/tema12 by rapha Torres

!"#$%&'$()*$+&,$%$-.#.%*/&'0"12.&34.14).5& 6)$-1$#& !"#$%&

 SAP AG 2006

TERP10

12-3

!"#$%&'$()*$+&,$%$-.#.%*/&0"1)%.11&23.%$4)5

! 6%&75"4&.%*.4(4)1.8&*5&35#(.*.&.99.3*):.+78&75"& %..;&*5&$+)-%&$++&354(54$*.&4.15"43.18&)%3+";)%-& .#(+57..18&<)*=&>"1)%.11&5>?.3*):.1@&&A5&;5&158& 75"&%..;&*5&*4$%1954#&*4$;)*)5%$+&!B&9"%3*)5%1& )%*5&$&35#(4.=.%1):.&(45-4$#&954&!"#$%&'$()*$+& ,$%$-.#.%*&C!',D@&E1&$&(45?.3*&*.$#&#.#>.48& 75"&%..;&*5&"%;.41*$%;&=5<&*5&$+)-%&.#(+57..& 1F)++18&$3*):)*).18&$%;&)%3.%*):.1&<)*=&>"1)%.11& 5>?.3*):.1&$%;&*=.&1*4$*.-).1&*5&4.$3=&*=.#@&&&

 SAP AG 2006

TERP10

12-4

135&=,(/0,/(".<&>'4$0&?;@"0,$A".

6,&,7"&0'%0-/.$'%&'#&,7$.&,'4$08&9'/&:$--&;"&*;-"&,'< ! !"#$%"&'()*%$+*,$'%*-&.,(/0,/(".&$%&1/2*%& 3*4$,*-&5*%*)"2"%,

 SAP AG 2006

TERP10

12-5

!"#$%&%'($)*+$%(,""$-)*."/*0%1."'2.#',".-*3#%45#4%$( Personnel No. 1001 EE Group

EE Subgroup DU From

Name

Michaela Maier

Active employee

Pers. area

1300 Frankfurt

Salaried Staff.

Cost Center 2100

01/01/1994

31.12.9999

Finance and Admin.

Chng. 01/29/1999

BILLE

Enterprise structure

!"#$%&%'($ (#%45#4%$

CoCode

1000 IDES

Leg.person

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1300 Frankfurt

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2100

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9900 Corporate Other

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Central

Personnel structure EE Group

+$%(,""$(#%45#4%$

0%1."'2.#',".(#%45#4%$

Active employee

EE Subgroup DU Salaried staff Organization plan

Administration

Percentage

100.00

Position

50000076

Job key

HR-D: Salaried empl

Contract data Com. employee

50011880

Org. unit

50000073

Org.key

1300

Group

1300

Functional Specialist

PersAdmin

001

Helmuth Hesse

Func.Spec-D

Time

002

Dagmar Krause

Administrator

PayrAdmin

003

Oliver Zeuner

Admin.

Supervisor

Travel expenses (D) Trav.Exp -D

 SAP AG 2006

A personnel management system enables you to reproduce company hierarchies and the relationships within the hierarchies, and to store and manage employee data.

The first step in recording personnel data is to assign the employee within the company structures.

The Enterprise Structure hierarchy is a legal and financial structure. Its highest level is a company code, and its subdivisions are personnel areas, and personnel subareas.

The Personnel Structure is relational, rather than hierarchical. It forms employee groups by specific status (e.g., active or inactive) and type (e.g., salary or hourly) that are needed for HR administrative purposes.

The allocation of employees to the structures in their enterprise is of the utmost importance in Human Capital Management, it is the first step in entering personal data.

You assign employees in infotype 0001, Organizational Assignment. In doing this, you include employees in the enterprise, personnel and organizational structures.

Information on 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.

When you enter data for an employee in infotype 0001, Organizational Assignment, the employee is assigned to a company code, a personnel area, and a payroll area. You also assign employees to positions. This results in the employee‘s assignment to an organizational unit, a job, and a cost center.

TERP10

12-6

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 SAP AG 2006

The enterprise structure for Human Capital Management processes uses the following organizational elements: •

Client – all personnel administration organizational elements exist within a client

•

Company code – represents an independent accounting unit. Balance sheets and Profit & Loss Staements, required by law, are created at the company code level.

•

Personnel area – is an organizational element area used exclusively in Personnel Administration and is unique within a client. Each personnel area must be assigned to a company code.

•

Personnel subarea – is also unique to Personnel Administration. Groupings are defined for personnel subareas to 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 Accounting.

TERP10

12-7

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ďŁŠ SAP AG 2006

A personnel area is a Personnel Administration-specific unit and is the subunit of the company code. The individual personnel areas in a company code have four-digit alphanumeric identifiers. The personnel areas within a client must be clear.

The personnel area has the following functions:

It allows you to generate default values for data entry, for example, for the payroll accounting area.

It is a selection criterion for reporting.

It constitutes a unit in authorization checks.

ÂŠ SAP AG

TERP10

12-8

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 SAP AG 2006

Personnel subareas represent a further subdivision of the personnel area. The principal organizational aspects of human resources are controlled at this level, namely the pay scale and wage type structures and the planning of work schedules. The personnel subarea is assigned a four-character alphanumeric identifier. The control features are stored according to the country.

The main organizational functions of the personnel subarea are as follows: •

To specify the country grouping. Master data entry and the setting up and processing of wage types and pay scale groups in payroll depend on the country grouping. The grouping must be unique within a company code.

•

To assign a legal person which differentiates between companies in legal terms.

•

To set groupings for Time Management so that work schedules and substitution, absence and leave types can be set up for individual personnel subareas.

•

To generate a default pay scale type and area for an employee’s basic pay.

•

To define a public holiday calendar.

•

To define subarea-specific wage types for each personnel area.

TERP10

12-9

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'()*+,&&3859:/+5) ;+/<3-"=&>5*&?+5/*,3@ 82*2/$&>  SAP AG 2006

0+1#/2"#+/-

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The administrative "#$%&''#(!%)$*+)*$# for human resources relates primarily to work hours and compensation. It is made up of three elements: employee groups, employee subgroups, and payroll areas.

Employee Groups represent different types of employees, Active Employees, Retirees and Contractors are examples.

The second level is the Employee Subgroup. It is used to define different payroll procedures – hourly versus salaried.

The payroll areas can be used to determine the frequency of the payroll for the employees in that area.

These levels are used to provide default values for payroll, as selection criteria for reporting and they are also used for authorization checks.

TERP10

12-10

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 SAP AG 2006

The employee group is a general division of employees. It defines the relationship between an employee and a company in that the employee makes a certain contribution to the company in terms of work. Active employees, pensioners and early retirees make up the main employee groups in Personnel Administration.

The following are the principal functions of the employee group:

•

Default values can be generated for payroll area and basic pay, for example, according to employee group.

•

The employee group is used as a selection criterion for reporting.

•

The employee group is one unit of the authorization check.

You can generally use the standard catalog to set up employee groups. It can, however, also be extended to suit individual customer requirements.

TERP10

12-11

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3,*04)/56").& &74.,/&&

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:74.,/&&60)(&09$;;&(&*#$)#&90;-(#<&(01$#<$*0#<&0&74.,/&&02(,-4= !"#$%&0&74.,/&&60)(&09$;;&(&*#$)#&90)"",(9$*20#,0#<&$(04,6$#$,*0> #()$*&&? <,-(./01)2&0&)(*&(?0,(06).)($&90&74.,/&&?0;,(0&@)74.&=  SAP AG 2006

The employee subgroup is a fine division of employee groups according to the position of employees. Wage earners, salaried employees, and non pay-scale employees are all examples of subgroups within the employee group "active".

All control features of the personnel structure are defined at employee subgroup level. The most important features are described below: •

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 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 area.

TERP10

12-12

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ďŁŠ SAP AG 2006

The "#$%&''!#%(# represents an organizational unit used for running payroll. All employees who have payroll run for them at the same time and for the same period are assigned to the same payroll area.

Payroll is generally performed for each payroll area. The payroll area provides the payroll driver with two pieces of information: the number of employees for whom payroll is to be run and the dates of the payroll period.

The number of employees for whom payroll is to be run is determined using the Organizational Assignment infotype (0001) which stores the payroll area.

)&*(+ An employee may only change payroll areas at the end of a period. If an employee changes status from wage earner to salaried employee in the middle of the month, and the payroll area is different for both, you should not enter the new payroll area until the start of the following month.

ÂŠ SAP AG

TERP10

12-13

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 SAP AG 2006

You create your organizational plan using organizational units and positions. An organizational plan is a comprehensive and dynamic model of the structural and personnel environment in your enterprise, which you can evaluate at any time.

You map hierarchies within your organizational plan: •

The organizational structure of your enterprise The organizational structure depicts the hierarchy that exists between the various organizational units in your enterprise. You create the organizational structure by creating and maintaining organizational units and relating them with one another.

•

The individual positions and the reporting structure (chain of command) A reporting structure depicts the line structure that exists in your enterprise. You create a reporting structure by creating and maintaining positions and relating these with one another.

TERP10

12-14

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*$)+,-., /$0)%(1$2(

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&$'%$()%#

&#19-5,-2 :%)0=;')5, ;2($%.)'$7  SAP AG 2006

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 the individual jobs.

Jobs are used in the following application components:

•

Shift Planning

•

Personnel Cost Planning

•

Personnel Development

Tip: Your job descriptions should be as general as possible and as specific as necessary.

TERP10

12-15

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 SAP AG 2006

Once you have created a job, you must specify the number of corresponding positions required in the organization.

A position inherits a job’s tasks. However, you can define additional tasks that only have to be performed by this one position.

Positions can be 100% filled, partially filled, or vacant.

Example: Positions, rather than jobs, are held by employees. One position may also be shared by a number of employees, each working less than full time. For example, two employees can hold 60% and 40% of a position.

TERP10

12-16

?#3'&14',1%&'.(G,#5+,5#">(!"#$%&$ !"#$%&$ '#"(%)*"+,$(,-',(-%./(0%$1,1%&$(21,-1&(,-"(%#3'&14',1%&'.( $,#5+,5#"6 7//1,1%&'.(1&8%#9',1%&(8%#(0"#$%&$(1$(9'1&,'1&"/(1& !"#$%&&".(7/91&1$,#',1%&6

!"#$%&&".(7/91&1$,#',1%&> :&8%,;0" <<<=> ?#3'&14',1%&'.(7$$13&9"&, :&8%,;0" <<<@> !"#$%&'.(:&8%#9',1%& :&8%,;0" <<<A> !.'&&"/(B%#C1&3(D19" :&8%,;0" <<<E> F'$1+(!'; G;9)%.(%& 3#'0-1+'.( 1&,"#8'+"> ďŁŠ SAP AG 2006

Persons represent employees in your company. Persons hold positions in the organizational structure which is governed by Organizational Management.

Infotypes for persons are maintained in Personnel Administration and are linked to an organizational plan through their position assignment.

Other defaults in Personnel Administration employee maintenance can be derived from Organizational Management data, such as the Employee Group/Subgroup Infotype (1013).

ÂŠ SAP AG

TERP10

12-17

2/%3,('-#450)()3+%'+),(#'(5#2-'(()(& !"#$%&'()*'+),('-#.'('&/0/(+

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?,3+#</(+/% 2/%3,((/-#3+%8<+8%/ ďŁŠ SAP AG 2006

If Personnel Administration and Personnel Planning are integrated, you can enter the position in the Actions infotype (0000). This infotype must be maintained first. You cannot overwrite the fields job, organizational unit, or cost center. They 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 over the organizational unit or the position.

ÂŠ SAP AG

TERP10

12-18

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 SAP AG 2006

TERP10

12-19

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 SAP AG 2006

TERP10

12-20

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!"#$%&'()<10$,.7-01,+$='.",)1$#18-%-1#.(08)  SAP AG 2006

Individual information, such as last name, first name and date of birth, is defined in data fields.

Data fields are grouped into data groups or information units according to their content. In Human Resources, these information units are called information types or infotypes for short.

HR data is therefore stored in groups that logically belong together according to content. For example, place of residence, street, and house number make up an employee’s address and are consequently stored (together with additional data) in the Addresses infotype.

Infotypes have names and 4-digit keys. The Addresses infotype, for example, has the key 0006.

TERP10

12-21

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with proposal Recur. Payments/Ded Additional Payments Fiscal Data D Child Allowance D

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11Infotype Infotype 11Personnel Personnelnumber number

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0"($%3

0.(#4''.-%1/$+4'# 0.(#4''.-%1/$+4'#

Sequence Sequenceofofinfotypes infotypes 11Personnel Personnelnumber number

Org Structure

 SAP AG 2006

Employee data must be kept current. Data can be displayed, corrected, and supplemented.

Human Capital Management stores an employee’s data in infotype records. Each infotype record has a validity. This is generally a validity interval or a key date.

There are three different ways of processing infotype records: single screen maintenance, personnel actions, or fast entry.

Single screen maintenance (individual infotype maintenance): You can call individual infotypes to maintain data for a particular subject or situation. You maintain one infotype at a time for a personnel number.

Personnel actions: If the subject or situation is more complex and you need to maintain more than one infotype, you can use personnel actions. When you perform a personnel action, the system displays all of the relevant infotypes for you to maintain, one after the other.

Fast entry: Fast entry enables you to maintain an infotype for more than one personnel number simultaneously.

TERP10

12-22

!"#$#%&'("$)*'+,)--"'./)'!"./$*0-'1%#"$-"%",HR Master Data

Edit

Goto

Extras

Utilities

Settings

System

Help

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ďŁŠ SAP AG 2006

Infotypes that are most frequently used 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, on the other hand, might not be included in any menus at all.

To access a particular menu, click on the tab page.

The green ticks next to the menu list of infotypes indicate that these records already exist for the selected personnel number.

ÂŠ SAP AG

TERP10

12-23

5-1.%&&-()8#(9#.,('+)'(() #&*%$+,-.)*%1)') ,-1.%&&-()&:3;-1

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ďŁŠ SAP AG 2006

The personnel file lists all of the infotypes for which records have been created for a personnel number. The infotypes are displayed in ascending numerical order.

If more than one record exists for an infotype, they are displayed one after the other. The system then goes to the next infotype, after which it returns to the initial screen.

You can scroll forwards and backwards within the personnel file.

ÂŠ SAP AG

TERP10

12-24

!"#$%&'$(&)%$*+,--&#%./%( !"#$%#&'"($)*+$%*,)$-&.//*()0#)% Org Structure Pers. no.

50099300

From

01.01.2005

31.12.9999

Enterprise structure CoCode

CABB Caliber ‘A’

Pers. area

CABB New York

Cost ctr

Subarea

0004

Bus. unit

9900

X0 HR-X: Monthly

Personnel structure EE Group

Payr.area

EE Subgroup

Contract Administration

Organizational plan Percentage

100,00

Assignment

Group

Position

50062029

Personnel

Job key

50012827

Time

Org.unit

50014182

Payroll

CABB

Supervisor

Org. key

 SAP AG 2006

After you save the !"#$%&'()*'+' (0002) infotype, the system automatically displays the ,#-'&./'+.%&'()0$$.-&1"&+ (0001) infotype.

The following fields are already filled by the organizational assignment: company code, personnel area, personnel subarea, business area, employee group, and employee subgroup. You can enter missing data.

If you did not enter the position in the 02+.%&$ (0000) infotype, you can do so here in the ,#-'&./'+.%&'()0$$.-&1"&+ (0001) infotype.

The position entered and its existing relationships to a job, organizational unit, and cost center are imported. You cannot overwrite the job, organizational unit, and cost center fields.

TERP10

12-25

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 SAP AG 2006

TERP10

12-26

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 SAP AG 2006

TERP10

12-27

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 SAP AG 2006

The Human Capital Management Processes include: •

Recruitment

•

Hiring

•

Training and Personnel Development

•

Managing Work Time

•

Compensation and Benefits

•

Payroll Administration

•

Travel Planning

•

Personnel cost planning and Reporting

•

Employee Self-Services

TERP10

12-28

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1,*)'2"-2 "$2)./03%))

86"+2'3)-2+6)2("#"$#%2*)97,*): ;-2+6)2"//0,#"$+297"0,5,)':

ďŁŠ SAP AG 2006

You can use the !"#$%&'(")'*component to complete the entire recruitment process from initial data entry through to filling vacant positions.

The SAP system supports you in identifying workforce requirements, creating job advertisements, screening applicants, and managing applicant correspondence. When you hire an applicant, you can transfer the applicant data recorded in !"#$%&'(")'*to +"$,-))".*/0(&)&,'$1'&-)*as employee data.

Line managers can use the 21)13"$4,*5",6'-7*to map their decisions on applicants and to trigger further administration in the HR department, efficiently and cost-effectively.

External applicants can use a Web application 8(7.-9(")'*:77-$'%)&'&",, and employees the Employee Self-Service solution, ;-<*/0="$'&,"(")',>to attach electronic application documents to online applications.

ÂŠ SAP AG

TERP10

12-29

?-#-'@%)'%*++,-&)'( !"#$%&"'(#)&( .'1 '#+ /0 ($0. # . + ,- .%2( 1 0 +.$ 1#

!"#$%&'()*(+

*++,-&)'(%'./01#%2345

61#7"''1,%'./01#%8888

9:"#%;-1,71'

*++,-&)'(%>-,1

</+,"=11%>-,1

ďŁŠ SAP AG 2006

When you hire an applicant, you can transfer the applicant data to !"#$%&&"'()*+,&,$-#.-,%&. You transfer the applicant data directly from the applicant database to the employee database.

The system adopts all data you enter in the /"0#1,-+"&- infotypes as default values in !"#$%&&"'( )*+,&,$-#.-,%& after the data transfer. This means that you can continue to use the data you have created for applicants when they become employees, but you can also change the data. This results in a significant reduction in the amount of processing required.

In integrated systems, data transfer takes place either directly in Recruitment or directly in Personnel Administration.

You can add additional data such as information on working times and salary at a later time in !"#$%&&"'()*+,&,$-#.-,%&2

"#$%&!You have the option of having the system automatically generate contracts using applicant correspondence for the applicants you want to hire in your company.

ÂŠ SAP AG

TERP10

12-30

&77829"=1?961#<$1!"#$%"$#

,-'(./,0 ,-'(./,0

,"#$%1234%135"1 67789:6"#1;6#6 )<6"=$1234%135" 67789:6"#1;6#6

!"#$%"$# >$%?9:$1!"#$%&"'()*%##%+),(-)-'.* >$%?9:$1/##$-01()*.)1),. &''(!)&*+ &''(!)&*+  SAP AG 2006

The Internet application component !"#$%&"'()*+##%,)-(.).'/ assists companies in recruiting applicants by allowing users to •

Display their company’s job vacancies

•

Apply for positions in their company.

Applicants can either display only the job advertisements for specific regions, or all advertisements. Each advertisement includes a brief description of the position and its requirements. The system refers to the advertisements stored in 0'1,-.)"'()*for information on the position.

Applicants can either apply in response to an advertisement or submit an unsolicited application. When applying via the Internet, applicants enter information such as personal data, experience, qualifications, and education and training. The system automatically transfers the data to mySAP ERP. "#$%& With SAP R/3 Enterprise, applicants can add to and change any data they have entered.

Applicants can use this Internet application component to send their application documents as an electronic attachment.

TERP10

12-31

!.+#"&&.70-.>.7"/*.&%0,&)0?4,7$8@$&20(=%$"&# !.+#"& !"#$%$"& '()*$&$#%+,%"+'

!"#$%$"& '-./,+%*.&%0 1,&,2.+'

!+"8$7.0*,%=;4/

-.>.7"/*.&%0!7,&# !.+8"+*,&=.0 1,&,2.*.&%

5&"67.)2.0"80 94#$&.##0 :.,).+#;$/<

 SAP AG 2006

3"4+#.

The !"#$%&&"'()"*"'%+,"&- function can help you maximize the value of your employees for your enterprise. You can plan and implement specific personnel and training measures to promote the professional development of your employees. You can also increase your employees’ motivation and job satisfaction by giving consideration to their preferences and suitability for jobs. Personnel Development sets out to ensure that an organization has all the qualifications and skills it needs in all fields. This is achieved by drawing up qualification potentials.

Management can determine the personnel development needs in an enterprise by comparing current and future working requirements with existing qualifications and the development preferences of the employees. Users might gear these development measures to producing specific results such as identifying the need to transfer an employee to a specific post (using career and succession planning scenarios). They might also be more general measures geared toward retaining or enhancing existing employee skills and abilities, or ensuring that employees keep pace with technological developments.

You can group qualifying actions (such as training courses or job rotation) into development plans (for example, a trainee program for sales staff). Such development plans are referred to as general development plans since they apply to all employees. You can tailor these general plans to suit the needs of individual employees.

You can praise employee performance and conduct. You can perform objective setting. The appraisal results can provide input for planning an employee’s further career development.

TERP10

12-32

:$20%.%72)%-(*=!"#$%&"'"()*

!"#$%&"'"()* +%*),-.,*/%00*1,23%0%)%"*1, 2(4,"56"&%"(7",&"#$%&"4, )-,3",*$%)230",.-&,2,8-31, 6-*%)%-(1,)2*/1,-&,9-&/, 7"()"&

!"#$%&'()*+,-./ !"#$%$"&

!'(#"&

:$20%.%72)%-(* +%*),-.,*/%00*1,23%0%)%"*1, 2(4,"56"&%"(7",);2),'2/", 2(,"'60-<"",*$%)230",.-&, 2,6-*%)%-( !"#$%&"'"() :$20%.%72)%-( ďŁŠ SAP AG 2006

You can assign qualifications to employees and positions, for example. When related with employees, we refer to them as qualifications, when related with positions, we refer to them as requirements.

All qualifications (and requirements) are stored centrally in a catalog. Both refer to the same object but from a different perspective. This means that you can compare the qualifications of a person with the requirements defined for a position.

You edit the qualifications catalog in Customizing for Personnel Development. You can also make changes in a system that has already gone live by choosing the !"##$%&'($&&)%*('menu option.

ÂŠ SAP AG

TERP10

12-33

=/#%*%*;26/)5)+#$+2&)/2=/#%*%*;29-&%'%(+

1"+%*-++2-3-*(2(45,-."%/-0-*(+ Japanese: Average

!"#$%&%'#(%)*+ Japanese: Basic knowledge

Training proposals to impart qualification (or proficiency) required ! !

! 6/-7))8 &)/ 7"+%*-++2-3-*(2(45! 1))82&)/27"+%*-++2-3-*(

9-3-$)50-*(25$#* ! :++%;*2#2<-3-$)50-*( 5$#*2#*<2+-$-'(2%(-0+

Business event type Development plans Impart Japanese skills (> "basic knowledge")

ďŁŠ SAP AG 2006

If !"#$%&&"'()"*"'%+,"&- is integrated with .#/0&0&1(/&2(3*"&-(4/&/1","&-, you can use the 5"&"#/-"(-#/0&0&1(+#%+%$/'$(function. In this case, the system proposes training courses (business events) that can provide any missing qualifications. You can book employees for courses directly, or alternatively prebook them for business event types.

The system can also propose development plans that impart the required qualifications. You can assign a development plan directly, and then copy items from this general development plan to a personâ&#x20AC;&#x2122;s individual development plan.

The system proposes only business events and development plans that result in the same or a higher level of proficiency at the qualification (compared to current proficiency in the 67/'0809/-0%&$( subprofile of the person in question).

"#$%&'(: a mechanical engineer is to work in Japan for a longer period of time. However, her profile matchup against the new position in Japan shows that she does not have adequate language skills. Since !"#$%&&"'()"*"'%+,"&-(is integrated with .#/0&0&1(/&2(3*"&-(4/&/1","&-:(the system proposes Japanese courses that will give the engineer the skills she needs for her new position. The administrator books her directly on one of these courses.

ÂŠ SAP AG

TERP10

12-34

/03>*''*'+()+A02()()8+2);+,-*).+H2)28*6*).

%&'()*''+,-*).+/0*1202.(3)4 ! 50*2.*+*-*).+*)-(03)6*). ! 50*2.*+7&'()*''+*-*).+803&1' ! 50*2.*+7&'()*''+*-*).+.91*'

%&'()*''+,-*).+52.2:384 ! 50*2.*+7&'()*''+*-*).+;2.*'+ <(.=+2);+<(.=3&.+0*'3&0>*' ! /:2)+;2.*'+72'*;+3)+;*62);

?29@A3@?29+B>.(-(.(*'4 ! B..*);2)>* 733C 10*733C 0*1:2>* 0*733C >2)>*: ! 5300*'13);*)>*

D*>&00()8+B>.(-(.(*'4 ! %&'()*''+*-*).' E(06:9+733CF>2)>*: :3>CF&):3>C E3::3<+&1 ! /*0E306+21102('2:' ! /*0E306+7(::()8G+2>.(-(.9+ 2::3>2.(3)+2);+>3'.+.02)'E*0

 SAP AG 2006

!"#$%$%&'#%(')*+%,'-#%#&+.+%,'comprises four main processes: •

The /01$%+11'+*+%,'2"+2#"#,$3%'phase involves the creation and maintenance of all of the master data you access when you create your business event catalog: time schedules, event locations, resources and so on. You also create the business event groups and event types that form the basic framework of your event catalog.

•

You then create your /01$%+11'+*+%,'4#,#53&6'You can create individual event dates with or without resources, and you can plan multiple event dates at one go based on the existing demand.

•

Once you have created your business event catalog, you can carry out (#78,38(#7'#4,$*$,$+1 for the events. You can make bookings for both internal and external attendees, prebook attendance, replace bookings, rebook and cancel attendance. The 93""+123%(+%4+ function provides a suitable notification that you can output for each of these activities.

•

The :+40""$%&';4,$*$,$+1'phase involves performing the associated activities that are required periodically. These are firmly booking events, locking and unlocking events, canceling and following up events.

Each of the processes is supplemented by appropriate reporting.

TERP10

12-35

!"#$$#%"(:%4533$11).(%&'"(()(*

!"#$$#%&'"(()(*+ ! &'"(()(*%"(%$,-'./$$01 -#.2$11).("'%3"#$$#

4533$11).(%&'"(()(*+ ! 6..7)(*%2.#%15)8"9'$ 3"(:):"8$1%8.%2)'' ;"3"(8%-.181

ďŁŠ SAP AG 2006

Career and Succession Planning has two goals. First, to encourage the professional development of employees in a company, and second, to ensure that there is always sufficient headcount.

Career Planning involves identifying possible career goals for employees, and planning their professional development.

Succession Planning involves looking for suitable candidates to fill open posts.

ÂŠ SAP AG

TERP10

12-36

$%"&'()*+),(,-&."/0(/12)3"&!""4#235&./(3"-'()**$*+

!"#$"%&

!"#

,--.)$&)(

 SAP AG 2006

Align workforce with enterprise strategy.

Communicate strategy.

Flexible and future oreinted performance planning.

Review performance and identify out performers.

Provides transparency and flexibility required to reflect today‘s rapidly changing requirements.

Basis for performance based pay and succession management.

TERP10

12-37

!"#$%&'(')$#$(*+%,-$.-"$/ A$47.8"()B ;$6?@;$.-"4$

!"#$%;<$$*

-'61'*"()BC &'(')$%*"#$% '4471(*2

12"()%/7.D"()%*"#$2 ;4<$816$ 4'='4"*"$2 >7(?".# 7.8$.2

!"#$%'8#"("2*.'*7.2

E7.D"()%*"#$% =.7-"2"7(2F '**$(8'(4$2G '02$(4$2F% 2102*"*1*"7(2F%$*4 !"#$%.$47.8"() *$.#"('62

9$*$.#"($ "(4$(*"-$%/')$2 :'5.766

&'(')$ 012"($22 $-$(*2

322")(%472*2

34*"-"*5% '6674'*"7(

 SAP AG 2006

!Evaluating work performed

by employees and determining employee availability are essential elements within an enterprise for a human resources system. This information is also relevant for other areas, such as Controlling and Logistics, and is a factor that influences enterprise-wide decisions. !Time

Management allows you to display and record working times flexibly.

!Information

on working times is used to calculate gross wages in Payroll.

!Several

options are available for recording working times, including Time Manager’s Workplace, a central time sheet, online menus, time recording systems, and Employee Self-Service (ESS) applications. !You

can manage time accounts (such as leave, flextime) manually or automatically.

!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. !You

can determine work requirements for the enterprise and plan employee shifts.

TERP10

12-38

C/<)&%"?%C61)%D.3. !"#$%&'()*+,) -.#,/ 0"#1., 2.3)

=%'(.7>)&%3"%3()%<,.77)*%&<)'6?6'.36"7&%?#"1%3()%@"#$%&'()*+,)& 833)7*.7')&:%&+'(%.&

4+5&363+36"7& A(.7>)&%3"% <,.77)*%@"#$67>% 361)

89.6,.56,63/ 8**636"7%3"% <,.77)*%@"#$67>% 361)

4)167.# ;+&67)&&%3#6<

85&)7')&:%&+'(%.&

2).9)

B,,7)&&

 SAP AG 2006

Valuation and remuneration of employee working time is based on time data recording.

You record deviations from or exceptions to an employee’s work schedule in the Time Manager’s Workplace. This information is then stored in the appropriate infotypes.

Examples of employee time data are hours worked, leave, illness, overtime, substitutions, and business trips.

TERP10

12-39

DE$("&-"0!12F

!"#$%&'()"*+",-'%"&.('%+$/'0!12"/3$--&/"4"0!12"%'5,3$%" 0!12".*('6**7

8*&.("9$($ -(*%$5'": #$3&9$(&*." 3*5&/

;)2!<"BC

;)2!<"=>

;)2!<"<?@

0!12

;)2!<"20@

1$%5'("$AA3&/$(&*. SAP AG 2006

The !"#$$%&''()*+,)#-./)01.2311,.(CATS) is another form of Employee Self-Service. You can use it to record the actual working times of individual employees.

The !"#$$%&''()*+,)#-./)01.2311,.offers the following advantages: •

Cross-application standard screens for entering working times

•

Ease of use for all users

•

Default values and data entry templates

•

Integrated approval process

•

Support for corrections

•

SAP enhancements for increased flexibility in the definition of authorization checks, plausibility checks, and default values.

TERP10

12-40

)>B?21;(%"'((2.+$&'((

)+'/*'2/&&$;"* /((%-"8'"*

7'&$+: *%8'(

! >:8%"%(*+/*$+

! .'+($"/,%9': %"6;*2<',6

! =",%"'2%" ?>.2?0(*'8

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"/, =6*%$

7','/(' *%8'(

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! 1023$+45,$32 $+2+'6$+*

@$,,$3A @$,,$3A$" 6+$&'(('( ! !"#$%&'( ! )$"*+$,,%"! ./0+$,,

 SAP AG 2006

The process in the !"#$$%&''()*+,)#-./)01.2311,.consists of the following steps: •

Entry of time data in the time sheet

•

Release of time data

•

Approval of time data (also using a Workflow)

•

Transfer of time data to the target application

"#$%: The "release time data" and "approve time data" steps are optional.

TERP10

12-41

7&.32$"8$0"1%.)23/'")$93)3*.1.)/

!"#$%&'(')*

+,-*./')*

0"1%.)23/'")$3-1')'2/&3/'")

4")*5/.&1$')(.)/'6.2

ďŁŠ SAP AG 2006

The "#$%&'()*+#'!,)')-&$&'* component controls and manages remuneration policy at an enterprise. It provides a central overview of remuneration policy, and a control mechanism for implementing this policy. It also facilitates compensation planning and budgeting, and decentralized compensation administration.

Compensation Management comprises four areas:

You can perform .#/!%0+1+'- within Compensation Management. You can save the results of external job evaluation systems and salary surveys. Using these results, you can generate pay grade structures to which you can assign jobs and positions at your enterprise. In this way, you can determine the internal value of jobs and positions at your enterprise to ensure that you remain competitive.

234-&*+'- enables you to plan and control expenses for compensation adjustments. You assign budgets to organizational units. Furthermore, you can create budgets centrally and decentrally. You can also roll up budgets using organizational units.

You use!"#$%&'()*+#'!)4$+'+(*0)*+#' to distribute salary increases, shares, and so on to employees in accordance with remuneration policy at the enterprise.

You can manage 5#'-6*&0$!+'1&'*+7&(!8(*#19!#%*+#'(!%5)'(:.

ÂŠ SAP AG

TERP10

12-42

!"#$*:'()*;#,'#&+-'1 ! !"#$%&'()*+#,'#&+-'*./0#1 ! 2+33'('#&*&4.'1*"3*/"#$%&'()* +#,'#&+-' ! 5'1&+#$*(6/'1*0#7*1,8'76/'1 ! 980#$'*'-'#&1 ! !+3'*'-'#&1

 SAP AG 2006

Long-term incentive plans determine how many shares are available for a particular plan, such as stock option plan.

The !"#$%&'()*"&+,(&(-%#%&) component supports five different types of long-term incentive: •

Incentive stock options

•

Nonqualified stock options

•

Performance shares

•

Performance units

•

Restricted stock

Each organization uses vesting rules and schedules to determine when an employee can exercise his or her right to receive an award, and the amount of this award that the employee can exercise. Example of cliff vesting: all options are vested after three years.

Change events are reasons to change subscribed options. They affect the option price. Example: a stock split agreed upon by the Executive Board.

Individual employees or the enterprise itself trigger life events. Examples of life events include: business merger, marriage, death, or retirement. Life events usually change the vesting schedule.

TERP10

12-43

+,'-,.'/ %012'3'0.4(

!"#$%&'- )!7*

2'3'0.4( 5$63(

!"#$%&''( )!!* ďŁŠ SAP AG 2006

In many countries (esp. North America), employees generally participate in benefit plans offered by their employers as part of their compensation package. Companies frequently offer benefits packages at a reduced rate to their employers. As a result, the employee contributes considerably less for these company-based plans, then they would have to pay if they were to enroll privately.

Employees enroll themselves in the benefits plans and receive varying benefits, depending on which plans they select. Contributions are paid by either the employer or the employee, or both; again, this varies according to the specific benefits plan.

You put group together varying plans for different employees according to several factors. You store restrictions and eligibility for the benefits plans in the IMG. As a result, processing employee benefits is a simple and user-friendly process.

There are six international plan categories defined in the system: !"#$%&, '()*+#(,", -#./(0), -%1,23 4*+,&#)", 5+"6/%, and 7/),"$$#("1*). You can use the 7/),"$$#("1*)3plan category for benefit plans that do not fit neatly into one of the other plan categories, such as fitness programs or company car privileges.

ÂŠ SAP AG

TERP10

12-44

!%,4+&&%5(>+4'(!5"&&-&=("&?(.-$85"'-+& !"#$%&'()&*+,$"'-+&

:%;(84%,(-&'%,*"6%9

!%,4+&&%5(6+4'( 75"&(4877+,'49

<%'"-5(75"&&-&=( *+,(5-&%($"&"=%,4

!"#$%&'()&*+,$"'-+&

$#./! 1) $#./! 23

./!(0)

 SAP AG 2006

Personal Cost Planning and Simulation is based on a broad data basis and is integrated with other applications. This means that it can support business processes irrespective of departmental borders.

You can derive the payment information you need for generating personnel cost plans from different sources. This includes, basic payments, payroll results, simulated reclassifications, recurring payments and deductions, and one-time payments.

You can also use planned compensation data for positions and jobs for planning. In addition, you can use calculations of averages.

Managers have the additional option of being able to make additional adjustments to the plan. The system supports a Web-based front end for this purpose.

You can export generated cost plans to mySAP Business Intelligence for analysis.

After you have released the plan, mySAP HR users can use the data to:

•

Generate the salary budget for Compensation Management

•

Create training budgets for Training and Event Management

You can also transfer the data to Accounting.

TERP10

12-45

!"#$%&&.233%*+,-+4

!"#$%&&

7"/,($.8","

0$"5(&.9","

0-)(.8","

'()*+($",-%+. /,",()(+,

0$"+/1($.,%.233%*+,-+4

!"#)(+,/.,%.5"$-%*/. $(3-6-(+,/

 SAP AG 2006

Payroll Accounting is the calculation of payment for work performed by each employee. More specifically, payroll accounting comprises a number of work processes, including the generation of payroll results and remuneration statements, bank transfers, and check payments.

Payroll Accounting also includes a number of subsequent activities, for example: •

Transfer of payroll results to Financial Accounting

•

Various evaluations, such as evaluating the payroll account

•

Transfer of payments to third parties, such as taxes

TERP10

12-46

="*%0*"/$1+&18&<,40+,."/$1+&>*,4,+/#

-."/0$/$,# !"#$%&'"(

)**+,##

<,40+,."/$1+& ,*,4,+/# 67$8/&91.: ;1+0#,#

!1+0#,#

23,./$4,

5,"3,

 SAP AG 2006

The remuneration elements for an employee are formed from individual wage and salary types that are used during a payroll period. Payments such as basic pay, various bonuses and gratuities are included in the remuneration calculation. Deductions can be made for items such as a companyowned flat, company-sponsored day care or similar benefits. Different factors determine whether such benefits increase or reduce the taxable income. This is determined by country-specific regulations and, in some countries, the philosophy of the company.

An employee’s remuneration consists of all wage types calculated for him or her during a payroll period.

TERP10

12-47

5?-(?3-E$)A$06-$<&'()**$<()2-.. C-7-#9D !-*-&.-$%&'()**

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1)#0()*$(-2)(9$.0&0".

/0&(0$%&'()** !-*-&.-$A)($%&'()**

@:/

!"#$%&'()**$)+,

45 :;30$<&'()**

1)((-203)#. !-*-&.-$A)($2)((-203)#

:#9$)A$%&'()**$

/"=.->"-#0$&203?303-.$3# %&'()**$

16&#7-$8&.0-($9&0&

 SAP AG 2006

During the payroll run, master data and time data changes that affect the payroll past and payroll present are not permitted. The payroll program reads the master data and time data infotypes, which means that changes effected during the payroll run could jeopardize the accuracy of the payroll results. It also means that you must not run the payroll during master data maintenance. This is controlled by the payroll control record.

The relationship between the menu and payroll control record is as follows: •

"#$%&'($!'$!)*$#

•

Release payroll Release for payroll

•

Start payroll The payroll program is started and the status of the payroll control remains "released for payroll"

•

Check result Check payroll results

•

Corrections Release for correction

•

Exit payroll Exit payroll

+&,&#-!(.!/,01(22!%($&1(2!1*%(13

TERP10

record

12-48

56);0(-<)*),020*1-= >*;+63*20*1

'()**+*,-)*.-/011(020*1 34-56+78 #$

56);0( <)*),020*1

90*06)10-608:(18 ďŁŠ SAP AG 2006

The Travel Management component includes all necessary functions for dealing with business trips: travel request, approval, settlement and, if needed, corrections and retroactive accounting.

HR master data and the control parameters stored in views, as well as entered trip facts all flow into Travel Planning and Travel Expenses. Travel services can be reserved and booked using an external reservation system. Subsequent revisions are also taken into consideration.

The settlement results can be forwarded to Financial Accounting (FI), Payroll or non-SAP systems. Payment via data medium exchange is equally possible.

ÂŠ SAP AG

TERP10

12-49

6&"-)0$78%)+#)#

6&*%# =>?@?$:/&*#$!*00)& 6&*%#

2)..0)1)+.$'3$" #*+,0)$.&*%$-*" (4&#'&$#)0)(.*'+

9:;<

!"##$%&'()##*+, -*"$./) #)..0)1)+.$%&',&"1

5"."$3&'1 6&"-)0$78%)+#)#

A 6&"-)0$)8%)+#)$3'&1# A 9"B1)+.$'3$.&"-)0$)8%)+#)# A 9'#.*+,$'3$.&"-)0$)8%)+#)#

ďŁŠ SAP AG 2006

The Travel Expenses settlement program lets you settle all trips with the status !""#$%&'()$*+&* ,&))-&'. *

For testing purposes you can also perform settlement for individual trips. In this case, the end of the trip is not allowed to fall in a future payroll period.

On the basis of the trip data entered, the settlement program determines settlement results (especially the reimbursement amounts) for trips for specific payroll periods and stores them in the PCL1 file. The trips must end before the end date of the payroll period in order to be settled.

ÂŠ SAP AG

TERP10

12-50

C&9)*1,#((-(.*H'( C&9)*+,#((-(.*$#)# =&<*+&9-)-&(9E &<.#(-F#)-&(#,*'(-)9E*")%B*

C&9)*+,#((-(.*$#)# =&<*"D+,&>""9

!"#$%&'()*+,#((-(. /0'&)#*1,#((-(. 23*45467

1,#((-(.*+"<-&$ /=<"",>*$"=-(#?,"7 1,#((-(.*@-"A /+"<*&<.B*'(-)7

8","%)-&(*%&($-)-&(9

Position 1

:");&$

Position 2

8%"(#<-&

G"("<#)" $"+"($"()*#($*#$$-)-&(#, %&9)*-)"D9 ďŁŠ SAP AG 2006

Executing and administrating cost planning runs.

Create personnel cost plans with appropriate properties. Based on these plans, you can perform scenario-specific cost planning runs. This enables you to simulate the effect of certain planning assumptions on your future cost situation. Comparing the results from different scenarios enables you to obtain a quick overview of possible future costs for the enterprise that may arise as a result of realizing particular actions.

To ensure that cost planning runs continue to satisfy the current requirements of the enterprise, you can change scenario-specific settings at any time under !"##$%&'($&&)%*+,

"#$%&! The planning runs in the new -$#+.%%$/'!.+&'-/0%%)%*'0%1'()2"/0&).% component largely correspond to the scenario groups of the old -$#+.%%$/'!.+&'-/0%%)%* component.

ÂŠ SAP AG

TERP10

12-51

%&'()*++$!+(,$!+./01+ ! !"#$%&'()*++$!+(,-!+./01+$02$3$2+4$),$ ')5+.,6(7$*+4$+32*-4)-62+$3''(01340)82$ 4934$+&')5+.$+&'()*++2$4)$/0+57$1.+34+$ 38:$&3084308$:343$08$49+$!"#$2*24+&$/03$ 49+$084.38+4; ! !"#$%!!$1)820242$),$&38*$1)&')8+842$ 2619$32< =,,01+ >0&+$?383@+&+84 #3*&+84 A+8+,042 #+.2)83($B8,).&340)8 >.30808@$38:$%/+84$?383@3&+84 C63(0,01340)82 "''.3023(2$  SAP AG 2006

TERP10

12-52

%<=*46..$!.*1$!.;0'3.$K &'()*'()+,

!"#$%!! &'()*'()+,

%-+./,'0.$12/3+'4/5*'+6$7.64/8$75,'3$ &9$12/3+'4/5*'+6:'/3*28'/($+;50.*$ <5/5(.<./+$5/8$=2;3)5,'/(

?/).;./+$'/+.(;5+'4/$7.+@../$!"#$,6,+.<$ 72,'/.,,$,3./5;'4,:$!"#$%!!:$5/8$A4;B1*4@

%!!$12/3+'4/5*'+6$+)5+$*.0.;5(.,$+).$,+;./(+),$ 41$2/8.;*6'/($!"#$'/1;5,+;23+2;.

E*475*$35=57'*'+'.,

%/57*'/($533.,,$1;4<$5/6$=*5+14;<$5+$5/6$ +'<.$1;4<$5/6@).;.

%5,6$+4$2,.

#.;,4/5*'I.8

 SAP AG 2006

Access to the SAP ESS can only be obtained through the mySAP.com Workplace.

SAP ESS leverages the power of SAP, taking full advantage of inherent workflow, business logic, security, and audit functionality !

SAP ESS utilizes the same database. No dual maintenance or reconciliation is required.

SAP ESS inherits SAP’s international architecture, with its unsurpassed language and currency management capabilities. It takes full advantage of SAP’s global capabilities, including country localization.

SAP ESS can be used with the Netscape Navigator and MS Internet Explorer, and can be implemented on Windows, Macintosh, and Unix if the appropriate Internet Browser is used.

SAP ESS has an intuitive, user-friendly interface. No training is required. The user is presented with simplified information.

The SAP ESS main menu can be customized and enhanced. The Internet templates are easily adaptable to match the look and feel of company intranet and corporate identity.

TERP10

12-53

>)$/+2-$*")%?*$@%<$@/2%&66.*'-$*")%!"76")/)$#

8-$/2*-.#%8-)-+/7/)$ 4/2#"))/.% 1/5/."67/)$

,-./#%-)0% 1*#$2*3($*")

!"#$%&''"()$*)+

92-*)*)+%-)0%:5/)$ 8-)-+/7/)$

;/-2)*)+%,".($*") ďŁŠ SAP AG 2006

4/2#"))/. &66"*)$7/)$%!-./)0-2 &07*)*#$2-$*")

9*7/%8-)-+/7/)$

<2+-)*=-$*")-. 8-)-+/7/)$

Integration with other application components facilitates direct, efficient data exchange. This data can be further processed in !"#$%$%&'#%(')*+%,'-#%#&+.+%,/

0#1+2'#%('3$2,"$45,$6%7Billing of attendance fees, use of attendee types 852,6.+"'and 86%,#8,'9+"26%

-#,+"$#12'-#%#&+.+%,7Use of materials from the material master as resources for business events, generation of purchase requisitions and material reservations

:+"26%%+1'3+*+169.+%,7Check for and transfer of qualifications, use of appraisal systems from Personnel Development

!$.+'-#%#&+.+%,7Recording and checking of attendance (for internal event attendees and instructors)

;"&#%$<#,$6%#1'-#%#&+.+%,/Use of organizational units as attendees and organizers of business events

:+"26%%+1'=(.$%$2,"#,$6%:Use of 9+"26%2'from the HR Master Data as attendees and instructors

=996$%,.+%,'>#1+%(#"7Automatic generation of entries in the Appointment Calendar for attendance bookings and instructor activity

0=:'?%6@1+(&+'A#"+B652+: Display of information material from the ?%6@1+(&+'A#"+B652+ (training materials, documentation, videos, etc.) in !"#$%$%&'#%(')*+%,'-#%#&+.+%, and its SelfService applications

>62,'=8865%,$%&: Internal activity allocation of attendance fees and instructor costs, cost transfer posting for business event costs

ÂŠ SAP AG

TERP10

12-54

!"#$%&'()**)*+$,'-.($/0112&3

F'0$2&)$8'=$25:)$6'+ ! 4)*(&.5)$67)$52*.($50*.8)**$-&'()**)*$'9$ !0128$"2-.62:$#282;)1)86$ ! 4.*(0**$67)$<)3$.86);&26.'8$-'.86*$=.67$'67)&$ 13/>% ?@%$-&'()**)* ! AB)86.93$67)$0*)$28B$5)8)9.6*$'9$?1-:'3))$/):9$ /)&C.()$D?//E

 SAP AG 2006

TERP10

12-55

!"#$%&'()*+(,*-(+./0'01*2$#'3*456"3&'7"0

-&*&?"*3$(3.;0'$(*$9*&?'0*&$#'3@*/$;*A'..*5"*+5."*&$1 ! 8'0&*$#&'$(0*9$%*%"#$%&'()*:;<+(*=+#'&+.* >+(+)"<"(&*'(9$%<+&'$(

 SAP AG 2006

TERP10

12-56

+,A$%()"=*BC,%C),4 3$42 01$2

01'(2

3$4*&.612

01,%,2

0152

0)(1*41'(2

!"#$%&'()$"* !"#$%&'()$"* +,-.)%,&,"(/ +,-.)%,&,"(/

8('":'%: +,A$%(/

3!8

<'"'=,%>/* ?,/@($A

9:*3$6* ;.,%5

7./)",//* 0'%,1$./,

ďŁŠ SAP AG 2006

"#!$%&!'()*+ enables you to create reports. As of 4.6C, Ad Hoc Query is integrated into SAP Query. Although it is called InfoSet Query in other mySAP ERP components, it remains Ad Hoc Query within the Human Resources component.

You can access ,-./#.*#!*)0%*-,!from the SAP Easy Access Menu or using general report selection.

The $(1./!2),%(*&),!3/4%*1.-5%/!6+,-)1!(HIS)!makes it easy for you to request and start all HR reports within Structural Graphics.

7./.8)*9,!:),;-%0 is a tool specifically for managers in which they can analyze and change data.

The <(,5/),,!=.*)>%(,)!is an independent system in which analyses can be performed. SAP delivers business contents in the form of Business Content.

ÂŠ SAP AG

TERP10

12-57

!"#$%&'()$"*+,-(.&*/.0$%(-

ďŁŠ SAP AG 2006

In addition to tools for creating reports, SAP also provides a large number of important standard reports for all SAP applications. The reports are started from the main information system in the SAP Easy Access Menu or from an information system of a component or subcomponent.

After the information system for human resources has been called, a standard report can be started or you can create a report with a tool (Ad Hoc Query, SAP Query, HIS). Reports that are created using the Ad Hoc Query or the SAP Query can be saved and added to the standard report structure. You can change standard reports in Customizing.

Before a specific report can be accessed, different hierarchy levels must exist in each component. Usually, the reports can be found at the lowest level of the information system from where you can execute them.

ÂŠ SAP AG

TERP10

12-58

!"#"$%&()*%(+,-. 89".,":;%),0%1%)"#9)<5#6,3-#)6",";-$ =(%&>(.%63<36)(%;%6,3-#)-<),0%1% 6",%$-&3%()"#9)<5#6,3-#( ?#,%&.&3(%>(.%63<36)3#3,3";)(6&%%#).-((3:;%) @:"6+$&-5#9).36,5&%)"#9)%#,%&.&3(%);-$-A 25(,-13B3#$)C3B"&9

!"#"$%&'()*%(+,-.

/0%1%)2",%$-&3%(

45#6,3-#)73(, ! G%.-&,(

! ?1.;-D%% ! E&$"#3B",3-#

! M%&(-##%;)*%N%;-.1%#,

! 2-(,()"#9)F59$%,

! /&3.( ! OP

! G%6&53,1%#, ! H.%63";)8&%"(

! 2-(,)2%#,%&)866-5#,3#$ ! G%L53&%9)M-(3,3-#( ! 2-1.%#(",3-#)!"#"$%1%#,

! I-&+<;-C)J#:-K

 SAP AG 2006

The initial screen provides an overview of the default main scenario in Manager’s Desktop, which consists of the five theme categories listed above and their function lists. In Customizing, you can use function codes to organize these categories into customer-specific hierarchies. The categories can also be enhanced with customer-specific functions.

Furthermore, the user can deactivate unnecessary categories and functions on the initial screen and on the various screens of the different application components. It is always possible to switch between user settings and standard settings.

The initial screen can be adapted to customer-specific requirements in Customizing. For example, it can be enhanced with an enterprise logo and/or background picture.

TERP10

12-59

!"#$%&'()*+(,*-(+./0'01*2$#'3*4566+%/

<$5*+%"*($=*+>."*&$1 ! 7'0&*$#&'$(0*8$%*%"#$%&'()*956+(*:+#'&+.* ;+(+)"6"(&*'(8$%6+&'$(

 SAP AG 2006

TERP10

12-60

!"#$%&'$()*$+&,$%$-.#.%*/&0%)*&1"##$23

C6"&$2.&%6>&$;+.&*6/ ! 4.5)%.&62-$%)7$*)6%$+&8*2"9*"2.8&)%&!"#$%& '$()*$+&,$%$-.#.%*& ! ,$%$-.&.#(+63..&2.962:8&& ! 4.892);.&;$8)9&;"8)%.88&(269.88.8&)%&*<.&$2.$& 65&!"#$%&'$()*$+&,$%$-.#.%* ! =:.%*)53&*<.&)%*.-2$*)6%&(6)%*8&>)*<&6*<.2&?@A& (269.88.8 ! ?B(+$)%&*<.&2.(62*)%-&$%:&$%$+38)8&*66+8&)%& !"#$%&'$()*$+&,$%$-.#.%*

 SAP AG 2006

TERP10

12-61

TERP10

12-62

!"#$%&'#'( ( )*&+,(-./0*(102&+03(40*05#/#*+(( 672&%,(8$50*&90+&7*03(:+$.%+.$#'( At the conclusion of these exercises, you will be able to: •

Set system defaults and parameters relevant to HR.

•

Create a new organizational unit and position.

Due to the growth in your company, new organizational units and positions need to be created.

1-1

Extend the existing organizational plan for the IDES company and change the organizational unit “Internal Services” 1-1-1

For the !"#$%"&!%'($)*$+%'$(*,!, enter 01.01. of the current year and up to 1 year in the future.

1-1-2

Create the organizational unit --%./%.0'1$0$&#"#*,& in the organizational unit “Internal Services”. Enter “PI_##” as the short description and “## Project Implementation” as the description of your new organizational unit.

1-1-3

Create the position --%2&3*&$$(%%based on the job 50000074 Engineer . Mark this position as 4"&"3$(%,5%,+&%,(3"&*6"#*,&"1%7&*#. Enter “PE_##” as the short description and “## Engineer” as the description of your new position. Mark. “Head of own department”.

TERP10

12-63

TERP10

12-64

!"#$%&'#'( ( )*&+,(-./0*(102&+03(40*05#/#*+(( 672&%,(!/2378##(9#%7$:'( At the conclusion of these exercises, you will be able to: •

Set system defaults and parameters relevant to HR.

•

Review master data for a current employee.

•

Hire a new employee to fill a position.

The HR department regularly reviews data for current employees. In addition, now that a new organizational unit has been setup, HR will be hiring new employees to fill the additional positions

2-1

Display the personnel data for employee Dave Demmerle, personnel number 100002, to answer the following questions. 2-1-1

In which company structures does Dave Demmerle belong? Company Code: Personnel Area: Personnel Subarea: Employee Group: Employee Sub-group: Payroll Accounting Area: Position: You can display all available tabs at any time by selecting the “Other menu” button to the right of the tabs. When you click on this button, a drop down menu appears listing all available tabs. Clicking the desired menu item switches to that tab’s display.

2-1-2

How many hours does Dave Demmerle work per week? Weekly Working Hours

TERP10

12-65

2-1-3

What types of leave and how many days may Dave Demmerle take? You can always find an infotype by entering part of its name in the !"#$%&'( field and choosing )*+',-&. The system then creates a dynamic list of all infotypes that include this search string in their title. If only one infotype matches the search string, it is immediately displayed. You can also enter the exact number of the infotype you require in the !"#$%&'( field, assuming that you know it already.

2-1-4 2-2

Exit the Employee Record.

Hire a new employee with personnel number 900## at the beginning of the current year to fill the engineerâ&#x20AC;&#x2122;s position created in the previous exercises. ! "#$#$%#&!'(!)*+#!%#',##-!#*./!0-1('23#4!

! 2-2-1

Enter the following data for the Personal Actions hire infotype: !"#$%&'()#&

2-2-2

*+,-.&/(.(&

Personnel area

1000

Employee group

1 (Active)

Employee subgroup

Enter the following data for the Hire infotype: !"#$%&'()#&

ÂŠ SAP AG

*+,-.&/(.(&

Start

First of the actual month and year

Last Name

Your choice

First name

Your choice

Birthday

Your choice

Position

The number of the position from the previous exercise

TERP10

12-66

2-2-3

Enter the following data for the Create Personal Data infotype: !"#$%&'()#& Mar. status

*+,-.&/(.(& Single

Save your entries. 2-2-4

Save the data on the Create Organizational Assignment infotype. Save default values.

2-2-5

Enter the following data for the Create Addresses infotype: !"#$%&'()#&

*+,-.&/(.(&

Adress Type

Permanent residence

House number Street

Your choice

Postal Code

20000

City

Hamburg

!"#$%&'()%$*+),$-.& 2-2-6

Enter the following data for the Create Planned Working hours infotype: !"#$%&'()#& Daily working hours

*+,-.&/(.(& 8 hours

!"#$%&'()%$*+),$-.& 2-2-7

Enter the following data for the Create Basic Pay infotype: !"#$%&'()#&

*+,-.&/(.(&

Group

01 by use of the input help (F4)

MC10

3000

MC20

MC30

500

!$/$0+%0(1#%+'%0'*+,*($& 2-2-8

You can skip the following infotypes by selecting the yellow arrow to the right (next record) button.

2-2-9

Save the Create Absence Quatas Infotype with the default values! Select "#$% to continue!

2-2-10 Save the Create Travel Privileges Infotype with the default values. !$/$0+%0(1#%+'%0'*+,*($.%12,-%3,//%0/'-$%+2$%2,),*4%"0+,'*.&

ÂŠ SAP AG

TERP10

12-67

TERP10

12-68

!"#$%&'#'( ( )*&+,(-./0*(102&+03(40*05#/#*+(( 672&%,(-./0*(102&+03(8$7%#''#'( At the conclusion of these exercises, you will be able to: •

Book the new employee for word processing training.

•

Enter and process the new employee’s travel expenses.

•

Enter training attendance/time data for the new employee.

To be competitive and to gain knowledge, employees within your company may attend training classes. Employees may also incur travel costs either by attending training courses or by visiting other company sites. As a project team member, you need to understand the processes of booking attendance in training courses and recording trip costs. 3-1

You want to send employee 900## to a Business Ethic class. This course is scheduled throughout the current year. It is listed under Management and Leadership Development. 3-1-1

Book the employee 900## to the Business Ethic class. After assigning him to the class click the Book/Payment info and mark “Free of charge” in the settlement type area. Save your entries.

3-2

Your employee attended the Business Ethic training course and incurred travel expenses. Enter a travel expense report for employee 900##. 3-2-1

Enter the trip costs based upon the following receipts: !"2(69(

:/7.*+(

1.$$*%9(

FLUG

500

EUR

HOTL

150

EUR

TELE

EUR

You may have to enter additional data for some entries such as a description and location. Trip Number _____________________________________ Note the Reimbursement Amount

TERP10

12-69

TERP10

12-70

!"#$%&'#()! *('&+!,%-.(!/.0'&.$!1.(.23-3(&! 4#0'5+!672.('8.&'#(.$!"&7%5&%73)!

1-1

Extend the existing organizational plan for the IDES company and change the organizational unit “Internal Services” !"#$%&'()*"+,()&!&-+.$%/0$1/*%$2&3$%$.(#(%1&!&-+.$%/0$1/*%$2&42$%&!& -+.$%/0$1/*%&$%5&61$77/%.&!&89$%.(&9::61;<! 1-1-1

For the !"#$%"&!%'($)*$+%'$(*,!, enter 01.01. of the current year and up to 1 year in the future. Select the -"#$%"&!%.($)*$+%.$(*,! icon and enter the dates from above. Then select the /0$12#$ icon. In the 3*&!%45%section, double click on -+.$%/0$1/*%$2&:%/1;! In the Find 6(7"&*8"#*,&"9%2&*# dialog box, enter <%1(+%$2&6(+=/,()&in the :*#;% &"<$%field. Select 3*&!=% Choose <%1(+%$2&6(+=/,(&>?) from the results list;&

1-1-2

Create the organizational unit >>%?@%?<'9$<$&#"#*,& in the organizational unit “Internal Services”. Enter “PI_##” as the short description and “## Project Implementation” as the description of your new organizational unit. 3$+@&19(&*+.$%/0$1/*%$2&"%/1&A<%1(+%$2&6(+=/,(B&$%5&,2/,@&*%&19(&A8+($1(B& <,*%;&89**)(&19(&A-+.$%/0$1/*%$2&:%/1B&<,*%&/%&19(&7*22*C/%.&C/%5*C;! D%1(+&4<EFF&$)&19(&$GG+(=/$1/*%&*7&19(&*+.$%/0$1/*%$2&"%/1&$%5&AFF&4+*H(,1& <#I2(#(%1$1/*%B&/%&19(&5(),+/I1/*%&*7&J*"+&%(C&*+.$%/0$1/*%$2&"%/1;!

1-1-3

Create the position >>%/&7*&$$(%%based on the job 50000074 Engineer . Mark this position as A"&"7$(%,B%,+&%,(7"&*8"#*,&"9%2&*#. Enter “PE_##” as the short description and “## Engineer” as the description of your new position. Mark. “Head of own department”. 3$+@&19(&*+.$%/0$1/*%$2&"%/1&AFF4+*H(,1&<#I2(#(%1$1/*%B&$%5&,2/,@&*%&19(& A8+($1(B&<,*%;&89**)(&19(&A4*)/1/*%B&<,*%&/%&19(&7*22*C/%.&C/%5*C. D%1(+&4D<EFF&$)&19(&$GG+(=/$1/*%&*7&19(&I*)/1/*%&$%5&AFF&D%./%((+B&/%&19(& 5(),+/I1/*%&*7&J*"+&%(C&I*)/1/*%;! D%1(+&19(&H*G&%"#G(+&KLLLLLMN&/%&19(&7/(25&AO*GB;! 3$+@&19(&72$.&A!($5&*7&*C%&*+.$%/0$1/*%$2&"%/1B;! 6$=(&J*"+&(%1+/();!

TERP10

12-71

TERP10

12-72

!"#$%&"'() *'&%+),$-.')/.0&%.#)1.'.23-3'%)) 4"0&5+)6-0#"733)835"9:()

2-1

Display the personnel data for employee Dave Demmerle, personnel number 100002, to answer the following questions. !"#$%&'()*"+,()&!&-(+)*%$.&/$%$0(#(%1&!&23#4%4)1+$14*%&!&!'&/$)1(+&5$1$&!& 54)6.$78;<=>?@) 2-1-1

In which company structures does Dave Demmerle belong? 9%1(+&1:(&6(+)*%%(.&%"#;(+&<====>&!&?:**)(&@%A*&B76(&CD+0$%4E$14*%$.& 2))40%#(%1)F&!&54)6.$7&GHIJ) ?*#6$%7&?*3(K&L===) -(+)*%%(.&2+($K&LM==) -(+)*%%(.&N";$+($K&===<) 9#6.*7((&O+*"6K&<) 9#6.*7((&N";P0+*"6K&Q<) -$7+*..&2,,*"%14%0&2+($K&QR) -*)414*%K&M==<<<LS) O*&;$,T8&) You can display all available tabs at any time by selecting the “Other menu” button to the right of the tabs. When you click on this button, a drop down menu appears listing all available tabs. Clicking the desired menu item switches to that tab’s display.

2-1-2

How many hours does Dave Demmerle work per week? ?:**)(&@%A*&B76(&C-.$%%(3&R*+T4%0&14#(F&!&54)6.$7) R((T.7&R*+T4%0&!*"+)K&S=&:*"+)! !

TERP10

12-73

2-1-3

2-1-4 2-2

Exit the Employee Record.

Hire a new employee with personnel number 900## at the beginning of the current year to fill the engineerâ&#x20AC;&#x2122;s position created in the previous exercises. & ;$:$:<$%&#2&=)*$&<$#>$$"&$)5-&,".2#34$7&

& ?@:)"&;$62@%5$6&!&A$%62""$/&8)")B$:$"#&!&C0:,",6#%)#,2"&!&?;&8)6#$%&D)#)& !&A$%62""$/&C5#,2"6&!"#$%&'! 2-2-1

Enter the following data for the Personal Actions hire infotype: ()*+,!-./*!

01234!5.4.!

Personnel area

1000

Employee group

1 (Active)

Employee subgroup

!"#$%&#-$&4$%62""$/&"@:<$%&EFFGG&,"&#-$&A$%62""$/&"@:<$%&.,$/07&H6$&#-$& 64$5,.,$0&*)/@$6&)<2*$&,"&#-$&)5#,2"&#34$&-,%$7&! 8)%9&#-$&)5#,2"&#34$&'?,%$+&)"0&5-226$&!I$5@#$&#-$&)5#,2"&JKLM7! 2-2-2

Enter the following data for the Hire infotype: ()*+,!-./*!

01234!5.4.!

Start

First of the actual month and year

Last Name

Your choice

First name

Your choice

Birthday

Your choice

Position

The number of the position from the previous exercise

Personnel SubArea

Choose Entry with F4 help

H6$&#-$&64$5,.,$0&*)/@$6&)<2*$&,"&#-$&-,%$&,".2#34$7&! =)*$&32@%&$"#%,$67! ÂŠ SAP AG

TERP10

12-74

2-2-3

Enter the following data for the Create Personal Data infotype: !"#$%&'()#& Mar. status

*+,-.&/(.(& Single

!"#$%&#$"'#()*)#+$,-./#"$-01,#$)2$%&#$34#-%#$5#4"12-.$6-%-$)2*1%7'#8$& 9-,#$71/4$#2%4)#"8& 2-2-4

Save the data on the Create Organizational Assignment infotype. 9-,#$+#*-/.%$,-./#"8& 312*)4:$%&#$;6#.):)%$,-(-2(7<$=)2+1=$=)%&$;7#"<8&

2-2-5

Enter the following data for the Create Addresses infotype: !"#$%&'()#&

*+,-.&/(.(&

Adress Type

Permanent residence

House number Street

Your choice

Postal Code

20000

City

Hamburg

3&11"#$>+4#""$?7'#$;@<$'#4:-2#2%$4#")+#2(#8$A2%#4$%&#$"'#()*)#+$,-./#"$ -01,#$)2$%&#$;34#-%#$>++4#""#"<$B2*1%7'#8$& 9-,#$71/4$#2%4)#"8& 2-2-6

Enter the following data for the Create Planned Working hours infotype: !"#$%&'()#& Daily working hours

*+,-.&/(.(& 8 hours

A2%#4$%&#$"'#()*)#+$,-./#"$-01,#$)2$%&#$;34#-%#$5.-22#+$C14D)2E<$B2*1%7'#8$& 9-,#$71/4$#2%4)#"8& 2-2-7

Enter the following data for the Create Basic Pay infotype: !"#$%&'()#&

*+,-.&/(.(&

Group

01 by use of the input help (F4)

MC10

Amount: 3000

MC20

Number/Unit: 10

MC30

Amount: 500

3&11"#$%&#$#2%47$F@$)2$%&#$*)#.+$;E41/'<8$612G%$'4#""$#2%#48$A2%#4$%&#$ "'#()*)#+$,-./#"$-01,#$)2$%&#$=-E#$%7'#$*)#.+"8$& 54#""$;A2%#4<8$312*)4:$%&#$=-42)2E$07$'4#"")2E$;A2%#4<$-E-)28& 9#.#(%$0(1#$%1$(12%)2/#&

ÂŠ SAP AG

TERP10

12-75

2-2-8

You can skip the following six infotypes by selecting the yellow arrow to the right (next record) button. !"#$%&'(%)(*&%+#*%,)-.&/$(+%0/%1+#)2%&'(%34(*&%5(6.789%,6.):%,2).7(%;<7)#)2+:%!

2-2-9

Save the Create Absence Quatas Infotype with the default values Select !"#$ to continue%

2-2-10 Save the Create Travel Privileges Infotype with the default values. !(=(6&%"#$%%&.%6.)&#)1(:%>'#+%;#==%6=.+(%&'(%'#7#)2%<6&#.):!

ÂŠ SAP AG

TERP10

12-76

!"#$%&"'() *'&%+),$-.')/0("$120()) 3"4&2+),$-.')/0("$120)51"20((0()

3-1

You want to send employee 900## to a Business Ethic class. This course is scheduled throughout the current year. It is listed under Management and Leadership Development. !"#$%&'()*"+,()&!&-+$.%.%/&$%0&12(%3&4$%$/(#(%3&!&533(%0$%,(&!&533(%0$%,(& 4(%"&65!789) 3-1-1

Book the employee 900## to the Business Ethic class. After assigning him to the class click the Book/Payment info and mark “Free of charge” in the settlement type area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

TERP10

12-77

3-2

Your employee attended the Business Ethic training course and incurred travel expenses. Enter a travel expense report for employee 900##. !"#$%&'($!$)(*+'$,&--.(/0&-$!$1/+2&3$%+'+4&*&'5$!$1/+2&3$%+'+4&/! 3-2-1

Enter the trip costs based upon the following receipts: "#$!%&!

'()*+,!

-*..+/&!

FLUG

500

EUR

HOTL

150

EUR

TELE

EUR

You may have to enter additional data for some entries such as a description and location. 6'5&/$7.(/$#&/-.''&3$'(*8&/$9'$5:&$;.33.<9'4$<9'=.<$+'=$0.';9/*$5:&$&'5/7$ <95:$&'5&/>! ?:..-&$5:&$90.'$@?/&+5&$1/+2&3$6AB&'-&$,&B./5C>! 6'5&/$!5+/5$.;$1/9B$+'=$59*&D$E.(/$0:.90&! 6'5&/$6'=$.;$1/9B$+'=$59*&D$E.(/$0:.90&! F9/-5$G&-59'+59.'D$E.(/$0:.90&! ,&+-.'$;./$1/9BD$E.(/$0:.90&! H'$5:&$&AB&'-&$/&0&9B5$-&059.'$&'5&/$5:&$5/9B$0.-5-$-B&09;9&=$+8.2&>$! ";5&/$7.($&'5&/&=$5:&$+8.2&$=+5+I$-+2&$7.(/$&'5/9&->! J.5&$5:&$$5/9B$'(*8&/D$H'=929=(+3$'(*8&/>! K.$8+0L$.'&$-5&B>$! Note the Reimbursement Amount in the Travel Manager Overview.

ÂŠ SAP AG

TERP10

12-78

!"#$%&'()%*+',-"./"% 1.

Determine whether this statement is true or false. A job represents a unique classification of responsibilities in your organization and is used in defining positions.

Determine whether this statement is true or false. The employee group is an organizational unit defined for the purposes of payroll accounting.

What are the three structures that you define in Human Capital Management? _________________________________________________________ _________________________________________________________ _________________________________________________________ _________________________________________________________

Determine whether this statement is true or false. When an infotype is updated, the old data is lost.

Fill in the blanks to complete the sentence. The steps in Cross-Application Time Sheet process are: and .

ÂŠ SAP AG

TERP10

12-79

TERP10

12-80

!"#$%&'$! 1.

Determine whether this statement is true or false. A job represents a unique classification of responsibilities in your organization and is used in defining positions. "#$%&'(!)'*&!+!,!-./!'&0'&$&#1$!,!*#23*&!45,$$2624,12.#!.6!'&$0.#$2/25212&$!2#!7.*'! .'8,#29,12.#!,#:!2$!*$&:!2#!:&62#2#8!0.$212.#$;

Determine whether this statement is true or false. The employee group is an organizational unit defined for the purposes of payroll accounting. "#$%&'(!<,5$&;!!!)=&!&>05.7&&!8'.*0!2$!,!8&#&',5!:2?2$2.#!.6!&>05.7&&$;!!!)=&! 0,7'.55!,44.*#12#8!,'&,!2$!*$&:!6.'!1=&!0*'0.$&$!.6!0,7'.55!,44.*#12#8;!!

What are the three structures that you define in Human Capital Management? "#$%&'(!@#1&'0'2$&A!B&'$.##&5A!,#:!C'8,#29,12.#,5!$1'*41*'&$;!

Determine whether this statement is true or false. When an infotype is updated, the old data is lost. "#$%&'(!<,5$&;!!D=&#!,#!2#6.170&!2$!*0:,1&:!:,1,!2$!#.1!5.$1;!!E#$1&,:A!21!'&>,2#$!2#! 1=&!$7$1&>!$.!1=,1!7.*!4,#!0&'6.'>!=2$1.'24,5!&?,5*,12.#$;!!@,4=!2#6.170&!2$!$1.'&:! %21=!,!$0&42624!?,52:217!0&'2.:;!

Fill in the blanks to complete the sentence. The steps in Cross-Application Time Sheet process are: and .

"#$%&'(!)2>&!F,1,!@#1'7A!G&5&,$&A!"00'.?,5A!,#:!)',#$6&'! 6.

Fill in the blanks to complete the sentence. The pages of a personnel file that make up an employeeâ&#x20AC;&#x2122;s master data record and that are created via a personnel action are called ____________. "#$%&'(!E#6.170&$;!! H*>,#!I,021,5!J,#,8&>&#1!=,$!=*#:'&:$!.6!$1,#:,':!2#6.170&$;!!I*$1.>!*$&'K :&62#&:!2#6.170&$!4,#!/&!4'&,1&:;!E#6.170&$!4,#!/&!4'&,1&:!?2,!0&'$.##&5!,412.#$!.'! >,2#1,2#&:!2#:2?2:*,557;!!!

ÂŠ SAP AG

TERP10

12-81

TERP10

12-82

!"#$%&'(')&(*+$, %&'(')&(*$-))./'0&'1

A.'02'0+B ! ".*2$.3$%&'(')&(*$-))./'0&'1 ! 451('&6(0&.'(*$7282*+ ! 92'25(*$72:125 ! -))./'0+$#(;(<*2 ! -))./'0+$"2)2&8(<*2 ! %&=2:$-++20$-))./'0&'1 ! #52>(52$%&'(')&(*$?0(02@2'0+

 SAP AG 2006

TERP10

13-1

!"#$%&'(')&(*+$, %&'(')&(*$-))./'0&'12$3'&0$4567)0&87+

-0$0;7$).')*/+&.'$.@$0;&+$/'&0I$A./$C&**$57$(5*7$0.2 ! !9:*(&'$0;7$.<1('&=(0&.'(*$+0</)0/<7+$('>$?(+07<$ >(0($.@$%&'(')&(*$-))./'0&'1$ ! !9:*(&'$0;7$@/')0&.'(*&0A$.@$0;7$B7C$D7'7<(*$E7>17< ! #7<@.<?$0A:&)(*$())./'0&'1$0<('+()0&.'+$&'$0;7$ (::*&)(0&.'$).?:.'7'0+$.@$%&'(')&(*$-))./'0&'1 ! F>7'0&@A$0;7$&'071<(0&.'$:.&'0+$C&0;$G(*7+$('>$ H&+0<&5/0&.'I$J(07<&(*+$J('(17?7'0I$('>$K.'0<.**&'1 ! 3'>7<+0('>$%&97>$-++70$-))./'0&'1$ ! #<7:(<7$@&'(')&(*$<7:.<0+

 SAP AG 2006

TERP10

13-2