Organization Management/ Personnel Development Infotype Creation

Hi Experts,
Like Personnel Administration Infotype 9xxx,
xxx- series.which are created using PM01 Transaction.
What is the approach to create Organization Management/ Personnel Development Infotype Creation.
Do they have series 9xxxx.
Please advice.
Thanks in Advance.
Regards,
IFF

Hi irfan,
Have u checked this thread?Have a look at the pdf mentioned in the thread.
how to create OM Infotype
Check ur gmail as well.
Regards,
Manoj.

Similar Messages

Need help in personnel development

Could some one explain me what are the personnel development infotypes (PD).

Please post your question here
SAP ERP Human Capital Management (SAP ERP HCM)
Thanks,
Prasath N

CAREER PLANNING IN PERSONNEL DEVELOPMENT

Hello Everyone,
1)In career planning, u create a career using the following path,
HUMAN RESOURCES -> PERSONNEL MANAGEMENT-> PERSONNEL DEVELOPMENT -> SETTINGS -> CURRENT SETTINGS -> EDIT CAREERS.
Here in EDIT CAREERS i have created a new career ,e.g. "SAP career", which can be included in the CAREER PLANNING as one of the planning criteria that is additional career. I have included potential, preferences, qualifications,designations and additional careers as my planning criteria.
Is this the career() for which we plan an object(in my case PERSON) or do we plan the person to just any position or job created..???
2) Also in CAREER PLANNING, we can see the person's(object) qualifications, potentials, preferences, careers, dislikes and designations.
Under designation, jobs and positions appear.
Are these the job and position the object(Person) is holding before Career planning is done or is he going to hold them after career planning is done???
In that case what is the use of additional careers??
am really confused.
Plz do help
Thanks,
Pooja Dev

Hi
There will be multiple places that you might need to update the program. But I would suggest that you should try with updating the evaluation path QUALDATA with your new Z object.

Integration between organizational management and personnel administration

Dear Sirs/Madams,
I am trying to integrate organizational management and personnel administration to have see positions, jobs, and units which are assigned in PPOME. I made some configuration in T77SO and correct the needed integration in PLOGI position and especially for ORGA.
Nevertheless, the integration problems did not solve. Now, I was wondering if you would mind helping me in this case.
Thanks for your considerations,
Kind Regards,
Mohammad Hassan Salmani.

To set up/fix full integration between PA and PD, run below reports in this sequence:
1. RHINTE00 – Transfer PA records into PD positions –batch
2. RHINTE20 – Create OM objects in PA tables – Online
3. RHINTE30 – Bulk update of infotype 0001
4. RHINTECHECK – Program to check PA to PD
5. RHCHECKV - Checks all inverse relationships
Also,It is important to realize that in PA, there are tables that contain objects from OM, i.e. for those items displayed on infotype 0001 Organizational Assignment. Sometimes the tables can get ‘out of step’ with those in PD – table HRP1000. Check those as well. The tables are:
T513,T513S Object type C (Job)
T528B,T528T Object types S (Position) and A (Work center)
T527X Object type O (Organizational unit)
Regards,
Mukesh

Personnel Development or Talent Management

Hi Experts,
When we talk of Personnel Development in EHp 6.0 does it refer to Talent management as qualifications, appraisals also available in Talent management.
Does it mean that PD is nomore a separate submodule & if we go with Talent Managemnt then we have have the employee devlopment also.
So no need of going with PD , Dev activity can be achieved through Talent,is it so?
Please guide.

Hi Martin,
Thanks you very much for the assistance.
The client wants employee development:
Short Term & Long Term Dev Plan for Employees.
Track & Monitor the progress of employee.
Profile Matchup against positions to determine skills & knowledge of the employee.
Training plans to adress the individual dev needs.
These are few of the needs, but i dont think we have all these available in Talent.
Please guide.

Pa custom infptype and org management infotype creation

hi experts,
pa custom infptype and org management infotype creation
steps are same or not.
If any difference b/w both plz give me step by step procedure.
Regards,
Sandeep

PA infotype will create in PM01 everything we need fill from PM01.
OM infotype
:- 1. we need to create HRI9XXX structure.
2. PPCJ t-code u can create from this t-code.
PA INFOTYPE CREATION
1) Go to Transaction PM01.
2) Enter the custom Infotype number which you want to create (Should be a 4 digit number, start with 9).
3) Select the `Employee Infotype' radio button.
4) Select the `PS Structure Infotype'.
5) Click on Create. A separate table maintenance window appears.
6) Create a PS structure with all the fields you want on the Infotype
7) Save and Activate the PS structure
8) Go back to the initial screen of PM01.
9) Click on `All' push button. It takes a few moments.
10) Click on `Technical Characteristics' . Infotype list screen appears
11) Click on `Change'(pencil) button
12) Select your Infotype and click on `Detail' (magnifying glass) button
13) Give `T591A' as subtype table
14) Give `T591S' as subtype txt tab
15) Give your subtype field as subtype field
16) Save and come back to PM01 initial screen
17) Click on `Infotype Characteristics' . Infotype list screen appears
18) Click on `Change' (pencil) button
19) Click on `New Entries'
20) Enter your Infotype number and short text
21) Here we have to set different Infotype Characteristics as per the requirement. (Better open another session with some standard Infotype's infotype characteristics screen and use as the reference to fill yours)
22) Save your entries.
23) Now the Infotype is created and ready to use.
24) If you want to change the layout of the Infotype as per your requirement.
25) In the PM01 initial screen.Select `Screen' radio button and give 2000 as the screen name, then click on edit.
26) In the next screen.. Select `Layout Editor' and click `Change'.
27) Screen default layout appears.here you can design/modify the screen.. change the attributes of the fields. etc.
28) Save and activate. (Don't forget to `Activate at every level)
Edited by: sapabap229 on Aug 30, 2010 11:19 AM

What is the difference between personnel development and performance management

Hi,
What is the difference between personnel development and performance management in terms of configuration and in portal level .
Thanks
Srikant

HI Srikant,
Personnel development is PD module where u can configure the qualification catalog with the proficiency which can be attached to the position or job as a requirement and the same can be attached to the person as a qualification and then you can do the profile matchup and find any qualification deficit and can propose any trraining required to impart the qualification.And also you can do succession planing, career planing and also development plan.
Performance management is an appraisal cycle in a company . All appraisal process between manager and the employee will be taken care via portal with the appraisal template.(form)
hope this will help you.
regards,
DInesh

IViews available in Performance Management and Personnel Development

Hello Experts,
With Ehancement Package 4, what are the iViews available for Performance Management and Personnel Development (MSS and ESS) ?
Thanks!
Sivani

Nicholas,
I'm sorry but I was not clear with my question ... Is there any specific iVews for Individual Development ?
Thanks in advance!
Sivani
Edited by: Sivani L on Mar 16, 2011 6:27 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".

Team= Personnel Developent= Employee Search

Dear Experts.
I have the following question:
What is the cause for that in the Manager Self Service =>Team=>Personnel Developent=>Employee Search
the portal not update(display) the information of the employee Direct Reports.?
I made the following test:
1) Chief with personnel number 10 assign in the infotype 0105 subtype 001 the user chief_mss and display the employee.
2) Deallocate(delete) the register of the infotype 0105 subtype 001 the user chief_mss for the personnel number 10 and assign this user to the personnel number 20 that also is chief and have other employees in his responsability.
However the system follow showing the same employees of the chief 10.
I check the t.code PPEM - for know that employee have a chief in responsability.
Anyone have an idea of What is the cause of this issue?
Regards

'Employee Search' iView uses a caching functionality to store the
data that was retrieved from Organizational Management.
The validity of the cached data can be define via iView property 'Cache
Lifetime'. The default value is '1' that means that the data is valid
for one day (to improve the iView performance).
If you want to have a different behaviour, you could change this caching
parameter (e.g. set it to -1 to disable the caching at all).
http://help.sap.com/saphelp_erp2005/helpdata/en/ee/63ef41925b2135e10000000a1550b0/frameset.htm
http://help.sap.com/erp2005_ehp_04/helpdata/EN/2e/5a5d45d9f24fbdb06be2ff53651c3e/frameset.htm

Personnel Development

Hi,
Can pls check with the Requirment i sent wheather these Business Process i prepared is correct or not if not pls do some changes and send me
Business Process of Personnel Development
If you want to use all the functions in the Personnel Development component, you also need to
have implemented the Organizational Management component.
Appraisals:.
1.Prepare the appraisal.
2.Holding the appraisal.
3.Completion the appraisal.
4.Approval Process
5.Perform follow-up activities for the appraisal.
6.Appraisal Procedure
7.Appraisal Type
8.Form of appraisal
9.Appraisal Criteria
Succession Planning
In Succession Planning to find people to fill unoccupied positions.
1. Obtain information on potential successors.
2. To obtain further information on the potential successors, you might need to carry out a
personnel appraisal.
3. Once you have carried out these personnel appraisals and have the information you
need, establish a procedure for selecting potential successors.
4. If you need to make organizational arrangements, arrange a time and place, and invite
the persons involved.
5. Select potential successors on the basis of the selection procedure you defined.
6. Once you have selected potential successors, evaluate them.
7. On the basis of the evaluations of the potential successors, decide who the successor(s)
for the position in question is/are to be
1 Maintain qualifications catalog
2 Maintain organizational structure
3. Maintain development plans
4 Maintain career plans
5. Maintain own qualifications
6. Maintain employee profiles
7. Maintain requirements profiles
8.Identify deficiencies in qualifications
9 Identify further development needs
Career Planning
In Career Planning, you can identify possible career goals and draw up career plans for employees
1. Obtain information on the employee whose career you want to plan.
2. If necessary, find out about any predefined careers.
3. Find out about any relevant company-specific conditions.
4. Obtain information on the target posts (jobs, positions) within your company.
5. On the basis of the information at your disposal, define possible target posts for the
employee. If you wish, define possible careers.
6. Decide whether the possible target positions are suitable for the employee.
7. On the basis of this decision, draw up a career plan for the employee.

Hi Sneha,
Good One,
Regards,
Kapil

Organizational Management configuration Guide.

Hi All,
Can any body please give me the configuration Stpes for Organization Management.
The tables included in the configuration.
I have gone through this site
http://help.sap.com/saphelp_erp2005/helpdata/en/0b/dfba3692dc635ce10000009b38f839/frameset.htm
But i need whole configuration guide for OM.
Please help me.
Thanks,

Hi,
In OM you have to configure the following
IMGPersonnel management Organizational management  Basic settings  Maintain number ranges  set up number assignment for all plan versions
Maintain object type:
IMGPersonnel management  Organizational management  Basic settings  Data model enhancement  maintain object type
Maintain infotypes
IMGPersonnel management Organizational management  Basic settings  Data model enhancementu2014infotype maintenance  maintain infotypes
Relationaship maintenance:
IMGPersonnel management Organisational management  Basic settings  Data model enhancement  Relationship maintenance  maintain relationships
Maintain evaluation paths:
IMGPersonnel management Organisational management  Basic settings Maintain evaluation paths
Maintain personnel actions:
IMGPersonnel management Organisational management  Basic settings Maintain personnel actions
Activate inheritance of account assignment features
IMGPersonnel management Organisational management  Basic settings Activate inheritance of account assignment features
Setup integration with Personnel Administration
IMGPersonnel management Organisational management  Basic settings Integration  Setup integration with PA
Transfer data from Pa
IMGPersonnel management Organisational management  Basic settings integration  transfer data from PA
Perepare integration with Pa
MGPersonnel management Organisational management  Basic settings integration Prepare integration with PA
Transfer data to PA
IMGPersonnel management Organisational management  Basic settings integration Transfer data to PA
Check integration consistency
IMGPersonnel management Organisational management  Basic settings integration Check integration consistency
regards,
kalyani

Difference between Personnel Development IT HRP1005, HRP1015, HRP5010

Hi all, reading the above, i got very confused. is there good documentation that explains how and when to use these infotype ?
I need to allocate budget for things like Training cost (per department) and Service awards (per department). which part of the above should i be using ?
any advice would be greatly appreciated!

IT 1005
When you maintain an employeeu2019s basic pay record, you can use the Planned Compensation infotype to suggest default values that are based on pay grade or pay scale data stored for the job or position occupied by the employee. If the pay grade data is maintained, the system checks the amount entered in the Basic Pay infotype against the salary range specified for that pay grade in the Pay Grade table. Because compensation varies from country to country, you can create a number of planned compensation records for one job. When you change an employeeu2019s basic pay record, the system checks if there is a salary structure for the country grouping. If there is a salary structure, the system uses the information stored for the salary structure.
IT 1015
The Cost Planning infotype is used when you use the projected pay method, to enable the system to perform calculations. The infotype allows you to enter information about each type of cost that contributes to labor costs, for example, employer contributions to pension plans, employee benefits, and wage and salary information. You append this infotype to individual jobs or positions, and can also append it to work centers, or organizational units.
IT 5010
The Planning of Personnel Costs infotype allows you to manage different data bases for organizational objects. Each data basis is defined by an individual subtype. When collecting data for organizational objects, specify which subtype of the infotype you want to use for data storage. the system generates direct cost items from the collected data and stores them for each organizational object in infotype records of this subtype. It generates at least one infotype record for each cost item. All infotype records of the same subtype result in the data basis for organizational objects. When you create a personnel cost plan, specify the data basis for organizational objects you want to use for this personnel cost plan. If you execute a cost planning run for this personnel cost plan, the system uses the infotype records with the relevant subtype to create plan data from the cost items stored in these infotype records.

HCM-ORG MANAGMENT Config error, in creation of Org Units.

Hi Experts,
I am trying to configure the HCM-Organization Management in ECC 6.0, When I try to maintain an Org Unit, the system prompts with an Information Message as stated below, since it was an information message, i continued creating the Org Unit, but when I am trying to save the entry, Now system shows me the same message and doesnt allow me save the entry and prompts me with same message...
No evaluation path specified for structural evaluation
Message no. 5A249
Diagnosis
You want to start structural reporting, but you have not specified an evaluation path according to table T778A.
Can any of you help me in this regard.
Best Regards,
KishoreJ.

Hi Amosha,
When i try to do it through the expert mode..The following error shows in the task bar
For infotype 1000 in status 4, function INSE is not allowed
Message no. 5A043
Best Regards,
KishoreJ.

Service MSS Personnel Developent= Employee Search

Dear Experts.
I have the following issue:
In the Manager Self Service =>Team=>Personnel Developent=>Employee Search
The portal not update(display) the information of the employee Direct Reports.?
I have two user with the same roles. When I assig the user XYZ to the employee 89 the system show the datas and work fine.
However when I assgn the user ABC to the employee 89 the system not show the datas. Not show employees.
I have the same Issue of the following post:
Team=>Personnel Developent=>Employee Search
However I made the suggestions of the post, but the issue follow yet.
Anyone have an idea of What is the cause of this issue?
Regards

Hello Siddharth.
I made two test.
1) I waited a day for check the change and that this will be displayed in the portal. ie That the portal take the change. But the system no show the change.
2) I change in iView property 'Cache Lifetime' and set it to -1. But the system no show the change.
Is the same employee, only that I use two user(User A and User B). The two user have the same role in the portal and the R/3.
With the User A, the system take the change, but with the user B, the system no show the change.
What can be the cause of this issue?
Regards.
Juan.

Organization Management/ Personnel Development Infotype Creation

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