Definition of SAP Workflow

Workflow is defined as the automation of a business process, in whole or part, during which documents, information or tasks are passed from one participant to another for action, based on set of procedural rules.

When SAP Workflow needed?

• SAP Workflow particularly beneficial

• when different people are involved in different parts of the process
• when the users need to be reminded of what they need to do
• When the duration of the process is critical and deadlines have to be met

By automating the process, you free the users from having to know what to do when. Work items are sent to the participants notifying them of what they have to do, and a single click on the notification calls the correct transaction and navigates to the relevant screen.

How does SAP workflow work?

When the workflow runs it creates work items which are like e-mails, but they have the advantage that they contain the intelligence needed to execute the relevant task with the correct data when the operational user executes them,

They provide their own functionality so that the operational user has access to everything that is useful to improve the flow of the process, they disappear on their own when they have been executed by someone else or made obsolete.

These work items can be received in the R/3 business workplace, MS Outlook (or any other MAPI compatible client), Lotus Notes, or work item notifications can be distributed by e-mail

Purpose of SAP Business Workflow

• SAP Business Workflow can be used to define business processes that are not yet mapped in the R/3 System. These may be simple release or approval procedures, or more complex business processes such as creating a material master and the associated coordination of the departments involved.
• SAP Business Workflow is particularly suitable for situations in which work processes have to be run through repeatedly, or situations in which the business process requires the involvement of a large number of agents in a specific sequence.
• SAP provides several workflows that map predefined business processes. These workflows do not require much implementation

Integration

SAP Business Workflow uses the existing transactions and functions of the R/3 System and does not change the functions. You can combine the existing functions of the R/3 System to form new business processes with SAP Business Workflow. The workflow system takes over control of the business processes.

Technical Principles

• The definition and execution of Workflow can be divided into four main areas.

• Business Workplace
• Workflow Builder
• Tasks
• Business Object Repository (BOR)

• BUSINESS WORKPLACE
  • Work items are displayed to the user for execution in their SAP Inbox

• WORKFLOW BUILDER
  • Workflow definitions are defined which are made up of steps that control the workflow or the tasks to be executed. This linking is defined in Workflow Builder.

• TASKS
  • Tasks describe elementary business activities. They always refer to the method of the object. Tasks can be background tasks or dialog tasks.

• OBJECTS AND OBJECT TYPE
  • Object type describes the data with which you want to work in workflow, e.g. MATERIAL. Each Object type has methods in which activities are defined which can be executed with data e.g. creation of material.

General Procedure Model

• With SAP Business Workflow, you can map business processes in the R/3 System and process them (several times if required) under the control of the workflow system
• A workflow management system can process and monitor structured processes that:
  • Contain a sequence of activities
  • Reoccur in the same or similar forms
  • Involve several people or groups of people
  • Require a lot of coordination
  • Process Flow
    • Objects and Object Type
    • You identify all objects involved in your business process.
    • You check whether the relevant object types with their methods, attributes and events are defined in the Business Object Repository.
      • If you find an object type whose definition meets your requirements, you can use it without making any modifications.
      • If you find an object type whose definition does not quite meet your requirements, you extend its definition.
      • If you do not find a suitable object type, you define your own object type.

• Tasks

You identify the tasks involved in your business process.

You establish which object method is to be executed for the task

• Rules for Agent Determination

You identify possible agent rules in your business process .

You use these rules when agents are to be found using specific, business, functionally-oriented criteria.

• Events

You define the events used to initiate and control the Workflow.

• Workflow

To describe a business process, create a workflow template.

The tasks defined are to be included in the workflow template.

Demo Example

• Process Flow
  • An employee enters a notification of absence (leave request) in the R/3 System by filling out the relevant input template.
  • The direct superior of the employee is responsible for approving or rejecting the notification of absence. The R/3 System determines the direct superior automatically on the basis of the organizational plan maintained.
  • If the request is approved the creator is notified by mail:
  • If the request is not approved, the creator is informed and can decide whether to withdraw the notification of absence or revise it. If the superior has given reasons for the rejection in an attachment, the creator can take these into consideration.
  • If the creator revises the request, it is submitted to the superior for approval again. The applicant can also add an attachment, which can then be accessed by the superior.
  • This cycle is repeated until either the superior approves the leave request or the creator withdraws it.
  • The applicant can find out the current processing status at any time by looking in their workflow outbox.

Most Commented Posts

• ABAP-HR
• SAP Payroll Schema. Functions , Rules and Operations – An overview
• SAP Online Trainings
• SAP-HR
• SAP Workflow

One smart Software Engineer and his Project Manager were traveling towards Pune in a train. Just Opposite to their seat, a beautiful girl was sitting Along with her grand ma.

Within some time, Eye to Eye interactions started between Our Software Engineer & that girl. After some minutes, train started moving in to a tunnel and it was very dark.

Suddenly, every body heard a kiss sound followed by a sound of slapping. Every body remained silent, when the train came out of the tunnel.

Grand ma thought that, “The Guy is a rogue; how dare he did this? He kissed My grand daughter! But my Grand daughter is genuine; she immediately slapped that guy.”

The Project Manager thought that,” I can’t believe that this guy has kissed that girl! But it is unfair that she slapped me by mistake”

That girl thought that,” I feel happy, when that guy kissed me, but I feel sorry that my grand ma has slapped him”.

Finally, the Software engineer thought?

“This one minute in my life is wonderful; it hardly comes…because, At a time I have kissed a girl and also I have slapped my Project Manager”.

Most Commented Posts

• ABAP-HR
• SAP Payroll Schema. Functions , Rules and Operations – An overview
• SAP Online Trainings
• SAP-HR
• SAP Workflow

A group of graduates, highly established in their careers, got together to visit their old university professor.

Conversation soon turned into complaints about stress in work and life.

Offering his guests coffee, the professor went to the kitchen and returned with a large pot of coffee and an assortment of cups porcelain, plastic, glass, crystal, some plain looking, some expensive, some exquisite – telling them to help themselves to hot coffee.

When all the students had a cup of coffee in hand, the professor said: “If you noticed, all the nice looking expensive cups were taken up, leaving behind the plain and cheap ones.

While it is but normal for you to want only the best for yourselves, that is the source of your problems and stress. What all of you really wanted was coffee, not the cup, but you consciously went for the best cups and were eying each others cups.

Now if life is coffee, then the jobs, money and position in society are the cups. They are just tools to hold and contain Life, but the quality of Life doesn’t change. Some times, by concentrating only on the cup, we fail to enjoy the coffee in it.”

Don’t let the cups drive you… Enjoy the coffee instead.

Most Commented Posts

• ABAP-HR
• SAP Payroll Schema. Functions , Rules and Operations – An overview
• SAP Online Trainings
• SAP-HR
• SAP Workflow

Overview

Structural authorizations are used to grant access to view information for personnel where HR has been implemented. Access is granted to a user implicitly by the user’s position on the organizational plan. Structural authorizations are not integrated into the standard authorization concept and structural authorization profiles are not the same as standard authorization profiles.

Example

The use of structural authorizations can be illustrated by the following example. A manager can typically view or maintain information on employees in her organizational unit but not employees in other organizational units. When an employee moves from one unit to another his previous manager will no longer be able to view or maintain information about them. Similarly if a manager moves from one unit to another she will be able to see the employees in her new unit.

About this Document

This document shows how to set up a very simple example of structural authorizations that are assigned to Organizational Units. All the steps of setting up a test environment are documented below so you can try it too. There are some gotchas and design considerations listed up front and some additional information listed in the many appendices at the end.

Graphical Overview of Structural Authorization Components and Setup

The graphic below shows the main components of structural authorizations at a high level. The setup of structural authorizations is more complex than regular security authorizations. None of the main setup steps can be omitted or incomplete. Structural authorizations setup is analogous to an electric circuit. If there is a break anywhere in the circuit structural authorizations it will not work.

Considerations for Structural Authorization Implementation

Gotchas

•    Setting up structural authorizations has some dependencies so follow the order of the steps in this document

for best results.

•    Structural authorization profiles are not related to standard security profiles in any way.

•    Unassigned Users: User IDs that have been linked to a Personnel Master Record via Infotype 105 MUST be

assigned a structural authorization profile regardless of whether they are assigned to a node on the

organizational plan or not. (See Appendix 3)

•   There is no way to trace structural authorization checks, and structural authorization checks that fail do not

show in SU53. The closest thing to a trace is the information available in OOSP by clicking on the Blue I icon

next to the profile. This lists the effect of the structural authorization when it is working.

•   The HR Main switch: Tolerance time of the authorization check (ADAYS) which is 15 by default did not affect

the structural authorizations in this example. In tests where a manger was moved from one organizational

unit to another the effect of the structural authorizations was immediate after running report RHPROFL0. The

manager can no longer see information for anyone in their old organizational unit.

Overall Design Considerations

1. What level of the organizational plan to assign structural authorizations – we use org units in this example. This allows managers in the same org unit and same level to see each other’s information. If this was not acceptable then a hybrid approach of organizational units and positions could be used. It seems most efficient to attach structural authorizations to the highest node on the organizational plan possible. Note that we create profiles with authorization for an organizational unit but we assign these profiles to positions.

2. As mentioned in Gotchas above unassigned users linked to personnel master records with access to HR transactions can see personnel data for any user. This has an impact on how you design both standard roles and also procedures for creating roles. One way to make sure that unintended access does not occur is to assign a dummy structural authorization to every user in the system with. The dummy structural authorization should be empty. It is possible to control this using infotype 105 as well. Any user ID that is not associated with a personnel master record will not be able to view other users information with the correct standard authorizations assigned to the User ID.

Steps to Implement Structural Authorizations

1. Turn on PD PA Switch

Tcode: OOPS

Action: Ensure value registered for PLOGI – ORGA is X. No other values need to be checked or changed.

Explanation: PD and PA sub modules of HR are not configured to share data by default in the SAP delivered system. This switch must be on for data to flow between both modules.

Additional Info: None

Gotcha:

•     Do not create your Organizational Plan without this switch on.

•     If you do, structural authorizations will not work and some org and infotype setup will not work.

•     ***You cannot turn the switch on and get structural authorizations on an organizational plan, that was

created while it was off, to work.***

2.  Turn on Structural Authorizations Main Switches

Tcode: OOAC

Action: Ensure values for the main authorization switches in HR are set to the following Values

Group        Sem. abbr.        Value abbr.        Description

AUTSW     ADAYS                15                          HR: tolerance time for authorization check

AUTSW     APPRO                0                            HR: Test procedures

AUTSW     NNNNN              0                           HR: Customer-specific authorization check

AUTSW     ORGIN                1                            HR: Master data

AUTSW     ORGPD                1                           HR: Structural authorization check

AUTSW     ORGXX               0                           HR: Master data – Extended check

AUTSW     PERNR               1                            HR: Master data – Personnel number check

Explanation: The SAP delivered system has similar values as above but PERNR = 0.

Gotcha: Make sure that ORGPD = 1 otherwise structural authorizations will not work.

Additional Info: Appendix 1

3. Create Organizational Plan

Tcode: PPOM_OLD

Action:

1. Create the root of your Organizational Plan

• Organizational Plan > Create

• Enter info and click Create

2. Create Organizational Units

• Select the Organizational branch you want to build on and click Create

• Fill in the abbreviations and names of the child structures (one level at a time) in the popup dialog box.

Example of the results:

3. Create and assign positions

• Click on Staff Assignments button

• Select the unit that the position will be part of, then click on Create Positions…

• In the popup dialog box select a job description in the Choose Describing Job field group, fill in the fields in the Position field group and save.

Example of the results:

4. Designate Chief Positions

• Select the Position which will be the manager’s position and Select Edit > Chief Position > Create

• Select the position in the Create Chief Position dialog box and click on Save

Results:

Notice the position Manager of BC now has a Hat next to it and the name of the Chief is listed below the Org Unit.

Explanation: Structural authorizations work based on this hierarchy (the Organizational Plan). This is the ‘structure’ in ‘structural’ authorizations.

Gotcha:

• Don’t start this step without first ensuring the PD PA switch is on (the first step in this document).

• If we want to use Manager’s Desktop we need to designate a position as Chief. The user(s) associated with this position will only be able to access Manager’s Desktop if their position is designated as Chief. Chief positions can have more than one person assigned, i.e. a single business unit can have more than one manager at the same level.

• SAP’s documentation indicates that performance may be adversely affected by the complexity of structural authorizations.

Additional Info: None

4. Create Personnel Master Record

Tcode: PA40

Action: Create a personnel master record and assign it to the organizational plan.

1. Ensure that Personnel no. field is empty. Select a hiring action from the bottom of the screen and Click on execute.

2. Enter basic data for the master record.

• Enter a Start Date (current date is fine).

• Enter Personnel Area, Employee Group and Subgroup.

• Enter the Position Number to assign this employee to a node on the organizational plan.

• Save

3. Enter more personal data.

• Enter First and Last Name

• Select Gender

• Enter SIN number 000000000

• Enter birthday

• Save

4. Enter Information on one more screen.

• Enter the Payer Area and Subarea

• Save.

5. End maintenance for this action

• Back out of the above screen

• Yes to this message

• Record the Personnel Number on the next screen

Results:

Explanation: User ID’s are not assigned directly to the organizational plan. The User Master Record (User ID) is relatively simple and is mostly used to give access to the SAP system. In SAP a personnel master record is created and assigned to the organizational plan. The Personnel Master Record is then linked to the User ID, which is the next step in building structural authorizations.

Gotcha:

• Ordinarily all personnel master records will be assigned to a node on the Organizational Plan. See Unassigned Users in the Gotchas in the Overview at the beginning of this document for more on this issue.

• The sequence of the screens in this action can vary

Additional Info: None

5. Create User ID’s

Tcode: SU01 or SU10 (Mass Create)

Action: Create users (Suggest creating users with a name similar to the Personnel Master employee name)

Explanation: User master records must exist before you can proceed to the next step.

Gotcha: If you use mass create make sure that request ‘with log’ and print or save the log so you know what the initial password is for each user.

Additional Info: None

6. Create Infotype 105

Tcode: PA30

Action: Create Infotype 105 for each Personnel Master Record

1. Enter Personnel ID, Info Type 105 and Subtype 0001.

2. Enter the User ID in the ID/Number field

Explanation: The user master record and the personnel number have to be linked because it is the personnel number that is associated with the Organizational Plan. When the user logs on SAP needs to know which personnel number is associated with that user ID in order to grant structural authorizations.

Gotcha: None

Additional Info: None

7. Create Structural Authorization Profiles

Tcode: OOSP

Action: Create structural authorization profiles and then define the details of the authorization profile.

1. Click new entry. Enter the authorization profile names, and descriptions. Click Save. (If you don’t save here you won’t be able to see the profile in the selection list of the next step)

Check the information for a profile e.g. Manager West.

Note: No organizational plan units are shown in the list.

2. Define the structural authorization profile.

• Select a profile and click on Authorization Maintenance on the left side

• Click on New Entry

• Enter the following:

Field                            Value

Profile:                        Select a structural authorization profile

No.                                Choose an interval e.g. 10

Plan vers.                   Select a plan version probably 01

Obj. type                     In this case we are securing by Org unit. Enter O

Object ID                     In this case we are securing by Org unit. So enter the Org unit number

Maintenance              Check this on

Eval.path                      Recommend O-S-P

Status vec                      Recommend 12

Depth                              Recommend no entry

Sign                                  Recommend no entry

Period                              Recommend no entry

Function module        Recommend no entry

Explanation: We are creating structural authorization profiles here. In order to limit a user’s access to information according to the structure of the organization plan, you must define the place on the organizational structure below which a user can see personnel information.

Gotcha: Check the info button on the profile to make sure that the profile a) gives access to something and b) gives access to the right thing.

Additional Info: Appendix 2

8. Create Infotype 1017

Tcode: PO10 (Organizational Unit) or PO13 (Position)

Action: Create Infotype 1017 for all relevant nodes on the Organizational Plan. In this case all Positions (Tcode PO13)

1. Select the position

2. Select the PD Profile infotype from the scrollable list and click on Create button

3. Enter the profile name in the Profile field and click on the Save button

Explanation: This infotype links the structural authorization profile to a node on the organizational plan. In our example we use PO13 to assign the authorization to a Position. Note we can assign the structural authorization profile to other types of nodes e.g. an organizational unit but we must use different transactions for each different node type.

Gotcha: This has to be done manually. SAP documentation may seem to indicate that report RHPROFL0 will do this, it doesn’t, this step must be done manually.

Additional Info: None

9. Assign Structural Authorization Profiles to User ID’s

Tcode: SE38

Action: Use report RHRPROFL0 to automatically assign the appropriate structural authorization profile to each User ID. This program will update the table in transaction OOSB.

1. Execute the report

2. Enter the following data, the Object ID should be the object ID for the root of the Organizational Plan.

Field                                                   Value

Organizational Unit                       O

Object ID                                           e.g.50000753

Evaluation Path                             PROFL0

Test Session                                     (check on)

Leave all other defaults as they are.

3. Execute in test mode

Note: The lights in the left margin of the report are yellow. This is because the assignment has NOT been made yet.

4. Back out of this screen. Uncheck Test Session and then Execute to have the changes made.

Note: The lights in the left margin of the report are green now. This indicates that the assignment has been made.

Explanation: This report assigns a structural authorization profile to the user ID based on the Organizational Plan. If we had not first completed all the main steps listed above this report would be empty. The report is a positive indicator that some of the steps to setup structural authorizations have been completed successfully. It is possible however, to have results with this report and yet have structural authorizations that do NOT work.

Gotcha:

• Don’t forget to execute the report with Test Session unchecked!

• This report should be run daily to update the authorizations of users based on changed made in the Organizational Plan.

• Ensure that the Infotype 1017 has been populated for all relevant nodes on the Organizational Plan.

Additional Info: None

10. Setup Regular Security

Tcode: PFCG

Action: Create regular security role and assign to User ID

1. Create a role that gives access to regular HR transactions for all employees. E.g. Time Entry CAT2, PA20, PR20 Enter expenses

2. Create a role that gives access to manager HR transactions. E.g. Time Approval CADO , PPMDT Managers Desktop, PR05 Approve Expenses

Explanation: Structural authorizations are used in addition to standard security. Setup two roles to do positive and negative tests.

Gotcha: None

Additional Info: None

Appendix 1

Authorization Main Switches

Gotcha: This is SAP delivered information. It is not that easy to understand. The bottom line is make sure the Structural authorization switch and the P_PERNR switch are on.

Maintain Authorization Main Switches

In this step you maintain the authorization switch and adapt, if necessary, the profile generator specifications. You must process the profile generator specifications if you intend to make changes to the main switch settings.

You can process the authorization main switch using transaction HR: Authorization main switch (OOAC).

Using the Auth.object check under transactions transaction (SU24) you maintain whether a transaction checks an authorization and/or whether the relevant authorizations are offered in the profile generator for maintenance.

The profile generator recognizes whether authorization objects are used in transactions using the legal check status. You can process this manually, also using the Auth.object check under transactions transaction (SU24). Also check the individual authorization objects under Process check status in all transactions. Ensure that the following check indicators are set:

• When you switch on the HR: Master data (P_ORGIN), HR: Master data – extended check (P_ORGXX) and HR: Master data – personnel number check (P_PERNR) authorization objects, you must set the relevant check/maintain check status in the primary transaction that accesses these objects. You recognize these in the standard system, because the check indicator is set to check/maintain (PP) for the HR: Master data (P_ORGIN) object. In addition to this, please note the example below.

• When you switch off the HR: Master data (P:ORGIN) authorization object, you must reset the check indicator for the HR: Master data (P_ORGIN) authorization object from check/maintain (PP) to check (P).

Example (1):

The HR: Master data (P_ORGIN) object is switched on, the HR: Master data – extended check (P_ORGXX) and Master data – personnel number check (P_PERNR) objects are switched off.

No customer action is necessary.

Example (2):

The HR:Master data – extended check (P_ORGXX) object is switched on, the HR: Master data (P_ORGIN) and HR: Master data – personnel number check (P_PERNR) objects are switched on. You must set the following check status:

For the HR:Master data – extended check (P_ORGXX) object, copy the default check indicator of the HR: Master data (P_ORGIN) object. Then change the check indicator of the HR: Master data (P_ORGIN) object from check/maintain (PP) to check (P). Leave the given check status for the HR: Master data – personnel number check (P_PERNR) object as it is.

Standard Settings

In the standard system the authorization main switches and settings are defined as follows:

Switch Setting

HR: Tolerance time of the authorization check (ADAYS)15

HR: Check procedure (APPRO) 0

HR: Customer authorization check (NNNNN) 0

HR: Master data (ORGIN) 1

HR: Structural authorization check (ORGPD) 1

HR: Master data – extended check (ORDXX) 0

HR: Master data – personnel number check (PERNR) 0

Further Notes

When you use a customer authorization object (P_PNNNN) you must maintain it in the Auth. object check under transactions transaction, analogous to the HR: Master data (P_ORGIN), HR: Master data – extended check (P_ORGXX) and HR: Master data – personnel number check (P_PERNR) objects.

Example:

When the switch is off for the HR: Master data (P_ORGIN) and HR: Master data – extended check (P_ORGXX) objects and is on for the customer object (PNNNN) and HR: Master data – personnel number check (P_PERNR) object, you must reset the check status for these – corresponding to the setting of the HR: Master data object (P_ORGIN) in the standard system – to check/maintain (PP), and for the HR: Master data (P_ORGIN) and HR: Master data – extended check (P_ORGXX) to check.

Appendix 2

PD Authorization configuration fields

Appendix 3

Assign Structural Authorization Profile to User ID Manually

Unassigned Users: User IDs that have been linked to a Personnel Master Record via Infotype 105 MUST be assigned a structural authorization profile regardless of whether they are assigned to a node on the organizational plan or not.

Why? Users in this situation will be able to see HR data for any Personnel Master Record as long as they have the standard authorization profiles that give access to transactions where HR data can be seen, and which give access to HR data to see other people’s data.

Solution: If the user is not on the Organizational Plan we need to assign the profile manually. If the user is assigned to a node on the Organizational Plan AND that node has a structural authorization profile assigned to it, we need to run report RHPROFL0 and we need to make sure the user does not log on. If the user is assigned to a node AND that node does not have a structural authorization profile assigned to it we need to assign the profile manually.

It is possible to assign a structural authorization directly to a user instead of having the profile assigned indirectly by virtue of the user’s assignment in the Organizational Plan and the structural authorization profile that is assigned to the same node as the user. This is not the recommended approach because it will require increased maintenance. Assigning one or more structural authorizations directly to a User ID means that we are not taking advantage of SAP delivered functionality which allows implicit assignment of HR authorizations. If this approach is used then when the user is promoted for example, maintenance will have to be done on both the Organizational Plan and in Transaction OOSB. Assigning structural authorizations to users may be useful for temporary assignments, or testing.

Tcode: OOSB

Action: Assign structural authorization profile (created in OOSP) to the UserID

1. Click on New Entries button and enter the Name of the user, the name of the profile the start date, end date. And save

2. Check to see that the profile is giving access to the appropriate Organizational units Positions etc…

Explanation: This is analogous to assigning a profile generator role to a user ID. SAP needs to know what structural authorization profiles a user takes advantage of .

Gotcha: You need to assign every user in the system at least one structural authorization profile including consultants. Create a dummy authorization profile and assign it.

Additional Info: start date, end date limit the validity of the authorization so if the authorization has an end date of June 30 then on July 01 they will no longer be able to see information on their subordinates.

Related Posts

• Wage Type Configuration in SAP HR
• G/L account Configuration in SAP
• SAP Payroll Schema. Functions , Rules and Operations – An overview
• New Personnel sub area creation and relevant groupings configurations.
• Garnishment in SAP

Before writing this post I would like to thank Manoj kumar, ShivrajSinha, Santhosh Somasekharan, Amolkumar Patil, Vishal Jindal, Bijay Kumar Barik, Devi, who has referred  http://abaphr.com in www.sdn.sap.com.

In many master data Infotypes, data is entered in table form. This, for example, allows you to enter up to forty different wage types and their amounts. By scrolling, you can enter up to forty wage types. The structure of the wage type line is stored in the Infotype structure P0008, and the individual fields are numbered from one to forty. This means that each field of the wage type table is defined.

A loop offers a more streamlined method of evaluation. Here, one line of the repeat structure is evaluated each time the loop is executed

As SAP consultant you might know the structures. But what is the repetitive structures?. The sentence it self explains that in a structure, some fields are available multiple times with the sequence number change, like fieldname01, fieldname02, fieldname03 etc…

For example In Master data Infotypes we have:
Infotype 0008 (Basic Pay)
Infotype 0025 (Appraisals)
Infotype 0041 (Date Specifications)
Infotype 0052 (Wage Maintenance)

If we look at Infotype 0008 below fields are getting repeated 40 times (Lower versions of SAP only 20 times like 4.6C).

LGA01 – wage type1
BET01 – wage type Amount
ANZ01 – Number
EIN01 – Time/Measurement Unit
OPK01 – Operation Indicator for Wage Types

LGA02 – wage type2
BET02 – wage type amount
ANZ02 – Number
EIN02 – Time/Measurement Unit
OPK02 – Operation Indicator for Wage Types

Till

LGA40 – wage type40
BET40 – wage type amount
ANZ40 – Number
EIN40 – Time/Measurement Unit
OPK40 – Operation Indicator for Wage Types

For the above scenario we have multiple wage types for one Personnel number for one particular period. Viz.. Basic Pay, House rent allowance, conveyance, special allowance, car allowance, salary exempt, salary non exempt (All these are wage types).
For the above scenario wage types are stored in LGA01, LGA02, LGA03, LGA04, LGA05, LGA06, LGA07, and its amount correspondingly BET01, BET02, BET03, BET04, BET05, BET06, BET07. This is the brief overview about repetitive structures in SAP.

Now as a technical consultant your job starts. How do you read the data form repetitive structure Infotypes. For example we need to select basic wage from Infotype 0008 and display in report. We are not sure in which field the basic wage is going to be stored like it might be in LGA01 or LGA02 or LGA03 or LGA04. Here my question is, are we going to check 40 time IF condition for each field (LGA01 to LGA40). My answer is No. We have syntax in ABAP by using that we can achieve out target very easily.

Before going forward if you are new to ABAP HR, please go through the below Link:

SAP ABAP HR Program code using LDB PNP

The following Report shows you how to access these data fields. The example determines the wage type and its amount for particular period.

Data declarations: The required data declarations are first made at the beginning of the
Report. Fields LGART and BETRG are required to read the repetitive structures.

Tables: PERNR is used to get the standard selection screen as well work area.
Declare Tables: PERNR and press F8 you will get standard selection screen.

Infotypes: when we declare tables at the runtime of program will have work area the same way, when we declare Infotypes, will have internal table (we call as internal Infotype) with header with the structure of associated Infotype.

Macros:
You often only require the most recent or earliest Infotype record, not all Infotype records. In this case, use one of the following statements:

RP_PROVIDE_FROM_LAST Pnnnn SPACE PN-BEGDA PN-ENDDA.

These statements make the most recent or earliest record in the PN/BEGDA to PN/ENDDA data selection period available in the structure Pnnnn for infotype nnnn.
If the infotype has subtypes, replace the SPACE parameter by the appropriate subtype number.
When a record has been successfully read, the return code PNP-SW-FOUND = 1 is returned.

Related Posts

• SAP ABAP HR Program code using LDB PNP
• SAP HR ABAP Interview Faq’s
• Personnel Administration (PA):
• Introduction on SAP HR module
• Useful Transaction codes in SAP HR module

Here is a basic abap hr program with screen shots step by step for learners who are having knowledge of abap. This is a basic program but you can use this template for every abap hr program and add if and else conditions change the Infotype numbers and field names based on your requirement.

Initially I don’t want to confuse the readers adding more coding at first program. All the scenarios are covered in next posts one by one by using the same program template.

Requirement: Select the data from Infotypes using logical database PNP (with out single select statement) and display in report. Fields like

Personnel number, Action Type, Reason for Action, Payroll area, Personnel ID Number

Infotypes Used: 0000, 0001, 0002.

Macros used:

RP-PROVIDE-FROM-LAST P0000 SPACE PN-BEGDA PN-ENDDA.

RP-PROVIDE-FROM-LAST P0001 SPACE PN-BEGDA PN-ENDDA.

RP-PROVIDE-FROM-LAST P0002 SPACE PN-BEGDA PN-ENDDA.

Selection screen:

There is selection screen is defined in this program but by using logical database PNP we do get standard selection screen.

Steps:

1) Go to se38 transaction

2) Enter the program name ZABAPHROVERVIEW and press on create

3) Enter the TITLE name, select TYPE as executable program, and LOGICAL DATA BASE AS PNP.

4) Press on save button.

And use the below code and execute you will get standard selection screen.

Standard selection screen:

Enter the personnel number and execute the program report display is ready for you…:)

Don’t you feel abap hr is easy….

Incase any question use the below comments section…..

Related Posts

• Evaluating Repetitive Structures in SAP HR ABAP Programming
• SAP HR ABAP Interview Faq’s
• Personnel Administration (PA):
• Introduction on SAP HR module
• Useful Transaction codes in SAP HR module

1) What is the difference between ABAP and HR ABAP
2) What is logical data base
3) What are logical data bases used in hr module
4) What is the difference between PNP and PNPCE
5) Explain GET PERNR concept when we use logical data base
6) Explain the program flow when we use logical database PNP or PNPCE
7) What are the program names for logical database PNP and PNPCE
8 ) What is report category and for what purpose do we use report category
9) What is Infotype and how it is different from tables
10) Why do we require Infotypes for HR module
11) What are the transaction codes to create the Infotypes
12) What is the process to enhance the Infotype
13) Importance of PA20, PA30 and PA40
14) How can we decide weather we can enhance the standard Infotype or not
15) What is PAKEY structure, PSHD1 structure and what type of fields it contains
16) What is PS structure
17) What are the payroll related Infotypes
18) What are the time related Infotypes
19) What are the personnel administration related Infotypes
20) What are the organizational related Infotypes
21) What is Macro
22) What are the standard macros do we use in HR ABAP
23) What is PNP-SW-FOUND
24) What is the difference between select statement and provide statement
25) Which function module reads the data for particular Infotype
26) What is repetitive structure and for which Infotype do we have
27) How do you retrieve the data for repetitive structures
28) Can we develop program without logical database for hr module data retrieval
29) By using which FM we can upload data into Infotype
30) If yes then why do we require logical database

31) What are advantages and disadvantages of logical data base
32) What is the transaction code to display the payroll results
33) What is payroll driver
34) Where the payroll results are stored
35) Explain the concept of clusters in payroll
36) How do you read the data from clusters
37) What is retro active accounting
38) In which cluster time results are stored
39) What is wage type
40) What is personnel area
41) What is personnel sub are
42) What is payroll area
43) What is the difference between semi-monthly and Bi-weekly payroll area
44) What is sequence number
45) What is For-period and In-period
46) What is off cycle payroll run
47) How do you execute the payroll
48) What is schema and transaction code
49) What is functions and transaction code
50) What is features and transaction code
51) What is the transaction code to modify the hr form
52) What are the FM do we use in OM
53) What is object in OM
54) Which FM do you use to find out who is reporting to whom
55) What all are the differences did you find in hr module between 4.7 and ECC6 versions

Please use below comments section to add more questions or answer the above questions. It would be appreciated if you answer the above questions, mention your name and company working for.

If you are interested to post your article as a different topic, feel free to reach me at abaphr.com@gmail.com or admin@abaphr.com.

Related Posts

• Evaluating Repetitive Structures in SAP HR ABAP Programming
• SAP ABAP HR Program code using LDB PNP
• Personnel Administration (PA):
• Introduction on SAP HR module
• Useful Transaction codes in SAP HR module

Sanjay, a rich guy, loved fast cars and he did have a few in his possession. He loved to speed and could not be bothered about breaking speed limits. Many a times he was caught by the cops and speed radars, fined, but still he never bothered until one day as he was driving at a very high speed as usual, he saw a cop following him.
The cop overtook him finally and asked him to stop and checked his license. He then took out his pad and started writing, and then handed over the sheet of paper to Sanjay.

How much was this one going to cost?!!!

Wait a minute. What was this???? Some kind of joke? Certainly not a ticket. Sanjay began to read:

“Once upon a time I had a lovely daughter. She was six when killed by a car. You guessed it – a speeding driver’s car. A fine and three months in jail, and the man was free. Free to hug his three daughters. I only had one, and I’m going to have to wait until Heaven, before I can ever hug her again. A thousand times I’ve tried to forgive that man. A thousand times I thought I had. Maybe I did, but I need to do it again. Even now. Pray for me. And be
careful, my friend, my son is all I have left.”

Sanjay turned around in time to see the cop’s car pull away and head down the road. He watched until it disappeared. A full 15 minutes later, he too, pulled away and drove slowly home, praying for forgiveness and hugging a surprised wife and kids when he arrived.

Life is precious. Handle it with care.

Related Posts

• NICE STORY- Lets have a small break
• Attitude is Everything
• Bankruptcy concept
• A Small Story

Step1: Create Wage Type using Transaction: OH11

Select Copy and then enter the Country.

Enter the existing Wage Type in the left column and the new WT number. Before this we need to check the last WT number associated to an Infotype.

The following tables are updated when we create the WT.

T511      Wage Type Characteristics
T512T    Wage Type Text
T512W     Wage Type Valuation
T512Z     Wage Type Permissibility
T52DZ     Assign Customization Wage type to model wage type
T52EL     Wage Type Posting
T52EZ     Time Dependency of Wage Type Posting
T591B     Wage Type Dependent retroactive accounting trigger.

Step2: Enter the description for the WT using transaction “PDSY”

Step3: Check the WT Characteristics: Go to Transaction code SM30: V_T511

Step 4: Permissibility of Wage Type: V_511_B (T511)


Step 5: PCE V_512W_D (T512T, T512W): Select the Wage Type:


Step6: Wage Type Text – V_512W_T  (T512T, T512W)

Step7: Wage Type Permissibility V_T512Z (T512Z, T591B)

Related Posts

• Structural Authorizations in SAP HR with gotchas
• G/L account Configuration in SAP
• SAP Payroll Schema. Functions , Rules and Operations – An overview
• New Personnel sub area creation and relevant groupings configurations.
• Garnishment in SAP

Find the below path to General Ledger account creation in SAP:

SPRO Path:
Financial Accounting –> General Ledger Accounting–>GL Accounts–>Master Records–>GL Accounts Creation and Processing–> Edit GL Accounts(Individual Processing)–>(Centrally/`/Co Code) (FS00 /FSP0/ FSS0)

The GL accounts can either be created centrally or for a company specific or for a chart of account specific. By creating the GL Account centrally the GL account will get created in the company code as well as in a centralized COA and the GL accounts so crated in the COA can also be extended to other Company Codes. When GL accounts are created under a COA the same has to be extended to a company code for which the GL Account to be used.

Creation of GL account using FS00 (Centrally)
In this activity, you can edit the master record of a G/L account centrally in both the chart of accounts and company code specific areas.
You can process G/L account master records as follows:
• Edit
• Change
• Create
• Create with reference
• Block
• Delete, that is, set the deletion indicator

The account group determines the fields for the entry screens if you create or change a master record in the company code.

Open item management
Determines that open items are managed for this account.
Set up accounts with open item management if offsetting entries are to be assigned to the postings made to these accounts. Postings to these accounts represent incomplete transactions.

Creation of GL account using FSP0

Creation of GL account using FSS0

In case the option of copy Chart of Account is used (OBY7) is used then the GL accounts of source COA will be copied to the target COA.

Related Posts

• Structural Authorizations in SAP HR with gotchas
• Wage Type Configuration in SAP HR
• SAP Payroll Schema. Functions , Rules and Operations – An overview
• New Personnel sub area creation and relevant groupings configurations.
• Garnishment in SAP