Personnel Management

Hi All,
I have Doubt in Personnel Management.
I am working on HR Functional Settings.I am working on New Client.
I need to configure OM , PA ,Recruitment , Training Event Management.
I need Global Settings which i need to configure before configuring OM or PA.
For example I can work HRM without recruitment and training Event Mangaemnet But OM is mandatory.Where can i configure OM Is mandatory and what are global settings i can configuring in Personel management in HRM.
Can anybody help me this is very Urgent.
Thanks,
Swapna.

Dear Swapna
You need to activate the PD PA switch using T Code OOPS. This is for PA OM Integration. Confirm the values given for PLOGI ORGA is X. You can turn on the Structural authroization main switches too using T Code: OOAC and ensure that ORGPD = 1 for giving strucural authorization.
Regards
Santhosh.S

Similar Messages

Can employee master data be stored without using Personnel Management?

Hi All,
I need some help...
I am working on 6.0. The company has decided to implement only Organizational Management, Time management and Training and Event Management modules. Can any one please tell me if its possible to do this without implementing personnel management??? And how would it be useful???

Hi Amit
Assuming that for instance a name and a prename are considered as "Personnel Management" (or personnel administration PA) data, the use of only organizational management OM will quite limit the advantages.
You could use OM to maintain the organizational chart, but without names on it... might be a bit boring.
But if you use Personnel Time Management PT and Training and Event Management TEM, I assume, that you use PA as well. Or how should this work if you are not able to assign the reported time to one person's ID?
cheers,
Benno

Reg: Questions on Personnel Management and Organization Unit ,

Hi Friends,
I have 2 questions Could any body help me out on this and Let me know i need to be little elaborate on this ...
1.    What are the basic settings we need to do for Personnel                          Management ?
2.    I want to know how to maintain Organization plans for Different Org Units.
Thank you,
Ayyappa

adding to archana response
Enterprise Structure consists of   Company code
                                                  Personal Area
                                                                                Personal Sub Area
Organisational Structure           Organisationla Units
                                              Jobs
                                              Positions
sikindar

SAP HR implimentation (Personnel Management)

Hi Gurus,
I am a Fresher to this Community and SAP Field,
Can some body Plz help me with Implementation steps of SAP HR (Personnel Management)
Cheers!!!!!!!!
Pavithra

Hi Pavithra,
Pls check the following implementation guides.
http://help.sap.com/printdocu/core/Print46c/en/data/pdf/PAPA/PAPA.pdf
http://help.sap.com/printdocu/core/Print46c/en/data/pdf/PAPD/PAPD.pdf
http://help.sap.com/printdocu/core/Print46c/en/data/pdf/PT/PT.pdf
http://help.sap.com/printdocu/core/Print46c/en/data/pdf/PACMCP/PACMCP.pdf
http://help.sap.com/printdocu/core/Print46c/en/data/pdf/BCBMTOMOM99/BCBMTOMOM99.pdf
Regards,
Dilek

Personnel Management(HR extraction)

Hi Experts,
I have to extract R/3 HR data to BI7 and first time working on HR extraction. I need data related to
Employee details: like Department,Education,status,Experience,Cost(compensation),personnel action, action types,recruietment costs. Also i want HR department attrition data,reason for seperation,joiners,leavers monthly wise.
What are the usefull masterdata and transactional datasources for this requirement and also
pls help me in the extraction step by step procedure.if u have any pdf documents or screen shots pls send to sridhar _ kanukuntla at yahoo co in
thanks,
sridhar

Hi Sridhar,
In order to have leavers and joiners u can have to go for
Headcount and Personnel Actions 0PA_C01.
The two datasources for this are
0HR_PA_0: Employees
0HR_PA_1: Personnel Actions
and u have to maintain master data for 0employee,0actiontype,...
U check this link of help.sap regarding this cube and datasources and what standard queries every thing as this is standard it is avaialable in the below link i.e. in help.sap.com
http://help.sap.com/saphelp_nw70/helpdata/EN/b2/f38137ffe27644e10000009b38f842/frameset.htm
There are several infoobjects used in HR module... U have maintain master data for many like 0position, 0job,0orgunit,0costcenter,0PERS_AREA,0PERSON like accoridng to ur need....
Regards
vamsi

Reg: Relationship Maintenance in Personnel Management

Hai,
I created 2 function modules and attached them to the additional data on relationships. But when I use PPOME transaction to create the relationship, the function module is getting called on create itself and not on save. If I use any other transaction, the function modules are getting called correctly.
What could be the reason for this strange behaviour? Am I missing any configurations? Please do help as I have to give PPOME transaction for the client and for that transaction, it is not working as expected
Regards,
Jubish

Used BADI

Reg:creation of Personnel actions

Hi gurus,,
Plz provide me some info regrading as how to create Infogroups..if possible some screen shots on this for better understanding...'m a learner to this SAP HR
[email protected]
Message was edited by: krishna M

Follow the path
SPRO->Personnel Management->Personnel Administration->Customizing procedures->Actions->Define Infogroups
Then go to third option..
Award points if helpful

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".

OSS Note and Management of Global Employee Customizing

Hello you all!
I've being having trouble with the customizing. When I perform the standard actions all the specific infotypes are skipped (i.e. 706, 710, 715).
We are working with the 4.7 release and SP 53. Do I need to modify something on table t77s0? Is there a note I need to apply?
Thanks a lot!!!
Diana

Hi Diana,
I might be able to answer better if you could tell me what action are you undertaking.
However, this may help you.
First, check if the Switch for Global Employment is ON in T77S0. Check X for CCURE-GLEMP Switch.
If the Switch is ON, goto Personnel Management-->Personnel Admin>Customizing Procedures>Actions>Set Up Personnel Actions-->Personnel Actions (Note the Infogroup Number for the action you are performing.)
Then, goto Personnel Management-->Personnel Admin>Customizing Procedures>Actions>Define Infogroups-->Infogroups (Infotypes entries MUST exist for 706, 710 and 715 in the list. DO NOT forget to check if User Group is also matching.
Please Reward if this helps.
Good Luck
Sita
Message was edited by:
Sitaram. V Mandalaparti

Missing iviews for Personnel Cost Planning and Simulation

Hi, We are implementing "Personnel Cost Planning and Simulation" in R/3 version 5(mySAP ERP). At present we have the following Business packs in our Enterprise Portal Server. 60.1.5 and 60.1.1(mySAP ERP 2004). We uploaded both the BP's in our test environment to make sure we get all the iveiws that we need.
SAP presentation has all the iviews, But we are unable to locate/identify under MSS the iviews for "Web Based Detail Planning for Line Managers", "Detail Planning: Detail Costs per Cost Object" and so forth for Personnel Cost Planning and Simulation component.
We researched other BP's such as 50.4.5 and 50.3.9 but in vain.
We truly appreciate if some can guide us to get these iviews.

Finally I got the answer and thought I can share this with you all.....
For Personnel Cost Planning and Simulation, SAP has not delivered mss iViews, but SAP has realized the detail planning pages for the line manager and the personnel cost planner by using the Business Server Page (BSP) "hrhcp_planning".
You can find the description of it's usage in the online documentation under the following path:
Human Resources>Personnel Management>Personnel Cost Planning and Simulation-->Personnel Cost Planning and Simulation Flow -->Creating Personnel Cost Plans
--> Providing Detail Planning for Line Managers
--> Detail Planning by Line Managers
--> Detail Planning by the Personnel Cost Planner
If you wish to use the detail planning page in an mss environment, you can integrate the BSP as an external service into the manager's portal. Otherwise, you can also use it, by providing the URL to the managers.

Personnel Cost Planning in 6.0

Hi Gurus
I have heard that personnel cost planning have changed a lot in version 6.0, where a lot of it is run by portal.
As far as I can see you are still able to run personnel cost planning as you did in R/3, but with 6.0 you just have the possibility to integrate it with BI and thereby the possibility to make detailed planning.
Is it possible to run cost planning with out the portal in 6.0 ?
and if yes,
Can i expect less funtionality than with R/3?
Sincerely
Jacob

Hi,
Personnel Management component, you can find more information in SAP Library under Human Resources u2192 Personnel Management u2192 Compensation Management u2192 Personnel Cost Planning
Thanks and Regards,
gopal

Copy Infotype data to new personnel assignment in MGE

Our client is going to use Managment of Global Employment module for Inter-country transfers. While transfering an employee from one country to another a new assignment is created in the host country and the assignment in home country is terminated. We need the data in certain custom/standard infotypes to be copied to the new assignment created, for reporting purpose. I've been trying to achieve the same using the Copy Infotypes under the Settings for Concurrent Employment node, but it doesn't seem to work.
Am i missing something here or is there another way to do the same?

Hi,
Check data sharing configuration under: Personnel Management>Basic Settings>Basic Settings for Concurrent Employment>Editor for Personnel Assignment Groupings.
Cheers

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

Cluster Maintenance Data_OM_Infotypes,Personnel Actions.

Hi Seniors,
I want to check the data for OM Transfer requests which are been trasfered to QA
I mean Maintain Infotypes-View Cluster MAintenance Data- T778T,T777T &
MainTain Personnel Actions- View Cluster MAintenance Data- T778M, T777M.
i have check the following path to check the infotype & the Personnel Actions in SPRO>>Personnel Management > Organization management >Basic setting >> but therse is no setting as such.
And thses are the settings which has been transfered to QA ,what are the Impleication these setting going to have in QA once they are vailable in QA>>>Om Setting ,i mean when i create the OM Stracture In OM through-PP01.
Please guide me on the same.Thanks.
Edited by: srssaphr09 on Feb 22, 2011 10:36 AM

Hi Seniors anyupdates...
Waiting for your valuable inputs.

Enterprise Compensation Management without Budgeting & LTI

Hi Experts,
Please guide me whether we can go ahed witout configuring or maintaining the Budgeting & LTI sections in Enterprise Compensation Management.
Client does not have any budgeting practices, only Bonus(Yearly),Incentives(Yearly),Salary survey
Salary changes sometims happens in the organization.
We want to maintain only above practices.
Can any one please suggest me on the same & let me know if yes the which all aares we can cover to go ahead.
Thanks.

Hi,
Budgeting & LTI are not required for you to implement SAP Enterprise Compensation Management. They are seperate sub-modules within ECM. From what it sounds like your requirements are just to implement annual bonus and merit each year. If this is the case you can implement only the "Compensation Administration" section within ECM. This would be located in the SAP IMG under Personnel Management --> Enterprise Compensation Management --> Compensation Administration.
Thanks,
Imran

Personnel Management

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