Matrix Organization in OM

Can someone please point me to some reading material or config material on Matrix Organization in OM. I have read documentation available on help.sap.com but am looking for more information.
Points will be rewarded.
Learner

Hi
this is from SAP Help files.
Different variations on the horizontal and vertical systems result in different appearances of the matrix organization, for example:
Project Matrix Organization
Team Matrix Organization
Product Matrix Organization
Matrix in Connection with Legally Autonomous Units
Matrix for Applicant Selection Procedure
Also have a look at this link <a href="http://help.sap.com/saphelp_47x200/helpdata/EN/bb/bdbe65575911d189240000e8323d3a/content.htm">Maintaining Matrix Organizations</a>

Similar Messages

Calculation of minority interest in matrix organization structure

Hello-
We are currently implementing sem-bcs and have a matrix organization structure in place. We use company code and profit center as consolidation units. Company code being the currency carrying unit.
We are facing an issue in minority calculation-
Let us take the following example -
Investee A - books equity in pc A
Holding entity B books investments in pc B
The above information were entered in AFD and was also pulled in BCS as RFD..
The first consolidation happens as per our expectations.
For subsequent consolidation, the retained earnings account (additions movement) could have multiple profit centers. The system calculates minority interest correctly for combination of retained earnings addition @ PC A. However for all other combinations (I.e retained earnings for PC other than A), the system treats the entire amount as minority interest (even though that's not the case)..
Kindly advise.
Thanks!

Hi,
Thanks for your reply...
The PC hierarchy is already in place..I maintained Additional Financial Data for the other combinations (of Cons Unit and PC) with 100% share and zero value. The system considered that and calculated minority interest correctly.
I wish to know if the above approach is ok..
Thanks

Matrix Organization in OM Module

Hi experts,
My client want to implement matrix Organization in OM Module. I have to study about matrix organization and until now I still have no ideas what actually matrix organization was. My question is :
1. What is the matrix organization ?
2. What is the function of matrix organization ?
3. What is the impact if I implement this?
4. Is that any possibility to implement matrix organization in OM module.
Needs your help. Thanks in advance.

MATRIX is one fo the Structure we use to Develop the OM structures as we do with Simple Maintainence , staffing method ...........along with these MATRIX is of the structure
See this:
Matrix structure.
see this:
http://help.sap.com/saphelp_47x200/helpdata/en/bb/bdbe58575911d189240000e8323d3a/frameset.htm
http://help.sap.com/saphelp_47x200/helpdata/en/bb/bdbe65575911d189240000e8323d3a/frameset.htm

Matrix organization

hi,
does anyone tell me more on the matrix organization? if we want to implement the matrix organization, should we have 2 version (one for company code and the other by profit centre)?
Is there any detail information / link on this that i can read?
Thanks in advance.

1. should i run Data and Consolidation task for both hierarchies?
Data collection tasks are to be run one time for both (every data record in matrix structure will contain both ConsUnits).
CoI tasks are to be run two times, for each hierarchy separately.
2. How about AFD, should I input AFD equity and investment in both hierarchies?
Negative. As with data records, DSO objects which keep entered AFD contain both COnsUnits and there is no need (and no possibility) to enter data for them separately.
3. Could you kindly give a more detail/scenarion on this statement?
"Only entries belonging to indicated PLs are to be executed separately".
Mentioned PLs are ConsGroup-dependent. Since ConsGroups are to be different for these two ConsUnits, execution of the tasks generating entries of such PLs (namely: CoI, group org changes and elimination of unrezlised profit in inventory in case of supply chain) is to be done from ConsGroups level, separately for each hierarchy of ConsUnits.

BPEL worklist and matrix organization

We are using 11g oracle bpel worklist. We are using the active directory(AD) provider for our users. In our AD each user has a manager.
Here is the problem:
- in most of our bpel human tasks we need to use a manager hiearchy that is different from the one in AD. We have not been able to find any way of doing this in BPEL (worklist).
-The BPEL worklist seems to only support one security provider. We are therefore not able to have different manager hiearchy for different human tasks.
- Is it at all possible to solve this problem with the current BPEL worklist.

Hi Pucha,
In the file system-jazn-data.xml, I can find the new realm added by me.
I reset the new realm to orabpel / hw_services / ruleauthor / ccore/ .......
Then, I restart the server, create new AS and IS connection.
However, I still cannot find the new realm name in the dropdown list of Human task in Jdeveloper.
How to find the new realm in Jdeveloper? Did I miss something?
I also create a new instance, new realm, new roles, new users, new AS connection, and IS connection. But I still cannot find the new realm in the dropdown list in the human task of Jdeveloper.
Thanks.
Edited by: [email protected] on Mar 16, 2009 3:43 PM

Organization Management Interview Questions and Answers Extremely Urgent

Hi,
Please let me know Organization Management Interview Questions and Answers. MOST MOST URGENT
Please do not post Link or website name and detail response will be highly appreciated.
Very Respectfully,
Sameer.
SAP HR .

Hi there,
Pl. find herewith the answers of the questions posted on the forum.
1. What are plan versions used for?
Ans : Plan versions are scenarios in which you can create organizational plans.
     In the plan version which you have flagged as the active plan version, you create your current valid organizational plan. This is also the integration plan version which will be used if integration with Personnel Administration is active.
     You use additional plan versions to create additional organizational plans as planning scenarios.
As a rule, a plan version contains one organizational structure, that is, one root organizational unit. It is, however, possible to create more than one root organizational unit, that is more than one organizational structure in a plan version.
For more information on creating plan versions, see the Implementation Guide (IMG), under Personnel Management  Global Settings in Personnel Management  Plan Version Maintenance.
2. What are the basic object types?
Ans. An organization object type has an attribute that refers to an object of the organization management (position, job, user, and so on). The organization object type is linked to a business object type.
Example
The business object type BUS1001 (material) has the organization object type T024L (laboratory) as the attribute that on the other hand has an object of the organization management as the attribute. Thus, a specific material is linked with particular employees using an assigned laboratory.
3. What is the difference between a job and a position?
Ans. Job is not a concrete, it is General holding various task to perform which is generic.(Eg: Manager, General Manager, Executive).
Positions are related to persons and Position is concrete and specific which are occupied by Persons. (Eg: Manager - HR, GM HR, Executive - HR).
4. What is the difference between an organizational unit and a work centre?
Ans. Work Centre : A work center is an organizational unit that represents a suitably-equipped zone where assigned operations can be performed. A zone is a physical location in a site dedicated to a specific function.
Organization Unit : Organizational object (object key O) used to form the basis of an organizational plan. Organizational units are functional units in an enterprise. According to how tasks are divided up within an enterprise, these can be departments, groups or project teams, for example.
Organizational units differ from other units in an enterprise such as personnel areas, company codes, business areas etc. These are used to depict structures (administration or accounting) in the corresponding components.
5. Where can you maintain relationships between objects?
Ans. Infotype 1001 that defines the Relationships between different objects.
There are many types of possible relationships between different objects. Each individual relationship is actually a subtype or category of the Relationships infotype.
Certain relationships can only be assigned to certain objects. That means that when you create relationship infotype records, you must select a relationship that is suitable for the two objects involved. For example, a relationship between two organizational units might not make any sense for a work center and a job.
6. What are the main areas of the Organization and Staffing user interfaces?
Ans. You use the user interface in the Organization and Staffing or Organization and Staffing (Workflow) view to create, display and edit organizational plans.
The user interface is divided into various areas, each of it which fulfills specific functions.
Search Area
Selection Area
Overview Area
Details Area
Together, the search area and the selection area make up the Object Manager.
7. What is Expert Mode used for?
Ans. interface is used to create Org structure. Using Infotypes we can create Objects in Expert mode and we have to use different transactions to create various types of objects. If the company needs to create a huge structure, we will use Simple maintenance, because it is user friendly that is it is easy to create a structure, the system automatically relationship between the objects.
8. Can you create cost centers in Expert Mode?
Ans. Probably not. You create cost center assignments to assign a cost center to an organizational unit, or position.
When you create a cost center assignment, the system creates a relationship record between the organizational unit or position and the cost center. (This is relationship A/B 011.) No assignment percentage record can be entered.
9. Can you assign people to jobs in Expert Mode?
10. Can you use the organizational structure to create a matrix organization?
Ans. By depicting your organizational units and the hierarchical or matrix relationships between them, you model the organizational structure of your enterprise.
This organizational structure is the basis for the creation of an organizational plan, as every position in your enterprise is assigned to an organizational unit. This defines the reporting structure.
11. In general structure maintenance, is it possible to represent the legal entity of organizational units?
12. What is the Object Infotype (1000) used for?
Ans. Infotype that determines the existence of an organizational object.
As soon as you have created an object using this infotype, you can determine additional object characteristics and relationships to other objects using other infotypes.
To create new objects you must:
     Define a validity period for the object
     Provide an abbreviation to represent the object
     Provide a brief description of the object
The validity period you apply to the object automatically limits the validity of any infotype records you append to the object. The validity periods for appended infotype records cannot exceed that of the Object infotype.
The abbreviation assigned to an object in the system renders it easily identifiable. It is helpful to use easily recognizable abbreviations.
You can change abbreviations and descriptions at a later time by editing object infotype records. However, you cannot change an objects validity period in this manner. This must be done using the Delimit function.
You can also delete the objects you create. However, if you delete an object the system erases all record of the object from the database. You should only delete objects if they are not valid at all (for example, if you create an object accidentally)
13. What is the Relationships Infotype (1001) used for?
Ans. Infotype that defines the Relationships between different objects.
You indicate that a employee or user holds a position by creating a relationship infotype record between the position and the employee or user. Relationships between various organizational units form the organizational structure in your enterprise. You identify the tasks that the holder of a position must perform by creating relationship infotype records between individual tasks and a position.
Creating and editing relationship infotype records is an essential part of setting up information in the Organizational Management component. Without relationships, all you have are isolated pieces of information.
You must decide the types of relationship record you require for your organizational structure.
If you work in Infotype Maintenance, you must create relationship records manually. However, if you work in Simple Maintenance and Structural Graphics, the system creates certain relationships automatically.
14. Which status can Infotypes in the Organizational Management component have?
Ans. Once you have created the basic framework of your organizational plan in Simple Maintenance, you can create and maintain all infotypes allowed for individual objects in your organizational plan. These can be the basic object types of Organizational Management organizational unit, position, work center and task. You can also maintain object types, which do not belong to Organizational Management.
15. What is an evaluation path?
Ans. An evaluation path describes a chain of relationships that exists between individual organizational objects in the organizational plan.
Evaluation paths are used in connection with the definition of roles and views.
The evaluation path O-S-P describes the relationship chain Organizational unit > Position > Employee.
Evaluation paths are used to select other objects from one particular organizational object. The system evaluates the organizational plan along the evaluation path.
Starting from an organizational unit, evaluation path O-S-P is used to establish all persons who belong to this organizational unit or subordinate organizational units via their positions.
16. What is Managers Desktop used for?
Ans. Manager's Desktop assists in the performance of administrative and organizational management tasks. In addition to functions in Personnel Management, Manager's Desktop also covers other application components like Controlling, where it supports manual planning or the information system for cost centers.
17. Is it possible to set up new evaluation paths in Customizing?
Ans. You can use the evaluation paths available or define your own. Before creating new evaluation paths, check the evaluation paths available as standard.
18. Which situations require new evaluation paths?
Ans. When using an evaluation path in a view, you should consider the following:
Define the evaluation path in such a manner that the relationship chain always starts from a user (object type US in Organizational Management) and ends at an organizational unit, a position or a user.
When defining the evaluation path, use the Skip indicator in order not to overload the result of the evaluation.
19. How do you set up integration between Personnel Administration and Organizational Management?
Ans. Integration between the Organizational Management and Personnel Administration components enables you to,
Use data from one component in the other
Keep data in the two components consistent
Basically its relationship between person and position.
Objects in the integration plan version in the Organizational Management component must also be contained in the following Personnel Administration tables:
Tables                    Objects
T528B and T528T     Positions
T513S and T513     Jobs
T527X                    Organizational units
If integration is active and you create or delete these objects in Organizational Management transactions, the system also creates or deletes the corresponding entries automatically in the tables mentioned above. Entries that were created automatically are indicated by a "P". You cannot change or delete them manually. Entries you create manually cannot have the "P" indicator (the entry cannot be maintained manually).
You can transfer either the long or the short texts of Organizational Management objects to the Personnel Administration tables. You do this in the Implementation Guide under Organizational Management -> Integration -> Integration with Personnel Administration -> Set Up Integration with Personnel Administration. If you change these control entries at a later date, you must also change the relevant table texts. To do that you use the report RHINTE10 (Prepare Integration (OM with PA)).
When you activate integration for the first time, you must ensure that the Personnel Administration and the Organizational Management databases are consistent. To do this, you use the reports:
        RHINTE00 (Adopt organizational assignment (PA to PD))
        RHINTE10 (Prepare Integration (PD to PA))
        RHINTE20 (Check Program Integration PA - PD)
        RHINTE30 (Create Batch Input Folder for Infotype 0001)
The following table entries are also required:
        PLOGI PRELI in Customizing for Organizational Management (under Set Up Integration with Personnel Administration). This entry defines the standard position number.
        INTE in table T77FC
        INTE_PS, INTE_OSP, INTEBACK, INTECHEK and INTEGRAT in Customizing under Global Settings ® Maintain Evaluation Paths.
These table entries are included in the SAP standard system. You must not change them.
Since integration enables you to create relationships between persons and positions (A/B 008), you may be required to include appropriate entries to control the validation of these relationships. You make the necessary settings for this check in Customizing under Global Settings ® Maintain Relationships.
Sincerely,
Devang Nandha
"Together, Transform Business Process by leveraging Information Technology to Grow and Excel in Business".

Evaluation path in Organizational Management

Hi everyone ,
Can anyone explain me what is the Evaluation path in Organizational Management?
Thanks in advance.

Hi.
Evaluation paths represents a chain of relationships between object types.
By specifying the several objects and relationships the evaluation path will analyse your organization structure and retrieve the several objects included on it.
You can maintain evaluation paths on img -> Personnel Management ->Organisation Management-> Basic Settings-> Maintain Evaluation Paths
Using SAP documentation to be more precise:
An evaluation path is an instruction to the system which determines which object types and relationship(s) are to be included in an evaluation of your organizational plan.
One or more relationships are then used as "Navigation paths" for evaluating structural information in your organizational plan (relating to the organizational or reporting structures) or matrix organization. The sequence of the relationships included in the evaluation path is decisive in how the results of the evaluation are displayed.
Example
Evaluation path "Staff assignments along organizational structure" (SBESX):
No. Object type A/B Relationship Priority Type rel. object Skip
010 O B 003         *             S
020 S A 008         *             P
030 O B 002         *             O
For more information on priorities, see also: Priority
First of all in this evaluation path, the positions assigned (S) to an organizational unit (O) are determined, then, the holder (P) assigned to each position is determined. As well as this, the next organizational unit down in the organizational structure is determined, the above procedure then takes place for this organizational unit. This procedure is repeated for all further subordinate organizational units.
In the "Skip" field, you specify that a particular relationship is to be included in the evaluation path, but that the last object type in this relationship is not to be displayed.
So, if the skip field were selected in the first line of the above example, this would mean that the organizational units and persons would be displayed, but not the positions that the persons occupy.
Activities
1. Check the evaluation paths in the SAP standard system.
2. Create your own evaluation paths. These must be alphanumeric and have a- maximum of eight digits. They must begin with the letter "Z".
Further notes
Each relationship is defined by its short name ("A002", for example) and the evaluation text as an evaluation path and can not, therefore, be changed. You can change the evaluation text but not the short name of other evaluation paths.
Create new evaluation paths, if you have defined new objects and want to carry out evaluations for them in conjunction with object types that already exist. You also need new evaluation paths if you are modifying existing evaluation paths, by selecting a "Skip" field, for example. Copy the evaluation path into the customer name space (beginning with "Y" or "Z") and enter an evaluation path.
Regards,
Pedro

Matrix structure.

Hi,
Does anybody have some good documentation about Matrix organization in OM.can anybody explain me waht is use of matrix and how we use matrix in real time scenarios.and for example
what will be dimention 1 and 2.if i want one org unit reports to more than one org unit .can u show me with example it will be highly appreciated i am really confused about Matrix.
Thanks.
Sunil.

Hi
I do not have document but can help you with the required steps
1 You have to define the relationship which you want to maintain in a matrix in table T779M.(If not working you can go through SPRO under OM).For creating this table you have to mention relationship name along with dimensions.For each dimension you have to give object type and the evaluation path.(eg O-O-S , O-O-S-P, O-S-P, O-O-VACS etc depending upon the matrix you want to maintain)
2.Through Tcode PPME change access and PPMS display access you can see the relation which you have maintained in the above said table.Here you can maintain the relationships.

Matrix structure with MSS

Hi , good Afternoon.
Is posible user matrix structure (Matrix Organizations) with MSS?
Regards

Hi Juan,
That's possible, but you have to follow OADP config (to include the custom relationship from your matrix org), then make accesible to MSS apps.
You can enhance a group of org. views (by adding your custom relationships) to avoid do changes to MSS apps; for example for appraisal documents you have the 'MSS_HAP_STATUS' group, with the following views;
MSS_HAP_EE_DIR
MSS_HAP_EE_ORG1
MSS_HAP_EE_ORG2
MSS_HAP_EE_SRCH
you can add a (previous created) custom view;
ZEE_FROM_MATRIX
Or create a new group, then depending on the app, you have to do some changes (for FPM apps like Employee Information -> maintain the FPM, in another, just change iView properties).
Check for OADP config in the SDN Community, there is a lot of threads that can help you to build your custom solution.
you can start in SAP Help: http://help.sap.com/saphelp_erp2004/helpdata/en/7f/bb834014d26f1de10000000a1550b0/content.htm
KR!

Matrix Consoldiation Help

Hello Gurus
please provide infomation on Matrix Consolidation advantages and disadvantages on Company/PC Consolidation.
We have hierarchy's from Legal (Company) and Management(Profit Center) sides.
If i want to keep management consolidation(PC) is my book of legal then what is the best approaches?
appreciated your comments and help
Thx
Ramana_12

Hello Dan,
We have EC-CS consolidation with Legal and Mangement ( Company - Legal and Profit Center- Managment ) dimensions and would like to continue same manner in BCS. In EC-CS i have to change every time global parameters to work on consolifations.
where as in BCS , we can use Matrix organization/consolidation to accommodate both dimesions .and EC-CS thesource of data collection is company based on real time and PC is rollup.
I ve two options here one with 0BCS_10 or 0BCS_C11. what is the best way to handle?
if i want to load data manually into BCS, how many loads i need to do for one consolidation unit( Company- legal /Profit Center- managment)?
thanks in advance
R

Help reqd in creating new OM structure

Hi Experts,
We are having a requirment from client for setting a new OM structure.
We should have 2 reporting structures for org units. One should be functional reporting and other is Legal reporting.
Client is focusing only on using standard relationships.
What is the ideal method of implementing this structure?
Is it advisable to move with Matrix organizations or is there any other better method to do this?
Pls advise.
Regards,
Ramesh

closing the thread.

Profit Centre Hierarchy

Hi,
When you do the consolidation by profit center,do you use profit center or profit center group as the cons unit?
Thanks in advance

Hi Herwin,
. Is there any important relationship between 1000cons unit based on profit centre and the matrix organization/pc only?
- In case of non-matrix you have just a number of your ConsUnits. In case of matrix you have a combination of units. I saw a holding with a couple of thousands of Companies and about 10000 profit centers. Imagine how many combination Co+PC may exist in such holding. It almost always makes BCS implementation more time- and resources-consuming.
.which one do u recommend (matrix or management consol only)?
- I almost answered this question yet. Management Consolidation should be much easier than a matrix one. Matrix is needed when there is a necessety to have balanced Fin Statement from both points of view: Co and PC.

Real time questions

HI,
can anybody send real time question in sap hr module.please help me out from this issue
thanks
venkat

Hi Mareddy,
1.     Where will you give authorizations for a T-code to a particular user?
2.     What are the Structural authorizations?
3.     What is a time management status infotype?
4.     Where will you record Times?
5.     What are the pay revisions?
6.     What are evaluation classes for?
7.     What is the table for processing and evaluation classes?
8.     What is the T-code for
9.     What is the control record for a payroll to be run for 01.01.2007?
10.     How do you pay revisions and in which infotype?
11.     What are the
12.     What is the time status for Positive time recording and negative time recording?
13.     What do you mean by Model wage types?
14.     Who will assign symbolic accounts and who will define?
15.     Where will the symbolic accounts related to FI? G/L Accounts.
16.     What is the Integration between PA & Recruitment? What about PRELI.
1.     What is an Organization structure contains.
Enterprise structure
Personal Structure
Org. Assignment
2.     What is the Enterprise structure consists of?
3.     What is the personnel structure consists of?
4.     What is the Org Assignment structure consists of?
5.     What is a reporting structure?
6.     What is a relationship and how many types are there?
7.     Can one person will be assigned to different positions or one single position can be assigned to different persons.
8.     How do you integrate between OM and PA?
9.     Where will you assign if the position would be defaulted with Emp Grp and Sub grp?
10.     What is the highest hierarchy in the Structural Graphics?
11.     What are the plan versions used for?
12.     Where will you do the Cost center assignment?
13.     Position inherits the task of which object
14.     What is the relationship between a job and position in OM.
15.     How do you define Task?
16.     What do you mean by Work Center?
12 How to know the user authorizations
T.code SUIM can help u to knw the authorizations of the users.
13 Position inherits the task of which object
13. Position inherits the task of the Job for which the position is created.
14 How do you transfer data from PA to PD?
14. RHINTE00 is the report used to transfer data from PA to PD.
*PLOGI QUALI is the switch it will integrate the PA and PD
15 RHINT30 Used for what?
15. RHINTE30 is used to update IT0001 in PA (batch input) of the specified Personnel numbers. The Org. Asgmnt created for these numbers in PD is transferred to IT0001.
16 Feature PACTV performs
16. PACTV this feature tells about an applicant what is his/her current status wheather hiring, rejected. *Parameter settings for applicant activity types
17 What is the use of Feature NUMKER?
17. Feature NUMKR is to assign Personnel number range to a Company code or Personnel area. T.code PA04 is for tht feature. It holds the interval range, the interval status (latest number assigned). *It is used for the internal number assignmebt
18 What is the use of control record
18. Payroll Control record a) defines payroll past for retroactive accounting recognition, b) locks the master data & time data during the payroll process (payroll past & present), c) defines earliest possible retroactive date, d) no. of times the payroll has been run for tht payroll area.
19 Are you able to perform more than one action in the same day?
19. Yes u can perform two actions on the same day except the Hiring action and the Separation action.
Yes but it should not affect the employment status
20 Whether System will allow the Hire and Terminate actions on the same day?
21 While performing the hire action, Customer don't want to go further with out entering
System will not accept the hire and terminate on the same day
22 the data into the Infotype i.e few Infotype data's are mandatory .how to proceed?
23 What is the functionality of time constraints?
23. Time constraints are assigned to the Infotypes in order to avoid collision between two Infotype records.
TC 0 - Max. of one It record of same type, for same object & for same period of time
TC 1 - IT records available at all times. No time gaps allowed. No overlapping records
TC 2 - Only one record at any one time. Time gaps may exist.
TC 3 - Multiple records may exist at one time.
Time Constraints will reduce the duplication of data
example if the time constraint is one it is mandatory
tcc 2 unique and mandatory
tcc3 gaps and allowed
24 Customer doesn't want to give display authorization for few fields in the infotypes. How to resolve this issue.
Some fields in an Infotype screen can be Hidden by Screen Modification through the table T588M
25 To implement SAP Payroll what are the mandatory modules for HR
25. The mandatory modules are PA & Time.
25. OM, PA, Recruitment, & Time Management
26 What is the difference between Master data and transactional data.
26. Master Data is the data that remains unchanged for a long period of time.
Ex. Employees Personal details etc.
Transactional data is the data pertaining to day to day transactions with keeps changing
Ex. Time data,
27 Employee able to hold two personnel numbers
27.Employee can hold two personnel nos.Such a case arises in CONCURRENT EMPLOYMENT.
Yes one number will be reference personnel number
28 How to access HRP1000 table
28. HRP1000 can be accessed through Transaction Code :SE16.
29 What are the different types of holidays?
29. Holidays can be classified into Mainly Fixed, & Movable
30 How to find a bug in a report
31 What is personnel calendar?
31. Personnel Calender is in which it tells information of employee's about his Location, Position, department, Shift, absence & attendence, Payroll.
32 What are the types of break schedules?
32. Break Schedules are Paid & Unpaid, & Dynamic Breaks.
fixed breaks
variable break
etc
33 Customer required a variant for monthly WS generation with Thursday half day
33. Regarding Halfday on thrusday You need to create a variant and assign it to your Selection rule.
34 Holiday and Friday & Saturday's are weekly off.
34. Question I could not understand you mean weekly Off on Fridays & Saturdays then you need to mention it in your Period Work Schedule.
35 Define day types
35. Day Types is an indicator that a certain calender day is payment relavent that is paid or not.
36 To generate a work schedule what are the parameters required.
36. Holidays, Holiday Calender, Factory Calender, PS Grouping, Break Schedules, Daily Work Schedules, Period Work Schedules, & Work Schedule Rule & SCHKZ feature
37 What is the use of a counting rule?
37. Counting Rule is used to determine the payroll days & Hrs for the Attendence & Absence & to count the exact time.
they count the payroll days and hours
38 Define base & accrual entitlements?
39 How to generate Absence Quotas?
40 What is the relationship between a job and position ii OM
40. Relation between a Job & a position is that a Position automatically inherits the characteristics & task assigned to that job
41 What are the Characteristics of a wage type?
42 What is the advantage of a schema?
43 What is the use of QUOMO44 What is the procedure to develop a new report?
45 What is the use of structural authorizations?
46 Differentiate between cluster table and internal table
47 Module pool programming
48 How to transport a variant for a report to production System
49 What are the activities needs to be completed before transferring the applicantdata to Personnel administration
49. Following are the activities that are need to be performed before transferring the applicant data to PA
--> Initial Entry of Basic Data
--> Prepare for Hiring
50 What do you know about the R/3 architecture?
50.R/3 architecture is a three tier Architecture where
51 Define personnel Area & Personnel Subarea
51.Personnel Area: Personnel Area represents Sub division of a company code.
Company Code :Four character code to identify the company
For ex. Let ABCD be a compny code.
This company has its branches in Mumbai, Chennai, Delhi , wherein Mumbai, chennai, delhi forms the Personnel Areas for ABCD. Personnel Area is also identified by a four character code.
Personnel Sub Area: Sub-division of Personnel Areas.Identified with a Four character code.
52 Give some examples for Employee subgroup
52.Example for Employee Subgroup
>Salaried Employees
>Hourly Paid Employees
>Trainee
52. Example of Employee Sub Groups are Salaried, Pensioner, Retainer....etc
53 what is retroactive accounting
53.Retroactive Accounting :
Retroactive accounting is triggered during the payroll run for the current period if the certain master and time data affecting the payroll past has been changed in the meantime. Only changes to master and time data are relevant for retroactive accounting, since previous payroll results must be corrected.
54 When you perform a Off-cycle payroll
54. Off cycle is performed when you give any advance to your employee like Bonus,
55 What is the significance of DME
56 How to create a work schedule for a part time employee
56. Whether the employee is Part timer or Full Timer the same way components will taken into consideration for creation of Work Schedule.
57 How to transfer employee salary from HR to FI
57. You mean transfer of employee from HR dept to FI dept then you need to move the position. Select the position and click on F5 and again click on F5 it will ask you to which department the position to be moved and select the appropriate dept and save it.
58 If you want to rerun the payroll for a specific employee what is the procedure
59 Define processing class, evaluation class & Cumulation classes
60 How you calculate the overtime
61 how to calculate transport allowance for employees who has worked as per workschedule & who took few leaves ( employer don't want to pay transport allowancewhere the employee was absent)
62 Difference between positive and negative time
62.Positive Time is Calculating Actual Working Times. Negative Time is calculation of Deviations in the actual working time.
63 Mention the processing types in Time evaluation
64 Give brief information about time wage types & balance reflects into cluster tables
65 Where you will find error messages
65. T.Code is SM21
1 In IMG, activities for which SAP cannot deliver default settings?
2 At what level the regulation of employees are defined in SAP?
3 To integrate the PA and OM we use a switch, specify?
4 In which feature T-Code's are maintained?
5 What is the use of a feature? A feature can be used to determine the default values & the screen sequence when HR Master Data is maintained in the Infotypes.
6 The employee subgroup grouping for CAP allows you to assign different
employees to different
7 Employee subgroup grouping for PCR is done to
8 In which feature, default wage type is defined for Basic Pay Infotype
9 The wage type that starts with'/' is known as
10 Permissible check for wage type is performed for each
11 In SAP one can control the initiation of actions when maintaining an infotype by
12 How to know the user authorizations
13 Position inherits the task of which object
14 How do you transfer data from PA to PD?
15 RHINT30 Used for what?
16 Feature PACTV performs
17 What is the use of Feature NUMKER?
18 What is the use of control record
19 Are you able to perform more than one action in the same day?
20 Whether System will allow the Hire and Terminate actions on the same day?
21 While performing the hire action, Customer don't want to go further with out entering
22 the data into the Infotype i.e few Infotype data's are mandatory .how to proceed?
23 What is the functionality of time constraints?
24 Customer doesn't want to give display authorization for few fields in the infotypes.
How to resolve this issue.
25 To implement SAP Payroll what are the mandatory modules for HR
26 What is the difference between Master data and transactional data.
27 Employee able to hold two personnel numbers?
28 How to access HRP1000 table
29 What are the different types of holidays?
30 How to find a bug in a report
31 What is personnel calendar?
32 What are the types of break schedules?
33 Customer required a variant for monthly WS generation with Thursday half day
34 Holiday and Friday & Saturday's are weekly off.
35 Define day types
36 To generate a work schedule what are the parameters required.
37 What is the use of a counting rule?
38 Define base & accrual entitlements?
39 How to generate Absence Quotas?
40 What is the relationship between a job and position ii OM
41 What are the Characteristics of a wage type?
42 What is the advantage of a schema?
43 What is the use of QUOMO
44 What is the procedure to develop a new report?
45 What is the use of structural authorizations?
46 Differentiate between cluster table and internal table
47 Module pool programming
48 How to transport a variant for a report to production System
49 What are the activities needs to be completed before transferring the applicant
data to Personnel administration
50 What do you know about the R/3 architecture?
51 Define personnel Area & Personnel Subarea
52 Give some examples for Employee subgroup
53 what is retroactive accounting
54 When you perform a Off-cycle payroll
55 What is the significance of DME
56 How to create a work schedule for a part time employee
57 How to transfer employee salary from HR to FI
58 If you want to rerun the payroll for a specific employee what is the procedure
59 Define processing class, evaluation class & Cumulation classes
60 How you calculate the overtime
61 how to calculate transport allowance for employees who has worked as per work
schedule & who took few leaves ( employer don't want to pay transport allowance
where the employee was absent)
62 Difference between positive and negative time
63 Mention the processing types in Time evaluation
64 Give brief information about time wage types & balance reflects into cluster tables
65 Where you will find error messages
66 what are the infotypes data involved in Time evaluation
67 Time events & Time pairs are stored in which tables
68 How to valuate the time wage types
69 Derive the wage type with 50% & 25%
70 How to change the employee basic pay from wage type MM20 to 5231
71 What is the use of counting classes?
72 What is the use of Day Rules?
73 W hat are the partial period factors
74 In which tables Payroll constant will be stored & through which T-Code you are
able to view the records.
75 Write the formula for partial period factor for /802
76 What is the use of factoring in Payroll.
77 Are you able to run a payroll for ex-employee?
78 What do you know about Averages in payroll?
79 Through which T-Code you are able to create a remuneration statement
80 Explain bank transfers & Check processing
81 What are the time recording methods.
82 How to implement a decentralized scenario into an organization
83 How to get the master data from SAP to SAP & Non-sap
84 Qualification catalog consists of which objects
85 What is the key feature for IT0003 which is maintained by system automatically?
86 How to hold two different bank accounts foe an individual employee to distribute salary
87 What are the key aspects defined for dynamic actions
88 Employee subgroups are used in Time to control what
89 What is the purpose of assigning a Daily Work Schedule class
90 How is a day type determined in a day type rule.
91 What is the use of a Quota multiplier in a Counting rule.
92 What are the methods by which Quota can be accrued.
93 When do you use a reduction rule for an absence quota.
94 Elements of enterprise structure are
95 What type of information payroll accounting area provides the payroll driver
96   Infotypes are logical groups of
97 Work Schedule is generated from
98 Which infotypes act as a payroll administration for the individual employee
99 What are the applicant activities?
100 Explain ASAP methodology
101 What are the logical databases belongs to HR module.
102 What are the modules for wage type characteristics (indirect valuation)
New set of question taken from internet..
1. SAP Overview
1. Explain the structure of the client/server framework.
2. Project Implementation Tools 1. What is the IMG?
2. What is a project IMG?
3. Basics of Human Resources 1. What are the most important processes supported in Human Resources (HR)?
2. What are the most important structures in HR?
3. What is meant by Employee Self-Service?
4. What ways are there to select an Infotype?
5. How do you hire a new employee?
6. Which steps make up the payroll process?
7. Why is there a cross-application time sheet? What are the possible target components?
8. What is the purpose of time evaluation?
9. Which reporting tools do you know of?
10. How is the recruitment component integrated with the other HR components?
11. What is an applicant action?
12. What is the difference between qualifications and requirements?
13. What is the difference between career planning and succession planning? What is a development plan?
14. Describe the day-to-day activities in Training and Event Management.
15. What is the appraisal system component used for?
16. What are the main functions of Compensation Management?
17. What personnel cost planning methods are there in SAP HR?
18. Which Infotypes do you need to implement Travel Management?
4. Organizational Management
1. What are plan versions used for?
2. What are the basic object types?
3. What is the difference between a job and a position?
4. What is the difference between an organizational unit and a work center?
5. Where can you maintain relationships between objects?
6. What are the main areas of the Organization and Staffing user interfaces?
7. What is Expert Mode used for?
8. Can you create cost centers in Expert Mode?
9. Can you assign people to jobs in Expert Mode?
10. Can you use the organizational structure to create a matrix organization?
11. In general structure maintenance, is it possible to represent the legal entity of organizational units?
12. What is the Object Infotype (1000) used for?
13. What is the Relationships Infotype (1001) used for?
14. Which status can Infotypes in the Organizational Management component have?
15. What is an evaluation path?
16. What is Managers Desktop used for?
17. Is it possible to set up new evaluation paths in Customizing?
18. Which situations require new evaluation paths?
19. How do you set up integration between Personnel Administration and Organizational Management?
5. Master Data 1. Which elements make up the enterprise structure?
2. Which elements make up the personnel structure?
3. Which elements make up the organizational structure?
4. Which criteria play a role in establishing these structures?
5. Which control features are controlled using the personnel subarea?
6. Which control features are controlled using the employee subgroup?
7. What is a payroll area?
8. What is an Infotype?
9. Which criteria determine payroll areas?
10. What is the organizational key used for?
11. In which Infotype are administrators defined?
12. Why are administrators defined?
13. What can features be used for?
14. What is the connection between Planned Working Time (Infotype 7) and Basic Pay (Infotype 8)?
15. Which ways are there to define default values for the pay scale area and pay scale type?
16. What is the employee subgroup grouping for collective agreement provisions used for?
17. Where are pay scale groups and pay scale levels defined?
18. How are wage types created in the SAP R/3 system?
19. Can all wage types be entered into all Infotypes?
20. What does the input permissibility of a wage type depend upon?
21. What is the personnel subarea grouping for primary wage types used for?
22. What is the employee subgroup grouping for primary wage types used for?
23. What ways are there to valuate wage types? Where are wage type valuations defined?
24. How can you evaluate wage types indirectly?
25. How can you define default wage types for the Basic Pay Infotype?
26. What ways are there to perform pay scale reassignments?
27. What ways are there to perform standard pay increases?
28. What is the difference between the simple and extended pay increases?
29. Can several personnel actions be performed on the same day?
30. What is the Additional Actions Infotype used for?
31. If an employee leaves the enterprise, are all Infotypes delimited?
32. Which control options do you have for Customizing when configuring Infotypes?
33. Can a screen in HR data consist of several Infotypes?
34. Which ways are there to modify screens in Customizing?
35. What is an Infotype menu and what is its purpose?
36. What is an info group? What is a personnel action?
37. How can a personnel action change the status feature of an employee in Infotype 0000?
38. How are personnel actions and dynamic actions linked?
6. Authorizations 1. What is a role and what is it made up of?
2. How are the authorizations in a role maintained?
3. Are authorization objects or profiles assigned to users?
4. Which authorization object can you use to control an employee?s access to his or her own personal data?
5. What are the main advantages of the Profile Generator?
6. Can roles and their authorization profiles be assigned to a user for a limited time period?
7. How do you create structural profiles?
7. Payroll 1. How does the system know when to trigger retroactive accounting for a particular employee?
2. How is the earliest retroactive accounting date determined for an employee?
3. What is the payroll control record used for?
4. Is the exact date of the payroll period for an employee determined by the payroll area or the payroll control record?
5. What activities are possible when the payroll control record is set to ?Released for Payroll??
6. Is it possible to branch directly from the payroll log to master data and time data maintenance?
7. What is Matchcode W used for?
8. What effect does grouping employee subgroups have on personnel calculation rules?
9. Can you evaluate payroll results using SAP Query/Ad Hoc Query?
10. What steps are required to post payroll results to Accounting?
11. Can a posting run be deleted?
12. Where do you specify whether an employee is paid in cash or whether the money is transferred to a bank account?
8. Time Data 1. What are the basic concepts for recording time data?
2. What steps are required to set up work schedules?
3. Can you define your own public holidays?
4. How do you define which public holiday calendar is valid for an employee?
5. Which characteristics does a public holiday class blank have?
6. Is there an employee subgroup grouping for daily work schedules?
7. What is a variant of a daily work schedule?
8. Is there an employee subgroup grouping for time quotas?
9. What ways are there to define breaks within a break schedule?
10. Which characteristics does a daily work schedule with daily work schedule class 1 have?
11. Which elements make up a period work schedule?
12. Which characteristic does a day with day type 1 have?
13. Which ways are there of representing part-time work in the SAP R/3 system?
14. Which ways are there of representing substitutions in the SAP R/3 system?
15. What is the difference between absences (Infotype 2001) and attendances (Infotype 2002)?
16. What is an absence quota? Give examples.
17. What is the difference between a validity interval and a deduction interval for time quotas?
18. You need to deduct an absence from a quota. Which Customizing settings are required?
19. Should a quota be assigned directly to an absence?
20. What is the remuneration Infotype used for?
21. What are counting rules used for?
22. Can you set up default values to create absence quotas?
23. Can you generate absence quotas?
24. What is the schema TQTA used for?
25. What ways are there of entering information for Controlling when recording time data in the Time Management Infotypes?
9. Reporting in Human Resources Management
1. Which reporting tools are available in Human Resources Management?
2. Is the Business Information Warehouse part of the SAP R/3 system?
3. What is HIS?
4. Where do you find standard reports in HR?
5. Can you also evaluate cross-client data with standard reports?
6. Can customer-specific reports be incorporated in the Managers Desktop?
7. What is a logical database used for?
8. Which logical databases exist in HR?
9. What is a user group, what is an infoset and how are the two related?
10. What is a field group? Give examples from HR.
11. What are selection and output fields?
12. What can an Ad Hoc Query be used for?
13. What are the steps for configuring an SAP Query?
14. What are payroll Infotypes used for?
Reward if helpful..
Cheers
JS

How to move same position to another org unit

Hi experts,
I have one question.Currently one position in my company shared by 2 department.
How to create same position with same id for the 2 department. I have try to create it, but the second one
will auto generate next position id.Thanks

Hi,
This is not allowed in standard system.
Each position/org unit should exist only once in the org structure.
To assign a position to more than one org unit you need to implement a "matrix organization" by using "dotted relationships".
Regards,
Dilek

Master data Synchronizing program in BCS

Hi,
When i executing Master data Synchronizing program:UGMD_BATCH_SYNC .Where i got the selections
and i have given below selection conditions to run the program.
application = 10
application area = FL
Field Name = /1FB/COMPANY
Synchronization Mode:You can use either supplementary synchronizing or Full synchronizing.
Which synchronizing mod need to use to synchronize the masterdata.
Is it fine if select Field Name = /1FB/COMPANY ? in the selections.
I have added new cost centers in cost center hierarchy i am executing the program to synchronize the mastered between BW and BCS.
Please some one advise me in this scenario

Dan,
Replicate in BW where all the fields are not replicate mode except item.
When i was try to load the data where i am not able to load data for new company 100 and warning is saying these records are ignored.
The error message
5 of 5 data rows were ignored
Message no. UCF7017
Diagnosis
A total of 5 data records were read from file C:\Documents and Settings\Laxmikant.dube\My Docume. Of those, 5 records contain parameter settings that exceed the user limitations for executing the data collection task.
System response
The ignored records were not checked any further and will not be written.
Procedure
Make sure that the ignored records are irrelevant for the current task. If some of the ignored records were supposed to be written, then the file probably contains an error.
In this case, closely examine the settings for the fields Version, Fiscal Year, Period, Group Currency, and Consolidation Units in the file.
If you have more than one characteristic with the role consolidation unit (a socalled "matrix organization"), also check whether the settings in the ignored records refer to valid combinations of consolidation units.
What would be the issue?
Edited by: Prasad B on Oct 7, 2008 7:16 PM

Matrix Organization in OM

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