Instructor Guide40 - HR305 - Config of Master Data

0
R/3 System
Instructor
Guide
Level 3
HR305 Master Data
Release 4.0
March 1998
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Contents Page:
Hints on Preparing This Course......................................................................................................... 6
Daily Plan.....................................................................................................................7
Day One............................................................................................................................................. 8
Unit: Introduction........................................................................................................8
Topic: Welcome, introduction, organizational notes...........................................................................9
Topic: Aim of the course and training content.....................................................................................9
Topic: Integration model and contents of the course........................................................................10
Unit: Administrator at the Caliber A Bicycle Company.......................................12

Unit: Buying a Bicycle Manufacturing Company..................................................16
Unit: Company Structure.........................................................................................24
Unit: Organizational Structure.................................................................................30
CAB Company Organizational Structure (2)....................................................................................31
Unit: Additional Organizational Assignment.........................................................33

Administrator Responsible for Personnel Administration..................................................................35
Unit: Personal Data...................................................................................................36

Personal Data: Business Scenario................................................................................................... 36
Personal Data.................................................................................................................................. 36
Addresses........................................................................................................................................ 36
Bank Details..................................................................................................................................... 36
Unit: Define Default Values - Features....................................................................37

Default Values.................................................................................................................................. 37
Maintaining Features........................................................................................................................ 37
Default Values for Payroll accounting area.......................................................................................37
Define Administrator Group.............................................................................................................. 38
Personnel Number Assignment........................................................................................................ 38
Maintaining Features 1+2+3............................................................................................................ 38
Unit: Connection between Planned Working Time and Basic Pay......................40

Connection between Planned Working Time and Basic Pay: Business Scenario............................40
EE Working Time............................................................................................................................. 40
Planned Working Time..................................................................................................................... 40
Connection between Planned Working Time and Basic Pay............................................................40
EE Subgroup Grouping for Personnel Calculation Rule...................................................................40
Unit: Pay Scale Structure.........................................................................................42

Overview Pay Scale Structure....................................................................................................... 42
Pay Scale Data Stored on Basic Pay............................................................................................... 42
Depicting Pay Scale Data in the SAP System..................................................................................43
EE Subgroup Grouping for Collective Agreement Provision............................................................43
Define Pay Scale Type and Area...................................................................................................... 43
Assign Pay Scale Type/Area to Personnel Subarea........................................................................44
Default Pay Scale Data using Feature TARIF..................................................................................44
Pay Scale Groups and Levels.......................................................................................................... 44
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Unit: Wage Type Structure.......................................................................................46

Wage Type Structure: Business Scenario........................................................................................ 46
EE Payment and Deduction............................................................................................................. 46
Setting up Wage Types.................................................................................................................... 47
Payment Structure Dialog Characteristics in the SAP System.........................................................47
Dialog Characteristics...................................................................................................................... 47
SAP Sample Wage Type Catalog.................................................................................................. 47
Creating a Wage Type Catalog........................................................................................................ 47
Checking the Individual Steps of the Copy Procedure.....................................................................47
Using Wage Type Groups................................................................................................................ 48
Define Wage Type Perm. For Infotypes........................................................................................... 50
WT Perm. For Several Infotypes...................................................................................................... 50
Input Frequency for WT in Infotypes................................................................................................ 50
Checking Wage Type Characterisitics.............................................................................................. 50
EE Subgroup Group. For Primary WT.............................................................................................. 50
Personnel Subarea Group. For Primary WT....................................................................................50
Wage Type Perm. Per Pers. Subarea and EE Subgroup.................................................................50
Valuation of Wage Types.................................................................................................................. 51
Indirect Valuation Using the Rule for WT Characteristics.................................................................51
Modul for WT Characteristics........................................................................................................... 51
Indirect Valuation Using Pay Scale Data Module: TARIF..............................................................51
Indirect Valuation Using Module: TARIF........................................................................................... 51
Indirect Valuation for Calculating a Percentage................................................................................52
Base WT Valuation........................................................................................................................... 52
Indirect Valuation Using Module: PRZNT......................................................................................... 52
Indirect Valuation Module: SUMME.............................................................................................. 52
Indiv. Weekly Working Time Using SUMME Module........................................................................53
Indirect Valuation Using Position Module: ARBPL.........................................................................53
Indirect Valuation: Additional Attributes............................................................................................ 53
Default WT for Basic Pay................................................................................................................. 53
Defining a WT Model........................................................................................................................ 54
Defining Default WT......................................................................................................................... 54
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Unit: Routine Personnel Tasks..................................................................................1

Pay Scale Reclassification: Business Scenario.................................................................................1
Overview: Pay Scale Reclassification................................................................................................ 1
Pay Scale Reclassification Based on Master Data.............................................................................1
Performing a Pay Scale Reclassification Based on Master Data.......................................................1
Batch Input Processing...................................................................................................................... 2
Pay Scale Reclassification Based on Hours Worked.........................................................................2
Standard Pay Increase....................................................................................................................... 2
Performing a Simple Pay Increase..................................................................................................... 2
Performing an Extended Pay Increase...............................................................................................3
Dynamic Pay Increase....................................................................................................................... 3
Example: Increase by a Difference (D)..............................................................................................3
Example: Replace WT with another (R)............................................................................................. 3
EE Leaves Company......................................................................................................................... 3
Reentry into Company....................................................................................................................... 3
Retiree with Company Pension.......................................................................................................... 4
Exercise for Retiree with Company Pension......................................................................................4
Retiree working as Security Guard..................................................................................................... 4
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Course Details
As with any course, the content and duration will vary with the class size and expertise.
All courses should be started with introductions and setting expectations. There are always some students
who have not taken the suggested prerequisites.
Duration
3 days
Course Materials and other Materials (Training Manual)
Training Manual
Other Media - You can use all the available media (pinboards, flipcharts, and so on) for presenting and explaining the
material.
Country-Specific Units
This course is a country-specific course.
Course Instructor Profiles
The instructor should have a very good knowledge of HR master data. He/she should also have at least an
overview of Payroll Accounting as well as of the organizational structures in Organizational Management.
The instructor should also be familiar with the Customizing tools in the IMG. He/she should be able to
create projects and views using project management in the IMG and then be able to maintain and call these
up. He/she should also be familiar with view maintenance using the IMG. This involves the various
methods for creating new entries.
Level of Knowledge Required
Good knowledge of HR master data and infotypes
Overview of Payroll Accounting and organizational structures in Organizational Management.
Familiar with the Customizing tools in the IMG
Familiar with Features
Able to create and maintain projects and views using project management in the IMG with the various
methods for creating new entries.
Courses Recommended as Preparation

BC080 Level 2 Customizing
HR050 Level 2 Human resources
HR306 Level 3 Configuration of Time recording
HR307 Level 3 Configuration of HR-Administration & Security
HR390 Level 3 Introduction to Payroll
Possibly HR400 Payroll Fundamentals
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Online Help Recommended as Preparation

There are no manuals available, but there is documentation in the system such as the R/3 Library.
Hints on Preparing This Course
Go through each IMG point and at the same time try each one out with a personnel number. Read the IMG
documentation and release notes on the corresponding topics. Try out the individual exercises. Familiarize
yourself with the editing of features.
Training System
Training system based on the IDES system and a training client.
Data Required
Model company
Two example personnel numbers for each group, including one salaried employee and one industrial
worker. The salaried employees with personnel numbers 305000-305020 and industrial worker with
personnel numbers 305100-305120 can be used for this purpose. They are required for demonstration and
exercise purposes.
Create three example wage types.
User ID and Passwords for Course Participants
The user names of the participants are HRTRAIN-01 to HRTRAIN-20 and the initial password INITPASS.
If necessary, use the transaction BC00 for creating users.
Preparation in the System
Check users and user authorizations.
Start ZSENQOFF to cancel blocking mechanism
Work through the exercises
Copy wage types 0010 - 0030. Module name and module variant should not be contained, because the
participants will use these as templates. Test indirect valuation using examples.
CATTs
There are several CATTS for this course that have been created in the name range ZT_HR305_xxxx. The
CATTS will be executed automatically for the course by the IDES Support Group.
Technical Hints
If the courses HR305 and HR306 take place in the same week and in the same system, they should be carried out in
two different clients.
Creating projects simultaneously can lead to longer runtimes. This is also the case, when the Participants
create Personnel Subareas and Employee Subgroups.
Goals and Objectives
The training course HR305 shows the participants how to make settings for master data using a project they
have compiled themselves.
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It teaches them to use the customizing tools in the IMG.

Organization
The training course is based on the critical and mandatory activities in the IMG referring to master data .
Each chapter deals with the corresponding points in the IMG and contains exercises for the participants.
The identification code ## in the exercises is the place number in the training room (group number).
Different points in the IMG are presented and explained during the course. The participants organize the
activities of their exercises in the respective projects (generated for each group).
Note: Unit Customizing is of central importance because not many participants will have attended the
training course BC080, and HR305 deals with the settings in the IMG.
Before each day of the course, you should repeat the material from the previous day, for example by using
flipcharts or pinboards.
Hints on the Course
Long runtimes may occur because all the participants are maintaining data in one client. If a participant changes any
data, the changes apply to all participants.
Course Schedule:
Daily Plan
Topics:
Welcome, introduction, organizational notes
Aim of the course and training content
Integration model and courses
1. Administrator in the CAB Company
2. Customizing
Aims of Customizing
IMG
Creating a project exercise
General view maintenance
Discussion of the exercise
3. Company structure
Overview
Levels: Client, company code, personnel area, personnel subarea
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employee group, employee subgroup

Explain tool for copying organizational units. Create company structure exercise
Discussion of the exercise
4. Organizational Structure
Organizational data
Job, position, organizational unit
Integration PA - PD
5. Organizational assignment
Employee characteristics
Payroll accounting area
Control record
Division of Time
Day One
Approximate
Times
Content: Units and Topics
Activities: Instructor and Participant
40 Minutes
Chapter 0: Introduction
Exercise: logging on to system
Course overview
60 Minutes
Chapter 1:
Theory
45 Minutes
Exercise with discussion

Lunch
45 Minutes
Chapter 2:
Theory
25 Minutes
Exercise with discussion
70 Minutes
Chapter 3:
Theory
15 Minutes
Exercise without discussion
Additional notes:
Unit: Introduction
40 minutes
Topics:
Welcome, introduction, organizational notes
Aim of the course and training content
Integration model and courses
Logging on to the System
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Topic: Welcome, introduction, organizational notes

Activity: Introductions
Introductions: the Instructor explaining her/his background and experience and then
each student doing the same. Have students fill out the Introduction Questionnaire
handout (at the end of this guide) which you will collect and use to make notes
during the class if students have questions or comments.
Have them state what other SAP classes they have taken and if they have taken the
prerequisites. It is also important to have them state their objectives for taking the
course which should be recorded on a flip-chart. After the introductions, review each
objective and cross off any objectives that are not appropriate to the content of the
class and tell the students why those items will not be covered. In addition, those
items that will be covered should be checked off to reinforce the content of the class.
This helps to adjust their expectations.
Topic: Aim of the course and training content
Course Objectives
The training course HR305 shows the participants how to make settings for master
data using a project they have compiled themselves.
It teaches them to use the customizing tools in the IMG.
Human Resources (1)

The next two slides show the curriculum paths for Personnel Management.
Explain that there are necessary requirements for different courses.

Human Ressources (2)
Explain the difference between the international courses and the country-specific
courses.
Target Group
This class is meant for Project Team Members and their Consultants who will be
working on the configuration of the product during initial implementation or postimplementation support.
Topic: Integration model and contents of the course
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The R/3 Integration Model.

This course teaches you to create the Master Data for HR which is shared by nearly
every other part of the R/3 system.
This graphic represents the Integrated R/3 System. Each area is represented by a
different color.
Green represents Logistics where you find Sales & Distribution (sales, delivery and
billing), Materials Management (procurement and inventory), Production Planning
(manufacturing activities), Quality Management (quality planning, inspection and
control for manufacturing and procurement), and Plant Maintenance (maintenance
costs and resources).
Purple is the Common Systems: Workflow (to automate business processes across
applications) and Industry Solutions (industry-specific functionality based on the
efforts of the Centers of Expertise and contains Best Practice Templates).
Red is the Financial Accounting (FI) Accounts Payable, Accounts Receivables,
General Ledger and external reporting and Controlling (CO) all the internal
accounting, such as Cost Center Reporting, and Profitability Analysis. In addition,
Financials includes Asset Management and Project System (accounting for long
term, complex projects such as Construction or Capital Improvements).
The Yellow is HR: Recruitment, Personnel Administration, Benefits, Time
Management, Incentive Wages, Business Trip Management, Payroll, Organizational
Management, Cost Planning (resource costing), Training and Events Management,
Personnel Development, Workforce Planning, and Information Systems which
covers reporting.
Ask students which areas would they expect to be sharing information with HR? HR
would get valid cost centers from CO and it would send payroll information to FI &
CO. In Master Data you can track what company assets (such as pagers, phones,
company cars, etc.) are assigned to employees. Workflow has to get its
organizational structure from HR. Production Planning might get work schedules or
information relating to qualifications from HR. If a particular work center has a work
related restriction which might dictate who can work there, this information would
be tracked in an HR infotype.
Table of Contents
Review the table of contents and the time schedule
Unit 1 Administrator at the Caliber A Bicycle Company
We will go through this Unit, so that you are familiar with the model company.
Unit 2 - Buying a Bicycle Manufacturing Company
This unit deals with Customizing, where you will learn about the IMG, creating a
project and look at some of our other implementation tools.
Unit 3: Company structure
This afternoon we will cover Unit 3 and make sure we understand the importance of
the IMG and how it can be used to simplify input. And well also get into
Unit 4 - Organizational Structure
Unit 5 Additional Organizational Assignment
Unit 6, Define Default values- Features
In Unit 6, well talk about Features and how they can be used for defaults.
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Unit 7 Personal Data

Unit 8 Connection between Planned Working Time and Basic Pay
Unit 9 Pay Scale Structure
Unit 10 Wage Type Structure
Unit 11 Routine Personnel Tasks
Log onto the system
At this point have them all log onto the system.
Exercise for Introduction: Set up user paramters.

10 Minutes
Have them log onto the SAP system and complete the Introduction exercise which
contains setting the Molga and User group codes in the user parameters.
Make sure they use a 4.0 GUI or they will not be able to find their user
parameters.
Set up user parameters for country specific information.
Explain the use of the exercises
Three ways to do the exercise:
Go thru the scenario.
Go thru the steps in the exercise.
Go thru the solution with the menu paths.
Three ways to do the exercise: see exercise for unit Administrator at the Caliber A
Bicycle Company.
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Unit: Administrator at the Caliber A Bicycle Company

60 minutes
Putting the Unit in Context

This first unit introduces the business scenario, a model company. Students need to understand the organization
structure of the company to create master data, and they learn to hire an employee as an introduction to the master
data contained in the system.
It gives them an overview about the HR course structure, the integration model and the content of the
course.
It is important to stimulate class participation by asking questions.
Administrator at the Caliber A Bicycle Company: Objectives

In this unit the students will become familiar with the Calibar A Bicycle company
which will be used to present business scenarios in order to reinforce the concepts
that are being presented in each unit.
At the end of this unit students should be able to:
Describe the model company structure
Hire an employee
Business scenario slides

Slides
Business scenario.
You are the Personnel Administrator at the Caliber A Bicycle Company...
The Caliber A Bicycle Companys Enterprise Structure.
The Caliber A Bicycle Companys List of Employees.
SAP Components Implemented.
Walk them through these slides making sure they understand the structure of the
Caliber A Bicycle Company and how it will be used within the exercises. Each
student will function as if they were an Administrator at the CAB company and will
get to configure new Master Data information in order to fulfill the changing
requirements of this model company.
Personnel Data at the Caliber A Bicycle Company.
As you should remember from your HR050 training, the personnel data collected
and cataloged at a company will be contained in Infotypes on the SAP system. Each
infotype will contain related pieces of information relating to different subject areas.
They will be personal information such as the employees name, address, information
relating to spouse and children. Theres organizational information relating to where
the employee fits within the company structure. And most importantly there is
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information relating to one rate of pay. This information is contained in wage types.
Wage types represent different types of earnings or deductions, such as standard pay,
holiday bonus, union dues or company car.
Do not get into discussion of country-specific infotypes! It will get the class
distracted from the main point.
A New Employees HR Master Data Sheet (1).
A New Employees HR Master Data Sheet (2).
Here are examples of some of the information that might be supplied on an
employee that then needs to get into the SAP system. The first page represents
information the employee might supply while the second page represents
information the hiring manager might supply.
Using a Personnel Action to Hire an Employee.
A personnel action (formerly known as Event) is a group of infotypes that are
presented in a particular order to record data on an employee. Complex activities
such as hiring, transfer or terminations require a series of infotypes to be completed.
Actions are used to ensure consistent information is being collected and stored on
employees when activities have taken place that affect their personnel data. Which
infotypes and in what order they are presented is defined in configuration by the user
based on their companys requirements. Show them the personnel action set-up in
the training system.
Activity:
Go into the system and show them the actions that have been defined in the training system.
Menu Path: Human resources Personnel management Administration [Personnel
actions]. Solicit their conversation as to why these activities might require an Action type.
Entry screens for hiring an employee

Note: In the future customers will store leave in IT2006. Existing customers use
IT0005 and will transfer when converting to an upgrade (to 4.0)
Demonstration for Unit: Administrator at the Caliber A Bicycle Company
<Approximate Duration>
Show the system after page 1-12.
Show them the infotypes and where to store the information. Demo ee # is 305000
In 4.0 the Button is Personnel actions instead of Personnel Events.
By doing Execute Infogroup
Choose employee Master Data
Note: Customers do not use the Business Navigator for HR, so it is not covered. The
IMG will go away in the future to be replaced by an even better tool. There is no
one business process in HR.
Show how to look up a table name from the IMG, and how to go from a table to the
IMG. More experienced users go to table names and jump from table to the IMG! It
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is important to point out to them that they should always try to use the IMG to make
any changes (versus accessing a table directly) because an entry in the IMG may
affect more than one table entry.
Entry Screens for Hiring an Employee.

These are the standard entry screens that should be used when hiring an employee.
Infotype 0000 - Action is created automatically by the system when an Personnel
Action is performed. It contains information on the action type and three different
status types. Infotype 0001 - Organizational Assignment contains the employees
enterprise, personnel and organizational structure. Infotype 0002 - Personal data
contains name, birth data and marital status. Infotype 0006 - Address contains
country specific address information. (Show them create address infotype where you
can click on [Address abroad] which presents a country specific address infotype use CH for Switzerland.) Infotype 0007 - Planned Working Time contains
information relating to work schedule and working hours. Infotype 0008 - Basic Pay
contains the employees pay rate based on their wage types. Infotype 0009 - Bank
Details contains payment method and their bank account number. Infotype 2006 Absence Quotas contains information relating to vacation accrual or leave
entitlement. (Note: I2006 Absence Quota has replaced I0005 Leave Quota.) These
are the basic international entry screens used when hiring a new employee but in
addition to these there are several country specific screens, such as tax data that may
also be required.
Activity: Walk through the hiring action which will be their next exercise. If you do
not have a Slave/Master setup tell them to watch and not to use their keyboards.
Approximate Duration: 10 minutes
Be sure to ask for any questions after demonstrating a hiring action.
Exercise for Unit Administrator at the Caliber A Bicycle Company
Instructor should explain the international hiring action and the one used in the
course with the additional country-specific information.
Explain to them: the exercises are set-up to accommodate three different levels of
students: beginner, intermediate, advanced. The advanced student can read the
objective and business scenarios and try to complete the exercises without much
guidance, only glancing at the individual steps to extract out the naming conventions
or valid dates. The intermediate student can read and follow each step and maybe
glance at the solutions to find the menu paths if they get stuck. Where the beginner
student can use the solutions to walk them through each menu path and step. Just
caution the students not to do the exercises by rote if they are using the solutions and
try to first use only the menu paths and just glance at the details if they get stuck,
because it is important to think about what they are doing and why.
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<Approximate Duration 15 minutes

Summary for Unit: Administrator at the Caliber A Bicycle Company
Walk them through the solution to the exercise, pointing out all the places where
information is defaulted.
You now have an overview of the company structure and which SAP components
have been implemented. You know how to create personnel data and run a personnel
action.
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Unit: Buying a Bicycle Manufacturing Company

List of Topics in the Unit

Updating Enterprise Structure
Project Steps
SAP-Tools: IMG
How to create a Project IMG
Links between tables and Master Data
Creating new entries in tables
The Caliber A Bicycle company has acquired a new manufacturing company which needs to be
configured on the SAP system. In this unit the students will learn how to create and use an IMG
(Implementation Guide) project to enhance the current system to meet the new requirements of the
acquisition company.
You will compare the Hiring action you just did and learn how to set up the choices that you had
available, to tailor the system to your needs and to set up table entries
You will use the tools to set up a New Manufacturing plant for your company.
Also well discuss different views and how they can be created or changed.
Unit Objectives: Buying a Bicycle Manufacturing Company
Describe the caliber A Bicycle Company
Use the implementation guide to create a project
Observe how to create and delete entries in customizing tables
Buying a Bicycle Manufacturing Company

Explain the scenario. The CAB company has bought a manufacturing company and
you must now create the new company structure and the changes to the company
data using the SAP customizing tools.
Caliber A Bicycle Companys New Enterprise Structure
Give location names that make sense for your country. Use cities with a new city for
your manufacturing plant, and a foreign country.
CAB Companys New List of Employees
New structure a company acquired with no employees lost.
Have both salaried and hourly workers
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Project Steps Needed .....

Describe the method of what you will do.
SAP Tools the Implementation Guide
Overview of our tools.
(BE) Business Engineering consists of all our Methods and Tools which will help you
implement the SAP system.
Procedure Model
Reference Model
Implementation Guide This is the major tool used in implementing HR.

Demonstration: Procedure Model
Show it to them in the system: Tools Business Engineering Customizing (if the First
Customizing Steps window pops-up, click on skip this in the future Basic Functions
Procedure Model.
The SAP R/3 Procedure Model provides a methodological framework; a hierarchicallystructured plan of activities; a correct sequence of activities, and a link to system setting
activities.
We also have a new approach: ASAP (Accelerated SAP Implementation) which has been
designed to make R/3 Implementations faster, easier and more affordable by supplying a
step-by-step approach with a roadmap that contains best practices.
Demonstration: Reference Model

This provides standard business processes that are implemented in the R/3 System
and assists with the understanding of the integration of R/3 application modules by
different views: process, function, business objects, data, organization, information
flow and communication.
You access the information in the Reference Model by using the Business
Navigator.
(Show them the menu path: Tools Business Engineering Business Navigator
Process View.)
Process Flow View provides a process-oriented access. It is arranged with the

following levels: Enterprise areas, Scenario processes, Processes. (Show them
samples of these graphics.) Clicking on the component button will take you to a
view arranged by SAP modules.
Demonstration: IMG: The Implementation Guide

Introduce the Implementation Guide as the most important tool for implementing
their company needs into the system.
The IMG lists all the actions required for implementing and helps control and
document the process. It is used to do the actual parameter settings. It offers
recommendations and explanations and default settings that make configuration
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easier.
The Implementation guide is in a hierarchy order. Under Personnel Management are
the steps and tables necessary to configure the Personnel Management module.
Under the Payroll Accounting, there are country-specific task lists.
Show how to get to the IMG. Have the students write down the menu path. First
show them what to look for, then how to find it.
The menu paths are in the Solutions.
Show the IMG:
Show them the connection between the Infotype and the IMG.
See the infotypes listed under Personnel Administration > Personal Data (list of
infotypes)
Show Payroll Data. Basic Pay, etc. See Payscale Groups and Levels.
Implementation Guide IMG
This diagram represents the four major icons in the IMG
1) The sheet of paper with the corner folded over. - Clicking on this icon will
display SAP documentation.
2) The red clock with the green check-mark - Clicking on this icon will display the
executable function for this task (take you to the table that can be configured).
3) the blue check-mark with the red pencil - Clicking on this icon will take you to
the change status screen where project status information can be recorded (such
as start/finished projected/actual dates, assigned resources, degree of processing,
and a status code.
4) The yellow quote bubble with the red pencil - allows for project documentation
(node maintenance) by recording notes with WinWord or SAPscript. These
same items are represented in the procedure model by the four boxes within each
work package that say Text - Act - Stat - Node. (Show them the work package
Establish Global Settings. Double click on the Act box and it will take you to
the IMG where Global settings are configured.)
Explain the types of documentation in the IMG
Explain the icons in detail. The Project IMG documentation is for storing technical
information for other project team members.
Explain what is under the Information menu > Title and IMG Info > Activity
Important and Critical Activities (do not rely on this. Use it as a guide to what should
be discussed by the implementation team)
Project IMG. System picks out what is important for your project.
After creating a Project IMG, show them that task groups other than those they
selected are created automatically in the IMG.
Implementation Guide /IMG
Every task in the project has been classified as to its activity importance and
criticality. Each task is either mandatory, optional or non-required. In addition each
task is also either critical or non-critical. The meanings are as follows: Mandatory:
activities which must be carried out (values that need to be changed such as
company code). Optional: delivered values will work and may not need to be
changed. Non-required: delivered values are very good and should not be changed
unless there has been a statutory change. Critical: activities which require special
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care because an incorrect value may have very far-reaching consequences. Noncritical activities: have little or no consequences if not changed. Tasks can be
Mandatory, Optional or Non-required. If they are Mandatory they can also be
Critical or Non-critical. If they are Optional, they can also be Non-critical or
Critical. If they are Non-required/Non-critical, the delivered values should be used.
Making the following drawing gives a clearer picture:
Mandatory
Critical
Optional
Non-critical
Non-required
In additon each task can be displayed as to the country for which they are relevant.
Implementation Guides.
There are four different types of IMG:
SAP Reference IMG which is the Master that is delivered with the system and
contains all the steps for all modules for all countries.
From this IMG you create an Enterprise IMG which will contain all the modules
you have purchased from SAP and plan to implement now or in the near future.
From the Enterprise IMG you create multiple Project IMGs which can be as large
or small as you choose such as a project just for HR and another one just for FI.
Within each of these projects you can have different views, the standard being 1)
optional, 2) mandatory, 3) critical and 4) non-critical, or you can create any type of
view which makes sense to you such as only the tasks one person will be working
on.
Various areas are copied automatically during project generation, without you having to
choose them explicitly.
The implementation guide is valid systemwide, which means you can use it in any client.
There is only one Enterprise IMG for each system for all the different clients. Project IMGs
are also client-independent.
How to Create a Project IMG (1).

Walk through the next three slides and then show them on the system how to create a
project in the system (which will be their next exercise).
Customizing > Project Management (button) Creates a Project IMG
Assign a number (can use information about existing projects for your reference)
Create one.
Demo on screen: Click on the different selections, then press the green check icon.
Demonstration - Generate Project IMG
Walk through the process of creating their own project plan. If you do not have a
Slave/Master setup tell them to watch and not to use their keyboards.
Be sure to ask for any questions after demonstrating and tell them they will get to
create their own project plan as an exercise at the end of this unit.
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Generate Project IMG Country and application components. Your country only.
Now the system selects all those things relevant to the chosen country.
New components. List appears. You decide what is relevant to your project IMG.
The items with new material are yellow.
Mark all then deselect all. Select only the ones you want.
Press Generate button to make the Project IMG.
Folder Structure in SAPoffice

Shared Folders contain project independent documentation.
When you create your different projects, a component-related folder is automatically
created in the SAPoffice. (Show them: Office Folders Shared Folders
And each time a project is created, a non-component-related folder is created for that
project. These can be used to store text documents relating to the implementation.
Link Between Master Data and Customizing Tables.
Highlight the connection between master data in the infotypes and Customizing
settings.
Show them an example of the link between Master Data and Customizing by calling
up an Infotype 0002 and showing the selection options for F.O.address and then
showing them the table setup in the IMG for Create forms of address. Make sure
they understand that within the same client more than one project may be accessing
the same tables, such as the FI project will have a task for creating company codes
and the HR project will have the same task but if both projects are being
implemented at the same time, only the FI team would create the company codes.
This is why it is important to assign responsibility for each task.
Customizing Tables: Key and Function Fields.
In a view entry, the items which are considered the key fields will be shaded. When
you select an entry and click on the copy icon, the complete record is displayed for
you to make changes to, the key fields are not blank and you need to be aware of
which fields are considered keys and be sure to replace new values in those fields
before you save your entry or you will receive an error message. Function fields
define the entries and may be the same for more than one set of key fields.
Customizing Tables: Create-Copy
When working in the IMG, there are two ways to make entries within tables. The
first would be selecting the create function in which all entry field are presented with
blank values. The second would be selecting the copy function by first selecting an
entry that already exists and then clicking on the copy iconthis will present all the
values that exist on the entry that is being copied. As explained on the previous slide,
key fields will need to be changed in order for the system to accept the new entry.
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Show going from infotype 2 to the IMG save area to where Forms of address are
configured
First view
Then create. When you overwrite an entry in a key field (gray) the system creates a
new entry.
When you overwrite an entry in a function field (white) you just change the
description.
Show error message that appears when you create a new entry with the same number
as an existing key field. Create Prof (professor) with key field 1 and you will get
an error message, then change it to key field 7 which is unique (therefore no error
message).
Customizing Tables: Delete - Save.

Entries in the IMG tables can also be deleted. To do this, first select the entry by
clicking on the box to the left (which will highlight the entry) and then click on the
garbage can icon. You may receive a verifying pop-up screen (Are you sure you
want to delete this entry? Yes or no?) which would need to be accepted. Any changes
made to customizing tables (including deletes) need to be saved by clicking on the
yellow (save) folder.
Customizing Tables: Delimit

You never delete entries in an HR table when they change, you delimit and create a
new one.
The term delimit, refers to ending a period of validity by changing the end date.
Most records in the SAP system have a begin and an end date. Many times this end
date is unlimited by setting it at December 31st, 9999. In a time-dependent table, the
system displays only the current valid date, however if other records exist, they can
be viewed by selecting Hide-Show.
DEMO: The Hide/Show button revealing the past delimited values.
You have seen how to Copy, Delete and Create entries in the IMG. That is all you need to
know to create your own data.
Customizing Settings from the Application (1).

This slide is showing you that there are some fields which if they have no valid
entries established in configuration, they will display a Query maintain entries
dialog box which will allow you to jump directly to the IMG where this information
can be configured to create the appropriate information during data input. Of course
accessing these tables will still be dependent on the Users authorization profile.
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Show how an error message saying that there is missing data leads you to specify
a project number (where you enter your project IMG number) and then takes you to
the relevant part of the IMG. You cant use this functionality in a productive system,
because you cannot configure in a productive system. If this entry is not in your
Project IMG, it will tell you.
Customizing Settings from the Application (2).
And this slide is showing you that even if a field already has valid entries established
in configuration, by pressing F5, you can still jump directly to the IMG to configure
additional information.
Also Right mouse button click jumps you to the right part of the IMG.
The next slide is showing you that even if a field already has valid entries
established in configuration, by pressing F5, you can still jump directly to the IMG
to configure additional information. Show by using the example of basic pay
(infotype 0008) how existing Customizing settings can be enhanced. Go into the list
of pay scale groups that have been possible up to now, press the right mouse button
or F5 and show how you are guided by the system to the correct place in the project
IMG.
Additional Information about Instances and the Transporting System
We also have a customizing workbench tool called the Transport System that helps
manage the movement of information (customization/table changes) from one
version or client to another.
Instances
Develop
Test
Clients:
Clients:
000 do not touch
000
Production
Clients:
000
001
001
001
801 (Dev)
801
801
copy
802 (Test)
802
802
803 (Quality)
803
803
transport
An instance is a complete install of the R/3 system (above is a Develop, Test and
Production instance), these could be located on three different pieces of hardware or
all on the same machine. You may have as few as two instances and as many as you
want, however be aware that your contract with SAP normally calls for a limit of
three instances and any more than that would require contract negotiations with SAP.
Within each instance are different clients (the highest level in SAP, remember you
cannot even log onto the system without a client number). You would have one client
just for development, another test, another for training and finally one for
production. You would configure your tables in development, copy the development
client to test, conduct various test scenarios, perhaps go back to development and
make additional changes, then recopy this information down to test. When this
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process had been repeated over and over to where things looked good, development
would be copied down to training and production. At this point test, training and
production would be transported to the Test environment (instance) and stress testing
and User Acceptance testing would be conducted. At some point in this cycle, the
transport system would be turned on and any changes to configuration would be
recorded and tracked. If there were any changes to configuration to be made, it
would be done in development and recopied and transported to be re-tested. When
everything was signed-off, the final transport would be made into production. The
reason for three instances would be to have tested the process of transporting from
one instance to another prior to making the transport for production. When
configuration from one client is sent to another client this is called client copy but
when information is moved from one instance to another instance this is called a
transport. There are some tables which are Client-Independent; hence, they will
affect all clients within an instance. Example: status types, selection fields,
resources, and note types used when creating a project.
Exercise for Buying a Bicycle Manufacturing Company
The participants create their own project in Customizing using the specified attributes. They
practice how to call up this project and navigate in it.
Longer response times can occur during this exercise because several projects are being
generated at the same time.
Be sure to point out to them that when they created a project consisting just of HR
components, the system was smart enough to extract all the other components that would be
necessary to make HR work. I.E. such as a legal set of books from FI. Also ask if anyone
verified that a shared folder was set up automatically when they created their project.
Go over the business scenarios with them and remind them if they get stuck, they
can look at the solutions for the menu paths.
Solution for Unit: Buying a Bicycle Manufacturing Company
Walk them through the solution, getting them to comment on the activity importance
and the three different categories.
Summarize what they have learned in the unit.
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Unit: Company Structure

60 minutes

Client
Company Code
Personnel area
Personnel subarea
Employee Group
Employee Subgroup
Copy function
Groupings associated with the company units
Now that the implementation guide has been created students are ready to start their configuration.
The first step involves understanding the SAP structures and determining how to blend the new
acquisition into the current CAB company structure.
In this unit were going to have an overview which will cover Client, Company Code, Personnel Area,
Personnel Subarea, Employee Group and Employee Subgroup.
They will be defining a model company (new acquisition to their existing company) within SAP structure
Company Structure: Objectives

At the end of this unit you should be able to
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describe the elements of the company and personnel structures.
Company code
Personnel Area
Personnel Subarea
Employee group
Employee subgroup
set up the new company and personnel structures using the IMG.
Create a personnel area and subgroups
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Overview Company Structure

When you hire an employee on infotype 0001 Organizational Assignment, you place
them within the structure of the Organization. (Show them infotype 0001 and point
out how the screen is structured into three parts: 1) Corporate Structure which
consists of company code, cost center, personnel area and personnel subarea. 2)
Personnel Structure consisting of Employee Group, Employee Subgroup and Payroll
Accounting Area. 3) Organizational Structure consisting of Position, Job and Org
Unit.)
Depicting the Company Structure in the SAP System
Now go into the IMG and show them where these steps are configured. Because the
CAB company has never done manufacturing before, it will require setup to handle
the new types of employees and to include the new organizational units within the
enterprise structure.
Overview: SAP Enterprise Structure
The Organizational Structure is made up of these four levels.
Ask: What is a Client? Right, the highest level in SAP, you cannot log onto the
system without a client number. And what do we do with client 000 and 001?
(Nothing! You never touch them, because they have the standard configuration that
works correctly, and if during implementation you want to check a table or file to see
what has been changed, you can do a compare with client 001 and if you want you
can always copy the original table back to your customer client.) What is a company
code? (Legal entity.) And what is the minimum number you can have? (One per
country because the currency and statutory reporting will be different for each
country.) What is the Personnel Area? (A subdivision of the company code, an
organizational unit used by HR, it could be geographic areas, physical locations,
reporting groupings.) And what is a Personnel Subarea? (Just a subdivision of the
personnel area.)
Enterprise Structure: Client
Highest independent organizational level in the SAP system. Remember there is no
exchange of data between clients. If you set an employee up in one client, you will
not be able to access that information from another client. So this means if you have
an employee who is going to transfer from one client to another, they will have to be
terminated and rehired with a new employee number because clients do not talk to
each other. User authorization is set up by client, if you need to access more than one
client, you will need to have your authorization set up independently in each client.
Enterprise Structure: Company Code
Company code equates to a legal entitya complete set of books, used for external
reporting. They are established and controlled in FI. The Client and the Company
Code are the two structures that each and every SAP module must use. Remember
when you created your project and the system included all kinds of components that
you didnt selectwell one of them was company code, lets look at it. Show them
Tools Business Engineering Customizing select project Make sure you have
two sessions open because well be going in and out of the IMG all day and this way
you can just keep one session open to your IMG. Now, expand Enterprise Structure
Definition Financial Accounting Define, copy, delete Company Codes. This
is where you would set up a new company code and you can see you have to specify
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the country, currency and language.

Enterprise Structure: Personnel Area
The Personnel area is usually a physical location such as plants. They are linked to
the Company Code. Show them where this is done in the IMG. [Copy a personnel
area so they can see what happens.] Notice that everything has been copied including
the key field that was talked about earlier. Now you have to replace the key field
which in this case is the Personnel Area number #### with the new number. Then
you change any other fields that are necessary then you click on the copy icon. If
you notice the green check mark is sometimes called different things, usually it is
enter, but in this case its called copy. This takes you to the second page of
information, where you list the name and address of the officer who should receive
any communications on behalf of the company. Put in a name and for example EN
for English and an address. Notice every field with a ? is a required. However, this
screen has a required field without a question mark and it is the postal (zip) code.
Then save and the Personnel Area has been created. The next step is to go to
Assignment Human Resource Assign Personnel Area to Company Code. And
since we did a copy not a create, youll see that our company code and our country
code have already been assigned.
Enterprise Structure: Personnel Subarea
The subdivision of the Personnel area into Subareas is very important because it is at
this level we attach the public holiday calendars. Ask the class if anyone has
locations that take different holidays and solicit discussion to show that its not
uncommon that a plant in the one part of the country might celebrate different sets of
holidays than a location in another part of the country. Different unions may also
require different holidays as part of their contracts. If this is the case you would need
a different Personnel Subarea for each one of them. Personnel Subareas are also used
for defining groupings for Time Management, generating default values for pay scale
type and area, defining wage type structures and with work schedule planning. We
get into these in more detail in class HR306. You must create at least one Personnel
Subarea for each Personnel area. If you dont want to use subareas, I would
recommend using the same number as the Personnel area number.
The personnel subarea is the most important level for HR. Display the personnel
subarea in the IMG. The personnel subarea must be attached to a personnel area as
soon as it has been created. Do not create a personnel subarea, but subsequently
create all parts of the HR organizational structure using the copier of organizational
units. Change to the next slide by going into the groupings.
Groupings defined by the Personnel Subarea
Overview of the grouping that are determined using the personnel subarea.
Personnel subareas are a further subdivision of the personnel area and are used for
organizational control, mainly pay scale and wage type structures as well as work
schedule planning. Personnel subareas are identified by a four-digit alphanumeric
identification. The respective country-specific control features are stored here. The
main organizational functions of the personnel subarea are:
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Specifying the country grouping; this controls the dialog for entering
country-specific personnel data and the setting up and processing of
wage types and pay scale groups;
Specifying groupings for Time Management; which allows for, work

schedules as well as substitution, absence and leave types to be set up on
a personnel subarea basis.
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Selection criterion for reporting;
Generating of default values for pay scale types and areas for an
employee's basic pay;
Specifying a holiday calendar;
Specifying wage types permissibility.
CAB Company Enterprise Structure

Review the CAB company structure with them.
Personnel Structure EE Group
Whats an employee group? And does anyone remember the employee groups that
were used in HR050? ( Active, External, Retired.) This is not a status code but rather
any grouping that makes sense for your business processes - perhaps reporting basis.
Some examples might be Full time, Part time, Seasonal, External, Retired.
Personnel Structure EE Subgroup
So then the subgroup is just a further break-down of the employee group. Such as
under Exempt: Executives, Management, Regular, Temporary and under Nonexempt: Temporary, Non-union, Union A, Union B, etc. The three days were going
to talk about the uses for employee subgroups and personnel subarea and this should
give you ideas on what you need to consider when developing your structures.
Grouping defined by the EE Subarea
All the employees in the employee subgroup that have the same indicator number
will be treated the same. Later we will get into some of these indicators and see how
and where they are used.
Caliber A Bicycle Company Personnel Structure
Review the CAB company personnel structure and how it fits with the SAP structure
just discussed.
Enterprise Structure Copy Function 1

In the IMG under Enterprise Structure Maintain Structure Definition, there is a
utility that will allow you to copy, delete or check an entire company, personnel area,
personnel subarea or employee subgroup.
This is a very useful function as it saves you from having to access several tables
individually. Talk through the next three slides and have them watch as you show
them how to copy a personnel subarea.
[Show them in the IMG. Open both FI and HR since the actual menu path is
different than the graphic.] Show: IMG Enterprise Structure Maintain Structure
Definition Human Resource Define, Copy, Delete, Check Personnel
Subarea.
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Now show how you create new organizational units using the copy functions. Go into the
point "Copy, delete, check personnel subarea" -> to Copy -> Choose and copy the personnel
subarea of the respective country. All control indicators that are attached to the references are
also copied and attached to the new personnel subarea.

Show: IMG Enterprise Structure Copy Functions if I go into copy Personnel
Subarea Organizational object IMG project view Generate project IMG. I
select my project and I can then display (or create) a view of the IMG that will show
all groupings associated to the Personnel subarea. Then show them a copy and Extras
Technical logs Results: Copy and that it show a listing of all copied entries.
Proceed for the employee subgroups in exactly the same way.
The next few slides show you the areas of the IMG where the personnel subarea
touches several tables. Many of these we will configure over the next three days.
Then show them by going into the copy function that you can view just the sections
of the IMG that are affected by the copy function. From within the copy function,
select: Organizational object Project IMG view Display project IMG filter
IMG view display select your project and it will display (or create) a view of the
IMG that will show everywhere the employee subgroup (which is the results of the
copy) is used in the IMG. Then show them if they click on the IMG funnel icon they
can view the related indicators.
Personnel Subarea IMG Activities 1
Listing of groupings associated to the Personnel subarea.
Personnel Subarea IMG Activities 2
Listing of groupings associated to the Personnel subarea.
Personnel Subarea IMG Activities (DE) 3
Listing of national groupings associated to the Personnel subarea.
EE Subgroup IMG Activities
Listing of groupings associated to the EE subgroup.
Assignments
Show them the links between Personnel area and Company code and Employee
group and Employee Subgroup
Show the country indicators here and explain their significance (for example, 01Germany, 10-America).
Country groupings are used only for HR not for other modules. Country groupings
are is used with many personnel administration information to store them country
specific.
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To make the relationship to FI, the personnel area is attached to the company code
and the country grouping. Show them the menu path for this connection.
Exercise for Company Structure

30 minutes
The participants create the particular company structure for their group. Make sure that the
participants set up the organizational structure using the copy function.
Company Structure: Unit Summary

Summarize what they have learned in this unit.
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Unit: Organizational Structure


Elements of the organizational structure
Link between Organizational Management and the enterprise structure.
Organizational Structure: Unit Objectives
Depict the Caliber A Bicycle Company organizational structure in the SAP

structure
Organizational plan
Organizational unit
Jobs
Positions
Set up the link between the organizational structure and the new company
(enterprise) structure.
Create a connection between a position and a personnel subarea and employee

subgroup.
Organizational Plan
The organizational plan includes units, jobs, positions, workplaces and persons.
Organizational Units
Give examples and ask for examples.
Any type of organizational entity such as a department, cost center, line of business
or project team.
Jobs
A general classification of tasks an individual performs. An object type C cuts
across organizational units, such as manager, administrator, consultant.
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Positions
A specific employee placement within an organization unit. An object type S, a
position inherits the attributes and properties of a job, such as manager of payroll or
supervisor of accounting.
CAB Company Organizational Structure (1)
Review the organizational unit and job structure shown.
CAB Company Organizational Structure (2)

Review the positions and workplace structure shown.
Integration between Org. Management and PA
If you have integration with PD and PA turned on (which is discussed on the next
page) then when hiring an employee, you can enter the employees position on the
Actions infotype 0000 and it will carry forward to the Organization Assignment
infotype 0001. Show them the personnel file on a sample employee that you hired
with a position and refresh their memory on how only the position number was
entered and the job number and organization number were automatically assigned by
the system. Show them infotype 0000 and point out where they could enter the
position number which would carry forward to infotype 0001.
Without establishing organizational structures you can not use Personnel
Development which means there is no Training and Events Management, no Shift
Planning, no Career Planning, no Cost Planning and no Workflow since all these
modules rely on organizational structures to perform their duties.
Entering the Position ....
By entering the position in the infotype Actions (0000), values are automatically taken from
personnel planning during data retention which you can then input into the infotypes of
Personnel Administration.
Values from Org. Management

From this screen you can see there are some areas you can not change (they are the
shaded areas). The company code, personnel area, employee group and employee
subgroup are defaulted from Infotype 0000, therefore they cant be entered here. And
infotype 0000 is only created as part of an action. Whats an action? A group of
infotypes that have been linked together for processing and is associated with a
reason. Important processes (such as hiring, termination, transfers) are only recorded
by using an action because they usually require changes to more than one infotype
and should have a reason attached to it.
Define Default Values
Show how the system integration can bring in default values.
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Cost Center Assignement

Show how you create these integration points in the system for financial information.
Set up Integration between Org. Management and PA

Show them the menu path: PM Organizational Management Setup Integration
with Personnel Administration Basic Data. Show them that by placing the cursor
on the field Value abbr. For PLOGI ORGA and X represents that integration is on
and changes made to objects in PD will be transferred to PA.
Exercise for Organizational Structure

They will use detail maintenance and a hiring action to create a connection between
a position and a personnel subarea and employee subgroup.
Summarize what they have learned in the unit.
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Unit: Additional Organizational Assignment


Payroll accounting area, control record
Administrator responsible
Infotype 0001 is the most important infotype. It needs to be explained n detail.
Therefore, explain the structure of the IMG: the individual areas in the IMG, for example "personal data",
correspond to the fields of infotype 0002 (personal data) that have to be set up. Since the first steps are mostly
nonrequired activities in the Personnel Administration IMG (Information > Title/IMG information > Necessity
of the activity), this training course briefly covers the global settings and then deals with organizational
assignment (using Personnel management -> Personnel Administration > Organizational data > Organizational
assignment).
Additional Organizational Assignment: Unit Objectives

Describe an employees additional organizational assignment data.
Use the Organizational Assignments infotype.
Create default administrators
An EE Additional Organizational Assignment

This slide represents Infotype 0001. Let's look at the employee we hired. Go to HR
Personnel Admin Maintain Master Data enter your employee number which
was 3050xx select Organizational assignment and click on the change icon.
In the following unit we talk about Payroll relevant information on infotype 0001,
the organizational key, the responsible administrators.
Depicting the Organization of payroll in the SAP System
The structure of the payroll needs to be established in the system by creating Payroll
Accounting Areas, Payroll control records and generating Payroll Periods.
Payroll accounting area
The Payroll Accounting Area relates to the frequency of pay such as weekly,
monthly, bi-monthly. In this slide we have two monthly payroll accounting areas,
one processed on the 28th of the month for the current month and the other one is
processed on the 10th of the month for the previous month. You may find reference
in the system documentation that calls it Payroll Area one time and Payroll
Accounting Area the next. Dont get confused, they both mean the same thing. The
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Payroll Accounting Area has two important functions: 1) it combines the personnel
numbers that are to be accounted into the same payroll run; and 2) it defines the
exact date of the payroll run by linking to a Period Parameter. Usually there is a
correlation between Employee Group\Subgroup and the Payroll Account Area, in
which case you can use a SAP tool (feature) to default the correct Payroll Account
Area on Infotype 0001 (next unit).
Personnel Control Record for Payroll
This step sets up the system control records for payroll accounting functions.
Infotype 0003 is usually created by the system and is used to determine the current
settings for payroll and locks Master & Time data. The last payroll accounting period
for each payroll accounting area is maintained by the system in a control record. The
next time the payroll is run, the system will use this information to determine the
current payroll accounting period, define retroactive accounting, lock master & time
data during the payroll run and define the earliest retroactive accounting period. It is
important that they note that each payroll accounting area must have its own control
record. If you show them: HR Payroll Payroll, they will see that this graphic
shows the standard payroll steps. How this information is used is covered in detail in
the HR390 Introduction to Payroll.
Organizational Key for Additional Authorization

Thats how it works:
Go to Infotype 0001 and show them the Org. Key (under Organizational structure on
the right). Explain that it is a free-form 14-digit field that is used for authorization
and that in older releases of the system before we had the organization structure tied
into the validation within the authorization profile this field was used to build a
unique number that would represent what area of the organizational structure a
person was allowed to access. Using the menu path: PM PA Organizational
Data Organizational Assignment Set up organizational key, you can show them
the four steps involved with setting up this option.
Step 1: The feature VDSK1 points to a key value (7-digit string). In our system it
is 01.
Step 2: This key value points to a default/valuation and creation rule. In our
system it is default/valuation 5 which means default can be overwritten without
validation and a creation rule 01.
Step 3: Defines the creation rule or what field to use when creating the organization
key. In our system it is creating a 14 digit number made up of the Personnel Area and
Cost Center taken from infotype 0001.
Step 4: If you have chosen a entry with validation, this is where the possible entries
are listed and given a description.
The organizational key is explained and dealt with in the training course HR307 in
the chapter Authorization checks.
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Administrator Responsible for Personnel Administration

Determine the administrator (groups) for infotype 0001. Administrators can be designated for
Administration, Time Management and Payroll which can then be referenced on payroll
accounting forms or time accounting forms.
Define Administrator Responsible

Mailing is set up automatically using the SAP names in the user table (also refer to HR307).
Employee Attributes
We have defined employee groups and subgroups, now we are going to assign
attributes to them that will attach different types of status indicators to them. In the
IMG go to PM PA Org Data Org Assignment Define Employee
Attributes. These status codes are used for national and international statistical
reporting and only the values defined by SAP should be used.
Exercise for Additional Organizational Assignment
The participants create an administrator for their personnel area.
Additional Organizational Assignment: Summary
Summarize what the students have learned in this unit.
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Unit: Personal Data


Personal data
Addresses
Bank details
Personal Data: Objective
Outline an employees personal data
Personal Data: Business Scenario
Personal Data
Addresses
Bank Details
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Unit: Define Default Values - Features


Maintaining features
Default payroll area, administrator group, number range intervals
Discuss how to control default values using features.
Review the structure of features
Default Values
Features are objects which query different data structure fields to determine a certain
value which is then used as a default value in another field or used as a control for
certain system processes. You might think of them as little mini programs that have
been preconfigured in the system and are just waiting for the user to plug in their
desired values to customize their usage.
Maintaining Features
Features can be maintained using transaction PE03. From this transaction you can
view documentation that tells you about each feature and how it is used. After
making changes to a feature it must be saved and generated. Features also need to be
regenerated after being transported from one instance to another.
Default Values for Payroll accounting area
This slide shows you the basic elements of a feature.
The first column is made up of consecutive numbers that increase in 10s. These
represent line numbers which tell the computer in what order the instructions are to
be carried out. They are numbers in sets of 10 to make it easy to add additional lines
of code at a future date. The second column is the variable key field, well come
back to that later. The third column is the continuation indicator and is used in
complex features where there is more than one line of code relating to the same
operation. The forth column usually has a D in it, indication that a decision is
taking place. The last column tells the system what kind of decision to perform or
what field is to be taken into consideration to determine the default value. In this
example, were telling the system to look at the TCLAS or transaction code and if
it finds any value, indicated by the asterisk *, it is then to look for the MOLGA
or country grouping indicator. In the Variable key field the entry is defined by the
size of the field which was defined in the operation on the previous line. Since
TCLAS is one digit long the asterisk * takes up one space and then there is a blank
indicating a break in field length and then a double asterisk ** that represents the
any MOLGA code. The &ABKRS=D2 tells the system to default in the value D2
in the payroll accounting area. Explain this feature in detail. Go baby step by baby
step. Show them the Utilities Structure graphics to view the decision tree and
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how to access documentation to understand what function the feature is performing.

And be sure to show them the Goto Documentation which explains the feature
and the value that is being defaulted and where it is being placed. After explaining
the feature in detail last three pages will be redundant but it will give them good
reference material for reviewing at a later date. While you are explaining the purpose
of this feature also jump into Infotype 0001 and show them how to identify the
payroll account field as ABKRS by placing the cursor on the field and clicking on
the question mark (F1/help) and then technical help. Also point out that when this
value is defaulted it is a recommended value and that it can be over-written by the
person doing the data input.
Define Administrator Group
Again show them Infotype 0001. Point out the three fields for administrators for
Personnel, Time and Payroll. In the feature PINCH the value **** returns the
current Personnel Area. The standard SAP system assumes that an administrator is
only responsible for one personnel area and that value corresponds to the
administrator groupso in the Define Administrator IMG item, the Personnel area
is used as the Group number and the Administrator code is just a three-digit
identifier for each person. Using the PINCH feature, it will assign what name will
appear in the drop-down selection for Administrator on Infotype 0001.
Personnel Number Assignment
With the SAP system, employee numbers can be assigned externally (you determine
the number, like we do in class) or they can be assigned internally (you allow the
system to automatically assign the next available number). SAP recommends that
you use internal number assignment. Because you can use matchcodes to search for
HR master records, according to any selection criteria you want, its not necessary to
build "mnemonic" information into the personnel numbers. Besides, employee
numbers should stay with the employee throughout their life with the enterprise and
you dont want to be changing them if they transfer from one company or personnel
area or employee group to another. If there is some strong reason why you need to
keep your old employee numbers or need to have numbers segregatedyou can
divide the number ranges into groups (Show: IMG PM PA Basic Settings
Maintain number range intervals for personnel numbers (display) Intervals .) And
you can say which groups can be assigned to certain organizational structures by
using a feature. The next item in the IMG is the feature that will accomplish this.
This feature will allow you to assign a particular number range based on: Company
code, Personnel area, Personnel subarea, Employee group, Employee subgroup or
Country grouping. Those are the only options you can use. In our example we have
two number ranges # 01 which is internally assigned and # 02 which is externally
assigned. Using the feature we could assign 01 to Personnel area 3000 and 02 to
Personnel area 1000.
Maintaining Features 1+2+3
Now review the general information on features.
Explain the feature editor: Lines, variable argument, operations and so on.
Characteristic maintenance using IMG or the transaction PE03.
You also need to call up the R/3 library and display the detailed documentation on
features under Personnel administration/Tools.
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Exercise for Define Default Values Features
Summary for Define Default Values Features
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Unit: Connection between Planned Working Time and Basic Pay


Planned working time
Connection to basic pay
Consequences for payroll
Connection between Planned Working Time and Basic Pay: Objectives
Describe how working time in Planned Working Time infotype(0007) is related to
Basic Pay infotype (0008)
Determine how this information is related to Payroll Accounting.
Connection between Planned Working Time and Basic Pay: Business Scenario
Employees at CAB Co have specific working times used to calculate absence and
attendance.
Working times are related to pay whether on an hourly or period basis.
EE Working Time
Discuss employee work times.
Planned Working Time
Describe the Work schedule.
Connection between Planned Working Time and Basic Pay
Discuss relationship of working hours from infotype 0007 to infotype 0008.
EE Subgroup Grouping for Personnel Calculation Rule
This concept is difficult for students to understand. On the board write several
employee groups and then several subgroups under each group. Place a yellow
postum note next to each subgroup write a number and description on it. Then to the
side write Employee Subgroup Grouping and underneath on one side write Collective
Agreement Provision (CAP) with its four values. Have the class participate by
deciding which one of the four values should be assigned to each employee subgroup
(As they do so, move the yellow postum note to that category). Once this is done you
can show them that you have just divided all the employee subgroups into sub
groupings. Have them record which subgrouping number relates to hourly and salary.
Then repeat the process for the PCR option by showing them the employee subgroups
are rearranged into new sub groupings. It looks something like this:
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0.2.2Employee Subgroup Groupings

Employee Group:
Exempt
Exempt- Non
Emp Subgroup:
E1
Exec
N1
Hrly Union
E2
Salary Mgmt
N2
Hrly Non-Union
E3
Salary Staff
N3
Hrly Part-Time
E4
Interns
N4
Sprvrs Union
E5
Salary PT
N5
Sprvrs Non-Union
CAP
PCR
1 = hrly wage earner
2 = monthly wage
earner
3 = Salaried
N1
1 = Hourly
N1
N2
N2
N3
N3
N4
2 = Monthly
N5
E1
N4
N5
3 = Salaried
E1
E2
E2
E3
E3
E4
E4
E5
4 = Non pay scale
E5
Exercise for Connection between Planned Working Time and Basic Pay
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Unit: Pay Scale Structure


Content of a payscale structure
Set up Payscale Groups and Levels
Pay Scale Structure: Objectives
Create the regional, industry-specific, financial and time-related aspects of pay scale
structure
Define control parameters dependent on employee subgroup and personnel subarea
Default values for pay scale data
Overview Pay Scale Structure
All companies need to set up at least one pay scale group and level to pay their people.
Examples: Pay scale applies to union groups in Europe. In the US, it relates to different
group s of employees within the same company, for example within a university, the faculty
may have a different collective agreement related to pay scale and benefits than the
administrative staff.
Also there may be different work schedules that apply to different groups. These are some
reasons for different wage types that may pay the difference between their actual work and
their collective agreement. Work schedule says 38 hours and they always work 40, so they
are paid automatically for 40.
Us-specific: Nurses paid on the Baylor plan work 12 hours every Friday, Sat and Sunday and
are always paid for 40 hours.
Explaining the graphic starting at the top right corner (1:00 position) and moving clockwise:
The values for basic pay can be structured to take into account differences based on the
industry, collective agreements (union contracts), time aspects (such as the type of shift),
differences between exempt and non-exempt, financial or geographic location. Changes can
be manual or automatic.
Pay Scale Data Stored on Basic Pay

All this information is stored in infotype 0008. Our case study has a company that
was just a sales and distribution company, now they have acquired a production
division, so they need new pay scales established.
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The I indicates Indirect Valuation which draws the amount from a table. When you make
direct entries, it overwrites the number and the I disappears.
None of the countries in Europe use annual salaries. Salaries are calculated monthly and tax
is calculated and deducted monthly. There is a yearly tax balancing for refunds. The SAP
system was originally designed to meet European requirements and has to be set up to
produce annual wage to meet US requirements. For this purpose the A column indicates if
the wage type is used in the calculation of the Annual Salary.
Depicting Pay Scale Data in the SAP System

This slide shows several of the tasks that need to be configured in the IMG relating
to Pay Scale Data.
EE Subgroup Grouping for Collective Agreement Provision
The system supports people in the personnel department so that they cannot assign an
employee to the wrong pay scale group. An error message is displayed if the employee is
assigned to a pay scale group that is not defined for their Employee SubGroup.
Only a pay scale group that is legitimate for that employee (based on their organizational
assignment) can be assigned on his/her Infotype 0008.
Employee SubGroups are assigned to a CAP indicator. That is the first step in setting up the
pay scale. (As described on slide EE Subgroup Grouping for Personnel Calculation Rule.)
IMG >Basic Pay > Define PayScale type to assign pay scale areas (geographic) > Assign
Personnel Area and Sub Area
Assign pay scale to Employee:
Access to pay scales is based on the organizational assignment of the employee.
Employee subgroups are grouped together for pay scales.
Show the infotype 0008 of salaried employee and industrial worker, call up possible entries,
of which there are a variety.
Show the grouping in the IMG and explain the various groupings, first for the pay scale rule,
then for the personnel calculation rule.
Define Pay Scale Type and Area

The different pay scale levels are established within categories relating to type and area. The
Pay Scale Type relates to the kind of work being performedsuch as someone would receive
a different pay scale if they were working with a dangerous substance (such as hazardous
material). It allows you to categorize employees based on the type of work being performed.
The Pay Scale Area represents a geographic location meaning that someone performing the
same kind of work in South Dakota would receive less than someone in Los Angeles,
California where the cost of living is higher. The pay scale groups and levels are created
within a type and area designation.
Explain the pay scale type and pay scale area.
Show the corresponding places in the infotype 0008 and in the IMG.
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Assign Pay Scale Type/Area to Personnel Subarea

Explain that the pay scale type and pay scale area are assigned to the personnel subarea and
can be used as default values for infotype 0008. Show in the IMG.
Default Pay Scale Data using Feature TARIF

The proposal for pay scale type and pay scale area in infotype 0008 is normally
based on the assignment of the employee to a certain personnel subarea. This is
carried out using the feature TARIF (&TARIF=XX/YY where XX = Pay scale
type and YY = Pay scale area). This is used to make proposals based on the
organizational assignment of the employee (IT 0001). These proposals can be
based on personnel area, personnel subarea, employee group, employee
subgroup, or other criterion.
Explain that the pay scale type & area can be defaulted in two ways, either based
on the feature TARIF or if the return values in the feature are blank, the system
uses a table. Show them this feature: PM PA Basic Pay Determine
default for pay scale type.
DEMO Example:
ESG 00 ( assigned to instructors employee)
For 00 the feature assigns &TARIF= 03 / 70 means use these values to overlay
whatever is set up in the table
ESG 06 (assigned to one of the student employees)
Not specified in the feature (default) &TARIF=
set up in the table
Blank means use whatever is
Pay Scale Groups and Levels

This is what the screen will look like when you set up the different groups and levels
within each Pay Scale Type and Area. Show them the menu path: PM PA Basic
Pay Collective agreement groups and levels. Explain that the from and to date refer to
the validity date associated with each group and level and not when they progress from
one level to the next, thats on the next slide.
DEMO how to create different levels for the PS group by copying and changing the
amounts.
Group
PSGroup
Levels
( dates)
amount
GR00
01
dates
14.00
GR00
02
dates
15.00
GR00
03
dates
16.00
GR00
04
dates
17.00
A specific pay scale group is only valid in a specific country grouping, pay scale type
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and pay scale area which are specified before entering this table.
Storing Periods Other than Months

For the US IMG > Define Payscale salary ranges
This needs to be done manually.
New Entries; Details of Create Entries
Minimum and Maximum range. What to do when salary is out of range. Needs to be set
up for every payscale level.
US-specific: You need to have examples for how to set this up for no system (only one
pay scale group) and for how consultants deal with Hay System (e.g., Psacla Types set
by Executive, Manager, etc, The Pay Scale Area by organization unit, PS Group by
position
IMG Path:
> Personnel Management > Personnel Admin > Payroll Data > Basic Pay > Define
Annual Salary
Exercise for Pay Scale Structure

The participants set up new standard pay scale groups and levels for their
employee subgroup and change the pay scale group for their example personnel
number using the personnel action "Organizational change".
Pay Scale Structure: Summary
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Unit: Wage Type Structure


Wage Type Copier
Set up Wage Types
Indirect Valuation
The participants get to know the characteristics of the primary wage types, the proposal wage types as well as
the different forms of indirect valuation.
Wage Type Structure: Objectives

Discuss the payment structure and set up dialog wage types in the SAP system
Outline control indicators that are used to determine who the wage type can be
assigned to and how often
Define the feature that is used to default the wage types on the Basic Pay infotype
based on the employees organizational assignment
Set up different types of indirect valuation
Wage Type Structure: Business Scenario
Different wage types are needed to ensure that employees receive their correct pay.
Each type of payment, such as base pay and overtime and each type of deduction, such
as taxes or savings must have a wage type.
EE Payment and Deduction

Wage types play a central role in the payment of an employee. Who is allowed which wage type,
how often and in which infotype? Is the wage type amount entered manually or does the wage type
obtain the amount using indirect valuation?
SAP delivers model wage types. These should be copied to numeric wage types. This note is very
important because SAP also provides statutory changes on the fiscal year change tapes which can
also affect wage types.
Using report RPDLGA20 (in the payroll menu), you can request an overview of all wage
types.
There are some basic questions you want to ask which will help separate your employees
into different groupings. Who will use which wage types might be related to their
employee subgroup such as industrial vs. salaried. What kind of valuation, such as direct
vs. indirect might be related to tables (like the ones we built in the last unit)? How often?
You may have some wage types which are associated with a one-time usage such as a
Christmas bonus or they could be recurring such as 401K deductions. Wage type
permissibility can be linked to company code, personnel areas, employee groups (or in
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this case employee subgroup groupings) and to infotypes.

Wage types are divided into two main groups:
Primary wage types and secondary wage types. Primary wage types are wage and salary
types that the user can enter when maintaining personnel data. Also known as dialog
wage types. The group, primary wage types, includes wage and salary types that are
automatically generated based on conditions specified by the user. Wage types that can be
used for dialog entry, must be defined as such in the system. If the wage type is to be used
as a default value for basic pay, it must be included in a basic wage type model. These
models are assigned depending on the organizational assignment of an employee (i.e.
company code, personnel area, employee group, employee subgroup). A wage type
model appears as a default value. To ensure that your wage type is evaluated during
payroll accounting, you must create an interface between dialog wage type entry and
payroll processing. Wage types have the following functions: a) wage and salary type
permissibility check (per company code and personnel area, per employee group and
subgroup & per infotype); b) infotypes which have a wage type as a subtype, a time
constraint is applied to the wage type controlling how often it may be available at any
given time; c) define whether a wage type is a payment or deduction (by use of the
operation indicator); d) controlling whether a wage type can be entered with or without
amounts, with volume specifications or a unit of time or measurement. Indirect wage
type valuation is possible by indicating a module name or variant as well as the
corresponding rounding preference. The amount is then calculated using tables and not
entered in the infotype Basic Pay (0008). Secondary wage types are those wage types
with interpretable wage type keys. For example, the wage type /001 can not be entered
directly (in dialog). Secondary wage types are created during the payroll run or derived
and made available on the basis of specific factors. They may also refer to a cumulation
of several wage types or a way to store interim results which are used by the program on
a temporary basis.
Setting up Wage Types
Payment Structure Dialog Characteristics in the SAP System
Dialog Characteristics
SAP Sample Wage Type Catalog

SAP (strongly) recommends not using their delivered wage types (which start with a
letter)! It is (strongly) recommended that you copy the delivered wage types and start
your wage types with a number. Show them the screen menu path in the IMG.
Creating a Wage Type Catalog
Copying wage types is much easier now than in earlier releases.
Checking the Individual Steps of the Copy Procedure
Once the SAP model wage types have been copied into another wage type, the characteristics need
to be checked or adjusted. Using the copy function will copy wage types into all relevant tables
automatically. Since there are additional views for wage types in 3.0 (refer to 5-7!) you are NOT
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ALLOWED to use transaction SM31 (table maintenance) for copying wage types, this would cause
the wage types to not appear in some of the necessary views (table T512W).
Using Wage Type Groups

You need to assign wage types that are entered online to wage type groups for each infotype. This is
important because only in this way are the wage types entered in those views that are required for
payroll valuation. If wage types have been assigned incorrectly, they should be deleted and copied
again!
The reason why wage types have to be stored in groups is that they can be stored in a logical view
in the IMG. You can assign Wage Types manually into groups which will allow them to be
presented together.
You can use the copy function or table maintenance. The copier allows less experienced people to
maintain tables.
Without the copier, all the maintenance must be done manually and then copied into groupings.
Using table maintenance will allow you to copy a wage type from another country,but its still not
an easy task.
It is strongly recommended by SAP to use the copier!!!
Wage types can also be created using the wage type catalogs in the IMG (see the IMG
documentation for details).
This step contains information on how you can create your own user-specific wage types by
copying the wage type catalogs delievered by SAP. Follow the steps: Create wage type catalog and
Check wage type catalogs that exist for the individual infotypes in this implementation guide.
The wage type catalogs that are offered to you here, for editing, always contain the wage types that
can be entered in the relevant infotypes. You can add additional wage types and/or remove existing
wage types from the wage type catalog depending on your demand.
Procedure
1. Define all the wage types that you require for the individual infotypes.
2. Edit the section "Wage types" for each infotype.
a) First check to see whether you want to add additional wage types and/or remove wage types from
the wage type catalog.
b) Copy the model wage types delivered by SAP to your own wage types.
c) Enter the dialog characteristics for your wage types, (those that were copied) to meet your
requirements.
Create wage types using prototypes (see the IMG fordocumentation)
This step contains information on how to create and make entries for your own user-specific wage
types using prototypes.
Often wage types of a certain kind (for example, bonuses& basic pay) are almost identical both
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online as well as in how they behave in payroll accounting. For these wage types, SAP recommends
the following procedure which compared to copying and coding all wage types is considerably
quicker:
First you make a copy of one wage type of each kind as a "prototype" and make all of the required
specifications. Then you can use the prototype as a template for all the other wage types that have
the same characteristics and codes. Once you have given characteristics to the prototype, create all
the other wage types of this kind by copying the prototype.
Example
In your enterprise you need different wage types for bonuses for hazardous or unpleasant work.
These wage types are identical with regard to their dialog characteristics and how they behave in
payroll accounting. They only differ in how they are used, that is, in the amount of the bonus to be
paid and in the reason that causes the bonus to be paid. The standard SAP system contains model
wage types for bonuses for hazardous or unpleasant work. Copy these wage types and make the
specifications for your online and payroll characteristics - this is your prototype wage type. Then
copy the prototype and if necessary, make the specific changes to the individual copies.
Recommendation
Note: you can only carry out the procedure described above if you have detailed knowledge of the
Personnel Administration and Payroll component. Before you create prototypes, you need to know
how they are to be used and processed in the system.
Keep an exact record of all the settings defined for your prototype. You can use the
implementation guide's note function, this will help you to quickly identify any errors.
Note: customer wage types MUST begin with a number. All SAP model wage types begin with a
letter or a symbol, DO NOT use a letter or a symbol when you create/copy new wage types! Before
you copy the wage types for the individual infotypes, you should determine which wage types are to
be copied to which number ranges. How you actually create your own customer wage types by
copying the relevant prototypes is described in the step Copy prototype wage types . Because you
have to enter the individual prototype wage types manually, you should make a note of your
prototypes using the implementation guide note function.
Procedure
1. Define all the wage types that will be needed.
2. Determine which wage types are to be created using the procedure described above, that is,
which of your wage types are identical with regard to their dialog and payroll characteristics.
3. Work through the sections entitled "Wage Types" in this implementation guide. In these sections,
create your prototypes for each infotype and make the specifications for these in your dialog
characteristics.
4. If you have implemented the Payroll Accounting component, code the prototypes in the relevant
implementation guides with regard to how they are processed in payroll accounting.
5. Once you have created and configured all of your prototypes, create the remaining wage types by
copying the respective prototypes in the step "Create user-specific wage types " contained in the
implementation guide.
Transaction code PU95 allows you to see the connection between Wage Type Group and View.
There is a way to assign things manually here as well as being able to use
PU95 to set up Wage Type Groups which have Views (This is covered in the HR400 class.)
Table T511Z is where you can remove the model SAP wage types from each infotype.
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This course deals with how to deal with wage types through dialog. It starts with simple concepts.
Customers have to understand these first. When customers present difficult situations, ask them to
diagram their issues.
Define Wage Type Perm. For Infotypes

You need to determine the validity period for entering wage types in an infotype. Show in the IMG.
Example II shows the recurring payments and deductions, and also specifies how often a
wage type may be assigned.
WT Perm. For Several Infotypes
To use a wage type in 5 different Infotypes, you would have to go into every related step in the
IMG: Basic Pay, Recurring Payments and Deductions, ..and include the wage type.
Infotype
EE subgroup
Personnel subarea
0015
0014
2010
Input Frequency for WT in Infotypes
Wage types other than basic pay can be assigned a recurring indicator or flagged as only
being able to use it once. Go to a different part of the IMG and show them a deduction
wage type that has the radio buttons for only once or several.
Checking Wage Type Characterisitics
Explain the wage type characteristics apart from indirect valuation, because this will be presented
later. Show the wage type characteristics, but not the block of indirect valuation.
EE Subgroup Group. For Primary WT

A new employee subgroup grouping PWT (primary wage types). Explain that this can be
ten different user-defined groups from 0 to 9.
Be sure to carry out grouping of the employee subgroups for the primary wage type. This is
important in order to determine which wage types are for salaried employees, which ones for
industrial workers and so on.
Personnel Subarea Group. For Primary WT

As with employee subgroups, they can group Personnel Subareas into ten different userdefined groups.
You can group the personnel subareas together if there is a requirement that certain wage types
should only be allowed in some personnel subareas.
Important: either you group all the personnel subareas together or none at all.
Wage Type Perm. Per Pers. Subarea and EE Subgroup
Determine the eligibility according to employee subgroup or personnel subarea.
These two sets of groupings (employee subgroup grouping for PWT and the personnel
subarea grouping) is now associated with a permissibility indicator.
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Valuation of Wage Types

There are two ways to apply a value to a wage type: a) directly which is usually the type
used with exempt basic pay where the administrator will enter the amount in the infotype;
b) indirectly which is where the system automatically enters the amount like we had with
basic pay for our hourly employees where we entered a wage type group and level and the
system applied the rate.
For wage types that are evaluated directly, the administrator enters the amount manually, for wage
types evaluated indirectly, the system determines the amount from a table. Also refer to wage types
here that require you to specify percentages like a bonus in percentage terms. Amount changes
should always be carried out manually for wage types evaluated directly.
Indirect Valuation Using the Rule for WT Characteristics

Explanation of the module name. In the IMG, go into the IMG point "Checking the wage type
catalog", -> "Check wage type characteristics" and explain the block of indirect valuation.
Modul for WT Characteristics

Overview of the various modules. Note for Germany: an IMG for civil service is being planned.
Note: The following involves navigating between various points in the IMG: from the
characteristics in the wage type catalog to the pay scale groups to the base wage type valuation and
so on. It is best to use two sessions, so that you can go backwards and forwards quicker.
Indirect Valuation Using Pay Scale Data Module: TARIF

Explain indirect valuation using the example of the module TARIF. Here we have the module
variants A to D. The amount is read from the pay scale table. The variant determines which fields
have to be filled in the table in order to calculate the amount.
Show: Copy infotype record 0008 for personnel number, explain the wage type 0010, refer to the
pay scale type, pay scale area and country grouping. At the same time show the pay scale in the
IMG.
Indirect Valuation Using Module: TARIF

Overview of indirect valuation using the TARIF module.
Examples for each module variant
Note: all variants depend on the grouping of the employee subgroups for the pay scale rule
(CAP).
Variant A: 0010 Standard pay.
Wage type depends on country grouping, pay scale type, pay scale area and pay scale
group (/level).
Variant B: 0020 Standard bonus
Wage type depends on country grouping, pay scale type, pay scale area, pay scale group
(/level) and wage type
Note: Caution, the entry is missing in pay scale table because it refers to the new pay scale
group created in the course which was previously assigned to Anita Acht.
Variant C: Standard bonus, same for every level within a group
Wage type depends on the country grouping, pay scale type, pay scale area and pay scale
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group without pay scale level

Note: This variant should be used if the amount is the same for all levels in a pay scale
group
Variant D: Standard bonus, same for every group and level, within a CAP
Wage type is only dependent on the country grouping, pay scale type and pay scale area.
Indirect Valuation for Calculating a Percentage
Base WT Valuation
Define valuation of base wage types
Wage types can be calculated as a percentage from one or more wage types.
Section in Customizing: Personnel administration -> Payroll data > Basic pay > Define
valuation of base wage types
Note: the view is displayed in the middle, in other words moved to the right. The base
wage type is at the front instead of the valuated wage type. Caution, because this also leads
to incorrect entries.
Indirect Valuation Using Module: PRZNT
Module PRZNT
Copy the infotype 0008 for your personnel number. Wage types 0010 and 0020 should be
there, enter 0030 and enter 10 (%). 10% of 0010 and 10% of 0020 is calculated.
Delete 0010, 0020; 0030 remains without amount.
Show in the IMG under Wage type catalog -> Check wage type characteristics.
Explain using the definition of 0030: Module PRZNT with variant D means: wage types
that are used as a basis for calculating should be in the infotype. The percentage level is
entered manually in the infotype.
Variant D: Base wage types have to be present in the infotype 0008
Variant I: Base wage types do not have to be present in the infotype 0008
Indirect Valuation Module: SUMME
Module SUMME
bonus that is directly standard
Like PRZNT, this module requires the specification of the base wage types that are used as a
valuation basis. There are also the variants D and I here.
For the module SUMME, the percentage rate for calculating the wage type amount has already been
determined during base evaluation. Percentages are not entered manually in infotype 0008, they are
a fixed part of their wage type.
Demo how to create a wage type with indirect valuation using the SUMME method.
Create a wage type that is 6% of another wage type
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Indiv. Weekly Working Time Using SUMME Module

Equalization bonus
Module SUMME, variant D, reduction methods 5 and 6
Module SUMME for equalization bonus if the standard working time is exceeded
Reduction method 5: Comparison of standard weekly working time with specifications from the
work schedule
Reduction method 6: Comparison of standard weekly working time with the possibly changed
working hours for each week in infotype 0007
Note: this example often leads to confusion, Consider whether to show the slide at all!
Indirect Valuation Using Position Module: ARBPL

Position-related payment
Module ARBPL, variant S
From infotype 0001, you can define a payment in the position catalog based on the country
grouping and the position of an employee.
Show: Copy the infotype 0008 . Enter the wage type 0060, call up the infotype 0001 and show the
position.
Show the definition of the wage type 0060 ARBPL S in the wage type catalog. Continue in the IMG
to "Checking the wage type catalog" ->"Determine indirect valuation for work centers/positions".
Show 0060 for assigned position.
When the person changes position, the amount is changed automatically. Has to be entered for each
position, however.
Indirect Valuation: Additional Attributes

Reduction methods for indirect valuation (1 - 6)
1 No reduction
2 Reduction according to the capacity utilization level from infotype 0008
3 Reduction in the relationship between Individual week working time from T508A and
Standard week working time from T508A and Standard week working time from T510I
4 Reduction in the relationship between Weekly hours from infotype 0007 and Standard
week working time from T510I
5 Reduction from T508A - Standard weekly working time from T510I / standard weekly
working time from T510I
6 Weekly hours from infotype 0007 - Standard weekly working time from T510I / standard
weekly working time from T510I
Default WT for Basic Pay
The next two descriptions in the IMG are mislabeledthis one shows the default wage
type based on a feature and the next one shows the definition of the wage type models. I
show them the definition first, since the wage type models have some strange names such
as - - - - 1DU - - , then explain the feature.
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Defining a WT Model
Explain the decision tree for the return value of the wage type model in the IMG. You should also
show the feature as a structural graphic because this form of display is often easier to comprehend.
Show "Determine proposal wage types" in the IMG. The wage type model (return value) is
extracted from the decision tree and given one or more wage types which should be proposed in
infotype 0008. You also determine here whether or not the proposal wage types may be overwritten
in the infotype 0008.
Defining Default WT
Proposal wage types for infotype 0008.
Wage types which should be proposed in basic pay are listed in a wage type model. Such wage type
models in the infotype 0008 can be proposed on the basis of the organizational assignment of
employees.
Exercise for Wage Type Structure

The participants code their wage types with the modules and variants required in the
exercise. They assign the wage types to their employees.
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Unit: Routine Personnel Tasks


Pay scale reclassification
Standard pay increase
Routine Tasks
Routine Personnel Tasks: Objectives
Set up and perform automatic pay scale reclassification
Set up and perform a standard pay increase
Run leaving, reentry and retirement actions.
Pay Scale Reclassification: Business Scenario
Overview: Pay Scale Reclassification

Pay scale reclassification is NOT carried out automatically but by a report that accesses the
reclassification rules. You can set up the reclassification rules according to years, age and so
on. The field format for the reassignment to wage level depending on seniority is read as
follows:
Pay Scale Reclassification Based on Master Data

After explaining this slide have them set up their time table for reclassification for
the four levels within their pay scale groups.
YEAR/YEAR/MONTH/MONTH, that is 0100 -> after a year, or 0011 -> after 11
months. Explain all the options in the IMG.
Performing a Pay Scale Reclassification Based on Master Data
This reclassifications is for indirect only, which means to have the pay scale groups
and levels run report RPITUM00. This will move the employee to the next level
(based on the time frames established in Pay scale reclassification).
RPITUM00 is used for reassignment to pay scale level. This report creates a batch
input session. The report is NOT in the IMG, you have to call it up separately. Create
three sample entries (for example, after a one-year period of group membership to
standard pay scale group GR00 level 01, reassignment to GR00 02 is carried out,
after a year in GR00 03 it is reassigned to GR00 04). Run report RPITUM00 using
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the demonstration personnel number, run the batch input session and display the
effects in master data.
Batch Input Processing
Explain and show how to use a batch input session.
Pay Scale Reclassification Based on Hours Worked
Exercise for Pay Scale Reclassification

The participants set up reclassification rules in the IMG, start RPITUM00 and then run the
batch input session.
Point out to the participants that they must check whether the date agrees with the
reclassification rule that has been set up.
Standard Pay Increase
Within the standard pay increase they have two options: either a) simple (as
described on the previous graphic) - where an increase is based on an effective date
and and the T510 table for reclassification but no infotype 0008 is created; or b)
enhanced or extended pay increase - which will create a new infotype 0008. The next
two graphics walk through the steps involved.
Performing a Simple Pay Increase
No new record of infotype 0008 is created for a simple standard pay increase, in contrast to
the extended standard pay increase.
Important: Simple standard pay increase does not trigger retroactive accounting
automatically, however if you then run the report RPITRF00, retroactive accounting is
initiated by creating new basic pay records.
Note: The report RPURET00 sets a retroactive accounting flag (in infotype 0003) when the
table is changed.
You can obtain an overview of reassignment, pay scale group membership among
other things using report RPLTRF00.
Basically you run RPU51000 to change the pay scale groups and levels based on key dates
(all part of T510). Only used with indirect valuation and does not perform retroactive
accounting. To force the creation of a new infotype 0008, also run RPITRF00 (this will also
generate retroactive accounting).
Show simple standard pay increase using the report RPU51000. The report is not in the IMG,
you have to call it up separately. You should specify the date, the pay scale groups, the
increase and so on. The report creates a new entry in the table. No additional record of
infotype 0008 is created. Start the report, then call up infotype 0008 for Personnel number (if
affected). Enter date of standard pay increase below in the field indirect valuation. The
wage type is valuated indirectly in the infotype.
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1-2
Performing an Extended Pay Increase

If an additional infotype record needs to be created on the date of standard pay increase, you
should carry this out using report RPITRF00. Start the report on the date of standard pay
increase, then show the history of infotype 0008 personnel number (if affected). The list
should now contain an additional record.
Dynamic Pay Increase

Overview of extended pay increase: briefly explain the different options. Rules for the wage
types are set up here and basic pay is created with RPITRF00 based on the rules for a certain
date.
Example: Increase by a Difference (D)

Show the extended pay increase using the example of variant D: wage type with increase in
difference, for example by 10 %, but the increase is only allowed up to a maximum amount
of 470.00. Create this rule in IMG for a bonus that has been valuated directly.
Start the report RPITRF00, then show the basic pay.
Example: Replace WT with another (R)

In this example, one wage type is being replaced with a new wage type.
Exercise for Pay Increase

The participants carry out a standard pay increase of 5% for their pay scale groups using the
report RPU51000. They create additional basic pay records using the report RPITRF00.
Caution: Batch input session must be run.
Pay attention to the date!
EE Leaves Company
For this and the following slides, see the notes in the participants' manual.
Exercise for EE Leaves Company
Reentry into Company
Exercise for Reentry into Company

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1-3
Retiree with Company Pension
Exercise for Retiree with Company Pension

Retiree working as Security Guard
Exercise for Retiree working as Security Guard

Course Summary
Review what they have learned and done in their exercises.
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1-4
HR 305 - Introduction Questionnaire

In order for the instructor and fellow class mates to learn more about you, please complete this
questionnaire and use it as a guide for you verbal introductions. It will be collected by the
instructor.
1. Name:
2. Company:
3. Positions (role on the project):
4. SAP modules:
5. Live date/Release:
6. Have you used an IMG before:
7. Expectations:
Other SAP courses you have taken (when/where):

8. SAP 20:
9. SAP 050:
10. Other:
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HR305 Master Data

Unit: Administrator at the Caliber A Bicycle Company.......................................12

Unit: Additional Organizational Assignment.........................................................33

Unit: Personal Data...................................................................................................36

Unit: Define Default Values - Features....................................................................37

Unit: Connection between Planned Working Time and Basic Pay......................40

Unit: Pay Scale Structure.........................................................................................42

Unit: Wage Type Structure.......................................................................................46

Unit: Routine Personnel Tasks..................................................................................1

Overview of Payroll Accounting and organizational structures in Organizational Management.

Familiar with the Customizing tools in the IMG

Familiar with Features

Courses Recommended as Preparation

Online Help Recommended as Preparation

It teaches them to use the customizing tools in the IMG.

employee group, employee subgroup

Content: Units and Topics

Activities: Instructor and Participant

Exercise: logging on to system

Exercise with discussion

Exercise with discussion

Exercise without discussion

Topic: Welcome, introduction, organizational notes

Topic: Aim of the course and training content

Human Resources (1)

Explain that there are necessary requirements for different courses.

The R/3 Integration Model.

Unit 7 Personal Data

Exercise for Introduction: Set up user paramters.

Unit: Administrator at the Caliber A Bicycle Company

Putting the Unit in Context

Administrator at the Caliber A Bicycle Company: Objectives

Describe the model company structure

Business scenario slides

Entry screens for hiring an employee

Entry Screens for Hiring an Employee.

<Approximate Duration 15 minutes

Unit: Buying a Bicycle Manufacturing Company

List of Topics in the Unit

Unit Objectives: Buying a Bicycle Manufacturing Company

Describe the caliber A Bicycle Company

Use the implementation guide to create a project

Observe how to create and delete entries in customizing tables

Buying a Bicycle Manufacturing Company

Project Steps Needed .....

Implementation Guide This is the major tool used in implementing HR.

Demonstration: Reference Model

Process Flow View provides a process-oriented access. It is arranged with the

Demonstration: IMG: The Implementation Guide

How to Create a Project IMG (1).

The items with new material are yellow.

Press Generate button to make the Project IMG.

Folder Structure in SAPoffice

Customizing Tables: Delete - Save.

Customizing Tables: Delimit

Customizing Settings from the Application (1).

000 do not touch

Unit: Company Structure

List of Topics in the Unit

Company Structure: Objectives

describe the elements of the company and personnel structures.

Create a personnel area and subgroups