1.sap Erp HCM Overview

SAPHR
SAP ERP HCM Overview
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PARTICIPANT HANDBOOK
INSTRUCTOR-LED TRAINING
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Course Version: 17
Course Duration: 2 Day(s)
Material Number: 50144285
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iv © Copyright. All rights reserved.
Contents
vii Course Overview
1 Unit 1: SAP Navigation
3 Lesson: Logging On to an SAP System

5 Lesson: Using the SAP User Interface
15 Unit 2: Structures in Human Capital Management
17 Lesson: Identifying Human Capital Management Structures

27 Lesson: Updating an Organizational Plan
47 Unit 3: Employee Information
49 Lesson: Maintaining Employee Data

63 Lesson: Accessing Time Data
73 Lesson: Maintaining Employee Information Using Self-Services
81 Lesson: Recruiting Personnel
99 Unit 4: Personnel Development and Learning
101 Lesson: Managing the Course Catalog

107 Lesson: Managing the Enterprise Learning Solution
115 Lesson: Managing Talent
119 Lesson: Performing Appraisals
135 Unit 5: Employee Remuneration
137 Lesson: Managing Compensation

143 Lesson: Managing Payroll
153 Unit 6: HR Renewal
155 Lesson: Outlining HR Renewal Functionality

167 Lesson: Accessing HR Renewal Landing Pages
177 Unit 7: SuccessFactors
179 Lesson: Describing SAP SuccessFactors HCM Business Suite
193 Unit 8: Analytics
195 Lesson: Creating HR Reports
© Copyright. All rights reserved. v

vi © Copyright. All rights reserved.
Course Overview
TARGET AUDIENCE
This course is intended for the following audiences:
● Project Manager
● Project Stakeholder
● Developer
● Super / Key / Power User
© Copyright. All rights reserved. vii

viii © Copyright. All rights reserved.
UNIT 1 SAP Navigation
Lesson 1
Logging On to an SAP System 3
Lesson 2
Using the SAP User Interface 5
UNIT OBJECTIVES
● Log on to an SAP system

● Navigate the SAP user interface
● Find help in the SAP system
© Copyright. All rights reserved. 1

Unit 1: SAP Navigation
2 © Copyright. All rights reserved.

Unit 1
Lesson 1
Logging On to an SAP System
LESSON OVERVIEW
This lesson shows you how to log on to the SAP system
Business Example:
As a new user, you need to know how to use the SAP system. To access the system, you
must know how to log on. For this reason, you require the following knowledge:
LESSON OBJECTIVES
After completing this lesson, you will be able to:
SAP System Logon
Figure 1: Logging On to the System
SAP systems are client systems. The client concept enables the parallel operation, in one
system, of several enterprises that are independent of each other in business terms. In
organizational terms, a client is an independent unit in the system. Each client has its own
data environment, including its own master data, transaction data, and assigned user master
records.

To log on to an SAP client system, you must have a master record, associated with your user
ID, stored in the client system.
The following table lists the details that you must provide at the time of logon:
Field Description
Client The client system that you want to access.
The client number appears by default.
User The unique ID that you need to log on to an
SAP client.
Password The secret combination of alpha-numeric
characters or symbols that will help protect
your user ID from unauthorized access. Note
that the password at the time of entry is
masked with asterisks for security reasons.
Language The language in which you want to view your
SAP system. The default language is the sys-
tem default language.
Note:
Multiple logons are always logged in the system for security as well as licensing
reasons. If you attempt to log on more than once, a warning message appears.
LESSON SUMMARY
You should now be able to:

Unit 1
Lesson 2
Using the SAP User Interface
LESSON OVERVIEW
This lesson shows how to navigate the SAP user interface and how you can personalize your
screen. You will also see how to use field-level help.
Business Example
As an SAP Human Capital Management (HCM) user, you may need to access various
resources in the SAP user interface. For this reason, you require the following knowledge:
● A good understanding of how to navigate in the interface
LESSON OBJECTIVES
Navigation
Figure 2: SAP Easy Access Screen
SAP Easy Access is the standard entry screen that you see after you log on to the system. You
can navigate through the SAP Easy Access screen by using the various screen elements or by
using your role-based menu, which is displayed on the left side of your screen.

A role-based menu is represented by an icon at the top left of the screen. If a role is assigned
to you, the role-based menu defaults. If the SAP menu is open on your screen, you must
select the role icon to see your role-based menu.
Role-Based Menus
Figure 3: Role Based User Menu
A role-based user menu contains the activities that the user can execute based on the role
assigned to the user in the system.
A role describes a set of logically linked activities that a user may perform in the SAP system.
The authorizations for the activities listed in the menus are assigned to the users using roles.
Roles are set up so that a user can work with user-specific menus. You are assigned to a role,
you can choose to use your user menu or the standard SAP menu.

Lesson: Using the SAP User Interface
Screen Elements
Figure 4: Screen Elements
The SAP Easy Access screen includes the following screen elements:
Menu bar:
The menus shown in the menu bar depend on which application you are using. These
menus contain cascading menu options.
Standard toolbar:
This toolbar displays the standard icons available on all SAP ERP screens. Icons that you
cannot use on a particular screen are grayed out. If you place the cursor over an icon, a
quick info text displays with the name or function of that icon. You can also see the
corresponding shortcut key.
Title bar:
This bar displays the function that is available.
Application toolbar:
This toolbar displays the icons that are available in the current application.
Status bar:
This bar displays information on the current system status, for example, warnings or
errors.
Command field:
To call a system function, enter a transaction code in the command field. Every function
in SAP is a transaction code. You can access the assigned transaction code from any
screen in the system. Find the transaction code for the function you are working on by
choosing Status under the System menu option.

Other possible entries are:

● /n which ends the current transaction
● /i which ends the current session
● /osm04 which opens a new session and goes to the specified transaction (for
example SM04)
If you enter search_sap_menu in the command field, you can search for and display the
menu paths for SAP transactions. You can also search for text strings.
User-Specific Personalization
Figure 5: Favorites
Personalize your SAP initial screen by creating your own favorites list containing the
transactions, reports, files, and Web addresses that you use most often.
Add favorites either by using the Favorites menu or by using the mouse to move items into the
Favorites folder.

Screen Personalization
Figure 6: Settings Options
The following list describes some of the ways in which you can personalize the system:
● Choose Extras → Settings to determine the layout of your initial screen. For example, you
can increase your screen space by choosing the Do not display picture option. You can
switch on the display of technical names (transaction codes) in the SAP Easy Access menu
by choosing the Display Technical Names option.
● Choose Options to activate a quick cut and paste or to change the reaction speed of the
QuickInfo that is displayed when you place the cursor over an icon or when you push a
button.
● Set your own default values under System → User Defaults → Own Data . To do so,
choose the Address , Defaults , and Parameters tab pages. For example, you can specify
defaults for frequently used input fields on the Parameters tab page.
Note:
To be able to set a default value for a field, it must be assigned a parameter ID. To
find a parameter ID, go to the field for which you want to set a default value. Press
F1 and then choose Technical Info . The system displays an information window
that contains the relevant Parameter ID under the heading Field Data (if the field
has been assigned a parameter ID).

SAP System Help
Figure 7: Help Options
SAP systems provide comprehensive online help. You can access the help from any screen in
the system by using the Help menu or the relevant icon ( ).
The Help menu includes access the following:

● Context-Sensitive Application Help
● SAP Library
● Glossary
● SAP Service Marketplace
The SAP Service Marketplace offers fast and user-friendly access to the SAP library.
You can access the Help portal directly at http://help.sap.com .

Field Help
Figure 8: Field Help
If you need information on any field, menu, or message that appears in the SAP system, place
your cursor in that field and press the F1 key. For information on what values you can enter,
press the F4 key. You can also access F4 help for a selected field by using the button to the
right of that field.
LESSON SUMMARY


Unit 1
Learning Assessment
1. To log on to an SAP client system, you must have a master record, associated with your
user ID, stored in the client system.
Determine whether this statement is true or false.
X True
X False
2. The Application toolbar displays the standard icons available on all SAP ERP systems.
X True
X False
3. Pressing the F1 key helps you do one of the following:

Choose the correct answer.
X A Save your data in the system.
X B Display explanations for fields, functions, and technical information.
X C Display input options.
4. The SAP Service Marketplace offers fast and user-friendly access to the SAP library.
X True
X False

Unit 1
Learning Assessment - Answers
1. To log on to an SAP client system, you must have a master record, associated with your
user ID, stored in the client system.
X True
X False
2. The Application toolbar displays the standard icons available on all SAP ERP systems.
X True
X False
3. Pressing the F1 key helps you do one of the following:

X A Save your data in the system.
X B Display explanations for fields, functions, and technical information.
X C Display input options.
4. The SAP Service Marketplace offers fast and user-friendly access to the SAP library.
X True
X False

UNIT 2 Structures in Human Capital
Management
Lesson 1
Identifying Human Capital Management Structures 17
Lesson 2
Updating an Organizational Plan 27
UNIT OBJECTIVES
● Identify the various structures in SAP HCM

● Use the Organization and Staffing interface to manage the organizational structure

Unit 2: Structures in Human Capital Management

Unit 2
Lesson 1
Identifying Human Capital Management
Structures
LESSON OVERVIEW
This lesson shows how you how to identify Human Capital Management (HCM) structures.
Business Example:
As the organizational specialist, you must store and administer employee data. For this
reason, you need to have a good understanding of the following structures in SAP HCM :
● Enterprise structure
● Personnel structure
● Organizational structure
LESSON OBJECTIVES
Human Capital Management Solutions

Human Capital Management (HCM) is a company-wide strategy and is not only confined to
HCM processes and functions.

Figure 9: Human Capital Management Solutions
On-premise HCM describes the traditional model of an enterprise purchasing the HCM ERP
solutions that they then own and operate. The software is then loaded onto their own
hardware and networks, and maintained by employees or consultants on their premises. On
Premise HCM includes access to services using web portals, but the content that is accessed
resides on the enterprise’s systems.
HCM is subdivided into the following:

Talent Management
This area represents the employee's entire time at your company. The time of
employment or the employee lifecycle can usually be divided into the phases of:
recruitment/hiring, assignment, development and retention. HCM solutions automate
and optimize these phases.
Workforce Process Management
This area includes Payroll, Benefits, Time Management, and so on, and offer a wide range
of functions.
End-User Enablement/Self-Service
This area includes cross-company relationships between employees, managers,
contractors, and the company itself. This is achieved, for example, through portal-based
components, such as Employee Self-Service and Manager Self-Service.
Cloud HCM
Cloud computing is software as a service (SaaS). SuccessFactors is the SAP cloud HCM
solution. Business applications running in the Cloud differ from traditional “on-premise”
applications because they are located and operated remotely, off-premise from the
companies that use them. With the cloud systems customers have their own instance
configured to meet their specific business needs, but the provisioning and maintenance of
hardware and software, as well as operations and bandwidth, are the responsibility of SAP,

Lesson: Identifying Human Capital Management Structures
not the customer. Typically, the software is accessed through standard web browsers and
paid for by subscription.
Integrations Options
Customers who use a mixture of On Premise and Cloud HCM are described as using a hybrid
solution. Integration between the systems is provided by SAP and may be extended as
required. Hybrid customers often adopt Talent Management applications in the Cloud.
Human Capital Management Structures
Figure 10: Employees
An HCM system enables you to set up organizational hierarchies and employee relationships
in your company, and helps you to evaluate and report employee data from all enterprise-
specific organizational aspects.
You must be able to evaluate and report on employee data from all enterprise-specific
organizational aspects. Every employee is included in the structure of the company. Data
entry is restricted as the validity of all employee data is checked.
The structures of an enterprise are subdivided into organizational structures based on an
organizational plan and administrative structures based on the enterprise and personnel
structures.
The enterprise and personnel structures subdivide organizations and employees, according
to factors relevant to time management and payroll.
An organizational plan provides you with a complete model of the structural and personnel
environment of your enterprise, in which hierarchies and report structures are clearly laid out.
The organizational plan is the foundation of Organizational Management and uses elements
called objects. The most important objects are organizational units, jobs, and positions.

HCM Structure
Figure 11: HCM Structure
The allocation of employees to the structures in their enterprise is of the utmost importance
in Human resources. It is the first step of entering personal data.
Assigning employees in the Organizational Assignment Infotype 0001 includes the employees
in the enterprise, personnel, and organizational structures. The employee is assigned, for
example, to a company code, a personnel area, and a payroll area. You also assign employees
to positions which results in the employee's assignment to an organizational unit, a job, and a
cost center.
Information about the organizational assignment of employees is of great importance for
authorization checks, for the entry of additional data, and for Time Management and Payroll
Accounting.

Enterprise Structures
Figure 12: Enterprise Structure: Example
The enterprise structure for personnel administration is determined by the client, company
code, personnel area, and personnel subarea.
An employee’s assignment to the enterprise structure results in the employee being

assigned to the following elements:
Client:
A client is a self-contained unit within the system. It can either be valid for a company
code at the smallest level, or for the entire corporate group. You should consider the
following points before you decide to set up a client:
● There is usually no exchange of data between clients.
● If an employee changes clients, you have to create the personnel number again.
Company code:
A company code is a self-contained unit in legal terms, for which you can draw up a
complete set of accounts. Legally required financial statements, such as balance sheets
and profit and loss statements, are created at the company code level. The company
code is the highest level of the company structure and is defined in accounting.
Personnel area:
A personnel area is used exclusively in personnel administration and is unique within a
client. Each personnel area must be assigned to a company code and represents a
subdivision of the company code. The individual personnel areas in a company code have
4-digit alphanumeric identifiers.
Personnel subarea:
A personnel subarea is a further subdivision of the personnel area. The organization of
the most important subareas of personnel administration takes place at this level. The
principal organizational aspects of human resources, such as the pay scale and wage
type structures, and the planning of work schedules are controlled at this level.
Groupings defined for personnel subareas specify which entries from subsequent

settings can be used for employees assigned to a particular company code or personnel
area. These groupings directly or indirectly affect Time Management and Payroll. The
personnel subarea is assigned a 4-character alphanumeric identifier. The control
features are stored according to the country.
A cost center may also be assigned to an employee as part of this structure. These
assignments are relevant for time management and payroll.
Personnel Structures
An employee’s assignment to the personnel structure results in an assignment to structures
specific for personnel administration. These assignments include the employee group,
employee subgroup. Employees are also assigned to a payroll area. These assignments are
also relevant for time management and payroll.
The employee group and the employee subgroup are subject to authorization checks to
define, for example, remuneration levels or different work schedules
Employee Group
Figure 13: Employee Group
An employee group is a general division of employees. The group defines the relationship
between an employee and a company based on how the employee makes a contribution to
the company in terms of work. Active employees, pensioners, and early retirees comprise the
main employee groups in personnel administration.
The following are the principal functions of the employee group:
● It can determine the default values for the payroll accounting area or basic pay.
● It is used as a selection criterion for reporting.
● It is one unit of the authorization check.
You can usually use the standard catalog provided by SAP to set up employee groups.
However, the catalog can also be extended to suit individual customer requirements.

Employee Subgroup
Figure 14: Employee Subgroup
An employee subgroup is a division of employee groups according to the position of

employees. Wage earners, salaried employees, and non–pay scale employees are examples
of subgroups within the active employee group.
All control features of the personnel structure are defined at the employee subgroup level.
The following are some of the most important control features:

● The employee subgroup grouping for the Personnel Calculation Rule allows you to define
different payroll procedures for different employee subgroups. For example, you can
specify whether an employee’s pay should be accounted on an hourly or a monthly basis.
● The employee subgroup grouping for primary wage types controls the validity of wage
types on an employee subgroup level, whereas the grouping for collective agreement
provisions restricts the validity of pay scale groups to certain employee groups.
● When entering data, you can define default values using the employee subgroup, for
example, for the payroll accounting area.

Payroll Accounting Areas
Figure 15: Payroll Accounting Areas
The payroll area represents organizational unit used for running payroll. All employees who
have their payroll run for them at the same time and for the same period are assigned to the
same payroll area.
Payroll accounting is generally performed for each payroll accounting area. The payroll
accounting area provides the payroll driver with two pieces of information, the number of
employees to be accounted and the dates of the payroll period.
The number of employees to be accounted is determined using the Organizational
Assignment infotype (0001) which stores the payroll accounting area.
Hint:
An employee may only change payroll accounting areas at the end of a period. If
an employee changes status from wage earner to salaried employee in the
middle of the payroll period, and the payroll area is different for both, you should
not enter the new payroll area until the start of the following payroll period.

Organizational Assignment
Figure 16: Example: Organizational Assignment
Assignments to these HCM structures are reflected in the Organizational Assignment infotype
0001 for the employee. This infotype is one of the mandatory master data infotypes that must
always exist for every employee. There can be no gaps or overlaps in the validity period for
this infotype, and each record must be unique. Information on this infotype is important for
authorization checks, data entry, payroll, and time management. If this master data infotype
does not exist, the employee cannot be set up in the HCM structure or payroll, and time
cannot be processed. Without this master data infotype, the employee cannot exist in the
system.
To review an employee’s assignment to structures relevant for HCM, access the master data
infotype Organizational Assignment 0001 by using the transaction code PA20 Display Master
Data .
LESSON SUMMARY


Unit 2
Lesson 2
Updating an Organizational Plan
LESSON OVERVIEW
This lesson shows you how to manage an organizational structure in Human Capital
Management (HCM).
Business Example:
As an organizational specialist, you need to create and manage organizational structures. For
this reason, you require the following knowledge:
● A good understanding of an organizational plan
● A good understanding of various object types such as organizational units, jobs, positions,
cost centers, and persons
● A good understanding of the Organization and Staffing interface
LESSON OBJECTIVES
Object-Oriented Design
Figure 17: Object-Oriented Design

Organizational Management is based on the concept that every element of a company

constitutes a unique object with individual attributes. You create and maintain each object
individually, and you create relationships between the various objects to form a framework for
your organizational plan. This gives you a flexible basis for personnel planning, previewing,
and reporting.
Organizational units, jobs, positions, cost centers, and persons are examples of objects that
you use as part of Organizational Management.
Objects
Figure 18: Objects
Once you have created a structure using objects and relationships, you can assign additional
characteristics to the objects.
Objects consist of the following three parts:

Object Infotype
Includes the ID number, a short and long text, and the validity period.
Relationship Infotype
Contains the relationship(s) between this and other objects
Other Infotypes
Contain the object characteristics.
All data for an object (existence, relationships, and additional characteristics) is created in the
form of infotypes. You define particular characteristics for an object in each infotype. Not all
infotypes are absolutely necessary.
Some infotypes can be maintained for all object types, for example, the object and
relationship infotypes. Others are only relevant for particular object types, such as the
vacancy infotype which is only relevant for positions.

Lesson: Updating an Organizational Plan
Object Characteristics
Figure 19: Object Characteristics
All object characteristics are maintained in infotypes, including the object infotype,
relationship infotype, and any other infotypes.
You create relationships between various objects to form a framework for your organizational
plan. This gives you a flexible basis for personnel planning, previewing, and reporting.
Organizational Plan
Figure 20: Organizational Plan
An organizational plan is described by the following characteristics:

● A comprehensive and dynamic model of the structural and personnel environment in your
enterprise
● Created using organizational units and positions
● Depicts the organizational structure of a company
● Depicts the individual positions and the reporting structure in the organization
You depict hierarchies within your organizational plan. The organizational structure depicts
the hierarchy that exists between organizational units. This structure is created by creating
and maintaining organizational units and relating them to one another. Your organizational
plan maps the line structure and the reporting structure (chain of command) of your
enterprise. This is done by creating and maintaining positions and relating these to one
another.
An organizational plan can include the following objects:

● Root and subordinate organizational units
● Jobs
● Positions
● Cost centers
● Persons
Organizational Units
Figure 21: Organizational Units: Example
Organizational units describe the various business units that exist in your
company. Organizational units can be classified generally (for example, by function or by

region) or specifically (for example, by project group). The way in which organizational units
for your company are classified depends on how your company is structured.
You must relate organizational units with one another in an organizational plan. The
hierarchial interrelationships that exist between the organizational units represent the
organizational structure of your enterprise. Organizational units can be linked to cost centers
from Accounting
The figure shows the organizational unit Executive Board as the superior object over two
subordinate objects, Human Resources and Finance.
Jobs
Figure 22: Jobs: Example
Jobs are general classifications of tasks that are performed by employees. Each job
represents a unique classification of responsibilities in your organization. When you create
jobs, you should consider what specific tasks and requirements are associated with individual
jobs.
Jobs are for example used in the following application components:

● Shift Planning
● Personnel Cost Planning
● Personnel Development
Hint:
Your job descriptions should be as general as possible and as specific as
necessary.

Positions
Figure 23: Positions: Example
Positions are individual employee assignments. Positions are held by employees. Multiple
positions can be based on one job. After you create a job, you must specify the number of
corresponding positions required in the company. A position inherits a job's tasks, however,
you can also define additional tasks that refer specifically to one position. Positions can be
completely filled, partially filled, or vacant.
As a rule, each position represents one employee. However, a position can be occupied by
more than one employee, each working less than full time. For example, two employees can
hold 60% and 40% of a position.
If Personnel Administration and Organization Management are integrated, you can enter the
position in the Actions infotype (0000).
Note:
Positions are company-specific.

Cost Centers
Figure 24: Cost Centers: Example
Cost centers can be assigned to organizational units and positions. Cost center assignments
are inherited along the organizational structure, and are maintained in Controlling.
Persons
Figure 25: Persons: Example

Persons are objects that hold positions within the organizational structure. Persons generally
represent employees in your company.
Infotypes for persons are maintained in Personnel Administration and are linked to an
organizational plan through their position assignment. Information can be defaulted from
Organizational Management infotypes into Personnel Administration infotypes. For example,
the employee group/subgroup can be defaulted from Organizational Management infotype
1013 into Personnel Administration.
Organization and Staffing Interface

You can define your organizational plan and manage your objects using the Organization and
Staffing interface in Organizational Management.
The functions in the Organization and Staffing Interface allow you to create organizational
units, positions, jobs, and tasks quickly and easily. After you specify the details for these
objects, the relationships are created automatically in the interface. All objects you create in
the Organization and Staffing interface are automatically assigned an object ID and an Active
status.
In the Organization and Staffing interface, you can maintain the following:
● The basic data for your organizational plan
● The reporting structure (hierarchy of positions) that exists between the positions in your
organizational plan
● Cost center assignments
● Certain infotypes
Hint:
You must assign a validity period to all the infotype records that you create.
Validity dates enable you to evaluate key data or specific time periods from the
past, the present, or the future.

Organization and Staffing Interface Components
Figure 26: Organization and Staffing Interface
On the left side of the Organization and Staffing interface is the object manager, which is
divided into a search area and a selection area.
You can use the search area to locate objects, such as organizational units, persons, jobs,
positions, and users. You can search by relationships with other objects and can store the
results as favorites. In the selection area, you can use the search results to select an object to
be used in the overview and detail areas.
The right side of the interface is the hierarchy framework which is divided into an overview
area and a detail area. You can choose an object from the search results in the selection area
by double-clicking the object. You can then maintain the object in the overview and detail
areas. You can also choose an object in the selection area and assign it to another object by
using drag and drop.
The hierarchy framework is divided into the following areas:

Overview Area:
You can display the overview in list mode or as a tree structure. In the overview area, you
can also switch between the organizational structure and the staffing assignment of an
organizational unit.
You can use the overview area for the following tasks:
● Display organizational units in tree structure and double-click them to bring them into
the detail area.
● View organizational units as a list to display staffing assignments to an organizational
unit.

● Create new object types within a structure.

● Define which details should be displayed or hidden.
● Drag objects from the selection area to assign new positions, persons, or users to a
staffing plan.
Detail Area:
Various attributes, relationships, and characteristics of objects are grouped on different
tab pages in the detail area. You can maintain them directly where they are or use drag
and drop to maintain them outside the selection area.
In the detail area, you can view details of data for multiple periods within the processing
period.
Caution:
Changes made in the Organizational and Staffing interface can be undone and
restored provided the work has not yet been saved. Undo is not permitted once
data is saved to the database.
Date and Preview Period / Validity Dates
Figure 27: Date and Preview Period / Validity Dates
Validity dates determine the existence of an object and define the validity of the object or
object characteristics. You can use validity dates to identify changes in your enterprise while
retaining historical data. This helps you obtain a dynamic view of your enterprise.

You must assign a validity period to all the infotype records that you create. Validity dates
enable you to evaluate certain key data or specific time periods from the past, the present, or
the future. The data is selected according to the designated time period.
Important Buttons
Figure 28: Important Buttons
There are various symbols for selected objects and functions on the Organization and Staffing
user interface.

Search Area
Figure 29: Search Tools in the Search Area
In the standard system, the following search tools are available in the search area:
Search using a search term:

You can enter the name, abbreviation, or ID of the object that you want to search for. You
can also search for objects that are assigned directly or indirectly to another object, for
example, all positions of the organizational unit HCM Department.
Structure search:
You can search for objects by using predefined search parameters.
Search using a query:
You can search for objects by choosing your own search parameters. You can also save
queries to apply them repeatedly.
Note:
You can save your search results as favorites.
You would take the following steps to create your organizational plan:
● Create root organizational units
● Create subordinate organizational units
● Create jobs
● Create positions
● Assign cost centers

● Assign persons
● Maintain other object characteristics
Reports
The various reporting options are available under the Information System menu in
Organizational Management. This menu is organized according to different object types. For
example, the Organizational Unit object type contains the organizational plan and the Position
object type contains the reporting structure.
Figure 30: Reporting
Organizational plans and reporting structures represent a fraction of the reporting

functionality that is available in Organizational Management.
Note:
You can display reports in Structural Graphics, which also allows you to maintain
objects.

Integration of Personnel Administration and Planning
Figure 31: Integration of Personnel Administration and Planning
If Personnel Administration and Organizational Management are integrated, you can enter the
position in the Actions infotype (0000). This infotype must be maintained first. You cannot
overwrite the job, organizational unit, or cost center fields. These fields specify the
relationships to the position.
Default values can be supplied for the personnel area, personnel subarea, business area,
employee group, and employee subgroup fields.

Inheritance of Cost Centers Along the Organizational Structure
Figure 32: Inheritance of Cost Centers Along the Organizational Structure
If Controlling and Personnel are integrated, the cost center relationship is passed on from
Organizational Management to Personnel Administration.
LESSON SUMMARY


Unit 2
Learning Assessment
1. The administrative structure is based on:

Choose the correct answers.
X A The organizational plan
X B Enterprise structures
X C Personnel structures
2. The personnel subarea:

X A Contains control features of the company structure.
X B Is a self-contained unit within the system in legal and organizational terms.
X C Requires a new personnel number to be created for employee transfer.
X D Is a unit whose accounts are balanced independently.
3. Which of the following are examples of an employee group?

X A Pensioners
X B Wage earners
X C Active employees
X D Salaried employees
4. Jobs are individual employee assignments.

X True
X False

Unit 2: Learning Assessment
5. The _______________ object type holds positions within the organizational structure.
X A jobs
X B persons
X C cost centers
X D organizational units
6. In the Organization and Staffing interface, you can maintain cost center assignments.
X True
X False

Unit 2
1. The administrative structure is based on:

X A The organizational plan
X B Enterprise structures
X C Personnel structures
2. The personnel subarea:

X A Contains control features of the company structure.
X B Is a self-contained unit within the system in legal and organizational terms.
X C Requires a new personnel number to be created for employee transfer.
X D Is a unit whose accounts are balanced independently.
3. Which of the following are examples of an employee group?

X A Pensioners
X B Wage earners
X C Active employees
X D Salaried employees
4. Jobs are individual employee assignments.

X True
X False

Unit 2: Learning Assessment - Answers
5. The _______________ object type holds positions within the organizational structure.
X A jobs
X B persons
X C cost centers
X D organizational units
6. In the Organization and Staffing interface, you can maintain cost center assignments.
X True
X False

UNIT 3 Employee Information
Lesson 1
Maintaining Employee Data 49
Lesson 2
Accessing Time Data 63
Lesson 3
Maintaining Employee Information Using Self-Services 73
Lesson 4
Recruiting Personnel 81
UNIT OBJECTIVES
● Analyze information stored on employee infotypes

● Update employee information on infotypes
● Access employee time data
● Analyze employee information using self-services
● Update employee data using SAP NWBC
● Use SAP E-Recruiting to fill vacant positions

Unit 3: Employee Information

Unit 3
Lesson 1
Maintaining Employee Data
LESSON OVERVIEW
This lesson shows how you can maintain employee data using infotypes.
Business Example
You are responsible for maintaining up-to-date employee information. For this reason, you
require the following knowledge:
● A good understanding of infotypes
● How to display and modify employee data
LESSON OBJECTIVES
Infotypes
Figure 33: Infotypes

In SAP, employee information, such as last name, first name, date of birth, place of residence,
street number, and house number, is defined in data fields. These data fields are grouped into
information units according to their content. In SAP, these information units are called
information types or infotypes for short.
Infotypes have names and 4-digit keys. For example, the Personal Data infotype has the key
0002 and the Addresses infotype has the key 0006.
Subtypes of Infotypes
Figure 34: Subtypes of Infotypes
Subtypes are used to subdivide infotypes. You may want to subdivide information to make it
easier to manage or to assign different control features, such as time constraints, to the
various subtypes of the same infotype.
In the subtype of the Family Member / Dependents infotype (0021), you can store details
about different family members as follows:
● Spouse (subtype 1)
● Child (subtype 2)
You can also create different histories for each subtype.

Lesson: Maintaining Employee Data
Search for Employee Data
Figure 35: Search Help (1)
The personnel number is the only unique key within a client for identifying an employee. It is
used to access the display and maintenance screens for an employee's master data and
working time data (infotypes).
You must enter the personnel number to maintain the employee data for individual
employees. If you do not know this number, you can use the search help to find it. The search
help function in the work area enables you to select personnel numbers according to certain
criteria such as last name, first name, date of birth, organizational assignment, and so on.
To search for a personnel number using the search help, proceed as follows:
1. Choose one of the search options from the search area.
2. Further define the type of search you want to use.
3. On the next screen, you can restrict the value range of the search.
4. The system displays list (called the hit list) of all the personnel numbers that match the
selection criteria you entered in the selection area. Select the desired data record from the
hit list.

Alternative Method to Search for Employee Data
Figure 36: Search Help (2)
Alternatively, you can search for a personnel number using the following process:
1. Position your cursor on the personnel number input field and double-click the arrow
symbol or choose F4.
2. Select the type of search you want to use. You can switch to another type of search help at
any point.
3. On the next screen, you can restrict the value search range.
4. The system displays a list of all the personnel numbers that correspond to your selection
criteria. Select the desired data record from the hit list.

Infotype Maintenance
Figure 37: Overview to Maintaining Infotypes
Infotype maintenance includes processing data already in the system and entering and saving
new data in the system. You can add new data and change the existing data of an employee.
Each infotype has a start date and an end date (validity date), which enables you to maintain
data for exact periods.
The following table describes the various methods for maintaining infotypes:
Method Description
Single-screen maintenance Single-screen maintenance is used to call in-
dividual infotypes, one at a time, to maintain
data for a specific employee.
Personnel actions A personnel action is used to maintain a ser-
ies of infotypes for one employee in a specific
order.
Fast entry Fast entry is used to maintain one infotype
for several employees at the same time.

Editing Options for Infotype Maintenance
Figure 38: Editing Options for Infotype Maintenance
There are various editing options for maintaining master data.
The editing options for infotype records include the following:

● Create
● Edit
● Copy
● Delimit
● Delete

Maintaining Infotypes
Figure 39: Maintaining Infotypes
Infotype maintenance means processing data already in the system, and entering and saving
new data. You can change existing records and add new records for an employee.

Initial Entry Screen for Infotype Maintenance
Figure 40: Initial Entry Screen for Infotype Maintenance
The infotypes that are used most frequently in Human Resources are grouped together by
subject matter and assigned to static menus. One infotype can be included in more than one
menu. Infotypes that are rarely used, might not be included in any menus at all.
To access a particular menu, select the tab page.
The green ticks next to the menu list of infotypes indicate that these records already exist for
the selected personnel number and that you have security access to the infotype, whether in
display or maintain mode..
Data records are always stored in the system. Most infotypes have a start date and an end
date, but a few have a single date, rather than a validity period. This enables you to store data
for exact periods. When you select infotypes, you can specify a selection period in the
displayed screen area.

Selection Using Infotype Number
Figure 41: Selection Using Infotype Number
Each Infotype has a numerical key in addition to a name key. If you want to access infotypes
by the numerical key, enter the number for the infotype. The system displays the name of the
selected infotype.
Hint:
You can add the user parameter HR_DISP_INFTY_NUM with a value of X to view
the infotype numbers on the screen once you are in the infotype..
Time Constraints
Time Constraints in HR
Time Constraint 1
This is mandatory information that must be uniquely available at all times.
Time Constraint 2
This is optional information that, if available, must be unique.
Time Constraint 3
This is optional information that, if available, can exist more than once.
Subject to not using change or delete, the old data is not lost when you update an infotype.
Instead, it remains in the system so that you can perform historical evaluations. Each infotype

record is stored with a specific validity period. This means that the system can contain more
than one record of the same infotype at the same time, even if their validity periods coincide.
If you enter and save new information in an infotype, the system checks whether a record
already exists for this infotype. If this is the case, the system reacts based on rules or time
constraints set up for that particular infotype or subtype.
Infotype Examples for Hiring an Employee
Figure 42: Hiring an Employee
The most important objective of master data administration in Human Resources is to enter
employee-related data for administrative, time-recording, and payroll purposes.
A new employee can be hired with or without using the SAP E-Recruiting application. If you do
not choose to use the functions in SAP E-Recruiting, you can hire the employee using a
personnel action in Personnel Administration. In such cases, data relevant to the new
employee is created.

Hiring Action
Figure 43: Hiring Action
You must enter a range of employee data into the system when you are hiring an employee.
Perform this personnel activity using the Hiring personnel action. After you have entered all
the necessary data in an entry screen, save your entries. After the system has saved your
entries, it displays a new entry screen for processing. If you do not want to record any data
here, skip the screen.
Hint:
You can adjust personnel actions in Customizing to meet your requirements.

Entry Screens for Hiring
Figure 44: Entry Screens for Hiring
Data is generally recorded for the above-mentioned infotypes during the hiring action. You
can choose the infotypes, as well as the order in which they appear, in Customizing to suit
your company’s requirements.

Hiring: Initial Screen
Figure 45: Hiring: Initial Screen
To hire an employee, select the entry screen for personnel actions, and then enter the
employee’s entry date.
With internal number assignment, the system displays the next free number. With external
number assignment, you enter a personnel number that has not yet been used.
On the entry screen, enter the personnel area, employee group, and employee subgroup of
the new employee. You also have the possibility of maintaining these fields in the next screen,
the Actions (0000) infotype.
LESSON SUMMARY


Unit 3
Lesson 2
Accessing Time Data
LESSON OVERVIEW
This lesson introduces you to the basics of Time Management and shows you how to access
employee time data in SAP.
Business Example
You are responsible for maintaining employees’ time data. For this reason, you require the
following knowledge:
● Fundamental concepts of Time Management
● How to access employee time data
LESSON OBJECTIVES
Time Data Infotype
Figure 46: Time Management Overview

Evaluating work performed by employees and determining employee availability within an

enterprise are essential elements for a Human Resources system.
The time information is also relevant in the following areas and is a factor that influences
enterprise-wide decisions:
● Information about working times is used to calculate gross wages in Payroll.
● Working times can be used for activity allocation in Controlling. Costs generated by the
working times can be assigned according to their source in Controlling.
● Information from Time Management is used in Logistics to determine employees’
availability for capacity requirements planning. In Logistics, you can determine work
requirements for the enterprise and plan employee shifts.
Several options are available for recording working times, including Time Manager’s
Workplace (TMW), a central time sheet, online menus, time recording systems, and Employee
Self-Service (ESS) applications.
You can manage time accounts, such as leave and flextime, manually or automatically.
Time Data Infotype
Figure 47: Planned Working Time Infotype
Employee planned working time is assigned in the Planned Working Time infotype (0007)
using work schedule rules.
Planned working time is defined as the daily working period from start to end time, excluding
breaks. By defining the planned working time for your employees, you determine how long
they must work in your enterprise on a daily basis.
The time data specific to an employee is presented in the employee’s personal work schedule.
The personal work schedule contains the deviations from, and exceptions to, an employee’s
working time that have been recorded.

Lesson: Accessing Time Data
Work Schedule (1)
Figure 48: Work Schedule (1)
The central element in time management is the employee’s work schedule. The work
schedule contains data on the employee’s planned working time.
Work Schedule (2)
Figure 49: Work Schedule (2)

The work schedule is used as the basis for time data evaluation and indicates how many hours
an employee is expected to work.
The work schedule is created from a period work and a public holiday calendar. The period
work schedule comprises a set sequence of daily work schedules, which contains information
on a day's working time including breaks.
The period work schedule is applied to the public holiday calendar.
Define work schedules in Customizing.
Record Data in Time Management
Figure 50: Recording Data in Time Management
To record employee times, such as hours worked, business trips, leave, or changes to
planned working time, you can use a variety of systems and methods, such as the
following:
● Online recording by time administrators
● Front-end time recording systems
● SAP Cross-Application Time Sheet (CATS)
● Employee Self-Service (ESS) applications, Internet applications, workflow forms, or touch-
screen systems
● Customer systems with an interface to the SAP system
Time data, such as listed above, is stored in infotypes.
A time administrator records this data in the following ways:

Time Manager’s Workplace (TMW):
Administration of data for a group of employees

Maintaining individual infotypes:

Recording and changing data on infotype screens
Fast data entry:
Simultaneous entry of infotype data for multiple employees
Course bookings are recorded as attendance records in Time Management.
Attendances and Absences
Figure 51: Attendances and Absences
Employee attendances can be business trips, participation in seminars, hours worked, or

teaching a training course. Enter attendances in TMW using the relevant time data IDs. The
information is stored in the Attendances infotype (2002), which is subdivided into various
attendance types (subtypes).
Overtime is the time an employee works over and above the planned working time stipulated
in the daily work schedule. Enter overtime in TMW as an attendance. Time Evaluation
calculates overtime automatically on the basis of the complete actual times.
An employee’s absences may include leave or illness. Absences are calculated on the basis of
an employee’s personal work schedule and are stored in the Absences infotype (2001). This
infotype is subdivided into various absence types (subtypes).
Attendances and absences can be for a partial-day, full-day, or for several days. You
determine this in Customizing.
Attendances and absences can be deducted from entitlements, known as quotas. Examples
of quotas are annual leave, approved overtime, or further training entitlement. Some
attendances and absences can influence an employee’s remuneration; others have a purely
statistical function.

Time Manager's Workplace
Figure 52: Layout and Screen Areas of the TMW
Use TMW in SAP to record employees’ time data, such as hours worked, business trips, leave,
or changes to planned working time.
The following table describes the functions of various screen elements in TMW:
Screen Element Function

Calendar Enables you to select the time period for
which time data is to be entered.
Employee List Contains the employees assigned to the time
administrator. You can select an employee or
employees from this list and enter or change
time data.
Info area Enables you to display additional informa-
tion, such as master data information or the
number of pending leaves, for the selected
employee.
Time data Shows all time data at a glance. You can en-
ter and maintain time data using time data
IDs, such as I for Illness, D for doctor or L for
leave.


Details area Enables you to enter additional specifica-
tions, such as activity allocation and specifi-
cations for an attendance. You can also view
details of specific entries (such as the person
who entered the data, the date on which the
data was entered,and so on).
Message area Displays time entry messages or confirma-
tions on time data entered by the time ad-
ministrators. Messages are output in the
form of error messages, warnings, or infor-
mation.
Calendar Views in the TMW
Figure 53: Calendar Views in the TMW
The calendar view in the time data maintenance area of TMW provides a graphical overview of
a person’s time data. Daily, weekly, monthly, and annual calendar settings are available.
The calendar view enables you to gain a quick overview of a specific period. The use of colors
for the time data IDs enables you to quickly differentiate different types of time data.
You can also maintain data in this view. The color-coded time data IDs are displayed in a bar
to the left of the calendar, where you can drag and drop them to the required days. If required,
you can copy and paste the calendar entries. For example, you can copy recurring
attendances or absences to the relevant days.

ESS Leave Request
Figure 54: LO_Map06_Content01_Screenshot_03.ppt
The starting point for a leave request is the Working Time area page. The applications are
displayed on the left as links. To access the Leave Request in the example, you would choose
the link that is highlighted.
ESS Leave Request: Data Entry
Figure 55: ESS Leave Request: Data Entry

In the calendar view, enter the required data for the leave request. After you enter the data, it
is displayed again for you to check and, if necessary, amend. Once you confirm the data, it is
forwarded to the manager responsible for approval. An information message is displayed for
confirmation.
Overview of Leave gives employees detailed information about the leave they have requested.
Employees can also cancel their leave if required. If they do cancel, an additional workflow is
triggered.
LESSON SUMMARY


Unit 3
Lesson 3
Maintaining Employee Information Using Self-
Services
LESSON OVERVIEW
This lesson shows you how to maintain employee data using the self-service functionality
provided by SAP NetWeaver Business Client (NWBC).
Business Example:
Employees and managers are often required to view and maintain their personal data in
SAP. For this reason, you require the following knowledge:
● An understanding of the self-service functionality
● How to use SAP NWBC
LESSON OBJECTIVES
Self-Service

Figure 56: Access to SAP Systems with the SAP NetWeaver Portal: One Portal - Many Systems
The SAP NetWeaver Portal displays different information from several sources (SAP
systems) on one page. The user obtains access to all the systems by logging on to the SAP
NetWeaver Portal once. The SAP NetWeaver Portal automatically logs the user on to any
other systems for which a user and password has been saved for the user or for which a
trusted systems link can be used. Only one portal is required for all applications and users.
The SAP NetWeaver Portal offers a central point of access for all applications, business
intelligence functions, documents, and Web services at a company. Users play a central role.
They can draw on information from various sources and work together with internal and
external colleagues. Each portal is organized in such a way that it provides an optimized work
environment that enables users to recognize business opportunities quickly and solve
problems. In short, the portal is a user-oriented platform for enterprises and their business
partners.
Self-service provides functionality to allow employees to access their personal data and
managers to access employee data. Prior to the self-service functionality, employees often
had to call the HR department to access information that they can now have at their
fingertips.
If employees can easily access the information they need to do their jobs, they can manage
duties that were previously handled for them. Self-service also frees HR professionals from
mundane administrative tasks and allows them to dedicate their time and resources to
strategic initiatives.
The self-service functionality provides the following benefits:
● Replaces laborious, paper-intensive processes

● Decentralizes responsibility for maintenance of data
● Reduces repetitive inquiries

Lesson: Maintaining Employee Information Using Self-Services
● Improves quantity, quality, and accessibility of data
Employee Self-Service
Figure 57: Employee Self-Service
Employee Self-Service (ESS) is a set of easy to use applications that enable employees to
view, create, and maintain their data anytime, anywhere, using Web-based technology.
Employees take responsibility for updating and keeping their own data current.
ESS has an intuitive, HTML-based user interface.
ESS is an effective means for providing real-time access and data maintenance capabilities to
the source, or owner of the data, and to off-load many of the data entry and related customer
service activities that may typically be performed in a company’s human resources, payroll,
benefits, and travel departments.
ESS utilizes the same database as SAP ERP. No dual maintenance or reconciliation is
required. It inherits SAP system international architecture, with its extensive language and
currency management capabilities. It takes full advantage of SAP system global capabilities,
including country localization.
Some of the tasks that employees can perform using ESS are as follows:
● Search the organizational directory
● Maintain their address data
● Enter their bank details
● View their calendar
● Check workflow work items
● Submit travel expenses
● Enter their working times
● Enroll for various benefits
SAP ESS and Workflow

SAP ESS and Workflow: A Perfect Synergy
● Integration of the SAP office inbox in SAP ESS opens workflow to all employees.
● SAP ESS services that use workflow:
- Aproval processes such as Leave Request, CATS, and expense reports.
- New Hire Data, Change of Address notification.
The SAP NetWeaver Portal contains links inside and outside a company’s boundaries.
The following links can be created:

● Non mySAP.com components; external systems using open Internet standards
● mySAP.com components, classic and new Web-based SAP system transactions (SAP
Standard system, New Dimensions, Industry Solutions), reports (for example, Business
Warehouse reports), and Knowledge Warehouse contents
● SAP Internet services , such as Service Marketplace
● Any Internet or intranet site
ESS
Figure 58: Employee Self-Service
The overview page is the ESS start page. You can access various types of information from
here. For example, you can start the service to change your address data. The figure shows an
ESS Overview page. To change their address, an employee chooses the Personal Information
link followed by the Personal Profile service. Select the Address Change option and the Edit
Permanent Residence screen is displayed. While the employee is updating the screen, the

employee’s personnel number is locked in the connected SAP ERP system. When the
employee saves the changes, the changes also take effect in the SAP ERP system. The
system message received when the data is saved also refers to the data in the SAP ERP
system.
Manager Self-Service
Figure 59: Manager Self-Service
The managers in your organization frequently require access to current data pertaining to
their employees. SAP Manager Self-Service (MSS) comprises multiple applications that
enable managers to complete their daily tasks. MSS allows managers to display, create, and
edit data in SAP.
The following are examples of subject areas that SAP MSS makes available to managers:
● Attendances
● Employee reviews
● Employee change requests
● Data monitoring
● Reports
● Recruitment
● Compensation planning
● Quota planning

SAP NetWeaver Business Client
Figure 60: LO_Map09_Content01_Screenshot_01.ppt
SAP NetWeaver Business Client (NWBC) benefits those companies that do not want to
implement a separate portal for the self-service functionality but want to offer this
functionality. You can use NWBC either with or without a portal depending on whether you
want to access ABAP (Advanced Business Application Programming) back end programs.
The look and feel of the screens in NWBC are very similar to those displayed using a portal.
NWBC offers a unified environment for SAP applications and a single point of entry to SAP
applications.
The following are some of the benefits of NWBC:

● There is a single point of entry for SAP GUI applications and Web Dynpro applications.
● Web Dynpro applications including POWER Lists improve functionality and usability.
● Desktop integration gives users the potential to leverage everything on the desktop.
● There is powerful search functionality including desktop search and using external search
engines.
● The smart client improves the performance of Web Dynpro applications.
● Low training effort is required because of familiar look and feel.

Employee Self-Service in NWBC
Figure 61: Employee Self-Service in NWBC
The figure is an example of what you would see when you access Employee Self-Service in
NWBC.
The following table describes the function of the main screen elements in NWBC:

Shell ● Consists of the horizontal bar above and
the vertical bar on the left
● Provides a wide range of functions such
as role-based navigation, search func-
tions, help, desktop integration, menus,
branding, scripting, caching, and so on
Canvas ● Hosts the applications
Note:
The design and navigation of MSS and ESS on the initial screen is very similar.
LESSON SUMMARY


Unit 3
Lesson 4
Recruiting Personnel
LESSON OVERVIEW
This lesson introduces the SAP E-Recruiting solution and shows how to search for candidates
using this solution.
Business Example
One of your job responsibilities is to recruit potential candidates and to use the SAP E-
Recruiting solution to fill vacant positions in the organization. For this reason, you require the
following knowledge:
● An understanding of the SAP E-Recruiting solution
● How to create requisitions to initiate the recruitment process
● A basic understanding of Talent Relationship Management (TRM)
LESSON OBJECTIVES
SAP E-Recruiting Solution
SAP E-Recruiting Process
● Requisition management
● Management of job postings
● Entry of applications
● Application management / applicant tracking
● Talent relationship management
● Cross processes
● Customizing
The SAP E-Recruiting process includes the following:

Requisition management
Create agreement between HR managers and recruiters about the conditions of a vacant
position (such as what, when, and how). Also specify how and when candidates are to be
selected and ranked for a particular position in a structured manner.
Management of job postings

Define and implement strategy to attract candidates to the company in general or to a

particular job; search in talent pools and publications.
Entry of applications
Accept incoming applications through various channels such as e-mail, postal delivery,
intranet, extranet, third parties, or special events.
Application management or applicant tracking
Implement the recruitment process, carry out applicant screening and selection
processes, and offer and conclude employment contracts.
Talent relationship management
Establish and maintain long-term relationships with potential candidates, perform
segmentation of candidates, and manage activities. Companies can easily contact
candidates and candidates have better options to determine suitable jobs.
Cross process
Support processes for the activities described above, such as reporting,
correspondence, and system administration.
Customizing
Customize functions to meet the company’s requirements.
You can use SAP E-Recruiting in the following ways:

● As a standalone solution
● Standalone with integration to back end systems (HCM, SAP NetWeaver BW)
● As an ERP installation (SAP E-Recruiting as part of the ERP solution)
One focus of SAP E-Recruiting is reducing the amount of paperwork required by providing
the following:
● Self-services for applicants (applications, status query)
● E-mail/questionnaire interaction between recruiter and applicant
● Integrated correspondence in all media (paper, e-mail, self-service)
● Flexible search on all applications
● Authorizations controlling information display
● Provision of information (data overviews) in PDF format.
You can achieve standardization with flexibility through the use of the following:
● Letter or e-mail templates for each administrative step
● Individual adjustment of letters for each application
● Standardized self-service application scenarios with the option of posting-specific
adjustment (questionnaires)
● Process templates: These consist of a series of process steps to which activities are
assigned (for example, invite to interview or reject applicant)
● Activity lists which provide a clear overview of candidate activities

Lesson: Recruiting Personnel
Roles in SAP E-Recruiting
Figure 62: Roles in SAP E-Recruiting
The SAP E-Recruiting solution is an end-to-end recruitment application offered by SAP and is
fully Internet enabled. It enables you to perform all tasks in the recruitment process, including
planning workforce requirements, posting vacancies, hiring applicants, and building long-term
relationships with current and potential candidates.
SAP E-Recruiting has a predefined set of roles. All roles involved in the recruitment process
(such as managers, administrators, recruiters, candidates, and so on) can access the SAP E-
Recruiting solution. Each of these roles has its own authorization profile and interface (portal
page). Access to the start page (Web Dynpro ABAP) is controlled by authorization roles in the
back end.

Recruiter
Figure 63: Recruiter
The figure shows the screen the recruiter uses to manage open registrations. A requisition
starts the process in SAP E-Recruiting. This can be initiated by the manager or the recruiter.
Applicant tracking allows the recruiters to keep track of the activities that have or need to
occur for candidates. Correspondence can be automated or manually executed for the
applicant activities for candidates. A requisition can be processed using various roles.
Manager
MSS and SAP E-Recruiting can be integrated. This allows managers to start the requisition to
fill a vacancy directly from within MSS. A manager can also create a new requisition request
online in SAP E-Recruiting.

Figure 64: Manager Self-Service
A manager or recruiter starts the requisition process in SAP E-Recruiting. A recruiter can use
applicant tracking to keep track of the activities that have or need to occur for candidates.
Correspondence can be automated or manually executed for the applicant activities for
candidates in SAP E-Recruiting.
Administrator
Figure 65: Administrator
Administrator functionality is available to manage the SAP E-Recruiting process. One of these
tasks is to manage the various candidates in the talent pool. The figure shows the screen the
administrator uses to manage unverified candidates. An unverified candidate is one who has
not confirmed the e-mail address to be used in the SAP E-Recruiting system.

Candidates
Figure 66: Candidate Application Wizard
When applying for a position, candidates are led through a wizard where they can enter their
personal information such as contact information, work experience, education, and
qualifications. The candidate can also upload a resume. Candidates can be external
candidates and internal employees. They can search for all openings or for specific reference
codes. Candidates can access their profile after completing the application process using
their user ID/password.
Requisitions
Figure 67: Creating a Requisition

The requisition is a formal order to fill one or more job vacancies. A requisition starts the
recruitment process and can be processed using various roles. For example, managers or
recruiters can log on to the SAP E-Recruiting system and initiate a requisition.
A requisition is viewed as the internal document, in which the recruiter or manager

perform the following:
● Determine the requirements for the position.
● Associate general vacancy information such as interest group and hierarchy level.
● Assign a process template.
● Associate a support team and position requirements.
After the requisition is released, it is associated with one or more postings. A posting will hold
the actual text seen at the publication stage. A posting is associated with one or more
publications, which is the channel (or location) where that posting will be found.
Manager Self-Service (MSS) and E-Recruiting can be integrated. In other words, managers
can start the requisition for a new vacancy directly from within MSS or create a requisition
request online in SAP E-Recruiting.
E-Recruiting uses the organizational structure as the basis for the requisition (organizational
unit, position, and job) and for determining the number of vacant positions.
Integration with Organizational Management
Integration with Organizational Management includes the following options:
● Scenario: SAP E-Recruiting as a separate system

● Access to the SAP ERP HCM organizational structure in SAP E-Recruiting with ALE
● Direction of distribution: SAP ERP HCM --> SAP E-Recruiting
● Content of Distribution:
- Object types
- Links in Organizational Management
- Infotypes
SAP E-Recruiting uses the organizational structure, such as organizational unit, position, and
job, as the basis for the requisition or just to determine the number of positions. A data
overview can show information coming from Organizational Management such as OM links,
infotypes, objects and important relationships. The data overview is formatted using Smart
Forms.
You can use the following integration options between SAP E-Recruiting and SAP ERP 6.0
HCM:
● The organizational plan, such as organizational units, positions, jobs, and so on
● Automatic identification of employees as internal applicants
● Automatic data transfer when candidates are hired
● Transfer of the qualifications catalog from Personnel Development

These integration options can be further supported if you automate the recruiting
process through the following:
● Definition of a support team
● Workflow integration
● Automatic applicant assignment
● Support for mass processing (for example, 50 rejections at the touch of a button)
● Flexible status management with status reasons
● Use of the skills catalog from E-Recruiting or use of the SAP system qualifications catalog
Requisition Management
Requisition management includes the following:

● Assign support team with different roles and workflow tasks to a requisition.
● Determine a recruitment plan including questionnaires and process templates.
● Assign process templates to requisitions.
● Rank candidates using job-specific questionnaires.
● Manage content and format of job postings.
● Link the posting to multiple posting instances.
● Manage publications.
Talent Pool
Figure 68: Talent Pool

The purpose of the talent pool is to build up and foster long term relationships with applicants.
The talent pool, or talent warehouse, serves as the central database for internal and external
applicants. Information about qualified applicants or candidates for whom the company
currently has no vacancies can be used for future recruitment.
Talent Pool as a Posting Channel and Marketing Tool
Figure 69: Talent Pool as a Posting Channel and Marketing Tool
External candidates can register in the talent pool and store information about their
qualifications, interests, and career plans. Internal employees are also included in the talent
pool if the appropriate services are activated. The talent pool stores data on all applicants,
unsolicited applicants, interested persons registered in the pool, and data for employees
(internal applicants). The talent pool is the first place recruiters search for qualified
candidates. The talent pool can be segmented to create groupings of candidates such as high
potentials or recent college graduates. These groupings enable target marketing activities
and search capabilities.

Talent Relationship Management
Figure 70: Talent Relationship Management
Talent Relationship Management (TRM) provides an environment where companies can

practice proactive candidate recruiting as opposed to reactive. Recruiters can search for
suitable candidates by using search and match functionality and can segment and classify
candidates into specific groups.
The following are some of the support functions that TRM provides to recruiters:
Support Functionality
Candidate Activity Management ● Send invite for an interview or recruiting
event
● Correspond with candidates
Advanced Search in the Talent Pool ● Rank search results

● Find candidates with specific qualifica-
tions
● Search questionnaires
Classification of Candidates ● Classify candidates for specific needs
Services ● Source applications from referrals, job

boards, and newspapers
SAP E-Recruiting Reports

Figure 71: Analytics
The integration with Analytical Tools, such as with SAP Business Information Warehouse,
offers extensive reporting options, such as reporting for the most efficient recruitment
channels.
Following are examples of BW or BI queries:

● Requisitions created
● Requisition status changes
● Requisition status change reason
● Application source
● Number of open requisitions
● Offer versus acceptance rate
● Interview versus offer rate
● Application submittal versus offer rate
● Candidate's qualifications
● Time to fill (open to filled)
In addition to the operational queries there are infosets delivered for ad hoc query reporting
on E-Recruiting data. Strategic reports are available in the Business Warehouse.
LESSON SUMMARY


Unit 3
Learning Assessment
1. Infotypes have names and alphanumeric keys.

X True
X False
2. The _______________ method enables you to simultaneously maintain one infotype for
several personnel numbers.
X A Fast entry
X B Personnel action
X C Single-screen maintenance
3. It is possible to maintain more than one infotype for one personnel number using a
personnel action.
X True
X False
4. In which infotype is an employee's work schedule stored?

X A Optional Working Time infotype
X B Planned Working Time infotype
X C Normal Working Time infotype
X D Monitoring of Tasks infoype

5. A work schedule rule includes a daily work schedule and a personal work schedule and is
associated with a specific holiday calendar.
X True
X False
6. The ___________ in TMW enables you to enter additional specifications, such as activity
allocation and specifications for an attendance.
X A Calendar area
X B Info area
X C Details area
X D Time data area
7. SAP provides self-service functionality, which allows employees to view, create, and edit
their personal data.
X True
X False
8. Which tasks can the employees perform in ESS?

X A Search the organizational directory.
X B Check workflow work items.
X C Generate a compensation report for organizational unit.
X D Process a pay increase.

9. Which tasks can be performed in the SAP E-Recruiting solution?

X A Build long-term relationships with candidates using the Talent Relationship

Management.
X B Create work schedules for employees.
X C Plan workforce requirements.
X D Update an existing employee’s address.
10. A requisition can be started in MSS.

X True
X False
11. Only internal applicants are allowed to register in the talent pool.
X True
X False

Unit 3
1. Infotypes have names and alphanumeric keys.

X True
X False
2. The _______________ method enables you to simultaneously maintain one infotype for
several personnel numbers.
X A Fast entry
X B Personnel action
X C Single-screen maintenance
3. It is possible to maintain more than one infotype for one personnel number using a
personnel action.
X True
X False
4. In which infotype is an employee's work schedule stored?

X A Optional Working Time infotype
X B Planned Working Time infotype
X C Normal Working Time infotype
X D Monitoring of Tasks infoype

5. A work schedule rule includes a daily work schedule and a personal work schedule and is
associated with a specific holiday calendar.
X True
X False
6. The ___________ in TMW enables you to enter additional specifications, such as activity
allocation and specifications for an attendance.
X A Calendar area
X B Info area
X C Details area
X D Time data area
7. SAP provides self-service functionality, which allows employees to view, create, and edit
their personal data.
X True
X False
8. Which tasks can the employees perform in ESS?

X A Search the organizational directory.
X B Check workflow work items.
X C Generate a compensation report for organizational unit.
X D Process a pay increase.

9. Which tasks can be performed in the SAP E-Recruiting solution?

X A Build long-term relationships with candidates using the Talent Relationship

Management.
X B Create work schedules for employees.
X C Plan workforce requirements.
X D Update an existing employee’s address.
10. A requisition can be started in MSS.

X True
X False
11. Only internal applicants are allowed to register in the talent pool.
X True
X False

UNIT 4 Personnel Development and
Learning
Lesson 1
Managing the Course Catalog 101
Lesson 2
Managing the Enterprise Learning Solution 107
Lesson 3
Managing Talent 115
Lesson 4
Performing Appraisals 119
UNIT OBJECTIVES
● Maintain courses in the Training and Event Management catalog

● Manage course registrations
● Execute a profile matchup
● Execute an employee appraisal

Unit 4: Personnel Development and Learning

Unit 4
Lesson 1
Managing the Course Catalog
LESSON OVERVIEW
This lesson introduces you to the Training and Event Management functionality in SAP and
shows you how to create an event in the training catalog.
Business Example
You are responsible for managing the Training and Event catalog, including the creation of
events. For this reason, you require the following knowledge:
● An understanding of the training events
● How to create a new event
LESSON OBJECTIVES
Training and Event Management
Figure 72: Processes in Training and Event Management
The Training and Event Management functionality in SAP enables you to offer a
comprehensive catalog of training events. These training events consist of business event
groups and event types which form the framework of your catalog.

The following steps are included in the main processes involved in the maintenance of a
Training and Event catalog:
1. Prepare business event
This comprises the creation and maintenance of all master data (such as time schedules,
event locations, resources, and so on) used for business events.
2. Create business event catalog

You create individual or multiple event dates, with or without resources (for example, an
instructor). You can create multiple events based on existing course demand.
3. Perform day-to-day activities
Once you have created your business event catalog, you can carry out the following
day-to-day activities for events:
● Register or make bookings for both internal and external attendees
● Pre-book attendance
● Replace bookings
● Rebook
● Cancel attendance
● Create correspondence (provide notification for activities)
4. Perform recurring activities
The following associated activities are required periodically and are called recurring
activities:
● Firmly booking events
● Locking events
● Unlocking events
● Cancelling events
● Following-up events
Each of these processes is supplemented by appropriate reporting options.

Lesson: Managing the Course Catalog
Dynamic Menus
Figure 73: Working in the Dynamic Menus
Training and Event Management has the following dynamic menus that facilitate and
simplify operation of the system:
● Master data menu
● Attendance menu
● Business event menu
● Information menu
● Planning menu
● Resource menu
● Tool menu
The dynamic menus offer an alternative way of creating and maintaining the objects used in
Training and Event Management. The advantage of the dynamic menus is that you create
data and access functions directly in the clearly structured environment of the business event
hierarchy.
When you select an object, the system automatically reads the current object data so that you
do not have to enter it yourself. For example, if you place the cursor on a business event type
and choose Create Business Event , the system reads the relevant data for the event date you
want to create.
Access the various functions by using the menu or by clicking the right mouse button beside a
specific object.
You can set filters and selection criteria to control precisely what data is displayed in the
dynamic menus. For example, you can set the status criterion to display only events in
planned status.
Business Event Preparation

Figure 74: Business Event Preparation
The business event catalog is presented in a hierarchical form and is made up of the
following:
Business event group

Business event groups contain multiple hierarchy levels and structure the catalog.This is
a grouping of business event types that share the same characteristics or deal with
related subject matter. You can combine several business event groups into a single
business event group which means that the business event group itself can be structured
hierarchically.
Business event type
Business event types carry almost all of the information relevant to the business event
and form the basic structure of the catalog.This is a generalized description of a business
event. You do not define specific dates for a business event type. Business event types
are assigned to event groups. Event groups and types form the basic framework of the
business event catalog.
Business event
This is a specific occurrence of a business event type, scheduled to take place on a
specific date. A business event (also referred to as a business event date) inherits all the
attributes stored for the event type, and is scheduled to take place on a specific date. You
can create business events with or without resources, such as equipment or rooms. You
book attendees for business events.

Lesson: Managing the Course Catalog
Day-to-Day Activities
Figure 75: Day-to-Day Activities
In the dynamic attendance menu, you can execute all of the functions relating to booking
activities. You can execute all of the functions for attendance bookings contained in day-to-
day activities.
With Training and Event Management you can offer self-service access to the most important
day-to-day functions of the application. These services are provided to the user in the form of
Employee Self-Services in the corporate intranet, or as Internet Services on the Internet.
Correspondence is automatically output to accompany each of the booking activities if you
make the relevant settings in Customizing. You can monitor the output of correspondence
using the Correspondence History function.

Recurring Activities
Figure 76: Recurring Activities
Once events are created and attendees booked, you can execute the following functions
in the business event menu:
● If you want to temporarily prevent further processing of events, you can lock them and
unlock them later in the business event menu.
● If you created events in planned status, you can change the status to firmly booked.
● If there is not a sufficient number of bookings to run the events, you can cancel the events.
● When a business event has been held, you can perform follow-up processing for it (for
example, transfer qualifications) and have appraisals completed for the event.
LESSON SUMMARY

Unit 4
Lesson 2
Managing the Enterprise Learning Solution
LESSON OVERVIEW
This lesson introduces you to SAP Enterprise Learning, a solution offered by SAP to address
blended learning requirements.
Business Example
You are responsible for making various learning options available to employees. For this
reason, you require the following knowledge:
● An understanding of the Learning Management System
● How to manage the Enterprise Learning solution
LESSON OBJECTIVES
SAP Enterprise Learning Solution
Figure 77: SAP Enterprise Learning Solution

The SAP Enterprise Learning solution is a Learning Management System commonly known as
an LMS. It enables companies to implement personalized learning for addressing individual
employee needs and learning strategies. For example, employees can receive training in the
form of Web-based courses that can be accessed anytime and anywhere.
The following are some of the features of an LMS:

● Personalized learning, which is adaptable to individual needs and learning strategies
(adaptive and exploratory learning)
● Integration with ERP systems
● Compliance with internationally recognized WBT standards
● Authoring tools for creating content and structures
● Re-usability of created content
● Flexible, dynamic management of the learning offering
● Integration of all learning methods
● Tracking of learning progress
● Placement and final tests
The SAP Enterprise Learning solution caters to the needs of all target groups in a training
environment.
Personalized learning means that the delivery of e-learning content should be dynamic in that
different types of learners should be offered the content differently and people with different
levels of pre-knowledge should be presented different parts of the content.
Integration with the Enterprise Resource Planning (ERP) system is vital to avoid double
maintenance of data and exploding costs during deployment and maintenance of the LMS.
From a business process perspective, a LMS is only one system among many. Integrated
functionality like linking training requirements to job descriptions are dependent on a
seamless integration between ERP and LMS data.
Compliance with standards for content is important to ensure that content from a wide range
of content providers can be used and reusability of content across different platforms. The
main content standards in the e-learning world are SCORM and AICC at this point.

Lesson: Managing the Enterprise Learning Solution
Components of SAP Enterprise Learning
Figure 78: Components of SAP Enterprise Learning
The following table describes the functionalities that each group can perform in
Enterprise Learning:
Target Group Functionalities

Learners ● Access personalized learning environ-
ments
● Access the complete corporate education
and training offerings, consisting of cur-
ricula, traditional classroom training, and
e-learning courses, such as virtual class-
room sessions, Web-based training ,or
even externally hosted courses
● View interactive courses suited to individ-
ual learning styles
● View progress and learning histories
● Learn offline; download courses onto a lo-
cal machine and synchronize their learn-
ing progress later
Authors and Instructional Designers ● Import external course content and ex-
port content
● Structure learning content
● Create tests and assessments
● Manage versions

Target Group Functionalities

Training Administrator ● Manage courses and curricula
● Schedule courses
● Set up classrooms and materials
● Execute reports to evaluate training proc-
esses and offerings
Instructors ● Prepare for courses

● Monitor attendance
● Start virtual learning rooms
Managers ● Assess skill gaps

● Link training offers to employee objec-
tives
● Approve skills and certifications
Note:
Learner data is transferred to employee master data.
Integration of Enterprise Learning with Other SAP Modules
Figure 79: Integration with SAP HCM

One of the advantages of using SAP is the integration potential of the SAP modules with each
other. Integration results in lower maintenance costs and ensures consistent data across
modules.
Enterprise Learning is part of the talent management suite in SAP ERP Human Capital
Management (HCM).
Integration with the following elements of the HCM is a standard feature of the Enterprise
Learning solution:
● Organizational Management
● Personnel Development
● Personnel Administration
● Time Management
SAP Learning Solution is an extension of the older training and event management and is part
of the Talent Management Suite. Integration with other elements of the Human Capital
Management module is a standard feature of the SAP Learning Solution. The qualifications
catalog, for example, can be used to its full extent. Qualifications can be defined and checked
as prerequisites for courses. Upon successful completion of a course or test, the
corresponding qualifications can be updated to the employee's profile. Expiration dates of
qualifications or certificates are displayed within the learning portal, as well as course options
to renew. Other general functions, such as business workflow and reporting, can be used.
Courses that are part of the individual development plan of the learner are automatically
displayed as a personalized learning proposal in the learning portal.
Data from organizational management can be used to steer the personnel development
process or to target trainings by assigning courses to entire organizational units.
Time management integration supports the administrative process by checking the
availability of the participant prior to the booking and ensures that course bookings result in
the reservation of a time slot.
In addition, other integration options are available.
Additional Options for Integrating Enterprise Learning
Enterprise Learning can be integrated with the following modules in SAP:

Materials Management
Classroom training requires materials such as training manuals, stationery, and so on.
The materials required can be procured or ordered directly from Materials Management
if the component is integrated. To use this option, you must implement the relevant
Materials Management sub-component of the SAP ERP 6.0 Supply Chain Management
solution.
Cost Accounting
While external participants are billed for course participation, training costs for internal
employees are settled by means of internal activity allocation. During this process the
employee’s cost center is debited for the costs. Participation fees may also be posted to
internal orders. To use this option, you must implement the relevant sub-component of
the SAP ERP 6.0 Financials solution.
Appointment Calendar
An employee’s bookings can be automatically entered in the appointment calendar.
Course dates are entered and displayed as appointments. The appointment calendar can

be synchronized with other calendars, such as Microsoft Outlook. In this case, course
dates are also entered in the employee’s Microsoft Outlook calendar.
Sales and Distribution
Use customer data from Sales and Distribution to manage external participants’ data.
This data is used for billing purposes and to determine participants’ addresses. To use
this option, you must implement the relevant sub-component of the SAP ERP 6.0
Customer Relationship Management solution.
SAP NetWeaver Business Intelligence
Integration with the SAP NetWeaver 6.0 Business Intelligence module offers enhanced
reporting capabilities, such as headcount and budgeting.
SAP NetWeaver 6.0 Portal
The various Web interfaces seamlessly integrate with the SAP NetWeaver 6.0 Portal.
Self-services can also be offered using SAP NetWeaver Business Client (NWBC).
The Learning Portal is the employee's personalized point of access to all of the learning-
related functions. SAP's Learning Solution provides a variety of portal design options, which
enable you to create a learning portal to meet the needs of your employees and your
company.
The Learning Portal
Figure 80: Learning Portal
The learning portal is an employee’s personalized point of access to the following

learning-related functions:
Function Description or Examples
Searching the course catalog ● The Find function has key word search ca-
pabilities.
● Extended search allows learners to search
on attributes, such as prerequisites, quali-
fications imparted, or delivery method.

Viewing mandatory and relevant courses ● The Messages and Notes section displays
courses set as mandatory for the learner.
● A profile match-up is available which com-
pares the required qualifications of the
learner’s position with the qualifications
the learner possesses. The match-up also
provides a list of the courses that impart
the missing qualifications.
Booking or pre-booking courses ● Once the learner confirms attendance, the

learner is booked for classroom training
or can launch a Web-based course.
● Pre-defined workflow approval processes
can route an enrollment request to the
manager before the booking is made.
● If the desired course is not currently avail-
able, the learner can prebook for the
course. When a course is scheduled the
learner is notified in the Messages and
Notes section.
● Cancel a course.
Viewing training information ● Course description, schedule, and loca-

tion
Launching web-based courses ● Direct launch links

● Launch a course as soon as it is booked
● Resume a course at any time, from the
point the learner left off
Viewing training history ● Overall course progress, completed activi-

ties, and cancelled courses
● History is displayed dynamically as the
learner progresses through a course
Changing personal settings ● Preferred learning strategy (this strategy

determines how the learning material is
structured and in what sequence it is pre-
sented)
● Set catalog view and search options

Using synchronous and asynchronous col- ● Chats, team calendars, and forums
laboration techniques
● Virtual classroom sessions
LESSON SUMMARY

Unit 4
Lesson 3
Managing Talent
LESSON OVERVIEW
This lesson shows you how to maintain employee qualifications and profiles. The lesson also
shows you how to use the profile matchup functionality to find the most suitable candidate.
Business Example
You are responsible for managing employee qualifications and comparing them with position
requirements. For this reason, you require the following knowledge:
● An understanding of qualifications and requirements
● A basic understanding of profile matchups
● How to execute a profile matchup
LESSON OBJECTIVES
Talent Management
Figure 81: Talent Management

One of the key functions of personnel development is to manage the talent and skills within an
organization. You can plan and implement specific personel and training measures to
promote the professional development of employees. You need to ensure that your
organization has all the qualifications and skills it requires. You can do this by maintaining a
qualifications catalog, preparing qualification evaluations for positions and employees, and
implementing specific training measures to address the skill and qualification gaps.
The qualifications catalog includes the following information:

Specific requirements of a position
This includes the list of skills, abilities, and experience required to be suitable for a job,
position, task, or work center.
Qualifications of employees
This includes the list of skills, abilities, and experience that make an employee suitable for
a position.
Use the qualifications catalog to compare existing qualifications of an employee with the
requirements defined for a position. All qualifications and requirements refer to the same
object but from a different perspective. You can edit the qualifications catalog in Customizing
for Personnel Development. In a live system, you can make changes by choosing Current
Settings.
Profiles
Figure 82: Profiles
Use profiles to store information such as qualifications, potentials, preferences, dislikes, and
requirements. Create profiles for different object types and each object type can have a
number of different subprofiles. In Personnel Development, you can display and edit profiles
in the Object Manager.
Each profile consists of the following:

A header
The header contains standard information. For employees, this information might include
the employee's name, date of birth, and hierarchical position in the company.

Lesson: Managing Talent
A number of subprofiles
Subprofiles contain more specific information under a particular heading. For example,
an employee's qualifications subprofile contains details of the employee's skills and
knowledge.
Note:
When a subprofile is changed, the workflow Changed Subprofile automatically
informs the persons for whom the subprofile was created of the change. All of the
subprofiles in Personnel Development are included in the workflow with the
exception of the subprofiles for appraisals and individual development plans.
Profile Matchup
Figure 83: Profile Matchup
Profile matchup functionality allows you to compare qualifications and requirements of

persons, positions, and jobs. You can include as many objects in a profile match-up as
required.
When you compare a qualification with a requirement, one of the following scenarios can
result:
● The qualification exactly fulfills the requirement.
● The qualification does not fulfill the requirement (the proficiency of the qualification is
lower than required, or does not exist at all).
● The employee is over qualified (the proficiency of the qualification is higher than required).
If Personnel Development is integrated with Training and Event Management, you can use the
Generate Training Proposals function. In this case, the system will propose training courses or
business events that can provide the missing qualifications. You can make direct bookings for
these business events or courses.
If you select the Qualification Deficits Only option, the results of the profile match-up will be
restricted to entries where qualifications are lacking, the proficiency of the qualification is
lower than is required, or the qualification does not exist at all.

LESSON SUMMARY

Unit 4
Lesson 4
Performing Appraisals
LESSON OVERVIEW
This lesson introduces the functions of Performance Management and shows you how to
maintain the performance review process for employees.
Business Example
You are responsible for the set-up and maintenance of the performance review process for
employees. For this reason, you require the following knowledge:
● An understanding of the performance management process
● How to perform an employee appraisal
LESSON OBJECTIVES
Performance Management
Figure 84: Performance Management
Performance Management offers a tool that enables you to pass corporate goals and
strategies down to the employee level by helping you to establish detailed objectives and

initiatives, hold performance feedback reviews (appraisals), and make compensation

adjustments.
The following table describes the various tasks involved in a performance management
cycle:
Task Description
Define objectives ● Identify skills and competencies to be im-
proved
● Identify personnel development require-
ments and actions
● Set objectives
Provide feedback ● Review relevance of objectives

● Compare current performance and objec-
tives
● Provide support and coaching
Perform appraisals ● Provide feedback on achievements re-

garding goals, skills, and competencies
● Summarize overall performance
● Derive actions
SAP enables you to manage employee performance in a consistent manner.
Performance Management Functionalities

Performance Management in SAP ERP HCM is an end-to-end process that integrates
company planning and initiatives with measurable employee objectives.
Performance Management in SAP ERP HCM integrates with the following components:
● Cascading goals and values
● Development plans
● SAP Learning Solution
● Enterprise Compensation Management
● Business Intelligence
● Qualification Catalog and Profile
Objective setting takes place once a year when a manager meets with each employee and
agree on concrete goals and the results the employee is to be achieved by a specific date. The
objectives can be quantitative (measurable) or qualitative. The objectives are usually put in
writing and become a part of the employee’s personnel file.

Lesson: Performing Appraisals
Performance Management
The following table describes the Performance Management functionalities:
Functionalities Description
Interface for appraisals ● User interface for a predefined perform-
ance management process
● User interface for complete back-end
functionality
● Flexible user interface
Cascading objectives capabilities ● Top-down creation of corporate goals,

team goals, and core values
● Bottom-up alignment of individual goals
to corporate goals, team goals, and core
values
Calibration enhancements ● Calibration of employees and possible up-

date of overall performance appraisal and
potential assessment
Integration with SAP Enterprise Learning sol- ● Indication of mandatory courses in ap-
ution praisal document
Integration with SAP ERP components ● Creation of cascading goals and values
throughout the organization
● Integration with balanced scorecard (ob-
jectives from the organizational units
score cards are integrated in the employ-
ee appraisal form)
● Integration with business intelligence and
analytics
● Creation of development plans and con-
tinuous feedback process; planning, re-
view, appraisal
● Integration with compensation planning
and administration; appraisal results can
be used for compensation adjustment
proposals
● Integration with qualification catalog and
profile
● Linking between employee objectives and
the job and position requirements

Performance management includes standardized instruments for the review process which
results in better communication at all hierarchy levels and links between the strategic goals of
the company and the planned performance of the employees.
Solution Capabilities
The solution capabilities include the following with focus on flexibility:
● Templates provide framework to guide participants through a performance cycle

● Support for best-practice performance management processes
● Single screen configuration
● Status and workflow management
● Open architecture for customer enhancements
● Enhanced analytics
Objective Setting and Appraisals is positioned under Performance Management Templates,

providing structure for individuals to create objective setting and appraisal documents. An
open architecture allows for customer enhancements which are realized by BAdIs.
The solution capabilities include the following with focus on integration:
● Integration between Balanced Scorecard and individual objectives

● Appraisal results can be used for compensation adjustment proposals
● Job and position requirements linked to employee objectives
● Development plan steps are displayed and monitored
● Individual training courses are displayed and monitored
Corporate goals and values can be created through the Talent Management Specialist role
and cascaded through the organizational structures to the templates.
The integration with Personnel Development enables requirements profiles to be taken from
the positions requirements. The qualification profile of the employees who have been
appraised can be updated after the appraisal process is completed. The integration with the
Learning Solution enables appraisal processes for business events and attendee appraisals.
Note:
There is a Flexible User Interface (UI) as well as a Predefined User Interface (UI).
Predefined is very structured. Flexible uses business add-ins to offer flexibility.

Performance Appraisals
Figure 85: Performance Appraisal Process
The appraisal process is between the manager and the employee, wherein objectives are
agreed upon, achievement of objectives is reviewed, and the performance appraisal is closed.
Different appraisal templates are available in the appraisal catalog, which support different
appraisal types, for example, subappraisals or 360° feedback appraisals.
Note:
Templates are set up by Administrators using transaction code
PHAP_CATALOG_PA.
The employee’s performance is measured according to the agreed upon objectives and can
be used as a basis for determining the amount of salary elements, for example, bonus. This is
a way of clearly indicating what is expected. Objectives remain at the forefront, and reviews
are carried out during the year to ensure the objectives are still relevant and verify the
progress of the employee. The objective setting area allows for the entry of free text.
Objectives can be predefined in the template or can be added or deleted as you work through
the process. Part appraisals allow access to managers, employees, and colleagues who are
part of the appraisal, along with a final appraisal column.
At the end of the cycle, the objectives are evaluated, and corresponding bonus payments or
salary adjustments are made. At the same time, objectives are defined for the next period.
The circle closes.
The status of the appraisal is displayed and the action log provides the details of what has
occurred with the appraisal. Links to integration points such as qualifications and Learning
Solutions are available if they were included in the template. The Objective Setting area allows
for the entry of free text. Objectives can be predefined in the template or you can add or
delete objectives as you work through the process. Part appraisals allow managers,
employees, and colleagues who are a part of the appraisal process to provide input into the
appraisal form. There is also a final appraisal column. The results of the process can be
incorporated in the compensation process by means of compensation adjustments.

Integration Points for Appraisals
The integration points for appraisals are as follows:
Personnel Development:
Integration with Personnel Development enables requirements profiles to be taken from
positions or qualifications from the qualifications catalog directly in the employee’s
individual objective setting. The qualification profiles of the employees who have been
through the appraisal can be updated after the appraisal processes have been
completed.
Enterprise Learning Solutions:
Integration with Learning Solutions proposes courses from the template to appear as
mandatory courses in the Learning Portal.
Enterprise Compensation Management:
Depending on the template configuration of the integration with Enterprise
Compensation Management, proposals for a compensation adjustment are accepted as
soon as the appraisal process has been completed.
SAP NetWeaver Business Warehouse (BW):
By integrating with the SAP NetWeaver Business Warehouse (BW), comprehensive and
complex evaluations are possible, for example, average calculations and comparisons of
the appraisals.
Appraisal Template
Figure 86: Current Solution Appraisal Template Catalog

An appraisal process is represented in the appraisal catalog, based on an appraisal category

and an appraisal form created for this category. The appraisal form is used for creating
appraisal documents. The layout of the appraisal form is dependent on the data in the form
header. The transaction for Customizing activities is PHAP_CATALOG_PA. This transaction
also provides an overview of existing templates.
Solution Terminology
Figure 87: Solution Terminology
An appraisal template has a hierarchical structure. Category Group, Category, Template,

Criteria Group, and Criteria represent the hierarchy of templates.
The templates can be presented through a Business Server Pages (BSP) application or in a
tab format through either a Flexible UI or a Predefined UI, both based on Web Dynpro
technology.
You can perform the following objective setting and appraisal functions:
● Enter custom texts
● Perform sub-appraisals
● Add any number of objectives
● Delete objectives
● Define individual weighting
● Define objectives
● Import strategic objectives from SAP SEM
● Display qualification profile
● Create attachments

The following are additional enhancements:

● Create requirements profile of the job
● Provide access authorization (for example, manager may not change the employee
column)
● Create additional columns (for example, specific objectives or targets)
Note:
In the Appraisal catalog, you can configure a link to display the employee’s
development plans. The Display Individual Development link opens a popup that
displays the employee’s complete individual development plan with the status,
begin and end date.
Manager Access Predefined User Interface
Figure 88: Manager Access Predefined User Interface
The Predefined UI offers simple configuration and a delivered process flow and tabs.

Flexible User Interface
Figure 89: Example of Appraisal Document Through Flexible User Interface
The Flexible UI relies on the configuration from PHAP_CATALOG_PA and uses a tab and
process flow, which can be configured by the customer. All of the BAdI’s from the
PHAP_CATALOG_PA configuration are available for the Flexible UI.
Status Handling
Figure 90: Status Handling
Templates flow through several status changes, some of which are listed as follows:
● Approved

● Rejected
● Final approved
● Final rejected
Further processing can be triggered using the workflow and can underlie an approval process,
whereby, for instance, the employee or another role accepts his or her own appraisal.
Approval in this scenario would cause the development of qualifications and adjustment of
compensation components.
Customer-specific status descriptions are possible using a BAdI.
Manager Access via Manager Self-Service
Figure 91: Manager Access via Manager Self-Service
As per the default role delivery, the services for the configuration of Flexible Performance
Manager access and team goals will not be displayed as they are part of the hidden role
delivery. As per the default role delivery, the Predefined Performance Management Process
User Interface will be displayed. If the configuration/Flexible Performance Management
Manager access is desired, this can be realized via Portal Content Administration.
Details in the figure titled Manager Access via Manager Self-Service include the following:
1. Managers can access appraisal documents for their employees from MSS by choosing:
Talent Management > Performance Management.
2. The status and substatus of the current appraisal document is displayed.
3. The appraisal document is opened in a new window by clicking the link.
4. Managers have options to filter information and, depending on configuration, change the
display of columns using the Settings button.

Subprofiles for Appraisals
Figure 92: Subprofiles for Appraisals
Documents created via Manager Self-Service are also found on the back end Personnel
Development Profile. You can display the appraisals in which a person has been involved,
either in the role of appraiser or appraisee, from that person's profile. You can also use these
subprofiles to create and edit appraisals. The subprofile Appraisals where appraise contains
appraisals where the person was appraised. The subprofile Appraisals where appraiser
contains Objective Setting and Appraisals where the person acted in the role of appraiser.
Employee Access via Employee Self-Service
Figure 93: Employee Access via Employee Self-Service

The figure Employee Access via Employee Self-Service displays the employee-self service
screen which includes the appraisal documents. Employees access their appraisal and/or
part appraisal documents in ESSs by choosing: Employee Self-Service > Career and Job >
Appraisal Documents.
It is possible to display multiple links. You can have multiple flexible documents for the year.
You can also have multiple predefined documents. One is setup as the standard template.
Reference
Additional resources can be found as follows:

● service.sap.com/erp-hcm
● The new solution map HCM Talent Management, then search for
Performance Management.
● RKT: http://intranet.sap.com/rkt-hr
● Offline demos: http://intranet.sap.com/hr-demos
LESSON SUMMARY

Unit 4
Learning Assessment
1. When creating a training event, you can create individual or multiple event dates, with or
without resources.
X True
X False
2. The SAP Enterprise Learning solution enables learners to personalize their learning
environment according to their needs and learning strategies.
X True
X False
3. To ensure data security, Enterprise Learning is not integrated with other SAP modules.
X True
X False
4. Which tasks can an employee perform on the learning portal?

X A View web-based courses.
X B Recruit trainers.
X C Collaborate with other employees.
X D Fill the skill matrix for other employees.

5. The qualifications catalog enables you to address the current and future position
requirements in an organization.
X True
X False
6. Which employee information is stored in a subprofile?

X A Name
X B Date of birth
X C Details of skills and knowledge
X D Current position
7. Which tasks are included in a performance management cycle?

X A Define vision of the company.
X B Align company goals with employee goals.
X C Provide feedback on achievements.
X D Maintain the qualifications catalog.
8. The Performance Management functionality in SAP integrates with Enterprise Learning to

indicate mandatory courses in appraisal document.
X True
X False
9. SAP provides examples of appraisal templates to support different appraisal types.

X True
X False

Unit 4
1. When creating a training event, you can create individual or multiple event dates, with or
without resources.
X True
X False
2. The SAP Enterprise Learning solution enables learners to personalize their learning
environment according to their needs and learning strategies.
X True
X False
3. To ensure data security, Enterprise Learning is not integrated with other SAP modules.
X True
X False
4. Which tasks can an employee perform on the learning portal?

X A View web-based courses.
X B Recruit trainers.
X C Collaborate with other employees.
X D Fill the skill matrix for other employees.

5. The qualifications catalog enables you to address the current and future position
requirements in an organization.
X True
X False
6. Which employee information is stored in a subprofile?

X A Name
X B Date of birth
X C Details of skills and knowledge
X D Current position
7. Which tasks are included in a performance management cycle?

X A Define vision of the company.
X B Align company goals with employee goals.
X C Provide feedback on achievements.
X D Maintain the qualifications catalog.
8. The Performance Management functionality in SAP integrates with Enterprise Learning to

indicate mandatory courses in appraisal document.
X True
X False
9. SAP provides examples of appraisal templates to support different appraisal types.

X True
X False

UNIT 5 Employee Remuneration
Lesson 1
Managing Compensation 137
Lesson 2
Managing Payroll 143
UNIT OBJECTIVES
● Generate an employee's total compensation statement

● Generate a simulated payroll run

Unit 5: Employee Remuneration

Unit 5
Lesson 1
Managing Compensation
LESSON OVERVIEW
This lesson shows you how to generate an employee's total compensation statement.
Business Example
You are responsible for setting up and managing the compensation process in your company.
For this reason, you require the following knowledge:
● An understanding of the compensation process
● An understanding of how to generate an employee's total compensation statement
LESSON OBJECTIVES
Enterprise Compensation Management

Performance Management takes into account department goals while setting an employee's
objectives and making appraisals. An employee's compensation is adjusted according to his
or her performance and the department goals. Once the performance review is complete,
further processing, for example a bonus payment, can be triggered in Enterprise
Compensation Management.

Figure 94: Performance-Related Compensation: Data Flow
Use Enterprise Compensation Management (ECM) to process an employee's compensation

after the appraisal process is complete. This is done using one of the following approaches:
● Individual maintenance which allows you to give individual employees an adjustment
● Manager Self-Service which allows managers to award their employees with compensation
adjustments using the SAP Enterprise Portal
ECM provides a central overview of the company's compensation policy and the control
mechanism for implementing the policy. ECM facilitates the planning and budgeting of
compensation and decentralization of compensation administration.
Goals can be cascaded by the Talent Development Specialist role.
ECM includes the following areas:

● Job pricing
● Budgeting
● Compensation administration
● Long-term incentives (LTI)

Lesson: Managing Compensation
Compensation Process Infotype
Figure 95: Compensation Administration via IT0759
An employee's compensation process is stored and administered on the Compensation

Process infotype (0759). You can define an employee's compensation plan and review it using
Compensation Review Item, which is a subtype of the Compensation Process infotype.
The Compensation Process infotype is a key date infotype whose start and end dates are the
same. This infotype defines the effective date of the compensation process. If the
compensation process is for Long Term Incentives (LTI), the date is the granting date of the
LTI. The time constraint of this infotype is 3, which means that, in the case of an anytime
review, it is possible to have two records of the same review item on the same day. The
Compensation Status indicates the status of the process. Upon saving data in a planning
process, a record is created with the status Planned. At each status change, the record is
updated with the new status value. The history of status values is evaluated using the infotype
change log.
The Compensation Status field can have the following entries:

● Planned
● Submitted
● Approved
● Rejected
● Active
Based on the type of compensation adjustment, the system could create a new record of
the following:
● Basic Pay infotype (IT0008)
● Additional Payments infotype (IT0015)
● Compensation Adjustment infotype (IT0759)
● Additional Off-Cycle Payments infotype (IT0267)

Other fields on the Compensation Process infotype include the calculation base (the salary
upon which an increase is based), the compensation amount and its reference currency, and
the compensation percentage of the amount.
The line manager performs reviews in Manager Self-Service and the suggested changes are
written to this infotype with the status In Planning. This infotype can also be maintained
manually in HR Master Data by the HR administrator/compensation specialist or by means of
the report Create Compensation Process Record.
The manager can display additional information, such as guideline information, error logs, and
employee information, to support the decision-making process.
Example of Approval Process in Compensation Administration
The following is an example of an approval process in compensation administration:

● The planning manager of an organizational unit plans compensation adjustments for
employees in the organizational unit. The adjustments have the status submitted.
● The approving manager receives the suggested adjustments for approval.
If the department head approves the adjustments (status approved), the HR Administrator
activates the awards.
The system creates a new record of the Basic Pay infotype (0008) and the Additional
Payments infotype (0015) or other specified infotypes from configuration for the appropriate
employees.
The system also creates a record of the Compensation Adjustment infotype (0759) for each
employee and adjustment type as a history of the compensation adjustment. You can track
the compensation received by an employee.
Total Compensation Statement
Figure 96: Compensation Review Statement
A total compensation statement consists of all the compensation elements received by an

employee. This statement can be viewed using Employee Self-Service (ESS).

Lesson: Managing Compensation
A total compensation statement can include the following information:

● Payment information (payroll data)
● Miscellaneous compensation (awards)
● Benefits (insurance, company car)
● Personnel development measures (courses, development plans)
To ensure that the statement does not contain any errors, you can print a test copy of the
total compensation statement for every employee.
LESSON SUMMARY


Unit 5
Lesson 2
Managing Payroll
LESSON OVERVIEW
This lesson shows you how to simulate a payroll run.
Business Example
You are responsible for generating the payroll run. For this reason, you require the following
knowledge:
● An understanding of the payroll process
● An understanding of the compensation elements
● An understanding of the statutory and voluntary deductions
LESSON OBJECTIVES
SAP Payroll
Figure 97: Payroll
Payroll is the calculation of payment for work performed by each employee. Payroll comprises
a number of work processes, including the generation of payroll results and compensation

statements, bank transfers, and check payments. Additional subsequent activities include, for
example, the transfer of payroll results to Financial Accounting (FI), the execution of the Data
Medium Exchange (DME) file, and other evaluations such as running the payroll account and
payroll journal.
Calculation of Payroll
Figure 98: Calculation of Payroll
The calculation of remuneration comprises two main steps:

● Calculation of compensation elements (the gross amount)
● Calculation of statutory and voluntary deductions
These payments and deductions are included in the payment calculation using different wage
types.

Lesson: Managing Payroll
Compensation Elements
Figure 99: Compensation Elements
Employee compensation elements consist of individual wage and salary types processed
during a payroll period. Payments such as basic pay, various bonuses, and gratuities are
included in the compensation calculation. An employee’s remuneration consists of all wage
types calculated for the employee during a payroll period.

Statutory and Voluntary Deductions
Figure 100: Statutory and Voluntary Deductions
Voluntary deductions are generally made for items such as charitable contributions,
company-sponsored day care, or similar benefits. Various factors, such as the legal
requirements of a country, determine whether the benefits increase or decrease the taxable
income. Statutory deductions are made for pension contributions and taxes, for example.
Different gross values, for example, the total gross amount and the gross tax amount, are
used to calculate the deductions. For this reason different totals are formed during the
payroll run, and these totals are used for subsequent processing.

Overview of the Payroll Process
Figure 101: Payroll Administration
During a payroll run, no changes can be made to master data or time data affecting the
payroll past or present. The payroll program reads the master data and time data infotypes.
Changes made during the payroll run could affect the accuracy of the payroll results. You
must also not run the payroll during master data maintenance. This is controlled by the
payroll control record.
Incorrect Personnel Numbers

Figure 102: Incorrect Personnel Numbers
During a payroll run, the system may find errors in master data and time data. While the
payroll is run successfully for error-free personnel numbers, a correction indicator is assigned
in the Payroll Status infotype (IT0003) to personnel numbers with errors. This infotype
represents the control record at the employee level.
You can view the personnel numbers with errors in the payroll log. You can also print these
personnel numbers using the control record.
Once the errors have been corrected, you can use the search help (payroll correction run) to
run the payroll again for the personnel numbers that have a correction indicator assigned to
them on the Payroll Status nfotype (IT0003).
You can exit the payroll after it has been run successfully for all personnel numbers.
Subsequent Activities in Payroll Accounting
Figure 103: Subsequent Activities in Payroll Accounting

After exiting payroll, a number of subsequent activities have to be performed.
Depending on the country requirements, these activities are divided into the following
areas:
● Per payroll period
● Annually
● Other periods
● Period-independent
All subsequent activities take place after the payroll run, remuneration statement, and wage
and salary transfers are complete.
LESSON SUMMARY


Unit 5
Learning Assessment
1. Which of the following entries can the Compensation Status field have?
X A Basic pay
X B Payroll data
X C Approved
X D Miscellaneous
2. After you activate Compensation Adjustment, the system creates a record of the Basic
Pay infotype (0008).
X True
X False
3. While calculating payroll, deductions can be made for the _________.

X A Basic pay
X B Bonuses
X C Gratuities
X D Charitable contributions
4. An employee’s copensation consists of all wage types calculated for him or her during a
payroll period.
X True
X False

Unit 5
1. Which of the following entries can the Compensation Status field have?
X A Basic pay
X B Payroll data
X C Approved
X D Miscellaneous
2. After you activate Compensation Adjustment, the system creates a record of the Basic
Pay infotype (0008).
X True
X False
3. While calculating payroll, deductions can be made for the _________.

X A Basic pay
X B Bonuses
X C Gratuities
X D Charitable contributions
4. An employee’s copensation consists of all wage types calculated for him or her during a
payroll period.
X True
X False

UNIT 6 HR Renewal
Lesson 1
Outlining HR Renewal Functionality 155
Lesson 2
Accessing HR Renewal Landing Pages 167
UNIT OBJECTIVES
● Outline HR Renewal functionality

● Access the SAP system using an HR Renewal role
● Access an HR Renewal landing page

Unit 6: HR Renewal

Unit 6
Lesson 1
Outlining HR Renewal Functionality
LESSON OVERVIEW
The purpose of this lesson is to provide an overview of HR Renewal including feature pack 1 to
feature pack 4.
Business Example:
Your company is considering implementing HR Renewal. As a member of the HR Renewal
implementation team, you need to familiarize yourself with the features of HR Renewal. For
this reason, you require the following information:
● An outline of HR Renewal funcitonality
LESSON OBJECTIVES
HR Renewal Overview

Unit 6: HR Renewal
Figure 104: HCM Core Renovation
Human Capital Management for core users such as HR professionals, employees and
managers has undergone a facelift. It has fresh interfaces based on new technologies plus
updated screen layouts. HR Renewal delivers rich functionality using browser based screens.
HR Renewal is available using SAP NetWeaver Business Client and the Enterprise Portal.
HR Renewal roles enable fast access options to guide you to required functionality and
processes. Accessibility is enabled using a lanes concept which is the new access option for
different specialists such as HR Professionals, employees, managers and learners.

Lesson: Outlining HR Renewal Functionality
Figure 105: Deployment Options
SAP NetWeaver Business Client:

The slim client Netweaver Business Client for Desktop does not require additional licenses. It
is an alternative to Portal usage for professional users.
HR Renewal
The business packages are delivered sinceEHP7 but are not enabled by default. You need to
invest in certain SAP technologies such as NetWeaver Gateway before enabling the HR
Renewal business packages.
HR Renewal 2.0 is browser-based functionality for HR Professional users, employees,
managers, and learners. You can also benefit from HR Renewal functionality if you are
responsible for designing processes and forms using SAP Web Dynpro ABAP.
HCM, Personnel & Organization:
You can use this component to manage employee master data and organizational data from a
single point of access (the landing page). This component supports the HR Professional role
by means of an integrated master data application which is used to process employee data
and organizational data.

Unit 6: HR Renewal
HR Renewal Solution
Figure 106: Business Roles
HR Renewal includes new business roles which must be copied and assigned to appropriate
users based on their role. Use the Role Maintenance transaction PFCG to call the role, save a
copy in the customer namespace, and assign the role to users.
HR Professional Landing Page
Figure 107: HR Professional Landing Page
The HR Professional role is part of HR Renewal and has improved new functionality available
with the new user interface. Role specific start pages enable the user to easily access
important action items, frequently used applications, collaboration and subscribed feeds,
etcetera. Selected Personnel Administration and Organizational Management data is
displayed to the HR Professional user enabling this user to edit combined PA and OM data for
single step processes (for example, employee hiring/transfer/promotion, organizational
changes, and so on). Mass data change activities such as mass hiring is also available.
A harmonized User Interface enables the HR Professional user to navigate and make changes
to employee data and organizational structures easily. The newly redefined navigation helps
the users work more effectively and efficiently by enabling quick navigation with fewer clicks
to the content. Information is organized, prioritized, and accessible to the user. Fast data
entry aids such as cut, copy, paste, and user friendly capabilities such as search and save as
draft provide better usability.

The HR Professional landing page is a single point of access to employee and organizational
data. A landing page is the initial page displayed when a role is accessed. The landing page
provides access to vertical lanes showing high level information or favorite content for a given
subject area. Upon selection, a lane expands to display detail and give access to more
functionality. An expanded lane can be condensed again by closing.
HR Professional lanes include the following:
● Actions
● Analytics
● Organization
● Tasks by Priority
● Task by Time
● Task by Draft
● Discussions (Feeds/Collaboration on an object)
● Search
● Processes
Lanes can exist in multiple Landing pages and the level of access to the data is controlled by
the type of lane and by user authorizations. You can personalize the user interface, create
favorites, access recently-used items, select which lanes you want to see, change the order of
the lanes, and select a preferred background picture.
Navigation features within the Master Data Application include the structure or search
options on the left side of the screen. On the right side, the factsheet (object profile page) for
the employee or organizational object is displayed.
Multi-infotype scenarios includes employee data maintenance that involves multiple
infotypes. Multi-infotype scenarios are delivered from the actions lane and are based on HCM
Processes and Forms. A multi-infotype scenario can represent a PA action or an OM action.
The user processing information, whether an HR Professional or a manager processing
information for an employee, does not have to worry about different selections for single
infotype changes, multi-infotype changes, or changing screens either with or without
workflow. All information is available within the same application and the context-specific
action menu provides the appropriate fields to be completed. An action completed using HR
Renewal functionality is not the same as a classical PA Action.

Unit 6: HR Renewal
HR Professional Role: Example Actions
Figure 108: HR Professional Role: Example Actions
Actions Lane
The concept of Actions is different to current Organization Management and Personnel
Administration actions or to the Actions infotype 0000. The new interface is used to maintain
data and run HR processes for both OM and PA from the same starting point.
Access to data is possible from the:
● Landing page Actions lane (1) and expanded lane (2) view
● Master data area
● Action menus which are next to the name of Employee, Position, and Organizational unit
(3)
HR Professional Role: Lanes

Analytics Lane
The Analytics Lane is part of the HR Professional role and provides direct access to reports
and analytics.
Features of this lane include the following:
● A single point of access to all reports – independent of the technology they were
developed in
● Personalization of the reports using favorites
● Simplified access to frequently used reports using a Recently Used option

● Data consumption in any frontend technology (for example BI (BusinessObjects), Web

Dynpro, Floorplan Manager)
● A single interface for provisioning of operational data for operational Analytics
Search Lane
The Search Lane includes a new search and navigation concept. Search is available wherever
relevant and allows you to search for multiple objects types from one place.
The HR Professional is able to perform the following tasks:
● Look up employee data, organizational units and positions from one simple search field
● Access the Search features of the application from wherever they are
● Easily navigate from Search results to any executable action or data look-up
Discussions Lane
The Discussions lane allows HR Professionals to discuss business critical tasks using SAP
Jam.
The Discussions lane has the following features:
● The Collaboration feature provides an intuitive way to facilitate discussions between HR
Professionals and employee groups (for example, HR Business Partners, Managers).
● Discussions are relevant for a specific business context (for example while processing a
new hire).
● Discussions are based on Feeds.
● Intuitive interface to display and post feeds on the landing page and side panel.
● Context sensitive discussions.
● Discussions are visible for the Action and Object levels
Processes Lane
The Processes Lane advises the HR Professional of on-going and completed processes such
as hire, create position, and so on. The display shows items relevant in the next 7 days. The
lane allows one-click access to the relevant data in order to carry out the required activities.
The Processes lane includes the following features:
● Advanced filter options
● Quick search
● Quick view information
● Process flow and step details
Organization
You can use the new applications with actions for maintaining Organizational Management
objects and infotypes. Organization units, positions, and employees can be displayed as a
Chart View or Tree View in the Object Navigator. Overview pages display infotypes and
important relationships at a glance. Single Infotype attributes are visible and can be edited on
one screen using InPlace editing. Actions allow simple and easy changes in the Organizational
Structure, for example hierarchy changes, creating new organization units, and positions.
Tasks

Unit 6: HR Renewal
Three task lanes enable HR Professionals to keep track of various tasks by their priority or
time (overdue, due today, or due within a specific period of time). Tasks can also be saved as
drafts and completed later.
Mass Processing
HR Renewal supports the concept of mass employee data creation using data import / upload
for mass hiring. This is called Mass Processing. Mass actions for hiring enables the HR
Professional to complete the hiring of multiple employees. Mass hiring actions support
various mass hiring scenarios such as salaried, hourly paid, and so on. Actions allow
prospective employee data to be imported using a Microsoft Excel interface and are accessed
using the Tasks or Actions lanes. Mass processing is delivered based on HCM Processes and
Forms using a new form type.
Mass processing features include the following:
● Microsoft Excel functions
● Draft list handling
● Duplicate check and rehire detection
● Automatic data validation
● Error messaging
Manager Role
Figure 109: Manager Role
Manager Self Service

The following lanes are available for a manager:
Lane Description
Approvals This lane enables managers to access their inbox which lists work items
they are responsible for processing.
Work Feeds This lane displays notifications pushed from the backend to the
manager. A work feed notification could, for example, advise the
manager of a missing employee time sheet.

Lane Description
My Team This lane provides the manager with a view of information on their direct
reports on their team.
My Team Services The manager can start services applicable to the team from this lane.
KPI Monitor This lane provides managers with an overview on the status of KPIs for
their area of responsibility.
My KPIs This lane provides managers with an overview of the favorite KPIs for
their area of responsibility
My Reports This lane provides managers with a single point of entry to access
required reports.
My Substitutes This lane provides an overview concerning all substitutes a manager can
maintain. A manager can use several functions from his start page.
In addition to the MSS lanes, as an employee, you also have access to ESS lanes. You can
personalize your landing page by, for example, changing the order of lanes, their names, and
the background image used.
Employee Role
Figure 110: Employee Role
Employee Self Service

As a non-manager employee, the following lanes are available for an employee:

Unit 6: HR Renewal
Lane Description
Search Provides a central search function
My Information Maintain your own infotypes (such as update your address)
My Learning Manage your learning activities (for example, enroll in a course, complete a
course evaluation)
My Services Provides access to ESS services (for example, submit a vacation request)
Work Feeds Provides notification of tasks/activities to be completed by the employee
(for example, complete a self-assessment for a performance review)
Learner Role
Figure 111: Learner Role
Learning Solution (LSO)

When the Learning Solution Business Function HCM_LSO_CI_4 is applied, the My Learning
lane will appear as part of the employee self service role. Expanding the lane will take you to
the Training home page.
The Training home page allows you to perform the following tasks:
● Review your course bookings
● Search for courses
● View Notifications about courses you need to take or re-take

● Run a Profile Match-up to find gaps in your skills and competencies.
LESSON SUMMARY

Unit 6: HR Renewal

Unit 6
Lesson 2
Accessing HR Renewal Landing Pages
LESSON OVERVIEW
This lesson shows you how to access HR Renewal landing pages.
Business Example:
Your company is considering implementing HR Renewal. As a member of the HR Renewal
implementation team, you need to familiarize yourself with the features of HR Renewal. You
require the following information:
● How to access an HR Renewal landing page
LESSON OBJECTIVES
HR Renewal Landing Pages
Figure 112: Landing Page Concept

Unit 6: HR Renewal
A Landing page is the first screen a user with a particular HR Renewal role sees when they
logon to the portal or NetWeaver Business Client. There are three landing pages; the HR
Professional, Manager Self Service, and Employee Self Service. A Landing page is made up of
vertical Lanes, each representing a different task based functional areas such as My Team, My
Learning, Work Feeds, Search, Analytics, Tasks, Organization, etc. Some lanes exist in multiple
Landing pages, such as the new Search facility, and others are landing page specific such as
KPI Monitor which is for Managers.
A lane displays the latest or most important information for that topic at a summary level.
Drilling into a lane expands the display and takes the user into the detail. This is known as an
Expanded Lane.
Landing pages differ from traditional portal based business functions as they are more
colourful and less text based. Lanes have a standard look and feel across the different roles.
All navigation is controlled in the Landing Pages and their integrated applications. The
classical menu structures of a PFCG role menu or portal navigation are not required.
HR Professional Building Blocks
Figure 113: HR Professional Building Blocks
General Concept
The overall UI navigation concept includes the Landing Page which includes the object
overview page (object navigator) in the Personnel & Organization application. From the object
overview page you can access the actions menu which takes you to an HCM Processes and
Forms screen or a single infotype screen for both employee and organizational management
master data.
Use the object navigator to, for example, search, access the organizational tree, and access
the organizational chart.
The content area includes the object profile page which contains a fact sheet of employee or
organizational information. A short profile and infotype BizCards are displayed for key data.

Lesson: Accessing HR Renewal Landing Pages
Employee and Organizational Management Master Data Application
Figure 114: Employee and Organizational Management Master Data Application
The application Personnel & Organization has the following functions:

The Object Navigator provides you with various tools that you can use to search for those
objects that you want to display or edit. You can use the integrated search and search criteria
to search for the objects that you want to open to display or edit. You can display
organizational structures in a graphical format and from here open objects to display or edit
them.
On the object profile page for a selected object, the system uses subject-area-specific
BizCards to display the most important master data that is valid on the specified date.
If you have used a relevant function to select an infotype to display or edit, the system
displays all data that exists for the object on an infotype specific page. You can select various
periods. For an object that is displayed on the object profile page, in the results list for the
search, or in an organizational structure, you can use the action menu to select processes for
object processing directly. You can also use the action menu to call an infotype specific page
directly for the object. If you have used the landing page or the action menu to select a
process in the master data application, the system calls the corresponding process specific
page. If you want to hold a discussion for the displayed object, you can use the corresponding
function to call the side panel with the functions for holding a discussion.

Unit 6: HR Renewal
Integrated Search
Figure 115: Integrated Search
In the master data application as well as the landing page you always have actionable search
results. You can display the action menu and directly go to the infotype or the process you are
looking for. Value Suggest lists and advanced search are always available in both search
scenarios for master data and landing page applications for organizational units, positions,
and employees.

Organizational Vizualization Tree
Figure 116: Organizational Vizualization Tree
Embedded organizational tree visualization in the Personnel & Organization application offers
the following features:
● Visibility to objects and relationships
● Easy navigation in the organizational structure (top down and bottom up)
● Switch to different Views (such as staffing structure, and any other custom defined views)
● Easy access to allowed actions to maintain organizational and employee data
● Various options to display organizational structure by time period (single date and date
range)
● Flexible options to personalize and configure the organizational tree display

Unit 6: HR Renewal
Organizational Vizualization Chart
Figure 117: Organizational Vizualization Chart
Embedded organizational chart visualization in the Personnel & Organization application

offers the following features:
● Graphical and attractive user interface based on Adobe Flash Node display in
organizational chart displays information in text and image (photo, icons) and contextual
menus with actions to maintain the organizational structure.
● Switch to different views (Staffing Structure, Organizational Structure and any other
custom defined structure).
● Various options to display organizational structure by time period (single date and date
range).
● Flexible options to personalize and configure the organizational tree display.
Working with Infotypes: Employees and Organizations

Figure 118: Working with Infotypes: Employees and Organizations
Navigation options
The following navigation options are available for selected Employee, Position or
Organizational Unit:
Action Menu: The context specific Action Menu allows you to navigate to any change process
(HCM P&F process – all form types) or infotype that is available for the employee or
organizational object.
Short Profile / Open Tasks: You can toggle between the Short Profile (configurable) of the
employee or organizational object with the most important information, or Open Tasks which
show any changes that have been started for the employee or organizational object and which
are not finalized yet.
The master data application allows you to create or change infotype records in the following
ways:
New Button
Creates a new record. Default values can be prepopulated based on backend
configuration. The Create new function will prepopulate the values of the last existing
record so that it includes an implicit Copy feature. A dedicated Copy feature is not
available for the sake of simplicity.
Edit Button
Changes the content of an existing record, or the start or end date, or both. By choosing
Edit and just changing the end date, the user delimits the record. A dedicated Delimit
feature is not available for the sake of simplicity.
Delete Button
Deletes the record from the database if plausibility checks allow this.
View All Button
Shows all existing records for the chosen infotype. Corresponds to the Overview feature
in the classical PA / OM transactions. In the View All page of each infotype, you find a UI
screen in a table view (master-detail view) and a more text-based dataset view. Users can
work with both based on the personal preferences. To see all fields of an infotype in
display-mode, choose the table view.

Unit 6: HR Renewal
All functions are controlled by the existing authorization objects of ERP HCM.
All functions can be called from the BizCard in the Object‘s Profile Page for the record valid at
the key date, as well as from the View All page.
To choose an infotype, you can either find it as a dedicated BizCard in the Object‘s Profile
Page (usually available for the most frequently used infotypes), or using the context-based
Action Menu.
LESSON SUMMARY

Unit 6
Learning Assessment
1. With HR Renewal, you can work with Organizational Units, Positions, or Employee objects
using the same interface.
X True
X False
2. An HR Renewal landing page provides access to vertical lanes showing high level
information or favorite content for a given subject area. Which of the following lanes are
available for an HR Professional?
X A Actions
X B Analytics
X C Organization
X D Search
X E Processes
3. Multi-infotype scenarios includes employee data maintenance that involves multiple

infotypes. Multi-infotype scenarios are delivered from the actions lane and are based on
HCM Processes and Forms.
X True
X False

Unit 6
1. With HR Renewal, you can work with Organizational Units, Positions, or Employee objects
using the same interface.
X True
X False
2. An HR Renewal landing page provides access to vertical lanes showing high level
information or favorite content for a given subject area. Which of the following lanes are
available for an HR Professional?
X A Actions
X B Analytics
X C Organization
X D Search
X E Processes
3. Multi-infotype scenarios includes employee data maintenance that involves multiple

infotypes. Multi-infotype scenarios are delivered from the actions lane and are based on
HCM Processes and Forms.
X True
X False

UNIT 7 SuccessFactors
Lesson 1
Describing SAP SuccessFactors HCM Business Suite 179
UNIT OBJECTIVES
● Describe SuccessFactors functionality

Unit 7: SuccessFactors

Unit 7
Lesson 1
Describing SAP SuccessFactors HCM Business
Suite
LESSON OVERVIEW
This lesson introduces you to an overview of functionality and integration options available
with SuccessFactors, an SAP Company.
Business Example
As a member of the HCM project team, you are responsible for investigating integration
possibilities with SuccessFactors. For this reason, you require the following knowledge:
● An understanding of SuccessFactors solutions
● Integration options
LESSON OBJECTIVES
SuccessFactors Overview
Figure 119: SAP SuccessFactors Overview
Backed by SAP’s experience and global reach, SuccessFactors, an SAP company, solutions
benefit from SAP’s years of experience in HR systems. SuccessFactors solutions are modular
and support you as you transition to the Cloud at your pace. SuccessFactors offers a “your
cloud, your way” adoption path.

You can start anywhere: leverage your investments in on-premise solutions and easily deliver
leading core HR, talent, and/or analytics solutions in Cloud or move all your HR processes to
the Cloud immediately. Scenarios are supported with pre-delivered integrations developed.
Software is updated 4 times a year and you benefit from new features 4 times per year.
Figure 120: Modular Deployed at Your Pace
SuccessFactors covers the entire employee lifecycle from recruit to retire, and offers critical
compliance and strategic metrics. With one set of organizational data and one employee
master, you can look at your workforce from all angles – past, present and future.
SAP offers a HCM suite that encompasses all pillars of talent management (recruiting,
onboarding, learning, performance & goals, succession & development, and compensation
management), as well as a modern set of global Core HR called Employee Central (employee
recordkeeping, organizational management, payroll, HR help desk, etc), capabilities.
SuccessFactors Solutions
Figure 121: Employee Central
Employee Central is the central repository for all of your employee data and it is the
foundation for all of the SuccessFactors solutions. Employee Central is built using modern
technology(Meta Data Framework or MDF), so it's much more flexible.
Features of Employee Central include the following:

Lesson: Describing SAP SuccessFactors HCM Business Suite
● One global system of record: The SuccessFactors platform is effective-dated across

geographies, cost centers, legal entities, and employee types.
● Complete workforce data: Combined HR and talent data delivers a comprehensive
employee profile.
● Analytics: Correlate workforce data with financials, CRM, and other data for actionable
insights.
● Social Learning: SAP Jam as a kind of "facebook" for the company.
● Seamless integration: Connect with on-premise or cloud-based applications such as ERP,
time and attendance, and benefits.
● Continuous innovation: Cloud-delivered enhancements are provided 4 times per year, with
no additional cost or disruption.
Figure 122: SAP Cloud Payroll available for Employee Central
SAP's global payroll solution is available as a hosted option that comes integrated with
Employee Central. For organizations that wish to manage payroll in-house using a cloud-
based solution, Employee Central Payroll offers all the same features and benefits as
SAP's on-premise payroll solution and is delivered with the security, scale, and flexibility of
the SuccessFactors cloud.
Employee Central Payroll offers you the following:
- A proven solution: Based on the world's leading-edge payroll solution, it is currently
used by thousands of organizations worldwide.
- Global reach: Employee Central Payroll is available for many countries.
- Choice: Available for customers who want the benefits and convenience of cloud
delivery but who also want the control of implementing and managing payroll in-house.
- Lower TCO: Realize the significant cost advantages of a cloud-based solution.
- Compliance: Employee Central Payroll delivers legal compliance and best practices.
Dedicated specialists and country-specific product managers stay on top of all local
statutes so you don't have to.

Compensation
Figure 123: SAP SuccessFactors - Compensation Product overview
Employee compensation is a huge expense, often the largest expense for many companies.
With SuccessFactors Compensation, you can allocate compensation funds effectively to
retain your top performers and avoid overpaying underachievers. Beyond rewarding great
performance, you can also optimize budgets, improve compliance, and reduce manual errors;
all leading to better business execution and results.
SuccessFactors Compensation enables you to:
● Manage compensation easily: Intuitive, configurable processes for base and variable pay
have simple, accurate, streamlined workflows.
● Eliminate manager bias: Performance-based calibration across the company improves
fairness and retention.
● Increase insight with metrics: Dashboards and reports can be combined with other
business data for total employee compensation analysis.
● Improve budget and regulatory compliance: Automated monitoring and built-in reports
keep payouts in line with budgets and regulations.

SAP Jam
Figure 124: SAP JAM social collaboration
SAP Jam delivers social collaboration where you work, connecting customers, partners, and
colleagues with information, applications, and processes to solve business-critical problems
and to drive results. This is done in your business applications, on your mobile device, or in
SAP Jam. By adding collaboration to sales, HR, and other processes, you’ll shorten sales
cycles, increase customer and employee engagement, and reduce training costs. Avoid
disconnected silos of collaboration; instead, deliver a single, secure social foundation across
your entire business.
SAP Jam enables you to:
● Connect: Improve communications and better connect employees across different
geographies.
● Improve information sharing: Enable employees to find subject matter experts quickly and
to share best practices.
● Drive decision making: Help teams tame project chaos, build consensus, and drive
informed decisions.
● Collaborate externally: Strategize, communicate, and drive progress with customers,
vendors, and partners.
● Social or blended learning: Reduce training costs with informal learning where experts can
create content or video and can share expertise. Complement formal training with
collaborative communities.
● Social onboarding: Improve time to contribution for new employees by connecting them
with the people and content they need to know.
● Collaborative performance and goal management: Create and share goals collectively for
faster and better goal alignment and completion.

Learning
Figure 125: SuccessFactors Learning
SuccessFactors Learning combines formal, social, and extended learning with unmatched
content management, reporting, analytics, and mobile abilities. The result is learning that
transforms the business and provides verifiable return on investment (ROI).
SuccessFactors Learning enables you to:
● Manage learning more efficiently: House learning activities in a single location to reduce
costs and create greater visibility.
● Improve compliance reporting: Use the Learning Management System (LMS) to track,
train, and automate required certification assignments.
● Blend formal and social learning for greater ROI: Accelerate performance and increase
learning retention by seamlessly using SAP Jam as part of learning processes.
● Extend learning easily: Train your partners and customers with an Extended Enterprise
solution that includes e-commerce functions.
● Make administration more powerful and intuitive: Wizard-based processes and
assignment profiles provide unparalleled automation for your administrators.
● Improve content delivery: Reduce costs, increase efficiency, and assure that e-learning
exceeds business results with a unique iContent service.

Performance & Goals
Figure 126: Performance & Goals - Continuous Performance Management: engagement summary
SuccessFactors Performance & Goals equips you with the in-depth employee performance
information you need to retain, reward, and develop your best people. Its innovative
capabilities and intuitive user experience ensure aligned, clear goals and accurate, objective
talent assessments.
SuccessFactors Performance & Goals enables you to:
● Align goals: Employees and managers can align individual goals with company business
objectives.
● Deliver relevant formal reviews: Easy, engaging focal reviews and 360-degree
assessments expand performance insight and improve employee engagement and
retention.
● Calibrate performance: Intuitive, visual employee comparisons ensure objective and fact-
based assessment decisions.
● Support managers: Writing Assistant and Coaching Advisor help managers provide more
meaningful feedback and coaching.
● Identify top talent: Compare and rate employees across the same dimensions to identify
high performers and potential future leaders.

Recruiting and Onboarding
Figure 127: Recruiting Management - Managing Job Requisitions – Job Requisitions List View
SuccessFactors Recruiting helps you attract and engage top talent, select and hire the best-fit
candidates, and then measure the business results. You can focus on more than just the
selection phase of the process.
SuccessFactors Recruiting enables you to:
● Target the talent you need: SuccessFactors’ patented methodology ensures that your jobs
get in front of the right candidate with the right message at the right time.
● Engage easily and effectively: Apply marketing best practices to cultivate strong
candidates so you have a pipeline that will save recruiters time and get results.
● Improve selection: SuccessFactors’ social, mobile and competency-based approach to
evaluating candidates speeds up the hiring process but keeps it fast and fair.
● Onboard seamlessly: Accelerate new-hire engagement and impact with automated forms,
and broaden your access to people and resources in the employee social network.

Succession and Development
Figure 128: Succession & Development
Successful business execution requires the right people in the right places for maximum
impact throughout your organization. SuccessFactors Succession & Development helps you
identify, develop, and retain talent at every level of your company, keeping your workforce
responsive and flexible. With a dynamic, comprehensive, and objective view of your
workforce, you can recognize and bridge the talent gaps in your organization.
SuccessFactors Succession and Development enables you to:
● Identify key positions: Succession management enables you to address current and
potential talent gaps to reduce the risk of poor business execution.
● Provide talent continuity: Proactively identify your go-to employees and develop them for
upcoming job transitions.
● Gain workforce insights: Gain visibility into employee experience, expertise, performance,
and career aspirations.
● Improve career planning: Address talent gaps, engage employees, and accelerate learning
with targeted development plans.
● Calibrate ratings: Ensure objective, accurate ratings across groups and departments using
competency-based criteria.

Workforce Analytics and Planning
Figure 129: Workforce Analytics - Integration with SAP Business Objects Cloud and SAP Digital Boardroom
Workforce Analytics
Workforce Analytics improves decision making by helping you find answers to key questions
about workforce challenges and provides guidance to help solve them. These answers can
help drive successful workforce initiatives.
Workforce Planning
Workforce planning helps you manage your organization's exposure to significant risks from
global talent shortages or an aging workforce. Understanding and closing the gap between
current and projected talent needs can make all the difference in your ability to execute
strategy effectively.
SuccessFactors Workforce Planning helps ensure you have the right people with the right
skills at the right time and cost, so you can execute successfully on your business strategy
now and in the future.
Cloud Transition Scenarios
Figure 130: Cloud Transition Scenarios
Cloud transition scenarios for SAP customers enable you to leverage existing investments,
connect with delivered integrations. SuccessFactors and SAP Integration strategy is built on
three strategic pillars.

LESSON SUMMARY


Unit 7
Learning Assessment
1. Employee Central delivers a suite of applications for your most demanding business
priorities. Which of the followng are features of Employee Central?
X A One global system of record
X B Complete workforce data
X C Powerful analytics
X D Social collaboration
X E Seamless integration
2. SAP employee qualifications must be manually updated from SuccessFactors Learning

Management.
X True
X False

Unit 7
1. Employee Central delivers a suite of applications for your most demanding business
priorities. Which of the followng are features of Employee Central?
X A One global system of record
X B Complete workforce data
X C Powerful analytics
X D Social collaboration
X E Seamless integration
2. SAP employee qualifications must be manually updated from SuccessFactors Learning

Management.
X True
X False

UNIT 8 Analytics
Lesson 1
Creating HR Reports 195
UNIT OBJECTIVES
● Create a standard HR report

● Generate a Business Intelligence Report

Unit 8: Analytics

Unit 8
Lesson 1
Creating HR Reports
LESSON OVERVIEW
This lesson introduces you to the various tools for generating reports. It also shows you how
to generate a standard report.
Business Example:
You are responsible for generating standard reports for department managers. For this
reason, you require the following knowledge:
● An understanding of available reporting and analysis tools
LESSON OBJECTIVES
Human Capital Management Reporting
Figure 131: Reporting in Human Capital Management
The reporting functionality in SAP enables Human Resources administrators to record and
evaluate large volumes of data. You can define search criteria to generate employee lists, view
employee data, or perform statistical evaluations.
SAP provides HCM reports in a variety of locations including the following:

● SAP GUI (known as the backend)
● Manager's Desktop (MDT)

Unit 8: Analytics
● Manager Self-Service (MMS)

● HR Professional role (HR Renewal)
HCM reports are built in a variety of tools including the following:

● Ad Hoc Query / SAP Query / Infoset Query
● ABAP Reprots
● Operational Data Provider Reports
SAP offers further Data and reporting solutions that are optional and would be purchased
separately and include the following:
● SAP NetWeaver Business Warehouse (BW)
● SAP Business Intelligence Solutions (BI). These are predominately SAP Business Objects
tools.
Standard Reports
Figure 132: Standard Reports
SAP provides tools for creating your own reports, as well as a large number of standard
reports for all SAP applications. Standard reports are started from the main Information
System folder from the SAP Easy Access screen or from any of the Information Systems
folders of the components or subcomponents. You can also generate standard reports with
tools such as HIS, MDT, Ad Hoc Query, BW, Dashboard Designer, Crystal Reports, and MSS.
Reports created with Ad Hoc Query or SAP Query can be saved and inserted in the structure
containing the standard reports.

Lesson: Creating HR Reports
Defining Criteria for Report Generation
Figure 133: Defining Criteria for Report Generation
After you select a report, a report selection screen displays. This screen contains a series of
selection options that enable you to determine the criteria used to execute the report. There
are two fields available for each selection option in which you can enter either a single value or
a value range. By choosing specific selection options and values, you determine the dataset to
be read and the result of the report.
To make generic entries, use *. To make masked entries, use +.

Unit 8: Analytics
Ad Hoc Query
Figure 134: Ad Hoc Query
Ad Hoc Query is a simple but powerful tool for reporting on HCM data. Programming skills are
not required.
The Ad Hoc Query reporting tool is used to access data stored in the following modules of
SAP:
● Recruitment
● Master data
● Time management
● Personnel planning and development

Ad Hoc Query Screen: All Functions
Figure 135: Ad Hoc Query Screen: All Functions
InfoSets and user groups form the basis of Ad Hoc Query. InfoSets are assigned to user
groups which group users together. InfoSets enable you to group infotype fields and
calculated fields together to meet your reporting requirements. From the hit list displayed in
the List Viewer section, you can review your report before the final output. Queries can be
saved and reused.
Ad Hoc Query Overview

Unit 8: Analytics
Figure 136: Ad Hoc Query Overview
The features of Ad Hoc Query are as follows:

● Drag and drop
● Personalization
● Everything at a glance
● Logging
● Reporting for personnel planning data
● Switch object selection on or off
To create an Ad Hoc Query, select one or more Selection and Output fields and drag them to
the selection area or output area. If fields have both values and texts, you can specify whether
only the text, only the value, or both are used.
In the output preview section at the bottom of the Ad Hoc Query screen, you can display real
data.
Hint:
Unlike all other reporting tools, the selection is made directly from the database.
Personnel numbers are only selected if they meet the specified criteria.
Accessing the database directly significantly improves system performance.

Reporting, Analytics, and Planning
Figure 137: Reporting, Analytics, and Planning
Reporting
Standard and Ad hoc reports represent transactional level data displayed in rows in a table
which can be sorted, filtered, counted and summed. Standard reports are developed either
using ABAP or were built using Ad hoc Queries. Users can create their own reports by using
the Ad hoc query tool to retrieve HCM data. Building such queries allows you to be very
specific about the data you want to see.Dashboards are an example of ‘visualizations’. They
are reports that don’t show row by row data, just the key data plotted in charts and graphs.
They typically contain sliders and controls to allow interaction. You can change the emphasis
of the data; for instance switching to show a different Personnel Area or Cost Center. Analytic
reporting is all about numbers of people. Dashboards allow you to spot trends and to offer
insights into the data. Some Analytic reports are built into interfaces for Managers. Cloud and
On premise offer standard reports. Dashboards are optional and will require licenses for BI.
Analytics
Workforce Analytics is the Cloud Analytics solution, Manager Insight, Executive analytics and
Advanced analytics are the On Premise offerings. Analytics is optional and attracts a fee.
Analytics offers a library of delivered metrics, industry benchmarks, and HR strategies. The
metric catalog helps with consistency of reporting, standards, and allows benchmarking. The
idea to to measure things that matter, for example, KPIs aligned to strategic goals. The library
supports the HR team who may not be analytically minded or have skills to complete
forecasting.
Analytics will focus on different levels of data depending on who is using it. Executive analytics
focuses on higher level KPIs and HCM scenarios. The On Premise solutions include specific
metrics for Managers.
Planning
Strategic planning is long term strategic to short term tactical workforce planning. These
tools are optional and help to answer questions such as:

Unit 8: Analytics
● Are we building talent according to our strategy?

● Will we have the right resources to enter new markets or launch new products?
● Are we building up skills according to our strategy?
● Do we have career paths that are strategic and make sense?
● Will we have resources available when we need them?
● Are we able to pay a competitive salary?
● Is our workforce located where our customers and business requirements are?
● Can we outsource certain functions?
Types of planning tools include the following:

● Short-term planning: shift, roster, resources
● Mid-term planning: headcounts, budgets
● Long-term planning: strategic workforce planning
Manager Self-Service (MSS)
Figure 138: MSS Reporting Cockpit
MSS supports line managers, project leads, and team leads in the execution of their tasks and
makes the relevant information readily available to them. MSS contains multiple reporting
and evaluation options. In MSS, the manager first selects a report and then specifies the
selection criteria for the report.
HCM business processes can be triggered from the portal. For example, after an employee
review, the manager can trigger a special payment for the employee from the portal.
Customers who have not implemented BW can use MSS without difficulty.

Business Intelligence Reports

SAP BI Reporting Tools
The SAP BI Reporting tools are an optional set of reporting and analytics applications. They
are licensed and used in the main by reporting authors to develop ad hoc reports for
management or regular reports for others to consume in daily business operations. These
reports can distributed in many ways. They can be published to the BI Platform which is a
reporting portal, included in portal roles such as Manager Self-service, stored locally or
accessed on the SAP BI Mobile application. The data sources can be directed at SAP and non-
SAP systems.
The applications include the following:

● SAP Lumira
● SAP BusinessObjects Web Intelligence
● SAP Crystal Reports
● SAP BusinessObjects Analysis for Microsoft Office
● Administration and Information Design/Universe Design
Customers using analysis tools from SAP NetWeaver Business Warehouse may decide to
move to the BI suite of tools because these are the ‘premium replacement solutions’ for the
BW analysis and design tools in the Bex or Business Explorer. The latest releases of the BI
tools are able to use a growing variety of data sources including Universes, BW queries and
HANA views.
What is different about BI?
Figure 139: Dashboard
Standard reports and even reports from Ad Hoc queries generally contain few numbers.
Numbers that are present are not measurements but facts such as wage types, age of
employee, and so on.
Example of a Dashboard
Business Information (BI) is all about numbers or measures, reported or plotted against key
data such as Employee Subgroup, Personnel area, Cost Center, etc. The data sources used by
BI tools have translated many rows of data at an employee level into numbers of employees
against key fields. The numbers can be a sum or, for example, ‘How many employees, but
could also be a different aggregate, such as an average in the case of ages of employees. This
is analytic or multidimensional reporting as opposed to flat or line by line reporting that you
find in ALV type outputs. Once you have this type of analytic data you can build reports that

Unit 8: Analytics
allow the user to change the emphasis of the data and to interact with the report. The numeric
content supports visualizations in the form of charts, graphs, crosstabs etc.
Figure 140: Example of a Dashboard.ppt
LESSON SUMMARY

Unit 8
Learning Assessment
1. You can generate standard reports only from the SAP Easy Access screen.
X True
X False
2. The Manager's Desktop can be used to evaluate and change data.

X True
X False

Unit 8
1. You can generate standard reports only from the SAP Easy Access screen.
X True
X False
2. The Manager's Desktop can be used to evaluate and change data.

X True
X False

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vii Course Overview

1 Unit 1: SAP Navigation

3 Lesson: Logging On to an SAP System

15 Unit 2: Structures in Human Capital Management

17 Lesson: Identifying Human Capital Management Structures

47 Unit 3: Employee Information

49 Lesson: Maintaining Employee Data

99 Unit 4: Personnel Development and Learning

101 Lesson: Managing the Course Catalog

135 Unit 5: Employee Remuneration

137 Lesson: Managing Compensation

153 Unit 6: HR Renewal

155 Lesson: Outlining HR Renewal Functionality

177 Unit 7: SuccessFactors

179 Lesson: Describing SAP SuccessFactors HCM Business Suite

193 Unit 8: Analytics

195 Lesson: Creating HR Reports

© Copyright. All rights reserved. v

© Copyright. All rights reserved. vii

● Log on to an SAP system

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2 © Copyright. All rights reserved.

SAP System Logon

Figure 1: Logging On to the System

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Figure 2: SAP Easy Access Screen

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Figure 3: Role Based User Menu

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Figure 4: Screen Elements

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Other possible entries are:

● /i which ends the current session

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Figure 6: Settings Options

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SAP System Help

Figure 7: Help Options

The Help menu includes access the following:

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Figure 8: Field Help

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3. Pressing the F1 key helps you do one of the following:

X A Save your data in the system.

X B Display explanations for fields, functions, and technical information.

X C Display input options.

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Learning Assessment - Answers