1. Which characteristics does a day with day type 1 have?
Its OFF and Paid
2. Can a posting run be deleted?Yes It can be reversed before the Bank transfer.Once the transfer is done the pay menets need to be adjusted in the next payments.
3.What activities are possible when the payroll control record is set to " Released for Payroll "?When you set the status to Released for pay roll "\\\' you cant make any changed to master data. Its actully released for pay roll
4.How does the system know when to trigger retrocative accounting for a particular employee?You have to mention the retro active accounting date in IT 0003 in the relevant feild. other wise it will take the earliesr hiring date.
5.Is it possible to branch directly from the payroll log to maser data and time data maintenance?Yes you can go in a seperate sessions.
6.How to create payroll area, pay scale types and levels for different employee group and subgroup?To create Payroll Area you need to go to PM-PA-Organisation Assignment - Create Payroll Area-Check Default Payroll Area To create Payscale Type and Payscale Area u need to follow : PM-PA-Payroll Data-Check Payscale type/ Check Payscale Area Payscale Levels and groups are created while doing the step Revise Payscale groups and levels and Define Salary
7.What did you do with symbolic accounts while posting payroll data to Accounting?
Symbolic accounts are used for transferring employee payables , wages, and other payment related details for finance, as to allocate the payment to be taken into account for Company GL Accounts and others. Posting of all the wage types is done through Symbolic Accounts. It does not send wage types to finance. Symbolic accounts are indirect integration between HR and FI.
8.What are dynamic actions and how to configure it?
Ans) Dynamic actions are performed automatically by the system, depending on certain conditions. If maintaining one infotype has an effect on another infotype, the system automatically displays the second infotype for processing.
Dynamic actions can run in the background i.e. the user does not see the run on the screen.
A change in one field of an infotype might require, that certain other infotype be updated at the same time. The details can be specified as a dynamic event. It is automatically triggered by the system.
*Examples: *
The Personal Data infotype is newly created, and the Number of children field is filled. Once the record is saved, the system automatically displays the Family/Related Person (0021) infotype and the Child subtype (2) for processing. An employee is hired, and the probationary period is entered in infotype Contract Elements. Once this information is saved, the system automatically displays a record from the Monitoring of Dates (0019) infotype and the subtype Expiry of probation (1) for processing.

9. What is the use of INFOGROUPS?
The infotype group (commonly known as infogroup) guarantees that during the personnel action, all information needed for the business processes is stored. The infogroup is processed when you perform a personnel action. - An infogroup exists in the standard system for every personnel action type. - In Customizing for Personnel Administration, you can tailor the make-up of the various infogroups to the requirements of your company. - You can define infogroups as user-group dependent. Infogroups are used in Personnel Actions to define a set of sequencial infotypes that you would be using while performing an action. For example, when you hire, you would want to use IT0000,0001,0002,0006,0007,0008 etc in a sequence- in a particular order. So define an Infogroup for this purpose which contains all these infotypes, their order of execution and the user groups it is applicable for. Then you assign this infogroup to the action that you had defined.
10. What is PROCESSING CLASS, where we do them and why?
Wage type characteristic that determines how processing is conducted during the payroll run.
11. What is controlling area, what does it do, and how were is it assigned ?
Controlling area is under of FI person which helps to set for costing purposes also based on thses fiscal variant is set.

Q:Payroll Results
How do you post the payroll results to FICO? I created one symbolic account and assigned the
same to Salaries GL Account and then completed the other configuration steps needed to complete
the procedure. However, when I tried to run the simulation for posting to FICO, I got the message
“Document is not generated”.
A: If you have selected “Output Log” at the beginning of your configuration procedure, it will tell you at the bottom part what went wrong.

Q:Components
What is the basis of valuation of certain wage components such as Provident Fund? Where does
one configure it? A corollary question is what if another component – i.e., Special Allowance is
made as basis of calculation at another time? How is this configured?
A: Go to view V_T511 wage type char and read the F1 help for field Indirect Evaluation module. Module PRZNT will be applicable in this case. Also read help for V_T539J. Both these nodes can be found under Payroll Date>Basic Pay.

Q: Payroll Simulation
How do I correct the payroll simulation entry and check the correctness of our master data? What if one
hundred employees get rejected due to error 167-process health plans. What does the following error
mean?
“No entry for plan DENT/cost variant.
FMDN/key////x00000000000000”
A: You should check for the cost element associated and the validity of cost rule for this plan. To do this,
check your configuration under Benefits>Plans>Health Plans>Define cost variant and define cost rules.
Q:Leave Quota
How do I make sure that if an employee goes over the limit of a leave quota , the future leave accrual will be
reflected accurately?
A:Configure the negative deduction and check these through the rules.
Q:IT0015
I need to capture a reason in additional payment IT0015. The reason code is “save” in this infotype.
I tried to capture for reason A Example to ADDWT 9999 if Reason ADDWT9998. How can I check the
reason in IT0015 for accuracy?
A: You can try using this to start with: ‘TABLEP0015> VARGBPREAS’
Then, use the variable key to define the different reasons.
Q:Payroll Simulation
Why is the system not picking up the values changed this month by default during payroll simulation? However, when I tried last month’s retro date, it picks up correctly. How can this issue be corrected?
A: You can check the “Earliest MD change” date on infotype 0003. If you have done that already and
payroll simulation still doesn’t function by default, then there is a problem with your infotype and/or wage type
retro settings. Check table T582A.
Q:Single Payroll
Is it possible to configure a single payroll to pay an individual in multiple currencies?
A: No. The system can be configured to pay in multiple currencies but not to pay an individual in multiple
currencies.

Scenario Based Interview Questions

Q: We are in the service industry and have employees working in multiple cities on the same day. The system seems to allow one taxing authority per day. But the taxing authority needs to be picked up from the Service Order ideally . Can we achieve this?(US Payroll)A: You can create multiple infotypes 0208 (work tax area) for the same employee and the same day. Use the 'allocation percent' field . There is no integration however between time management and the work tax area. You may copy infotype 0208 to IT 9208. Infotype 0208 may be used to store the default work tax area and IT 9208 may be used to store the multiple work tax area. Create IT 9208 based on data from your external time management system.

Q: We want to make a copy of an organizational structure from one plan variant to another. This copy should include all assignments like purchasing groups to organizational units made in PFOM . Can we do this?
A: Make sure that the plan number is established through the IMG. (And that it is not the active plan.)
Go Human Resources -> Organizational Management Tools -> Plan version -> Copy.
It runs RHCOPL00. All or any portion of the plan maybe copied and manipulated and then copied back in to the active plan.

Q: We have multiple ORGs as we have many subsidiaries of our Parent company. These subsidiaries are defined as ORG and are assigned an ORG-ID. Within each ORG, we have Divisions (e.g. Human Resources, Finance, Materials etc.) and within each division we have Departments (e.g. Payroll, Labor Relations, etc.). We plan to use Personnel Development( PD). What is that we have to consider in this case?
A: You have to consider how the company wants to see its reports while designing the HR organizational structure in PD. You have address the question: for headcount or regulatory reports to which level does the company need to report, to the division, department, group or team level. You have to design the SAP organizational structure to support the lowest level required. Lower the more levels of detail, the more maintenance required.
Q. What is IT 41 used for? How to default IT 41?
Ans: Date Specifications (Info type 0041). The following information is recorded in the Date Specifications info type (0041). The Date type specifies the type of information. A concrete Date type (specified by the user) is used in a series of reports, for example to evaluate an entry date that cannot be derived from the organizational assignment history but which is stored in the Date Specifications info type (0041). This info type can be used in payroll as well as for the leave program. The standard system contains twelve combinations of Date type and Date. If the requirement is more than twelve date specifications for an employee at the same time, then the time constraint 3 is used.

Detailed Interview Questions Personal Administration

I have decided to answer all the questions directly to begin with now that you have some fundamentals explained and then go ahead with more discussions

1.What are info types ?

Infotypes, known as information types are units of human resources information formed by grouping related data fields together. These are represented in the sap hr system by a unique 4 digit number eg. Personal Data (0002), Address (0006) etc. All customer infotypes fall in the number range from 9000 to 9999. The fields in the infotype would vary based on the country grouping for eg. if any employee belongs to country grouping 10 then he would have the SSN no field in the Personal Data infotype which would not be seen in same infotype for country grouping 99.

Infotype no	SAP HR sub module
0000-0999	Personal Administration (HR Master Data)
1000-1999	PD Infotypes ( OM etc)
2000-2999	Time Infotypes
4000-4999	Recruitment Infotypes

PERSONNEL ACTIONS& HIRING ACTION

2.What are personnel actions? What is the transaction for executing personnel actions?

Personnel Actions are the events of an employee's employment history within the organization beginning from hiring an employee to termination of the employee.Each of these events need specific information to be captured. This is achieved in sap hr by grouping together infotypes called as infogroup which appear one after another in sequence to capture/change information in the infotypes whenever the personnel action is executed. Personnel Actions are executed by transaction pa40.

3.What are the important info types for a hiring action?

The important infotypes for executing a hiring action are.

Infotype Number	Hiring Action Sequence
0000	Actions
0001	Organizational Assignment
0002	Personal Data
0003	Payroll Status ( automatically maintained by sap)
0006	Address
0007	Planned Working Time
0008	Basic Pay
0009	Bank Details
0016	Contract Elements
0041	Date Specifications
2006	annual leave & sick leave

Note ->0003- Payroll Status ( this is automatically maintained by the sap system and not required to be maintained in the info group for hiring)
Note ->0007-Planned Working Time should always be maintained before infotype 0008 Basic Pay)
Note-> It is the hiring action that allows you to assign an employee to the hr structures.

IMG & PROJECT IMG

4.5. 6 What is IMG? What is its importance? What are the functions you can execute using IMG?
What is customizing? What does customizing support?
How do you create a Project IMG? What are project views?

IMG means the implementation guide. The configurators would customize the sap hr system as per the customer requirements in the img. In the img you can create project img’s which limit the customizing nodes to the requirement of the projects and for each project img you can create multiple views like MM,SD,HR etc to get more specific. To go to the implementation guide or img from the sap easy access menu ,you have to enter transaction spro in the command line.

ENTERPRISE & PERSONNEL STRUCTURE

5.What is an enterprise structure?

The enterprise structure is one of the HR structures. The HR enterprise structure composition depends upon the hr administrative, time and payroll functions for that company. It comprises the client, company code, personal area, personnel subarea and the organization key. The hiring action assign an employee via infotype 0001- Organizational Assignment to the enterprise structure. The enterprise structure is the enterprise perspective of an employee.

6.What is a personnel structure?

The organizational personnel structure describes how the employee is positioned in the organization. This is an individual perspective of an employee in an organization. It comprises of the employee group, the employee sub group and the organization plan (org unit, position, job) for that employee. The hiring action assigns an employee via infotype 0001- Organizational Assignment to the personnel structure.

7.What is the highest level of the enterprise structure?
The client is the highest level of the enterprise structure.
8.What is company code? Is it defined in HR? If not where is it defined?

The company code is an organization unit(this is different from the hr organization unit. Different modules like SD, MM, etc have their own organization structures with their own organization units) which has its own balance sheet and profit and loss account and is defined in the FI module.

9.What are personnel areas and its functions?

Personnel (( Please note the spelling -> its Personnel (group of people)and not Personal(Individual)) Area is the sub division (understand these two words) of the company code and can represent a functional area or geographical location.These play a very important role in the time and payroll configurations. Each personnel area is unique to a company code (mark these words) and is represented by a 4 character code.

10.What are personnel sub areas and its functions?

The further divisions (understand this word) of a personnel area are defined as personnel subareas. The functions are similar to the personnel area. Each personnel subarea too is unique to a personal area (mark these words) and is represented by a 4 character code.

Hi everyone, i would be continuing with the answers to the rest of the questions as an when i get the time and try to keep this going till completion.

11.How is an employee in the HR Master data linked to a company to which he belongs?

"EMPLOYEE--->PERSONNEL AREA--->COMPANY CODE--->COUNTRY GROUPING-->CLIENT"

12.Can a personnel area be assigned to many company codes?

No. A Personnel Area can be only assigned to one company code. Many personnel areas can be assigned to the same company code but the vice versa is not true.

13.What are the indicators defined by personnel sub areas?

The indicators are all personnel sub area groupings for hr, time, payroll which are very critical to the sap hr implementation. They are also used tolimit HR authorizations.

14.How do you categorize the employee groups?

Employee groups are categorized based on employee/staff regulations of work and pay such as
1. Active
2. Retiree/Pensioner ….. and so on.
These are also used to limit HR authorizations.

15.What are employee subgroups and what are the indicators set up using employee subgroups?

Further division of the employee groups are called the employee subgroups such as under employee group 1-Active you could have employee subgroups such as AA–Hourly wage earner, AH–Salaried Employee …. And so on.The indicators are all employee sub area groupings for hr, time, payroll which are very critical to the sap hr implementation. They are also used to limit HR authorizations.

16.Employee groups are two character and employee subgroup are two character representations in the IMG. Do you support this statement?

False. Employee groups are one character and employee subgroups are two character representations.

17.In the HR Master data where are planned working times for an employee seen?
IT 0007- Planned Working Time using transaction pa51 – Display time data

18.Do I need to give country assignment to personnel sub areas in customizing? If true support the statement and if not what’s true?

No. You do not need to give country assignment to personnel sub areas. You need to give country assignments to the employee subgroups on assigning to employee groups in the enterprise structure.

HR MASTER DATA & ORGANIZATION MANAGEMENT

19.What are the various objects in an organizational plan?.

1. Tasks
2. Job
3. Position
4. Organizational unit
5. Cost Center etc

How does any company use an organizational plan?

The company organization structure and reporting structure is represented through the organization plan. The active plan version is the current plan version and the other plan versions are considered as various planning stages.Used for manpower planning. Normally plan version"01" is always made the active plan version.

12.How do you integrate OM and PA? If integration is active what happens when a position is entered in IT 0000.? What else does the system default? Can these values be changed? What is this called?

Integration of OM and PA is possible through the integration switch setting in table T770S which is PLOGI ORGA 1. If the integration is active and the position is entered in IT0000 during a hiring action , than in IT0001 the following are automatically defaulted

Percentage
Job Key
Org. Unit.
These values are greyed out and cannot be changed. This is called account assignment.

13.Are cost center assignments hierarchical? Where do you assign these in OM?

Cost center assignments are hierarchical. You assign these in the account assignment for OM objects. If your org unit in the lower hierarchy does not have a cost center assignment , than it will be assigned the cost center of the upper hierarchical org unit till one is found. For a position, if the cost center is not assigned, it will be assigned the cost center of the org unit to which the position belongs and if not found here, than it will be assigned the cost centre of the upper hierarchical org unit till one is found. These assignments can be overridden by the cost distribution (IT 0027).

14.What are attributes of objects? Is vacancy a common attribute for all objects?

Attributes of an object are the properties of the object by which it is described. The OM objects have some common attributes like Description, Relationship, Account Assignment , Work Schedule etc and some unique attributes like Vacancy assignment which is only for the OM object position.

15.What are the other additional organizational assignments?

The other additional organizational assignments are assigning the employee to administrators in org assignment infotype 0001.

16..Name the three administrators? How do you default these in IT0001?.

The three administrators are
1.Personnel Administrator
2.Payroll Administrator
3.Time Administrator

Besides these the employee can also be assigned to

4.Group Administrator
5.A Supervisor

These are defaulted through the feature PINCH.

17.What is organizational key? How many characters does it constitute? How can it be defined? What is it mainly used for?

An Organization key is a 14 character code that could be formed by the combination of parts/whole of certain field values in the org assignment infotype (0001) eg employee group, subgroup, personnel area, sub area, org unit etc. It is used for authorizations.

18.What are employee attributes and how are they classified?

The employee attributes are all the information pertaining to that employee. They are typically classified according to the HR structures to which the employee belongs such as organization structure, pay structure, and are stored in form of well defined and related information called infotypes.

FEATURES

19.What are features? What is the transaction for features?

Features are objects those that default values by quering different enterprise, personnel or data structure fields. The transaction code for features are pe03.

20.What are the features to default and in which info type ?
1. Work Schedule Rule
2. Pay Scale Data
3. Wage Type Model
4. Administrator groups

Work Schedule Rule	SCHKZ - IT0007
Pay Scale Data	TARIF - IT0008
Wage Type Model	LGMST - IT0008
Administrator groups	PINCH - IT0001

21. Number Range Intervals NUMKR( which infotype??You try and answer this one)

22. What is ABKRS?
ABKRS is the feature that defaults payroll area

23. What are the two ways of maintaining features?)

The two ways of maintaining features are use using the table method or the tree method.The experienced sap hr consultants prefer the table method of configuring a feature whereas those who worked on 4.6 and later prefer the tree method.

24.What is the infotype to store personal data for an employee?

Infotype 0002 – Personal Data is used to store personal information of an employee. In some countries you could use infotype 0077- Additional Personal Data.

25.Where are the default values for working hours per period taken from in IT 0008?

Taken from Infotype 0007- Planned Working Time. (Try and answer from which field???)

26.Maintaining a feature or its structure

In the Development(DEV) Client, use transaction PE03 to change a feature's decision table. You can use either a tree structure view or a table view. For a beginner the first one is easier to understand.

A feature provides a return value based on the decision tree using the values at the time of execution. It is similar to a PCR (or a payroll calc rule) or a decision table which many people would be familiar with.

A feature uses a data structure which is populated by the program before calling the feature. A feature may use all or some of the fields in its structure. You can see which fields can be used when you go to change/maintain a feature and then navigate to the structure. The feature / structure screen shows the usable fields highlighted. If you need to use a field not used currently, then highlight or select it. Then save it and regenerate. Then the feature's decision table can be changed to use the new field/s. The same applies if you want to use a different structure. The program that uses or calls the feature will fill the new structure, provided the data is available in the program / module / function / routine.

After changing the decision table and saving it in a transport, generate the feature. Generating the feature is required when you change it manually. Then move the transport to Quality Assurance(QA) or User Acceptance(UAT), Production and other clients. Moving transports to another system/client will automatically result in generating the feature in the target client. In older SAP versions like R/3 3.0 it was required to generate after transport.

In Test or Prod system, sometimes the feature may not have been generated; this will result in incorrect processing. This can be corrected by re-generating the feature in the relevant client.

Some features use another feature. This is indicated in the function part having 'FLDID=xxxx'; here xxx would be the secondary feature being called by the primary feature. With such features, it is possible that the subfeature is copied from client 000 when the main feature is generated. If you wish to force the feature to use the one from the config client, a trick is to change the one in the config client with an insignificant change, save it and then regenerate the main feature.

Feature is a client dependent object though it generates a program and client dependent customizing transports (not workbench transports) are used. For example, if you have a Development System with separate Dev clients for different companies, then it needs to be maintained in the development client for that company.

One development system is used for Company A client 100 and Company B client 110. Then the features need to be separately maintained in the relevant system and transported to the corresponding QA & Prod clients. In many customer installations, there are multiple clients for a Development system - e.g., 010 for Dev (ABAP objects), 100 for config, 200 for Dev Test. If you have separate client for employee/org data, then in the Test client you need to copy the transport from the conifig client with SCC1 transaction, then generate the feature.

Generating a feature will result in generating a subroutine pool member. This subroutine is called by the calling program in real time. For example, LGMST feature will result in /1PAPA/FEATnnnLGMST, where nnn is the system client number.

PAYROLL

26.Why is employee subgroup grouping for pcr significant for payroll?
27.What does collective agreement provision determine? How do you depict different payments in the system?
28.What does employee subgroup grouping for CAP allow you to assign?

The Personnel Calculation rule allows one wage type to be processed in different ways in payroll and these different ways are through the ESG for PCR and ESG for CAP. The ESG for PCR classifies which employees are to be paid on an hourly or monthly basis. The ESG for CAP further classifies these employees based on their Collective Agreement Provision as industrial workers or salaried workers (based on their worker/union agreements.)Try and understand the esg grouping for pcr and esg grouping for cap and how basic pay infotype behaves for these hourly, periodic and monthly agreements.

29.What is payscale type and payscale area?

These are used to assign the collective agreement types and areas to an employee via infotype 0008- Basic Pay. For example, payscale type “01” -> Metal Industry and payscale area “01” -> North Region

30.You assign payscale types and areas to which object
1. Company code
2. Payroll area
3. Employee subgroup
4. Personnel subarea

You assign payscale types and areas to personnel subareas under the node in the IMG, Check Assignment of Pay Scale Structure to Enterprise Structure

31.What are wage types? How wage types are broadly classified?
32.How do you set up wage types?
33.What are slash wage types?
34.Why are wage type groups used? Give some examples of wage type groups.
35.What is transaction PU95?
36.Where in the IMG do I ensure that the wage types are associated with the enterprise and personnel structure.?
37.Where are all wage types stored?
38.Are all wage types permissible for all infotypes? If Yes or NO support statement?
39.What are the wage type characteristics that can be defined?
40.How do you valuate wage types? Where do you configure this in the IMG?
41.What are module name and module variant?
42.Explain significance of TARIF , SUMME and PRZNT in regards to indirect valuation?

Wage types are payroll objects used to store payroll components which include the amount, number and rate. SAP has standard model wage types for different country versions and depending upon your payroll implementation you should copy model wage types from the correct country versions only.

The wage types are broadly classified into primary/dialog and secondary/technical or slash wage types. Dialog wage types are those in which you can store values in the wage types through the permissible payroll infotypes. The technical or slash wage types are those wage types that are create during the payroll run only eg /101 – Total gross amount, /550 – Statutory Net, /559 – Bank Details.

Wage types are permitted to be stored in payroll infotypes only if these are added to the wage type groups. Eg Basic Pay IT0008 has wage type group 0008. Please note that not always do Infotype no = wage type group.

Transaction pu95 is used to edit wage type groups. You need to assign the wage types to the respective employee sub group groupings and personnel subarea groupings wherever configuration permits for the wage types to be associated with the enterprise and personnel structure. All wage types are not permissible for all infotypes( refer wage type groups concept).

The wage type characteristics are attributes of the wage type as to what is permissible and not permissible, what are the maximum and minimum value limits , what are the units permissible, whether they are to be valuated directly ( values entered) or indirectly ( values as a reference to other wage type values).

You valuate wage types directly or using indirect valuation. You configure these in the wage type characteristics and the corresponding indirect valuation tables where the corresponding wage types from where the indirect values are figured out(these need to exist). Module names are names given to different types of modules that valuate wage types according to certain criteria eg TARIF, PRZNT etc. Variations in the module valuation process are further provided by the specific module variants. For eg for TARIF module the variants could be A, B, C and D. TARIF provides valuation according to payscale group or/and level, SUMME & PRZNT are valuation using the basic pay(IT0008)wage types . The 'SUMME' module corresponds to the 'PRZNT' module except that the value of the wage type to be valuated indirectly is always the entire basic pay.

43.Briefly explain the two different ways to perform pay increase? In dynamic pay increase what are variants A, G, D, E, T , C and R?
The two ways are
1.Simple pay scale increase using report RPU51000 which increases the wage types in customizing
2. Standard pay scale increase where the wage types entered in IT0008 can be automatically increased and the history of the wage types in IT0008 are also updated.

Variant A	Increases a wage type in IT0008 to an absolute amount
Variant G	Increase total pay in IT0008 to an absolute amount
Variant D	Increase by a difference by value or percentage.
Variant E	Valuate according to another pay scale group
Variant T	Add a new wage type to IT0008
Variant C	Delimit an existing wage type in IT0008
Variant R	Replace one wage type by another in IT0008

Only one variant can be defined for a wage type. You need to maintain table V_T510D in the customizing and run the program RPITRF00 to carry out the standard pay scale increase.

Make sure that you test your configuration and the execution of the report RPITRF00 only in the test system, run payroll test cases and take user acceptance before transporting these changes to the Production. It is highly recommended that you always do this in the supervision of a senior consultant with good sap payroll experience.

INFOTYPE ATTRIBUTES

Hello once again.Moving to the next question on infotype attributes.
44.What are the info type attributes?
The attributes of the infotype are

1. The Text describing the infotype

2. The fields that make up the infotype

3. The subtype for the infotype whether mandatory when creating the infotype

4. The time constraint for the infotype

5. The retroactive accounting triggers for time and payroll

6. Entries in the payroll past are permissible or not

7. Org assignment(IT0001) check for the employee required or not.

8. Date settings for creation and selection of the infotype e.g. the infotype should always be created with end date equal to 31.12.9999.

9. Technical details of the infotype such as single screen no, list screen no, activate list entry or not, the dialog module, structure and consultant database table connected to the infotype and something which we do not notice and that’s the field Applicant (database)TAB which contains the name of a database table for an applicant infotype.

10. Infotype views

11. Country assignment/assignments of infotype

These are all defined as per requirements in the standard infotypes provided by SAP but when you are defining custom infotypes in the 9000-9999 series range you need to make sure you correctly define the attributes required for the custom infotype.

Before we end for now just checking on whether have we all made our New Year Resolutions??? Any resolution for SAP????

I was watching an advertisement of a sitcom and there an very emotional and an upset mom was asking her teenage son and I quote “Do you really care for me?,do you love me son? The son replied with all innocence on his face and truth in his eyes and I quote again “ Of course mom, is that a question to ask, I do love you ,I do love your credit card” So would your SAP resolution be something like I love to work on sap and would continue doing so because ……… ( don’t expect me to fill in the rest, its your resolution folks).

Welcome back. My sap resolution is to finish answering the questions at the earliest and this is forced since the coffee bills are beating the food bills at home.Lets now understand something about the sap front end and what dynpro's is all about.

47.What is DYNPRO ?
In the SAP HR module,

1. You execute a transaction by either entering a transaction code or by selecting a branch from the SAP Easy Access tree for e.g.take the transaction pa20- Display HR Master Data.

2. Then you select the infotype and click display to view the infotype. Each Screen in the sap hr module is typically made up of a screen which is identified by a unique screen i.e. 2000 and contain screen fields

.A screen program is called as a module pool program.

· Eg infotype 0001 – Organizational Assignment screen is the module program MP000100.

· Your transaction pa20 and selection of infotype 0001 is to display specific data for an employee. In this process this module program is connected to the back end database through a corresponding data structure PA0001 by this program and the data is read into the screen fields.

· This is only possible provided the user authorization to access data is determined *The GUI status for this is maintained as display where there are controls maintained at screen level to make sure that changes to this infotype are not allowed.You can see this when you go to the infotype 0001 in the display mode and press the key F1 and then read the technical information where the information is mainly broken into three parts.

1. .Screen Data – Where the module pool program MP000100 and screen number 2000 is seen

2. GUI status – You see the module pool program MP000100 and the status DIS (Display)

3. Field Data – Information on the data base field on which you pressed the key F1.

In case of the transaction pa30, the data entered in the fields would first be checked by system controls like data type, length, user access etc and than on save would the data be transferred from the screen to the database through the data structure connected to the screen. The technical information would read

1. Screen Data – Where the module pool program MP000100 and screen number 2000 is seen

2. GUI status – You see the module pool program MP000100 and the status MOD (Modify which means create or change)

3. Field Data – Information on the data base field on which you pressed the key F1.

Looking at the above we can now conclude that the sap screen, the interface programs and controls of data flow from the screen to the database through the appropriate data structure and vice versa could be called a dynpro. In case of creation of custom infotypes , you will notice that the dynpro is a component of an ABAP program that is created using the screen painter of the ABAP Workbench.

61.What naming conventions are the info types subject to?
62.Where are the info types relevant to retroactive accounting for payroll and time management defined?
63.What are the significance of field triggers in retroactive accounting?

Infotypes are defined by 4 digit numbers and follow the following naming convention

0000-0999	PA Infotypes
1000-1999	PD infotypes ( which includes OM)
2000-2999	Time Infotypes
4000-4999	Recruitment Infotypes
9000-9999	Customer defined infotypes

So whenever you are searching for a customer defined infotype make sure your search is restricted between 9000 -9999.The infotypes relevant to retroactive accounting for payroll and time infotypes are defined in the
IMG . Personnel Administration-->Customizing Procedures-->Infotypes-->Define fields relevant for retroactive accounting--> Retroactive accounting relevance for payroll and time per IT

Under this node you define for each infotype the following:-
1.Check if no organizational assignment exists for the employee in IT0001-Organizational Assignment and throw an error, warning or no message.

2.Maintenance of this infotype is permissible, permissible with warning, or not permissible after the employee has left the organization (employee in inactive status).

3.Entries in payroll past are permissible, not permissible or check for entries in the payroll past are infotype specific.

4.Infotype is not relevant for retroactive accounting, change in the infotype triggers retroactive accounting or retroactive accounting is field-dependent according to table T588G where the fields whose change in values should trigger retroactive accounting are defined. Hence you can see the significance of field triggers in retroactive accounting where retroactive accounting for a given infotype can be restricted to changes in the past to certain fields of the infotype.

64.What do you need to do in the IMG to specify certain info types for certain countries only?

SPRO-->Personnel Administration-->Customizing Procedures--> Assign infotypes to countries

65.Where can you store a passport photo of an employee? Where do you do the settings in the IMG?
You can store passport photos of your employees in the infotype header in infotype Header Definition view (T588J).In the System Table view T77S0),determine the document type with which you want to enter the passport photos in the optical archive. The settings can be done at
SPRO--> Personnel Administration--> Customizing User Interfaces--> Change Screen Header
Again folks do not try this on your own but under the guidance of an senior HR consultant and test this thoroughly in your test systems before moving to the live system.

TCLAS-THE CONCEPT

TCLAS=A	Transaction Class for Master Data (Personnel Administration)
TCLAS=B	Transaction class for Applicant Data (Recruitment)

66.What is TCLAS = A and TCLAS = B?

This transaction class has confused a lot of functional consultants and you just need to understand that whenever you write a dynamic action, if you are writing one for Master data then use TCLAS=A and if for Recruitment use TCLAS= B before you begin writing the code for the dynamic action. Let us compare the Personnel Administration(PA) infotypes and Recruitment Infotypes.

<PA>	IT0000	Personnel Actions
<PA>	IT0001	Organizational Assignment
<PA>	IT0002	Personal Data…and so on
<Recruitment>	IT4000	Personnel Actions
<Recruitment>	IT0001	Organizational Assignment
<Recruitment>	IT0002	Personal Data…and so on

If you can see above both the personnel administration and the recruitment modules use a lot of the similar infotypes to store data . You can verify this by going to the PA infotype through pa20 , choosing IT0001 and choosing any field and that press key <F1> to view technical details and you dothe same when you go to display applicant master data under transaction data through pb20 where you choose any applicant , select and view infotype Organizational Assignment (IT0001) and than press key<F1> to view technical details.

In both the cases you will see the same tech specs for IT0001 of Personnel Administration and IT0001 for Recruitment. So how should your dynamic action, BADI or any program know which infotype 0001 to choose , whether Personnel Administration or Recruitment. That is where TCLAS comes in use.

When you choose TCLAS= A you are referring to all infotype tables PA0001, PA0002 ,… PA*
And when you choose TCAS = B you are referring to all infotypes tables PB0001,PB0002,… PB*

Now my friends I am sure you folks will never forget what TCLAS is all about. Sometimes when lost in deep thought, it helps scratching you head)might activate your grey cells)

Q 68.What are infotype menus or info menus? Are they user group dependable?.
Q 69.What setting do i need to make for a SAP user to see that he has the relevant infotype menus?
Infotype menus are menus that you see when you

· Display HR Master Data (transaction pa20)

· Maintain HR Master Data (transaction pa30)

Infotype menus are user group dependable and you can have different infotype menus for different user groups.To make sure that a user is able to see the appropriate infotype menu you need to make sure that in the user parameters of the sap hr user (use transaction su3), you maintain the user parameter UGR=<usergroup value>. Typically in most of the implementations you may see that the UGR = <usergroup value>=<country grouping value>, however there is no hard and fast rule for that states that this applies everywhere.

There are four steps that you need to understand here
Step 1: Here you need to assign the define the infotype menus for different user groups. The node for this is:-
Personnel Administration--> Customizing Procedures--> Infotype Menus-->User group dependency on menus and info groups
Step 2: Here you need to assign the infotypes to the infotype menus for different user groups. The node for this is :
Personnel Administration--Customizing Procedures-->Infotype Menus-->Infotype menu

Step 3: The Main infotype menu’s are defined and assigned to a reference user group. A reference user group is that UGR parameter value that should be referenced or considered if UGR is not maintained for the sap hr user.

Personnel Administration-->Customizing Procedures-->Infotype Menus-->Determine choice of infotype menus-->User group dependency on menus and info groups. Here the Main Infotype menu 01-Personnel Administration would be used to assign the infotype menus for Display/Maintain HR Master Data.

Step 4: In this step you would assign the infotype menus defined by you to the main menu for a particular user group. In order to define which infotype menus would you choose for the display/maintain HR master data you need to assign those infotype menus to the main menu 01-Personnel Administration.

This is done under the node :-
Personnel Administration-->Customizing Procedures-->Infotype Menus-->Determine choice of infotype menus-->Infotype menus

To make it more simpler, the sap user 1 may see different infotypes in display /maintain master data than sap user 2, or to simplify it further lets consider we are having a global implementation and for countries like Germany( country grouping/user group value 01) and USA (country grouping/user group value 10). We could have same/different infotype menus with ame/different infotypes required to be accessed and maintained by a sap hr user in Germany than a sap hr user from USA. In this we will assign UGR=01 to the sap hr user from Germany and UGR=10 to the sap hr user from USA.

As functional hr consultants, whenever sap hr roles and authorizations are assigned to sap hr super users, coordinate with the basis team to ensure these parameters are assigned before you ask the super users to start testing or go live in production. You could make a mention of this in the sap hr user manual and train the sap hr users on setting the user group parameters.

Time Management Detailed Explanation

Time Management in SAP HR is mainly categorized into :-
1. Negative Time Management (Time Management without clock times being captured)
2. Positive Time Management(Time Management with clock times being captured)

Time Management have a number of applications for recording times and the important ones are :-

1. CATS or the Cross Application Time Sheet : This application is available as a web service on the portal ( mostly through ESS) for capturing service times against an HR object like absence or other FI/CO or logistics object like cost center, work order , etc where these times may or may not be approved by supervisors and posted to various modules like HR, MM-SV(Services), or other logistics modules.

2. XSS(ESS & MSS) .The Employee Self Service and Manager Self Service also have a lot of time management handling where employees can see there time accounts and manage their leaves and attendances( e.g. training/on site work) and manager's approve or reject these and subject to approval records in appropriate time infotypes are created in SAP.

3. Time Manager's Workplace : On of the very good applications provided by SAP but not effectively used is the Time Manager's Workplace. This application is ideally meant for time administrators to manage employee time accounts and error handling.

4. Shift Planning : This application is a typical of a factory environment used by the floor or factory manager /supervisor. It is used to optimize employee times on various shifts. Different input criterion like employees being on leave, substitution, etc help build a shift planner.

The main purpose of these interfaces is for capturing times for :-

1	Paying wages and bonuses
2	Paying Overtime
3	Absences and Loss Of Pay
4	Attendances like Work Hours, Training , OnSite etc
5	Quota Compensation

Before I come back to to this discussion I would like to explain the basic info types used in Time Management which are

- Planned Employee Times

· 0007-Planned Working Time ( The most important info type)

Actual Employee Times

· 2011- Time Events (Automatic recording through time recording machines)

· 2002-Attendances (Manual Entries)

Positive Time Infotypes

· 0050-Time Recording Info

· 2002-Attendances

· 2011-Time Events

· 2012- Time Transfer Specifications

· 2013 -Quota Corrections

Deviations to Employee Times

· 2001- Absences

· 2002-Attendances

· 2003-Substitution

· 2004-Availibility

· 2005-Overtime

Entitlements

· 2006-Absence Quotas

· 2007-Attendance Quotas

Time Related Payments

· 0416- Time Quota Compensation

· 2010- Employee Remuneration Info

Just try and read about these info types and the next time I will explain that’s so special about info type 0007 (Planned Working Time).

What do we mean by planning or planned?
Sounds very simple but try deciphering it and you realize its not that simple to explain. The nearest that I felt I could get was “Building a framework (plan) of what is to be done in the future using resources over a period of measure (such as time)”.
A plan could be a sequence of instructions, a drawing, a map etc.
People, Infrastructure, Machines & Capital could broadly qualify as resources.
Planning is done by individuals, teams, departments, organizations, nations and even groups of nations.
What is done now could be an execution of a plan of the past. What is done in the past is history. What could be possibly done in the future is a forecast.
What is the manner in which the execution of the plan is heading considering, the past, present and the future is a trend and this is very significant for any organization for strategic planning whether it’s the sales, production, employee retention or costs.
To be able to define a trend its very important to have accurate data for the past and present and for this again we need good information technology systems of which HR Information systems such as SAP HR play a very important role.

PLANNED WORKING TIME(INFOTYPE 0007)

So what do we mean by planned working time? Split the words as “planned” and “working time” I am sure you will be now be able to come up with this answer.

Planned Working Times are working times which are planned for an employee in advance such as the shifts the employee is to work, the breaks the employee gets during these shifts, the off days (such as weekly off days) and the holidays applicable to the employee. These planned times are stored as work schedules which are generated through what is known as the work schedule rule which includes all the recipe or rules for generating these planned times. The work schedule rule is assigned to the employee in infotype IT0007(Planned Working Time) or defaulted using the feature SCHKZ.

The recipe includes :-

· 1>The daily working times(including flex i-times) with break times stored in the Daily Work Schedule

· 2> The pattern of daily work schedules to be followed repeatedly over a period of time such as days or months stored in the Period Work Schedule

· 3> The Holidays that fall on those days which the employee is eligible due to his/her union or collective agreement stored in the Holiday Calendar. These holidays can be movable or fixed. The Holiday Calendar is assigned to the personnel sub area grouping to which the employee belongs.

· 4> The Day type and the selection rule (or recipe making rule). The day type indicates what type of day is that employees daily work schedule i.e

Day Type	Description	Details
0	Work/Paid	A Regular Working Day and paid for that off day
1	Off/Paid	An Off Day and paid for this day
2	Off/Unpaid	An Off Day and not paid for this day
3	Special Day	Special Day like a on off anniversary

The selection rule XX helps you to build a rule such as you want all days from Monday to Friday be of day type 0 and all Saturdays and Sundays declared as of day type 1 when you are generating the work schedule for a work schedule rule that includes this selection rule XX.

Once all the above are defined and assigned to the work schedule rule( the recipe), generation of the work schedule (the final dish ) is carried out . This could be for a period of months or years . Normally work schedules are generated for a few years in advance.

To know more about shifts refer to the wikipedia which gives some good information about what shifts are, their history etc.

For more details on the configuration of work schedules refer to sap help
http://help.sap.com/saphelp_46c/helpdata/en/22/72369adc56d11195100060b03c6b76/frameset.htm
Before we end the discussion on planned working times and work schedules, another question to ask ourselves is
Do we generate the work schedules for individual employees?

The answer is typically No. The work schedules are generated for the employee sub group grouping and personnel sub area grouping for work schedules. These groupings and the assignment are a part of the img. However, there could be an exceptional case of only one employee belonging to one employee subgroup and one personnel sub area (naturally) which could be again grouped into only into one employee subgroup grouping and one personnel sub area grouping. <./p> Another few questions for which I will not provide the answers but for you to derive?

· 1.Can we assign the common work schedules to different employee sub grouping

and personnel sub area grouping? Think real hard.

· 2.Is it alright to create the Basic Pay infotype (IT0008) before creating(IT0007) Planned Working Time ? Does your payroll run for that employee?

ACTUAL TIMES

1. What do you mean by actual times?

2. Where are these stored for an employee?

<p align="justify">Actual times means real times or times that are recorded as true.In sap hr the actual times are recorded in the info type (IT 2011) called Time Events.Mark the word Event since this is important to identify movement or the employee in the organization such as when did the employee come in (called clock in) and left for lunch(start of break) came back from lunch(end of break) and left for the day(clock out) .In case the employee applies for absence at the time recording terminal than he/she would select an absence/attendance reason linked to an absence or attendance. If I did not have the events and only the times would that make any sense to me? Actual times are also recorded as number of hours in the Attendances Info-type(IT 2002). I would be continuing this section in parallel to the new one on project management so this is definitely not the end for the question and answers from me.

DEVIATIONS IN TIME MANAGEMENT

What do you mean by deviations? Where are these stored for an employee?

A deviation in simple English means “doing different from whats planned” . You promise your spouse a movie and our boss whose married for ages and probably does not watch movies and only thinks work makes you sit late. You “deviate” your plans and you change your plans to dinner in a fancy restaurant (if its not the end of the month) or maybe the roadside food stalls with a walk on the beach.

Similarly, when you are deviating from your planned working times( defined in IT0007) such as going for training or simply being absent ( you called in sick) or you got up in the morning and just did not have the energy to go to work or your in laws are to be picked up from the airport ( you took a casual leave/half-day leave and your boss is shaken but not stirred ( Bond I apologise) .You store all of these in time infotypes ( training – attendance infotype (2002) , casual and sick leave – absence infotype(2001), Substitutions-- infotype (2003))

These deviation times get superimposed on the planned times of the employee and become his/her personal work schedules. Substitutions are typically shift substitutions or position substitutions where the differential payment could be made to that employee working on that shift or position.

With this background I will talk about negative time and positive time. I am honest to admit that this is the most ridiculous words coined for time management and I prefer to avoid using this and use time evaluation or no time evaluation instead.

NEGATIVE AND POSITIVE TIME IN TIME MANAGEMENT

Before I move to negative and positive time let me ask you a couple of questions?

1. Is Overtime (recorded in IT2002/IT 2005) a deviation? When do you record overtime in IT 2005?

2. Lets say that you have recorded the clock times of an employee using time recording systems and he/she has come and gone as per planned times for that day of work than do you superimpose these times on the planned times?

Coming back to positive and negative time, let me ask you another question. This is for those who would be implementing time management in sap.Are you going to use time recording systems to record employee clock times and upload to sap(IT 2011 Time Events) ? I hear an equal number of ayes and nays

· Those who say ayes. These are the folks implementing positive time recording (or so called positive time management).

· Those who say nays. These are the folks implementing negative time recording (or so called negative time management).

So what’s positive or negative about the time management ?? The ayes and nays…..

The answer that look at the time management status = 0 for negative time recording is not exactly accurate. What do we than say about time management status = 7 or 9?? where time management status TMSTA is maintained in infotype 0007 (Planned Working Time) . These employees who have time management status 7 or 9 still assume that their planned times in IT0007 are their working times (besides the deviations) and do not have their clock in clock out times recorded in IT 2011 but however, they use time evaluation to generate absence quotas or shift differential wage types, overtime wage types etc.

In other words you still have negative time recording but you use time evaluation.

That's why I prefer to stick to differentiate employees as those that have time evaluation and the others that don't to make life simple.

TIME EVALUATION

Coming back to those two questions the answers are 1. Overtime is a deviation since it is not a part of your regular working hours. IT 2005 is used to record approved overtimes.

2. The answer is does it really matter since both times are the same so you would compare(mark this word very carefully) these recorded times with your planned working hours for that employee on that day and say "Hey, there is no difference. Lets leave things as they are" This comparison is the principle of time evaluation. If the times go different on comparison ( recorded times being more or less than planned times) you want to know the following

for e.g . If the Overtime hours are worked on a weekday - than pay 1.5 times the regular hourly pay rate
if the Overtime hours are worked on a holiday - than pay 2 times the regular hourly pay rate
If the Overtime hours are worked on a weekend - than give time off credits ( via absence quota)
if the Overtime hours are worked on a holiday and weekend - than pay 2 times of the regular hourly pay rate and give time off credits too
and if no Overtime worked and employee not absent - pay regular rate if employee absent ... and so on

You build these rules in the customizing tables as well as payroll and time schema's which call functions which in turn call pcrs or personnel calculation rules. The personal calculation rules build the processing logic using operations and operators. The schema's are called by driver programs ( payroll driver programs for payroll which are country specific and RPTIME00 for time evaluation). Time evaluation programs are run before running payroll so that the time credits and time wage types created which these get valuated in the payroll run.

When the TMSTA status = 0 in IT0007, this means no time evaluation is permitted. When the TMSTA status = 1 in IT0007, this means time evaluation is to be carried out. When the TMSTA status = 7 in IT0007 , than time evaluation is used just for absence quota generation. This status is similar to TMSTA = 0 , the only difference being that time evalution is permitted for absence quota generation.
There are other TMSTA status but the above ones are the significant ones.

The typical time evaluation schema's are

TM00 Time Evaluation with Personnel Time Events ( used with TMSTA = 1)
TM01 Time Evaluation for Work Schedule Deviations ( used with TMSTA = 9)
TM02 Time Evaluation for External Services Management ( used with TMSTA = 8)
TM04 Time Evaluation Without Clock Times (used with TMSTA = 1 when times are recorded in IT2002)
TQTA - Generate Absence Quotas( used with TMSTA = 7)

Time evaluation is a subject on its own and this forum is for beginners so we do not want to add more complications here.

This is for your information
For help on payroll and time schemas refer transaction code : pdsy in the sap r/3 system
For schemas - transaction code pe01
For PCR's - transaction code pe02
For functions and operations - transaction code pe04
Those interested can refer to sap help website which is http://www.help.sap.com

US Garnishments - FAQs

Q1. What is a garnishment?
A1. Garnishments are payroll deductions which differ from other types of deductions in that they are governed by goverment and judicial rules. They are compulsory for both the employee and employer.  The employer generally is liable for 100% of the amount it fails to withhold pursuant to a garnishment order and penalties and punitive damages can be imposed for failure to properly comply with the terms and conditions of an order.
Q2. How is a garnishment initiated and what is the process?
A2. Generally, an employee experiences financial trouble and a court mandates an order that stipulates the deduction amount and frequency which is received by the employee's HR department, the information is then entered into R/3, the amount is deducted when processing RPCALCU0, the vendor is paid via Third Party Remittance and the employee and vendors are notified of these deductions through automatically generated letters.
Q3. What types are garnishments are there?
A3. R/3 handles 5 main categories:
         Support (child, spousal, and medical)
         Creditor
         Federal debts (student loans and administrative wage garnishments (AWG))
         Federal and State Tax Levies
         Voluntary Garnishments
Q4. What is the difference between Exempt and Non-Exempt amounts?
A4. The exempt amount is the amount which cannot be taken to satisfy a garnishment and the non-exempt amount is the amount that can be taken.
Q5. How is the exempt and non-exempt amounts calculated?
A5. Various rules apply based on the type and priority of the garnishment.  There are Federal and State rules and the state rules will vary from state to state.
Q6. What if an employee has multiple garnishments?
A6. Garnishments are processed based on priority rules. Generally, child support orders have the highest priority, Federal Tax Levies have the second highest priority and then other types of garnishments are on a first come, first serve basis.

Infotypes

Q7. What infotypes are used within R/3?
A7. There are three infotypes designated for garnishment processing.
       IT0194 - Garnishment Document
       IT0195 - Garnishment Order
       IT0216 -  Adjustments
The document information is entered on IT0194 and the actual deduction amount and frequency is entered on IT0195.  The two infotypes are linked via a system generated internal number and you can have multiple orders (IT0195) for one document (IT0194) and these are linked via a system generated sequence number.  Infotypes 0195 and 0216 can only be created once an IT0194 record has been created and saved.  For processing purposes, RPCALCU0 reads IT0195.
Q8.  How do I make changes to an existing Garnishment Order (IT0195)?
A8. With Edit -> Copy, you can make changes to the Order, but keep the same sequence number and maintain a history in the system.  With selecting Change, you can make changes but no history is maintained. Also, a change can be made through creating a new IT0195 which maintains history, however a new sequence number is generated and the order is now processed as a separate order in R/3 and does not cumulate as part of the original order.  IT0195 should always be accessed via IT0194 when making changes.
Q9. When should I use the Adjustment IT0216?
A9. IT0216 should be used to correct errors in RPCALCU0; additional deductions are required; to enter a new balance; refund from vendor; exceptional payments; separate calculation; calculate end date; or stopped vendor payment.

Customizing

Q10. What are the relevant tables for Garnishment Processing?
A10.  T5UG0 - Garnishment Order Types
        T5UG1 - Garnishment Categories
         T5UG2 - Adjustments to the Disposable Net
        T5UG3 - Model for the Non-exempt amount
          T5UG4 - Rules for calculation of Non-exempt amount
          T5UG5 - Model Key and Text for Adjustments to the Disposable Net
          T5UG6 - Government Rules for Service Charges
          T5UG7 - Government Rules for 3PR
          T5UG8 - Company Rules for 3PR
          T5UG9 - Garnishment Default Values
          T5UGA & T5UGB - Special Rules for the Calculation of the Non-exempt amount
          T5UGA - Rule Key/Names & Texts for special variables to display on IT0195 screen
          T5UGB - Sequence of Operations to be performed
          T5UGC - Service Chg Rule Key and Text for Country/State/Document category combination
          T5UGD - Levy Form - Filing Status listed
        T5UGE & T5UGF - Levy Form - Exempt amount and additional exempt amount for each filing status
          T5UGG - Company Rules for Service Charges
          T5UGH - Levy Form - Forms Defined
         T5UGI - Letters - Select Form & User exit for letter type
          T5UGJ & T5UGK - Not Customizing Tables, used for the Printing Request for the Notice and Answer Letters
          T5UGL - Letters - Definition & location of user exit
          T5UGM - Garnishment Originator on IT0194

Payroll Processing

Q11. What are the wage types associated with Garnishments?
A11. /G00 - Disposable Net
         /G01 - Gross for Garnishment
         /G02 - Completely Non-exempt
         /G03 - Garnishment Total Amount Deducted
         MG10 trough MG70 delivered templates for Garnishments to be taken
Q12. What are the Garnishment Cluster Tables and what do they represent?
A12. GRDOC - corresponds to garnishment document (IT0194)
        GRORD - corresponds to garnishment order (IT0195) or garnishment adjustment (IT0216)
         GRREC - actual deductions and wage types and also used to carry forward results
Q13. Where are garnishments calculated in RPCALCU0?
A13. Garnishments are processed via the schema UGRN following the calculation of taxes (UTX0).  The actual amount to be taken is calculated with the function UGARN.
Q14.  What is the main garnishment Include?
A14.  The main garnishment include is RPCPIUU0 - forms called by UGARN.  Also of importance is RPCPIUF0 - function UGARN.

Quick Tips for Troubleshooting Garnishment Processing

Q1. What are some items to check when troubleshooting Garnishment Processing in R/3?
A1: Review the following:

· On IT0194, check the validity dates, determine what kind of garnishment, how many are involved and the status of the garnishment (e.g. active, pending).

· Check the IT0195 validity dates and note the Remit Rule, deduction amount, frequency and how many IT0195's are involved.

· Review RPCLSTRU and the payroll dates in question, keep in mind the information found on IT0195 and the Garnishable period is from the beginning of the pay period to the actual check date. Garnishments are deducted based on the check date.

· Within the EE's results, also check for wage types /G00, /G01, /G02 and /G03 and the wage type for the garnishment to see how much was deducted.

· Still within the EE's results, review the GRORD record and check the limit, disposable net, month to date, deduction to vendor (DEVEN) and the deduction from infotype (DEINF).

· Multiple garnishment processing, be sure the system can legally take all the garnishments.

· Check schema UGRN for any customer modifications.

· Double check that Notes have been applied correctly and completely.

· Review the Garnishment History either via IT0194 or IT0195 which lists the actual deductions taken with the check date.

· Also via IT0194 or IT0195, you can view Customizing details (Environment -> Customizing details; 4.6C Extras -> Customizing Review)

· Both the Disposable Net and calculated Net Pay should be the same.

Q2. Why was an IT0216 record not processed?
A2. IT0216 can be edited/deleted before running payroll.  If payroll is run and there is no wage type listed on IT0216, this record will not be read nor will it be posted to FI.
Q3.  Why does a deduction occur after the initial balance has been met?
A3.  It is most likely misconfiguration of the Ordre Category (table T5UG0).  Usually, it is a State Levy that has been given the Order Category of a Federal Levy. A State Levy should have the Order Category '3' for Generic in table T5UG0.  The order category '2' Levy only applies to a Federal Levy.  Also, a Federal Levy will not stop when an initial balance is reached because by law, it can only be manually stopped by changing the status of IT0194 to '4' Released, once the company has received Form 668-D from the IRS.  (Please Review Related Note 521735.)
Q4.  How is General Disposable Net calculated?
A4.  There are two ways to calculate general Disposable Net (/G00).Either start with the gross amount (/101) and subtract exempt amount or start with 0 and add up all the earning wage types to be included (e.g. M003).  This is configured via PRCL 59, double check the values for the wage types in question for this PRCL. A useful tool for checking Processing Classes for wage types is program RPDLGA20 (choose the Output radio button 'Tree Structure').
Q5.  How are garnishments and Arrears handled?
A5.  Garnishments do not follow the same Arrears principles as other deductions.  The arrears functionality for garnishments only refers to deductions within a particular month.  If the total amount of a garnishment cannot be taken for the month, the remaining amount does not carry forward to the next month. The values for Arrears processing are set in table T51P6 and for all garnishment wage types, the value for Arrears should be a '4' and the Retro column should be blank in this table.(Please see Note 338841.)
Q6.  Can Garnishment wage types be entered on a NAMC (IT0221)?
A6.  No, Garnishment wage types cannot be entered on IT0221.There is a V0 split indicator that connects garnishment Wage types to garnishment tables and there is no V0 split on IT0221.
Q7.  How are garnishmnents handled during Retroactive Accounting?
A7.  Garnishments will not recalculate in a retrocalculation.  The amount originally deducted continues to be carried forward. Consequently, no retroactive changes should be performed for garnishments.  If changes need to be made, perform an EDIT - >COPY operation that will result in delimiting the IT0195 record.
Q8.  What do I check for priority issues; double, incorrect or missing deductions?
A8.  First check IT0194 and IT0195 and their validity dates and priority.  Make sure the Rule in IT0195 was customized to do what is expected.  Look at the Disposable Net and Non-exempt models.
Q9.  What should I check if Payroll Abends within UGARN?
A9.  Check the payroll results GRREC for a record without a wage type.
Q10.  Is it possible to specify a percentage or portion of a wage type?
A10.  At this time, the garnishment module does not offer a functionality that would allow specifying a percentage and/or portion of a wage type to be deducted other than from gross and net.  The workaround is to create a special rule with the garnishment orders having different priorities and different IT0194 records.
FEDERAL WAGE GARNISHMENT LAW

What is wage garnishment?

Wage garnishment is a legal procedure through which earnings of an individual are required to be withheld by an employer for the payment of a debt. Most garnishments are made by court order.

Which federal law regulates wage garnishment?

Title III of the Consumer Credit Protection Act limits the amount of an employee's earnings which may be garnished and protects an employee from being fired if pay is garnish-ed for one debt. This law is administered by the Wage and Hour Division of the Department of Labor's Employment Standards Administration.

To whom does the law apply?

The law protects everyone receiving personal earnings, i.e., wages, salaries, commissions, bonuses, or income including earnings from a pension or retirement program. Tips are not considered earnings for the purposes of the wage garnishment law.
The law does not affect voluntary wage assignments - that is, situations in which workers voluntarily agree that their employers may turn over some specified amount of their earnings to a creditor or creditors.
The law applies in all 50 states, the District of Columbia, Puerto Rico, and all U.S. territories and possessions.

What is the protection against discharge when wages are being garnished?

The law prohibits an employer from firing a worker whose earnings have been subject to garnishment for any one debt, regardless of the number of levies made or proceedings brought to collect it. The law does not prohibit discharge if the employee's earnings have been garnished for a second or subsequent debts.

What are the restrictions on wage garnishment?

The amount of pay subject to garnishment is based on an employee's "disposable earnings" which is the amount left after legally required deductions have been made for federal, state, and local taxes, Social Security, unemployment insurance, and State employee retirement systems.
Other deductions, such as those for union dues, health and life insurance, contributions to charitable causes, voluntary wage assignments, purchases of savings bonds, and payments to employers for payroll advances or purchases of merchandise, are not required by law and may not be subtracted from gross earnings when calculating the amount of disposable earnings.
The law sets the maximum amount which may be garnished in any workweek or pay period, regardless of the number of garnishment orders received by the employer. The amount may not exceed the lesser of two figures:
25 percent of the employee's disposable earnings, or the amount by which an employee's disposable earnings for the workweek are greater than 30 times the federal minimum wage (now $4.25 an hour).

For illustration, if the pay period is weekly and disposable earnings are $127.50 or less there can be no garnishment. If disposable earnings are more than $127.50 but less than $170, the amount above $127.50 can be garnished. If disposable income earnings are $170 or more, a maximum of 25 percent can be garnished. When pay periods cover more than one week, multiples of the weekly restrictions must be used to calculate the maximum amounts that may be garnished.

What about child support and alimony?

Specific restrictions apply to court orders for child support or alimony. The garnishment law allows up to 50 percent of a worker's disposable earnings to be garnished if the worker is supporting another spouse or child, and up to 60 percent for a worker who is not. An additional 5 percent may be garnished for support payments more than 12 weeks in arrears.

Are there any exceptions to the law?

The wage garnishment law specifies that garnishment restrictions do not apply to bankruptcy court orders and debts due for federal or state taxes.
If a state wage garnishment law differs from the federal law, the law resulting in the smaller garnishment must be observed.

Wagetypes

Here are the basic steps in creating a wage type (depending on the kind of wage type, not all steps may be necessary).

1.Look at Existing Wage Types

Go to transaction SM31 (Table Maintenance) and type in "V_512W_D" and choose "Display". When asked, you should type in your country grouping and hit enter. Then select "edit everything" and hit enter again. You should now see the wage type table. All wage types are four characters long. Look for an existing wage type that is similar to the one you want to create, then look for the next available number. Make a note of the number that you want to use for your new wage type, making sure that it is not already assigned. Also note the number of the wage type that you would like to copy while you're browsing this table.

2. Copy an Existing Wage Type

Go into the IMG and follow this path:
Payroll -~~> Payroll: USA -~~> Basic Settings -~~> Environment for Maintaining Wage Types -~~> Create Wage Type Catalog
When you're asked to choose a method of maintenance, choose "copy" and hit enter. Under "OWType", select the old wage type that you would like to copy. Now type in the number of your new wage type (which you determined in the previous section) in the next box and enter both a long description and a short description. The short description is limited to 8 characters and typically does not contain spaces. Make sure that you have checked the box marked "Test Run". Select your entry. Now click on the "Copy" button.
Note: If you try to copy to a wage type that already exists, you will get an error message.
You should now see a summary of your test run. First look at the red highlighted text at the top of the summary. This will tell you how many errors you have (which should be 0). Next to that in the yellow highlighted area is the number of objects you would have to manually maintain for the new wage type (again, this should be 0). Below that is a list of all of the tables that will be affected when you perform the copy. Click on the arrow on the left side of any line to see how that table would be changed. Once you have checked the results of your test run, go back to the previous page (using the green arrow) and uncheck the "Test Run" box. Now click on "Copy" to do the actual wage type copy. You will see the summary screen as before, but this time all of the tables have actually been modified. Again, make sure that you don't have any errors. Be sure to save your changes as you exit (you will be prompted to do so and to select a transport request to assign those changes to).

3. Maintain HR Payees and Creditors

When you copied an existing wage type to create your new wage type, the new wage type was added under the HR creditor assigned to the old wage type. So we need to find out which creditor number is currently assigned to the new wage type. Go into transaction SM31 (Table Maintenance) and type in "V_T51RA". Click "Display", type in "10" for the country grouping, and hit enter. This brings up a table of the HR creditor information for wage types. Now find the entry for the new wage type and make a note of the HR creditor number assigned to that wage type.
Go into the IMG and follow this path:
Payroll -~~> Payroll: USA -~~> Third-Party Remittance -~~> HR Payee maintenance -~~> Maintain HR Payees for other remittance
This will bring up a screen that links HR Payees (creditors) to vendors. Select the payee that you found for the old wage type. Now double-click on "Wage types HR creditor grouping" in the window on the left. Hit enter when a window appears with country grouping, creditor type, and payee number settings. Now you will see a table of all of the wage types assigned to that creditor. Select the new wage type from the table and click on the delete button from the lower menu bar (it has a red box on it). Save your changes.
Now you need to assign the new wage type to a creditor. If you are creating a new creditor, then select an existing one and click the copy button from the lower menu bar (try to pick one from the same state). Now enter the payee number for the new creditor. If you type in the number of an existing payee, you will get an error message. Type in a vendor number for the new payee. This should also be a unique number. You can get a list of existing numbers by clicking on the dropdown button at the right side of the vendor field, typing in "pay*" in the vendor box of the search window, and then hitting enter. Click on the vendor column header to sort by vendor number. Please note that when payroll requests a new wage type they will provide us with the payee number to use. Now hit enter and select "copy all" on the window that pops up. You will get an error when it tries to copy the "Wage Types HR Creditor" screen because wage types can only be assigned to one creditor. So at this screen change the wage type number to your new one and hit enter.
You will have to check to see what creditor number ranges your company uses. Select your new creditor from the table and double-click on "HR creditor attribute" from the left-hand window. This will bring up a screen where you can select the type of remittance associated with your creditor.
You can view the available remittance rules by clicking on the dropdown button on the right end of the "Rem.rule" field. Payroll will request the type of remittance they would like. If the payment requested has a G, then this means that a physical check is produced for the payment. If the payment requested has a V, then this means that an EFT payment is produced (electronic funds transfer). When in doubt, ask for clarification from payroll. Select the appropriate remittance rule and save your changes.

4. Select the Symbolic Account for Your Wage Type

Now you need to find the correct symbolic account to link to the desired actual account. Go to the IMG and follow this path:
Payroll -~~> Payroll: USA -~~> Posting to Financial Accounting -~~> Activities in the AC-System -~~> Account Assignment
If your symbolic account is financial, choose "Assign financial accounts". If your symbolic account is an expense account, choose "Assign expense accounts". Choose "0010" for the chart of accounts that pops up and hit enter.
Find your symbolic account in the table. You can use the "Position" button to go directly to it. If the account number (on the right) for your symbolic account does not match the account requested by payroll, then you need to get the correct symbolic account number from payroll. There may be multiple symbolic accounts that go to the same actual account. The different symbolic account numbers allow tracking of expenses.
Once you find the correct symbolic account number, you'll have to link it to your wage type. Go into the IMG and follow this path:
Payroll -~~> Payroll: USA -~~> Posting to Financial Accounting -~~> Activities in the HR-System -~~> Wage Type Maintenance --> Define wage type posting attributes
This brings up an overview of wage types. Again, you may find your wage type in the table by clicking on the "Position..." button and typing in your wage type number. Select your wage type and double-click on "Posting a Wage Type" in the left-hand window. This will show you which symbolic account the wage type is currently assigned to. This will originally be set to whichever account the old wage type (that you used when copying your new one) was assigned to.
You can view a list of the symbolic accounts available by clicking on the dropdown button on the right end of the symbolic accounts field. Type in or select the request account number and hit enter. Make note of whether the account you've specified is a financial account ("F" under "AATyp") or an expense account ("C" under "AATyp"). Save your changes.

5. Test Your New Wage Type

Now you need to test your new wage type to make sure that it shows up correctly. To test your wage type, you will need to set up a deduction using that wage type (by creating an entry in infotype 0014) and then running payroll for that person during the period for which your deduction is valid. For example, if you set up a one-time deduction for 01/14/2006 (as the start and end date of the infotype 0014 record), then you would need to run payroll for that person for pay 3 of 2006; the date of your deduction is the first day of that pay period. Once you've successfully run payroll and checked the form to be sure your wage type shows up, contact your payroll department so that they may do their own testing.

SAP HR Basic Interview Questions

Scenario Based Interview Questions

Detailed Interview Questions Personal Administration

I have decided to answer all the questions directly to begin with now that you have some fundamentals explained and then go ahead with more discussions

1.What are info types ?

Infotype no	SAP HR sub module
0000-0999	Personal Administration (HR Master Data)
1000-1999	PD Infotypes ( OM etc)
2000-2999	Time Infotypes
4000-4999	Recruitment Infotypes

PERSONNEL ACTIONS& HIRING ACTION

2.What are personnel actions? What is the transaction for executing personnel actions?

3.What are the important info types for a hiring action?

The important infotypes for executing a hiring action are.

Infotype Number	Hiring Action Sequence
0000	Actions
0001	Organizational Assignment
0002	Personal Data
0003	Payroll Status ( automatically maintained by sap)
0006	Address
0007	Planned Working Time
0008	Basic Pay
0009	Bank Details
0016	Contract Elements
0041	Date Specifications
2006	annual leave & sick leave

IMG & PROJECT IMG

ENTERPRISE & PERSONNEL STRUCTURE

5.What is an enterprise structure?

6.What is a personnel structure?

7.What is the highest level of the enterprise structure?
The client is the highest level of the enterprise structure.
8.What is company code? Is it defined in HR? If not where is it defined?

9.What are personnel areas and its functions?

10.What are personnel sub areas and its functions?

Hi everyone, i would be continuing with the answers to the rest of the questions as an when i get the time and try to keep this going till completion.

11.How is an employee in the HR Master data linked to a company to which he belongs?

"EMPLOYEE--->PERSONNEL AREA--->COMPANY CODE--->COUNTRY GROUPING-->CLIENT"

12.Can a personnel area be assigned to many company codes?

No. A Personnel Area can be only assigned to one company code. Many personnel areas can be assigned to the same company code but the vice versa is not true.

13.What are the indicators defined by personnel sub areas?

The indicators are all personnel sub area groupings for hr, time, payroll which are very critical to the sap hr implementation. They are also used tolimit HR authorizations.

14.How do you categorize the employee groups?

Employee groups are categorized based on employee/staff regulations of work and pay such as
1. Active
2. Retiree/Pensioner ….. and so on.
These are also used to limit HR authorizations.

15.What are employee subgroups and what are the indicators set up using employee subgroups?

16.Employee groups are two character and employee subgroup are two character representations in the IMG. Do you support this statement?

False. Employee groups are one character and employee subgroups are two character representations.

17.In the HR Master data where are planned working times for an employee seen?
IT 0007- Planned Working Time using transaction pa51 – Display time data

18.Do I need to give country assignment to personnel sub areas in customizing? If true support the statement and if not what’s true?

No. You do not need to give country assignment to personnel sub areas. You need to give country assignments to the employee subgroups on assigning to employee groups in the enterprise structure.

HR MASTER DATA & ORGANIZATION MANAGEMENT

19.What are the various objects in an organizational plan?.

1. Tasks
2. Job
3. Position
4. Organizational unit
5. Cost Center etc

How does any company use an organizational plan?

12.How do you integrate OM and PA? If integration is active what happens when a position is entered in IT 0000.? What else does the system default? Can these values be changed? What is this called?

Percentage
Job Key
Org. Unit.
These values are greyed out and cannot be changed. This is called account assignment.

13.Are cost center assignments hierarchical? Where do you assign these in OM?

14.What are attributes of objects? Is vacancy a common attribute for all objects?

15.What are the other additional organizational assignments?

The other additional organizational assignments are assigning the employee to administrators in org assignment infotype 0001.

16..Name the three administrators? How do you default these in IT0001?.

The three administrators are
1.Personnel Administrator
2.Payroll Administrator
3.Time Administrator

Besides these the employee can also be assigned to

4.Group Administrator
5.A Supervisor

These are defaulted through the feature PINCH.

17.What is organizational key? How many characters does it constitute? How can it be defined? What is it mainly used for?

18.What are employee attributes and how are they classified?

FEATURES

19.What are features? What is the transaction for features?

Features are objects those that default values by quering different enterprise, personnel or data structure fields. The transaction code for features are pe03.

20.What are the features to default and in which info type ?
1. Work Schedule Rule
2. Pay Scale Data
3. Wage Type Model
4. Administrator groups

Work Schedule Rule	SCHKZ - IT0007
Pay Scale Data	TARIF - IT0008
Wage Type Model	LGMST - IT0008
Administrator groups	PINCH - IT0001

21. Number Range Intervals NUMKR( which infotype??You try and answer this one)

22. What is ABKRS?
ABKRS is the feature that defaults payroll area

23. What are the two ways of maintaining features?)

24.What is the infotype to store personal data for an employee?

Infotype 0002 – Personal Data is used to store personal information of an employee. In some countries you could use infotype 0077- Additional Personal Data.

25.Where are the default values for working hours per period taken from in IT 0008?

Taken from Infotype 0007- Planned Working Time. (Try and answer from which field???)

26.Maintaining a feature or its structure

In Test or Prod system, sometimes the feature may not have been generated; this will result in incorrect processing. This can be corrected by re-generating the feature in the relevant client.

PAYROLL

29.What is payscale type and payscale area?

30.You assign payscale types and areas to which object
1. Company code
2. Payroll area
3. Employee subgroup
4. Personnel subarea

You assign payscale types and areas to personnel subareas under the node in the IMG, Check Assignment of Pay Scale Structure to Enterprise Structure

Variant A	Increases a wage type in IT0008 to an absolute amount
Variant G	Increase total pay in IT0008 to an absolute amount
Variant D	Increase by a difference by value or percentage.
Variant E	Valuate according to another pay scale group
Variant T	Add a new wage type to IT0008
Variant C	Delimit an existing wage type in IT0008
Variant R	Replace one wage type by another in IT0008

INFOTYPE ATTRIBUTES

Hello once again.Moving to the next question on infotype attributes.
44.What are the info type attributes?
The attributes of the infotype are

1. The Text describing the infotype

2. The fields that make up the infotype

3. The subtype for the infotype whether mandatory when creating the infotype

4. The time constraint for the infotype

5. The retroactive accounting triggers for time and payroll

6. Entries in the payroll past are permissible or not

7. Org assignment(IT0001) check for the employee required or not.

8. Date settings for creation and selection of the infotype e.g. the infotype should always be created with end date equal to 31.12.9999.

10. Infotype views

11. Country assignment/assignments of infotype

Before we end for now just checking on whether have we all made our New Year Resolutions??? Any resolution for SAP????

47.What is DYNPRO ?
In the SAP HR module,

1. You execute a transaction by either entering a transaction code or by selecting a branch from the SAP Easy Access tree for e.g.take the transaction pa20- Display HR Master Data.

.A screen program is called as a module pool program.

· Eg infotype 0001 – Organizational Assignment screen is the module program MP000100.

1. .Screen Data – Where the module pool program MP000100 and screen number 2000 is seen

2. GUI status – You see the module pool program MP000100 and the status DIS (Display)

3. Field Data – Information on the data base field on which you pressed the key F1.

1. Screen Data – Where the module pool program MP000100 and screen number 2000 is seen

2. GUI status – You see the module pool program MP000100 and the status MOD (Modify which means create or change)

3. Field Data – Information on the data base field on which you pressed the key F1.

0000-0999	PA Infotypes
1000-1999	PD infotypes ( which includes OM)
2000-2999	Time Infotypes
4000-4999	Recruitment Infotypes
9000-9999	Customer defined infotypes

2.Maintenance of this infotype is permissible, permissible with warning, or not permissible after the employee has left the organization (employee in inactive status).

3.Entries in payroll past are permissible, not permissible or check for entries in the payroll past are infotype specific.

64.What do you need to do in the IMG to specify certain info types for certain countries only?

SPRO-->Personnel Administration-->Customizing Procedures--> Assign infotypes to countries

TCLAS-THE CONCEPT

TCLAS=A	Transaction Class for Master Data (Personnel Administration)
TCLAS=B	Transaction class for Applicant Data (Recruitment)

<PA>	IT0000	Personnel Actions
<PA>	IT0001	Organizational Assignment
<PA>	IT0002	Personal Data…and so on
<Recruitment>	IT4000	Personnel Actions
<Recruitment>	IT0001	Organizational Assignment
<Recruitment>	IT0002	Personal Data…and so on

When you choose TCLAS= A you are referring to all infotype tables PA0001, PA0002 ,… PA*
And when you choose TCAS = B you are referring to all infotypes tables PB0001,PB0002,… PB*

Now my friends I am sure you folks will never forget what TCLAS is all about. Sometimes when lost in deep thought, it helps scratching you head)might activate your grey cells)

· Display HR Master Data (transaction pa20)

· Maintain HR Master Data (transaction pa30)

This is done under the node :-
Personnel Administration-->Customizing Procedures-->Infotype Menus-->Determine choice of infotype menus-->Infotype menus

Time Management Detailed Explanation

The main purpose of these interfaces is for capturing times for :-

1	Paying wages and bonuses
2	Paying Overtime
3	Absences and Loss Of Pay
4	Attendances like Work Hours, Training , OnSite etc
5	Quota Compensation

Before I come back to to this discussion I would like to explain the basic info types used in Time Management which are

- Planned Employee Times

· 0007-Planned Working Time ( The most important info type)

Actual Employee Times

· 2011- Time Events (Automatic recording through time recording machines)

· 2002-Attendances (Manual Entries)

Positive Time Infotypes

· 0050-Time Recording Info

· 2002-Attendances

· 2011-Time Events

· 2012- Time Transfer Specifications

· 2013 -Quota Corrections

Deviations to Employee Times

· 2001- Absences

· 2002-Attendances

· 2003-Substitution

· 2004-Availibility

· 2005-Overtime

Entitlements

· 2006-Absence Quotas

· 2007-Attendance Quotas

Time Related Payments

· 0416- Time Quota Compensation

· 2010- Employee Remuneration Info

PLANNED WORKING TIME(INFOTYPE 0007)

So what do we mean by planned working time? Split the words as “planned” and “working time” I am sure you will be now be able to come up with this answer.

The recipe includes :-

· 1>The daily working times(including flex i-times) with break times stored in the Daily Work Schedule

· 2> The pattern of daily work schedules to be followed repeatedly over a period of time such as days or months stored in the Period Work Schedule

· 4> The Day type and the selection rule (or recipe making rule). The day type indicates what type of day is that employees daily work schedule i.e

Day Type	Description	Details
0	Work/Paid	A Regular Working Day and paid for that off day
1	Off/Paid	An Off Day and paid for this day
2	Off/Unpaid	An Off Day and not paid for this day
3	Special Day	Special Day like a on off anniversary

To know more about shifts refer to the wikipedia which gives some good information about what shifts are, their history etc.

· 1.Can we assign the common work schedules to different employee sub grouping

and personnel sub area grouping? Think real hard.

· 2.Is it alright to create the Basic Pay infotype (IT0008) before creating(IT0007) Planned Working Time ? Does your payroll run for that employee?

ACTUAL TIMES

1. What do you mean by actual times?

2. Where are these stored for an employee?

DEVIATIONS IN TIME MANAGEMENT

What do you mean by deviations? Where are these stored for an employee?

NEGATIVE AND POSITIVE TIME IN TIME MANAGEMENT

Before I move to negative and positive time let me ask you a couple of questions?

1. Is Overtime (recorded in IT2002/IT 2005) a deviation? When do you record overtime in IT 2005?

· Those who say ayes. These are the folks implementing positive time recording (or so called positive time management).

· Those who say nays. These are the folks implementing negative time recording (or so called negative time management).

So what’s positive or negative about the time management ?? The ayes and nays…..

In other words you still have negative time recording but you use time evaluation.

That's why I prefer to stick to differentiate employees as those that have time evaluation and the others that don't to make life simple.

TIME EVALUATION

Coming back to those two questions the answers are 1. Overtime is a deviation since it is not a part of your regular working hours. IT 2005 is used to record approved overtimes.

Time evaluation is a subject on its own and this forum is for beginners so we do not want to add more complications here.

US Garnishments - FAQs

Infotypes

Customizing

Payroll Processing

Quick Tips for Troubleshooting Garnishment Processing

Q1. What are some items to check when troubleshooting Garnishment Processing in R/3?
A1: Review the following:

· On IT0194, check the validity dates, determine what kind of garnishment, how many are involved and the status of the garnishment (e.g. active, pending).

· Check the IT0195 validity dates and note the Remit Rule, deduction amount, frequency and how many IT0195's are involved.

· Within the EE's results, also check for wage types /G00, /G01, /G02 and /G03 and the wage type for the garnishment to see how much was deducted.

· Still within the EE's results, review the GRORD record and check the limit, disposable net, month to date, deduction to vendor (DEVEN) and the deduction from infotype (DEINF).

· Multiple garnishment processing, be sure the system can legally take all the garnishments.

· Check schema UGRN for any customer modifications.

· Double check that Notes have been applied correctly and completely.

· Review the Garnishment History either via IT0194 or IT0195 which lists the actual deductions taken with the check date.

· Also via IT0194 or IT0195, you can view Customizing details (Environment -> Customizing details; 4.6C Extras -> Customizing Review)

· Both the Disposable Net and calculated Net Pay should be the same.

Wagetypes

Here are the basic steps in creating a wage type (depending on the kind of wage type, not all steps may be necessary).

Friday, November 1, 2013

SAP HR Basic Interview Questions

PERSONNEL ACTIONS& HIRING ACTION

IMG & PROJECT IMG

ENTERPRISE & PERSONNEL STRUCTURE

HR MASTER DATA & ORGANIZATION MANAGEMENT

FEATURES

PAYROLL

INFOTYPE ATTRIBUTES

TCLAS-THE CONCEPT

PLANNED WORKING TIME(INFOTYPE 0007)

ACTUAL TIMES

DEVIATIONS IN TIME MANAGEMENT

NEGATIVE AND POSITIVE TIME IN TIME MANAGEMENT

TIME EVALUATION

Infotypes

Customizing

Payroll Processing

Quick Tips for Troubleshooting Garnishment Processing

1.Look at Existing Wage Types

2. Copy an Existing Wage Type

3. Maintain HR Payees and Creditors

4. Select the Symbolic Account for Your Wage Type

5. Test Your New Wage Type

PERSONNEL ACTIONS& HIRING ACTION

IMG & PROJECT IMG

ENTERPRISE & PERSONNEL STRUCTURE

HR MASTER DATA & ORGANIZATION MANAGEMENT

FEATURES

PAYROLL

INFOTYPE ATTRIBUTES

TCLAS-THE CONCEPT

PLANNED WORKING TIME(INFOTYPE 0007)

ACTUAL TIMES

DEVIATIONS IN TIME MANAGEMENT

NEGATIVE AND POSITIVE TIME IN TIME MANAGEMENT

TIME EVALUATION

Infotypes

Customizing

Payroll Processing

Quick Tips for Troubleshooting Garnishment Processing

1.Look at Existing Wage Types

2. Copy an Existing Wage Type

3. Maintain HR Payees and Creditors

4. Select the Symbolic Account for Your Wage Type

5. Test Your New Wage Type

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