Absence Quota Configuration Validation

Hi Guys,

You created a new absence quota generation rule, but when you are testing for an employee, it is not working correctly. You now worried, if there is something wrong in configuration. You want to know which selection rule is being picked for this testing employee. Selection rule is based on employee grouping for PA/PSA , EG/ESG and return value of QUOMO feature.

There is a report “RPTQUOTA_CHECK“. It will tell all configuration items associated for your test employee for absence quota i.e. Selection Rule, Quota Types, Base Entitlement, Validity / Deduction intervals, Reduction and Rounding rules. It will be helpful to check overview of Quota configuration elements.

Step 1: Go to T-code SE38 and execute report “RPTQUOTA_CHECK“.

Step 2: Fill selection screen and then execute.

Step 3: Figure out, what is the configuration rules your test employee ‘10270’ belongs to? Check all relevant groupings.

Step 4: If there are multiple rules for any specific configuration items (Base entitlement in this article), then look all of them to investigate.

Step 5: If you are still looking where is an issue? You can compare with other quota which is working. Execute the report “RPTQUOTA_CHECK” in two windows by selecting different quota types on selection screens.

Introduction

Sometimes, you come across a requirement which initially may seem not achievable in standard SAP. And there lies the challenge on how to design a solution for it using standard approach and avoiding the need to go for custom development.

I had a similar requirement from one of my clients for which I was implementing positive time management. The requirement was to grant entire annual leave quota at the start of the year and if there was a promotion in the middle of the year, then the system should automatically grant additional days of annual leave on the day of promotion.

If the annual leave was being accrued and granted daily as part of daily accrual, it would have been quite simple. Because the system would have found the prorated value to be accrued and granted per day based on the base entitlement valid on that day. However, in our scenario, the complete grant happens at the start of the year and then additional days need to be granted on the promotion date.

Client Requirement

Let me explain you the client requirements in detail. The client was implementing positive time management. The annual leave quota was to be granted on the hiring date or on 01-Jan based on the level the employee belongs to. Below are the annual leave quota entitlement based on the pay scale levels:

                   Pay Scale Level                                               Quota Entitlement

                   01 – 06                                                                   35 days

                   07 – 12                                                                   38 days

                   13 – 18                                                                   42 days

                   19 – E4                                                                   48 days

If the employee is hired in the middle of the year, then the annual leave quota granted should get prorated as per duration of employment in the given year. Also, the additional days of annual leave should be granted only when the promotion happens from level 06 to level 07 or from level 12 to level 13 or from level 18 to level 19. Also, the annual leave quota should get rounded off to the nearest integer during each grant.

Challenges

There were quite a few challenges associated in trying to build a solution for this requirement in standard way. Below are the key ones mentioned:

• How does the system determine in time evaluation that promotion has happened and this promotion will result in additional grant of annual leave quota? If you see the requirement, you will find that only certain promotions will result in additional annual leave days grant.

• How does the system determine the total no. of days spent in the current quota and the total no. of days to be spent in next quota in time evaluation run?

• How does the system determine the base entitlement of current quota and next quota in time evaluation run to calculate the additional no. of days to be granted?

Solution Design

Let me take you step by step through the solution design for this requirement.

Step 1: SAP IMG > Time Management > Time Data Recording and Administration > Managing Time Accounts Using Attendance/ Absence Quotas > Setting Groupings for Time Quotas > Group Employee Subgroups for Time Quotas

Step 2: SAP IMG > Time Management > Time Data Recording and Administration > Managing Time Accounts Using Attendance/ Absence Quotas > Setting Groupings for Time Quotas > Group Personnel Subareas for Time Quotas

Step 3: SAP IMG > Time Management > Time Data Recording and Administration > Managing Time Accounts Using Attendance/ Absence Quotas > Time Quota Types > Define Absence Quota Types

Step 4: SAP IMG > Time Management > Time Data Recording and Administration > Managing Time Accounts Using Attendance/ Absence Quotas > Calculating Absence Entitlements > Automatic Accrual of Absence Quotas > Permit Generation of Quotas in Time Evaluation

Step 5: SAP IMG > Personnel Management > Personnel Administration > Payroll Data > Basic Pay > Check Pay Scale Type

Step 6: SAP IMG > Personnel Management > Personnel Administration > Payroll Data > Basic Pay > Check Pay Scale Area

Step 7: SAP IMG > Personnel Management > Personnel Administration > Payroll Data > Basic Pay > Check Assignment of Pay Scale Structure to Enterprise Structure

Step 8: SAP IMG > Personnel Management > Personnel Administration > Payroll Data > Basic Pay > Check Total Salary against Salary Range > Define Pay Grades and Levels

Step 9: SAP IMG > Time Management > Time Data Recording and Administration > Managing Time Accounts Using Attendance/ Absence Quotas > Calculating Absence Entitlements > Rules for Generating Absence Quotas > Specify Rule Groups for Quota Type Selection > Modify Feature QUOMO

Step 10: SAP IMG > Time Management > Time Data Recording and Administration > Managing Time Accounts Using Attendance/ Absence Quotas > Calculating Absence Entitlements > Rules for Generating Absence Quotas > Set Base Entitlements > Base Entitlement for Absence Quota Generation

Step 11: SAP IMG > Time Management > Time Data Recording and Administration > Managing Time Accounts Using Attendance/ Absence Quotas > Calculating Absence Entitlements > Rules for Generating Absence Quotas > Determine Validity and Deduction Periods

Step 12: SAP IMG > Time Management > Time Data Recording and Administration > Managing Time Accounts Using Attendance/ Absence Quotas > Calculating Absence Entitlements > Rules for Generating Absence Quotas > Define Rules for Reducing Quota Entitlements > Define Reduction Rules

Step 13: SAP IMG > Time Management > Time Data Recording and Administration > Managing Time Accounts Using Attendance/ Absence Quotas > Calculating Absence Entitlements > Rules for Generating Absence Quotas > Define Rules for Rounding Quota Entitlements

Step 14: TCode SM30> V_T555A

Step 15: SAP IMG > Time Management > Time Data Recording and Administration > Managing Time Accounts Using Attendance/ Absence Quotas > Calculating Absence Entitlements > Rules for Generating Absence Quotas > Define Generation Rules for Quota Type Selection > Selection Rules

Step 16: TCode SM30 > V_T511K

We require the above constants because there isn’t any standard operation available to read the base entitlement for a specific pay scale level. We can read the base entitlement using operation HRS=CZQU** in a PCR by calling the specific pay scale level.

Step 17: TCode PE02

PCR ZTK1

PCR ZTK1 checks the difference between date of time evaluation and hiring date using operation HRS=YDAA01 and compares it with 0 using HRS?0. If the difference is not greater than 0, then it gets processed under *. It implies that the given date is the hiring date and hence, a value of 1 is passed using HRS=1 and finally saved in time type ZTK1 using ADDDBZTK1Z.

If the difference is greater than 0, it gets processed under >. It checks for the current period using VARSTCURMO. If it is anything other than 01, it stops at **. If it is 01, it checks for the date of the given period using VARSTREDAY. If it is anything other than 01, it stops at **. If it is 01, a value of 1 is passed using HRS=1 and finally saved in time type ZTK1 using ADDDBZTK1Z. This time type is used to grant annual leave either on 01-Jan or on the hiring date of the employee.

PCR ZTK2

PCR ZTK2 checks the current pay scale level of the employee using OUTWPTRFST. For levels 01-06, it processes under employee subgroup grouping A and assigns a value of 1 in time type ZTK2. For levels 07-12, it processes under employee subgroup grouping B and assigns a value of 2 in time type ZTK2. For levels 13-18, it processes under employee subgroup grouping C and assigns a value of 4 in time type ZTK2. For levels 19-E4, it processes under employee subgroup grouping D and assigns a value of 7 in time type ZTK2. Also, in each case, the PCR gets processed under E and assigns a value of 1 to time type ZTK3. Time type ZTK3 is a yearly time type and will store the total no. of days for which time evaluation has run in the current year. This time type will be read to find the no. of days the employee spent in previous pay scale level (on being promoted) and accordingly, arrive at the prorated entitlement in the previous level. This is explained in the last PCR ZTK4.

PCR ZTK3

PCR ZTK3 is used to find if promotion has happened or not from Level 06 to 07 or from Level 12 to 13 or from Level 18 to 19. It first checks if the difference between date of time evaluation and hiring date (using HRS=YDAA01) is greater than 0 or not. If it is 0, it implies that the given date is the hiring date and hence, the processing stops at *. If it is greater than 0, it gets processed under > and goes to employee subgroup grouping A.

Under A, it finds the difference between current day’s pay scale level and yesterday’s pay scale level using HRS=DZTK2 and HRS-LZTK2 and compares it with 0. If the difference between current day’s pay scale level and yesterday’s pay scale level is 0, it means that no promotion has happened which will require additional annual leave grant.

If the difference is 1, it implies that the employee has moved from Level 06 (value = 1) to Level 07 (value =2) and hence, passes value 1 into time type ZTK4 using ADDDBZTK4Z.

If the difference is 2, it implies that the employee has moved from Level 12 (value = 2) to Level 13 (value = 4) and hence, passes value 2 into time type ZTK4 using ADDDBZTK4Z.

If the difference is 3, it implies that the employee has moved from Level 18 (value = 4) to Level 19 (value = 7) and hence, passes value 3 into time type ZTK4 using ADDDBZTK4Z.

PCR ZTK4

PCR ZTK4 finds the value of time type ZTK4 for the current day using HRS=DZTK4 and compares it with 0 using HRS?0.

If the value is 0, it implies that no promotion, that may require additional annual leave grant, has happened and it stops processing under =.

If the value is greater than 0, it goes for processing under * and compares the value with 1 using HRS?1. If the value is 1, it implies that promotion has happened from Level 06 to 07 and hence, it gets processed under = and goes to employee subgroup grouping A of the PCR for further processing.

If the value is greater than 1, it goes for processing under * and compares the value with 2 using HRS?2. If the value is 2, it implies that promotion has happened from Level 12 to 13 and hence, it gets processed under = and goes to employee subgroup grouping B of the PCR for further processing.

If the value is greater than 2, it goes for processing under * and compares the value with 3 using HRS?3. If the value is 3, it implies that promotion has happened from Level 18 to 19 and hence, it gets processed under = and goes to employee subgroup grouping C of the PCR for further processing.

If the value is greater than 3, it stops processing under *.

The processing under employee subgroup grouping A, B and C are similar and hence, I will explain the processing under A only.

Under A, it finds the difference between date of time evaluation and hiring date using HRS=YDAA01 and subtracts the no. of days of time evaluation till system date -1 day in the given calendar year using HRS-MZTK3 (no. of days spent in pay scale level 06 in the given calendar year). If the difference is 0, it implies that the employee is getting promoted in the hiring year itself and the PCR will get processed under =. This scenario is also valid for mid-year hiring and promotion in the hiring year.

Under =, we first read the no. of days of time evaluation till system date -1 day (no. of days in pay scale level 06) using HRS=MZTK3 and divide it by 365 days using HRS/365 and then multiply it with pay scale level 06 entitlement using HRS*CZQUQ1 to arrive at the prorated annual leave grant for the duration in pay scale level 06. This is added to time type ZTK5 using ADDDBZTK5Z.

We find the no. of days to be spent in pay scale level 07 using HRS=FV01F and HRS+1. HRS=FV01F finds the difference between quota end date and system date (date of promotion) for annual leave quota 01. This will be 1 day less and hence, we add 1 day using HRS+1. For example, the difference between 31-Jan and 01-Jan will come out to 30 days and hence, we add 1 day to arrive at 31 days. After finding the no. of days in pay scale level 07, it is added to time type using ADDDBZTK8Z. Then this no. is divided by 365 days using HRS/365 and then multiply it with pay scale level 07 entitlement using HRS*CZQUQ2 to arrive at the prorated annual leave grant for the duration in pay scale level 07. This is added to time type ZTK6 using ADDDBZTK6Z.

Then, we read the prorated value of annual leave grant in pay scale level 06 using HRS=DZTK5Z and add to it the prorated value of annual leave grant in pay scale level 07 using HRS+DZTK6Z and finally subtract the entitlement granted at the time of hiring using HRS-FE01C. This helps to arrive at the additional no. of days to be granted on promotion. The PCR then gets processed under employee subgroup grouping I and is covered later.

If the difference between HRS=YDAA01 and HRS-MZTK3 is greater than 0, it implies that the employee is getting promoted in any year other than the hiring year and the PCR will get processed under >.

Under >, we first read the no. of days of time evaluation till system date -1 day (no. of days in pay scale level 06) using HRS=MZTK3 and divide it by 365 days using HRS/365 and then multiply it with pay scale level 06 entitlement using HRS*CZQUQ1 to arrive at the prorated annual leave grant for the duration in pay scale level 06. This is added to time type ZTK5 using ADDDBZTK5Z.

We find the no. of days to be spent in pay scale level 07 using HRS=365 and HRS-MZTK3 and it is added to time type using ADDDBZTK8Z. Then this no. is divided by 365 days using HRS/365 and then multiply it with pay scale level 07 entitlement using HRS*CZQUQ2 to arrive at the prorated annual leave grant for the duration in pay scale level 07. This is added to time type ZTK6 using ADDDBZTK6Z.

Then, we read the prorated value of annual leave grant in pay scale level 06 using HRS=DZTK5Z and add to it the prorated value of annual leave grant in pay scale level 07 using HRS+DZTK6Z and finally subtract the entitlement granted at the start of calendar year using HRS-CZQUQ1. This helps to arrive at the additional no. of days to be granted on promotion. The PCR then gets processed under employee subgroup grouping I.

Under I, the PCR looks for absence quota type 01 using OUTAQTYP. If the quota type is anything other than **, it stops processing there. If the quota type is 01, the additional no. of days to be granted on promotion is rounded off using ROUNDHR01 and then added to time type ZTK7 using ADDDBZTK7Z and finally updated in annual leave absence quota 01 using UPDTQA01.

We will now introduce these PCRs in positive time schema as shown below:

We also need to introduce function CHECK with parameter BP in the positive time schema so that pay scale levels are read in the Table WPBP as shown below:

With the solution configuration completed, let us proceed to test the solution.

Solution Testing

We will test the below scenarios and see if our solution works correctly or not.

Scenario 1: For an existing employee whose hiring date is in the past years

IT0000

IT0001

IT0007

IT0008

IT0041

PT60

Run time evaluation for 01-Jan-15 for the PERNR and it should give a grant of 35 days as per entitlement.

IT2006

IT0008 – Employee promoted from Pay Scale Level 06 to 07 on 01-Jun-15

PT60

Run time evaluation for 01-Jun-15 for PERNR and it should give an additional grant of 2 days of annual leave for annual leave quota 01.

IT2006 – AL Quota got increased by 2 days due to promotion

Scenario 2: For an employee who got hired mid-year and got promoted in hiring year

IT0000

IT0001

IT0007

IT0008

IT0041

PT60

Run time evaluation to grant quota on 01-Feb-2015.

IT2006 – Prorated quota of 35 days get granted on 01-Feb-15 instead of 38 days since the employee joined mid-year.

IT0008 – Employee promoted from Pay Scale Level 12 to 13 on 01-Jun-15

PT60

Run time evaluation for 01-Jun-15 for PERNR and it should give an additional grant of 2 days of annual leave for annual leave quota 01.

IT2006 – AL Quota got increased by 2 days due to promotion

Here, I come to the end of this knowledge artifact. This requirement helped me stretched my boundaries of imagination and it was a very good learning experience for me. I hope it has been the same for you.

Warm regards,

Vivek Barnwal

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

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

One Stop Shop of my Knowledge Artifacts in SAP HCM

Hello All ,

Below information is basic info on how to change the record / how to delete the record via debugging mode .

Example -  Change / delete one record from Info type 0001 (PA0001) Via Debugging mode.

Debugging: SAP provides a very powerful debugger, knowing all its features would make debugging fun and fast. Two ways to do the debugging in SAP .The classic Debugger runs in the same roll area of the same external mode as the application you are analyzing. The new Debugger, on the other hand, requires an additional external mode. The use of a common mode has certain handling advantages as well as advantages with regard to resource consumption.

There are certain interactions between the application and the Debugger that   enable only very limited options for the layout of the user interface in the classic Debugger.

• Debugger and debuggee run in the same (internal) session
• The New Debugger is started in a separated session, after prompting “/h”
• The debuggee is inactive while the debugger is active.

Purpose of debugging: Debugging is the way to find the root cause of SAP transaction behavior (e.g., finding a reason why a certain value in a field was updated or determining why users receive an error, warning, or abnormal termination message during the processing of a transaction).

Use it to check the program logic and to find errors in the source code of an ABAP program

debug a program by entering ' /h ', before executing.

Key functions:

Single step (the F5 key):When you click this icon, the debugger control moves to the next line of code in debugging. If the next line is a call to another program, (e.g., the function module), then the control shifts to that program.

Execute (the F6 key): When you click this icon, the debugger control moves to the next line of code in the same program only, without going inside the code of the function module or program being called in the line of code in which you click this icon.

Return (the F7 key): When you click this icon, the debugger control returns to the calling program. This icon is useful when you are in a loop or inside a function module or program called from the main program and you want to return to the main program.

Run/Continue (the F8 key): When you click this icon, the debugger control moves to the next break point set, if any. Otherwise, the debugging is switched off, and the program is executed completely.

Processing Flow:

Goto transaction code SE16

Enter table name PA0001 and click on table contents (F7)

Enter employee number and click on execute

Select one record and enter “/h” in command bar.

Getting the message on the bottom of the screen.

Than click on“"

You see the next screen ‘debugger screen’

Double Click on “SNOW” in left side ,  you can find pencil symbol in right side click on that icon ,Now the table entry is ready to change the data base table record or delete the record by using the functions “ EDIT

Remove value “SHOW” and enter EDIT or DEL and click on F8.

Now all fields are editable , you can change the field values and save it .

Validate the same field value in table PA0001.

If you enter “DEL “ , the table entry should be deleted from the data base table.

Any HR master data inconsistency found in your HR master - Run the reports

RPUSCNTC - Find Inconsistencies in Time Constraints

Thanks

Siva

All about Infotype 0003 – Payroll Status

• It automatically stores data that controls the employee’s payroll run and time evaluation.
• It is created automatically by the system, in the background, during the Hiring Action.
• Data is updated automatically when time is evaluated, payroll is run, or changes are made to the payroll past for the employee.
• Data stored in this infotype should be changed ONLY in exceptional cases, as these changes will affect the employee’s payroll processing and/or retroactive accounting

To maintain Payroll Status in your SAP HR command prompt enter transaction PU03

Maintain Data as required.

Attempting to organize and centralizing my collection of HCM P&F related blogs I have published over the years...

General Information

HCM Processes & Forms: Tips and Tricks for a Successful Project

HCM Processes & Forms: Why HCM P&F often fails before it even has a chance

HCM Processes & Forms: My thoughts on the Adobe Interactive Forms TechEd 2013 announcements

HCM Processes & Forms: Why pick ONE form UI?...we have OPTIONS!

Releases

HCM Processes & Forms: What's new and cool in Enhancement Pack 2 ?

HCM Processes & Forms: EpH 6 and beyond.....rise of the NEW hcm p&F?

HCM Processes & Forms: Clearing the confusion of Feature Packs, what's new and when!

Set Up

HCM Processes & Forms: Getting Started.....initial set-up, config and troubleshooting!

HCM Processes & Forms: Making sense of the new SAP tutorial using FPM

Debugging / Troubleshooting / Bugs

HCM Processes & Forms: Gotchas, Bugs and Other Curiosities

HCM Processes & Forms: You spin me right round, Baby, right round, like a record, Baby, right round, round-round

HCM Processes & Forms: Pest Control 101 (debugging)

HCM Processes & Forms: FPM Search Help DUMP using wildcards? Yeh, me too!

HCM Processes & Forms: Bug Hunt - Workflow and DATAMAPPING!

HCM Processes & Forms: Bug Hunt - Incorrect/Wrong processes in the Process List

Helpful Tools

HCM Processes & Forms: Tools of the Trade - part 1: Backend Services Audit

HCM Processes & Forms: Tools of the Trade - part 2: Processes & FSCNs Audit

Development / Configuration

General (uncategorized)

HCM Processes & Forms: It ain't over till it's over....and you give the user a nice Confirmation page!

HCM Processes & Forms: Getting Attached to Attachments

HCM Processes & Forms: when all else fails...Advanced Generic Services

HCM Processes & Forms: Adobe or WDA? Why not Adobe AND WDA!?!?!

HCM Processes & Forms: PA Infotype text?.....it is easier than you think!

Start Application / Starting processes

HCM Processes & Forms: The Mystery of the Initiator Role

HCM Processes & Forms: Processes in the Process Selection List...how do it know?

HCM Processes & Forms: Select an employee? What if I don't want too? .....Awwww just skip it!

HCM Processes & Forms: Start Object?...we don't need no stinkin start object!

HCM Processes & Forms: The Many Faces and Frustrations of the Start Application

HCM Processes & Forms: Ladies and Gentlemen, start your processes...FROM ANYWHERE!!!

User Events

HCM Processes & Forms: User Exits, Dynamic Actions & Change Pointers.....Please check your expectations at the door!

HCM Processes & Forms: Good-bye User Events!!!!.....hello windowless WDA events!

HCM Processes & Forms: Making "User Events" Useful Again!

Adobe Specfic

HCM Processes & Forms: Arbor day comes early! Plant a tree (view)....on your Adobe Interactive Form!

HCM Processes & Forms: Required fields aren't what they use to be!

HCM Processes & Forms: Just because it is called a "form" does not mean it has to be boring!

HCM Processes & Forms: US Voluntary Self-Identification of Disability compliance made easy!

HCM Processes & Forms: The Trouble with Tribbles...er, Tables

FPM Specific

HCM Processes & Forms: Images/Logos and Reusable Components for FPM forms

HCM Processes & Forms: Taking control of your FPM form tables...by brute force! (haha)

HCM Processes & Forms: HCM P&F on HR Renewal...no more ISR layer...what new magic is this?

HCM Processes & Forms: the Anatomy of a FPM Form and the Secrets of How HR Renewal HCM P&F Delivers Yours

HCM Processes & Forms: Smart FPM F4! (or “how to step up your drop-down list game”)

HCM Processes & Forms: Google Maps and how to step up your FPM forms game!

HCM Processes & Forms: CRUD with FPM tables (3 part series!)

HCM Processes & Forms: CRUD with FPM tables/lists - part 1 : the Basics and Standard Events

HCM Processes & Forms: CRUD with FPM tables/lists - part 2 : Advanced Operations

HCM Processes & Forms: CRUD with FPM tables/lists - part 3: Expert Handling

Search Helps/OADP

HCM Processes & Forms: The Secrets of Search Helps and OADP....REVEALED! - part 1

HCM Processes & Forms: The Secrets of Search Helps and OADP....REVEALED! - part 2

HCM Processes & Forms: The Secrets of Search Helps and OADP....REVEALED! - part 3

HCM Processes & Forms: The Secrets of Search Helps and OADP....REVEALED! - part 4

HCM Processes & Forms: The Secrets of Search Helps and OADP....REVEALED! - part 5

HCM Processes & Forms: The Secrets of Search Helps and OADP....REVEALED! - part 6

Case Management

HCM Processes & Forms: Making the case for Case Management

Security

HCM Processes & Forms: Security? Have your cake and eat it too!

Reporting and Analytics

HCM Processes & Forms:There’s gold in them there Processes and Self-Services! (Data and BI Analytics)

    If you made it through parts 1 and 2 of this series (HCM Processes & Forms: CRUD with FPM tables/lists - part 1 : the Basics and Standard Events and HCM Processes & Forms: CRUD with FPM tables/lists - part 2 : Advanced Operations), you should be truly formidable now versus FPM tables/lists. With a good grasp of triggering and catching "events" and manipulating the dataset information as you need to match said "events", you should be able to easily look at this and know how to implement it in your own generic service:

    You should also have a feeling of "wanting more"....how to share your code?....how to make this all more scalable?.....how to make it reusable across all of your processes that use table components?......oh let us just be honest here....you really want to know "how can I make my life/job easier so I can churn out some complex tables easily and in very little time so that I can take a longer lunch or go home an hour earlier?" Well....you have come to the right place for that answer! Because "part 3" of this series is going to show you how to easily "step up your game" so that you truly are in command of your HCM P&F FPM form List UIBBs! (geez at the string of acronyms there! haha).

Step 1....create your COMMON class

    As mentioned in my previous blog (part 2 in this series), I like to create a custom class for all of my “common” code for my HCM P&F projects. My "common" class (which I might share one day) has methods for reading/setting dataset values, get field counts, reading process container, reading notes, creating "help" value lists, common validations, and much MUCH more. This also includes how I “catch” FPM events and related information. This is a

key in handling how my form will behave.

    Similarly, it is better for us if the way we handle adding and deleting rows is consistent among all of our processes. In order to enforce this, we can create methods in our own custom class to handle adding or deleting rows to the dataset passed to us.

Create (Add Row)

    If you are thinking ahead of me a bit, your first question will likely be “Chris, how can you write a method to add a row unless it knows the columns of your table and if you write it to work for certain columns, doesn’t that make it less flexible/abstract?” Well, I am glad you asked….because I faced the same issue myself when planning this out. But I think I hit upon a quite simple solution that has worked well for me in all cases…..I simply pass the method my “column structure/definition/layout”.

    In the method call,

…You will notice “I_TABLE_COLUMNS”. This is a custom public type I created as,

Over in my generic service, I can reference this as,

Then at some point in my generic service before calling “add row”, I just define what my table columns are:

So now, I know exactly what the column (form field) names are in order to add a row to the table. You will also notice, I have the ability to pass a “default value” as well for my entries (or leave them empty).

    Lastly, you might notice the method parameter “IO_SELECTED_INDEX”. This is an “optional importing” parameter (hence “io” as it's prefix)  that allows us to add our new row at a specific index (much like the “standard” add row functionality we talked about in part 1).

    Now to the code!!! (*which as always I have as an image so as to irritate the "cut-and-paste" programmers out there..it is better to understand the code than copy it!) The code is well commented to hopefully help you follow along easier...

    So now, we can add a row, add a row at a specific index, and default the values in our new row if needed....all from one very convenient, easy-to-use public method!

READ (Read Selected Row)

        As we explained in the last series (part 2), a  “read” on a table row is pretty straight forward.  Since we know which row was selected (from our common FPM "get event" method), we know the index to use in order to read our row for each field in the row. For example, it would simply be something like:

  READ TABLE service_datasets ASSIGNING <service_dataset_fs>

     WITH KEY fieldgroup = ‘FG_01’  fieldname  = ‘MY_COLUMN1_LIN’  fieldindex = l_selected_index.

  READ TABLE service_datasets ASSIGNING <service_dataset_fs>

     WITH KEY fieldgroup = ‘FG_01’  fieldname  = ‘MY_COLUMN2_LIN’  fieldindex = l_selected_index.

    As I mentioned earlier, my "common" class even has a "read dataset field" method that makes this even easier as well. I will leave the "how to" part of that to you as it is pretty straightforward (pass over field name, group and index....return value).

Update (Modify Row)

If you care to control updating entries in a row, it is often easiest to simply have them open for input as needed. It might be that some fields on the row should be open and some should not. You can set those in FLUID when you set the control type to use. However, what if some of these will “depend” (ie. dynamic)? Similar to “add row”, you can detect which row was selected and read your values accordingly. Then, as I mentioned in the blog (HCM Processes & Forms: Taking control of your FPM form tables...by brute force! (haha)), you can set the cell level UI attributes. One last thing I will add is that for my table row fields, I always add a hidden column (line type form field) that I call “IS DIRTY?”. I can then set that field (for example, “COL_IS_DIRTY” = ‘X’) if the user changes a field or I detect that “new value is not equal to old value”. This can be used in “rules” or in your own advanced generic service to know which rows actually need to be updated or which do not (no change made).

Delete (Remove Row)

Similar to “add row”, I have my common “delete from dataset” method.

You might notice the “IO_DELETE_CHECK_FIELD”. This is an “optional importing” parameter (hence “io”) that allows me to name a field that gets checked by my method to determine whether the selected row can be deleted or not. For example, we might not want a user to be able to delete existing “recurring payments”, but they can delete new entries/rows that they added. Therefore, in order for this to work, our code  that first initializes our table (form fields) with “existing” values will need to set an additional field (“COL_NO_DELETE” = ‘X’) as well. When our “add row” code executes, it would create a new field for us too but simply not set it’s value ((“COL_NO_DELETE” = ‘ ‘). It makes this method very useful for us and flexible.

     Now, this is a "one row" delete of course, but let's talk about one that comes up now and again as well.....multi-row delete! There are TWO ways you can handle this that I will just discuss briefly (since honestly, I have only had one actual client requirement to do this and then it was even changed to single row delete). The first way is the "easy" way. Simply add a new form field...call it "row_selected" or something...add it as a column on your table....make it a checkbox...and then add a "delete selected" button with an event as discussed before. Now when your "delete selected" event happens, you simply loop through and find all "row_selected" fields that are "checked" (ie. value = 'X' for example) and delete/clear those rows.The second, only slightly more complicated way is to make your table/list "multi-row select" which can be done in FLUID in your "general settings" of your list. Then when the user selects multiple rows, you will see these indexes much the same way as you did before when we catch the FPM "params" values. With your list of "selected indexes", you simply loop through and remove/clear/delete those rows as you did before with single rows. Pretty easy stuff.

Now with a combination of your new-found “CRUD” expertise with FPM "list" forms as well as how I described controlling them down to the very cell level UI attributes (“read only” or open for input) and using "extra" columns for more control (like "is dirty" or "do not delete"), you can get really creative and handle just about anything. Here is an example of one of my more complex tables using all of these “tools and tricks”….

    So that is about it...and this is the end of part 3 of our 3 part series...so I guess it is that time where we part ways. I hope you have enjoyed these and found them useful. I will keep putting them out if you keep reading them. I never say "good bye" so as always...Till next time...

Cluster database tables are special relational databases, defined in ABAP that have a special use in ABAP.

In this tutorial, we will see as how to create a custom Cluster Table and then will try to insert some data into it and then retrieving the same using standard program statements already provided by SAP.

We use different Open SQL statements (not SELECT or INSERT) to read and write the contents in the cluster table using EXPORT TO DATABASE and IMPORT FROM DATABASE.

PCL2 Cluster database tables have the following structure:

The first four fields are the key fields and uniquely identifies a record.

Description of some Important fields:

1. RELID: This is important field and determines the area of the cluster where data needs to inserted/changed. The system fills the field RELID with the area ID specified in the EXPORT statement (which is used to save record in a data cluster).

2. SRTFD: This field is normally a combination of fields that in combination will be used to determine the content of the cluster. Along with the next field, it forms the complete key of the table.

3. SRTF2: Sometime due to huge data value for a particular record(data cluster), SRTFD field alone is not able to uniquely identify a record, and in that scenario SRTF2 field along with SRTFD field combined makes up the primary key of the table. This field contains the current line number within the data cluster and is filled automatically by the system when you save a data cluster.

4. CLUSTR: This field contains the length of the data in the next field CLUSTD. This field is filled automatically by system when you save data cluster.

5. CLUSTD: This is the most important field and is used to contain a the actual data of the data cluster. The data is stored in the compressed format and therefore to read the data, specific IMPORT statements are used. If the CLUSTD length is not enough to accommodate the complete data cluster record, than the field SRTF2 comes into picture and splits the record increasing the counter of itself.

After SRTF2, you can include any number of user data fields of any name and type. The system does not automatically fill these fields when you save a cluster.  Instead, you must assign values to them explicitly in the program before the EXPORT statement. These fields normally contain administrative information such as program name and user ID.

Saving Data Objects in Cluster Databases:

To save data objects from an ABAP program in a cluster database, use the following statement:

EXPORT <f₁> [FROM <g ₁>] <f ₂> [FROM <g ₂>] ... 
     TO DATABASE <dbtab>(<ar>) [CLIENT <cli>] ID <key>.

This statement stores the data objects specified in the list as a cluster in the cluster database <dbtab>. You must declare <dbtab> using a TABLES statement. If you do not use the option FROM <f_i>, the data object <f_i> is saved under its own name. If you use the FROM <g_i> option, the data objet <g_i> is saved under the name <f_i>.

<ar> is the two-character area ID for the cluster in the database

The name <key> identifies the data in the database. Its maximum length depends on the length of the SRTFD field in <dbtab>.

The CLIENT <cli> option allows you to disable the automatic client handling of a client-specific cluster database, and specify the client yourself.  The addition must always come directly after the name of the database.

The EXPORT statement also transports the contents of the user fields of the table work area <dbtab> into the database table.  You can fill these fields yourself beforehand [fields AEDTM, UNAME, PGMID].

The EXPORT statement always completely overwrites the contents of any existing data cluster in the same area <ar> with the same name <key> in the same client <cli>, so to update any particular record for which key is known, we will use EXPORT statement itself.

Reading Data Objects From Cluster Databases:

To read data objects from an ABAP cluster database into an ABAP program, use the following statement:

IMPORT <f₁> [TO <g ₁>] <f ₂> [TO <g ₂>] ... 
     FROM DATABASE <dbtab>(<ar>) [CLIENT <cli>] ID <key>.

This statement reads the data objects specified in the list from a cluster in the database <dbtab>.  You must declare <dbtab> using a TABLES statement. If you do not use the TO <g_i> option, the data object <f_i> in the database is assigned to the data object in the program with the same name.  If you do use the option, the data object <f_i> is read from the database into the field <g_i>.

The IMPORT statement also reads the contents of the user fields from the database table fields [AEDTM, UNAME, PGMID].

Deleting Data Clusters from Cluster Databases:

To delete data objects from a cluster database, use the following statement:

DELETE FROM DATABASE <dbtab>(<ar>) [CLIENT <cli>] ID <key>.

You can refer ABAP Programming (BC-ABA) - SAP Library for more details on the above.

Enough theory..

Now we will create a custom cluster table and will try to INSERT/UPDATE a data cluster into same as well as try to perform DELETE operation and see how this all works.

1. First, we will create a cluster table that will hold our data clusters, I have created our custom table with same field and technical properties as PCL4                 cluster table.

2. Also, created a dictionary structure which will form the data cluster fields.

3.  Now our aim will be to store some data in this cluster table (insert), change the same and then delete to see how all operations work for the cluster table.

    To fill the data for our above structure, we used logical database programming and used macro to fill the internal table with all system data of infotype 0002.

    Now, our internal table T_CLUSTER_DATA contains the required field of infotype 0002 which forms our cluster data to be stored. Below code                         does the same for us.

    On executing the below code, the entries are created successfully in our cluster tale.

    As can be seen that the data in the last column is stored in a compressed hexadecimal format and cannot be read manually, also since a single key                 is holding large amount of data which extends to multiple rows, therefore field 'SRTF2' is populated to form a unique key for the table.

4. Now, we will get the data in readable format using EXPORT statement and then use OOPS ALV to display the same.

    OOPS ALV content:

5. Now, we will delete the entries that is created earlier.

I have attached the complete code snippet which will first add the entries in cluster table, display it and then finally delete it. For testing purpose keep a debugger point in each of the routine and see the table entries created and deleted.

PS: I have hard-coded the key value (in screen-shots) taken from the cluster table for simplification. The same can be obtained using a Select statement.

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)

HR tools overview: SAP SuccessFactors HCM suite (SearchSAP)

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

SAP Note 2087436 - Company ID: Changing Your Company ID - BizX Platform

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 Certification Process

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

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)

Letter generation with SuccessFactors Core HRIS - Employee Central

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

SuccessFactors Employee Central Payroll Time Sheet 1505

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

Connect to SuccessFactors oData from Hana Cloud Platform

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 HCM suite integration

SuccessFactors Employee Central & Compensation Integration

SuccessFactors Employee Central & Recruiting: configuring the New Hire process integration

Employee Central integrates well with talent apps (SearchSAP)

Globalization

SuccessFactors Employee Central - list of countries with Localizations

The value of Localization for HR and HR systems (bluehr)

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

Other Tricks of the Trade for Period-Based Curricula in SuccessFactors Learning (Part IV)

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

SuccessFactors Q2 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)

Employee Central OData APIs - Reading, creating and updating custom generic objects using GET/POST/PUT

Connect to SuccessFactors oData from Hana Cloud Platform

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

SF Recruitment Management- Tips related to Vacancy interface (RH_SFI_TRIGGER_JOB_REQUISITION)

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)

Recent enhancements to SuccessFactors Employee Central integration with SAP ERP and 3rd party systems

Employee Central OData APIs - Reading, creating and updating custom generic objects using GET/POST/PUT

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)

Hi All,

This is the basic document i have created for the beginners who have questions on how to transfer the CATS entry through HR.

I have seen many questions come over how to do this, hence i have prepared a simple one and providing.

Purpose of the document:

What is CATS?

The Time Sheet is a cross-application tool for recording employee working times. Working times are recorded centrally, together with cost accounting, and external services information, and then made available to other SAP System applications for further processing.

The Time Sheet is a self-service application which allows both internal and external employees to

enter their own working times. Alternatively, data can be recorded centrally by administrator,

This document in brief explains how to capture the time sheets for absence in Cross Application Time sheet (CATS) and transfer the data very successfully with approval of Time administrator or Manager to relevant time infotype 2001 in SAP HR,

Summary of how this is organized:

This document has been organized as in the following steps.

• Step 1: Profile Creation
• Step 2: Defaulting profiles.
• Step 3: Entering time sheets
  
• Step 4:  Releasing for Approval
• Step 5: Approval
• Step 6: Transfer

Details :

Step 1: Data entry profile creation :

Create a data entry profile for employees to update their Attendances and Absences in CATS.

Using T-code CAC1 – We can create our own data entry profile by copying the standard one available in SAP. Here I have created Data Entry Profile called E-REC by copying the standard Data entry profile HR- ONLY

Here are the settings we can do it for our Data entry profile according to our business requirement.

As you can see Absence type has been added in the profile and standard reaction has been given when collision takes place

.I have chosen standard task and Automatic recipient system will automatically find the recipient to approve the CATS entry once it has been released, if you want use workflow you can choose Workflow Approval where Workflow will be triggered to the Approve to approve it, here I am not using Workflow.

Step 2:  Defaulting profiles.

We can default our Data Entry profile while updating CATS by maintaining the Parameter ID CVR

T-code: SU3

Step 3:  Entering time sheets.

Since I have maintained the parameter ( ID CVR ) for my data entry profile in SU3, it has been defaulted when I access CATS through T-code CAT2

Enter personnel number.

An absence on 10^th of May is applied as below.

Save the time sheet

Step  4 :  Releasing for approval.

Now it’s time to release the record for approval, how to do that, here you go,

Go to T-code: CAT2, High light the absence record where you maintained your absence and select the release view button at the bottom.

Once you have selected the release view button now screen is in release view status, Release the entry by clicking the Lock button which I have pasted below in the screenshot.

Items were successfully released.

We can check our CATS statuses in the table CATSDB by executing through the T-code SE16N where 10 means processing and 20 means released for approval 30 – Approved etc, Please find the statuses

Step 5 : Approval.

Using the T-code CATS_APPR, we can approve the time sheets by providing the valid inputs. ( This approval process can be done through workflows also. )

Once execute we will receive this screen,

Approve it

Step 6: Transfer.

we will be transferring the CATS entry to Time infotypes using the T-code CAT6 to 2001 or 2002, since we have used absences it will be transferred to IT2001

T-code : CAT6

Execute it

A record has been transferred very successfully to the time infotypes.

Since absence has been created on 10.05.2013, you can view it in IT2001 and 8,50 hours

System shows a message type that this entry has been transferred or created using time sheet

Quota deduction also took place successfully in my system as quick as absence has flown through infotype 2001

We have seen how to capture CATS record and successfully transfer it to Time info types.

Hope this document would helpful to the beginners to go through the Flow from CAT to HR.

Thanks

Sriram

The Purpose the document is to explain the Time Constraints Reaction on Time Management infotypes as i come across many questions in the forum related to Time Constraint Z, hence i thought of providing a document explaining the functionality of it with an example.

You are on privilege leave, but there is an opportunity to attend a company provided training. But if the time administrator enters the attendance for training while you are privilege leave. There are chances system would issue a collision & error and would never allow you to enter the data.

Purpose of the document:

To explain the concept and usage of Time Constraint Z where time management infotypes is depend on.

This document is organized as below.

• What is Time Constraint
• Scenarios and reactions on SAP system
• Different reaction indicators
• Creating a new time constraint

What is time constraint?

SAP lets you create data with validity period, sometimes you may have data conflicts, for example you can’t be present and absent at the same time, to control such inconsistencies in data.

SAP has a concept of time constraint. Time constraint is an important concept, which ensures that the data makes sense.

We have many time constraints SAP has listed below

• Time constraint 1 - One and only record
• Time constraint 2 - not more than one record on any day
• Time constraint 3 - there may be 0, 1, or more records on any day
• Time constraint A -you can have only one record, history not maintained validity period Jan 1 1800 to Dec 12, 9999.
• Time constraint B -you can have only one record, validity period can be anything
• Time constraint T -each subtype of infotype can have different time constraints
• Time constraint Z -Time constraint for time management infotypes--- V_554Y_B

This article focuses on Time constraint Z which is defined for time management infotypes in the table T554Y.

Time constraint Z:

When you enter a record in a time management infotype for a time ( period ) , for which a record already exist, system throws an information called collision, and system has to decide

• Whether the old records can co-exist with the new record.
• The old records can co-exist with the new record but a warning is given
• The old records cannot co-exist with the new record
• The old record is delimited

Based on the above requirements, you can group the subtypes of an infotype, which have identical behavior as far as collisions are concerned, in a time constraint class and you can set a reaction indicator in V_554Y_B.

These scenarios are explained below.

Scenario: Two leaves have to be captured on same validity interval for legal purpose but system issues a collision, so records may not get created or may get split, but we want the system to save both the records without any issues.

For example, its legal that in some countries, when an employee is in Suspension leave for a month, he may avail Annual leave within the same period, in such cases system would not throw any collision with Warning or Error messages, rather it must save the record successfully. Let’s see how Time constraints and Reaction indicator work on this to achieve the functionality.

Let’s take those absence types

Time Constraints: Let’s look at the time constraints of the both absence types first.

Annual leave: Time constraint class which is 01

Suspension leave: Time constraint Class 01

Record creation in PA30:

Creating a suspension leave for an employee for a month, successfully created

Creating Annual leave for the same employee 2 days within the period, let’s see the reaction from system on this. System issues a collision message and error that “ Insertion cannot be made due to collision”

How to rectify it: As I mentioned already Time management infotypes follow time constraint Z which is defined in the View V_554Y_B, both absence types have time constraint 01, let’s look at the table.

View: V_554Y_B

You could see all the time management infotypes available with the time constraint class specified in it

Since my absence type time constraint class is 01, I am selecting the first row and get inside

As you see many reaction indicators have been set like E, W, A, N, each every reaction indicator has different meaning over here, please look at the explanation below

Indicator E:

So the absence types Suspension and Annual leave both have Time constraint classes 01. If you look in the matrix format in the table you could see 01 vs 01 the reaction indicator has been set to E, which means system never allows to create the new record and it must display the collisions, that’s what we have received in above scenario

Indicator A:

For example, if the Annual leave has time constraint 03, you could see reaction indicator has been set to A,

So 01 vs 03 will be A which means split or delimit  the record and show the collisions, so they record will be like this below

As we can see system created a split for the suspension leave, as annual leave applied within the suspension period

Indicator W:

For example, if the reaction indicator has been set to W, .i.e. 01 vs 03 will be W, the old record remains unchanged, there won’t be any split, but system issues a collision message

Record can be saved without a split

Indicator N:

Same as W, the only difference is collisions won’t be displayed, record will be saved without any messages.

So in our scenario we just need both absence types to be saved without any collisions, hence we can go and replace the indicator from E to N, so records will be saved without any issues and collision messages. Will that solve the issue? No

Because we do have a challenge here, these two absence types have time constraint class 01, so if we go and change the reaction indicator to N, whenever these two absence types are created, there won’t be any problem. But think about other absence types who have time constraint 01, where record never to be created and collision must always occur and system should not insert both the records, hence we can’t go and simply change reaction indicator as our wish because it impacts the other absence types

Create a new Time constraint: Let’s create a customized time constraint called 50, go and create the same in the View V_T554Y

Copy the existing entry IT2001 TC 01 and create a new one IT2001 TC 50 like below

Change the time constraint of the absence type to new time constraint 50 in the view V_554S_O

And customize the indicators according the business requirement in the view V_554Y_B to the time constraints 01 Vs 50

Like above we can customize the time constraints and change indicators according to the business requirements as we have done in this document. 

Thanks for your patience and reading , hope this document would be helpful for the beginners who are struggling understand the Time constraint of Time Management infotypes.

Thanks

Sriram

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While Hiring Action, List of Infotype are pop-up one after another in sequence according to Info group maintained.

Client Requirement : While Hiring Action, Infotype-0105, to pop-up 3 times with option to change subtype everytime

SAP Standard : if you include info type 0105 more then once and also if subtype is not hard coded, then every time it shall pop-up the screen with first subtype recorded, and the subtype field shall be grayed out. 

Solution Found : Dynamic Action to be written

Do not maintain IT-0105 in Info group for Hiring Action.

My Info group for Hiring Action is as below

Write a dynamic action as below:

Dynamic action is written dependent on IT-0007, as in Info group it was to be maintained after IT-0007.

so during hiring action is performed, after maintaining IT-0007 system will ask to maintain IT-0105 there after, and it will pop-up 3 times one after another with option to change the subtype always.

#1 - Hiring action

40 - Molga

Regards,

Dhiren

Client requirement for Screen modification in IT-0007

Screen Modification

Requirement is to display the Working week field in IT-0007, but only for specific location

SPRO path:

Time Management >> Work Schedules >> Planned Working Time >> Define Working Weeks

Time Management >> Work Schedules >> Planned Working Time >> Activate 'Working Week' Entry Field

Results:

This document provides a number of acronyms and other terms that are commonly used in relation to the SuccessFactors HCM suite.

Suite

Architectural, Technical, and Integration

Security

Miscellaneous

Abbreviations and terms no longer used

Most of you are quite familiar with Dynamic Actions, so I only refer to some information which may not be known to some of you:

• On the Function Character field (T588Z-OPERA) you may use action code 00 when you want the dynamic action be executed for any type of operation: creation, modification or deletion.

• The possible operations for Infotypes records are: INS (for creating new records); COP (for copying an existing record to a new one); MOD (for modifying an existing record) and DEL (for deleting an existing record).

• Operation type V enables us to group fields together. For example, if you want co collect two fields do the following:
  • Enter the first field's technical name in the Field Name column (T588Z-FNAME) >> in the Operation Type column (T588Z-KENNZ) enter 'V' >> in the Variable Function Part column (T588Z-VINFO) enter the technical name of the second field.
  • In the next row enter the technical name of the second field in the Field Name column (T588Z-FNAME).

• Important Structures:
  • T001P: Personnel Area, Personnel Sub-Area, Time Management Groupings
  • T503: Employee Group, Employee Sub-Group, Time Management Groupings
  • PSPAR: Important fields collected from Infotypes 0000 and 0001
  • PSAVE: Fields from the changed/copied Infotype
  • RP50D: Fields returned from CI_Includes for customer enhancements. We can expend this structure by customer include and add fields to it (customer fields).

• Dynamic Actions are not processed in batch inputs!

• If you want to specify a date in a dynamic action code (such as 31.12.9999), you should specify it in the following pattern: YYYYMMDD (such as '99991231').

[Rating the document will be appreciated]

What are Change Documents?

Change Documents are logs for changes made on HR Infotypes (creations, modifications and deletion of Infotypes records).  We are able to define, by customization, which Infotypes will be documented.

Where Change Documents are configured?

• You may search the string "Change Document" within IMG to locate all the relevant IMG activities.
• Configuring the PA Infotypes, we wish to document, is done on the following IMG path: Personnel Management >> Personnel Administration >> Tools >> Revision >> Set up change document.
• Pay Attention that no Infotype is being recorded on the standard system. It's our decision and responsibility to determine which Infotypes (and even which Infotype's fields) will be documented. So if you are asking yourself – why won't we document each and every field within an Infotype? The answer is that the log consumes large space on the database and therefore it's recommended to document only the necessary records, especially those relevant for payroll.

How to define change documents?

After you enter to the IMG activity specified above, you need to go through three major steps:

1. Infotypes to be logged:

• Enter a separate row for each Infotype we wish to record.
• Use class A for employees' Infotypes (HR master data administration) and class B for applicants' Infotypes (applicant administration).

2. Field group definition:

• Here we specify which fields are to be documented for each Infotype.
• If we enter * in the Field Name column, all the Infotype fields will be documented. Alternatively, we can press <F4> on that column and select the relevant fields.
• Field Groups: The field group is being used in order to group several fields together, meaning that if a single field within the group is changed, then all the fields in the group will be documented (the default field group is 01). We can also define dependencies between different groups – this is done on the next step.

3. Field group characteristics:

• Here we define which field group will be documented.
• There are two type of change documents:
  • Long Term (L) changes will be documented in the system until they are deliberately deleted. They can be transferred to archive (archiving object: PA_LDOC). The changes are documented per employee and per Infotype.
  • Short Term (S) changes are similar to the Long terms, but they are documented per date and time.

How can we evaluate the change documents?

Execute report RPUAUD00 or transaction code S_AHR_61016380.

• Fields "Personnel number" and "Infotype" are relevant for Long-Term documents. Fields "Changed on" and "Changed by" are relevant for Short-Term documents. The same goes for the Sort Order section.
• The <Read from archive> button is used for reading data from the archive.
• Pay Attention that the change documents for a specific infotype will be retrieved only if you have proper authorizations for that Infotype. For that reason, you may consider definingt separate authorizations for the report (authorization object HR: REPORTING).
• If we wish to add data from the change documents into a custom report, we may use the following function modules: HR_INFOTYPE_LOG_GET_LIST and HR_INFOTYPE_LOG_GET_DETAIL.

[Rating the document will be appreciated]

SuccessFactors Employee Central is available for the following 39 languages:

• Arabic [right-to-left]
• Bulgarian
• Chinese (Simplified)
• Chinese (Traditional)
• Croatian
• Czech
• Danish
• Dutch (Netherlands)
• English (UK)
• English (US)
• Finnish
• French (France)
• French (Canadian)
• German (Germany)
• German (Swiss)
• Greek (Greece)
• Hebrew [right-to-left]
• Hindi
• Hungarian
• Indonesian
• Italian
• Japanese
• Korean
• Malaysian
• Norwegian (Bokmål)
• Polish
• Portuguese (Portugal)
• Portuguese (Brazil)
• Romanian
• Russian
• Serbian (Serbia)
• Slovak
• Slovenian
• Spanish (Spain)
• Spanish (Mexico)
• Swedish
• Thai
• Turkish
• Vietnamese

Valid as of the Q3 2014 (1408) release.

Hi All.

Since most of our clients are using Third party interface to capture Clock in and Out details in the system. I recently encountered an issue which made me to bring this document.

Our Clock in and out details are coming from Third party and that will be placed in our application server where job will pick up the things and post the time events in the TEVEN Table . Suddenly for certain day job was not processed and time events were not processed, so we requested CI team to manual process the file.. It didn't come. CI Reprocessed again , It came twice with Duplication which caused a lot of issues while paying OT,

Hence i raised a thread in SCN Mr Vivek Barnwal helped me, how to stop the duplication in time events, I was forced to do the replication in test system and i was wondering how would i do it as there is no connection between third party vendor and Test system.. but still i had to do the replication and i had to upload the time events in Test system.

This Document i could say is a extended version of Mr Vivek Barnwal, where i have explained how to do upload the time events in non production system.

This is organized in an easier way to explain these processes as below.

• Time data – Process flow :
• Uploading Time Events
• Validations

1.Time data – Process flow :

Normally in production system employees’ clock-in and clock-out entries come from third party system (Time recording terminals) to SAP as a raw file. SAP   will push the raw file to interface tables CC1TEV through a daily job and a standard program SAPCDT45 of SAP pushes the clock-in and clock-out of the     employees to TEVEN tables which is none other than infotype 2011.  These are scheduled as a daily background job.

Interface Table CC1TEV:

TEVEN Table:

Since the connection and communication is set up in production correctly, the processes which we discussed above will be happening automatically in a daily basis.

But in Non Production system connection is not set up, so we need to carry out following processes to get the data updated and uploaded.

Uploading Time Events :

Step 1 :

SAP has given a report RPTEUP10 to upload the Clock-in and clock-out in to Interface table CC1TEV Manually but in a structural format .

T- Code : SE38, give the report name as RPTEUP10

System will take you to the below screen once the report executed.

Choose the radio button as Local file and in the processing screen make sure upload and log checkboxes ticked.

Always Uncheck the post checkbox

Acceptable Format :When you upload the time events through the program RPTEUP10 and there is a standard format available to upload it or else we receive only the Junk values in the interface tables.. Please see the below format and fields described in the document

When we upload the files it has to be done in the above format , its not necessary that all fields must be given, for example we don’t require attendance/Absence Reason, Object Type, Position, User who uploads the data fields to upload the time events .

I have taken employee number 35000063 and his Time recording ID(IT0050) would be 00031363 and I am uploading time events for this employee on February 13^th (afteroon Shift) and February 20^th (Morning Shift).

Notepad Format: below format must be used to upload the time events successfully

P10 – Time Event Type has three characters

• P10

Terminal ID -  0001 for Clock in and 0002 Clock out (4 characters )

• P100001

Login date(YYYYMMDD) – Clock in date 13^th Feb 2015 (8 Characters)

• P10000120150213

Login Time(HHMMSS) – Clock in 02:35 PM (6 Characters)

• P10000120150213143527

Date of Entry in SAP – Date of entry(YYYYMMDD) 13^th Feb 2015(8 Characters)

• P1000012015021314352720150213

Time of Entry in SAP -  02:35 PM (6 Characters)

• P1000012015021314352720150213143527

Time Recording ID – IT0050 which is 00031363 (8 Characters)

• P100001201502131435272015021314352700031363

Personnel Number – 8 Charcters

• P10000120150213143527201502131435270003136335000063

We can ignore rest of the fields as its not required in our cases, if you want to add you can add it in the same format.

So the final output would be :

• P10000120150213143527201502131435270003136335000063

Make sure we must not give spaces in between the values. In a same way please upload it for Clock out and rest of the days as well.. since we are going to upload clock in and out on the date of February 13^th and February 20^th , then the upload format would be like this below

In our example continously first seven values are known to us and last three fields are unknown, hence format comes as I have mentiond above.

For example Terminal ID is unknown to us , so the format of notepad it will be like this

• P10    20150213143527201502131435270003136335000063

Since Terminal ID is unknown to us 4 blanks spaces have been given in the format, so system would recgonize it and fills with spaces in the interface table

So lets upload the time events of Clock in and out of the employee for February 13^th and February 20^th for the employee 35000063

Step 2 :

Click on allow Button

Successfully uploaded and system placed all the records in Interface table

CC1TEV Table :

Step 3 :

Posting to TEVEN Table :  SAP has given a standard program to post the time events from interface table to TEVEN Table.

Program name : SAPCDT45 or simplye execute the T-code PT45

Please check the output list and update check box , so log will be displayed and data’s from interface table will be updated into TEVEN table.

All 4 records have been successfully posted to Time management and nothing was placed in errol pool or Rejected by Time Management . please ignore the above warning messages of Assignment to feature TIMMO did not take place”.

As quick as system reads the data’s from the interface table CC1TEV and post to time management , system will make CC1TEV table Empty for the next run.

3. Validations : No data present in CC1TEV table , because system clears the table for next run

TEVEN Table : We can see the values in Teven table for february 13^th and 20^th 2015.

Maintenance of Master Data

We could see Clock in and Clock out details in PA30 . But the day assignment has not been set yet, Run the time evaluation and check once.

After the successful time evaluation run, we could see day assignment has been taken place

Thank you so much for patience and reading through the document.. Hope this document would be helpful for the beginners .

Thanks

Sriram

Introduction

I have experience during my End User Training that mostly user complain that why multiple choices/options are coming so long list which actually is not related to us how to we resolve it and only stay with our business related entries during our work.

Solutions

Below find step by step solution

Step 1:

For example while maintaining employee leave master data via PA30 transaction code, in subtype options HR/Time User see many leave types even which is not related with his company which is irritating thing for him to sort out or drill down to find exact one. As shown in below picture

Chose your related entries and press "Star+" Button and then press "Question mark" button

Step 2:

So User problem solved very easily as shown in below picture he/she can see only his own list of entries. even he can revert this settings

I am writing this document for the assistance of all beginners who trying to upload master data files via LSMW upload program. I also believe there are some other documents available with same content on SCN forum, hope all experts appreciate this input from my side.

Document Benefits

• How to create LSMW upload program with single batch input recording
• How to create LSMW upload program with multiple recording while having same Project, Sub-project and Object
• How to use same LSMW program on different Clients or Systems Landscape (DEV -> QAS -> PRD)

Legacy System Migration Workbench (LSMW)

SAP provides you with the Legacy System Migration Workbench (LSMW), a tool that supports the one-time or periodic transfer of data from a variety of sources without any programming. You define the mapping and the rules for the changeover and the LSMW then uses this definition to generate an ABAP data transfer program. This gives you considerable support during the migration.

For more:http://scn.sap.com/docs/DOC-26158?url_id=text-search-best-best-scn-doc-26158

In this tutorial, I shall show you how to create LSMW upload program by having same project, sub-project and object and how to reuse your already created LSMW program to other clients or systems.

Note:

For attached screenshot, I am working on IDES System with EHP6 and using NWBC Desktop 5.0 so your screens may differ from attached one.

LSMW Upload steps are:

1)    Access Transaction Code = LSMW

After pressing enter you will reached on below windows popup message click on green tick mark button to move forward:

2) You will reached on below screen

3) Enter details of Project, Sub-project and Object as per your requirements/domain here I am putting example of Human Capital Management – HCM domain.

Project:

You can specifies the name of the data transfer project, Enter any abbreviation with a maximum of ten characters and no blank characters. You can assign more than one sub-project to a project. As I am entering name of my project HCM-LSMW

Sub-project:

You can specifies the name of the sub-project, Enter any abbreviation with a maximum of ten characters and no blank characters. A sub-project can have an unlimited number of objects. As I am entering name of my sub-projectHCM-PA

Object:

Object name. An object corresponds to a business object. It might be a HR master, client master, material master, financial documents.An object is assign to a sub-project; you can specifies the name of the object, Enter any abbreviation with a maximum of ten characters and no blank characters. As I am entering name of my object Infotype IT0006

4) After entering short text of Project, Sub-project and its object click on create button and enters detail description against Project, Sub-project, Object one by one as per your requirement and understanding. How to proceeds ahead have a look on below screens shots:

5) After entering all details, you will reach back on below window, and then you click on Clock icon button to execute your LSMW project, sub-project and its object.

6) After executing your project you will reached on below window, where you find Process step from 1 – 20, kindly note after completing first step successfully, these reduced from 1 – 14 so no need to worry,

Kindly note after completing first step successfully, these reduced from 1 – 14 as shown below screen, so no need to worry

7) Select process step 1 and press execute button to proceeds ahead:

8) You will reach on below screen and find tabs as:

a. Attributes:

Here you select once only option

b. Object Type and Import Method

Select Batch input recording radio option

Click on overview button in front of batch input recording option that leads you below mention screen

Keep cursor on recording section and then click on create button then you will find below screen

Provide Recording name, recording description as per your requirement and understanding then click on green tick button that leads you towards below screen:

Enter your required transaction code as here I put PA30 for Employee Master Data maintenance data in down screen

Enter all necessary data that you want to include during your recording like here:

• Employee #:          41546
• Info type #:          0006
• Sub type#:            3
• Period:                  24.11.2014 – 31.12.9999

Then press create button to proceeds ahead your recording I am recording here only mandatory fields

• Postal Code #:      30301
• City #:                    Riyadh

Entries fills down:

For other recording, you also follow the same steps:

For other recording, you also follow the same steps:

Add information as per your requirement for rest of recording as I am doing below for IT0105 communication against email subtype: 0010 E- mail

Choose subtype 0010 – Email

Save data by pressing save button then you find below screen

Click on “Default All” and press save button and then click back button to reach on below window

Before proceeding towards step 2, click on Object Overview button, then you reached on below screen

Click on Table button to find below window:

This step is very important and help you to create source fields mapping and master data template files

• Source Fields:

Source fields are those fields, which have already recorded, in your previous step of recording so in step you simply copy not all fields starting from Personnel Number (PERNR) kindly include Transaction code and Table name field that not required:

Note: copy these fields with help of Ctrl + Y, then make selection, paste these fields on any Microsoft Excel sheet, cut Field Description column, and put it on end as show in below:

• Master data Template file:

For your easy, to create your master data template or Upload file template copy all fields from above table and paste them from column to rows shape as show below:

Like this your master data template get ready easily and well mapped with recording

Proceed for step 2, select it and execute it

Select step number 2 and click execute button, where you just save entries and came back. You will reached below window screen

Select step # 3, and maintain source fields by clicking on Table maintenance button as below:

Click save button and back button and you will reached on below button:

Proceeds for step # 5, maintain field mapping where I suggest choose auto mapping from menu toll bar

Go to menu, choose extra, and then choose auto mapping

Go to menu, choose extra, and then choose auto mapping as shown below: