Benefits Overview:

Benefits are an important part of the total compensation of an employee. Apart from the Mandatory Benefits (mandated by law) that an Employer has to necessarily offer, there are several Voluntary Benefits an Employer might choose to offer that best meets the needs of the organization and its employees. There are various kinds of benefits e.g. Health, Insurance, Savings, Flexible Spending, etc. In SAP, there are separate info types relevant for these benefits and their processing.

The Benefits Administration component provides the functions needed to handle the organization's benefits
administration processes. It enables us to perform the following key activities:

• Enroll employees in benefits plans and terminate enrollments
• Monitor eligibility
• View information about current benefit enrollments
• Print enrollment and confirmation forms
• Transfer data electronically to plan providers

Basic Benefits Elements

Enrollment:

This is a process of enrolling employees of an organization for Benefit Plans depending on their eligibility. The
Enrollment function enables us to enroll employees and, where possible, make changes to employee benefit elections as required for the following tasks:

• Enrollment of employees during an open enrollment period in plans for the coming Season.
• Enrollment of new hires in plans that are automatically offered.
• Enrollment of new hires in default plans as an interim measure, until they have made their benefits choices.
• Adjustment of plan enrollments as a result of employee life or job changes.

Open enrollment:

An open offer is the most unrestricted type of offer. It is generated by the system when you start enrollment for a date that lies within an open enrollment period. Only those plans are available in an open offer for which the employee fulfills certain eligibility criteria, as defined in Customizing.

A period of time during which an organization allows its employees to enroll in new benefits plans or change existing benefits elections.

The benefits offer set up for open enrollment is valid only during the open enrollment period. Plans available for selection during the open enrollment start on a future date, typically at the beginning of the coming year.

Default enrollment:

A plan in which employees can be enrolled before they communicate their benefits elections to the benefits office.

Default plans are typically used for giving short-term coverage to new hires and therefore often allow little flexibility to the employee regarding the plan terms.

Automatic enrollment:

A plan in which employees are enrolled without the requirement that they consent to the enrollment or make any elections within the plan An employee is enrolled in all relevant automatic plans at all times.

Automatic plans are often provided at no extra cost to the employee and often allow little flexibility to the employee regarding the plan terms.

Adjusted enrollment:

A personal or organizational change experienced by an employee, as a result of which the employee is allowed to change his/her current benefit elections.

In the SAP System, the adjustment reason is a user-defined parameter to which certain adjustment permissions are assigned for different types of benefit plan. The following are examples of adjustment reasons:

• Marriage
• New dependent
• Hiring
  (initial enrollment)
• Job change

Benefit Area:

Benefit areas allow you to have separate administration of different benefit plan pools. This division is primarily for administrational purposes and would not normally be used for eligibility. This is a primary subdivision of plan set up within the benefits component.

Benefit areas are set up and function completely independently of each other.

Typically, employees will be enrolled in a benefit area that groups them according to common attributes such as country or organizational assignment.                                       

The Benefit Area will be defaulted under General Benefits Information Infotype – 171 based on the Feature BAREA.

Benefit Categories:

Benefit Category is the broadest classification of benefits. Categories are maintained by SAP. The following plan categories are provided by SAP:

• Health Plans
• Insurance Plans
• Savings Plans
• Stock Purchase Plans
• Flexible Spending Accounts
• Credit Plans
• Miscellaneous Plans

These categories are predefined because the system handles each differently. In order to reflect your own requirements regarding the categorization of plans, you define plan types within these categories.

Benefit Category is the highest level in the Benefit Plan structure. Benefit Categories are again divided into Plan types. Every Category may consist of one or more Benefit Plan types.

Benefit Plan Types:

Benefit Plan types are the logical grouping of different benefit plans. Each Plan type is identified by a unique identifier, which is a maximum of four characters.

• MEDI - Comes under Health Plan Category (MEDI => Medical)
• DCAR - Comes under Flexible spending Accts (DCAR => Dependent Care Spending)
• LIFE - Comes under Insurance Plans Category (LIFE => Life Insurance)
• SAVE - Comes under Savings Plans Category (SAVE => Savings)
• STPC - Comes under Stock Option Category (STPC => Stock Purchase)
• CAR - Comes under Miscellaneous Plans Category (CAR => Company Car)
• CRED - Comes under Credit Plans Category (CRED => Flex Credit)

Plan types are a control mechanism for enrollment, since the system does not allow an employee to enroll in more than one benefit plan per plan type. This allows you, for example, to offer a choice of regular health
care from different providers under one plan type, without the risk of accidentally enrolling an employee in more than one of these benefit plans.

Within each plan category (for example, Insurance Plans) you  should define one plan type for each sort of benefit plan that the employee is likely to elect (for example, Life Insurance, Spousal Life, Supplemental Life).
Thus an employee can elect a plan from the Life Insurance as well as from the Spousal Life plan type.

Benefit Plans:

The Granularity level in the Benefit Plans Structure is identified by Benefit Plans. Many Benefit plans may be grouped together under a particular plan type. The benefit Plans are also identified by a unique identifier, which is of a maximum of four characters. Ex: MEDI, DENT, VISI for Health Plans Category (MEDI Plan Type).

Benefit plans within the health plan category cover the basic health needs of an employee. A typical health plan might provide the employee with medical, dental or vision coverage.

Insurance plans provide monetary amounts of coverage payable to the employee or designated beneficiaries.

A spending account provides an employee with the opportunity to establish account balances to meet anticipated spending needs during the course of the employee's benefit plan year. These needs are most often associated with
health, dependent care or legal benefits.

Benefit Program Groupings:

The first program grouping is a method of grouping employees for purposes of macro eligibility. The second program grouping is a second, identical method of grouping employees into other macro eligibility groups.

The cross reference of these two groupings places every employee into a benefit program.

First program groupings are a means of identifying a group of employees who share a common set of benefits and eligibility criteria.

Example:

An organization offers one set of benefit plans for hourly-paid employees and a different set for salaried employees. Hourly-paid employees may enroll in medical, dental and life insurance plans after a four-month waiting
period. Salaried employees may enroll in medical, dental, life and vision plans after a one-month waiting period.

Benefit second program grouping:

The second program grouping is a method of grouping employees for purposes of macro eligibility. The first parameter grouping is a second, identical method of grouping employees into other macro eligibility groupings.

Second program grouping is a means of subdividing your first program groupings depending upon their employment status.

Example

An organization offers one set of benefit plans for full-time employees and a different set for part-time employees. Full-time employees may enroll in medical, dental and life insurance plans after a four-month waiting period. Part-time employees may enroll in medical, dental, life and vision plans after a one-month waiting period.

Benefits Infotypes:

General Benefits Information (Infotype 0171):

This Infotype stores the benefit area, first program grouping, and second program grouping assignments of the employee. This record is essential for benefits plan enrollment.

What is Benefit Area?

Benefits area allows having separate administration of different benefits plan pool. BAREA feature can be used to maintain values for benefit area.

We can create different Benefits by considering following factors:

• Currency
• Geographical location/ Different benefits
  departments

What is First Program Grouping?

A first program grouping means identifying a group of employees with common characteristics in order to determine on a high level the benefits available for that group. Feature BENGR is used to maintain values for first program grouping.

What is Second Program Grouping?

A second program grouping means identifying a group of employees with common characteristics in order to determine on the next lower level the benefits available for that group. Feature BSTAT is used to maintain values for second program grouping.An employee must have a General Benefits Information record before
enrolling in a benefit plan. During enrollment, the system refers to the first and second program grouping of employees in order to determine which benefit plans the employee is permitted to participate in.

A General Benefits Information record must also exist before creating an Adjustment Reasons (Infotype 0378)
record for an employee.

Here consider an XYZ organization, having employee benefits eligibility primarily based on the work location, working hours and Full-time or Part-time working for a minimum of 30 hours.

• California [Full time/Part time/Weekly/Hourly] US Employees
• Non-California [Full time/Part time/Weekly/Hourly] US Employees

Benefits Ineligible employees are a set of Employees for whom Benefits are not available.

We can separate the group of employees on the basis of Employee group and Employee Subgroup at the Personnel Administration level.

Employee Group:

The Employee group allows dividing the Employees into groups and defining their relationship to the enterprise. For ex. we can divide the employees between the Active employees, Retire Employee etc.

Employee Subgroup:

The employee subgroups are subdivision of the Employee group. For ex. For the Active employee group, we can divide the employees into active employees, trainees, monthly employee/semi monthly employee/weekly employee etc.

Steps to maintain IT0171:

Go to maintain IT0171, for an US based XYZ organization; we have prepared 1^st program grouping and 2^nd program grouping on the basis of Employees.

Here, we have to maintain combination of first program grouping & second program grouping under Benefit Area US.

System will maintain combination as REGG as 1^st Program grouping & REGG as a 2^nd program group under Benefit area US and so on.

System automatically maintains this combination depending on

1. Employee Group & Subgroup
2. Personal Area & Personal Subarea of an
   Employee.

IT0167: Health Plan Infotype:

This Infotype stores details of the health plans in which the employee is enrolled. For each health plan in which the employee participates, a separate record exists.

This Infotype gets updated / created by the system at enrollment. The dependents chosen by the employee are marked here.

After enrollment of an Employee in Benefit plan, IT0167 –Health plan gets updated. Please find attached screen below.

IT0168: Insurance Plan Infotype:

This Infotype stores details of the insurance plans in which the employee is enrolled. For each insurance plan in which the employee participates, a separate record exists.

This Infotype Stores the cost and coverage rule variants for the plan created by the system at enrollment.

After enrollment of an Employee in Benefit plan, IT0168 –Insurance plan gets updated.

Please find attached screen below.

IT0169: Savings Plan Infotype:

After enrollment of an Employee in Benefit plan, IT0169 –Savings plan gets updated. The contribution made on regular payroll runs.

Please find below the screenshot for IT0169:

Sometime, as per the business scenario, Employee enrolls in the Savings Plan directly on company site. He maintains the percentage and further this percentage gets uploaded into the system by creating Inbound Interface between Vendor and the organization.

IT0170: FSA Plan Infotype:

This Infotype stores details of the Flexible spending accounts (FSAs) in which the employee is enrolled. For each FSA in which the employee participates, a separate record exists. Infotype is created by the system at enrollment.

Flexible spending accounts (FSAs) enable employees to set aside pre-tax income to cover anticipated medical or dependent care expenses. Contributions to FSAs are automatically deducted from the employee's paycheck in accordance with a deduction agreement. When an employee incurs an expense, he/she registers a claim and submits the accompanying receipt, which, if approved, is reimbursed in the employee's next paycheck.

The Infotype is used for payroll and for evaluations of employee benefits data. After enrollment of an Employee in Benefit plan, IT0170 –FSA plan gets updated.

Please find attached screens below.

IT0378 Adjustment Reasons Infotype:

This Infotype stores adjustment reasons that determine the changes an employee can make to his/her benefits plan like change in Family member by marriage, divorce etc.

For ex. Employees marital status was ‘Single’ while joining but after it becomes ‘Married’ then Benefit Administrator maintains IT0021 in HR master data.

A personal or organizational change experienced by an employee, as a result of which the employee can change
current benefit elections.

In the SAP System, the adjustment reason is a user-defined parameter to which certain adjustment permissions are assigned for different types of benefit plan.

After maintaining IT0021, Benefits Administrator maintains IT0378 in HR master data with respective Adjustment reason.

For example, for married employee, Benefit Administrator uses ‘Marriage’ as an Adjustment Reason in IT0378.

Consider the following as some examples of Adjustment Reasons for XYZ Organization:

We use above Adjustment reasons to

1. Enroll an Employee in Benefit plan.
2. To change the Enrollment of an Employee with respect to Adjustment reason (for Example Marriage, Birth / Adoption).

Permissibility of Adjustment Reasons and Benefits Plan:

We can assign Permissibility of the Benefits plan for the various Adjustment Reasons to Create/Change / Delete the plans. Benefit administrator has rights to Create, Change & Delete the plans.

Please find below the permissibility that can be configured for an organization XYZ

After selecting Adjustment reasons, it triggers HRBEN0001 program to maintain Benefits details for an employee.

Once the Adjustment reason is available in the Enrollment screen, select the same and make the necessary changes.

Here, Benefit Administrator Enrolls/Changes the Employee Benefit Plan as per Employees
details filled in Enrollment form.

Dependents for Enrollment:

To Enroll Dependents in the Benefit plan, it is mandatory to maintain Subtype in IT0021 for an Employee.

Subtypes under IT0021 that were available for XYZ organization are:

To enter the student status, mark tick on student indicator in IT0021 [Subtype: Child].

Benefits Processes:

Enrollment in Benefits: [HRBEN0001]:

Benefit Administrator will enroll the Employee/Dependents in the Benefit
plan through “HRBEN0001” program. To enroll the dependent in the Benefit plan, IT0021-Family
Members/Dependents need to be maintained.

How to enroll the Employee in Benefit plan:

Steps for Enrollment for Benefits Plan are:

1. Run the ‘HRBEN0001’ program.
2. Enter the Employee number.
3. Select the appropriate Adjustment reason.
4. To enroll in the Benefit plan, click on the Benefit
   plan.

5.  Select the Dependent coverage option.

  6.     Select the Dependent as per the Employee Request and click on ‘Accept’.

7.     After Enrollment in the Benefit plan, you will see the Tick under Activity (shown in blue color).  Now click on the Enroll.

8.      Confirm the enrollment by click on ‘Enroll’ button.

9.  After the enrollment you will get the pop up saying ‘Enrollment completed successfully. Click on continue button for      Benefit plan enrollment for next employee.

Hi,

Recently i have been encountered with new requirment in SCN Calculation of overtime on weekly basis and after details study i have been designed the process mapped in the system and finally got the requirement result. For this i have taken that sunday is the weekend day for the client.

Design Details:-

For this i have created four time types to design my process for storing time information.

9996-Will store the difference of 9997 & 9998

9997- Storing Planned Working time

9998- Storing Actual Working time

9999- Store difference hours for absence quota update

For this I have written total four PCR and kindly find the four below PCR details.

1. Storing Planned working time daily.

Every day planned working time will add to time type and cumulate upto Weekday=7.

2. Storing Actual working time.

Every day actual working time will add to time type and cumulate upto Weekday=7.

Now we have to place this above pcr in schema. We will place this two pcr just after the P2011 function in time schema.

3. In this PCR i will check the current day is Weekday=7 or not?

4. Update quota with time type.

Above PCR placing in schema.

Now testing:-

Planned working time 8.5 hours(09:00 am to 17:30pm) and employess has worked daily 9 am to 19:00 pm and where sunday os weekly off.

From 1st Sept2014 to 07th Sept 2014 employee's total working hours (6*10)= 60 hours and total Planned working hours for week (6*8.5)=51 hours. So 8.5 hours will be moved to quota and rest 0.5 will add to actula working hours of next week details.

On 6th September 2014, cumulate hours details of SALDO table.

On 7th September 2014, day quota updated in Ttyp9999 and this will link with absence quota(ZES table details)

Remaining 0.5 hours will add to Ttyp 9998 to next week.(SALDO table details of 7th September).

Hope so all of you have got an idea and understand of the process design. If you have any doubt feel free to write or comment your valuable input on this document details.

Regards,

Sankarsan

Hello Friends,

This document is dealing with Auto Updation of Dates in the IT 0041 (Date Specification) while doing the Action Types through PA40 and any master data change through PA30.

* This topic is already documented but due to some reasons it was deleted and i'm uploading again.

Thanks and Best Regards,

Praneeth kumar

Training and Event Management Module

Create Business Event Group

• Menu Path

Use the following menu path(s) to begin this transaction:

Select Human resources   Training & Event Management   Settings   Current Settings

  S_AHR_61011889 - Business Event Group.

• Transaction Code

OOEG

• Steps:

a) Start the transaction using the menu path or transaction code.

b).Double-click to start the transaction or enter

Transaction code in the command button as shown below :

It will take you to “Course Group: Initial Screen as shown below:

Enter the valid start date and end date. Click Create button. .This will take you to the screen of

Create course group data screen. As Shown below.

Enter the abbreviation as well as the name of the new course group as shown below. Also enter the

description which is suited for the business event group as shown below.

Click save button. System will display a message as business event group was created as shown

below.

c). To check whether the business group was created correctly, go to transaction code OOC3

Creation of Business Event Type

Prerequisite: Relevant Business Event Groups should have created

Transaction Code: OOET

Menu path:

Select Human resources   Training & Event Management   Settings   Current Settings

  S_AHR_61011888 - Business Event Type

Procedure:

a) Start the transaction using the menu path or transaction code.

b)Double-click to start the transaction or enter

Transaction code OOET in the command button.

c) It takes you the initial screen as shown below

Enter the Start date and click on .

Enter the Business Event Text, Abbreviation, description as applicable.

Click on Main Schedule Model. Select

Enter the

Enter the duration/Days and hours as applicable.

Click on next tab Capacity.

Enter the minimum capacity, optimum capacity, maximum capacity for the event.

Next go to.

Click on .(Relatinship) Enter the relevant information as required.

1) The business event must belong to a business group. Press F4 for possible values.

Click on further information

In this tab, it is very important to maintain ‘Delivery Method’

Click on button against each of the above mentioned tabs.

Always maintain 0001 Classroom Training as the delivery method.

After filling the required details click on save button .

Creating demand for event

Select Human resources   Training & Event Management   Information system 

Reports   Business Event   S_AHR_61016220 - Business Event Demand

Choose the Business event type / group.

Select Annual Demand for: Enter the year

Choose the required relevant quarters

Execute

Choose the Training type and click on Demand

Select New Entries

Choose quarter, language, location and enter the demand (No. of trainings required)

Save

Planning an event

Choose the event type and click on Plan

Enter Planning Year

Select the relevant quarter and click on PLAN

Click on Transfer

A GANTT chart of the annual plan would open up

Select the individual event and click on change schedule to change the schedule

Enter the relevant date and time

Choose the green tick

And Save

Book attendee to business event

Now we book an employee to a business event

Select Human resources   Training & Event Management   Attendance   PV07 - Book:

Attendee List for Business Event

Select the relevant business Event type

Choose the relevant Event for which you want to book attendees and click on Create

Attendee list

Select “P” on the Type and click F4 on the attendee

System throws up a list of the employees in the system

You can choose attendee from department/ org unit wise also

Select the relevant ones and choose the employee by making a tick

You can check the attendance menu from PSV1 or From Attendee

List(S_PH9_46000434)

Choose the Business even

Tick on the green tick

Execute

Firmly book an event

This is required to carry out the follow up activities of the event like transfer of

qualifications/ feedback appraisal etc.

PV12-Firmly book/cancel

Choose the relevant Business event

Click on Data Screen

Click on Save without rebooking

PMS implementation Guide

As per the client requirements and KPI's ,first we have to upload a excel file in SAP thur ABAPER'S .

Like -Zappraisal

Z program is attached in this document

Go to transaction ‘ZAPPRAISAL’ for uploading the appraisal details. This will be done by the HR PMS

administrator at the beginning of the year for initial upload of all appraisal documents.

Put the file name from which the appraisal details are to be uploaded:

Execute (F8)

The templetes looks like :

The appraisal document is created as shown below:

The administrator can then view the appraisal through PHAP_CHANGE

Now the appraise would log on to the system as shown:

He would then go to ‘PHAP_CHANGE” transaction and view the appraisal . He can then click on the

appraisal document to view the details as shown:

The target values for the competencies would be automatically populated based on the level of the

employee and company policy.

The appraise then sends the document to the appraiser for approving the objectives by clicking on

the ‘Review by Appraiser’ button.

The appraiser would then logon to the system as shown:

He would then check the objectives and if ok, forward it to the Reviewer for approval by clicking on

the ‘ Review by Unit Head’ button.

The reviewer would review and approve the objectives after logging on to the system as shown:

He would click on the ‘Objectives Approved’ button to approve the objectives.

The appraise would then fill up the mid-year appraisal (only values would be put) after completion of

six months as shown. However there would be no rating at this stage.

Then save the document and send to appraiser.

This would again be reviewed and approved first by the appraiser and then by the reviewer as

mentioned in the earlier steps.

After that, during year end appraisal, appraise would fill up the ratings. The ratings given by the

appraiser would not be visible to the appraise at any point of time.

He also has to fill up the Competency ratings as shown:

In case any of the target, unit or weight age is not filled up, system will not allow the appraise to

submit the document for review to the appraiser. It will give an error as shown below:

After filling up all relevant details, the appraise would save the document.

The appraiser would log on to the system.

The appraiser would also be able to view the appraisal through PHAP_CHANGE

He would click on the document to view it as shown:

In case he is not ok with the self assessment of the appraise he can send it back by clicking on the

‘Change by Appraise’ button.

If he agrees with the self assessment of the appraise, he would put his assessment against each

objective.

He would also identify and record the Training needs of the appraise by clicking on the ‘Identify

Training Needs’ icon.

This would open the form as shown below:

Here the appraiser should fill up the training needs from the drop down option. There are two

different sections – one for Functional Training Needs and the other for Behavioural Training Needs.

The appraiser would fill up the details too.

Then click on the ‘Save’ button to save the training requirements.

These training needs would then be shown in a custom report. The transaction code for the same

would be ZHR_APPR

Once completed he would save and then click on the ‘Evaluation by Unit Head’ button to send it to

the Unit head.

The status is changed as shown below:

The reviewer (unithead) would then log on to the system then.

The reviewer would then access the appraisal and put his ratings in the ‘Final Rating’ column as

shown:

Once the final rating has been put, the weighted score is calculated automatically ,

The weighted score calculation happens with 80% weightage for all functional objectives and 20%

weight age for all Competencies.

Once this has been completed, he would click on the ‘Complete’ button to complete the process.

This would give the following message:

This completes the process and no changes can be made further in this document.

There is an additional check in the system that the sum of all weight ages should be 100, otherwise

the process cannot be completed.

Thanks..............................

INTRODUCTION

In any organization, payroll processing comprises of various tasks which may be lengthy and time consuming. To automate the payroll process (complete or in parts), various options have been provided by SAP which can help the business to execute the processes in the background and view the results at a later point of time. Some of the options which have been provided by SAP to schedule payroll process in background are listed as below, However, the current document will focus on payroll processing using report RPCSC000 (Scheduler for Parallel Accounting)

1. Parallel processing using report RPCSC000
2. Schedule background jobs
3. Using payroll calendar
4. Process Model

PARALLEL PROCESSING - RPCSC000 (Scheduler for Parallel Accounting)

Consider an example of an organization wherein payroll is supposed to be run for a large number of employees. For the purpose of understanding, we will take the example of executing payroll process for US in simulation mode. To reduce the time of payroll processing, we can use parallel payroll processing for employees using report RPCSC000. This report is exclusively used for payroll and is used to split the personnel numbers into several background jobs and then process each job in parallel. However, to execute this report there are certain prerequisites which must be followed, the details for which are shared as below:

1. Defining symbolic name for each payroll program in table T596F.
2. Defining suitable variant name for each of the above programs.

TABLE T596F - DEFINING SYMBOLIC NAME FOR EACH PAYROLL PROGRAM

The entries for table T596F are pre-populated from SAP side and we should not make any changes to this table. However, it is important to check that the symbolic name is available for the payroll program of the country for which we want to execute payroll. In our example, we are executing payroll process for US and as can be seen, the symbolic name is available for the US payroll program (RPCALCU0).

PAYROLL PROGRAM - DEFINING VARIANT NAME

In this step we need to create a unique variant for our payroll program that will be used in the scheduler for payroll processing. Since we are executing the payroll process in simulation mode, the check box for ‘test run’ has been checked.

To create a variant, go the program, key in entries and click on ‘save as’ button. In the subsequent screen, you can give the name of your variant.

• Program– RPCALCU0
• Variant - REGSIM MG

To create the variant, go to the program and key in the required entries.

Click on ‘save’ icon and it will display the below screen; enter the variant name and short description and click on save icon again to save the variant.

Once we have updated the table and created the variant, we can schedule the background jobs using the scheduler report. The given report provides the option to define the number of personnel numbers / jobs that need to be executed at the background.

SCHEDULING BACKGROUND JOBS VIA RPCSC000

Go to tcode SA38 - > RPCSC000

Key in the details in the report and execute it. You can also give the short title for the jobs that will be scheduled at background. Once the jobs have been scheduled at the background, the report will generate the log which will provide the below information:

• Date and time of the individual program steps
• Error messages
• Warnings
• Job list – This will give the overview of generated background processes

Program Log

Job list as shown in bottom screen of the program log of scheduler

PAYROLL JOBS OVERVIEW

The list / status / spool of the scheduled payroll jobs can be checked via SM37

SM37

Job Spool

The spool log will display the statistics of processing. Errors, if any, will also be displayed in the log.

Final statistics

Similarly log can be seen for rest of the payroll jobs.

PS: Per the below source RPCSC000 is no longer maintained by SAP. However, there are still some clients which are using this report to split and perform parallel payroll processing - http://wiki.scn.sap.com/wiki/display/ERPHCM/Common+issues+in+upgrades

Any feedback / inputs are most welcome !!

Infotype 0003 (Payroll Status Infotype) or TCode for the same is PU03, works as a central part for Employee's Master Data.

This Infotype is updated automatically at backend whenever an employee is hired, or any changes are made in Master Data of an employee. In this document, I shall explain in detail how this particular infotype works.

Infotype screen is as follows:

If we go to IT0003 via PA30, then no fields are modifiable. To make it modifiable, we use TCode for the same as PU03.

Enter the Personnel Number in PU03 and Execute

.

Explanation for all the fields is as below:

1. Earl.per. RA date - This date defines upto what extent the retro payroll should be run. For example, if increments needs to be given w.e.f.April 2014 in the month of October 2014, then in this field, 01.04.2014 shall be added so that the system will calculate the arrears amount accurately.

2. Accounted to - This field defines upto what month the payroll has been run. This field SHOULD NEVER BE CHANGED and kept as it is. It is very important not to make any changes. This field is changed automatically when there is a live payroll being held in the system.

3. Run Payroll Upto - Date up to which the payroll is run for the employee, even if he or she has left the company. This field is usually used whenever there is separation of the employee. Eg., if the employee gets separated in the month of July, and claims for his / her full and final settlement amount in October, then 31.10.2014 is added in this field, and payroll is successfully run even if the employee is separated. Thus at the time of separation, this field becomes very helpful.

4. Earliest MD Change - Whenever any Master Data change is made to an employee, that is relevant for the use of Payroll, then in that case this field gets automatically populated in the system.

5. Do not account after - This is the final date upto which the payroll should be run, and beyond this date, payroll will not be run.

6. Mast.data chng.bonus - This field, like the 'Earliest master data change' field, is set when master data is changed. The Earliest master data change bonus field is set by the master data processing and deleted by bonus payments in the payroll program as well as by unauthorized manual checks (NAMC, only for U.S.) It allows retroactive accounting of bonuses following changes in master data.

7. Earl.pers.rec.date - This is Earliest Personal recalculation date for time evaluation. This date enables to restrict the earliest retroactive accounting period for time evaluation.

8. Pers.calendar from - Specifies the date as of when you have to generate the employee calendar.

9. PDC recalculation - This field specifies the date on which the next time evaluation run should start. When time evaluation is complete, the date is set to the first day for which the report has not yet been run.

10.  Lock Personnel Number - If due to certain reasons, payroll should not be run for the particular employee, then this check box should be tick marked for the same.

Now let us see some common issues faced due to changes in master data and thereby its effect in this infotype and finally effecting payroll.

1. The most common issue is the retro payroll. Whenever there is any master data changes done in the payroll past (that are relevant for payroll processing), the following fields gets populated:

> Earl.pers. RA date

> Earliest MD change

> Mast.data chng.bonus

For eg., if we are running payroll for the month of October, and any kind of master changes relevant to payroll processing has been made in the employee's master data w.e.f. April, then in October month while processing payroll, system will trigger retro payroll. There might be cases that it might not affect the Net Pay or any other regular components of the employee. But it may get affected in Posting to FI. If this happens, then following steps should be made:

> Delete the payroll result from TCode PU01. Here the system will show multiple line item this time. So select any one of them, and delete. Keep on clicking on "YES" and "OK" till the system gets you out of the screen. DO NOT EXECUTE AGAIN.

> Go to TCode PU03, and enter the following dates as shown in below screen:

The dates marked in red should ONLY BE CHANGED. No other dates should be changed.

> Save the entries, and run the payroll again. Check for the results followed by posting results as well. This time, you will not get any retro effect in payroll.

2. The next commonly found error is whenever we are making any master data changes relevant to Payroll, (Eg. IT0045 - Loans), we usually make changes in the existing data itself in this infotype. We do not copy the existing data to a new one everytime. While making the changes, we get the error, Eg.:

"CHANGES IN PAYROLL PAST NOT POSSIBLE (08.09.2014)"

If you are getting this error, then go to PU03, you will find the screen as below this time:

Remove the date of Earl.pers. RA date ONLY. No other date should be removed. Save your entry, and try making the above master changes again, and there would not be any error this time.

3. While exiting the payroll control record (PA03), you get the below error:

"PAYROLL HAS NOT BEEN RUN SUCCESSFULLY FOR ALL PERSONNEL NUMBERS"

For the same, in PA03 (Control record), click on the yellow arrow mark as shown below:

You shall get the list of personnel numbers. This error does not means that payroll result for the list of Personnel numbers is wrong. Rather this means that due to some master changes in these Personnel Numbers after the payroll run, system is unable to exit the payroll.

To remove the error, select one of the personnel number form the incorrect Personnel Number list shown as above, and go to TCode PU03. Enter the personnel number and execute. The below screen, click on Delete Payroll Correction indicator as shown in below screen:

Click on the same, and save your entries.

Perform the same activity for all the incorrect Personnel Numbers.

After this, try Exiting the payroll control record for the required payroll area, error will be removed.

In the above document, I have tried to cover the most common errors / issues faced due to Payroll Status Infotype (IT0003, TCode PU03). I will update the same if I come across anyother. Hope this document is helpful for all.

Regards,

Bhagyashree

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.

**************************************************************************************************

You can also refer to other knowledge artifacts created by me at the below link:

One Stop Shop of my Knowledge Artifacts in SAP HCM

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At your organization you require a consolidated report on the total cost that the company has to bear towards employees. Cost towards company includes salaries, variable pay, bonuses, hospitalization expenses etc.

You may have requirements as follows:

• You should be able to see various payments under different heads for e.g. regular payments, irregular payments etc. 
• You should be able to draw this report at various levels for e.g. company wise, employee wise and payment head wise etc. 
• You should be able to see the details of all the payments for each employee

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In order to record Previous Employment Details you must maintain Infotype 0580.

Below mentioned fields in IT0580 would accommodate till 99 lacs only.

• GRSAL : Previous Employment Gross Salary 
• VPRQS : Value of Perquisites u/s 17(2) 
• PRSAL : Profits in lieu of salary u/s 17(3) 
• SCDED : Surcharge Deducted 
• TXDED : Income Tax Deducted

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EPFO has raised the minimum wage ceiling to Rs 15,000 per month from Rs 6,500 per month.

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Government of India as a part of Budget 2014-15 has announced the limit of section 80C to be raised from current 1 Lac to 1.5 Lacs. However the limit of Section 80CCC needs to be capped at INR 1 Lac only. Currently in the system the limit for section 80CCC "Contribution to Certain Pension Funds" is INR 99,999,99.

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While trying to simulate the payroll (TCode: PC00_M40_CALC) for certain periods for which payroll has already been executed, the professional tax basis is coming incorrect. For an employee, ptax basis in simulation payroll results comes incorrect. This is inconsistent behaviour.

For Reference:

Employee 'X' had ptax basis as INR 6,000 in April and the same was present in the cluster results of april. Payroll for the month of May, June has also been executed. Once the payroll is simulated again for April month, the ptax basis does not come as the correct value. Also, the ptax amount appearing in payroll results is incorrect.

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EPFO has launched a Universal Account Number (UAN) driven Member Portal . This number is intended to provide a number of facilities to its members through a single window. In SAP a place holder is required to store the Universal Account number and same needs to be displayed in ESS for employee.

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This note contains changes related to Form 24Q report HINCF24Q.

When you run the Form 24Q generation report HINCF24Q in the background, the files could not be retrieved.

With this development, you can store the files generated from the report, in the Application server. This feature is provided to store and retrieve files in the Application server when the report is run in the Background and in the foreground.

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A new File Validation Utility (FVU) version 4.3 has been released by the Government of India, for validating the e-files generated through Form-24Q.

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This note contains changes related to Tax credit given to the employees whose annual salary falls within 5,00,000.00 INR.

PAN availability is checked for eligibility of Tax credit.  If employee does not have PAN, he is not eligible for the tax credit.

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In the transaction PC00_M40_ANN when executed with multiple employees with multiple wage types, perner is shown against only one wage type and even when downloaded the perner fields

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You are executing payroll for separated employee. If separated employee is eligible for the LWF contribution, in that case contribution is not getting generated for the previous month from separation month of the employee.

Example:

An Employee  who is eligible for LWF contribution is getting separated on 1st jan 2013. December month Payroll is executed for the same employee, then LWF contribution is not getting generated in the payroll, which is incorrect.

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You are using HRForms for generating PDF payslips for employees within the organization.

The HR Forms pay-slip needs to be viewed and emailed to the employee on his/her mail id maintained in Infotype 0105 (Communications) subtype 0010.

The payslip can be generated in communication language of employee ('HI'-Hindi or 'EN'-English) which is maintained in Infotype 0002 for the employee. This is applicable only if the HR Forms pay-slip is available in the relevant language (Hindi/English).

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This Note delivers the changes related to the Union Budget for 2014, as announced through Note 2041635.

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This Note delivers the change related to employee NPS limit under Section 80CCD(1) as per Union Budget for 2014. The limit for 80CCD(1) shall not exceed INR 1 Lakh and this legal change was announced through SAP Note 2041635.

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You are executing the utility program HINCF24C (TCode: PC00_M40_F24C) to consolidate the e-file generated from the Form 24Q report for the employees working in your organization.

When you are executing the report to merge files into a single consolidation file having more than 99999 records, the report crashes with a runtime error.

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You are executing the report HINCESI0 (TCode: PC00_M40_ESIF) for the employees working in your organization.

While executing the monthly report for the employees, the header text in the ALV output is missing.

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You are executing payroll program HINCALC0 (Tcode: PC00_M40_CALC_SIMU) for the employees working in your organization with Alternate Financial Year (AFY) switch enabled for all employees.

On executing payroll, it is observed that previous employment details are appearing incorrectly.

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You are executing Form-16 for employee's within the organization. In your payroll you are using NPS (National Pension System) solution. However, while executing Form-16 for a particular employee having NPS values in payroll, Form-16 repeats the same amount for other employee's under Point No. 9 (A)(a) & Point No. 9(c) for section 80CCD(1) & 80CCD(2) respectively.

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You are executing transaction  PC00_M40_F24Q (Report HINCF24Q) for 4th quarter in your organization, for few cases employee category is appearing inconsistent in " salary and tax details" (ANNEXURE II):

Case 1: If Employee is attaining age of 60 on the same day as the last day of the financial year, then in ANNEXURE II employee category is not shown as senior citizen.

    Example: Employee's date of birth is 31.03.1955, in this case employee is attaining age of  60 exactly on the last day of FY2014 (31.03.2015). So employee category should be shown as 'S'(Senior citizen) in the ANNEXURE II.

Case 2: If employee dies before attaining age of 60 in the same financial year, then in ANNEXURE II employee category is shown as senior citizen.

    Example: Employee's date of birth is 13.01.1955, employee's death date is 04.11.2014.In this case employee dies before ataining age of 60 in the same financial year. So employee category should not be shown as 'S' (Senior Citizen) in the ANNEXURE II.

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You are executing payroll (TCode: PC00_M40_CALC) for employees working in your organization. Certain employees contribute towards EDLI along with the PF and pension contribution. Following inconsistencies have been observed for the EDLI contribution:

• The Employer's EDLI contribution and admin charges were not rounded off
• The basis for EDLI contribution was not limited to a maximum of INR 6500

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You are executing Form 16 generation report HINCF160 (TCode: PC00_M40_F16) for the employees working in your organization.

Form 16 gets generated separated as Part A and Part B.

Only Part B is generated from SAP system. Currently, in Part-B, point number '12.Tax on Total Income', does not include the impact of 'Tax credit' or 'Surcharge' amounts.

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You are executing Form 16 report (TCode:PC00_M40_F16) for the employees working in your organization. However with the latest guidelines issued by CCA (Controller of Certifying Authorities) under Ministry of Communications &  Information Technology, Hardware Cryptographic Token are to be used for digitally signing the documents in case the .PFX signature file is invalid.

With this the Part-A downloaded from TRACES and the Part-B generated from SAP system will be digitally signed externally using the valid digital signature certificate issued by certification agency.

Currently there is no provision in SAP system to download Control Log without enabling digital signature scenario. Also the system has no provision to handle Form-16 mailing scenario for Part-A & Part-B when downloaded and signed externally.

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You are generating Form 16 (Tcode: PC00_M40_F16) for employees at your organization. The 'Name and Address of Organization' appears on Form 12BA of Form 16. The name and address of your organization is larger than the length which has been provided on standard Form 16. Due to this, the details which appear on Form 16 are not complete.

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This note includes changes for Form 16 download by PAN number and Email scenarios.

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While running a cross financial year retro in the current financial year i.e. 2014, an error message " No entry in table T511k for key 40 CRPRO" is appearing.

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You are executing Form 24Q report HINCF24Q (Tcode: PC00_M40_F24Q) for the employees working in your organization.

While executing the report for the fourth quarter with scenarios of tax credit & section 89 relief , e-file is generated inconsistenty and error occurs in the file validation utility.

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You are executing transaction code PC00_M40_F24Q ( Report HINCF24Q ) for your organization for fourth quarter. When you are trying to download the ANNEXURE II ( Salary and tax details ) into Excel , the date format is not DDMMYYYY. Altrhough when the file is downloaded as a text file the date format is correct which is DDMMYYYY.

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You are having global Id along with the personnel number in your organization for employees. Now you are executing Form 16 (Transaction code - PC00_M40_F16) for an employee with the global id and personnel number.

While generating Form 16 for employees, personnel number is coming on the header of each page on form 16. You should be able to print global ID or any customer specific text, as per your requirement, instead of the personnel number.

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You are executing Form 24Q report HINCF24Q (Tcode: PC00_M40_F24Q) for employees working in your organization. The 'TAN based reporting' switch is active in the system.

While executing the report in the background, the report execution fails.

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While you are trying to generate ECR (Transaction PC00_M40_EPF) for employees in your organization, if employee is contributing towards an Exempted Trust, only pension details need to be displayed on ECR. PF details are to be left blank for such cases.

For reference:
Employee 'X' in contributing towards an exempted trust. While you generate ECR for such an employee, only pension details need to be displayed on ECR,  PF details are to be left blank in such case.

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You are executing claims status report program HINCREMS (TCode: PC00_M40_REMS) for the employees working in your organization.

While executing for employees having 'quarterly' cumulation of claims, the begin date in the status report is incorrectly displayed.

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You are executing payroll (TCode: PC00_M40_CALC) for employees working in your organization. The employees have certain bonus payments in first period of the financial year, and you are using INBTD functionality to determine tax rate for those bonus payments. In such cases, the tax amount is not coming correct.

For Reference:

Employee 'X' has certain bonus amount of INR 3,00,000 to be paid during regular payroll run for April 2014. His regular projected salary for the financial year is INR 8,00,000. In order to determine the tax rate on such bonus payments, the total salary is determined. In current case, the total salary becomes INR 11,00,000 and hence the tax rate shall be 30%. However, the tax rate is coming as 10%. This is inconsistent.

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When an employee joins the organization or any car scheme in the middle of the month or is on loss of pay for half of the month , then currently in the system, car perquisite amount is getting prorated . However as per the Government of India irrespective of the number of days worked in the month, perquisite amount should not be prorated .

For Example : An employee joins the car scheme on 15.4.2014 , perquisite amount for whole month is 900.Currently system calculates the perquisite amount for whole month as INR450 ( Prorated value ) where as  employee monthly perquisite amount should be INR 900 as per the legal.

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In your organization you are executing the payroll for an employee whose annual salary is more than INR 9,99,99,999.00, in this case employee's income tax is incorrect

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You are executing transaction PC00_M40_F24Q (Report HINCF24Q ) to download file for the fourth quarter in order to get it validated by FVU.

When the file is downloaded for more than one employee, error is occuring while validating the same file by FVU.

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You are executing Form 24Q report HINCF24Q (Tcode: PC00_M40_F24Q) for the employees working in your organization.

While executing the report for the quarter 4, e-file is generated inconsistenty and error occurs in the file validation utility.

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You are using the BAdI HR_IN_ER_ADDRESS in order to determine the address of employer. If you want to determine the same for a specific employee, as of now it is not possible as there is no importing parameter for personnel number.

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You are executing Form 16 report HINCF160 (TCode: PC00_M40_F16) for the employees working in your organization.

A runtime error occurs while executing the report.

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This note includes changes for Form 16 download by PAN number and Email scenarios.

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You are generating Form 16 (Tcode: PC00_M40_F16) for employees at your organization. The 'Name and Address of Organization' appears on Form 12BA of Form 16. The name and address of your organization is larger than the length which has been provided on standard Form 16. Due to this, the details which appear on Form 16 are not complete.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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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

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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

2014

Extended timeline for the SAP HANA and SAP HANA Cloud Challenge for Partners

SAP is again looking for the hottest applications that help our mutual customers revolutionize their business. All partners are invited to take part in the 2014 challenge for SAP HANA and SAP HANA Cloud applications. Build your application, publish it on the SAP Store, fill out the submission form - and you are in the race ! Read more about it in Clemens Suter-Crazzolara 's blog. 08 September 14

Recruiting and Onboarding at SuccessConnect 2014: A guide to get the most out of this year’s sessions

There are two days packed with great content in the Recruiting and Onboarding track during the SuccessConnect 2014 conference. Anke Doerzapf put together in her blog the sessions that are right for you and your needs. 04 September 14

Q&A: SuccessFactors Employee Central with Heike Kolar – Part 1

Luke Marson spoke to Heike Kolar, Business Development Manager – hr expertise at inside Unternehmensberatung GmbH to discuss some of the common questions and challenges about implementing and using Employee Central. Heike was previously with SAP Product Management for Employee Central. Read more ... 25 September 14

SuccessConnect 2014 – Core HR and Payroll - What happens in Vegas..

This year’s SuccessConnect will deliver an esteemed group of customers, partners and our own experts. Please attend our 10 breakout sessions where you will listen to their stories and leave with valuable insights from experienced folks about Employee Central, Employee Central Payroll and Integration of Employee Central with SAP HCM. Read more about it inEva Woo's blog. 03 September 14

What’s new in SAP Jam: New work patterns, integrations, and engagement enhancements

Mika Sissonen gives an overview in his blog about the new features in the latest release of SAP Jam: new work patterns for sales teams, new integrations, and additional flexibility to help drive user engagement. 01 September 14

The New Role of IT in a Cloud HR World

Cloud computing is changing the workplace – not just in the way we work, but in the way organizational functions operate. IT is not exempt. In the Cloud-based world, the role of IT has fundamentally shifted – but not diminished. Read more about it in Luke Marson's blog. 19 August 14

Diversity in the workplace helps your organization and your customers

Eva Woo had recently the pleasure of hosting 70 business execs from Latin America. She explains in her blog that bringing together people who have shared interests or backgroundsis is one of the ways to support diversity within SAP and SuccessFactors. If you want to learn more about diversity in the workforce, please attend our free webinar July 9. 1rst July 14

Believe it: Effective Performance Management boosts the top and bottom lines

In her blog Margit Bauer starts the discussion on how to make performance processes more efficient and valuable. A continuous dialog, an increased focus on collaboration and development, user friendly tools, and simplified processes are just a few of the ‘fixes’ she recommends. 30 June 14

What Just Happened in the New Gartner Talent Management Report? -- Here are the Facts

Gartner just published the 2014 Magic Quadrant (MQ) for Talent Management Suites.This is the second year in a row Gartner has published this MQ and SuccessFactors, is once again grateful, and honored, to be positioned as a Leader in Talent Management. Read more about it in Mark Brandau's blog. 25 June 14

SuccessFactors Q2 2014 Release: Locate apps and experts quickly

This quarterly release blog from Vinod Choudhary includes information on two major feature enhancements that help you to find specific resources and tools easily and quickly within your SuccessFactors instance. 25 June 14

How SAP use SuccessFactors Learning and SAP Jam for its new SAP Learning Hub

Luke Marson tested out in his blog the new SAP Learning Hub and his statement is that the SAP Learning Hub has definitely taken a step up in terms of its capabilities and functionality. In addition, it will soon be the place where consultants can get trained on SuccessFactors – whether at a SuccessFactors partner of independently.

SuccessFactors Cloud Learning Center

The simple and easy-to-use Cloud Learning Center provides customers and partners with easy-to-consume content to help them implement and administer each of the SuccessFactors modules. Look for further information in Luke Marson's blog. 25 June 14

SuccessFactors Q2 2014 Release: SuccessFactors Mobile

Enric Gili Fort summarizes in his bog the new mobile features of the SuccessFactors Q2 2014 release. One example: iPhone app users can now enjoy a complete redesign that follows the look-and-feel of the SuccessFactors iPad app. 16 June 14

Why “inclusion” is the secret sauce of recipes for diversity

Sylvia Lehnen summarizes in her blog the basic challenges of workplace diversity and invites you to explore these differences by joining a webinar with Gilda Stahl of the Economist magazine on July 9, at 10 a.m. PT. 12 June 14

SuccessFactors Q2 2014 Release: Reporting and Analytics

Kouros Behzad points out in his blog that in the new release the enhanced administrative tool set provides greater self-support to configure and deploy the Headlines and that it is now possible to run favorite reports and dashboards directly from Quick Links on your home page. 11 June 14

SuccessFactors 1405 Release: what is cool and what is game changing in Compensation Management/

In his blog Yannick Peterschmitt gives an update of the SuccessFactors Compensation Management in the 1405 release: he had an interview with Amy Dines, Senior Product Manager, where she gave her thoughts on the design and benefits of the two major enhancements available with the 1405 release. 05 June 14

SuccessFactors EC and Cloud HCM Kickaround

Luke Marson had the pleasure of speaking with Jon Reed and Jyoti Sharma about SuccessFactors Employee Central in a 58 minute video conversation. They touched on a number of topics around Cloud HCM and, specifically, SuccessFactors Employee Central. Read and see more ...26 May 14

SuccessFactors Recruiting, get in on the buzz!

SuccessFactors has created an end-to-end recruiting solution that combines an intelligent social recruiting marketing process with a mobile and collaborative selection process that will drive better hiring and better business results. To supercharge your recruiting strategy and get the best results take advantage of these must-have resources.Read more in Anke Doerzapf's blog ... 22 May 14

Key Strategies for HR Leaders to Get Started with Better Analytics

Mick Collins presents in his blog four ways in which you can accelerate the process of building a capability for workforce analytics in your organization. 13 May 14

Spotlight on Workforce Analytics at SAPPHIRE NOW 2014

In his blog Kouros Behzad points out that HR and workforce analytics continue to be hot topics at the SAPPHIRE NOW + ASUG Annual Conference on June 3-5, 2014, which takes place 2014 at the Orange County Convention Center in Orlando, Florida. Have a look to the list of sessions covering HR analytics.19 May 14

The Cloud Versus On-Premise Challenge: Maximizing the Best of Both

Vinod Choudhary: This blog is intended to give you a quick overview of how SAP and SuccessFactors are working together to give our customers the full power of the cloud, without compromise. To get the full story, download this white paper: “SAP HANA Cloud Platform, extension package for SuccessFactors demystified.” 14 April 14

Did you know - Interesting facts about new hire onboarding

SuccessFactors Onboardinguniquely combines the critical and tactical aspects of onboarding(compliance and clarification) with more strategic aspects (culture and connection) in alltalent management processes. Read more in Anke Doerzapf's blog. 1rst April 14

Managing A Global Workforce with Localization

David Ludlow lists in his blog 5 things that a true global and local HR system should be able to do in order to claim true localization support and help companies better manage their global workforces and he points out that SAP has gone beyond high-level globalization to deliver a “glocalized” cloud HR solution.28 March 14

Talking HCP: Building SuccessFactors apps on the SAP HANA Cloud

In his blog Luke Marson gives a summary of the interviews with Jon Reed and Chris Paine about the SuccessFactors Employee Central extensions package on the SAP HANA Cloud Platform. 25 March 14

Eliminate the HR ‘CPA’ with SuccessFactors Presentations

Mark Brandau describes in his blog the advantages of SuccessFactors Presentations, they represent the new way to provide workforce presentations that have an impact. Beyond static presentations or reports, HR can now provide workforce presentations that are more clear, accurate, engaging, and insightful. 24 March 14

SuccessFactors Q1 2014 Release: SuccessFactors Mobile

Enric Gili Fort presents in his blog the new mobile administration features of the SuccessFactors Q1 2014 Release. The focus is on further simplifying mobile deployment and providing even more control over mobile configuration. 12 March 14

SuccessFactors Q1 2014 Release: Loved the 80’s but glad it’s 2014 and here is why with Employee Central

Eva Woo lists in her blog wat is new with Employee Central. 12 March 14

Preview of my HR2014 presentation on SAP E-Recruiting vs SuccessFactors, making the jump

Mark Ingram shares in his presentation "SAP E-Recruiting or SuccessFactors?" as leading excpert his thougths at the HR2014. 10 March 14

SuccessFactors Recruiting and Onboarding at HR Insider 2014

The HR Insider 2014 kicks off in Orlando in Florida. Parvathy Sankar lists in her blog the most important customer, partner and SAP sessions. 10 March 14

Make the First Day Count – Jumpstart Employee Engagement with Onboarding

Anke Doerzapf describes in her blog four ways how hiring managers can turn a new hire’s “Day 1” excitement into long-term employee engagement: Join on March 12^th for the Webinar “Engagement from Day One.” Register herehttp://info.successfactors.com/EngagementOnboarding312_b.html.

5 March 14

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

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

2013

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 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)

Live from the SAPinsider Studio: SuccessFactors Customer Panel Hosted by Luke Marson [video] (SAP Insider)

Preparing for a SuccessFactors initiative: Project Strategies to Ensure a Smooth Deployment [video] (SAP Insider)

Journey To The SuccessFactors Cloud For Utilities (Prashanth Padmanabhan blog)

SAP HCM (Cloud, On Premise, Hybrid) Curricula and Certification

Improving HCM Adoption with SAP SuccessFactors [video] (YouTube)

SAP Named a Leader in Gartner 2014 Magic Quadrant for Talent Management Suites (SuccessFactors)

Magic Quadrant for Talent Management Suites (Gartner)

SuccessFactors Cloud Learning Center

How SAP use SuccessFactors Learning and SAP Jam for its new SAP Learning Hub

Know your options: Three SuccessFactors software deployment models (SearchSAP)

The Challenge of Finding Experienced SuccessFactors Consultants (LinkedIn)

SuccessConnect 2014: Opening Keynote [video] (YouTube)

SuccessConnect 2014: Transforming the Way Organizations Work [video] (YouTube)

SuccessFactors Cofounder Aaron Au: How SAP Brought "Discipline" to Cloud HCM Vendor (ASUG News)

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

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)

Q&A: An Expert’s Insights into SuccessFactors Employee Central

The Side by Side HCM Deployment Model (Prashanth Padmanabhan blog)

SAP SuccessFactors Side by Side HCM Design Patterns (Prashanth Padmanabhan blog)

Historical data in SuccessFactors (Cloud HCM blog)

New features making SuccessFactors Employee Central more extensible (SearchSAP)

Side-By-Side HCM Overview Update (Prashanth Padmanabhan blog)

SuccessFactors EC and Cloud HCM Kickaround

Q&A: Time & Attendance with SuccessFactors and WorkForce Software

Five SuccessFactors Employee Central myths busted (SearchSAP)

Service Center support in SuccessFactors (Cloud HCM)

Create SuccessFactors Metadata Framework objects, rules with ease (SearchSAP)

Panel discussion on Side by Side Distributed Scenario [webinar] (SuccessFactors)

Packaged Integrations ease the flow of data between Employee Central, SAP ERP (SearchSAP)

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 Q4 2013 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

How to Enable, Create, and Manage the New SuccessFactors Metadata Framework-Based Talent Pools [registration required] (SAPexperts)

The New 'Programs' in SuccessFactors Learning (b1405)

SuccessFactors Q2 2014 Release: Reporting and Analytics

Q&A: Analytics with BI and SuccessFactors (ASUG)

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)

High-Performance Training Evaluation with SuccessFactors Learning

The New QuickGuides in SuccessFactors Learning

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)

SuccessFactors Extensions

SAP HANA Cloud Platform: Turbocharge SuccessFactors Applications (YouTube)

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

New features making SuccessFactors Employee Central more extensible (SearchSAP)

Chris Paine on building extensions to SuccessFactors (YouTube)

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)

SAP Cloud Deployment Models and Their Evolution (Prashanth Padmanabhan blog)

ASUG C2C: KARL STORZ's SuccessFactors and SAP HCM Integration Story (ASUG News)

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)

A few missing pieces for SuccessFactors and SAP integration.

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)

SuccessFactors (SFSF) Adapter for SAP NetWeaver Process Integration

1405 Release - SuccessFactors Competencies and Curricula Integration With SAP ERP Qualifications

Hands-On – Testing Integration with SuccessFactors SFAPI

Hands-On – Testing Integration with SuccessFactors OData API

SAP ERP HCM Integration with SuccessFactors Talent Solutions Overview by Prashanth Padmanabhan (Gibbon)

PI.SFSF.DOC – SFSF OData Dynamic query “$filter" clause at runtime.

Packaged Integrations ease the flow of data between Employee Central, SAP ERP (SearchSAP)

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)

This is a very important tool used in SAP HCM. This report allows you to log all the infotype changes being performed. The below document explains how to configure the same for OM and PA infotypes.

1. Configuring PA Infotype Audit Logs

Report Name (SE38) - RPUAUD00

TCode - S_AHR_61016380

The below are the steps involved in the same:

Menu Path in IMG is as below:

SPRO > IMG > Personnel Management > Personnel Administration > Tools > Revision > Set up change document

Double click on HR documents: Infotypes to be logged.

In this activity, we mention all the infotypes that the user wants to view the log for. Also, we mention what all fields the user wants to log. Maintain the Infotypes to be logged as below:

Save the entries, and go back.

Now double click on HR documents: Field group definition

Maintain the entries as shown below and Save:

If any particular field needs to be logged, mention the same in Field Name Column. Or else, enter * as shown above. This will log all the relevant fields of the infotype.

Save the entries.

Next Step is to double click on HR documents: Field group characteristics

After configuration of the above steps, whatever master changes are done will be logged by this report. Previous changes will not be triggered:

Double click on this and you shall get details as shown below:

2. Configuring OM Infotype Audit Logs

Report Name (SE38) - RHCDOC_DISPLAY

For the same, we need to configure table T77CDOC_CUST as shown below:

If any particular Subtype (relationship) needs to be audited, mention the same, or else adding a * will audit all the relevant fields.

Hi Friends,

I want to share with you how to post for Different G/L’s for Different Loan Types. if we have two or more Loan types and Client want it to Post to the Different G/L’s and lines items in the Employee Payslip.

Configuration Steps:

Creation of Loan types and remaining process, check in the below configuration Document.

Step-wise Employee Loans configuration

1. Creation of Loan Payment Type

Table: VV_T591A_4_LOPAY

2. Assignment of Wage types to Payment Types

Table: V_T506P

3. Create New Loan Wage Types

T-code: OH11

4. Create Symbolic Accounts

*Assign Symbolic Account to Wage Type

5. Assign G/L Account to the newly created Symbolic Accounts

T-code: OBYG

*We have to Activate the PCR XLOZ – Store user Wage types in the Loan schema INLN

In the PCR ZLOZ (copy of XLOZ) assign custom wage types to the Standard Loan wage types

In the Remuneration form PF51 (Employee payslip) remove the standard loan wage types and maintain the Custom Loan wage types

6. Custom PCR – ZLOZ (Loan accounting: Posting to several collective accounts (custom))

7. Custom Schema – ZNLN (Loan accounting (Custom - Pran))

*Custom PCR has to replace with standard schema INLN in the Payroll Schema IN00

8. Loan Infotype Maintenance in the Master Data:

8.1 Loan Type: P005

8.2 Loan Type: PRAN

Testing Screen shots:

9. Loan Info type 0045 processing:

INPUT TABLE

INTEREST CALCULATION

LOAN TABLE OUTPUT

10. CUSTOM PCR ZLOZ (Loan accounting: Posting to several collective accounts (custom))

RT TABLE INPUT

RT TABLE OUTPUT

11. Employee Payslip

*In the Remuneration Form remove the standard loan wage types and maintain the custom created loan wage types

Hope you understand how to carry out the Loan Payments postings to the different G/L Accounts.

Suggestions and Feedback are Welcome

Thanks and Best Regards,

Praneeth kumar

PMS implementation Guide

As per the client requirements and KPI's ,first we have to upload a excel file in SAP thur ABAPER'S .

Like -Zappraisal

Z program is attached in this document

Go to transaction ‘ZAPPRAISAL’ for uploading the appraisal details. This will be done by the HR PMS

administrator at the beginning of the year for initial upload of all appraisal documents.

Put the file name from which the appraisal details are to be uploaded:

Execute (F8)

The templetes looks like :

The appraisal document is created as shown below:

The administrator can then view the appraisal through PHAP_CHANGE

Now the appraise would log on to the system as shown:

He would then go to ‘PHAP_CHANGE” transaction and view the appraisal . He can then click on the

appraisal document to view the details as shown:

The target values for the competencies would be automatically populated based on the level of the

employee and company policy.

The appraise then sends the document to the appraiser for approving the objectives by clicking on

the ‘Review by Appraiser’ button.

The appraiser would then logon to the system as shown:

He would then check the objectives and if ok, forward it to the Reviewer for approval by clicking on

the ‘ Review by Unit Head’ button.

The reviewer would review and approve the objectives after logging on to the system as shown:

He would click on the ‘Objectives Approved’ button to approve the objectives.

The appraise would then fill up the mid-year appraisal (only values would be put) after completion of

six months as shown. However there would be no rating at this stage.

Then save the document and send to appraiser.

This would again be reviewed and approved first by the appraiser and then by the reviewer as

mentioned in the earlier steps.

After that, during year end appraisal, appraise would fill up the ratings. The ratings given by the

appraiser would not be visible to the appraise at any point of time.

He also has to fill up the Competency ratings as shown:

In case any of the target, unit or weight age is not filled up, system will not allow the appraise to

submit the document for review to the appraiser. It will give an error as shown below:

After filling up all relevant details, the appraise would save the document.

The appraiser would log on to the system.

The appraiser would also be able to view the appraisal through PHAP_CHANGE

He would click on the document to view it as shown:

In case he is not ok with the self assessment of the appraise he can send it back by clicking on the

‘Change by Appraise’ button.

If he agrees with the self assessment of the appraise, he would put his assessment against each

objective.

He would also identify and record the Training needs of the appraise by clicking on the ‘Identify

Training Needs’ icon.

This would open the form as shown below:

Here the appraiser should fill up the training needs from the drop down option. There are two

different sections – one for Functional Training Needs and the other for Behavioural Training Needs.

The appraiser would fill up the details too.

Then click on the ‘Save’ button to save the training requirements.

These training needs would then be shown in a custom report. The transaction code for the same

would be ZHR_APPR

Once completed he would save and then click on the ‘Evaluation by Unit Head’ button to send it to

the Unit head.

The status is changed as shown below:

The reviewer (unithead) would then log on to the system then.

The reviewer would then access the appraisal and put his ratings in the ‘Final Rating’ column as

shown:

Once the final rating has been put, the weighted score is calculated automatically ,

The weighted score calculation happens with 80% weightage for all functional objectives and 20%

weight age for all Competencies.

Once this has been completed, he would click on the ‘Complete’ button to complete the process.

This would give the following message:

This completes the process and no changes can be made further in this document.

There is an additional check in the system that the sum of all weight ages should be 100, otherwise

the process cannot be completed.

Thanks..............................

INTRODUCTION

In any organization, payroll processing comprises of various tasks which may be lengthy and time consuming. To automate the payroll process (complete or in parts), various options have been provided by SAP which can help the business to execute the processes in the background and view the results at a later point of time. Some of the options which have been provided by SAP to schedule payroll process in background are listed as below, However, the current document will focus on payroll processing using report RPCSC000 (Scheduler for Parallel Accounting)

1. Parallel processing using report RPCSC000
2. Schedule background jobs
3. Using payroll calendar
4. Process Model

PARALLEL PROCESSING - RPCSC000 (Scheduler for Parallel Accounting)

Consider an example of an organization wherein payroll is supposed to be run for a large number of employees. For the purpose of understanding, we will take the example of executing payroll process for US in simulation mode. To reduce the time of payroll processing, we can use parallel payroll processing for employees using report RPCSC000. This report is exclusively used for payroll and is used to split the personnel numbers into several background jobs and then process each job in parallel. However, to execute this report there are certain prerequisites which must be followed, the details for which are shared as below:

1. Defining symbolic name for each payroll program in table T596F.
2. Defining suitable variant name for each of the above programs.

TABLE T596F - DEFINING SYMBOLIC NAME FOR EACH PAYROLL PROGRAM

The entries for table T596F are pre-populated from SAP side and we should not make any changes to this table. However, it is important to check that the symbolic name is available for the payroll program of the country for which we want to execute payroll. In our example, we are executing payroll process for US and as can be seen, the symbolic name is available for the US payroll program (RPCALCU0).

PAYROLL PROGRAM - DEFINING VARIANT NAME

In this step we need to create a unique variant for our payroll program that will be used in the scheduler for payroll processing. Since we are executing the payroll process in simulation mode, the check box for ‘test run’ has been checked.

To create a variant, go the program, key in entries and click on ‘save as’ button. In the subsequent screen, you can give the name of your variant.

• Program– RPCALCU0
• Variant - REGSIM MG

To create the variant, go to the program and key in the required entries.

Click on ‘save’ icon and it will display the below screen; enter the variant name and short description and click on save icon again to save the variant.

Once we have updated the table and created the variant, we can schedule the background jobs using the scheduler report. The given report provides the option to define the number of personnel numbers / jobs that need to be executed at the background.

SCHEDULING BACKGROUND JOBS VIA RPCSC000

Go to tcode SA38 - > RPCSC000

Key in the details in the report and execute it. You can also give the short title for the jobs that will be scheduled at background. Once the jobs have been scheduled at the background, the report will generate the log which will provide the below information:

• Date and time of the individual program steps
• Error messages
• Warnings
• Job list – This will give the overview of generated background processes

Program Log

Job list as shown in bottom screen of the program log of scheduler

PAYROLL JOBS OVERVIEW

The list / status / spool of the scheduled payroll jobs can be checked via SM37

SM37