22nd September, 2020
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?
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.
Ans: SAP delivers default settings for these activities. We can use these settings if they meet our requirements.
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)
Ans: We must proceed with great care when carrying out critical activities as any errors made here can have far-reaching consequences.
Ans: We must also proceed with care when carrying out these activities, but the consequences of any errors are less far-reaching.
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.
Ans: It is a Personnel Administration specific unit and is the subunit of the company code. It has four-digit alphanumeric identifiers.
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
Ans: It is based on the organizational unit concerned or the Account Assignment Features info-type if it has been maintained for the position.
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.
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.
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.
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.
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.
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.
Ans: Default values can be generated for payroll accounting area and basic pay, for example, according to the employee 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:
Ans: Personnel area and personnel sub-area.
Ans: Client, Company Code, Personnel area and Personnel sub-area
Ans: Employee group and employee sub-group
Ans: Position, Job Key, Organizational Unit and Organizational key
Ans: There are two different views in the personnel structure:
These levels are subject to authorization checks, to define remuneration levels or different work schedules, for example.
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.
Ans: Personnel area or personnel sub-area. Please find out.
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.
Ans: Organizational structure
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.
Ans: Organizational Management is based on the concept that each element of the organization constitutes a unique object with individual attributes.
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.
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.
Ans: Organizational plans are defined in organizational management. This can be done in organizational and staffing or the Expert mode.
Ans: It gives a flexible basis for personnel planning, previewing, and reporting.
Ans: Organizational Structure
Ans: Two. They are:
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
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.
Ans: The Organizational Management component includes various user group-specific modes and views with which to edit organizational plans:
Ans: By creating positions based on the jobs, assigning them to an organizational unit, and allocating them a position holder.
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.
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.
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.
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
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.
Ans: Hiring action assigns an employee to the company structure. The data is saved in info-type Organizational Assignment (IT 0001)
Ans: Methodology: Multiple Structures
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.
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.
Ans: It represents each information class in an organizational plan.
Ans: The object type is identified by a combination of plan version, object type, and object ID
All these components are created as info-types. You can define particular characteristics for an object in each info-type.
Ans: Info-types or organizational plan
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.
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.
Ans: Five. They are
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.
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
Object Type Object Type Keys
Organizational Unit O
Cost Center K
Work Center A
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.
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?
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.
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.
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.
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.
Ans: Job is single and position is multiple. We can define multiple positions against a single job, not vice versa.
Ans: These are defined in organizational management. This can be done in organizational and staffing or the Expert mode under creating mode.
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.
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.
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
Ans: It describes the duties and responsibilities performed in a job and position. Tasks can be classified under the following aspects:
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.
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
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.
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
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.
Ans: Three. They are
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.
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.
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.
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.
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.
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
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.
Ans: Transaction code PM01 takes you to the screen to create new info-type. We can create three types of info-types
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.
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
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
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
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
PCOO Run Payroll
PC10 Payroll menu the USA
PEOO Starts Transactions PE01.PE02.PE03
PE02 Personnel Calculation Rules
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
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
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
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
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
SE16 Data Browser (Table reports)
PP03 PD Tables
PPOM Change Org Unit
P013 Maintain Positions
PO03 Maintain Jobs
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