Are you planning to attend an interview for the SAP HCM Developer role but are confused about how to crack that interview and also what would be the most probable SAP HCM interview Questions that the interviewer may ask? Well, you have reached the right place. Tekslate has collected the most frequently asked SAP HCM interview questions which are often asked in multiple interviews.
In this article, we will cover the following:
Ans: The components of the enterprise structure in SAP HCM are given as follows:
Ans: In the SAP R/3 (R stands for Real-time) system, a client is an organization and a legal entity. A client is positioned at the highest level among all the organizational units. It contains the master data of various business processes, such as customers, products, and vendors. A three-digit number is used to represent clients in the SAP R/3 system.
Ans: A company code is a unique four-character alphanumeric code that represents a legally independent enterprise.
Ans: A personnel area is a subunit of the company code. It is identified as an organizational unit representing an area in an enterprise, which is organized according to personnel administration, time management, and payroll accounting criteria. It is represented as a four-character alphanumeric code. For example, the personnel area code for a corporation is CORP.
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Ans: A personnel subarea is a part of the personnel area, which can be subdivided according to the geographical location or the strategic line of business. It is represented as a four-character alphanumeric code. For example, if the branches or locations of an organization are defined as personnel areas, then its departments, such as HR and ADMIN, are the personnel subareas of the organization.
Ans: The SAP HCM Workflow automates business processes and assigns tasks to appropriate persons at the right time.
Ans: Infotypes are referred to as system-controlled characteristics of employees. Information related to an employee is stored in the form of Infotypes.
Ans:
Ans: Features are decision trees customized in the Implementation Guide (IMG) screen in SAP HCM that are made up of technical fields whose values are defaulted in the easy access.
Ans: A new employee is hired with the PA40 transaction code. After that, all the Infotypes are maintained for the employee by using the PA30 transaction code.
Ans: The three administrators are :
Ans: The company organization structure and reporting structure are represented through the organization plan. The active plan version is the current plan version and the other plan versions are considered as various planning Stages. Used for manpower planning. Normally plan version"01" is always made the active plan version.
Ans: An evaluation path describes a chain of relationships that exists between individual organizational objects in the organizational plan.
You can maintain evaluation paths on img -> Personnel Management ->Organization Management-> Basic Settings-> Maintain Evaluation Paths.
Ans: Job is not concrete, it is generic. (Eg: Manager, Assistant Manager, Consultant). Positions are related to persons. The position is concrete and specific which is occupied by Persons. (Eg: Manager – Finance, Consultant – SAP HR).
Ans: Dynamic actions when triggered by the system. They are the result of some personnel actions. If changes are made (personnel action) to the personnel data of an info type, then has an effect on the data of a second info type, the system automatically displays the info type. One of the main purposes of the dynamic action (of the system) is to have consistent and coherent data. These actions are started automatically by the system, unlike the Personnel actions which you start by yourself. The best example is when an action is carried out like hiring; it needs to populate a set of info types. In the initial entry of details in info type 0000 is personnel action. Then the system automatically displays the next info types- which are the result of dynamic action.
Ans: Does each of them have their own ITs and the taxation differs? Yes, since the Benefits are more important in the US. In the US unemployment tax will come. Garnishments will come, Residence taxation, Work tax, and others.
Ans: You must define the characteristics of the wage type to be evaluated indirectly. To do this, go to the IMG under Payroll *: Reimbursements, Allowances, and Perks ® Maintain Wage Type Characteristics.
In this activity, if the wage type has to be Indirectly Evaluated, you must first assign INVAL in the Indirect eval. module field.
Then, you must assign the Module variant(A, B, C, D) for the wage type. Now when you populate the Basic Pay infotype (0008), the configured wage types will get defaulted, and those wage types configured for INVAL will also have their amounts defaulted.
Ans: You can reassign the pay scale to any position through position maintenance(PO13). Go to change planned compensation and reassign the pay scale to the desired position.
In the PayScale Group, Pay Scale Level, and Wage Type fields, enter the employees who should receive a standard pay increase. Enter the date from which the Customizing settings should be changed. In the Increase and Rounding sections, enter the necessary data, for example, an increasing amount or an increased percentage rate.
The amount of the indirectly valuated wage types is adjusted according to the data in the Customizing settings. No new infotype records have been created in the Basic Pay infotype (0008).
Extended Standard Pay Increase
In the Program field enter report RPITRF00.In the Selection section, enter the selection criteria you want to use to effect an extended standard pay increase.
Choose Batch Input.
If you do not select Batch Input, the pay scale reclassification will only be simulated. A results log is displayed, that you can evaluate as required. If necessary, enter the pay scale structure for which you want to effect a standard pay increase.
Process the batch input session.
The payments for the selected employees have been adjusted in accordance with the data specified in Customizing. New infotype records have been created in the Basic Pay infotype (0008).
Ans: You can use these groupings to specify which wage types may be entered for which employee subgroups.
Ans: PC00_Mxx_CEDT (xx - denotes the molga for a country).
Ans: The system can suggest a default wage type for basic pay (IT0008), to do this appropriate wage type must be included in a wage type model. Here you define the default wage types and the sequence of how they should appear in the infotype Basic Pay and whether you can overwrite the defaulted wage type or not.
Personnel Management -> Personnel Administration -> Payroll data -> Basic Pay -> Wage Type ->
Revise Default Wage Types After setting the wage type model, the LGMST feature needs to be defined. Feature LGMST has two return values: firstly, the maximum number of wage types that can be entered in the Basic Pay infotype (IT0008), and secondly, the wage type model the system is to use, which was defined above. To access feature LGMST use following SPRO path or transaction PE03.
SPRO: Personnel Management -> Personnel Administration -> Payroll data -> Basic Pay -> Wage Type -> Enterprise Structure for Wage Type Model
Ans: LGMST
Ans: Retroactive accounting recognition consists of four steps:
If you edit an infotype that is relevant to retroactive accounting, the system enters the start date of the changed infotype record in the following fields of infotype 0003 Payroll Status:
During the next regular payroll run or correction run (off-cycle payroll type B), the system determines whether the data in the Earliest MD change and (if applicable) MD chng. bonus fields come before the date in the Accounted to the field.
If this is the case, the system performs retroactive accounting. It starts with the payroll period in which the data entered in the Earliest MD change and MD chng. bonus fields occur. The system recalculates all payroll periods that lie between the date in the Earliest MD change and MD chng. bonus fields and the date in the Accounted to field.
The system deletes the date in the Earliest MD change and MD chng.bonus fields.
Ans: If you choose the function Release Payroll from the menu, you are prevented from changing infotype data records if such changes affect the past or present. This lock applies to the personnel numbers included in the payroll area concerned. Changes that affect the future are still permitted. You must execute this function in the menu before starting the payroll. If the status of the payroll control record was previously Exit Payroll, the Release Payroll function also has the effect of increasing the period in the payroll control record by 1.
Ans: Yes, It can be reversed before the Bank transfer. Once the transfer is done the payments need to be adjusted in the next payments.
Ans: The difference between PCR and CAP is mentioned below:
PCR - The Personnel Calculation rule allows how one wage type is to be processed in different ways in payroll accounting.
CAP - CAP is a Collective Agreement Provision based on which the different groups of Employees are eligible for different kinds of pay scale structures and benefits and so on. CAP is based on the following components :
An employee subgroup grouping for collective agreement provisions combines subgroups that are governed by the same valid collective agreement provisions. A provision in a specific labour law regulation within the collective agreement.
Ans: The following naming conventions are used for wage types:
Ans: To copy the plan version use the Tcode: RE_RHCOPL00.
This report is only for copying objects from one plan version to another plan version to keep updated structures Always only one plan version would be active which is current. This report does not help to copy any master data.
Ans: Yes, It can be reversed before the Bank transfer. Once the transfer is done the payments need to be adjusted in the next payments.
Ans: When you set the status to Released for payroll you cant make any change to master data. It's actually released for payroll.
Ans: Yes, you can go in separate sessions.
Ans: I created one symbolic account and assigned the same to Salaries GL Account and then completed the other configuration steps needed to complete the procedure.
However, when I tried to run the simulation for posting to FICO, I got the message “Document is not generated”.
If you have selected “Output Log” at the beginning of your configuration procedure, it will tell you at the bottom part what went wrong.
Deduction Wage Type:
We have a deduction wage type displayed in the window of our payslip that shows a negative value. This causes problems and we have tried several measures to correct this including conversion rule 16 for our wage type in the same window but so far, without any success. How can we correct or delete the negative sign?
You can review OSS Note 406977. This is a collective note of issues with RPCEDTx0 with examples of problems and solutions.
Ans: You should check for the cost element associated and the validity of the cost rule for this plan. To do this, check your configuration under Benefits>Plans>Health Plans>Define cost variant and define cost rules.
Ans: You can check the “Earliest MD (master data) change” date on infotype 0003. If you have done that already and payroll simulation still doesn’t function by default, then there is a problem with your infotype and/or wage type retro settings. Check table T582A.
Ans: No. The system can be configured to play in multiple currencies but not to pay an individual in multiple currencies.
IT0015
Ans: You can try using this to start with: ‘TABLE P0015 > VARGB PREAS’
Then, use the variable key to define different reasons.
Ans: Its OFF and Paid
Ans: You have to mention the retroactive accounting date in IT 0003 in the relevant field. Otherwise, it will take the earlier hiring date.
Ans: Yes you can go in separate sessions.
Ans: Personnel structure is defined as the structure of employees in an organization. It comprises employee groups and employee subgroups. The employee group allows you to divide employees into groups and define their relationship to the enterprise.
Following are some important organizational functions that can be performed using an employee group:
Creating default values when data is input, such as creating default values for the payroll accounting area or basic pay of the employee Creating criteria of selection to be used during evaluations Creating a unit to be used for authorization check.
Ans: Shift Planning is a component of Personnel Time Management. It is used to plan the shift time and location of the employees according to their qualifications and the number of job requirements. The document used to record this information is called a planned shift document, which is also known as a roster.
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