Interview Questions in SAP HR

Q1) What is the IMG Guide?

Ans: The implementation guide is a project support tool. It contains documentation on each and every activity that can be carried out directly.

What are the customizing step specific attributes?

Q2) Mandatory activities.

Ans: These are activities for which SAP cannot deliver default settings (for example Organizational Structure). We must store our own customer-specific requirements for activities that are classified as mandatory.

Q3) Optional activities.

Ans: SAP delivers default settings for these activities.   We can use these settings if they meet our requirements.

Q4) Non-required activities

Ans: SAP delivers complete default settings for these activities.   Only in exceptional cases, do you need to adapt these settings (for example, if you need country-specific settings)

Q5) Critical activities

Ans: We must proceed with great care when carrying out critical activities as any errors made here can have far-reaching consequences.

Q6) Non-critical activities

Ans: We must also proceed with care when carrying out these activities, but the consequences of any errors are less far-reaching.

Q7) Describe the points of integration with other SAP components.

Ans:

Personnel Dev plan: and carry out training and job-related activities, which provide individual professional development for your employees.

Training and Event Management: organize and schedule training events and conventions.

Workflow: automates business processes, tasks are given to the right person at the right time.

Compensation Management: necessary for the administration of compensation (carrying out payroll, for example).

Personnel Cost Planning: used to project personnel costs on the basis of existing and planned organizational units.

Shift Planning: used to schedule the optimum number of appropriately qualified personnel on the basis of job requirements.

Capacity  Planning:  Logistics component used to schedule persons on the basis of their availability and qualifications to complete work for specific work centers.

HIS: perform simplified reporting for employee data in the organizational plan.

Manager's Desktop: supports managers in their administrative as well as strategic daily tasks.

Q8) Define the Personnel area?

Ans: It is a Personnel Administration specific unit and is the subunit of the company code. It has four-digit alphanumeric identifiers.

Q9) What are the primary functions of the Personnel Area?

Ans: To generate default values for data entry - for payroll accounting area

It is a selection criterion for reporting

It constitutes a unit in authorization checks

Q10) What is the default value for the personnel area?

Ans: It is based on the organizational unit concerned or the Account Assignment Features info-type if it has been maintained for the position.

Q11) Define Personnel Sub-area?

Ans: It represents a further sub-division of the personnel area. The principal organizational aspects of human resources are controlled at this level namely pay scale and wage type structures and planning of work schedules and are stored according to country. Like the personnel area, it does also have a four-digit alphanumeric identifier.

Q12) What is the default value for personnel sub-area and business area?

Ans: Default values for these areas come from account assignment features infotype (number 1008??) for the position or organizational unit concerned.

Where do you find divisions of an organization?

The personnel sub-area is generally used to identify divisions.

Q13) What the organizational functions of the personnel sub-area?

Ans: To specify the country grouping. Master data entry and the setting up and processing of wage types and pay scale groups in payroll to depend on the country grouping. The grouping must be unique within a company code.

• To assign a legal person which differentiates between companies in legal terms.
• To set groupings for Time Management so that work schedules and substitution, absence and leave types can be set up for individual personnel sub-areas.
• To generate a default pay scale type and area for an employee's basic pay.
• To define a public holiday calendar.
• To define sub-area-specific wage types for each personnel area. Which control features are influenced using personnel sub-area?

Q14) What are an external personnel area and personnel sub-area?

Ans: This relevant only for personnel areas that are outside an enterprise and content such as the address of the receiving personnel area. For example, a guy is sent to a subsidiary which is a self-administering company located abroad.

Q15) What is country re-assignment?

Ans: If an employee is transferred out to another country, then we have to run a personnel action to set the status 0 for the existing country and hire the same person in the new country.

Q16) Define employee group?

Ans: Defines the relationship between an employee and a company in that the employee makes a certain contribution to the company in terms of work. Active employees, pensioners, and early make up the main employee groups in Personnel Administration.

Q17) It is identified by a two-digit alphanumeric. Primary functions of the employee group?

Ans: Default values can be generated for payroll accounting area and basic pay, for example, according to the employee group.

• The employee group is used as a selection criterion for reporting.
• The employee group is one unit of the authorization check.
• It can be used to generate default values for data entry, for example, for the payroll area or an employee's basic pay.
• It is used as a selection criterion for reporting. D It is used as an entity for authorization checks.
• As a rule, you can use the standard entries in the system for setting up employee groups. If necessary, you can also add to these entries so that they meet your requirements

Q18) Define employee sub-group?

Ans:  The employee subgroup is a fine division of employee groups according to the status of employees and identified by two-digit alphanumeric. An employee group is comprised of a number of employee subgroups. The following employee subgroups make up the "active" employee group, for example:

• Hourly wage earners
• Monthly wage earners.
• Payscale employees
• Non-pay scale employees

Q19) Primary functions of the employee sub-group?                            :

Ans:

• The employee subgroup grouping for the personnel calculation rule controls how an employee's payroll is processed, for example, whether an employee is to be paid on an hourly or monthly basis.
• The employee subgroup grouping for primary wage types controls the validity of wage types at the employee subgroup level.
• The grouping for collective agreement provision restricts the validity of pay scale groups to specific employee subgroups.
• The employee subgroup grouping for the work schedule allows you to define which work schedules are valid for which employees.
• The employee subgroup grouping for time quotas allows you to specify which attendance and absence quota types are valid for which employee subgroups.
• The employee subgroup grouping for appraisals allows you to define appraisal criteria for each employee subgroup.
• Assign employee characteristics, such as the activity status, employment status, and level of education/training, for statistical purposes.
• The employee subgroup allows you to define default values for data entry, for example, for the payroll area or basic pay.

Q20) What elements make up the enterprise structure?   What components are authorization objects in enterprise structure?

Ans: Personnel area and personnel sub-area.

Q21) What elements determine the enterprise structure for personnel administration?

Ans: Client, Company Code, Personnel area and Personnel sub-area

Q22) What elements make up the personnel structure?

Ans: Employee group and employee sub-group

Q23) What elements make up the organizational structure?

Ans: Position, Job Key, Organizational Unit and Organizational key

-

Ans: There are two different views in the personnel structure:

• Employee group
• Employee subgroup, and a/so
• Payroll group
• Organizational key

Organizational view

• Position
• Job
• Organizational unit

These levels are subject to authorization checks, to define remuneration levels or different work schedules, for example.

Q25) What is a payroll accounting area? Is the payroll area the same?

Ans: It is an organizational unit defined for the purposes of payroll accounting. All employees who are accounted for together are assigned to the same payroll accounting area. It provides the payroll driver with two, pieces of information: number of .employees to be accounted as per OA assignment IT & dates of the payroll period. An employee may only change payroll accounting areas at the end of a period. If an employee changes status from wage earner to the salaried employee in the middle of the month, and the payroll accounting area is different for both, you should not enter the new payroll accounting area until the start of the following month.

Q26) Where is the payroll area assigned to?

Ans: Personnel area or personnel sub-area. Please find out.

Q27) What is an organizational key used for?

Ans: We use all the fields of Organizational Assignment, edit and sort names to create an organizational key (14 characters field). It is the part of the authorization check in HR module and we revise the authorization check by using an organizational key.

Q28) How do you create organizational key? Where do you start the configuration in the HR module?

Ans: Organizational structure

Q29) What are user groups and reference user groups?

Ans: The reference user group is 00 and is the default user group for access. We create different numbers for each module to be created under HR so that access is barred for users other than the current module.

Organizational Management

Q30) What is the concept of Organizational Management?

Ans: Organizational Management is based on the concept that each element of the organization constitutes a unique object with individual attributes.

Q31) What is the purpose of Organizational Management?

Ans: OM forms the base for personal planning and development and allows us to analyze and adjust an organizational plan as well as structure data.

Q32) Why do we need organizational management?

Ans:

• To create a complete model of the organizational and reporting structures of an enterprise for a specific period.
• To obtain an overview of the current status of organizational and reporting structures at any time using a number of methods.
• Plan and simulate future scenarios using Organizational Management
• It provides a basis for other HR components, as well as cross-application components

Q33) What is an organizational Plan?

Ans: Organizational plan is the comprehensive and dynamic model of the structural and personnel environment in an enterprise, which can be evaluated at any time.

Q34) How do you create an organizational plan?

Ans: Organizational plans are defined in organizational management. This can be done in organizational and staffing or the Expert mode.

Q35) What are the steps for creating an organizational Plan?

Ans:

• Create root organizational units
• Create sub-ordinate organizational units
• Create jobs and positions
• Assign tasks and Cost center
• Assign persons
• Add other attributes

Q36) What is the use of an organizational Plan?

Ans: It gives a flexible basis for personnel planning, previewing, and reporting.

Q37) What is the basis for creating an organizational plan?

Ans: Organizational Structure

Q38) How many structures does an organizational plan have?

Ans: Two. They are:

• Organizational structure
• Reporting Structure

Organizational Structure:

It depicts the assignment of the organizational units to one another. We create an organizational structure by creating and maintaining organizational units, which we then relate to each other It is based on

• Tasks and functions of the company
• Financial or geographical
• Reporting

Reporting Structure:

If the actual reporting structure of an enterprise differs from the organizational structure, and the relationships between positions are one-dimensional and hierarchical, you can depict them in a reporting structure.

Q39) List the interfaces with which you can maintain your organizational plan in Organisational Management.

Ans: The Organizational Management component includes various user group-specific modes and views with which to edit organizational plans:

• The Organization and Staffing view provides an intuitive interface for creating and editing organizational plans.
• The General Structures view allows you to edit organizational plans with any structure including object types that you have defined yourself (teams, for example).
• The Matrix view is for creating and editing matrix structures.
• Infotype Maintenance allows you to edit the characteristics of various objects and their relationships via info-types.
• Structural Graphics enables you to view objects and structures and perform a variety of maintenance activities for the objects in graphical format.

Q40) Simple Maintenance provides an overview of object and structure editing. How do you create staff assignments?

Ans: By creating positions based on the jobs, assigning them to an organizational unit, and allocating them a position holder.

Q41) What is an organigram?

Ans: It is the name for a reporting structure or matrix management structure associated with an organizational plan to represent the chain of command or authority structure.

Q42) What is a Plan Version?

Ans: It is used to store different organizational plan scenarios such as restructuring, expanding, downsizing, etc in plans such as the Current plan, business plan, perspective plan, etc. One of the plan versions represents a current or actual organizational plan and is flagged as the active integration plan version.

Q43) Can we create a duplicate copy of plan version?

Ans: Yes, it is possible to create multiple copies of the original plan version and change the duplicates as required. The original remains unaffected by any such changes.

Q44) How do you set up a plan version?

Ans: We set up the plan versions, which a company requires, in the personnel management IMG. We enter the plan version in the PLOG1 parameter group

Q45) How many plan versions may be integrated with other SAP Modules?

Ans: Only one plan version may be integrated with other SAP modules. Can we use or delete the plan version ".:" must not be used or deleted since it is used for the transport, indexing, and general control of all plan versions.

Q46) How do you assign an employee to the company structure?

Ans: Hiring action assigns an employee to the company structure. The data is saved in info-type Organizational Assignment (IT 0001)

Q47) What are the methodologies used in OM

Ans: Methodology:  Multiple Structures

• Structural model of the organization based on the tasks, responsibilities, and functions of the Company.
• Structural model of the organization based upon financial accountability or geography
• Model of the reporting structure
• Model of the alternate reporting structure

Methodology: Object-Oriented Design

Organizational Management is based on the concept that each element in an organization represents a stand-alone object with individual characteristics. These objects are created and maintained separately, then linked together through relationships, such as those indicated above, to form a network that has the flexibility to handle human resource forecasting, and reporting.

You can also create additional characteristics for objects. This provides additional information for other components, evaluations, and so on. All object characteristics (existence/relationships /characteristics) are maintained in info-types.

Methodology: Planning

Organizational Management enables you to depict the structure of your organization in the past, present, and future. Using this information, you can prepare for and react to future resource requirements and changes.

Object Types

Q48) What is an object?

Ans: It represents each information class in an organizational plan.

Q49) How do you identify an Object?

Ans: The object type is identified by a combination of plan version, object type, and object ID

Q50) What are the components of an object?

• ID #, a short and long text defining the existence of the object
• Structural relationships between the object and other objects
• The third component is represented by the object characteristics.

All these components are created as info-types.  You can define particular characteristics for an object in each info-type.

Q51) Where do you maintain object characteristics?

Ans: Info-types

Q52) Where do you maintain relationships between objects?

Ans: Info-types or organizational plan

Q53) When can we assign additional characteristics to the objects?

Ans: Once we have created the structure using objects and relationships, you can assign additional characteristics to the objects. For example, we can assign additional characteristics such as vacancy, work schedule, and expected salary to Object Person.

Q54) What is object ID?

Ans: When an object is created, an object ID must be assigned. Internal number assignment is by the system, indicated by IN, and external number assignment is by the administrator is indicated by EX. The object id is identified by an eight-digit numeric. SAP recommends the use of the internal number assignment.

Q55) How many planning statuses are there? (Object status cycle)

Ans: Five. They are

• Active
• Planned
• Submitted
• Approved
• Rejected

Q56) What is the purpose of the Relationship Validity Period/date?

Ans: Each info-type record uses a start and end date to identify the validity of the info-type data. Relationships between objects may only exist during the time when both objects are valid. If an object is delimited, all the object's relationships and characteristics are also automatically delimited. Related objects are unaffected.

For example, consider organizational assignment info-type for a particular individual who was assigned to three different departments in the last five years. Three different records for the relevant period of assignment in each department will be created.

Q57) What is the use of validity period or validity dates?

Ans: Allow you to define the life span of an object or info-type record

Identify changes to your organization while retaining historical data

Allow you to evaluate the organizational structure on key dates past, present, and future

Q58) What are the mandatory characteristics of an object?

Ans: 

• Object ID
• Object name and abbreviation
• Object type
• Planning status
• Plan version
• Relationship validity period

Q59) List the most common object types used in Org Mgmt?

Object Type                                                                Object Type Keys

Organizational Unit                                                                 O

Job                                                                                           C

Position                                                                                    S

Cost Center                                                                              K

Person                                                                                      P

Qualification                                                                            Q

Tasks                                                                                         T

Work Center                                                                             A

Budget                                                                                     BU

Q60) What is an organizational unit (O)?

Ans: It describes the different business units that exist in an enterprise that is usually structured according to tasks and functions. These are used to model structures in Personnel Administration or Payroll Accounting, for example. Organizational units are related to cost centers from Controlling.

Q61) What is a Job (C)

Ans: Job represents a unique classification of responsibilities in an organization. When we create jobs, we should consider what specific tasks and requirements are associated with individual jobs.

Which are the application components where jobs are used?

• Job and Position Description
• Shift Planning
• Personnel Cost Planning
• Career and Succession Planning

Q62) What is the difference between Job Requirements and Job Qualification?

Ans: Job requirement represents a list of skills and experience required in order to be suitable in a position, job, task, or work center, whereas job qualification represents only a list of skills.

Q63) What is a Position (S)

Ans: The position is held by employees. A position inherits a job's tasks but we can also define additional tasks related to duties performed specifically by that position.

If characteristics of a job are changed, this has an effect on the position as the position inherits characteristics from Job. Positions can be 100% filled, partially filled, or vacant. One position may also be shared by a number of employees, each working less than full time. For example, two employees can hold 60% and 40% of a position.

Q64) What is an automatic object inheritance?

Ans: When we create a new position then that must be related to the corresponding job. Through this relationship, an object automatically inherits the attributes of another object if the two are related in certain ways.

Q65) What is the advantage of object inheritance?

Ans: Automatic inheritance can be used to advantage when creating a large number of similar objects. This significantly reduces data entry time, as tasks and characteristics do not have to be assigned to each position separately.

Q66) What is the difference between job and position?

Ans: Job is single and position is multiple. We can define multiple positions against a single job, not vice versa.

Q67) Where do you create organizational units, jobs, positions, and tasks?

Ans: These are defined in organizational management. This can be done in organizational and staffing or the Expert mode under creating mode.

Q68) Person (P)

Ans: Person (employee) hold positions in the organizational structure, which is governed by Organizational Management. Person characteristics are maintained in the Personnel Administration and are linked to an organizational plan through their position assignment.

A person can fill a position 100% or partially. This depends on the number of working hours assigned to the position and on the person's work schedule.

Q69) What is staffing percentage?

Ans: The staffing percentage refers to the work capacity of the person assigned to the position. If the staffing percentage of the person is greater than the requirements of the position, the position is overstaffed. If one or more holders do not fulfill the requirements of the position, the position is understaffed.

Q70) What is the cost center (K)?

Ans: It is maintained in Financial Accounting and can be linked to either organizational units or positions. Cost center assignments are inherited along with the organizational structure

Q71) What is a Task (T) and how do you assign it a position?

Ans: It describes the duties and responsibilities performed in a job and position. Tasks can be classified under the following aspects:

• As workflow components to monitor cross-application processes
• As personnel management tools, to describe jobs and positions

All tasks are contained in a task catalog. The task catalog lists all tasks that exist in a particular period. The catalog also shows the relationships that exist between tasks if task groups have been defined.

If you plan to relate tasks to positions, you should first relate the tasks that all positions have in common to the corresponding job. When you create a position based on a job, the tasks will then automatically be transferred to the position. If you assign the same tasks to different jobs, you can use different weightings, which gives you more information when analyzing job descriptions.

Task Group is a collection of conveniently associated tasks, perhaps, because they are usually performed by the same person. A task group can be used to quickly relate many tasks to a job or to a position.

Task Profile is a list of the individual tasks that have been assigned to a specific object. It collectively defines an object's purpose, role or action in the R/3 system.

The phase is a category in the Character info-type that can be used to classify how tasks fit into a business process.

The purpose is the category of the Character type that can be used to differentiate between tasks that contribute directly to the goods and services produced by your company and tasks regarded as administrative.

Work Center (A) - Work Specific

A work center can represent anything as general as a geographical location, such as the Philadelphia branch office, or they can be very precisely defined, such as a particular workstation with specific equipment in a specific building (this may make sense in a factory, or plant, for example).

When you have created work centers, you describe their attributes, such as certain heat requirements or physical restrictions limiting the group of employees that may work there. You may define restrictions or you might specify certain examinations that have to be completed regular intervals.

Budget (BU) - Us role comes in compensation management where the budget for personnel defined and is assigned to organizational units.

Qualification (Q) - Its role comes in personnel development and is assigned to persons, jobs, and positions.

Some object types are not applicable in Organizational Management though they are defined in the same tables as the Organizational Management objects. For example Object types D, E, F & G are similar in nature to Organizational Management object types but are only applicable to Training and Events Management.

Q72) What are the important relationships?

Ans: A/B 002 is about supervision

Object relationship: Organizational units

An organizational unit reports to another organizational unit.

A/B 003 is about ownership

Object relationship: Org. Units and positions.

A/B 007 is about description

Object relationship: Job and Positions

A/B 008 is about holding

Object relationship:  Position and persons.

A/B 041 is about lateral or flat relationship

Organization staffing and interface

Q73) Explain the organization and staffing interface?

Ans: During implementation and in production, the structure of a company will change and the organizational plan will need to be maintained. The organization and staffing interface is used to perform the tasks associated with this maintenance.

Q74) What are the functions of the organization and staffing interface?

Ans: The functions in Organization and Staffing let you create organizational units, positions, jobs, and tasks quickly and easily. You only specify the most important details for these objects. Organization and Staffing 'knows' what relationships to create and does so automatically

Q75) What all we can do with Organization and staffing?

Ans: 

• Create and maintain the basic data for your organizational plan
• Create and maintain the reporting structure (hierarchy of positions) that exists between the positions in your organizational plan
• Create and maintain cost center assignments and the default settings for cost centers
• Create and maintain certain info-types.
• To minimize the number of processes,  not all functions are available in  Simple Maintenance.
• All objects you create in Organization and Staffing automatically get 'active' status and an object ID.

Recommendation:

Create most of the objects and relationships in your organizational plan in Organization and Staffing. Use expert mode to maintain individual objects at a detailed level, especially when you want to maintain info-types for a specific object.

Q76) How many search tools available in the search area of Organisation and staffing?

Ans: Three. They are

• Search using a search term
• Structural search
• Query search

Q77) What is the key date?

Ans: Every time when we log on, the current date is set as the key date.   We can change the key date and data valid on the date you have selected is displayed.

Q78) What is the preview period?

Ans: When we login initially, a preview period of 3 months is set, that is, al! changes to data that happen in this period are displayed. We can change this preview period. Next time we log on, the preview period, which has been selected, is set.

Q79) Explain ways to create organizational units and assign cost centers?

Ans: On the organization and staffing change screen, be sure to enter the validity date and preview period. Use the search area to find the XYZ Corporation and double-click. Staff assignments structure for the organizational unit will appear.

Choose to create an icon. We will be asked what kind of object we wish to create (org unit/Position), select organizational unit, and enter a new name and abbreviation. The relationship between organizational units is created automatically.

Relate the new organizational unit to a cost center on the account assignment (1008) tab page. Select the master cost center field and search for a cost center using the search help.

To create a sub-ordinate organizational unit, select parent organizational unit, and choose to create

icon as we did for the parent one and save the organizational structure.

Q80) Explain ways to create and assign positions defined by jobs? 

Ans: Ensure we are in the staff assignments (structure) view. Select the benefits organizational unit in the overview area.

Choose create, select position, and name it. The relationship to the organizational unit will be created automatically. To search for an existing job, enter 00* directly in the job field, this will access a list from which we can choose a job. If we want to create a new job, select create jobs from the edit menu, ensure that we enter the correct validity period, and save the entries.

Q81) Explain ways to associate tasks to position

Ans: Select the Task Assignment view in the overview area. Select the position to which you want to assign tasks.

If we want to create our own tasks, choose the create icon and the task. If we want to use tasks that already exist, use the search area to populate the selection area with tasks. Existing tasks will be prefixed with 00*. Once the selection area contains tasks, you can drag and drop them to the relevant position in the overview area.

Alternatively, we can also assign tasks in the staff assignments (structure) view. To do this, select the relevant position, and then the tasks tab page. Use the search area to search for tasks. Once they appear in the selection area, we can drag them to the task list.

Expert Mode:  Infotype Maintenance

Q82) What is the use of Expert Mode?

Ans: We have a complete depiction of an organization, but now want to add more information on the individual objects - give a description, certain positions to be flagged as vacant and some departments to be characterized as administrative departments etc., we take the help of expert mode

Q83) What is an info-type?

Ans: Logical or business-related characteristics of an object.

Data fields are grouped into data group or information units according to their content.

Info-types are accessed directly from info-type maintenance. Objects with various statuses can be maintained.

Q84) Which table is containing Info-type characteristics?

Ans: V_1528a

Q85) How do you create a new info-type?

Ans: Transaction code PM01 takes you to the screen to create new info-type. We can create three types of info-types

• For personnel administration
• For Recruitment
• For both

Info-types number between 9000-9999 is reserved for customer-created info-type. What are info-type menus and how to create it?

PM à PA à Customize procedure à Infotype menus

Is it mandatory to configure info groups? Can we do without them?

How do you maintain info-types in the relevant expert mode?

Plan version:  Ensure you work in the correct plan version at all times.

Organizational unit: The object ID is displayed. This enables the user to carry out a search for the object in question.

Abbreviation: The abbreviation is displayed so that the user can ensure that the right object is being edited.

Validity period:  Start and end dates specify the period during which the object exists in the plan version and selected.

Info-type: You select the info-type you want to maintain.

Status:   You must select the status of the info-type you want to maintain using the tab pages.

Display available info-types: It is easy to tell at first glance which info-type records exist for the object selected. Depending on the period, they are marked by a green checkmark.

Q86) What is the action? What are the info-types used for standard action for creating a position?

Ans: We create objects using actions. An action is a series of info-types that are presented for editing in a specific order or sequence. We determine the info-types and the sequence in customizing. Each action can only be defined for one object type.

When defining an action, make sure that we are assigning info-types in a logical order. The object info-type should always be edited first and have 01 as its line number.

Info-types for creating a position

• Object info-type
• Relationship to organizational unit
• Relationship to describing the job
• Description info-type
• Department/Staff info-type

Q87) What is the use of cost distribution info-type (1018)?

Ans: It allows organizational units and positions to be assigned to both a master cost center and additional cost centers. You must enter a cost center and a percentage The assignment to the master cost centrals' based on the difference (to 100%). An employee will inherit the master cost center assigned to their position or organizational unit.

Personnel Cost Planning uses the Master Data Cost Distribution info type (0027) for cost planning for basic pay and payroll results. If this has not been maintained, it uses the Cost Distribution info type (1018) in Organizational Management. The Organizational Management Cost Distribution info type is always used for cost planning for planned compensation.

If it is available, the Master Data Cost Distribution info type (0027) is used to determine and assign personnel costs in Payroll Accounting. If this info type has not been maintained, however, the system, where possible, accesses the Organizational Management Cost Distribution info type (1018).

HR Transaction Codes

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 info types

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

PCOO             Run Payroll

PC10              Payroll menu the USA

PEOO             Starts Transactions PE01.PE02.PE03

PE01              Schemas

PE02              Personnel Calculation Rules

PE03              Features

PE04              Create functions and operations

PE51              HR form editor

PRCA             Payroll calendar

PRCT             Current Settings

PRCU             Printing Checks the USA

PRD1             Create DME

SM31             Maintain Tables

SM12             Locked Secessions

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

General/Reporting

PMOO            Menu for HR Reports

PM01              Dialogs in HR - Create custom infotypes

PRFO              Standard Form

PSVT              Dynamic Tools Menu

PAR1              Flexible employee data

PAR2              Employee list

PD - Organizational Management

PPOM             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

PQ 15              Events for Company

PSO5               PD: Administration Tools

PSOA              Work Center Reporting

PSOC              Job Reporting

PSOG              Org Management 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

PBAO             Evaluate advertisements

PBA1              Applicant index

PBA2              List of applications

PBA3              Applicant vacancy assignment list

PBA4              Receipt of application

TSTC               Table lookup

SPRO              IMG

SE16               Data Browser (Table reports)

PP03               PD Tables

PPOM             Change Org Unit

P013               Maintain Positions

PO03              Maintain Jobs