1. Wage type Creation – Steps by Step Process

1.1.       Look at the existing wage types

• Use transaction code SM31 to view the table maintenance screen
• Enter the table name as V_512W_D
• Select Display tab and enter
• When prompted, type the country grouping for the company (ex. 08:Great Britain) and hit enter
• Select Edit Everything and press enter.
• The wage type table is displayed with all the wage types on the leftmost column- 4 characters long. Select any of the wage types and click on details icon
• Find an existing wage type that is similar to the one required to be created, and then look for the next available number
• Ensure that the wage type number that is chosen isn’t already assigned.

1.2.       Copy the selected Wage type

• Go to transaction OH11; when prompted to choose a method of maintenance, select Copy n enter.
• A table is displayed with two sides-one to add the wage types to be copied and the other side to add the wage typed required to be created.

• Under Original wage type, type the old wage type to be copied (ex: 1430). In the right hand side, type in the number of the new wage type as decided before, followed by the long description and short text in the next two cells (in this case: 1511-Test Wage Type-TWT).

• Check the box marked Test Run
• Select the entry and click on Copy button

• The test log and results are displayed, once it is successful, go the previous screen, uncheck the box marked Test Run and click on Copy
• When prompted to save the changes, select a transport request and assign those changes to it, so that it could be moved to the production system
• Live log will be displayed listing the tables where the new entry has been made.

Fig h: Saving the changes to the TR

• T511:      Wage types
• T512W:   Wage type Valuation
• T512R:    Cumulation wage types in Forms
• T512X:    Accessibility of wage types for external S
• T512T:    Wage type texts
• T512Z:    Permissibility of wage types per infotype
• T52D7:    Assign wage types to wage types groups
• T52DZ:    Assignment: Customizing-Model wage type
• T52EL:     Posting of Payroll wage types
• T52EZ:     Time dependency of wage type posting
• T591B:     Time constraints for wage types
• T596I:     Calculation rules of Cumulation wage types
• T511M:    Wage type Models
• T510S:     Time wage type selection
• T510Y:     Special rules for wage type generation
• T51D2:     Wage type classes
• T51P1:     Wage type assignment

1.3.       Map Symbolic Account for the new Wage Type

• SPRO path: Payroll>Great Britain>Reporting for Posting Payroll Results to Accounting>Activities in AC System>Assign Account
• Select the type of account that is required to be linked to the Wage Type (Balance sheet/Expense Account etc.) and execute

• When prompted for the Chart of Accounts, type the relevant one (ex: MCOA) and enter.
• A table is displayed with the list of G/L accounts along with the symbolic accounts mapped to it (Millennium Charts of Accounts-MCOA).

• Find and select the symbolic account code that is to be mapped with the wage type and exit from the screen
• Go to IMG: Payroll> Great Britain> Reporting to Payroll Posting Results to Accounting> Activities in HR System> Maintain Wage Types> Define posting characteristics of Wage Types
• A table is displayed listing all the wage types- Select the new wage type (WT-1511)
• Double-click on the Posting a Wage type folder in the left side window.
       
• It displays the symbolic account same as the wage type that was used to create this one.
• Select and change the symbolic account for this wage type as per requirement
• Save the changes.

1.4.       Test the new Wage Type

• Go to transaction PA30, select an employee.
• Type 0014 in the infotype field, 1511 in the subtype field
• Click on Create

• Add start date, end date and amount to that wage type and Save
• The wage type 1511 has been maintained for the employee for the given period.

• Make sure that the personnel number is not locked in Infotype-003
• Now go to Transaction PC00_Mxx_CALC – Payroll Calculation Driver

Note: xx refers to the country code for which the payroll has to be run. (Ex. 13 for Australia; 08 for Great Britain)

• Fill in the details like PY area, PY period, Personnel number, schema etc. as shown in Fig p.
• Ensure that the payroll is run during the period when the wage type is valid for the employee.
• Check the box marked Test Run
• Click on execute
• The test log and results are displayed, once it is successful (0 errors), go the previous screen, uncheck the box marked Test Run and execute
• The payroll is run successfully and log tree is displayed for the employee
• Payslip for the employee can be displayed by clicking on Form above. . This can also be checked via TCode: PC00_Mxx_CEDT
• The payslip contains the wage type 1511 and the amount being paid to the employee.
• Go back to the previous screen.
• The test wage type shows up in the output results table too where the details of the payroll can be viewed.

Fig p: Payroll calculation Driver

Fig r: Payslip for the test employee; test wage type shows up

• Go to transaction PC00_M99_CIPE
• Fill in the details as in Fig t and execute
• Evaluation of posting Item screen is displayed; click to get into the balance sheet account folder
• The test wage type can be seen in the balance sheet account (under symbolic account 1WBS) as mapped before.

Fig t: Posting to Financial Accounting

Note: Type of document creation: 

1.5.       Deleting a Wage Type

• Go to transaction OH11
• When prompted to choose the method of maintenance, choose Delete and enter. A table is displayed
• Under the wage type column, type the wage type to be deleted (WT 1511)
• Check the box marked Test Run
• Select the entry and click on Delete

• The test log and results are displayed, once it is successful, go the previous screen, uncheck the box marked Test Run and click on Delete
• When prompted to save the changes, select/create a transport request and assign those changes to it, so that it could be moved to the production system
• Live log will be displayed listing the tables from which the wage type has been deleted.

Note: Deletion of a wage type is highly unfavourable as it would affect the payroll past and lead to retro errors. A wage type should be delimited instead when not it use. This would not affect the payroll past for the employees and can also be enabled if required in future.

1.6.      Points to Remember

• Wage types are the building blocks of the payroll module and are essential to compensate the employees
• LGMST is the unique feature to default the wage types allowed in Basic Pay infotype (IT- 0008).
• A wage type can only be copied and not be created directly in the system
• All the related tables get automatically updated when a wage type is copied
• A wage type has to be mapped with a symbolic account in order to link it with an actual account for financial postings
• The new wage type can be tested by running a payroll for the period it is maintained for a set of employees.
• A wage type should not be deleted as it would adversely affect the retroactive accounting. Instead, it should be delimited when not in use.

______________________________

2015

All you need to know about SuccessFactors Solutions

Claire Donelon points out in her blog that in this new openSAP course, An Introduction to SuccessFactors Solutions, the team will walk you through the full SuccessFactors suite with demos and tests to build your understanding.  24 April 15

Salary Negotiation Report: What Goes on Behind Closed Doors

Susan Galer points out in her blog that the PayScale’s latest Salary Survey may raise more questions than provide answers, it may even improve employee engagement which is all-important to attracting and keeping the top talent companies need for growth and innovation. 20 January 15

Recruiting does it again: IDC MarketScape names SuccessFactors Recruiting as a Leader

Jeff Mills thanks in his blog our customers for this wonderful support and explains that we are dedicated to helping our customers deliver on these needs - not only to help businesses grow and be more profitable, but for the communities to employ people and give everyone a better life. 29 January 15

SAP Helps Brazilian Entrepreneur Innovate for a Healthier New Year

Susan Galer reports in her blog about in Rio de Janeiro-based startup Fumajet. Fumajet is getting significant help in achieving its vision having become one of the first five local entrepreneurs to participate inSAP Exponentesan emerging entrepreneur program inBrazillaunched in 2013.20 January 15

Mike Ettling: HRO Today Magazine 2014 Superstar Winner for Technology

Luke Marson reports in his blog about the Superstar Winners in the HRO Today Magazine. The magazine is a producer of HR content for senior-level HR decision makers, reaching over 100,000 individuals. Among the many winners is Mike Ettling, President of SAP HR Line of Business. 16 January 15

SuccessFactors Q3 2014 Release: SuccessFactors Mobile

One of the most interesting part of the Q3 2014 SuccessFactors Mobile Release are the QuickGuides.Enric Gili Fort presents in his blog this new feature in SuccessFactors Mobile that allows employees to create, publish and consume quick how-to guides. With just one finger, users can take photos, annotate, and sort them right from their smartphone. 6 October 14

Trajectory. The future is bright for SuccessFactors

Thomas Otter explains in his blog why he is convinced that the combination of SuccessFactors and SAP has created something rather special with a successful future. 6 October 14

SuccessFactors 1408 release: talk with Kevin Simpson from IBM on Compensation

Yannick Peterschmitt shares in his blog the interview he did with the compensation expert Kevin Simpson from IBM about the SuccessFactors Compensation release. 15 September 14

2014

Integration Add-on 3.0 for SAP HCM and SuccessFactors: Service Package 1

Luke Marson describes in his blog the latest Integration Add-on. It adds the first half of process integration to the packaged integrations for SAP ERP HCM customers who want to perform Variable Pay planning processes in SuccessFactors. 8 December 14

Integration Add-on 3.0 for SAP HCM and SuccessFactors

Luke Marson gives in his blog an overview about the third packaged integration for SAP HCM and SuccessFactors (Integration Add-on for SAP ERP Human Capital Management and SuccessFactors. Business Execution 3.0). This packaged integration introduces qualification integration between SuccessFactors HCM suite or SuccessFactors Learning and SAP ERP HCM. 20 November 14

Q&A: Mike Ettling on the future of HR, customers, and putting the Service in SaaS

In this blog Luke Marson gives a summary of his interview with Mike Ettling about the future of HR, customers, and putting the Service in SaaS. Mike was recently appointed President: HR Line of Business at SAP. In this role, Mike now leads both the on-premise and Cloud HCM business areas for SAP. 6 November 14

Q&A: SuccessFactors Employee Central with Heike Kolar – Part 2

This is part 2 of the Q&A interview that did Luke Marson with 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. You can read Part 1 here. 2 October 14

SuccessFactors August 2014 Release Highlights

Beate Baumbeck describes in her blog the highlights which are now available with the 1408 release: beautiful user interfaces as well as improvements across the SuccessFactors® HCM Suite. 08 September 14

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

Single Sign-on Implementation with SAML2.0 (Security Assertion
Markup Language 2.0)

Brief overview of SAML 2.0

Security Assertion Markup Language (SAML) is an XML-based standard for exchanging authentication and authorization data between security domains, that is, between an identity provider (a producer of assertions) and a service provider (a consumer of assertions). SAML is a
product of the OASIS Security Services Technical Committee.

SAML Implementation details

Successfactors has IdP-initiated Web Browser SSO Profile (HTTP POST Binding) and the SP-initiated Global Logout (HTTP Redirect Binding).

ADFS 2.0 Configuration to Integrate with SuccessFactors.com

Information to be provided to SuccessFactors

You will receive instructions from SuccessFactors including URLs to be used in configuring SSO and a request for
the following information:

Your X509

Certificate

Your Entity ID (one for each SF instance they have)

What will you be signing. Assertion, Response or both.

Optional values for the redirect URL’s for

            Invalid Login

            Invalid Manager

            Timout

            Logout.

1. Provide SF with the Token
   Signing Certificate as visible in the ADFS 2.0 management console. SF expects
   the certificate in Base64 encoded format.
2. In the ADFS 2.0 MMC, click on Service and open the Properties dialog. The Federation service identifier text box
   contains the Entity ID.
3. Using the steps in this
   document, ADFS will be signing the Assertion

Relying Party Configuration

Setup a new Relying
Party (RP) in ADFS using the Add Relying Party Trust Wizard.

1. On Select Data Source, select Enter
   data about the relying party manually.
2. Name the trust whatever you
   want.
3. On Choose Profile, select AD FS
   2.0 Profile.
4. Skip the Token Encryption
   Certificate
5. On Configure URL, select Enable
   Support for the SAML 2.0 WebSSO Profile. In the text box labeled Relying party SAML 2.0 SSO service URL,
   enter the Consumer Service/Consumer Assertion URL provided by SuccessFactors:

https://performancemanager5.successfactors.com/saml2/SAMLAssertionConsumer?company=companyId

1. On Configure Identifiers, type https://www.successfactors.com.
2. Click through the rest of the
   wizard using the defaults.

1.3  Claim Rules

For the recently
configured Relying Party, open the Edit
Claim Rules dialog.

1. Click Add Rule.
2. Select Send LDAP Attributes as Claims, click Next.
3. Under Attribute Store, select Active
   Directory.
4. In the LDAP Attribute column, select SAM-Account-Name.
5. In the Outgoing Claim Type column, select Given Name.

NOTE: It would be more intuitive to select and outgoing claim type of Name, but ADFS 2.0 RTW has a bug where using Name as the claim type in this steps causes an internal error in the ADFS Server. Any claim type can be used in this step as long as it matches the incoming claim type in the next step.

1. Click Add Rule again.
2. Select Transform an Incoming Claim. Click Next.
3. Name the rule as you like.
4. For Incoming claim type, select Given
   Name (or whatever claim type was used in step 5)
5. For Outgoing claim type, select Name
   ID.
6. For Outgoing name ID format,
   select Unspecified.Click
   Finish.

Successfactors Provisioning configuration

Step1  Log in to provisioning and select Single Sign on Settings

Step 2 Select the radio button for SAML v2 SSo

Step 3 Fill in the SAML user details.

Step 4  Paste the X509 Certificate and Save your settings

Testing the Configuration

You should now be able to browse to the ADFS IdpInitiatedSignon page (https://server.company.com/adfs/ls/idpinitiatedsignon.aspx),
If SSO is enabled on the SF company site, authentication should succeed and the user will see their PerformanceManager (or other) homepage.

Customer Set up Info Template

SuccessFactors Entity ID

www.successfactors.com/companyID

Consumer Service URL

https://performancemanager5.successfactors.eu/saml2/SAMLAssertionConsumer?company=companyID

Optional Global Logout Response Handler URL

https://successfactors.com/saml2/LogoutServiceHTTPRedirectResponse

Optional RelayState

/sf/home

The Customer needs to provide the following for SuccessFactors to setup SAML 2.0:

• Customers
  X509 Signing Certificate (.pem or .txt)
• Customers
  SAML Issuer [Please note, this needs to be different for test and production instance]
• We need to know if you are signing the response
  or assertion or both.
  • Require
    Assertion Signature:  Yes/No - [The customer will provide this]
  • Login
    Request Signature(SF Generated/SP/RP): [The customer will provide this]
  • Login Response
    Signature (Customer Generated/IdP/AP):[The customer will provide this]

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

Tax Circular no 17/2014 dated 10 December 2014 has been released by CBDT with clarity on rounding of taxable income and income tax.

"Employer is advised to quote Total Taxable Income in Annexure II without rounding-off and TDS should be deducted and reported accordingly i.e. without rounding-off of TDS also" - page 9.

The provisions of rounding of taxable income and income tax components are provided under an existing constant 'TAXRO' in the table V_T511K with values '0','1','2' and '3'.

In Form 16 report HINCF160 (TCode: PC00_M40_F16), the value of the wage type /450 (Tax payable and surcharge) is exclusively rounded to nearest INR.1. This rounding of wage type /450 is now provided under the switch 'TAXRO'.

CourtesySAP

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

This Note delivers the changes related to the Union Budget for 2015, as announced through Note 2137336.

This note includes PDF document about manual changes

CourtesySAP

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

You have a record in Exemptions infotype (IT0582) for any of the subtypes, where in exemption has been taken for the dependent.

When you access the same record in PA20 transaction via Overview and then next display of the record, then the dependent's checkbox is coming blank.

CourtesySAP

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

The Government has launched a new deposit scheme – Sukanya Samriddhi for minor girl child. This is a savings scheme which can be opened by the natural (biological) or legal guardian of the girl child aged below 10 years. The maximum limit of exemption is 1,50,000 INR.

However, Government has given a buffer time of 1 year if your child turned 10 within a year before the announcement. This means that if the girl child turned 10 anytime between December 2013 and December 2014, you can open such an account in her name.

CourtesySAP

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

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

The data provided above is from Notes published by SAP to users, the purpose of this document is to give the latest updates to those users who doesn't have access to https://websmp106.sap-ag.de/support.

For Older version please use the below links

Recently Released PY-IN Notes

Recently Released PY-IN Notes V.2

Recently when I posted my first document, there was a request that I should create something on DWS Variants. So here it is…

The primary focus of this document would be to understand the purpose and configuration of a DWS variant for a working day and absence. Also, we will see some examples to get a better understanding.

The Daily Work Schedule as the name suggests specifies how a single work day would be. Now in case there is a situation when work timings need to be different based on some condition such as a day before the public holiday then we would need a mechanism to be able to capture the same. In such a situation making a different DWS also would not be feasible as we would not know when the public holiday would occur in our roster. Another situation could be that, if we book an absence, then we do not want the standard working hours to be deducted for that day, instead we want only 50% of the hours to be deducted. A way of doing this is via the quota multiplier of the counting rule but that does not seem a feasible solution when you wish to apply this condition only for employees on some specific rosters. This is where DWS variants come to our rescue.

When we create a DWS variant, in simple terms it means creating another record with the same DWS and identifying it differently with a variant name. Along with this we would also need to configure a rule which would specify the condition under which this variant is to be selected. An example variant looks like is shown below:

You would specify the normal DWS on the main screen. The DWS Selection Rule plays an important role here as you would need to select the correct rule for which your variant should be processed.

Since DWS variant can be created for both working days and absences, these two types are differentiated by the “Record Type” in the DWS Selection Rule. Let’s see both of these in detail below.

DWS Variant Rules for Working Days

From the above explanation, we know that we need to create a rule to meet the condition for which we are creating the variant. The Record type for the DWS rule for working days would be 01. The rule is created in table V_T550X. The customizing path for the same is Time Management --> Work Schedules --> Daily Work Schedules --> Define Rules for Variants

Now let’s try to understand how to configure this rule:

Rule: Name of the Rule.

No: In case you want to create multiple conditions for the same rule, this is the sequence number for the same.

Holiday Class: Here you would see 10 positions from 0 to 9. Each position specifies a Holiday Class for the current day. Thus, the first position would mean Holiday Class 0, second position would mean Holiday Class 1 and so on. A ‘X’ on any particular position means that the rule is applicable for that particular Holiday Class. So let’s say if I have to create a rule when the Holiday Class for the current day is 2 then I would put a X on the third position.

HolClNextDay: This is similar to the previous field in its usage with the only difference that it is used to specify the Holiday Class on the next day. X at any position would mean that the rule is applicable if the next day had that particular holiday class. So if you want to create a variant rule for any day which is prior to a full day public holiday then in this field you would put a X on the second position which is for Holiday Class 1.

Day: This field has 7 positions, one for each day of the week starting Monday. X at any position would mean that the rule is applicable for that day of the week. So if you want to create a variant for Friday, you would have to put a X at the 5^th position.

Variant: This specifies the name that you give to the variant which would also be used in the DWS.

One thing which you should remember is that the rule is always configured for the current day being processed.

Let’s check some sample conditions/rules to understand this configuration.

Example 1: Employee would work 3 hours less than his usual working time one day prior to a public holiday falling on a Saturday.

Solution: As per the requirement, we need to create a variant for DWS when any public Holiday falls on Saturday. This implies that our current day should be a working day (Holiday Class 0), next day should be a public holiday (Hol Class 1-9) and the current day should be a Friday. So the rule would be configured as below:

This rule would be selected as the DWS Selection Rule for the mail DWS. Then a variant named A would be created which would have the planned working hours as 3 hours less as compared to other working days.

Example 2: Every Saturday should be a half working day.

Solution: This can be achieved in two ways. First is to create 2 different DWS – one for other weekdays and other for Saturday. Second is to create a DWS variant for Saturday. This variant would have the planned working hours as half of what is there for the other days. The rule would look like below:

DWS Variant Rules for Absences

Similar to the variants for working days, we can create variant rules for absences as well. The purpose of this variant would be to deduct different number of hours in case of an absence instead of deducting the usual planned working hours. For example, we have DWS having planned working hours as 9hrs. In the usual case if we book an absence it would deduct 9hrs itself. However, if we want to deduct only 8hours instead of 9, then we can create a DWS variant for absence. The record type for this variant rule would 02. The rule is created in table V_550X_B. The customizing path for the same is Time Management --> Time Data Recording and Administration --> Absences --> Absence Catalog --> Absence Counting --> Determine Daily Work Schedule
Variants for Absence --> Determine Daily Work Schedule Variants for Absence.

The rule for absence is configured in the same way as for the working days, with the only difference of an additional column for Att/Abs Grouping.

The absence grouping would allow you to control which absence is the rule to be made applicable for. Each position specifies a grouping between 1 to 9, 1 being the first position and 9 being the last and a ‘X’ at any position means the rule is applicable for an absence with that grouping. Numbers 1 to 9 can be assigned to each absence in the table V_554S_O. This would allow the rule to be created only for some absences and out of all those which are available for the employee. Meaning of rest of the fields remains the same.

Example 1: Any absence booked one day prior to a public holiday should deduct 3 hours more than the planned working time.

Solution: From the requirement it is clear that the next day should be a public holiday and the rule is to be made applicable for all absence groupings. So the solution would be as below:

The variant would then be configured with planned working hours as 3 hours more than that for other days.

Example 2: Any absence booked on a Saturday should deduct 2 hours less than the planned hours for other days.

Solution: Here the only check that we would have to make is for the current day to be Saturday. So the solution looks like below:

This variant of this DWS would be configured with 2 hours less than the normal working hours.

Now that we have seen how the rule our configured, let’s take a quick look at how the DWS looks like along with its variants. The example below is a different one, not related to the rules we checked above.

Hope this document has been helpful in making you understand the concepts in detail.

Thanks

Shruti

     Like many "techy" folks....developers....coders....what have you...my experience with Organizational Management (OM) configuration was limited at best in my early ESS/MSS and "HR ABAPper" (as I hated it to be called!) days. In most all cases, I came in after the fact once the "functional" person(s) had set up the "org structure" and all the nice and neat configuration was in place. The most I had to do was figure out the whole "relations" thing....like who reported to who...what contained what...what position managed the org....and of course, coming to know what SAP means by "chief" (haha). But that was years past and I got a pretty good handle on it. You get pretty handy at coming to know and use the more common standard SAP functions to read OM infotypes and relations, and you eventually might even get bold enough just to start going straight to the infotypes themselves and doing your own selects. Once you get the "relations" (HRP1001) dance steps down, it is pretty easy to "bend OM to your will" via coding. But a recent project reminded my of another OM lesson learned a while back.....INHERITANCE!

     Imagine if you had a very large organizational structure.....something that might resemble a very large, well groomed tree on it's best day, or a plate of old spaghetti on it's worst. Having to assign and keep in synch every detail on every org unit (not to mention the positions in each org unit as well) would be quite the unenviable task (or full time job haha). That would mean that anytime we created new org units or positions under "parent" org unit, we would have to also go through the steps to insure we assigned all their additional information (Company code, cost center, etc). What if something changed on the "parent" org unit and we forgot to update all the positions or other org units under it? If there is anything I have learned from watching countless the late night infomercials however...."There's got to be a better way!"

The Basics of Inheritance

     Although I had seen and messed with OM inheritance a bit in the past, I had never seen it utilized to such an extent as my recent project. With HCM Processes & Forms OM related processes, we are often presenting "old"/current and "new"/updated data for things like jobs, positions and org units....standard OM objects. Therefore, when trying to "read" the "current" values for an object via our own generic services/operations, we might find it odd to not have a HRP1008 entry....unless we realize of course, that we are seeing inheritance firsthand. But what is inheritance in OM and how does it work?

     Let us take a normal example as shown here given that our infotype 1001 relations layout the following:

As you can see, if we want to find the "personnel area"(PERSA) or "personnel subarea"(BTRTL) assignment of position 90003333, we simply pull it's related infotype 1008 (table HRP1008) record for the same time period. The same can be said for the org unit 60227333 as well. For position 90003333, the personnel area would be "US02". Usually, HRP1008 will give us all of our "account assignment" information in one convenient place:

     But what about this example:

Our position 90003333 has no infotype 1008 record for this time period. But how can that be? It is because it is actually inheriting it from org unit 60227333:

So our personnel area is "US01" for the position 90003333 as well.

     Let's take it even a step further. What about a more complicated example?

Here, we can see that our inheritance is actually working its way up a few levels to the "parent". Org Unit 60227333 actually inherits from it's "parent" Org Unit 50009211.

We can actually "inherit" many values from a "parent" org unit. These include:

• Controlling Area
• Business Area
• Cost Center
• Company Code
• Personnel Area / Personnel Subarea

     For any object, we can easily look at transaction PPOME and tell right away if our object is inheriting values and which ones. You will see something like this:

This example tells us that Cost Center, Company Code, Personnel Area and Personnel Subarea is inherited. We could also look for an infotype 1008 record for this which we would not find (another indicator of inheritance in action as mentioned earlier).

     Keep in mind, at any point, we can also "turn off" inheritance". That is, we simply click the "inheritance" icon to stop inheritance (if we have not set the auto-inherit for company code/controlling area flags as you will see later in this document)...

...and this allows us to assign the value(s) directly (which might in turn create a infotype 1008 record for us). When we "turn off" inheritance, the related field(s) suddenly becomes open for direct input.

     But what allows us to "inherit" at all? Surely there is some setting somewhere....some kind of....hmmm....what do we call this in SAP lingo?.....ah yes...some "configuration" (haha).

Table T77S0

     The first thing to understand is table T77S0 (yes, that is a zero on the end....there is another similarly named table with an "O" on the end but that is not what we want! Great job with the naming there, SAP! haha)

     T77SO is a good table to know....but just not the right table for right now:

     But this is the table we really want...T77S0:

     Table T77S0 is where all the "magic" happens. More to the point, it is our configuration table that controls OM inheritance.

    The important fields for us are as follows:

• INHIC : If this value is set to "X",this means that positions with inherit "Company Code" from their related Org Unit (ie.Obligatory/Mandatory inheritance of company code is active. Also keep in mind, this means the assignment is forced and not an option to change.).  If this value is not "X", it means that we can assign positions to different company codes than their related Org Unit. This is typically not set to "X" unless we want all positions to have the same company code (smaller organization maybe?).
• INHIH : Same idea as INHIC but for "Controlling Area". If set to "X", it is assigned/inherited from the related Org Unit. If not, then a position can be assigned a different controlling area as the one assigned to its related Org Unit.
• INHS : This is typically our most important field to read as it is more flexible in its inheritance (it says that inheritance is "possible" but not mandatory as the other switches do). If this field is assigned the value of "X", then our position can inherit any one or more of many Account Assignment features (Controlling Area, Company Code, Business Area and/or Personnel Area/Subarea).

(* keep in mind that although the documentation refers to "position" for inherited values, the same applies to "child" Org Units as well.)

     In the HCM Processes & Forms world, this becomes particularly important especially in our processes such as "Position Move" or "Org Unit Move" where we might break this "parent-child" relation and thus the inheritance that might exist. But how do we write our own code to detect/read inheritance and then act accordingly? Well, that takes us to "part 2" of this discussion as this one has run on quite longer than anticipated.

Understanding and Coding for OM Inheritance: Part 2 - Coding

     When we last left our heroes, they were blazing a trail of understanding through the vastness space that we call organizational management (uggg....really need to work on that opener). Anyways....if you read part 1 of this (Understanding and Coding for OM Inheritance: Part 1 - Basics ), then you should now have at least a "dangerous" knowledge of OM inheritance and how it all works.

     Now, let us talk about how we would go about writing our own code to detect and read inherited values for such things as reporting, custom classes or HCM Processes and Forms generic services (a topic near and dear to my heart haha). I had actually looked around the "interwebz" (via Google searches of course) and did not find much information or help from others on doing this although I found many posts from people asking "how" to do it (hence the inspiration for sharing this knowledge now in this way).

Table T77S0

     The first thing to understand is table T77S0 (yes, that is a zero on the end....there is another similarly named table with an "O" on the end but that is not what we want! Great job with the naming there, SAP! haha) Table T77S0 is where all the "magic" happens. More to the point, it is our configuration table that controls OM inheritance.

     At some point in our code, we want to first read this table. We might see values such as:

     The important fields for us are as follows:

• INHIC : If this value is set to "X",this means that positions with inherit "Company Code" from their related Org Unit (ie.Obligatory/Mandatory inheritance of company code is active. Also keep in mind, this means the assignment is forced and not an option to change.).  If this value is not "X", it means that we can assign positions to different company codes than their related Org Unit. This is typically not set to "X" unless we want all positions to have the same company code (smaller organization maybe?).
• INHIH : Same idea as INHIC but for "Controlling Area". If set to "X", it is assigned/inherited from the related Org Unit. If not, then a position can be assigned a different controlling area as the one assigned to its related Org Unit.
• INHS : This is typically our most important field to read as it is more flexible in its inheritance (it says that inheritance is "possible" but not mandatory as the other switches do). If this field is assigned the value of "X", then our position can inherit any one or more of many Account Assignment features (Controlling Area, Company Code, Business Area and/or Personnel Area/Subarea).

(* keep in mind that although the documentation refers to "position" for inherited values, the same applies to "child" Org Units as well.)

You might notice I did not mention a setting for "Cost Center" in there. Because cost center inheritance has a bit different implications as it ties into the FICO (Financial Controlling) module as well, we will discuss how to handle that one later in this document.

Infotype 1008....or actually, "the case of the missing infotype 1008"

     When trying to locate say the Personnel Area assigned to our position, the first thing we will often do is either used a standard function or select on infotype 1008 (table HRP1008) to find our entry.

However, if this value is inherited, we will not have an infotype 1008 entry for our object (position).

If we look at transaction PPOME, we might see something like this for our object (ex. a position).

This tells us that it is inheriting Cost Center, Company Code, Personnel Area and Personnel Subarea from a higher level org unit. The logical thing to do then is to look "behind" PPOME and figure how it presents this to us like that. I will save you some time...it is all in..

function group: RHOMDETAIL_APPL

Screen: 0504

     We pretty much will follow what we see in the module read_and_inherit.

     Shortly after our "config check", you will notice this:

     This simply says that if we are looking at a position, let's just make sure we actually allow for inheritance by checking our configuration (table T77S0) mentioned before. But then a bit later, you will see...

     CALL FUNCTION'RH_CHECK_ACC_INPUT'

     This is where all the magic happens! This function will return any inherited controlling area (KOKRS), business area (GSBER), company code (BUKRS), personnel area (PERSA) and personnel subarea (BTRTL) as well as the information on what object type and the object ID for "who" they are inheriting the values from:

If is is not immediately apparent, every returned parameter with "INH_" in front of it is the "inherited" value. So for example, if we look at personnel area:

• INH_PERS_AREA: this is the inherited personnel area value
• INH_PERS_SUB_AREA: this is the inherited personnel subarea value (it comes along with the pers. area)
• INH_OTYPE_PERS_AREA: object type of the object from which we inherit the personnel area (for example, if we inherit from an org unit, this will be "O")
• INH_OBJID_PERS_AREA: object ID of the object  from which we inherit the personnel area (for example, this would be the org unit ID number)
• INH_BEGDA_PERS_AREA: "begin date" for the object that our object is inheriting from

Inherited Cost Center

     As with infotype 1008, if we want to find our related cost center to our position, we usually utilize standard SAP function or select on infotype 1001 (relations) to find our "related" cost center (relation A011). But again, what do we do when this brings back nothing? That is a good sign it is being inherited from elsewhere. Again, as with Company Code/Controlling Area/Business Area/Pers. Area/Subarea, we can save ourselves a lot of time and headaches  by not trying to "reinvent the wheel" and again, just follow the example/lead of transaction PPOME.

     Within the module call to handle_main_cc , you see it first loads up an "input" structure that is just our object type and id (ex. "S" for position type and the position ID number) as follows:

     And then, it simply calls standard SAP function RH_COSTCENTER_OF_OBJECT_GET.

(*note: function RH_COSTCENTER_OF_OBJECT_GET is actually really cool and powerful. We can pass over a table of input "objects" and it will find all the associated cost centers...and more...for us. Very useful on to remember!)

     The returned structure maincc_tab will contain the cost center assigned to our object (whether direct relation or inherited). But how do we know which is which? Well, because this VERY cool return structure has a "flag" field called inherited that will be "X" if we inherit the cost center....and it also passed us the object type and object ID for where we inherit from!!!! VERY COOL!!!!

• SCLAS = K (cost center)
• SOBID = our cost center value in the format “(cost center)(controlling area)”  or KOSTL(10)+KOKRS(4) so for example, we might have 0000124340US01
• INHERITED = flag (if “X” then it is inherited)
• INH_OTYPE = object type inherited from
• INH_OBJID = object ID of the object it inherits the cost center from
• POSITION_OTYPE = S (position)
• POSITION_OBJID = position object ID (redundant if the original object is a position)

Putting It All Together

     So now we know where to find/read all these inherited values, how do we best put this new found knowledge to good use? ...and by "good", I mean easily reusable for ourselves and others (haha). Well, for me, I have a handy little class that deals strictly with finding inherited values for me. It is simply a matter of making "wrapper" methods around the previously mentioned standard functions and then we can use them as needed. For example,

     The inputs to my public methods area actually all quite simple. I allow an object type, and object idea and an optional "begin date" and "end date" (which if are not passed are set to today's date and 12/31/9999 respectively). In this way, I can use this to find inheritance on any object (be it a position/object type "S" or org unit/object type "O").

     The private class GET_INHERITED_VALUES is a wrapper around the function RH_CHECK_ACC_INPUT along with a bit of other business logic in there (like checking the config table T77S0 flags as needed). Then I have other public classes that allow me to call that private class and only get the values I want (for example GET_INHERITED_PERSA only returns me the inherited personnel area and subarea). In that one, I keep all the "fetch" code in my one private method so I only have to adjust there if needed as opposed to having the same logic in each of my public classes all acting as wrappers themselves around the standard function. Lastly, the public method GET_INHERITED_COSTCENTER is itself just a wrapper around standard function RH_COSTCENTER_OF_OBJECT_GET,but I have additional code in there that makes sure we only return an inherited cost center (do not care about others as we can handle that elsewhere...remember, our method has a specific purpose here...inherited cost center only! haha).

     With that, you now have your own easy way to read inheritance values while also considering configuration.

TIME MANAGEMENT

PURPOSE OF TIME MANAGEMENT:

- Defining Holiday Calendar.

- Defining Shift Timings / Work Timings / Work Schedules.

- Overtime Data Maintenance.

- Leaves / Absences:

            - Casual Leave (CL)

            - Sick Leave (SL)

            - Privilege Leave / Annual Leave

            - Loss of Pay (LOP) or Leave without Pay (LWP) - Individual's Need.

- Daily Production (Work) Hours / Break Time.

- Absence Quotas / Leave Entitlement / Balances.

- Attendances / Attendances Quotas.

- Substitutions.

DEFINE HOLIDAY CALENDAR:Holidays are usually of TWO types:

1. Fixed Public Holidays.

    Example: 1-JAN (New Year), 14-JAN (Pongal), 26-JAN (Republic Day). 

2. Floating Public Holidays.

    The dates of the holidays are never fixed.

    Example: Dussehra, Ramzan. If Dussehra. 

CHARACTERISTICS OF HOLIDAYS:There are 2 basic characteristics of holidays.

1. Guaranteed Holidays:

     Suppose 20-Sep-2011 is Dussehra, if this date happens to fall on a Saturday or Sunday, then the holiday moves either to Friday or Monday.      Hence, it's a guaranteed holiday.

2. Non-Guaranteed Holidays:

     Holiday which falls on a weekly-off is not given on the preceding or next working day.

     Ex: If 26-Jan falls on a Sunday, then this holiday will not be given on any other date; neither on the preceding Friday (i.e. 24-Jan) nor on the      following Monday (i.e. 27-Jan). Hence, such holidays are known as non-guaranteed holidays.

Mostly the national holidays are Non-Guaranteed Holidays but the regional religious holidays are Guaranteed Holidays.

DAILY WORK SCHEDULES (DWS)

MEANING:Daily Work Schedule (DWS) is the shift timings of an individual, on a specific day.

BREAK SCHEDULES:There are four types of break schedules that exist. They are:

              1. Fixed Break Schedule.

              2. Variable Break Schedule.

              3. Dynamic Break Schedule.

              4. Overtime Break Schedule.

FIXED BREAK SCHEDULE: In this break schedule, timings of the break are fixed. Employee is given certain time duration, say one hour, at the same time everyday, it's only within that time frame he/she has to take the break.

Ex: Timings are fixed (1:00 PM to 2:00 PM), there are no changes in break-time, daily.

VARIABLE BREAK SCHEDULE:In this break schedule, timings of the break are not fixed instead employee is given an interval in which he has to take the break. Example: 12:00 Noon to 2:00 PM. Individual can take any 1 hour as break. If he or she exceeds 1 hour, salary must be reduced

DYNAMIC BREAK SCHEDULE:In this break schedule, there won't be a certain time range, but the break can be taken after working for certain number of hours. Example: Employee is allowed to take break after working three hours from the start of the shift. If a person's shift starts at 9:00 AM, he can take the break at 12:00 Noon. 

OVERTIME BREAK SCHEDULE: In this break schedule, breaks are taken during over-time of the shift. This can be fixed break schedule which is taken during over-time.

Example:  09:00 AM to 06:00 PM - Normal Working Hours.

                 06:00 PM to 10:00 PM - Over-time Hours.

                 08:00 PM to 08:15 PM - Over-time Break.

Transaction codes used in Negative Time Management.

      A. Transaction Code to Generate the Work Schedule - PT01.
      B. Transaction Code to Change the Work Schedule - PT02.
      C. Transaction Code to Display the Work Schedule - PT03.
      D. Info Type 0007 helps in saving the TIME details of an employee.
      E.  Info Type 0007 is mandatory (to maintain in SAP) for running the payroll.

ABSENCES (I.T 2001):This info type is used to maintain the absences of the employee.
Example: Casual Leave, Privilege Leave, Sick Leave.

ATTENDANCE (I.T 2002):This info type is used to maintain the attendance of the employee in special cases.
Example: If employee is on business trip or on training etc.

SUBSTITUTION (I.T 2003):This info type is used to record the substitute (swapping) timings of the employee.

Example: An employee chooses to work in 1st shift (3:00 PM to 00:00 AM) while his actual roster is for 2nd shift (6:00 PM to 3:00 AM), this is called as substitution.

OVER TIME (I.T 2005):This info type is used to maintain the overtime working hours of the employee.

ABSENCE QUOTAS (I.T 2006) :This info type is used to maintain the leave entitlements of the employee.

ATTENDANCE QUOTAS (I.T 2007) :This info type is used to record the attendance quotas.

Example: During training days, Over-time etc.

EMPLOYEE REMUNERATION INFORMATION (I.T 2010) :This info type is used to maintain the time related payments.

Example: Overtime Payments, Shift Allowances, Hourly Payments etc.

TIME EVENTS (I.T 2011):This info type is used to record the log-in & log-out timings of the employee.

Example: Actual Timings.

NOTE: This info type is applicable, only if, possible time evaluation is used.

QUOTA CORRECTIONS (I.T 2013):This info type is used to modify the Quota values. This is applicable only in Time Evaluation Method. They generate leave entitlement.

PLANNED WORKING TIME (I.T 0007)

QUOTA COMPENSATION (I.T 0416) :This info type is used to maintain the encashment related details.

TIME MANAGEMENT STATUS:This is used to indicate whether employee participates in time evaluation program.

Following are the standard time management status

          A. '0' - No time evaluation.

          B. '1' - Time evaluation of actual times.

          C. '2' - Planned Data Collection (PDC) time evaluation.

          D. '7' - Time evaluation without payroll integration.

          E. '8' - External services.

          F. '9' - Time evaluation of planned times.

CONCEPT OF TIME EVALUATION:It is not possible to achieve carry forward functionality with 'RPTQTA Method' (Standard Method).

TIME EVALUATION:It is defined as a process of evaluating the working times through the 'RPTIME00' program.

The Vacancy interface transfers the vacant position data from SAP into SF and creates Job Requisitions in SF. I am sharing a few tips below to overcome interface related issues which may crop up during or after the implementation. 

Organisational unit and Division fields will be drawn on Job-Requisitions based on the values loaded into the employee data. The Vacancy interface program generates an error if these values are not transferred through the employee data prior to executing this interface. Ex. Client creates a new Organisational unit as well as a few vacancies under the same unit. This Org unit data has not transferred into SF as no employee is available here. The interfaces cannot create Job Requisitions to these vacancies and generates an error stating “Position XXXXXXX has transfer error: Department value "(NAME OF ORG UNIT)" is not mapped to values in the system.

                   Solution to the above issue:

• New Organisational units can be created directly in SF, through a user profile or by importing the new Organisational units if higher numbers are involved.
• It is advisable to use a dummy user to create the Organisational unit manually.
• Menu path to create Org unit manually: Admin tools-> Manage users->select the dummy user-> open the Picklist against the ‘Organisational unit’-> you will find a link to create the new Organisational unit at bottom of the Picklist.
• Division: can also be created in the same fashion as explained above, the only change to the above statement is to choose the Picklist against the ‘Division’ instead of an Organisational unit.

Automatic or Manual process? This interface uses a new infotype “1107-SF SF Job Requisition” and this is automatically updated when a vacancy is created using Infotype1007. Verify with the client whether they want Job Requisitions to be created automatically using infotype 1007 or whether they want to create them manually using transaction PPOME.  If 1007 is used, the Vacancy automatically gets closed on occupation of this position i.e. when a candidate is hired. If the Vacancy was created manually then is to be closed manually.

Ensure that the Vacancy infotype 1007 is closed for all the vacancies which are occupied - this is important if client chooses infotype 1007 to create the -“SF SF Job Requisition”.

Make sure that the Organisational structure is up to date and that it is reflecting the current reporting structure.

Past Vacancies: Verify with client whether any Vacancies are still open which were created prior to installing the Integration Add-on. If so, consider using the program “RH_SFI_MIGRATE_VACANCIES” to migrate these vacancies into SF. Select the radio button ‘standard transfer’ to create the Job requisitions for the past and present vacancies or select ‘No transfer’ if past vacancies were created manually in SF.

No Manager for an Org unit/s: Discuss the following requirements with the client if no manager is available in the immediate Organisational unit and apply SAP note 2156460 to fulfil the following requirements.

• The Job Requisition is to be created at the next level Org unit manager.
• The Job Requisition is to be created at the next available manager irrespective of the Organisational hierarchy.

Determine the Job Requisition template on the BAdi at once and don’t change it as it would lead to data inconsistencies.

Recently when I posted my first document, there was a request that I should create something on DWS Variants. So here it is…

The primary focus of this document would be to understand the purpose and configuration of a DWS variant for a working day and absence. Also, we will see some examples to get a better understanding.

The Daily Work Schedule as the name suggests specifies how a single work day would be. Now in case there is a situation when work timings need to be different based on some condition such as a day before the public holiday then we would need a mechanism to be able to capture the same. In such a situation making a different DWS also would not be feasible as we would not know when the public holiday would occur in our roster. Another situation could be that, if we book an absence, then we do not want the standard working hours to be deducted for that day, instead we want only 50% of the hours to be deducted. A way of doing this is via the quota multiplier of the counting rule but that does not seem a feasible solution when you wish to apply this condition only for employees on some specific rosters. This is where DWS variants come to our rescue.

When we create a DWS variant, in simple terms it means creating another record with the same DWS and identifying it differently with a variant name. Along with this we would also need to configure a rule which would specify the condition under which this variant is to be selected. An example variant looks like is shown below:

You would specify the normal DWS on the main screen. The DWS Selection Rule plays an important role here as you would need to select the correct rule for which your variant should be processed.

Since DWS variant can be created for both working days and absences, these two types are differentiated by the “Record Type” in the DWS Selection Rule. Let’s see both of these in detail below.

DWS Variant Rules for Working Days

From the above explanation, we know that we need to create a rule to meet the condition for which we are creating the variant. The Record type for the DWS rule for working days would be 01. The rule is created in table V_T550X. The customizing path for the same is Time Management --> Work Schedules --> Daily Work Schedules --> Define Rules for Variants

Now let’s try to understand how to configure this rule:

Rule: Name of the Rule.

No: In case you want to create multiple conditions for the same rule, this is the sequence number for the same.

Holiday Class: Here you would see 10 positions from 0 to 9. Each position specifies a Holiday Class for the current day. Thus, the first position would mean Holiday Class 0, second position would mean Holiday Class 1 and so on. A ‘X’ on any particular position means that the rule is applicable for that particular Holiday Class. So let’s say if I have to create a rule when the Holiday Class for the current day is 2 then I would put a X on the third position.

HolClNextDay: This is similar to the previous field in its usage with the only difference that it is used to specify the Holiday Class on the next day. X at any position would mean that the rule is applicable if the next day had that particular holiday class. So if you want to create a variant rule for any day which is prior to a full day public holiday then in this field you would put a X on the second position which is for Holiday Class 1.

Day: This field has 7 positions, one for each day of the week starting Monday. X at any position would mean that the rule is applicable for that day of the week. So if you want to create a variant for Friday, you would have to put a X at the 5^th position.

Variant: This specifies the name that you give to the variant which would also be used in the DWS.

One thing which you should remember is that the rule is always configured for the current day being processed.

Let’s check some sample conditions/rules to understand this configuration.

Example 1: Employee would work 3 hours less than his usual working time one day prior to a public holiday falling on a Saturday.

Solution: As per the requirement, we need to create a variant for DWS when any public Holiday falls on Saturday. This implies that our current day should be a working day (Holiday Class 0), next day should be a public holiday (Hol Class 1-9) and the current day should be a Friday. So the rule would be configured as below:

This rule would be selected as the DWS Selection Rule for the mail DWS. Then a variant named A would be created which would have the planned working hours as 3 hours less as compared to other working days.

Example 2: Every Saturday should be a half working day.

Solution: This can be achieved in two ways. First is to create 2 different DWS – one for other weekdays and other for Saturday. Second is to create a DWS variant for Saturday. This variant would have the planned working hours as half of what is there for the other days. The rule would look like below:

DWS Variant Rules for Absences

Similar to the variants for working days, we can create variant rules for absences as well. The purpose of this variant would be to deduct different number of hours in case of an absence instead of deducting the usual planned working hours. For example, we have DWS having planned working hours as 9hrs. In the usual case if we book an absence it would deduct 9hrs itself. However, if we want to deduct only 8hours instead of 9, then we can create a DWS variant for absence. The record type for this variant rule would 02. The rule is created in table V_550X_B. The customizing path for the same is Time Management --> Time Data Recording and Administration --> Absences --> Absence Catalog --> Absence Counting --> Determine Daily Work Schedule
Variants for Absence --> Determine Daily Work Schedule Variants for Absence.

The rule for absence is configured in the same way as for the working days, with the only difference of an additional column for Att/Abs Grouping.

The absence grouping would allow you to control which absence is the rule to be made applicable for. Each position specifies a grouping between 1 to 9, 1 being the first position and 9 being the last and a ‘X’ at any position means the rule is applicable for an absence with that grouping. Numbers 1 to 9 can be assigned to each absence in the table V_554S_O. This would allow the rule to be created only for some absences and out of all those which are available for the employee. Meaning of rest of the fields remains the same.

Example 1: Any absence booked one day prior to a public holiday should deduct 3 hours more than the planned working time.

Solution: From the requirement it is clear that the next day should be a public holiday and the rule is to be made applicable for all absence groupings. So the solution would be as below:

The variant would then be configured with planned working hours as 3 hours more than that for other days.

Example 2: Any absence booked on a Saturday should deduct 2 hours less than the planned hours for other days.

Solution: Here the only check that we would have to make is for the current day to be Saturday. So the solution looks like below:

This variant of this DWS would be configured with 2 hours less than the normal working hours.

Now that we have seen how the rule our configured, let’s take a quick look at how the DWS looks like along with its variants. The example below is a different one, not related to the rules we checked above.

Hope this document has been helpful in making you understand the concepts in detail.

Thanks

Shruti

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 | SAP and SuccessFactors – An Overview (SAPexperts)

SuccessFactors with SAP ERP HCM (SAP PRESS)

Integrating SuccessFactors with SAP (SAP PRESS)

An Introduction to SuccessFactors Solutions (OpenSAP)

SuccessFactors Terminology and Abbreviations

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

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

SuccessFactors Action Search: Going the Google way …

SuccessFactors HCM Suite – SAP Help Portal Page

Integration – SAP Help Portal Page

Journal on Product Design and Development (Prashanth Padmanabhan blog)

Customer and market-related

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

Cloud: When & Why Whitepaper (SuccessFactors)

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

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)

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)

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

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)

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

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)

Q&A: Mike Ettling on the future of HR, customers, and putting the Service in SaaS

SuccessFactors Recognized as a Worldwide Integrated Talent Management Leader in 2014 IDC MarketScape

SAP Simplifies Cloud Adoption With New SAP® Best Practices Packages for SuccessFactors® HCM Suite (SAP News Center)

The Customer Engagement Executive for SuccessFactors Cloud Customers (Prashanth Padmanabhan blog)

Planning a SuccessFactors HCM suite implementation (SearchSAP)

SAP On Cloud HR: Q&A With Mike Ettling (Information Week)

SuccessFactors Named a Leader in the IDC MarketScape Assessments for Integrated Talent Management (SAP News Center)

RDS Packages For SAP SuccessFactors Solutions

Progress Report - SAP HCM makes progress and consolidates - a lot of moving parts (Holger Mueller)

The Top 10 HR Cloud Myths Debunked

SAP SuccessFactors admin tasks -- where should you start? (SearchSAP)

How can companies keep track of SuccessFactors software upgrades? (SearchSAP)

SAPVoice: Experts Debunk the Top 10 HR Cloud Myths (Forbes)

6 Steps to Make a Business Case for Cloud HR

What are some best practices for working with SuccessFactors support? (SearchSAP)

Recap of HR2015 and all about Roadmaps (SAP HCM Insights Podcast)

Consultants and Certification

How to Transition from an SAP HCM to a SuccessFactors Consultant

SuccessFactors Training and Certification FAQ

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

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

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

Thoughts on the SuccessFactors consultant skillset (LinkedIn)

Exciting Upcoming Changes for SAP Cloud Certification

The pitfalls of becoming an HCM SaaS consultant (Diginomica)

SuccessFactors Employee Central

Overview

Employee Central handbooks from SAP [s-user required]

SuccessFactors Employee Central - list of countries with Localizations

SuccessFactors Employee Central - list of languages

Implementing SuccessFactors Employee Central with a SAP background

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)

Here’s to 2013 and Employee Central !!!

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

Historical data in SuccessFactors (Cloud HCM blog)

SuccessFactors EC and Cloud HCM Kickaround

Five SuccessFactors Employee Central myths busted (SearchSAP)

The SuccessFactors Employee Central Organization Structure

Q&A with SAP Mentor Luke Marson on SuccessFactors Employee Central (SAP Insider)

SAP Identity Management 8.0: SuccessFactors Connector

The SuccessFactors Employee Central Pay Structure

Expert tips for moving to SuccessFactors Employee Central (SearchSAP)

Success Factors - Employee Central : Interesting limitations on Business Configuration UI

SuccessFactors Employee Central and Compensation Integration

Employee Central | Business Rules Engine at work

SuccessFactors Employee Central Global Benefits

The SuccessFactors Employee Central Position Management feature

Embedded Analytics in SuccessFactors Employee Central (YouTube)

SuccessFactors Employee Central Embedded Analytics for Compensation Information

Consider Employee Central for your HR system (SearchSAP)

Time management

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

Time Off in SuccessFactors Employee Central: demonstration

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

SuccessFactors Employee Central Time Sheet and Time Valuation

Time Sheet in SuccessFactors Employee Central: demonstration

Side-by-Side (SBS) deployment model

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

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

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

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

Extensibility (Metadata Framework & Extensions)

Eat like never before: SAP Networking Lunch

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

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

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

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)

Do It: Navigate the Enterprise Jungle

Employee Central Service Center

Service Center support in SuccessFactors (Cloud HCM)

SuccessFactors- 1408 Release-Employee Central Service Center – this is not your parent’s helpdesk

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

SuccessFactors Talent

Recruiting and Onboarding

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

What I Like about SuccessFactors b1311 - Recruiting Management

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

SuccessFactors November Release: Onboarding - New Hires On The Go

Our Recruitment Journey - Three Questions that Shaped SAP's Move to the Cloud

Compensation

SuccessFactors Salary Budgeting based on the Custom Fields

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

SuccessFactors 1408 release: talk with Kevin Simpson from IBM on Compensation

SuccessFactors 1502 Release: Introducing Variable Pay Forecasting

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

The Evolution of Search in SuccessFactors Learning

Configuring And/Or Prerequisites in SuccessFactors Learning

The New 'Programs' in SuccessFactors Learning (b1405)

How to Train a Global Workforce Without Breaking the Law

Tailor Your Learner Home Page for Maximum Impact in SuccessFactors Learning

Craving More Content?  Take a Bite Out of the Open Content Network in SuccessFactors Learning

Extend Learning Management Capabilities in SuccessFactors Learning with the HR Business Partner Role

Succession & Development and Presentations

SuccessFactors November Release: Empowering Managers to Build Robust Bench Strength

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

Introducing SuccessFactors Presentations (YouTube)

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

How can SuccessFactors Presentations make talent reviews more dynamic? (SearchSAP)

Other Talent

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

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

SuccessFactors Release Management: Four Tips from Talisman Energy

SuccessFactors PM/GM: Making multiple Rating scales converge

Workforce Analytics & Planning

SuccessFactors Workforce Analytics or SAP Business Intelligence for Human Resources?

SuccessFactors Q4 2013 Release: Reporting and Analytics

SuccessFactors Q2 2014 Release: Reporting and Analytics

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

SuccessFactors Q1 2015 (1502) Release: Reporting and Analytics

Mobile

SuccessFactors Q1 2014 Release: SuccessFactors Mobile

SuccessFactors Q1 2015 Release: SuccessFactors Mobile

SAP Jam

SAP Jam - Useful Resources and Documents

Metadata Framework, data model, technical, 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)

Integration

Overview

Integration – SAP Help Portal Page

Integrating SuccessFactors with SAP (SAP PRESS)

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

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

SuccessFactors Customer Community For APIs and Integration (Prashanth Padmanabhan blog)

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)

What are Packaged Integrations? (Prashanth Padmanabhan blog)

Analyzing SAP SuccessFactors Integration Add-On Downloads Using R (Prashanth Padmanabhan blog)

Integration Technology & APIs

SuccessFactors Adapter in SAP HANA Cloud Integration (SAP HCI)

SuccessFactors (SFSF) Adapter for SAP NetWeaver Process Integration

Hands-On – Testing Integration with SuccessFactors SFAPI

Hands-On – Testing Integration with SuccessFactors OData API

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

PI.SFSF Integration.DOC - How to Model SuccessFactors SOAP and ODATA Entities using Eclipse Juno Tool

OData Adapter in SAP HANA Cloud Integration (SAP HCI)

SAP Talent Hybrid integration - Packaged Integrations from SAP

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

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

SuccessFactors Variable Pay Integration With SAP ERP HCM (Prashanth Padmanabhan blog)

Integration Add-on 3.0 for SAP HCM and SuccessFactors

Integration Add-on 3.0 for SAP HCM and SuccessFactors: Service Package 1

Integration Add-on 3.0 for SAP HCM and SuccessFactors: Service Package 2

SAP Talent Hybrid integration - implementation

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.

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]

SAP SuccessFactors - Talent Hybrid Integration Hands On Training (Prashanth Padmanabhan blog)

Optional Business Processing Parameters in Employee Integration in SFIHCM01 - SP04

Full Cloud HCM / Employee Central

Dell Boomi AtomSphere for SuccessFactors (Dell Boomi)

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

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

Standard Templates for Integration of SuccessFactors Employee Central with 3rd Party applications

How to create an Employee using OData APIs

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

Business Warehouse & SAP Data Services

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

How to setup SuccessFactors Adapter with SAP Data Services

SAP Jam

SAP Jam ABAP Integration - Configuration Guide for SP Level 5

SAP Jam ABAP Integration - Configuration Guide for SP Level 6

Single Sign-On (SSO)

Single Sign-On to SuccessFactors from SAP HCM

Single Sign-On between SAP Portal and SuccessFactors

Other

Integrating SuccessFactors with Microsoft SharePoint

Data Migration

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

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)

2015

Boost HR task execution with action search!

A more intuitive search-based navigation helps people to find what they are looking for fast and be more efficient when they execute HR activities. For HR that means increased user adoption of services and processes and reduced effort for support. Read more in Anke Doerzapf's blog or have a look to this short video. 08 April 15

All you need to know about SuccessFactors Solutions

Claire Donelon points out in her blog that in this new openSAP course, An Introduction to SuccessFactors Solutions, the team will walk you through the full SuccessFactors suite with demos and tests to build your understanding.  24 April 15

Salary Negotiation Report: What Goes on Behind Closed Doors

Susan Galer points out in her blog that the PayScale’s latest Salary Survey may raise more questions than provide answers, it may even improve employee engagement which is all-important to attracting and keeping the top talent companies need for growth and innovation. 20 January 15

Recruiting does it again: IDC MarketScape names SuccessFactors Recruiting as a Leader

Jeff Mills thanks in his blog our customers for this wonderful support and explains that we are dedicated to helping our customers deliver on these needs - not only to help businesses grow and be more profitable, but for the communities to employ people and give everyone a better life. 29 January 15

SAP Helps Brazilian Entrepreneur Innovate for a Healthier New Year

Susan Galer reports in her blog about in Rio de Janeiro-based startup Fumajet. Fumajet is getting significant help in achieving its vision having become one of the first five local entrepreneurs to participate inSAP Exponentesan emerging entrepreneur program inBrazillaunched in 2013.20 January 15

Mike Ettling: HRO Today Magazine 2014 Superstar Winner for Technology

Luke Marson reports in his blog about the Superstar Winners in the HRO Today Magazine. The magazine is a producer of HR content for senior-level HR decision makers, reaching over 100,000 individuals. Among the many winners is Mike Ettling, President of SAP HR Line of Business. 16 January 15

SuccessFactors Q3 2014 Release: SuccessFactors Mobile

One of the most interesting part of the Q3 2014 SuccessFactors Mobile Release are the QuickGuides.Enric Gili Fort presents in his blog this new feature in SuccessFactors Mobile that allows employees to create, publish and consume quick how-to guides. With just one finger, users can take photos, annotate, and sort them right from their smartphone. 6 October 14

Trajectory. The future is bright for SuccessFactors

Thomas Otter explains in his blog why he is convinced that the combination of SuccessFactors and SAP has created something rather special with a successful future. 6 October 14

SuccessFactors 1408 release: talk with Kevin Simpson from IBM on Compensation

Yannick Peterschmitt shares in his blog the interview he did with the compensation expert Kevin Simpson from IBM about the SuccessFactors Compensation release. 15 September 14

2014

Integration Add-on 3.0 for SAP HCM and SuccessFactors: Service Package 1

Luke Marson describes in his blog the latest Integration Add-on. It adds the first half of process integration to the packaged integrations for SAP ERP HCM customers who want to perform Variable Pay planning processes in SuccessFactors. 8 December 14

Integration Add-on 3.0 for SAP HCM and SuccessFactors

Luke Marson gives in his blog an overview about the third packaged integration for SAP HCM and SuccessFactors (Integration Add-on for SAP ERP Human Capital Management and SuccessFactors. Business Execution 3.0). This packaged integration introduces qualification integration between SuccessFactors HCM suite or SuccessFactors Learning and SAP ERP HCM. 20 November 14

Q&A: Mike Ettling on the future of HR, customers, and putting the Service in SaaS

In this blog Luke Marson gives a summary of his interview with Mike Ettling about the future of HR, customers, and putting the Service in SaaS. Mike was recently appointed President: HR Line of Business at SAP. In this role, Mike now leads both the on-premise and Cloud HCM business areas for SAP. 6 November 14

Q&A: SuccessFactors Employee Central with Heike Kolar – Part 2

This is part 2 of the Q&A interview that did Luke Marson with 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. You can read Part 1 here. 2 October 14

SuccessFactors August 2014 Release Highlights

Beate Baumbeck describes in her blog the highlights which are now available with the 1408 release: beautiful user interfaces as well as improvements across the SuccessFactors® HCM Suite. 08 September 14

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

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The Income Tax Department has released a new version of File Validation Utility, FVU 4.6.

You are using the Form 24Q report HINCF24Q ( TCode: PC00_M40_F24Q) to generate TDS e-file.

While you are validating the system generated e-file through the File Validation Utility (FVU) version 4.6, you get an error reading "T-FV-2235 Invalid PAN of person responsible for deducting / collecting tax".

CourtesySAP

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You are executing payroll (Tcode: PC00_M40_CALC_SIMU) for the employees working in your organization.

In case employees belong to the region Mizoram,it is observed that professional tax calculation is not happening consistently.As per the Professional tax Authorities the professional tax should be deducted monthly on the basis on monthly wages. Professional Tax Slabs for Mizoram are as below:

CourtesySAP

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Tax Circular no 17/2014 dated 10 December 2014 has been released by CBDT with clarity on rounding of taxable income and income tax.

"Employer is advised to quote Total Taxable Income in Annexure II without rounding-off and TDS should be deducted and reported accordingly i.e. without rounding-off of TDS also" - page 9.

The provisions of rounding of taxable income and income tax components are provided under an existing constant 'TAXRO' in the table V_T511K with values '0','1','2' and '3'.

In Form 16 report HINCF160 (TCode: PC00_M40_F16), the value of the wage type /450 (Tax payable and surcharge) is exclusively rounded to nearest INR.1. This rounding of wage type /450 is now provided under the switch 'TAXRO'.

CourtesySAP

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This Note delivers the changes related to the Union Budget for 2015, as announced through Note 2137336.

This note includes PDF document about manual changes

CourtesySAP

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You have a record in Exemptions infotype (IT0582) for any of the subtypes, where in exemption has been taken for the dependent.

When you access the same record in PA20 transaction via Overview and then next display of the record, then the dependent's checkbox is coming blank.

CourtesySAP

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The Government has launched a new deposit scheme – Sukanya Samriddhi for minor girl child. This is a savings scheme which can be opened by the natural (biological) or legal guardian of the girl child aged below 10 years. The maximum limit of exemption is 1,50,000 INR.

However, Government has given a buffer time of 1 year if your child turned 10 within a year before the announcement. This means that if the girl child turned 10 anytime between December 2013 and December 2014, you can open such an account in her name.

CourtesySAP

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

The data provided above is from Notes published by SAP to users, the purpose of this document is to give the latest updates to those users who doesn't have access to https://websmp106.sap-ag.de/support.

For Older version please use the below links

Recently Released PY-IN Notes

Recently Released PY-IN Notes V.2

INTRODUCTION

The purpose of the given document is to highlight the steps required to configure year end statements (IR8E and IR8S) for Singapore on ESS. The document will be currently limited to displaying IR8E and IR8S forms on ESS.

IR8E / IR8S OVERVIEW

• IR8E- This form contains Return of Employee's Remuneration. It is provided to the employees by their employer. It contains the information necessary to complete the employees' income tax return. You can generate the Form IR8E for an employee using the Singapore Income Tax IR8E new report (RPCT8AR0_01).

• IR8S: This Employee Self-Service provides employees with their IR8S form for a financial year. This form contains the details of an employer's and employee's contributions made to the CPF or other approved pensions or provident funds for the preceding calendar year. You can generate the Form IR8S for an employee using the Singapore Income Tax IR8S report (RPCT8SR0).

PRE-REQUISITES

In order to configure year end statements on ESS, below are the steps that need to be taken care of. Detailed configuration will be shared in the later section.

• Features- Configure the country specific features in line with client requirements
• Webdynpro components- Ensure the required applications have been activated
• Payroll results exist for the given year
• Year-end reports have been executed for the given year in live run.
• User id exists for the given employee, i.e., there is a valid record in the IT0105 (communications) subtype 0001 (System user name (SY-UNAME). (For testing purposes, assign the test user id to the required eligible employee)
  
  

CONFIGURATION

FEATURES

Below features need to be configured for Singapore:

• 25A8E - To view form IR8A or 8E through ESS
• 25W8E- Feature to get the variant for IR8A report called through ESS
• 25W8S- Feature to get the variant for IR8S report called through ESS
• 25CLU - Display previous or latest results through ESS

Update the above features in line with your client requirements.

25A8E- To view form IR8A or 8E through ESS

The given feature is used to decide the choice between IR8A / IR8E form that employee will be able to view in ESS. (IR8E form is the e-form of IR8A). You can specify the last two digits of the tax year (TAXYR) from which you intend to decide the selection option. For example, specify 02 for the tax year 2002.

Per below screenshot, for years after 2002, employees will be able to view IR8E form, while for 2002 and earlier, employees will be able to view IR8A form.

25W8E- Feature to get the variant for IR8A report called through ESS

The given feature uses RPCT8AR0_01 report to fetch values. Create a custom variant suiting your requirements and use that variant as the return value. The second part of the return value refers to the earliest date from which employees can view their IR8E Form using the ESS. The below screenshot indicates that the employee will be able to view the forms from 01 Jan 2002.

• SAP&IR8E – indicates the name of the variant. This is the standard variant provided by SAP. However, please replace this with your custom variant.
• 01012002 – indicates the earliest date from which IR8E form will be visible

25W8S- Feature to get the variant for IR8S report called through ESS

The given feature uses RPCT8SR0 report to fetch values. Create a custom variant suiting your requirements and use that variant as the return value. The second part of the return value refers to the earliest date from which employees can view their IR8S Form using the ESS. The below screenshot indicates that the employee will be able to view the forms from 01 Jan 2002.

• SAP&IR8S – indicates the name of the variant. This is the standard variant provided by SAP. However, please replace this with your custom variant.
• 01012002 – indicates the earliest date from which IR8S form will be visible

25CLU - Display previous or latest results through ESS

The Display previous or latest results through ESS Feature (25CLU) can return the following values:

• 1 - Option of viewing both the Previous Results and the Existing Results
• 2 - View the Existing Results only
• 3 - View the Current Results only

WEBDYNPRO

Below are the package details that are being used to enable ESS services. Ensure that these services are active. The package and details can be checked via t-code SE80 to call ABAP development workbench.

Tcode SICF can be used to check if the services are active or not.

TESTING ESS SERVICE

T Code – SE80. Select the given package, WDA application and the corresponding application configuration. Right click on the application configuration and click on test to view the output.

Click on test to view the output

OUTPUT

Introduction

I have come across many queries in SAP Community Network where SAP HCM consultants would like to acquire the skillset to write Time PCRs. This knowledge artifact is an attempt from my side to impart this knowledge based on my experience of working in Time management over 7 years and writing Time PCRs in various SAP HCM projects.

However, before I go any further, let me be frank that there are no shortcuts to this. There isn’t any tonic available in the market that you take a couple of shots of it and overnight, you become an expert in writing Time PCRs.

It will require persistent and diligent efforts, analytical bent of mind and patience and if you are game for it, this knowledge artifact is definitely for you.

Unlike other modules in SAP HCM where you have to mostly update configuration tables, Time Management and Payroll require you to map customer scenarios using PCRs, operations and functions and this is what makes these two modules very complex. However, once you have mastered the art of writing custom PCRs, you will realize that SAP has provided such a robust and flexible option in terms of PCRs to meet various client requirements. I refer to PCR Writing as functional coding and it is similar to ABAP coding.

Definition

A Personnel Calculation Rule (PCR) is called within a schema for executing subtasks using various operations. Each step within a PCR corresponds to an operation and there can be sub PCRs too. A PCR will be processed by a function.

Below is an example of a PCR MODT being processed by function MOD in standard schema TM00.

You can access, create, modify or delete PCR using TCode PE02.

Each PCR has below sub-objects:

• Source Text – This displays the PCR in tree structure or table view and has two options – ESGrp Grouping and Wage/Time type. Below is the screenshot of the PCR in tree structure. The operations are highlighted in red box. Hence, PAYTP and MODIF are two examples of time operations.

• Attribute – The attributes section display the text of the PCR, program class (T – Time Management, C – Payroll), Country Grouping, Person Responsible, Changes only by Person Responsible Checkbox, Created On and Last Change By date. Please refer below the screenshot of the same:

• Documentation – This displays the documentation of the PCR and explains the functionality and usage of this PCR.

We never modify standard PCRs delivered by SAP. If we have to make any changes to standard PCR, we copy the standard PCR to a custom PCR and make changes to the custom PCR. Also, we comment out the standard PCR in the schema and replace it with the custom PCR. It is recommended to use codes starting with Z or Y for custom PCRs.

Probable Roadmap towards Becoming an Expert in Writing Time PCRs

When I had started my career in Time Management and Payroll, I went to a colleague of mine and asked him about the best way to learn these two complex modules. I wanted to get rid of the fear of time evaluation and payroll run log. His answer was a very simple one. Execute time evaluation for an employee and go through each node in the time evaluation log to understand how time data is getting processed by each function, PCR and operation. In hindsight, I can say that it was the best thing he advised me to do. And this is what I did. I ran time evaluation for an employee and went through the entire processing log one by one and in the process, I got myself educated on a number of standard functions, PCRs and operations. While I was doing this activity, I used to maintain a document to record the meaning and usage of the standard functions, PCRs and operations I came across. Of course, there were few complex things which were not clear and I used to go to him to get them clarified.

There was one important piece I had missed in this and that was the understanding of time types. Since I didn’t have sound understanding of time types, I was not good in writing new Time PCRs from scratch. I was, however, good in resolving support tickets which required analyzing the time evaluation log and changing or fixing existing PCRs. Hence, I had become like a car mechanic who could fix issues in a defective car and bring it back to shape. But I was still not good enough to create a new car on my own. Hence, it is very important that consultants get an understanding of time types if they wish to learn to write PCRs on their own.

Step 1: Understand Time Types – The DNA of Time PCRs

The first step involves developing an understanding of the functionality of time types. Without this, you will never be able to map complex time scenarios in Time PCRs. I have written a knowledge artifact regarding the same which will help you get this understanding. Please go through the below document.

Time Types - The DNA of Time PCRs

Step 2: Run Time Evaluation and study the Time Evaluation Log

Why am I asking you to go through this step? This is the best way to get an understanding of how time data gets processed in time evaluation. You will be going through each node and in the process, get an understanding of the usage of each function, PCR and operation. Don’t worry if things are not clear at the first instance itself for all the nodes in time evaluation log. But do continue this for the entire log. You can try various scenarios like capturing an attendance in IT2002, capturing absence in IT2001, capturing time events in IT2011, not capturing any data at all anywhere (positive time evaluation will result in error and negative time evaluation will get evaluated normally) and then running the time evaluation and studying the time evaluation log. You can go through the documentation of functions and operations and PCRs using TCode PE04 and PE02 respectively.

While I was doing the above activity, I used to maintain a spreadsheet with the codes of functions, PCRs and operations and their usage in separate worksheets. This helped me to do a quick review of what these functions, PCRs and operations were meant for, whenever required.

Operations

Taking cue from P.K. Agrawal’s book on Time Management, there are five different types of operations:

1. Operations that provide information for Decision Making in PCRs
2. Operations that change contents of Internal Tables
3. Operations that change Overall Status
4. Operations that change contents of Database Tables
5. General Operations

Below screenshot shows these operations arranged in the above 5 categories:

I would recommend that you create 5 worksheets in a spreadsheet based on the above categories and capture the definition and usage of each of the above operations as you study the time evaluation log. Idea should be to capture the gist of the usage and not the entire content available in the documentation. And, you should go through this list often and revise so that you develop a good understanding of the usage of each operation.

The most commonly used operations in Time PCRs are OUTWP, TABLE, VARAB, VARPR, VARST, ADDDB, ADDMB, COLER, COLOP, FILLP, HRS, TFLAG, GCY and PCY and I would recommend that you study them first and understand them. You can also use the “Where Used” functionality in TCode PE04 to find out PCRs where the given operations are being used.

I always had a confusion regarding when to use GCY and PCY as both of them seemed to call another sub-rule. I was able to figure this out later on. GCY is used when you want to branch on to a new sub-rule from one rule and you will be processing only this sub-rule going forward. PCY is used when you want to process multiple sub-rules simultaneously from one rule.

You may also find that you have exhausted the maximum no. of operations that can be used in a PCR. In such a scenario, you will use the last operation (GCY or PCY as the case may be) in the PCR to move on to a new sub-PCR or another employee subgroup grouping of the same PCR.

Functions

Taking cue from P.K. Agrawal’s book on Time Management, there are three different types of functions:

1. Functions that set a switch: These functions can be called at any position within the schema and they are called again while the current schema is being executed. Such functions don’t get processed in IF, ELSE and ENDIF loop. Examples are like OPPT, CHECK, EXPRT etc.
2. Functions that import data: Examples are P2001, P2011, P2002 and so on.
3. Functions that process a PCR:

• Functions for processing status information like ACTIO.
• Functions for processing internal tables like PTIPA, PTIP.
• Functions with fixed processing like PBRKS.

Let me explain you the usage of common functions which process PCRs.

• RTIP: It is used to read entries in Table TIP. Entries in Table TIP won’t get changed.
• RTIPA: It is used to read entries in Table TIP only if there is an absence for the given day. Entries in Table TIP won’t get changed.
• PTIP: It is used to process entries in Table TIP. Entries in Table TIP may get changed.
• PTIPA: It used to process entries in Table TIP only if there is an absence for the given day. Entries in Table TIP may get changed.
• ACTIO: It can be used to process any time PCR if there is no need to read or process Table TIP.

While using functions RTIP, RTIPA, PTIP and PTIPA to process a PCR, please use GEN in parameter 3 (beside the PCR) in the respective line of the schema if you are not processing the PCR for a specific time type.

While working on a requirement for one of my clients, I chanced upon a standard function PZL which gives a lot of flexibility to process wage types in Table DZL. Using this function, I was able to round off overtime hours generated in wage type from Table T510S. I was also able to split overtime hours after it has breached a given threshold limit in a month.

You can refer the below documents where function PZL has been used:

Splitting of Overtime Hours after X Hours in Time Evaluation

Rounding off Overtime Hours Generated via T510S table in Time Evaluation

Step 3: Develop Clarity of Thought on the Requirements and visualize design

It is one of the most important activities that each consultant must do while trying to write a new PCR. One must have clarity of thought on the requirements. Because only then, you will be able to design the right PCR to meet the requirements. I discovered this technique fortuitously.

Every PCR goes through the below stages and each stage has few typical queries:

• Input
  • What data needs to be processed?
  • Where does the data come from?

• Processing
  • For whom the data needs to be processed?
  • How does the data need to be processed?
  • What should be the outcome of this processing?

• Output
  • Where the processed data needs to be stored?

For each stage, depending on the activity, you may require different operations. Use the above questions to find the operations which will help you design the PCR. For example, a particular PCR needs to be processed for employees belonging to Personnel Area 1000 only. In such a case, it is the 1^st question in the processing stage and you will use operation OUTWP as a decision operation to filter out the employees belonging to Personnel Area 1000.

When you have to write a custom PCR, you should try to understand the requirements functionally before trying to figure out the operations to use. You should think of the complete design in a way that if this requirement was being handled by someone else, then you should be able to explain the step by step process of how the solution should work. You should ask the above questions which will help you zero down on the operations to use or direct you to look for the right operations from the list you have prepared.

Frankly speaking, I discovered this accidently, while trying to build my first solution independently using PCRs and time types. Below is the document regarding my first solution:

Determination of First Clock In & Last Clock Out in Positive Time Evaluation

I would recommend you to go through it so that you get an idea about the challenges faced when you are developing a solution  using PCRs independently for the first time.

There may be situations when no standard operation can handle the client’s requirements. In such a case, you may go for development of a custom operation.

Step 4: Practice already built Standard and Custom PCRs

Practice, Practice and Practice!!! There is no substitute to this.

Yes, that’s the mantra to get into the groove of writing PCRs. Develop your confidence and understanding of the PCRs by creating simple Standard and Custom PCRs which are already built.

Some of the simple standard PCRs which you can practice are MODT, TD20, TD10 and TE20. If you wish to practice simple custom PCRs, you can refer to the below blogs:

Grant of Absence Quotas in Time Evaluation

Balance Absence Quota Carry Forward – Method 1

Once you have mastered the simple PCRs and created them on your own, you can move on to medium and high complexity PCRs. Some of the medium and high complexity standard PCRs which you can practice are TE30, TO01, TO02, TW31, TW32, TW33, TW34, TW35, TW36, TO20 and TO21. If you wish to practice medium and high complexity custom PCRs, you can refer to the below blogs:

Determination of First Clock In & Last Clock Out in Positive Time Evaluation

Late Coming, Early Going and Unauthorized absence

Pre-approved Overtime Using IT2007

Calculation of Ramadan Overtime during Planned Working Time

Splitting of Overtime Hours after X Hours in Time Evaluation

Rounding off Overtime Hours Generated via T510S table in Time Evaluation

Please ensure that you run time evaluation and validate that PCRs created by you are behaving as expected. It is very important that you go through the processing log of the PCR to validate its functioning.

Step 5: Moment of Truth – Build your own solution using custom PCRs

After you have gone through the above steps, you will definitely become comfortable in writing custom PCRs. But the moment of truth will come when you are able to do end to end design and build of a solution using custom PCRs independently. That moment will slowly and steadily build your confidence and help you to design more solutions with custom PCRs for various client requirements. And as you go on writing more PCRs, you will finally realize that writing PCR comes to you naturally.

The above steps are simply guidelines to help new consultants wanting to master the art of writing time PCRs. For some of them, the learning curve may be faster and not all steps may be needed. Some who may have attended SAP training may do it even quicker.

I hope consultants will benefit by the approach highlighted in this blog. It will require continued perseverance and patience to reach the goal. Remember that Rome wasn’t built in a day.

RPTIME00 Future Ahead?

SAP is rapidly changing quite a few things in SAP HCM space after acquiring SuccessFactors and one of the things which may get impacted is time evaluation solution. As per the blog – (RP)TIME to Say Good Bye? - published by Sven Ringling yesterday, SAP may soon sound the death bell for RPTIME00 program and time evaluation solution. If that indeed happens to be the case in future, it will be really unfortunate for SAP to do away with a time tested, highly flexible and robust time evaluation solution. And that would mean that my blog will also become redundant

Till that point of time, where customers continue to use time evaluation and new consultants are willing to acquire the art of writing Time PCRs, I hope this knowledge artifact will be useful and relevant.

Warm regards,

Vivek Barnwal

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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

This document is being written with an assumption that the reader would have basic knowledge on Singapore Payroll and would be familiar to terms such as OW, AW, CPF etc.

The aim of the document is to explain with example how the CPF excess and shortfall is calculated in scenario where there has been a retroactive AW reduction. Earlier, a negative adjustment to AW paid in the past used to be possible in the current period and CPF used to get calculated on this adjusted amount under the standard schema. However, later support packs 70/71 under release 604 introduced a new functionality to handle this situation of negative AW in retro.

With the introduction of this functionality, it was expected that the CPF on any back dated AW recovery will have to be manually claimed for refund from the CPF board.

For example,

OW in May = 5000 | AW in May = 1000

EE CPF contribution for May = (5000 * 0.20) + (1000 * 0.20) = 1200

ER CPF contribution for May = (5000 * 0.17) + (1000 * 0.17) = 1020
This contribution is submitted to the CPF board after May payroll. Later it is noticed that the bonus for May was paid in excess. The bonus amount should actually have been $800. Thus, a recovery is maintained to be processed in June payroll. As per the earlier method, when the CPF on the recovery used to get adjusted in the current pay, the calculation was as below

OW in June = 5000 | AW for May = -200

EE CPF Contribution = (5000 * 0.20) + (-200 * 0.20) = 1000 – 40 = 1960

ER CPF Contribution = (5000 * 0.17) + (-200 * 0.17) = 850 – 34 = 816

However, with the change in functionality the calculation would no longer be like this. The new calculation of CPF contribution under June payroll would be as below:

OW in June = 5000 | AW for May = -200

EE CPF Contribution = 5000 * 0.20 = 1000

ER CPF Contribution = 5000 * 0.17 = 850

Thus, the CPF on the recovery amount is not adjusted in the current pay and instead the business needs to claim for a refund manually.

Now, it should be noted that there is no provision for manual refunds to be entered back into the system so that the AW capping, CPF excess and shortfall are calculated correctly in future. Thus, to cater to this need, wage types /3ND, /3NR were introduced which reflect the recovery / ‘CPF refunded’ amount. /3ND is the refund amount to be claimed from CPF board individually in each period. In case there is still CPF excess amount calculated in the year end. Only the ‘CPF to be refunded’ amount will be calculated while the ‘CPF refunded’ amount is already in history.

Now let us look at an examples for this.

Example 1: CPF Excess calculation at year end

Let us assume that the employee was paid two bonus amounts in the months of Feb and March:

The CPF for these bonuses were calculated and paid to the CPF board.

Later in April, the previous month bonus is found to be paid in excess and thus a recovery is entered for the excess portion.

Payroll is then executed for April.

As seen from the Payslip above, the negative adjustment has not been considered in the CPF calculation.

Instead in the payroll log corresponding WTs are generated to reflect this negative value which would be considered at the year-end for capping recalculation.

The CPF corresponding to this recovery must be claimed back from the CPF board manually.

After this there are no further AW payments and the payroll is executed till December with only OW. In December payroll, excess CPF is generated. This has been calculated keeping in consideration the refund that was already claimed from the CPF board earlier.

Below is the detailed calculation of this excess.

AW Capping for CPF = 25000

EE Contribution on capping = 25000 * 0.20 = 5000

ER Contribution on capping = 25000 * 0.17 = 4250

CPF refunded to employee for /3NR = 1000 * 0.20 = 200

CPF refunded to employer for /3NR = 1000 * 0.17 = 170

CPF Already paid by EE on AW = (15000 * 0.20) + (17000 * 0.20) = 6400

CPF Already paid by ER on AW = (15000 * 0.17) + (17000 * 0.20) = 5440

Thus,

Employee Excess = 6400 – 5000 – 200 = 1200

Employer Excess = 5440 – 4250 – 170 = 1020

Similarly in case of shortfall calculation, the CPF already refunded as per /3ND is taken into the calculations.

In case we need to delete the personal number of an employee, if we hired a wrong employee,  employee did not joined the Company, etc

In such situations we can use below reports to delete the Personnel numbers:
1) RPUDELPN : For non-production systems.
2) RPUDELPP : For production systems.

Report RPUDELPP:

Authorization Object : P_DEL_PERN

Double Verification principle is implemented

Two roles (request and execute) that have to be assigned to two different users:
1) 01 : "requester" of the deletion
2) 02 : “executor” of deletion

Ultimately deletion of Personnel number is done by report RPUDELPN which is called from this report.

The whole process is logged in the table HRPAD_DELPN.

Execution of RPUDELPP:
The report provides below options:
 

To Delete the Personnel Number:
Step 1) User specifies the Personnel Number and “Request Destruction”.

(User must have "requester" of the deletion role assigned)

An entry is made in table HRPAD_DELPN with status 01.
  

Step 2) Another user specifies the Personnel Number which has to be deleted(for which “Request Destruction” has already been done) and selects “Perform Destruction”

(User must have “executor” of deletion role assigned)

In HRPAD_DELPN two new Entries are created with status as below:
(a) “3” : Meaning Report RPUDELPN has been called.
(b) “4” : Meaning Personnel number has finally been deleted.

If however due to some reason RPUDELPN is called but it is not able to delete the pernr, then the entry in HRPAD_DELPN with status “4” is not created:

If for any personnel number Destruction has already been requested(but deletion is not done yet) then user can withdraw the destruction by selecting “Withdraw Destruction Request”.
(Any of the two roles "requester" of the deletion or “executor” of deletion  role must be assigned to the user).
In this case an entry is made in HRPAD_DELPN with status “2”  

NOTE:
1) user can have have both roles.
2)  Locked Personnel numbers cannot be deleted.
3) User must have write authorization for all HR infotypes and subtypes.
4) Personnel numbers which are to be deleted must have a Payroll Status (Infotype 0003) record. If the record does not exist then it must be created first.
5) The relevant infotypes are read from table T582A Customer-Specific Settings. If this table contains no entry, no data is deleted.
6) Once the Personnel number is deleted it can be reassigned to a new Person. Only table HRPAD_DELPN will contain a reference that the personnel number was previously assigned.
However, the number range is not reset, if you want to generate same PERNR again you have to reset the number range status in T-Code PA04.
7) If the report RPUDELPP is executed in non-production systems then it will give a warning, although it can still be used.

TIME MANAGEMENT

PURPOSE OF TIME MANAGEMENT:

- Defining Holiday Calendar.

- Defining Shift Timings / Work Timings / Work Schedules.

- Overtime Data Maintenance.

- Leaves / Absences:

            - Casual Leave (CL)

            - Sick Leave (SL)

            - Privilege Leave / Annual Leave

            - Loss of Pay (LOP) or Leave without Pay (LWP) - Individual's Need.

- Daily Production (Work) Hours / Break Time.

- Absence Quotas / Leave Entitlement / Balances.

- Attendances / Attendances Quotas.

- Substitutions.

DEFINE HOLIDAY CALENDAR:Holidays are usually of TWO types:

1. Fixed Public Holidays.

    Example: 1-JAN (New Year), 14-JAN (Pongal), 26-JAN (Republic Day). 

2. Floating Public Holidays.

    The dates of the holidays are never fixed.

    Example: Dussehra, Ramzan. If Dussehra. 

CHARACTERISTICS OF HOLIDAYS:There are 2 basic characteristics of holidays.

1. Guaranteed Holidays:

     Suppose 20-Sep-2011 is Dussehra, if this date happens to fall on a Saturday or Sunday, then the holiday moves either to Friday or Monday.      Hence, it's a guaranteed holiday.

2. Non-Guaranteed Holidays:

     Holiday which falls on a weekly-off is not given on the preceding or next working day.

     Ex: If 26-Jan falls on a Sunday, then this holiday will not be given on any other date; neither on the preceding Friday (i.e. 24-Jan) nor on the      following Monday (i.e. 27-Jan). Hence, such holidays are known as non-guaranteed holidays.

Mostly the national holidays are Non-Guaranteed Holidays but the regional religious holidays are Guaranteed Holidays.

DAILY WORK SCHEDULES (DWS)

MEANING:Daily Work Schedule (DWS) is the shift timings of an individual, on a specific day.

BREAK SCHEDULES:There are four types of break schedules that exist. They are:

              1. Fixed Break Schedule.

              2. Variable Break Schedule.

              3. Dynamic Break Schedule.

              4. Overtime Break Schedule.

FIXED BREAK SCHEDULE: In this break schedule, timings of the break are fixed. Employee is given certain time duration, say one hour, at the same time everyday, it's only within that time frame he/she has to take the break.

Ex: Timings are fixed (1:00 PM to 2:00 PM), there are no changes in break-time, daily.

VARIABLE BREAK SCHEDULE:In this break schedule, timings of the break are not fixed instead employee is given an interval in which he has to take the break. Example: 12:00 Noon to 2:00 PM. Individual can take any 1 hour as break. If he or she exceeds 1 hour, salary must be reduced

DYNAMIC BREAK SCHEDULE:In this break schedule, there won't be a certain time range, but the break can be taken after working for certain number of hours. Example: Employee is allowed to take break after working three hours from the start of the shift. If a person's shift starts at 9:00 AM, he can take the break at 12:00 Noon. 

OVERTIME BREAK SCHEDULE: In this break schedule, breaks are taken during over-time of the shift. This can be fixed break schedule which is taken during over-time.

Example:  09:00 AM to 06:00 PM - Normal Working Hours.

                 06:00 PM to 10:00 PM - Over-time Hours.

                 08:00 PM to 08:15 PM - Over-time Break.

Transaction codes used in Negative Time Management.

      A. Transaction Code to Generate the Work Schedule - PT01.
      B. Transaction Code to Change the Work Schedule - PT02.
      C. Transaction Code to Display the Work Schedule - PT03.
      D. Info Type 0007 helps in saving the TIME details of an employee.
      E.  Info Type 0007 is mandatory (to maintain in SAP) for running the payroll.

ABSENCES (I.T 2001):This info type is used to maintain the absences of the employee.
Example: Casual Leave, Privilege Leave, Sick Leave.

ATTENDANCE (I.T 2002):This info type is used to maintain the attendance of the employee in special cases.
Example: If employee is on business trip or on training etc.

SUBSTITUTION (I.T 2003):This info type is used to record the substitute (swapping) timings of the employee.

Example: An employee chooses to work in 1st shift (3:00 PM to 00:00 AM) while his actual roster is for 2nd shift (6:00 PM to 3:00 AM), this is called as substitution.

OVER TIME (I.T 2005):This info type is used to maintain the overtime working hours of the employee.

ABSENCE QUOTAS (I.T 2006) :This info type is used to maintain the leave entitlements of the employee.

ATTENDANCE QUOTAS (I.T 2007) :This info type is used to record the attendance quotas.

Example: During training days, Over-time etc.

EMPLOYEE REMUNERATION INFORMATION (I.T 2010) :This info type is used to maintain the time related payments.

Example: Overtime Payments, Shift Allowances, Hourly Payments etc.

TIME EVENTS (I.T 2011):This info type is used to record the log-in & log-out timings of the employee.

Example: Actual Timings.

NOTE: This info type is applicable, only if, possible time evaluation is used.

QUOTA CORRECTIONS (I.T 2013):This info type is used to modify the Quota values. This is applicable only in Time Evaluation Method. They generate leave entitlement.

PLANNED WORKING TIME (I.T 0007)

QUOTA COMPENSATION (I.T 0416) :This info type is used to maintain the encashment related details.

TIME MANAGEMENT STATUS:This is used to indicate whether employee participates in time evaluation program.

Following are the standard time management status

          A. '0' - No time evaluation.

          B. '1' - Time evaluation of actual times.

          C. '2' - Planned Data Collection (PDC) time evaluation.

          D. '7' - Time evaluation without payroll integration.

          E. '8' - External services.

          F. '9' - Time evaluation of planned times.

CONCEPT OF TIME EVALUATION:It is not possible to achieve carry forward functionality with 'RPTQTA Method' (Standard Method).

TIME EVALUATION:It is defined as a process of evaluating the working times through the 'RPTIME00' program.

It is a general understanding that all public holidays and weekends are off. However, in certain industries it is not so. In industries such as mining, there are workers working in shifts 24X7. Thus at times, even though there is a public holiday, it is to be configured as a working day. Such scenarios are handled by configuring different rules for day types.

To put it in simple words, a rule for day types is a rule that defines which day type would be assigned to a day with a specific holiday class.

It is expected that the readers of this document would have a basic understanding of what are day types and holiday classes. To quickly review, below are the standard day types and holiday classes that are used most commonly.

Now let us try to understand the rule for day types column by column.

Rule Number: A unique sequential number assigned to each rule created. A relevant rule number is assigned to each WSR in V_T508A under the “Work Schedule Generation” section.

Day Type Weekday: This section specifies which day type is to be assigned to a weekday with a specific holiday class. This column has 10 positions for 10 holiday classes from 0 to 9 respectively. The content in each position specifies the day type that is assigned to the relevant holiday class at that position. To understand it better, refer to the screenshot below. Each position in the below shown rule has been highlighted in a different color. The holiday class to which each position corresponds is mentioned in the table along with the day type that is assigned to that Holiday class.

Now in case the business requires that the employees should not get any Off day even if the day is a public holiday then simply assign Day Type 0 for all holiday classes. The rule would then look like below:

Day Type Saturday: This column is same as the previous one with the only difference that it is applicable only for Saturdays. Let’s say that the business wants to give a day off only if the public holiday falls on a Saturday. In this case the rule would be configured as below:

As you can see Day type 1 (Off/paid) is assigned to position for Holiday Class 1 (public holiday) in the column for Saturday only. This would make all public holidays falling on Saturday as an off day. On any other day, the public holiday would be a working day.

Day Type Sunday: This column is similar to the previous one with the only difference that it is applicable for Sundays only. This column would be configured for the rule to be defined in case the public holiday falls on Sunday.

Let us look at some examples:

Scenario 1: A day off is given only when any ordinary public holiday falls on Saturday or Sunday.

Scenario 2: A day off is given if Christmas eve falls on weekend. Also a special allowance is given for this day. All other public holidays are normal day offs.

Many consultants find it difficult to understand the concept of rule for day types and configure the same. Hope this document would be helpful in making the understanding simpler.

Regards

Shruti

Applies to:

SAP HCM FPM Forms

Summary:

This article emphasis how to implement Webdynpro ABAP Search helps in HCM Forms.

Author

P.Ramanan

Created on:

16-Apr-2015

Author Bio:

P.Ramanan works as Technical consultant. He focuses on Webdynpro abap, ABAP, OOABAP, FPM, Portal, HCM forms, Fiori.

Introduction

HCM process and forms is a subcomponent of HR Administrative Services within SAP ERP Central Component (SAP ECC). HCM Process and forms is mainly to automate the HR process. SAP has delivered PA and PD Standard forms to update respective infotypes. SAP does not support all the PD infotypes under decoupling framework. Only certain infotypes are updated through standard back-end service. For the rest of the service we have to implement Custom Generic Basic or Advanced backend service to validate and update the values. In the same way SAP has not given search helps to some PD infotype fields (ex. AUFNR – order field and WBS element).

In this document I explained in a simple way how to implement Webdynpro ABAP search help in HCM FPM forms.

Scenario

Before stepping into scenario I would like to recommend the reader should possess basic knowledge on creating HCM process and forms.

I had a scenario to create a custom HCM forms to update Cost Distribution infotype 1018. SAP had not given standard search help for some fields (ex. AUFNR, WBS element).

I have created HCM process and Form scenario named ‘ZHR_COST_DISTRIBUTION ‘and assign the standard SAP_PD backend service. The requirement is to enable search help to the below highlighted POSNR (WBS element field).

To achieve the Webdynpro search help functionality we need a Webdynpro abap search component. So that I create the Webdynpro component ‘ZHR_WBS_SEARCH_HELP_COMP’.

Implement the interface ‘IWD_VALUE_HELP’.

Once the interface is implemented a method ‘SET_VALUE_HELP_LISTENER’ will be available in the component controller.

Create an attribute ‘VALUE_HELP_LISTENER’ of public type reference to ‘IF_WD_VALUE_HELP_LISTENER’. This attribute is to hold the object reference of the Listener interface. This attribute listens to the click event of HCM forms field in which we assign the search help and invokes the Webdynpro component. And once the search is done this listener object transfers the value back to the HCM form.

WD_VALUE_HELP Window will be added to the Webdynpro component as a part of implementing the interface ‘IWD_VALUE_HELP’. Create a context for search help field. In this example I created the context I1018_POSNR of type PS_PSP_PNR. In the context attribute select the input help mode as ‘Dictionary Search help’ and provide PRPM as Dictionary search help value.

Design the view layout and assign context attribute to the UI element in the screen. Keep a button in the screen. The button event is to transfer the search help value using listener object reference and to close the search window.

Add the view to the window ‘WD_VALUE_HELP’.

The Design part is completed. Next we have to write the logic in the Webdynpro component to listen to the search help event triggered from the HCM form and to transfer the search value.

Implement the below code in the interface method ‘SET_VALUE_HELP_LISTENER’ in the component controller.

wd_this->VALUE_HELP_LISTENER = LISTENER.

Write the below code in the button event and activate the Webdynpro component.

METHOD onactionok .
DATA : lo_listener TYPE REF TO if_wd_value_help_listener,
       lv_name TYPE string.
DATA lo_el_context TYPE REF TO if_wd_context_element.
DATA ls_context TYPE wd_this->element_context.
DATA lv_i1018_posnr TYPE wd_this->element_context-i1018_posnr.


* get element via lead selection
lo_el_context = wd_context->get_element( ).
* @TODO handle not set lead selection
IF lo_el_context IS INITIAL.
ENDIF.

* get single attribute
  lo_el_context->get_attribute(
EXPORTING
name =  `I1018_POSNR`
IMPORTING
value = lv_i1018_posnr ).

* Getting the object reference of interface for search help
lo_listener = wd_comp_controller->value_help_listener.

* Gives the name of the attribute from where F4 help is triggered
lv_name = lo_listener->f4_attribute_info-name.

  lo_listener->f4_context_element->

              get_node( )->get_node_info( )->

              get_controller( )->get_context( )

              ->add_context_attribute_change(
element = wd_comp_controller->

                   value_help_listener->f4_context_element
attribute_name =

                    wd_comp_controller->

                    value_help_listener->f4_attribute_info-name
new_value = lv_i1018_posnr ).

* Set the selected value in the attribute
lo_listener->f4_context_element->set_attribute( name = lv_name
value = lv_i1018_posnr ).

* Instruct to close the Pop up window
wd_comp_controller->value_help_listener->close_window( ).
ENDMETHOD.

Webdynpro Component Design and coding part is completed. Now this search help component has to be plugged in to the HCM forms.

In the HCM form under form scenario in fields select the input help against the field. In this example I select the field I1018_POSNR.

Check the active check box against Webdynpro input help and pass the Webdynpro component name in the Data binding service. And select the Tick button to close the window.

Save the HCM forms and run. WBS field is enabled with search help.

Click on Search option opens the below screen.

Click on Start Search and select the value.

Click on Accept button to transfer the value to the HCM form.

Finally selected value is transferred to HCM form Context.