SAP HR Interview Question and Answer

Part 1:

SAP Human Capital Management (HCM) is also called SAP-HR. SAP HCM consists of important sub-modules like Personnel Administration (PA), Organizational Management (OM), Time, Payroll all of which will be discussed in detail.

1. Which are the sub-modules in SAP HR?

Following are the modules in SAP-HR —

• Recruitment -Personnel Administration
• Organization Management
• Personnel Development
• Training and Event Management
• Compensation Management
• Personnel Time Management
• Payroll
• MSS – Manager Self Service
• ESS – Employee Self Service

2. Describe the various structures in SAP – HR?

Structures are required to represent statutory, regional, and organizational conditions in an organization. Following are three structures in SAP HR.

• Enterprise Structure – gives Information about the location of work on an employee. It comprises of Client, Company Code, Personnel Area, and Personnel Subarea
• Personnel Structure – gives information about the employees job function. It comprises of Employee Group and Employee Subgroup
• Organizational Structure – gives relations between employee and his corresponding departments or business unit. It comprises of organizational plan, which includes Job, position, organizational unit etc.

3. 
   What is an Infotype?

Individual Information such as last name, first name, DOB etc is defined in data fields. Data fields are grouped into information units according to their content, these information units are called Infotypes. Infotypes have names and 4 digit keys.

For Ex. Infotype 0002 is for Personal Data, which stores Employees Full Name, Date of Birth, etc.

An Infotype can have a sub-type.

Infotypes are classified as follows

• 1000 – 1999 == OM related
• 2000 – 2999 == Time related
• 9000 and above Customer Specific

4. What Time Constraint 1 on an Infotype ?

Infotype with Time Constraint 1(TC 1) must be unique, i.e. only one valid record can exist for a given period. There can be no gaps between the records. When we add a new record to an Infotype with TC1, the system delimits the overlapping record on the key date and adds new record

5. How can you maintain information for an Infotype?

To maintain information in an Infotype you could use –

• PA30 – Personal Administration Maintenance
• PA40 – Personal Actions

Alternatively, Fast Entry Screen.

6. Which Personal Actions have you performed on an employee?

• Hire
• Change Organizational Unit/Position
• Change of Pay
• Transfer
• Terminate
• Retirement

etc.

7. Where are payroll results stored?

Payroll results are store in PCL2 cluster, which can be accessed using the transaction pc_payresult

8. 
   What is Matchcode W?

Match Code W provides a list of all personnel numbers in the selected payroll area that have been rejected by the payroll run because of incorrect data. This means that the payroll has not run for them successfully. Personnel numbers are also included in Matchcode W if personnel data is changed in the correction phase of the payroll run.

9. List the Time Related Infotypes that you have used?

• 2001 – Absences
• 2002 – Attenances
• 2003 – Substitutions
• 2007- Attendance Quotas
• 0007- Planned Working Time

10. How would record time in your SAP HR system?

• Online by time administrators
• Separate time recording systems
• Cross-Application Time Sheet (CATS)
• Employee Self-Service (ESS) applications
• Customer systems with an interface to the R/3 System

Part 2 :

1. WHAT IS SAP HR?
   Answer: SAP HR records the data from hiring an employee to its final termination in an organization. It stores the employee data such as designation, role, salary details, working shifts, address and so on.
2. What Time Constraint 1 on an Infotype?
   Answer:Infotype with Time Constraint 1(TC 1) must be unique, i.e. only one valid record can exist for a given period. There can be no gaps between the records. When we add a new record to an Infotype with TC1, the system delimits the overlapping record on the key date and adds a new record.
3. What is internal recruitmente?
   Answer:Internal recruitment is the search for internal applicants. when you integrate with personal development, you can use profile match up which help to search for resources internally.
   – Also In recruitment, it is represented by ‘P’ as Person and ‘AP” as an external person.
4. What Do You Mean By Capacity Planning?
   Answer: Capacity Planning refers to the planning of production in an organization to meet the changing market demands of the products. The capacity is identified as the maximum amount of work that an organization can complete in a given time period.
5. How can you maintain information for an Infotype?
   Answer: To maintain information in an Infotype you could use –

PA30 – Personal Administration Maintenance

PA40 – Personal Actions

Alternatively, Fast Entry Screen.

6. What Do You Understand By Mandatory Activities?
   Answer:Mandatory activities are activities for which SAP does not deliver default settings, such as organizational structure. Customer-specific requirements must be stored for activities that are classified as mandatory.
7. How are Time management and payroll are integrated?
   Answer:TM MGMT and Payroll are integrated into ways are time data is collected from the info type 0007 and these hours are taken in basic as Number of hours worked or utilized, and even with time evaluation and last with schemas integration.

X000 schema carries xt00 and these data can be transferred between other modules.

8. What Are Personnel Development Plans?
   Answer:Personnel development plans provide professional development for the employees of an organization. It can also be used to perform training and job-related activities.
9. What Is the Manager’s Desktop?
   Answer: The Manager’s Desktop is a computer system, which is available only to the managers. Other employees cannot see the Manager’s Desktop; whereas, the manager can use this computer system to see the status of all the employees who are logged in. The computer system also helps managers to perform their administrative and strategic works.
10. WHICH ARE THE SUB-MODULES IN SAP HR?
    Answer:Following are the modules in SAP-HR —

-Recruitment -Personnel Administration

-Organization Management

-Personnel Development

-Training and Event Management

-Compensation Management

-Personnel Time Management

-Payroll

-MSS – Manager Self Service

-ESS – Employee Self Service

11. What is the role of an administrator in PA?
    Answer: To restrict access to Personnel administration based on PA/PSA.
    Administrator: we come across for Personnel administration, Time management, and Payroll in sap.
    Each administrator is responsible for each individual activity. You can get the name of the administrator in the payslip so the employee for any clarification he can meet the responsible administrator (accessed through payslip)
    – This administrator (is created in PA of PM) is responsible for recruitment.
12. What is SAP HCM?
    Answer: SAP HCM is an on-premises system that services HR functions such as compliance, payroll, personnel files, and benefits administration. In December 2011, SAP announced its acquisition of Success Factors, signaling SAP’s commitment to the cloud while maintaining its commitment to its HCM products.

-Payroll

-MSS – Manager Self Service

-ESS – Employee Self Service

13. What Is Personnel Area?
    Answer:A personnel area is a subunit of company code. It is identified as an organizational unit representing an area in an enterprise, which is organized according to personnel administration, time management, and payroll accounting criteria. It is represented as a four-character alphanumeric code. For example, the personnel area code for a corporation is CORP.
14. What is an Infotype?
    Answer:individual Information such as last name, first name, DOB, etc is defined in data fields. Data fields are grouped into information units according to their content, these information units are called Infotypes. Infotypes have names and 4 digit keys.

For Ex. Infotype 0002 is for Personal Data, which stores Employees Full Name, Date of Birth, etc.

An Infotype can have a sub-type.

Infotypes are classified as follows

1000 – 1999 == OM related

2000 – 2999 == Time related

9000 and above Customer Specific

Alternatively, Fast Entry Screen.

Retirement

etc.

15. What Is Personnel Cost Planning?
    Answer:Personnel Cost Planning is used to plan the personnel costs that are based on either the basic salaries or the vacated or filled vacancies. It can be done for the current year based on either the assumptions or the previous year costs.
16. What Is The Use Of Compensation Management?
    Answer:Compensation Management allows you to specify the guidelines for an organization’s compensation policy, which helps the organization to attract and preserve the best employees. It is necessary for the administration of compensation, such as carrying out payroll.
17. How to group employees for their allowances in payroll?
    Answer: Go to the basic salary of India in Payroll India and group the employee first depending on the allowances to be paid and this is
    applied for even differentiating the employees into groups depending on their pay structures.
18. What Do You Understand By Critical Activities?
    Answer: Critical activities are activities that should be carried out very carefully, because errors in these activities may lead to negative consequences.
19. What Are Optional Activities?
    Answer: Optional activities are activities for which SAP delivers default settings.
    These default settings can be used if they satisfy the requirements.
20. Where are payroll results stored?
    Answer: Payroll results are store in PCL2 cluster, which can be accessed using the transaction pc_payresult.
21. What Are Non-critical Activities?
    Answer: Similar to critical activities, the non-critical activities should also be performed carefully, but the errors committed in these activities have less negative consequences.
22. In OM, how to get the details for a group of employees (ex.) group of Drivers in the organization?
    Answer: Similar to critical activities, the non-critical activities should also be performed carefully, but the errors committed in these activities have less negative consequences.
23. What Is Shift Planning?
    Answer: Shift Planning is a component of Personnel Time Management. It is used to plan the shift time and location of the employees according to their qualification and the number of job requirements. The document used to record this information is called a planned shift document, which is also known as a roster.
24. What Is The Use Of Training And Event Management?
    Answer:The Training and Event Management module is used to manage and schedule the training events and conventions.
25. What Is Sap Hcm Workflow?
    Answer: The SAP HCM Workflow automates business processes and assigns tasks to the appropriate person at the right time.
26. What Are The Most Important Processes In The Hr Department?
    Answer:HR is the most important division for any organization.
    The processes of the HR department are employee administration, payroll, legal reporting of efficiency, and agreements with the changing global and local regulations.
27. List The Most Important Structures In Hr?
    Answer:
    Following are the important structures in HR:

• Enterprise
• Personnel
• Organization
• Payscale
• Wage type

28. What Is Employee Self-service (ess)?
    Answer: ESS facilitates the employees of an organization to create, view, and change the data anytime and anywhere, with the help of various technologies. It provides employees with an employee-centric portal to enable them to access and modify the information required for their jobs.

For example, employees can manage their home address and emergency contacts.

29. How Do You Hire A New Employee?
    Answer:A new employee is hired with the PA40 transaction code. After that, all the Infotypes are maintained for the employee by using the PA30 transaction code.
30. List The Functions Required To Select An Infotype?
    Answer: Following are the functions required to select an Infotype:
    Create / INS
    Delete
    Delimit
    Lock / Unlock
31. Personal Actions have you performed on an employee?
    Answer:

• Hire
• Change Organizational Unit/Position
• Change of Pay
• Transfer
• Terminate
• Retirement
• etc.

32. How to assign a person two different pers no.s and allocate him two different comps. codes and generate a single invoice?
    Answer:No, even with Concurrent employment also it is not possible to assign two personnel numbers for one person. You can assign him to work with two Personnel ID Numbers with the same number and make an invoice.
33. How do you import payscale data from non SAP to SAP?
    Answer:Yes you have to say from which transaction code you are transferring data from Non SAP into sap.
34. What is the controlling area, what does it do, and how were is it assigned?
    Answer:Controlling area is under of FI person which helps to set for costing purposes also based on this fiscal variant is set.
35. What is REPORT VARIANT FOR OFF CYCLE ACTIVITIES, what do we do in this step?
    Answer:Variant is to save all input field parameters. once you saved as a variant, you can use the same for future purposes.

If we have to create multiple positions, what method OR tool we can use to avoid errors due to creating them manually.

You can create multiple positions by LSMW or batch programs for the Tcode PP01 or PPOCE.

36. What is IT 41 used for? How do I default IT 41?
    Answer: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 you require more than twelve date specifications for an employee at the same time, you can use time constraint 3.
37. What are Dynamic Actions?
    Answer: Give a few examples. What is IT’s you used in them? (I know only Birth of Child action, and the IT’s used in it are Personal Data, Additional Payments)

Dynamic actions are triggered by the system. They are the result of some personnel action. If you make a change (personnel action) to the personnel data of an info type that 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 you carry out an action lets say hiring, you need to populate a set of info types. Your initial entry of details in infotype 0000 is personnel action. When you do this system automatically displays next info types- which is a result of dynamic action.

38. What is the Recruitment Cycle?
    Answer:It 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.
39. What is meant by payscale structure? How did you configure the payscale structure?
    Answer: (I said I created various payroll areas and defaulted them using the feature ABKRS. Seemed he was expecting more than this from me.)
    A: Pay Scale Structure means creation of Payroll area, Payscale type, area, group and levels with EmpSub group grouping for PCR & caps.
40. What is time management status?
    Answer: 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
41. What is the difference between Indian and US Payroll? (I said each of them has their own ITs and the taxation differs.)?
    Answer: Yes, it correct and even you have to say about the Benefits which are more important in the US. In the US unemployment tax will come. Garnishments will come, Residence taxation, Work tax and others, you have to say it in broadway then only they can know that you are working, or confident enough.
42. What is Concurrent employment?
    Answer: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 an SAP HR consultant & Mon-Fri, 14.00-17.30 hrs as an SAP FICO consultant.
43. How to lock the personnel number for generating payroll?
    Answer: By checking checkbox “personal number locked “in info type IT0003.
44. What is the different type of Wage Types? What are the characteristics of wages?
    Answer:
    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
45. What Are Features In Sap Hcm?
    Answer: Features are decision trees customized in the Implementation Guide (IMG) screen in SAP HCM that are made up of technical fields whose values are defaulted in the easy access.
46. What Do You Mean By Infotypes In Sap Hcm?
    Answer: Infotypes are referred to as system-controlled characteristics of employees. Information related to an employee is stored in the form of Infotypes,
    which are represented by a four-digit numeric code given as follows:
    0000 for actions
    0001 for organizational assignment
    0002 for personal data
    0003 for payroll status
47. What Is The Meaning Of Global Employment In Sap Hcm?
    Answer: Global Employment is termed as an employee having personnel assignments with one enterprise or several affiliated enterprises, in more than one country at the same time.
48. What Are The Functions Of The Personnel Administration Module?
    Answer: The following are the functions of the Personnel Administration module:

Providing authorizations required for the maintenance of master data
Assigning personnel number for people being recruited
Maintaining plausibility of other sub-applications both within HCM and outside HCM
Maintaining plausibility within personnel administration
Designing input templates for personnel administration
Designing work processes required for personnel administration
Designing user interfaces.

49. What Do You Understand By Personnel Structure?
    Answer:Personnel structure is defined as the structure of employees in an organization. It comprises employee groups and employee subgroups.

The employee group allows you to divide employees into groups and define their relationship to the enterprise.

Following are some important organizational functions that can be performed using an employee group:

Creating default values when data is input, such as creating default values for the payroll accounting area or basic pay of the employee
Creating criteria of selection to be used during evaluations
Creating a unit to be used for the authorization check.
The employee subgroup is a part of the employee group and has the following functions:

Provides processing information in payroll accounting.
Provides information about the validity of primary wage types.
Provides information about the validity of work schedules.
Supplies information about the validity of pay scale groups.
Provides information about the validity of time quota types.

50. What Are Personnel Subareas?
    Answer:A personnel subarea is a part of the personnel area, which can be subdivided according to the geographical location or the strategic line of business. It is represented as a four-character alphanumeric code. For example, if the branches or locations of an organization are defined as personnel area, then its departments, such as HR and ADMIN, are the personnel subareas of the organization.

Part 3 :

Q1) List The Various Components Of The Enterprise Structure In Systems, Applications, And Products (SAP) In Human Capital Management (HCM)?       

Ans: The components of the enterprise structure in SAP HCM are given as follows:

• Client
• Company code
• Personnel area
• Personnel subarea

Q2) What Is Client In The SAP System?

Ans: In the SAP R/3 (R stands for Real-time) system, a client is an organization and a legal entity. A client is positioned at the highest level among all the organizational units. It contains the master data of various business processes, such as customers, products, and vendors. A three-digit number is used to represent clients in the SAP R/3 system.

Q3) What Is the Company Code?

Ans: A company code is a unique four-character alphanumeric code that represents a legally independent enterprise.

Q4) What Is Personnel Area?

Ans: A personnel area is a subunit of the company code. It is identified as an organizational unit representing an area in an enterprise, which is organized according to personnel administration, time management, and payroll accounting criteria. It is represented as a four-character alphanumeric code. For example, the personnel area code for a corporation is CORP.

Q5) What Are Personnel Subareas?

Ans: A personnel subarea is a part of the personnel area, which can be subdivided according to the geographical location or the strategic line of business. It is represented as a four-character alphanumeric code. For example, if the branches or locations of an organization are defined as personnel areas, then its departments, such as HR and ADMIN, are the personnel subareas of the organization.

Q6) What Is SAP HCM Workflow?

Ans: The SAP HCM Workflow automates business processes and assigns tasks to appropriate persons at the right time.

Q7) What Do You Mean By Infotypes In SAP HCM?

Ans: Infotypes are referred to as system-controlled characteristics of employees. Information related to an employee is stored in the form of Infotypes,

Q8) which are represented by a four-digit numeric code given as follows:

Ans:

• 0000 for actions
• 0001 for organizational assignment
• 0002 for personal data
• 0003 for payroll status

Q9) What Are Features In SAP HCM?

Ans: Features are decision trees customized in the Implementation Guide (IMG) screen in SAP HCM that are made up of technical fields whose values are defaulted in the easy access.

Q10) How Do You Hire A New Employee?

Ans: A new employee is hired with the PA40 transaction code. After that, all the Infotypes are maintained for the employee by using the PA30 transaction code.

Q11) What are the three administrators?

Ans: The three administrators are :

• Personnel Administrator  
• Payroll Administrator
• Time Administrator

Q12) How does any company use an organizational plan?

Ans: The company organization structure and reporting structure are 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.

Q13) What is an evaluation path?

Ans: 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 ->Organization Management-> Basic Settings-> Maintain Evaluation Paths .

Q14) What is the difference between a job and a position?

Ans: Job is not concrete, it is generic. (Eg: Manager, Assistant Manager, Consultant). Positions are related to persons. The position is concrete and specific which is occupied by Persons. (Eg: Manager – Finance, Consultant – SAP HR).

Q15) What are Dynamic Actions? Give a few examples?

Ans: Dynamic actions when triggered by the system. They are the result of some personnel actions. 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 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 the next info types- which are the result of dynamic action.

Q16) What is the difference between Indian and US Payroll?

Ans: Does each of them have their own ITs and the taxation differs? Yes, since the Benefits are more important in the US. In the US unemployment tax will come. Garnishments will come, Residence taxation, Work tax, and others.

Q17) How can we evaluate wage types indirectly?

Ans: You must define the characteristics of the wage type to be evaluated indirectly. To do this, go to the IMG under Payroll *: Reimbursements, Allowances, and Perks ® Maintain Wage Type Characteristics.

In this activity, if the wage type has to be Indirectly Evaluated, you must first assign INVAL in the Indirect eval. module field.

Then, you must assign the Module variant(A, B, C, D) for the wage type. Now when you populate the Basic Pay infotype (0008), the configured wage types will get defaulted, and those wage types configured for INVAL will also have their amounts defaulted.

Q18) What ways are there to perform pay scale reassignment?

Ans: You can reassign the pay scale to any position through position maintenance(PO13). Go to change planned compensation and reassign the pay scale to the desired position.

• Simple and extended pay increases
• Simple Standard Pay Increase
• Go to reporting. In the Program field enter report RPU51000.
• The selection screen for the report is displayed.

In the PayScale Group, Pay Scale Level, and Wage Type fields, enter the employees who should receive a standard pay increase. Enter the date from which the Customizing settings should be changed. In the Increase and Rounding sections, enter the necessary data, for example, an increasing amount or an increased percentage rate.

The amount of the indirectly valuated wage types is adjusted according to the data in the Customizing settings. No new infotype records have been created in the Basic Pay infotype (0008).

Extended Standard Pay Increase

In the Program field enter report RPITRF00.In the Selection section, enter the selection criteria you want to use to effect an extended standard pay increase.

Choose Batch Input.

If you do not select Batch Input, the pay scale reclassification will only be simulated. A results log is displayed, that you can evaluate as required. If necessary, enter the pay scale structure for which you want to effect a standard pay increase.

Process the batch input session.

The payments for the selected employees have been adjusted in accordance with the data specified in Customizing. New infotype records have been created in the Basic Pay infotype (0008).

Q19) What is the employee subgroup grouping for primary wage types used for?

Ans: You can use these groupings to specify which wage types may be entered for which employee subgroups.

Q20) Through which T-Code you are able to create a remuneration statement?

Ans: PC00_Mxx_CEDT (xx – denotes the molga for a country).

Q21) How can you define default wage types for the Basic Pay Infotype?

Ans: The system can suggest a default wage type for basic pay (IT0008), to do this appropriate wage type must be included in a wage type model. Here you define the default wage types and the sequence of how they should appear in the infotype Basic Pay and whether you can overwrite the defaulted wage type or not.

Personnel Management -> Personnel Administration -> Payroll data -> Basic Pay -> Wage Type ->

Revise Default Wage Types After setting the wage type model, the LGMST feature needs to be defined. Feature LGMST has two return values: firstly, the maximum number of wage types that can be entered in the Basic Pay infotype (IT0008), and secondly, the wage type model the system is to use, which was defined above. To access feature LGMST use following SPRO path or transaction PE03.

SPRO: Personnel Management -> Personnel Administration -> Payroll data -> Basic Pay -> Wage Type -> Enterprise Structure for Wage Type Model

Q22) In which feature, default wage type is defined for Basic Pay Infotype?

Ans: LGMST

Q23) How does the system know when to trigger retroactive accounting for a particular employee?

Ans: Retroactive accounting recognition consists of four steps:

If you edit an infotype that is relevant to retroactive accounting, the system enters the start date of the changed infotype record in the following fields of infotype 0003 Payroll Status:

•    Earliest MD change (earliest master data change since last payroll run)
•    MD chng.bonus (earliest payroll-relevant master data change (bonus)). This field is only displayed for specific country groupings, it is not displayed for all personnel numbers.

During the next regular payroll run or correction run (off-cycle payroll type B), the system determines whether the data in the Earliest MD change and (if applicable) MD chng. bonus fields come before the date in the Accounted to the field.

If this is the case, the system performs retroactive accounting. It starts with the payroll period in which the data entered in the Earliest MD change and MD chng. bonus fields occur. The system recalculates all payroll periods that lie between the date in the Earliest MD change and MD chng. bonus fields and the date in the Accounted to field.

The system deletes the date in the Earliest MD change and MD chng.bonus fields.

Q24) What activities are possible when the payroll control record is set to “Released for Payroll”?

Ans: If you choose the function Release Payroll from the menu, you are prevented from changing infotype data records if such changes affect the past or present. This lock applies to the personnel numbers included in the payroll area concerned. Changes that affect the future are still permitted. You must execute this function in the menu before starting the payroll. If the status of the payroll control record was previously Exit Payroll, the Release Payroll function also has the effect of increasing the period in the payroll control record by 1.

Q25) Can a posting run be deleted?

Ans: Yes, It can be reversed before the Bank transfer. Once the transfer is done the payments need to be adjusted in the next payments.

Q26) Difference between PCR and CAP?

Ans: The difference between PCR and CAP is mentioned below:

PCR – The Personnel Calculation rule allows how one wage type is to be processed in different ways in payroll accounting.

CAP – CAP is a Collective Agreement Provision based on which the different groups of Employees are eligible for different kinds of pay scale structures and benefits and so on. CAP is based on the following components :

• Payscale type
• Payscale area
• Employee subgroup grouping for CAP
• Pay Scale Group and Pay Scale Level

An employee subgroup grouping for collective agreement provisions combines subgroups that are governed by the same valid collective agreement provisions. A provision in a specific labour law regulation within the collective agreement.

Q27) The naming convention for wage types

Ans: The following naming conventions are used for wage types:

• /0** – valuation bases
• /1** – cumulation of the gross amount
• /2** – averages
• /3** – country-specific, usually for social insurance
• /4** – country-specific, usually for tax
• /5** – legal net
• /7** – wage/salary plus ER shares
• /8** –  factoring
• /84* – cost accounting
• /A** – outgoing wage types in the retroactive accounting period
• /Z** – incoming wage types from the previous period

Q28) Do you know in OM -> copy plan version?

Ans: To copy the plan version use the Tcode: RE_RHCOPL00.

This report is only for copying objects from one plan version to another plan version to keep updated structures Always only one plan version would be active which is current. This report does not help to copy any master data.

Q29) Can a posting run be deleted?

Ans: Yes, It can be reversed before the Bank transfer. Once the transfer is done the payments need to be adjusted in the next payments.

Q30) What activities are possible when the payroll control record is set to “Released for Payroll “?

Ans: When you set the status to Released for payroll you cant make any change to master data. It’s actually released for payroll.

Q31) Is it possible to branch directly from the payroll log to master data and time data maintenance?

Ans: Yes, you can go in separate sessions.

Payroll Results

Q32) How do you post the payroll results to FICO?

Ans: 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”.

If you have selected “Output Log” at the beginning of your configuration procedure, it will tell you at the bottom part what went wrong.

Deduction Wage Type:

We have a deduction wage type displayed in the window of our payslip that shows a negative value. This causes problems and we have tried several measures to correct this including conversion rule 16 for our wage type in the same window but so far, without any success. How can we correct or delete the negative sign?

You can review OSS Note 406977. This is a collective note of issues with RPCEDTx0 with examples of problems and solutions.

Payroll Simulation

Q33) 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” ?

Ans: You should check for the cost element associated and the validity of the cost rule for this plan. To do this, check your configuration under Benefits>Plans>Health Plans>Define cost variant and define cost rules.

Q34) 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?

Ans: You can check the “Earliest MD (master data) 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.

Single Payroll

Q35) Is it possible to configure a single payroll to pay an individual in multiple currencies?

Ans: No. The system can be configured to play in multiple currencies but not to pay an individual in multiple currencies.

 IT0015

Q36) I need to capture a reason in the “additional payment” IT0015. The reason code is “save” in this infotype. I tried to capture for reason an Example to ADDWT 9999 if Reason ADDWT9998. How can I check the reason in IT0015 for accuracy?

Ans: You can try using this to start with: ‘TABLE P0015 > VARGB PREAS’

Then, use the variable key to define different reasons.

Q37) Which characteristics does a day with day type 1 have?

Ans: Its OFF and Paid

Q38) How does the system know when to trigger retroactive accounting for a particular employee?

Ans: You have to mention the retroactive accounting date in IT 0003 in the relevant field. Otherwise, it will take the earlier hiring date.

Q39) Is it possible to branch directly from the payroll log to master data and time data maintenance?

Ans: Yes you can go in separate sessions.

Q40) What Do You Understand By Personnel Structure?

Ans: Personnel structure is defined as the structure of employees in an organization. It comprises employee groups and employee subgroups. The employee group allows you to divide employees into groups and define their relationship to the enterprise.

Following are some important organizational functions that can be performed using an employee group:

Creating default values when data is input, such as creating default values for the payroll accounting area or basic pay of the employee Creating criteria of selection to be used during evaluations Creating a unit to be used for authorization check.

Q41) What Is Shift Planning?

Ans: Shift Planning is a component of Personnel Time Management. It is used to plan the shift time and location of the employees according to their qualifications and the number of job requirements. The document used to record this information is called a planned shift document, which is also known as a roster.

Part 4:

Q1. Which are the sub-modules in SAP HR?

Ans:

Following are the modules in SAP-HR —

• Recruitment -Personnel Administration
• Organization Management
• Personnel Development
• Training and Event Management
• Compensation Management
• Personnel Time Management
• Payroll
• MSS – Manager Self Service
• ESS – Employee Self Service

Q2. Describe the various structures in SAP – HR?

Ans:

Structures are required to represent statutory, regional, and organizational conditions in an organization. Following are three structures in SAP HR.

• Enterprise Structure – gives Information about the location of work on an employee. It comprises of Client, Company Code, Personnel Area, and Personnel Subarea
• Personnel Structure – gives information about the employees job function. It comprises of Employee Group and Employee Subgroup
• Organizational Structure – gives relations between employee and his corresponding departments or business unit. It comprises of organizational plan, which includes Job, position, organizational unit etc.

Q3. What is an Infotype?

Ans:

Individual Information such as last name, first name, DOB etc is defined in data fields. Data fields are grouped into information units according to their content, these information units are called Infotypes. Infotypes have names and 4 digit keys.For Ex. Infotype 0002 is for Personal Data, which stores Employees Full Name, Date of Birth, etc.An Infotype can have a sub-type.

Infotypes are classified as follows

• 1000 – 1999 == OM related
• 2000 – 2999 == Time related
• 9000 and above Customer Specific

Q4. What Time Constraint 1 on an Infotype ?

Ans:

Infotype with Time Constraint 1(TC 1) must be unique, i.e. only one valid record can exist for a given period. There can be no gaps between the records. When we add a new record to an Infotype with TC1, the system delimits the overlapping record on the key date and adds new record

Q5. How can you maintain information for an Infotype?

Ans:

To maintain information in an Infotype you could use –

• PA30 – Personal Administration Maintenance
• PA40 – Personal Actions

Q6. Which Personal Actions have you performed on an employee?

Ans:

• Hire
• Change Organizational Unit/Position
• Change of Pay
• Transfer
• Terminate
• Retirement

Q7. Where are payroll results stored?

Ans:

Payroll results are store in PCL2 cluster, which can be accessed using the transaction pc_payresult

Q8. What is Matchcode W?

Ans:

Match Code W provides a list of all personnel numbers in the selected payroll area that have been rejected by the payroll run because of incorrect data. This means that the payroll has not run for them successfully. Personnel numbers are also included in Matchcode W if personnel data is changed in the correction phase of the payroll run.

Q9. List the Time Related Infotypes that you have used?

Ans:

• 2001 – Absences
• 2002 – Attenances
• 2003 – Substitutions
• 2007- Attendance Quotas
• 0007- Planned Working Time.

Q10. How would record time in your SAP HR system?

Ans:

• Online by time administrators
• Separate time recording systems
• Cross-Application Time Sheet (CATS)
• Employee Self-Service (ESS) applications
• Customer systems with an interface to the R/3 System

Q11.Explain the uses of the simple maintenance interface?

Ans:

Simple Maintenance is used when Staff assignments and reporting structure are to be changed. There are three main areas in Simple Maintenance. Each area contains particular maintenance functions, depending on whether you want to edit organizational structure, staff assignments or task profiles. For Organizational Management users, Simple Maintenance is best used to establish the basic framework in organizational plan development. For complete, detailed editing of individual organizational objects in your organizational plan (editing particular positions or organizational units, for example), we recommend that you switch to Info-type Maintenance. Simple maintenance uses a tree structure, which allows you to create a basic framework for organizational plans, using streamlined procedures. In this way, we can create an organizational and reporting structures step by step.

Q12.What is the use of INFOGROUPS?

Ans:

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.

Q13.What is PROCESSING CLASS, where we do them and why?

Ans:

Wage type characteristic that determines how processing is conducted during the payroll run.

Q14.What is EVALUTION PATH, where do we do it and why?

Ans:

A chain of relationships between objects in a hierarchical structure. for eg. O-S-P(Organization->Position->Person).

Q15.What is INTERNAL PAYROLL PROCESS?

Ans:

Payroll process(program) is run at a specific point in time, not only to calculate an employee’s basic remuneration but also any special payments, overtime payments or bonuses that must be effected for the period in question.

Q16.What is meant by payscale structure? How did you configure payscale structure? (I said I created various payroll areas and defaulted them using the feature ABKRS. Seemed he was expecting more than this from me.)

Ans:

Pay Scale Structure means creation of Payroll area , Pay scale type,area, group and levels with EmpSub group grouping for PCR & CAP’s.

Q17.How do you import payscale data from non SAP to SAP? (Somebody told me that there’s a tool called LEGACY to transfer non SAP data to SAP. I said the same. Is it the same for payroll also? He wanted a clearer explanation of how I did it.

Ans:

Yes you have to say from which transaction code you are transfeing data from Non SAP in to sap.

Q18.How to assign a person two different pers no.s and allocate him two different comp. codes and generate a single invoice? Suppose for a person I have to pers no.s A and B. I want to send him to one company in the morning and the other in the noon. How should I do this. (I only know one person can be given more than one position by giving percentage in OM. I said that this process is concurrent employment.)

Ans:

No, even with Concurrent employment also it is not possible to assign two personnel numbers for one person. You can assign him to work wih two Personnel ID Numbers with the same number and make invoice.

Q19.What is meant by a schema? (I said I’m only aware that it is a set of rules which is copied and renamed, but never worked on that.)

Ans:

No, you have to say him that schema is a set of instructions ( Programs )  madified as per requirements and its process is to collect the data as from all the defined instuctutions with sub schemas and PCR’s. As I was not authorised to work on them I know just the process of schemas only, (you should have said like this.)

Q20.How do you restrict the data to be entered in payroll area?

Ans:

No, data is entered in a payroll area , but the employees are defined depending on their payscale structure. If you are restricting any data to be entered for pay strcs this is for indirectly for payroll area.

Top of Form

Bottom of Form

Q21. What is SAP HR?

Ans:

SAP HR records the data from the hiring an employee to its final termination in organization. It store the employee data such as designation, role, salary details, working shifts, address and so on

Q22. What is SAP HCM?

Ans:

SAP HCM is an on-premises system that services HR functions such as compliance, payroll, personnel files and benefits administration. In December 2011, SAP announced its acquisition of Success Factors, signaling SAP’s commitment to the cloud while maintaining its commitment to its HCM products.

Q23.List The Various Components Of The Enterprise Structure In Systems, Applications, And Products (SAP) In Human Capital Management (HCM)?

Ans:

The components of the enterprise structure in SAP HCM are given as follows:

• Client
• Company code
• Personnel area
• Personnel subarea

Q24.What Is Client In The SAP System?

Ans:

In the SAP R/3 (R stands for Real-time) system, a client is an organization and a legal entity. A client is positioned at the highest level among all the organizational units. It contains the master data of various business processes, such as customers, products, and vendors. A three-digit number is used to represent clients in the SAP R/3 system.

Q25.What Is Company Code?

Ans:

A company code is a unique four-character alphanumeric code that represents a legally independent enterprise.

Q26.What Is Personnel Area?

Ans:

A personnel area is a subunit of company code. It is identified as an organizational unit representing an area in an enterprise, which is organized according to personnel administration, time management, and payroll accounting criteria. It is represented as a four-character alphanumeric code. For example, the personnel area code for a corporation is CORP.

Q27.What Are Personnel Subareas?

Ans:

A personnel subarea is a part of personnel area, which can be subdivided according to the geographical location or the strategic line of business. It is represented as a four-character alphanumeric code. For example, if the branches or locations of an organization are defined as personnel area, then its departments, such as HR and ADMIN, are the personnel subareas of the organization.

Q28.What Is SAP HCM Workflow?

Ans:

The SAP HCM Workflow automates business processes and assigns tasks to appropriate person at the right time.

Q29.What Do You Mean By Infotypes In SAP HCM?

Ans:

Infotypes are referred to as system-controlled characteristics of employees. Information related to employee is stored in the form of Infotypes,

Q30.which are represented by a four-digit numeric code given as follows:

Ans:

• for actions
•  organizational assignment
• r personal data
• 0003 for payroll status

Q31.What Are Features In SAP HCM?

Ans:

Features are decision trees customized in the Implementation Guide (IMG) screen in SAP HCM that are made up of technical fields whose values are defaulted in the easy access.

Q32.How Do You Hire A New Employee?

Ans:

A new employee is hired with the PA40 transaction code. After that, all the Infotypes are maintained for the employee by using the PA30 transaction code.

Q33.What is meant by authorization? Did you ever work on it?

Ans:

Authorisations are the transactions given to the end users or the developers for only some areas to work, infotyopes, transaction codes, org units and others depending on the requirement of the client or the develping enterprise.  Check this at PFCG tcode.

Q34.What is the difference between Indian and US Payroll. (I said each of them have their own ITs and the taxation differs.)

Ans:

Yes it correct and even you have to say about the Benefits which are more important in US. In US unemployment tax will come. Garnishments will come, Residence taxation, Work tax and others, you have to say it in broad way then only they can know that you are working, or confident enough.

Q35.How do you differentiate Tax for different countries?

Ans:

Taxation has so many use exits to be created which means it all happens only from  the new versions which SAP Releases.

Q36.What is meant by slab? How is Indian slab and US slab? (He was talking about some %ages. I don’t know what they are. ) 

Ans:

Grouping of employees depending on their allowances and PERKS is nothing but Slab system and it also even comes  for  Professional Tax.

Q37.What are Dynamic Actions? Give a few examples. What are the IT’s you used in them. (I know only Birth of Child action, and the IT’s used in it are Personal Data, Additional Payments)

Ans:

Dynamic actions which are triggered by the system. They are result of some personnel action.  If you make a change (personnel action) to the personnel data of an info type that then has an effect on the data of a second info type, the system automatically displays the info type.  One of the main purpose 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 you carry out  an action lets say hiring, you need to populate a set of info types. Your initial entry of details in infotype 0000 is personnel action. When you do this system automatically displays next infotpes- which is result of dynamic action

Q38.What is Recruitment Cycle?

Ans:

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

Q39.What is Qualification Deficiency? How will you come to know that a Person does not have certain skills/qualificatio ns? (This was posed after I said that I worked on Training and Events also).

Ans:

Generally the required qualifications are stored in Required Qualifications (Infotype 5129).  So any deficient qualifications can be viewed in this infotype.

Q40.What is IT 41 used for? How do I 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 you require more than twelve date specifications for an employee at the same time, you can use time constraint 3.

Q41.Suppose the client wants me the vacancy to be displayed on a website as well as ESS. How should I do it? (I only know ESS means Employee Self Service, please explain about ESS also).

Ans:

Employee Self-Service enables employees to create, display, and change their own HR-related data in the Enterprise Portal generally related to.  Benefits and Payments,, Working Time, Career and Job, Employee Search, Personal Data, Travel Management, Corporate Information and Life and Work Events.  So the kind of data the employees can edit, change or delete depending upon the authorizations the employees (users and roles) have.  The authorization to have access to the vacancies by employees is given, generally the vacancies will be displayed for all the employees i.e all the employees will have authorizations.

Q42.What is internal recruitment ?

Ans:

Internal recruitment is search for internal applicants. when you integrate with personal development, you can use profile match up which help to search for resources internally.Also  In recruitment it is represented by ‘P’ as Person and ‘AP” as external person.

Q43.What are problems generally faced while posting result to FICO ?

Ans:

Normally mismatching of amount get posted.

Q44.What is controlling area, what does it do, and how were is it assigned ?

Ans:

Controlling area is under of FI person which helps to set for costing purposes also based on thses fiscal variant is set.

Q45.What is the purpose of creating symbolic a/c, what is transaction code for same ? Can we assign one symbolic a/c to multiple wage types ?

Ans:

It depends upon your payrol requirement to create salary head like expense account etc.

Q46.What is REPORT VARIANT FOR OFF CYCLE ACTIVITIES, what do we do in this step ?

Ans:

Variant is to save all input field parameters.  once you saved as a variant , you can use the same for future purposes.

Q47.If we have to create multiple positions, what method OR tool we can use to avoid errors due to creating them manually.

Ans:

You can create muliple position by LSMW or batch programs for the Tcode PP01 or PPOCE

Q48.What do is LANDSCAPE in SAP Project, I think its related to no. of servers used, Pls correct me if I am wrong, Or what it is ?

Ans:

It is related to Basis

Q49.What is the role of a administrator in PA ?

Ans:

To restrict access to Personnel administration based on PA/PSA. Administrator: we come across for Personnel administration, Time management, and Payroll in sap .Each administrator is responsible for each individual activity.  You can get the name of the administrator in the pay slip so the employee for any clarification he can meet the responsible administrator  (accessed through payslip)This administrator (is created in PA of PM) is responsible for recruitment.

Q50.What is golive actually ? What is the role of a functional consultant in it ?

Ans:

Go live is transferring of data from Development server to Production server.

• Development —–>  Quality server

In Quality you need to Unit, Integration testing, Once it is OK in Qulaity server,

• Development —-> Production

Q51.How to group employees for their allowances in payroll?

Ans:

Go to basic salary of India in Payroll India and group the employee first depending on the allowances to be paid and this is
applied for even differentiating the employees into groups depending on their pay structures.

Q52.In OM, how to get the details for group of employees (ex.) group of Drivers in the organisation?

Ans:

Drivers can be identified depending on their position at which they are working and you can have a different job codes for them who do you want to look into.

Q53.What are the three administrators ?

Ans:

The three administrators are :

• Personnel Administrator  
• Payroll Administrator
• Time Administrator

Q54.How does any company use an organizational plan?

Ans:

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.

Q55.What is an evaluation path?

Ans:

An evaluation path describes a chain of relationships that exists between individual organizational objects in the organizational plan.

Q56.What is the difference between a job and a position?

Ans:

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).

Q57.How can we evaluate wage types indirectly ?

Ans:

• You must define the characteristics of the wage-type to be evaluated indirectly. To do this, go to the IMG under Payroll *: Reimbursements, Allowances and Perks ® Maintain Wage Type Characteristics.
• In this activity, if the wage type has to be Indirectly Evaluated, you must first assign INVAL in the Indirect eval.module field.
• Then, you must assign the Module variant(A,B,C,D) for the wage type.Now when you populate the Basic Pay infotype (0008), the configured wage types will get defaulted, and those wage types configured for INVAL will also have their amounts defaulted.

Q58.What ways are there to perform pay scale reassignment ?

Ans:

You can reassign pay scale to any position through position maintenance(PO13). Go to change planned compensation and reassign the pay scale to the desired position.

• Simple and extended pay increases
• Simple Standard Pay Increase
• Go to reporting. In the Program field enter report RPU51000.
• The selection screen for the report is displayed.

In the Pay Scale Group, Pay Scale Level and Wage Type fields, enter the employees who should receive a standard pay increase. Enter the date from which the Customizing settings should be changed. In the Increase and Rounding sections, enter the necessary data, for example, an increasing amount or an increase percentage rate.

The amount of the indirectly valuated wage types is adjusted according to the data in the Customizing settings. No new infotype records have been created in the Basic Pay infotype (0008).

• Extended Standard Pay Increase

In the Program field enter report RPITRF00.In the Selection section, enter the selection criteria you want to use to effect an extended standard pay increase.

• Choose Batch Input.

If you do not select Batch Input, the pay scale reclassification will only be simulated. A results log is displayed, that you can evaluate as required.If necessary, enter the pay scale structure for which you want to effect a standard pay increase.

• Process the batch input session.

The payments for the selected employees have been adjusted in accordance with the data specified in Customizing. New infotype records have been created in the Basic Pay infotype (0008).

Q59.What is the employee subgroup grouping for primary wage types used for?

Ans:

You can use these groupings to specify which wage types may be entered for which employee subgroups.

Q60.Through which T-Code you are able to create a remuneration statement?

Ans:

PC00_Mxx_CEDT (xx – denotes the molga for a country)

Q61. In which feature, default wage type is defined for Basic Pay Infotype?

Ans:

LGMST

Q62. What activities are possible when the payroll control record is set to “Released for Payroll”?

Ans:

If you choose the function Release Payroll from the menu, you are prevented from changing infotype data records if such changes affect the past or present. This lock applies to the personnel numbers included in the payroll area concerned. Changes that affect the future are still permitted. You must execute this function in the menu before starting the payroll. If the status of the payroll control record was previously Exit Payroll, the Release Payroll function also has the effect of increasing the period in the payroll control record by 1.

Q63. Can a posting run be deleted?

Ans:

Yes It can be reversed before the Bank transfer.Once the transfer is done the payments need to be adjusted in the next payments.

Q64. Naming convention for wage types

Ans:

The following naming conventions are used for wage types:

• /0** – valuation bases
• /1** – cumulation of gross amount
• /2** – averages
• /3** – country-specific, usually for social insurance
• /4** – country-specific, usually for tax
• /5** – legal net
• /7** – wage/salary plus ER shares
• /8** –  factoring
• /84* – cost accounting
• /A** – outgoing wage types in retroactive accounting period
• /Z** – incoming wage types from the previous period

Q65. What is ERP?

Ans:

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.

Part 5 :

1. How can you say that SAP HR is better than PeopleSoft HR?

2. What do you mean by Human resources?

These are basically the people that build up a workforce for a business or for an organization and are mainly responsible for the successful accomplishment of many important task. Depending upon the size and type of business, there can be more or less human resources in an arena.

Human resources can also be referred to as labor, manpower, skills, or simply people in an organization. 

3. Which structure in the SAP HR provides information regarding the job functions of employees?

Personnel Structure

4. What do you mean by the term Fringe benefits?

These are basically the benefits that are provided to the employees of an organization in addition o their salary or compensation. It is not always necessary that they are provided directly in the form of salary. Generally, they are non-wage compensation. The common examples of fringe benefits include:

1. Providing accommodation to the employee
2. Providing health benefits such as insurance
3. Income protection
4. Vacation
5. Profit sharing
6. Loan contribution 
7. Proving benefits to the family of employees such as education loans

5. What do you mean by the term rewards management?

It is basically a strategy with the help of which an organization makes sure that workers who performed well in their responsibilities and tasks are rewarded in a fair manner and are provided various benefits. The rewards can be in the form of a gift, salary hike, promotion,

and so on.

There are certain benefits that can be assured by an organization with an effective rewards management approach. The biggest one is they can simply motivate other employees to handle their jobs reliably and easily. 

6. What are the various methods that can be considered when it comes to recording time in the SAP HR machine?

This can be done with the help of any of the following methods:

1. By using cross application timesheet
2. By using time administrators online
3. By ESS application

7. Can you tell any one component of the rewards management?

It can be remuneration. The same can be considered as the tips and advice that are offered to the workforce by the employer. It is not necessary always that all the employees are provided the same tips and advice. This is generally done in exchange for their services.

There are a number of future benefits that both an employee and an employer can have from remuneration.

8. What is the significance of Organizational structure in the SAP HR application?

This is basically the structure that is considered as very essential. It simply makes sure of healthy relations among the employees and their departments. There are some regular guidelines on which it is based on and can vary depending on the nature and the type of a business.

SAP HR application enables users to make changes in the same structure and the users are free to add a lot of information as per their needs. 

9. How SAP HR can be trusted for the recruitment and training of the employees?

Both of these modules are very essential and simply enable an organization to get results they also expect from their workforce. SAP HR tool is good enough to provide information on what sort of training is to be provided to the employees and how they can benefit them.

The tool can be trusted for its suggested approach which is based on the employee’s performance and the weak portion.

10. Can SAP HR be trusted for dealing with discrimination?

Yes, it has several features for the same and there are many organizations who are already utilizing it for the same task. 

11. What is Matchcode W?

Sometimes there is a need to access the personnel numbers in a payroll that are no longer valid due to rejection by the payroll run. Matchcode W is used to make sure that the rejected data is to run successfully again. This is done by making appropriate corrections in the same.

The overall time taken for the same depends largely on the type of errors and how they are generally addressed.

12. In SAP HR, what is the purpose of the module Organization Management SAP HR?

It is basically an approach that is very beneficial for a business. As the name itself indicates, the organization management module in the SAP HR simply makes sure of handling all the complex tasks in a very reliable manner and the good thing is the users are free to derive many additional benefits.

Tasks such as managing the relations, collaborating, time management, advising, reporting as well as dealing with others can simply be accomplished with this module and the good thing is users need not to worry about the bulk investments for the same.

13. How would record time in your SAP HR system?

• Online by time administrators
• Separate time recording systems
• Cross-Application Time Sheet (CATS)
• Employee Self-Service (ESS) applications
• Customer systems with an interface to the R/3 System

14. Name a few sub modules in SAP HR?

Following are the modules in SAP-HR:

• Recruitment – Personnel Administration
• Personnel Development
• Training and Event Management
• Personnel Time Management
• Organization Management
• Compensation Management
• Payroll
• ESS – Employee Self Service
• MSS – Manager Self Service

15. What are the different structures in the SAP HR with which you are familiar?

In most businesses, there is actually a need for different structures for the successful representation of conditions related to the organizations, their policies, as well as their implementation. The SAP HR simply provides the following three important structures with the help of which the users are free to keep up the pace simply.

• Enterprise Structure: It gives information about the location of work on an employee. It comprises of Client, Personnel Area, Personnel Subarea and Company Code
• Organizational Structure: It gives relations between employees and their corresponding departments or business unit. It comprises the organizational plan, which includes Job, position, organizational unit, etc.
• Personnel Structure: gives information about the employee’s job function. It comprises of Employee Group and Employee Subgroup

16. What are the responsibilities of a human resource department of an organization?

All the tasks related to employee welfare and handling different aspects of employment are the responsibilities of the HR department in an organization. The department head has to compliance with the labor law and has to make sure that all the employment standards are met in the organization.

Assuring administration and providing employees all the benefits is also the responsibility of the same department. In addition to this, they are responsible for dismissal, as well as recruitment of employees in the organization.

17. Which Personal Actions have you performed on an employee?

• Hire
• Change Organizational Unit/Position
• Change of Pay
• Transfer
• Terminate
• Retirement and etc.

18. Why it is important to determine the needs of the staff? How SAP HR application is useful when it comes to the same

Staff often needs to be motivated for the successful accomplishment of their tasks. For this, the first condition is to make them feel that all their needs would be fulfilled. The fact is employees often made demands and it is not always necessary that the management has to invest money in fulfilling the same.

Determining the staff’s need is important because it simply enhances productivity and enables the employee to perform all their tasks with dedication. Also, determining the needs of the staff can simply help in marinating a secure and healthy work environment in the organization/

The SAP HR tool has been equipped with some useful features with the help of which a close eye can be kept on the departments and the way they are performing. It offers a lot of useful information on the same such as reporting and documents which provide information on the staffing.

The same can be utilized for determining the needs of the staff. Also, it has a lot of dedicated features for this task.

19. What is Infotype and how it is of significant importance in SAP HR?

SAP HR tool needs user’s data for accomplishing a few of its tasks such as record keeping and marinating personal profiles. All the information about the employees is generally grouped into small units and these units are recognized as Info units. In SAP HR, they can have 4 digit keys.

Infotypes are classified as follows

1000 – 1999 == OM related
2000 – 2999 == Time related
9000 and above Customer Specific

20. What is PCL 2 cluster in SAP HR and how as a user you can access the same?

It is basically a cluster in which the Payroll outcomes are stored. It can be accessed with the help of a transaction PC simply. It’s not necessary that all the employees are allowed to access the same. 

21. List the Time Related Infotypes that you have used?

• 2001 – Absences
• 2002 – Attendances
• 2003 – Substitutions
• 2007- Attendance Quotas
• 0007- Planned Working Time

22. How can you define a processing class?

It is basically a characteristic of wage type that is considered for the purpose of determining the way processing is done in the payroll run. It is a trusted approach and is useful for providing favorable results in the payroll.

23. Can you tell me something about the Internal Payroll Process and how it is beneficial?

The international Payroll process is used when then the employees are to be paid more than their basic remuneration. This can be due to reasons such as paying the bonus, rewarding, overtime salary, or any other special payments. 

24. Is there a need to restrict the data to be entered in the Payroll area?

There is not always a need for the same. Generally, the employees are defined based on other ethics and policies. 

25. In the SAP HR tool, what do you mean by the term Authorizations?

These are the basic transactions that are given to the employees or the end users for a defined time period. This is when the end users have to work on a special assignment and have to access the concerned data. The authorization may or may not be provided depending on the various factors.

The SAP HR tool simply makes sure of the reliability and addressability of the various modules in a very easy manner.

26. What do you mean by the term TMSTA?

It is basically a link between payroll and Time Management. It stands for Time Management Status. 

27. What do you mean by the term Go Live?

It is basically an approach when the users have to transfer the data from one server to another. Generally, this is done between the development and the production server. There is a need for the same due to various reasons that may not always be enclosed by the organization.

28. In Payroll, how the employees can be grouped?

The common method is to group them based on the overall allowances which are to be paid to them. This can vary depending on their pay structure and other benefits that are usually given to them. 

29. What is Dynamic Action Feature in the SAP HR?

It is basically an approach to automate some basic tasks and features. The users can consider it for multitasking. They are free to save a lot of time.

However, it is not necessary that all the tasks can be accomplished through automation in SAP HR. Presently, it has a limited scope but SAP is working to enhance its visibility in the coming versions.

30. What do you mean by the term Concurrent employment?

Concurrent employment is the situation when an employee is given an additional charge. In other words it’s when an employee holds more than one charge in an organization.

Generally, it is not always permanent and is considered only when issues such as sudden resignations, death of an employee, or transfer takes place. Also, there are conditions which the employees have to meet for this. 

Part 6 :

In the SAP System, explain the client?

A consumer is an SAP R/3 (R stands for real-time) organization and legal entity. A customer holds the top position of all corporate divisions, and it contains the master data for various business operations, including consumers, vendors, and products. Clients with a three-digit number are represented in the SAP R/3 system.

Explain the Company Code?

A company code is an alphanumeric code of four main characters that define a completely independent company.

What is Personnel Area?

A personnel area is a company code subdivision. It is defined as a department-specific organizational unit within a company and is organized around personnel, time, and payroll accounting. A four-character alphanumeric code represents it. For instance, a corporation’s personnel area code is CORP.

What Are the Different Types of Personnel Subareas?

A personnel subarea is a subset of the personnel divided into categories based on geographic or strategic position. A four-character alphanumeric code is used to represent it. For example, if the division or location of an organization is known as personnel areas, the organizational personnel subdivision is its offices, such as HR or ADMIN.

Define the SAP HCM Workflow?

SAP HCM Workflow automates corporate operations and transfers assignments to the correct people at the proper time.

In SAP HCM, what do info types mean?

Infotypes are system-controlled employee characteristics. Infotypes are used to store data for a specific employee.

Described by the following numerical code in four numbers:

• payroll status
• personal data
• organizational assignment
• actions

Describe the features of HCM SAP 

Features are decision trees customized in SAP HCM Implementation Guide (IMG) screen and technical fields with default values.

What is Best Way to Hire A New Employee?

The PA40 transaction code is used to recruit a new employee. For handling all employee information forms, the PA30 transaction code is then used.

What are the three administrators?

• Personnel Administrator  
• Time Administrator
• Payroll Administrator

How can any company use an organization plan?

The organization plan describes the company’s organizational structure and reporting structure. The current version of the plan is the action plan, and the other plans are known as staffing planning stages. Usually, the action plan is 01.

What is the evaluation path?

An evaluation path is characterized as a chain of relations within the organization plan between the individual, organizational objects.

Difference between a job and a position?

It is a generic job, not a concrete one. Persons are connected to positions. The position that Persons occupy is concrete and specific.

Explain the Dynamic Actions

When activated by the system, dynamic actions are performed. They result from various personnel actions. If changes to the personal data of an information type affect the second type of data, the device will immediately display the info type. Consistent and coherent data are one of the main goals of dynamic action.

Unlike the Personnel actions, which you initiate automatically, these actions are started automatically by the machine. The best example is where a task, such as recruiting necessitates populating a set of data types. Personnel action occurs after the initial entry of information in info form 0000. Then the system shows the following types of data resulting from dynamic actions.

How do we indirectly determine wage types?

To be evaluated indirectly, you must specify the features of the pay type. To do this, please go to the IMG and select the Payroll *: reimbursements, allowances, and perks features of the wage type.

If the wage type needs to be Indirectly Evaluated in this operation, you must first enter INVAL in the Indirect eval. Module field.

The wage category can be allocated to one variant (A, B, C, D). The wage forms and INVAL wage types default when you fill out the Basic Pay infotype (0008).

What are the methods for reassignment pay scales?

Maintenance of position can be reassigned to all positions (PO13). Change the desired wage and reassign the pay structure to the selected position.

• Wage raises that are simple and long-term.
• Simple pay Increases
• Go to the reporting section. Report RPU51000 should be entered in the Program field.
• The report selection screen is displayed.

Fill in the workers who should expect a standard pay increase in the PayScale Group, Pay Scale Level, and Wage Type sectors. Set the start date for the Customizing settings to be updated. Enter the required details, such as an increasing number or a higher percentage point, in the Increase and Rounding sections.

Depending on the customizing settings, it is possible to change the number of indirectly valued pay forms. No new infotype documents were generated in the Basic Pay infotype (0008).

• Extended Pay Increase Standard
• Enter the RPITRF00 report in the program area.
• Enter the selection method you choose to use to improve the pay standard.

Choose Batch Input.

The pay scale reclassification can only be simulated if you do not want Batch Input. You’ll see results log that you can evaluate if needed. Enter the structure of the pay scale where you want to increase your wages regularly if required.

Process the session for the batch input.

Payments have been modified based on customization details for selected employees. In addition, the Basic Pay infotype has created new infotype records (0008).

What is the aim of the primary wage types classification subgroup for employees?

These groupings may be used to determine which pay types are available for which employee subgroups.

How can you create a remuneration statement using T-Code?

PC00_Mxx_CEDT.

Describe default wage types for Basic Pay Infotype

The method will suggest a default wage form for basic pay (IT0008), but this requires that the appropriate wage type be used in the wage type model. You can specify the default wage types and the order in which they’ll appear in the infotype Basic Pay, as well as whether or not you should overwrite the default wage type.

Wage Types Should Be Revised, and the LGMST function needs to be specified after the wage form model is set. LGMST returns feature Two values: the maximum wage forms for Basic pay info types (IT0008) and the system wage type. Use the SPRO path or transaction PE03 to access the LGMST feature.

What function specifies the default wage form for the Basic Pay Infotype?

 GMT

When does the system know that retroactive accounting for a specific employee is needed?

Retroactive accounting recognition has four approaches:

First, the process reaches the start date in the following sections of infotype 0003 of the updated infotype record while editing the infotype for retroactive accounting.

• Earliest MD change 
• MD chng.bonus. This field appears only for particular country groups; it does not appear for all personnel numbers.
• The system verifies when the Earliest MD and MD chng data changes. In the next usual payroll run or correction run, the incentive fields come before the accounting date.
• If so, retroactive accounting is carried out of the system. The start is the payroll time when the earliest change in MD and MD chng data are entered. Fields of bonus occur. The method recalculates all pay dates from the Earliest MD change to MD chng. Fields of bonus and date in the field reporting. The system removes the date of the earliest changes and from the fields of MD chng.bonus.

When is the payroll control recordset to “Released for Payroll,” what operations should be performed?

It would help if you stopped changing the info type data records related to past or current when selecting a Released Payroll menu. This lock applies only to the payroll number of employees. It is therefore permissible for changes that affect the future. You must start this function from the menu before starting the Payroll. The Payroll release function also increases the payroll control record time by an exit payroll record previously.

Can a posting run be deleted?

That is true. Before the bank payment, it is possible to reverse it. The transfers must be adjusted in the following payments once the transition is complete.

Describe the PCR and CAP difference?

Below is the distinction between PCR and CAP:

The Personnel Calculation rule specifies how one wage form should process in payroll accounting in various ways.

CAP – A Collective Agreement Provision under which multiple groups of employees are liable for multiple pay scale structures and benefits, among other things. The CAP consists of the following elements:

• Payscale type
• Payscale area
• Level of pay and group of pay scales
• CAP grouping of employee subgroups

The employee subgroup incorporates subgroups bound by the same valid collective agreement provisions with a cooperative agreement—a collaborative deal based on a particular rule on labor law.

What is the naming convention for wage types?

The following naming conventions are used:

• /3** – specific to a country, usually for social insurance
• /0** – valuation bases
• /5** – legal net
• /1** – cumulation of the gross amount
• /Z** – from the previous period’s incoming wage types
• /A** – in the retroactive accounting period, outgoing wage types
• /84* – cost accounting
• /8** – factoring
• /7** – salary plus ER shares
• /4** – country-specific, usually for tax
• /2** – averages

What is OM -> copy plan version?

RE RHCOPL00 is the Tcode to use to copy the plan version.

This report is only available to copy objects from one version of the plan to maintain updated structures. Only one new plan version will still be active. Therefore, there is no master data copied in this report.

When is the payroll control recordset to “Released for Payroll”? What are things possible?

You can’t make any changes to master data when the status is set to Release for Payroll. This is because it has been made available for Payroll.

How do you verify the accuracy of our master data and correct the payroll simulation entry? What if a hundred employers are turned down for health plans because of an error in the 167-process? What does the message “No entry for plan DENT/cost version? FMDN/key/x00000000000000” mean?

You can double-check the cost factor involved with this plan and also the cost rule’s validity. To do so, go to Benefits>Plans>Health Plans>Define cost version and define cost rules in your settings.

Why isn’t the machine picking up the values that have been adjusted this month during payroll simulation by default? However, it rightly collects the retro date of last month. Describe the options for addressing this issue?

On infotype 0003, look for the earliest master data change date. If you’ve done all of that and payroll simulation still doesn’t function, it’s because your info type and wage form retro settings aren’t set up correctly. T582A should be checked.

Is it possible to pay an individual in different currencies using a single payroll system?

No, it is not the case. The system can be set up to play in different currencies but not to pay out in various currencies.

What are the features of a day with day type 1?

It’s a paid and OFF

How does the system know when retroactive accounting for a specific employee can trigger?

In the related area of IT 0003, you could have the retroactive accounting date. Otherwise, the older recruiting date would include.

Is it feasible to create a branch directly from the payroll log to the master data and time data maintenance regions?

Yes, different sessions are possible.

What is Personnel Structure?

The structure of staff in an organization is referred to as personnel structure. It is made up of employee groups and subgroups. You should split workers into classes and describe their relationship to the company using the employee group.

The following are several main organizational tasks that can accomplish with the help of an employee group:

When data is entered, default values are created, such as default values for the payroll accounting region or the employee’s basic pay—developing selection criteria to be used during evaluations Making a unit that would be used to check authorization.

Describe the Shift Planning?

Personnel Time Management includes a component called shift planning. It is used to schedule employee shifts and locations based on their credentials and job requirements. To record this information, a planned changing document, often known as a roster, is used.

In human capital management (hcm), what are the different components of the enterprise structure?

• Client
• Personnel area
• Company code
• Personnel subarea

Explain Optional Activities?

Optional activities are those that SAP has default settings for. If the default settings meet the specifications, they can use them.

Describe Non-required Activities?

SAP provides all default configurations for non-required activities. Therefore, country-specific environments, for example, are rarely used in these activities.

What is SAP HCM?

SAP HCM is an on-premises system that manages HR functions, including Payroll, compliance, personnel management, and benefits administration. In December 2011, SAP confirmed the purchase of Success Factors, signaling the SAP’s commitment to the cloud while maintaining its HCM products.

Is it possible to pay an individual in several currencies using a single payroll?

No, it’s not true. The system can set up to pay in different currencies, but not in multiple currencies for a single individual.

Describe the Mandatory Activities?

Mandatory activities, such as organizational structure, are those for which SAP does not have default settings. For activities that are categorized as compulsory, customer-specific requirements must store.

Explain the success factor in SAP HCM?

SAP’s SuccessFactors HCM suite covers accounting, worldwide employee benefits, days off, record-keeping, and talent management modules, including employee performance management, salary management, succession management, studying, hiring, onboarding, employee planning, and workforce analytics.

What Are Non-critical Activities?

Non-critical activities, including critical activities, should be carefully executed, but mistakes made in these activities have less negative impacts.

How do Indian and US Payroll differ?

Is it true that they each have their ITs and that their taxation is different? Yes, because benefits are more important in the United States. Unemployment tax will implement in the United States. Garnishments, such as residence tax, work taxation, among others, would be imposed.

What Are Features in Sap HCM?

Features are decision trees customized in SAP HCM’s Implementation Guide (IMG) screen and consist of technical fields with default values for quick access.

Describe the Matchcode W

Match Code W generates a list of all personnel numbers in the chosen payroll region that have had their payroll run rejected due to incorrect results. For example, it indicates that their Payroll has collapsed. Staff numbers are also used in Matchcode W if personnel data is updated during the payroll run’s correction phase.

What are the uses of the simple maintenance interface?

When staff assignments and reporting structures must update, Simple Maintenance is used. Simple Maintenance is divided into three sections. Each region has its own set of maintenance functions based on whether you’re editing organizational structure, personnel roles, or job profiles.

Simple Maintenance is ideal for establishing the basic framework of organizational plan formation for Organizational Management users.

We suggest that you turn to Info-type Maintenance for complete, thorough editing of individual, organizational items in your corporate plan. Simple Maintenance uses a tree system to construct a fundamental basis for operational plans based on streamlined procedures. It allows one to build functional and reporting structures gradually.

What is the use of INFO GROUPS?

The infotype group ensures that all data used for business processes are retained during personnel actions. When you complete a personnel action, the Infogroup is processed. Any sort of personnel action has its own Infogroup in the standard system. You can customize the makeup of the different info groups in Customizing for Personnel Administration to meet your company’s needs.

User classes may use to describe info groups. For example, personnel Actions use info groups to describe a series of serial info types that you’ll use when executing an operation. As a result, create an Infogroup for this purpose that includes all of these info types, their execution order, and the user groups they apply. The action is then assigned to this Infogroup.

Describe Recruitment Cycle

It is the whole recruitment process, from finding openings to showing them, notifying them, inviting candidates, screening applicants, interviewing them, hiring them, and finally recruiting and appointing them.

Explain the relationship between time management and Payroll?

The data form 0007 is used to capture time data. These hours are first calculated as the number of hours working or used, then time is calculated, and eventually, schemas are integrated.

The X000 schema contains xt00, which can be transferred to other modules.

Define the internal recruitment?

It is the process of looking for internal candidates. When you combine professional growth and integration, you will use profile match-up to find inner resources.

In recruiting, the letters’ P’ for Employee and ‘AP’ for External Person is often denoted.

Explain the role of an administrator in PA?

Access to personnel administration would be restricted based on the PA/PSA.

Administrator: We provide time management, personnel management, and Payroll in SAP.

Each administrator is in charge of one activity at a time. The administrator’s name can be seen on the payslip, and the employee can speak with the responsible administrator if he has any concerns (accessed through payslip). Recruitment is the responsibility of this administrator (created in PM’s PA).