sap hcm tutorial - basic

8/11/2019 SAP HCM tutorial - basic

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BMO3420HUMAN RESOURCE

INFORMATION SYSTEMS

Workshop Notes

Semester Two, 2013

PREPARED BY: Dr Shah Miah


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Workshop summary

Over the semester you will complete the following exercises, all of which will be

included in the test in Week 12:

COMPLETED DATE

Workshop Notes A Organisational structure

Workshop Notes A Jobs and tasks

Workshop Notes A Display enterprise structurewith positions

Workshop Notes B Display enterprise structurewith positions and employees

Workshop Notes C Create vacancy and advertise

Workshop Notes C Process applicants

Previous experience

Qualifications

Invite for interview orreject applicant

Workshop Notes D Organisation structure withpositions

Workshop Notes D Organisation structure withpersons

Workshop Notes D Employee list

Workshop Notes D Applicants by nameDisplay applicant profiles

Workshop Notes E Simulated Payroll andremuneration slip

This table is for your records; not for assessment purposes.


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WORKSHOP NOTES A

MySAP ERP

Logging on

The SAP System is a client system. The client concept enables the joint operation, in one system, of

several enterprises that are independent of each other in business terms. During each user session you

can only access the data of the client selected during the logon.

A clientis, in organizational terms, an independent unit in the system. Each client has its own data

environment and therefore its own master data and transaction data, assigned user master records and

charts of accounts, and specific customizing parameters. A user master record linked to the relevant client must be created for users to be able to log on to the

system.

To protect access, a password is required for logon.

The password is hidden as you type (you only see asterisks).

SAP systems are available in several languages. Use theLanguageinput field to select the logon

language for each session.


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Multiple logons are always logged in the system beginning with Release 4.6. This is for security as

well as licensing reasons. A warning message appears if the same user attempts to log on twice or

more. This message offers three options:

Continue with current logon and end any other logons in the system Continue with current logon without ending any other logons in the system (logged in system)

Terminate current logon

Menu bar Command field Standard toolbar Title bar Application toolbar

Status bar

SCREEN ELEMENTS

Command field: You can use the command field to go to applications directly by entering thetransaction code. You can find the transaction code either in the SAP Easy Access menu tree (see next

slide) or in the relevant application under System Status.

Menu bar: The menus shown here depend on which application you are working in. These menus

contain cascading menu options.

Standard toolbar:The icons in the system function bar are available on all screens. Any icons that

you cannot use on a particular screen are dimmed. If you leave the cursor on an icon for a moment, a


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small flag will appear with the name (or function) of that icon. You will also see the corresponding

function key. The application toolbarshows you which functions are available in the current

application.

Title bar: The title bar displays your current position and activity in the system.

Status bar:The status bar displays information on the current system status, for example, warning and

error messages.

SAP Easy Access Menu

SAP Easy Accessis the standard entry screen displayed after logon. You can also create a Favorites list of the transactions, reports, files and Web sites you use most.

You can add items to your favorites list using theFavoritesmenu option or by simply dragging &

dropping them with the mouse.


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Selecting Functions

You can select system functions in the following ways:

Use the mouse to choose

Menu options Favorites

Other options in the tree structure (tree control) Use the keyboard (ALT + the underlined letter of the relevant menu option)

Enter a transaction codein the command field:

A transaction code (T-Code) is assigned to each function (not each screen). You can access the assigned transaction code from any screen.. You can find the transaction code for the function you are working in under the Statusoption of the

Systemmenu.

For example, to display Accounts receivable master data, enter /n and the appropriate transactioncode (in this case /nfd03).

Other possible entries:/n ends the current transaction. /i ends the current session.

/osm04 creates a new session and goes to the transaction specified(SM04).

You can also use the keyboard to get to the command field. Use the CTRL + TAB key combinationto make the cursor move from one (input) field group to the next. Use TAB to move between fields

within a group.


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Use F1for help on fields, menus, functions and messages. F1 help also provides technical information on the relevant field. This includes, for example, the

parameter ID, which you can use to assign values to the field for your user.

Use F4for information on what values you can enter. You can also access F4 help for a selected field

using the button immediately to the right of that field.

If input fields are marked with a small icon with a checkmark, then you can only continue in that

application by entering a permitted value.

You can flag many fields in an application to make them either required entry fields or optionalentry fields. You can also hide fields using transaction or screen variants or Customizing.

SAP AG 1999

Field Help - F1, F4

Display Custom er: Init ial ScreenDisplay Custom er: Init ial Screen

Display Custom er: Init ial Screen

Customer

Company code

1000

1000 IDES

Becker Berlin

Customer account numberA unique key is used to clearly identify the customer

within the SAP system.

ProcedureWhen creating a customer master record, the user

either enters the account number of the customer or

has the system determine the number when the

record is saved, depending on the type of numberassignment used..

Application help Technical info

F1 F4

Possible

entriesFD03 iwdf4042 INSMessage

Hit listHit list

Display Customer: Initial Screen

Help - Display Customer: Initial Screen Restrictions

Customer

Company code

Company name

City

Currency

Restrict number to No restriction

Restrict Value Range


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SAP Online Help

The SAP System provides comprehensive online help. You can display the help from any screen in the

system. You can always request help using theHelpmenu or using the relevant icon.

TheHelpmenu contains the following options:

Application help: Displays comprehensive help on the current application. Selecting this menuoption in the initial screen displays help on getting started.

SAP Library: This is where all online documentation can be found. Getting Started Glossary: Enables you to search for definitions of terms.

Help on help


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MySAP ERP HCM

The Human Resources Management System (or Human Capital ManagementHCM see

http://www.sap.com/solutions/business-suite/erp/hcm/index.epx)in SAP consists of many

components which are capable of working together. These include:

Organisation. Management- allows you to depict your organizational and reportingstructures clearly by presenting you an up-to-date picture of your enterprisesorganizational plan.

Personnel Management- allows you to assign employees to organizational units andstructures during the hiring process, as well as maintain important employee personal

data, such as change in cost center, salary, address, etc., throughout the employees life-

cycle at the company.

Recruitment- enables you to optimize the recruitment process triggered by vacantpositions by linking a companys organizational process: from organizational and jobplanning to mailing letters of rejection or acceptance.

Personnel Development- enables you to plan and carry out personal developmentrequirements such as Career and Succession Planning and tracking of Development Plans

based on the needs of the enterprise and the employee.

Training and Event Management- enables you to plan and administer business events,resources, attendees and fee settlement. Through integration with other components youare able to streamline internal processes and extend and update employees skills and

knowledge.

Travel Management and Planning- integrates the processes associated with business

trips in the accounting, taxation and payment cycle. Employees also have the option ofcarrying out online planning, posting and accounting tasks from the workplace.

Time Management- provides full functionality for management of time and leaveinformation in your organization including time collection and evaluation of time and

absence data for employees.

Payroll- covers all essential core payroll functions including earnings and deductionsprocessing, preparation of remuneration statements, bank transfers and follow-up

activities such as transfer of information to Financials.

Compensation and Benefits- provides you the necessary tools for strategicremuneration and benefits package planning.

Personnel Cost Planning- enables you to track, maintain and predict costs for the entireenterprise.

Employee Self-Service- a set of easy to use components that empower employees toview, create and maintain their own data via the Intranet.
http://www.sap.com/solutions/business-suite/erp/hcm/index.epxhttp://www.sap.com/solutions/business-suite/erp/hcm/index.epxhttp://www.sap.com/solutions/business-suite/erp/hcm/index.epx


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Structures in Human Resources

The task of the Human Resource Management System is to depict the organisational hierarchies and

relationships between employees in your company and to allow you to store and manage employee data toproduce timely and relevant information. Every employee is included in the structure of the company.

One of the first steps in the implementation of the HRMS involves mapping the structure of yourcompany onto the organizational units of SAP-HCM. This structure mapping must ensure that all HR

business processes can run smoothly, using the SAP-HCM as efficiently as possible the requirements for

internal and external reporting are met. A Business Process is a commonly used term to describe a groupof functions and tasks to deliver a good or service. Examples of Business Processes in HR include:

In SAP HCM there are 3 different types of structure which must be mapped. These are:

Enterprise Structure Organisational Structure Personnel Structure


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Enterprise Structures

Different types of organizational units are available for the purpose of depicting enterprise structures inthe system. For the implementation of the system, the required number of organizational units must be setup. Finally, the relationships between these units must be established. The enterprise structure for

personnel administration can include a number of levels.

SAP AG 1999

Enterprise Structure: Example

ABC BHP

BHPMining

BHPSteel

BHPTransport

Client

Companycode

Personnelarea

Personnelsubarea

Location

ALocation

DLocation

BLocation

C

Headquarters Production

ClientA client usually refers to a company code. This could be a single company or an entire corporate group

where more than one company code exists. The company code is defined in accounting. Legally requiredfinancial statements such as balance sheets and profit and loss statements are created at the company code

level. Each personnel area must be assigned to a company code.

Company CodeThis could be used the same as a Client if there is only one company code in the system otherwise itidentifies each company in the structure.

Personnel Area

A personnel area is a Personnel Administration-specific unit and is the subunit of the company code.These areas could be based around different locations. For example Sydney, Melbourne, Perth etc.

Personnel Subarea

Personnel Subareas represent a further subdivision of the personnel area. The principal organisationalaspects of human resources are controlled at this level, namely the pay scale and wage type structures and

the planning of work schedules.

Personnel Structures

Describes an employees position in a company from the individual employees view. For administrativepurposes, Personnel Structure can be divided into three elements:

Employee group

Employee subgroup Payroll accounting area

These groupings assist with the allocation of work schedules and remuneration.


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Employee Group

Employee group is a general division of employees. It defines the relationship between an employee and a

company and the type of work the employee is involved in. The main employee groups in Personnel

Administration are Active employees, Pensioners and Early retirees.

Two advantages of using Employee Groups are that: Default values can be set for payroll accounting area and basic pay, for example, according to

employee group.

The employee group is used as a selection criterion for reporting.

Employee Subgroup

The Employee Subgroup is a division of employee groups according to the status of employees. For

example the Employee Group Active could be further divided into the Employee Subgroups of: Wage

earners, salaried employees and non pay scale employees.

The Employee Subgroup grouping allows you to define different payroll procedures for different

employee subgroups; for example, you can specify whether an employees pay should be accounted on an

hourly or monthly basis. Further examples of Employee Subgroup are depicted below.

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Employee Subgroup

Employees are differentiated further within the employee group.

Active employees are differentiated according to their status - trainee,

hourly wage earner or salaried employee, for example.

ActiveActive

Trainee

Hourly wageearner

Non pay-scaleemployee

Salaried employee


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Payroll Accounting Area

The payroll accounting area is an organizational unit in the Human Resources. Based on an organizational

assignment criteria, all of the employees who are accounted simultaneously in the payroll are assigned tothe same payroll area.

As a rule, the payroll is run for payroll areas. The following information is provided forpayroll via thepayroll accounting area: the number of employees for whom a payroll accounting run is to be run the specific payroll dates

Organisational StructureThe organisational structure depicts the hierarchy that exists between the various organisational units in

your enterprise. You create the organisational structure by creating and maintaining organisational units

and relating them with one another. Organisational units can be defined as functional or regional

departments, or more specifically as project groups, depending on the type of organization you have.

There are a number of different Objectswhich are used to define a companys Organisational Structure.

These include:

Organisational Units

Jobs

Positions

Persons

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Payroll on Thursday for the

following week

The payroll accounting area represents an organizational unit defined

for the purposes of payroll accounting.

Payroll Accounting Areas

Payroll on the 28th day of

month for current month

Jan 1 Feb 1 Jan 1 Feb 1

Acct area x Acct area y

Pay Pay Pay Pay


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JobA job is a general classification of task areas (e.g. head of department). A job is a standard description ofan activity that can be performed by a person. A job is usually made up of a number of tasks. A job is

just a description and does not have employees assigned to it.

Job titles should be made as general as possible such as secretary, buyer, lecturer etc.

SAP AG 1999

Object Types: Organizational Units

Executive Board

FinanceHuman Resources

BenefitsPayroll A/P A/R Audit

Examples:

By function

By geographical region By business process

Cost CenterABC

Organizational unitsdescribe the various

business units thatexist in your enterprise.

Multiple organizationalunits and their inter-relationships formthe organizationalstructure.

Cost centerscan beassigned toorganizational units

Head of Department

Recruitment Buyer


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PositionA position is an individual employee assignment in a company (e.g. head of marketing department, headof personnel department). Once you have created a job, you must specify the number of corresponding

positions required in the organization.

As a Position is based on a Job it inherits the jobs tasks. However you can also define additional tasksrelated to duties performed specifically by that position. Positions, rather than jobs, are held by

employees. For example

One position may also be shared by a number of employees, each working less than full time. For

example, two employees can hold 60% and 40% of a position.

Cost CentresCost Centres can be related to either Organisational Units or Positions and are maintained in the Financial

Accounting area.

Job:Manager

Position:Personnel Manager

Position:Sales Manager

Position:

Purchasing Manager

Reports

BenefitsPayroll

Cost Center 1000

Cost Center 2000

Position:Manager - Benefits


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Tasks

Tasks are individual duties and responsibilities that must be undertaken by employees. They can be

allocated to either a Jobor Position. All tasks are contained in a Task catalog. The Task Cataloglists all

tasks that exist in a particular period. Remember a Jobis made up of a number of Tasksand when a Job

becomes a Positionthe Positioninherits the Tasks.

Person

Persons generally represent employees in your company. Persons hold Positionsin the organizationalstructure. Person characteristics are maintained in Personnel Administration and are linked to anorganizational plan through their position assignment.

A person can fill a Position100% or partially. This depends on the number of working hours assigned tothe Positionand on the persons work schedule.


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The relationship between the various Objects in the Organisational Structure can be displayed in thediagram below.

HR Structures in SAP-HCMAs mentioned previously before implementing the SAP-HCM module you need to consider the

various structures of your company. These Structures form the basis of storing and processing

employee data.

SAP AG 1999

Jobs, Positions, Tasks, Work Centers

Job:

Dept. Manager

Manages dept.

Coordinates

meetings

Position:

HR Manager

Coordinates

trainingPosition:

Sales Manager

Determines

sales quotas

Position:

Purchasing Mgr

...

Work center

Jobsare generalized

classifications of functions

in a company.

Positionsrepresent the actual

concrete occurence of jobs.

Positions are staffed by the

individual employees within a

company.

Tasksare used to describe

jobs and positions.

Work centersdescribe the

physical locations where tasks

are performed.


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Implementation

To implement HR you must have a thorough understanding of how your firm operates in order to

develop organizational plans. It is advisable to invest time researching the different areas of your

firm, before beginning plan development. In particular:

o You must be thoroughly acquainted with the organization structure at your firm, andhow the different areas work together.

o You should be aware of all of the different types, or categories, of jobs performed at yourfirm.

o You should be aware of how many individual positions fall within the different jobcategories you have identified.

o If you plan to use tasks, you should develop easily recognizable descriptions for tasks.

You should also identify any groups of tasks that are routinely performed together, sothat they can be catalogued as a task group.

o If you plan to use work centres, make sure you determine any restrictions or requirementsassociated with different work centres. For example, a physical examination may be

required for certain work centres.


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Scenario

The (Your name) Bicycle Company sells bicycles and accessories. The company is made up of a head

office, an administration department and sales departments in different locations. A year ago, the

company decided to restructure the existing IT systems. The company decided to replace the old system

with the SAP-HCM. All components were implemented at the same time.

You have been a human resources administrator at the (your name) Bicycle Company for a number ofyears. This means that you are responsible for any tasks assigned to the Human Resources Department.Up until now, you have not had a significant involvement in setting up the system however you have now

been allocated that role. You will be using this case study throughout the remainder of the semester.

This SAP-HR system is an Australian version.

Enterprise Structure

The Enterprise Structure of the company can be illustrated as below.

You now need to map this Enterprise Structure in SAP-HCM.

NOTE: Commonly used icons.

Change/Display Create Refresh Structural Graphics

Head OfficeHead Officeandand

AdminAdmin

SalesSales ASalesSales B

our name


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(Your name) Bicycle Company

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.

1. Choose Human ResourceOrganizational managementExpert ModeSimplemaintenanceto display the options under this menu

2. Double Click to display the screen.

The name of your company is XXX (Your name) Bicycle Company where XXXequals the

numbers in your user logon, e.g. 3345.

(NOTE: XXX always equals your user l ogon number.)

3. Type XXXin the Organizational Unit Abbr. field.

4. Press to move to the next field.

5. Type XXX (Your name) Bicycle Company to describe your organisational unit.

The validity periodis how long you want objects in your organisational plan to exist for. The

organisational plan is meant to be temporary to assist with different scenarios which may affect

your company such as downsizing or takeovers.

6. Click to select this view


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7. Click to create your new organisational unit.

As you are creating your own customised company, the system needs to keep track of all

customising activities to assist implementation at some later stage. You need to create acustomising request so SAP can track all your changes.

The Organizational Structure/Changescreen appears with you company displayed:

As you develop your organizational plan, the hierarchical relationship between the differentobjects will be displayed on this screen. You now need to add the department objects to your

plan.

8. Click XXX (Your name) Bicycle to select it.

9. Click to create your new organisational unit


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The following screen appears:

10. You now want to add organisational units in the next level of the organisation structure.

The first unit is Head Office and Corporate Services. Type the following information

(where XXX is your login number):

11. Click to save..

The Head Office and Corporate Services Department now appears as part of your company.


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To add Sales organisational units to your company:

12. Click XXX (Your name) Bicycle to select it.

13. Click to create your new organisational units.

14. Create Sales A and Sales B Departments

15. Click to save your entries.


After reviewing your Enterprise Structure you have realised that you have omitted the Human

Resources Department which is located in Head Office and Corporate Services.

16. Click Head Office and Corporate Servicesto select it, as the Human ResourcesDepartment is part of this Organisational area.


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17. Click to create your new organisational unit and create the HR unit.

.

18. Click to save your entries.

Your screen appears as follows:

Structural Graphics

SAP-HCM includes a facility to graphically illustrate the organizational plan of your Enterprise

Structure. The structural graphics can be accessed by clicking on the Application

Toolbaror by choosing the Structural graphicscommand from the Gotomenu.

19. Click XXX (Your name) Bicycle Company to select it

20. Click to display a graphic version of your organizational plan.


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21. Maximise the Organizational structurewindow

22. Click to exit structural graphics.

23. Click to return to the Organizational Structure / Change screen.

Exercise(Your name) Bicycle Company has decided to start manufacturing their own bicycles andaccordingly have acquired a Production facility.

1. Add a Production Department to your Enterprise Structure.

2. Display the Structural Graphics for your Enterprise Structure.

3. Return to the main menu.


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Tasks, Jobs and Positions

The next stage in implementing your SAP HRMS is to assess the differing roles employees

perform in the company and mapping these in the SAP system. There are three different

structures which describe these roles. These are Tasks, Jobs and Positions .

Tasks

For human resources purposes, tasksare individual duties, responsibilities, or assignments thatemployees are required to perform, for example, answer phones or design publications. You can

use tasksto describe jobs and positions also they can be used as a point of reference for

developing qualifications.

JobsA job is a general classification, such as Secretary, Computer Programmer, Instructor etc. Many

people at your company could hold the same type of job. For example, there may be 20 peoplewhose job is Secretary. You may create as many jobs for an organizational plan as you wish.

Once a job is created, you describe all of its attributes by defining its information which isreferred to as infotypes. Anyone who holds a job automatically inherits the infotype settings,

attributes and properties of the job.

A job is made up of a number of tasks. For example the Job, lecturer could include the

following tasks:

Prepare and deliver lecture material

Construct and perform student assessment

Be available for student consultation

SAP AG 1999

Jobs

Consultant

Purchaser Manager

Ajobis the general

classification for a set

of tasks in an

enterprise.

Can be performed byone or more than oneperson(s)

Examples: manager,administrator,purchaser


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Now you have established your enterprise structure, you need to create positionssuch as

Managing Director, Sales Officers, etc. Beforecreating these positions you must createjobsand tasks. Each position = one job; many positions can relate to one job.

Creating a Job

1. Choose Goto Job Profilesfrom the menu bar to display list of existing jobs.

You will notice that some of the Jobshave a next to it. This indicates that a number of taskshave been allocated to that particular Job.

For example, the 123 Human Resource Administrator job in the screen above.:

You are going to create an XXX HR Administrators Job with 4 Tasks

You will need to create a new Job:

2. Click to create a new job.


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The Create jobsscreen enables you to view existing jobs and their validity periods and alsocreate new jobs.

To add a new jobs:

3. Key in the following information. Ensure that you include your user XXX

4. Click to save the newly created Job.

You are returned to the Job Profilescreen.

Allocating Tasks

You have just created a new Jobbut at the moment it does not include any of the specified

Tasks.


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For human resource purposes, tasks are individual duties, responsibilities or assignments that

employees are required to perform. For example, answer phones, design publications, evaluate

prospective employees and develop software are all samples of tasks. Tasks allow you toachieve different objectives. You can use tasks to describe jobs. This is done by creating and

maintaining tasks, and creating relationships between the tasks, and jobs.

You may create as many tasks as you wish. It is possible to create single tasks or task groups.Single tasks are individual task entries like develop department budget, evaluate new equipment,answer phones, and so on. Task groupsare a collection of tasks that are routinely performed

together, or that are affiliated in some way. For example, you could create a task group called

Secretarial Tasks. The group could include the single tasks of word processing, answer phones,

filing. Or, you could create a task group called Computer Programming. The group couldinclude the single tasks of consult with users, develop flowcharts, write code, design forms, and

so on.

Task groups are advantageous since they save you time when you create relationships between

jobs and positions. (It is faster to create a relationship with one task group, than with severalsingle tasks.) Task groups are created by creating relationships between the single tasks

involved.

All tasks are contained in what we call a Task Catalog. The Task Catalogitemises all tasks

that exist, during a specified period of time. It also shows the inter-relationships that exist amongdifferent tasks, when task groups have been defined.

5. Click until you find theHR Administrator Jobyou just created.

6. Click yourHR AdministratorJob to select it..

7. Click to display the available tasks

The following screen appears to search for a particular task.

8. Key in Admin* and then click to find Administrative tasks.

You will notice next to each taskthere is a check box to select that particular task for theselectedjob.

9. Click the checkbox ofAdministrative Tasksto select it.


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10.Click twice.

11.Click and select the other tasks below, then to complete the process.

Create applicant action

Hire employee (with data transfer)

Budget preparation

On the Job Profile screen your new HRAdministratorjobis displayed with the allocated

tasks.

Exercises

Create the following Jobs with the related Tasks for your organisation. Ensure you remember touse XXX as the prefix in both the abbreviation and the job title.

Managing DirectorBudget Preparation

Management Tasks

Strategic Planning

Sales DirectorBudget Preparation

Management TasksApprove Travel Request

Sales RepresentativeCustomer serviceSales support activities

Office AdministratorAdministrative tasks

Photocopying

Secretarial services

Production workerWelding

Technical tasksQuality management


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Positions

The next stage of defining your Organisational Structureis allocating Jobsto

particular areas of the company. This allocation of Jobsresults in Positionsbeing

created.

Positions are one of the objects that make up an organizational plan. Positions are the

individual employee assignments within a company, for example the Manager of

Sales, Secretary for Purchasing Administration, Junior Engineer for Manufacturing,

and so on. They are often confused with Jobs.

Ajobis a general classification of duties that must be performed. For example, you

might create the job of Secretary. Many people at your company could have the same

job classification. For example, there may be 20 people whose job is Secretary, 10

people whose job is Manager, and only one whose job is Chief Executive Officer.

Alternatively, positions are individual employee assignments, for example, Secretaryof Marketing, Manager of Human Resources, and so on.

Jobsare typically used as a foundation for creating positions. Usually you create

positions by copying jobs. Any attributes you have defined for the job are

automatically carried over to the different positions.

Previously you identified the following Jobswithin (Your name) Bicycle Company.

When these Jobs are allocated for the particular location, they then become Positions,

e.g. Managing Director (Head Office).

You are now going to create the 2 Office Administrators Positionsat Head Office.To create the positions:

1. Choose Goto Staff Assignments from themenu bar.

Your Enterprise Structure appears on screen.

2. Click Head Office and Corporate Servicesto select it

3. Click to display the Create Position screen.


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Notice that the screen displays that Head Office and Corporate Services is the

selected Organisational Unit. You now need to find the appropriate Jobon which

the Positionwill be based.

4. Type XXX in the Abbr. field and then click to display your jobs.

5. Click the XXX Office Administrator, hat youcreated, to select thatJob

6. Press to transfer this job to the Create Positionscreen.

At the moment the Position is going to be called XXX Office Administrator

Tip Your Position Name can be different to the Job it was based on as you canedit the name in this screen.

7. Type 2 in theNumber of requested Positions fieldas you need to create 2

Positionsbased on thisJob

8. Click to save thePositions.


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You are returned to the Staff Assignments/Changescreen. You need to check that

the Positionshave been created.

9. Double click next toHead Office and Corporate Services to display the

created Positions.

This screen gives you a summary of your Organisational Plan. From here you can

get further details about any of the Organisational Unitsyou have created.

12. Click Office Administrator to select it.

13. Click to display theTask Profile/Change screen.

14. Click next to XXX Office Administratorto displays the Tasks

The screen indicates that the Office Administrator Positionis

allocated to the Head Office and Corporate Services Organisational Unit

is based on the XXX Office Administrator Job

includes a number of Tasks.

15. Click to return to the previous screen


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Exercises

1. Create the following Positions in (Your name) Bicycle Company.

1. 1 Managing Director (Head Office)

2. 2 Sales Directors (1 for Sales A and 1 for Sales B)

3. 4 Sales Representatives(2 for Sales A and 2 for Sales B)

4. 2 Sales Representatives (External)(1 for Sales A and 1 for Sales B)NOTE: Use generic Sales Representative job and change name

5. 1 HR Administrator (HR Department)

6. 5 Production Workers (Production Department)

2. Create a Position,Office Administrator (Production), using the OfficeAdministratorjob.

3. Display Enterprise Structure and Positions as shown on the next page.


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WORKSHOP NOTES BEMPLOYEE MASTER DATA

The next stage of implementation is to enter Employee Master Data into the R/3system. In this stage of implementation for the purpose of entering their data into the

system you perform the same actions as if you were Hiringa new employee.

Infotypes

When you hire a new employee in your company, you initially have to enter a large

amount of data. These things would include personal details, banking details, tax

details, employment details, qualification details, family details etc. In the R/3

Human Resource Management System similar employee data are stored in Infotype

records. For example the different address details include a number of different data

fields( street, suburb postcode etc.) and these data fields are stored in the Address

Infortype. The different Infotypesare identified through a name and as well as a 4-

digit number.

The Infotypeis displayed to the end user in the form of a data entry screen.

Therefore all the data relevant to the Address Infotypeappears on the same screen

for editing.

When you hire an employee, you maintain a lot of different infotypes.


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Hiring Employees

Any action you perform on an employee is referred to as a Personnel Action. The

Personnel Actionsfunction groups all of the Infotypestogether that must be

maintained when a particular human resource process is performed, such as when an

employee is hired, or when an organizational reassignment occurs. Each Personnel

Actioncontains the Infotypesfor which data must be entered for the human resource

process in question, and displays them one after the other for you to maintain. This

ensures that all of the information relevant to the process is entered in the system.

This function also makes it easier for you to enter data, because it prevents you from

having to access each individual Infotype.

After you have saved a record, the system displays a new Infotypefor you to process.

When you perform an action, you may want to skip a particular Infotypewithout

entering any data, or even cancel the action. At the end of the sequence, the system

returns to the initial screen after saving

The data which is displayed in the infotypes and the order they appear can be

customised to the company and the country requirements.

SAP AG 1999

Personnel Actions

Planned Working TimePlanned Working Time

Org. AssignmentOrg. Assignment

ActionsActions

PersonalmanahmenPersonalmanahmen

Personnel number

Hiring

Org. Wechsel

Personnel ActionsPersonnel Actions

Org. Reassignment

Sequence of infotypes toshow a personnel activity

12345678


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To display the various Personnel Actionsavailable:

1. Choose Human Resource Personnel managementAdministration

HR Master Datato display the options under this menu

2. Double Click to display the screen.

The screen appears with a list of Personnel Actionsdisplayed:

Personnel number assignmentWhen hiring an employee, each employee must first be assigned a personnel

number. This personnel numberis either assigned manually or automatically by the

system. You can set up the system so that it performs automatic assignment. If the

system was set up to use internal number assignment,the system will suggest the

next free number as the personnel number. If you have external number assignment,

you must enter a number that has not been allocated already.

You will need to type a number in the Personnel No.field as system will not

automatically generate a number.

Hire DateThe hire date(the start date of the validity period) is an important date for many

personnel procedures, for example, it is used to determine seniority and for payroll

accounting. You should enter the date on which the employee entered the company

for the entry date. SAP will provide a default for the end date of the validity period in

the standard SAP system.

The default format for dates is dd.mm.yyyy. Use calendar to select date. At the

moment you are going enter details for an employee as they started working at (Your

name) Bicycle Company today.


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NOTE: When you hire an new employee, personal data such as name, date of birth,

marital status, address(es) and bank details, need to be stored in the system. The fields

which include a indicate that data must be entered.

3. In the Personnel Number field type 0009XXX1 (all your employee numbers

will begin 8 and include your login numbers and sequential numbers from 1 -)

NOTE: If there is already an employee with this number use the next

number, that is, 2.

4. Select Todays datein the Startfield.

5. Click the next to Hire (you can select any hire form the list) to select

this Personnel Action.

6. Click to commence the Hiring Personnel Action.

The first Infotypescreen appears: Hire


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7. Type your own details in Personnel Data.

Notice under Hiringthe Action Typehas defaulted to Hire

TipIf you do not know the meaning of a particular field then click it to select it

and then press F1 on the keyboard. A Help screen will appear.

You now need to indicate the reason for the action.

8. Click the Reason for action fieldto select it.

9. Click to display the available options.

10. Click New hire ( you can select any hire such as quick hire) to select it.

In implementation you could customise your own reasons in this area.

Organizational data

The employee to be hired first needs to be incorporated into the company structure

and the Personnel structure (ie Head Office & Corporate Services you created). In the

Human Resource Management system, the employee's organization assignment plays

a key role. The organizational assignment determines which data can be entered in

the following Infotypes, (for example, for wage types, the organizational assignment

determines whether you can enter a salary for a salaried employee or an hourly wage

for an hourly paid worker) and as a result, determines the default values suggested by

the system.


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12. To search for your Managing Director type XXX in the Position field and

Click for a list of your positions.

13. Click to copy the selection.

The employee's organizational assignment also controls payroll accounting. In

addition to this, it also determines which administrator is assigned to the employee.

14. Click Personnel Area to select it.


16. Click AU03 to select it.

17. Click Personnel subarea field to select.


19. Click Geelongto select it

20. Click EE Groupto select it.


22. Click Activeto select it.

23. Click to copy the selection.

24. Click EE Subgroup to select it.


26. Click Senior Executive (SE) to select it.


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27. Click to save theinfotype details.

WRITE DOWN THE PERSONNEL NUMBER AND LASTNAME

You now need to Create Personnel Data for the new employee.

28. Complete this screen with your own details and SAVE.

29. Create Organisational Assignment screen appears. Check that you have

assigned yourself to your XXX Managing Directors position. SAVE to go to

the next screen.

30. Create AddressesComplete this screen. SAVE

31. Create Planned Working TimeSAVE without entering data.

32. Create Basic PayNOT CONFIGURED RETURN TO MAIN MENU

33. Exercises

Using fictional data, hire employees for the following positions (to begin entering

data for a new employee delete the previous personnel number, type in the relevant

number and ENTER). Write down last names beside each position below:

Office Administrator (0008XXX2) Salaried employeeHR Administrator (0008XXX4) Salaried employee

Sales Director (Sales A) (0008XXX5) Senior executive

Production worker (0008XXX7) Salaried employee

Display (see page 34Workshop Notes A)


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Displaying Employee Data

1. Click Display under HR Master Data.

As mentioned previously there are many different infotypeswhich contain data about

your employee. At the moment you only want to view the Personal data for the new

employee.

2. Click next to Personal datato select this infotype.

3. Click to view the data

It is important to realise that you cannot edit the data from this screen as you are only

in display mode.

4. Click to return to the previous screen.

As mentioned previously there are many infotypesassociated with a new employee.

To assist you in using these infotypesthey have been grouped on this screen.


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If you are still unsure where to find the particular infotypeyou require you can use

the Direct Selectionfeature of this screen.

5. Click the Infotypefield to select it.

6. Click to display the available infotypes

7. Click 0006 Addresses infotypeto select it.

8. Click to view the address data

9. Click to return to the previous screen.

You now know one technique to view data about a particular employee.


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WORKSHOP NOTES C

Recruitment

In terms of Human Resources the success of a company depends on such factors as

the quality and availability of personnel. It is particularly important for the

development and success of expanding companies that they have quick access to

adequate personnel. The process accessing the appropriate personnel is referred to as

recruitment.

The recruitmentprocess involves a number of activities.

When a Positionbecomes free in a company, the first thing you must do is to find asuccessor. This person can come from either within the company or externally. Vacant

positions are published in job Advertisements. A job advertisement involves the publishing

of one or more vacancies with the aim of attracting suitable applicants. You check the

applicationsthat you receive in response to the advertisement. You can then rank the

employees using a profile matchupof the job requirements and the applicants' qualifications.

These applicants then go through a selection procedure, and a suitable employee is hired.

SAP AGF

From the Vacancy to Hiring an Applicant1999

ReRe

Re ort

Reports

Reports

Reports

Reports

Repor

ts

ReportsReports

Reports

Reports


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A vacancy is a position which must be staffed, eithercompletely or partially. For example a vacancy may be 50%filled by an employee.A vacancy triggers the recruitment procedure. The aim of therecruitment procedure is to staff vacancies.

You must create a vacancyfor each position in your company which is to be staffed, be it

partially or completely. To do this you must carry out the following steps:

Mark the position vacant.

Specify the start date of the vacancy.

Name the personnel officer and line manager responsible. They must manage the data

associated with the vacancy.

Previously in your (Your name) Bicycle Company you created a Sales Director

(Sales B) Position.. You now need to create a Vacancyfor this Position.

1. Choose Human Resources Organisational Management Expert Mode

to display the options

2. Double Click to move to this screen.

You will notice that there are a number of activities which can be performed on a

Position. But before you select which activity, you must first identify the Position

which is vacant.

SAP AG 1999

Creating a Vacancy

Position

85000005 Financial accountant 01/01/1990 12/31/9999

Line manager

Personnel officer

01/01/2000 12/31/9999

LIM

23759845

Suzanne Limpert

Frank Fisher

Vacancy

85000005 Financial accountant

Line manager

Frank Fisher

Personnel officer

Suzanne Limpert

From 01/01/2000

Vacant

Vacancy


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3. Click in the Positionfield to display the search screen.

4. Search for the Sales Director (Sales B)position you created using XXX in

position field.

5. Click Sales Director (Sales B) to select it.

6. Click to transfer the Positions details to the previous screen.

NOTE POSITION NUMBER.:You now have to determine which infotypeyou are going to maintain.

7. Click next to vacancy to select this infotype.

8. Click to display the Add Vacancyscreen.

You can edit this screen to indicate the date when the Vacancy will occur.

Change the vacancy date to occur in 2 weeks.


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9. Click to create the Vacancy and saveit.

10. Click to assign a Personnel Officer who is responsible for thisposition. Select Meg Ryan. SAVE.

You are returned to the Maintain Positionscreen. Check that the Vacancy check

box has a tick in it.

What is the Positionnumber?............................................


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Vacancies are published in advertisements. An advertisement is an

announcement of one or more vacancies published in a recruitment

instrument with the aim of recruiting suitable candidates.

Examples of recruitment instruments are newspapers or theemployment offices or the Internet.

Recruitment instruments are grouped according to the medium

used (such as the press, employment office, recruitment agency etc.).

You now need to create an Advertisementfor your new Vacancy.

1. Click to return to the main screen.

2. Choose Human Resources Personnel Management

Recruitment dvertising Advertisement.

3. Double Click to display the Job Advertisementsselectionscreen.

Advertisement

WANTEDemployee for .

competentSkilled,

Press

Recruitmentinstrument

Advertisement

anted

Skilled,professional

person for .. .

Applications to .. .

Medium

Recruitment agency

Employment

office


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4 Click to display the Job Advertisementsselection screen.

A list of all Job Advertisements are listed. (Instead of The Age you can select

any)

5. Click to create a new Job Advertisement.

You need to specify the details about the Advertising medium and advertisement

details.

6. Click to allocate a number for the JobAdvertisements.


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7. . Click Instrumentfield to select it.

8. Click in the Instrumentfield to the options.

9. . Click The Age to select it.

10. Type Tomorrows datein the Publication datefield.

11. Type Next Thursdays datein the Advertisement end field

12. Type 500 and AUD in the Publication costs field

You now need to specify the text to be included in the Advertisement.

13. Click the Text namefield to select it.

14. Type Ad for XXX Sales Director B.

15. Click to display the text editor.

16. Type the following text:

17. Click to save your advertisement text.

18. Click to return to the Create Advertisementscreen.

19. Click in Vacancies published.

20. Click to display the Vacanciesin the system


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21. Click next to the Vacancyyou created. (You recorded the position

number earlier).

22. Click to copy.

Your screen should be similar to below, except the advertisement and vacancy

numbers will be different. Check that you have assigned the vacancy.

23. Click to save your advertisement.

You are returned to the Maintain Advertisementscreen with your advertisement

included.


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Applicants responding to advertisements are recorded by

the HRIS. There is a two level approach to data entry. The

first level of data entry involves the entering of basic data,

for each applicant. In this step, you record the applicant

data required for issuing letters to applicants and for

statistical purposes (such as the applicant's name, address,and organizational assignment).

The second level of data recording involves the entering

additional data, is only carried out for applicants who are of continued interest to the

company. At this stage, you can assign an applicant to one or more vacancies. In

addition, you can record data on the applicant's qualifications, education, and previous

employment.

You have had two(2)applicants whose data needs to be entered into the system.

1. Click to return to the main screen.

2. Choose Human Resources Personnel Management Recruitment

Appl. Master data

3. Double Click to display the Initial entry of basic datascreen.

SAP AG 1999

Two-Level Concept of Data Recording I

SAPSAP

Level1

:

Level1

:

Enter

En

ter

basicd

ata

basicd

ata

Level2:

Level2:EnterEnter

additionaldata

additionaldata

SAP AG Donna MooreNeurottstr. 16 21 Main Street69185 Walldorf Townsville

Dear Sir or Madam,

I would like to apply in response

to your advertisement in TheTimes of June 8.

I am currently employed as .... . .


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4. Click Reason field to select it.

5. Click to display the options

6. Click New application to select it.

7. Click Per.area to select it.

8. Click AU03 for the Victoria Personnel Area.

9. Select Geelong in the Subareafield

10.Click App.gpto select it.

The applicant groupfield is used to classify applicants according to the type of

employment contract for which they are applying.

11. Click to display the options

12. Click Active (external) to select it.

13. Click Ap. Range to select the field.

14. Click to display the options.


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15. Click Managerial staff to select it.

16. In Pers.Off (Personnel Officer responsible for recruitment) field select MegRyan.

17. Type in the applicant information using a last name you have not usedpreviously and include XXX after last name.

You need to keep statistics about applicants via the different advertisements.

18.Click Advertto select it.

19.Click to display the options

20.Click your advertisement to select it.

21.Click Save + add data


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This screen appears and you will notice that an Applicant Number (App.no.) has

been entered automatically WRITE THIS DOWN.

You now enter additional details for the applicant, such as vacancy assignment,

education and previous employers.

22. Vacancy Assignment: Click default vacancyand your vacancy shouldappear.


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You now need to enter your applicants educational details.

23. Education: Enter relevant dates for three year degree at University level (U3)at Victoria University, U2 for completion.

24. Previous Employers: Your applicant was a sales employee at David Jones(Retail) and then a Manager at David Jones, Melbourne (Retail)from 3 May

200515 February 2011. Enter these details.

25. Click to save your entries. If you are asked for Certificate, select U2andSAVE


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You are now returned to the Initial Entry of Basic Data Screen so that you can

continue entering applicants. You are now ready to enter details for your second

applicant for the vacant position, following the same steps.

26. Use a name and personal details of your own choice.

27. The applicant has completed two years of a university degree at VictoriaUniversity, beginning in 2001.

28. S/he has worked for Coles as a sales assistant for two years and at Myers as asupervisor for nearly five years.

29. S/he did not complete degree.

30. Take a note of the Applicant Number.


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APPLICANT ACTIVITIES

The following processes are controlled by applicant activities:

Administration of Applicant Correspondence

Transferring Applicant Data to Personnel Administration

Activities are created and maintained for each application, although activities

common to all applications are normally created automatically. The names of the

activity types are set up in customising. As this system has not been customised, you

will have to generate your own WORD documents.

Usually you would send an email or letter of confirmation of receipt of application

and you can do this through an interface with the web or WORD. You can also sendan invitation to attend an interview, which is what youre going to do.

31. Go back to the main menu and select Applicant ActivityMaintain

32. If necessary, enter Applicant Number

33. Click to go to the next screen.


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34. You will notice that a receipt will be sent.

The Maintain Applicant Activities comprises a list of all planned and completed

activity for a selected applicant. The following steps create the Appointment for

interviewapplicant activity.

35. Select Create planned activity under Edit


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36. Enter the key for the interviewappointment (005) in the Activity Type field

37. Enter the Performance date a week from today at 11.00

38. Person responsiblefor actionselect Meg Ryan from the list

39. Room/building No: 106/10

40. As automatic mail isnt preconfigured, select Send Mail

41. Choose Maintain notes

42. You are now in WORD. Type the following letter to your applicant, withtodays date. (It will be subsequently printed on company letterhead.)

Todays date

Your applicant nameXXXAddress

Dear Title and lastnamexxx

SALES DIRECTOR POSITION

Please attend an interview for this position at 11.00 on [insert relevantdate] 2011 in Room 106, Building 10.

Yours faithfully

Meg RyanHR Officer

43. Save using icon.

44. TickSend Mail and Click and Yes to Save and then at top of screen.


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EXERCISEReject (020) your other applicant and send her/him a letter. Use the same format as

the interview invitation letter, with the text:

Thank you for your application for the above position. I am sorry to inform you that

your application for the above position was unsuccessful.


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Applicant Selection.

Activities carried out for an applicant within a selectionprocedure are entered, logged, and planned using

applicant activiti es. These activities are administrative

stages through which an applicant passes during the

course of the application procedure (such asMail

confirmation of receipt,Mail invitation to interview).

When the SAP-HR module is configured and customized for a particular client certain

activities are created automatically for an applicant when you perform an applicant

activities. For example, if you invite an applicant for a job interview, the system

automatically creates the applicant activityMail invitation to interview. You use this

activity to print a letter of invitation for the applicant. Also, when people apply for

vacancies they usually include some extra documentation. SAP R/3 has the ability toscan these documents and create a link between the scanned documents and the

Vacancydata.

Once you have conducted the relevant interviews then you need to make a decision

about the vacancy.

The interview is only one part of the decision making process and the SAP R/3 can

record a large amount of data about the applicants and the vacancy to assist in the

decision making process.

SAP AG 1999

Applications inApplications inresponse toresponse toadvertisementsadvertisements

Decision-making

Vacancy Selection Procedure

Vacancy assignment

Short profile

(database)

Requirements profile

(via position)

Other criteria

(e.g. under 30)

Original documents

(optical archiving)

Applicant poolApplicant pool


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In terms of the Recruitment process the applicant can now either accept the contract

and then be hired and assigned to the Position or they can reject the offer..

SAP AG 1999

Closing the Selection Procedure

Vacancy assignment status:

To be hired

Overall status:

To be hired

Activity type 014 Hiring date

Perform on 02/01/00

Activity type 015 Transfer applicant data

Perform by 02/20/2000

Activity type 011 Letter of rejection



Rejected

As required - Overall status:

Rejected


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Recruitment contd.

The interview is only one part of the decision making process and the SAP R/3 canrecord a large amount of data about the applicants and the vacancy to assist in the

decision making process.

Assuming that your applicant had an interview and is successful. You now need to

offer a contract. The first thing you need to do is change the vacancy assignment

statusto indicate that a contract has been offered.

45. Choose Human Resources Personnel Management

Recruitment Appli. Master data Bulk processing

46. Double Click to move to the next screen

SAP AG 1999

Applications inApplications inresponse toresponse toadvertisementsadvertisements

Decision-making

Vacancy Selection Procedure

Vacancy assignment

Short profile

(database)

Requirements profile

(via position)

Other criteria

(e.g. under 30)

Original documents

(optical archiving)

Applicant poolApplicant pool


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This screen provides an extensive range of search options.

47. Select your advertisement number.

48. Click to perform the search.

A list of all applicants for the vacancy appears.

49. Tick the check box beside first name to select.

Click


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50. Select Contract offered in the Overall statusfield.

51. Click to continue.

In terms of the Recruitment process the applicant can now either accept the contract

and then be hired and assigned to the Position or they can reject the offer

Assume that your applicant has accepted the offer

52. Click the name to highlight and

53. Select to be hired

54. Click to continue and the status shows to be hired.

You now need to specify the commencement date.

55. Click on from the drop down menu.

56. Click Hiring and select maintain activity

57. Select a Monday about 10 days or 2 weeks from today and to transfer

data and to save.


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SAP AG 1999

Closing the Selection Procedure


To be hired

Overall status:

To be hired

Activity type 014 Hiring datePerform on 02/01/00

Activity type 015 Transfer applicant data


Activity type 011 Letter of rejection



Rejected

As required - Overall status:Rejected


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WORKSHOP NOTES DReporting in Human Resources

Efficient Human Resources Management constantly requires complete, up-to-the-

minute information on employees within the company. The MySAP HCM module

stores all relevant employee data and a multitude of reporting and analysis options.

SAP HCM includes more than 200 standard reports. It also contains intuitive

reporting tools (HIS, Ad Hoc Query) that give you easy access to standard reports,

and enable you to create your own reports. Cross-application SAP reporting tools

(SAP Query and the Business Information Warehouse) provide even more options for

accessing HR data.

Re ortRecruitment

Recruitment

Recruitment Recruit

Recruitment Recruitment

Recruitment Recruitment

Recruitment

RecruitmentAdministration

Recruitment

Recruitment

RecruitmentAdministration

Recruitment

Recruitment

RecruitmentRecruitmentRecruitmentRecruitmentRecruitmentRecruitment

R

R

R

R

R

R

R

R

R

R

R

R

R

RecruitmentRecruitmentPersonnel developmentBenefitsCompensation managementPersonnel cost planning

H

Comp/Be

Lab

. H

De

/Edu

Payrol

HIS

Birt

Certificate


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Standard Reports

SAP Human Capital Management provides you with more than 200 Standard

Reports. They enable you to perform standard reporting simply, and without you

having to spend time and money on development. Standard reportsthat areavailable in the following areas of Human Resources Management:

Personnel Management

Time Management

Payroll

Training and Event Management

Organizational Management

The term reportis used in the HR Reporting manual to mean executable programs

that read data from the database and then report on the data without changes being

written to the database.

To access the Standard Reports:

1. Choose Information System Human Resources Reports to display the

available reports categories.

(Or Human Resources Information System Reports)

Firstly you will run a Standard Reportfor the organizational structure of your

company.

2. Choose Organizational ManagementOrganizational

UnitOrganizational Structure to display the available reports in this

category.

3. Double Click

The Organisational Structure with Positions screen appears. This enables you to

search for a particular organisational unit and specify a date for reporting.


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4. Click to display a list of current organisational units.

5. Click next to the organisational unit you created XXX(Your name)

Bicycle to select it.

6. Click to run the report.

Your report appears:

7. Click until you are returned to the main screen

As you can see from the menu there are many other categories of Standard Reports

including many reports. To get a better understanding of the range of reports you will

now look at some of the employee reports.

8. Choose Information System

Human Resources

Reports

PersonnelManagement Administration Employee to display the available reports.


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You are now going to display a report for all employees in your organisation.

9. Double Click to display the criteria screen.

10. Select and your organisation

11. Click to run the report.


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A list of employees appears:

You can perform a number of operations on this report to further enhance it. You are

able to sort by any of the fields(columns) contained in the report.

12. Click to select this field.

13. Click to sort the report by this field.

You can also change the layout of the report and define which fields you wish to be

displayed in the report

14. Click to display the report fields.


15. Highlight the following fields to select them:

PersIDNo.

Name at birth

Leaving date

16. Click to transfer these fields to the Hidden fields table.

17. Click to complete the process

The Employee report now appears with only 4 fields


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18. Using you can:

a) Print preview report

b) Download report to excelc) Download report to Word

d) Save report to file

e) Email report

19. Click to return to previous screen

20. Click to return to the main screen


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Human Resource Information System (HIS)

The HISis an easy method used to report on HR data along hierarchical structures

(organizational structure, business event hierarchy, or customer hierarchies). You can

select the structure you want to report on, and the objects you want to display. The

structure is displayed in SAP Structural Graphics. To access the HIS:

1. Choose Information System Human ResourcesReporting ToolsS

You are given the option of which organisational units you would like to display.

2. Click to select these organisational units.

You now need to specify the company you created.

3. Click the Organisational Unitfield to select it.

4. Click to search for your company.

5. Click the company you created ((Your name) Bicycle XXX) to select it.

6. Click to run the report

7. Click DetailsOverview to display company details


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The screen has a number of components. The Structural Graphics displays the

organisational units of your company and a Reporting window with reporting

categories and reports.

8. Click of the Structural Graphics window to maximise the screen.9. Click Your company name (see above) to select your entire company.

10.Click The Employeereport category in the Reportingwindow to displaythe available reports.

11.Double Click Employee Listto run this report.

Your Employee report appears on screen. Similar to Standard Reports you can sort

and hide or unhide columns. In addition the report can be exported and distributed in

a number of formats.

12. Click to return to the HIS.

12. To view the Recruitment process you performed earlier.

13. Click The Recruitmentreport category in the report window to display the

available reports.

14. Double Click Applicants by nameto run this report.

Up till now you have run reports based on your entire company. But through the HIS

you could have selected lower level organisational units and just run the reports for

these.

Structural

Graphics

Report

Categories

Reports


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WORKSHOP NOTES E: PAYROLL

Although you are not able to put in pay details for your employee, you can simulate a

payroll using data from the SAP IDES system and international payroll. The

processes for payroll are shown in the diagram below.

Discuss this and relate it to your own experiences as an employee. What do you think

will be included in time data; payments to various payees; remuneration statement?

1. From the SAP Easy Access Menu select PayrollInternationalPayroll -


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1.1 EnterX0 in thePayroll area fields in the Payroll period and Selection areas. InthePayroll periodportion of the screen, select the radio button for Other period

and enter the information for April 2004. Enter 54099700 (......00-20 can be

selected) in thePersonnel numberfield.

1.2 Select Display Log

1.3 Select layout for remuneration statement and type in SAP&CALC

1.4 Select the Executeicon.

1.5 Review the log.


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1.6 Click on Form to generate a remuneration statement for Jose Vega.

sap hcm tutorial - basic

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