Performance Management / Appraisals -- BSP

How do you set breakpoints / debug in the WDFA / BSP environment. The development team is able to do in the GUI environment.

You will need a abap person for the same.
But  i will elaborate.
First login to SAP GUI with the same user with which you login into the bsp application.
Firstly go to the code where you need to put the break point.
Threre on the top section there will be two break point options select the http break point.
Then run the application.
Regards,
Divya

Similar Messages

  • MSS - Performance Management Document (BSP HAP_DOCUMENT)

    Hello everyone,
    For some reason, when I click on MSS -> TEAM, and navigate to the Performance Management Document, nothing is showing on the browser.
    Only the pale blue color, nothing else.
    As a assigned manager role, I have 2 document to evaluate, and I click on the number 2. But as I said, only a new windows with the title "Performance Management Document" and pale blue color opens.
    I know this uses the BSP HAP_DOCUMENT, it is activated.
    What is missing?
    Regards!
    Ricardo Sancio Lóra
    Brazil

    I am no more working on this issue

  • Performance Managment - Appraisals still pending for ex employees

    Hello!
    I had a quick question and hope someone can answer it for me. Is there a process which can be run to remove appraisals from performance managment (MSS) when an employee leaves an organisation?
    currently we are getting many calls/tickets wondering why a persons appraisal is still active in thier performance management worklist even though they have left the company. So far we have suggested that they manually delete them, but surely there must be an easier way?
    secondly, which actions are automatically purged when an employee leaves?
    Many thanks,
    Samir

    """    On the portal "Status Overview" I-View for MSS --> Maintain Performance Documents, there is a property for employee evaluation period which needs to be set to "Yes".   ""
    how to change this property?
    under content admin????
    Thanks in advance.

  • Performance Management: Appraisals Question ??

    Please Help,
    I finished the implementation for full HRMS cycle, PM (PM Approvals according to AME, Approvals from 4 Supervisor),
    My question is :
    In the regular, after the last supervisor approve there is a notification send to employee and He's only click "Ok".
    My client want after the last supervisor approve, a notification send to employee with "Approve" or "Reject" , if the Employee "Approve" then the transaction save to database, if the employee "Reject" , the reject button takes him to another page , this page have only text field "Multi line" to write his Grievance and "Submit", after "Submit" recycle again the approver process for 4 supervisor!

    In the notification we can not control the flow using Approve/ Reject Button. But I think you can use a return for Correction Link for Employees in this scenario. Add employee as a final approver and then employee can return the appraisal for correction or approve it.
    let us know if this works

  • Configure approval process in Appraisals - Performance Management

    Hi Guys
    I am trying to configure the approval process. After the final appraisal by the manager, the appraisal forms hould go to the manager of the manager (next level manager) for approval.
    My queries:
    1. Is the next level manager defined as further participant or part appraiser?
    2. Where do we assign the next level manager? In PHAP_PREPARE? I don't see anyplace where I can do that.
    I have done the following configuration:
    1. At category level, selected Role 'Higher Manager'
    2. At category level, in Status flow--> Person Authorized, selected Higher-Level Manager.
    3. In the template, selected Higher Manager in Roles.
    What am I missing here?
    Regards
    FS

    Hi FS,
    I am also facing the Performance Management Higher Level Manager Approval issue in my client. Will you be able to help me about this BADI: HRHAP00_DOC_DEF_DO. How did you impleted this BADI related to higher level manager and how did you configure in Status flow.
    Please Provide technical details about the BADI and configuration about the status flow also.
    Thanks in Advance.
    -Abhi

  • Performance management with ONLY ESS and NO MSS??

    Hello Gurus,
    I have a very peculiar scenario regarding and ESS/MSS.
    Let me first post our requirments:
    We have implemented all modules of HR along with OM and now in the process of implementing Performance Management along with ESS only .  I am stressing on ESS only here with NO MSS functionality.
    Now my question is..is it really possible in the first place to have a performance management functionality without MSS and just with standalone ESS?  If yes,  what are the options that I have to configure the performance management system and the ESS system so that the workflows for Planning, Rating an employee, and Approvals regarding appraisals can be achieved??
    Is it possible to assign an ESS role to the manager and then when the manager logs in ESS, he/she can go ahead with the performance management process and can check employees just like the way it happens in MSS?
    Thanks a  lot for your time.
    Best Regards.
    Karan.

    Dear Karan,
    Firstly, it is not mandatory to implement MSS for approvals/notifications...
    Manager in MSS term is used to refer Head of Unit (in general) and not the immediate supervisor, i.e, relation ship (012).
    UWL - Universal Work List is the place where all work items for approval is listed and this can be activated in ESS with out using MSS functionality also.
    Comming to Performance Managment: Yes it can be acheived. NO MSS is required for Appraisals.
    if you are using BSP applications, there are different pages available for employee view, and manager view..\
    all that u need to do is, use the appropriate pages in the links that you gonna provide in ESS>Performance Management.
    SAP has given provision to create your own notifications (workflow) in configurations. Create a Z Event and ask your ABAPer to send a notification based on that Z Event. This all is standard.
    Regards
    ...Sadhu

  • Oracle Performance Management doubts

    Hi All,
    I have some questions related to Oracle performance management and hope they will get answered over here:-
    Que1. The weight of all objective should be 100 but in my case it is allowing any value. What I need to do to restrict it?
    Que2. Can we do objective setting and Appraisal process simultaneously? That would be allocate objective and rating in parallel?
    Que3. When and how the rating provided by manager would reflect in the Performance (People --> Assignment --> other --> Performance) widow and what would be the effective date. I have completed all setup and process but the final rating is still not available.
    Que4. What is difference between Talent management, Performance management and Workforce performance Management?
    Que5. When I include the Appraisal in the PMP and select the Appraisal template (that just has final rating) and click on the "Go to Task" against "Manage appraisals" (to initiate it) I do not see anything. Do we/manager need to create plan every time using the link Appraisal.
    Sorry for asking too many questions.
    Thanks,
    Avinash

    Que1. The weight of all objective should be 100 but in my case it is allowing any value. What I need to do to restrict it?
    ANS : This is a seeded one. If you want to restrict it you have to customize the page.
    Que2. Can we do objective setting and Appraisal process simultaneously? That would be allocate objective and rating in parallel?
    ANS : There is a checkbox "Allow Objective Setting outside of the period" (something like that).
    Que4. What is difference between Talent management, Performance management and Workforce performance Management?
    ANS: AFAIK, Oracle Talent Management and Oracle Performance Management are same. Prior to Oracle Performance Management, the module name was Oracle Talent Management.
    Que5. When I include the Appraisal in the PMP and select the Appraisal template (that just has final rating) and click on the "Go to Task" against "Manage appraisals" (to initiate it) I do not see anything. Do we/manager need to create plan every time using the link Appraisal.
    ANS : You can schedule the concurrent program, "Mass Appraisal Creation".
    Hope it helps!.
    MAK

  • Appraisal Create -- Performance Management

    How do you implementat a "delegate" role in Performance Management?
    The scenario is like this :
    The manager has over 100 employee's in her team. The appraisal documents are created in batch in the beginning of the year.
    The manager identifies the team lead (four) of them, to conduct the appraisal for their team member's.
    Currently we are not able to do delegate that responsibility.
    In the appraisal document, we are not able to display the "delegate - appraiser". Nor, can a "delegate-appraiser" (when she logs-in) able to see the appraisal documents created by the manager and delegated to her.
    The "delegate-appraiser" logs-in using the BSP documents_todo.htm. Or should a different BSP be used?
    Thanks

    Are you on ECC 6?
    If yes there is a new Enhancement pack 4 comming with new functionalities for MBO , you can check out the features, i feel there are a few features matching your scenario , it may not be a perfect match, still check it out.
    Regards
    Sameer

  • Performance Management - Transporting "Define Tabs and Process config"

    Good Morning Experts,
    We are moving from Development into our PPT (pre-production test) environment and have successfully transported the Performance management category settings/values, as well as the Template itself.
    Upon executing the Performance Management toolset from the portal side, I see that my tab configuration for the template did not transport.  I have searched high and low for any reference to transporting this config step, but have been unsuccessful, thus this post.
    Does anyone have any suggestions for transporting this configuration.  As you know the IMG Personnel Management > Personnel Development > Objective Setting and Appraisals > Define Tabs and Process Configuration for Template launches a webdynpro app to make this configuration step, so saving these setup selections is the only option.   How can I force these changes across ? I look forward to your responses !
    Chris Thomas
    Duke University and Health System

    All - the solution:
    SAP Note 1428054, implement the corrections according to the note.
    Run the report, RHHAP_Transport_tab_config which will generate the transport containing entries from tables:
    hrhap_tab
    hrhap_tab_data
    hrhap_tab_t
    Basis implemented, I ran report,  transported the tabs and and all is well. 
    Chris

  • Pre-Populate Data in HRMS Performance Management

    Hi experts !
       My question may be a bit basic as I am not an expert on HRMS but if anyone one can give me a hint , will really appreciate the help.
      Our customer is using the performance management module (appraisals) for capturing the annual reports of employees. Moreover, the assignment history is also being captured. My question is regarding a use case. If an employee has performed her duties under a specific supervisor, her annual report is also suppoed to be written by that specific supervisor even if at the time of annual report e.g 1 Jan of each year, she has moved to the other department.  Moreover, based on the nature of job, a group of employees have a specific appraisal form which we have customized.
    My question is that is it possible in the standard performance management module that it automatically populates the dates an employee had performed under that specific supervisor and based on the job of the employee, the relevant form is also selected.
    I hope my question makes a bit of sense and is answerable.
    Really appreciate your response.
    Regards

    Hi,
    Check this link
    http://help.sap.com/saphelp_crm60/helpdata/en/45/38f4f343194a2ae10000000a11466f/frameset.htm
    it might be useful.
    Regards
    Prasenjit

  • Predefined Performance Management process Issues

    Hello
    1. Is it possible for the High level managers to have a display access to employee's appraisal documents in PMP (Predefined Performance management)?
    2. Is it possible for Further participants (such as dotted line managers, etc) to participate in Appraisal process for PMP. I tried using Part Appraisers. But the Part Appraisers are only getting access while appraisal status is In process - Part Appraisal". We want these Part Appraisers / Further participants to get access to employee's appraisals starting from Goal Planning status.
    3. We wanted to add additional Criteria Groups (VB) to the PMP Appraisal Template. I have added a Project Goals Criteria Group. But that's not being shown in PMP web interface (although it is being shown in Flex-Form).
    I have been realizing that the PMP, which is very good web design does not have ANY flexibility to change Template or process.
    The Flexi-Form, which is very flexible in terms of Template Design, does not offer the Goal Cascading functionality and Competency Goals functionality.
    I am surprised that the PMP is very un-flexible (contrary to what SAP advertised).
    Any suggestions for my above 3 problems?
    Thanks
    Raghu Kolukuluri

    Hi Wim:
    Thanks for taking the time to read through my rambling and for responding.
    I guess the point of what I was trying to get at is why it would be an unlikely scenario to put the configuration for predefined into PHAP_CONFIG and then let you modify it to suit the whim of your customer.
    My intention was not to suggest the impossibility of integrations in the flexible template.  There are certainly enhancements to accomplish integration with the Qualification catalog and LSO, and even the old school Development Plans that virtually no one uses. 
    However, as someone who has seen Predefined in a production environment; I have to tell you, I do disagree that the alignment of goals is the only 'functionality' piece missing from Flexible.  A quick summary of other items missing out of the box:
    - Potential Assessment
    - Calibration with drag & drop capability of entire team
    - Integration with the Talent Profile - Assessments tab
    - Target rating distribution %
    - Profile matchups to positions other than the employee's own position
    That obviously excludes the UI stuff that's been addressed above.  These things above come in Predefined automatically with literally no work other than what basically is equivalent to a configuration wizard.
    Now, could you create that in Flexible?  Sure, anything's possible with enough time and money, right?  You can certainly dig into the code and create equivalent custom code for your Flexible template.  But like I noted above, it certainly appears to at least me that SAP has continued improving Predefined in EhP5 and made no improvements to Flexible.  So in my opinion you run the risk of creating something supremely custom for your customer in order to satisfy some requirement like 1 over 1 approval of a final rating.  Then, when EhP6 or whatever comes out, the customer decides they want to start leveraging those Predefined improvements, they've painted themselves into a corner of sunk costs, or continuing to customize Flexible.
    To me, that doesn't seem like a good solution, especially for a business unit like HCM that really doesn't generate revenue.  I elluded to this in an earlier post, but I really like that Predefined has a process already built into it.  It's not like SAP made that up from nowhere, they presumably built that from feedback they'd gotten from customers, along with feedback that it was frustrating how much time and money it costs to build an appraisal system that - while necessary in the corporate world - generates no revenue for the company. 
    Let me know what you think though.  I'd be interested to hear your thoughts.
    Thanks,
    Chris
    Edit: I have no idea why the formatting won't hold.  It doesn't look this bad when I edit it, sorry
    Edited by: Chris McNarney on Aug 24, 2010 4:48 PM

  • Competency Weight age- Oracle Performance Management

    Dear All,
    We are in the process of implementing Oracle Performance Management (12.1.3 Ver), these are following scenario we need to address. Kindly post your advice .
    1.     We have 4 Objective ( Objective-1, Objective-2, Objective-3 and Non-Bonus able Objective) for all the employees with weigh age. We need to restrict the weight age and the sum of all the Objective weight age should not exceed 35% . (EX: Obj 1+ Obj 2 + Obj 3+ Non-Bonus able = 35%). How to achieve this?
    2.     We have 4 Mandatory competency and for which we need to provided weight age for each competency ( Ex: Communication Skill -20% weight age & Team work – 30%) How to achieve this?
    3.     Our final rating works as, Objective Rating + Competency Rating ( Final Score = Objective Rating + Competency Rating). How to achieve this?
    4.     We have another requirement like we need to Tag Absenteeism Rating ( Please see the below rating scale) along with the Final Appraisal rating . I am furnishing the Rating details
    Excel----------Never Absent and always punctual.
    Achieved----Never absent but late in or early out with prior permission.
    Partial ------ Deduction of 5%     Few Absent or late in or early out without prior permission or advance intimation.
    Not Achieved ----- Deduction of 10%     Multiple Absent or late in or early out with no permission at all.
    Please let me know if you need more information
    Thanks and Regards
    Suresh Subramaniyam

    Que1. The weight of all objective should be 100 but in my case it is allowing any value. What I need to do to restrict it?
    ANS : This is a seeded one. If you want to restrict it you have to customize the page.
    Que2. Can we do objective setting and Appraisal process simultaneously? That would be allocate objective and rating in parallel?
    ANS : There is a checkbox "Allow Objective Setting outside of the period" (something like that).
    Que4. What is difference between Talent management, Performance management and Workforce performance Management?
    ANS: AFAIK, Oracle Talent Management and Oracle Performance Management are same. Prior to Oracle Performance Management, the module name was Oracle Talent Management.
    Que5. When I include the Appraisal in the PMP and select the Appraisal template (that just has final rating) and click on the "Go to Task" against "Manage appraisals" (to initiate it) I do not see anything. Do we/manager need to create plan every time using the link Appraisal.
    ANS : You can schedule the concurrent program, "Mass Appraisal Creation".
    Hope it helps!.
    MAK

  • Wht is performance Management and it t-code in SAP Hr

    Hi expart ,
    can u tell me wht is performance Management and it t-code in SAP Hr
    Regards
    razz

    Hi,
    performance mangt is an upcomming  part of  HCM  which  involes  the process reagarding employee performance calculations in term of final appraisals on certain periods. This allow both the employee and the managers to fill the appraisla documents/templates..
    T-code are :  APPCREATE and PHAP-*
    Regards
    lakhan

  • MSS - Team - Performance Management - Maintain Performance Documents

    Hi,
    When I click on the Maintain Performance Documents the page opens and shows only one iView - 'Status Overview'.  As I understand it, this page is supposed to have two iViews on it, but the other iView 'Performance Management Document' is missing.  So I can see my list of employees, but when I click on them, nothing happens.  Anyone else run into this problem?

    Hello Kenneth,
    As sujan said is right, When you click on Maintain performance Document it opens Status Overview Iview
    its display list of employees , initial if you have no appraisal its display blank cell  In preparation colume,
    if you have  appraisal it display Performance Maintain Document iView(BSP) is App - HAP_DOCUMENT with all list of option for approval.
    You can also create appraisal in Create Appraisal Document in ESS.
    Please points if helpful.
    Please close thread if problem solved
    Thankyou
    Regards
    Vijai

  • Performance management process for Concurrent employment

    Can any give details on how performance management system/ appraisal system works for Concurrent Employment

    Hi Vikrant,
    Performance management is the concept to set the appraisal document and feedback system for employee.
    A appraisal template is created using PHAP_CATALOG tcode. This will be taken care by BSP HAP_DOCUMENT. Once the appraisal template is created the template is displayed in portal by giving the template id in HAP_DOCUMENT. From R3, user can able to create the appraisal document using PHAP_CREATE, PHAP_ADMIN tcodes.
    The user can able to create appraisal documents which is the base of appraisal template. That's how all the employees can have the same template in portal and R3.
    Thanks & Regards,
    Ganesh R K

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