SAP PMS -PMP

Dear Experts ,
I have turned the LSO integration with PMP.
I can add the mandatory course assignment in PMP,
but I am unable to view those mandatory assignments in mandatory tab - ESS.
Kindly suggest some ways to handle it.
Client is rigid on the requirement in PMP only.
In SAP process document also it is mentioned.
Regards
Rizwan

Hello,
Which version of the LSO front-end are you using? BSP or Web Dynpro ABAP?
If BSP, it could be a cookie problem (data not up to date). Try deleting your browser cookies.
It could also be due to an erroneous validity period. Can you check the start and end date of 615 relationship in table HRP1001?
Kind regards,
Julien

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Currently we are evaluating various design options for Performance management. The client has invested heavily in sharepoint and is leaning towards sharepoint / SAP integrated solution for performance management.
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Use SAP performance management configuration to drive appraisals (including workflow and authorizations) and build user interface that runs on Share Point. Effectively replace PMS WDA user interface with Sharepoint.
We plan to make use of standard SAP function modules (HRHAP*) and build user interface on share point. During our initial study, we think the standard function modules cater to most of our requirements.
Questions -
1. Did any of you guys implement performance management using this model. If yes, Can you please share your experience on this from a development time, maintainace perspective etc
2. What if SAP makes any change to the existing appraisal model? Will this hamper existing objects associated with OSA model? Is there anything in the SAP performance road map that we need to be aware of and that we should consider from a long term perspective. Effectively is SAP planning to stick to and enhance OSA model in the foreseeable future?
Thanks
Karthik

Hi
Currently my client is also using SharePoint UI
therefore we decide to create different links in sharepoint which will point to SAP portal (ESS POWL,MSS POWL, Goal Cascading etc)
Will this approach work for your client ?
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Sap treasury PMP

Hi,
i got below issue while i am entering transactions 01A shares investment
maintain the assignment of position management procedures.
please suggest me how to configure this
with regards
raju

Hi Raju
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[email protected]

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Hi All,
I'm new to SAP PMS and require one information.
We can assign Criterion to Criterion Group (VB->VC or VB->VB). I currently use a free enhancement to add note for each criterion group and maintain the settings under Dynamic settings under column section of tcode PHAP_CATALOG_PA.
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1) Individual targets - Criterion Group
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1.2) Individual Targets review - Criterion Value
1.3) Individual Targets review - Criterion Value
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Otr French Translation Not Appearing on the Portal BSP Page

Hi All,
Im Currently working on SAP PMS. And we had an Otr Created as a message pop up on a button click.
This Otr is translated in 7 languages in R/3 (viz... German, French, Portugese, Russian, Spanish, Chinese.. )
All the Translations in the rest of the languages are seen, except for the French Translation for the Otr.
Does any one have any idea why this could be happening. All other French Translations are appearing except for this otr.
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Thanks,
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Hi,
OTR texts are sometimes tricky. If you use customer contexts on standard sap otr texts you should adjust otr contexts from the menue in startpage of SOTR_EDIT.
Furthermore be sure you delete the OTR caches by typing /$otr into the ok code field of the backend so changes to otrs are really active.
If this is still not working I'd either check the gtranslation or check if there might be a double alias which sometimes happens on patching / upgrading.
Best Regards
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Integrating SuccessFactors PMS solution With SAP HCM without saving any employee master data in SF

Hi Friends,
We’re implementing SuccessFactors’s Performance Management Solution only at one of the client location in Saudi Arabia and trying to integrate with the On-Premise SAP HCM and Push the employee data to SF.
However, due to security concerns customer doesn’t want to store any data on SucessFactors cloud solution to run the PMS cycle.
During the purchase of license for SuccessFactors SAP has demonstrated client that, in SF a unique Id will be created for each employee, which will not be the actual UserID(PERNR)from SAP, and with this unique ID actual employee data will be tagged/linked in SF which will fetch the data from SAP On-Premise system to run the PMS cycle. Once the user logins in SF, based on the unique ID data will fetch from SAP On-Premise system to SF on a real time basis and when the user logged out from the SF system, data should be cleared/deleted and nothing will be saved or stored in SF with respect to employee Master Data.
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Farhan

Hi Friends,
We’re implementing SuccessFactors’s Performance Management Solution only at one of the client location in Saudi Arabia and trying to integrate with the On-Premise SAP HCM and Push the employee data to SF.
However, due to security concerns customer doesn’t want to store any data on SucessFactors cloud solution to run the PMS cycle.
During the purchase of license for SuccessFactors SAP has demonstrated client that, in SF a unique Id will be created for each employee, which will not be the actual UserID(PERNR)from SAP, and with this unique ID actual employee data will be tagged/linked in SF which will fetch the data from SAP On-Premise system to run the PMS cycle. Once the user logins in SF, based on the unique ID data will fetch from SAP On-Premise system to SF on a real time basis and when the user logged out from the SF system, data should be cleared/deleted and nothing will be saved or stored in SF with respect to employee Master Data.
I understand SAP has provided the standard add-on for the Employee Data Scenario between SuccessFactors and SAP HCM, which could have been leveraged here for integration using PI, however with the above limitation this solution is absolutely out of scope.
Please advice, is there any solution where with PI if we can achieve the above requirement of client.
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PMS on SAP 4.7

Hi,
I am putting this query after searching everywhere. I may have miss on links then please excuse.
I am looking for the Pros & Cons of using PMS (Performance Management System) on SAP Version 4.7.
Please advice.
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Amit Khare

It may or may not work - Fedore is not a supported distribution. If you face problems you´re on your own.
http://service.sap.com/instguides
Get your installation guide there and check the notes mentioned, you will need to download some attachments to note (saplocales) and configure your system as give in the notes.
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Hi All
Could you give the information about the best practices for PMS module in HR.
We need to implement the PMS on SAP.
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MVR

Hi also need it it if you have some thing plz share it.
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EHP6 SAP HR PMS Element initial value error while releasing template

Hello SAP Guru's.
i m at the clients place implementing SAP HR PMS on EHP6. i have created organizational values and core competencies as critirion groups and assigned few criterions under them and rest of the configuraion is all done.But when i release the template. it is displaying an error :Element still has the initial value" can you please help me in this regard. it is appearing for VA VB & VC.

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SAP HCM PMS - ehp6

Dear Experts,
Employees performance appraisals cannot be viewed in ESS, instead I can see the appraisal documents in employees MSS.
No customization done, its the same standard ESS/MSS deployed .
I have tried removing the worklfows (thinking some error in workflow redirecting it).
But no success yet. Can any expert tell me what to look into exactly.
Also will the BADi:HRRCF_POWL_REFRESH solve this issue?
I am bit confused why the standard configuration even without workflows behave weirdly.
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Any experts help would be much appreciate.
Regards
Rizwan

Hi Rizwan,
You mean to say that the Employee unable to view his document in ESS but his manager can view the same document in his MSS. If it is the case check the portal roles for the employee. Check in R3 whether the document for the employee is created and viewed by him.
With Regards,
Giriesh M

PMS and Training and Event Management

Hi Gurus,
Our one the of the client implementing PMS and Training and Event Management.
Could anyone suggest me what are the questions need to be asked in initial meeting with the client.
and if anyone has configuration documents on PMS and Training and Event management please forward to me,
my id would be [email protected]
Regards,
Rajesh Soma

The prerequisites of PMS is OM and PA is mandatory,
PMS is just like an interaction between the manager and the employees in an enterprise, based
On his work they are going to put some rating etc.
In the standard system employee called as “Appraise” Manager called as an “Appraiser” and Manager’s Manager called as Higher level manager “Part Appraiser “ can be a self-peer & customer they can save & provide their Comments to the “Appraiser”
First you take the requirement form client side what are the process and how Appraisal system in client then you have to prepare one sheet like Preparation ,Planning,Process
for business functions and other check below :-
HCM, Performance Management (Flexible) 01 - SAP Documentation
HCM, Performance Management (Predefined) 03 - SAP Documentation
check below once :-
Tcodes for PMS Basic Setting
OOHAP_BASIC      Basic Appraisal Template Settings
OOHAP_CATEGORY      Appraisal Category Settings
OOHAP_CAT_GROUP Category Group Settings
OOHAP_SETTINGS_PA PA: Settings
OOHAP_VALUE_TYPE Standard Value Lists
T codes for PMS Process
PHAP_ADMIN     Administrator - Appraisal Document
PHAP_CATALOG     Appraisal Template Catalog
PHAP_CHANGE     Change Appraisal Document
PHAP_CREATE     Create Appraisal
PHAP_PREPARE     Prepare Appraisal Documents
PHAP_SEARCH     Evaluate Appraisal Document
start your work with above things any other post here again ......

Team calibration in flexible PMS EHP4

Hi PMS Gurus, Need your expert advise. We are implementing flexible PMS on EHP4 . Team calibration is a standard feature of Predefined PMS (EHP4 onwards). Due to heavy customization we are not implementing Predefined PMS but going for Flexible PMS. Our client has specifically asked for Team calibration feature. Now can we import Team calibration feature from Predefined PMS for flexible solution. Or is there any other workaround for building this feature. Or do we have to custom develop Team Calibration feature. Regards Tarun

Hi Tarun,
Did you manage to find answer to your above question??
All these years, we have been going with custom development for this forced distribution bell curve functionality. and now when SAP comes up with the Team calibration functionality, it limits to only Predefined templates. Wonder why SAP releases such nice functionalities in bits and pieces..
Let me know how you went ahead with developing this functionality; whether you developed an entirely custom application or were you able to reuse the existing Team calibration webdynpro?
Regards
Shashank

PMS: Creation of new tabs for reference elements of ENHANCE BADis

Dear Experts,
I am on a PMS EHP5 implementation (for all practical purposes, it's an EHP4 implementation as we are not using the pre-defined template) and have the below problem.
I have the ENHANCE_FIX and ENHANCE_FREE BADIs included at the VA level (as the requirement is to create immediate child objects for the template through these BADIs). I have a reference element (VB) defined for these BADIs.
Example template (L1 = Level 1, L2 = Level 2, L3 = Level 3):
L1 - VA
---- L2 - VB1
--------- L3 VC1
--------- L3 VC2
---- L2 - VB2
---- L2 - VB3
In the above example template, the ENHANCE* BADIs will add VBs (example: VB4 and VB5) at the L2 level (appearing in the document below VB2 and VB3).
The requirement is to have separate tabs for each VB at the L2 level (so I will have one tab for VA and 5 tabs for VB from the above example).
I am unable to specify creation of new tabs for the reference element VB when I carry out my tabs and process configuration.
I have not been able to find any information on this aspect either. Would appreciate any help that can come my way.
Thanks.

Thanks Maurice.
I still feel that the product should leave that option to the designer of the solution. There are a lot of solutions which can get chaotic. If designed appropriately, I guess this chaos can be controlled.
At the very least, I am sure that I have not left anything out in configuration. I will raise this with SAP over a CSS.
Thank you for your input.

Utilizing SuccessFactors PMS solution without saving any employee master data in SF

Hi Friends,
We’re implementing SuccessFactors’s Performance Management Solution only at one of the client location in Saudi Arabia and trying to integrate with the On-Premise SAP HCM and Push the employee data to SF.
However, due to security concerns customer doesn’t want to store any data on SucessFactors cloud solution to run the PMS cycle.
During the purchase of license for SuccessFactors SAP has demonstrated client that, in SF a unique Id will be created for each employee, which will not be the actual UserID(PERNR)from SAP, and with this unique ID actual employee data will be tagged/linked in SF which will fetch the data from SAP On-Premise system to run the PMS cycle. Once the user logins in SF, based on the unique ID data will fetch from SAP On-Premise system to SF on a real time basis and when the user logged out from the SF system, data should be cleared/deleted and nothing will be saved or stored in SF with respect to employee Master Data.
I understand SAP has provided the standard add-on for the Employee Data Scenario between SuccessFactors and SAP HCM, which could have been leveraged here for integration, however with the above limitation this solution is absolutely out of scope.
Please advice, if anyone has faced any such requirement.
Thanks,
Farhan

Dear Farhan,
I'm with Luke on this. This is against anything we know about SAP and SF.
However, taking a step back, I would really, really urge you to trigger a strategy discussion with your HR, IT and data privacy leaders.
Let me be very blunt here:
Even if such a process could be made possible at considerable cost and inconvenience, it is incosistent at its very core.
If your strategy and culture are anti-cloud, there is a simple strategy execution: don't use cloud (yet).
If your strategy is cloud, but your culture is anti-cloud (if I had to make a guess, that would be it), what you will see is your culture having your strategy for breakfast very soon, if I may use this old truism. I.e. it's not going to work.
To be cloud-ready, culture, strategy and capabilities must be in line. Pushing capabilities by building very complex solutions will get you into a complexity spiral, which will eventually get the better of you.
The decision to use cloud for such a key process (which soon, if not today, will probably be the right decision for most organisations), can't just be triggered by someone appreciating some screens being a bit prettier than in on-premise applications. The foundation needs to be there first. Your organisation has the opportunity to use the Performance Management Process to align culture and strategy with the changing business and technological environment - but to do so, you need to acknowlegde that the organisation is currently NOT cloud-ready and that this needs changing.
Some good, provokative questions to start with could be:
Why are some organisations (put in some names of well renowned companies, ideally leading organisations in your industry, using cloud HCM) successfully using cloud HCM, but we think we can't?
Which advantages of cloud services are left, if we have a very complex custom solution built to avoid storing data in the cloud?
Can our IT team demonstrate that they have better expertise in protecting data in systems accessible through the internet (and your SAP system will have to be accessible in some way, if SF is supposed to access the data) than world leading organisations like SAP and SuccesFactors?
What is our roadmap for HR systems in the future and how does this weird architecture lead us along that road?
Do the relevant decision makers actually understand, what cloud in general and Software as a Service in particular are?
You may find it difficult to find an employee ready to ask your CIO, HR-Director and Data Privacy Lead these questions, unless they want to be fired anyway So, a 3rd party change agent may come in handy for that task.

SAP PMS -PMP

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