BW/HR Implementation

ASAP for BW Accelerator 

BUSINESS INFORMATION W AREHOUS
 AREHOUSE
E

 A Implementation
Implementation Guide for BW/HR
BW/HR
Document
Document Version 1.0

April 2001

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05/08/12
BW/HR Implementation
Implementation

Table of Contents

ASAP for BW Accelerator........................................................................................................................1

TABLE
TABLE OF CONTENTS
CONTENTS......................
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1. PURPOSE........
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2. SOFTWARE
SOFTWARE VERSION SUPPORTED .......
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3. BW/HR REPORTING
REPORTING STRATEGY
STRATEGY........
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3.1. Overview ...............................................................................................................................................5

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3.2. HR Reporting Tools ...........................................................................................................................6

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3.3. BW or R/3 Repor

Reporting
ting Decision
Decisi on Criteria .............................
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4. BW/HR SPECIFI
SPECIFICS
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4.1. HR Business Contents .......

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4.2. Master Data Centric ............................

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4.3. Time Depend ency .............................

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5. BW/HR IMPLEMENTATION APPROACH

APPROACH .......
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5.1. General
Genera l Project Strat egy and Planning ...............................
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5.2. Rapid Implementation .....................................................................................................................13

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5.3. Iterative Phased Implementation .......

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6. ACTIVATING
ACTIVATING BUSINESS CONTENTS
CONTENTS........
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6.1. General Proce

Procedur
duree and Consid
Considerati
erations
ons .............................
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14

6.2. Consideration
Consid eration when Implementing PA and Organization Management .......
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16

6.3. Consideration when Implementing Personnel Development .......

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17

6.4. Considerati
Conside ration
on when Implem
Implementin
enting
g Payroll Accounting
Accounti ng ...............................
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..18
18

6.5. Consideration when Implementing Time Management .......

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6.6. Consideration when Implementing Compensation ..........

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19

6.7. Consideratio
Consider ation
n when Implem
Implementin
enting
g Benefit
Benefitss............................
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20

6.8. Consideration when Implementing Training and Events.......

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BW/HR Implementation
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7. ENHANCING HR BUSINESS CONTENTS BY EXAMPLE – US COUNTRY

SPECIFIC........
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7.1. General Planning Consid

Considerat
erations
ions ...............................
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....24
24

7.2. Enhancem ent Procedures for US Country Specific examples ........

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25

8. APPENDIX........
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8.1. Payroll Extraction Error Recovery Procedure ........

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31

8.2. YSET439 Delta recovery module source listing.......

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32

8.3. Customer Exit_SAPLRSAP_002 sample code

co de for SSN
S SN & Ethnicity ........
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33

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1. PURPOSE

This document is intended to provide customers, partners and consultants who plan
to implement BW/HR with critical considerations to facilitate the development of a
cost effective implementation strategy with tips & hints to aid a successful
implementation.
With release 2.0B of the SAP Business Information Warehouse (SAP BW), SAP
Information Warehouse
BW has become a robust data warehouse solution to serve reporting needs . It
integrates state-of-the-art Data Warehouse technologies with SAP business know-
how. It provides a platform to integrate the data from operative R/3 applications as
well as from any other business application and external data source such as
databases, online services and the Internet. The SAP Business Information
Warehouse enables Online Analytical Processing (OLAP) to format the information
of large amounts of operative and historical data. OLAP technology enables multi-
dimensional analyses according to various business perspectives. The pre-configured
Business Information Warehouse Server for
Server for core areas and processes ensures
information views within the entire enterprise.
With the much-enhanced functionality in BW 2.0 and a superior set of new business
contents in BW 2.1C, SAP
SAP BW has offered an environment that could satisfy all
enterprise reporting needs. This is especially true under one of the following
conditions:
• When data integration
integration from multiple
multi ple source systems is a requirement.
• When your transactional
transactional systems (OLTP) have been overly extended
extended
and it experiences
experiences severe performance problem while high performance
performance
reporting is a requirement.
requirement.
• When a unified user interface is essential in your environment.
However, there are special considerations should be given depending on the
functional areas. In the R/3 Human Capital Management or HR functional area, there
has been a substantial amount operational reporting functions in an R/3 environment.
To determine the most prudent BW/HR implementation strategy to achieve a most
cost effective implementation, one must first understand the available HR reporting
tools and the cross system HR reporting options. The first section of this document
 provides a summary of available HR reporting tools and the decision criteria to form
the implementation strategy.
The second section of this document provides unique characteristics and the special
considerations when configuring BW/HR.
While HR has delivered a rich set of the pre-delivered business contents, most the
country specific data are absent in the standard business contents. This document
further discusses the techniques to extend business contents with two examples of US
specific enhancement as a point of reference.

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BW/HR Implementation
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2. Software Ve
Version Su
Supported

This document was written specifically for BW version 2.0B and 2.1C.

3. BW/HR Reporting Strategy

3.1. Overview  

BW 2.0B and beyond provides a multitude of important reporting capabilities

including the Report to Report Interface1 and the Remote Cube2 functionality. The
Report-to-Report Interface technology allows drill through capability from a BW
query to another BW query or an InfoSet Query3 as well as to a R/3 reports or R/3
transactions. These important functionalities have opened up a variety of design
consideration under the umbrella of BW reporting. It diminishes the system
 boundary. You now can evaluate all available HR reporting tools and making the
most cost effective decision in determining the reporting strategy. With the
integration of the role based activity group in the workplace and in BW, either 
workplace or BW can serve as a single point of entry for all your HR reporting needs.
With the single sign-on and the properly defined system authorization, authorized end
users do not need to know which system a particular report was executed on. As an
implementer of the HR reporting strategy, it is important to understand what tools are
available under which system environment and the proper use of the each to achieve
the cost effectiveness without sacrifice the flexibility, performance and usability.
The diagram below depicts a pyramid of three different types of data in HR and the
 proper reporting environment for each as a general rule of thumb. The
The top of the
 pyramid is for the survey and benchmarking. They
They are most suited to be residing in
the Benchmarking environment and the SEM (Strategic Enterprise Management
System) balanced scorecard. The bottom layer of the detail operational reporting is
most appropriate to be executed against transactional data in the Online
Transactional Processing (OLTP)
(OLTP) environment. The middle layer of Decision Support
and statistical analysis is where BW, an Online Analytical Processing (OLAP)
environment most suited for.

1
Refer to SAP Service Marketplace BW web page (http://service.sap.com/bw
http://service.sap.com/bw)) -> Online documentatio
documentation
n ->
Business
Business Explorer -> BEx Tool Bar Functions -> GoTo
2
Refer to SAP Service Marketplace BW web page -> Online documentation -> Administrator Workbench ->
Modeling -> InfoCube -> SAP Remote Cube
3
Refer to SAP Service Marketplace BW web page -> Online documentation
documentation -> Administrator
Administrator Workbench ->
Modeling -> InfoSet

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BW/HR Implementation
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The 3 Levels of Data

Other Divisions
and Organisations

Comparative Benchmarking
Measures Data & Reports
Survey

Multi- Decision
     a
      t
Managerial
Dimensional      a Support
     s       D Data & Reports
    u
     c Summaries System
     o
      F

Detailed Operational Operational System

Transactions Data & Reports

3.2. HR Reporting ing Tools

The HR reporting in the operational system has come a long way. Currently, in HR 
OLTP environment, more than 200 standard reports are available to obtain up-to-the-
minute information on corporate Human Resources at the enterprise. SAP HR 
 provides you with a tool (HIS)
(HIS) that enables you to report on data along
alo ng hierarchical
structures, and access standard report easily. Cross application SAP reporting tool
(InfoSet Query) enables you to create your own reports and analyze HR data without
 programming. A tabular format of HR reporting tools listed below categorized the
various reporting tools, their intent, their strength and limitations. This should serve
as a guide when evaluating against the business reporting requirements and facilitates
the selection of the appropriate reporting tools. It is important to recognize that the
integration of these tool set combined with a paradigm shift to a new way of 
information access allows the ultimate performance and cost effectiveness of 
reporting. For further information about these tools, refer to HR Reporting in the
online documentation.

HR Reporting Tools

Reporting tool Purpose Advantages Limitations

Stan
Standa
dard
rd repo
report
rt Prov
Provid
ide
e solu
solutio
tions
ns for
for your
your Can
Can be used
used imme
immedi
diat
atel
ely
y Limi
Limite
ted
d flex
flexib
ibili
ility
ty

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BW/HR Implementation
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most frequent reporting No developments Output fields cannot be

requirements required selected as required
HIS (HR Hierarchies are displayed as User-friendly
User-friendly method of  Limited flexibility
Information graphics displaying hierarchical Tool is used to execute
System) Reports are executed using structures standard reports and
selected
selected structures or  Integration with InfoSet
InfoSet customer reports
substructures, that is, using Query and standard It cannot be used to create
preselected sets of objects reports reports
No need to switch from
one HR application to
another if you want to
execute
execute reports from
different
different applications
Little training required
InfoSet Query Intuit
tuitiv
ive
e, general SAP User-friendly
User-friendly interface InfoSets and user groups
reporting tool used to create Very easy to use must be defined in SAP
customer reports No programming required Query before you can use
Enables you to create If integrated with SAP InfoSet Query
reports for all areas of HR Query, you can continue Multiline lists cannot be
When InfoSet Query is processing queries using displayed
accessed from Human SAP Query
Resources (HR), the Query  Set operations enable
area and User group you to create sets of 
parameters
parameters already contain objects as required for 
values and you can only which data must be
perform ad hoc reporting . If  output
InfoSet Query is accessed Can be included in roles
this way, it is called Ad Hoc using a suitable InfoSet
Query in HR (see HR in
InfoSet Query).
SAP Query General SAP reporting tool Extremely flexible Restricted to data from the
used to create customer  No programming required R/3 System
reports Queries can be provided Each HR query can
Individual definition of user  in the SAP Easy Access process data from just one
groups, InfoSets, and menu HR logical database:
queries Includes numerous PNP: Administration,
PNP: Administration,
options for aggregating
aggregating Time Management, and
data, performing Payroll
calculations, and PCH: Generally
Generally for all
displaying graphics areas, but particularly
Enables
Enables you to display suitable for reporting on
multiline lists data from Personnel
Enables you to define one Planning
basic list and several PAP:
PAP: Recruitment
statistics and ranked lists Requires
Requires much more
for each query training than other options
Business  Analytical reporting tool used Extremely flexible Data is extracted from
Information for information and decision- Facilitates complex OLTP
OLTP systems, that is,
Warehouse making purposes calculations (calculation real-time data is not
For more of averages,
averages, time
t ime series accessed
information, see comparisons)
the BW Enables you to access
documentation non-SAP data
Easy to use
Uses OLAP technology
Includes detailed
Business Content (HR

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BW/HR Implementation
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extractors, InfoCubes,
InfoCubes,
key figures, and standard
queries)

3.3.
3.3. BW or R/3
R/3 Repo
Report
rting
ing Deci
Decisi
sion
on Crite
Criteri
ria
a

With BW 2.0B functionality, it is possible to fulfill all reporting needs in BW

environment. Many BW architects strategize BW/HR implementation riding on this
notion without considering the uniqueness of HR and the existing operational reports
and tools in an R/3 environment. Undoubtedly, with customized effort to bring a vast
amount of R/3 data into BW, one can achieve the goal to deliver all HR reports
 physically from the BW environment4. The key question to answer is whether we
have chosen the most cost effective tool and environment to provide the information
needs. The major challenge in the corporate America is that the operational reporting
has been a long-standing culture. Many companies, particularly for installations that
are implementing R/3 and BW in parallel, have defined the reporting requirements
 based on the traditional
tradition al operational
operation al reporting needs. Decision support analysis may
not have been the norm. The concept of analytical and decision support reporting is
only terminology without practical experience. Drill- down, slice and dice to focus on
the exception reporting versus voluminous paper report may still be just a notion.
Many list reports and legal reports were defined as business requirements for BW. To
realize a most cost effective BW/HR implementation, it is the important for the
implementation team to perform a cost benefit analysis in light of BW’s analytical
capability and the functionality in BW 2.0 to integrate BW and operational reporting
to derive the most effective reporting strategy. Listed below are several positioning
considerations:

•Obtain management sponsorship to promote cultural change for decision

support reporting.
•Establish business scenario to educate the business requirement definition team
on BW tools and capabilities. The scenario should include using BW drill through
function to R/3 detail level reporting for exceptional analysis to avoid creating
un-necessary performance issue in an R/3 environment.
•Staff the reporting requirement definition team with business experts with
analytical reporting needs in addition to the traditional reports team.
•Establish a requirement definition process to insure each report is justifiable. For 
example, certain system auditing reports are possible candidates for elimination
due to the R/3 integration and data integrity is protected under the new system
environment.
•It should be duly noted that shifting all reporting from R/3 to BW for a gross
assumption of performance relieve could result in excessive hardware costs,
unnecessary data redundancy and customization maintenance costs.

The following table of decision criteria depicts a general rule of thumb when
determining BW vs. R/3 reporting. Please be aware to make appropriate decision, you
should take all criteria and decision points into consideration and avoid taking a
single point out of context.

4
However, one cannot expect the equal sophistication of certain long-standing techniques that have been
developed in an R/3 HR environment, such as authorization handling.

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Criteria Decision Point R/3 Legacy BW

Data integration General rule of thumb •

needed from Cross

Functional R/3, New
Dimension products,
and Non-R/3 system
Environments
Performance issue in Heavy information access is •

R/3 OLTP system required in an OLTP system that

already have performance issue
based on post tuning performance
measurements
Uniformed User Same look and feel is essential to •

Interface is essential the end user information access

Data available via Type report: Analytical & DSS •

standard BW content : Trending & Time series

•

Data unavailable in BW Type report: Analytical & DSS •

customization required : Trending & Time series

: Frequency of use –high •

Customization effort –low to medium

•

Up to the minute info Low volume and for analytical – use •

needed remote cube a possibility (be aware

of performance impact)
Data in R/3 and data Type report: Operational ex: payroll •

integration from other Register.

sources not required : Legal w/special format •

: List or Mailing Label

•

Data unavailable in BW Frequency of use – low • •

customization required Operational report available in R/3 •

or legacy system •

Data Integration from other system •

not a requirement •

•
Customization effort – high

Operational Window in Customization effort – high • •

R/3 or Legacy systems Extract loading time - long •

are very narrow •

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BW/HR Implementation
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Up to the minute info General rule of thumb • •

needed
Data in Legacy system Type report: Legacy Operational •

and integration is not a : Legal w/special format •

requirement : List or Mailing Label

•

4. BW/HR Specifics

4.1. HR Bu
Business Conten tents
HR delivers a rich set of business contents that cover all HR sub-functional
areas with cross sub-functional integration.
in tegration. As of BW 2.0B, HR has delivered
approximately 15 roles, 120 queries, 70 templates, 34 InfoSources, 17
InfoCubes, 200 key figures
figures and 100 characteristics.
charac teristics. These out of the box
 business contents can be used as is or it can be served as a template or 
example for customer-define business contents. The following table of 
 business contents summary provides a high-level description of the BW/HR 
BW/HR 
standard content delivery as of BW 2.1C and BW Plug-in 2000.1.
2000.1.

Human Capital Management Business Contents

Application Component InfoCubes R/3 Releases BW Release

3.x 4.0 4.5 4.6 4.6C 1.2b 2.0b 2.1c
b b A
Personnel • Headcounts and F F F F F F F F
Administration Personnel Action
(PA-PA)
Organizational Mgmt. • Staffing F F F F F F F
(PA-OS) Assignments
Personnel Recruitment • Applications and F F F F F F F
(PA-RC) Applicant Actions
Personnel Development • Qualifications F F F F F F F
(PA-PD) • Appraisals
Benefit • Benefits F F F F F
(PA-BN)
Compensation • Compensation F F F F F
Management Analysis
(PA-CM) • Adjustments
• Awards Granted
(Long-Term
Incentives)
• Security Data for
Awards

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BW/HR Implementation
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Compensation Mgmt. • Personnel Cost F F

(PA-CM) Planning
Training & Event Mgmt. • Training and Event F F F F F F F
(PC) Mgmt.
• Professional Training
Providers
• Resource
Reservation
Payroll Accounting • Payroll Accounting D D D D D D D
(PY)
Time Management • Time & Labor F D D D D D D
(PT)
Cross Application Time • Time Sheet D D D D D
Sheet (CATS)
HR MultiCube • Time and Payroll X X X
MultiCube

Legend: F – Full update only

D – Full and Delta update available
X - Available

For the detailed business content map, please refer to Business Content
section of the BW online documentation on SAP Service Marketplace BW
web page under Documentation -> online documentation -> business content
-> Human Resources. This is an extremely useful source of information for 
the gap analysis as the level of detail includes the Infotypes that source the
extractor at a technical field names level.

With the exception of Payroll Accounting, Time Management and CATS, the
HR data sources do not provide delta update5 capability at this time. While
this may be a concern of high volume customers in considering the data
extraction loading time, several possibilities can elevate this issue. Please
refer to the implementation consideration section of each sub-functional area
(section 5.2 through 5.4) of this document for the possible alternatives.

4.2. Masterter Da
Data Ce
Centri
tric 
With the nature of the Human Resources business, the people related
InfoObjects, such as Employee, Person, and Applicant have
h ave tremendous
amount of the attributes to describe them. Hence it is master data centric.
When reviewing SAP delivered
delivered HR business contents, it is important to
recognize that although the Employee transaction data source consists of 
merely two data elements (InfoObjects 0employee & 0calmonth), the critical
dimensions for drill down analysis can be brought in from Employee Master 
data as dimensional characteristics via update rules or as navigational
attributes. The former approach is used in the standard delivered business
content for the Headcount and Action InfoCube. This approach added more
5
The delta update function referred in this section
section is the delta mechanism provided
provided within the R/3 HR data
extractor function not the BW delta functionality.

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BW/HR Implementation
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overheads during the population of the InfoCube, but would yield better 
 performance at query time. And without that we wouldn’t be able to report on
the master data history correctly, e.g. changes in cost center, when doing time
comparisons in BW queries.

4.3. Time Dependency 

To preserve the Human Resources data for historical evaluation, HR R/3
system records a specific period of validity for each Infotype. In an HR 
decision support (DSS) environment, this is of particularly importance, as
‘point in time’ analysis is one of the key requirements for HR DSS.
DSS. BW/HR 
 business contents delivered by SAP inherited the R/3 time constraints in HR 
Master Data to enable such essential requirement. Nearly all HR master data
is defined as Time Dependent data. There are three types of time constraint
master data in HR R/3. Time constraint 1 is predominately used in Personnel
Administration and Organizational Assignment data, which means the
validity periods of the individual records must not overlap and must not have
any gaps. This is quite important to be aware of when you loading master data
into BW environment. In time dependent Master data load, any overlapping
record will result in error condition. If you have external source of master 
data to be integrated with R/3 data into BW environment, this will be an
important design consideration. This is especially evident for parallel
implementation of HR R/3 and BW. Customers who desire converting the
current data of active employees in R/3 environment often want to convert
history data from legacy systems into BW and using BW as an environment
for historical data storage and integration with the active employee data. If 
such requirement is mandatory, the conversion team must take the time
dependency into consideration when integrate Employee, Person and
Applicant master data.

5. BW/HR Im
Implem
lementat
tation
ion Approach

From the pre-delivered business contents perspective, HR is one of the function area
has the richest
ric hest set of the contents.
conten ts. As of BW release 2.0B along with R/3 Plug-in
2000.1, pre-delivered business contents are available in all HR functional areas.
While it is not possible to meeting all customer requirements at one hundred percent,
 pre-delivered business contents provide the following advantages:
• It’s pre-configured with complete set of solution from roles to executable
queries.
• It provides the industry best practices and consistent data model from R/3 to
BW environments.
• It provides a fastest way to bring up a ‘Ready to Go’ prototype environment
to engage end users in an OLAP, Decision Support environment.
• It provides a great environment for ‘Cultural Change’ from traditional
operational reporting to Information Analysis environment.
• It provides the best ‘GAP’ analysis environment for the end user to define and
implement the ‘True’ business requirements
• It’s an environment to achieve ‘Quick’ Wins.

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BW/HR Implementation
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Therefore, for BW/HR implementation, it is strongly recommended to adopt an

Iterative Phased Implementation approach with phase I being a Rapid
Implementation of pre-delivered business contents.

5.1.
5.1. Gene
Generarall Pro
Proje
ject
ct Stra
Strateg
tegy
y and
and Plan
Planni
ning 
ng 
Like all system implementation project, it is important to have a concrete
 project strategy; a well defined project scope;
scope; select project team members;
schedule training; plan, estimate and obtain hardware and software and
develop a well defined project plan. For additional information, please refer 
to ASAP BW on SAP SERVICE MARKETPLACE/BW or ASAP BW CD.
5.2. Rapid ImImplementati
tatio
on
The following are stages and specific steps for the key tasks of a BW/HR 
rapid implementation:
5.2.1.
5.2.1. Scoping
Scoping the Rapid Implementatio
Implementation n phase (Project
(Project Preparatio
Preparation):
n):
• Which pre-delivered HR functional areas the rapid
implementation to be included
• Will limited US specific enhancement must be included in this
 phase, i.e. SSN (Social Security Number) and Ethnicity.
• Determine the end-users and the security requirements during
this phase.
• Develop a high level implementation plan
• Form the project team.
• Project team training plan
• Determine Landscape and Transport Strategy (Basis)
• Acquire, Install and Test the Technical Environment
(hardware, software, database, desk top and connectivity - Basis)
5.2.2.
5.2.2. Develop
Develop the Rapid Impleme
Implementati
ntation
on plan (Blue
(Blue Print):
• Finalize a list of pre-delivered business contents to be
activated by functional components, data sources, InfoCubes,
InfoObjects, Queries, Workbooks, and roles.
• Assign responsibility for each components
• Agree upon the instrument (template) to record the test result
and additional requirements
requirements
• Develop evaluation criteria and test plan
• Establish user ids and security
• Check database parameter setup for performance
• Coordinate with DBA for TableSpaces definition
• Prepare end user training material
• Testing of BW operating environment (both Plug-ins, BW
 backend and BW front-end).

5.2.3.
5.2.3. Execute
Execute Rapid Implement
Implementatio
ationn phase (Realizatio
(Realization)
n)
• Business Contents Activation
• Populate SAP delivered business contents with customer data
• Verify the content activation Result

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BW/HR Implementation
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5.2.4.
5.2.4. Final
Final Preparation
Preparation for
for Rapid Implementa
Implementation
tion
• Conduct End User Training
• Conduct System Tests with End User Feedback 
• Conduct Volume Tests
• Conduct Stress Tests
• System Performance Tuning
 Adjust system parameters
 Adjust database parameters
 Review Indexes
 Review data loading time and evaluate feasible options:
 Parallel processing; partitioning; multiCube;
 Review Query performance and feasible options:
 Aggregation; compression; MultiCube;
 Iterative performance tuning
• Coordinate and Implement Production Scheduling
• Develop a BW Operations Guide
5.2.5.
5.2.5. Go Live and
and Support
Support for Rapid Impleme
Implementat
ntation
ion
• Follow and enhance the Operations Guide
• Monitor and address production issues, if any
• End user support
• Project Go-live Review
• Define the Scope of next Iteration of Implementation

5.3.
5.3. Iter
Iterat
ativ
ive
e Phas
Phased
ed Imp
Imple
leme
ment
ntat
atio
ion
n

Once the initial phase is completed, the end users should have sufficient
experiences with the new decision support environment to enable a more
informed decision when identifying the cost effective business requirements
above and beyond what the standard business contents provide. With the
template provided to the end users as a requirement feedback tool, end users
can now recording the requirement.
As a part of good project management and planning each incremental phase
should consist the following elements:
• A crisply defined project scope
• A well defined HR reporting strategy
• Sound business requirements
• Clearly defined expectations
• Well defined Critical Success Factor for each iteration
• A Pilot demo at the end of each phase
• Sound Data model
• Performance measurement and an alternative plan

6. Activa
ivating
ing Busine
iness Contents

This is one of the very key steps to accomplish the rapid implementation and quickly
realize the benefits of BW. The following sections provide a step-by-step procedure
on how to activate pre-delivered business contents.
6.1.
6.1. Gene
Genera
rall Pro
Proce
cedu
dure
re and
and Con
Consid
sider
erati
ation
ons
s

Page 14
BW/HR Implementation
Implementation

6.1.1. Setting
Setting up the Transp
Transport
ort Environ
Environment
ment
• Before setting up a transport strategy and procedure for BW, it is
important to first determine the system landscape under BW and the
companion R/3 systems. Generally, a three-tier BW landscape and the
corresponding
corresponding source systems for each is recommended.
• With such landscape, a transport strategy can be setup as follows:
• BW system: Develop systemsystem -> Q/A or Consolidation
Consolidation
system; upon
Successful testing
Develop system -> Productive system
• R/3 source system: Development system -> Q/A or 
Consolidation
System; upon successful testing
Development system -> Productive
Productiv e system
• Checkout the Landscape Strategy Accelerator on SAP
SERVICE MARKETPLACE/BW

Hint: Transport can be done between BW BW oror between R/3 systems,

systems,
 but not between BW and R/3 systems. The The data source activation
and data source replication must be done manually!!!
You must also make sure a development class other than $tmp is
used, as system will not be able to transport local objects. Define a
customer development
development class, such as ZPBW
6.1.2.
6.1.2. Activating
Activating Business
Business Conte
Contents
nts
This is carried out in three stages:
• Activate DataSources in the Source system (R/3) from ‘D’
version (delivered) to ‘A’ version.
• Starting Point: logon to R/3 system -> execute Transaction
‘SBIW’ or From BW Admin Workbench -> Source system -> select
the target source system -> right mouse click -> customizing for 
extraction (you’ll be logon to R/3 at
a t SBIW Transaction).
• Continue at Transaction‘SBIW’ -> Expand Business
Business
Content DataSource -> Execute (clock) Transfer Business
Business Content
datasource ->Select a valid Application
Component or leave it blank for Mass
Ma ss Activation -> Select HR and
related datasources to be activated -> push button “transfer 
Datasource” -> Respond to transport requests (use ZPBW
development
development class) -> Display log and resolve errors. (You may
receive warning message re: include not in provider structure – okay)
• Replicate DataSources in BW system :
The activated DataSource will finally replicated in BW with this step
Admin Workbench -> Modelling -> Source system -> highlight ta rget
source system -> right mouse click -> select DataSource
Dat aSource replication
• Activate business contents in BW via Install Business Content
Tab.6
• Activate SAP delivered business contents as appropriate:
Admin Workbench -> Install Business Content -> set the default
target source system by clicking the yellow icon with a cross and
check mark the default box next to the target
ta rget -> select object type
(InfoCubes, queries etc.) to be activated -> expand the object -> if 

6
Alternatively, you could also start with activate the InfoObjects under the relevant IO Catalog choosing
Grouping “data flow before and after”; then proceed with activating the desired InfoCubes
InfoCubes with “data flow
f low
 before and
and after”.

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BW/HR Implementation
Implementation

desired object
object is not on the list, right mouse click, search and select-
> object will appear in the left pane under a given functional area ->
drag and drop desired
desired object from left pane to the right -> expand
the objects -> check mark the object to be activated -> click push
 button ‘Install” -> select install or install in background depending
depending
on amount of objects -> check log for error condition -> go through
 problem resolution
resolution process as needed.
needed.
• Activate Transfer structure/Rules of Datasources on BW
side:
Admin Workbench -> Modelling -> Source system -> highlight
target source system -> right mouse click -> select Data Source
overview
overview -> start with master data (e.g. PA-PA-IO for HR), double
click on data source with red line over a circle -> Screen to maintain
Transfer structure and rules validate all data fields, including all
appended fields which should be presence in the transfer structure ->
review transfer rule and fill in the appropriate InfoObject name if 
absent -> move corresponding
corresponding fields from right pane to left by
clicking single arrow or click the fire-cracker like icon to let system
 propose the rules
rules -> if there’s special
special transformation rules should be
coded, click on InfoObject icon (4 th column under Transfer rules) ->
Create transformation code and save -> if all look good -> push
Activate (fire-work) icon on the top of the screen.
Hint: Checkout Online Documentation on SAP SERVICE
MARKETPLACE/BW or BW CD.
6.1.3.
6.1.3. Populate
Populate Business
Business Conten
Contents
ts with Custo
Customer
mer Data
• Master Data load should take place first:
For SAP delivered Master Data can be found under the InfoArea
with suffix of –IO, example PA-PA-IO for Master data Personnel
Administration. Create an InfoPackage for each InfoObjects with
 _attr, _text and _hier, and extraction job should be scheduled
scheduled and
monitored for error-free extraction. In case of error, use Monitor 
assistance to resolve problems.
• Transaction Data Load for each functional areas should take
 place next with option to fill the InfoCubes immediately
immediately or as a
second step to be loaded from PSA. Testing with both option is
recommended
recommended for large volume transactions and the duration of load
for each should be maintained.
• A record of the duration of the extraction should be kept to
assess if there will be performance issues with production window
and potential strategy can be derived.
• A problem resolution tips and hints are attached
att ached in
Appendix xx.
6.1.4.
6.1.4. Data
Data Valida
Validatio
tion
n
• Validate data extraction
• Validate Query and Workbook data accuracy and usability
• Validate Web reporting, User Favorits
• Verify the security setup
6.2.
6.2. Cons
Consid
ider
erat
ation
ion whe
when
n Imple
Impleme
ment
nting
ing PA
PA and Org
Organ
aniz
izati
ation
on
Management 
6.2.1.
6.2.1. Genera
Generall Plann
Planning
ing
Personnel Administration master data is sourced from various PA
InfoTypes. The organizational management InfoObjects are extracted

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BW/HR Implementation
Implementation

from InfoType 1. The following general implementation

considerations should be noted when planning:
• PA /PD interface (PLOGI/PLOGI, PLOGI/ORGA;
PLOGI/PRELI) should be turned on and organizational
management fields are populated.
• Employee Transaction Infosource is populated at a Monthly
time dimension. The headcount is calculated at the end of the
month. For example, employee 123 transferred from CC (cost
center) 111 to CC 999 on December 17. The headcount for 
employee 123 will be included in the December headcount for CC
111 not CC 999.
• The FTE
FTE (Full
(Full Time Equivalent) is calculated based on the
capacity utilization, which is populated from BSGRD field of 
InfoType 8. This is of particular importance if parallel
implementation of R/3 HR and BW is taking place. Close
coordination with R/3 HR configuration team could insure that
SAP delivered standard business contents can be readily used
without extra effort for enhancements.
6.2.2.
6.2.2. Operationa
Operationall and Performance
Performance Considera
Considerations
tions
• PA transaction datasources do not support delta update. It is
necessary to perform the full load at the installation defined
frequency in order to capture all changes In BW 2.0B, the
scheduler contains a new function that allows the automatic
deletion of prior load to insure no duplicated records in the
InfoCube without manual effort or special coding development.
• For the excessively high volume of employees and employee
action transaction loads, consider using parallel processing
(concurrently process) of multiple infopackages by selection
criteria (using PERNR range or range of time periods).
• To speed up the long loading process and to insure that no
Oracle Database error be encountered, you should schedule the
 batch load while BW online query is quiescent and deleted the
secondary indices for the subject InfoCube. The secondary indices
must be rebuilt and run the database statistics
statistics prior to release the
system for BW query.
6.3.
6.3. Consid
Considera
eration
tion when
when Impl
Impleme
ementi
nting
ng Person
Personnel
nel Develo
Developme
pment 
nt 
6.3.1.
6.3.1. Genera
Generall Plann
Planning
ing
As part of SAP standard extractor, Personnel Development delivers
two transaction DataSources for Qualifications and Appraisals plus
several master data DataSources, including two Qualification/Group
hierarchies. They are sourced from InfoType 1000,
1000, 1001, 1033, 1045,
0 and other check & text tables.

• Personnel Development supports full update only.

• Customers with Infotype 24 and 25 Qualification and
Appraisal data will be extracted, if integration flags “Quali/Quali”
“Appsy/Delhi” are turned on (table T77S0).

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BW/HR Implementation
Implementation

6.4.
6.4. Cons
Consid
ider
erat
ation
ion when
when Impl
Implem
emen
entin
ting
g Payro
Payroll
ll Accou
Accounti
nting 
ng 
6.4.1.
6.4.1. Genera
Generall Plann
Planninging
The primary sources of extraction for Payroll Accounting are Payroll
Result Table (RT Cluster table), Work Place Basic Pay (WPBP)
(WPBP) and
FI/CO Posting by wagetype.
wagetype. The following general implementation
considerations should be noted when planning:
• The standard transaction datasource for Payroll Accounting is
delivered at a Monthly time dimension.
• The month to date payroll result by wage type is concluded by
the end of the pay period for the month.
• The retroactive payroll result applies to the specific month the
retro payment is intended for.
• Customization for the pay period is complicated due to the
lack of pay period relevant time dimension in BW (i.e. no time
dimension for bi-weekly or semi-monthly). The retroactive and
delta update logic would further complicate the customization
effort. It is strongly recommend that investigate the use of drill
through capability in BW query by narrowing down where the
detailed payroll information is needed and jump target to R/3
 payroll reports to obtain such information.
informa tion.
6.4.2.
6.4.2. Performanc
Performance e Conside
Consideration
rationss
• Customer implemented HR Payroll Accounting without FI/CO
integration should apply OSS note 140388 for improve the data
loading performance.
• For the initial load of an excessively large volume of payroll
accounting data, consider parallel initial load by dividing into
multiple infopackages using PERNR or time periods. Once initial
loads are completed successfully, you should and must use one
single delta update process for subsequent loads
6.4.3.
6.4.3. Recove
Recovery ry of delta
delta loads
loads
In the event that an unsuccessful data load occurred, you have two
options to recover:
• Reload as an initial load for the time periods needed. To reset
the initial load flag, please refer to the BW online documentation.
• Back-out the records in error and then execute YSET439
module. (Refer to appendix for the recovery procedures and the
source code listing of YSET439
YSET439 module).

6.5.
6.5. Cons
Consid
ider
erat
ation
ion whe
when
n Imple
Impleme
ment
nting
ing Tim
Time
e Mana
Manage
gemen
ment 
t 
6.5.1.
6.5.1. Genera
Generall Plann
Planning
ing
The SAP standard HR extractor delivers three Time Management
datasources. They are Planned Work Time, Actual Time and
Employee Quota (entitlement) and they are sourced from Infotype 1,
27, 2001-7 and PCL-B2 cluster. The following general implementation
implementati on
considerations should be noted when planning for Time Management
implementation:
• Planning of Time type and Quota type assignments:

Page 18
BW/HR Implementation
Implementation

These are the very key evaluation characteristics in Time

Management queries. Careful planning of Time type and Quota
type assignments can yield certain benefits:
o Assigning the R/3 subtypes to fewer time types in BW
achieves a summarization of reporting time or quota
type would yield a reduction in the amount of data to
 be transferred hence reduce the data extraction loading
loadi ng
time.
o By grouping the time or quota types in a hierarchical
arrangement would enable you to define external
hierarchies to improve the query usability.

The assignment of reporting time type and quota type can be

accomplished on R/3 source system using SBIW transaction ->
Customer defined datasources -> Human Resources -> Actual
Employee time or Quota Transaction Data -> Defining time types
or Defining quota types. Or you can use transaction PDW1 and
PDW2
PDW2 to directly define time types and quota
quot a types respectively.

• Create Hierarchy for Time type and Quota type in BW:

Multi-level grouping of time type and quota time improves the
usability when drilldown results. Once you have setup time type
or quota type in an hierarchical manner (refer to paragraphs
above), you can easily define the hierarchies in BW. This can be
done in BW Administrator Workbench -> Modelling ->
InfoObjects -> Highlight the InfoObject (0reptt for time type) ->
right mouse click and select create hierarchy.
• Mapping of Time Units:
The time units days and hours have to be mapped from HR-Units
to SAP-Units (T006) using the veiw V_T538A_DW_HD
(transaction SM30 or OLTP Customizing
Customizing SBIW). For For more detail,
 please refer to OSS note 200829.
The OLTP SAP-units (T006) and the BW SAP-Units (T006)
should be the same for days and hours chosen in
V_T538A_DW_HD!
Filters are applied to restricted key figures delivered by SAP like
 planned hours. The key figures
figures are only valid, if the filter values
(e.g. unit = hours) are equal to the values of the loaded records in
the cube.
• Time management offers delta update. Please note that in the
event there were error conditions during delta load, you can set
delta load code ‘R’ to reload last delta run. However, there is only
one prior version can be recovered. Please refer to OSS note 33177
for further detail.
6.6.
6.6. Cons
Consid
ider
erat
ation
ion whe
when
n Impl
Implem
emen
entin
ting
g Comp
Compen
ensat
sation
ion
6.6.1.
6.6.1. Genera
Generall Plann
Planning
ing
The SAP standard HR extractor delivers three key Compensation
datasources. They are Cost Plan Data, Personnel Compensation and
Compensation Adjustments. Cost Plan Data, Cost Item and Plan

Page 19
BW/HR Implementation
Implementation

Scenario are sourced primarily from Cluster table PCL5 plus T77KD
table; and the Compensation and Compensation Adjustments are from
InfoType 08, 14, 15
15 and 380. The
The following general implementation
considerations should be noted when planning for Compensation and
Cost Planning implementation:

• The Compensation Cubes are not populated from Payroll

Results only from Infotype
Infotype 08, 14, 15 and 380.
• Please be aware that Off Cycle payroll is not included
currently. Therefore, if bonus is paid out of off cycle payroll
 period, you will miss that bonus amount.
• The Bonus payment in datasource 0HR_PA_CM_1
0HR_PA_CM_1 is derived
as follows:
Bonus = All payments (from IT0014 and 15) – Annual base salary
(Ansal from IT0008).
IT0008).
• Please be aware that Table T539J (Base Wage Type Valuation)
must be customized to include all wage types encompassing
annual salary.
• Text table for Salary Division in Pay Grade (0CMPSALDV
(0CMPSALDV)) in
Compensation Adjustment InfoCube (0PACM_C01)
(0PACM_C01) does not
consist the division text. Customer needs to determine the sub-
division and either update via a CSV file or update the text table.
This is necessary, if customer intends to use query
0PACM_C01_Q0006.
• Currently Cost Planning support current planning version (see
T77S0 GRPID=PLOGI,
GRPID=PLOGI, SEMID=PLO
SEMID=PLOGI) GI) and Organizational view
only. Other planning versions and the financial view are not
supported up to release 2.1C.
2.1C.
6.6.2.
6.6.2. Operationa
Operationall and Performance
Performance Considera
Considerations
tions
• There is no delta handling in cost planning and compensation
datasources. Therefore, when setting up the Infopackages, you
should use the automatic deletion function from BW scheduler to
avoid duplicated records.
• Please be aware that due to the detailed level of Cost Planning
data, the volume can be tremendous. Careful planning from both
data loading and query performance perspectives must be
considered. Please see other sections for tips in dealing with high
volume data. Also review OSS notes 130253 and 115407. In
addition, you should refer to the BW Performance Accelerator on
SAP Service
Service Marketplace BW web page to query performance
considerations.
6.7.
6.7. Cons
Consid
ider
erat
ation
ion when
when Impl
Implem
emen
entin
ting
g Ben
Benefi
efits
ts
6.7.1.
6.7.1. Genera
Generall Plann
Planning
ing
The SAP standard HR extractor delivers one key datasource in Benefit
area. The Benefit datasource has technical name of 0HR   _ PA_BN_1.
PA_BN_1.
It is sourced from Infotypes 0167, 0168,
0168, 0169, 0170, 0236, 0377, 0379
and several other Benefit check tables and text tables. Infotype 0375 is
also read to extract information about whether the employee is highly

Page 20
BW/HR Implementation
Implementation

compensated or not. The Benefit datasource provides general Benefits

information (Benefit Area, first/second program grouping), employee
groupings (cost grouping, credit grouping etc.) and eligibility. In
addition, it also contains information about Benefits costs and
contributions. The following general implementation considerations
should be noted when planning for BW implementation for Benefits:

• The data field COSTCONTRB

COSTCONTRB in Datasource 0HR_PA_BN_1
0HR_PA_BN_1
controls how costs and contribution are determined. If there are
 payroll results available, they will be read from the cluster. If there
are no payroll results available, only the costs are calculated. In
the event that you do not need cost or contribution amount to be
 populated at all, then you can remove “COSTCONTRB”
“COSTCONTRB” data
element from the “Transfer Structure” of 0HR   _ PA_BN_1
PA_BN_1 data
da ta
source. SAP delivered data source will contain this field in the
Transfer Structure. You may remove it through the following path:
Administrator’s workbench -> Modeling-> InfoSource ->
Highlight source system for 0HR   _ PA_BN_1
PA_BN_1 datasource
datasour ce -> right
mouse click and choose “Change Transfer Rules” -> Click the
“transfer structure” tab -> highlight field name “COSTCONTRB”
“COSTCONTRB”
-> use the right arrow to “Remove selected InfoObject “ -> Save
and Activate the Transfer rules.
• If benefits contribution is to be extracted, contribution will be
summed at a monthly time dimension. Non-monthly pay cycle
(weekly or bi-weekly)
bi-weekly) will be merged and aligned
align ed by the month
 per payroll check issue date.
• The transaction data will be extracted at one record per month per 
employee per plan.
6.7.2.
6.7.2. Performanc
Performance e and Operational
Operational Considera
Considerations
tions
• There is no delta handling for Benefits datasource. Only full load
is supported in data extraction process. Therefore, when setting up
the Infopackages, you should use the automatic deletion function
from BW scheduler to avoid duplicated records.
• Customer who has very high volume of employee benefits data
and need to reduce extraction loading time may consider to
configure your Infopackage extraction process on a monthly basis
or quarterly basis or by ranges of Pernrs. Selection criteria, such as
Calmonth or Pernr are available to limit the volume of data for 
each load. However, it is advisable to properly configure your 
infopackages so that the automatic deletion to avoid duplicated
records is taking into consideration.
• Should you decide to extract Benefits data on a monthly schedule,
 please be aware that depending on when and your operational
 processing cycle, the
the records for the current month may be
incomplete in particular the costs and contributions. Therefore, it
is recommended to only extract past months.
• The fields of datasource 0HR_PA_BN_1
0HR_PA_BN_1 depicted in the table
 below can be selectively removed,
removed, if they are not required for BW
reporting purpose or if such data is not filled in R/3 side. This will
reduce the volume of data to be loaded from R/3 to BW hence

Page 21
BW/HR Implementation
Implementation

improve data loading performance. This can be accomplished by

simply removing the selected object from the “transfer structure”.
Please refer to section 6.6.1
6.6.1 bullet item 1 for the procedure.

Field Data Provided

ELIGIBLE Eligibility
COSTCONTRB Costs and contributions
CSTV1 Return values for Cost
  grouping feature
grouping feature
FLXGR Return values for Credit
C
  redit grouping feature
grouping  feature
COVGR Return values for Coverage
C
  overage grouping feature
grouping  feature
EECGR Return values for Employee
E
  mployee contribution grouping 
feature
ERCGR Return values for Employer
E
  mployer contribution grouping 
feature
ELIGR Return values for Eligibility
  grouping  feature
grouping feature

6.8.
6.8. Cons
Consid
ider
erat
atio
ion
n when
when Imple
Impleme
ment
nting
ing Tra
Train
inin
ing
g and Eve
Events
nts
6.8.1.
6.8.1. Genera
Generall Plann
Planning
ing
As part of SAP standard extractor, Training and Events delivers three
transaction DataSources for Attendance, Cancellation and Resource
Reservations plus several master data DataSources, including four 
hierarchies for business events, event group and locations. They are
sourced from InfoType 1000, 1001, 1021, 1023, 1024, 1036, PAD23,
25, 34 and other check & text tables plus application logic, such sales
organization, distribution channels and business event cost allocation.
There are many pre-establish structures, restricted and calculated key
figures available in T&E InfoCubes for use or as a template to derive
customer business rules and saving as your own InfoCubes.

• In Training and Events, Business Event is the central

InfoObject.
• If Training and Event is not integrated with Organization
management, Object type ‘U’ (external company code) will take
effect.
• Cost Center for the event is filled in following sequence:
1. If Event-Co
Event-Cost
st Center
Center Evalu
Evaluatio
ation
n Path has
has been
been maintai
maintained
ned in T77AW
T77AW
table (E-K A011 or E-O-K A036/A011), then this Cost Center will be
used as default (Evaluation Path in table T77S0 key: SEMIN COSTC).
2. If Cost
Cost Cente
Centerr not found
found in T77AW
T77AW,, then it will
will be
be filled
filled with
with Cost
Cost
Center value defined in T77S0 table (key: SEMIN SCOST).
• Total Event Cost calculation is the sum of the Event cost and
all resources related to the Event. For example:
1. Event
Event Cost
Cost in Infotype
Infotype 1036
1036 consis
consists
ts of Elect
Electric
ric Energy
Energy cost
cost for $20
$20 per 
day.
2. Individua
Individuall resource
resource cost
costss related
related to the event
event in IT1036
IT1036 include
includess Food,
Food,
drinks and books.
3. The tot
total
al Even
Eventt Cost
Cost will
will be
be as follo
follows
ws::
Event Energy $20/day for 5 days $100
Resource Food $10/event 10
Resource Drink $ 5/event 5
Resource Books $50 50
--------------

Page 22
BW/HR Implementation
Implementation

Total Event Cost $165

4. Currency
Currency conv
convers
ersion
ion is based
based on the
the currency
currency type
type defined
defined in table
table
T77S0 (key: VMBUD
VMBUD WAERS).
WAERS). In the event that multiple currencies
are required, you may code desired logic in update rules.

5. To verify
verify the result
result of event
event cost
costs,
s, you
you can use
use the repor
reportt RHCCOS00
RHCCOS00
on R/3 side for validation. Also, refer to R/3 online documentation for 
more detail.
• Event Capacity (Infotype 1024) calculation involving multiple
resources has calculation rules:
1. The Optimum
Optimum capaci
capacity
ty will
will adopt
adopt the “low
“lowest”
est” value
value
2. The Minimum
Minimum capac
capacity
ity will
will adopt
adopt the “high
“highest”
est” value
value
3. The Maximum
Maximum capac
capacity
ity will adopt
adopt the “lowest”
“lowest” value.
value.
Capacity calculation example:
Resource Optimum Minimum Maximum
PC 20 15 30
Room 25 18 32
Books 22 14 35
- -- - --- -- -- --- - -- -- - - -- - -- --- -- -- - - -- - ---- - -- --- --
Result 20 18 30
• Event charges consist of two types. The first is a proposed
charge per attendee. The second is the actual attendee charges by
attendee type (Attendee type (object type O/P) is compounded with Attendee
ID). Example of proposed and actual charges are as follows:
Pro
Proposed char
harge per atten
ttend
dee in Info
Infottype
ype 10
1021 $50
$500
Actual charge by attendee type Internal $200
External 300
Organization (for 5) 1000
• Integration Considerations:
1. For interna
internall billing,
billing, table
table T77S0
T77S0 SEMIN
SEMIN INLVINLV switc
switch
h must be
be turned
turned
on to ‘1’
2. For SD integra
integration
tion with
with external
external billin
billing,
g, table
table T77S0
T77S0 SEMIN
SEMIN FAKT
FAKT
switch
switch must be turned on.
• External Person object type ‘H’ related to object type ‘U’
external company.
• Status of Transfer to CO: S or U
• Length of resource reservation is delivered in duration of Days
and number of Hours.
Example:
Duration of Event = 2 days
Actual no. Hours per day = 2 hours
Total hours of resources utilization = 4 hours in a span of 2 days

• Training and Events supports full update only.

7. Enha
Enhanc
ncining
g HR
HR Bus
Busin
ines
ess
s Con
Conte
tent
nts
s by
by Exa
Examp
mple
le – US
US Cou
Count
ntry
ry
Specific

While SAP delivered BW/HR business contents is considered to meet approximately

60-80% ofof the Decision Support requirements, it does
does not currently contain the
country specific contents. For example, Employee social security number and
Ethnicity are among the most requested enhancements for US customers. This section

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 provides several enhancement considerations

considerati ons and the how to implement these two
specific examples.

7.1.
7.1. Gene
Genera rall Plan
Planni
ning
ng Con
Consiside
dera
rati
tion
onss
There are two techniques can be used to extend the BW/HR business contents
in an SAP environment:
• Append new fields to existing extract structures and fill them with
SAP customer exits. This is possible for transactional data, master data
and texts unless the SAP delivered extract structure is a view. The
technical name of the enhancement is ‘RSAP0001’ and the three customer 
exits are:
 Transaction data EXIT_SAP
EXIT_SAPLRSALRSAP_001
P_001
 Master data and texts EXIT_SAPLRSA
EXIT_SAPLRSAP_002 P_002
 hierarchies EXIT_SAPLRSAP_004
You can find further information in ‘Extending BW business content’
white paper posted on BW web web page in SAP
SAP Service Marketplace
Marketplace (alias
BW -> documentation).
• Use Generic Extractor to create new DataSources. There is no
 programming knowledge in ABAP ABAP necessary, but working with data
dictionary is required. The Generic Extractor can be used to create new
DataSources for transactional data, master data and texts. The following
are the possible sources for the data:
 Transparent database tables
 Database views
 Domain fixed values (text extraction)
 Functional areas (global) of the SAP Query
tables, database views
 table joins (limited according to ABAP SELECT)
SELECT)
 logical
logical database
 data extraction using self defined report
You can find further information in ‘Packet for Generic Data Extraction’
white paper posted on BW web web page in SAP
SAP Service Marketplace
Marketplace (alias
BW -> documentation).

Prior to begin the tasks of customization using one of the above techniques,
few additional considerations are recommended:
• Do observe the BW/HR reporting strategy as the guiding principal to
minimize the customization where makes business sense. Customization
can elongate the project duration, complicated future maintenance and
upgrades.
• Do evaluate the design from the overall BW architectural and data
model perspectives in determining the type and where the enhancement
 belong.
• Do research and understand the business intelligence from R/3 data
structure perspective. For example, ethnic origin (Racky) text table
contains country id to make it unique. Therefore, when enhancing ethnic
origin from Infotype 77, you need to include coding to inlude the
country_id (molga) to make it unique and consistent with the ethnicity
text.

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Hint: Prior to start the customization

customization work, it is important to have a pre-established
pre-established
naming convention and coordinate with your local basis group. This includes
development
development class,
class, Infosource name, function module, views,
views, extract structures and
InfoObject.

7.2.
7.2. Enhanc
Enhanceme
ement
nt Proc
Procedu
edures
res for US Countr
Country
y Speci
Specific
fic exam
example
ples
s
7.2.1. Determining what to use and where to extend the content for 
Employee SSN and Ethnicity
In planning for the enhancement, the following research result has
 been derived:
• Like employee nationality, gender, Social Security number and
ethnicity are attributes for an employee and also applies to any
 person that would be included in Human Capital system. These are
attributes should be sharable among InfoCubes. Hence, it was
determined to extend 0Person Master Data and fill the data fields
via customer exit.
• Further investigate the HR source of extraction, it has
determined that the following mapping and additional data fields
are needed to make these two data elements unique:

Description Infotype/table Data element

Person id modifier  PA0002 PIDMO
Person id (SSN) PA0002 PERID
Country_id PA0001/T005 MOLGA
Ethnicity PA0077 RACKY

• SSN (Social
(Social Security Number) does not require text
description, but Ethnicity will need a new datasource called
Ethnicity Text. To create this new datasource
dataso urce from T505S
Ethnicity text table, generic extractor with a database view would
 be the simplest approach.
7.2.2.
7.2.2. Extending
Extending 0perso
0person n Master data forfor Ethnicity
Ethnicity and
and SSN
1) Extend 0Person Master data extract structure:
•In R/3: Transaction SBIW -> subsequent processing of 
datasource -> Edit datasource -> Appl component PA-PA-IO
-> select 0person_attr -> click enhance data source ->
structure name default
defau lt as ZAHRMS_BW_IO_
ZAHRMS_BW_IO_PERSO PERSON N ->
Maintain the append structure for 0Person_attr as follows:

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• Save and use ZBWP as development class and use BW

enhancement transport.
2) Develop Customer exit code:
• Click on the Functional Enhancement push button to
obtain project management of SAP Enhancement screen
(CMOD)
• Create a new
n ew or use existing project HRBW, enter 
description as necessary
• Click on Enhancement and enter RSAP0001
RSAP0001 for BW
data extraction exits
• Click Components and an d select Exit_SAPLRSAP
Exit_SAPLRSAP_002
_002 or 
master data enhancement
enhancement
• Create ZXRSAU02
ZXRSAU02 include module. (Refer to sample
code in Appendix 8.3)
• Save transport with your development class (such as
ZBWP).
• Activate user exit and project.
• Go back to Edit data source for 0person_attr screen and
turn off hidden field flag, if it was marked.
3) In BW:
BW: Acti
Activate
vate the
the new
new enhance
enhancemen ments:
ts:

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• Replicate data sources for 0person_attr on BW side.

• Add new InfoObjects (create them if needed) to
0person master data attributes
• Activate 0person
• Update transfer structure for 0person_attr by moving
the added InfoObjects to the left. Update transfer rule by
selecting objects with same domain or properly selected
InfoObject (see attached)
• Activate the transfer structure

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4) Repop
Repopulat
ulatee 0Per
0Person
son Master
Master Data
Data
• Create the Infopackage for 0Person master data, if not
already exists.
• Schedule 0person master data load
• Activate new master data 0Person???
7.2.3.
7.2.3. Create
Create Ethnicity
Ethnicity Text
Text DataSource
DataSource with Generic
Generic Extractor 
Extractor 
1) Define
Define Ethnicity
Ethnicity IO
IO Text
Text View
View named
named ZV_T50
ZV_T505S_
5S_TXT
TXT

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2) Create
Create Zethni
Zethnic_t
c_text
ext DataSo
DataSource
urce
• In R/3: Transaction SBIW -> Generated DataSource
->Maintain Generic DataSource -> Create Text
‘Zethnic_Text’ as shown below:

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3) In BW:
BW: Activate
Activate new
new DataSource
DataSource (refer
(refer to section
section 7.2.2
7.2.2 step 3).
4) Lo
Loadin
ading
g the new Ethnic
Ethnicity
ity Text
Text tabl
tablee
• Create the Infopackage for Zethnic_text table.
• Schedule Zethnic_text data load

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8. Appendix

8.1.
8.1. Payr
Payrol
olll Extra
Extract
ctio
ion
n Error
Error Rec
Recov
over
ery
y Proc
Proced
edur
ure
e
8.1.1. Determine
Determine the State of of Affairs
Affairs
 Go to Administrator Workbench and select the InfoCubes tab
 Highlight Payroll InfoCube (Payroll 0PY_C01).
 Go to the top of the screen and click on the Monitor Icon
 Choose Time selection “Yesterday and today” or “In the past
week” depending on the starting date of the run; the system will
display both Action, Employee and Payroll Accounting
Transactions that have been processed during the selected period.
 Unsuccessful runs will have either a yellow or a red status
indicator.
 Double click on the Payroll Accounting Run to be recovered.
 Follow the “Analysis” steps to obtain more information on the
reason of failure, including “Job Overview” in the source system.
If the run was abended for any reason, the “Analysis” will lead
you to the dumps for the date and date –1. Look for the dump with
“ALEREMOTE
“ALEREMOTE”” userid and within the range of time of your run.
 Note the reason if you need further assistance from others. Exit
“Analysis”.
 At the Monitor: Detail screen, select “Update Data” tab in the
middle of the screen.
 Scroll down and view the number of yellow and red status
indicators. Typically, the Payroll Transaction will take well over 
200 data packets.
 If the Payroll Delta Update run has not processed more than ½
of the data packets successfully, it would be less time consuming
and less prone to error by taking the “Full Back Out Procedure”
list below.
 If there are less than a dozen yellow and red status indicators,
take the Partial Back Out Procedure.
8.1.2.
8.1.2. Full
Full Back
Back Out Proced
Procedureure
 Follow the procedures: Determine the state of affair, but seek 
the previous successful run date for the Payroll Delta Transaction
and note the date.
 Logon to HRP system; At the command line, lin e, execute
transaction SE38.
 Execute Program “YSET0439”.
“YSET0439”.
 At the range selection, enter Pernr range from 00000001 to
000999999.
 At the run date, enter the date of last successful run date
determined at the first step of this procedure.
 Turn off ‘Test’ flag
 Execute by clicking the green check mark with a white flower 
on the top.

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 System will generate a list of records reset back to last

successful run date.
 Select menu path ‘System -> List -> Save-> local file’ to Save
listing on your local drive as your Record.
8.1.3.
8.1.3. Partia
Partiall Back Out Proce
Procedur
dure e
 Follow the procedures: Determine the state of affair, but seek 
the previous successful run date for the Payroll Delta Transaction
and note the date.
 Go back to the current failed run; Scroll down to the
unsuccessful data packet that has a “yellow” or “red” status
indicator. Note the data packet number.
 Steps to Locate the Failed Pernr Range:
 Back up and highlight the last successful data, click on the
“Tool box” icon on the bottom left of the screen which will bring
you to the current data packet in PSA.
 Select the data packet and enter the last 500 record numbers
(e.g. if data packet consists record 000001
000001 to 0012500;
0012500; enter 12000
to 12500 in the bottom of this screen).
 The actual records will be displayed. Scroll down to the
 bottom and note down the Pernr (employee) number that was last
successfully processed. The Start Pernr range of the failed data
 packet = Pernr + 1. 1.
 Locate the next successful data packet after the failed data
 packet. Click
Click on the “Tool box” icon on the bottom left of the
screen which will bring you to the current data packet in the PSA.
 Select the data packet and enter the first 500 record numbers
(e.g. if data packet consists record 000001
000001 to 0012500;
0012500; enter 
000001
000001 to 000500 in the bottom
b ottom of this screen).
 The actual records will be displayed. Scroll down to the
 bottom and note the Pernr (employee) number that was last
successfully processed. The End Pernr range of the failed data
 packet = Pernr -1.
-1.
 Repeat the Steps to Locate Failed Pernr Range for each Failed
Data Packet. CAREFULLY
CAREFULLY record each set of Pernr Ranges.
 Logon to HRP; At the command line, execute transaction
SE38.
 Execute Program “YSET0439”.
“YSET0439”.
 At the range selection, enter each set of the Failed Pernr 
Ranges
 At the run date, enter the date of the last successful run date
determined at the first step of this procedure.
 Turn on the ‘Test’ flag, if you want to run a simulation; turn it
off for a real run.
 Execute by clicking the green check mark with a white flower 
on the top.
 System will generate a list of records reset back to last
successful run date. Select menu path ‘System -> List -> Save->
local file’ to save the listing on your local drive as your record.
8.2.
8.2. YSET
YSET43
439
9 Delta
Delta rec
recov
over
ery
y modu
module
le sour
source
ce list
listing 
ing 

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REPORT YSET0439 .

TABLES: PERNR.
TABLES: PA0439.

PARAMETER: DATE LIKE SY-DATUM.

PARAMETER: TEST TYPE C DEFAULT 'X'.

GET PERNR.
SELECT SINGLE * FROM PA0439
WHERE PERNR = PERNR-PERNR AND SUBTY = '1001'.
IF SY-SUBRC = 0.
WRITE: / PA0439-PERNR, PA0439-PY1_LATEST_DATE,
PA0439-PY1_LATEST_DATE,
' set to ', DATE.
IF TEST = ' '.
PA0439-PY1_LATEST_DATE
PA0439-PY1_LATEST_DATE = DATE.
MODIFY PA0439.
COMMIT WORK.
ENDIF.
ENDIF.

8.3.
8.3. Custom
Customer
er Exit_S
Exit_SAPL
APLRSA
RSAP_0
P_002
02 samp
sample
le code
code for SSN & Ethn
Ethnicit
icity 
y 

*----------------------------------------------------------------------*
* INCLUDE ZXRSAU02 *
*----------------------------------------------------------------------*

DATA: L_T_OBJECT
L_T_OBJECT LIKE HROBJECT OCCURS 0 WITH HEADER LINE.
LINE.

* tables for master data structures

DATA: L_T_PERSON LIKE HRMS_BW_IO_PERSON
OCCURS 0 WITH HEADER LINE.

INFOTYPES: 0001,
0002,
0041,
0077.

* misc. variables
DATA: L_TABIX LIKE SY-TABIX.

*$*$ dispatch InfoObjects

CASE I_DATASOURCE.
I_DATASOURCE.
*$*$ Person
WHEN '0PERSON_ATTR'.
L_T_PERSON[]
L_T_PERSON[ ] = I_T_DATA[].
LOOP AT L_T_PERSON.
L_TABIX = SY-TABIX.
SELECT SINGLE PERMO PERID
INTO (L_T_PERSON-ZZPERMO,
(L_T_PERSON-ZZPERMO, L_T_PERSON-ZZPERID)
L_T_PERSON-ZZPERID)
FROM PA0002
WHERE PERNR EQ L_T_PERSON-RFPNR

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AND ENDDA GE L_T_PERSON-BEGDA

L_T_PERSON-B EGDA
AND ENDDA LE L_T_PERSON-ENDDA.
L_T_PERSON-E NDDA.

SELECT SINGLE RACKY

INTO (L_T_PERSON-ZZRACKY)
FROM PA0077
WHERE PERNR EQ L_T_PERSON-RFPNR
AND ENDDA GE L_T_PERSON-BEGDA
L_T_PERSON- BEGDA
AND ENDDA LE L_T_PERSON-ENDDA.
L_T_PERSON-ENDDA.
* determine 0country_id (molga)
SELECT SINGLE WERKS
INTO CORRESPONDING FIELDS OF P0001
FROM PA0001
WHERE PERNR EQ L_T_PERSON-RFPNR
AND ENDDA GE L_T_PERSON-BEGDA
L_T_PERSON- BEGDA
AND ENDDA LE L_T_PERSON-ENDDA.
L_T_PERSON-ENDDA.
IF SY-SUBRC = 0.
SELECT SINGLE MOLGA INTO L_T_PERSON-ZZMOLGA
FROM T500P
WHERE PERSA = P0001-WERKS.
ENDIF.
* If 0country_id (molga) not found, default to country_code ‘99’
IF SY-SUBRC <> 0.
L_T_PERSON-ZZMOLGA = '99'.
ENDIF.
MODIFY L_T_PERSON INDEX L_TABIX.
ENDLOOP.
I_T_DATA[] = L_T_PERSON[].
ENDCASE.

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