SAP HCM INTERVIEW QUESTION ANSWER

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.

Yes, It can be reversed before the Bank transfer. Once the transfer is done the payments need to be adjusted in the next payments.

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 :

Payscale type
Payscale area
Employee subgroup grouping for CAP
Pay Scale Group and Pay Scale Level
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.

Following are the modules in SAP-HCM —

• Recruitment -Personnel Administration
• Organization Management
• Personnel Development
• Training and Event Management
• Compensation Management
• Personnel Time Management
• Payroll
• MSS – Manager Self Service

Structures are required to represent statutory, regional, and organizational conditions in an organization. Following are tHCMee structures in SAP HCM.

• Enterprise Structure – gives Information about the location of work on an employee. It comprises of Client, Company Code, Personnel Area, and Personnel Subarea
• Personnel Structure – gives information about the employees job function. It comprises of Employee Group and Employee Subgroup
• Organizational Structure – gives relations between employee and his corresponding departments or business unit. It comprises of organizational plan, which includes Job, position, organizational unit etc.

Individual Information such as last name, first name, DOB etc is defined in data fields. Data fields are grouped into information units according to their content, these information units are called Infotypes. Infotypes have names and 4 digit keys.

For Ex. Infotype 0002 is for Personal Data, which stores Employees Full Name, Date of Birth, etc.

An Infotype can have a sub-type.

Infotypes are classified as follows

1000 – 1999 == OM related
2000 – 2999 == Time related
9000 and above Customer Specific

Infotype with Time Constraint 1(TC 1) must be unique, i.e. only one valid record can exist for a given period. There can be no gaps between the records. When we add a new record to an Infotype with TC1, the system delimits the overlapping record on the key date and adds new record

To maintain information in an Infotype you could use –

PA30 – Personal Administration Maintenance
PA40 – Personal Actions
Alternatively, Fast Entry Screen.

• Hire
• Change Organizational Unit/Position
• Change of Pay
• Transfer
• Terminate
• Retirement

Payroll results are store in PCL2 cluster, which can be accessed using the transaction pc_payresult

Match Code W provides a list of all personnel numbers in the selected payroll area that have been rejected by the payroll run because of incorrect data. This means that the payroll has not run for them successfully. Personnel numbers are also included in Matchcode W if personnel data is changed in the correction phase of the payroll run.

• 2001 – Absences
• 2002 – Attenances
• 2003 – Substitutions
• 2007- Attendance Quotas
• 0007- Planned Working Time

• Online by time administrators
• Separate time recording systems
• Cross-Application Time Sheet (CATS)
• Employee Self-Service (ESS) applications
• Customer systems with an interface to the R/3 System

The components of the enterprise structure in SAP HCM are given as follows:

• Client
• Company code
• Personnel area
• Personnel subarea

In the SAP R/3 (R stands for Realtime) 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.

A company code is a unique four-character alphanumeric code that represents a legally independent enterprise.

A personnel area is a subunit of 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 corporation is CORP.

A personnel subarea is a part of 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 area, then its departments, such as HR and ADMIN, are the personnel subareas of the organization.

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.

The following are the functions of the Personnel Administration module:

• Providing authorizations required for the maintenance of master data
• Assigning personnel number for people being recruited
• Maintaining plausibility of other sub applications both within HCM and outside HCM
• Maintaining plausibility within personnel administration
• Designing input templates for personnel administration
• Designing work processes required for personnel administration
• Designing user interfaces.

Infotypes are referred to as system-controlled characteristics of employees. Information related to employee is stored in the form of Infotypes,
which are represented by a four-digit numeric code given as follows:

• 0000 for actions
• 0001 for organizational assignment
• 0002 for personal data
• 0003 for payroll status

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.

IMG is a project support tool. It contains documentation about the implementation steps of the SAP system. It also helps you to control and document the project during implementation.

Mandatory activities are activities for which SAP does not deliver default settings, such as organizational structure. Customer specific requirements must be stored for activities that are classified as mandatory.

Optional activities are activities for which SAP delivers default settings.
These default settings can be used if they satisfy the requirements.

Non-required activities are activities for which SAP delivers all the default settings. These activities, such as country specific settings, are used rarely.

Critical activities are activities that should be carried out very carefully, because errors in these activities may lead to negative consequences.

Similar to critical activities, the non-critical activities should also be performed carefully, but the errors committed in these activities have less negative consequences.

Personnel development plans provide professional development for the employees of an organization. It can also be used to perform the training and job-related activities.

The Training and Event Management module is used to manage and schedule the training events and conventions.

The SAP HCM Workflow automates business processes and assigns tasks to appropriate person at the right time.

Compensation Management allows you to specify the guidelines for an organization’s compensation policy, which helps the organization to attract and preserve the best employees. It is necessary for the administration of compensation, such as carrying out payroll.

Personnel Cost Planning is used to plan the personnel costs that are based on either the basic salaries or the vacated or filled vacancies. It can be done for the current year based on either the assumptions or the previous year costs.

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 qualification and the number of job requirements. The document used to record this information is called planned shift document, which is also known as roster.

Capacity Planning refers to the planning of production in an organization to meet the changing market demands of the products. The capacity is identified as maximum amount of work that an organization can complete in a given time period.

Human Resource Information Systems enables you to perform standard reporting from all HR areas.

The Manager’s Desktop is a computer system, which is available only to the managers. Other employees cannot see the Manager’s Desktop; whereas, the manager can use this computer system to see the status of all the employees who are logged in. The computer system also helps managers to perform their administrative and strategic works.

The HR is the most important division for any organization.
The processes of the HR department are employee administration, payroll, legal reporting of efficiency, and agreements with the changing global and local regulations.

Following are the important structures in HR:

• Enterprise
• Personnel
• Organization
• Pay scale
• Wage type

ESS facilitates the employees of an organization to create, view, and change the data anytime and anywhere, with the help of various technologies. It provides employees with an employee-centric portal to enable them to access and modify the information required for their jobs.

For example: employees can manage their home address and emergency contacts.

Following are the functions required to select an Infotype:

• Create / INS
• Delete
• Delimit
• Lock / Unlock

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.

The components of the enterprise structure in SAP HCM are given as follows:

• Client
• Company code
• Personnel area
• Personnel subarea

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.

A company code is a unique four-character alphanumeric code that represents a legally independent enterprise.

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.

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.

The SAP HCM Workflow automates business processes and assigns tasks to appropriate persons at the right time.

Infotypes are referred to as system-controlled characteristics of employees. Information related to an employee is stored in the form of Infotypes.

• 0000 for actions
• 0001 for organizational assignment
• 0002 for personal data
• 0003 for payroll status

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.

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.

The three administrators are :

• Personnel Administrator
• Payroll Administrator
• Time Administrator

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.

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 .

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).

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.

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.

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.

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.

• Simple and extended pay increases
• Simple Standard Pay Increase
• Go to reporting. In the Program field enter report RPU51000.
• The selection screen for the report is displayed.

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).

You can use these groupings to specify which wage types may be entered for which employee subgroups.

PC00_Mxx_CEDT (xx – denotes the molga for a country).

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

LGMST

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:

• Earliest MD change (earliest master data change since last payroll run)
• MD chng.bonus (earliest payroll-relevant master data change (bonus)). This field is only displayed for specific country groupings, it is not displayed for all personnel numbers.

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.

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.

Yes, It can be reversed before the Bank transfer. Once the transfer is done the payments need to be adjusted in the next payments.

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 :

• Payscale type
• Payscale area
• Employee subgroup grouping for CAP
• Pay Scale Group and Pay Scale Level

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.

The following naming conventions are used for wage types:

• /0** – valuation bases
• /1** – cumulation of the gross amount
• /2** – averages
• /3** – country-specific, usually for social insurance
• /4** – country-specific, usually for tax
• /5** – legal net
• /7** – wage/salary plus ER shares
• /8** – factoring
• /84* – cost accounting
• /A** – outgoing wage types in the retroactive accounting period
• /Z** – incoming wage types from the previous period

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.

Yes, It can be reversed before the Bank transfer. Once the transfer is done the payments need to be adjusted in the next payments.

When you set the status to Released for payroll you cant make any change to master data. It’s actually released for payroll.

Yes, you can go in separate sessions.

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.

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.

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.

No. The system can be configured to play in multiple currencies but not to pay an individual in multiple currencies.

You can try using this to start with: ‘TABLE P0015 > VARGB PREAS’

Then, use the variable key to define different reasons.

Its OFF and Paid

You have to mention the retroactive accounting date in IT 0003 in the relevant field. Otherwise, it will take the earlier hiring date.

Yes you can go in separate sessions.

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.

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.

A consumer is an SAP R/3 (R stands for real-time) organization and legal entity. A customer holds the top position of all corporate divisions, and it contains the master data for various business operations, including consumers, vendors, and products. Clients with a three-digit number are represented in the SAP R/3 system.

A company code is an alphanumeric code of four main characters that define a completely independent company.

A personnel area is a company code subdivision. It is defined as a department-specific organizational unit within a company and is organized around personnel, time, and payroll accounting. A four-character alphanumeric code represents it. For instance, a corporation’s personnel area code is CORP.

A personnel subarea is a subset of the personnel divided into categories based on geographic or strategic position. A four-character alphanumeric code is used to represent it. For example, if the division or location of an organization is known as personnel areas, the organizational personnel subdivision is its offices, such as HR or ADMIN.

SAP HCM Workflow automates corporate operations and transfers assignments to the correct people at the proper time.

In SAP HCM, what do info types mean?

Infotypes are system-controlled employee characteristics. Infotypes are used to store data for a specific employee.

Described by the following numerical code in four numbers:

● payroll status

● personal data

● organizational assignment

● actions

Features are decision trees customized in SAP HCM Implementation Guide (IMG) screen and technical fields with default values.

The PA40 transaction code is used to recruit a new employee. For handling all employee information forms, the PA30 transaction code is then used.

• Personnel Administrator
• Time Administrator
• Payroll Administrator

The organization plan describes the company’s organizational structure and reporting structure. The current version of the plan is the action plan, and the other plans are known as staffing planning stages. Usually, the action plan is 01.

An evaluation path is characterized as a chain of relations within the organization plan between the individual, organizational objects.

t is a generic job, not a concrete one. Persons are connected to positions. The position that Persons occupy is concrete and specific.

When activated by the system, dynamic actions are performed. They result from various personnel actions. If changes to the personal data of an information type affect the second type of data, the device will immediately display the info type. Consistent and coherent data are one of the main goals of dynamic action.

Unlike the Personnel actions, which you initiate automatically, these actions are started automatically by the machine. The best example is where a task, such as recruiting necessitates populating a set of data types. Personnel action occurs after the initial entry of information in info form 0000. Then the system shows the following types of data resulting from dynamic actions.

To be evaluated indirectly, you must specify the features of the pay type. To do this, please go to the IMG and select the Payroll *: reimbursements, allowances, and perks features of the wage type.

If the wage type needs to be Indirectly Evaluated in this operation, you must first enter INVAL in the Indirect eval. Module field.

The wage category can be allocated to one variant (A, B, C, D). The wage forms and INVAL wage types default when you fill out the Basic Pay infotype (0008).

Maintenance of position can be reassigned to all positions (PO13). Change the desired wage and reassign the pay structure to the selected position.

• Wage raises that are simple and long-term.
• Simple pay Increases
• Go to the reporting section. Report RPU51000 should be entered in the Program field.
• The report selection screen is displayed.

Payments have been modified based on customization details for selected employees. In addition, the Basic Pay infotype has created new infotype records (0008).

These groupings may be used to determine which pay types are available for which employee subgroups.

PC00_Mxx_CEDT.

The method will suggest a default wage form for basic pay (IT0008), but this requires that the appropriate wage type be used in the wage type model. You can specify the default wage types and the order in which they’ll appear in the infotype Basic Pay, as well as whether or not you should overwrite the default wage type.

Wage Types Should Be Revised, and the LGMST function needs to be specified after the wage form model is set. LGMST returns feature Two values: the maximum wage forms for Basic pay info types (IT0008) and the system wage type. Use the SPRO path or transaction PE03 to access the LGMST feature.

GMT

Retroactive accounting recognition has four approaches:

First, the process reaches the start date in the following sections of infotype 0003 of the updated infotype record while editing the infotype for retroactive accounting.

• Earliest MD change
• MD chng.bonus. This field appears only for particular country groups; it does not appear for all personnel numbers.
• The system verifies when the Earliest MD and MD chng data changes. In the next usual payroll run or correction run, the incentive fields come before the accounting date.
• If so, retroactive accounting is carried out of the system. The start is the payroll time when the earliest change in MD and MD chng data are entered. Fields of bonus occur. The method recalculates all pay dates from the Earliest MD change to MD chng. Fields of bonus and date in the field reporting. The system removes the date of the earliest changes and from the fields of MD chng.bonus.

It would help if you stopped changing the info type data records related to past or current when selecting a Released Payroll menu. This lock applies only to the payroll number of employees. It is therefore permissible for changes that affect the future. You must start this function from the menu before starting the Payroll. The Payroll release function also increases the payroll control record time by an exit payroll record previously.

That is true. Before the bank payment, it is possible to reverse it. The transfers must be adjusted in the following payments once the transition is complete.

Below is the distinction between PCR and CAP:

The Personnel Calculation rule specifies how one wage form should process in payroll accounting in various ways.

CAP – A Collective Agreement Provision under which multiple groups of employees are liable for multiple pay scale structures and benefits, among other things. The CAP consists of the following elements:

• Payscale type
• Payscale area
• Level of pay and group of pay scales
• CAP grouping of employee subgroups

The employee subgroup incorporates subgroups bound by the same valid collective agreement provisions with a cooperative agreement—a collaborative deal based on a particular rule on labor law

The following naming conventions are used:

• /3** – specific to a country, usually for social insurance
• /0** – valuation bases
• /5** – legal net
• /1** – cumulation of the gross amount
• /Z** – from the previous period’s incoming wage types
• /A** – in the retroactive accounting period, outgoing wage types
• /84* – cost accounting
• /8** – factoring
• /7** – salary plus ER shares
• /4** – country-specific, usually for tax
• /2** – averages

RE RHCOPL00 is the Tcode to use to copy the plan version.

This report is only available to copy objects from one version of the plan to maintain updated structures. Only one new plan version will still be active. Therefore, there is no master data copied in this report.

You can’t make any changes to master data when the status is set to Release for Payroll. This is because it has been made available for Payroll.

You can double-check the cost factor involved with this plan and also the cost rule’s validity. To do so, go to Benefits>Plans>Health Plans>Define cost version and define cost rules in your settings.

On infotype 0003, look for the earliest master data change date. If you’ve done all of that and payroll simulation still doesn’t function, it’s because your info type and wage form retro settings aren’t set up correctly. T582A should be checked.

No, it is not the case. The system can be set up to play in different currencies but not to pay out in various currencies.

It’s a paid and OFF

In the related area of IT 0003, you could have the retroactive accounting date. Otherwise, the older recruiting date would include.

Yes, different sessions are possible.

The structure of staff in an organization is referred to as personnel structure. It is made up of employee groups and subgroups. You should split workers into classes and describe their relationship to the company using the employee group.

The following are several main organizational tasks that can accomplish with the help of an employee group:

When data is entered, default values are created, such as default values for the payroll accounting region or the employee’s basic pay—developing selection criteria to be used during evaluations Making a unit that would be used to check authorization.

Personnel Time Management includes a component called shift planning. It is used to schedule employee shifts and locations based on their credentials and job requirements. To record this information, a planned changing document, often known as a roster, is used.

• Client
• Personnel area
• Company code
• Personnel subarea

Optional activities are those that SAP has default settings for. If the default settings meet the specifications, they can use them.

SAP provides all default configurations for non-required activities. Therefore, country-specific environments, for example, are rarely used in these activities.

SAP HCM is an on-premises system that manages HR functions, including Payroll, compliance, personnel management, and benefits administration. In December 2011, SAP confirmed the purchase of Success Factors, signaling the SAP’s commitment to the cloud while maintaining its HCM products.

No, it’s not true. The system can set up to pay in different currencies, but not in multiple currencies for a single individual.

Mandatory activities, such as organizational structure, are those for which SAP does not have default settings. For activities that are categorized as compulsory, customer-specific requirements must store.

SAP’s SuccessFactors HCM suite covers accounting, worldwide employee benefits, days off, record-keeping, and talent management modules, including employee performance management, salary management, succession management, studying, hiring, onboarding, employee planning, and workforce analytics.

Non-critical activities, including critical activities, should be carefully executed, but mistakes made in these activities have less negative impacts.

Is it true that they each have their ITs and that their taxation is different? Yes, because benefits are more important in the United States. Unemployment tax will implement in the United States. Garnishments, such as residence tax, work taxation, among others, would be imposed.

Features are decision trees customized in SAP HCM’s Implementation Guide (IMG) screen and consist of technical fields with default values for quick access.

Match Code W generates a list of all personnel numbers in the chosen payroll region that have had their payroll run rejected due to incorrect results. For example, it indicates that their Payroll has collapsed. Staff numbers are also used in Matchcode W if personnel data is updated during the payroll run’s correction phase.

When staff assignments and reporting structures must update, Simple Maintenance is used. Simple Maintenance is divided into three sections. Each region has its own set of maintenance functions based on whether you’re editing organizational structure, personnel roles, or job profiles.

Simple Maintenance is ideal for establishing the basic framework of organizational plan formation for Organizational Management users.

We suggest that you turn to Info-type Maintenance for complete, thorough editing of individual, organizational items in your corporate plan. Simple Maintenance uses a tree system to construct a fundamental basis for operational plans based on streamlined procedures. It allows one to build functional and reporting structures gradually.

The infotype group ensures that all data used for business processes are retained during personnel actions. When you complete a personnel action, the Infogroup is processed. Any sort of personnel action has its own Infogroup in the standard system. You can customize the makeup of the different info groups in Customizing for Personnel Administration to meet your company’s needs.

User classes may use to describe info groups. For example, personnel Actions use info groups to describe a series of serial info types that you’ll use when executing an operation. As a result, create an Infogroup for this purpose that includes all of these info types, their execution order, and the user groups they apply. The action is then assigned to this Infogroup.

It is the whole recruitment process, from finding openings to showing them, notifying them, inviting candidates, screening applicants, interviewing them, hiring them, and finally recruiting and appointing them.

The data form 0007 is used to capture time data. These hours are first calculated as the number of hours working or used, then time is calculated, and eventually, schemas are integrated.

The X000 schema contains xt00, which can be transferred to other modules.

It is the process of looking for internal candidates. When you combine professional growth and integration, you will use profile match-up to find inner resources.

In recruiting, the letters’ P’ for Employee and ‘AP’ for External Person is often denoted.

A consumer is an SAP R/3 (R stands for real-time) organization and legal entity. A customer holds the top position of all corporate divisions, and it contains the master data for various business operations, including consumers, vendors, and products. Clients with a three-digit number are represented in the SAP R/3 system.

A company code is an alphanumeric code of four main characters that define a completely independent company.

A personnel area is a company code subdivision. It is defined as a department-specific organizational unit within a company and is organized around personnel, time, and payroll accounting. A four-character alphanumeric code represents it. For instance, a corporation’s personnel area code is CORP.

A personnel subarea is a subset of the personnel divided into categories based on geographic or strategic position. A four-character alphanumeric code is used to represent it. For example, if the division or location of an organization is known as personnel areas, the organizational personnel subdivision is its offices, such as HR or ADMIN.

SAP HCM Workflow automates corporate operations and transfers assignments to the correct people at the proper time.

Infotypes are system-controlled employee characteristics. Infotypes are used to store data for a specific employee.

Described by the following numerical code in four numbers:

● payroll status

● personal data

● organizational assignment

● actions

Features are decision trees customized in SAP HCM Implementation Guide (IMG) screen and technical fields with default values.

The PA40 transaction code is used to recruit a new employee. For handling all employee information forms, the PA30 transaction code is then used.

• Personnel Administrator
• Time Administrator
• Payroll Administrator

The organization plan describes the company’s organizational structure and reporting structure. The current version of the plan is the action plan, and the other plans are known as staffing planning stages. Usually, the action plan is 01.

An evaluation path is characterized as a chain of relations within the organization plan between the individual, organizational objects.

It is a generic job, not a concrete one. Persons are connected to positions. The position that Persons occupy is concrete and specific.

When activated by the system, dynamic actions are performed. They result from various personnel actions. If changes to the personal data of an information type affect the second type of data, the device will immediately display the info type. Consistent and coherent data are one of the main goals of dynamic action.

Unlike the Personnel actions, which you initiate automatically, these actions are started automatically by the machine. The best example is where a task, such as recruiting necessitates populating a set of data types. Personnel action occurs after the initial entry of information in info form 0000. Then the system shows the following types of data resulting from dynamic actions.

To be evaluated indirectly, you must specify the features of the pay type. To do this, please go to the IMG and select the Payroll *: reimbursements, allowances, and perks features of the wage type.

If the wage type needs to be Indirectly Evaluated in this operation, you must first enter INVAL in the Indirect eval. Module field.

The wage category can be allocated to one variant (A, B, C, D). The wage forms and INVAL wage types default when you fill out the Basic Pay infotype (0008).

Maintenance of position can be reassigned to all positions (PO13). Change the desired wage and reassign the pay structure to the selected position.

● Wage raises that are simple and long-term.

● Simple pay Increases

● Go to the reporting section. Report RPU51000 should be entered in the Program field.

● The report selection screen is displayed.

Fill in the workers who should expect a standard pay increase in the PayScale Group, Pay Scale Level, and Wage Type sectors. Set the start date for the Customizing settings to be updated. Enter the required details, such as an increasing number or a higher percentage point, in the Increase and Rounding sections.

Depending on the customizing settings, it is possible to change the number of indirectly valued pay forms. No new infotype documents were generated in the Basic Pay infotype (0008).

● Extended Pay Increase Standard

● Enter the RPITRF00 report in the program area.

● Enter the selection method you choose to use to improve the pay standard.

Choose Batch Input.

The pay scale reclassification can only be simulated if you do not want Batch Input. You’ll see results log that you can evaluate if needed. Enter the structure of the pay scale where you want to increase your wages regularly if required.

These groupings may be used to determine which pay types are available for which employee subgroups.

PC00_Mxx_CEDT.

The method will suggest a default wage form for basic pay (IT0008), but this requires that the appropriate wage type be used in the wage type model. You can specify the default wage types and the order in which they’ll appear in the infotype Basic Pay, as well as whether or not you should overwrite the default wage type.

Wage Types Should Be Revised, and the LGMST function needs to be specified after the wage form model is set. LGMST returns feature Two values: the maximum wage forms for Basic pay info types (IT0008) and the system wage type. Use the SPRO path or transaction PE03 to access the LGMST feature.

GMT

Retroactive accounting recognition has four approaches:

First, the process reaches the start date in the following sections of infotype 0003 of the updated infotype record while editing the infotype for retroactive accounting.

● Earliest MD change

● MD chng.bonus. This field appears only for particular country groups; it does not appear for all personnel numbers.

● The system verifies when the Earliest MD and MD chng data changes. In the next usual payroll run or correction run, the incentive fields come before the accounting date.

● If so, retroactive accounting is carried out of the system. The start is the payroll time when the earliest change in MD and MD chng data are entered. Fields of bonus occur. The method recalculates all pay dates from the Earliest MD change to MD chng. Fields of bonus and date in the field reporting. The system removes the date of the earliest changes and from the fields of MD chng.bonus.

It would help if you stopped changing the info type data records related to past or current when selecting a Released Payroll menu. This lock applies only to the payroll number of employees. It is therefore permissible for changes that affect the future. You must start this function from the menu before starting the Payroll. The Payroll release function also increases the payroll control record time by an exit payroll record previously.

That is true. Before the bank payment, it is possible to reverse it. The transfers must be adjusted in the following payments once the transition is complete.

Below is the distinction between PCR and CAP:

The Personnel Calculation rule specifies how one wage form should process in payroll accounting in various ways.

CAP – A Collective Agreement Provision under which multiple groups of employees are liable for multiple pay scale structures and benefits, among other things. The CAP consists of the following elements:

● Payscale type

● Payscale area

● Level of pay and group of pay scales

● CAP grouping of employee subgroups

The employee subgroup incorporates subgroups bound by the same valid collective agreement provisions with a cooperative agreement—a collaborative deal based on a particular rule on labor law.

The following naming conventions are used:

● /3** – specific to a country, usually for social insurance

● /0** – valuation bases

● /5** – legal net

● /1** – cumulation of the gross amount

● /Z** – from the previous period’s incoming wage types

● /A** – in the retroactive accounting period, outgoing wage types

● /84* – cost accounting

● /8** – factoring

● /7** – salary plus ER shares

● /4** – country-specific, usually for tax

● /2** – averages

RE RHCOPL00 is the Tcode to use to copy the plan version.

This report is only available to copy objects from one version of the plan to maintain updated structures. Only one new plan version will still be active. Therefore, there is no master data copied in this report.

You can’t make any changes to master data when the status is set to Release for Payroll. This is because it has been made available for Payroll.

You can double-check the cost factor involved with this plan and also the cost rule’s validity. To do so, go to Benefits>Plans>Health Plans>Define cost version and define cost rules in your settings.

On infotype 0003, look for the earliest master data change date. If you’ve done all of that and payroll simulation still doesn’t function, it’s because your info type and wage form retro settings aren’t set up correctly. T582A should be checked.

No, it is not the case. The system can be set up to play in different currencies but not to pay out in various currencies.

It’s a paid and OFF

In the related area of IT 0003, you could have the retroactive accounting date. Otherwise, the older recruiting date would include.

Yes, different sessions are possible.

The structure of staff in an organization is referred to as personnel structure. It is made up of employee groups and subgroups. You should split workers into classes and describe their relationship to the company using the employee group.

The following are several main organizational tasks that can accomplish with the help of an employee group:

When data is entered, default values are created, such as default values for the payroll accounting region or the employee’s basic pay—developing selection criteria to be used during evaluations Making a unit that would be used to check authorization.

Personnel Time Management includes a component called shift planning. It is used to schedule employee shifts and locations based on their credentials and job requirements. To record this information, a planned changing document, often known as a roster, is used.

● Client

● Personnel area

● Company code

● Personnel subarea

Optional activities are those that SAP has default settings for. If the default settings meet the specifications, they can use them.

SAP provides all default configurations for non-required activities. Therefore, country-specific environments, for example, are rarely used in these activities.

SAP HCM is an on-premises system that manages HR functions, including Payroll, compliance, personnel management, and benefits administration. In December 2011, SAP confirmed the purchase of Success Factors, signaling the SAP’s commitment to the cloud while maintaining its HCM products.

No, it’s not true. The system can set up to pay in different currencies, but not in multiple currencies for a single individual.

Mandatory activities, such as organizational structure, are those for which SAP does not have default settings. For activities that are categorized as compulsory, customer-specific requirements must store.

SAP’s SuccessFactors HCM suite covers accounting, worldwide employee benefits, days off, record-keeping, and talent management modules, including employee performance management, salary management, succession management, studying, hiring, onboarding, employee planning, and workforce analytics.

Non-critical activities, including critical activities, should be carefully executed, but mistakes made in these activities have less negative impacts.

Is it true that they each have their ITs and that their taxation is different? Yes, because benefits are more important in the United States. Unemployment tax will implement in the United States. Garnishments, such as residence tax, work taxation, among others, would be imposed.

Features are decision trees customized in SAP HCM’s Implementation Guide (IMG) screen and consist of technical fields with default values for quick access.

Access to personnel administration would be restricted based on the PA/PSA.

Administrator: We provide time management, personnel management, and Payroll in SAP.

Each administrator is in charge of one activity at a time. The administrator’s name can be seen on the payslip, and the employee can speak with the responsible administrator if he has any concerns (accessed through payslip). Recruitment is the responsibility of this administrator (created in PM’s PA).

The components of the enterprise structure in SAP HCM are given as follows:

• Client
• Company code
• Personnel area
• Personnel subarea

Yes, you can go in separate sessions.

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.

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.

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.

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

LGMST

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:

Earliest MD change (earliest master data change since last payroll run)
MD chng.bonus (earliest payroll-relevant master data change (bonus)). This field is only displayed for specific country groupings, it is not displayed for all personnel numbers.
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.

The three administrators are :

• Personnel Administrator
• Payroll Administrator
• Time Administrator

The following naming conventions are used for wage types:

• /0** – valuation bases
• /1** – cumulation of the gross amount
• /2** – averages
• /3** – country-specific, usually for social insurance
• /4** – country-specific, usually for tax
• /5** – legal net
• /7** – wage/salary plus ER shares
• /8** – factoring
• /84* – cost accounting
• /A** – outgoing wage types in the retroactive accounting period
• /Z** – incoming wage types from the previous period

PC00_Mxx_CEDT (xx – denotes the molga for a country).

When you set the status to Released for payroll you cant make any change to master data. It’s actually released for payroll.

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.

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.

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.

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.

Infotypes are referred to as system-controlled characteristics of employees. Information related to an employee is stored in the form of Infotypes.

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.

You can use these groupings to specify which wage types may be entered for which employee subgroups.

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.

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.

Simple and extended pay increases
Simple Standard Pay Increase
Go to reporting. In the Program field enter report RPU51000.
The selection screen for the report is displayed.
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).

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).

• 0000 for actions
• 0001 for organizational assignment
• 0002 for personal data
• 0003 for payroll status

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 .

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.

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.

A company code is a unique four-character alphanumeric code that represents a legally independent enterprise.

The SAP HCM Workflow automates business processes and assigns tasks to appropriate persons at the right time.