Dear All,

Many of our client want to change nomenclature for ESS application based on the client requirement.

Here is the solution:

Steps: (In Golden or development client)

1. Go to SE80.

2. Repository Information System.

3. Web Dynpro - > Application Configurations.

Provide - HRESS_AC_PTARQ_LEAVREQ in Webdypro Configuration.

Execute it.

Double click on Object Name.

Go to : Web Dynpro Configuration in Menu Bar.

Right Click any where in application opened in Web Browser.

Select Setting for current settings:

Personalize the details as required.

This is how you can change Field text, Tooltip, or even you can hide unwanted field.

Note: You can do same for any Webdypro ABAP application. It can also be done for Java application but it can be done through iView.

Hope this will be helpful.

Thanks,

Ketul

Introduction

In my opinion, the starting point for implementation of a positive time solution with time events in SAP HR should be the time recording terminals and its capabilities. Some Time Recording Terminals can record only clock in and clock out data. However, there are some advanced ones where you can record your absences, attendances and offsite work too.

Time Recording Terminals can be SAP certified. What this means is that the vendor of time recording system can get certification for their software to communicate with SAP R/3. Hence, standard interfaces made available by SAP can be used for communication with time recording system. When you are implementing positive time solution with time events for any client, you should ask your client to check with the time recording system vendor if the time recording terminals are SAP certified or not.

Let us understand the different method of integration between SAP R/3 and time recording terminals.

Types of Integration

Quite often, the integration between time recording system and SAP R/3 requires a two way interface. Below is a schematic representation of the integration.

SAP R/3 sends HR mini-master data to the time recording system for validation purposes when the employee swipes at the time recording terminals. The time recording system sends time events to SAP R/3 for evaluation purposes.

Below are the possible standard ways of integrating SAP R/3 with time recording system:

• HR PDC InterfaceThis method of integration between SAP R/3 and time recording terminals involves a BAPI based interface and the data transfer takes place through ALE using standard IDOCs (a standard file format with predefined fields). To use this method, we need SAP certified time recording terminals. A custom BAPI can also be created if the time recording terminals are not SAP certified.

• Communication Channel 1 (CC 1)transceiver based transfer and is the old method to transfer data between SAP R/3 and time recording terminals. This also requires CC1 certified time recording terminals. This method is not advisable to be used anymore.

• Sequential Files Method - This method is generally used when the time recording terminals are not SAP certified. The time events can be uploaded to R/3 using report RPTEUP10 from sequential files and the HR mini master records are downloaded to sequential files to update the time recording systems using report RPTEDO00.

Let us discuss HR PDC Interface and Sequential Files Methods.

HR PDC Interface Method

Below is the process flow for data exchange between SAP R/3 and Time Recording Terminals using HR PDC Interface.

Step 1: SAP R/3 downloads the HR mini master data to the time recording system using program RPTCC101. It will help to determine the employee id from the card id and check permissibility for time event types (clock in/clock out, start of break, end of break etc.) entered by the employee. The HR mini master will also be used for validation at the time recording terminals during clock in and clock out. It is recommended to run this program once in a day so that any new joiners or leavers get added to the list.

Step 2: The time event type groupings are downloaded using program RPTCC105 from SAP R/3 to time recording terminals so that employees can record clock ins and clock outs against the correct time event types (clock in/clock out, start of break, end of break etc.). It is recommended to run this program once during go live and after that on need basis whenever there is change in time event type groups.

Step 3: The upload of time events in SAP gets initiated by SAP using program RPTCC106 (HR PDC – Download Upload Request for Time Events). The program downloads the upload request for time events from SAP. On receiving the upload request, the time recording system uploads the time events data to SAP R/3. The frequency of this depends on client requirement – can vary from once a day to multiple times in a day. The personnel time events are uploaded in SAP and stored in interface table CC1TEV.

Step 4: Finally, the time events in interface table CC1TEV are posted to TEVEN and NT1 tables using program SAPCDT45. On successful posting, the time events are deleted from interface table CC1TEV. If the posting ends in error, the time events are again deleted from interface table CC1TEV. Sometimes, the time events don’t get posted because the personnel number may be locked and they remain in interface table to be picked up in the next run of the program. It is recommended to run this program once every hour.

Step 5: SAP provides program RPAFRV00 to post process time events that didn’t get posted to time management and ended in errors.

Below are the key data fields for HR PDC Interface:

HR Mini-Master IDOC

Time Event Types IDOC

Upload Request for Time Events Download IDOC

Time Events Upload IDOC

Sequential Files Method

Below is the process flow for data exchange between SAP R/3 and Time Recording Terminals using sequential files.

Step 1: The report RPTEDO00downloads the mini-master records of the selected employees to a sequential file. The structure of the mini-master records is stored in table DWN01. The system selects employees who are assigned to a subsystem grouping. The flat file is placed in SAP Application Server and it is moved to time recording server using FTP.

Step 2: The time recording server can deposit the flat file into SAP Application Server using FTP.  The program RPTEUP10 picks up the flat file and uploads the data to IT2011.

Below are the file formats for download and upload programs:

Table DWN01

RPTEUP10 File Format

Our Solution for Client

The time recording terminals selected by our client were not SAP certified. Also, the time recording terminals could only record clock in (P10) and clock out (P20) data. We decided to use the sequential files method using outbound and inbound interfaces (SAP PI).

HR Mini-Master Download Program:We didn’t go for the standard download program as we just needed to send data related to time recording id, employee number and subsystem grouping. Hence, we developed a custom ABAP program for this purpose. The custom download program will extract the HR mini-master data from infotype IT0050 into a .txt file. The .txt file will be placed in a folder in SAP Application Server. This data will be used for validation purposes when employee clocks in/clocks out at the time recording terminals.

The first run will contain data for all employees. Subsequent runs will be only incremental data – changed or additional data for employees. If there hasn’t been any change or new data for an employee in IT0050, it doesn’t get sent in the daily run.

There may be a need to run the program for full load later on. Hence, we provided a checkbox for Full Load. If the checkbox for Full Load is checked, the download program will extract full data for active employees on that day. Otherwise, it will just extract incremental data.

Also, the input screen for the program had two options in the form of radio buttons for specifying the file download path:

• Download to local file
• Download to SAP Application Server

User would have to select one of the radio buttons to run the program.

The input screen also had a mandatory field to enter the company code. Based on the company code entered, the program will download data from IT0050.

A background job program will be scheduled to run the download program once every night to extract the HR mini-master data from IT0050 into a .txt file. The .txt file will be placed in a folder in SAP Application Server. The .txt file will be picked up by outbound interface program (SAP PI) and sent to time recording system application server. Once the .txt file is successfully sent to time recording system application server, the file in SAP Application Server is moved to archive folder.

HR Time Events Upload Program: SAP R/3 will receive time events .txt file from the time recording system through an inbound interface. SAP PI will place this file in a specified folder in SAP Application Server. If the time recording system agrees to provide the content in SAP format, no conversions will be required to be done by SAP PI. Or else, conversion logic will need to be put in place.

SAP provides a standard upload program RPTEUP10 to upload time events into interface table CC1TEV. However, we were not able to use the standard upload program because of the following reasons:

• It cannot delete a file after uploading its contents or move the file from one folder in SAP Application Server to another folder for archiving. This functionality is needed so that once the file content is uploaded into interface table CC1TEV; it is not picked up again in the next run.
• Also, the standard program works in local file mode and not in sequential file mode. If we try to upload the file from SAP Application Server using sequential file mode, it is not getting picked up. This is due to an issue in the open dataset statement. Please refer link http://scn.sap.com/thread/1262043
• The standard program can’t append the date of entry, time of entry (system date and time) and user id in the contents being uploaded into CC1TEV table.

For the above reasons, we had to clone the standard program into a custom Z program and perform modifications as there was no enhancement point available to check whether the standard function module was executed properly or not. The structure of file format for program RPTEUP10 was retained without any changes.

A background job for this custom program will get initiated by a proxy program in SAP PI the moment file gets placed in the specified folder in SAP Application Server. The background job will upload the contents of the .txt file (received from time recording system and available at a specified folder in SAP Application server) into interface table CC1TEV.

The front end of the custom Z program was kept same as the standard program RPTEUP10 and is shown below:

The output of the custom Z program was kept same as the standard program RPTEUP10 and is shown below:

HR Time Events Posting Program: After the file contents are uploaded into interface table CC1TEV, the next step is to post the time events from the interface table CC1TEV into TEVEN table. SAP provides a standard program SAPCDT45 to post time events from interface table CC1TEV into TEVEN table. However, we were unable to use the standard program because of the need to send email notification to the IT contact person in case of errors encountered in posting the time events.

For the above reason, we had to clone the standard program into a custom Z program and perform modifications into it so that it could send email notification to IT contact person if the posting of time events resulted in errors. The email id of the IT contact person would be maintained in a view maintainable custom Z table.

A background job program will be scheduled to run this custom posting program once every hour to post the time events from CC1TEV interface table to TEVEN table.

All functionalities in the standard program were retained in the Z program too.

The front end of the custom Z program for posting time events was same as standard program SAPCDT45 and is shown below:

The output of the custom Z program after posting run was same as that of standard program SAPCDT45 and is shown below:

While exploring the possibilities of building the integration solution between SAP R/3 and time recording system, I read at few places about building a custom ABAP program from scratch. I would not recommend this approach and would advise to customize the standard program RPTEUP10 so that we can leverage the file content structure put in place by SAP. Also, the posting program of SAP has a lot of inbuilt validations which we can leverage using this method.

Here, I come to the end of this knowledge artifact. Thanks for your patience to go through this document. I hope this has been useful for you.

Warm regards,

Vivek Barnwal,

vianshu@gmail.com

• Decouple infotype

1.    Decoupling frame work is a new method of creating or defining Infotypes.

2.    Traditional method of creating info types involves business logic in module pool.

3.    Decouple frame work is the new method where business logic is implemented ABAP objects classes instead of module pool.

4.    Infotypes created using decoupling frame work is called

‘Decoupled Infotypes’.

Create decouple infotype

Go to TCODE: PM01 .

Select ‘IT’ tab. Check ‘Employee Infotype ‘and ‘check class (BADI) ‘radio buttons.

Give Infotype number in the range of custom infotypes 9000- 9999.

Click on generate objects .Pop up will come to create PS structure.

Click ‘Create’

It will navigate to abap dictionary SE11 .Create the structure based on business requirement and activate it.

Click ‘F3 / Back’. After saving in customizing request .it will give pop up for check class.

Check class will be useful to insert or modify records in info types via object oriented process. Each Infotype will have one ‘CL_HRPA*’ class even

for standard Infotype also.

For custom infotype class starts with Z as below.

Transport table

Click ‘Enter’, navigate to change view of Infotype attributes.

Maintain attributes for created Infotype. In this document time constraint is 3’.It can be based requirement.

Click on ‘SAVE’ button. So that Infotype is created.

Module pool ‘MP996800’ is created with 3 screens like in the case of normal Infotype.

Go to SE11 – ABAP Dictionary

1.   Give PA9968 now. You will find the active standard table with created PS structure as decouple Info types cannot be maintained via Tcode pa30. This type info types are maintained via HCM forms / Webdynpro in ESS/MSS.

PA table

2.    Check for screen structure ‘ZHCMT_BSP_PA_XX_R9968’.

Now Screen structure and Conversion class can be assigned. Here I am assigning default conversion .

Go to Tcode: SM30 and select view ‘V_T588UICONVCLAS’.

Click on ‘Maintain’ and ‘New Entries’. Here version is country key .Can maintain country specific conversion classes as mentioned above in conversion class part.

Introduction

I recently came across a very challenging requirement where client wanted to grant prorated absence quota to a contractor for the contract period in time evaluation run on the first day of his contract. In this knowledge artifact, I will explain the requirement in detail, challenges in designing the solution and finally the actual solution and testing.

Client Situation

Our client requirement was to give pro-rated grant of annual leave absence quota to a contractor for the contract period in time evaluation run on the first day of his contract. The contract could last for any duration from few months to a year and can overlap across two years.

The annual leave absence quota for a contract period of 1 year was 20 days. Hence, if the contract period is from 01-Nov-13 till 30-Apr-14, then the contractor should be granted annual leave absence quota only for 6 months.

Also, the validity and deduction intervals for the annual leave absence quota should be from 01-Nov-13 till 30-Apr-14.

Solution Challenge

Let us go through the key challenges in meeting the client requirements. There were three key challenges in designing the solution for the requirements:

• How do we ensure that the absence quota validity and deduction intervals are for the contract period?

• How do we ensure that prorated grant of annual leave absence quota happens on the first day of contract period?

• How do we ensure that if the contract period gets extended, the new absence quota record will get validity and deduction intervals as per the new contract period?

Let us go and analyze the validity and deduction interval screen. Below is the screenshot of the screen.

Table V_T559L

Since the absence quota period will be completely dependent on the contract period, we are not left with any option but to use the date type. Using date types, we can actually specify the start and end of validity and deduction intervals based on the contract period.

We will require two date types – one for contract start date and another for contract end date. Each time the contract gets renewed, we will delimit the IT0041 record and update the new contract start date and contract end date for the date types.

Generally, the concept of proration of absence quota is done using reduction rule. The reduction rule determines the period for which the employee is inactive and accordingly, prorates the quota of the base period. Please refer the below screenshot of a sample reduction rule Z1.

Table V_T559L

Why can’t we use the reduction rule in our scenario? The reason is that there is no way to find out the contract period for which the employee is active if the contract period is spanning across two years.

The base entitlement is defined for a calendar year (Base period in above screenshot) and if both the start date and end date of the contract period fall in the same calendar year, it is easy to determine the inactive period of the employee in a given calendar year.

However, if the start date of the contract period falls in one calendar year and end of the contract period falls in next calendar year, it becomes difficult for the system to calculate the inactive period in the base period.

This was the biggest challenge for me in designing the solution to meet the client’s requirements.

To get around this, I thought of finding the prorated grant of quota for a day and then multiple it by the no. of days in the contract period and generate quota as per the contract period on the first day of contract. 

Let us move onto solution design where I will explain everything in detail.

Solution Design

Let me first create two date types for contract start date and contract end date.

Table V_T548Y

We will create a daily time type ZAR3 in Table V_T555A. This time type will be generated only on the contract start date and based on this time type, the accrual and entitlement will happen only on the contract start date. The time type will store the no. of days in the contract period.

Table V_T555A

We will need to create an absence quota – Contractor Annual Leave – in Table V_T556A.

Table V_T556A

We select generation of contractor annual leave in time evaluation run in Table V_556A_B.

Table V_556A_B

Let us define the base entitlement of 20 days for a calendar year in Table V_T559E.

Table V_T559E

We will now define the quota validity and deduction intervals in Table V_T559D.

Table V_T559D

Let us now define generation rules for absence quota in Table V_T559L. The absence quota is assigned to absence quota group 03.

Table V_T559L

The setting has been set at daily accrual so that the grant will happen on a daily basis. However, the grant of prorated base entitlement will be controlled using a daily time type ZAR3. On the contract start date, this time type will get generated and the accrual will happen only on the contract start date.

The above configuration is very important one. The radio button “Pro rata calculation” is checked. This means that daily grant of 20 days for a calendar year is prorated to a daily grant for a day.

We have mentioned time type ZAR3 in day balance. Hence, the total no. of days in contract period multiplied by the daily prorated grant will give the total grant for the contract period.

The generated absence quota will be immediately transferred to the employee.

We will need to create a custom PCR ZAR3 to calculate the total no. of contract days as shown in the screenshot below:

PCR ZAR3

The PCR ZAR3 finds the difference between the date of time evaluation and date type Y1 in days using HRS=YDAAY1. It compares the value with 0 using HRS?0.

If the value is not equal to 0, it means that this is not the start of contract date and then the PCR gets processed under *.

Under *, the no. of hours is set to 0 using HRS=0.0 and added to time type ZAR3 using ADDDBZAR3Z. This means that the time type ZAR3 won’t get generated on this day and there won’t be any grant of quota on this day.

If the value is equal to 0, it means that the date of time evaluation is also the contract start date and then the PCR gets processed under =.

Under =, the PCR finds the difference between “Date of Time Evaluation – 1” and “Contract End Date” using HRS=YDRAY3. Why are we using “Date of Time Evaluation – 1”? Because the difference between contract start date and contract end date will be less than 1 day.

Let us assume that the contract start date is 01-Jan and contract end date is 31-Jan. The difference between two dates is 30 days. Hence, we need to add one more day to the difference to arrive at 31 days which is the duration of contract period.

The difference between “Date of Time Evaluation – 1” and “Contract End Date” using HRS=YDRAY3 is a negative value and hence, needs to be multiplied with – 1 using HRS*-1 to get a positive value. This positive value is finally added to time type ZAR3 using ADDDBZAR3Z and the time type gets generated on the contract start date.

We will need to add this PCR ZAR3 in our time schema before Functions CUMBT and QUOTA as shown in the screenshot below:

Now, the solution design is complete. Let us proceed to test this solution.

Solution Testing

Let us complete the master data set up to test solution.

IT0041

We will run time evaluation for 01.11.2013 using TCode PT60 as shown below:

The time evaluation run is successful.

Below is the processing of function QUOTA.

IT2006

The contracted annual leave got generated in IT2006 with the below details:

• Validity Interval:       01.11.2013    -        30.04.2014
• Deduction Interval:   01.11.2013    -        30.04.2014
• Quota Number:         9.91699 Days

So what happens if the contract gets renewed? Let us assume the contract gets renewed for the period 01.05.2014 to 31.08.2014. In such a scenario, we modify IT0041 as shown below:

This will ensure that a new quota gets generated on 01.05.2014.

IT2006

Here, I come to the end of this knowledge artifact. Thanks for your patience to go through it. I discovered a new way of granting prorated absence quota in time evaluation because of this requirement.

I hope this has been beneficial for you too.

Warm regards,

Vivek Barnwal,

vianshu@gmail.com

Introduction

We are already aware of Objective Setting and Appraisals which has been delivered in Enhancement Pack 4 but I could not find much of blogs and/or thoughts shared in sdn on the flexibility of this module provided by SAP using BADIs.

Recently, we had a requirement for configuration of an appraisal template whose elements ( Criteria Group & Criterion ) will be independent of static configuration and will be dynamic and externally injected for each and every appraisal document that will created using that template.

In this document we will learn how to configure such an appraisal template including both the configuration and technical aspects. From technical aspect the usage of BADI and how the standard SAP framework works will be explained. I will aslo try to cover few other technical notes as and when we will progress which will definitely discover the flexibility of OSA.

Note: The configuration of the appraisal template must be done in the customizing client and BADI will be implemented in the development client.

Pre-requisite

1. Basic understanding of OSA

    For reference: http://help.sap.com/saphelp_oil472/helpdata/en/85/3880b90b02894f8e054df4029ee4cf/content.htm

2. Basic OSA Configuration knowledge

    For eg: Hands-on T-codes PHAP_CATALOG_PA, PHAP_CREATE, PHAP_ADMIN etc

3. Knowledge of ABAP

We will start off with the creation of Appraisal Category

Configuration of Appraisal Category

Step1: T-Code: PHAP_CATALOG

Step2: We are interested in the area 'Personnel Appraisals'. We will put the cursor on this and press right -click of the mouse. It will provide me with the option 'Create Appraisal Category'. On opting this, it will prompt with a pop-up as shown below

I have expilictly chosen 'Create Manually' such that we can configure the Category as per our business requirement. Let us go thorugh few of the tabs and configuration settings.

One of the most important configuration settings herein is 'Enhancements'. This will list the standard as well custom BADI implementations which will be available through out this Appraisal Category as shown below. Let us first include all the standard available BADI filters later we can include the custom if required.

Next comes 'Status Flow'. This configuration will be basically the business flow of the Personnel Appraisal process.

Person Authorized

Events: This will list out both the standard and custom events which can be configured on a Pushbutton action shown later.

After this 'Save' the Appraisal Category from the option available in Menu Bar.

Notes:

The tab 'Columns' as shown in the above screen clip lists out the standard Columns that can be made avilable to the appraisal template. It may also contain custom columns with specific properties which in return can be created using the T-Code: OOHAP_BASIC. Later in this document we will cover few areas available in this T-Code.

The next step would be configuration of an Appraisal Template

Configuration of an Appraisal Template

Step 1: T-Code PHAP_CATALOG

Step2: We would create the appraisal template in the same way.

Step3: On choosing the option 'Create Manually' the below screen will appear. And then we need to do some specific settings as per requirement in different tabs.

Layout:

Notes:

1. Numbering: This is an important feature which is used by SAP standard framework as an identifier in the appraisal document body elements. This will be covered in details later in this document when we will see the technical aspect of the standard framework.

We have 3 options herein.

2. If Numbering is included, we have different numbering options for e.g. Arabic Numerals(1,2,3.. ), Roman Numerals(I, II, III ..). We can select anyone from the dropdown.

3. Header: Settings can be done as per business requirement.

Columns:

Notes:

1. Value Determination: This is a kind of rule which we can use to set the value for a particular Column in an appraisal document. We can also set this column value using Value Determination by implementing a BADI namely HRHAP00_VAL_DET which includes an interface IF_EX_HRHAP00_VAL_DET.

Interface IF_EX_HRHAP00_VAL_DET consists of a method VALUE_DETERMINATION which needs to be implemented.

2. Note: Avalibale options are self explained, shown below in the screen clip

3. Free Input: If this checkbox is 'Checked' is then this column will appear as Free Text Input in the Web Layout ( Webdynpro Component: HAP_MAIN_DOCUMENT )

4. Text Layout: This is a very important feature through which we can control the element's 'NAME', 'DESCRIPTION' or 'NAME and DESCRIPTION' availability in the Web Layout of the appraisal document when it is launched from a webdynpro configuration. This check has been explicit handled in the standard framework in the Webdynpro Component 'HAP_DOCUMENT_BODY' component controller method BUILD_DOCUMENT_BODY.

5. Layout of Values: This is important again from the Web Layout perspective. If we considering any Value List or has defined any Value Scale for a particular column then this option provides the provision to list out those values in the scale in a 'Dropdown', 'Radio Button' or 'Slider' format. From technical standpoint this has been handled in the webdynpro component HAP_DOCUMENT_BODY component controller method BUILD_DOCUMENT_BODY. The specific View which has these UI elements is VW_BODY_VIEW

6. Line Reserved for Notes: This feature denotes how many lines there will be gap between two elements which are reserved for Notes.

For the time being we will skip the 'Dynamic Settings' under this tab which is actual focus of this document. First let us complete the static configurations.

Moving to the next tab i.e. Column Access

Since we have included Appraisee and Appraiser as our active participants in this Appraisal process through category settings, thus we need to set the accessibility of the appraisal document columns in various status allowed in this process. We can toggle between Display/Change access for appraisee and appraiser for that specific Column as shown below in the screen clip.

If we some specific business requirements that this column access cannot be decided statically, then we have the provision of a BADI HRHAP00_COL_ACCESS. This BADI incorporates an interface namely IF_EX_HRHAP00_COL_ACCESS which has a method GET_COLUMN_ACCESS which can tweak the configuration dynamically based on template.

Next important setting that we will discuss herein is the tab 'Processing' as shown in the below screen clip

The configuration settings herein are self explanatory. One important feature that I must mention is that we can set the 'Maximum Number of Part Appraisers'. Part Appraisers are typically included in a Category and then in a Template if we are configuring a 360 feedback Template. This is beyond this document's scope. Maybe we can throw some light on it in another document.

Lastly comes the 'Status Flow' tab. The settings are quite complex.

Notes:

1. Outbound Status/SubStatus: This denotes the current Status/Sub Status.

2. Pushbutton: This is important from the perspective of Web Layout. These are radio buttons which will appear on the left side of the Appraisal Document when the Webdynpro Component Configuration is launched for HAP_MAIN_DOCUMENT.  We can specify the owner of the button by maintaining the 'Person Authorized' for the pushbutton.

3. Target Status/Sub Status: On action of the pushbutton, the appraisal document will move to a different status or it may remain in the same status after saving the changes done in the document from the frontend by the user.

4. Add/Delete Pushbutton: We can add/delete pushbuttons as per our business requirement for a particular Status. If we want to add a Custom Pushbutton we must create it first using T-Code OOHAP_BASIC. Below is an example

We can create 'New Entries' and filling the details for Previous Status and Subsequent(Target) Status. It will make an entry in the cluster table VC_T77HAP_BASIC.

5. Workflow Event: If we can remember in one of earlier screen clip of 'Configuration of Category', we have listed out Workflow Events, those will get listed out here. If we are considering a standard Workflow Event, it is linked to the standard BOR object 'APPR_DOC'. If we mentioning any of this here, this event will be triggered on the action of this specific pushbutton and a workflow ID will be generated.

6. Note: While moving from Current Status/ Sub Status to the Target Status/ Sub Status, if we want user to put some note, we can configure it here. We have 3 options.

NONE: No Note

OPTIONAL: User may put a note. This will hinder the appraisal document status change.

MANDATORY: User must put a note otherwise process flow will stop therein. No status change.

Let us now get back to the tab 'Columns' and we will concentrate on the 'Dynamic Settings' as shown below in the screen clip.

Notes:

1. Fixed Enhancement: This dropdown will list the enhancement implementation of the BADI HRHAP00_ENHANCE_FIX. There are few already delivered by SAP. This is generally used to inject external elements dynamically at the time of Appraisal Document creation.

2. Free Enhancement: This dropdown will list the enhancement implementation of the BADI HRHAP00_ENHANCE_FREE. There are few already delivered by SAP. This is generally used to inject external elements dynamically at the time of Appraisal Document creation.

3. Refers to Attributes of: We can create a reference element to whose properties it will refer while the external element element is injected by Fixed/Fixed Enhancement. It will also create a 'B605' relationship with the reference element and this is how it is linked to the element. SAP framework also allows to refer multiple reference elements i.e. we need to declare the other reference elements herein and within the BADI implementation based on some business logic we can toggle between the allowed refernce elements.

4. Deletion of an Element: We can allow particular deletion of an element.

In this document, I will explicitly take up the Fixed Enhancement procedure to configure the external elements in an appraisal template. A custom enhancement will be implemented using above mentioned BADI.

So as of now, we have successfully configured the Appraisal Template with a base element i.e. VA obtect type.

We need to understand how standard SAP framework behaves when we use Fixed Enhancement. So, let us understand that we already have a VA element for this template. Now if we declare an enhancement here, BADI implementation will be called for once to add Criteria Group (VB) elements. This criteria Group will have the properties of the element mentioned in 'Refers to Attributes of'. Let us say we have injected 5 VB elements with external ids. Now to add 'Criteria' (VC) dynamically we will again configure the 'Dynamic Settings' in the 'Columns' tab in the same way. Another enhancement for adding VC element will be declared with a different referenced element. So logically for each VB element the BADI implementation for adding VC element will be hit correspondingly. So through this 5 iterations we will inject the required VC elements under suitable VB elements.

It is kind of tree structure.

Appraisal Template Configuration( VB & VC elements) using Fixed Enhancement

Step1: Create a filter value named 'ADD_DYNAMIC_VB_ELEMENT' for VB elements and  'ADD_DYNAMIC_VC_ELEMENT' for VC elements respectively in the BADI HRHAP00_ENHANCE_FIX in T-Code se18 as shown below in the screen clip.

Step2: T-Code OOHAP_BASIC

Step3: We need to include our custom BADI filter in the 'Fixed Enhancement' area as shown below in the screen clip.

Step3: 'New Entries'.

Likewise we will also add the respective filter for VC elements here.

Note: The filter create in Step2 will create an entry in table 'T77HAP_FLT_EXI'. If there is no such entry we will not be able to include our BADI filter in the enhancement area.

Step3: Now we will go back to the T-Code PHAP_CATALOG and include it in the 'Category Group' Enhancements

Step4: Now we will move to the 'Dynamic Settings' of ' tab Columns'. We will declare the enhacement from the dropdown and will create a reference element by the button available beside it as shown below. We will set the properties of this reference element as per business requirement. This is our specific Criteria Group.

Step5: After setting the specific properties required for the reference element, we will move to the tab 'Columns' Dynamic Settings and again follow Ste3 with one difference i.e herein we will include the enhancement for adding Criteria (VC) element namely 'ADD_DYNAMIC_VC_ELEMENTS'

Step6: Save the changes from the option in the menu bar and record it in a customizing task and set the Status of the Appraisal Template as 'Released'.

So our Appraisal Template Configuration is complete. Next step would be implementation of the BADI filters we have created in the earlier step.

Implementation of the BADI filters

1. ADD_DYNAMIC_VB_ELEMENTS : We have added only one Criteria Group (VB) element for our demo purpose.

2. ADD_DYNAMIC_VC_ELEMENTS

So we are now good to create an appraisal document with the template configured above and understand the working of SAP framework in this case.

Creation of an Appraisal Document

Before starting the process, just to remind we have injected 1 VB to the VA and 3 VCs to the VB injected.

Step1: T-Code: PHAP_CREATE

Document is successfully created. Let us check the document body that how the elements are arranged.

Step2: T-Code PHAP_ADMIN

From the above screen it is clear that the Numbering is included which we have set in the configuration earlier. Next there are VA, VB and 3 VC elements. There are two columns available as configured, Objectives and Final Appraisal. Notes can be maintained for both of the columns as configured.

Let us take a step back and try to analyze the standard SAP framework behavior.

Analysis of standard SAP framework while Appraisal Document is created

Step1: We will try to debug the T-Code PHAP_CREATE

Step2: On debugging, we found the below process which SAP standard framework follows

Before going into detailed explanation, we will check the T_BODY_ELEMENTS in debug mode as shown below. Only one element is statically configured which is there as a VA element in the appraisal document.

• Since we have included Enhancements in our Category, it calls the FM HRHAP_DOC_BODY_ENHANCE.
• Within that another FM HRHAP_DOC_BODY_ENHANCE_FIX which checks for the defined filters for the BADI HRHAP00_ENHANCE_FIX
• If it finds a match between configuration and defined Filters it calls the BADI implementation.
• Next it checks for the Free Enhancement if configured through the FM HRHAP_DOC_VALUE_DETERMINATION
• So in our case first the VB is injected first as shown below. Please note the internal table values

*** Due to certain technical problems Screen Clip could not be uploaded. Please refer the attachment 'Capture_30'.

• Now as per our configuration for each VB element embedded in the T_BODY_ELEMENTS the filter to add VC elements will be called.

*** Due to certain technical problems Screen Clip could not be uploaded. Please refer the attachment 'Capture_31'.

Let us try to understand the structure of this elements in a simplistic way. I will try to put the above values in a picture.

*** Due to certain technical problems Screen Clip could not be uploaded. Please refer the attachment 'Capture_32'.

This is how the SAP standard framework behvaves. There are still few things on which we could put some light but is beyond the scope of this document. Maybe I will try to cover them in my next document if I found good response from all of you.

My next target will be on 360 Feedback concept and the Webdynpro Technical aspects of an Appraisal Document.

Understanding following Payroll Functions which are generic in nature and most frequently used. Will be helpful in understanding payroll process and writing personnel calculation rules (PCR).

................................................................................................................................

As per the changes mentioned in the Note 1936835, an individual can declare investment

1. Either towards "Medical Insr Premium (Non-Senior Citizen) Employee" or towards "Medical Insr Premium (Senior Citizen) Employee".

2. Either towards " Medical Insr Premium(Payment on behalf of parents non-senior Citizen)" or towards "Medical Insr Premium(Payment on behalf of parents senior Ctz)".

But in case employee enters amount under  proposed contribution of  "Medical Insr Premium (Non-Senior Citizen) Employee" and  Actual contribution  of "Medical Insr Premium (Senior Citizen) Employee", system throws an error. which is incorrect.

Validation on proposed contribution field should be seperate from the validation on actual contribution field in infotype 0585.

CourtesySAP

................................................................................................................................

You are using Employee Self Service (ESS) based IT Declaration application for employees in your organization. The 'Actual amount' column is enabled and employee record already exists in the backend for the financial year

for "Income from Other Sources".  In such a case whenever a new record is created the already available actual amount is not reflecting in ESS screen. Also the new record overwrites the actual amount of previous data.

CourtesySAP

................................................................................................................................

The Public Provident Fund limit for investment fund in the system is up to 70,000. Henceforth, the PPF limit for investment fund will be up to 99,99,999. The overall limit for PPF will fall in the basket of limit under Section 80C which is 1 Lakh.

CourtesySAP

................................................................................................................................

As per the Circular No. 8/2013, [F.No.275/192/2013-IT(B)], DATED 10-10-2013

"If annual rent paid by the employee exceeds Rs 1,00,000 per annum, it is mandatory for the employee to report PAN of the landlord to the employer. In case the landlord does not have a PAN, a declaration to this effect from the landlord along with the name and address of the landlord should be filed by the employee."

Till now in SAP system, there is no provision to capture the PAN of Landlord along with check if a declaration has been submitted.

CourtesySAP

................................................................................................................................

You are executing payroll (Tcode: PC00_M40_CALC), for employees in your oranization. Once the taxable income is arrived, the income tax payable is determined. In the process, tax payable is determined and then education cess and higher & sec education cess are derived from it. As per standard computation, education cess and higher & sec education cess are rounded invidually and then added to tax payable to arrive at Net Tax payable.

However, education cess and higher & sec education cess shall not be rounded individually. It shall be added to arrive at Net Tax payable and then the Net Tax payable shall be rounded.

CourtesySAP

................................................................................................................................

In an Organization if you are executing the  ESI Report via Transaction "PC00_M40_ESIF(report "HINCESI0" )", in that case all the employee, who are not eligible, are also appearing in the ALV List.  This behaviour is incorrect.

CourtesySAP

................................................................................................................................

You are executing the transaction Pc00_m40_swch to activate the AFY solution for employees in your organization. You have activated the 40AY switch and saved it and the corresponding table T54C0 is updated with parameter 03 for India. This should not happen if the Business Function is not activated in your system, irrespective of changing the switch status in Pc00_m40_swch.The system behaves inconsistently.

CourtesySAP

................................................................................................................................

You are executing payroll (TCode:PC00_M40_CALC_SIMU) for the employees working in your organization.
Provident Fund Contribution infotype (IT0587) has been maintained without checking NPS eligibility.
Warning messages in payroll log appears for NPS contribution even though the eligibility for NPS is not maintained.

CourtesySAP

................................................................................................................................

You are trying to determine tax rate and tax payable on bonus payments given to an employee. In case, there are no payroll results available for the employee in current Financial Year, tax payable is determined using previous year results. In such cases, the tax payable is determined, however, the tax rate is not provided by the payroll function. This leads to inconsistency.

For reference:

Employee 'X' receives joining bonus amount of INR 5,00,000 in the month of April 2013. Employee has joined the organization in April 2013 as well. Now, when you want to determine tax payable on this bonus amount, bonus amount is determined but the marginal tax rate is not provided. This creates inconsistency for other calculations.

CourtesySAP

................................................................................................................................

While generating ECR (TCode: PC00_M40_EPF) of an employee, for a period in which employee turns 58 years of age, employer pension wages are not displayed on the output. It appears Blank.

For Reference:

Employee 'X' turns 58 years of age on 2nd January 2014. Payroll for employee has been executed and employer pension wagetypes have been generated as well since there are two days till employee reaches 58 years of age. When ECR is generated for January period i.e. 10/2013, employer pension wages do not appear in the output. This is inconsistent. Since, cluster results contain values, corresponding values shall appear on ECR as well

CourtesySAP

................................................................................................................................

I am not able to upload the latest updates in http://scn.sap.com/docs/DOC-26054 .

Here I am modifying one of my previous document and would like to update the recent notes from now onwards.

You will get the previos notes from  http://scn.sap.com/docs/DOC-26054

Featured Content 2014

5 Reasons Not To Miss HR 2014 (#HR2014)

HR 2014 (March 11 – 14, 2014 in Orlando, FL) is one of the most important events of the year for organizations using SAP and SuccessFactors solutions to drive HR excellence across the enterprise. Megan Conley lists 5 reasons in her blog why you shouldn't miss it. 4 March 14

HR2014 Orlando: Session picks and how to maximize your conference time

In his blog Luke Marson lists a selection of sessions you might follow taking part in the HR 2014. You can also get some information on the conference on the latest SAP HCM Insights Podcast. 4 March 14

SuccessFactors: all you need to know about Authorizations and Security

Luke Marson discusses the Role-Based Permission (RBP) framework in SuccessFactors that controls data access for different users. 3 March 14

Evolution continues with November version of SAP Cloud for Travel and Expense (1311)

Benno Eberle:Travel and Expense Management is relevant for every company in the world. Have a look how this can be done easier with Handling travel expenses on the flywhile increasing transparency and compliance in global companies, fully integrated with Your ERPlike our great customer Port of San Diego. 3 March 14

  SAP HANA Cloud Portal Partner Event - Palo Alto, March 11-13

  The SAP HANA Cloud Portal product is evolving and being "armed" with lots of new major building blocks such as document management, role-based authorizations, page templates, extension package for SuccessFactors with SAP HANA Cloud platform and more. 26 February 14

Looking back 12 months at SuccessFactors Employee Central and the February 2014 (1402) release

Jyoti Sharma takes a look at some of the key developments that have catapulted Employee Central to the forefront of the leading SaaS core HR systems. The intent of this article is not to provide a catalogue of Employee Central features, but to examine the key product enhancements and their benefit to customers and the solution as a whole. 25 February 14

SuccessFactors Compensation in 1402, short retrospective, tips and tricks, and road ahead

In his blog Yannick Peterschmitt talks with Atif Siddiqui about Success Factors Compensation Management in 1402 as well as the boader solution evolution. Atif is one of the contributors of the SAP Press book “SuccessFactors with SAP ERP HCM” and was responsible for the “Chapter 9: Compensation”. 25 February 14

Part 3: SuccessFactors Employee Central - What is the integration roadmap & FAQ's

In her third blog Heike Kolar outlines what is to come next on the roadmap for the SuccessFactors Employee Central integration as well as it provides answers to the most frequently asked questions.. 24 February 14

Part 2: SuccessFactors Employee Central – What is unique about how SAP offers integration for SuccessFactors Employee Central?

In her second blog Heike Kolar continues the topic about the possible integration scenarios for SuccessFactors Employee Central. 20 February 14

SuccessFactors Q1 2014 Release Highlights

With the February 2014 release of SuccessFactors, SAP continues to deliver enhancements and innovations that put the power of the system in your hands, giving you the ability to customize the user experience to make it relevant to your audience. In her blog Nicole Saunders describes the SuccessFactors Q1 2014 release highlights.

25 February 14

Social Media Learning Model

Edward Cohen points out in his blog that for a successfull social media learning model we need to consider five important steps: What do I need to learn? Where is the material? Validating the learner; Recruiting and Succession Planning; Process and Tools as our industry goes from manufacturing individuals with certain capabilities to one where we guide individuals to achieve certain goals and fill jobs.

In his second blog he lists the main elements of a good training. 27 and 28January 14

The Best Security for Your Cloud Part 3: How We Address Data Security in Europe and Canada

SuccessFactors takes great strides to ensure security and data privacy for all our customers, no matter where they are located or do business. This blog from Vinod Choudhary will address the specific regulations that apply to both the European Union and Canada, and how SuccessFactors not only follows these regulations, but more often than not, go beyond them. 18 January 14

Building a culture of ongoing engagement with compensation management best practices

As part of the “Engaging the 21^st Century Workforce” series from SuccessFactors, Jeremy Masters will be one of the speakers to discuss how to build a culture of ongoing engagement with compensation management best practices.Please register here: http://sfsf.ly/Engage212BlogOSfor our online webinar on Wednesday, February 12, 2014 at 9am PT/12 noon ET. 11 February 14

Time Off in SuccessFactors Employee Central: demonstration

The Time Off functionality in SuccessFactors Employee Central is simple and easy to use. It is not a full time management solution, but for managing vacation and leave of absences it provides enough basic functionality to support the process sufficiently. Get further information about this functionality in the blog from Luke Marson8 January 14

To Train, and How to Train: That is the Question

Edward Cohen explains in his blog how to do trainings using mobile content and what sort of mistakes you should avoid. According to his thinking, mobile doesn’t actually replace traditional e-learning, but solves a legitimate problem of how to get people information when they unable access a computer. 6 January 14

Here’s to 2013 and Employee Central !!!

Eva Woo describes in her blog a day in her life with Employee Central and lists her personal impressions she had from 2013, like good customer stories about Employee Central and the special competencies of SuccessFactors/SAP people.  2 January 14

This is the first time I am sharing my knowledge in SCN. I hope my document would be helpful.

Our client had a requirement that sensitive data cannot be a part of search criteria in HR transactions such as PA20/30, PPPM/D, PPOSE/ PPOME etc.

For our client, date of birth of employee is considered sensitive and they have requested us to remove/ hide date of birth and Start date when we are searching through Person. Employee’s Start date is pulled from IT0002 – Start date which is also the date of birth of an employee in the transaction code PPOME/ PPOSE.

For Ex: When we are searching for an employee through PPOSE/ PPOME by using PERSON Node, Valid From is retrieved from Person’s Date of Birth

Collective Search : PREMK

Though it is maintained in PREMK that begda and Endda information is retrieved from PA0001, but at the back end for collective search function module / program , the information is retrieved from PA0002.

Since this is SAP Standard program, we have come up with alternate solution by manipulating the display with config if required. We have raised it with SAP

“We are using the column group NF_STP and that one includes the column ORG_BEGDA and ORG_ENDDA. To fill those columns we are using the generic function module OM_FILL_STANDARD_COLUMNS. The dates displayed for 'validity' are birthdate and high-date of IT0002.

We can't change the way ORG_BEGDA and ORG_ENDDA are filled; you may create your own column group and attach that to the relevant search tool which is CL_HR_SEARCHTOOL_PREM in scenario OMEO00.”

We looked up the column group that is used to display the hitlist:

Then for this scenario we decided not to use the Valid from any more. So we removed it in config

SPRO > Personnel Management > Organizational Management > Hierarchy Framework > Column Framework

Searched for Column Group NF_STP and hidden the column ORG_BEGDA.

And it is no longer available

This will be applicable to PPOME, PPOCE and PPOSE.

The collective search help and the search term does not display the birth date as per the request but if you run a free search the value is displayed if the user select the field as part of the output.  See below;

To identify the Object manager in the search area of the HR transaction, set/get parameter OM_OBJM_SCEN_DISPLAY is set, you can see in the search areas which object manager scenario is active in an instance of the object manager.

SU01 for the User profile

Object Scenario: for Transaction code PPPM / PPPD

Object Scenario: for Transaction code PA20/PA30

Object Scenario: for Transaction code PPOME/PPOCE/PPOSE

As shown above, the object manager for PPOSE/ PPOSE/PPOCE is OMEOO0

SPRO > Personnel Management > Organizational Management > Hierarchy Framework > Object Manager

The search scenario for OME000

Search Node Key

P – Person

C- Job

O- Organisation Unit

US – User

S- Position

T - Task

For each Search Node Key, we have different search tool such as

based on Position numbering.

The Free search node position 4 calls the Class CL_HR_ST_ADHOC_SELECTION

The search tool Class CL_HR_ST_ADHOC_SELECTION calls the table : T77OMAHQ_FUNCARS which gives mapping to ADHOC QUERIES.

SQ02

Proposed Solution

1. We have copied the existing infoset /SAPQUERY/HR_XX_OM_P to ZHR_XX_OM_P under Global Area.
2. Deleted the DATE OF BIRTH related fields from the custom Infoset ZHR_XX_OM_P. Generated the infoset
   2. Fields  that are removed from Infoset are

          3. Maintained the table T77OMAHQ_FUNCAR with the enteries

4. Tested PPOSE

Fields related to Date of Birth did not get dispalyed.

This is a collection of the most useful SuccessFactors resources: documents, blogs, reports, and videos. This includes links that will cover an introduction to SuccessFactors, the acquisition by SAP, SAP's strategy, the SuccessFactors HCM suite, integration, and other related documents and resources. It is also recommended to join the SAP and SuccessFactors group on LinkedIn or on Google Plus, as this is the leading community for the latest and greatest information on SuccessFactors.

Overview

SAPexperts in-depth Special Report: SAP and SuccessFactors - An Overview (SAPexperts)

SuccessFactors with SAP ERP HCM - SAP PRESS Bookstore (SAP PRESS)

SuccessFactors Terminology and Abbreviations

The Best Security for Your Cloud Part 3: How We Address Data Security in Europe and Canada

SuccessFactors Cloud Architecture

SuccessFactors: all you need to know about Authorizations and Security

Market, Customer, and Consultant-related

How to Transition from an SAP HCM to a SuccessFactors Consultant

SuccessFactors Training and Certification FAQ

SuccessFactors and SAP HCM consulting: The Wild West of 2013

The Future of SAP HCM and SuccessFactors Consulting - 2013 : CloudAve (Cloud Avenue)

Future of SAP HCM (SAP HCM Insights Podcast)

The state of Talent Management in SAP HCM & Impact of SuccessFactors - With Thomas Otter (SAP HCM Insights Podcast)

SuccessFactors, The Future of SAP HCM Consulting, Project Execution, Training & more! (SAP HCM Insights Podcast)

Cloud: When & Why Whitepaper (SuccessFactors)

Business Execution for Dummies (SuccessFactors)

SAP Forum: Life after Lars (diginomica.com)

How Siemens took its HR IT into the cloud (ZD Net)

Impact of DevOps and Cloud on SAP and ERP System Administrators (YouTube)

How significant is SAP’s on-premise and Cloud licensing swap announcement?

Magic Quadrant for Talent Management Suites 2013 (Gartner)

New IDC MarketScapes Show Client Satisfaction Is On The Rise In Worldwide Integrated Talent Management Market (IDC)

SuccessConnect 2013: Wrap-up and 5 Key Takeaways

SuccessFactors Talent Management Seminar 2013 Wrap Up (Jeremy Masters)

SAP and China Telecom Expand Strategic Partnership to Provide SAP Cloud Portfolio to Customers and Partners in Chin… (SuccessFactors)

Charting Your Course in 2014: SAP HR and SuccessFactors [podcast] (SAP Insider)

Journal on Product Design and Development (Prashanth Padmanabhan blog)

Stages In The Decision Making Phase Of Your Journey To The Cloud (Prashanth Padmanabhan blog)

Improving Customer Service Experience at SuccessFactors with new Cloud-based Support Portal

Journey to the SuccessFactors cloud for SAP Consultants (Prashanth Padmanabhan blog)

SAP Bolsters Cloud Leadership, Names Former NGA Human Resources CEO Mike Ettling as Cloud for HR Lead (SuccessFactors)

Finding the Right Partner for your SAP SuccessFactors Implementation

SuccessFactors and SAP HCM consulting: How the West was Won!

Should you move your HR operations to the SAP SuccessFactors cloud? (SearchSAP)

Solutions: Employee Central

Employee Central handbooks from SAP [s-user required]

SuccessFactors Employee Central - list of countries with Localizations

SuccessFactors Employee Central - list of languages

What’s New in SuccessFactors 1302 release for Employee Central, Platform and Admin Tools

SuccessFactors Employee Central – Time Off and other new features in the 1308 release

SuccessFactors November Release: Employee Central

Implementing SuccessFactors Employee Central with a SAP background

SAP HANA Cloud Platform: Turbocharge SuccessFactors Applications (YouTube)

Eat like never before: SAP Networking Lunch

Manage Mass Changes in SuccessFactors Employee Central [registration required] (SAPexperts)

My Thoughts on SuccessFactors Employee Central

Employee Central Is Not A User Interface for SAP ERP HCM OnPremise (Prashanth Padmanabhan blog)

SuccessFactors Employee Central Time Off - Made for You! - YouTube (YouTube)

Time Off in SuccessFactors Employee Central: demonstration

Enhancing SuccessFactors Employee Central v12 Home Page - to HCP or not?

Here’s to 2013 and Employee Central !!!

How to Configure and Manage Workflows in SuccessFactors Employee Central [registration required] (SAPexperts)

Part 3: SuccessFactors Employee Central - What is the integration roadmap & FAQ's

Looking back 12 months at SuccessFactors Employee Central and the February 2014 (1402) release

Creating Metadata Framework Objects in SuccessFactors Employee Central [registration required] (SAPexperts)

Solutions: Employee Central Payroll

Employee Central handbooks from SAP [s-user required]

SuccessFactors Employee Central Payroll - list of supported countries

New SAP and SuccessFactors Cloud Payroll Offering

Solutions: Talent, Analytics, and Mobile

Employee Onboarding: Taking a Fresh Approach to Employee Engagement and Retention (SuccessFactors)

Calibrate Employee Performance Through SuccessFactors [registration required] (SAPexperts)

Comparison Between SAP ERP HCM E-Recruiting and SuccessFactors Recruiting [registration required] (SAPexperts)

SuccessFactors Workforce Analytics or SAP Business Intelligence for Human Resources?

SuccessFactors August Release: Faster, easier adoption of the latest innovations

SuccessFactors Salary Budgeting based on the Custom Fields

What I Like about SuccessFactors b1311 - Recruiting Management

SuccessFactors Release Management: Four Tips from Talisman Energy

SuccessFactors November Release: Reporting and Analytics

SuccessFactors November Release: Empowering Managers to Build Robust Bench Strength 

SuccessFactors November Release: Onboarding - New Hires On The Go

SAP and SuccessFactors Launch Presentations for Dynamic Talent Reviews (SAP News)

Introducing SuccessFactors Presentations (YouTube)

SuccessFactors Q1 2014 Release: focus on Compensation with short retrospective, tips and tricks, and road ahead

SuccessFactors Q1 2014 Release: SuccessFactors Mobile

Solutions: Learning

SuccessFactors LMS vs SAP LSO – Some observations (NTT Data Solutions)

SuccessFactors LMS: Power in Assignment Profiles

Configuring And/Or Prerequisites in SuccessFactors Learning

SAP Education Takes Learning to the Cloud (SuccessFactors)

SAP Learning Hub (YouTube)

SuccessFactors Learning - iContent Overview (YouTube)

Using Period-Based Curricula to Manage Training Due Dates in SuccessFactors Learning (Part I)

Solutions: SAP Jam

SAP Jam - Useful Resources and Documents

Technical, data model, and configuration

Mapping SAP OM objects to SuccessFactors For a Hybrid Model

SuccessFactors: The X Factor of Data Models

Employee Central Entities and Interfacing

Extending SuccessFactors with the Metadata Framework

Rules and Picklists in the SuccessFactors Metadata Framework

Configuring SAP HCM & SuccessFactors: A Comparison

Picklists Management and Cascading Picklists in SuccessFactors [registration required] (SAPexperts)

Two Paths To Full Cloud HCM (Prashanth Padmanabhan blog)

Talking HCP: Building SuccessFactors apps on the SAP HANA Cloud Platform

Integration Strategy

SAP and SuccessFactors talent hybrid model: what lies ahead, plus a few small hidden jewels

SAP HCM and SuccessFactors Integration Packages: an overview

The Real Truth about SAP and SuccessFactors Integration

SAP and SuccessFactors - "Proven" Integration is Hype

Middleware Technology Options for Integrating SuccessFactors (Prashanth Padmanabhan blog)

Five critical factors to integrating SAP SuccessFactors with SAP HCM (SearchSAP)

How A Customer Connected 8 HR Systems With SuccessFactors (Prashanth Padmanabhan blog)

Integration and Integration Packages

SAP HCM and SuccessFactors Integration Packages: an overview

Integration Add-on 1.0 for SAP HCM and SuccessFactors

Integration Add-on 1.0 for SAP HCM and SuccessFactors: Support Package 2

Integration Add-on 2.0 for SAP HCM and SuccessFactors

Integration add-on 2.0 for SAP ERP HCM and SuccessFactors BizX – SAP Help Portal Page (help.sap.com)

Integration Packages Administration Guide on SAP Service Marketplace [S-user required]

Pilot Test of the Integration add-on for SAP ERP HCM & SuccessFactors BizX

Integration Q&A: Managing employee compensation using SAP HCM and SuccessFactors

Integration Q&A: Real-World Impressions on SAP and SuccessFactors Integration Add-On’s

SAP HCM and SuccessFactors Biz X Employee Basic Data Integration RDS Demo - YouTube (YouTube)

SAP HCM and SuccessFactors Biz X Compensation Integration RDS Demo - YouTube (YouTube)

Employee Central – Employee Mini-Master Add-on Available

Dell Boomi AtomSphere for SuccessFactors (Dell Boomi)

How to integrate SuccessFactors talent data into SAP NetWeaver Business Warehouse?

SAP Jam ABAP Integration - Configuration Guide for SP Level 5

SAP Jam ABAP Integration - Configuration Guide for SP Level 6

LSO-to-SuccessFactors LMS RDS | hyperCision, Inc. [HyperCision]

PI Configuration Example (NWPI 1.0 SP2-4 & 2.0 SP0) [S-user required]

PI Configuration Example (NWPI 1.0 SP6 & 2.0 SP2) [S-user required]

Part 1: SuccessFactors Employee Central – An introduction to how SAP and SuccessFactors enable HR data to drive business processes

Part 3: SuccessFactors Employee Central - What is the integration roadmap & FAQ's

SuccessFactors Adapter in SAP HANA Cloud Integration (SAP HCI)

Tips and Tricks

Tip: Creating a single URL for logging directly into SuccessFactors BizX demo instance

Single Sign-On to SuccessFactors from SAP HCM

Single Sign-On between SAP Portal and SuccessFactors

Acquisition by SAP and Roadmap

Thoughts on SuccessFactors, Holiday Wish Lists for SAP HCM, and UNICEF [podcast] (SAP HCM Insights Podcast)

SAP and SuccessFactors Acquisition Q&A (Cloud Avenue)

News Analysis: SAP Buys SuccessFactors for $3.4B Signals SAP's Commitment To Cloud, HCM, and Social (Constellation Research)

SAP to Buy Into Software as a Service With SuccessFactors Deal [PDF] (Garnter)

SAP To Buy SuccessFactors: Major Shift In Talent Management Market (updated) (Bersin by Deloitte)

SAP and SuccessFactors Roadmap Analysis (Cloud Avenue)

SAP and SuccessFactors HCM Roadmap - With Amy Thistle [podcast] (SAP HCM Insights Podcast)

INTRODUCTION

Employee Interaction Center or EIC is a part of SAP offering to shared services model, which helps the HR shared services (HRSS) or EIC agents to get the employee related information and perform their activities in a more effective and efficient way.

It is a web-based interface which can be accessed via T Code – HREIC from SAP ECC.

Below is the screenshot of an EIC screen.

The left pane or the navigation bar allows the agents to perform various activities, such as searching the employees, logging activities, send email etc.

For example, employees can contact EIC by phone, email, chat or web requests for their various issues such as issue with display in pay slip, login issues to ESS / MSS etc and the HRSS / EIC agents then use the application to fetch the employee’s details and perform related activities.

E-MAIL

While there are many features available with EIC, one of the key features is the email correspondence that can happen between the EIC agents and the employees. EIC provides the agents with various e-mail templates that may be used to respond to employees in fast, accurate and consistent manner, thereby, resulting in the overall success of the EIC.

The given document highlights the steps to be used to create standard e-mail template for EIC agents.

CREATING E-MAIL TEMPLATE

Below are the steps to be used to create e-mail template

• T Code: SM30; Table Name: V_HREIC_STRESP and click on ‘maintain’.

• Click on new entries

• Fill in the required details

• Save the entries and go to SO10 to enter text of the e-mail template

• Enter text of the template in the editor and save it.

CHECKING E-MAIL TEMPLATE

To check the templates, go to EIC interface via T-Code HREIC and check under e-mail option available in left navigation bar.

Step 1: Go to T-Code OAAD and click on ‘Store and Assign’.

Step 2: Type in ‘PREL’ as Business Object and HRICOLFOTO as Document Type and click on the Create Button.

Step 3: Enter the personnel number and the infotype associated. Enter IT0002 as infotype.

Step 4: Select the picture of the employee.

Step 5: Once the picture had been loaded successfully, the picture will now be displayed as part of the infotype header in PA20/30.

Double clicking on the picture and you will the detailed view:

Hi Friends,

I like to share one scenario recently done for my client, Employee Termination Action done so long back now they came up with some payments has to do for that Terminated Employee.

Payments done through IT 0015 – Additional Payments

Prerequisites:

After Employee Resign / Terminated Standard Info types are not Delimited like 0007, 0008, 0009, 0014, 0015. otherwise while running payroll grouping error will come.

Step wise process:

1. Copy IT 0001 and change the Payroll Area to “Dummy Payroll Area” from the Date of Payment Month. Otherwise if employee is in the same Payroll Area Retro payroll will run.
2. Maintain IT 0015 with Sub type XXXX for Specific Date and Amount on which month payment has to made.
3. Employee Payroll status has to change, maintain payroll month date in the field “Run Payroll up to”.
4. Payroll Period and Earliest retro accounting period is to be current payroll month in the control record of dummy payroll area.
5. Run Payroll Test run and Live run.
6. Change payroll status has to maintain the period "Do not account after"

Screen shots for easy understanding:

1. IT 0001- Organizational Assignment

2. IT 0015 - Additional Payments

3. PU03 - Employee Payroll Status

4. PA03 - Payroll Control Recrod

5. Payroll Run - PC00_M40_CALC

6. Zpay (payslip client customized)

Thanks for reading my Document.

Please share your comments and suggestions if any.

Thanks and Best Regards,

Praneeth Kumar

At long last:

I guess it wasn't only us bothering SAP support about the inadequate solution for the monthly minimum check of pension contributions under pension auto enrolment. For many schemes, it didn't make any sense, because different thresholds and consideration of one-off payments require an annual check, but make a monthly one bound to fail ever so often. So far, the suggested solution was to set the scheme type to blank, but that's a poor workaround, as these schemes usually are defined contribution schemes and should be marked as such.

note 1989332 provides this option now. For each scheme, you can decide, whether the monthly check is to be performed and if it is, whether a failure should lead to a warning or an error.

The note also gives you the choice, whether you want upper and lower limits to be taken from first or last day of the month or pro-rated.  Something that becomes relevant, if they change mid month, as they do on 6th April.

The note requires quite a few manual activities (1 - 2 hours), if applied with SNOTE. So, wait for the respective support package, if you can.

The new check against minimum contribution is definitely an improvement, but still not perfect. With the monthly check switched off, you need a custom solution for the annual check. And there's still no easy standard solution for schemes on variable pensionable pay qualifying based on the 85% rule or schemes with a reduced EE contribution from a net deduction, where the scheme provider claims the top-up directly from HMRC.

SAP doesn't seem eager to provide easy solutions for this, but in case of the annual check, it might be worthwhile waiting, if you have still a few moths to go before your first PAE-year-end. It's always annoying, if you invest time - even if it's just a day or two - in a custom solution only to see SAP provide a standard solution in time.

Maybe we can use this thread to discuss the various solution approaches.

Hello Friends.

I like to share how to create objects (org. units, positions, jobs) step wise. Am aware of that every one know how to create and assign relationships of the Objects but, i trying to share some knowledge for the Freshers and Experience too.

1. Number Range Assignment, create with External Number range.
2. Create New Organizations Units.
3. Create New Positions and assign to their specific Org. Unit and assign Cost Center.
4. Create Jobs and assign to specific Positions.

Creation of External Number Range T-code: OONR

Create Objects subgroup for the External Number Range

1. Creation of Org. Unit T-code: (PO10)

Select the Infotype - Object (IT 1000) and give specific period (Start date and End date)

Click on Create button (F5), next screen appear

Give Object Abbreviation and Object name

Click on save button and next screen appear for reporting to which Org. unit. (here we have to give Root Org. unit)

SAVE the screen, it will ask for request give the new request description and save. (Save request ask for 2 times)

2. Creation of Positions (PO13)

Select the Infotype - Object (IT 1000) and give specific period (Start date and End date)

Click on Create button (F5), next screen appear

Give Object Abbreviation and Object name

Click on save button and next screen appear for relationship

Give A 003 (belongs to) and select object O and ID of the Object

(here we have to give specific Org. unit this position belongs to)

Click on save button and next screen appear for relationship

Give A 011 (cost center assignment) and select object K and ID of the Object (CC will created by the CO consultant)

(here we have to give specific cost center to specific position)

3. Creation of  Jobs (PO03)

Select the Infotype - Object (IT 1000) and give specific period (Start date and End date)

Click on Create button (F5), next screen appear

Give Object Abbreviation and Object name and SAVE

Select the Infotype Relationships (IT 1001) and period (From date and End date) and click on Create

Give A 007 (Describes) and select object S and ID of the Object

(already positions created and select specific position)

View from IT 0001 Org. Assignment:

Thanks and Best Regards,

Praneeth kumar

Hi Friends,

I want to share the topic of Leave Encashment

1. Quota Compensation types

Table no. V_T556U

Create Sub-types for Quota compensation types (IT 0416)

2. Create Wage Type Catalog

Table no. OH11

Create New WT, copy of std wt MLE0

3. Check Wage Type Group 'Time Quota Compensation'

Table no. VV_52D7_B_0416_AL0

4. Check Wage Type Text

Table no. V_512W_T

5. Check Permissibility of Entries for Each Infotype

Table no. V_T512Z

6. Check Wage Type Characteristics

Table no. V_T511

Table no. V_512W_D

7. Assign Wage Types to the Quotas to be Compensated

Table no. V_T556W

8. Valuation Bases

Table no. V_512W_B

*If we are writing PCR no need to configure this table.

9. Add New Wage type in Remuneration Form PE51

T-code - PE51

Add New WT in the Form in Earnings side and in the Window 1 also

10. PCR (PE02)

According to rule, leave encashment is calculated on Basic and DA only

Taken only Basic and DA

11. SCHEMA (PE01)

Copy std schema XT00 to ZT00

Insert PCR after Function P0416

12. IT 0416

PL Encashment for 1 day.

SALARY SLIP:

Thanks and Best Regards,

Praneeth Kumar

Hello SAP Experts,

I am facing a problem as I need to restrict the usage of wage type reporter to a certain user for a certain set of wage types. So I need to find if there is any authorization object that could be used for this matter.

Example: The user can use the wage type reporter but only output would be limited to - for example - wage types from 1000 to 1050.

Please Consider it a matter of high importance.

Your help would be highly appreciated.

Thanks and best of regards,

Sally Ahmed Amin

Hi Friends,

I want to share one topic with you all, how Leave Encashment through Off-Cycle payroll can be done.

For initial steps go through this document:

Step-wise Leave Encashment

Process:

1. Need to Create Two PCR's.

     a. ZLOC for picking values of Basic and DA and storing in the variable

     b. ZLOD variable amount divided by no. of days and multiplied in to no. of leave encashment days

2. Assigning custom PCR's in to Schemas

3. Creation of IT 0267 - Additional Off-Cycle Payments

4. Payroll running for Additional Off-Cycle Payments

SALARY SLIP:

Thanks and Best Regards,

Praneeth kumar

Hi Friends,

Hope every one doing well, i want to share one document for Employee Loans configuration. i know every one knows how to configure, please treat this document as a reference and give your valuable suggestions.

1. Adjust Value Date

Table no. V_T506S

Here, for your payroll area you have to define Value date

2. Specify Interest Calculation Method

Feature: INTLO

Here, you have to specify the Interest Calculation Method to your country grouping / respective groupings

3. Maintain Loan Types

Table No. VV_T591A_4_VC506

Here, you have to  maintain the Loan types and conditions for Interest calculations

4. Maintain Loans Eligibility Checks and Limits

Table No. V_T7INJ3

Here, you have to maintain the Eligibility check for the loan types

5. Maintain Loans Grouping

Feature: 40LGR

Here, you have to link the Loan eligibility to Loan Types

TESTING:

IT 0045 - Loans

Repayment Plan:

Salary Slip:

Thanks and Best Regards,

Praneeth Kumar