HR305 Configuration of Master Data: R/3 System Release 46C 05/02/2001
HR305 Configuration of Master Data: R/3 System Release 46C 05/02/2001
HR305 Configuration of Master Data: R/3 System Release 46C 05/02/2001
HR305
0
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
HR305 Configuration of Master Data
HR305
Configuration of Master
Data
SAP AG 1999
SAP AG
R/3 System
Release 4.6B
April 2000
50036172
0.2
Copyright
SAP AG 1999
Warenzeichenvermerke
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INFORMIX-OnLine und INFORMIX-ESQL/C sind eingetragene Warenzeichen der INFORMIX
Corporation.
0.3
The R/3 Integration Model
SD FI
Sales & Financial
Distribution Accounting
CO
MM Controlling
Materials
PP Mgmt AM
R/3
Production Asset Mgmt
Planning
QM Client / Server PS
Project
Quality
Mgmt
PM ABAP/4 WF
System
Plant Main-
Main-
Workflow
tenance
HR IS
Human Industry
Resources Solutions
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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
HR550 2 days R
HR400 5 days
Payroll
Fundamentals
HR490 4 days
Incentive Wages
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0.6
Course Prerequisites
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0.7
Target Group
Participants:
Project team
Consultants
Duration: 3 days
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Introduction: Contents
Course goal
Course objectives
Course content
Main business scenario
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Course Goals 1
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Course Goals 2
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Preface
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Contents
Exercises
Solutions
Appendix
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Contents:
Enterprise Structure
SAP Products Implemented
Special Human Resource Management Features
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CAB Co.
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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.
CAB Co.
Head Office
Sales
and Sales I SalesII
SalesII
Country B
Admin
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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
CAB Co. 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
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Personnel
administra-
tion
Time
Management
CAB Co.
Organ-
izational
Mana
gement
FI / CO
Payroll
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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.
Anna Other
21 Payne Lane
Surbiton
Surrey
Resume
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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.
Bank Details
Bank code Bank Account number
67270003 Mellon Bank 34566566
SAP AG 1999
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.
Working time/Schedule
Flextime 40 hours per week
Payroll area XX
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Here you can see the employee's working time data and information concerning how and when
the employee is paid.
Personal Data
Org. Assignment
Action
Personnel Action
Hiring
Org. reassign
Leaving R
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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.
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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.
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Contents:
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
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CAB Co.
Head Office
Sales
and Sales I Sales II
Country B
Admin
Production
plant - New
location
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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.
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)
CAB Co. 4 System administrators with rotating shifts
1 Gardener for tending the grounds
1 Caretaker
4 Security personnel working rotating shifts
Define organizational
I structure
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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.
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 R
Payroll: France
Payroll: United Kingdom
Payroll: USA
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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
Project
SAP documentation Activities Project management
documentation
Concept Call up Customizing Status management Clearly structured
Recommendations transactions Scheduling according to areas
Prerequisites Resources
Activities
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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.
Countries
USA
Germany
France
...
IMG
Human Resources
Critical/
Mandatory/optional/ Personnel subarea
non-critical
...
...
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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
Implementation Guides
FI SD
Project IMG
CO MM
MM HR OM
PA
PS FI
PP HR Project 002
View for
project 002:
Project 001 Mandatory
activities
PS .....
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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.
Project name
Create project
Project data Edit Goto Utilities System Help
Framework
Project: Header data date for
Project-specific
Project number implementation
documenation Name
will be created project
Project language
in this Project manager
language Start date End date
Dynamic where-used list
Where-used list/mail notification: relevant projects
Name of the
person responsible
for the project
When a customizing activity is
carried out, the processor receives a
mail informing them that this R
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.
Create project
Project data Edit Goto Utilities System Help
Project Management
Yes Assign statuses
No Assign selection fields
Assign resources
Assign mail recipients
You can use the
selection fields to
define the evaluation
criteria that you want
to use to control the Employees that are
project. responsible for
carrying out an R
activity.
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You can use Project Management to administer your project. Project Management provides
you with a number of evaluation reports.
Project documentation
Yes
No Assign note types
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The project documentation functions allow you to structure the notes that you create for the
individual customizing steps.
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 R
PA-TIM Time Management
PA-TRV Travel
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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 .......
Marital status/religion
Marital status Religion
No. child.
SAP AG 1999
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.
Position...
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Save:
Change View "Pay Scale Groups": Overview
Object Edit Goto Utilities System Help
All changes made to the entries have to
be saved
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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.
Position... Entry 1 of 1
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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.
PersNo.
Name
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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.
PersNo
Name Customizing Activities
Validity 01.11.1995 - 31.12.9999
Personnel Administration
Pay scale
Pay scale type 40 Metal Pay scale groups and levels
Pay scale area 01 Baden-Württemberg
PS group G01
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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.
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Contents:
Overview
Client
Company code
Personnel area
Personnel subarea
Employee group
Employee subgroup
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Enterprise Personnel
structure structure
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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.
Employee Groups
Employee Subgroups
Organizational Structure
Assignment - Human Resources
Organizational Structure
Personnel Management -> Organizational
Management -> Edit Organizational
Plan
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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.
Client
SAP AG 1999
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.
...
Client 000 Client 001 Test Training
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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.
Client
SAP AG 1999
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.
Client
Personnel area
0002 0003
0001
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Client
Personnel area
0001 0002 0003
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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.
Tax number,
Personnel subarea tax office number
Public holiday
calendar
2000 Legal person
§
Tax Office
SAP AG 1999
Client
CAB Co.
Company
code
Subsidiary company Subsidiary company
Caliber A Bicycle Co. Caliber A Bicycle
Country A Country B
Personnel
area
CAB Co. CAB Co.
Head office
Sales Sales Production Sales
and
dept. I dept. II plant dept
Admin.
Personnel
subarea
SAP AG 1999
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.
External
Retiree
Active employee
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Non-pay scale
Active employee
employee
Hourly wage
earner Salaried
employee
Trainee
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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.
Work schedule
Statistical Permissible
evaluations primary wage
types
Assignment to Payroll
pay scale groups Employee subgroups
xxxx
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CAB Co.
Retiree
Retiree
Non-pay
scale employee
Hourly wage
earner
Active employee
Salaried
Temporary
employee
personnel
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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.
Copy functions
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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
IMG Structure
Copy
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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
Enterprise Structure Copy Function (3)
End Shift + F3
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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.
Personnel Management
Personnel Administration
Payroll Data
Basic Pay
Assign pay scale type/area to personnel area
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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.
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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.
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
R
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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.
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
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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.
Switzerland
Austria
SAP AG 1999
SAP AG 1999
Contents:
Caliber A Bicycle Company Organizational
Structure
Elements of the SAP Organizational Structure
Link between Organizational Management
and the Enterprise Structure
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Organizational
unit
Position
Job
Work center
Employee
SAP AG 1999
Organizational units
describe the different
departments in the Executive Board
enterprise.
Many organizational units
build an organizational
structure.
Human Resources Accounting
Examples:
by department
by region
by business process
SAP AG 1999
Can be performed by
A job is the general one or more than one
classification for a set person(s)
of tasks in an Examples: manager,
enterprise. administrator,
purchaser
Purchaser Manager
Consultant
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Manager
Manager - Asia
Manager - Europe
Manager - USA
SAP AG 1999
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.
CAB Co.
SAP AG 1999
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.
1 Managing Director
Positions 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
CAB Co. 1 Caretaker
4 Security personnel working rotating shifts
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.
Employee group
Cost center
Fixed assignment
SAP AG 1999
PersNo
Name
Validity 01.11.1995 - 31.12.9999
Organizational Assignment
Position 50015306
Acct.assignment features
Pers. area 0001 (Infotype 1008)
Employee group 1
EE group/subgroup
(Infotype 1013)
Employee sbgp XX
SAP AG 1999
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.
SAP AG
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.
Maintain Position
Aspect
Plan variant 01 Current plan
Position 50000367 Secretary - purchasing
Abbr. Headquarters
Validity 01.01.1998 to 31.12.9999
Infotypes
Acct.assignment features
EE 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.
SAP AG 1999
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.
Integration Tools
PersNo. Validity -
Enterprise Structure
...
Cost center
Organizational Structure
Position
Job
Org. unit
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Contents:
Payroll Area
Payroll Control Record
Organizational Key
Administrator Responsible
Employee Attributes
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Personnel structure
EE group 1 Active employee Pay.area XX HR-D: Salaried EE
Determines
EE subgroup XX Salaried employee Contract
when a payroll
is run
Organizational Structure Administrators
Position 50000836 Group 0001
Percentage 100 Human Resources
Job
Determines the
50000064 Time Recording
administrator
Org. unit 50000827 Payroll
Additional responsible
authorization Org. key 10000001 Supervisor
check
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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.
Personnel Management
Personnel Administration
CAB Co. Organizational Data
Organizational Assignment
Payroll is run at
the end of the month. Create Payroll Area
Check Default
Payroll Area
Create Control Record
Payroll
Payroll International
Environment
CAB Co.
Payroll Organization
Payroll is run on the 10th
Generate Payroll Periods
of the subsequent month.
SAP AG 1999
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.
SAP AG 1999
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).
Payroll
International
Incorrect personnel no.
Payroll
payroll area XX monthly
Simulation
Release payroll
Payroll status
Start payroll
Released for payroll
Check results
Corrections
Released for corrections
Exit payroll
Exit payroll
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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)
Administrators
SAP AG 1999
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.
SAP AG 1999
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.
Employee subgroup
Industrial worker
Activity status 1
Employment status 1
Training status 2
Statistical evaluations
Salaried employee
Activity status 1
Employment status 2
Training status 2
SAP AG 1999
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
Additional Organizational Assignment: Summary
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Contents:
Maintaining features
Default payroll areas, administrator groups, number range
intervals
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Create infotypes
Name of feature
(5-character) Decision tree is read
Value determined
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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.
Display Change
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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.
B Applicant Data
APPL
Otherwise
****
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).
Internal
number
assignment
External
number
assignment
Intervals
SAP AG 1999
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.
1 Active employee
DE Trainee - Industrial
DF Trainee - Commercial
Return code
DI Hourly wage earner
20/ 1DI
DS Senior Staff
DU Salaried employee
20/ 1DU
SAP AG 1999
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
Maintaining Features (2)
01 Germany
Sub-objects
02 Switzerland
10 USA
Decision tree SUBTY Subtype
Structure 1
Persons responsible/status 02/ 1
SAP AG 1999
Maintaining Features
5
The Continuation indicator is called by the NEXTR
(next rule) operation. It defines where processing should continue for
the same variable key.
6
The Rule type defines the type of processing:
D Decision operations. The answers to these are stored in the
variable key.
Normal processing line
* Deactivation indicator
7
At present the following Operations aare supported:
Feature Assigns values &ABKRS=
Decision Queries different criteria WERKS
Jump Jumps to subfeatures FLDID=
Continuation NEXTR
Other Debugging tool, BREAKR
SAP AG
SAP AG 1999
Contents:
Personal Data
Addresses
Bank Details
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Marital status/religion
Marital status Religion
No. child.
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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).
Country key
Telephone number
Other data
Distance in kilometers
Company housing
SAP AG 1999
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)
SAP AG 1999
"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.
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Contents:
Planned working time
Connection to basic pay
Consequences for payroll
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Payment
Working time
Attendance/absence calculation
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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.
Working time
Employment percentage 100,00
Daily working hours 7,20
Default values of the
Weekly working hours 36,00 average no. of working
Monthly working hours 156,48 hours taken from the
Annual working hours work schedule
1879,20 R
SAP AG
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.
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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.
SAP AG 1999
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)
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Contents:
Pay Scale Structure
Pay scale Groups and Levels
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Coll.Agrmnt
DEU TSCH E
xxxx
MARK
DEUTSCH E
MAR K
11
12 1
10 2
9 3
8 4
7 6 5
SAP AG 1999
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
Pay scale
Contract type 0 Basic contract Object ID
PS type 40 Retail Capacity util. level 100.00
PS area 01 CAB Co. Working hrs period 156.48 monthly
PS group K5 Level 01 Next increase K5
Reason Annual salary
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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.
Personnel Management
Coll.Agrmnt Personnel Administration
Payroll Data
PS Types are metal, Basic Pay
retail and inhouse Define EE Subgroup Grouping for PCR
and Coll.Agrmt Prov.
Pay Scale Conversion for Basic Pay
Pay scale areas
Define Reason for Change
Check Pay Scale Type
PS groups for
salaried employees Check Assignment of Pay Scale
Structure to Enterprise Structure
and hourly wage
Determine Defaults for Pay Scale Data
earners
Revise Pay Scale Groups and Levels
Agreed working time
38.5 hours Define Pay Scale Salary Ranges
Specify Working Hours Fixed by
Collective Agreement
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1 G01 10
1 G02 15
1 G03 20
Temporary
employees (1)
3 A01 1000
3 A02 2000
3 A03 3000
Trainees (3)
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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.
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The individual personnel subareas are assigned to the relevant pay scale types and pay scale
areas.
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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)
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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.
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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.
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Contents:
Wage type catalog
Employee subgroup and personnel subgroup groupings
Permissibility of wage types
Wage type characteristics
Default wage types
Indirect valuation
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Additional Payments
Recurring Payments
and Deductions
Basic Pay
Wage types
Payroll
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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.
Dialog characteristics
1st step
How wage types behave when they are entered
into infotypes.
Modifications required to meet customer specific
requirements.
Wage type valuation
2nd step
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.
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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.
Personnel Management
List of wage types:
Personnel Administration
Standard pay and
Payroll Data
bonus pay Basic Pay (Example)
Standard pay
Wage Types
Non-pay scale
salary Creating a Wage Type Catalog
Vacation allowance Check Wage Type Group 'Basic Pay'
Christmas bonus
Check Wage Type Catalog
Special payments
Employee Subgroups for Primary
Wage Type
Additional wage types Personnel Subareas for Primary
for the production plant Wage Type
in Hamburg Define Wage Type Permissiblity for
Hourly wage and bonus each PS and ESG
Bonus related to work Enterprise Structure for Wage
center Type Model
Overtime 50% Revise Default Wage Types
Clothing Define Valuation of Base Wage Types
allowance
Determine Indirect Valuation for
Dirty work Positions/Work Centers
bonus
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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.
To whom? Where?
Industrial workers/ Basic pay/ EE
salaried EEs? remun. info.
Wage types
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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.
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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.
Tab
Tab le
le
le
Tab
Tab le
le
Ta
ble
Ta
ble
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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.
Wage type group 0008 Basic Pay Wage type group 0210 EE renum. info
Assignment of wage type to wage type groups Assignment of wage type to wage type groups
Wage type Wage type text Wage type Wage type text
1010 Standard pay 2010 Overtime
1020 Standard bonus 2020 Overtime Sunday
. .
. .
. .
. .
Logical view for 01 Assignment to valuation 1 Wage type is included in valuation basis
processing classes basis
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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.
Leave EE Remuneration
Compensation Info
(0083) (2010)
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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.
Recurring Payments/
Deductions (0014)
Performance
bonus
Union Additional Payments
contribution (0015)
Membership Fees
(0057)
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If you want to use a wage type in several infotypes, then you must enter it in the permissibility
tables of the respective infotypes.
Wage type can be entered once Wage type can be entered more
per payroll period than once per payroll period
Payroll period 01
Additional Payments
Car allowance Voluntary
(0015) special payments
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When you configure a wage type, you can determine whether it can be entered once or more
than once per payroll period.
Unit:
Validity - Hours
period? - Day
- %?
Payment or Indirect/
deduction ? direct
valuation?
Can amount be
Minimum/
overwritten?
maximum wage
type amount?
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Hourly wage
earners Hourly wage
Salaried
employees Standard pay
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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.
Personnel subarea 1
Personnel subarea 2
Wage types X
Personnel subarea 3
Personnel subarea 4
Wage types Y
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You can also group your personnel subareas. This enables you to control the wage type
permissibility for each personnel subarea.
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Here you determine whether a wage type is permissible for your personnel subarea grouping
and your employee subgroup grouping.
2000
Direct Indirect
The administrator manually The system automatically enters
enters the wage type amount the wage type amount in
in the infotype. the infotype.
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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
Module name
specifies which fixed
valuation table is used for
Indirect valuation indirect valuation.
Module name
Module variant
Reduction method
Rounding type
Rounding divisor
Module variant
Can be overwritten Controls the read access to
the table.
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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.
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Wage type 1
for collective type
agreement
3 G00A 500
specifications
PS group G00A
Wage type 1 ?
Module TARIF
500,- Variant A - D
Conversion
possibilities
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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.
Module Variant ESG grouping Pay scale Pay scale Wage Amount
for coll. Agree. group level type
provision
Pay scale C X X - X X
Pay scale D X - - X X
X = Required entry
- = Entry must not exist
(X) = Entry can exist
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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
Wage type 2
20 %
Wage type 1
Wage type 3
100 % 30 %
50 %
Wage type 4
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Wage type
IT0008 Basic Pay characteristics Base wage type valuation
Conversion
possibilities
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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.
Wage type
IT0008 Basic Pay characteristics Base wage type valuation
Conversion
possibilities
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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.
01 01 1 38 5
20 01 1 38,5 5
01 01 3 38 5
20 01 3 38,5 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.
Lathe operator
S Roofer 5 UNI
5UNI
Roofer
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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
Indirect valuation
Module name
Module variant
Reduction method
Rounding type Conversion
Rounding divisor possibilities
Can be overwritten
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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.
Non-pay scale
Hourly wage earner Salaried employee
employee
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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
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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.
Feature
Define default wage types
LGMST
01 10 12
1 2
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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.
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Contents:
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
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Based on:
Master data
Hours worked
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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).
Pay ... Age-based Time in Next pay Next pay Insert Delimit
scale pay scale group/level scale group scale level wage wage type
increase type
E12 ...
...
K4 ... 50 K5
K5 ... 54 K6
K6 ...
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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.
Rules for
0008 Basic Pay 0002 Personal Data 0041 Date Specification pay scale
Next increase Date of birth Techn. date of birth reclassific.
Early
Early According
According to
to According
According to
to
reclassification
reclassification age
age technical
technical DoB
DoB
RPITUM00
Batch input
processing
Creates new
Basic Pay infotype (0008)
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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.
Note of
changes in a batch
input session
Session
processed
Master data and changes
made
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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.
Batch input
processing
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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.
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RPU51000
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.
RPITRF00
Batch input
processing
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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.
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Standard pay
increase 4620,-
+ 80,-
DEUTSCHE
MARK
DEUTSCHE
MARK
10 % = 4700,-
but at least
Monthly salary: 4200 500.00
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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.
New bonus
replaced by
DEUTSCHE
MARK
DEUTSCHE
MARK
DEUTSCHE
MARK
DEUTSCHE
MARK
bonus
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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 >).
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
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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.
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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.
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Place the cursor on the Implementation Guide for R/3 Customizing (IMG) line in the Project IMG.
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.
Select the project number and title from the dialog box.
Select the project number and title from the dialog box.
Display the view grouping associated with a personnel subarea and employee
subgroup
Personnel Management Personnel Administration Payroll Data Basic Pay Check Pay Scale
Type
Personnel Management Personnel Administration Payroll Data Basic Pay Check Pay Scale
Area
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
IMG: Personnel Management Personnel Administration Payroll Data Basic Pay Wage
Types Create Wage Type Catalog
IMG: Personnel Management Personnel Administration Payroll Data Basic Pay Wage
Types Check Wage Type Group 'Basic Pay'
IMG: Personnel Management Personnel Administration Payroll Data Basic Pay Wage
Types Check Wage Type Catalog Check Entry Permissibility per Infotype
IMG: Personnel Management Personnel Adminstration Payroll Data Basic Pay Wage
Types Employee Subgroups for Primary Wage Type
IMG: Personnel Management Personnel Adminstration Payroll Data Basic Pay Wage Types
Personnel Subareas for Primary Wage Type
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
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
IMG: Personnel Management Personnel Administration Payroll Data Basic Pay Pay Scale
Reclassification Check Pay Scale Reclassification Based on Master Data
Use report RPU51000 and report RPITRF00 for pay scale increases, and start batch
input session
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.
Administrator
A person or group of persons with specific work responsibilities.
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.
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.
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.
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
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.
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.
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 (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.
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.
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.