Manpower planning in PP

Hi PP experts,
I have seen manpower allocation/ de-allocation etc. through HR module in Project System (PS) module.
But in PP module, is there any method whereby we can assign manpowers to individual work centers or individual production order?
The basic requirement is that with simultaneously active production orders, clients want to have a report like which all resources are assigned to which all orders and how many resources are free to be assigned to other orders/ tasks.
Pl. guide.
Regards,
HKV...

Dear PP_HKV .
Yes .In PP module we have good intregation inHR and PP Work Center .Please find below those information which may help you to map your business requirement :
1.In CR02-Work Centre -Capacity Tab -Hit Capacity Header -Go into detail capacity tab -HR Assingement .Here you will find for an work centre you have Person Involved , Postion (skill or wage group ) , Requirement Profile .
Basically you can enter the Worker Employee id in Personnel Planning and Development (PD) which could be a qualification, a person or a position.
If you hit on the Qualification -It will be having Name , Qualigfication Group , Start Date , End Date , Proficiency .
Also in work center (CR01) tap HR data , it is also mentioned for employees id, payroll and some other field related to HR and tap for capacity details, it has mentioned for employees per shift. How many employees are working per shift, it has mentioned very clearly.At the time of confirmation time of the production orders with the operator's employee id, u can get the actual working hours of the operator. This will be helpful for u in calculating their performance incentives and attendance.Basically , Maintenance of 0315(time defaults) infotype is also required through PA30 tcode, this is the place where we integrate PP and HR .Please read SAP note 396182 for detail explanation .
2.Integration between PP and HR
Link between SD MM FI HR PP
SAP HR PP INTEGRATION
http://help.sap.com/saphelp_47x200/helpdata/en/d1/cc29f435d511d3aa92080009ab6b44/frameset.htm
Hope this above information will be useful for your rquuirement
Regards
JH

Similar Messages

Long Term Manpower Plan

Dear,
I would appreciate it if some one can help me in finding the best source or information about the Long Term Manpower Plan in SAP HCM, I dont know if it is in the new releases of compensation management or personal development / career and succession planning?
We are in SAP 4.6 c and Portal 6.0 with ESS and MSS, planning to upgrade soon,
Regards

Dear,
I would appreciate it if some one can help me in finding the best source or information about the Long Term Manpower Plan in SAP HCM, I dont know if it is in the new releases of compensation management or personal development / career and succession planning?
We are in SAP 4.6 c and Portal 6.0 with ESS and MSS, planning to upgrade soon,
Regards

Manpower Planning to P&L

Hi Friends,
I am doing Manpower planning, which involves user will plan the headcount for the period in numbers:quantity(1,2,,3).
I need to do in such a way, the salaries components has to hit the respective GL account like (Basicpay, Incentive). i.e., we need to maintain the percentage for these salary break up so that it will be calculated how can i do the same.
And i have a doubt where we need to store these converted GL-salary values. i.e., Do i need to create the new application to hold these values.
If that is the case wat i have to do to push the value from 1 application to another applcation.
Please find the below procedure i planned sofar at the BPC level for the planning and please correct me if am wrong.
Creating Headcount Planning application. [to maintain the headcount planned numbers]
Use existing Rate application to hold the salaries of the every designation
**(After this, i have the above questions to proceed with)
Thanks
Prem

Hi Prem/Sridhar/Lokesh/Nilanjan and others,
Well, we are also planning to have a manpower planning in one of our client.
Thought process is like this :
Manpower and HR Cost we will be in same model. Once manpower planning is done, HR cost will be calculated based on various rate matrix and these HR cost will be pushed to budget model.
Dimensions :
1. Employee
2. Grade
3. Position
4. Time
5. Category
6. Status
7. GL (HR GLs + other static calculation GL's required for BPC calculation)
8. Entity ( personel area in HR)
Looking at the post, I find that you have implemented the same. I have certain queries :
1. What can be possible factors on which manpower planning can be done, since client doesn't have any AS-IS process.
2. Client requirement is that , after planning on such factors BPC should project the manpower required for the organization under each region.
3.Are above dimensions sufficient for manpower and HR planning ?
If possible it would be great if you can share some documents on this. since sap best practices are available.
Thanks and regards,

Manpower Planning

Dear All,
How the Manpower Planning and Head Count Maintenance is done in SAP..?
I have tried with OM module using the Quota Planning Infotype, but it is not having the inheritance wrt Head Counts.
Can any one pls suggest me how to do Manpower Planning in SAP....?
Are there any reports or some alternate procedure for the same...?
Thanks in Advance
Best Regards,
A B H I

if you are speaking of the Start of the year manpower planning hiring .....
1. you need to first create planning types & periods
   (SPRO->PM->OM-Infotype settings-> Quota planning)
2. go to PP01 and select the Org unit
    create the infotype Quota planning.
3. here you can select the Jobs that you want to plan for.
    (Quota planning as per defined by sap is Planning for Jobs to be created under org units.)
4. The same can be created in planned status and then be approved.
5. Also you may need to go through the reports in easy access menu OM-> Tools-> Quota Planning
S_PH0_48000088 - Delete Unoccupied Positions on Key Date
S_PH0_48000087 - Copying Quota Planning into Another Planning Type
S_PH0_48000086 - Copying the Current Required Positions into a Planning Type
S_PH0_48000085 - Freeze Planned Quota
S_PH0_48000084 - Generation of Positions for Quota Planning
Hope this helps.

Long Term manpower Planning

Hi,
Is there any new tool or sub module introduced in the next release (ECC 6.0) of HCM on Long Term Manpower Planning (between 3-5 years) for planning the manpower composition? We are on 4.6C & I have checked the Personnel Cost Planning & Quota Planning functionalities in SAP HR. These don't suit our purpose.
Thanks & regards,
Sameer

Hi ,
1.In the Longterm planning check till what duration your planning scenario is valid.
2. also if you have maintained the planned independent requirement check if the values are available for the future periods.
You can check this in primarily .
reg
DSK

Resouce (Manpower) planning in PS

Hi All
In our R & D projects, mangement wants to track Resources(Personnel,Manpower) means planning, allocation and tracking of Persons involved in a project. As per my knowledge we can use Resource planning in PS but for that integration of HR module with PS is required, but in our company HR module is not implemented.
My question is that am i correct that we can only do manpower or personnel planning and tracking thru PS if HR module is there?. And, if it is possible to do without HR module being implemented then how can we do that?
Please Advice..
Thanks in advance

Create work centers equal to the number of persons(identify each work center by a unique name so that it can be co-related with a person) in your system. Define working time for work centers and put capacity,scheduling formulas for the calculation of capacity and scheduling. Also assign the correct cost center(where the person's all expenses such as salary etc.are going to collected), and assign the activity type (determine the correct rate at which this person will be utlilised in the project). Do the price planning for the assigned cost center and activity type(KP26).
Now these work centers can be assigned to network activities for the required duration. Activate capacity calculation for the project, and in various capcity planning reports you can evaluate the capacity requirements and level the capacity.
These very brief steps of the process.
Regards,
Mahendra

WC planning

Dear
I have a problem with work center planning, The client wants that if the WC capacity is overloaded for a particluar period say Dec 2008, then they may go for extra shift. Presently the WC is running 2 shifts from 6-10 PM. In case of overloading, they will go for night shift too (10-6AM). Accordingly they want to do manpower planning (HR is implemented). Pls note that this is for a particular period only and not a permanent.
What I understand is if u change the WC time then it is permanent change for the entire valid period. And the MRP run will distribute the capacity also as per the new time.
Can we make it valid for a limited period say in above case Dec only?

Hi,
You are in the right path.
Go to same SPRO setting (T.Code - OP4A).
Here you have to define 4 things.
1) Name of your shift group
2) For the group, maintain the shift breaks
3) Maintain shift definitions for the group
4) Maintain shift sequences for the group
You can assign the shift timings & Number of shifts (I shift & II shift )at shift definitions.
Assign the Group Number which has created to Capacity view of work center & Create "interval of Available capacity" as for shift time.
Under the same group you can also define two shift sequence for december you need to maintain the different shift sequence (timming)and then you can assign it to your work center under capacity category. So go in work center in capacities screen define your interval of aviable capacity there, you need to define the validity period for particular shift sequence. It will work for you.
No need to maintain for every month but for particular validity period. once you maintained the shift sequence in work center then scheduling and capacity planning will be done accordingly.
There is no need maintained Standard Available capacity.
Hope clear to you.
Regards,
R.Brahmankar

SAP Head Count Planning

Dear All,
i had already implemented SAP Personnel Cost Planning for Employees using the basic pay method , now i am embarking for the head count planning using the organizational objects.
Please if anyone can guide how monetary effect can be seen in SAP PCP if we do quota planning (1019) and planning of personnel cost (1015) , and when we do data collection in PCP which method should i choose and what cost item should i create.
Thanking you all in advance
best regards,
samad farooq

if you are speaking of the Start of the year manpower planning hiring .....
1. you need to first create planning types & periods
   (SPRO->PM->OM-Infotype settings-> Quota planning)
2. go to PP01 and select the Org unit
    create the infotype Quota planning.
3. here you can select the Jobs that you want to plan for.
    (Quota planning as per defined by sap is Planning for Jobs to be created under org units.)
4. The same can be created in planned status and then be approved.
5. Also you may need to go through the reports in easy access menu OM-> Tools-> Quota Planning
S_PH0_48000088 - Delete Unoccupied Positions on Key Date
S_PH0_48000087 - Copying Quota Planning into Another Planning Type
S_PH0_48000086 - Copying the Current Required Positions into a Planning Type
S_PH0_48000085 - Freeze Planned Quota
S_PH0_48000084 - Generation of Positions for Quota Planning
Hope this helps.

Cost Planning for vacant positions-

Dear Experts:
Can anyone tell me the best data collection method for Cost Planning for Vacant Positions.
regards,
Srikanth Reddy

Yeah we do:
Scenario is like this:
Assume Business Planning is done at the begining of the Fiscal year.
And Manpower Planning is also done at the same time for the fiscal year.
Now, based on the MPP user would create Vacant Positions in OM.
Periodicity of Cost Planning could be Yearly/ Quarterly/ Monthly.
Whenever i create Vacant Position for Future Periods the system should calculate the Personnel Costs for the Vacant Positions for the same period.
I just wanted to know, which method would be the best if anyone has done this before.
regards,
Srikanth Reddy

Manpower Recquisition : creation / approval

Hi guys
Can any body explain about the Manpower Recquisition : creation / approfval process and which module need to implement for this.
Can we have the Manpower requisitioning & approval process online in SAP - this might be linked to the Manpower budgeting and Applicant tracking process where the
- --Requisition is created w.r.t. the manpower plan and
- --new applicant is created w.r.t. the requisitioned position.
With Best wishes waiting yours prompt reply.
Thanks
S Mishra

The standard MSS services include those of E-Recruiting for creation of requisiton requests and create candidate assesment which will require participation of the line managers in the sourcing process.
However to implement the entire process of candidate shortlisting, SAP E-Recruiting component is necessary.
Best Regards
G Raj

Best practice in HCM

Hi,
1) Can you please advise,what all processes comes under SAP Best Practices for HCM?
2) What all infotypes comes under Payroll implementations?
Thanks!
Manish

Hi,
You can read every thread in this forum.
1.Personnel Administration - it deals with the HR Master Data
2.Organization Management - It deals with the personnel planning all about Business Units,Cost centers etc this will give the picture how your organization look virtually.
Keep these modules as base must know modules
3 Time Management - This manages employee times ,leaves,quotas,shifts,working schedules etc working patterns etc
CATS ,Cross Application Time sheets
Shift Planning etc are part of Time Management but these are individually separate knowledge of these is not necessary when you start your career going forward it would be helpful to grow.
4.Payroll- This manages employee payment part and payment including the off cycle payments
These 4 can be considered to be the basic modules of HCM
5 Recruitment -Deals with process of recruitment from manpower planning to on-boarding
Apart from these we have
6.Benefits -which deals with the fringe benefits (applicable to USA ) and some other countries-I t deals with the insurance ,medical etc
7,ESS/MSS This is self service module employee self service and manager self service these are Portal based modules
We have new generation modules
Such(8) E- Recruitment this deals with the E Recruitment this is portal based modules
Learning Solution
Succession Planning
Personnel Development
Talent Visualization by Nakisa
Enterprise compensation Management (this is again a separate module)
These all part of Talent Management Suite and portal based modules knowing these would give you an edge.
This module is very upcoming and hot
To become an effective HCM consultant you need have good business process knowledge combined with the any of 4 to modules (indepth)
Outside HCM if you knowledge of HR ABAP and MS Excel and MS Word of great advantage.
To start your choose Personnel Management,Org Management combined with Time Management and Payroll
Or ESS/MSS with Talent Management
Search in transaction PA30- Hr Master data and press F4 , you will find entire details 0000 Actions 0001 Organizational Assignment 0002 Personal Data 0003 Payroll Status 0004 Challenge 0005 Leave Entitlement 0006 Addresses 0007 Planned Working Time 0008 Basic Pay 0009 Bank Details 0011 External Transfers 0014 Recurring Payments/Deductions 0015 Additional Payments 0016 Contract Elements 0017 Travel Privileges 0019 Monitoring of Tasks 0021 Family Member/Dependents 0022 Education 0023 Other/Previous Employers 0024 Qualifications 0025 Appraisals 0027 Cost Distribution 0028 Internal Medical Service 0030 Powers of Attorney 0031 Reference Personnel Numbers 0032 Internal Data 0033 Statistics 0034 Corporate Function 0035 Company Instructions 0037 Insurance 0040 Objects on Loan 0041 Date Specifications 0045 Loans 0048 Residence Status 0050 Time Recording Info 0054 Works Councils 0057 Membership Fees 0077 Additional Personal Data 0078 Loan Payments 0080 Maternity Protection/Parental Leave 0081 Military Service 0083 Leave Entitlement Compensation 0105 Communication 0121 RefPerNo Priority 0123 Germany only 0124 Disruptive Factor D 0128 Notifications 0130 Test Procedures 0139 EE's Applicant No. 0165 Deduction Limits 0167 Health Plans 0168 Insurance Plans 0169 Savings Plans 0171 General Benefits Information 0185 Personal IDs 0219 External Organizations 0236 Credit Plans 0262 Retroactive accounting 0267 Add. Off-Cycle Payments w/Acc.***. 0267 Additional Off-Cycle Payments 0283 Archived Objects 0290 Documents and Certificates (RU) 0292 Add. Social Insurance Data (RU) 0293 Other and Previous Employers (RU) 0294 Employment Book (RU) 0295 Garnishment Orders (RU) 0296 Garnishment Documents (RU) 0297 Working Conditions (RU) 0298 Personnel Orders (RU) 0299 Tax Privileges (RU) 0302 Additional Actions 0315 Time Sheet Defaults 0330 Non-Monetary Remuneration 0334 Suppl. it0016 (PT) 0376 Benefits Medical Information 0377 Miscellaneous Plans 0378 Adjustment Reasons 0379 Stock Purchase Plans 0380 Compensation Adjustment 0381 Compensation Eligibility 0382 Award 0383 Compensation Component 0384 Compensation Package 0395 External Organizational Assignment 0396 Expatriation 0402 Payroll Results 0403 Payroll Results 2 0415 Export Status 0416 Time Quota Compensation 0429 Position in PS 0439 Data Transfer Information 0458 Monthly Cumulations 0459 Quarterly Cumulations 0460 Annual Cumulations 0468 Travel Profile (not specified) 0469 Travel Profile (not specified) 0470 Travel Profile 0471 Flight Preference 0472 Hotel Preference 0473 Rental Car Preference 0474 Train Preference 0475 Customer Program 0476 Garnishments: Order 0477 Garnishments: Debt 0478 Garnishments: Adjustment 0483 CAAF data clearing (IT) 0484 Taxation (Enhancement) 0485 Stage 0491 Payroll Outsourcing 0503 Pensioner Definition 0504 Pension Advantage 0529 Additional Personal Data for (CN) 0552 Time Specification/Employ. Period 0553 Calculation of Service 0559 Commuting allowance Info JP 0560 Overseas pay JP 0565 Retirement Plan Valuation Results 0567 Data Container 0569 Additional Pension Payments 0573 Absence for Australia PS 0576 Seniority for Promotion 0579 External Wage Components 0580 Previous Employment Tax Details 0581 Housing(HRA / CLA / COA) 0582 Exemptions 0583 Car & Conveyance 0584 Income From Other Sources 0585 Section 80 Deductions 0586 Section 80 C Deductions 0587 Provident Fund Contribution 0588 Other Statutory Deductions 0589 Individual Reimbursements 0590 Long term reimbursements 0591 Nominations 0592 Public Sector - Foreign Service 0593 Rehabilitants 0597 Part Time Work During ParentalLeave 0601 Absence History 0602 Retirement Plan Cumulations 0611 Garnishments: Management Data 0612 Garnishments: Interest 0614 HESA Master Data 0615 HE Contract Data 0616 HESA Submitted Data 0617 Clinical Details 0618 Academic Qualification 0624 HE Professional Qualifications 0648 Bar Point Information 0650 BA Statements 0651 SI Carrier Certificates 0652 Certificates of Training 0653 Certificates to Local Authorities 0655 ESS Settings Remuneration Statement 0659 INAIL Management 0666 Planning of Pers. Costs 0671 COBRA Flexible Spending Accounts 0672 FMLA Event 0696 Absence Pools 0702 Documents 0703 Documents on Dependants 0704 Information on Dependants 0705 Information on Checklists 0706 Compensation Package Offer 0707 Activation Information 0708 Details on Global Commuting 0709 Person ID 0710 Details on Global Assignment 0712 Main Personnel Assignment 0713 Termination 0715 Status of Global Assignment 0722 Payroll for Global Employees 0723 Payroll for GE: Retro. Accounting 0724 Financing Status 0725 Taxes SA 0742 HDB Concession 0745 HDB Messages in Public Sector 0746 De Only 0747 DE Only 0748 Command and Delegation 0758 Compensation Program 0759 Compensation Process 0760 Compensation Eligibility Override 0761 LTI Granting 0762 LTI Exercising 0763 LTI Participant Data 0783 Job Index 0784 Inquiry Family Court 0785 Pension Equalization Payment 0787 Germany Only 0788 Germany Only 0789 Germany Only 0790 Germany Only 0792 Organizational Additional Data 0794 Pensioner Message A 0795 Certification and Licensing 0796 Duty Assignments 0800 Material Assignment 0802 Sanctions / Offense 0803 Seniority Ranked List 0804 Personal Features 0805 Honors 0806 Course Data 0813 Historical Additional Fees A 0815 Multiple Checks in One Cycle 0845 Work Relationships 0846 Reimbursements 0851 Shukko Cost Charging 0852 Shukko Cost Charging Adjustment 0853 Shukko External Org. Assignment 0860 Sanctions / Offense 0861 Award/Decorations 0863 Verdict 0865 Mobility 0873 Additional Amount - Garnishment FR 0875 Events - My Simplification 0881 Expense Information 0882 Insurability Basic Data 0883 Entitlement Periods 0884 Insurability Calculation 0887 Garnishments (ES) 0900 Sales Data 0901 Purchasing Data 0904 Override Garnishable Amount D 0908 Info. about Annual Income Check 0942 Capital Payment 0976 Municipal Tax per Person 0978 Pension Contribution A 0979 Pension A 2001 Absences 2002 Activity Allocation (Attendances) 2002 Attendances 2002 Cost Assignment (Attendances) 2002 External Services (Attendances) 2002 Order Confs.(Att) 2003 Substitutions 2003 Substitutions: Indiv. Working Times 2004 Availability 2005 Overtime 2006 Absence Quotas 2007 Attendance Quotas 2010 Cost Allocation (EE Rem. Info) 2010 Cost Assignment (EE Rem. Info) 2010 Employee Remuneration Info 2011 Completed Time Events 2011 Time Events 2011 Time Events (CO) 2011 Time Events (PM) 2011 Time Events (PP) 2012 Time Transfer Specifications 2013 Quota Corrections 2050 Annual Calendar 2051 Monthly Calendar 2052 Absence Recording 2052 List Entry for Attendances/Absences 2052 Weekly Calendar w/Cost Assignment 2052 Weekly Entry w/Activity Allocation 3003 Materials Management 3202 Addresses 3215 SWF Staff Details 3216 SWF Contract Details 3217 SWF Qualifications 3893 Time Account Status 3894 Factoring Information BPO
Thanks and Regards,
Revathi.

Standard OM

Hi,
Could you please let me know whether the following points are possible in standard OM or Not?
1) Capacity (planned no. of employees) against each department: basing on this manpower planning report will be taken and it will be matched with actual manpower.
2) Cost (estimated cost that will be paid to the employees) against each department/location/region: Basing on this, budget report will be taken and it will be matched with actual salaries paid.
Thanks,
Ram.

Hi,
Create a new plan version and deifne all the postions.
Then define plannned compensation for each postion in infotype 1005.
You can compare the new plan version and the active plan version for comparison.
Regards,
IFF

Benifits of OM

Dear all,
Can you please define OM and what are the benefits of OM?

Hi,
OM is the basic and beginning module for SAP HCM, It allows you to maintain the organization structure.
Org structure is the key for many things in functional areas, and in sap it forms the basis to integrate with all sap modules.
OM has integration with almost all modules of SAP HCM.
Key benefits:
Organisation Hierarchy,
Reporting Structure.
Base for manpower planning knowing vacancies and head count reporting.
these are just highlights, you can still refer links shared by other.
good luck

Shift Schedule

Every month major departments are making shift schedule for the month in hard copy and sending to HR to upload in SAP. Any changes also are done by HR. Now it is proposed to maintain the shift schedule to be done directly in SAP by the concerned department and changes to be done by HR. It should not change the leave already maintained from before.
Please help me with the steps how to do it.

This is called ManPower Planning.
I guess there is no such concept, but we do have Shift Planning concept in Time Mangement.
But for this, we need to have REquirement Profiles, Job descriptions, etc mandatory to maintain.
this is a very tedious task, and i dunno to what extent it will match ur requirements.
Its suggested, not to bring that into SAP.
Lets C if any one has any prior experience n better views on this.
Regards
...Sadhu

Auditors workbench support tools

Dear all,
The Auditors for my client are looking for tools for running audits. They wanted a tool that helps them plan and deliver audits (project plan, manpower plan etc.) They are not looking at the reporting tools in SAP that support audit.
Anybody have idea about the above matter
Thanks & Reagrds
Issa

Issa,
Your solution could be answered in the Cross Application Component -- Audit Management in ECC 6.0.
You may want to check this out as it allows for Audit Planning, Audit Questions, Audit tracking. It also utilizes MS Project and MS Excel for reporting various aspects of the Audit effort.
John

Manpower planning in PP

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