How is Pay Scale Structure attached to Enterprise Structure?

Hi,
Pls tell me how Pay Scale Structure is attached to Enterprise Structure?
Saurabh Garg

Hi,
Check the configuration in SPRO
PM->PA->Payroll Data->Basic Pay->Check assignment of Pay Scale Structure to Enterprise Strcture(V_001P_C).
Hope this helps.
Thanks,
Sarika

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Overall Enterprise and MM enterprise structure ??

hii experts
Can some body explain me about the overall enterprise structure and MM enterprise structure in SAP.
Explain me with some enterprise structure example in SAP.
Explanation without link will be appreciable.
Thanks

Hi,
SAP enterprise structure is organizational structure that represents an enterprise in SAP R/3 system. It consists of some organizational units which, for legal reasons or for other specific business-related reasons or purposes, are grouped together. Organizational units include legal company entities, sales offices, profit centers, etc. Organizational units handle specific business functions.
Organizational units may be assigned to a single module (such as a sales organization assigned to Sales and Distribution (SD) module, or to several modules (such as a plant assigned to Materials Management (MM) and Production Planning (PP) module).
SAP R/3 system can represent a complex enterprise structure. Its flexibility can integrate the structure of an enterprise by linking its organizational unit. Enterprise structure design is a fundamental process in a SAP implementation project. The design is mainly determined by the business scenarios performed in an enterprise. Once the design is determined, it will affect many things such as how to perform a transaction and generate reports on SAP system. Although itu2019s possible, it requires great effort to change the enterprise structure. So , we must ensure that the enterprise structure designed in the SAP implementation project can accommodate all business scenarios and enterpriseu2019s requirements for current and future situation.
A Client is the highest-level element of all organizational units in SAP R/3 system. The client can be an enterprise group with several subsidiaries. An SAP client has its own master data (Data which is used long-term in the R/3 System for several business processes such as customers, materials, and vendors master data). In SAP, a client is represented by a unique 3-digit number.
A Company Code is a unit included in the balance sheet of a legally-independent enterprise. Balance sheets and Profit and Loss statements, required by law, are created at company code level. The Company Code is the smallest organizational unit for which we can have an independent accounting department within external accounting, for example, a company within a corporate group (client). In SAP, a company code is represented by a unique 4-digit alpha-numeric for a specific client. It is the central organizational element of Financial Accounting. At least there is one company code in a client. We can set up several company codes in one client in order to manage various separate legal entities simultaneously, each with their own balanced set of financial books. Besides company code, in FICO module there is also another important organizational unit which is Controlling Area. The Controlling Area is the business unit where Cost Accounting is carried out. Usually there is a 1:1 relationship between the controlling area and the company code. For the purpose of company-wide cost accounting, one controlling area can handle cost accounting for several company codes in one enterprise.
A plant is the place of production or simply a collection of several locations of material stocks in close physical proximity. A plant is represented by a unique 4-digit alpha-numeric for a specific client. Plant is used in Material Management (MM), Production Planning (PP), and Plant Maintenance (PM) module. A plant is assigned to one company code.
A Storage Location is a storage area comprising warehouses in close proximity. A Storage Location is represented by a unique 4-digit alpha-numeric for a specific plant. Material stocks can be differentiated within one plant according to storage location (inventory management). Storage locations are always created for a plant.
pherasath

How can we assign Currency to Pay Scale Structure ?

Hi,
Kindly let me know how we can assign Currency to Pay Scale Structure? and What level is it assigned?
Saurabh Garg

solved myself

What is the default payroll frequency for Pay Scale Structure ?

Hi,
What is the default payroll frequency for Pay Scale Structure? How is it attached to Pay Scale Structure?
Saurabh Garg

Hi
The default frequency for any payroll run is 'monthly', which is subjected to manipulation according to ones requirements
Regards
Sudhir.

How to handle pay scale tables in infotype 0008?

Hi friends,
I have 2 questions:
1) What's the difference between "Pay Scale Groups And Levels" (view v_t510) and "Pay Grades And Levels" (view v_t710). And In which case apply each one?.
2) I have a pay scale table with differents levels, for each level i have a minimun and maximun salary. I think i can handle this by using "pay grades and levels", but in the infotype 8 in the pay scale data i indicate the type, the area, and when i going to select the group the search help displays the values of the "pay scale groups and levels" and i would like to know how to display the "pay grades and levels" instead of the displayed currently?.
Thanks in advance,
Albio Vivas.-

1. Pay scales - > These are used when you have logical step increases in employee's salary. Fixed increases that can be defined in configuration. These are good, becuase they are easily maintained through configuration and standard programs update the employee master data for you.
Pay grades - > These are used when you do not have fixed compensation for employees and need a salary range to go by, so you use these are a range.
2. As for manipulating whether an employee used a scale or a grade list on info type 8 is dictated by feature TARIF located in transaction PE03.
thanks.
JB

Enterprise Compensation Management - Pay Scale and Pay grade

Hi Gurus,
I would like to like to know my understanding is correct.
1) ECM supports only Pay Grade (T710) and not Pay scale (T510). If so, company using pay scale will not be able to implement ECM? If not please provide the solution (how ECM can be implemented if company use Pay scale t510).
2) Can Annual Salary be pro-rated for part-timers, using capacity utilization level (CUL) in IT0008? I configured WT ASAL with reduction '2' in wage type characteristics under section 'Indirect valuation', but when i enter 50% in CUL, it is still reflecting the ASAL for 100%. So SAP does not support CUL for ASAL. if not please let me know what is missing in the configuration.
What is the best way to handle part-timer?
3) Show part time salary in compensation planning [ By implementing BADI for Calculation Base] and then convert back to full time salary?
IT0008 Maintained with the following info.
e.g. employee work for 20 hrs. a week. (40 hrs. per week for full time)
CUL is 50%
Monthly salary is 2000$
Employee's salary is 1000$ (Actual)
To sShow 1000 $ in planning worksheet for managers and covert to full time during Activation?
What is the SAP best practice and recommendation and why?
Thanks for reading my thread.
Waiting for reply.
Thanks
Regards
Senthil Bala

hi suresh
just a doubt
when we create the compensation program records 0758 we specify the 1 and 2 program groupings along with the comp area
so even when we default them to the required paygrade groups
does the RHECM_CREATE_COMP_PRO look at the 758 record of the employee and create the records thus excluding any one with less grade group and those messages?

Usage of both salary scale structure and pay scale structure

Hi,
Background
In most of Western Europe, normally the salary ranges are set by the union agreements. At the same time, if Job Pricing using data from salary survey companies are used, the salary range (depending on what is requested from the survey companies) might not be the same with the union salary ranges.
Questions:
1. Is it possible to have 2 salary ranges stored in the system:
a. Salary range from the union for day to day and legal purposes
b. Salary range from the survey data for comparison purposes
I cannot find the solution in standard SAP because you have the choice of either checking the salary scale structure or the pay scale structure.
If I use salary scale structure, I can record minimum and maximum but not reference salary. That would affect my 'Salary Data' iView in MSS. However, if I use pay scale structure, I can record minimum, maximum and reference pay and the display in 'Salary Data' iView and the compa-ratio calculation would be accurate.
And in ECM, it is pay scale structure that is used all the time. Is there any way to have both scales recorded at the same time?
Any help or pointers would be grateful (and points rewarded, of course).
Thanks,
MJ Sherdill

Hi,
Talk to the client about their future plans.
Think about requirements that are going to arise in the Future:
Depending on the Area /s- create PS Area/s
Depending on the companies/ - Create new PS Types
Also Create PS Groups as per the employee Grades.
If you have got time then it is better to create a proper structure Ese you can go for ONE PS Area, PSA Type & PS Group.
Thanks & Regards,
Param

What is the pay scale structure??

i want to know
What is meant by payscale structure ?? in detail

Dear Amr,
Pay scale sturcture is made up of the following component:-
1.pay scal type is : IT
(Suppose ABC Pvt. Ltd having different business such as – Telecom, IT, Oil & Gas sectoretc.)
2.Pay scal area is : Geographic location such as- Delhi/ Mumbai/ Chennai etc.
3.Pay scale group is : Grading of employees such as- Assistant Manager, Manager, Sr. Manager,
4. Pay scale level is : Manager 1- Exp. 10 -14years
Manager 2- Exp. 7-10 years
Manager 3- Exp. 4-7 years
regards,
Rakesh

HOW TO INTEGRATE ENTERPRISE STRUCTURE, PERSONNEL STRUCTURE AND ORGANIZATION

HOW TO INTEGRATE ENTERPRISE STRUCTURE, PERSONNEL STRUCTURE AND ORGANIZATIONAL STRUCTURE?

Hi assuming u r looking at OM-PA INTEGRATION
find these relevant reports u've got to run.
RHINTE00 Transfer Organizational Assignment (PA -> PD)
RHINTE10 Prepare Integration (OM with PA)
RHINTE20 Create missing objects (OM or PA)
RHINTE20_ALT Check program for PA-PD integration
RHINTE30 Transfer org. assignment in batch input folder for infotype 0001
RHINTECHECK also is useful.
also the ensure in T77S0 integration switch PLOGI ORGA X(is activated)Feature PLOGI.
hope it helps.

Plz help- Pay scale Structure

Hi Experts,
What are the parameters that need to be kept in mind while deciding the payscale type, payscale area, pay scale level and pay scale groups.
regards
Kunal

hi kunal,
        Determining the Pay Scale Grouping for Allowances is the first step in the configuration of Payroll India. You cannot even define the wage types without defining Pay Scale Grouping for Allowances.
The Pay Scale Grouping for Allowances depends on certain pay parameters. The system provides you with the following pay parameters:
       1.      Employee subgroup grouping for Collective Agreement Provision (CAP)
       2.      Pay scale area(Location of your company)
       3.      Pay scale type(type of industry)
       4.      Pay scale group(salaried/wagetype)
       5.      Pay scale level (levels of emp's among salaried/wagetype)
        'reward points if this answer is helpful'
regards,
Hema

Enterprise structure -work from home employees

Hi all,
We are in the process of setting up our Enterprise Structure. PA will be set up as 4 physical offices of the company in US. PSA as to be set up as Divisions of the company. We also have work from home employees working at different locations (15 states) in USA. Right now they are tracked statewise. They are categorized by work from home- per state. Also all work from home employees are treated the same way as other employees who work from office locations in terms of benefits and pay. They are considered as Active employees in current legacy system.
I want the advise on how to go ahead for setting up PA, PSA, EG and ESG for thses emplyees. One option is to set up 15 personnal areas as 15 states which will divide the work from home emp (in addition to 4 PAs as offices) or the other is just to set up one PA for all homebase employees in US and then maintain their locations/states somewhere else.
Has anyone come across the same situation ? How the work from home emp. in other companies are categorized? Any suggestions are welcome.
Thanks.

Thanks Manoj and Sikinder.
And how to categorize them under PA? As I said ealier, we have 4 PAs as physical offices and I am confused where to put the work from employees in Enterprise Structure.
Kindly suggest.
Thanks.

Enterprise Structure Modification (PA & PSA)

Hi Experts,
After implementing our system the HR requirements changed from having 1 Public holiday Calendar to Having 2 deferent Public holiday Calendars for Shift Workers and Non-Shift Workers. As I understand that a PHC can be attached to the PSA and the only way of achieving the requirement is to change our enterprise structure to reflect the correct PA and PSA to attach the corresponding PHC.
Is my understanding correct? and if I have to change the enterprise structure (PA & PSA) then what do I have to take into consideration u201CFortunately we have almost the same groupings for all employeesu201D? and finally how can I correct the employee records to reflect the new PA & PSA?
Thanks,
Abdulrahman

Dear Sikindar,
I am really sorry if I confused you, the case is as follows:
We have the below WSR:
1) 4WK-GRP1 (Shift)
2) 4WK-GRP2 (Shift)
3) 4WK-GRP3 (Shift)
4) 4WK-GRP4 (Shift)
5) AFTN (Shift)
6) MORN (Shift)
7) NGHT (Shift)
8) SEC GRP1 (Shift)
9) SEC GRP2 (Shift)
10) GEN
11) GSRM
WSR 1 to 9 are going to be using PHC for Shift while WSR 10 & 11 are going to use PHC for Non-Shift. and for that we will be creating the new PA's and PSA's and assigning the new PHC for Non-Shift.
Also WSR 1 to 9 if used in a PSA where the Non-Shift PHC is assigned then they should follow the Non-Shift PHC which is usually happen during Emergency shutdowns.
All I am worried about is creating the new PA's and PSA's and the effect on my system and the employees records, I am not that worried about generating and assigning WSR since I think I can manage it without problems.
Thanks again,
Regards,
Abdulrahman

Assigning Pay scale to Positions

Dear Experts;
There is a request to assign the pay scale to the position, that can help them know how many levels or grades have vacancies.
The case is, they have employees assigned to positions with a specific grade, then they are transferred from unit to another without having changes in their grades so their previous positions have been vacant but their grades are not as they are still on the same grade.
While another case if the employee got promoted to another grade then his previous one has been vacant.
How can this be done?
Thanks in advance.
Best Regards;
Lobna

Hi,
1st Scenario:
You can assign pay scale structure here:
PA-->Payroll Data--> Basic Pay-->Wage Type and as below
2nd Scenario:
For the second when you run promotion/transfer action and where a position is changed then the
messages triggers for delimiting the previous position, which says the vacancy infotype is activated for that particular position.
This happens because of relationship infotype for position and time constraint class defined.
Hope this will help you.
Thanks and Regards,
Sai

Enterprise Structure-Company Code/Customer Master

Hey Friends,
I have a question here. Consider that there is a production system ABC. Within ABC When I go to the company code transaction within the Financial accounting, I see a list of lot of company codes existing. Also I saw that not all the company codes have their related data, by this I mean that I saw that certain company codes have no data like no vendors,no customers existing for that company code. I just want to figure out whats the real Enterprise structure within the system ABC.
,Not only based on SPRO, but to investigate actual data in some of the data tables...to get a 'real' enterprise structure. since from actual data in tables, we can tell if we're truly selling to what countries etc.
Can you tell me how do I analyze this. Do I check each of the company codes and check if we have any reevant dat for the company code. Also do I see what customer master exists under the particular company code in order to determine which countries we are selling to?
Please can you answer in detail and explain me?
Appreciate it. Thanks.

Use tcode SE16.
provide Table Name KNB1 - Customer Master (Company Code) and press enter.
In Data Browser: Table KNB1: Selection Screen, put Maximum No. of Hits as blank and execute (F8 from keyboard).
There you will be list of Customer Master with respective company code.
Hope this can assist you.
All the best and take care.
Thanks & Regards
JP

Org unit differring & Pay scale issue

Hi experts,
i hav e an issue .....
when i executed new office orders i am getting one org unit. & when i executed for the same employee no for existing office order i am getting diff org. unit & i am not getting Pay scale amount also.........
how can i solve this .......any suggestions.
thanks in advance
reddy
Edited by: reddy linga on Dec 14, 2009 11:28 AM

Elobarate
are u getting different PSL for different Org Units please let me know

How is Pay Scale Structure attached to Enterprise Structure?

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