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Table of contents
Table of contents ........................................................................................................................ 2
Table of figures .......................................................................................................................... 4
Copyright .................................................................................................................................... 6
1. Introduction: Human capital management in SAP ERP .................................................... 7
1.1 Unit objectives Human capital management in SAP ERP ....................................... 7
1.2 Scenario ....................................................................................................................... 8
2
Human capital management with SAP ERP .................................................................... 10
2.1 Theory Organizational structures in human capital management .......................... 10
2.1.1 Enterprise structure in SAP human capital management ................................... 11
2.1.1.1
Personnel areas ............................................................................................ 12
2.1.1.2
Personnel subareas ...................................................................................... 13
2.1.2 Personnel structure ............................................................................................. 13
2.1.2.1
Employee groups ........................................................................................ 14
2.1.2.2
Employee subgroups ................................................................................... 15
2.1.2.3
Payroll areas ................................................................................................ 16
2.1.3 Organizational structure ..................................................................................... 16
2.1.3.1
Jobs ............................................................................................................. 17
2.1.3.2
Positions ...................................................................................................... 18
2.1.3.3
Persons ........................................................................................................ 19
2.1.3.4
Personal administration and planning ......................................................... 20
2.2 Practical application Organizational structures in human capital management ..... 21
2.2.1 Excursus Enterprise and personnel structures ................................................. 21
2.2.1.1
Personnel area ............................................................................................. 21
2.2.1.2
Personnel subareas ...................................................................................... 22
2.2.1.3
Employee groups ........................................................................................ 22
2.2.1.4
Employee subgroups ................................................................................... 23
2.2.2 Organizational structure ..................................................................................... 23
2.2.3 Standard hierarchy.............................................................................................. 24
2.2.3.1
Create profit center...................................................................................... 25
2.2.3.2
Create cost center ........................................................................................ 26
2.2.4 Create an organizational structure ...................................................................... 28
2.2.4.1
Create organizational units ......................................................................... 29
2.2.4.2
Create jobs and assign tasks ........................................................................ 32
2.2.4.3
Create positions ........................................................................................... 33
2.3 Theory Infotypes..................................................................................................... 37
2.3.1 Infotype maintenance ......................................................................................... 37
2.3.2 Initial entry screen for maintaining infotypes .................................................... 38
2.3.3 Personnel file ...................................................................................................... 39
2.3.4 Organizational Assignment ................................................................................ 39
2.4 Practical application Infotypes ............................................................................... 41
2.5 Theory Processes in human capital management ................................................... 44
2.5.1 From vacancy to hiring an applicant .................................................................. 44
2.5.1.1
Hiring an applicant ...................................................................................... 45
2.5.1.2
Application via Internet .............................................................................. 46
2.5.2 Personnel development and qualifying actions .................................................. 47
2.5.2.1
Qualifications and requirements ................................................................. 48
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Table of figures
Figure 1-1: Process overview: Human capital management ...................................................... 9
Figure 2-1: Enterprise, personnel, and organizational structures ............................................. 11
Figure 2-2: Enterprise structure in SAP human capital management ...................................... 12
Figure 2-3: Personnel areas ...................................................................................................... 12
Figure 2-4: Personnel subareas ................................................................................................ 13
Figure 2-5: Personnel structure ................................................................................................ 14
Figure 2-6: Employee groups ................................................................................................... 15
Figure 2-7: Employee subgroups ............................................................................................. 15
Figure 2-8: Payroll areas .......................................................................................................... 16
Figure 2-9: Organizational plan ............................................................................................... 17
Figure 2-10: Jobs ...................................................................................................................... 18
Figure 2-11: Positions .............................................................................................................. 19
Figure 2-12: Persons................................................................................................................. 19
Figure 2-13: Personal administration and planning ................................................................. 20
Figure 2-14: Enterprise structure Personnel areas: SAP-System-Screenshot ....................... 22
Figure 2-15: Personnel structure employee groups: SAP system screenshot ....................... 23
Figure 2-16: Process overview: Organizational structures in Controlling ............................... 24
Figure 2-17: Search profit center: SAP system screenshot ...................................................... 24
Figure 2-18: Search profit center: SAP system screenshot ...................................................... 25
Figure 2-19: Profit center standard hierarchy: SAP system screenshot ................................... 25
Figure 2-20: Create cost center group: SAP system screenshot ............................................... 26
Figure 2-21: Standard hierarchy IDES group: SAP system screenshot ................................... 26
Figure 2-22: Hierarchical assignment cost centers: SAP system screenshot ........................... 28
Figure 2-23: Process overview: Organizational structures in human capital management ..... 28
Figure 2-24: Organization department marketing and SD ....................................................... 28
Figure 2-25: Organizational structure: SAP system screenshot ............................................... 31
Figure 2-26: Example column configuration: SAP system screenshot .................................... 31
Figure 2-27: Search jobs: SAP system screenshot ................................................................... 32
Figure 2-28: Create tasks: SAP system screenshot .................................................................. 33
Figure 2-29: Create position: SAP system screenshot ............................................................. 33
Figure 2-30: Job assignment: SAP system screenshot ............................................................. 34
Figure 2-31: Job assignment: SAP system screenshot ............................................................. 35
Figure 2-32: Organizational structure SD and marketing: SAP system screenshot ................. 35
Figure 2-33: Infotypes .............................................................................................................. 37
Figure 2-34: Infotype maintenance .......................................................................................... 38
Figure 2-35: Initial entry screen for maintaining infotypes ..................................................... 38
Figure 2-36: Personnel file ....................................................................................................... 39
Figure 2-37: Infotype organizational Assignment ................................................................... 40
Figure 2-38: Process overview: Infotypes ................................................................................ 41
Figure 2-39: Personnel master data: SAP system screenshot................................................... 42
Figure 2-40: Maintaining personnel master data: SAP system screenshot .............................. 43
Figure 2-41: Processes in human capital management ............................................................ 44
Figure 2-42: From vacancy to hiring an applicant ................................................................... 45
Figure 2-43: hiring an applicant ............................................................................................... 46
Figure 2-44: Application via Internet ....................................................................................... 47
Figure 2-45: Personnel development and qualifying actions ................................................... 48
Figure 2-46: Qualifications and requirements .......................................................................... 49
Figure 2-47: Training proposals for qualification deficits ....................................................... 50
Figure 2-48: Processes in training and event management ...................................................... 51
Figure 2-49: Career and succession planning .......................................................................... 51
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Dipl.-Wirt.-Inf. Taymaz Khatami
Copyright
-
This document is mostly based on publications for the TERP10 course mySAP ERP
integrated business processes those parts are subject to the copyright of SAP AG.
All figures used within this course are created in the style of TERP10, if not labeled
else wise. Those parts are subject to the copyright of SAP AG.
All screenshots used within this document, even if displayed in extracts, are subject to
the copyright of SAP AG.
Distribution and reproduction of this document or parts of this document in any
form is prohibited without the written permission of Prof. Dr. Heimo H.
Adelsberger, Dipl.-Wirt.-Inf. Pouyan Khatami, and Dipl.-Wirt.-Inf. Taymaz
Khatami.
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1.2 Scenario
In the practical application of this unit, you will firstly maintain the organizational structures
in controlling. This includes a profit center and three cost centers. From this point on, you will
maintain an own department in human capital management. This department is in charge of
marketing, and sales and distribution of your bicycle production.
Additionally, you will work with the infotypes concept in the SAP ERP system to recruit
personnel and maintain applicant master data. Based on the applicant master data, you will
hire a new employee for your department.
In the area of personnel planning and development, you will carry out a succession planning
scenario and create a personnel appraisal. Deficits of your employee are supposed to be
resolved by a particular training course. Finally, you will settle travel expenses resulting from
this.
The following figure shows the entire process that you will complete in the practical
application chapters of this unit using the SAP ERP system. Except for the in depthmaintenance of the organizational structures of controlling, you will focus exclusively on the
functional area human capital management.
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2.1.3.1 Jobs
Jobs represent a unique classification of responsibilities in a company. When creating jobs,
you should pay attention to which specific tasks and requirements are associated with an
individual job. Jobs are used in the following application components:
- shift planning
- personnel cost planning
- personnel development
Note: You should keep your job descriptions as general as possible and as specific as
necessary.
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2.1.3.2 Positions
When you created a job in the SAP ERP system, you need to define a number of positions that
correspond to this job that are required in the company. The tasks defined on the jobs are
inherited by a position. A position can be extended by defining additional tasks that only have
to be carried out by this individual position. Positions can be 100% filled, partially filled, or
vacant.
Example: Not jobs but positions are filled with employees. A position can also be shared by a
number of employees hat work less than full time. For example, two employees can share a
position (60% and 40%).
Note: A job is used as a template from which positions inherit particular characteristics such
as tasks. When you create for example the job secretariat, different organizational units that
feature a position secretary can inherit the tasks correspondence, appointment management,
etc. Thus, you do not need to create those tasks for each position. Additionally, positions can
feature individual tasks, e.g. audit or make coffee.
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2.1.3.3 Persons
Employees of a company are represents by persons in the SAP ERP system. Persons hold
positions in the organizational structure determined by organizational management.
In personnel administration, infotypes for persons are maintained. In the infotype
organizational assignment, in the organizational structure section the position held by a person
is entered. Using position assignment, persons are linked with the organizational plan.
Additional default values in personnel administration such as infotype of the employee group
and employee subgroup (1013) can be derived from data of the organizational management.
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For example, the IDES group contains the personnel areas 1000, 1100, 1200 etc. The
identification of the personnel area is deliberately chosen in alignment with the company code
name to which the personnel area is assigned. Personnel area 1000 is in charge of personnel
administration regarding company code 1000, for example. You can display the assignment to
a company code by double-clicking the respective personnel area. In addition, you can all up
Enterprise Structure Assignment Human Resources Assignment of Personnel
Area to Company Code
to display the respective assignments.
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Technically speaking, employee groups are atomic data structures, i.e., they do not contain
further data but consist only of a description. In detailed customizing (master data, process
customizing), these data structures are used to state which actions or processes can be run for
an employee group. For example, you can set that in SAP ERP, only those persons receive
salary whose status is one (active).
2.2.1.4 Employee subgroups
You can display the employee subgroups of IDES group under
Enterprise Structure Definition Human Resource Management Employee
Subgroups ( Define Employee Subgroups)
Employee subgroups are atomic structures as well. In combination with employee groups,
they offer options for detailed personnel administration.
Leave the SAP implementation guide and take a closer look at the organizational structure.
Display the profit center standard hierarchy of the IDES group. Therefore, call up the
following transaction:
Accounting Controlling Profit Center Accounting Master Data Standard
Hierarchy Display (KCH6N)
1. In case you are prompted to enter a controlling area, enter controlling area 1000.
2. Expand the organizational structure tree in the right window so that you can see the
node H1100 External Services. Your new profit center is supposed to be assigned to
this profit center area. Next, create a profit center with reference to this hierarchical
level.
Note:
In case you do not see the desired hierarchical nodes when calling up the transaction KCH6N
or later, the transaction OKENN (OKEON) (depending on the settings of your user), you can
search for the root organizational unit H1 using the search assistant for the profit center
group (for OKENN, cost center group). From this root node, you can expand and navigate to
the respective node.
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Now that you created the profit center, you can maintain the respective cost center.
2.2.3.2 Create cost center
Firstly, display the standard hierarchy of cost centers of the IDES group. Therefore, call up
the following transaction:
Accounting Controlling Cost Center Accounting Master Data Standard
Hierarchy Change (OKEON)
Note:
Only one user can change the standard hierarchy at a time (pay attention to possible error
messages and repeat the step later), but all users can display the standard hierarchy.
1. Expand the node H1300 (marketing, sales and distribution).
2. Create a new node Hxyy with the description Marketing and SD bicycle-xyy
directly below H1300 by clicking the node H1300 with the right mouse button and
then select the option create group (subordinate).
3. Save your entries. Your new hierarchy node should be displayed below node
H1300.
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CC-MA-xyy
01.01. of the current year 31.12.9999
Marketing-xyy
Marketing department xyy
your name
8
Hxyy (SD and marketing bicycle xyy)
1000
vehicles (3000)
PROFITxyy
4. Cost center SD
Cost Center:
Validity:
Name:
Description:
Responsible person:
Cost center category:
Hierarchy area:
Company code:
Business area:
Profit center:
CC-SD-xyy
01.01. of the current year 31.12.9999
SD-xyy
SD department xyy
your name
8
Hxyy (SD and marketing bicycle xyy)
1000
vehicles (3000)
PROFITxyy
When displaying the standard hierarchy of cost centers once again (OKENN), your new cost
centers should be assigned to the respective hierarchical areas.
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Now that you created the cost centers and the profit center, you have the required structures to
carry out organizational management from a HR department point of view.
Despite the fact that it is somewhat unrealistic that a differentiated scope of duties is only
carried out by few employees, we assign only two employees to each area due to
simplification reasons. Both the marketing and the SD area will feature a position for the
department chief and a secretary position.
The following figure is supposed to clarify the organization of your new department:
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As you can see from the figure above, you need to create the following organizational
structures in the next step:
Three organizational units:
1. Root organization: Dep-bike-xyy
2. SD area:
SD-xyy
3. Marketing area:
Mark-xyy
Two jobs:
1. Job for the department chief:
2. Job for the secretary:
Manage-xyy
Secretary-xyy
Note:
As explained earlier jobs are generic object types that facilitate the creation of positions.
Thereby, the position inherits all characteristics of the assigned job.
Four positions:
1. Position for the department chief SD:
2. Position for the department chief Marketing:
3. Position for the secretary SD:
4. Position for the secretary Marketing:
SD-DC-xyy
MA-DC-xyy
SD-SE-xyy
MA-SE-xyy
Different tasks must be assigned to the respective positions. As you might guess, identical
tasks for positions can be assigned directly from the corresponding job.
You can assign the tasks correspondence and organization to job Secretary-xyy and the tasks
management functions to job Manage-xyy. The tasks client acquisition and advertising
efforts are not generic and need thus to be assigned directly to positions.
In the next step, you will transfer this organizational structure for your new department to the
SAP system.
2.2.4.1 Create organizational units
Therefore, call up the following transaction:
Human Resources Organizational Management Organizational Plan Organization
and Staffing Create (PPOCE)
1. Enter the validity from 01.01. of the current year until 31.12.9999.
2. Activate the query time for organizational changes using the settings function from
the menu.
3. In the upper left window, you can see an icon with the name new organizational unit.
This will be your organizational root. Click the icon and enter the following
information on the lower part of the screen:
a. Basic data tab:
Name:
additional description:
Dep-bike-xyy
Department bike-xyy your name
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CC-MSD-xyy
1000
1000
SD-xyy
SD-xyy your name
5. Repeat this step for the marketing department. This should be located below the
organizational root as well.
a. Basic data tab:
Name:
additional description:
Mark-xyy
Marketing-xyy your name
CC-MA-xyy
1000
1000
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Note:
Another useful function is the column configuration. With this, you can display additional
data regarding your organizational units. In the following figure, you can see the additional
selection of the object ID. This is helpful since it is unique in the SAP system and
correspondingly, easier to find from other program modules.
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until
and
and
31.12.9999
Secret-xyy
Secretary bike xyy
The search results are displayed in a hit list on the bottom left side of the screen.
Select your job Manage-xyy with a double-click.
3. Select your job in the right window and select the create (
) button to define new
tasks. Enter the following data on the bottom part of the screen:
Valid from: 01.01of the current year
until
31.12.9999
Object abbt.: Mgmt-xyy
Name: Management Tasks xyy
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until
and
and
31.12.9999
orga-xyy
Organization bike xyy
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until
and
and
31.12.9999
SD-SE-xyy
Secretary SD xyy
2. Select the newly created position SD-DC-xyy in the basic data view. Enter your newly
created job Manage-xyy in the Job field. Confirm with Enter. You can see that in the
tasks slide, for this position, the task of the job was inherited.
3. Click your position SD-DC-xyy with the right mouse button and select Goto/task
assignment.
Select your position once again and create a new task by clicking the create button
(described by task):
Valid from: 01.01of the current year
Short text:
acquise-xyy
Description: customer acquisition xyy
until
31.12.9999
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4. Optional (if not enabled): Select your task management task (expand the job
management bike xyy below your position) and push the right mouse button and select
change percentage. Set the percentage of the task to 50 %. Repeat this step for the
second task (acquisition). Thus, you can ensure that a position takes only the
maximum 100 % of work time.
Repeat steps 1-4 for the other positions to complete the organizational structure of the initial
overview. Finally, your organizational unit should be similar to the following figure. Do not
forget to save.
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An infotype is the compilation of data related by its content, e.g., address, bank account,
supplemental payment. From a user point of view it is a mask for data entry. An infotype
can carry out plausibility checks, it can contain required fields, it can be structured in
subtypes, and it always has a validity period. Maintaining personnel data is carried out almost
entirely using infotypes. Infotypes feature a four-digit key along with their names.
- 0000-0999: personnel administration
- 1000-1999: personnel planning and development
- 2000-2999: Time management
- 3000-3999: logistics integration
- 4000-4999: Recruitment
- 9000-9999: customer-individual infotypes
To display the infotypes of an employee of IDES AG, choose
Human Resources Personnel Management Administration HR Master Data
Maintain (PA30)
1. Enter personnel number 1001 and confirm with Enter.
2. The following figure shows the personnel master data of employee Michaela Maier.
The personnel number is 1001. In the person basic data tab you can see that
infotypes actions, organizational assignment, personnel data, addresses, and bank
account were maintained. They are marked with green ticks. By selecting an infotype
and clicking one of the symbols on the upper left hand side of the screen, infotypes
can be created
, changed
, displayed
, copied
, delimited
, or deleted
.
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6. Return to the previous step and look for the infotype basic pay. What is the standard
pay of Ms Maier? List the amount on your data sheet.
Basic pay Ms Maier: ____________________________________
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A company uses vesting rules and work schedules to determine when an employee gains the
right for receiving company shares and the amount of this award (example: all options are
vested after three years).
Change events are reasons for changing subscribed options (example: a stock split agreed
upon by the executive board).
Life events are triggered by individual employees or companies themselves (examples of live
events include: mergers, marriage, death, or retirement. Life event usually change the vesting
schedule).
2.5.4.2 Benefits
In many countries (especially North America), it is common that employees participate in
benefit plans offered by a company as part of their compensation package. The advantage of
benefits for employees is that offered packages are available at a reduced rate. An employee
pays less for company-based plans in comparison to a private package.
Employees enroll for a particular benefit plan and receive different benefits, depending on the
chosen plan. Contributions are paid either by the employer, the employee, or both, depending
on the plan.
In the SAP ERP system, you have the possibility to generate plans for different employees
with reference to multiple factors. Restrictions and eligibilities for benefit plans are stored in
the IMG. Thus, the processing of benefits is facilitated and made user-friendly.
In SAP, there are six plan categories available:
- health
- insurance
- savings
- stock purchase
- credit and miscellaneous
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Travel expenses
Using the travel expenses program, you can settle all trips with the status approved/to be
settled. For test purposes, you can also settle individual trips, if the end date of the trip is not
in a future payroll period.
For trips in particular payroll periods, the payroll program determines settlement results using
the entered travel dates and stores the results in the PCL1. To be settled, these trips must end
before the end date of the payroll period.
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Accessing SAP ESS is only possible using the mySAP.com workplace. SAP ESS uses the
power of different SAP systems and functions, e.g., the integrated workflow, the application
logic, security, and audit procedures, and accesses the same database to avoid dual
maintenance and reconciliation and the ensure data integrity.
SAP ESS is multilingual and multi-currency compatible since it used the international
architecture of the SAP system. This service uses the global functionality of SAP ERP,
including country-specific versions.
SAP ESS is compatible with Netscape Navigator, MS Internet Explorer and can be
implemented on Windows, Macintosh and Unix operation systems, if the necessary internet
browser is used.
SAP ESS features an intuitive, user-friendly GUI so that no training is required. The user
receives simplified information when using SAP ESS.
It is possible to individually adjust and extend the SAP ESS main menu. Internet templates
can simply be adjusted to the look and feel of the company-specific intranet and to the
corporate identity.
You can get an overview of the highlights of SAP ESS, as advertised by SAP AG, from the
following figure.
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management
You already entered the new department from an organizational management point of view in
the system. Now, you will recruit employees for jobs. Your first task is initial master data
maintenance. You will firstly try to recruit new employees for the company. You will carry
out the entire process, from the job advertisement and applications to hiring an applicant.
Additionally, you will appraise your new employee, trigger a training action, and travel
expense accounting.
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Submit this document together with the data sheet to your tutor at the conclusion of this case
study.
Additionally, export the file to office/private folders, by clicking the export button again and
then, select office. Using the store button, store your document in your private folder.
Leave the transaction and return to the easy access menu. Click the SAP business workflow
button.
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2.6.2 Recruitment
The application process is completed and many applicants allied for the sales manager job.
You already have a favorite candidate. Next, you have to deal with recruiting.
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Save the short profile of your applicant via System/List/Save/office folders to your private
folder.
2.6.2.4 Vacancy assignment
Now, the vacancy (SD-DC-xyy) you created in organizational management is supposed to be
filled with your applicant (PB30).
1. Complete your applicants data from the previous task and maintain the applicant
master data again.
2. Select the vacancy assignment infotype and choose
.
3. Choose the current date to 31.12.9999 as validity period.
4. Vacancy assignment receives priority 1; the vacancy to choose is the vacant position
of the sales manager that you created in organizational management. At this point, you
can enter the number of the position manually, if you know the number (cf. data
sheet). Alternatively, you can use the search function (F4).
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4. Consequently, confirm the activity and mark the applicant activity as completed (
). Thus, the activity is labeled completed and transferred
from the lower window to the upper one.
Save the applicant activity.
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2.6.3 Hiring
The applicant receives the contract offer. Within recruiting, you have to prepare to hire the
applicant.
Linde AG
Essen
Germany
High Tech.
Manager
4. Finally maintain education master data. Maintain the data at your discretion.
However, please note that education must end not later than 30.10.2000.
5. Check whether all master data were maintained (green ticks!).
2.6.3.4 Hiring an applicant
Now that all preparations are completed, the applicant can be added to the personnel master.
This is your next task.
Note:
Transferring applicant data to the active personnel master requires that you completed the
applicant activity at the beginning of the chapter hiring.
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2. On the next screen, check the personnel area. It should equal 1000. Finally, assign a
personnel number using the pattern: 62xyy. List the personnel number.
Personnel number: ___________________________________________
3. Leave the action reason and the reference pers no. fields blank.
4. Add the employee group active (1) and the employee subgroup managerial
employees (DS).
5. Save the entry.
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Leave blank
Your initials
Leave blank
Your place of birth
Your country of birth
Your nationality, if not German
single
your religion
Leave blank
_________________
position:
_________________
job:
_________________
_________________
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10. In the creating addresses view, maintain the distance to the place of work that you
can enter at your own discretion. Save the infotype again.
11. In the next view, maintain the planned working time. Enter eight hours working
time per day, and five working days per week. Save the infotype again.
12. In the creating basic pay view, maintain the applicants salary. The hired applicant is
part of pay scale type 10, in pay scale area 01, pay scale group AT, and receives a
standard monthly salary of 10,800.00 EUR with wage type MA90. Save.
13. You already maintained the next view bank account. Consequently, you do not have
to change anything here, just save the view.
14. Skip the next steps until system confirms the direct transfer of applicant data.
These views concern
1. Capital formation (cancel or press next record),
2. Fiscal data(cancel or press next record),
3. Social insurance (cancel or press next record),
4. DEUEV (cancel or press next record),
5. Contract elements (press save),
6. Monitoring of dates (press save),
7. Absence quotas (press save),
8. Travel privileges (press save),
9. education (press save),
10. Previous employers (press save),
11. Communication (press save and skip message with enter).
You either already maintained these views or they are not relevant to this case study or would
require very differentiated entries, respectively.
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You first task is to create a requirements profile for the vacant job, to state Ms Muellers
further career and development opportunities and to check her suitability for the job in
succession planning.
2.6.4.1 Change requirements profile for position
Definition: profile
Using a profile, specific characteristics and information regarding an object can be
maintained. Each profile consist of several sub-profiles (for persons, e.g., qualifications,
potentials, etc.) and several standard information regarding an object (for persons, e.g., name,
personnel number, etc.).
Usage
You can use profiles and sub-profiles to assign particular characteristics to objects. Thus, you
can, for example, assign qualifications and potentials to a person and requirements to a
position. Sub-profiles of objects can be compared and evaluated. Thus, you can determine
suitability or deficits of objects (e.g., of persons for positions). Each sub-profile and the
complete list of sub-profiles can be displayed graphically and printed.
To create the requirements profile for the SD position, call up the following transaction:
Human Resources Personnel Management Personnel Development Profile
Change (PPPM)
1. Under position, look for your position department chief marketing xyy (MA-DCxyy).
2. In the requirements tab, enter the following qualification requirements with
respective values
:
a. Ability to organize and act - average
b. Management Experience - adequate
c. Verbal, written communicative skills - adequate
d. MBA - yes
e. Company Finance knowledge - rudimentary
f. HR Management skills - very good
g. Customer Service Orientation high
h. Modification readiness - average
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rudimentary
average
excellent
very high
above average
excellent
high
adequate
Therefore, call up
Human Resources Training and Event Management Attendance Attendance
menu (PSV1)
1. Select Management and Leadership Development Business Leadership
Communication.
2. Select one of the courses with the date in the future. Click on the right mouse button
and select book from the menu.
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3. In the person field, enter your personnel number 62xyy and choose book/payment
info.
4. Skip a possible message regarding a not attended class with Enter and choose the free
of charge option from the following dialog (fee and assignment). If prompted enter
cost center 1000 in the first line of cost distribution in the cost center column.
5. Save your entry.
6. Leave the window book attendance: data with cancel ( ).
Your employee attended the course. Thus, travel expenses occurred that you have to settle.
Therefore, choose
Human Resources Travel Management Travel Manager (TRIP)
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3 Completion
Congratulations! You completed the human capital management case study.
The subsequent case studies are based on the results of this case study. In case your data
differs from the description in the script, please contact your tutor prior to processing another
case study.
In the case study human capital management in SAP ERP, you learned about the functional
area human capital management.
Finally, please submit the carefully completed data sheet to your tutor (use support email
address) for the case study human capital management.
Please comply with the naming rules. Non-compliant data sheets will not be accepted; i.e. rename the document that you downloaded from this courses download area as follows:
07-HumanCapital-xyy-zzz-surname.doc
Thereby, you need to replace xyy with your user number without the WIP and without the
hyphen (WIPx-yy) and replace zzz with the number of the client you are working on.
Example:
Your name is Max Mustermann, you are working on client 901, and your user number is
WIP9-99. Then, name the document as follows:
07-HumanCapital-999-901-Mustermann.doc
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4 Reflections
4.1 Questions
1.
2.
The employee group is an organizational unit defined for the purposes of payroll accounting.
___________________________________________________________________________
3.
What are the three structures that you define in Human Capital Management?
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
4.
5.
The steps in Cross-Application Time Sheet (CATS) process are: ___________, __________,
__________, and _____________.
6.
The pages of a personnel file that make up an employees master data record and that are
created via a personnel action are called ____________.
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The employee group is an organizational unit defined for the purposes of payroll accounting.
False. The employee group is a general division of employees. The payroll accounting
area is used for the purpose of payroll accounting.
3.
What are the three structures that you define in Human Capital Management?
The steps in Cross-Application Time Sheet process are: Time data entry, release, approval,
and transfer.
6.
The pages of a personnel file that make up an employees master data record and that are
created via a personnel action are called infotypes.
Human capital management has hundreds of standard infotypes. Custom user-defined
infotypes can be created. Infotypes can be created via personnel actions or maintained
individually.
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