Compensation managment and benefits

hi experts,
is befits topic useful for indian payroll i know it is not useful can any one give the explanation why it dosent work. can any one explain whether compensation managment can be done for indian payroll. if with out payroll implemantation for a project will travel managment be useful can any one explain about it also i have configuration document i just need only general discription

hi
compensation management is a module to manage/plan the salary package i.e. the gross package of the employee.....i,e. the increments, basis of the increments, the bonus, the basis of the bonus, the LTIP (long term incentive plan), stock options etc.......the connection between compensation and payroll is that the increment etc is generally based on the salary(wage types) in IT 0008 , and the results of the compensation (Increment) exercise eventually hit IT0008.
hope this helps
do write details for further help
b/r

Similar Messages

  • Compensation Management and Enterperise Compensation management

    What is the difference between Compensation management and Enterperise Compensation Management.
    Can any please tell the general flow of events in compensation management (may be from business view  point, what all the end user will be doing to work on compensation management)

    Main difference would be portal functionality ECM is completely based on portal.
    End user can do the budgeting for this BUs
    Long term incentives
    Compensation changes
    Band and sub band changes
    position changes etc
    Go through this link for better understanding     
    http://careerpointforall.blogspot.com/2008/11/sap-hr-configuration-nagigation-steps.html

  • Query in Enterprise Compensation Management and Budgetting

    Dear All,
    I am working on a new project on Enterprise Compensation Management and Manpower Budgetting. I have some doubts in this area as given below:
    1. Can I do a manpower budgetting for the future as to if there is an additional requirement of manpower in some department, can I take the requirement and perform manpower budgetting.
    2. Can the budgetting made in HR be used for budgetting in FI.
    3. Is budgetting in HR intergrated with FI or CO.
    These requirements are becasuse in our organisation, the finance department want to create a budget for 2012 in which they want the manpower cost to be included for 2012.
    Please let me know if this can be done through SAP PCP and prove me some links where in I can get some document like PPT or configuration document with which I can do the same.
    Expecting a reply and thanks in Advance.
    Regards,
    Vijay.

    Dear All,
    Please let me know if anyone has a solution for the above mentioned issues.
    Regards,
    Vijay

  • Enterprise Compensation Management and Workflow event linkage

    Hi Experts,
    When the compensation plan is submitted for an Employee ECM_Submit event does not get triggered. The configuration for the user interface settings is complete. Even tried to put the external debugger in the class CL_HRECM00_WORKFLOW_EVENT in the method RAISE_COMPENSATION_NOTIFICATION but system is not stopping at the debugger and directly updated the records in info type 759 with submit status without triggering the event.
    Please advise.
    Regards
    Bhanu Prakash.

    Pavan,
    The document link is for setting up annual review.
    Our requirement is to set up any-time review for which system does not allow the setting up of the User Interface records for notification.
    However, immaterial of whether notification is selected or not, the system events CREATE, SUBMIT, APPROVE, REJECT  must be triggered. Only if there is a receiver to those events, following actions may occur.
    Sorry but the link does not help me get a solution for the problem we are facing.
    Thanks.

  • Enterprise Compensation Management and Workflow

    Hi Experts,
    When the compensation plan is submitted for an Employee ECM_Submit event does not get triggered. The configuration for the user interface settings is complete. Eeven tried to put the external debugger in the class CL_HRECM00_WORKFLOW_EVENT in the method RAISE_COMPENSATION_NOTIFICATION but system is not stopping at the debugger and directly updated the records in info type 759 with submit status without triggering the event.
    Please advise.
    Regards
    Bhanu Prakash.

    Pavan,
    The document link is for setting up annual review.
    Our requirement is to set up any-time review for which system does not allow the setting up of the User Interface records for notification.
    However, immaterial of whether notification is selected or not, the system events CREATE, SUBMIT, APPROVE, REJECT  must be triggered. Only if there is a receiver to those events, following actions may occur.
    Sorry but the link does not help me get a solution for the problem we are facing.
    Thanks.

  • ESS ERP2005: total compensation statement and salary statement errors

    Hello everyone,
    I am facing two problems with ESS on NW04s J2EE SP10 w. Portal and ERP2005 Backend. Both have been discussed here but some time ago and no sufficient answer has been found so I'd like to do a recap:
    1) Salary Statement (and Time Slip also).
    Even if the PAY_SLIP_XY form in hrforms is correct, working within ERP transaction (PY-HF) and customized in IMG HRFOR, the iview producdes the error "<myForm>" not found. When I change <myForm> the change is recognized so obviously the customizing is correct. The same is about Time_Slip forms.
    Anyway, can anyone point me to a link to integrate Adobe DS at this point, should I, or isn't this possible yet?
    2) Total Compensation Satement ivew throws an ArrayIndexOutOfBoundsException -1. The first few stack trace lines are:
    at com.sap.mw.jco.JCO$Record.getString(JCO.java:12778)
        at com.sap.aii.proxy.framework.core.JcoBaseTypeData.getElementValueAsString(JcoBaseTypeData.java:669)
        at com.sap.tc.webdynpro.modelimpl.dynamicrfc.DynamicRFCModelClass.getAttributeValueAsString(DynamicRFCModelClass.java:427)
        at com.sap.xss.hr.rep.model.rfwmodel.Hrxss_Ser_Rfw_Rfc_Get_Form_Output.getHeight(Hrxss_Ser_Rfw_Rfc_Get_Form_Output.java:179)
        at com.sap.xss.hr.rep.fcrfw.FcRepFramework.callRfcGetForm(FcRepFramework.java:395)
    Restarting the server doesn't help, the server was newly started as the error occured.
    Maybe I missed some IMG activity? I went through the Company Compensation Management and added some values to compensation type, the structure is definied, but not sure if this is all.
    Pls can anyone help. I'm just implementing the standard BP for the moment, no individual app.
    Regards
    Carsten

    Hi Patrick,
    no unfortunately not and as you can see we've got no answers.
    But I'm still in the need to fix it. It's not very urgent, but to know the solution would be great.
    In general we still have problems with print forms in ESS/MSS webdynpro implementation. The HRFORM is defined and well customized in IMG, so I think this is not the point.
    As I pointed out in another post I am confused if Adobe Document Services is needed to render (PDF) print forms since ESS/MSS 600 (for ERP 2005) or what else.
    Do you know?
    Did you get other print forms like salary statement working?
    I went through the entire post installation procedure regarding Adobe DS but it did  not help.
    I always get ther failure "The form  is the form customized for ESS in IMG and the form does exist and is tested within HRFORM transaction.
    Except the time slip (and as well total compensation), where we get this "ArrayIndexOutOfBounds" exception.
    Regards
    Carsten
    Message was edited by:
            Carsten Schön
    Message was edited by:
            Carsten Schön
    correction: error also in total conpensation statement

  • Pay Scale  Structure Without  Compensation Management

    Hello  Hr Guru's , 
    Any  idea how  to  create a Payscale structure in HR ? The  client doesnt want to implement compensation management and maintain wage types in table t511 . Are there any SAP standard programs  or FMs for this ?
    Thanks & Regards,
    Subhash N.

    Hi,
    You can create payscale groups and levels in T710A and T710.
    You can either use salary structure maintenance tool in compensation management or use the IMG section of basic pay in the PA module.
    Hope this helps,
    Reward points if helpful,
    Thank You,

  • Compensation Management & Payroll need to be configured

    Wish You A Happy New Year
    I would like to have some inputs on Compensation Management.  Is this be configured with out Payroll?  Or is it mandatory to have compensation management and payroll configuration together?  Currently Payroll is not in our project scope but client would like to use Compensation Management.
    Kindly help me. 
    Regards,
    Rahul

    Hi,
    For compensation management it is not required that you must implement Payroll but you have to set up wage types in personnel Administration .
    Regards,
    Kapil Kaushal

  • ECM V/S Compensation Management

    Hi,
    Can someone please ellaborate the difference between Enterprise Compensation Management and Compensation Management. I am going through these in SPRO and finding them less or more same.
    Please help....
    Mukesh

    hi mukesh
    subsequent to rajesh repsonse .pl refer the below thread.
    http://scn.sap.com/message/1514975
    http://scn.sap.com/thread/286677
    FAQ Enterprise Compensation Management -Note 879720
    hope it helps
    no worries
    kg

  • Using compensation and Benefits instead of using EIT

    Hi all
    Can i use the functionality of Compensation and benefits instead of using Extra Information Types (an Example: Car allowance). Does anybody has an practical case, and if possible advantage and disadvantage of boths.
    Thanks
    Mehdi

    Can i use the functionality of Compensation and benefits instead of using Extra Information Types (an Example: Car allowance). Does anybody has an practical case, and if possible advantage and disadvantage of boths.Compensation and Benefits is a complete difference module which manages Benefits like insurances, 401K. retirements for employees. Extra information is only a place where you store some information for an employee, like Car Allowance.
    You can use ICD functionality (Created for Bonus), which is part of benefits, for Car allowance.

  • Differences between US and UK implementations for HR and Benefits

    Need to know any information about implementing Oracle HR and basic benefits in Europe (France localization with rollup of others). I have HR, OAB implementation experinece in US. Want to understand the differences between US implementations and UK implementations. Any reference documents welcome.
    Thanks
    Alu

    Alu,
    Here are some starting points, but the list is only a subset of published collateral:
    1. MetaLink Note 315928.1 - HRMS for France - Public Sector Updates FP K - June 2005
    2. MetaLink Note 315927.1 - HRMS for France - Commercial Sector Updates FP K - June 2005
    3. MetaLink Note 273558.1 - P11D Implementation and User Guide 2005-2006
    4. MetaLink Note 356684.1 - UK: Payroll Statutory Deductions User Guide incorporating End of Year and Start of Year 2005-2006
    5. MetaLink Note 236455.1 - Teacher''s Pension Extracts in Oracle HRMS
    6. MetaLink Note 236454.1 - Occupational Sick Pay and Occupational Maternity Pay in Oracle HRMS
    7. Oracle HRMS Implementation Guide B14466-01
    8. Oracle HRMS Implementation Guide (UK) B15575-01
    9. Oracle HRMS Implementation Guide (US) B15548-01
    10. Oracle HRMS Enterprise and Workforce Management Guide (Global) B14467-01
    11. Oracle HRMS Compensation and Benefits Management Guide (UK) B15579-01
    Regards,
    Greg

  • Report Standard for Compensation Management in MSS

    Good night,
    There are is a report standard for  Compensation Management in MSS?
    Kind Regards,
    sanew2

    Steps to Create Infoset Query (SAP Query)
    Steps on how to proceed to create a Query:
    ADHOC QUERY
    A query can be created to extract information from master records  i.e  Infotypes.  For example, by creating a query , the data relating to an employee contained in various Infotypes can be extracted.
    Proceedure :  
    Decide on  the various Infotypes we  want to make the query.  Decide on the area where we  want to query  i.e  Global area or Standard area.  Standard area is client specific and globel area will include all clients.
    Menu : HR u2013 PM u2013 Admn -  Information System -  Adhoc Query
    Select area standard and select the  user group already created
    Creation of new query  :  
    TC SQ03  -  Select Environment u2013 Select Standard Area -  Enter  --  If new user group is to be created, enter name of the user group, click on create and enter necessary information and  exit after saving
    TC SQ02  -  Enter name of the Infoset u2013 Create u2013 enter name of Infoset -  Data source -- >  Table join by basis table u2013 give name of table e.g  pa0000 -  Enter -  Click on insert table if we  want to include more tables u2013 give name of table one by one and after finishing,  place cursor on the joining lines and right click to delete unwanted relationships  - check  - and go back  - field groups  -  include all table fields  - click on generate button   -  go out
    TC SQ03  -  Select user group  -   eg.  Payroll
    Infoset  - Enter name of newly created Infoset 
    Assign users and Infosets  -  Assign infosets  -  put tick on payroll  - save and go back
    TC  PAAH  -  Expand the nodes and put tick on relevant fields depending upon necessity
    Save the query  by giving the same name as infoset for easyness..

  • Difference between Time Management and Time Evaluation

    Hello
    Is there any Difference between Time Management and Time Evaluation? if yes, then what is it? I guess there's no diff, time evaluation is a report..
    please advice
    Thanks

    Hi Charlene,
    Time management can be divided into 3 steps
    1.Time Recording
    2.Time Evaluation
    3. Planning
    Time Evaluation :
    The recorded time data is grouped and converted to wage types which can be used by payroll for compensation.SAP provides a time evaluation program RPTIME00 for this purpose.
    Standard schemas TM00 and TM04 are used for evaluation of time data got from positive and negative time recording approaches.
    time evaluation program RPTIME00 also calculates accrual and entitlement for employees.
    Regards,
    Swapnil

  • Integration Betwwn Time and Benefits

    Hi all,
    How can we integrate Time Management with Benefits is there any link to integrate it? pl. letme know this is urgent.
    Regards,
    Venu.

    hi venu
    i am sending the document
    Holiday Buying/Selling
    Use
    In the UK, it is common practice that full time employees receive a minimum of 20 days holiday each year (including 8 public holidays). In most cases, the employer offers more than 20 days and may increase the number of days according to years of service up to a definable maximum level.
    With Flexible Benefits, employees who are eligible can enroll their holiday plan, to buy more or sell some of their holiday entitlement within a definable maximum number of days.
    As the employer, you provide standard holiday entitlement which is maintained in Customizing and will be pre-enrolled as a standard benefit in the Flexible Benefits system before employees make their selections during enrollment.
    Integration
    Holiday plans are integrated with the Absence Quotas infotype (2006) and the Miscellaneous Plans infotype (0377).
    Prerequisites
    As the employer, you need to maintain the employee's holiday quota in the Absence Quotas infotype (2006) before the actual enrollments in Flexible Benefits system.
    An employee's individual absence entitlement is based on your Customizing settings. Usually, there are two types of time units for absence quota: by day or by hour. If the employee's absence quota time unit is by day, which is maintained in the infotype 2006, they can only buy or sell holiday in days and vice versa.
    Features
    ·        Besides maintaining the infotype 2006, you must also define any limitations for holiday buying and selling in Customizing, before setting up the actual enrollments of holiday plan, such as:
    ¡        Maximum number of holidays the employee can buy
    ¡        Maximum number of holidays the employee can sell
    ¡        Maximum value of holiday quota the employee is entitled to
    ¡        Minimum value of holiday quota the employee is entitled to
    ·        Then, the employee enrolls themselves for the holiday plan options they are entitled to with the transaction HRFBN0001.
    ·        Once the employee finishes the enrollment, their leave quota in the infotype 2006 will be updated, and their option will automatically be saved in the infotype 0377.
    In some cases, in order to keep the original leave quota, the HR administrator can maintain a “dummy” quota type with the same quota number as the original leave quota before the enrollment period opens. This “dummy” quota will not be used by the flexible benefits system, but only as a reference for the employee.
    Example
    One organization implements No Additional Funding Scheme and has implemented NI cost neutrality with the Class 1A NI contributions rate 12.8% for the tax year 2003-2004. This percentage of Class 1A NI contribution rate is defined in Customizing to suit your requirement. To calculate the cost of holiday buying/selling,
    §         for the time unit “by day”, holiday cost per day = pre-flex salary / annual working days.
    §         for the time unit “by hour”, holiday cost per hour = pre-flex  salary / factor (factor = 52 * weekly working hours).
    ·        An employee who has a basic salary of GBP 60,000 and is entitled to 20 days holiday as standard, buys 5 days, then pays GBP 85.24 for the option.
    EE’s annual pre-flex salary
    GBP 60,000
    EE’s entitled holidays
    20 days
    Pre-enrollment holiday value for 20 days
    60,000 / 260 * 20 / 12 = GBP 384.62 per month
    Post-enrollment holiday value for 25 days
    60,000 / 260 * 25 / 12 = GBP 480.77 per month
    Value of adjustment before NI Cost Neutrality
    - GBP 96.15
    Value of NI cost neutrality
    96.15 – (96.15 / (1 + 12.8%)) = GBP 10.91
    Value paid by the EE
    -96.15 + 10.91 = - GBP 85.24
    In this example, the employee has overspent his holiday plan and bought more days, normally, he would be deducted GBP 96.15; due to cost neutrality, the employer will pay less National Insurance. Therefore, an adjustment of GBP 10.91, only GBP 85.24 is deducted from the employee.
    ·        An employee who has a basic salary of GBP 70,000 and is entitled to 25 days holiday as standard, sells 5 days, and eventually the employee is paid GBP 99.45 for the option.
    EE’s annual pre-flex salary
    GBP 70,000
    EE’s entitled holidays
    25 days
    Pre-enrollment holiday value for 25 days
    70,000 / 260 * 25 / 12 = GBP 560.90 per month
    Post-enrollment holiday value for 20 days
    70,000 / 260 * 20 / 12 = GBP 448.72 per month
    Value of adjustment before NI Cost Neutrality
    GBP 112,18
    Value of NI cost neutrality
    112.18 – (112.18 / (1 + 12.8%)) = GBP 12.73
    Value paid to the EE
    112.18 – 12.73 = GBP 99.45
    In this example, the employee sells holiday, and as a result the employer will pay more National Insurance. Due to cost neutrality, the increase in National Insurance is deducted from the amount paid to the employee. The employee will therefore receive a reduced amount GBP 99.45, instead of GBP 112.18.
    Hello venu
    you know where to absence quota img-time management-time data recording -time management accounts-time quota types-define absence quotas
    bye
    naveen

  • Compensation Managment : Reports

    Hello
      Is is There a Report That compares the data between the IT 1050 Survey Results and The salary of an employee The IT 0008 Basic Pay.
      Thanks.
      Maria Uzcategui

    hi
    compensation management is a module to manage/plan the salary package i.e. the gross package of the employee.....i,e. the increments, basis of the increments, the bonus, the basis of the bonus, the LTIP (long term incentive plan), stock options etc.......the connection between compensation and payroll is that the increment etc is generally based on the salary(wage types) in IT 0008 , and the results of the compensation (Increment) exercise eventually hit IT0008.
    hope this helps
    do write details for further help
    b/r

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