Country Specific Tables(UK)  

Posted by SAP HR in ,

Below is the list of tables for UK country.Here G is meant for Great Britain.

T5G01 Tax Rates
T5G02 Special Tax Code
T5G03 Tax Increase and Limit
T5G05 NIC Limits
T5G06 NIC Percentages
T5G08 NI Control Data Texts
T5G09 NI Categories (GB)
T5G0A Employee Group/Subgroup
T5G10 Pension Fund
T5G15 Court Order Deductions
T5G16 Court Order Indicator
T5G1T Pension Fund Texts
T5G20 SSP System Data (GB)
T5G21 SMP System Data
T5G22 SSP Qualifying Day Pattern
T5G23 Time Models for SSP Qualifying Day Patterns
T5G24 SSP Qualifying Day Pattern Calendars
T5G25 Occupational Sick Pay Schemes
T5G26 OSP-Related Data for SSP Offsetting
T5G27 SSP Rates Payable (GB)
T5G28 SMP Rates Payable
T5G2E SSP/SMP Exclusion Reason Texts
T5G2F SSP/SMP Exclusion Reasons
T5G2T Text for Occupational Sick Pay Schemes
T5G30 Pension Schemes
T5G31 Pension Contribution Calculation Rules
T5G32 Pension Holidays
T5G33 Pension Contribution Calculation Rule Bands
T5G34 Pension Contribution Calculation Rule - Flat Rates
T5G35 Pension Contribution Calculation Rule - Percentages
T5G36 Pension Contribution Calculation Rule - Mix
T5G37 Pension Scheme Types
T5G3T Pension Scheme Names
T5G40 National Insurance Earnings Ranges
T5G41 National Insurance Percentage Rates
T5G4T Text for Court Order Indicator
T5G50 Tax Districts
T5G51 Payroll Area PAYE Reference
T5G52 Tax District and Reference Details
T5G53 Permit Numbers
T5G54 End Of Year Processing Stamp
T5G55 HR-GB: Default Tax Code
T5G5T Tax District Name
T5G61 Business Mileage Bands
T5G62 Payment of Petrol Costs (Based on Engine Size)
T5G63 Payments for Private Fuel (Basis: Car List Price)
T5G64 Unavailability Reasons
T5G6T Unavailability Reasons Text

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Dynamic Action and Its Configuration  

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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.
Ex:1)The Personal Data(0002) 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 to enter the details about the spouse and the children.
Ex:2)An employee is hired, and the probationary period is entered in infotype Contract Elements(0016). 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.
IGM Path for configuring the Dynamic Action:IMG - Personnel management - Personnel administration - Customize procedures - Dynamic actions.
Table: T588Z.

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SAP HR Interview Questions and Answers-OM,PA,TM,PY-List 2  

Posted by SAP HR in

Q)Which characteristics does a day with day type 1 have?
A)Its OFF and Paid

Q)Can a posting run be deleted?
A)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.

Q)What activities are possible when the payroll control record is set to " Released for Payroll "?
A)When you set the status to Released for pay roll "\\\' you cant make any changed to master data. Its actully released for pay roll

Q)How does the system know when to trigger retrocative accounting for a particular employee?
A)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.

Q)Is it possible to branch directly from the payroll log to maser data and time data maintenance?
A)Yes you can go in a seperate sessions.

Q)How to create payroll area, pay scale types and levels for different employee group and subgroup?
A)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 ranges.
Q)Do you know in OM -> copy plan version?
A)To copy plan version the Tcode: RE_RHCOPL00.
This report is only for copying objects from one planversion to another planversion to keep updated structures.Always only one plan version would be active which is current.This report does not help to copy any masterdata.

Q)How do I design the Indian Remuneration statement for the first time as the IN01 which is copied and renamed is showing blank.
A)After copying he IN01 form go into the form and click on the windows where you find so many entries to be made.

Q)What actually happens in real time Recruitment?
A)Real Time in the sence of SAP or IT or Domain. You should have asked him the question, Ok it should be SAP for interview For SAP Consultant. Any company wants a sophisticated Work to be done and with more useful and accurate result even after spending more and more on EPR, So SAP Recruitment helps to Rect people of the client to get the exact people for not only their experiance , with also Educatonal , Exp, Skills, Past experiance and all reqd areas with out enering all the data of the requirement.
As in normal people has to sit on the requirement of he position and then shorlist all the applications, it also helps to know the internal employees to call for intvs and the best way of shorlisting is going for Profile Match Ups, and reruitment is useful for integration with all other modules for PD, PY also for relevant reports and up gradations.
Even rect modules will be able to send the recruiter a POP up saying the Position is vacant and it should be filled with requirement.

Q)I got struck in PB10 initial entry screen. While assigning personnel officer by default its showing the standard one like APPL's admin group only. Its now accepting what I have created under PA define admin group and I assigned under define admn group also (PINCH).
A)Once you assign your administrator group under PINCH, please check whether you activated or not and also check your groupings.

Q)I am facing problem in PA40. While entering the inputs in Personal data in hiring action, I am having the field which is called " CUIL/ CUIT" ( Which it shows key field) . I do not know about this field and how to enter the data in this field. I would like to remove this field from personnel data. IIIly i am having one more field in Bank details in hiring action, I am having the field " Bank Key " I would like to know how to delete/ remove this field from the action, or else how to input the data in this field.
I can suggest you can hide this field by using the following path. Not only this you can hide any field in your screens. Here is the IMG Path :SPRO-->personnel management-- >personnel administration- ->change screen modifications;
HERE
Mod.pool--- MP000200 ,Screen --- 2000,Feature--- P0002,Variable key--- 29,Alt.screen---2029,Next screen--- 0
Then execute details, in 011 -- Q0002-CCUIL -- Worker identification code -- activate Hide checkbox.
You can use screen modifications and hide the field. after you hide it and save the settings, CCUIL will not be seen on the screen. Same procedure can be used for bank key too. In the same screen you can also choose the options to set a specific field to be Optional,and Mandatory.

Q)Which time we have to consider as a login time?
Is it 1) swiping machine recorded time or 2) System login time.
A)If an company is going for both the systems, first the company want to decided to go for swapping card system or system log in time, if you required the both, then you discuss with the time administrator to design for both, as per the company requirement the time administrator will decided.

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Integration  

Posted by SAP HR in

Integration is nothing but linking the different sub-modules of SAP HR which will help us to have the consistent data throughout the system.The Table is T77S0.
PLOGI : PLOGI for integrating paln version
PLOGI : ORGA for integrating OM & PA
PLOGI : PAPLI for integrating Recruitment & PA
Integration with Other Modules i.e (HR : FI)

T Code: T.CODE PC00_M99_CIPE
Path: Wage Type->symbolic- >GL Code Assignment in the back end in both HR and FI system

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ACTCE  

Posted by SAP HR in

This feature is only used if you have implemented the SAP Concurrent Employment model (for Global Employment).The system then allows you to send an employee on an assignment to a an affiliate company in the host country, and temporarily exit him in the home country. At the end of the assignment you repatriate him. Hence this feature informs the system which actions are related to Global Employment activities.Otherwise it has no effect on your system.

Basically ACTCE feature recognizes the action if you are trying to perform any action on the person who already exist in your system and have valid actions.


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Concurrent Employment  

Posted by SAP HR in

In general, concurrent employment is defined as an employment situation in which an employee has several personnel assignments with one organization. The organization may be a group of employers or an enterprise. The personnel assignments may occur simultaneously, and the tasks required may vary from job to job. The concurrent employment solution provided by mySAP ERP includes key functional areas, such as personnel administration, benefits, time management, payroll, and reporting. These key functional areas together with the technological framework provide the necessary infrastructure to support concurrent employment.

Technological FrameWork
The variety of concurrent employment situations and the myriad administrative burdens that often accompany assignmentscan make HR professionals wonder how they can transform their organization from a traditional "one person, oneassignment" model to a "one person, multiple assignment" culture. The answer is a technological framework that enables you to manage concurrent employment situations. This technological framework consists of the concurrent employment model delivered with mySAP ERP.



Concurrent Employment Model
The concurrent employment model in mySAP ERP describes the relationship between the employee and the organization.The most important concepts are as follows:

* Each employee can have multiple personnel assignments. A permanent record of personal information, including the person's name and address, is kept independent of the individual assignments.
Each personnel assignment is linked to the person.
A personnel assignment describes the work that the person needs to do, when the work is to be done, and how that work is to be paid, among other characteristics. In mySAP ERP, each personnel assignment is given a unique personnel number for this purpose. For example, Donna has two personnel assignments: one at the pediatric clinic as a pediatric nurse and the other at Memorial Hospital as a cardiology nurse. Both assignments are under the umbrella of the same healthcare institution and are active simultaneously. Because each personnel assignment has a unique number, you can easily identify the characteristics of each assignment within mySAP ERP.
The concurrent employment model in mySAP ERP is flexible enough to be used for different kinds of concurrent employment situations. For example, the solution does not limit the number of personnel assignments that a person can have. Each personnel assignment refers to a person who might hold one or several positions at the same time; the solution can track which assignments are active or inactive. This concurrent employment model serves as the framework for the concurrent employment solution in mySAP ERP. The key functional areas have also been enhanced based on this model.

The time management capabilities of mySAP ERP, which are delivered in mySAP ERP HCM, support HR professionals in the planning, recording, and tracking of an employee's work history, the days worked, and the days missed due to illness, vacation,and so on. It is an efficient and effective time managementsystem that you can adapt to meet your specific needs.

Time management is subject to fundamental regulations that are rather complex in the case of employees in concurrentemployment situations. This is why SAP enhanced the time management capabilities of mySAP ERP to manage employees' working time across simultaneously active personnel assignments.

Work Schedules:The work schedule is an essential element of successful time management in concurrent employment scenarios. For example, Donna has two work schedules: one for the pediatric clinic for her early shift and break times and another at Memorial Hospital for her late shift and its break times. From her organization's perspective, it is important to verify that Donna works the hours she has been assigned in both jobs. With mySAP ERP, the time administrator at the healthcare institution can view Donna's work schedules in one simple report. Additionally, HR personnel at both the pediatric clinic and Memorial Hospital can monitor her work independently. Furthermore, mySAP ERP allows you to combine work schedules under different views. This allows time management administrators to catch any scheduling conflicts and prevent overstaffing. And this information empowers administrators to make the right staffing decisions on a case-by-case basis.
Time Evaluation:
The time evaluation capabilities of mySAP ERP valuate the time an employee has worked, along with time missed due to sickness, vacation, and so on. You can calculate overtime, manage time accounts, update time quotas, and check working times. In a concurrent employment environment, time evaluation is a critical tool for valuating the time an employee has worked and the days missed for different personnel assignments that are simultaneously active. Additionally, the time evaluation and payroll capabilities of mySAP ERP are completely integrated, which considerably simplifies the process of paying employees with multiple personnel assignments.

Payroll:
Because of the scope and complexity of tasks, payroll software requires a high degree of accuracy and flexibility. After all, employees expect to be paid the correct wage in a timely manner. A payroll system must also be flexible enough to support numerous legal and organization-specific regulations. Concurrent employment situations add even more complexity to the process.

Payroll Process Architecture:
In a concurrent employment environment, it is often necessary to run payroll simultaneously for each personnel assignment. This is now possible, thanks to a new payroll architecture. The parts of the payroll process that have to do with a personnel assignment are processed sequentially. The parts of the payroll process that are grouping-related are processed together in a synchronization point. For example, in the chart, the tax, net calculation, retroactive accounting calculation, and payment calculations are performed simultaneously at synchronization points. The payroll log displays payroll results both from the perspective of the person and from the perspective of that individual's personnel assignments.

Payroll Payment and Posting to Accounting:
A very important aspect of the payroll is the payment - informing the person about the payment and performing the actual payment by means of a check or a bank transfer. At the same time, it is important for the employer to record these payments accurately.

Payroll Payment:
Once the payroll has been run, it is necessary to pay wages and salaries to the person, taking into consideration bank requirements and payments to third parties. In concurrent employment, the person usually likes to have the payment and bank transfer combine the net amounts from the different personnel assignments. The mySAP ERP solution for concurrent employment makes this possible by defining a payment group.

Country Versions for Concurrent Employment Solution:
One of the greatest challenges for international enterprises is compliance with the laws and regulations of the country in which they operate. For example, the regulations for calculating taxes or garnishments may differ materially. Currently, mySAP ERP provides payroll capabilities for concurrent employment based on a country-specific solution for the United States and Canada only. The enhanced payroll architecture and other solution elements described in this document only pertain to the U.S. and Canadian country versions with others to follow.


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Positive & Negative Time Management  

Posted by SAP HR in

Positive Time Management:
Positive Time Management is when an employee has to "Clock-in and Clock-out" each day. There must be a time entry or absence entry for every scheduled work day.
Negative Time Management is when an employee only has to record absences or "variations" to the work schedule - works overtime, works other than regular scheduled hours, vacation, jury duty, funeral leave, etc.
Hourly employees - those paid for each hour worked usually use positive time recording, Salaried employees, paid regular amounts regardless of time worked usually use negative time recording.
The details are as follows : There are 2 Mechanisms of time recording are available
1.Positive time recording :- Actual times are recorded
This method completely records all actual times, that is, all transactions such as actual working times, absences, and so on.
2.Negative time recording :- Deviations from a work schedule are recorded.

Recording Only Deviations to Work Schedules
This method records only employee time data that represents exceptions or deviations to the work schedule assigned to employees. Here you can include the most current data, such as employee illnesses, schedule and record substitutions, and enter annual leave for employees.
SAP provides various Info types for time recording purposes.
All above explanations are correct, however to simplify :
In Positive time, where you need to maintain all in time out time either through Time Recorder or some time it is uploaded after maintaining manually.
Example:
When you record in time as 8.30 am and out time as 19.30 pm. against your DWS 8.30 am to 16.30 pm. applicable on that day, the additional 3 hrs automatically gets into Overtime...whereas if you don't record your in time or out time any day against your X planned working hours in DWS, it means its your absent that day.
Whereas in negative time: You maintain these additional 3 hrs in Overtime Infotype. and absence in 2001 infotype for that PERNR.

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