What is SAP HR

SAP HR

SAP HR (Human Resource) Module is also named HCM. It is one of many modules of SAP System which also include FI/CO, SD,MM,PP,CRM and others. It provides solution service for human resource management in the enterprise. SAP HR Module also can be divided to some sub-modules like SAP System.
The sub-modules are Organizational Management (OM); Personal Administration (PA); Time Mangement (TM); Payroll (PY); Personal Development(PD); Performance Management (PM); Enterprise Learning (EL,TrainningManagment); E-Recruitment(Recruitment Management). Several SAP HR projects also use SAP Portal and Business Warehouse (BW) to improve the function of SAP HR system and Basis.
The sub modules: OM/PA/PT/PY are the four basic modules of SAP HR. OM include department,position,job,task,work center of a company. OM is very basic and all of other sub-modules depend on OM.
                                      
PA module, which is core of SAP HR system, is to manage all of the information of employee what user want to record. It is based on the OM module and support PT,PY and other modules.SAP HR Consultants must make sure the data of PA modules is exactly correct before project go live-up.

TM module is used to schedule work time for every different employee, know if the employee is late today or absent from work, whether to permit employee’s leave application and so on. Time management records employee’s every action of work and calculates the result of absence which are provided to Payroll module so that the payment to the employee can be decided.Payroll module is the most important one in SAP HR System. It is the key of success for a SAP HR project.

Thus, SAP HR module enables companies to effectively manage information about the people in their organization. It is integrated with other SAP modules and external systems. From the Organization Management perspective, companies can model a business hierarchy, the relationships of employees to various business units and the reporting structure among employees.

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INTRODUCTION TO SAP HR

SAP HR is a software application that enables administrators to manage data about their human resource effectively. It was developed by a German software corporation known as SAP AG that makes enterprise software to manage business operations.
The SAP Human Capital Management module helps companies reap certain benefits, such as recruiting and retaining key talent, improving decision making and reducing risk. HR functional SAP software that provides businesses with help in a number of key areas related to human resource management is suitable for large multinational corporations.

SAP Human Resources (HR) Components or Sub-Components

• Personnel ManagementOrganizational Management
  1. - Personnel Administration
  2. - Recruitment
  3. - Organization Structure
  4. - Compensation Management
  5. - Personnel Development
• Travel Management
• Time Management
• Payroll

The Human Resources Information System is a reporting tool integrated with SAP HR that lets you request reports from inside Structural Graphics (which is a graphic representation of your organization with all departments, positions and employees). It is designed in such a way that reports from different components, such as Payroll, Benefits, Time Management etc. can be run from one screen without having to switch to a number of different applications for the data needed.
It provides with a broad range of functions that enable you to perform standard reporting from all Human Resource areas. In addition, allows to define own reports quickly and efficiently. The Human Resources Information System consists of the HIS and Ad Hoc Query components. Each of these components includes functions that meet specific reporting requirements by giving first priority to swift report access (HIS) or detailed reporting (Ad Hoc Query).

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SAP HR CONSULTANT JOB PROFILE

The Human Resources module (SAP HR) consists of all master data, system configuration, and transactions to complete the Hire to Retire (or, as some say, Fire) process and helps in effective management of human resource data.

Introduction to SAP HR

SAP HR is a software application that enables administrators to manage data about their human resource effectively. The SAP HR/Payroll Analyst will be responsible for working with various Payroll, HR and Financial users to develop and maintain HR processes and procedures in order to support the HR and Payroll functions.

Roles and Responsibilities

SAP HR is a software application that enables administrators to manage data about their human resource effectively. The SAP HR/Payroll Analyst will be responsible for working with various Payroll, HR and Financial users to develop and maintain HR processes and procedures in order to support the HR and Payroll functions.

Career Opportunities

SAP HR configuration jobs pay the highest. SAP HCM is one of the hottest areas in SAP consulting, but the skills you need to succeed in SAP HR are also changing.
Given SAP's grasp on the market for high-end ERP installations, the slice of this market for certified SAP professionals will continue to grow, according to SAP.

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SAP HR CONSULTANT ROLES

The SAP HR/Payroll Analyst will be responsible for working with various Payroll, HR and Financial users to develop and maintain HR processes and procedures in order to support the HR and Payroll functions.

Tasks

• The SAP HR/Payroll Analyst will be charged with being an integral part and/or leading the implementation and testing for system enhancements, interfaces, and reports to meet users specifications.
• Works closely with the business to define their reporting and maintain reporting requirements as they are defined and rolled out for use.
• The SAP HR/Payroll Analyst will also be responsible for providing ongoing production support to the existing user base as required.
• Will perform other duties and special projects as assigned.
• Travel for this position is expected to be minimal (10%).

Required Skills

• Strong communication (written and verbal), organizational and interpersonal skills.
• Ability to interface with individuals at all levels of the organization to understand requestor’s needs and to take raw information to develop reports and presentations.
• Ability to prioritize, problem solve, take initiative, maintain confidentiality of sensitive personnel information.
• Proven ability to remain flexible in the face of change and changing priorities.
• Analytical and independent thinking skills.
• Functional expert using SAP HRIS; particularly table level and past hands on configuration in SAP.
• Understanding of ABAP Coding.

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SAP HR CONSULTANT CAREER

A typical or mid-level SAP HR consultant works with business and IT users at a client organization to understand the client’s HR programs and business processes and develop specifications.

Minimum Qualifications

• Bachelor’s degree in human resources, information technology or business management is needed.
• Experience in an SAP 4.6C environment, HR Systems and/or in a SAP HR Payroll Analyst role using external payroll systems like Ceridian and ADP.
• Proficiency with Microsoft Office Suite, including Word, Excel, PowerPoint, Access, Outlook as well as the Internet; experience with SAP HR and payroll system is required.

Job Outlook

SAP HR configuration jobs pay the highest. SAP HCM is one of the hottest areas in SAP consulting, but the skills you need to succeed in SAP HR are also changing.
Given SAP’s grasp on the market for high-end ERP installations, the slice of this market for certified SAP professionals will continue to grow.  Although Foote Partners’ research indicates that some SAP consultants can earn high-paying jobs without certification, targeted technical training and project management experience helped the industry’s top earners avoid salary erosion through the economic downturn.
According to government research packages for many SAP consultants in the early stages of their careers are similar to those of computer support specialists who often earn between $33,000 and $55,000 per year.
SAP consultants with specialized certifications and industry experience play a variety of roles including project planning, deployment, and analysis. Based on an employer’s industry and location, these jobs often pay between $58,000 and $96,000 annually.

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Sap (HR And HCM) Easy Questions

 

• 1. What are Dynamic Actions? Give few examples ?
  Dynamic actions when triggered by the system. They are result of some personnel action.  If changes are made (personnel action) to the personnel data of an info type, then has an effect on the data of a second info type, the system automatically displays the info type.  One of the main purposes of the dynamic action (of the system) is to have a consistent and coherent data.  These actions are started automatically by the system, unlike the Personnel actions which you start by yourself.  The best example is when an action is carried out like hiring; it needs to populate a set of info types. In the initial entry of details in info type 0000 is personnel action. Then the system automatically displays next info types- which are result of dynamic action.
  
• 2.What is the difference between Indian and US Payroll? Does each of them have their own ITs and the taxation differs ?
  Yes, since the Benefits which are more important in US.  In US unemployment tax will come. Garnishments will come, Residence taxation, Work tax and others.
  
• 3. What is the role of an administrator in PA ?
  The role of an administrator is to restrict access to Personnel administration based on PA/PSA. Administrator can come across for Personnel administration, Time management, and Payroll in sap. Each administrator is responsible for each individual activity. We can get the name of the administrator in the pay slip so the employee for any clarification we can meet the responsible administrator (accessed through payslip).
  
• 4. What are the parts of the screen ?
  The parts in the screen are:
  1. Search Area: Clicking on search button will prompt you to enter ID in search area and thus the name will be displayed in selection area.
  2. Selection Area: Clicking on it, the details are displayed in Work Area.
  
• 5. What is Recruitment Cycle ?
  Its is the complete process of  recruitment right from identifying the vacancies displaying the same, notifying them, inviting the applicants, screening the applicants, interviewing them, selecting them, and recruiting them and appointing them(giving an organizational position in the organization all theses processes constitute the recruitment cycles.
  
• 6. What is an Organizational Management ?
  Organizational Management is a plan and reporting structure of a company. OM is helpful to depict the organizational plan and reporting structures of a company, whereas organizational plan is a blue print. The relationship in OM is two way i.e. Top to Bottom and Bottom to Top.
   
• 7. Which is the transaction to create Custom Infotype ?
  PM01 is the transaction to create Custom Infotype.
  
• 8. How can Organization plan be created ?
  The organizational plan can be created through different modules. They are: Organizing & Staffing
  

  • Simple Maintenance
  • Expert Mode
  • Graphical Structure.
  •  
• 9. What is meant by authorization ?
  Authorizations are the transactions given to the end users or the developers for only some areas to work, info types, transaction codes, org units and others depending on the requirement of the client or the developing enterprise.
  
• 10. What is IT 41 used for? How to default IT 41 ?
  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.
  
• 11. What is ERP?
  Enterprise resource planning (ERP) is business integrate software that allows an organization to integrates multiple applications/functions such as Human resourses, Finance,operation, manufacturing, sales, production, Supply chain Management, and marketing.
  
• 12. Name the three administrators? How do you default these in IT0001 ?
  The three administrators are :
  1.Personnel Administrator
  2.Payroll Administrator
  3.Time Administrator
  
• 13. What are the different software packets available in market ?
  Few of the top /old ERPS’s are Baan,JD Edwards EnterpriseOne from Oracle,Maximo from IBM,Microsoft Dynamics,PeopleSoft from Oracle,mySAP from SAP,Ramco ERP from Ramco Systems.
  
• 14. What are the different modules of SAP ?
  SAP Modules are classified into 4 types
  

  1. SAP Functional Modules
  2. SAP Technical Modules
  3. SAP New Dimensional Modules /SAP New Modules
  4. SAP IS - Industries specific modules.
  5.  
• 15. What is the full form of SPRO ?
   SPRO stands for SAP Project Reference Object
  
• 16. What are the different type of projects ?
  There are 7 types of SAP HR projects
  1. SAP Implementation Project.
  2. SAP Support Project.
  3. SAP Roll-Out Project.
  4. SAP Enhancement Project.
  5. SAP Upgradation Project.
  6. SAP Migration Project.
  7.SAP Acquisition/Merger Project.
  
• 17. What are Roles And Responsibilities Of Sap Hr Consultants ?
  Legacy Process Understanding.
   Functional consultant is likely to get knowledge about the current business process in the company, design of  current business flows. Prepare AS IS document & To-Be document.
  Identifying the Gaps and Solution Design
  GAP analysis & Solution Design
  Testing
  Prepare test scripts for testing & test. Type of  testing are Unit Testing, regression testing, integration testing, Product Integration Testing etc.
  
• 18. What are the Importance of Infotypes in SAP Hr ?
  Infotypes are used  to store all relevant Hr data of employees in an organization.
  It is represented by a  ‘4’ digit number.Eg:0000,2001,1002 etc.
  Infotype is a collection of logical or business related characteristics of an object. Infotypes are also called information types to enter rational related information for an employee
  For eg  Personnel data (0002) infotype  have fields like title,first name, middle , last name,birth date, language etc
  
• 19. What are the Important infotypes in SAP Personnel Administration ?
  Important Personnel Administration Infotypes are
  0000     Actions
  0001     Organizational Assignment
  0002     Personal Data
  0003     Payroll Status
  0005     Leave Entitlement
  0006     Addresses
  0007     Planned Working Time
  0008     Basic Pay
  0009     Bank Details
  0007     Planned Working Time
  0008     Basic Pay
  0009     Bank Details0014     Recur. Payments/Deds.
  0015     Additional Payments
  
• 20. What is Dynamic Action ?
  Dynamic Action feature is make available in SAP HR to  perform automatically by the system based on certain conditions.
  
• 21. What are the Important T Codes in SAP Personnel Administration ?
  PA10 - Personnel file
  PA20 - Display HR Master Data
  PA30 - Maintain HR Master Data
  PA40 - Personnel Action
  PA41 - Change Hiring Data
  PA42 - Fast Data Entry for Events
  PRMD - Maintain HR Master Data
  
• 22. How to delete Personnel records/HR Records ?
  Use transaction code  PU00 to delete records.
  RPUDELPN is report/program to delete the personnel numbers in bulk.All infotypes can be deleted  of a personnel number.
  
• 23. How to lock the personnel number for generating payroll ?
  By checking check box “personal number locked “in info type IT0003.
  
• 24. What is Concurrent employment ?
  Concurrent employment allows one Person to hold more than one position in under a single company code.
  Conditions for Concurrent Employment are (i)An person has several personnel assignments with the same organizational unit at the same time (ii) employee’s data is managed in the same SAP R/3 system for all personnel assignments.
  Example :
  Kimberly Mathew is a “Consultant” holds to two positions (i) SAP HR consultant & (ii) SAP FICO consultant at the same time under same organizational unit “SAP consulting –North America”.He works Mon-Fri ,9.00-13.00hrs as a SAP HR consultant & Mon-Fri ,14.00-17.30 hrs as a SAP FICO consultant.

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Sap (HR And HCM) Hard Questions

Sap (HR And HCM) Hard Questions

• 1. What are the different type of Wage Types? What are the characteristics of wages?
  Types of wage types
  1) Primary wage type
  2) Secondary/Technical wage type
  3)Customer specific wage type
  Wage type characteristics:
  1) Amount
  2) Number
  3)Rate
  
• 2. What is time management status ?
  Time Management status is the link between time management and payroll .The feature for  time management status is  TMSTA.
  Time Management status  field is available in infotype 0007 .
  Values for the Time Management status are
        0 - No time evaluation
        1 - Time evaluation of actual times
        2 - PDC time evaluation
        7 - Time evaluation without payroll integration
        8 - External services
        9 - Time evaluation of planned times
  
• 3. Structures in SAP Human Resources/HCM ?
  There are three types of Human Resource structure
  1.Enterprise Structure
  2.Personnel Structure
  3.Organizational Structure
  
• 4. Integration between Personnel Administration & OM ?
  Integration between PA and OM  is required to get default for job,position,org unit cost center etc in IT0001. Position is the integration between OM & PA.
  Configuration Step:
  IMG--> PA--> OM--> Basic settings --> integration-->set up integration with PA
  Table for OM - PA integration is T77S0
  In the above table set the integration switch PLOGI ORGA to X
  If this is set to "X" - the integration is turned "on"
  If this is a blank  - the integration is turned "off".
  
• 5. Reports in PA & OM Integration/Integration tools ?
  1.RHINTE00 - To transfer data from PA to OM
  2.RHINTE10 - To transfer OM data to PA tables
  3.RHINTE20  - To determine whether the data relevant for integration is available in both PA and OM
  4.RHINTE30 -To update IT0001 (org assignment)
  
• 6. Integration between Personnel Administration & PD(Personnel Planning and Development) ?
  Integration between PA and PD is set by turn on switch the  PLOGI ORGA with an X  in T77S0 table.
  Report RHINTE10 set up  PA & PD integration . This program allows you to create object types in Personnel Administration which have already set up in Personnel Planning and Development.
  
• 7. Integration between Personnel Administration & Time Management ?
  Infotype 0007 (Planned working time) is the integration between PA & Time Management. For PA & Time integration we need to maintain Infotype 0007.
  This integration is also based on PA and PSA grouping and EG and ESG grouping.
  
• 8. Integration between Personnel Administration & Payroll ?
  Integration between PA & Payroll through below info types.
  

  • Recurring Payments/Deductions (0014)
  • Additional Payments (0015)
  • Cost Distribution (0027)
  •  
• 9. Integration between Personnel Administration & Recruitment ?
  Integration between Personnel Administration & Recruitment can set up using the following two features
  Benefits
  

  1. Transfer employee data to the applicant database(feature PRELR)
  2. Transfer applicant data to the employee database((feature PAPLI and feature PRELI)
  3.  
• 10. What are plan versions used for ?
  Plan versions are  used in OM to create  scenarios in which you can create organizational plans. The current plan version should be "01", as set in PLOGI PLOGI.
  2. What are the basic object types?
  The five basic building block object types in OM are SPOCK.
  

  • S - Position
  • P - Person
  • O - Organization Unit
  • C - Job
  • K - Cost Centre
  •  
• 11. What is the difference between a job and a position ?
  Job is not concrete, it is is generic.(Eg: Manager, Assistant Manager,Consultant).
  Positions are related to persons .Position is concrete and specific which are occupied by Persons. (Eg: Manager –Finance , Consultant – SAP HR).
  
• 12. What are the different methods to customize Organizational structure of an organization ?
  hree methods  to customize Organizational structure of an organization. 
  1.Simple Maintenance 
  SAP Easy Access -> SAP Menu -> Organizational Management-> Expert Mode -> Simple      Maintenance -> PPOC_OLD C reate
  2.Expert Mode  / Detailed Maintenance
  3. Organization and Staffing
  SAP Easy Access > SAP Menu > Organizational Management> Organizational Plan >
  Organization   and staffing > PPOCE
  
• 13. Which infotype maintain relationships between objects ?
  Infotype 1001 defines the relationships between different OM objects.
  
• 14. What is an evaluation path ?
  An evaluation path describes a chain of relationships that exists between individual organizational objects in the organizational plan.
  You can maintain evaluation paths on img -> Personnel Management ->Organisation Management-> Basic Settings-> Maintain Evaluation Paths .
  
• 15. Integration between Organizational Management and Recruitment ?
  This integration allows to manage company vacancies & positions.
  Integration to Recruitment is switched through table T775S0
  PLOGI PLOGI 01
  PLOGI PRELI   99999999
  PPVAC             PPVAC      1
  
• 16. Integration between Recruitment and Personnel Development

  This integration manage qualifications in recruitment
  The integration to Personnel Administration is switched in T775S0 table
  PLOGI         QUALI          1 A032 Q
  

• 17. What are the various objects in an organizational plan ?
  1. Tasks
  2. Job
  3. Position
  4. Organizational unit
  5. Cost Center etc
  
• 18. 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.
  
• 19. 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.
  
• 20. 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).
  
• 21. 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.
  
• 22. What are the other additional organizational assignments ?
  The other additional organizational assignments are assigning the employee to administrators in org assignment infotype 0001.
  
• 23. Name the three administrators? How do you default these in IT0001 ?
  The three administrators are
  1.Personnel Administrator
  2.Payroll Administrator
  3.Time Administrator
  
• 24. 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.
  
• 25. 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.

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