMG Structure System HelpEdit Goto Information Utilities Standard settings Expand/collapse What other projects? Personnel Management Global Settings for Personnel Management Organizational Management Personnel Development Personnel Administration Recruitment Benefits Compensation Management Travel Management Room Reservations Planning Personnel Time Management Work Schedules Time Data Recording and Administration Personnel Time Events Plant Data Collection Time Evaluation Shift Planning Incentive Wages Authorization Administration Payroll Accounting Payroll: Australia Payroll: Canada Payroll: Switzerland Payroll: Germany Payroll: France Payroll: United Kingdom Payroll: USA  To make sure that you carry out all the project steps required, SAP provides you with a tool – the Implementation Guide – to help you with the implementation and customizing.  You can use the Implementation Guide to store your customer-specific requirements in the system (Customizing).  Customizing is a method that supports the following situations:  Implementing the SAP R/3 System  Enhancing the SAP R/3 System  Upgrading to a different release (C) SAP AG HR305 7
  • 42. 3.8 © SAP AG 1999 Implementation Guide (IMG) SAP documentation Concept Recommendations Prerequisites Activities HTML/SAPScript for text display. Activities Call up Customizing transactions Project management Status management Scheduling Resources Links to MS-Project Project documentation Clearly structured according to areas Editing with Microsoft Word Global settings Currencies Calendar The IMG contains documentation on each activity. You can carry out the activities directly Functions are available for project management and project documentation IMG Countries  Use the Implementation Guide to set up the system. You can use the Implementation Guide to implement all the SAP R/3 components.  The Implementation Guide is divided into application areas. The activities are then listed in the order they need to be carried out within these application areas.  The Implementation Guide is created as a hierarchical structure. You can execute the following functions for each title by using the icons:  Call up SAP documentation Here you will find all the information you need to perform the activity.  Call up Customizing transactions Here you can access the settings in the system that can be customized.  Call up project management You can call up the project management for each Customizing step. Here you can enter the status, the deadline, degree of processing and the resources.  Call up project documentation You can create your own project documentation for each Customizing step. You can store your documentation either as project-specific or project independent documentation. (C) SAP AG HR305 8
  • 43. 3.9 © SAP AG 1999 Implementation Guide / IMG Critical/ non-critical Mandatory/optional/ Countries USA Germany France ... IMGIMG ... ... Personnel subarea Human Resources You can use the IMG to process the individual Customizing activities IMG activities are classified according to several criteria  SAP gives each Customizing step specific attributes. The attributes are as follows:  Mandatory Activities These are activities for which SAP cannot deliver default settings (for example, organizational structure). You must store your own customer-specific requirements for activities that are classified as mandatory.  Optional Activities SAP delivers default settings for these activities. You can use these settings if they meet your 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).  In addition to this, Customizing steps have the following attributes:  Critical Activities You must proceed with great care when carrying out critical activities as any errors made here can have far-reaching consequences.  Non-Critical Activities You must also proceed with care when you carry out these activities, but the consequences of any errors are less far-reaching.  You can also determine for which country the Customizing step is necessary during each step. (C) SAP AG HR305 9
  • 44. 3.10 © SAP AG 1999 Implementation Guides SAP Reference IMG Project IMG Project 001 Project 002 View for project 002: Mandatory activities PSPS .......... PPPP COCO FIFI HRHR MMMM SDSD OMOM FIFI HRHR PSPS MMMM PAPA  In your delivery system, you will find an SAP Reference IMG. This IMG contains all the Customizing settings for all the R/3 components and for all countries.  The Project IMG is created by selecting countries and application components based on your Enterprise IMG. You can use the project IMG to process Customizing steps, project documentation and project information.  To make the project IMG even easier to use, you can create Project Views. You can also use project views to process Customizing steps, project documentation and project information. You can create project views based on criteria, for example, you could have a project view for mandatory activities, one for optional activities, one for critical activities and so on. By using views you can reduce the number of Customizing steps. (C) SAP AG HR305 10
  • 45. 3.11 © SAP AG R Project name How to Create a Project IMG (1) SystemEdit Goto HelpProject data Utilities Project: Header data Project number Name Project language Project manager Start date End date Dynamic where-used list Where-used list/mail notification: relevant projects Create projectCreate project Framework date for implementation project When a customizing activity is carried out, the processor receives a mail informing them that this activity belongs to the project specified. Name of the person responsible for the project Project-specific documenation will be created in this language  Generate a project IMG for each of your customizing projects. You can reduce the number of customizing steps by creating a project IMG for certain countries or limiting it to certain functions.  To generate a project IMG, proceed as follows:  In the customizing menu, choose Project management.  Create an implementation project.  Generate the project IMG and define the scope of the project.  The implementation guide is stored as a hierarchical structure in the SAP R/3 System. This structure is made up of nodes and structure titles that are linked to a document.  There is detailed documentation for each structure title and/or node. This documentation contains all the information you will need to carry out the activity and also provides explanation on the functionality.  You can perform the following activities:  Start customizing transactions  Maintain status information  Maintain project documentation  Read the documentation  Note: Dynamic where-used list: This additional function provides information on the notes and resources and facilitates (C) SAP AG HR305 11
  • 46. coordination with other project groups. The What other projects? function informs you which other projects are affected. (C) SAP AG HR305 12
  • 47. 3.12 © SAP AG R Assign statuses How to Create a Project IMG (2) Create projectCreate project SystemEdit Goto HelpProject data Utilities By defining different degrees of processing statuses, you can control the project’s progress by running a project evaluation report. You can use the selection fields to define the evaluation criteria that you want to use to control the project. Project Management Yes No Assign selection fields Assign resources Assign mail recipients Employees that are responsible for carrying out an activity.  You can use Project Management to administer your project. Project Management provides you with a number of evaluation reports. (C) SAP AG HR305 13
  • 48. 3.13 © SAP AG R Assign note types How to Create a Project IMG (3) Create projectCreate project SystemEdit Goto HelpProject data Utilities Project documentation Yes No Use this to structure your documenation for the individual customizing steps. Generate Project IMG Manually extend Project IMG Creates a project IMG complete with all the required customizing steps Specific customizing steps are added to the project IMG  The project documentation functions allow you to structure the notes that you create for the individual customizing steps. (C) SAP AG HR305 14
  • 49. 3.14 © SAP AG R R/3 R/3 Implementation GENERAL Documentation Applicable to all Components PROJECT-022 Documentation for IMG Project 022 PROJECT-047 Documentation for IMG Project 047 PROJECT-299 Documentation for IMG Project 299 PROJECT-475 Documentation for IMG Project 475 COMPONENTS Component-Specific Documentation AC General Accounting BC Basis CA Cross-Application Components CO Controlling EC Enterprise Controlling FI Financial Accounting IM Investment Management LO General Logistics MM Materials Management PA Personnel Administration and Payroll Accounting PA-APP Recruitment PA-BEN Benefits PA-INW Incentive Wages PA-PAD Personnel Administration PA-PAY Payroll Accounting PA-TIM Time Management PA-TRV Travel Folder Structure in SAPOffice  When you generate your enterprise IMG, the system automatically creates a folder structure in SAPoffice based on the components selected.  Use the component-related folders to store text documents on the R/3 implementation's functions and processes that are relevant for all projects.  Each time you generate a project IMG, the system creates a non-component-related folder structure in SAPoffice in additon to the component-related structure.  The system automatically creates a folder structure for storing project-specific information for each project. This enables you to store information such as:  Status reports  Logs  Project standards  Problems and errors in the system  Lists of interfaces and system enhancements  Open questions  User handbooks ....... (C) SAP AG HR305 15
  • 50. 3.15 © SAP AG 1999 Links Between Master Data and Customizing Tables Personal Data (Infotype 0002)Personal Data (Infotype 0002) SystemEdit Goto HelpHR master data Utilities Name F.o.add. Last name First name Name prefix Formatting Title Name at birth Initials Name affix Birth data Date of birth Language Nationality Place of birth Country of birth Add. nationality Marital status/religion Marital status No. child. Religion IMG: CAB Company Project R/3 Customizing Implementation Guide Personnel Management Personnel Administration Personal Data Personal Data Create Forms of Address Create Name Affixes Create Marital Status Create Religious Denomination – – – – –  You store employee data in infotypes. All the entries that require specific texts come from tables that can be set up when you customize the system. The possible entries (F4) are a section of the IMG and enable you to see what data is stored in the corresponding table.  You need to enter data in the Customizing tables in order to be able to use your company's data (e.g. company structure or new pay scale groups) in master data. (C) SAP AG HR305 16
  • 51. 3.16 © SAP AG 1999 Customizing Tables: Key and Function Fields Pay Scale Groups Grpg PS group Lv Wage ty Start End Amount Curr. 01.01.791 WW 1010 31.12.9999 6.500,00 01.01.922 AT 31.12.9999 7.750,00 3 AT 01.01.79 31.12.9999 4.000,00 Position... Fields that are white describe a unique table entry. Fields that are gray identify a unique table entry. There is always only one entry that has the same key field. If you overwrite the key field, the system creates a copy of the entry.  An entry in a Customizing table is made up of key fields and function fields.  Key fields identify a specific unique entry, whereas function fields describe this entry.  There is always only one table entry with the same key fields. (C) SAP AG HR305 17
  • 52. 3.17 © SAP AG 1999 Customizing Tables: Create - Copy Change View "Pay Scale Groups": OverviewChange View "Pay Scale Groups": Overview SystemEdit Goto HelpObject Utilities Var. List Pay scale type Pay scale area Grpg PS group Lv Wage ty Start End Amount Curr. 01.01.7901.01.7911 WWWW 10101010 31.12.999931.12.9999 6.500,006.500,00 01.01.922 AT 31.12.9999 7.750,00 3 G01A 01.01.79 31.12.9999 4.000,00 Create: You receive an empty input template,in which you have to enter both the key and the function fields. Exp. <-> Coll New entries Delimit Copy: Select an entry that is similar to the entry you want to create and overwrite at least one key field, and possibly the function fields on the subsequent screen.  There are two ways to make entries in Customizing tables:  New Entries: The system displays an empty input template and you must enter key and function fields.  Copy: You select an entry that you want to copy and overwrite the entries in the key and, if necessary, the function fields on the subsequent screen. (C) SAP AG HR305 18
  • 53. 3.18 © SAP AG 1999 Customizing Tables: Delete - Save Change View "Pay Scale Groups": OverviewChange View "Pay Scale Groups": Overview SystemEdit Goto HelpObject Utilities Pay scale type Pay scale area Grpg PS group Lv Wage ty Start End Amount 01.01.7901.01.7911 WWWW 10101010 31.12.999931.12.9999 6.500,006.500,00 01.01.922 AT 31.12.9999 7.750,00 3 G01A 01.01.79 31.12.9999 4.000,00 Save: All changes made to the entries have to be saved Exp. <-> Coll New entries Delimit Delete: Select one or more entries and choose delete.  To delete entries in Customizing tables, select the entries that you want to delete and then choose Delete.  You must save all the changes you make to Customizing tables. (C) SAP AG HR305 19
  • 54. 3.19 © SAP AG 1999 Customizing Tables: Delimit Change View "Pay Scale Groups": OverviewChange View "Pay Scale Groups": Overview SystemEdit Goto HelpObject Utilities Grpg PS group Lv Wage typeStart End Amount Curr. 01.01.7901.01.7911 WWWW 10101010 31.12.999931.12.9999 6.500,006.500,00 01.01.922 AT 31.12.9999 7.750,00 3 AT 01.01.79 31.12.9999 4.000,00 Define Validity: EntryDefine Validity: Entry Position... Entry 1 of 1 Valid from 01.01.1998 If an entry is no longer valid as of a certain date, choose "Delimit" and enter the delimitation date. The system automatically creates a new record and you can overwrite the function fields. In time-dependent tables, the system displays the record that is currently valid. Use the "Expand-Collapse" function to display the other records.  If an entry is no longer valid as of a certain date, choose "Delimit" and enter the delimitation date. The system automatically creates a new record and you can overwrite the function fields.  In time-dependent tables, the system displays the record that is currently valid. Use the "Expand-Collapse" function to display the other records. (C) SAP AG HR305 20
  • 55. 3.20 © SAP AG 1999 Customizing Settings from the Application (1) PersNo. Name Validity Enterprise Structure SAP AG International CoCode 0001 0001Pers. area Cost ctr. 01.11.1995 - 31.12.9999 Personnel structure Active employee Salaried employee EE group 1 DUEE subgroup Pay.area Contract Organizational Structure Position Supervisor 50000836 Administrators Group Human Resources Time Recording Payroll 0001 Job 0 Org. unit Org. key 50000827 0001 Percentage 100 No values selected. Would you like to maintain the entries? Maintain Query EntriesMaintain Query Entries ? CANCELYes No  If there are no entries for a field in master data, the appropriate dialog box appears. You can then go directly to the relevant IMG step from this dialog box. You can then maintain the necessary entries.  This functionality is not active in the productive system. (C) SAP AG HR305 21
  • 56. 3.21 © SAP AG 1999 Customizing Settings from the Application (2) PersNo Validity Pay scale Baden-Württemberg Pay scale type 40 01Pay scale area PS group 01.11.1995 - 31.12.9999 Metal G01 Name Pay scale groups/levelsPay scale groups/levels Country Grouping Pay scale type Pay scale area ESG for CAP 01 40 01 3 PSGrp G01A G01B G01C Lv Wage type 1020 Start 01.04.1991 01.04.1991 01.04.1991 End 31.12.1999 31.12.9999 31.12.9999 Amount 4.000,00 6.000,00 7.000,00 Customizing ActivitiesCustomizing Activities Pay scale groups and levels Personnel Administration Create values F5  Use F5 (click right mouse button), to go directly from master data to the relevant Customizing activity in the IMG, and then maintain the entries.  This functionality is not active in the productive system. (C) SAP AG HR305 22
  • 57. 3.22 © SAP AG 1999 Buying a Bicycle Production Company: Summary  You have been introduced to the Implementation Guide as a project support tool.  You know what the Implementation Guide can be used for and how you can also generate your own project.  You can describe the link between master data and the individual Customizing steps.  You can create and delete entries in Customizing tables. (C) SAP AG HR305 23
  • 58. 4 © SAP AG 1999 Enterprise Structure  Overview  Client  Company code  Personnel area  Personnel subarea  Employee group  Employee subgroup Contents: (C) SAP AG HR305 1
  • 59. 4.2 © SAP AG 1999 Enterprise Structure: Unit Objectives At the conclusion of this unit, you will be able to:  Describe the different elements of the enterprise and personnel structures.  Set up an enterprise and a personnel structure using the IMG. (C) SAP AG HR305 2
  • 60. 4.3 © SAP AG 1999 Enterprise Structure: Business Scenario  The company has just bought a production plant and as a result, you need to modify the existing enterprise structure in the SAP System. (C) SAP AG HR305 3
  • 61. 4.4 © SAP AG 1999 Overview - Enterprise Structure Personnel structure Enterprise structure e.g. Hourly paid employee e.g. Salaried employee  Every employee has an organizational assignment, that is, he/she is unique in the enterprise structure and in the personnel structure. In other words, the employee belongs to a specific place of work and has a specific status (for example, salaried employee or industrial worker).  You assign an employee to the enterprise structure in master data by means of the 'Organizational Assignment' infotype (0001).  In the SAP R/3 System, the company's structure is made up of the enterprise structure and the personnel structure.  The enterprise and personnel structure are set up using the Customizing functions. (C) SAP AG HR305 4
  • 62. 4.5 © SAP AG 1999 Depicting the Enterprise Structure in the SAP System Enterprise Structure Personnel Structure Organizational Structure Active employee Enterprise Structure Definition     Financial Accounting Define, Copy, Delete, Check Company Code Controlling Maintain Controlling Area Human Resource Management Personnel Areas Personnel Subareas Employee Groups Employee Subgroups Assignment - Human Resources Organizational Structure Personnel Management -> Organizational Management -> Edit Organizational Plan  Because the Caliber A Bicycle Company structure has changed, you need to modify the structure that is currently in the system. The purchase of the production plant must be depicted in the enterprise structure.  In addition to these changes, the manufacturing plant contains employees that do not exist in the Caliber A Bicycle Company, for example, hourly-paid employees.  The organizational units, jobs and positions must be added to the organizational structure.  An overview of the necessary Customizing steps is displayed on the right. (C) SAP AG HR305 5
  • 63. 4.6 © SAP AG 1999 Overview: SAP Enterprise Structure ClientClient Personnel areaPersonnel area PersonnelPersonnel subareasubarea PersonnelPersonnel subareasubarea PersonnelPersonnel subareasubarea PersonnelPersonnel subareasubarea Company codeCompany codeCompany codeCompany code Company codeCompany code Personnel areaPersonnel area Personnel areaPersonnel area  The following elements define the SAP enterprise structure for Personnel Administration:  Client  Company code  Personnel area  Personnel subarea A client can either be valid for a company code at the smallest level, or the entire corporate group. The company code is defined in Financial Accounting. The balance sheet and profit and loss statements are drawn up at the company code level. The personnel area, which is only used in Personnel Administration, is unique in each client. Each personnel area must be assigned to a company code. The personnel subarea is also used only in Personnel Administration and is the smallest element of the company structure. The groupings that define the entries to be used for employees of a particular company code/personnel area are linked to the personnel subarea. (C) SAP AG HR305 6
  • 64. 4.7 © SAP AG 1999 Enterprise Structure - Client Client 000Client 000 The client is an independent legal and organizational unit of the system (e.g. group). A three-character alphanumeric code uniquely identifies the different clients within a system. . . . Client 001Client 001 TestTest TrainingTraining  No access to employee data in other clients  No cross-client evaluations or access authorizations  No data exchange between clients  An employee who changes from one client to another must be assigned a new personnel number  Client 000 contains the standard SAP System, and cannot be changed. Client 001 is delivered with client 000. Both systems are identical when they are delivered.  The system contains both client-independent and client-specific elements.  Elements that SAP describes as client-independent are used in all clients. Client specific elements, however, are only used in certain special clients.  The following are defined as client-independent:  Data structures like field definitions, table structures and file structures, client-independent tables, transactions, programs, standard evaluations, authorization objects, help documentation and user defined programs.  The following are defined as client-specific:  Client-specific tables: these have to be copied from the original client, HR master records, user master records and authorization profiles. (C) SAP AG HR305 7
  • 65. 4.8 © SAP AG 1999 Enterprise Structure - Company Code ClientClient Company codeCompany code Company code The company code is an independent company with its own accounting unit, that is, a company that draws up its own balance sheet.  The company code represents the highest level of the enterprise structure within a client. If you use the Controlling, Financial Accounting, Materials Management or Sales and Distribution components and the Personnel Administration component, you must coordinate the company code setup with the other components. This does not impose any restrictions in the Human Resources areas as the most important control information is defined at the personnel subarea level anyway.  Country groupings are assigned to the company code. The country groupings control master data entry and the setting up and processing of wage types and pay scale groups in Payroll on a country-specific basis. The country grouping must be unique within a company code. (C) SAP AG HR305 8
  • 66. 4.9 © SAP AG 1999 Enterprise Structure - Personnel Area Personnel area 0001 0002 0003 Company code Company code Company code ClientClient A personnel area is a specific entity for Personnel Administration. It represents a subdivision of the company code.  The personnel area has the following functions:  The personnel area is a selection criterion for evaluations.  The personnel area is an entity for authorization checks.  Personnel areas must be uniquely assigned to company codes.  You can use the personnel area to generate default values for data entry, for example, for the payroll area. (C) SAP AG HR305 9
  • 67. 4.10 © SAP AG 1999 Enterprise Structure - Personnel Subarea Company code ClientClient Company code Company code Company code Personnel subarea Personnel subarea Personnel subarea 0002 0003 Personnel area 0001 Personnel subareas are subdivisions of personnel areas. The organization of the most important subareas in Personnel Administration, namely the pay scaleand wage type structures and work schedule planning, are controlled at this level. Four-character alphanumeric codes uniquely identify the personnel subarea. The control features of personnel subareas are country-specific.  The following are the most important personnel subarea organizational functions:  It defines the legal person, which in turn differentiates between the individual companies according to legal aspects.  It defines groupings for Time Management. These groupings can be used to create work schedules, substitution types, absence types and leave types for each subarea.  It generates the default values for pay scale type and area for an employee's basic pay.  It defines the public holiday calendar.  It defines personnel subarea specific definitions for each personnel area. (C) SAP AG HR305 10
  • 68. 4.11 © SAP AG 1999 Indicators Set Using Personnel Subareas Default Values for Basic Pay Infotype (0008) Tax number, tax office number Tax OfficeTax Office Legal person § Personnel subareaPublic holiday calendar Groupings for Time Management Permissible primary wage types 20002000 The following indicators are defined by the personnel subarea:  International  Default values for pay scale area and pay scale type  Assignment of personnel subarea to a public holiday calendar, legal person and statistics group  Grouping of personnel subareas for vacation, work schedule, attendance and absence types, substitution and availability types, attendance and absence counting, time recording, time quota and premiums.  Grouping of personnel subareas for primary wage types  Grouping of personnel subareas for appraisals  National (Germany)  Assignment of tax relevant corporate features (church tax area, tax office number, tax number)  Flat-rate church tax  Data communications regulation check (DEUEV - Germany)  Miner's and mine-employee's insurance company number (C) SAP AG HR305 11
  • 69. 4.12 © SAP AG 1999 Enterprise Structure for CAB Company CAB Co. CAB Co. Subsidiary company Caliber A Bicycle Co. Country A Subsidiary company Caliber A Bicycle Country B Sales dept CAB Co. Sales dept. I Sales dept. II Production plant Personnel subarea Company code Personnel area Client Head office and Admin.  The Caliber A Bicycle Company structure must be depicted in the SAP System. The above slide shows the Caliber A Bicycle Company's enterprise structure, which can be used as an example of how to depict an enterprise structure in the SAP System. (C) SAP AG HR305 12
  • 70. 4.13 © SAP AG 1999 Personnel Structure - Employee Group Active employee External Retiree The employee group is used to classify employees in general terms. It defines the position of a person within the company's workforce.  The employee group has the following important organizational functions:  It can be used to generate default values for data entry, for example, for the payroll area or an employee's basic pay.  It is used as a selection criterion for reporting.  It is used as an entity for authorization checks.  As a rule, you can use the standard entries in the system for setting up employee groups. If necessary, you can also add to these entries so that they meet your requirements. (C) SAP AG HR305 13
  • 71. 4.14 © SAP AG 1999 Personnel Structure - Employee Subgroup ActiveActive employeeemployee Trainee Hourly wage earner Non-pay scale employee Salaried employee Employee groups are divided into employee subgroups. Employees in the active workforce are distinguished according to their status - trainee, hourly-paid employee, salaried employee, etc.  The employee subgroup grouping for the personnel calculation rule controls how an employee's payroll is processed, for example, whether an employee is to be paid on an hourly or monthly basis.  The grouping for the primary wage types controls the validity of wage types at the employee subgroup level. The grouping for the collective agreement restricts the validity of pay scale groups to specific employee subgroups.  The employee subgroup grouping for the work schedule defines which work schedules, attendance/absence types and time quotas are valid for which employees.  The type of salaried employee is relevant in Germany for evaluations at the State Statistical Office.  The employee subgroup allows you to define default values for data entry, for example, for the payroll area or basic pay. (C) SAP AG HR305 14
  • 72. 4.15 © SAP AG 1999 Control Indicators Defined By Employee Subgroups Employee subgroups Permissible primary wage types Payroll Statistical evaluations Assignment to pay scale groups xxxx Work schedule  The employee subgroup can be used to set the following indicators:  International  Employee subgroup grouping for personnel calculation rule and collective agreement provision; activity, employment and training status and statistics; work schedule; time quotas; appraisals; primary wage types.  National  Default values for social insurance (C) SAP AG HR305 15
  • 73. 4.16 © SAP AG 1999 The Caliber A Bicycle Company Personnel Structure CAB Co. Active employee Retiree Temporary personnel Hourly wage earner Non-pay scale employee Salaried employee Retiree  You need to depict the changes to the Caliber A Bicycle Company's personnel structure in the SAP System.  The above slide shows the Caliber A Bicycle Company's personnel structure, which you can use as an example of how to depict a personnel structure in the SAP System. (C) SAP AG HR305 16
  • 74. 4.17 © SAP AG 1999 Enterprise Structure Copy Function (1) Copy functions Copy, Delete, Check Company Code Copy, Delete, Check Personnel Area Copy, Delete, Check Personnel Subarea Copy, Delete, Check Employee Subgroup  A number of control indicators are connected to elements of the company structure. These can then be accessed on subsequent screens.  So that you do not have to call up the subsequent tables individually, there is a copy function available that enables you to create new elements quickly and easily.  You can use the copy function to copy, delete and check company codes, personnel areas/subareas and employee subareas. You can also create and editr IMG views.  Copy  Delete  Check  Create and edit IMG views (C) SAP AG HR305 17
  • 75. 4.18 © SAP AG 1999 Enterprise Structure Copy Function (2) Organizational Object Personnel SubareaOrganizational Object Personnel Subarea Organizational object Edit Goto Extras Utilities Settings System CopyCopy From pers. subarea ? To pers. subarea ? StructureIMG When you copy enterprise parts, the entries in the enterprise structure tables will be copied to all the Customizing and system tables in which the enterprise parts appear as a key.  Copy Use this function if you want to create a new organizational unit and use the existing settings as a template. If you have already carried out the system settings for the organizational unit that you have just created, you can still use the copy function. In this case, the system will only duplicate the entries that are missing. Existing entries remain unchanged. The result of this copy action is a project IMG view that contains all the objects that were changed by the copy action. This means that you can postprocess the entries that have been copied.  Delete: Use this function if you want to delete an existing organizational unit and all its dependent entries.  Check Use this function to check the settings of existing organizational units. The check is carried out in two steps:  In the first step, the system checks to see whether there is an entry in all the tables in which the organizational unit specified is entered as a table key.  In the second step, the system checks to see whether there is an entry in the dependent tables that are validated against the table key. (C) SAP AG HR305 18
  • 76. 4.19 © SAP AG 1999 Enterprise Structure Copy Function (3) Organizational Object Personnel SubareaOrganizational Object Personnel Subarea Edit Goto Extras Utilities Settings SystemOrganizational objectOrganizational object Display <-> change Ctrl + F Copy org. object F6 Replace org. object F7 Delete org. object Shift + F2 Check org. object F8 Transport org. object IMG ActivitiesIMG Activities F5F5 End Shift + F3  Project IMG You can use this function to create a new view for a Customizing project. This view contains all the steps that are required to edit the organizational unit within the framework of the Customizing project. Before you can use this function, you must have already created a Customizing project. (C) SAP AG HR305 19
  • 77. 4.20 © SAP AG R Personnel Subarea IMG Activities (1) Display Structure: Activities for Organizational Unit Personnel Subarea Structure System HelpEdit Goto Information Utilities Default settings Expand/collapse What other projects R/3 Customizing Implementation Guide Personnel Management Personnel Administration Payroll Data Basic Pay Assign pay scale type/area to personnel area Wage Types (this step exists for all payroll-relevant infotypes) Define personnel subarea grouping for primary wage types Employee Remuneration Information Group personnel subareas for premiums Appraisals Group personnel areas for appraisals  Above are the steps needed to define and/or check a new personnel area.  For example, this is where you assign a pay scale type and area.  The personnel subarea grouping for primary wage types can be used to define personnel subareas for primary wage types, that is, you group personnel subareas that have already been defined. You can then use these groups to determine which wages types are permissible for which personnel areas.  Example: The wage type "Profit Sharing" is permissible for the personnel areas "Head office" and "Production". Both personnel areas are given the grouping "9".  You do not have to group your personnel areas for primary wage types. If you decide not to, you cannot then restrict the entry of wage types to specific personnel areas. (C) SAP AG HR305 20
  • 78. 4.21 © SAP AG R Personnel Subarea IMG Activities (2) Display Structure: Activities for Organizational Unit Personnel Subarea Structure System HelpEdit Goto Information Utilities Default settings Expand/collapse What other projects? Personnel Time Management Work Schedules Personnel Subarea Groupings Define groupings for the work schedule Work Schedule Rules and Monthly Work Schedules Set groupings for the public holiday calendar Time Data Recording and Administratioin Substitutions Define personnel subarea groupings Absences Absence Catalog Group personnel subareas for absences/attendances Absence Counting Group personnel subareas for absence counting Availability Group personnel subareas for availability types Quotas Absence Quotas General Absence Quotas Group personnel subareas for time quotas Leave Quotas Group personnel subareas for leave quotas Time Evaluation Settings for Time Evaluation Group personnel subareas for time recording  You can use the groupings in Time Management to group and control the personnel subareas. Example: Personnel subarea "0001" and personnel subarea "0002" should work the same work schedule rule and therefore, are assigned the grouping "01". Personnel subarea "0003" however, has totally different work schedule rule requirements and is assigned grouping "02". You can use groupings to reduce the amount of data you have to enter and make accessing subsequent tables easier.  You can use the grouping for the public holiday calendar to assign a unique public holiday calendar to your personnel subareas. (C) SAP AG HR305 21
  • 79. 4.22 © SAP AG R Personnel Subarea IMG Activities (Germany) (3) Display Structures: Activities for Organizational Unit Personnel Subarea Structure System HelpEdit Goto Information Utilities Default settings Expand/collapse What other projects? Payroll Accounting Payroll: Germany Basic Settings Maintain assignment of corporate features Define assignment of legal entity to personnel areas Tax Environment Assign tax relevant company features Flat-rate Church Tax Assign rules for flat-rate church tax DUEVO Master Data Assign DUEVO check to personnel area Reporting and Statistics Social Insurance Procedure Reporting / Data Carrier Assign company number  When you assign the corporate features, you store the company number (provided by the employment office), the west/east indicator for health insurance calculations, the federal state and the municipality number.  Use the legal person to assign your personnel subarea to a legally independent company. If an employee changes companies, it has the following effects on social insurance and DUEVO: The income threshold deficit for social insurance is not transferred which could effect how contributions are calculated for non-recurring payments. DUEVO creates a deregistration for the period of employment at the old company and a registration for the new company.  Use the tax relevant company features to assign the tax relevant company features to employment tax places of work, resulting from their location. You can enter the relevant church tax area, the number of the relevant tax office. The valid church tax area is defaulted in the Tax Data infotype. The tax office appears on the employment tax notification and the employment tax statement. You use the rules for flat-rate church tax to assign the procedure for levying flat- rate church taxes (that is, church tax from flat-rate employment tax). By assigning DUEVO checks you can determine whether you want to use DUEVO checks when you enter DUEVO- relevant data. For example, when you enter a name you can use the DUEVO checks to see if the name meets the DUEVO guidelines. (C) SAP AG HR305 22
  • 80. (C) SAP AG HR305 23
  • 81. 4.23 © SAP AG R Employee Subgroup IMG Activities Display Structure: Activities for Organizational Unit Employee Subgroup Structure System HelpEdit Goto Information Utilities Default settings Expand/collapse What other projects? Personnel Administration Organizational Data Organizational Assignment Define employee attributes Payroll Data Basic Pay (example) Define EE subgroup grouping for PCR and coll.agrmt prov. Wage Types Define employee subgroup grouping for primary wage types Personnel Time Management Work Schedules Work Schedule Rules and Monthly Work Schedules Define employee subgroup groupings Time Data Recording and Administration Absence Quotas General Absence Quotas Group employee subgroups for time quotas Attendance Quotas Group employee subgroups for time quotas  These are the customizing steps required to define and/or check a new employee subgroup.  You can use the employee attributes to define the indicators for national and international evaluations and for depicting national plausibilities.  The employee subgroup grouping for personnel calculation rules is required by payroll accounting. The employee subgroup grouping for the collecctive agreement provision is used for the indirect valuation of wage types on the Basic Pay infotype (0008).  Use the employee subgroup grouping for primary wage types to define employee subgroups for primary wage types. This means that you group your employee subgroups and you can then use these groups to determine which wage types can be entered for which employee subgroups. Example: The wage type "Bonus" can only be entered for the employee subgroups "Managing directors" and "Executives". Both of these employee subgroups have the grouping "9".  You can use the employee subgroup grouping for work schedules to group employee subgroups that are assigned to the same work schedules.  The employee subgroup grouping for time quota types groups employee subgroups that have the same absence/attendance quota types. (C) SAP AG HR305 24
  • 82. (C) SAP AG HR305 25
  • 83. 4.24 © SAP AG 1999 Assignments Personnel Area - Company Code Pers.area Personnel area text Company code Name of company Country grpg AT01 Personnel Area AT01 AT01 Country Template AT 03 AV01 Australian Personnel AV01 Country Template AV 13 BE01 Personnel area BE01 BE01 Country Template BE 12 CA01 Personnel area CA01 CA01 Country Template BE 07 EE Grp EE Grp name EESub EE Subgp name 1 Active employee DA Trainee ind. 1 Active employee DB Trainee comm. EE group EE subgroup 1 DA Active employee Trainee ind. Ld. Description Allowed Germany Switzerland Austria The country grouping classifies countries according to human resource focal points.  Employee Group - Employee Subgroup  The relationship between organizational units is defined here.  Your personnel area is assigned to a company code. When you create a personnel number, the system will assign relevant company code in the Organizational Assignment infotype (0001), depending on which enterprise structure the employee has been assigned to.  Assign your employee subgroups to the relevant employee group. You can also define permissible employee group/employee subgroup combinations for your country groupings.  For example: The employee subgroup "Trainee" should be assigned to the employee group "Active" and not to the employee group "Retiree". (C) SAP AG HR305 26
  • 84. 4.25 © SAP AG 1999 Enterprise Structure: Summary  You are able depict your enterprise's organizational and personnel structure in the SAP System.  You can now identify the Customizing steps needed to set up your enterprise and personnel structures. (C) SAP AG HR305 27
  • 85. 5 © SAP AG 1999 Organizational Structure  Caliber A Bicycle Company Organizational Structure  Elements of the SAP Organizational Structure  Link between Organizational Management and the Enterprise Structure Contents: (C) SAP AG HR305 1
  • 86. 5.2 © SAP AG 1999 Organizational Structure: Unit Objectives  Describe the Caliber A Bicycle Company's Organizational Structure, and how to depict it in the SAP System.  Set up the link between the Organizational Structure, Enterprise Structure, and Personnel Structure. At the conclusion of this unit, you will be able to: (C) SAP AG HR305 2
  • 87. 5.3 © SAP AG 1999 Organizational Structure: Business Scenario  Buying a production plant has also caused your reporting and cost center structure to change.  In addition, there are also a lot of new employees that need to be included in the Caliber A Bicycle Company's organizational plan. (C) SAP AG HR305 3
  • 88. 5.4 © SAP AG 1999 Organizational Plan Organizational unit Position Job Work center Employee  An organizational plan is used to depict the organizational structure. An organizational plan is used by a company to represent the relationships between individual departments and work groups. The SAP system uses organizational units to do this. For example, in an enterprise's "Purchasing" department there is a secretary, a purchasing manager and 10 purchasers. In other words, there are 12 positions in thedepartment.  Activities are carried out by persons. Individual persons are a significant part of the organizational structure. By assigning a person to a work center, you can determine where an activity is carried out. (C) SAP AG HR305 4
  • 89. 5.5 © SAP AG 1999 Organizational Units Executive Board AccountingHuman Resources BenefitsPayroll Accounts Payable Accounts Receivable Audit Examples: by department by region by business process Organizational units describe the different departments in the enterprise. Many organizational units build an organizational structure.  Organizational units can be divided generally (according to regional aspects), or more precisely (according to project group). The set up is based on the company-specific requirements.  Organizational units could be departments, teams, groups, etc. (C) SAP AG HR305 5
  • 90. 5.6 © SAP AG 1999 Jobs Consultant Purchaser Manager A job is the general classification for a set of tasks in an enterprise.  Can be performed by one or more than one person(s)  Examples: manager, administrator, purchaser  Each job is a unique classification or title of "roles" in your company. (C) SAP AG HR305 6
  • 91. 5.7 © SAP AG 1999 Positions Manager Manager - Asia Manager - USA Manager - Europe Positions represent a specific job entity and are occupied by people.  The employees in your company are assigned to positions. This means that these employees are then represented in the enterprise structure. You can use additional information (such as relationships) to depict the report structure of your enterprise, for example.  You can, for example, link payment data to the relevant positions. You maintain the data for valuating a position in the "Basic Pay" section of the "Wage Type Structure" unit. This applies if you have employees whose pay is based on the value of a position. Example: You have an employee who is assigned to a position in the Organizational Assignment infotype (0001). The pay for this position is x UNI. You therefore want your employee to be paid the value of the position. (C) SAP AG HR305 7
  • 92. 5.8 © SAP AG 1999 CAB Company Organizational Structure (1) Organizational Units CAB Co. CAB Co. Executive Board --- Admin Frankfurt -> HR dept. -> Finance/Accounting -> EDP dept. -> Real Estate management --- Central Purchasing Frankfurt --- Central Sales Frankfurt -> Internal -> External --- Sales Department I --- Sales Department II --- Sales Department III --- Storage and Production -> Storage -> Production ° Work Scheduling ° Fitting/Packing Jobs Directors Sales people Purchasers Secretaries Administrators Temporary personnel System administrators Real Estate managers Production workers Warehouse worker Work schedulers  Above is the Caliber A Bicycle Company's Organizational Structure, which you can use as an example of how to depict an organizational structure in the SAP System.  The different departments and subdivisions are defined as organizational units. This reflects the company's cost center hierarchy. (C) SAP AG HR305 8
  • 93. 5.9 © SAP AG 1999 CAB Company Organizational Structure (2) 1 Managing Director 3 Sales directors, one per location 18 External sales persons (to be hired) 5 Internal sales persons 5 Purchasers 10 Administrative assistants, 5 full-time, 5 part-time (50%) 1 Full-time administrator in the Accounting Department 1 Full-time administrator in the HR Department 1 Part-time administrator in both the Accounts and HR Departments (both 50% part-time) 4 System administrators 1 Gardener for tending the grounds 1 Caretaker 4 Security personnel working rotating shifts New Production Plant Positions 1 Managing Director 5 Lathe operators (hourly wage) 1 Head of Production 5 Welders (hourly wage) 1 Warehouse Supervisor 5 Metalworkers (hourly wage) 5 Warehouse workers 5 Fitters/packers 18 Production workers 1 MRP controller for work scheduling 1 Work controller for work scheduling CAB Co. Positions  Above is the Caliber A Bicycle Company's Organizational Structure, which you can use as an example of how to depict an organizational structure in the SAP System.  The individual positions are filled by employees. (C) SAP AG HR305 9
  • 94. 5.10 © SAP AG 1999 Integration between Organizational Management and Personnel Administration occupies Job Cost center Position Fixed assignment Employee groupEmployee group Employee subgroupEmployee subgroup Personnel Administration Personnel areaPersonnel area Personnel subareaPersonnel subarea Default values Employee Org. unit Organizational Management  If the Personnel Administration component and the Organizational Management component are integrated, you can enter a position in the Actions infotype (0000). By doing this, the employee group, employee subgroup, personnel area and personnel subarea are suggested as default values.  The values for job, organizational unit and cost center are also defaulted but these entries cannot be overwritten (fixed assignment). (C) SAP AG HR305 10
  • 95. 5.11 © SAP AG 1999 Entering the Position in the Actions Infotype PersNo Validity 01.11.1995 Name - 31.12.9999 Organizational Assignment Pers. area Acct.assignment features (Infotype 1008) EE group/subgroup (Infotype 1013) Position 50015306 Employee group Employee sbgp 0001 1 XX  If Personnel Administration and Organizational Management are integrated, you can enter the position in the Actions infotype (0000) when you run a hiring action. By entering the position, the data that is stored in Organizational Management is then defaulted into the fields mentioned above. (C) SAP AG HR305 11
  • 96. 5.12 © SAP AG R Values from Organizational Management PersNo. Enterprise structure CAB Co. CAB Co. CoCode 0001 Pers.area Cost ctr Leg.person Subarea Bus.area Organizational Assignment (0001)Organizational Assignment (0001) Name Valid 01.11.1995 0001 Active Salaried employee EE group EESubgroup XX Organizational structure Position Job Org.unit 50000836 50000873 50000827 Not ready for input - 31.12.9999 0001 0001 Acct.Assgnmt Feature (Infotype 1008) Personnel structure 1 1000  The default values for the personnel area are taken from the data stored on either the organizational unit or the position in the Account Assignment Features infotype (1008).  The default values for the employee group and subgroup are taken from the data stored on the position in the Employee Group/Subgroup infotype (1013).  The default values for the business ara and the personnel subarea are taken from the data stored on the position in the Account Assignment Features infotype (1008).  If the Personnel Administration and Organizational Management components are not integrated, then you enter the values for the cost center, position, job and organizational unit in infotype 0001.  If Organizational Management is active, however, entries cannot be made in these fields in the Organizational Assignment infotype (0001). Organizational Management will fill these fields. (C) SAP AG HR305 12
  • 97. 5.13 © SAP AG 1999 Defining Default Values Maintain Position Human Resources Organizational Management Expert Mode Position Aspect Plan variant Position Abbr. Validity 01 50000367 Headquarters 01.01.1998 Current plan Secretary - purchasing to 31.12.9999 Infotypes Acct.assignment features EE group/subgroup   Infotype 1008 Account Assignment Features Acct.assignment features Company code Pers. area Pers.subarea EE group/subgroup Bus. area EE group EE subgroup Infotype 1013 Employee Group/Subgroup  The slide above shows you how the relationships between the position and the enterprise structure in Personnel Administration are stored in the system. (C) SAP AG HR305 13
  • 98. 5.14 © SAP AG 1999 Cost Center Assignment Organizational unit Purchasing 01.10.1998 to 31.12.9999 Organizational unit - Purchasing Cost center Controlling area 9999 0001 Validity 01.10.1998 31.12.9999 Human Resources Org. Management Expert Mode Simple Maintenance Change Account Assignment Assign Cost Center  To depict your enterprise's cost center hierarchy in the system, you link the cost centers to the organizational units.  You can also link the cost centers to jobs and positions. (C) SAP AG HR305 14
  • 99. 5.15 © SAP AG 1999 Setting Up Integration Between Personnel Management and Organizational Management Integration Tools Integration to Personnel Management PLOGI Integration switch for organizational assignment XORGA PersNo. Validity - Enterprise Structure ... Cost center Organizational Structure Job Position Org. unit Organizational Assignment (0001)  The relationship between Personnel Management and Organizational Management is stored in Customizing.  Use the switch PLOGI ORGA to determine whether integration to the Organizational Assignment infotype (0001) takes place.  You can use feature PLOGI in conjunction with the organizational assignment (employee subgroup, personnel area …) to specify which groups of employees can participate in integration. You can determine whether or not integration is active for each case. To do this, you must use one of the following three situations in your enterprise:  You are implementing Personnel Management and would like to re-customize Organizational Management. In this instance, the entries will be converted in the relevant Personnel Management tables for the Personnel Planning Objects.  You are implementing Organizational Management and want to re-customize Personnel Management. You can automatically copy the existing entries into the Organizational Assignment infotype (0001).  You want to implement both components again. You do not have to manually enter the data in Personnel Management as the data that was entered when the systems were previously integrated, will be maintained in the Organizational Management component. (C) SAP AG HR305 15
  • 100. 5.16 © SAP AG 1999 Organizational Structure: Summary  You are able depict your enterprise's organizational structure in the SAP System.  You can also create the relationship between organizational units and positions within Personnel Management, so that data is automatically transferred to the Personnel Management component. (C) SAP AG HR305 16
  • 101. 6 © SAP AG 1999 Additional Organizational Assignment  Payroll Area Payroll Control Record  Organizational Key  Administrator Responsible  Employee Attributes Contents: (C) SAP AG HR305 1
  • 102. 6.2 © SAP AG 1999 Additional Organizational Assignment: Unit Objectives At the conclusion of this unit, you will be able to:  Describe an employee's additional organizational assignment. (C) SAP AG HR305 2
  • 103. 6.3 © SAP AG 1999 Additional Organizational Assignment: Business Scenario  In addition to the organizational elements that you have already created, there are additional indicators that you can use to make the employee's assignment unique. (C) SAP AG HR305 3
  • 104. 6.4 © SAP AG 1999 An Employee's Additional Organizational Assignment Organizational Structure Position Supervisor 50000836 Administrators Group Human Resources Payroll 0001 Job 50000064 Org. unit Org. key 50000827 10000001 Percentage 100 PersNo. Name Validity Enterprise Structure CAB Co. Germany CoCode 0001 0001Pers. area Cost ctr. LegPerson 0001 Frankfurt0001Subarea 01.01.1998 - 31.12.9999 Bus. area Personnel structure Active employee Salaried employee EE group 1 XXEE subgroup Pay.area Contract XX HR-D: Salaried EE 1000 0001 Frankfurt Time Recording Organizational Assignment (0001) Determines when a payroll is run Determines the administrator responsibleAdditional authorization check  You already know most of the indicators on the Organizational Assignment infotype (0001). This unit will discuss the remaining indicators, such as the indicators for authorization checks or those that control payroll. (C) SAP AG HR305 4
  • 105. 6.5 © SAP AG 1999 Depicting the Organization of Payroll in the SAP System Personnel Management Create Payroll Area Personnel Administration Organizational Data Organizational Assignment         Check Default Payroll Area Create Control Record Payroll Payroll International Environment Payroll Organization         Generate Payroll Periods CAB Co. Payroll is run at the end of the month. CAB Co. Payroll is run on the 10th of the subsequent month.  The SAP HR System uses the Payroll Areas to group together employees that should be processed by payroll on the same day, and to determine the precise date of the payroll. Employees belonging to different employee subgroups can belong to the same payroll area.  For example, if the Caliber A Bicycle Company pays all its salaried employees at the end of the month, and all its hourly-paid employees on the tenth of the following month, then it would need at least two payroll areas.  On the right, you can see the Customizing steps that you need to set up payroll areas, control records, and payroll periods. (C) SAP AG HR305 5
  • 106. 6.6 © SAP AG 1999 Payroll Areas Run payroll for previous month on 10th of the month previous month Run payroll for current month on 28th of the month 1st Jan. 1st Feb. 1st Jan. Payroll area YYPayroll area XX 1st Feb.  The payroll area is an organizational entity that groups employees according to organizational assignment criteria. Payroll is run on the same day for all employees in the same payroll area.  The payroll area has two functions that are required for payroll:  It groups the personnel numbers that are to be accounted in the same period.  It defines the exact date of the payroll period.  Employees for whom payroll is run on the same day for the same period are grouped in one payroll area.  Personnel numbers are assigned to payroll areas in the Organizational Assignment infotype (0001). The default value that appears in the 'Payr. Area' field depends on the personnel area and employee group/subgroup assigned to the employee. (see the Define Default Values - Features unit for more detailed information). (C) SAP AG HR305 6
  • 107. 6.7 © SAP AG 1999 Payroll Control Record Simulation Payroll areaPayroll area XX salaried employeeXX salaried employee Control record typeControl record type 01 Payroll01 Payroll Released for payroll Released for corrections Exit payroll Check payroll results Incorrect personnel no. payroll area Payroll status XX monthly The different phases within payroll International Payroll Release payroll Start payroll Check results Corrections Exit payroll Payroll  You must create a control record for each payroll area.  The control record controls the individual payroll stages.  The control record has the following functions:  It determines the exact date of the current payroll period.  If defines the payroll past for retroactive payroll.  It locks master data and time data during the payroll run to prevent changes from being made. This lock is set for past payrolls and for the current one. Payroll data in the future can still be changed.  It defines the earliest retroactive accounting period for the payroll area.  The individual payroll stages are in the payroll menu option. You can release, start, check, correct and exit payroll from this menu option. (C) SAP AG HR305 7
  • 108. 6.8 © SAP AG 1999 Organizational Key for Additional Authorization Checks Organizational key 10001200 Personnel subarea 1300 Cost center 1000 Organizational key 10001300 Personnel subarea 1200 Cost center 1000  You can use the organizational key to enhance the authorization checks as required.  The organizational key is a 14-character field in the Organizational Assignment infotype (0001) that you can structure according to your own requirements. It can be set up using specific control and rule tables. The organizational key should not be confused with the organizational unit.  For more information, refer to the course: Configuration of Processes and Authorizations (HR307) (C) SAP AG HR305 8
  • 109. 6.9 © SAP AG 1999 Administrator Responsible for Personnel Administration Error list in Time Management Automatic mail when infotypes are changed Reporting/ evaluations Contact person on remuneration statements Authorization check Administrators  In the Organizational Assignment infotype (0001), you can enter three different administrators: one for personnel administrator, one for time management and one for payroll.  Standard SAP reports (for example, error list for time recording) can use the administrator as a selection criteria (in this instance, the time administrator).  As a result, the person responsible for time recording will only get a list of his/her employees. You can print the administrator on the remuneration statement so that employees know who to contact in case of queries. (C) SAP AG HR305 9
  • 110. 6.10 © SAP AG 1999 Administrator Assignment Group Admin. Name of administrator F.o.add. Tel.no. SAP Name 0001 0001 0001 0001 0001 001 002 003 CA NDP Joanne Henderson Edward Carter Robert Bell Chris Appleman Nicola Davenport Ms Mr Mr Ms Ms 4711 5541 1239 6665 9848 HENDERSONJ CARTER BELLR APPLEMAN DAVENPORTN Org. Assignment (0001) Administrator group, personnel, time recording, payroll View: Change Administrator  During Customizing, you enter the administrator for each administrator group; these are the administrators that you want to enter in the Organizational Assignment infotype.  The administrator table centrally stores the administrator's name, form of address and telephone number. In addition to this, you can enter the SAP names (the administrator's SAP user). You can use this name to trigger an automatic message (mail) that is sent to the administrator responsible when changes are made to infotype records. (C) SAP AG HR305 10
  • 111. 6.11 © SAP AG 1999 Employee Attributes Employee subgroup Activity status Employment status Training status 1 1 2 Industrial worker Salaried employee Statistical evaluations Activity status Employment status Training status 1 2 2  You have defined your employee groups and subgroups in your enterprise structure. You must now assign a status to them. This can be an activity status, an employment status, training status or employee type.  Below are possible entries for activity status: 1 = Active 2 = Retiree/pensioner 3 = Early retiree 9 = Other  Below are possible entries for employment status: 1 = Industrial worker 2 = Salaried employee 3 = Civil servant 9 = Other  Below are possible entries for training status: 1 = Trainee/apprentice 2 = Trained employee 9 = Other  These statuses are used in national and international evaluations to select and/or summarize personal data or to represent national features. (C) SAP AG HR305 11
  • 112. 6.12 © SAP AG 1999 Additional Organizational Assignment: Summary  You can depict additional organizational assignments for your employees in the SAP System.  You can now discuss the Customizing steps for setting up the Organizational Assignment infotype (0001). (C) SAP AG HR305 12
  • 113. 7 © SAP AG 1999 Define Default Values - Features  Maintaining features  Default payroll areas, administrator groups, number range intervals Contents: (C) SAP AG HR305 1
  • 114. 7.2 © SAP AG 1999 Define Default Values - Features: Unit Objectives At the conclusion of this unit, you will be able to:  Discuss how to control default values using features. (C) SAP AG HR305 2
  • 115. 7.3 © SAP AG 1999 Define Default Values - Features: Business Scenario  So that personnel administrators do not have to enter all the master data by hand, you can define default values that are automatically suggested by the system. (C) SAP AG HR305 3
  • 116. 7.4 © SAP AG 1999 Default Values Name of feature (5-character) Decision tree is read Create infotypes Value set as default in the infotype Value determined  Features are often used to determine default values. These values are suggested by the system when infotypes that affect employee master data are maintained.  For example, the feature ABKRS determines default values for the payroll area. The payroll area is determined by data found in the employee's Organizational Assignment infotype record. Another example of this is the feature LGMST. This feature uses the Basic Pay infotype (0008) to propose the wage and salary types that are permissible for an employee. (C) SAP AG HR305 4
  • 117. 7.5 © SAP AG 1999 Maintaining Features Sub-objects Feature ABKRS ABKRS Default values for payroll area Create Decision tree Structure Persons responsible/status Assign country/component Documentation Display Change Features: Initial Screen (Transaction PE03) Queries personnel and data structure fields to determine the return code Feature's administrative data Information on the structure and the functions Countries for which the feature is valid Containing one or more fields that can be queried in a decision tree  Use transaction PE03 to maintain features.  Features are made up of the following elements.You must maintain them in the order specified below when you create a feature:  Person responsible for the feature  Documentation on the feature  Country/component assignments for the feature  Structure of feature  Decision tree of the feature (C) SAP AG HR305 5
  • 118. 7.6 © SAP AG R Default Values for Payroll Accounting Area StructuralStructural graphicgraphic SystemEdit Goto HelpFeature Utilities Edit Feature ABKRS : Decision TreeEdit Feature ABKRS : Decision Tree Error text * * ** * 01 * 01 ** * 01 DN * 01 DZ B D D D TCLAS MOLGA &ABKRS=D2, PERSK &ABKRS=D2, &ABKRS=D1, &ABKRS=99, &ABKRS=99, Variable key F D Operations Default Values for Payroll Area PME04 Field string for feature TCLAS * MOLGA ** 01 PERSK ** &ABKRS=D2, BUKRS Company code MOLGA Country group PERSG Employee group PERSK Employee subgroup TCLAS Transaction class for data storage ABKRS  You can define default values for payroll accounting areas for your employee. The payroll accounting area will then be defaulted when you maitain the Organizational Assignment infotype (0001).  In the SAP R/3 System, the payroll area depends on the country grouping, and the employee group and employee subgroup. This data combination is stored in the system as a feature. In this feature, a rule is depicted in the decision tree.  The decision rule in the feature is set up according to the following organizational data:  Transaction class for data storage (TCLAS) A = Administration B = Recruitment  Country grouping (MOLGA)  Employee subgroup (PERSK)  For example, the feature would suggest payroll area 99 for employee subgroup DZ. This applies to country grouping 01 (Germany). This value will then be suggested as a default value in infotype 0001.  The default value appears as &Feature=Returncode. (C) SAP AG HR305 6
  • 119. 7.7 © SAP AG 1999 Define Administrator Groups PINCH PINCH Administrator Group TCLAS Transaction Class for Data Storage B Applicant Data Otherwise   APPL **** Status: active Group Admin. Name of Administrator F.o.add. Tel.no. SAP Name 0001 0001 0001 0001 0001 001 002 003 CA NDP Joanne Henderson Edward Carter Robert Bell Chris Appleman Nicola Davenport Ms Mr Mr Ms Ms 4711 5541 1239 6665 9848 HENDERSONJ CARTER BELLR APPLEMAN DAVENPORTN Org. Assignment (0001) Administrator group, personnel, time recording, payroll     View: Change Administrator  In reality, one administrator is often responsible for several personnel areas or employee subgroups. You can use the administrator group feature (PINCH) to specify these requirements.  You can assign administrators to an administrator group as follows:  Store the returncode of the feature in the 'Group' field.  Assign a three-character ID to each administrator.  Determine your administrator's name, form of address, telephone number and user name (mail system).  If the return code of feature PINCH is "****", the description for the administrator group is the same as the personnel area to which the employee is assigned in the "Organizational Assignment" infotype (0001). (C) SAP AG HR305 7
  • 120. 7.8 © SAP AG 1999 Personnel Number Assignment - Feature NUMKR Intervals No. From number 01 02 00000001 90000001 To number 90000000 99999999 Current number 4711 Ext X Feature NUMKR External number assignment Internal number assignment Decision tree  You can also use a feature (NUMKR) to assign personnel numbers. This is also based on the organizational assignment.  There are two ways to assign a number range:  Internal number assignment: In this instance, the SAP R/3 System assigns the personnel numbers.  External number assignment: In this instance, the user assigns the personnel number.  SAP recommends that you use the internal number assignment function. Matchcodes can use any criteria to search HR master records and for this reason you do not need "meaningful" personnel numbers. This is also advantageous when you transfer or promote employees as it means that the "meaningful" characteristics of a personnel number are not lost.  You can have several number range intervals. (C) SAP AG HR305 8
  • 121. 7.9 © SAP AG 1999 Maintaining Features (1) LGMST LGMST Planned Payment Specification MOLGA Country Grouping 01 Germany PERSG Employee group       1 Active employee PERSK Employee subgroup   DE Trainee - Industrial DF Trainee - Commercial DI Hourly wage earner 20/ 1DI       DN Monthly Wage Earner DS Senior Staff DT Non-pay scale employee 20/ 1DU       DU Salaried employee    Feature Edit Goto Utilities View System Help Decision operation Decision field value Status: active Return code View: Change Administrator  Features are objects that query different personnel or data structure fields to determine a certain returncode or result. This value is used to define defaults and control certain system processes. Features can therefore enhance system flexibility.  Features can be used for different purposes. The most important applications are:  Features that define default values Features are often used to determine default values. These values are suggested by the system when infotypes that affect employee master data are maintained. The feature either delivers a default value directly - this is then written to the relevant infotype field e.g. feature ABKRS -> Organizational Assignment (infotype 0001), or the feature delivers a key entry as a return code for reading one or more tables. The stored default values are taken from these tables and entered in the relevant infotype, e.g. Feature LGMST -> Basic Pay (infotype 0008). Note: These default values are always read when an infotype record is created.  Features that control system processes Feature Pnnnn (nnnn stands for the infotype number) controls the sequence in which country-specific screens are displayed in master data infotype maintenance and display.  Features that automatically generate mail messages Some features automatically generate mail messages when certain master data fields are changed e.g. the various administrators in Organizational Assignment infotype (0001). Example: feature M0001. (C) SAP AG HR305 9
  • 122. 7.10 © SAP AG 1999 Maintaining Features (2) Sub-objects Feature LGMST Planned Payment Specification Decision tree Structure Persons responsible/status Country/component assignment Documentation Display Change LGMST LGMST Planned Payment Specification MOLGA Country Grouping 01 Germany SUBTY     02 Switzerland 10 USA Subtype 1   02/ 1   Otherwise PERSG Employee group   1 Active employee   PE03       Enterprise Structure for Wage Type Model Features: Initial Screen Process Feature LGMST: Decision Tree  There are two ways to maintain features:  You can call up the feature decision tree from the Payroll or Time Management IMG (implementation guide), and then make your changes. The system always displays the feature that is assigned to the IMG module.  You can use the feature maintenance transaction, PE03. The "Features: Initial Screen" appears.  Decision trees can be simple or very complex. This depends on their function and on the number of fields, operations and decision criteria they contain. (C) SAP AG HR305 10
  • 123. 7.11 © SAP AG R Maintaining Features 555 The Continuation indicatorContinuation indicator is called by the NEXTRNEXTR (next rule) operation. It defines where processing should continue for the same variable key. 666 The Rule typeRule type defines the type of processing: D Decision operations. The answers to these are stored in the variable key. Normal processing line * Deactivation indicator 777 At present the following OperationsOperations aare supported: Feature Assigns values &ABKRS= Decision Queries different criteria WERKS Jump Jumps to subfeatures FLDID= Continuation NEXTR Other Debugging tool, BREAK error handling ERROR  Rule type D: Calls decision operations. Rule type blank: Calls other operations. Rule type *: Inserts a command line.  Operations control processing within decision trees. The different types of operation are: Feature operations: Transfer the returncode to the feature. Feature operations must always be preceeded by an "&". (Structure: &<Feature>=<Returncode>; for example: &ABKRS=D2) Decision operations: Defines the variable key. The value in the variable key refers to the field that is queried in the decision tree. Continuation operation: If you need more than one line for an operation, you can use the NEXTR operation to store other operations to the next line. Jump operation: FLDID calls a subobject where processing can be continued. Debugging operation: BREAK changes to the debugging mode. You must enter BREAK<user name>. Error operation: Does not transfer a returncode but generates an error message if the decision tree structure is incorrect.  For detailed information, refer to the R/3 library (C) SAP AG HR305 11
  • 124. 7.12 © SAP AG 1999 Define Default Values - Features: Summary  In this unit, you have learned how to define default values, and you can now understand decision operations in features. (C) SAP AG HR305 12
  • 125. 8 © SAP AG 1999 Personal Data  Personal Data  Addresses  Bank Details Contents: (C) SAP AG HR305 1
  • 126. 8.2 © SAP AG 1999 Personal Data: Unit Objectives At the conclusion of this unit, you will be able to:  Describe the overview of an employee's personal data. (C) SAP AG HR305 2
  • 127. 8.3 © SAP AG 1999 Personal Data: Business Scenario  An employee's personal data is stored in pre-defined infotypes. You can adapt these infotypes to meet your company-specific requirements. (C) SAP AG HR305 3
  • 128. 8.4 © SAP AG 1999 Personal Data Personal Data (Infotype 0002)Personal Data (Infotype 0002) SystemEdit Goto HelpHR master data Utilities Name F.o.add. Last name First name Name prefix Formatting Title Name at birth Initials Name affix Birth data Date of birth Language Nationality Place of birth Country of birth Add. nationality Marital status/religion Marital status No. child. Religion IMG: CAB Company Project Implementation Guide for R/3 Customizing Personnel Management Personnel Administration Personal Data Personal Data Create Forms of Address Create Name Affixes Create Marital Status Create Religious Denomination – – – – –  In the first data group, enter all the data that defines the employee's name. This includes forms of address, first and last names, in some instances a second name or name at birth, as well as the main first name and initials. You will also find details on any academic titles, prefixes and affixes.  Birth data: this data group consists of the employee's date and place of birth, nationality and language.  Marital status / religion: the third data group contains data such as the number of children, employee's marital status and in some countries the employee's religion.  The employee's family members do not have to be entered in the system, therefore, the system does not check to see that the number of children entered in the Personal Data infotype is the same as the actual number entered in the Family infotype (0021). (C) SAP AG HR305 4
  • 129. 8.5 © SAP AG 1999 Addresses AddressesAddresses (Infotype 0006)(Infotype 0006) SystemEdit Goto HelpHR master data Utilities Addresses c/o Country I Select Country KeySelect Country Key Foreign address Street/house number Postal code/City District Country key Telephone number Other data Distance in kilometers Company housing IMG: CAB Company Project Implementation Guide for R/3 Customizing Personnel Management Personnel Administration Personal Data Addresses Create Address Types Zip Codes Enter Communication Types – – – – –  Foreign addresses: the different country versions have their own entry screens for the Addresses infotype (0006). When you create an address, the system chooses the country entry screen that corresponds to the country assigned to the employee via the personnel area in the Organizational Assignment infotype (0001). If you want a different country screen to that suggested by the system, use the foreign address function to choose a different screen. This function can be found on the entry screen for the Addresses infotype (0006) (C) SAP AG HR305 5
  • 130. 8.6 © SAP AG 1999 Bank Details Bank Details (Infotype 0009)Bank Details (Infotype 0009) SystemEdit Goto HelpHR master data Utilities Bank details type 0 Bank Details Payee Rosa Lee Postal code/City 67071 New York Bank country US USA Bank key 67292200 Bank account 2645654656 Payment method T Purpose CAB Salary Currency Rosa Lee 1476 10 Queen Street Anywhere, Canada Pay The Toronto-Dominion Bank Address Memo   123   :123 1   |1234: 0123  123456789   | CheckTransfer IMG: HRMS - Stand Alone Implementation Guide for R/3 Customizing Financial Accounting General Ledger Accounting Business Transactions Integration Payroll Define Income Statement Accounts – – – – – – Define Balance Sheet Accounts Bank Accounting– Bank Accounts– Define House Banks Check Post Office Bank Branch Numbers Personnel Management– Personnel Administration– Personal Data– Bank Details– Create Bank Connection Types Define Payment Method Define Default Payment Method  "Stand Alone" means that Human Resouces is implemented, but Financial Accounting is not. If you generate a project view that is based on this enterprise IMG, you will automatically get the customizing steps that are usually carried out when you implement Financial Accounting. (C) SAP AG HR305 6
  • 131. 8.7 © SAP AG 1999 Personal Data: Summary  You can now outline which infotypes contain the employee's personal data, and you know which Customizing steps you need in order to adapt these infotypes to meet your company's requirements. (C) SAP AG HR305 7
  • 132. 9 © SAP AG 1999 Links Between Planned Working Time and Basic Pay  Planned working time  Connection to basic pay  Consequences for payroll Contents: (C) SAP AG HR305 1
  • 133. 9.2 © SAP AG 1999 Links Between Planned Working Time and Basic Pay: Unit Objectives At the conclusion of this unit, you will be able to:  Describe how the working time stored in the Planned Working Time infotype (0007) is related to the payroll-relevant data stored in the Basic Pay infotype (0008).  Determine how relevant this information is for payroll. (C) SAP AG HR305 2
  • 134. 9.3 © SAP AG 1999 Links Between Planned Working Time and Basic Pay: Business Scenario  Employees at the Caliber A Bicycle Company have specific working times. Absence and attendance can be calculated using these as a basis.  Working times also play an important role in an employee's pay. Here we make the distinction between payment on an hourly basis and payment for a specified period (for example, monthly). (C) SAP AG HR305 3
  • 135. 9.4 © SAP AG 1999 Employee Working Time Working time Attendance/absence calculation Payment  Each employee is assigned to a work schedule. The working time stored for this work schedule is important for the employee's pay and for counting attendances and absences.  In the first step, depict the working time information in the Planned Working Time and Basic Pay infotypes.  In the second step, attendance/absence calculation and payroll access this information. (C) SAP AG HR305 4
  • 136. 9.5 © SAP AG R Planned Working Time 100,00 7,20 36,00 156,48 1879,20 5,00 Planned Working Time (Infotype 0007) Edit GotoHR master data Utilities FLEX Default values of the average no. of working hours taken from the work schedule Part-time employee Flex 25 Flex 26 Flex 27 Flex 28 Flex 29 Off 30 Off 31 Flex 18 Flex 11 Flex 04 Flex 19 Flex 20 Flex 21 Flex 22 Off 23 Off 24 Flex 12 Flex 13 Flex 14 Flex 15 Off 16 Off 17 Flex 05 Flex 06 Flex 07 Flex 08 Off 09 Off 10 Off 03 Off 02 Flex 01 B B B B B Wk Mo Tu We Th Fr Sa Su Monthly work sch. rule Work schedule rule Time Mgmt status Working week Work schedule rule Employment percentage Daily working hours Weekly working hours Monthly working hours Annual working hours Weekly workdays Working time  An employee's working time is stored as a work schedule rule in the Planned Working Time infotype (0007). The average working hours are also stored here. The monthly work schedule rule stores the actual number of hours worked by an employee per month. (C) SAP AG HR305 5
  • 137. 9.6 © SAP AG R Connection between Planned Working Time and Basic Pay Work schedule rule Time Mgmt status Part-time employee Planned Working Time (Infotype 0007) SystemEdit Goto HelpHR master data Utilities Basic Pay (Infotype 0008) SystemEdit Goto HelpHR master data Utilities Object ID Capacity util. level Work hours/period Next increase Annual salary monthly 100,00 156,48 FLEX Monthly work schedule Work schedule rule 100,00 7,20 36,00 156,48 1879,20 5,00 Employment percentage Daily working hours Weekly working hours Monthly working hours Annual working hours Weekly workdays Working time  The average number of working hours is taken from iinfotype 0007 and suggested as a default value for the capacity utilization level and the work hours/period in infotype 0008. (C) SAP AG HR305 6
  • 138. 9.7 © SAP AG 1999 Employee Subgroup Grouping for Personnel Calculation Rule Hourly wage earners Salaried employees Grouping for personnel calculation rule 1 Grouping for personnel calculation rule 3 Payment based on the number of hours worked per period taken from infotype 0008 (Basic Pay) Basis is the average working hours Payment on hourly basis accordingto personal work schedule Actual working hours used asthe basis  The distinction is made between employees that are paid on an hourly basis and employees whose pay is based on the number of hours they work per period (for example, salaried).  To realize this difference in the system, you can set up employee subgroup groupings for personnel calculation rules and as a result, the employees are treated differently in payroll accounting. The meaning of each grouping is set, and cannot be deleted. (such as Hourly wage earners - 1, Salaried employees - 3) (C) SAP AG HR305 7
  • 139. 9.8 © SAP AG 1999 Links Between Planned Working Time and Basic Pay: Summary  You can now discuss the connection between Planned Working Time and Basic Pay.  You can now describe why the employee subgroup grouping for personnel calculation rules is relevant for payroll. (C) SAP AG HR305 8
  • 140. 10 © SAP AG 1999 Pay Scale Structure  Pay Scale Structure  Pay scale Groups and Levels Contents: (C) SAP AG HR305 1
  • 141. 10.2 © SAP AG 1999 Pay Scale Structure: Unit Objectives At the conclusion of this unit, you will be able to:  Create the regional, industry-specific, financial and time-related aspects of the pay scale structure.  Define control parameters that are dependent on the employee subgroup and the personnel subgroup.  Define default values for pay scale data. (C) SAP AG HR305 2
  • 142. 10.3 © SAP AG 1999 Pay Scale Structure: Business Scenario  At the Caliber A Bicycle Company, a number of collective agreement provisions are in force. The differences are based on location (pay scale area).  The collective agreement provision determines how much the employees are paid. (C) SAP AG HR305 3
  • 143. 10.4 © SAP AG 1999 Overview - Pay Scale Structure Coll.Agrmnt xxxxDEUTSCH E MARK DEUTSCHE MARK 12 9 6 3 11 1 7 5 8 4 210  The pay scale structure covers regional, industry-specific, financial and time-related aspects. It also takes into account the differences between industrial workers and salaried employees and circumstances related to pay scale changes.  You can assign an employee to a pay scale structure when you maintain the Basic Pay infotype (0008).  Pay scale structure:  Industry classification  Geographic classification  Functional classification (C) SAP AG HR305 4
  • 144. 10.5 © SAP AG 1999 Pay Scale Data Stored in Basic Pay Pay scale Contract type PS type PS area PS group Reason 0 40 01 K5 Basic contract Retail CAB Co. Level 01 Object ID Capacity util. level Working hrs period Next increase Annual salary 100.00 156.48 K5 monthly Wage types 1010 Standard pay 3.874,00 I I APER Number Unit 1030 Standard bonus (%) I IndVal. 01.01.1997 - 31.12.9999 3.874,00 ++ Entry 1 of 2 Basic Pay (infotype 0008)  Store an employee's pay scale data on the Basic Pay infotype (0008).  Even if you do not have collective agreement provisions at your company, and employees negotiate their pay when they are hired, you must still enter a pay scale type and area, an employee subgroup grouping for collective agreement provision, and a pay scale group. These fields are required entry fields in infotype 0008 and there must be at least one entry in the relevant tables. (C) SAP AG HR305 5
  • 145. 10.6 © SAP AG 1999 Depicting Pay Scale Data in the SAP System Personnel Management Personnel Administration Payroll Data     Define EE Subgroup Grouping for PCR and Coll.Agrmt Prov. Basic Pay     Pay Scale Conversion for Basic Pay Define Reason for Change Check Pay Scale Type Check Assignment of Pay Scale Structure to Enterprise Structure Determine Defaults for Pay Scale Data Revise Pay Scale Groups and Levels Define Pay Scale Salary Ranges Specify Working Hours Fixed by Collective Agreement Coll.Agrmnt PS groups for salaried employees and hourly wage earners PS Types are metal, retail and inhouse Pay scale areas Agreed working time 38.5 hours  At the Caliber A Bicycle Company, a number of collective agreement provisions are in force. The differences are based on location (pay scale area).  The collective agreement provision determines how much the employees are paid.  Pay scale groups and levels are used to depict the different payments in the system.  The individual IMG steps for setting up the pay scale structure in the SAP R/3 System are displayed on the right. (C) SAP AG HR305 6
  • 146. 10.7 © SAP AG 1999 Employee Subgroup Grouping for Collective Agreement Provision Hourly wage earner (1) Temporary employees (1) Salaried employees (3) Trainees (3) Pay scale groups for hourly wage earners 1 1 1 G01 G02 G03 PS groupESG grouping for collective agreement provision Level Wage type Start End Amount 20 15 10 Pay scale groups for salaried employees 3 3 3 A01 A02 A03 PS groupESG grouping for collective agreement provision Level Wage type Start End Amount 3000 2000 1000  The employee subgroup grouping for the collective agreement provision allows you to assign different employees to different pay scale groups. You can use the Customizing functions to group employee subgroups.  The SAP R/3 System contains the following groupings:  1. Industrial worker/hourly wage earner-> ID 1  2. Industrial worker/monthly wage earner -> ID 2  3. Salaried employee -> ID 3  4. Non-pay scale employee -> ID 4  The most important function of the employee subgroup grouping for the collective agreement provision is:  Define pay scale groups and levels within the grouping for each pay scale type and area. (C) SAP AG HR305 7
  • 147. 10.8 © SAP AG 1999 Define Pay Scale Type and Area Pay scale areaPay scale type  Pay scale type The pay scale type represents the pay scale regulations or collective agreement according to which employees are paid.  Example: Chemical/metal industry  In the SAP R/3 System, pay scale types are two-character keys that are defined for each region. Pay scale types are maintained when you set up your system.  Pay scale area The pay scale area represents the geographical region to which a pay scale or collective agreement applies.  In the SAP R/3 System, pay scale areas are two-character keys that are defined for each region. Pay scale areas are maintained when you set up your system. (C) SAP AG HR305 8
  • 148. 10.9 © SAP AG 1999 Assign Pay Scale Type/Area to Personnel Subarea Pay scale area II Personnel subarea IIPersonnel subarea I RetailPS area I Metal  The individual personnel subareas are assigned to the relevant pay scale types and pay scale areas. (C) SAP AG HR305 9
  • 149. 10.10 © SAP AG 1999 Default Pay Scale Data using Feature TARIF Hourly wage earner Non-pay scale employee Salaried employee Coll.Agrmnt Pay scale type: Metal PS area I Coll.Agrmnt Pay scale type: Inhouse PS area I Coll.Agrmnt Pay scale type: Retail PS area I  You can define default values based on the pay scale type/area assigned to the personnel subarea or using a decision rule.  You can define different pay scale types and area defaults in the Basic Pay infotype (0008) for employees with different organizational assignment data. (Feature TARIF) (C) SAP AG HR305 10
  • 150. 10.11 © SAP AG 1999 Pay Scale Groups and Levels ESG grouping for collective agreement provision PS group Level Wage type Start End Amount 1 1 3 3 G01 G02 A01 A01 01 10 20 1000 1500 Entries for Country grouping Pay scale type Pay scale area Continue  The enterprise and personnel structure determine which pay scale group view is displayed in infotype 0008.  Pay scale groups and levels are defined for each country grouping, pay scale type, pay scale area and employee subgroup grouping for collective agreement provision.  Pay scale groups are used for job evaluation and indirect valuation.  Pay scale groups are divided into pay scale levels. (C) SAP AG HR305 11
  • 151. 10.12 © SAP AG R Storing Periods Other Than Months Planned Working Time (Infotype 0007) SystemEdit Goto HelpHR master data Utilities Basic Pay (Infotype 0008) SystemEdit Goto HelpHR master data Utilities Object ID Capacity util. level Working hours/period Next increase Annual salary 100,00 Period parameters 01 monthly 02 semi monthly 03 weekly 04 every 2 weeks 05 every 4 weeks 06 annually 10 every quarter Monthly work schedule Work schedule rule Time Mgmt status Part-time employee FLEX Work schedule rule 100,00 7,20 36,00 156,48 1879,20 5,00 Employment percentage Daily working hours Weekly working hours Monthly working hours Annual working hours Weekly workdays Working time  On the Basic Pay infotype (0008), the default value for the working hours per period is taken from the Planned Working Time infotype (0007). It is always assumed that this is the monthly working hours, meaning that the period is a month.  Sometimes, you might need to enter an amount that is valid for another period. For example, for a weekly wage earner. In this case, the system needs to suggest a more appropriate period.  You only need to set up periods for collective agreements if the monthly payroll period does not apply to all employees. Example: Some employees are paid on a weekly basis and others on a monthly basis. The correct number of hours per period needs to be suggested for all employees on the Basic Pay infotype (0008).  In the SAP R/3 System the period is always a month. The table "Assign Pay Scales -> Period Parameters" is empty. An entry that is not available is always interpreted to be "monthly". If you have other payroll periods, you can use a customizing report to fill this table. This is done per pay scale type and area and per employee subgroup grouping for collective agreement provision. (C) SAP AG HR305 12
  • 152. 10.13 © SAP AG 1999 Pay Scale Structure: Summary  In this unit, you learned how to depict the pay scale structure in the SAP R/3 System.  You can now set up a wage type structure using the Customizing steps.  You can now define default values so that the pay scale type and area are suggested as defaults by the system on the Basic Pay record depending on the employee's organizational assignment. (C) SAP AG HR305 13
  • 153. 11 © SAP AG 1999 Wage Type Structure  Wage type catalog  Employee subgroup and personnel subgroup groupings  Permissibility of wage types  Wage type characteristics  Default wage types  Indirect valuation Contents: (C) SAP AG HR305 1
  • 154. 11.2 © SAP AG 1999 Wage Type Structure: Unit Objectives At the conclusion of this unit, you will be able to:  Describe the payment structure and set up dialog wage types in the SAP System.  Outline the control indicators that are used to determine who the wage type can be assigned to, when it can be assigned and how often.  Define the feature that is used to default the wage types on the Basic Pay infotype based on the employee's organizational assignment.  Set up different types of indirect valuation. (C) SAP AG HR305 2
  • 155. 11.3 © SAP AG 1999 Wage Type Structure: Business Scenario  To ensure that the employees at the Caliber A Bicycle Company receive the correct payment, you need to set up different wage types. (C) SAP AG HR305 3
  • 156. 11.4 © SAP AG 1999 Employees' Payments and Deductions Additional Payments Recurring Payments and Deductions Wage types Basic Pay Payroll  Wage types are the key element in the wage type structure. Wage types are the most important concept in Human Resources. Wage types are used to assign payments and deductions and they control the payroll program. Characteristics are used to distinguish the individual wage types. (C) SAP AG HR305 4
  • 157. 11.5 © SAP AG 1999 1st step 2nd step Setting Up Wage Types Dialog characteristics  How wage types behave when they are entered into infotypes.  Modifications required to meet customer specific requirements. Wage type valuation  Processing in payroll.  Modifications required to meet customer specific requirements. Payroll  Wage types are processed according to a set of rules assigned to the wage type valuation.  The Payroll Driver is told how to process the wage type based on the characteristics assigned to it.  In the Human Resources system you need wage types to pay employees.  In the SAP system there are two main categories:  Primary or dialog wage types  Technical wage types  Primary or dialog wage types are defined by each individual company so that they can depict the company's specific payroll requirements.  The SAP R/3 System contains examples of primary/dialog wage types in a sample wage type catalog. For example MA10, standard pay.  These example wage types are called Model Wage Types  The SAP R/3 System also contains technical wage types. These can be identified easily as they have a "/" as the first character.  Wage type characteristics for technical wage types do not require any additional maintenance as the system defines their value during payroll processing.  Technical wage types are not included in an employee's master data. (C) SAP AG HR305 5
  • 158. 11.6 © SAP AG 1999 The Payment Structure's Dialog Characteristics in the SAP System Personnel Management Personnel Administration Payroll Data Basic Pay (Example)         Wage Types  List of wage types:  Standard pay and bonus pay  Standard pay  Non-pay scale salary  Vacation allowance  Christmas bonus  Special payments Additional wage types for the production plant in Hamburg  Hourly wage and bonus  Bonus related to work center  Overtime 50%  Clothing allowance  Dirty work bonus Creating a Wage Type Catalog Check Wage Type Group 'Basic Pay' Employee Subgroups for Primary Wage Type Personnel Subareas for Primary Wage Type Define Wage Type Permissiblity for each PS and ESG Enterprise Structure for Wage Type Model Revise Default Wage Types Define Valuation of Base Wage Types Determine Indirect Valuation for Positions/Work Centers Check Wage Type Catalog  To ensure that the employees at the Caliber A Bicycle Company receive the correct payment, you need to set up different wage types.  The IMG steps that need to be carried out to define dialog wage types are displayed on the right, using the ones required for basic pay as an example. (C) SAP AG HR305 6
  • 159. 11.7 © SAP AG 1999 Overview - Dialog Characteristics Wage types To whom? Industrial workers/ salaried EEs? How? Direct/indirect valuation? Where? Basic pay/ EE remun. info. How often? Once/more than once?  Before an employee's pay can be calculated, wage types must be created.  Wage types have the following functions:  Check permissibility of wage and salary types  for each company code and personnel area  for each employee group and subgroup  for each infotype  In infotypes that have wage types as subtypes, the time constraint defines how often a wage type may exist at a certain point in time.  The operation indicator controls whether a wage type is a payment or a deduction.  The input combination controls which of the fields must be filled when you enter a wage type amount, number, unit of time/measurement.  A wage type can be valuated indirectly if you enter a module name, module variant and a rounding indicator. The amount is then automatically read from the corresponding tables and does not need to be entered and stored in the Basic Pay infotype (0008). (C) SAP AG HR305 7
  • 160. 11.8 © SAP AG 1999 SAP - Model Wage Type Catalog SAP standard system Productive system Copy to ...  Catalog containing model wage types to be used as examples by customers  Start with letters (MXXX, MYYY ....)  Customer wage types with company-specific characteristics  Must always start with a number (1010, 1020, 1030 ....)  The SAP R/3 System contains model wage types. These sample wage types will meet some of your company's requirements. You can use the wage type copier to copy the SAP sample wage types. You then use these copies as your wage types and can modify them so that they meet your specific requirements. (C) SAP AG HR305 8
  • 161. 11.9 © SAP AG 1999 Creating a Wage Type Catalog Copy - sample wage types to customer wage types Delete - customer wage types Choose a maintenance method: Completeness check - do they exist in wage type valuation? Wage type group 0008 Basic Pay Sample Wage type MXXX MYYY MZZZ Wage type text Standard pay Standard bonus Standard bonus (%) Customer Wage type 1010 1020 1030 Wage type text Standard pay customer Bonus customer Bonus (%) customer Wage type group Assignment of wage type to wage type text Wage type Wage type text MXXX MYYY MZZZ 1010 1020 1030 Standard pay Standard bonus Bonus (%) Standard pay customer Bonus customer Bonus (%) customer Wage type characteristics Wage type Wage type text MXXX MYYY MZZZ 1010 1020 1030 Standard pay Standard bonus Bonus (%) Standard pay customer Bonus customer Bonus (%) customer Permissibility of wage types Wage type Wage type text MXXX MYYY MZZZ 1010 1020 1030 Standard pay Standard bonus Bonus (%) Standard pay customer Bonus customer Bonus (%) customer  All sample wage types start with a letter. Your own wage types, that is the copies of the sample wage types, must start with a number.  Make sure that you copy the sample wage type characteristics that determine how the wage types behave in dialog, and the characteristics that determine how the wage types behave in payroll when you copy the wage types.  You can check and modify the characteristics that are relevant for payroll when you carry out the payroll Customizing activities.  The wage types that you copy are included in all the wage type groups. They are also included in the tables from which the wage types were copied. You can use the log to check what was copied. (C) SAP AG HR305 9
  • 162. 11.10 © SAP AG 1999 Checking the Individual Steps of the Copy Procedure Table Table Table Table Table Table Table Table Table Table Table Table Table Table Use Customizing to check the wage types that have been copied  The wage types have now been copied. You now need to check the individual tables to which the customer wage types were copied. Detailed information on the individual steps follows.  You can check and modify the dialog characteristics in the subsequent Customizing steps. (C) SAP AG HR305 10
  • 163. 11.11 © SAP AG 1999 Using Wage Type Groups (Example) Wage type group Assignment of wage type to wage type groups 0008 Basic Pay Wage type Wage type text 1010 1020 Standard pay Standard bonus . . . . Wage type group Assignment of wage type to wage type groups 0210 EE renum. info Wage type Wage type text Wage type valuationWage type valuation Logical view for processing classes Assignment to valuation basis 01 Wage type is included in valuation basis1 Create logical view for valuation basis remove Valuation basis 01 1st Derived wage type Valuation basis 01 2nd Derived wage type Valuation basis Statement wage type 2010 2020 % % % 2010 2020 Overtime Overtime Sunday . . . . 100 50  SAP uses the wage type group concept to group wage types that have similar characteristics in regards to payroll.  Example wage type groups: 0008- Basic Pay 0015- Additional Payments 0202- Absences 0210- Employee Remuneration Info  All wage types, including user-defined wage types, must be assigned to a wage type group. ghggh Otherwise, you cannot work with the Implementation Guide. In the IMG, wage type maintenance is only performed for the wage types required in that particular section. These wage types are selected according to wage type group. This means that you can only use the implementation guide to maintain wage types that have been assigned to a wage type groups.  If the wage types have not been assigned to a wage type group then they will not appear in the wage type maintenance in the IMG.  Use transaction PU95 (Edit wage type groups and logical views) and report RP*LGA20 (Wage Type Usage * = country) to get an overview. (C) SAP AG HR305 11
  • 164. 11.12 © SAP AG 1999 Defining Wage Type Permissibility for Infotypes Membership Fees (0057) EE Remuneration Info (2010) Basic Pay (0008) Leave Compensation (0083) Additional Payments (0015) Recurring Payments/ Deductions (0014)  In the IMG, you can determine which wage types can be entered in the different infotypes. The user can set up the system so that only certain wage types are permissible for infotypes. If you could select all wage types in all infotypes, this would result in incorrect input data and mean that you are constantly searching for the correct wage type.  If you copy a wage type for an infotype using "Create Wage Type Catalog", all the characteristics belonging to the wage type that is being copied are also copied. This also applies to the wage type permissibility for an infotype. (C) SAP AG HR305 12
  • 165. 11.13 © SAP AG 1999 Wage Type Permissibility for Several Infotypes Recurring Payments/ Deductions (0014) Additional Payments (0015) Membership Fees (0057) Performance bonus Union contribution  If you want to use a wage type in several infotypes, then you must enter it in the permissibility tables of the respective infotypes. (C) SAP AG HR305 13
  • 166. 11.14 © SAP AG 1999 Input Frequency for Wage Types in Infotypes Additional Payments (0015) Additional Payments (0015) Payroll period 01 Car allowance Voluntary special payments Voluntary special payments Wage type can be entered once per payroll period Wage type can be entered more than once per payroll period  When you configure a wage type, you can determine whether it can be entered once or more than once per payroll period. (C) SAP AG HR305 14
  • 167. 11.15 © SAP AG 1999 Checking Wage Type Characteristics Unit: - Hours - Day - %? Can amount be overwritten? Validity period? Minimum/ maximum wage type amount? Indirect/ direct valuation? Payment or deduction ?  You can define the following wage type characteristics:  Validity period  Operation indicator  Minimum and maximum wage type amount  Whether or not the wage type amount should be included in the basic pay total  Default units of time/measurement, minimum and maximum number  Input combinations for number and amount  Indirect valuation and its characteristics  Indirect valuation is possible on the following infotypes:  Basic Pay (0008)  Recurring Payments/Deductions (0014)  Additional Payments (0015)  If you intend to implement the Personnel Time Management component, you must also define the wage type as a bonus or a basic hourly pay wage type. (C) SAP AG HR305 15
  • 168. 11.16 © SAP AG 1999 Employee Grouping for Primary Wage Types Trainees Hourly wage Hourly wage bonus Standard pay Standard pay bonus Hourly wage earners Temporary personnel Salaried employees  You can use personnel subarea groupings for primary wage types to define wage type permissibility for a specific enterprise structure, or employee subgroup groupings for primary wage types to define wage type permissibility for a personnel structure.  Defining employee subgroups for primary wage types means that you group your employee subgroups.  You can use these groups to determine which wage types can be entered for which employees. (C) SAP AG HR305 16
  • 169. 11.17 © SAP AG 1999 Personnel Subarea Groupings for Primary Wage Types Personnel subarea 1 Personnel subarea 2 Personnel subarea 3 Personnel subarea 4 Wage types X Wage types Y  You can also group your personnel subareas. This enables you to control the wage type permissibility for each personnel subarea. (C) SAP AG HR305 17
  • 170. 11.18 © SAP AG 1999 Wage Type Permissibility for each Personnel Subarea and Employee Subgroup Wage type MXXX Standard pay 01.01.1998 31.12.9999 Start date End date Employee subgroup grouping 0 1 2 1 3 1 4 5 6 7 8 9 Position Personnel subarea 0 1 2 1 3 4 5 6 7 8 9 Position Blank 1 2 Blank 1 2 = = = = = = not permissible permissible permissible with warning not permissible permissible permissible with warning Personnel subarea grouping for primary wage type Employee subgroup grouping for primary wage type Enterprise structureEnterprise structure Personnel structurePersonnel structure  Here you determine whether a wage type is permissible for your personnel subarea grouping and your employee subgroup grouping. (C) SAP AG HR305 18
  • 171. 11.19 © SAP AG 1999 Valuation of Wage Types Direct Indirect 2000 The administrator manually enters the wage type amount in the infotype. Indirect valuation is not one of the characteristics of these wage types. The system automatically enters the wage type amount in the infotype. Indirect valuation is one of the chacteristics of these wage types.  Direct valuation:  The amount that is used to valuate the wage type is entered manually.  Indirect valuation:  The system automatically calculates the wage type amount and enters it in the infotype. In this case, the wage type amount is imported and/or calculated from the table and does not have to be entered manually. If the valuation table changes, the HR master data record is automatically changed on the corresponding date. This avoids mass data changes.  Indirect valuation is possible for the following infotypes:  0008 Basic Pay  0014 Recurring Payments/Deductions  0015 Additional Payments (C) SAP AG HR305 19
  • 172. 11.20 © SAP AG 1999 Indirect Valuation Using the Rule for Wage Type Characteristics Indirect valuation Module name Module variant Reduction method Rounding type Rounding divisor Can be overwritten Module name specifies which fixed valuation table is used for indirect valuation. Module variant Controls the read access to the table.  You can indirectly valuate a wage type by specifying a module name and variant.  Indirect valuation means that the amount is read from a table and does not have to be entered manually in the infotype.  Because the valuation rule is defined centrally, you do not have to change master data records when you change the valuation. (C) SAP AG HR305 20
  • 173. 11.21 © SAP AG 1999 Module for Wage Type Characteristics (Indirect Valuation) 0015 Additional Payments Wage typexxx,xx I 0014 Recurring Payments Wage typexxx,xx I Wage type characteristics PRZNT SUMME ARBPLTARIF Basic wage type valuation Valuation using positions Pay scale groups and levels 0008 Basic Pay Wage type xxx.xx I  Different modules read different valuation tables. (C) SAP AG HR305 21
  • 174. 11.22 © SAP AG 1999 Indirect Valuation Using Pay Scale Data - Module: TARIF IT0008 Basic PayIT0008 Basic Pay Pay scale specifications PS group Wage type 1 ? Pay scale groups/levels 3 G00A PS groupESG grouping for collective agreement provision Level Wage type Start End Amount 500 Wage type 1 Module TARIF Variant A - D ConversionConversion possibilitiespossibilities 500,- G00A  When you enter a wage type in an infotype, the system reads the valuation module and variant assigned to it in the "Wage Type Characteristics" table.  The TARIF module uses pay scale data that is taken from the pay scale groups and levels entered in the Basic Pay infotype.  You can use a conversion procedure to change this amount. (C) SAP AG HR305 22
  • 175. 11.23 © SAP AG 1999 Indirect Valuation Using the TARIF Module Pay scale groups and levelsPay scale groups and levels Module Variant ESG grouping for coll. Agree. provision Pay scale group Pay scale level Wage type Amount Pay scale A X X (X) - X Pay scale B X X (X) X X Pay scale C X X - X X Pay scale D X - - X X = = = X - (X) Required entry Entry must not exist Entry can exist  Module variants control table access, that is, which table fields are read.  The module TARIF has four variants (A - D), that have the following meaning:  A Valuation is based on the pay scale group and level  B Valuation is based on pay scale group/level and specific wage type  C Valuation does not depend on pay scale level  D Valuation does not depend on pay scale group or level (C) SAP AG HR305 23
  • 176. 11.24 © SAP AG 1999 Indirect Valuation for Calculating a Percentage Wage type 2 Wage type 3 Wage type 4 20 % 30 % 50 % Wage type 1 100 %  Certain wage types are calculated as a percentage of other wage types.  There are two modules that can be used for indirect valuation. Both of these modules are based on how the table "Base Wage Type Valuation" is set up.  In the IMG structure, choose: Personnel Management > Personnel Administration > Payroll Data > Basic Pay > Wage Types > Define Valuation of Base Wage Types  The modules are:  SUMME The wage type amount is the result of this valuation.  PRZNT The result of this valuation is multiplied by the percentage specified. (C) SAP AG HR305 24
  • 177. 11.25 © SAP AG 1999 Base Wage Type Valuation Base wage type valuationBase wage type valuation Module WT Val. Sequence Basis Percentage PRZNT MNNN 01 MXXX 100.00 02 MYYY 100.00 SUMME MZZZ 01 MXXX 6.00 Basic Pay 0008 Number MXXX MYYY MZZZ 10 Basic Pay 0008 Amount MXXX MYYY MZZZ xxx.xx l  Certain wage types are calculated as a percentage of other wage types.  You can link the wage type that is to be valuated with several base wage types in the Base Wage Type Valuation table. (C) SAP AG HR305 25
  • 178. 11.26 © SAP AG 1999 Indirect Valuation Using the PRZNT Module Base wage type valuationIT0008 Basic PayIT0008 Basic Pay MXXX MYYY MNNN ? 500 1000 Module WT Val. Sequence Basis Percentage PRZNT MNNN 01 MXXX 100.00 ConversionConversion possibilitiespossibilities Wage type characteristics Module PRZNT Variant D/I MNNN  In "Define valuation of base wage types", you must specify which wage types are to be used to calculate the percentage bonus (PRZNT). A distinction is made between direct and indirect variants.  In the direct variant, you must enter the wage types to be used as a valuation basis in the infotype otherwise, they are not considered.  The relevant wage types must not be in the infotype in the indirect variant. The monetary value is determined internally, and is used used as the basis for further calculations. (C) SAP AG HR305 26
  • 179. 11.27 © SAP AG 1999 Indirect Valuation Using the SUMME Module Base wage type valuationIT0008 Basic PayIT0008 Basic Pay MXXX MYYY MZZZ ? 500 1000 Module WT Val. Sequence Basis Weighting SUMME MZZZ 01 MXXX 6,00 ConversionConversion possibilitiespossibilities Wage type characteristics Module SUMME Variant D/I MZZZ  You must define which wage types are to be used to calculate the percentage bonus (SUMME). A distinction is also made between direct and indirect variants.  In the direct variant, you must enter the wage types to be used as a valuation basis in the infotype otherwise, they are not considered.  The relevant wage types must not be in the infotype in the indirect variant. The monetary value is determined internally, and is used used as the basis for further calculations.  Unlike the PRZNT module, the percentage value in the SUMME module is entered in the table (field: Percentage) as a fixed value and is therefore linked to the wage type. (C) SAP AG HR305 27
  • 180. 11.28 © SAP AG 1999 Cost of living adjustment Individual Weekly Working Times Using SUMME Module Pay scale type Pay scale area Group Hours Days Specify working hours fixed bySpecify working hours fixed by collective agreementcollective agreement 01 20 01 20 01 01 01 01 1 1 3 3 38 38,5 38 38,5 5 5 5 5 Monthly Working Schedules TableMonthly Working Schedules Table IT Planned Working Time (0007)IT Planned Working Time (0007) Weekly working hours 36,00 Weekly working hours 40,00 Cost of living adjustment using module SUMME with reduction method 6 Cost of living adjustment using module SUMME with reduction method 5  Rounding methods 5 and 6 are used to match the working hours fixed by the collective agreement provision with the actual hours worked by the employee.  If the individual weekly working time (IRWAZ) exceeds the standard working time, a cost of living allowance must be paid. This allowance can be represented in a wage type using the SUMME module and reduction method 5 or 6.  If the standard working time used to calculate the allowance is to be compared with the data in the work schedule, you must use reduction method 5.  If the standard working time used to calculate the allowance is to be compared with the working hours entered in the Planned Working Time infotype (0007), then you must use reduction method 6. (C) SAP AG HR305 28
  • 181. 11.29 © SAP AG 1999 Fork lift truck driver Lathe operator Roofer Indirect Valuation Using Positions - Module: ARBPL S Positions/work centersPositions/work centers S S Fork lift truck driver Lathe operator Roofer 3 UNI 1 UNI 5 UNI 3 UNI 1UNI 5UNI Wage type 1  The indirect valuation module ARBPL uses the object type and the position number entered in infotype 0001 to calculate the wage type amount.  If module ARBPL is used with variant S (position) to valuate, the system bases its calculations on the position entered in the Organizational Assignment infotype (0001) and the country grouping in the "Position" table. You can enter a payment for the position in this table.  To access the position catalog, use the menu path described below in the IMG structure:  Personnel Management > Personnel Administration > Payroll Data > Basic Pay > Wage Types > Define Indirect Valuation for Positions/Work Centers (C) SAP AG HR305 29
  • 182. 11.30 © SAP AG 1999 Indirect Valuation: Additional Attributes Indirect valuation Module name Module variant Reduction method Rounding type Rounding divisor Can be overwritten ConversionConversion possibilitiespossibilities  In addition to the module name and defining module variants, you can enter additional attributes. For example:  Reduction method: The values are defined as follows: Blank or 1 no reduction 2 Reduction using the capacity utilization level (%) stored in infotype 0008 Reduction based on the relationship between the individual hours per week and the individual standard WAZ 4 Reduction based on the relationship between the individual hours per week taken from infotype 0007 and the individual standard WAZ 5 Reduction based on the relationship between the weekly hours from minus the individual standard WAZ. 6 Reduction based on the relationship between the individual hours per week taken from infotype 0007 and the individual standard WAZ  Rounding tyoe: A = amount is rounded down, B = amount is rounded up/down, C = amount is rounded up  Rounding divisor: Values 0 - 999999  Can be overwritten: determines whether you can overwrite the wage type amount in the infotype. (C) SAP AG HR305 30
  • 183. (C) SAP AG HR305 31
  • 184. 11.31 © SAP AG 1999 Default Wage Types for Basic Pay Hourly wage earner Non-pay scale employee Salaried employee Create Basic Pay infotype 1010 Standard wage 1020 Standard bonus Create Basic Pay infotype 2010 Standard salary 2020 Standard bonus Create Basic Pay infotype 3090 Non-PS salary  If you want the system to suggest a default wage type for basic pay, then this wage type must be included in a wage type model. The system suggests a wage type model based on an employee's organizational assignment. For example:  Company code  Personnel area  Employee group  Employee subgroup (C) SAP AG HR305 32
  • 185. 11.32 © SAP AG 1999 Define Wage Type Models LGMSTDecision tree I0008 Basic Pay Default wage types Wage type model I0001 Organizational Assignment Wage type ? Create  To reduce the amount of routine work involved in creating a Basic Pay infotype record (0008), the system displays the default wage types for the administrator, either as required or optional entries. (C) SAP AG HR305 33
  • 186. 11.33 © SAP AG 1999 Define Default Wage Types Define default wage types Feature LGMST MOLGA PERSK PERSG 01 10 12 1 2 Hourly wage earner Salaried employee Which employee group ? Which country grouping ? Which employee subgroup ? Define default wage types for Basic Pay Salaried employee 1010 Salaried employee 1020  You can use the "Default Wage Types for Basic Pay" table to define default wage types for the Basic Pay infotype (0008).  An entry is accessed by processing a decision tree. The feature is called LGMST.  When you display or maintain a decision tree in the feature editor, you can use the "Structural Graphics" function to display the tree as a graphic. (C) SAP AG HR305 34
  • 187. 11.34 © SAP AG 1999 Wage Type Structure: Summary  In this unit, you learned how to depict wage types in the SAP System.  You can now set up a wage type structure using the Customizing steps.  You can define and set up indirect and direct valuation.  In addition, you can set up default wage types for basic pay that are based on the employee's organizational assignment. (C) SAP AG HR305 35
  • 188. 12 © SAP AG 1999 Routine Personnel Tasks  Pay scale reclassification  Standard pay increase  Employee leaves the company  Employee reenters the company  Retiree with company pension  Retiree working as a night shift security guard Contents: (C) SAP AG HR305 1
  • 189. 12.2 © SAP AG 1999 Routine Personnel Tasks: Unit Objectives  Set up and perform a standard pay increase.  Set up and perform automatic pay scale reclassification.  Run Leaving, Re-entry and Retirement actions. At the end of this unit, you will be able to: (C) SAP AG HR305 2
  • 190. 12.3 © SAP AG 1999 Routine Personnel Tasks: Business Scenario  Now that the system has been set to meet the specific requirements of the Caliber A Bicycle Company, you need to use the system to carry out routine tasks.  These tasks include: transferring an employee to another pay scale group automatically and performing a standard pay increase. (C) SAP AG HR305 3
  • 191. 12.4 © SAP AG 1999 Overview: Pay Scale Reclassification Based on: Master data Hours worked  Pay scale reclassification allows you to update the information on the pay scale groups and levels in the Basic Pay infotype (0008) for each employee. The system updates this information automatically when a situation meriting reclassification arises.  In addition to the "Next Increase" field in the Basic Pay infotype (0008) and the "Key Date" field on the report selection screen, you can define other limit values for reclassification criteria in the SAP R/3 System.  1. The employee's age, upon which a pay scale reclassification is to be performed.  2. The pay scale group/level, when an employee is subject to reclassification upon entry into the group/level.  3. The limit value for the time worked by the employee (in hours).  You can use the following reports to perform pay scale reclassification:  1. Pay scale reclassification based on master data: Pay Scale Reclassification acc. to Age or Pay Scale Membership Period (report RPITUM00).  2. Pay scale reclassification based on hours worked: Pay Scale Reclassification (report RPITIG00). (C) SAP AG HR305 4
  • 192. 12.5 © SAP AG 1999 Pay Scale Reclassification Based on Master Data Pay scale Age-based pay scale increase Time in group/level Insert wage type Next pay scale group Next pay scale level Delimit wage type . . . E10 E11 E12 K4 K5 K6 . . . . . . . . . . . . . . . . . . . . . 50 54 0100 0100 E11 E12 K5 K6  Pay scale reclassification means the transfer of an employee from one pay scale group and/or level to another. The employee is then paid according to the new group/level.  Automatic pay scale reclassification depends on the employee's age and/or time spent in a pay scale group/level. (C) SAP AG HR305 5
  • 193. 12.6 © SAP AG 1999 Performing a Pay Scale Reclassification Based on Master Data Rules for pay scale reclassific. 0008 Basic Pay Next increase 0002 Personal Data Date of birth 0041 Date Specification Techn. date of birth Early reclassification Early reclassification According to age According to age According to technical DoB According to technical DoB RPITUM00 Creates new Basic Pay infotype (0008) Batch input processing  If you want to transfer an employee to a different pay scale group/level before the set date, you can enter the new date in the "Next increase" field of the Basic Pay infotype (0008).  If you want to transfer an employee to a different group or level on the basis of age, you can enter a natural or technical date of birth.  Report RPLTRF00 generates a list containing the employee's personnel number, name and pay scale structure and other information.  Pay scale reclassifications are usually performed before the payroll run for each payroll period. Please note that a pay scale reclassification must be performed before a standard pay increase. (C) SAP AG HR305 6
  • 194. 12.7 © SAP AG 1999 Batch Input Processing Data selection using a report created by a batch input sessioncreated Session processed and changes made Note of changes in a batch input session Temporary storage of batch input session Master data  Mass data changes that are triggered by reports are normally made using a batch input session and not immediately. The changes are not made to the master data until the batch input session has been processed.  To access the batch input system, choose: System -> Services -> Batch input -> Sessions. You can then choose a session using any combination of the following criteria:  Session name  Creation date (according to session overview)  Session status  Choose Overview to display the session overview. You can use the session overview to start, analyze or delete sessions. Choose Log to display the session log.  When a session is processed, a log is created for each session. You can use the session log list function to carry out additional actions, for example, to analyze sessions.  There are three ways to process sessions:  Process/foreground: You can correct transactions interactively and run transactions that you have not yet executed in phases.  Display errors only: This processing type is similar to the previous one, the only difference is that you cannot process transactions that are free of errors and have not been executed interactively. The system displays the screen on which the error occurs. (C) SAP AG HR305 7
  • 195.  Background: This processing type schedules a session to be processed immediately in the background. (C) SAP AG HR305 8
  • 196. 12.8 © SAP AG 1999 Pay Scale Reclassification Based on Hours Worked Pay scale type Pay scale area ESG for CAP PS group Pay scale level Variable key Hired to 01 01 3 K4 CAB Co. CAB Co. 01.01.1998 Age-based pay scale increase Group member dur. Number 1200 Creates a new Basic Pay record Batch input processing RPITIG00 Refine Reclassification conditions using feature PRVAR Next pay scale group Next pay scale level K5 Cumulated working time from RPTIME00  You can only use this functionality if you use the Time Evaluation component.  Before you can use this functionality, you must define limit values for the hours worked by your employees and the next pay scale group and level in the Pay Scale Reclassification table.  The pay scale reclassification report, RPITIG00, compares the limit values for hours worked with the working time that has already been cumulated (RPTIME00). If the limit values are exceeded, this report creates a new Basic Pay record (0008).  Feature PRVAR uses additional organizational and employee-related criteria to define a three- character alphanumeric returncode as a variable key. This is used to read the pay scale reclassification table. (C) SAP AG HR305 9
  • 197. 12.9 © SAP AG 1999 Standard Pay Increases Simple pay increase (RPU5100) . . . Pay scale groups/levelsPay scale groups/levels PG E12 E12 PL WT Period 01.01.97-30.06.98 01.07.98-31.12.99 Amount 4000,- 4500,- Extended pay increase (RPITRF00) Dynamic pay increase 0008 Basic Pay0008 Basic Pay E12 4000,- 0008 Basic Pay0008 Basic Pay E12 4500,- 0008 Basic Pay0008 Basic Pay MXXX 5275,- 0008 Basic Pay0008 Basic Pay MXXX 6000,-  The system allows you to automatically increase an employee's standard pay. This function can be used for employees whose basic pay is determined on the basis of the pay scale structure assigned to them during Customizing.  Which of the two different procedures is used to determine the pay increase depends on whether the amounts in the Customizing system should be increased by a certain amount or percentage simple pay increase, or whether the pay history should be updated in the Basic Pay infotype (0008). The second procedure (following the pay increase) also allows you to change directly valuated wage types, and to set up different increase variants. You can use increase variants to create new wage types, to replace existing wage types with new ones, or to delimit existing wage types without replacements. (C) SAP AG HR305 10
  • 198. 12.10 © SAP AG 1999 Performing a Simple Pay Increase Pay scale groups/levels Start date 01.01.1997 End date 12.31.9999 Amount 4000.00 RPU51000 Pay scale groups/levels Entries selected Pay scale groups/levels Start date 01.01.1997 07.01.1998 End date 30.06.1998 31.12.9999 Amount 4000.00 4500.00 For indirectly valuated wage types - percentage increase - increase to constant amount - rounding - start of validity period Old pay scales New pay scales Save new pay scales  When increasing an employee's pay, you must first run report RPU51000 to change the pay scale groups and levels on the key date.  The actual monetary value is then read from the relevant table when indirect valuation is performed. If you enter a date in the "Indirect valuation" field on the Basic Pay infotype (0008), the system displays the amounts that are currently valid.  To facilitate processing, the activities for changing customizing settings and master data are kept separate.  If you want to create a basic pay history (0008), run report RPITRF00 to delimit the basic pay records on the key date specified. (C) SAP AG HR305 11
  • 199. 12.11 © SAP AG 1999 Performing an Extended Pay Increase Pay scale groups/levels Start date 01.01.1997 01.07.1998 End date 30.06.1998 31.12.9999 Amount 4000.00 4500.00 RPITRF00 Batch input processing 0008 Basic Pay Valid 01.01.1997 31.12.9999 0008 Basic Pay Valid 01.01.1997 30.06.1998 0008 Basic Pay Valid 01.01.1997 31.12.9999  Payroll processes the Basic Pay data (0008) and pay scale groups and levels for a specific period.  When you increase amounts by changing the settings in the customizing system, the system updates the Basic Pay history (0008) for indirectly valuated wage types.  You can use report RPITRF00 to generate a basic pay history for a specific period of time. (C) SAP AG HR305 12
  • 200. 12.12 © SAP AG 1999 Dynamic Pay Increase  Increase a wage type by an absolute amount (variant A)  Increase total basic pay by an absolute amount (variant G)  Increase by a difference (variant D)  Valuate according to a different pay scale group (variant E)  Insert a new wage type (variant T)  Restrict time period for an existing wage type (variant C)  Replace one wage type with another (variant R) . . .  The variant defines the type of extended pay scale increase.  You can also define other increase variants that, for example, allow you to insert, delete, and replace existing wage types. (C) SAP AG HR305 13
  • 201. 12.13 © SAP AG 1999 Example: Increase by a Difference (Variant D) 4620,- + 80,- = 4700,- Standard pay increase 10 % but at least 500.00Monthly salary: 4200Monthly salary: 4200 DEUTSCHE MARK DEUTSCHE MARK  Wage types can be increased by a difference on the basis of the employee's pay scale structure. (Variant D).  The difference in variant D can be defined as a percentage or an amount. If you specify a percentage, you can also define a minimum amount, that is, the amount that the employee must at least receive if this amount is not attained by the percentage increase. You can also limit the percentage increase by specifying a maximum amount.  Example: Increase wage type by entering a percentage and a minimum amount. You would like to increase the basic wage type "monthly salary" of all employees in a certain pay scale structure by 10%. The minimum amount must be 500UNI regardless of the amount calculated using the percentage increase. If the original amount is 4200UNI then a 10% increase would only create an increase amount of 420UNI. (C) SAP AG HR305 14
  • 202. 12.14 © SAP AG 1999 Example: Replace Wage Type with Another (Variant R) replaced by bonusbonus DEUTSCHE MARK DEUTSCHE MARK New bonusNew bonus DEUTSCHE MARK DEUTSCHE MARK  You can set up your system so that one wage type is replaced by another depending on the employee's pay scale structure (Variant R).  Example: According to the pay scale structure, a certain bonus should be replaced by a new bonus. The new bonus should be 75% of the old bonus.  Enter the wage type to be replaced in the "Wage type" field, and enter the new wage type in the "Reference wage type" field. The system uses the percentage to calculate the value of the reference wage type. If necessary, you can specify an operation and a minimum amount to be used when valuating the new wage type (operation <), or a maximim amount that cannot be exceeded (operation >). (C) SAP AG HR305 15
  • 203. 12.15 © SAP AG 1999 Employee Leaves the Company  Status change in infotype 0000, employment status set to 0  Personnel number is not deleted  Some infotypes are delimited  Other infotypes cannot be delimited Personnel action Leaving  When an employee leaves the company, certain infotypes cannot be changed because they are needed to create a history. Some infotypes must, however, be delimited when an employee leaves the company.  When an employee leaves the company, his/her personnel number cannot be deleted.  When an employee leaves the company, a new Action infotype record (0000) is created for the leaving action. This infotype record stores the leaving date and the reason for leaving. The reason for leaving is needed for statistics and reporting purposes. When an employee leaves the company, the employment status is changed automatically. When an employee leaves the company, his/her employment status is automatically set to 0. Payroll recognizes this status and no longer selects this employee for payroll in the subsequent payroll periods. Organizational data, personal data, addresses and basic data are needed by payroll. You must leave the following data in the system: organizational data, personal data, address, and most importantly, basic data used for payroll. The data records cannot be delimited, as in some cases, employees may still be entitled to payments after his/her last payroll (for overtime or leave compensation etc.). You may also need to contact the employee at a later date. In addition to this, this data is also used for reporting purposes.  You cannot delimit the Basic Pay infotype (0008). If this infotype is delimited, it is impossible to perform retroactive accounting correctly. If you do want to compensate an employee once (C) SAP AG HR305 16
  • 204. he/she has left, then you can use Recurring Payments/Deductions (0014) or Additional Payment (0015). (C) SAP AG HR305 17
  • 205. 12.16 © SAP AG 1999 Employee Reenters the Company  Existing personnel number is re-used  Status change in infotype 0000, employment status set to 3  Start date entered into the delimited infotypes Personnel action Reentry  The SAP System uses the term "Reentry" to mean an employee who has left the company, and then re-enters the same company. The previous personnel number is used for such a personnel action. The employment status is set to 3 for active in the Actions infotype (0000) when the personnel reentry action is run. In the case of infotypes that were delimited when the employee left the company, new infotypes are created, in which the date of re-entry is entered as the start date. (C) SAP AG HR305 18
  • 206. 12.17 © SAP AG 1999 Retiree with Company Pension  Status change in infotype 0000, employment status set to 2  Employee group retiree and employee subgroup retiree  The company pension is entered into the Basic Pay infotype (0008) Personnel action Early Retirement/Retirement  If one of your active employees retires or goes into early retirement, then you need to run the relevant personnel action. The entry in status field in the Actions infotype is automatically Assign the employees to the Pensioners employee group/subgroup. To pay the pension, simply enter the corresponding wage type in the Basic Pay infotype.  If an employee that left the company years ago is now entitled to a company pension, then you must first run a reentry action followed by the retirement action. (C) SAP AG HR305 19
  • 207. 12.18 © SAP AG 1999 Retiree Working as a Night Shift Security Guard  Employee is hired and given a new personnel number  Employment status set to 3  Employee group active and employee subgroup night shift security guard Personnel action Hiring  If an employee who is entitled to a company pension is employed as a night shift security guard, you must enter him/her in the system with a new personnel number. In this way, the employee receives employment status 3 with the second personnel number, and is assigned to the Active employee group, and to the Night Shift Security Guard employee subgroup, for example.  You need to create a second personnel number because the money earned as a night shift security guard is taxed according to different tax guidelines. (C) SAP AG HR305 20
  • 208. 12.19 © SAP AG 1999 Routine Personnel Tasks: Summary  You can now carry out a pay scale reclassification and a standard pay increase using the relevant reports.  You can execute the personnel action types Leaving, Reentry into Company and Retirement for your employees. (C) SAP AG HR305 21
  • 209. 13 © SAP AG 1999  This section contains supplementary material to be used for reference  This material is not part of the standard course  Therefore, the instructor might not cover this during the course presentation Appendix (C) SAP AG HR305 1
  • 210. 13.2Menu Paths for HR305 Unit: Introduction Set up user parameters System  User profile  Own data Unit: Administrator at the Caliber A Bicycle Company Personnel Action Human Resources  Personnel Management  Administration HR Master Data Select Personnel Actions Unit: Buying a Bicycle Production Company Creating a Project IMG Tools  AcceleratedSAP  Customizing Select Project Management. Expand all subnodes in the Project IMG Tools  AcceleratedSAP  Customizing  Edit Project Select your project number 1## by double-clicking on the project number. Place the cursor on the Implementation Guide for R/3 Customizing (IMG) line in the Project IMG. Click on Expand all. Example for finding information on the technical table name Select the executable function icon to reach a table. Place the cursor on a field. Select the Help icon (or F1). Select the Technical info button. You can find the table or view name in the field data. You can find the name of the table or view under Field data. Additional information on IMG activities (C) SAP AG HR305 2
  • 211. To display the activity importance of tasks in the IMG: Additional information  Activity importance To display critical activities in the IMG: Additional information  Critical activity To display the status of tasks in the IMG: Additional information  Status (C) SAP AG HR305 3
  • 212. Unit: Enterprise Structure Create a new personnel subarea IMG: Enterprise Structure  Definition  Human Resource Management  Personnel Subareas  Copy, Delete, Check Personnel Subarea Create new employee subgroups IMG: Enterprise Structure  Definition  Human Resource Management  Employee Subgroups  Edit Employee Subgroup Environment Assign employee subgroup to employee group and country grouping IMG: Enterprise Structure  Assignment  Human Resource Management  Assign Employee Subgroup to Employee Group Display the groupings associated with a personnel subarea IMG: Enterprise Structure  Definition  Human Resource Management  Personnel Subareas  Copy, Delete, Check Personnel Subarea Select Organizational object  IMG Activities. Select the project number and title from the dialog box. Assign company code to personnel area IMG: Enterprise Structure  Assignment  Human Resource Management  Assignment of Personnel Area to Company Code Display the groupings associated with an employee subgroup IMG: Enterprise Structure  Definition  Human Resource Management  Employee Subgroups  Edit Employee Subgroup Environment Select Organizational object  IMG Activities. Select the project number and title from the dialog box. Display the view grouping associated with a personnel subarea and employee subgroup Tools  AcceleratedSAP  Customizing  Edit Project Select your project IMG view for inclusion in your worklist. (C) SAP AG HR305 4
  • 213. Unit: Organizational Structure Connection between a position and a personnel subarea Human Resources  Organizational Management  Expert Mode  Position Select the Account Assignment Features infotype. Select the Employee Group/Subgroup infotype. Unit: Additional Organizational Assignment Define administrator IMG: Personnel Management  Personnel Administration  Organizational Data  Organizational Assignment  Define Administrator Unit: Define Default Values Define administrator groups IMG: Personnel Management  Personnel Administration  Organizational Data  Organizational Assignment  Define Administrator Groups Unit: Personal Data Marital status Personnel Management  Personnel Administration  Personal Data  Personal Data  Create Marital Status Unit: Connection between Planned Working Time and Basic Pay Assign personnel calculation rule (PCR code) to employee subgroup. Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Define EE Subgroup Grouping for PCR and Coll. Agrmt Prov. (C) SAP AG HR305 5
  • 214. Unit: Pay Scale Structure Define the collective agreement provision code for employee subgroup Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Define EE Subgroup Grouping for PCR and Coll. Agrmt Prov. Define pay scale type and area Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Check Pay Scale Type Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Check Pay Scale Area Assign pay scale type and area to personnel subarea Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Check Assignment of Pay Scale Structure to Enterprise Structure Define pay scale groups and levels Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Revise Pay Scale Groups and Levels Feature TARIF IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Determine Default for Pay Scale Area Unit: Wage Type Structure Wage type copy function IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage Types  Create Wage Type Catalog Check wage type group for basic pay IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage Types  Check Wage Type Group 'Basic Pay' Check wage type permissibility IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage Types  Check Wage Type Catalog  Check Entry Permissibility per Infotype Check wage type characteristics (C) SAP AG HR305 6
  • 215. IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage Types  Check Wage Type Catalog  Check Wage Type Characteristics (C) SAP AG HR305 7
  • 216. Employee subgroup groupping for primary wage type IMG: Personnel Management  Personnel Adminstration  Payroll Data  Basic Pay  Wage Types  Employee Subgroups for Primary Wage Type Grouping of personnel subareas for primary wage types IMG: Personnel Management  Personnel Adminstration  Payroll Data  Basic Pay  Wage Types  Personnel Subareas for Primary Wage Type Wage type permissibility for each PS and ESG IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage Types  Define Wage Type Permissibility for each PS and ESG Define default values for wage types and the wage type model IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage Types  Revise Default Wage Types IMG: Personnel Management  Personnel Adminstration  Payroll Data  Basic Pay  Wage Types  Enterprise Structure for Wage Type Model Define valuation of base wage types IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Wage Types  Define Valuation of Base Wage Types Assign bonus wage types (module name TARIF, VARIANT B-D) to pay scale groups and levels Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Revise Pay Scale Groups and Levels Maintain the annual salary entries if this is relevant for your country Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Define Annual Salary Review infotypes created by the personnel action in the personnel file Human Resources  Personnel Management  Administration  HR Master Data  Personnel File (C) SAP AG HR305 8
  • 217. Unit: Routine Personnel Tasks Define rules for reclassification IMG: Personnel Management  Personnel Administration  Payroll Data  Basic Pay  Pay Scale Reclassification  Check Pay Scale Reclassification Based on Master Data Use Report RPITUM00 and start the batch input session System Services  Reporting System  Services  Batch input  Sessions Use report RPU51000 and report RPITRF00 for pay scale increases, and start batch input session System Services  Reporting System  Services  Batch input  Sessions Employee leaving company using ‘Leaving’ personnel action Human Resources  Personnel Management  Administration  HR Master Data  Personnel Actions Select the Leaving action. Rehire employee using the ‘Reentry into company’ personnel action Human Resources  Personnel Management  Administration  HR Master Data  Personnel Actions Select ‘Reentry into company’. Retire employee using the ‘Early retirement’ personnel action Human Resources  Personnel Management  Administration  HR Master Data  Personnel Actions Select Early retirement. (C) SAP AG HR305 9
  • 218. (C) SAP AG HR305 10
  • 219. 13.3Absence (Personnel Time Management) Period within regular working time during which an employee is not at work because of sickness or leave, for example. Absence quota (Personnel Time Management) An employee's entitlement to a certain absence. The quota has a limited validity period, and is reduced by each recorded absence. Account assignment type (Payroll) Determines the characteristics used by a wage type in the symbolic account during posting to accounting, and also the type of account to which the wage type is posted. The account assignment type defines the transaction used to search for the accompanying account in the table of automatic account assignments (T030), and the fields that are filled when posting takes place. Accrual entitlement (Payroll) The quota entitlement calculated for a specific period in automatic absence quota accrual. Activity (Personnel Management) Activities are elements of SAP Business Workflow. An activity can be any one of the following: • Tasks • Reports • Transactions By assigning activities to users, you identify the areas of the system which users can access. The set of activities assigned to a user is called an activity profile. Activity type (Controlling) Unit within a controlling area used for classification of activities produced or provided by a cost center. Use Planning and allocation of activities requires recording quantities measured in activity units. Valuations of activity quantities are carried out using activity prices (allocation prices). In Overhead Cost Controlling (CO-OM), costs are divided into fixed and variable portions based on the activity quantities. Classifying cost center activities as separate activity types should therefore take the relevancy of specific costs into account. Activity prices can be posted manually or calculated automatically based on the costs assignable to the activities. Different activity prices can be calculated using plan costs and/or actual costs. Planning, allocation, and monitoring of (C) SAP AG HR305 11
  • 220. costs can occur at the activity type or cost center levels. Actual costs can be posted on the cost center level only. Assignment of costs so posted proceeds with the aid of the splitting function. Activity inputs from one cost center to other cost centers, orders, or business processes represent utilization of the cost center's resources. Integration A cost center may include one activity type, multiple activity types, or no activity types. Example Sample activity types in production cost centers would be machine hours or finished units. Adjustment rule for bases for calculating average values (Payroll) This rule adapts bases for calculating average values to changed collective agreement conditions with retroactive effect. This enables you to take account of standard or individual pay increases when the bases for calculating average values are formed. Administrative personnel structure (Personnel Management) The administrative personnel structure divides employees into employee groups and employee subgroups for administrative reasons in order to control payroll or authorization checks, for example. Administrator A person or group of persons with specific work responsibilities. Advance payment (Payroll) This is a lump-sum payment of income, which has already been earned but for which payroll has not yet been performed. Such payments are usually effected between two ordinary payments of either wages or salaries. Rather than pay the full amount of earned income after each payroll run, many companies and organizations prefer to effect one or even several advance payments during the payroll period. The advance payment is roughly equal to the amount of income that the employee has already earned. The exact amount of remuneration is calculated later. The advance payments are deducted from the total and the employee receives the remaining amount, usually when wages and salaries are paid in the following month. Assessment basis (Payroll) The assessment basis is used in accordance with tax law to determine how much tax is paid. In the context of social security law, the assessment basis is a term used for the total gross amounts per month on which both tax and contributions to state-run benefit schemes must be paid. The income threshold, which determines the amount of contributions paid to secure rights (C) SAP AG HR305 12
  • 221. to state-run benefits, must also be taken into account. The gross assessment amount may vary for different types of benefits, such as for health insurance or pension insurance. Availability for work (Personnel Time Management) Time period during which an employee must be available to perform any work that arises. It differs from on-call duty in that the employee must actually be at his/her work center. Average value calculation rule (Payroll) This rule is used to valuate time-dependent wage types (e.g. absences, Christmas bonuses, and vacation allowances). If you want to valuate a time wage type using averages, it must be coded in processing class 15. Balance revision (Personnel Time Management) Balance revisions are used to change time accounts and transfer time balances from one time account to another. Base entitlement (Personnel Time Management) The total entitlement per absence quota type for a specific period, such as a calendar year. The total entitlement is expressed in days or hours and used in automatic absence quota accrual. It is taken as the basis for calculating the pro rata leave entitlement. Bases for calculating average value (Payroll) Bases for calculating average values are cumulation wage types in which wage types are stored that can be used to valuate averages. The secondary wage types /201 to /232 are used as average calculation bases. The valuation bases include the wage types that are flagged as relevant for average calculations. The average bases are cumulated in an internal table and then used in the calculation of the average values. Benchmark job (Personnel Management) Job that serves as a standard by which other jobs can be measured or compared. Capital formation savings payment (Personnel Management) A special type of savings payment for employees that receives state support. Capital formation savings payments are payments of money to which the employee does not have unrestricted access. Instead, the employer invests the money in a long-term account. There are different types of capital formation savings accounts, such as with a credit institution for securities or another (C) SAP AG HR305 13
  • 222. type of investment, expenses incurred with regard to a securities sales agreement with the employee, expenses incurred with regard to housing construction, etc. Challenge type (Personnel Management) Feature for classifying the challenge specification. Examples • Challenge type 1 = unlimited employability • Challenge type 2 = limited employability • Challenge type 3 = sedentary activities only Change in staffing level (Personnel Management) Actions such as hirings, dismissals, and early retirement are used to change the staffing level so that the total number of employees meets actual workforce requirements. Company insurance (Payroll) Insurance paid for by the employer and to which the employee has a legal right. "Company insurance" is an umbrella term that covers all types of insurance policies such as life insurance, health insurance, accident insurance and third-party liability insurance. Company insurance most often consists of a life insurance policy between the employer and an insurance company for the benefit of the employee. The insurance premiums are paid by the company, although the employee could be required to meet some of the costs. Concluding a group life insurance policy for a larger group of people results in more favorable insurance conditions. Company insurance is a type of company pension scheme. Company pension scheme (Payroll) All measures taken by an employer that are over and above the compulsory contribution levels for statutory pension insurance. These measures provide additional support towards safeguarding the future of the employee and surviving dependents if the employee should leave the company as a result of (permanent) incapacity to work, reaching a specific age, or death. There are five forms of company pension scheme to consider: • Company guaranteed pension payment • Benevolent fund • Pension fund • Company insurance • Increased insurance or voluntary continued insurance (C) SAP AG HR305 14
  • 223. Compensation (Payroll) Compensation is paid in lieu of leave which an employee has not used. Compensation time (Personnel Time Management) Time which employees work in addition to their standard working time, and which is accumulated in an account. Compulsory insurance (Payroll) Insurance policies which people are obliged to take out by law. Compulsory insurance often takes the form of national social insurance programs. Continued pay (Payroll) Continued pay is effected when an employee is unable to work because he or she is ill or has had an accident. Contribution (Payroll) Contributions can be either regular or once-only payments which are effected to ensure entitlement to specific benefits. The amount of the contribution can be determined either by law or by a contract. Example • Contributions to secure health insurance or pension rights. Contribution scale (Payroll) The contribution scale is used by the health insurance sector to differentiate between tariffs for those who are voluntarily insured. For example, the contribution scale for: • Employees • The self-employed • Students Core time (Personnel Time Management) Time during which an employee must be at work. Correction run (Payroll) (C) SAP AG HR305 15
  • 224. A correction run occurs when payroll is repeated for the current payroll period to correct mistakes. Unlike retroactive accounting runs, correction runs are performed during the current period for payroll runs which are not yet complete. Credit factor (Payroll) This is the abbreviated form of "credit factor for severely challenged persons". The credit factor is a multiplier used to credit an employer with a part percentage for each challenged or severely challenged employee, the value of which depends on the specification and type of challenge. Once the total percentage is equal to or greater than the statutory fixed percentage, the employer is no longer required to pay an equalization levy for challenged persons. Cumulation (Payroll) A cumulation is a totaling of values. In incentive wages, for example, the confirmed labor times (actual labor times) which have been recorded for a particular employee during the course of the accounting period are added together. The cumulated value can then be used in evaluations and calculations using the premium formula for the period. Cumulation Rule (Payroll) A rule used for cumulating a period's bases for calculating average values. The rule determines which parts of the wage type are cumulated: • the wage type number (NUM) • the wage type amount (AMT) • the wage type rate (RTE) • the leading +/- sign Daily work schedule (Personnel Time Management) A daily work schedule defines the number of hours to be worked by an employee on a workday, and the distribution of these hours. Data communications regulation (Payroll) A legal regulation that determines how employee salary/wage accounts are handled by data processing systems. It also applies to the transfer of employment status notifications to data mediums that can be read automatically, such as magnetic tapes, without the documents specified in the German Data Entry Regulation. Date modifier (Payroll) Modifier used to link additional date types to a payroll calendar. (C) SAP AG HR305 16
  • 225. Use For each period in the payroll calendar, you can create date specifications in addition to the date specifications defined for standard payroll intervals. The additional date specifications can be used, for example, to save the payment date or the date the payment amount is transferred to the employee's account (planning date). Day program (Personnel Time Management) As of Release 3.0A, this term has been replaced by the term "daily work schedule". Day type (Personnel Time Management) The day type determines whether or not a day should be paid. It also indicates planned attendance, irrespective of the employee's daily work schedule. Dialog wage type (Personnel Management) Dialog wage types are primary wage types that are entered for an employee when master data is maintained. Example Wage type: Christmas bonus Different payment (Personnel Management) A payment that is temporarily different from the current rate paid to an employee on the basis of his or her master data. Document (Controlling) Proof of a cost accounting posting. This posting can be made both within (for example, distribution) and outside of (for example, primary cost posting in FI) the CO module. Document (Financial Accounting) Proof of a business transaction. There is a difference between original documents and DP documents: • Original documents include, for example, incoming invoices, bank statements, and carbon copies of outgoing invoices. • DP documents include, for example, accounting documents, sample documents, and recurring entry documents. The accounting document reflects the original document in the system. All other DP documents serve as an entry facility. (C) SAP AG HR305 17
  • 226. Document entry (Financial Accounting) Manual or automatic entry of a document in the R/3 System. Manual entry occurs via screens that are specially designed for the business transactions to be entered. Automatic entry is carried out via an online interface. Document split account (Payroll) A special account that must be created in financial accounting for posting payroll results to accounting. The partial totals for all documents in a posting run are posted to this account. Document type (Financial Accounting) Key that distinguishes the business transactions to be posted. The document type determines where the document is stored, and the account types to be posted. Double taxation convention (Personnel Management) An international agreement between two or more states. The purpose of double taxation conventions is to prevent people who work abroad and who must pay tax on their earnings from having to pay taxes more than once (that is, in more than one country) for the same period and for the same taxable income. They are generally based on the tax laws of the state in which the work is performed. Double taxation conventions are particularly important for people in regions near to international borders (cross-border employees). Earliest possible retroactive accounting period (Payroll) The period furthest back in the past for which it is still possible to perform a retroactive accounting run. This means that retroactive accounting takes place for a period for which payroll has already been performed. The earliest possible retroactive accounting period is specified for a payroll area, in which respect the system also takes account of the date on which the employee in question first started working for the employer. Educational leave (Personnel Time Management) A defined period of leave granted to an employee for the purpose of study, sometimes with payment of suitable benefits. Educational leave comprises all levels of vocational training as well as education on general, political, and union topics. The duration and payment of educational leave depends on contractual provisions and regional jurisdiction. Employee (Personnel Management) The employee is a person who contributes or has contributed to the creation of goods and services within the enterprise. As a rule, this occurs on the basis of an employment contract or contract for services. (C) SAP AG HR305 18
  • 227. Use The employee constitutes the main focus of interest for the majority of human resource subareas (personnel administration, time management, payroll, etc.) All business processes within these areas relate to the employee. Employee group (Personnel Management) An employee group is an organizational entity for which personnel provisions can be specified. Structure An employee group is subdivided into employee subgroups. Example Employee groups: • Active employees • Employees who have left the enterprise • Company pensioners Employee subgroups within the “active employee” group: • Industrial workers • Commercial employees • Technical employees • etc. Employee savings bonus (Payroll) In Germany, the employee savings bonus is paid by the state to people who are in direct paid employment (that is, people who are not self-employed) if the employer makes capital formation savings payments to the employee and the employee's taxable annual earnings do not exceed a specified amount. The savings bonus is calculated on the basis of the savings amount with corresponding assessment thresholds multiplied by a fixed percentage. Employers used to pay the employee savings bonus on a monthly basis and were then refunded the money by the tax office. As of January 1990, the savings bonus is calculated by the tax office and paid to the employee once a year as part of the annual employment tax declaration. Employee's contribution (Payroll) The employee's contribution represents the amount paid by an employee toward his or her own benefits, such as health insurance. The employee's contribution may be deducted by the employer from the employee's remuneration and paid directly to the institution that provides the benefit, such as a health insurance company. (C) SAP AG HR305 19
  • 228. Employee subgroup (Personnel Management) An employee subgroup is an organizational entity within an employee group for which personnel provisions have been specified. Employee subgroup grouping (Personnel Management) In HR, employee subgroups are grouped into the following areas: • Work schedule • Personnel calculation rules • Primary wage types • Collective agreement rules • Time quota types • Account determination Employee subgroup grouping for personnel calculation rules (Personnel Management) A personnel calculation rule is an instruction on how certain defined tasks must be carried out within time evaluation, payroll, and the evaluation of payroll results. An employee subgroup grouping for personnel calculation rules is a subdivision of employee subgroups for which the same personnel calculation rules have been defined for payroll, and the evaluation of payroll results and time management data. Employee subgroup grouping for work schedules (Personnel Time Management) An employee subgroup grouping for work schedules is a grouping of employee subgroups for which the same work schedule rules and rules for attendance and absence counting are defined. Employer's contribution (Payroll) The employer's contribution represents the amount paid by an employer toward benefits enjoyed by the employee, such as health insurance. Employment contract (Personnel Management) A contract under private law in which the employee undertakes to work directly for the employer, and the employer undertakes to remunerate the employee. Entitlement (Payroll) Represents a company benefit expected in the future. Entitlements can be defined as • Primary entitlements, which are offered directly to an employee, and (C) SAP AG HR305 20
  • 229. • Secondary entitlements, which result from the primary entitlement. Example • Primary entitlement: Entitlement to a retirement pension • Secondary entitlement: In case of invalidity, the invalidity pension replaces the retirement pension Equalization levy (Payroll) Equalization levies are fixed amounts per month which are paid by both private and public employers for each work center which should be (but is not) taken by a severely challenged employee or a person on a par with a severely challenged employee. Employers pay equalization levies on a yearly basis to the main social welfare office in whose jurisdiction they are located. Evaluation (Cross-Application Functions (CA)) Compilation of data in the form of a table or list. An evaluation is the result of executing a report. It can be displayed on the screen, or sent to a printer. Evaluation Classes (Payroll) Evaluation classes determine how wage types are evaluated once payroll is complete. In other words, they are an interface between payroll and subsequent programs. Evaluation path (Personnel Management) An evaluation path represents a set of relationships that exist between certain objects within a hierarchical structure. For example, the path O-S-P represents the set of relationships found between organizational units > positions > persons. Evaluation paths are used to select objects for reports. You name the evaluation path that interests you, and the system traces every branch of the hierarchical structure. The report only includes those objects found in the named evaluation path. Extraordinary notice of dismissal (Personnel Management) Notice of contract termination, whereby the employment contract is either terminated early or without complying with the notice period in force. As a rule, there is no notice period, but this does not have to be the case, as the employer can stipulate a notice period even for an extraordinary notice of dismissal. An extraordinary notice of dismissal can only be effected for very important reasons. Like the ordinary notice of dismissal, an extraordinary notice of dismissal is possible for an unlimited employment contract. Unlike an ordinary notice of dismissal, it is also possible for a fixed-term employment contract. (C) SAP AG HR305 21
  • 230. Factoring (Payroll) Multiplication of an amount (fixed quantity) by a factor (variable quantity). Factoring is used in Payroll to determine a proportional payment for the employee for a period (partial period calculations). Example Reasons which lead to a reduction in the payment for a period include the following: • Employee being hired/leaving during the payroll period • Unpaid absences • Employee transferring from part time to full time work and his/her basic pay being changed accordingly • Change in basic pay within a period • Changes to work relationship and resulting changes to basic pay (for example, if a trainee enters a work relationship) Factory calendar (Personnel Time Management) Calendar in which working days are numbered sequentially. The factory calendar is defined on the basis of a public holiday calendar. The validity period of a factory calendar must be within the validity period of the public holiday calendar. The weekdays that are working days must also be specified in this calendar. Examples • Monday through Friday are working days. • Saturday, Sunday, and public holidays are non-working days. Family type (Personnel Management) The family type identifies a person as a member of the employee's family. Examples • Child • Spouse • Testator • Legal guardian Feature (Personnel Management) Features are objects which, depending on the organizational unit, can take on various specifications. As a result, they can control a wide variety of processes. (C) SAP AG HR305 22
  • 231. Fill time (Personnel Time Management) In flextime, the difference between the actual time worked (without breaks) and the core time. It occurs within the work start and end times specified by a company. Final Processing of Averages (Payroll) A personnel calculation rule that evaluates the cumulated bases for calculating average values and then calculates the value of the average. It is included in the table "Calculation Rules for Averages". The value of the average is stored in the rate field (RTE) of the wage type to be calculated. Fixed holiday (Personnel Time Management) Holiday that occurs on the same date every year (for example, Christmas Day). Flextime (Personnel Time Management) Working time where the start and end may be freely determined by the employee, provided that a certain number of hours are worked on each day. Floating holiday (Personnel Time Management) Public holiday that occurs the same number of days after Easter Sunday each year (for example, Whitsunday). Garnishment (Payroll) The confiscation of material possessions or claims belonging to a debtor to settle accounts with the creditor. "Garnishment of wages" occurs when earned income is confiscated. Garnishment number (Payroll) Garnishments belonging to a single garnishment type have their own, individual garnishment numbers which are assigned one after the other in consecutive order. Garnishment type (Payroll) The garnishment type is used to make a distinction between different types of garnishment. Examples • Common garnishment • Preferred garnishment (C) SAP AG HR305 23
  • 232. • Cession of wages German data entry regulation (Payroll) A legal regulation governing specifics of health, pension, and unemployment insurance notifications for eligible persons. The duty of notification requires that employers and manpower supply clients fill in notification forms for employees' health insurance funds. The required information comprises personal data, type of employment, start and end dates, and the amount of payment. Gratuity (Personnel Management) A special payment effected by the employer at specific times or for specific reasons, such as at Christmas, after a particular number of years of service, or for leave. Gratuities are paid in addition to employee remuneration. Gratuities are not gifts. Instead, they are paid in recognition of work already performed and as an incentive to continue working effectively. There is, however, a distinction between gratuities and other types of remuneration effected on an individual basis for work actually performed, increased productivity, extra work, and specific conduct. Employees do not have a legal right to gratuities either by law or in accordance with the employer's obligation to provide certain benefits and medical welfare. Group incentive wages (Payroll) In group incentive wages, the result used to pay the work depends on the overall performance of a group of workers, and not on the performance of one individual. Headcount (Personnel Management) The total number of persons employed by an enterprise at a given time. Hiring (Personnel Management) A personnel action in which all of the data relevant to the entry of a new employee is entered, for example, name, address, personnel number, activity, cost center, etc. In the legal sense, hiring means fulfilling the employment contract between the employer and employee by occupying the work center assigned to that employee. Hiring transaction (Personnel Management) An action used to enter all relevant data on a new employee when he or she enters an enterprise. Examples • Personnel number • Activity (C) SAP AG HR305 24
  • 233. • Cost center HR information system (Personnel Management) The HR information system is a tool that allows you to request various types of HR reports (PA and PD) from Structural Graphics. This method of requesting reports can be to your advantage because the request process is simplified. HR master data (Personnel Management) Employee data that remains relatively constant over a period of time. Examples • Personnel number • Name • Address • Bank details • Social insurance number • Health insurance fund Incentive wages (Payroll) A type of remuneration that is paid not just for the actual time that a person spends at work, but also for the amount that the person produces or achieves during that time. Piecework wages and premium pay are both types of incentive wages. Income threshold (Payroll) Unless the income threshold is exceeded, a person's income is used by law to determine the amount of contributions that he or she must pay for certain benefits. A person whose income does not exceed the income threshold is obliged to pay into state-supported benefit schemes. The threshold is determined by law and applies to all branches of the insurance sector (such as health insurance and pension insurance). Infotype (Personnel Management) An infotype is a carrier of system-controlling characteristics, such as attributes and time constraints. Data is not stored field by field on the human resources database. Instead, it is stored in logical groups. Examples • Infotype "Family" • Infotype: "Organizational Assignment" (C) SAP AG HR305 25
  • 234. • Infotype "Basic Pay" Initial entry (Personnel Management) The first day on which the employee starts work at the enterprise, according to the contract. The initial entry should not be confused with the entry date. More than one entry date can exist for an employee if, for example, he or she changes from one business operating area to another and receives a new employment contract. Leave compensation (Payroll) Financial compensation for leave entitlement that has not been used. Leave entitlement (Payroll) The number of days of leave to which a person is entitled after being employed by a company for a specific period of time. An employee's leave entitlement is governed by contractual provisions. Local currency (Financial Accounting) Currency of a company code (country currency) in which the local ledgers are managed. Lump-sum taxation (Payroll) A method of taxation that is only used in exceptional circumstances. The amount of tax to be paid is calculated using a fixed lump sum as opposed to the customary method of using individual values. Maternity pay (Payroll) A financial benefit paid by the health insurance fund. Women in a statutory health insurance fund on either a voluntary or compulsory basis can apply for maternity pay for the six week period before and eight or twelve week period after delivery. Certain requirements must, however, be met before maternity pay can be effected. 1. At the start of the protection period, the woman entitled to maternity pay must be in a work relationship situation. Alternatively, the employer must dissolve the work relationship during the pregnancy period in accordance with the appropriate statutory regulations. 2. The woman entitled to maternity pay must be compulsorily insured prior to delivery for a minimum period determined by law. The amount of maternity pay is based on average remuneration per calendar day after statutory deductions effected during the three calendar months prior to the protection period. The maximum amount of maternity pay is DM 25 per day. Maternity pay is effected for six weeks before and eight or ten weeks (in the case of premature and multiple births) after delivery. If the (C) SAP AG HR305 26
  • 235. woman does not have statutory insurance, the Federal Government effects maternity pay in the maximum amount of DM 400. Membership period (Payroll) The membership period is used to define the period of time during which an employee is assigned to a pay scale level within a pay scale group. Model wage type (Personnel Management) Model wage types, which are included in the standard system, can be used by customers as a template for their own, customer-specific user wage types. They are listed in a wage type catalog. Monthly work schedule (Personnel Time Management) See work schedule. Night shift (Personnel Time Management) Working time in shift operation which is remunerated with a night shift bonus. Non-pay scale employee (Personnel Management) Non-pay scale employees perform tasks and assume responsibilities that are more demanding than those performed and/or assumed by persons assigned to the highest remuneration group in the collective agreement. The term also applies to that group of employees whose tasks and responsibilities cannot be assigned to any of the remuneration groups included in the collective agreement. Executive employees are always classified as non-pay scale employees. By definition, non-pay scale employees are not affected by the collective agreement in force at the enterprise. For this reason, remuneration is determined by a separate agreement concluded by the employer and non-pay scale employee. This means that a separate agreement must be concluded before an employee can be classified as a non-pay scale employee. Non-working shift (Personnel Time Management) Day on which an employee is not required to work. In multiple shift operation, non-working shifts are the days within the monthly work schedule that are marked as days off. Non-working shift also refers to days off, such as bridge days, which an employee has accumulated on the basis of compensation time. Normal working time (Personnel Time Management) (C) SAP AG HR305 27
  • 236. Represents an employee's regular working time and is used in flexible working time models as a calculation basis when planned working times are not available: if an employee is sick, for example. Notice period (Personnel Management) Time period governed by legal regulations or agreements between the employer and employee after which a termination becomes effective. This period can vary according to legal and contractual provisions. Object ID (Personnel Management) Used to differentiate between records that have the same infotype, subtype, lock indicator, and start and end dates. Off-site work (Personnel Time Management) Temporary period of work at a place other than the employee's regular workplace, including the journey there and back. The temporary workplace may not be more than 20 km from the employee's home. On call (Personnel Time Management) Time period during which an employee can be called to work. Once-only payments/deductions (Payroll) Once-only payments are benefits granted by the employer to the employee which have no connection to the work performed by the employee during the period in which the payment is effected. Once-only deductions, such as Christmas bonuses, can also be made. Operation (Payroll) The smallest unit within a personnel calculation rule. Operations can be grouped together to create rules, and rules can be grouped together to create personnel calculation rules. Ordinary notice of dismissal (Personnel Management) The dissolution of an unlimited employment contract complying with the legal or contractual notice period. An ordinary notice of dismissal is not possible for fixed-term employment contracts. Organizational personnel structure (Personnel Management) (C) SAP AG HR305 28
  • 237. The assignment of employees to positions, jobs, and organizational units for the purpose of documenting and evaluating the organizational status of the employee. Organizational structure (Personnel Management) The organizational structure reflects the organizational hierarchy and employee relationships. It is made up of the following substructures: • Enterprise structure • Personnel structure • Pay scale structure • Wage type structure Overtime (Personnel Time Management) Overtime represents working time performed in addition to normal working time as defined by law. The employee is entitled to appropriate remuneration in addition to his or her normal wage or salary (overtime bonus). Overtime hours, on the other hand, do not represent overtime if total weekly working time does not exceed weekly working time as defined by law. In spite of this distinction, the terms "overtime hours" and "overtime" are often used interchangeably. This means that overtime can be given a broader definition to mean any approved, and therefore paid, working time performed in addition to normal working time. Pair formation (Personnel Time Management) The system must form time pairs in order to evaluate time events recorded by employees at time recording terminals. Time events that can logically be assigned to the same day are grouped together. Pair type (Personnel Time Management) The pair type is an indicator used in the time evaluation report RPTIM00 to categorize employee times. The pair type indicates whether an employee was at work or absent, as well as any times for which no data exists. The following pair types are available in the standard R/3 System: • 0 = Time not recorded or employee is on break • 1 = Employee at work based on time postings or target pair • 2 = Recorded absence • 3 = Recorded attendance or off-site work entry (C) SAP AG HR305 29
  • 238. Part-time work (Personnel Time Management) Employment for less than the agreed company or standard weekly working time. The capacity utilization level of part-time employees is less than 100%. Payments (Payroll) Benefits which an employee receives on the basis of his or her employment contract. They may be granted voluntarily by the employer, or be specifically included in the employment contract. Payments can be made directly in money, or they may be payments in kind. Examples • Company discounts Company cars • Company-owned apartments Payroll account (Payroll) The payroll account facilitates checking employment tax deductions and must be kept by the employer at the place of work for each employee and for each calendar year. The payroll account constitutes the most important document on wages and salaries. Apart from personal data on each employee, it must also include the cumulated gross payroll amount and the net amount for every payroll period. Each time the payroll is run, the payroll account is updated by the system. Payroll (Payroll) Payroll determines the remuneration, tax amounts, and insurance amounts, etc. of an employee for a particular payroll period. Structure A payroll run consists of several items. One item displays the results of a payroll run for a particular wage type. Payroll area (Personnel Management) Organizational unit used in Human Resources. A standard payroll run can be defined for a payroll area. Use A payroll area is used to define the time at which the payroll run takes place, the earliest possible retroactive accounting period, retroactive recognition, and the payroll periods for which payroll is to be run. An exception is the “No payroll” payroll area. Payroll is not performed for employees assigned to this payroll area. Examples • Industrial workers (monthly, on the 4th day of the following month) (C) SAP AG HR305 30
  • 239. • Salaried employees (monthly, on the 15th day of the month) • Company pensioners (monthly, on the 20th day of the previous month) • Weekly wage earners (weekly, on Friday) Payroll evaluation (Payroll) The evaluation of an employee's payroll results for a particular payroll period. In payroll evaluation, you differentiate between statutory requirements (for example, tax reporter, social insurance statement), and internal requirements (for example, cost accounting, pay remittance), etc. Structure Payroll evaluation has several items. One item displays the evaluation result for a particular wage type. Payroll form (Payroll) A payroll form is a printout which displays all of an employee's payments and deductions. Payroll journal (Payroll) Lists the payroll results for a period for one or more employees. Payroll program (Payroll) The HR payroll program carries out the tasks performed by conventional payroll programs. It includes general flow control and a number of programmed modules which are directly relevant to payroll. The driver carries out the basic technical functions of payroll by processing the statements in the schema sequentially and interpreting the control tables. Pay scale area (Personnel Management) Geographical area in which a collective agreement applies (for example, Bavaria, Baden). Pay scale grouping (Payroll) The pay scale grouping defines a salary range. Example A pay scale grouping could be expressed as wage type MXXX. The grouping has a minimum value of 50,000 and a maximum value of 70,000. Pay scale jump due to age (Payroll) (C) SAP AG HR305 31
  • 240. A pay scale jump due to age occurs when an employee is assigned to the next pay scale level up because he or she has reached a certain age. This type of reassignment mainly takes place in the civil service (see "pay scale jump due to seniority"). Pay scale jump due to seniority (Payroll) These pay scale jumps occur when an employee is assigned to the next pay scale level up once he or she has worked either for the company or for a group within the company for a particular period of time. Pay scale structure (Personnel Management) Links together the elements in a collective agreement. The pay scale structure is used to calculate the correct remuneration in accordance with the collective agreement. The pay scale structure consists of the following elements: • Pay scale type • Pay scale area • Employee subgroup grouping for the collective agreement provision • Pay scale group • Pay scale level Pay scale type (Personnel Management) Functional area for which a collective agreement applies (for example, the metal-processing industry or chemical industry). Pension, disability, and surviving dependents' provision (Payroll) This is an umbrella term for a variety of company and state pension plans. It covers all of the measures taken to ensure that the financial means (capital or pension payments) required for a person's retirement are made available, such as when he or she reaches retirement age or because of a physical challenge. Alternatively, payments could be effected to surviving dependents after a death has occurred. Pension fund (Payroll) Pension funds are a type of company pension scheme. The benefits are financed by the company, the employee may or may not be required to make a financial contribution. Pension fund beneficiaries are legally entitled to claim benefits from the pension fund. Relief fund beneficiaries do not enjoy this right. Pension fund benefits include widows' pensions, orphans' pensions, and/or capital payments. (C) SAP AG HR305 32
  • 241. Period factoring method (Payroll) The method used to calculate the partial period factor. In business administration, you differentiate between the following methods: • Deduction method • Payment method • All-or-nothing method The PWS (personal work schedule) method is the standard method implemented by the R/3 System. Period parameter (Payroll) Two-character, numerical parameter used in Payroll. The period parameter defines the time interval used to run payroll for a payroll area. One period parameter is assigned to each payroll area. The period parameter determines the period for which payroll is run. Structure In the standard system, the period parameter values are defined as monthly, half-monthly, weekly, once every two weeks, and quarterly. Example If the payroll period 01 is assigned to the period parameter 01 (monthly) for 1997, this represents January 1997. Period work schedule (Personnel Time Management) A period work schedule defines the number of hours to be worked by an employee within a period, and the distribution of these hours. There is one period work schedule item for each day of the period. Personnel action (Personnel Management) A series of infotypes that are added, changed, completely or partially deleted, or delimited in the HR System for the reason specified, such as hiring, change or cost center, or leaving. The sequence of infotypes that are edited using these actions is defined in the HR System. Personnel area (Personnel Management) The personnel area is an organizational entity that represents an area within an enterprise delimited according to personnel administration, time management, and payroll criteria. Use (C) SAP AG HR305 33
  • 242. Personnel provisions are specified at the level of personnel areas and personnel subareas. The provisions can have a statutory, collective agreement, or enterprise specific character. Structure Personnel areas are subdivided into personnel subareas. Integration A personnel area is assigned exactly one company code to which the values relevant to financial accounting that concern the personnel area are allocated. Exactly one collective agreement area, collective agreement type, and public holiday calendar are specified for a personnel subarea. Example The personnel area at a software house can be subdivided into personnel subareas for development, training, and administration. Personnel calculation rule (Payroll) Personnel calculation rules, which consist of one or several operations, are used to effect the fine control of certain functions from a personnel calculation schema, such as PIT. A personnel calculation rule may contain one or several subrules and is used to denote the sum of all subrules that are required for processing a task or subtask. Personnel calculation schema (Payroll) A personnel calculation schema defines the order and contents of a program run. It consists of instructions on how to perform time evaluation runs, payroll runs, and payroll result evaluations and defines the instruction sequence. Personnel country grouping (Personnel Management) The personnel country grouping is used to distinguish between countries within the Human Resource Management System. Personnel file (Personnel Management) Displays all of the data that has been recorded for an employee. Personnel structure (Personnel Management) This describes the employee's situation within the enterprise. A distinction is made between • The administrative perspective, and • The organizational perspective Personnel subarea (Personnel Management) (C) SAP AG HR305 34
  • 243. A personnel subarea is an organizational entity that represents part of a personnel area. It is delimited according to personnel administration, time management, and payroll criteria. Piecework wage (Payroll) This is a type of incentive wage. Unlike time wages, remuneration is effected for quantities produced irrespective of the working time required to make them. There are three types of piecework wage: • Piecerate work (rare) A fixed amount is paid for each unit that is produced. • Quantity-based piecerate work (rare) A target quantity is specified for each unit of time. • Time-based piecerate work (common) Remuneration is effected in proportion to the quantity produced, but the quantity is not used directly to calculate the amount paid. Instead, remuneration is based on the fixed standard time rather than on the time that was actually required to produce the quantity. Planned working time (Personnel Time Management) Planned working time specifies the start and end of work. Daily work schedules for flextime are an exception. In this case, planned working time represents the time within which employees can clock in and out if actual times are recorded automatically. Plan status (Personnel Management) The plan status reflects the availability of a particular benefit plan for processing. The following statuses may be used at any one company: • Open: the plan is open for enrollment. • Active: the plan is active, but not open for enrollment. • Closed: the plan is closed for processing, but is kept in the system for historical purposes. Plant data collection (Cross-Application Functions (CA)) Collection and display of plant data, including check, processing, editing, evaluation and transfer, in order to receive information on machine utilization, order situation, quality, etc. Plant data covers labor-related and machine-related messages (comes, goes, short business trip, setup, processing, quantities, malfunctions) or statistics (machine utilization, scrap and malfunction statistics). (C) SAP AG HR305 35
  • 244. Plant ID card (Personnel Management) ID card that permits an employee to enter a building, plant etc. Premium formula (Payroll) Premium formulas are used in incentive wages to calculate results for a specific day, period or time ticket. The result is normally a labor utilization rate, but can also be a fixed amount. The premium formula also controls various cumulations. Premium wage (Payroll) The premium wage can be seen as a generalization of the piecework wage. Payment is usually effected in direct proportion to the quantity produced in piecework, whereas the premium wage can include further criteria. It may be advisable to limit the labor utilization rate to 130 %, for example, in order to prevent too great a strain on man or machine. Other values can be used to valuate performance in addition to the quantity produced: the rate of consumption of operating supplies, or the quality of the products produced, for example. Primary wage type (Personnel Management) An umbrella term for wage types that you can enter online when maintaining master data (dialog wage types), or which the system provides automatically when predefined conditions are met during time evaluation (time wage types). Projected pay (Personnel Management) Projected pay is one of the sources of information you can use to develop costing scenarios in the Personnel Cost Planning component. When projected pay is used, the system extracts information contained in the HR infotype 'Cost Planning' (1015) to determine costs. This infotype lets you identify personnel costs by assigning wage elements to the different objects you work with. Wage elements represent the different types of costs that contribute to overall labor costs, such as wages and salaries, and benefits. Public holiday calendar (Personnel Time Management) The public holiday calendar shows the public holidays that occur within a specific validity period defined in years. Public holiday calendars differ according to the region or country in which they are implemented and can be adapted to individual requirements. Public holiday class (Personnel Time Management) Depending on their type, public holidays can be assigned different classes. Public holidays can be classified as high public holidays like Easter Sunday, other legal public holidays such as the 4th of July, or regional public holidays. Each public holiday is assigned a class that can be interpreted in (C) SAP AG HR305 36
  • 245. tables and programs. The public holiday class plays an important role in calculating an employee's entitlement to payment on public holidays. Public holiday type (Personnel Time Management) This provides you with information on whether a holiday • Occurs on the same date each year • Always occurs a specific number of days before or after Easter, or • Occurs on a certain weekday Recurring payments/deductions (Personnel Management) Payments effected by the employer to the employee which become due in more than one payroll period, each of which follows on from another, and which can each be assigned to a specific payroll period. Unlike once-only payments and deductions, a period (start date - end date) can be entered for recurring payments and deductions. Examples • Employer's contribution to capital formation payments • Employer's contribution to pension insurance Reduced working hours (Personnel Time Management) Temporary reduction of regular working time for the entire company, individual departments, and/or specific employee groups, with a corresponding reduction in payment. One of the most effective methods used to avoid downsizing. Regular payments/deductions (Payroll) In accordance with German social insurance and tax law, regular payments are payments which can be assigned to their exact periods of origin. They include all types of payments which are effected on a regular basis, such as salaries, wages, pensions and overtime payments, for the customary remuneration periods, such as a week or month. Relevance test (Payroll) The relevance test enables you to flag a payroll period as either relevant or irrelevant to the calculation of averages within Payroll. The relevance of the payroll period is determined by specific criteria. Reporting (Business Engineer (BC-BE)) (C) SAP AG HR305 37
  • 246. The selection, summarization, and presentation of data from application systems. Retirement pension (Payroll) This is a payment effected as part of a state pension scheme. Retirement pensions also cover payments made by employers or pension funds to employees who have stopped working because of their age. Retroactive accounting (Payroll) A payroll run is repeated for a period for which payroll has already been performed in the payroll past. Retroactive accounting is triggered during the payroll run for the current period if certain master and time data affecting the payroll past has been changed in the meantime. Only changes to master and time data are relevant for retroactive accounting since previous payroll results must be corrected. A retroactive accounting limit can be set for the whole company and/or for just one employee. Retroactive accounting period (Payroll) A past payroll period for which payroll has been repeated. The retroactive accounting period refers either to an individual employee, or to a payroll area. Secondary wage type (Personnel Management) Wage types that are created during the payroll run or derived from specific factors. The technical name of secondary wage types delivered by SAP starts with "/". Example Secondary wage type Total Gross Amount (/101). This wage type, within which all of the wage types pertaining to an employee's total gross amount are cumulated, is created during payroll. Severance pay (Payroll) Severance pay consists of a sum of money that is paid just once to compensate legal rights. In a narrower sense, severance pay is used to mean compensation effected when an employee stops working for his or her employer. The employer pays the employee a specific amount when the employee stops working because the employment contract has expired or because the employee has given notice of termination. Severance pay covers earnings to which the employee has a legal right but which he or she has not yet received, and earnings which the employee would have received had he or she continued working for the employer. (C) SAP AG HR305 38
  • 247. Severance payments may be effected after the employee has taken legal action, such as when an employer terminates an employment contract but has no legal right to do so. However, severance pay can also be based on a voluntary agreement reached between the employer and employee, such as when an employee goes into early retirement. Leave compensation is a special type of severance pay received by the employee for leave which he or she has not yet taken. It may be paid either while the employee is still working for the employer, or after the employment contract has been terminated or expired. Shift schedule (Personnel Time Management) This term is no longer used in HR. It has been replaced by monthly work schedule. Sick pay (Payroll) Sick pay is received by the employee from the health insurance fund for the period in which he or she is unable to work and is not, therefore, remunerated by the employer. Such payments are usually effected after the period of continued pay has expired. Skeleton time (Personnel Time Management) Individual working time (without breaks) of an employee within the possible work time start and end period. Examples • Work time period 7.00 a.m. - 8.00 p.m. • Skeleton time 9.00 a.m.- 5.00 p.m. Staffing percentage (Personnel Management) Specifies, as a percentage, the extent to which a vacancy is staffed by one or more applicants. Subschema (Payroll) A subschema is a personnel calculation schema that is called up in another schema using the COPY function. A subschema does not have to be executable. Subsequent sickness (Personnel Management) A sickness caused by a sickness or injury that occurred in the past, such as when an employee breaks his or her leg in March and the site of the injury becomes infected in June. The term is also used to refer to the reoccurrence of the same sickness. For example, an employee is written off sick in June and September because of a kidney infection. It is important to determine whether the second sickness is in actual fact a subsequent sickness or a different sickness altogether, as this has a profound effect on the calculation of an employee's entitlement to continued pay. If a (C) SAP AG HR305 39
  • 248. subsequent sickness occurs, the days of absence as of the first sickness are counted up within a six month period. As a rule, continued pay is no longer effected after 42 days. The days of absence are not set back to zero until the six month period has elapsed. It is possible, for example, for an employee to be written off sick twice within a six month period, once for 30 days because of the first sickness, and then for 20 days because of the subsequent sickness. The employee would not be entitled to continued pay for eight days. Substitution (Personnel Time Management) A substitution constitutes working time that is different from the employee's planned working time, and/or working time that is paid at a rate determined for a different position. Subtype (Personnel Management) A subdivision of an infotype. Examples • Infotype: "Family" Subtypes: "Spouse", "Child" • Infotype: "Addresses" Subtypes: "Home address", "Holiday address" Subtypes: "Permanent residence", "Secondary residence" Symbolic account (Payroll) Payroll object used when posting results to accounting. The number of symbolic accounts and the respective characteristics represent the different expenses and payables that occur as personnel costs within payroll and must be posted to accounting. The symbolic accounts are assigned to financial accounts. This ensures that account determination takes place during posting to accounting. Use When creating symbolic accounts, you should make sure that the sum of the symbolic accounts for personnel expenses and the sum of the symbolic accounts for payables produces a complete posting. Structure A symbolic account has the following characteristics: • Account assignment type • Indicator for the employee grouping for account determination Target time (Personnel Time Management) Product of quantity produced and standard time per base quantity. (C) SAP AG HR305 40
  • 249. Task (Personnel Management) Within PD, tasks can be viewed from two distinct perspectives: • As a human resource element, or • As an element of SAP Business Workflow (see the workflow definition) For human resource purposes, tasks are the individual duties, responsibilities, or assignments performed at your company. For example, answering phones, designing publications, and developing software could all be tasks. Tasks describe jobs and positions. It is by relating specific tasks with jobs and positions that you describe the duties to be performed at your company. You can also relate tasks with work centers and organizational units. Temporary work relationship (Personnel Management) A temporary work relationship commences when an employment contract is concluded and ends after a particular period of time, that is, without any kind of special termination. The end of the work relationship can be defined as follows: • By specifying an exact date on which the work relationship becomes invalid • By specifying an event that signifies the end of the work relationship, such as when a salesperson is hired for the duration of a sales period. Termination (Personnel Management) Dissolution of the employment contract by either the employee or the employer. Time category (Personnel Time Management) This term is no longer used in HR. It has been replaced by employee subgroup grouping for work schedules. Time constraint (Personnel Management) Time constraints determine whether a data record must exist at all times, and/or whether a particular data record allows for overlapping or coexistent entries. Different time constraints are used in master data and time management to ensure that the requirements of both these areas are met. Time data (Personnel Time Management) Employee data that is relevant in some way to time. Within HR Management, a distinction is made between the terms "time data" and "master data". (C) SAP AG HR305 41
  • 250. Examples • Sickness period • Working time • Leave • Overtime Time evaluation (Personnel Time Management) Time evaluation is a program that is generated daily to calculate attendance and absence times on the basis of attendance and absence data, time types (flextime balance, productive hours), and wage types (bonuses for night, Sunday, and public holiday work). Time event (Personnel Time Management) Entry (for example, clock-in/out) made by the employee at the time recording terminal. Time pair (Personnel Time Management) Related time events that are logically assigned to the same day. Example • 8 a.m. - 10 a.m. Productive time • 10.30 a.m. - 11 a.m. Break The time pairs formed in time evaluation are relevant to payroll. The system can refer to the information linked to a time pair in order to determine how various types of break should be remunerated, which night bonus an employee should receive for night work, etc. Time quota (Personnel Time Management) A time interval during which employees are allowed to be at work or absent, depending on certain conditions. Time recording (Personnel Time Management) Recording an employee's time data, or ascertaining actual times via orders, operating resources, materials, and tools (plant data collection). There are two basic methods of transferring employee time data to the R/3 System. You can either: • Record exceptions from the work schedule, or • Record actual times - either automatically at time recording terminals, or manually in the Attendances infotype (2001). (C) SAP AG HR305 42
  • 251. Time recording ID card (Personnel Management) ID card with a bar code, magnetic strip or the like used to record time events (clock-in/out times, off-site work) at time recording terminals. Time ticket (Payroll) Document on which an employee's actual times and quantities produced are recorded. This document is used for confirmation of work order completion and remuneration of work performed. Time tickets are created for all operations printed on job tickets if certain conditions are fulfilled (operation released, not completed, not deleted, not confirmed). The time ticket is a means of recording working times and allocating labor costs to cost centers or cost objects. When used to record piecework, it comprises data that describes a work unit in its entirety. The fields generally used on time tickets are account assignment fields (order number, operation or cost center), actual data fields (time required, number of units completed or setup time), and reference data fields (standard time per unit, quantity to be completed, and target time based on the number of units and the standard time per unit). Time wage (Personnel Time Management) A type of remuneration whereby the employee is paid for attending work, irrespective of the amount that he or she produces. A specified rate of pay is effected per unit of time (such as an hour or month). Time wage type (Personnel Time Management) Time wage types are primary wage types that are created by time wage type selection during time evaluation. Example An employee works three hours overtime. The system uses time wage type selection to select the overtime wage type for the employee. Upload (Personnel Time Management) Report that transfers the clock-in/out entries or order-related data, which the employee recorded at the time recording terminal, to the R/3 System. The upload report is used predominantly in positive time recording and order data entry. User wage type (Payroll) A customer-specific wage type as opposed to a model wage type included in the standard system. User wage types are usually created by making a copy of a model wage type and then adapting the copy to the customer's specific requirements. (C) SAP AG HR305 43
  • 252. Vacancy assignment status (Personnel Management) Indicates an applicant's current status in the selection procedure for a particular vacancy (for example, processing, on hold, to be interviewed). Valuation basis (Payroll) A rate (such as dollars per hour) that is calculated using elements such as basic pay, payments, and deductions. More specifically, an hourly rate is used to calculate hourly remuneration. Variable payments/deductions (Payroll) Payments or deductions which vary with regard to the amount paid or deducted, not with regard to when the payment or deduction is effected. Examples • Shift bonuses • Sunday bonuses • Public holiday bonuses • Nightwork bonuses Vesting (Personnel Management) Vesting is a process whereby an employee's entitlement to benefits to which he or she does not as yet have an absolute right become his or her property. This entitlement to benefits outlasts the work relationship between employer and employee. Should the employment relationship end for any reason whatsoever, the employee retains his or her entitlement to the benefits in question. The employee's claim to benefits cannot be assigned if the employer declares bankruptcy or goes into liquidation. Wage element (Payroll) Wage elements represent the different categories of costs that contribute to the overall cost of maintaining a staff. For example: salaries, pension contributions, and training and education. You can assign a set of wage elements to jobs, positions, work centers, and organizational units to identify the costs of each object. You do this using the Cost Planning infotype (1015) in the Organization and Planning application component. This information is in turn used in calculations in the Personnel Cost Planning application component. Wage elements, and the amounts assigned to them, are user defined. Wage group (Production Planning and Control) The wage group is a classification criterion used for valuating work. An example of a wage group is "several-weeks training". (C) SAP AG HR305 44
  • 253. Wage type (Personnel Management) Classification of wage payments or deductions. The classification is based on the reason for the payment/deduction, and also considers aspects of personnel administration, payroll, and cost accounting. Use Wage payments represent remuneration for an employee's performance (for example, standard pay or standard bonus), or assured benefits provided by an employer (for example, company pension or rent allowance). Wage deductions reduce an employee's agreed wage payments. Wage deductions can be based on statutory regulations (for example, tax laws or social insurance), or they can be stipulated in the employment contract (for example, company cars, savings plans, capital formation plans). Wage deductions can also be voluntary (for example, union dues). Structure Wage types are subdivided into primary and secondary wage types. Wage type (Production Planning and Control) The wage type is a criterion for calculating an employee's wage or salary. Piecework wage and premium wage are examples of wage types. Wage type model (Personnel Management) A sequence of specific wage types that are typical for a certain number of employees depending, for example, on their employee group, employee subgroup, pay scale group, or pay scale area. The wage type model is stored in the system and can be proposed as a default when the appropriate procedures are carried out. Wage type structure (Personnel Management) The wage type structure defines the meaning of wage types within payroll. Work center data (Personnel Management) A collection of information that is characteristic of an employee's work center. Examples • Terms of employment • Activity • Assignment to a cost center • Department, etc. (C) SAP AG HR305 45
  • 254. Working time (Personnel Time Management) Time during which an employee must be available to work for his or her employer. The time between the start and end of a working day, without taking breaks into account. Work schedule (Personnel Time Management) Defines the number of hours to be worked over a specific calendar period, and the distribution of the hours. Structure A work schedule contains one daily work schedule for each day in the period. (C) SAP AG HR305 46