Important Infotypes,transaction codes & features used in SAP-HCM

Infotypes - Personnel Administration:

1.   0000 - Actions
2.   0001 - Organisational assignment
3.   0002 - Personnel details
4.   0006 - Addresses
5.   0007 - Planned working time
6.   0008 - Basic pay
7.   0009 - Bank details
8.   0014 - Recurring payments & deductions
9.   0015 - Additional payments
10. 0016 - Contract details
11. 0019 - Monitoring of tasks
12. 0021 - Family dependents
13. 0022 - Skills
14. 0023 - Previous employer details
15. 0024 - Qualifications
16. 0025 - Appraisals
17. 0041 - Date specifications
18. 0302 - Additional actions
19. 0139 - Employee applicant number

Transaction codes - Personnel Administration:

1.  PA20 - Display HR master data
2.  PA30 - Maintain HR master data
3.  PA40 - Personnel actions
4.  SPRO - Configuration
5.  SM12 - To delete the locked entries
6.  PA04 - Maintain personnel number ranges
7.  PE03 - Features
8.  SU3  - User parameter
9.  SM30 - View table (Nodes are stored)
10. SE16 - Data table (Infotypes are stored)
11. SE38/SA38 - Execute any program

Features - Personnel Administration:

1.  NUMKR - Personnel number ranges
2.  IGMOD - Infogroup modifier

Infotypes - Recruitment:

1.  4000 - Applicant actions
2.  4001 - Applications
3.  4005 - Applicant personnel number
4.  0139 - Employee applicant number

Transaction codes - Recruitment:

1.  PB04 - Maintain applicant number ranges
2.  PB20 -  Display applicant data
3.  PB30 - Maintain applicant data
4.  PB40 - Execute applicant actions

Features - Recruitment:

1.  PINCH - Administration group
2.  STATU - Permissability of a vacancy assignment status to an overall status


Infotypes - Organisational Management:

1.  1000 - Object
2.  1001 - Relationship
3.  1002 - Description
4.  1007 - Vacancy
5.  1008 - Account assignment
6.  1013 - Employee group/sub-group
7.  1014 - Obsolete

Transaction codes - Organisational Management:

For Organisation & Staffing:

1.  PPOME - Maintain the structure
2.  PPOCE - Create the structure
3.  PPOSE - Display the structure

For Infotype maintenance:

1.  P010 - Maintain organisation units
2.  P013 - Maintain positions

For Simple maintenance:

1.  PPOC-OLD - Create
2.  PPOM-OLD - Maintain
3.  PPOS-OLD - Display

Infotypes - Time Management:

1.  0007 - Planned working time
2.  0003 - Payroll status
3.  0050 - Time recording information
4.  0416 - Quota compensation
5.  2001 - Absences
6.  2002 - Attendance
7.  2003 - Substitutions
8.  2004 - Availability
9.  2005 - Overtime
10. 2006 - Absence quota
11. 2007 - Attendance quota
12. 2011 - Employee remuneration information
13. 2012 - Time events
14. 2013 - Time transfer specifications
15. 2014 - Quota corrections

Transaction codes - Time Management:

1.  SCAL - To set up holiday calendar
2.  PT05 - Quota overview
3.  PE01 - Schema (time evaluation)
4.  PE02 - Personnel calculation rule (PCR)
5.  PE04 - Documentation for schema/PCR

Features - Time Management:

1.  SCHKZ - Work schedule rule
2.  QUOMO - Quota type selection rule group
TMSTA - Time management status
TIMMO - To setermine earliest recalculation date

Infotypes - Payroll:

USA:
1.  0207 - Residence tax area
2.  0208 - Work tax area
3.  0209 - Unemployment state tax
4.  0210 - Withholding information (W-4 Data)
5.  0234 - Withholding override
6.  0235 - Other taxes
7.  0161 - IRS limits

India:
1.  0508 - Previous employment tax details
2.  0581 - Housing (HRA/CLA/COA)

Features - Payroll:

1.  ABKRS - Payroll area to an employee in IT0001
2.  TARIF - Pay scale type & area of employee in IT0008
3.  LGMST - Wage type model into basic pay infotype
4.  PPMOD - To set employee sub-grouping for account assignment/ account determination

Infotypes - Benefits:

1.  0167 - Health plans
2.  0168 - Insurance plans
3.  0169 - Savings plans
4.  0170 - Flexible spending account
5.  0171 - General benefits administration
6.  0378 - Adjustment reasons

Features - Benefits:

1.  BAREA - Benefit area to employee in IT0171
2.  BENGR - First program grouping employee in IT0171
3.  BSTAT - Second program grouping employee in IT0171

SAP Navigation

SAP- User is the user name which should be used to login to the system. Client, username, password and language are options that we need to enter to login the system. Transaction code denotes the technical name of a screen in SAP system.

PA20 – Display HR master data

PA30 – Maintain HR master data

PA40 – Personnel actions

SPRO – Configuration (Universal code for all the functional consultants in all modules)

These codes are only SAP – HCM module.

Command filed in an SAP system would be useful to enter the relevant transaction code to which a user needs to go. In SAP maximum 6 sessions can be opened per log-on.

Shortcuts for sessions:

/o – Opens a new session

/n – Ends current session

/i – Closes current session

Messages:

        ·  General/Information messages which are highlighted in green color with a tick mark surrounded by circle icon.

        ·  Warning messages are highlighted in yellow color with an exclamatory mark (!).

        ·     Error messages are highlighted in red color with a cross surrounded by circle icon.

Configuration:

        1.      For SPRO – Personnel Area:

SPRO à SAP Reference IMG à Enterprise structure à Definition à Human resource management à Personnel area/Personnel subarea/Employee group/ Employee subgroup à New entries à Personnel area code à Save à Country à Request à Give new name à Save and enter.

        2.      Personnel Subarea:

Human resource management à Personnel subarea à Create personnel subarea à Select personnel area and enter  à New entries & Save à Save in the same request of personnel area.

        3.      Employee Group:

Human resource management à Employee group à New entries & Save à Save in the same request of personnel subarea.

        4.      Employee Subgroup:

Human resource management à Employee Subgroup à Define employee subgroup à New entries & Save à Save in the same request of employee group.

After defining elements in the structures the elements are to be assigned. For example, Personnel area must be assigned to the company code. In order to do this follow the below mentioned pathway:

SPRO à SAP Reference IMG à Enterprise structure à Assignment à Human resource management àAssignment of personnel area to company code àPosition and type personnel area code à Select company code & enter à Country grouping & save  à Save in the same request.

*Country grouping is an important element used in SAP- HCM. This is used to denote every country separately in order to have country specific solutions created and assigned. Ex: Payroll Solutions.

Ex for country groupings,

01 – Germany

10 – USA

40 – India

99 – International

SM12 is the transaction code which is used to delete the locked entries.

/oSM12 à List à Select & Delete.

SAP Server Landscaping

SAP SERVER LANDSCAPING 

It denotes the placement or the positioning of servers in a project. In a standard SAP landscaping their should be four minimum servers placed. Over and above four servers their can be more servers added to the landscaping depending on customer requirements.

Any server includes two clients i.e., consulting client and user client. The servers include,

1) SANDBOX SERVER: Plays as a play ground for the consultants to workout on the solution and find out the solution. It includes, SAP standard settings(reference data to find the solution) & SAP dummy data(testing data to know the process is working or not)

2) DEVELOPMENT SERVER:  This server will set up solutions for all the processes. It includes, SAP Standard settings + SAP dummy data + Customer specific settings.

This server has three clients. They are, Consultant, enduser and golden client.

Golden client: If all the solutions are perfect then they can be placed in this server as a request.

3) QUALITY SERVER: Quality of the solution will be checked by customer against their requirements and decisions will be taken. Quality and production servers will be empty and will not have any data, the data can be taken from golden client and save in this servers.

Golden Client     ------------------> Quality Server

It includes, customer specific settings and standard data.

4) PRODUCTION SERVER: In this server SAP system activates and company can actually start working on SAP. It includes, customer specific settings + live data.

If all the system is crashed then the company should have BACKUP SERVER.

We can also find UAT ( user acceptance testing ) SERVER : Users will check the solution first and will be transformed to production server.

Types of SAP projects

TYPES OF SAP PROJECTS

There are six types of projects.It includes,

1) Implementation Projects: These projects are the projects where the activities would be started from the scratch till go live. These are also called as full-life cycle implementations or end-to-end implementations.

The following are the phases involved in an implementation project. They are:

i) Plan 

ii) Blue Print 

iii) Build

iv) Test 

v) Go live

vi) Post implementation project

• Plan is a phase in which the scope of the project is friezed. 
• Blueprint phase is used to put the understanding of the scope of the project and the approach to map the same in SAP system on a paper.
• Build is the phase where the solutions are developed in SAP system as per the agreed scope in the blueprint.
• Test phase is used to test whether all the solutions developed in SAP system are meeting the customer requirements.
• Go live is the phase where the solutions given in SAP system would be accepted by the users and their after all the processes would be processed in SAP system.
• Post implementation support is a phase where support is rendered to the customer in order to resolve the initial hiccups immediately after implementation. 

2) Support/Maintenance Projects: These are the projects where the SAP systems which are already live would be supported in case of any change management.

3) Global Projects: It is a project which would be seen in case of multinational companies. In these kinds of projects the solutions are rolled across geographical locations in a phased manner.

4) Upgrade Projects: These are the projects where version of SAP would be upgraded from the old to latest.

5) Mergers & Acquisitions: These are the projects where the exisisting company is being merged or being acquired by another company.

6) Conversions: These are the projects where the process of a company would be converted from one platform to another platform.

Ex: People soft to SAP.

Structures in SAP-HCM

Structure in SAP-HCM is an important concept which is used to have the HR policies & processes of the customer into SAP system. It includes 3 types of structure. They are,


1. Enterprise Structure: It is a structure which is used to create an identity for the company & its various locations of operation based on the HR policies of the customer.


Elements in Enterprise Structure:


i.Client : Client is an enterprise structure  is an element which is used to denote the top most unit in the structure. Client is an element which should have 4 character alpha-numerical code.


ii.Company Code : It is used to denote every independent company under the client. It is an independent legal unit which draws it's own balance sheet. Every company code will have a 4 character alpha-numerical code.


iii.Personal Area : It denotes broad classification of the company on geographical boundaries based on the HR processes. It will have a 4 character alpha-numerical character. All the personal areas after successfully getting created must be assigned to the respective company code.


iv.Personal Sub-area : It denotes further classification of personal area. It will have a 4 character alpha-numerical code. Personal sub-area in enterprise structure will play a major role in the modules like payroll & time management to have policies differing on locations to be mapped in SAP system.
Example:
    Infosys ( Client )               -                 INFO (Code)

    Company -Code               -                INFS

    Personal Area                   -               INFH (Infosys Hyderabad)

    Personal Sub-area           -                INHH (Hitech City) & INHG (Gachibowli)

2. Personnel Structure : It is a structure which is used to create an identity for the employees in SAP system based on HR policies.

Elements in Personnel Structure:

i. Employee Group: It denotes broad classification of the employees based on the HR policies & processes. It should have a 1 character alpha-numerical code.

ii. Employee Sub-group: It denotes further classification of the employees based on HR policies. It should have 2 character alpha-numerical code.

iii. Payroll Area: It denotes group of employees who are grouped together on certain similar characteristics relating to payroll for the purpose of payroll processing. It should have a 2 character alpha-numerical code.

Example:

Employee Group:  Manager (M)

Employee sub-group: Senior manager (SM)

3. Organisational Structure: It is a structure which is used to set up the hierarchy of a company in SAP system.

Elements of Organisational Structure:

i. Organisational Unit: It denotes every typical unit of the organisation to be placed in the hierarchy. This can be a company, location, sub-location or a department.

ii. Job: It is an object which is generic in nature & to which general tasks are assigned.

Ex: Manager is a job

iii. Position: It is an object to which specific tasks are assigned  & position is always specific in nature.

Ex: Senior Manager

iv. Person: It is an object which holds the position.

v. Tasks: It denotes the functions or the responsibilities to be discharged. Takes are divided in to 2 categories,

a. General Tasks: It denotes the tasks which are generic or common  in nature. Always general tasks are assigned to job.

b. Specific Tasks: It denotes the tasks which are specific in nature. Always these are assigned to the positions. All the elements in organisational structure will have 8 character alpha-numerical codes.

Introduction to SAP - HR

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 Recruitment sub module helps in managing the applicants data and for which position they got selected. The Organisational Management is the sub module to create the organisation structure. 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. The Training & Event Management sub module is to schedule the trainings and events for the employees.

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) Recruitment

3) Personnel Development

4) Time Management

5) Payroll

6) Training & Event Management. 

Introduction to SAP

SAP ERP is designed to cater all the needs of an organization using a single . SAP maintains a central database for all the departments of an enterprise and all SAP modules are interconnected and hence real time reporting becomes possible unlike in legacy systems where lack of interconnection among different applications result in time lag.

TEAMS IN SAP:

SAP has two types of teams.. It includes,
i) Consulting Team 
ii) Enduser Team
CONSULTING TEAM:
Aiming at developing solutions in SAP system according to policies of the company. It includes the following types:
1) Functional Consultant: Work from solution stand point depending on customer & train the enduser.
2) Basis Consultant: Will identify the requirements of customer & decide the hardware & install the software & create users.
3) Technical Consultant: These are ABAPers who do the programming.
4) Portal Consultant: They create enterprise portals and give access to the employees.
5) Workflow Consultant: Design the start and end timings so that on that basis pay is given.
6) Business information consultant: Pull the data from the system and prepare it for management to take decisions.


ENDUSER TEAM:
Team which implements SAP in the organisation by buying the software from the consulting team. It includes the following types: 
1) Core Team: Expertise people who have good knowledge on any particular department.
2) Supper/Power Team: ( Middle Manager) People who are the head of the department.
3) Enduser: People who work for the project who are trained by the core team.
4) Process Owners: (Top Management) people who can change the policies and set new standards.
SAP is a R/3( real time 3 tier architecture) client server i.e., when ever any transactions are done  system will undergo 3 stages so it is called as R/3.
The stages are:
1) Presentation
2) Application
3) Database