SAP HR ABAP, HCM Training Material and Tutorials

Creation of Custom Infotype in HR ABAP

admin — Fri, 24 Sep 2010 18:31:31 +0000

Step By Step process to create Custom Infotype

For list of Online Training Courses look at the above SAP TRAINING page.

Go to Transaction PM01 to Create custom Infotype.
Enter the custom Infotype number to be created. The number should be between the customer name space 9001 – 9999. This is the no. range interval to be used for the Custom Infotypes.
See to it that the ‘Employee Infotype’ and the ‘PS Structure’ radio buttons are selected on the screen.
Click on ‘All’ push button on the screen. A separate Dictionary window appears on the screen.
Maintain the structure (Provide fields) which will be included in the current custom Infotype. Include all the fields that are needed in the Infotype.
The PAKEY/PBKEY and PSHD1 structures are not required to be provided while creating the custom Infotype. They are created by the SAP automatically.
Save and Activate the PS structure and go back to the initial screen of PM01.
Now, click on ‘Technical Characteristics’. Infotype list screen appears.
Click on ‘Change’ (pencil) button and select your Infotype and click on ‘Detail’ (magnifying glass) button.
Save and come back to the PM01 initial screen.
Click on ‘Infotype Characteristics’. Infotype list screen appears.
Click on ‘Change’ (pencil) button and click on ‘New Entries’ button.
Enter your Infotype number and the short text for the Infotype.
Depending on the requirement, we will have to set the Infotype Characteristics. The best option would be to use the entries of a standard Infotype like 0000 (Actions) or 0001 (Org. Assignment) as a reference. Other way is to click on the F4 button for each parameter on the screen to understand its significance.
Save the entries.
Now the Infotype is created and ready to use.

Below additional information is provided for the above screen each field possible entries and its functionality.

Time constraint: A time constraint indicates whether more than one Infotype record may be available at one time. The following time constraint indicators are permissible:

1: An Infotype record must be available at all times. This record may have no time gaps. You may not delete the record last stored on the database because all records of this Infotype would otherwise be deleted.

2: Only one record may be available at one time, but time gaps are permitted.

3: Any number of records may be valid at one time, and time gaps are permitted.

Other possible time constraint indicators are as follows:

A: Only one record may ever exist for this Infotype. It is valid from 01/01/1800 to 12/31/9999. Splitting is not permissible.

View V_T582B Infotypes Which are Created Automatically controls whether the system automatically creates the Infotype record for an employee hiring or an applicant data entry action.

Infotypes with time constraint A may not be deleted.

B: Only one record may ever exist for this Infotype. It is valid from 01/01/1800 to 12/31/9999. Splitting is not permissible. Infotypes with time constraint B may be deleted.

T: The time constraint varies depending on the subtype.

Z: Refers to time management Infotypes. The time constraint for these Infotypes depends on the time constraint class defined in view V_T554S_I Absence: General Control. Collision checks are defined in view V_T554Y Time Constraint Reaction.

Maintenance permitted after leaving:

This field controls whether you can record master data after an employee has left the company. A warning tells you whether you are permitted to do so or not.

Indicator for entry of additional data:

Defines whether or not you can enter additional controlling objects for the Infotype.

Indicator: Text allowed for Infotype:

If you set this parameter, you can enter a text for Infotype records.

Indicator for access authorization (from/to date):

The Access auth. (access authorization) allows you to define the time period during which an Infotype can be accessed.

When you access Infotype data for a particular person (employee or applicant), the system reads his/her organizational assignment and the work area (Infotype, subtype and authorization level). (Also read the documentation on authorization objects HR Master data and HR Master data-extended check). Each Infotype will generally have records with different validity periods. One person may also have different organizational assignments (Organizational Assignment Infotype (0001)) over a certain time period. If different administrators (users) are responsible for these organizational assignments, this is taken into account when the authorization for a specific Infotype validity period is checked.

If you do not set this indicator (initial value), the administrator is authorized to access the Infotypes if the person had, has or will have an organizational assignment which, in accordance with the authorization profile allows him/her to access this data.

If you set this indicator (X), the authorization check depends on the current (system) date.

To simplify matters, the term ‘period of responsibility’ will be used in the following. If, during a particular period, a person has one (or more) organizational assignment(s) for which the administrator is responsible according to his/her authorization profile, then we refer to the entire validity period of this(these) organizational assignment(s) as the ‘period of responsibility’.

There are three different cases.

1. The period of responsibility begins in the future.

If the administrator has write authorization for the Infotype/subtype, this is valid for all Infotype records whose validity period is within the period of responsibility. Read authorization is valid for Infotype records which do not extend beyond the end of the period of responsibility.

2. The period of responsibility begins before the current date. Its end date is no more than a fixed number of days before the current date

In this case, write or read authorization is valid in all periods. There are no time restrictions on the authorizations of the administrator for the relevant Infotype records.

The tolerance period enables the administrator to access Infotype records that he/she was previously responsible for even if his period of responsibility has changed. You set up client-specific tolerance periods during the HR: Authorization main switch transaction.

3. The period of responsibility ends in the past. The end of the period of responsibility ends before the current date even if the tolerance period is taken into account.

In this case, the administrator does not have write authorization. Read authorization applies to Infotype records which are not valid beyond the end of the period of responsibility.

Reaction to: 1st date entered:

The three date reaction indicators control what type of databank search is carried out when no, one or two “dates” are entered on the selection screen.

Reaction to: First date entered

Allowed reaction indicators are:

3: a) Period indicator = I:

Record(s) valid on the date specified

b) Period indicator = S:

Record(s) whose key date is identical to the specified date

4: All records that were valid for at least one day between the date of entry and the CPU date.

Reaction to: 1st and 2nd dates entered:

The three date reaction indicators control what type of databank search is carried out when no, one or two “dates” are entered on the selection screen.

Reaction to: First and second dates entered

Allowed reaction indicators are:

5: All records that were valid for at least one day in the period specified.

Reaction to: No delimitation:

The three date reaction indicators control what type of databank search is carried out when no, one or two “dates” are entered on the selection screen.

Reaction to: No date specification

Reaction indicators that are allowed for no date delimitation:

1: Read all records

2: Record or records valid on CPU date

6: All records between CPU date and 31.12.9999

7: All records between 01.01.1900 and CPU date

Sort sequence of records:

Indicators for record sorting:

‘ ‘: in ascending order according to subtype, in descending order according to ‘from’ date of validity period

’1′: in descending order according to ‘from’ date of validity period, in ascending order according to subtype

’2′: in ascending order according to subtype, in ascending order according to ‘from’ date of validity period

’3′: in ascending order according to ‘from’ date of validity period, in ascending order according to subtype

Key for screen header layout

In table T582A Infotypes – Customer Specific Settings, each Infotype is assigned a header ID.

The following header IDs have been assigned:

00 – Initial screen of transactions PA20, PA30, PA51 and PA61

PB20, PB30, etc.

10 – Infotype 0000 – Actions
Infotype 4000 – Applicant Actions
03 – Infotype 0001 – Organizational Assignment
01 – Infotype 0002 – Personal Data
04 – All Infotypes of Time Management
02 – All other Infotypes

Header IDs are assigned a header modifier, from which the structure of the respective headers is defined, as well as the HR country modifier and transaction class in table T588I Assignment of Header ID/ Country Grouping to Header modifier.

Indicator specifying when data is chosen for the IT header:

You can use the Choose Data indicator to determine which selection period will be used to select data from the various Infotypes to structure the Infotype header.

Use

If you set the Choose Data indicator, you will use data that is valid for the start date of the current processed, or displayed, Infotype record to structure the Infotype header.
If you do not set the Selected Data indicator, the data that is valid for the system date will be used to structure the Infotype header.

Dependencies

By using the Data selection (Data Selection Control) indicator, you can implement both the start date and the system date in the Infotype Header Data Selection Control (T588H) table independently of the info(sub)type.

You must, however, have set the Choose Data indicator beforehand.

Example

A Basic Pay (0008) data record is valid from 01.01.1996 to 31.12.9999. The employee’s valid organizational assignment on 01.01.1996 should be displayed in the Infotype header.
The Personal Data (0002) Infotype is valid from the employee’s birth date.
There is no point in displaying the employee’s first valid organizational assignment since his or her birth date. Therefore, the system date is displayed for the employee’s valid organizational assignment.
A date-dependent text field is used for a field in the Organizational Assignment Infotype (0001) in the Infotype header.
The start date of the Organizational Assignment Infotype data record determined by the above settings is used to read this text. If more than one text is valid within the validity period of the Infotype record, the text that was valid at the start of the Infotype record is used.

Retroactive accounting relevance for payroll

When you make entries in the payroll past, the ‘Earliest Change in Master Data since Last Payroll ‘field is set in the Payroll Status Infotype (0003).

In the correction phase, when entries are made in the payroll past, the Payroll Correction field is also set.

When corrections are made in the current period, only the ‘Payroll Correction’ indicator is set.

Infotypes that are payroll relevant but not retroactive accounting relevant should be given the following keys:

Entry in past ‘E’

Retroactive accounting payroll ‘R’

Example

‘ ‘ = Infotype is not relevant to retroactive accounting,

‘R’ = Change triggers retroactive accounting,

‘T’ = Retroactive accounting is field-dependent according to T588G.

Reaction to Entry in Payroll Past

Permissibility of entries relating to the payroll past

SPACE (‘ ‘)

Entries which relate to past payroll periods are permitted.

This type of entry is like changing or creating a database record with a start date which lies in the last payroll period or prior to this. The system saves without displaying warning message.

‘X’

Entries which relate to past payroll periods are permitted. The system displays a warning message.

‘E’

Entries in the payroll past are not permitted. If payroll has has never been run for the employee in question, the entries are permitted.

‘I’

Whether or not entries in the payroll past are permitted depends on which Infotype is being processed. This entry is only suitable for certain Infotypes. If used in other Infotypes, the system does not perform a check.

Basic Customization for HCM Workflow

admin — Wed, 22 Sep 2010 11:48:35 +0000

Basic Customization for workflow

Generating Number ranges
RFC destination
Dead line monitoring
Out look integration

1).Generating number ranges.

Basic customization is required in sap to run the sap business workflows properly.

Automatic workflow configuration must be run

The basic workflow configuration must be done in SAP through transaction code – SWU3
To configure workflow for a system the SWU3 transaction provides 4 main areas to configure:

1. Maintain Runtime Environment,

2. Maintain Definition Environment,

3. Maintain Additional Settings and Services

4. Classify Tasks as General.

Standard objects (Workflow tasks, standard tasks, and so on) are indentified with an eight –digit number.

The last five digits of this number are assigned automatically by the system. The prefix number is used for the first three digit of this number.

To guarantee unique identification, define a unique prefix number for each system and client.

The prefix number applies for the following objects.

Workflow template
Standard task
Task groups
Rules

Every workflow definition is assigned with an 8-digit number with the prefix WS. See the screenshot above.

The first 3 digits in the above 8-digit number is common for all the workflows created in a specific client. Please note that this prefix is not common for all the clients.

For e.g., If the workflow definition is saved with ‘WS99901062’, then it means that 999 is the Prefix and is common for all the workflow definitions created in that client.

Go to transaction ‘SWU3’ (Automatic Workflow Customizing)

Prior to generating, the Maintain Prefix Numbers (under the Maintain Definition Environment) needs to be run. The prefix numbers must be unique for each client of instance to prevent possibilities of overwriting workflows between systems Environment’ and

Simply select the top entry for each area and click on the Generate icon. All of the items should change from red X to green checkmarks.

See below screen shot

See the below screen shot number ranges got generated for client 800.

2). RFC Destination.

The Configure RFC Destination step generates an RFC logical destination named WORKFLOW_LOCAL_xxx (where xxx stands for the three-digit client number).

The Maintain Workflow System Administrator step generates the WF-BATCH userID, which is used for the background processing of the workflow engine.

This user has a system-generated password, which is not viewable by anyone. As stated above, this userID will receive the privileges of the user who configures the Workflow Engine,.

WF-BATCH user should have SAP_ALL profile.

3) Dead line Monitoring.

Activate the nodes in” Maintain run time environment “in SWU3. Activate the below nodes for dead line monitoring in sap workflow.

Schedule Background Job for Missed Deadlines
Schedule Background Job for Deadline Monitoring

Specify a time interval in which the background job will be regularly called. The time interval used in automatic Customizing is usually three minutes. Each time it is executed, the background job checks whether new deadlines were met since the last run.

To be able to successfully execute this activity, the activity Configure RFC destination must have been successfully executed

Schedule Background Job for Missed Deadlines

Schedule below back ground jobs for missed deadlines. See the below screen shot

Back ground job name: SWWERRE

Back ground job report: RSWWERRE

Time interval should be one minute or two minutes.

Schedule Background Job for Deadline Monitoring

We have to schedule below back ground jobs for missed deadlines. See the below screen shot

Back ground job name: SWFSLSDLEX

Back ground job report: RSWFSLSDLEX

Time interval should be one minute or two minutes.

4) Out look integration.

The SAP workflow can be linked to other software tools such as Microsoft Outlook or Lotus Notes. Using SAP Workflow, each step of a business transaction can be easily monitored throughout the initiation and completion of the business processes.

SMTP Connection Configuration

To configure the SMTP mail settings:

SMTP Connection:
Set up SAP Connect settings using SCOT transaction
Set up the Job to send the e-mails out to the recipients.

Workflow Introduction

Workflow Introduction

admin — Fri, 17 Sep 2010 13:10:35 +0000

Introduction

On request we provide advanced online Training on SAP HR Functional and Technical .

Workflow Definition
Workflow architecture
Why Use of workflow and workflow templates
Basic Customizing settings in the SAP Business Workflow system
Inboxes: – Possible inboxes for work items

Workflow definition:

Workflow is the set of rules that determine the path that the process tasks.

For example, how a leave request is processed, from the initial request to the creation of leave request

SAP Workflow is a tool to automate complex business processes where there is more than one user involved.

SAP workflow maps the position in organization because SAP believes that Positions are more stable than the people.

SAP Workflow is a process tool that is designed to facilitate and automate business processes involving the tasks sequence performed by the users (people in the workplace) and ensure that the right work is assigned in the right sequence at the right time to the right person in the workflow.

The SAP workflow can be linked to other software tools such as Microsoft Outlook or Lotus Notes. Using SAP Workflow, each step of a business transaction can be easily monitored throughout the initiation and completion of the business processes. The SAP Workflow enables the process owners to track deadlines, determine the workload as well as provide statistics on the length of time to complete work processes.

The key components of the SAP Workflow include the Workflow Definition, Work Items, Events triggers and the Organizational Structure in the workplace.

Technically SAP Workflow is an integrated part of SAP application server.

Workflow Architecture

There are 3 layers in the Workflow Architecture:

Process flow layer
Organization layer
Business Object layer

Process Flow layer

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.

Organizational layer:

The company-specific organizational plan describes the organizational assignment of an employee. This allows the responsibility of employees for performing individual business activities to be defined in the form of activity profiles.

The organizational plan is part of the PD component “Organization and Planning”. It is client-dependent. An organizational plan which was created for personnel management purposes (or is still to be created) can be used in SAP Business Workflow without any changes provided the workflow functionality and the personnel management application use the same client.

In each client you will however generally (only) represent the sub-areas and organizational structures of your company in which you also coordinate business processes using SAP Business Workflow.

This assignment is used to find the “correct” agents and allows tasks to be assigned actively by the workflow management system.

Transparency of the business processes and responsibilities is achieved. Changes can be made to the organizational structure of the company without changes needing to be made directly to the SAP Business Workflow definitions or programming performed in an application.

To create an individual activity profile for a user in a modular way and without redundancy, it is necessary to describe the organizational assignment of this user in the company-specific organizational plan

Business Object layer

Business object (BO) is basically collection of Attributes, Methods and Events for a particular business entity. Example of BO: Sale Order, Vendor, Customer, Material etc.

BOs wrap around backend tables, application code, change document and other technical information and expose them as Attributes, Methods and Events. Usually methods of BOs refer to BAPIs.

The following diagram explains BO much better:

Why Use of workflow and workflow templates

SAP Workflow ensures “the right work is brought in the right sequence at the right time to the right people”. It is a tool designed to facilitate and automate business processes that require tasks to be performed by people. Ideal for casual or non-SAP users, since all the work items can be performed outside of SAP by simply responding to an email, SAP workflow can be linked to Microsoft Outlook or Lotus Notes.

Each step of a business transaction can be easily monitored and processes are completed from the beginning to the end. Workflow allows process owners to keep an eye on deadlines, provides statistics on the length of time to complete work processes, determine the workload with regard to individual employees and save processing time.

Since Workflow delivers work items to employees automatically via email, they do not have to wait or inquire about the status of a particular transaction.

SAP Business Workflow can also be used to respond to errors and exceptions – it can start when predefined events occur. For example, an event can be triggered if particular errors are found during an automatic check of the data SAP workflow is particularly useful when there is a business process involving more than one person, when an automatic notification can replace a manual communication and when there is a defined set of individuals and/or documents implicated.

It organizes one’s work, alerts users and directs traffic by sending work items – once the user executes the work item, then another one can be sent to another user. For example, a Manager could use workflow to approve a vacation request from an employee. The workflow application would ensure that each person involved uses the correct online form and successfully completes their step before the planned leave was entered into SAP – either by an Administrator or automatically. By the same token, if someone registers for a training class, Workflow can act as an alert tool by notifying the supervisor in question or reminding the individual of an upcoming class.

Before implementing SAP Business Workflow, organizations should start by asking a series of questions,

such as: -

Which HR processes do we want to automate?
To what extent can we change current procedures and pass them over to electronic control?
What steps are these procedures made up of?
Who are the individuals involved and what are their roles?
How do we get the Work item to go to the right people?
Even though Workflow can be implemented via user-defined tables without the Organizational Management component in place, having a pre-defined organizational structure adds tremendous value and saves time.

A clear reporting structure made up of positions and position holders that is maintained by the HR department, ensures the ongoing ease-of-maintenance effort. The ability of HR personnel to add and delete users from positions as people come and go, without affecting your core workflows, is a tremendous long-term benefit. If you have Personnel Administration in place, employee’s email addresses can also be maintained by the HR department in addition to employee’s respective Time/HR and Payroll administrators who might be involved in the Workflow.

There are basically three options for connecting workflow to external email: Microsoft Outlook/Exchange, Lotus Notes or SAP Connect and Internet Mail. A key factor in SAP R/3 4.6 implementations and upgrades will be the use of a Web browser as the main workflow interface.

Benefits of SAP Workflow

Although the advantages gained by using workflow are not of financial nature, the time saved by optimizing processes could easily be translated into money. – The quality of your processes will be assured by sending relevant information directly to the user. Managers don’t have the time to search for information. For example if an employee obtains a qualification as a result of hard work or training, their Managers can be notified immediately. – Cycle time is reduced by providing all the necessary information needed: people can check their list of pending tasks and determine which tasks can be completed the next day without any negative impact. I.e. A Payroll Administrator might be notified immediately of an employee address change via ESS that might implicate taxes. – Workflow allows to monitor deadlines.

It could be used to remind employees of upcoming performance reviews or training or to send payroll year-end tasks items to the relevant Payroll Administrators. Deadline handing ensures that users perform the tasks within the time planned. Escalation measures ensure that the failure to meet a deadline can be corrected by other means. – Users can see at a glance how the process works and who will be selected to perform the different tasks, which creates a transparent work environment. – SAP contains Workflow templates, which can be used as a reference providing more than 200 Workflow samples. – Implementing Workflow will save costs. Ask yourself how much time is spent gathering information, getting hold of people, logging into different systems and trying to understand who to give a task to? How often does this current process fail and how labor intensive is it to fix it? Workflow reduces time and effort spent and the savings in days can be considerable.

How does it work?

There are several components of a workflow: Workflow Definition, Work Items, Triggering Events and at the Receiving end the Organizational Structure. The workflow definition is created in the Workflow builder and is made up of the various steps. Each step of the workflow definition can be a task pointing to a SAP transaction or a decision. A decision might contain specifications about agents and deadline monitoring for a step. The workflow is started either manually or by the system at runtime. For the system to start a workflow, the workflow definition must contain a triggering event (for example the event “Address update by the employee”). When the event occurs, the relevant workflow is started automatically. Tasks or Work items describe the activities involved and can refer to automatically executable methods (i.e. send an email to a supervisor) or they might need a user to execute them (i.e. supervisor has to go and click on a button in his workplace to approve something). Tasks refer to business objects, which are ABAP coding. Events are activities that trigger the workflow – one or several workflows at the time. Once the workflow is triggered, the definition flowchart determines when and in what order work happens. Work items are then received and executed in MS Outlook, Lotus Notes, mySAP Workflow MiniApp or the SAP integrated inbox. Alternatively, the workflow system can transmit e-mail notifications directly to any mail system, informing the user of the need to log in to the SAP system to execute the task. A work item is always assigned to one or more users. Once the task is executed, the work item vanishes from the other users’ inboxes.

Integration to Email systems

Usually executable work items are received in the Workflow inbox. But casual SAP users, especially Managers might forget to check their inbox at a regular basis and so it makes sense to set up reminder emails, informing people via a batch job that they have work items in their inbox. Alternatively, an email can be sent directly to their Lotus Notes / Outlook account with a hotlink to the Workflow inbox. All emails, whether they exists in the form of Workflow notifications, Workflow Work items, or just a standard SAP Office memo, are sent out of SAP through SAP Connect. This provides the all in one gateway between SAP and the mail server. The transport of workflow items between SAP Connect and the mail server (whether that’s Lotus Notes or Microsoft Outlook) has been facilitated by SAP provided add-ons that are fully optimized for the different protocols required for each server. Lotus Notes, for example, uses a ‘pipe’ called the MTA, or Message Transfer Agent. This was designed jointly between SAP and Lotus to provide full integration between the two systems.

It should be noted that the type of transport medium used is dependent on the mail server and not the mail client. In other words, if the employee uses Outlook on their computer but the mail server is a Lotus Domino server, the MTA would be the mail gateway used. Each workflow background user must have an email address stored in their user profile. It is note worthy that no approval or reply notification will be allowed from an external mail system – in other words external email systems cannot respond back to SAP for security reasons.

Looking ahead…

Workflow is becoming more and more web-oriented which allows external business partners to receive notifications. Companies can adopt Workflow together with “Webflow” where workflows can be initiated via Internet transactions and where different external business partners can receive notifications sent by the workflow. The Web inbox offers access to partner companies logging on to your Web portal and it refreshes itself automatically. Any type of work item can be executed directly from a centralized list of work items, no matter what graphical user interface is needed to run it. Webflow is particularly useful when a company deals with outside partners using different software platforms.

Workflows can make an ERP system more efficient by automating 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. It is essential that the Workflow consultant is an expert in ABAP development or has access to ABAP programmers since a good deal of the work is technical. You will also need someone familiar with Lotus Notes / Outlook concepts and development in order to create the interfaces between the systems. The Workflow consultant should also have experience in installing and integrating efficient electronic archive systems.

Basic Customizing settings in the SAP Business Workflow system

Before you can use the Workflow module, you must first execute the basic Customizing in transaction SWU3.

All of the listed points should be green (the number range for customer tasks is no longer required). A detailed description of the activities is provided in the relevant information buttons. You can also execute some (but not all) of the points using the Automatic Customizing button. See the online documentation for an exact description of what happens there. The RFC destination must work correctly and the user (usually WF BATCH) should have the SAP_ALL profile.

Inboxes: – Possible inboxes for work items

Use

The worklist of the user currently logged on to the Business Workplace is displayed in the workflow inbox.

Integration

As is the case for the workflow resubmissions and the workflow outbox, the workflow inbox is an integral part of the Business Workplace.

Features

Views in the workflow inbox

A user’s worklist can be displayed as an overview or according to the following grouping criteria:

Grouped according to task	The work items are grouped according to the tasks to which they belong.
Grouped according to content	The work items are grouped according to the object instances to which they belong.
Grouped according to content type	The work items are grouped according to the object types to which they belong.
Grouped according to sort key	The work items are grouped according to sort keys. Please refer to Grouping According to Sort Keys.

You can also choose from the following views:

Overdue entries
Deadline messages
Incorrect entries
Update

This function updates the worklist of the user currently logged on to the Business Workplace.

Worklist List of all work items that are assigned to a specific user at a particular time.

This user is one of the recipients of each work item.

The worklist is located in the workflow inbox in the Business Workplace.

Execute

To be executed, a work item must have either the status ready or the status in process.

When a dialog work item is executed, the object method to which the single-step task for this work item refers is carried out.

Dialog work item : Type W work item that represents a workflow step or a task at runtime, which requires dialog with the user. Dialog work items are usually displayed in the Business Workplace.

When a dialog work item that is based on a task is executed, the underlying object method is called. It is possible to monitor deadlines for dialog work item execution

When a missed deadline work item is executed, the most important information on the monitored work item is displayed.

Work item (type D) for notifying the message recipients for missed deadline. This work item is created by the runtime system if it discovers that a deadline has been missed for a work item, and notification is defined as reaction to this.

The notification takes place in the form of a missed deadline work item in the Business Workplaces of the relevant recipients. The recipients are specified within the step definition. The message text is entered within the definition of the task to be monitored.

When a missed deadline work item is executed, the most important information about the monitored work item is displayed.

Display work item

This function goes directly to the work item display

Reserve (dialog work items only)

This reserves a work item for execution by the end user in question. The work item must have the status ready. This work item is then no longer visible to the other recipients who could previously see it in status ready. The status of the work item changes from ready to reserved.

Replace (dialog work items only)

Replacing releases the work item from its reserved status and makes it available again to all of the original recipients. The status of the work item changes from reserved back to ready. The status of the work item must be reserved before it can be replaced.

Forward

Forwarding passes a work item on to another employee for execution.

Resubmit

If a user chooses this function, the selected work item is placed in workflow resubmissions.

Display workflow log

This function displays the workflow log.

Manage attachments … (Functions for attachment management, dialog work items only)

Display attachments

Create attachments

Change attachments

Delete attachments

More functions

Environment

Display objects in workflow (dialog work items only)

Display workflow relationships

Start Workflow

Create link

Activities

You can access the workflow inbox in the tree on the left in the Business Workplace via Workplace ? Inbox.

Basic Customization for HCM Workflow

Workflow basics

admin — Tue, 03 Aug 2010 09:50:33 +0000

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.

One Minute Dream of Software Engineer

admin — Thu, 15 Jul 2010 14:14:25 +0000

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 and 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”.

Small break again

admin — Tue, 06 Jul 2010 15:12:12 +0000

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.

Structural Authorizations in SAP HR with gotchas

admin — Fri, 02 Jul 2010 13:48:09 +0000

Structural Authorizations Overview

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

Auth Profile:
Chose an authorization profile. For this example we always selected the authorization profile that we were editing. Gotcha: The profiles that have not been saved will not show in the list.
Line Number:
Enter a line number for each authorization. (Each line in this screen is a separate authorization.) This is a unique identifier for the authorization. Choose any number, we chose 10 for our first authorization. The second authorization would be 20…
Plan Version:
Specify the current Plan version. Usually 01 (the active plan)
Object Type:
Specify object type We used O for Organizational Unit but you can assign authorizations to positions tasks and standard tasks too.
Object ID:
Specify the object ID of the object in the Object ID field.
Maintenance:
Two types of function codes exist. A function codes with “maintaining” and a code with “non-maintaining” attributes. The maintenance function code is linked to T77FC and is activated by flagging the Maintenance field. If the Maintenance field is flagged, maintenance is possible for the authorized objects defined in the PD Profiles.
Evaluation Path:
Select path from the list of delivered evaluation paths. Note: You can create a custom path via the IMG – “Maintain evaluation paths.” (O-S-P).
Status Vector:
Select the planning status (1-Active, 2-Planned, etc).
Depth:
Leave blank or specify the descending level of organizational units to access.
Sign: Controls access of structure direction. (+) or blank (default) Structure is viewed from root object and down. (-) Structure is viewed in reverse from root object.
Time Period:
Use this field if you want to restrict the auth. according to the validity period of the structure. If you select the entry D the authorization is limited to structures valid on the current day. Possible entries:Blank – All, D – Current Day, M – Current Month, Y – Current Year, P – Past, F – Future

Function Module:
This field allows you to specify a function module to determine the root object of the structural authorization. Possible entries: RH_GET_MANAGER_ASSIGNMENT (Determine organizational units for manager).This function module finds the root organizational unit with which the user is related via the position and relationship A012 (manages). RH_GET_ORG_ASSIGNMENT (Organizational assignment) This function module finds the root organizational unit to which the user is organizationally assigned.

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.

Evaluating Repetitive Structures in HR ABAP Programming

admin — Thu, 20 May 2010 04:45:01 +0000

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 Abaphr.com in SAP SDN Forum.

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.

SAP ABAP HR Program code using LDB PNP

admin — Sun, 14 Feb 2010 09:44:21 +0000

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…..

SAP HR ABAP Interview Faq’s

admin — Mon, 14 Sep 2009 04:43:31 +0000

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.

Fast cars and speed driving

admin — Thu, 19 Mar 2009 09:44:54 +0000

Just go through this… Realise the value of life

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.

Wage Type Configuration in SAP HR

admin — Mon, 09 Mar 2009 09:59:51 +0000

Step by step Process to create wage type in SAP HR with screen shorts:

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)

G/L account Configuration in SAP

admin — Thu, 26 Feb 2009 08:42:48 +0000

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.

SAP Payroll Schema. Functions , Rules and Operations – An overview

admin — Wed, 18 Feb 2009 12:32:41 +0000

How to read rules and Schemas

1.Structure of relationship in Rules and Schemas:
a)Schemas consist of Functions and Sub-schemas
b)Some functions have the rules attached to it as one of its parameter
c)Rules consist of a set of operations to perform some actions
d)Operations and Functions are the executable components

As per the diagram Set of Operations make a Rule which in turn attached to some functions and those functions embedded in Schemas or Sub-schemas (Inside the main schemas) to decide the flow of the payroll program.
Structure of a Schema:

Func: This column is used to give a function name.
Par1, Par2, Par3, Par4:
1. Function has maximum four parameters.
2. The function can have zero to four parameters as per the definition of the function.
3. Pressing F4 we can get the list of all the values which can be used as parameters.
4. For some functions in the first parameter is the name of the rule created.
5. These parameter values are predefined the function is being created.
D:
1. This column is used to comment and uncomment a function.
2. If (*) is being put then the line is commented and will not be executed in Payroll processing.
3. If nothing is given then the line would be executable.
Desc
1. In this column description for the function is being used.

Functions: Functions are used for;
• Performing some payroll computations (E.g. INEPF function calculates the PF amount of an employee during payroll run)
• Calling rules (E.g. P0045 function calls a rule INLN to compute the loan details of a personnel number).
• Getting data from Infotypes (E.g. P0581 will get the data from Infotype-581 for payroll processing).
• For some decisions. (E.g. IF & ENDIF function is used to execute as per the true and false decisions) etc.

Rules:
Rules are used for holding a set of operations for a particular requirement to be accomplished.

Attributes:
1. Program Class.
a. There are two program classes to be assigned to the rule while creating.
i. Payroll (C).
ii. Time (T).
2. Country Grouping.
a. For Payroll program class the country grouping should be mentioned. (E.g. 40 for India).
b. For Time management rule the country grouping should be (*).
3. Employee Sub-grouping.
a. All the wagetypes have an attribute of employee sub-grouping.
b. It varies client to client.
c. Value 3 means EE sub-grouping is 3.
d. Value * means all EE Sun-groupings.
4. Wagetypes.
a. The wagetype in the internal table which is meant to be processed by the rule.
b. If a value for Wagetype is being given then the particular wagetype is being queried for processing.
c. If **** has been given then all the wagetypes present in the particular internal table will be processed.
Structure of the Rule.

Frequently Used Internal Tables in PY Processing:

The Payroll driver uses lots of internal tables used for storing data temporarily in the program for processing. Some of the important internal tables are:

The structure of internal tables:

EE Sub-grouping:
1. The Wagetype is assigned to a particular Employee sub-group.
2. 3 is a particular employee subgroup for basic pay wagetype.
3. * value means for all EE sub-grouping.
Wagetype Code:
1. The Wagetype code number is the number assigned to a particular pay component.
Wagetype Description:
1. The description for the wagetype code.
NUM:
1. If there is a split for the wagetypes then this NUM field will make them different.
2. If A person’s basic salary is changed in the mid of the month then the wagetype will be split in two amounts with NUM = 01 and NUM = 02.
RTE:
1. The RTE column stores a value for;
a. Rate of interest.
b. Number of leave days.
c. Projection factor. Etc.
2. E.g. In the above diagram /401 wagetype has RTE value 10 which is the projection factor used for different calculations.
AMT:
1. This column possesses the amount of the particular wagetype.

Use of the internal tables:
1. The internal tables are being used for calculations on the NUM, RTE & AMT fields.
2. These internal tables are being read by the rules row by row.
3. The Calculation rule would be only processed for those wagetypes which are specified in the rule’s source code.
4. The row in the internal table containing the wagetype which has been defined in rule attributes will be placed in the header of the internal table for processing.
5. The processing would be as per the operations used in the rule.

Some important Operations & Functions:

The editor for Operations and Functions is PE04.

• While the payroll driver encounters a function and operation it would call a subroutine written in the payroll driver.
• The subroutine name for the operation will be OP****, Where **** will be the name of the operation.

For E.g. for Operation AMT the subroutine name would be OPAMT.

• The code written for the function will be found as a subroutine in payroll driver as FU****, where **** will be the name of the function.

For E.g. for function INEPF the subroutine name would be FUINEPF.

Operations:

AMT:
1. This Operation would fetch the Amount of the wagetype queried in the rule, in the Variable AMT for processing.
2. The Syntax of the Operation is ZZZOVVVV.
3. ZZZ -> AMT.
4. O -> Operand.
5. VVV -> Value or Variable.
6. For E.g. (AMT= 1000) will fetch the Amount of Wagetype 1000 into AMT.
7. Pressing F1 on the AMT Operation will provide the documentation.

RTE:
1. This Operation would fetch the Rate of the wagetype queried in the rule, in the Variable RTE for processing.
2. The Syntax of the Operation is ZZZOVVVV.
3. ZZZ -> RTE.
4. O -> Operand.
5. VVV -> Value or Variable.
6. For E.g. (RTE= /401) will fetch the Rate of Wagetype /401 into RTE.
7. Pressing F1 on the RTE Operation will provide the documentation.

NUM:
1. This Operation would fetch the Split indicator of the wagetype queried in the rule, in the Variable NUM for processing.
2. The Syntax of the Operation is ZZZOVVVV.
3. ZZZ -> NUM.
4. O -> Operand.
5. VVV -> Value or Variable.
6. For E.g. (NUM= 1000) will fetch the Split indicator of Wagetype 1000 into NUM.
7. Pressing F1 on the NUM Operation will provide the documentation.

ADDWT:
1. This Operation will append one more row in the internal table (Processed by the rule).
2. After calculating an amount from a particular wagetype the amount can be assigned to another wagetype and append to the internal table.
3. For E.g. ADDWT 2050 will add the NUM, RTE, AMT calculated to the NUM, RTE & AMT of the wagetype 2050.
4. If the Wagetype 2050 is not there before in the internal table then NUM, RTE & AMT would be 0.
5. If any value of these three variables are present before then they will be added to the calculated ones.

Functions:

PIT:
1. This function will read the internal table IT (Input table).
2. The function will hold a rule as first parameter.

PRT:
1. This function will read the internal table RT (Results table).
2. The function will hold a rule as first parameter.

PDT:
1. This function will read the internal table IT (Input table).
2. The function will hold a rule as first parameter.

PORT:
1. This function will read the internal table ORT (Old results table).
2. The function will hold a rule as first parameter.

P0014:
1. This function will read the Infotype 0014 for processing.
2. The function will hold a rule as first parameter.

N.B.
The documentation for all the Operations and Function is being provided, which can be viewed in PE04 (Editor for Operation and Function).

Few examples and live scenarios on writing PCRs related to Time schema.

Scenario. 1

The employees in a company accrues 2.5 days of Privilege Leave (PL) per month . But if they go on Unpaid leave (Ex: Education leave) or there is unrecorded absences the accrual entitlement has to be reduced. Actually if there is more than 10 days of Unpaid Leave and Unrecorded absences per month then the PL earned by an employee during the month is 0 else it is 2.5 Days

Environment

The organization has gone in for HR-Positive time keeping with clock-times and every employee has specific shift on any given day . The HR team runs time evaluation on a daily basis which basically compares the employee’s planned work schedule with actual attendance and decides on the employee’s attendance status . If there is no information from the employees on a working day the system marks him/her unrecorded absence. Also if there is authorized Unpaid leave (Study Leave) the HR Team enters the leave data in to the system

Implementation steps

Set Up Leave Type – Education Leave as Unpaid leave and PL

Set up Time types

Set up PL Quota Configuration

Write PCR for Populating

Solutions Description

Configure Leave types :

IMG Path: Personnel Time Management–>Time Data Recording and Administration–> Absences–>Absence CatalogàDefine Absence Types

Table : V_T554S

Following Leave types needs to be configured:

Absence type Code : 0100

Description Privilege Leave

Absence type Code : 0401

Description Study Leave

Determine Entry Screens and Time constraint classes

IMG Path: Personnel Time ManagementàTime Data Recording and Administration àAbsencesàAbsence CatalogàDetermine entry Screens and Time constraint class

Table : V_554S_O

Following Leave types needs to be configured:

Absence type Code :                 0100
Screen Number                        2001
Att/Abs Indicator                      A
Absence type Code :                 0401
Screen Number                       2000
Att/Abs Indicator                 A

Absence Counting rules
IMG Path: Personnel Time ManagementàTime Data Recording and Administration àAbsencesàAbsence CatalogàAbsence CountingàRules for Absence counting(New)àDefine Counting rules
Table : T556C
Following Counting rules needs to be configured:
Counting rules :                  100
Description                          Counting rule for PL
Week Days                           Check all the days
Day Types                            Check all Day types
Holiday classes                    Check all Holiday classes
Counting class for PWS        Check all the Counting classes
Daily Work Schedule class   Check all
Planned Hours=0                Check
Planned Hours > 0               Check
Condition for ATt/Absence Check only Full Day
Counting Hours/Days          Quota Multiplier ( 100%)
Rounding Rule                      ZA

Counting rule      :                401
Description                        Counting rule for Study Leave
Week Days                           Check all the days
Day Types                            Check only Day type=0
Holiday classes                    Check only Holiday class = 0
Counting class for PWS        Check all the Counting classes
Daily Work Schedule class   Check all
Planned Hours=0                Do not check
Planned Hours > 0               Check
Condition for ATt/Absence         Check < 1 day as well as Full day
Counting Hours/Days               Quota Multiplier ( 100%)
Rounding Rule                             ZA

Assign Counting rules to Absence types

IMG Path: Personnel Time Management–> Time Data Recording and Administration –> AbsencesàAbsence Catalog–>Absence Counting–>Assign counting rules to absence types
Table : T556C
Counting rules need to be assigned to Absence types
Absence type                      0100
Counting rules :                 100
Check ‘Quota Deduction’ Check box
Absence type                      0401
Counting rule      :              401
DO NOT check Quota deduction check box

Define Absence quota Types
IMG Path: Personnel Time Management–>Time Data Recording and Administration –>Managing time accounts–>Time Quota Types–>Maintain Absence quota Types
Table : V_T556A
Create Absence Quota Types
Absence quota type 10
Description Privilege Quota

Permit Generation of Quotas in Time Evaluation
IMG Path: Personnel Time Management–>Time Data Recording and Administration –>Managing time accounts–>Calculating Absence quota entitlements–>Automatic accrual of Absence quotas
Table : V_556A_B
Absence quota type 10
The Radio-button ‘Increase’ needs to be checked

Configure time types :
IMG Path: Personnel Time Management–>Time Evaluation–>Time Evaluation settings–> Define Time types
Table : V_T555A
Following time type needs to be configured:
Time type Code :                   9P01
Description                            PL Quota Accrual Multiplier
Cumulate Day Balance           1
Cumulate Period Balance       1
Time type Code :                   9P18
Description                        Unrecorded Absences During Planned Working Hrs
Cumulate Day Balance           1
Cumulate Period Balance       1
Time type Code :                   9P22
Description                        Late Coming Hours
Cumulate Day Balance               1
Cumulate Period Balance            1
Time type Code :                  9P23
Description                        Early going hours
Cumulate Day Balance               1
Cumulate Period Balance           1
Time type Code :                    9P24
Description                        Unrecorded Gaps other than Late Coming / Early Going
Cumulate Day Balance               1
Cumulate Period Balance           1
Time type Code :                   9P26
Description                        Late Coming Hours(Processed)
Cumulate Day Balance               1
Cumulate Period Balance           1
Time type Code :                   9P27
Description                        Early going hours(Processed)
Cumulate Day Balance               1
Cumulate Period Balance           1
Time type Code :                   9P28
Description                        Unrecorded Gaps other than Late Coming / Early Going                   (Processed)
Cumulate Day Balance               1
Cumulate Period Balance            1
Time type Code :                   9P35
Description                        Total Unpaid absence in Days
Cumulate Day Balance               1
Cumulate Period Balance           1
Time type Code :                   9P36
Description                        Total Unrecorded absence in Days
Cumulate Day Balance               1
Cumulate Period Balance           1

Set Base Entitlements
IMG Path: Personnel Time Management–>Time Data Recording and Administration –>Managing time accounts–>Calculating Absence quota entitlements–>Rules for Generating Absence QuotasàSet Base EntitlementsàBase Entitlement for Absence quota generation
Table : V_T559E
Absence quota type                10
Entitlement (Constant)             2.5 Days
Related to Period                  Time Evaluation Period

Determine Validity & Deduction Period
IMG Path: Personnel Time Management–>Time Data Recording and Administration –>Managing time accounts–>Calculating Absence quota entitlements–>Rules for Generating Absence QuotasàDetermine Validity & Deduction period
Table : V_T559D
Absence quota type                10
Validity From                      Time Evaluation Period – Start
Validity End                        Time Evaluation Period-End
Deduction From Date          Validity End + 1 Day
Deduction to Date               Validity End + 999 Months

Define Generation Rules for Quota Selection
IMG Path: Personnel Time Management–>Time Data Recording and Administration –>Managing time accounts–>Calculating Absence quota entitlements–>Rules for Generating Absence QuotasàDefine Generation rules for Quota Selection
Table : V_T559L
Absence quota type                10
Accrual Period                     Time Evaluation Period
Accrual Entitlement
Multiplication with Time Balance
Period Balance                     9P01 (Time Type)
Transfer Time                      Upon Accrual

Define Quota Deduction rules

IMG Path: Personnel Time Management–>Time Data Recording and Administration –>Managing time accounts–>Quota Deduction using attendance/Absence–>Define Deduction rules Using Attendance/Absence QuotasàDefine Deduction rules using Absence quotas
Table : V_556R_B
Deduction Rule 100
Absence Quota Type 10
Other Data can be the default values

Assign Deduction rules to Counting rules

IMG Path: Personnel Time Management–>Time Data Recording and Administration –>Managing time accounts–>Quota Deduction using attendance/Absence–>Define Deduction rules Using Attendance/Absence QuotasàAssign Deduction rules to Counting rules
Table : T556C
Counting Rule 100
Deduction rule 100

Describe Absence Valuation rules

IMG Path: Payroll International–>Absences–>Describe Absence Valuation rules
Table : V_T554L
Create two Valuation rules as follows :
01 Paid Leave
02 Unpaid Leave

Group Absences for Valuation

IMG Path: Payroll International–>Absences–>Group Absences for Absence Valuation
Table : V_554S_G
Following configuration needs to be done
LeaveType          Description                         Valuation Rule
0100                       Privilege Leave                 01
0401                       Study Leave                       02

Create Counting classes for Absence Valuation

IMG Path: Payroll International–>Absences–>Valuation of Absences–>Create Counting classes–>Define Counting classes
Table : V_T554E
Following configuration needs to be done
Counting class   Description
01                           Paid Leave
02                           Unpaid Leave

Setup Counting classes for Absence Valuation

IMG Path: Payroll International–>Absences–>Valuation of Absences–>Create Counting classes–>Set up counting classes for Absence valuation
Table : V_T554C

Following configuration needs to be done
AbsValGrpg Valuation Rule CC for Absences Paid (Check Box) Percentage

01 01 01 Check it 100%

01 02 02 Do not Check it 100%

Write following rules for PL Accrual

Rule ZI01:

This rule is written to compute the Unpaid absence days and store the same in Time type 9P35. In this context whenever an employee avails leave under leave type 0401 these leave days are stored in time type 9P35.This rule should be called by the function PTIP.(Refer Scenario 1)

VAKey	NL	T	Opn1	Opn 2	Opn3	Opn4	Opn5
		D	COLOP*	OUTTPABTYP
*
**
***
****
0401			HRS/S	ADDDB9P35

The rule should be called as follows:

PTIP ZI01

Rule ZI02

This rule moves the unrecorded Absences to 9P36 from 9P63 .(Please refer Scenario 1)

VAKey	NL	T	Opn1	Opn 2	Opn3	Opn4	Opn5
			HRS=D9P63	ADDDB9P36Z

This rule should be called as follows :

ACTIO ZI02

Rule ZI06

This rule is written to compute and Populate the time type 9P01 (PL Quota Multiplier). If period Balance of 9P35 and 9P36 is less than or equal to 10, the rule should move 1 to 9P01 else move 0 to 9P01

VAKey	NL	T	Opn1	Opn 2	Opn3	Opn4	Opn5
			HRS=D9P35	HRS+D9P36	HRS+M9P35	NEXTR
	1	D	HRS+M9P36	HRS?10
*			HRS=0	ADDDB9P01Z
<			HRS=1	ADDDB9P01Z

This rule should be called by function ACTIO and should be called just before CUMBT function

Scenario.2

Unrecorded Absences(Late Coming / Early going hours)

The employees have a specific planned work schedule and they need to clock-in to the work place at a particular time and are supposed be in the work spot for a specific number of working hours . If an employee clocks-in later than the planned start time , then he should be penalized for ‘Late-Coming’ and if an employee clocks-out earlier than the planned work end time then he should be penalized for ‘Early going’. However there are physically challenged employees who are allowed to clock-out earlier than the planned end time for a specific number of minutes . The penalty for Late-coming or Early-going is not exactly the number of minutes the employee clocked-in late or clocked-out early , but rounded as per the business rules of the Organization. The penalty is in the form of deducting amount from the salary in Payroll , proportional to the ‘Late Coming’ / ‘Early Going’ minutes/ hours .

Environment

The organization has gone in for HR-Positive time keeping with clock-times and every employee has specific shift . The HR team runs time evaluation on a daily basis which basically compares the employee’s planned work schedule with actual attendance and decides on the employee’s attendance status .

Technical Interpretation

The employee’s time events are compared with the planned start time and planned end time of the scheduled shift . The time pairs are formed by the system on this basis . Whenever the unrecorded time pair exists with the start time of the time pair as same as start time of the planned shift then the duration of such time pair can be designated as Late Coming Hours . Similarly Whenever the unrecorded time pair exists with the End time of the time pair as same as End time of the planned shift then the duration of such time pair can be designated as Early Going Hours

Solutions Description

Configure time types :

IMG Path: Personnel Time ManagementàTime EvaluationàTime Evaluation settingsà Define Time types

Table : V_T555A

Following time type needs to be configured:

Time type Code : 9P18

Description Unrecorded Absences During Planned Working Hrs

Cumulate Day Balance 1

Cumulate Period Balance 1

Time type Code : 9P22

Description Late Coming Hours

Cumulate Day Balance 1

Cumulate Period Balance 1

Time type Code : 9P23

Description Early going hours

Cumulate Day Balance 1

Cumulate Period Balance 1

Time type Code : 9P24

Description Unrecorded Gaps other than Late Coming / Early Going

Cumulate Day Balance 1

Cumulate Period Balance 1

Time type Code : 9P26

Description Late Coming Hours(Processed)

Cumulate Day Balance 1

Cumulate Period Balance 1

Time type Code : 9P27

Description Early going hours(Processed)

Cumulate Day Balance 1

Cumulate Period Balance 1

Time type Code : 9P28

Description Unrecorded Gaps other than Late Coming / Early Going (Processed)

Cumulate Day Balance 1

Cumulate Period Balance 1

Time type Code : 9P63

Description Temporary Time type used as variable

Cumulate Day Balance 1

Cumulate Period Balance 1

Configure Rounding Rule

IMG Path: Personnel Time ManagementàTime Data Recording and Administrationà Absencesà Absence Catalogà Absence Countingà Rules for absence countingà DefineRounding rules for counted absences

Table : V_T559R

Rule	Name	Seq No	Lower Limit	Include Flag	Upper Limit	Include Flag	Target Value	Roll
ZN	Late Coming Rounding Rule	001	0		0.5	Y	0.5
ZN	Late Coming Rounding Rule	002	0.5		1.0	Y	1.0

Set Time type determination

IMG Path: Personnel Time ManagementàTime EvaluationàTime Evaluation with clock timesà Time data processingà Set Time Type Determination

Table : V_T555Z

The time type 9P18 has been configured as Unrecorded absence during planned working hours

Configure Maximum Early Going hours for Handicapped employees

(Payroll Constant : ZIT01)

IMG Path: Personnel Time ManagementàTime EvaluationàTime Evaluation with clock timesà Time in lieu & split leave à Maintain Constant

Maintain Master data for Handicapped employees

For handicapped employees through Master data maintenance ‘Additional Indicator’ in Infotype 50 need to be maintained as ‘1′ .

Write following rules for computing the Late coming / Early going / Unrecorded gaps

Rule ZI03:

This rule is written to segregate the Late coming . Early going and other unrecorded gaps separately and also move the late coming hours to the time type 9P22. If the pair is early going pair the rule branches off to sub rule ZI05 and if the pair is unrecorded gaps then the rules branches off to sub rule ZI04

This rule is called by the function PTIP .

Rule ZI04

This rule moves the unrecorded gap hours to the time type 9P24.This rule is called by the rule ZI03

Rule ZI05.

This rule basically computes the early going hours . For handicapped employees this rule checks against the allowed limit of early going hours by looking at the Payroll constant ZIT01 . If the actual early going hours is less than the allowed hours then the early going is ignored else the hours of the time pair is passed onto the time type 9P23 .This rule is called by the rule ZI03

Rule ZI13

This rule rounds off the late coming and early going hours and also ensures that sum of Early going , Late coming and unrecorded gaps does not exceed the planned working hours .The rounded and processed Late coming Days, Early Going days and Unrecorded gap days are stored in the time types 9P26, 9P27 and 9P28 respectively. Finally sum of 9P26, 9P27 and 9P28 is passed on to the time wage type 9T28 for deduction of salary in Payroll.

This rule is called by the function ACTIO

Both these rules (ZI03 and ZI13) should be called in schema TM00 after the function TIMTP.

NICE STORY- Lets have a small break

admin — Fri, 30 Jan 2009 10:15:48 +0000

The Pickle Jar

The pickle jar as far back as I can remember sat on the floor beside the dresser in my parents’ bedroom. When he got ready f or bed, Dad would empty his pockets and toss his coins into the jar.

As a small boy I was always fascinated at the sounds the coins made as they were dropped into the jar. They landed with a merry jingle when the jar was almost empty. Then the tones gradually muted to a dull thud as the jar was filled.

I used to squat on the floor in front of the jar and admire the copper and silver circles that glinted like a pirate’s treasure when the sun poured through the bedroom window. When the jar was filled, Dad would sit at the kitchen table and roll the coins before taking them to the bank.

Taking the coins to the bank was always a big production Stacked neatly in a small cardboard box, the coins were placed between Dad and me on the seat of his old truck.

Each and every time, as we drove to the bank, Dad would look at me hopefully. ‘Those coins are going to keep you out of the textile mill, son You’re going to do better than me. This old mill town’s not going to hold you back.’

Also, each and every time, as he slid the box of rolled coins across the counter at the bank toward the cashier, he would grin proudly ‘These are for my son’s college fund. He’ll never work at the mill all his life like me.’

We would always celebrate each deposit by stopping for an ice cream cone. I always got chocolate. Dad always got vanilla. When the clerk at the ice cream parlor handed Dad his change, he would show me the few coins nestled in his palm. ‘When we get home, we’ll start filling the jar again.’ He always let me drop the first coins into the empty jar. As they rattled around with a brief, happy jingle, we grinned at each other. ‘You’ll get to college on pennies, nickels, dimes and quarters,’ he said. ‘But you’ll get there; I’ll see to that.’

No matter how rough things got at home, Dad continued to doggedly drop his coins into the jar.. Even the summer when Dad got laid off from the mill, and Mama had to serve dried beans several times a week, not a single dime was taken from the jar.

To the contrary, as Dad looked across the table at me, pouring catsup over my beans to make them more palatable, he became more determined than ever to make a way out for me. ‘When you finish college, Son,’ he told me, his eyes glistening, ‘You’ll never have to eat beans again – unless you want to.’

The years passed, and I finished college and took a job in another town. Once, while visiting my parents, I used the phone in their bedroom, and noticed that the pickle jar was gone. It had served its purpose and had been removed.

A lump rose in my throat as I stared at the spot beside the dresser where the jar had always stood. My dad was a man of few words, and never lectured me on the values of determination, perseverance, and faith.. The pickle jar had taught me all these virtues far more eloquently than the most flowery of words could have done. When I married, I told my wife Susan about the significant part the lowly pickle jar had played in my life as a boy. In my mind, it defined, more than anything else, how much my dad had loved me.

The first Christmas after our daughter Jessica was born, we spent the holiday with my parents. After dinner, Mom and Dad sat next to each other on the sofa, taking turns cuddling their first grandchild. Jessica began to whimper softly, and Susan took her from Dad’s arms.. ‘She probably needs to be changed,’ she said, carrying the baby into my parents’ bedroom to diaper her. When Susan came back into the living room, there was a strange mist in her eyes.

She handed Jessica back to Dad before taking my hand and leading me into the room. ‘Look,’ she said softly, her eyes directing me to a spot on the floor beside the dresser. To my amazement, there, as if it had never been removed, stood the old pickle jar, the bottom already covered with coins. I walked over to the pickle jar, dug down into my pocket, and pulled out a fistful of coins. With a gamut of emotions choking me, I dropped the coins into the jar. I looked up and saw that Dad, carrying Jessica, had slipped quietly into the room. Our eyes locked, and I knew he was feeling the same emotions I felt. Neither one of us could speak.

This truly touched my heart. I know it has yours as well. Sometimes we are so busy adding up our troubles that we forget to count our blessings.

Never underestimate the power of your actions. With one small gesture you can change a person’s life, for better or for worse..

God puts us all in each other’s lives to impact one another in some way. Look for Good in others.

The best and most beautiful things cannot be seen or touched – they must be felt with the heart ~ Helen Keller

- Happy moments, praise God.
- Difficult moments, seek God.
- Quiet moments, worship God.
- Painful moments, trust God.
- Every moment, thank God.

Personnel Administration (PA):

admin — Mon, 26 Jan 2009 17:48:44 +0000

PA involves administrating employee data, commonly referred to Master Data. Master Data contains all employee data used in HR processing. Master Data includes Personal (Eg. address), Organizational (Position description), Benefits (Insurance, Pension), Time & Payroll.
Master Data is stored in Infotypes. Infotypes are tables (for user Data entry screen) that contain logically related employee data. Data can be stored for specific periods, which includes current and historical.

Components of PA:

• Personnel Area: represents a division of a company code into subunits. It is an organizational entity representing an area within an organization defined by specific aspects of personnel administration, time management and payroll. Personnel areas are subdivided into personnel subareas. Personnel area is specific to HR and is a four character alphanumeric identification. Eg. Personnel area 100 is for employees in Karnataka, 200 is for Chennai.

• Personnel Subarea: is a further subdivision of Personnel area. It may represent geographical locations. Functions include:
1. Set groupings for Time Management, so that work schedules, substitution and absence and leave types can be setup for individual personnel subareas.
2. Generate default pay scale type and area for an employee’s basic pay.
3. Define public holiday calendar.

• Employee Groups: divides or groups employees into various categories. Eg. Active employees, Retired employees, Contractors. Employee groups are used to generate default values for payroll accounting area and basic pay.

• Employee Subgroups: are further differentiated within the employee group. Eg. Salaried employees, Hourly employees, Unionized employees, Executives. The employee subgroup grouping for the payroll rule allows you to define different payroll procedures for different employee subgroups. For eg. you can specify whether an employee’s pay should be determined on hourly or monthly basis. The employee subgroup grouping for the work schedule defines the validity of work schedule, and the attendance or absence quota type determines the validity of time quotas.

Introduction on SAP HR module

admin — Mon, 26 Jan 2009 17:41:33 +0000

The SAP HR module enables companies to effectively manage information about the people in their organization. It is integrated with other SAP modules and external systems. From the Organization Management perspective, companies can model a business hierarchy, the relationships of employees to various business units and the reporting structure among employees. The Personnel Administration (PA) sub module helps employers to track employee master data, work schedules, salary and benefits information. The Personnel Development (PD) functionality focuses on employees’ skills, qualifications and career plans. Finally, the Time Evaluation and Payroll sub modules process attendance and absences, gross salary and tax calculations, and payments to employees and third party vendors.

What is HR?

The task of Human Resource Management is to produce the organizational hierarchies, relationship between employees and to allow storage and administration of employee data.

Organization:

We can define an organization as an individual enterprise(company or industry) in which someone is leading it and with some departments like HR, Marketing, Finance, R&D etc.
For any organization employees are the most powerful resource. So to maintain the employee related data we require one system which ensures accuracy and consistent within the organization.

We are going to discuss the following areas in HR.

1) Personnel Administration
2) Personnel Development
3) Time Management
4) Payroll

Useful Transaction codes in SAP HR module

admin — Sun, 18 Jan 2009 18:36:40 +0000

Master Data

PA10   Personnel File
PA20   Display HR Master Data
PA30   Maintain HR Master Data
PA40   Personnel Events
PA41   Change Hiring Data
PA42   Fast Data Entry for Events
PRMD   Maintain HR Master Data
PRMF   Travel Expenses: Feature TRVFD
PRML   Set Country Grouping via Popup
PRMM   Personnel Events
PRMO   Travel Expenses: Feature TRVCO
PRMP   Travel Expenses: Feature TRVPA
PRMS   Display HR Master Data
PRMT   Update Matchcode
PSO3   Infotype overview
PSO4   Individual maintenance of infotypes

Time Management

PA51   Display Time Data
PA53   Display Time Data
PA61   Maintain Time Data
PA62   List Entry of Additional Data
PA63   Maintain Time Data
PA64   Calendar Entry
PA70   Fast Data Entry
PA71   Fast Entry of Time Data
PBAB   Maintain vacancy assignments
PT01   Create Work Schedule
PT02   Change Work Schedule
PT03   Display Work Schedules

Payroll

PC00   Run Payroll
PC10   Payroll menu USA
PE00   Starts Transactions PE01,PE02,PE03
PE01   Schemas
PE02   Calculation Rules
PE03   Features
PE04   Create functions and operations
PE51   HR form editor
PRCA   Payroll calendar
PRCT   Current Settings
PRCU   Printing Checks USA
PRD1   Create DME
SM31   Maintain Tables
SM12   Locked Secessions
TSTC   Table lookup
SPR0   IMG
SE16   Data Browser (Table reports)
PP03   PD Tables
PP0M   Change Org Unit
P013   Maintain Positions
PO03   Maintain Jobs

Benefits

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

Payroll

Benefits

General/Reporting

PM00   Menu for HR Reports
PM01   Dialogs in HR - Create custom infotypes
PRF0   Standard Form
PSVT   Dynamic Tools Menu
PAR1   Flexible employee data
PAR2   Employee list

PD – Organizational Management

PP0M   Change Org Unit
PO03   Maintain Jobs
PO13   Maintain Position
PO10   Maintain Organizational Unit
PP01   Maintain Plan Data (menu-guided)
PP02   Maintain Plan Data (Open)
PP03   Maintain Plan Data (event-guided)
PP05   Number Ranges
PP06   Number Range Maintenance: HRADATA
PP07   Tasks/Descriptions
PP69   Choose Text for Organizational Unit
PP90   Set Up Organization
PPO1   Change Cost Center Assignment
PPO2   Display Cost Center Assignment
PPO3   Change Reporting Structure
PPO4   Display Reporting Structure
PPO5   Change Object Indicators (O/S)
PPO6   Change Object Indicators O/S
PPOA   Display Menu Interface (with dyn.)
PPOC   Create Organizational Unit
PPOM   Maintain Organizational Plan
PPOS   Display Organizational Plan
PQ01   Events for Work Center
PQ02   Events for Training Program
PQ03   Events for Job
PQ04   Events for Business Event Type
PQ06   Location Events
PQ07   Resource Events
PQ08   Events for External Person
PQ09   Events for Business Event Group
PQ10   Events for Organizational Unit
PQ11   Events for Qualification
PQ12   Resource Type Events
PQ13   Events for Position
PQ14   Events for Task
PQ15   Events for Company
PSO5   PD: Administration Tools
PSOA   Work Center Reporting
PSOC   Job Reporting
PSOG   OrgManagement General Reporting
PSOI   Tools Integration PA-PD
PSOO   Organizational Unit Reporting
PSOS   Position Reporting
PSOT   Task Reporting

Recruitment

PB10   Init.entry of applicant master data
PB20   Display applicant master data
PB30   Maintain applicant master data
PB40   Applicant events
PB50   Display applicant actions
PB60   Maintain applicant actions
PB80   Evaluate vacancies
PBA0   Evaluate advertisements
PBA1   Applicant index
PBA2   List of applications
PBA3   Applicant vacancy assignment list
PBA4   Receipt of application

Macros in HR-ABAP programming

admin — Mon, 22 Dec 2008 13:51:25 +0000

Most commonly used Macros in ABAP-HR ?

Macro contains some part of source code which it will be useful for number of applications.( Like function modules )

Generally we use two macros in ABAP-HR or SAP-HR
RP-PROVIDE-FROM-LAST
RP-PROVIDE-FROM-FRST

Ex:
RP-PROVIDE-FROM-LAST P0000 SPACE PN-BEGDA PN-ENDDA.
IF PN-SW-FOUND = 1.
WRITE YOUR CONDITION.
ENDIF.

The macro RP-PROVIDE-FROM-LAST retrieves the last(latest) data record which is valid in the data selection period.
The macro RP-PROVIDE-FROM-FRST retrieves the first(start)data record which is valid in the data selection period.

For every macro, whether the operation was successful or not will be checked with PNP-SW-FOUND.
If PNP-SW-FOUND = 1 , then the operation is successful. ( same as sy-subrc but the value is in reverse case)

The macro RP-READ-INFOTYPE retrieves all the data record(s) which is valid in the data selection period.

If SY-SUBRC = 0 , then the process is successful.

All the Macros are stored in table TRMAC

Whenever you are using the macros like

RP-PROVIDE-FROM-LAST or
RP-PROVIDE-FROM-FRST,

check whether you have included logical database PNP in program attributes.

It is not necessary to include logical database PNP/PNPCE in your program when you are using the macro like

RP-READ-INFOTYPE A B C D E , where

A corresponds to PERNR which describes for which personnel number you require records.

B corresponds to INFOTYPE which describes from which infotype you require records.

C corresponds to data structure of the declared infotype (internal table like P0000 for infotype 0000) where all the records of the particular personnel number will be stored.

D corresponds to Start date.

E corresponds to End date.

What is Logical Database ?

admin — Tue, 16 Dec 2008 14:17:25 +0000

Logical database in SAP
The LDB is special type of ABAP program that combines the contents of certain related database tables and retrieve some related data and make it available to application programs.

In other words, a LDB is a method by which ABAP programs read and process the data. The sequence in which the data is supplied to the program is determined by a tree structure.

The LDB usually consists of the following components:

Structure
Selections
Database programs

Logical databases have a tree structure.A logical database can contain a maximum of 300 tables

SAPDBPNP is the name of the database program for the logical database PNP.

How are logical database used

1.Logical databases when generating an ABAP program

The selection screen generated contains the selections (SELECT-OPTIONS AND PARAMETERS) of both the logical database and the program.

The only database-specific selections displayed on the selection screen are those needed by the program for data retrieval purposes

2. Logical databases at run-time of an ABAP program

At run-time, the system processes the events in the program and in the logical database in the following order

Before displaying the selection screen, certain initializations (e.g. calculating default values such as key date, etc.) are performed for the selection screen by the logical database and the program.
The selection screen is displayed and the user enters data in the input fields.

The logical database and the program check that the input is correct and complete , but also that the user has the appropriate authorizations. If an error occurs, some fields are made ready for input again, so that the user can make the necessary correction(s).

In the event START-OF-SELECTION, the ABAP program performs any preliminary work (for ex, importing files).

The logical database reads the selected data and the program processes it within the GET events according to the sequence specified by the structure.

In the event END-OF-SELECTION, the ABAP program performs any concluding operations (for example, calculating totals, exporting files).

3 . Designing the selection screens
The standard selection screen of a logical database has a standard layout where SELECT-OPTIONS and PARAMETERS appear in the sequence they are declared, each on a new line. The system automatically generates such a screen for each program that does not have its own selection screen entered in the attributes.
You can define your own selection screens for any logical database . If the attributes of a program include the number of its own selection screen, the system uses this screen as a model when generating. Any program-specific selections appear after the database selections. The flow logic for such screens is also generated automatically and therefore cannot be modified. You cannot delete database selections

Functions of LDB:

Data retrieval :

The personnel data of each employee is loaded into the main memory where it can be accessed for processing.

Screening :

Employees can be selected according to the organizational criteria entered on the selection screen.

E.g…Hourly wage earners in a particular personnel sub area.
There are two types of screening..Person selection and data selection period.

Person selection defines those employees for whom a report is to be run.

E.g..Monthly wage earners in a specific personnel sub-area.
E.g..Personnel number range
E.g..Features of org.Assignment…Employees who assigned to certain cost center.
E.g..Employee status..Active or inactive.

The data selection period delimits the time period for which data is evaluated.
When you enter the data selection period,the provide loop retrieves the infotype records whose validity period overlaps with at least one day of this period.

Authorization check:

This ensures that the person starting the evaluation Is authorized to access the report data.

Lagical Data bases in HR ABAP:

PNP
PNPCE
PAP
PCH

Infotype 402 and Payroll results

hivamsi — Mon, 24 Nov 2008 08:56:16 +0000

Payroll results can be held in infotype 402, for this we need to do some configuration.
IMG Menu path – Personnel Admin –> Personnel Management –> HRIS –> Payroll Results.

Define Evaluation Results: The evaluation wage type is the name of the field – note it is not the actual wage type. The cumulation can be either M (Monthly cumulation), Q (Quarterly cumulation) and Y (Annual cumulation). If results have to be saved on IT 0402 this should be left blank. These 3 values relate to infotypes 0458 (Accounting infotype), 0459 (Quarterly Cumulation) and 0460 (Annual cumulation). The text entered in the field “Evaluation WTT Text” will be seen on the infotype. Choose either an amount or a number for the wage type.

Assign Wage Types: In this screen you do much the same as in the first step. In addition you need to link the different wage types to your evaluation wage type. You can also tick the checkbox to indicate that the wage type’s sign should change.

Set Up Payroll Accounting Infotypes: Highlight the wage type where you would like the results to appear – usually 402 to start with. Click on the evaluation assignment icon. Create your entry in the table that appears. Go back to the previous screen, select the infotype and click on the generate icon. You will notice the tick on the “generated” column once this has been done. The infotype should also be active. If you are doing this for the first time, you will need to tick the “acitve” box once you have generated the infotype.

Set Up Assignment for Payroll: Ensure your infotype exists in this table if you wish to have the infotype updated during the course of a payroll run. If you don’t have any data in this table, you can still run the report RPABRI00 to manually populate the infotypes.

So there are to ways to save the payroll results in 402 a) Maintain entries in T521F to automatically update infotype 402 after the payroll run. b) Run the RPABRI00 program to move the payroll data into infotype 402.

Difference between ABAP and HR ABAP

admin — Thu, 20 Nov 2008 12:23:22 +0000

ABAP vs HR ABAP

The following concepts are defined in ABAP HR which is different with other modules.

1) Use of Infotypes

2) The use of Logical Database

3) Use of Macros and Provide statement

4) Storage and Access of data

5) Authorization checks

There is nothing much difference between abap and hr abap. The way we retrieve the data from data base is deferent.

In general ABAP data is stored in Tables, but coming to HR ABAP employee data is sorted through Infotypes. The way we retrieve the data from infotypes is deferent in hr abap.

In general ABAP we use Logical data base very rare, as in HR ABAP most of the programs use Logical data base to select data from Infotypes by using Get event.

In ABAP we use read statement to read particular record, still in HR ABAP we do use read statement apart from that we have Macros and provide statement.

Macro is pre defined code (like function module) which reads data from internal table (internal infotype) based on dates.

Provide statement is like Select statement but selects data from internal table

Storage and access of data in hr abap is completely deferent in hr abap comparing with ABAP. We use transaction code PA20 and PA30 to maintain data in infotypes.

PA20 is display mode and PA30 is change mode. We can create, change, display, copy, and delete in infotypes with PA30 transaction.

For Infotypes authorizations can be maintained infotype and subtype (field) level as HR data is more sensitive and secrete.

Will discuss in detail of above bullet points as a separately.

Attitude is Everything

admin — Mon, 17 Nov 2008 10:04:10 +0000

An old man lived alone in Minnesota. He wanted to spade his potato garden, but it was very hard work. His only son, who would have helped him, was in prison. The old man wrote a letter to his son and mentioned his situation:

Dear Son,

I am feeling pretty bad because it looks like I won’t be able to plant my potato garden this year. I hate to miss doing the garden because your mother always loved planting time. I’m just getting too old to be digging up a garden plot. If you were here, all my troubles would be over. I know you would dig the plot for me, if you weren’t in prison.

Love,
Dad

Shortly, the old man received this telegram: “For Heaven’s sake, Dad, don’t dig up the garden!! That’s where I buried the GUNS!!”
At 4 a.m. the next morning, a dozen FBI agents and local police officers showed up and dug up the entire garden without finding any guns. Confused, the old man wrote another note to his son telling him what happened, and asked him what to do next.

His son’s reply was: “Go ahead and plant your potatoes, Dad. It’s the best I could do for you from here.”

MORAL: NO MATTER WHERE YOU ARE IN THE WORLD, IF YOU HAVE DECIDED TO DO SOMETHING DEEP FROM YOUR HEART, YOU CAN DO IT. IT IS THE THOUGHT THAT MATTERS NOT WHERE YOU ARE OR WHERE THE PERSON IS.

More information on sap hr-abap infotypes

admin — Tue, 11 Nov 2008 08:13:40 +0000

More information on SAP hr abap infotypes:

Infotype data is period-based (time-dependent), in other words, it is only valid for specific periods. For this reason, each record has a start date and an end date.

The database does not normally contain only one record for each infotype and personnel number but several records with different validity periods.

E.g. 0001 – Org Assignment
0000 – Actions

Sap hr Infotype ranges:

0000 to 0999 – HR Master data / Applicant data (PA)

1000 to 1999 – Organizational Management (OM)

2000 to 2999 – Time data (TM)

4000 to 4999 – Applicant data

9000 to 9999 – Customer defined

Most commonly used infotypes in SAP HR:

0000 Actions

0001 Org. Assignment

0002 Personal Data

0003 Payroll Status

0006 Addresses

0007 Planned Working Time

0008 Basic Pay

0009 Bank Details

0014 Recur. Payments/Deds.

0015 Additional Payments

0021 Family details

0022 Education details

0041 Date Specifications

0167 Health Plans

0168 Insurance Plans

0169 Savings Plan

0170 Flexible Spending Account

0171 Gen. Benefits Information

0221 Manual Checks

0267 One time Payment off-cycle

2001 HR Time Record: Infotype 2001 (Absences)

2002 HR Time Record: Infotype 2002 (Attendances)

2006 HR Time Record: Infotype 2006 (Absence Quotas)

2005 HR Time Record: Infotype 2005 (Overtime)

2007 HR Time Record: Infotype 2007 (Attendance Quotas)

ABAP vs HR-ABAP

admin — Mon, 10 Nov 2008 15:08:26 +0000

What is the difference between abap and abap hr?

The following concepts are defined in ABAP HR which is different with other modules .

n Use of Infotypes

n The use of Logical Database

n Use of Macros and Provide statement

n Storage and Access of data

n Authorization checks

Infotype concept in sap hr, Creation of infotype, Enhancement of infotype

admin — Thu, 06 Nov 2008 16:28:35 +0000

What is Infotype?

Infotypes are information units through which we can enter the data into tables. The Infotypes are used to group related data fields together. In general words its data entry screen from where we can store the data into tables. Naming conversion of infotype is four digits numerical. Each infotype will have corresponding data base table to it.

For example

Infotype 0006 is Address

The data stored for this infotype in table PA0006.

We can view the infotype data in two ways using below transactions:

1)Go to transaction code SE11 and enter the PA0006 and display or

2)Go to transaction code PA20 and enter the employee number (ex 1000) and infotype number (0006) for address details and click on overview.

Changing the infotype data: If you want to change or create the infotype data for example 00006.

1)Go to transaction code PA30 and enter the employee number (example 1000) and infotype number (0006) for address details and click on create or change based on your requirement.

2)After creating of changing of infotype data click on over view to view all the records related to that particular employee.

The difference between the PA20 and PA30 transaction are display mode and change mode respectively.

Why Infotype?

As HR is related to time, we require old data as well as new data. The data we enter into the infotypes are automatically checked for accuracy and against the table entries.

In simple, HR data is huge and to access data easily we require Infotype.

For more information click on the link: hr_abap_training Consist of fallowing details.

Brief description of modules in SAP-HR

Concept of Infotypes

Infotype Structures

Creation of infotype

Enhancement of infotype

HR Macros

Use of Provide statement

Cluster reading for Payroll results

have a look at material page for more information

New Personnel sub area creation and relevant groupings configurations.

admin — Wed, 05 Nov 2008 08:48:23 +0000

New Personnel sub area creation and relevant groupings configurations.

1) Create Personnel sub area for a Personnel Area

2) Pay scale Structure to Enterprise Structure

3) Personnel subarea to Primary Wage Types

4) Personnel subarea to Work schedules

5)Work schedules Use value 10 for all

6) Public holiday calendar

7) Assign PA/PERSONNEL SUBA REA to Tax Company code

Go to Payroll section –> US Payroll –> Tax –> Assign company to Personnel Area

Double click the relevant entries and assign the right company code on the next screen

Assignment Comments:

T5U0P: Assign tax company to personnel area

V_001P_M: Define Groupings for the Public Holiday Calendar

V_001P_N:Group Personnel Subareas for the Work Schedule

V_001P_C: Check Assignment of Pay Scale Structure to Enterprise Structure

V_001P_K: Personnel Subareas for Primary Wage Type

V_T001P: Personnel Subareas

Find the below Link with screen shorts.
create-psa-for-a-pa

Useful function modules in ABAP-HR

admin — Mon, 03 Nov 2008 15:01:45 +0000

RS_PROGRAM_CHECK_NAME: To check program names if you are generating them.

RS_CORR_INSERT : To insert the correction request in the repository.

REPS_OBJECT_ACTIVATE: To activate repository objects, for example – to activate a newly generated program.

RS_DELETE_PROGRAM: To delete the program.

RS_ACCESS_PERMISSION: To lock or unlock a program.

Function Modules related to Date and Time Calculations

CALCULATE_DATE: Calculates the future date based on the input .

DATE_TO_DAY: Returns the Day for the entered date.

DATE_COMPUTE_DAY: Returns weekday for a date

DATE_GET_WEEK: Returns week for a date

RP_CALC_DATE_IN_INTERVAL: Add days / months to a date

Function Modules related to (ALV) ADVANCED LIST VIEWER

REUSE_ALV_LIST_DISPLAY: ABAP List viewer (LIST DISPLAY)

REUSE_ALV_GRID_DISPLAY: ALV GridControl full screen

REUSE_ALV_FIELDCATALOG_MERGE: Create field catalog from dictionary structure or internal table

Function Module related to Change Tracking

CHANGEDOCUMENT_READ_HEADERS: Read and format change documents

DAY_ATTRIBUTES_GET: Returns attributes for a range of dates specified

MONTHS_BETWEEN_TWO_DATES: To get the number of months between the two dates.

END_OF_MONTH_DETERMINE_2: Determines the End of a Month.

HR_HK_DIFF_BT_2_DATES: Find the difference between two dates in years, months and days.

FIMA_DAYS_AND_MONTHS_AND_YEARS: Find the difference between two dates in years, months and days.

MONTH_NAMES_GET: Get the names of the month

IDWT_READ_MONTH_TEXT: Get the MONTH TextWEEK_GET_FIRST_DAY : Get the first day of the week

HRGPBS_HESA_DATE_FORMAT: Format the date in dd/mm/yyyy format

SD_CALC_DURATION_FROM_DATETIME: Find the difference between two date/time and report the difference in hours

L_MC_TIME_DIFFERENCE: Find the time difference between two date/time

HR_99S_INTERVAL_BETWEEN_DATES: Difference between two dates in days, weeks, months

LAST_DAY_OF_MONTHS: Returns the last day of the month

DATE_CHECK_PLAUSIBILITY: Check for the invalid date.

DATE_2D_TO_4D_CONVERSION: Year entry: 2-character to 4-character.

DAY_IN_WEEK: Input date and will give the name of the day 1-monday,2-Tuesday….

SD_DATETIME_DIFFERENCE: Give the difference in Days and Time for 2 dates

Function Modules Related To Formatting

CLOI_PUT_SIGN_IN_FRONT: Displays the negative sign in front of the numeral.

RKD_WORD_WRAP: Wrap text into several lines

CONVERSION_EXIT_ALPHA_INPUT: Pad zeros to the number at the left

CONVERSION_EXIT_ALPHA_OUTPUT: Eliminate zeros to the number at the left

READ_EXCHANGE_RATE: Exchange Conversion

SPELL_AMOUNT: Transforms numeric values into text

Function Modules Related To Dialog Prompts

POPUP_TO_CONFIRM: Displays a popup dialog with a user defined message for confirmation

POPUP_TO_GET_VALUE: Displays a popup dialog requesting a value for a particular table-fieldname

SAPGUI_PROGRESS_INDICATOR: Displays a progress bar with text to denote the percentage of completion and status

FILENAME_GET: Displays a popup dialog to get the presentation server filename

F4_DATE: Displays a popup dialog to choose date

POPUP_TO_SELECT_MONTH: Display a pop-up to select a month

GET_PRINT_PARAMETERS: Printer parameters

Function modules related to RFC communication

RFC_CONNECTION_CLOSE: Close a RFC connection

RFC_GET_SYSTEM_INFO : Give system’s information of a remote system

Function modules related to reading/writing files

FILE_READ_AND_CONVERT_SAP_DATA: Uploads the file from either presentation or application server into an internal table

SUBST_GET_FILE_LIST: To get the list of files from Application Server.

ALSM_EXCEL_TO_INTERNAL_TABLE: Legacy Data Transfer w/ Excel

WS_FILE_DELETE: Delete files on UNIX server

PFL_COPY_OS_FILE: Copy UNIX files

EPS_GET_DIRECTORY_LISTING: Returns all files from a Server directory

Function Modules related to sending emails

SO_NEW_DOCUMENT_ATT_SEND_API1 – Sends emails with texts and attachments
SO_NEW_DOCUMENT_SEND_API1 – Sends emails with texts.

Function Modules related to F4 Help

F4IF_INT_TABLE_VALUE_REQUEST – F4 help also returning the value to be displayed in internal table

Function Modules related to data maintenance

VIEW_MAINTENANCE_CALL – To maintain data from a table

Function Modules related to FI, CO and SD Modules

FOR_ALL_SKC1A : Account subtotal

VC_I_GET_CONFIGURATION : Sales Purchase details configuration

SD_PRINT_TERMS_OF_PAYMENT : Print terms for unique payment

SD_PRINT_TERMS_OF_PAYMENT_SPLI : Print terms for some parcels payment

J_1B_NF_DOCUMENT_READ : Read NF details

J_1B_NF_VALUE_DETERMINATION : Read values from NF returned combined with J_1B_NF_DOCUMENT_READ using.

Bankruptcy concept

admin — Mon, 03 Nov 2008 13:55:33 +0000

Once there was a little island country. The land of this country was the tiny island itself. The total money in circulation was 2 dollars as there were only two pieces of 1 dollar coins circulating around.

1) There were 3 citizens living on this island country. A owned the land. B and C each owned 1 dollar.

2) B decided to purchase the land from A for 1 dollar. So, now A and C own 1 dollar each while B owned a piece of land that is worth 1 dollar.

The net asset of the country now 3 dollars.

3) Now C thought that since there is only one piece of land in the country, and land is non producible asset, its value must definitely go up. So, he borrowed 1 dollar from A, and together with his own 1 dollar, he bought the land from B for 2 dollars.

A has a loan to C of 1 dollar, so his net asset is 1 dollar.
B sold his land and got 2 dollars, so his net asset is 2 dollars.
C owned the piece of land worth 2 dollars but with his 1 dollar debt to A, his net residual asset is 1 dollar.
Thus, the net asset of the country 4 dollars.

4) A saw that the land he once owned has risen in value. He regretted having sold it. Luckily, he has a 1 dollar loan to C. He then borrowed 2 dollars from B and acquired the land back from C for 3 dollars. The payment is by 2 dollars cash (which he borrowed) and cancellation of the 1 dollar loan to C. As a result, A now owned a piece of land that is worth 3 dollars. But since he owed B 2 dollars, his net asset is 1 dollar.

* B loaned 2 dollars to A. So his net asset is 2 dollars.
C now has the 2 coins. His net asset is also 2 dollars.
The net asset of the country 5 dollars. A bubble is building up.

(5) B saw that the value of land kept rising. He also wanted to own the land. So he bought the land from A for 4 dollars. The payment is by borrowing 2 dollars from C, and cancellation of his 2 dollars loan to A.

As a result, A has got his debt cleared and he got the 2 coins. His net asset is 2 dollars.
B owned a piece of land that is worth 4 dollars, but since he has a debt of 2 dollars with C, his net Asset is 2 dollars.
C loaned 2 dollars to B, so his net asset is 2 dollars.
The net asset of the country 6 dollars; even though, the country has only one piece of land and 2 Dollars in circulation.

(6) Everybody has made money and everybody felt happy and prosperous.

(7) One day an evil wind blew, and an evil thought came to C’s mind. “Hey, what if the land price stop going up, how could B repay my loan. There is only 2 dollars in circulation, and, I think after all the land that B owns is worth at most only 1 dollar, and no more.”

(8) A also thought the same way.

(9) Nobody wanted to buy land anymore.

*So, in the end, A owns the 2 dollar coins, his net asset is 2 dollars.

B owed C 2 dollars and the land he owned which he thought worth 4 dollars is now 1 dollar. So his net asset is only 1 dollar.

C has a loan of 2 dollars to B. But it is a bad debt. Although his net asset is still 2 dollars, his Heart is palpitating. The net asset of the country is 3 dollars again.

(10) So, who has stolen the 3 dollars from the country Of course, before the bubble burst B thought his land was worth 4 dollars. Actually, right before the collapse, the net asset of the country was 6 dollars on paper. B’s net asset is still 2 dollars, his heart is palpitating.

(11) B had no choice but to declare bankruptcy. C as to relinquish his 2 dollars bad debt to B, but in return he acquired the land which is worth 1 dollar now.

A owns the 2 coins; his net asset is 2 dollars.

B is bankrupt; his net asset is 0 dollar. ( he lost everything )

C got no choice but end up with a land worth only 1 dollar. The net asset of the country is 3 dollars.

************ **End of the story; BUT ** ************

There is however a redistribution of wealth.

A is the winner, B is the loser, C is lucky that he is spared.

A few points worth noting -

(1) When a bubble is building up, the debt of individuals to one another in a country is also building up.

(2) This story of the island is a closed system whereby there is no other country and hence no foreign debt. The worth of the asset can only be calculated using the island’s own currency. Hence, there is no net loss.

(3) An over-damped system is assumed when the bubble burst, meaning the land’s value did not go down to below 1 dollar.

(4) When the bubble burst, the fellow with cash is the winner. The fellows having the land or extending loan to others are the losers. The asset could shrink or in worst case, they go bankrupt.

(5) If there is another citizen D either holding a dollar or another piece of land but refrains from taking part in the game, he will neither win nor lose. But he will see the value of his money or land goes up and down like a see saw.

(6) When the bubble was in the growing phase, everybody made money.

(7) If you are smart and know that you are living in a growing bubble, it is worthwhile to borrow money (like A ) and take part in the game. But you must know when you should change everything back to cash.

(8) As in the case of land, the above phenomenon applies to stocks as well.

(9) The actual worth of land or stocks depends largely on psychology.

A Small Story

admin — Mon, 03 Nov 2008 13:35:27 +0000

“The only survivor of a shipwreck was washed up on a small,uninhabited island. He prayed feverishly for God to rescue him.

Every day he scanned the horizon for help, but none seemed forthcoming.
Exhausted, he eventually managed to build a little hut out of driftwood to protect himself from the elements, and to store his few possessions. But then one day, after scavenging for food, he arrived home to find his little hut in flames, the smoke rolling up to the sky.

The worst had happened ~ everything was lost. He was stunned with grief and anger. “God, how could you do this to me?” he cried. Early the next day, however, he was wakened by the sound of a ship that was approaching the island. It had come to rescue him. “How did you know I was here?” asked the weary man of his rescuers. “We saw your smoke signal,” they replied.

It’s easy to get discouraged sometimes when things appear to be going badly. But we shouldn’t lose heart, because God is at work in our lives, even in the midst of pain and suffering. Remember, next time your little hut is burning to the ground, it just may be a smoke signal that summons the grace of God.

For all the negative things, we have to say to ourselves, God has a positive answer for it. Pass this on, you never know whose life may be in need of this today. Believe me, there are some days when we all feel that our huts are burning.

Garnishment in SAP

admin — Fri, 31 Oct 2008 16:47:35 +0000

Q1. What is a garnishment?
A1. Garnishments are payroll deductions which differ from other types of deductions in that they are governed by goverment and judicial rules. They are compulsory for both the employee and employer. The employer generally is liable for 100% of the amount it fails to withhold pursuant to a garnishment order and penalties and punitive damages can be imposed for failure to properly comply with the terms and conditions of an order.

Q2. How is a garnishment initiated and what is the process?
A2. Generally, an employee experiences financial trouble and a court mandates an order that stipulates the deduction amount and frequency which is received by the employee’s HR department, the information is then entered into R/3, the amount is deducted when processing RPCALCU0, the vendor is paid via Third Party Remittance and the employee and vendors are notified of these deductions through automatically generated letters.

Q3. What types are garnishments are there?
A3. R/3 handles 5 main categories:
Support (child, spousal, and medical)
Creditor
Federal debts (student loans and administrative wage
garnishments (AWG))
Federal and State Tax Levies
Voluntary Garnishments

Q4. What is the difference between Exempt and Non-Exempt amounts?
A4. The exempt amount is the amount which cannot be taken to satisfy a
garnishment and the non-exempt amount is the amount that can be taken.

Q5. How is the exempt and non-exempt amounts calculated?
A5. Various rules apply based on the type and priority of the garnishment. There are Federal and State rules and the state rules will vary from state to state.

Q6. What if an employee has multiple garnishments?
A6. Garnishments are processed based on priority rules. Generally, child support orders have the highest priority, Federal Tax Levies have the second highest priority and then other types of garnishments are on a first come, first serve basis.

Infotypes -
Q7. What infotypes are used within R/3?
A7. There are three infotypes designated for garnishment processing.
IT0194 – Garnishment Document
IT0195 – Garnishment Order
IT0216 – Adjustments
The document information is entered on IT0194 and the actual deduction amount and frequency is entered on IT0195. The two infotypes are linked via a system generated internal number and you can have multiple orders (IT0195) for one document (IT0194) and these are linked via a system generated sequence number. Infotypes 0195 and 0216 can only be created once an IT0194 record has been created and saved. For processing purposes, RPCALCU0 reads IT0195.

Q8. How do I make changes to an existing Garnishment Order (IT0195)?
A8. With Edit -> Copy, you can make changes to the Order, but keep the same sequence number and maintain a history in the system. With selecting Change, you can make changes but no history is maintained. Also, a change can be made through creating a new IT0195 which maintains history, however a new sequence number is generated and the order is now processed as a separate order in R/3 and does not cumulate as part of the original order. IT0195 should always be accessed via IT0194 when making changes.

Q9. When should I use the Adjustment IT0216?
A9. IT0216 should be used to correct errors in RPCALCU0; additional deductions are required; to enter a new balance; refund from vendor; exceptional payments; separate calculation; calculate end date;
or stopped vendor payment.

Customizing

Q10. What are the relevant tables for Garnishment Processing?
A10. T5UG0 – Garnishment Order Types
T5UG1 – Garnishment Categories
T5UG2 – Adjustments to the Disposable Net
T5UG3 – Model for the Non-exempt amount
T5UG4 – Rules for calculation of Non-exempt amount
T5UG5 – Model Key and Text for Adjustments to the Disposable Net
T5UG6 – Government Rules for Service Charges
T5UG7 – Government Rules for 3PR
T5UG8 – Company Rules for 3PR
T5UG9 – Garnishment Default Values
T5UGA & T5UGB – Special Rules for the Calculation of the
Non-exempt amount
T5UGA – Rule Key/Names & Texts for special variables to
display on IT0195 screen
T5UGB – Sequence of Operations to be performed
T5UGC – Service Chg Rule Key and Text for Country/State/Document
category combination
T5UGD – Levy Form – Filing Status listed
T5UGE & T5UGF – Levy Form – Exempt amount and additional
exempt amount for each filing status
T5UGG – Company Rules for Service Charges
T5UGH – Levy Form – Forms Defined
T5UGI – Letters – Select Form & User exit for letter type
T5UGJ & T5UGK – Not Customizing Tables, used for the Printing
Request for the Notice and Answer Letters
T5UGL – Letters – Definition & location of user exit
T5UGM – Garnishment Originator on IT0194

Payroll Processing -
Q11. What are the wage types associated with Garnishments?
A11. /G00 – Disposable Net
/G01 – Gross for Garnishment
/G02 – Completely Non-exempt
/G03 – Garnishment Total Amount Deducted
MG10 trough MG70 delivered templates for Garnishments to be taken

Q12. What are the Garnishment Cluster Tables and what do they represent?
A12. GRDOC – corresponds to garnishment document (IT0194)
GRORD – corresponds to garnishment order (IT0195) or garnishment
adjustment (IT0216)
GRREC – actual deductions and wage types and also used to carry
forward results

Q13. Where are garnishments calculated in RPCALCU0?
A13. Garnishments are processed via the schema UGRN following the calculation of taxes (UTX0). The actual amount to be taken is
calculated with the function UGARN.

Q14. What is the main garnishment Include?
A14. The main garnishment include is RPCPIUU0 – forms called by
UGARN. Also of importance is RPCPIUF0 – function UGARN.
Quick Tips for Troubleshooting Garnishment Processing
Q1. What are some items to check when troubleshooting Garnishment Processing in R/3?
A1: Review the following:
o On IT0194, check the validity dates, determine what kind of garnishment, how many are involved and the status of the garnishment (e.g. active, pending).
o Check the IT0195 validity dates and note the Remit Rule, deduction amount, frequency and how many IT0195’s are involved.
o Review RPCLSTRU and the payroll dates in question, keep in mind the information found on IT0195 and the Garnishable period is from the beginning of the pay period to the actual check date. Garnishments are deducted based on the check date.
o Within the EE’s results, also check for wage types /G00, /G01, /G02 and /G03 and the wage type for the garnishment to see how much was deducted.
o Still within the EE’s results, review the GRORD record and check the limit, disposable net, month to date, deduction to vendor (DEVEN) and the deduction from infotype (DEINF).
o Multiple garnishment processing, be sure the system can legally take all the garnishments.
o Check schema UGRN for any customer modifications.
o Double check that Notes have been applied correctly and completely.
o Review the Garnishment History either via IT0194 or IT0195 which lists the actual deductions taken with the check date.
o Also via IT0194 or IT0195, you can view Customizing details (Environment -> Customizing details; 4.6C Extras -> Customizing Review)
o Both the Disposable Net and calculated Net Pay should be the same.
Q2. Why was an IT0216 record not processed?
A2. IT0216 can be edited/deleted before running payroll. If payroll is run and there is no wage type listed on IT0216, this record will not be read nor will it be posted to FI.

Q3. Why does a deduction occur after the initial balance has been met?
A3. It is most likely misconfiguration of the Ordre Category (table T5UG0). Usually, it is a State Levy that has been given the Order Category of a Federal Levy. A State Levy should have the Order Category ‘3? for Generic in table T5UG0. The order category ‘2? Levy only applies to a Federal Levy. Also, a Federal Levy will not stop when an initial balance is reached because by law, it can only be manually stopped by changing the status of IT0194 to ‘4? Released, once the company has received Form 668-D from the IRS. (Please Review Related Note 521735.)

Q4. How is General Disposable Net calculated?
A4. There are two ways to calculate general Disposable Net (/G00).Either start with the gross amount (/101) and subtract exempt amount or start with 0 and add up all the earning wage types to be included (e.g. M003). This is configured via PRCL 59, double check the values for the wage types in question for this PRCL. A useful tool for checking Processing Classes for wage types is program RPDLGA20 (choose the Output radio button ‘Tree Structure’).

Q5. How are garnishments and Arrears handled?
A5. Garnishments do not follow the same Arrears principles as other deductions. The arrears functionality for garnishments only refers to deductions within a particular month. If the total amount of a garnishment cannot be taken for the month, the remaining amount does not carry forward to the next month. The values for Arrears processing are set in table T51P6 and for all garnishment wage types, the value for Arrears should be a ‘4? and the Retro column should be blank in this table.(Please see Note 338841.)

Q6. Can Garnishment wage types be entered on a NAMC (IT0221)?
A6. No, Garnishment wage types cannot be entered on IT0221.There is a V0 split indicator that connects garnishment Wage types to garnishment tables and there is no V0 split on IT0221.

Q7. How are garnishmnents handled during Retroactive Accounting?
A7. Garnishments will not recalculate in a retrocalculation. The amount originally deducted continues to be carried forward. Consequently, no retroactive changes should be performed for garnishments. If changes need to be made, perform an EDIT – >COPY operation that will result in delimiting the IT0195 record.

Q8. What do I check for priority issues; double, incorrect or missing deductions?
A8. First check IT0194 and IT0195 and their validity dates and priority. Make sure the Rule in IT0195 was customized to do what is expected. Look at the Disposable Net and Non-exempt models.

Q9. What should I check if Payroll Abends within UGARN?
A9. Check the payroll results GRREC for a record without a wage type.

Q10. Is it possible to specify a percentage or portion of a wage type?
A10. At this time, the garnishment module does not offer a functionality that would allow specifying a percentage and/or portion of a wage type to be deducted other than from gross and net. The workaround is to create a special rule with the garnishment orders having different priorities and different IT0194 records.

BY Subbarao Pathangi…….

SAP HR ABAP, HCM Training Material and Tutorials

Creation of Custom Infotype in HR ABAP

Maintenance permitted after leaving:

Indicator for entry of additional data:

Indicator: Text allowed for Infotype:

Indicator for access authorization (from/to date):

Reaction to: 1st date entered:

Reaction to: 1st and 2nd dates entered:

Reaction to: No delimitation:

Sort sequence of records:

Key for screen header layout

Indicator specifying when data is chosen for the IT header:

Use

Dependencies

Example

Retroactive accounting relevance for payroll

Example

Reaction to Entry in Payroll Past

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