Personnel Management (PA)

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Table of content

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Table of content
1 Personnel Management (PA)
1.1 Recruitment (PA-RC)
1.2 Personnel Administration (PA-PA)
1.3 Benefits Management (PA-BN)
1.4 Altersvorsorge
1.4.1 Pension Fund (PA-PF)
1.4.2 Betriebliche Altersversorgung (PA-PF-DE)
1.5 Personnel Development
1.6 Organizational Management
1.6.1 Integration with SAP Business Partner
1.6.2 Authorizations for Human Resources
1.7 Compensation Management (PA-CM)
1.7.1 Compensation Management (PA-CM)
1.7.2 Personnel Cost Planning (PA-CM-CP)
1.8 Personnel Cost Planning and Simulation
1.9 Management of Global Employees
1.10 Concurrent Employment
1.11 Manager s Desktop (PA-MA)
1.12 Budget Management
1.12.1 Position Budgeting and Control (PA-PM-PB)
1.12.2 HR Funds and Position Management (PA-PM)
1.13 Travel Management (FI-TV)
1.13.1 Travel Management (FI-TV)

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1 Personnel Management (PA)

1.1 Recruitment (PA-RC)
Purpose
The ability to meet personnel requirements is key for enterprises. The success of an enterprise depends on such factors as the quality and availability of
personnel. It is particularly important for the development and success of expanding enterprises that they have quick access to adequate personnel.
This component has all the functions you need for working through the entire recruitment procedure, from creating applicant data to filling vacant positions.
The Recruitment component contains an entire range of powerful, flexible functions that you can use to implement an effective and largely automated
recruitment strategy.
You can use the Recruitment component to recruit human resources according to requirements, at any time. You can increase the number of applicants
available to your enterprise, and include them in the selection procedure for vacancies, by advertising for personnel (using job advertisements, for example) or
by receiving unsolicited applications. You can store applicants that you have not deemed suitable for a particular vacancy in the Applicant Pool , where they
can be considered for other or future vacancies.
This component enables you to define a recruitment procedure that suits the needs of your enterprise. You can distribute tasks and responsibilities to different
people involved in the recruitment process. Recruitment supports you in dividing and assigning administrative and decision-making task areas. Many tasks
can be processed via mass processing.
The Recruitment component provides dynamic actions to enable you to automate many processes. For example, when you first enter applicant data, the
system creates a confirmation of receipt in the form of an applicant activity and a letter confirming receipt of application. This reduces the administrative tasks
required of the HR department for applicant correspondence.

Integration
If you want to use all of the functions in the Recruitment component, you are advised to implement the following components:
Component

Provides the Following Extra Functions

Personnel Administration

Easy transfer of applicant data to Personnel Administration once an

applicant is hired
Easy transfer of employee data to Recruitment when an internal applicant
(employee) submits an application within your enterprise

Personnel Development

Search for applicants with particular qualifications

Profile comparison between applicants qualifications and the requirements
for (vacant) positions

Organizational Management

Vacancies maintained in Organizational Management are automatically

available in Recruitment

Manager's Desktop

Managers can make decisions relating to the selection procedure for

vacancies and represent them using the Managers Desktop. Additional
administrative steps are forwarded to the HR department via an automatic email connection.

Features
SAP Recruitment is made up of the following subcomponents:
Workforce Requirements and Advertising
Applicant Administration
Selection of Applicants
Each component supports a different phase of the recruitment process.
SAP Recruitment also provides high-performance functions for the Internet and intranet, and in SAP Business Workflow.
Workforce Requirements and Advertising
Your enterprises workforce requirements are represented in the system by vacancies. You can create vacancies manually in Recruitment. If you have an
integrated system, you have access to the vacancies that are maintained in Organizational Management .
You can use Recruitment to manage advertising centrally. Advertising enables you to publicize your enterprises workforce requirements.
The following functions are provided for workforce requirements and advertising:
Create and manage vacancies
Manage media and recruitment instruments
Manage advertisements and advertisement costs
Assign vacancies and applications to advertisements
Use a variety of reporting options (for example, the effectiveness of recruitment instruments and publication costs, response rate to advertised
vacancies, etc.)
Administration of Applicants
Applicant administration contains the following subfunctions:
Applicant classification

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Note
When applicant data is entered in the system, applicants can be classified as follows:
Internal or external applicants
Applicants responding to an advertisement or unsolicited applicants
Each applicant is assigned the following statuses:
Overall status
Vacancy assignment status
These statuses indicate the stage of processing the applicant has reached. Applicant actions enable you to change the statuses while applicants are being
processed.
By classifying applicants, you can access individual groups of applicants and perform group-related activities. For example, you can perform reporting
activities by running reports.
Administration of Applicant Correspondence
Recruitment enables you to automate applicant correspondence to a large extent. Depending on the applicant classification, the system automatically
assigns individual letters to each applicant. You can either carry out your applicant correspondence for individual applicants or via bulk processing (if you want
to save time).
Selection of Applicants
Applicant selection is process-oriented. With the Recruitment component, you can carry out an efficient, process-oriented selection procedure: The
applicants first take part in a global selection process. In this procedure, you decide whether an applicant should be considered for employment in your
enterprise. You can reject an applicant in this first phase, or you can decide to include them in the rest of the selection procedure.
The Recruitment component offers the following functions to support the selection procedure:
Administration of selection procedures
You can track the individual stages that an applicant passes through in the selection procedure using applicant actions ( Invite applicant, Offer applicant
contract, Hire applicant ). You can define administrative steps using applicant activities (such as Interview appointment, Mail contract ).
The following functions also support the decision-making process in selecting applicants:
Short profile
You can use a short profile to group applicant data according to various aspects, for example, applicants education and training.
Original application documents
If you implement SAP ArchiveLink , you have quick access to optically-archived application documents, which you can use in the decision-making process.
Search for applicants with particular qualifications
If Recruitment and Personnel Development are integrated, you can search for applicants with particular qualifications, which enables you to restrict the
number of suitable applicants.
Hiring applicants
If you want to hire an applicant and have an integrated system, you can automatically transfer applicant data to Personnel Administration .
SAP Business Workflow
SAP Business Workflow in Recruitment (PA-RC) enables you to coordinate tasks within the recruitment procedure. Using workflow, you can distribute work
and automatically forward it to the persons responsible for certain tasks. You can use the following SAP Business Workflow functions in Recruitment:
Receipt and Resubmission
Planning and Holding Job Interviews
Creating an Offer of Contract
Preparation for Hiring
Management of Applicants on Hold
Web Applications and Employee Self-Service (ESS)
You can use the Employment Opportunities Web application to make advertisements on the vacant positions in your company available to external applicants
via the Internet, thus enabling you to cut costs. External applicants can create and submit their job application directly in the Internet, and they can find out the
status of their application at any time using the Application Status Web application . These functions are also available for internal applicants (employees):
Employment Opportunities Service and Application Status Service .

1.2 Personnel Administration (PA-PA)

Purpose
In times of increasing decentralization and the globalization of markets, an efficient and transparent administration for personnel data is a decisive advantage.
You can manage all modern personnel administration tasks with this application component. Personnel Administration relieves you from the daily
administrative routine activities which are costly and time consuming, while simultaneously supporting you in demanding planning activities.
Another advantage of this application component - especially for international corporations - is the various country specific versions which are created in
accordance with the respective country specific features. By using country specific versions, you can set up Personnel Administration as a standard
personnel administration system in different countries.

Integration
With other HR Application Components
Personnel Administrationis completely integrated in the Human Resource component of the SAP System. If you require additional functions to those offered
byPersonnel Administration, you will need to set up the following application components:

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Desired Function

Required Application Component

Transfer applicant data when hired to Personnel Administration .

Recruitment

Automatically incorporate new employees in the organizational structure of the

Organizational Structure

company
Transfer employee compensation directly to the employees payment

Compensation Management

Trigger transfer from Personnel Development

Personnel Development

Features
Using this application component, you can enter and process employee-related data within your company. Personnel Administration automatically checks all
data as it is entered to ensure that it is plausible. All employee-related data is logged with the exact date. Data remains transparent in your time progression at
all times, and creates the basis for sound personnel decisions.
The following personnel administration functions are available in Personnel Administration :
You can store all types of information about an employee in Human Resources Infotypes. They provide information with a structure, facilitate data entry,
and enable you to store data for specific periods.
Basic personnel procedures within master data administration, such as hiring employees, performing organizational reassignments, and entering the data
required for employees who leave the enterprise, are represented by separate personnel actions . Each personnel action contains the infotypes for which
data must be entered in regard to the action in question, and displays them sequentially for you to process. You can use the personnel action fast entry
for specific personnel actions, thus making data entry even quicker. When using the personnel action fast entry function, you are presented with a view
in which only the input fields where you must enter data for the selected personnel action are displayed.
The Master Data Fast Entry reduces the amount of time needed to enter bulk data into the system. The master data fast entry is used to process
personnel data in the same infotype for many employees simultaneously. When using the master data fast entry, you are presented with a view in which
only the input fields where you must enter data for the employees selected are displayed.
Reporting plays an essential role in human resources data. There are numerous standard reports available so that you are able to evaluate the multitude
of data managed in your company.
You can scan in and archive original documents, for example work contracts, appraisals or employee photographs using Document Archiving . As time
goes on, you can centrally administer an increasing number of personnel files, thus saving costs and time.
If you have data which is no longer required in the system, yet should be retained and be available for evaluation, you can remove it from the database
using Data Archiving . Long-term documents from the creation of infotype logs can be archived in Personnel Administration .
Workflow-Management accelerates processing and the flow of information in personnel administration by coordinating and monitoring the flow of
business processes step by step. SAP Business Workflow automates, for example, the Subsequent Activities of a New Hiring in Personnel
Administration .
Application Link Enabling (ALE) enables the distribution of business management processes and functions to many loosely linked SAP Systems.
Amongst other things, the ALE business process Sales Employee is available in Personnel Administration .
Employee Self-Service (ESS) allows employees to create, display, and change their own data in the companys intranet. In Personnel Administration ,
for example, employees can use the Personal Data service to create and edit their own personal data. In this way, employees can keep their own data
up-to-date, while simultaneously reducing the number of time-consuming and expensive activities performed by the Human Resources Department.

1.3 Benefits Management (PA-BN)

Purpose
Benefits play an important role in the total compensation that employers offer to attract and retain the best employees possible. In mySAP Human Resources
(mySAP HR), Benefits Management (PA-BN) offers employers a flexible framework for creating and managing tailor-made benefits packages for their
employees. Its versatile configuration options enable employers to offer a diverse range of benefits and to accommodate even complex plan definitions.
The integrated and automated processes within Benefits Management streamline your administrative activities, helping you to cut costs. By implementing
Employee Self-Services, for example, you can minimize the volume of paperwork and inquiries handled by your benefits staff, while at the same time
increasing the accuracy of your data.
Using the reporting capabilities provided in Benefits Management , benefits staff and executives have direct access to structured benefits data to assist
them in their analytical tasks. In Employee Self-Service (ESS), your employees can review up-to-the-minute information about their benefits elections, and
can access additional information to support them in the decision-making process.

Implementation Considerations
Benefits Management is integrated with the international Payroll (PY) component of mySAP HR; however, integration is not supported for every country
version of SAP Payroll. Please contact your SAP Payroll implementation team or payroll administrator to find out whether integration is in place for your
country.
If you would like to use Benefits Management for a country payroll version that is not integrated in conjunction with non-SAP payroll software or an external
payroll service then you must provide your own interface for the transfer of data.

Features
International Functionality
The core Benefits Management component is designed for use worldwide. It encompasses the following central elements:
Administrative functions
Powerful yet simple-to-use tools support you in all your administrative tasks, from enrollment through eligibility checking and communication of benefits

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information to plan providers.

Master data
In mySAP HR, infotypes are the basis for storing information related to employees. Benefits Management uses its own specific infotypes, and also
references infotypes from the SAP Personnel Administration (PAPA) component.
Reports
A range of standard reports allows you to summarize and analyze data relating to benefits. You also have access to versatile reporting tools that enable
you to create any additional reports you may require.
Employee Self-Service
An array of intuitive self-services are available to allow your employees to view and change their benefit selections online.

CountrySpecific Functionality
In response to legal and functional requirements in specific countries, additional functions are also available as an addon to the international Benefits
Management component. For more information, consult the specific documentation for the relevant country or geographical area:
USA Specifics
Asia Specifics
UK Specifics

1.4 Altersvorsorge
1.4.1 Pension Fund (PA-PF)
Purpose
This component includes functions that
Calculate employee contributions to the pension fund
Calculate benefits (technical account management)
Create reports
Manage a pension fund
The following sections include information that is aimed at different target groups:
Pension Fund: User Guide
This guide provides information to users of the Pension Fund component.
Pension Fund: Reference Guide
This guide provides detailed, technical information on individual functions and objects in the pension fund.
Pension Fund: Technical User Guide
This guide provides tips and strategies for implementing and configuring the pension fund.

1.4.2 Betriebliche Altersversorgung (PA-PF-DE)

Einsatzmglichkeiten
Die Komponente Betriebliche Altersversorgung (BAV) ermglicht es, Versorgungsbezge aus einer betrieblichen Altersversorgung im SAP-System zu
erfassen, abzurechnen und zu kontieren.

Einfhrungshinweise
Hinweise zur Einfhrung der BAV finden Sie im Einfhrungsleitfaden Betriebliche Altersversorgung.

Funktionsumfang
Die Komponente Betriebliche Altersversorgung umfasst:

Spezielle Infotypen zur BAV

Infotyp Versorgungsordnung (0323)
In diesem Infotyp ordnen Sie Ihren Mitarbeiter einer Versorgungsordnung zu. Jede Versorgungsordnung, die Sie im Customizing eingerichtet haben,
bildet einen Subtyp des Infotyps Versorgungsordnung (0323). Jede Versorgungsordnung umfasst eine Menge mglicher Ansprche, die Ihnen abhngig
von der gewhlten Versorgungsordnung fr den Mitarbeiter angezeigt werden.
Infotyp Ansprche (0202)
Dort erfassen Sie Daten zu den Ansprchen eines Mitarbeiters. Der Infotyp Ansprche (0202) wird indirekt ber den Infotyp Versorgungsordnung
(0323) gepflegt.
Infotyp Renten-/Bewertungsstatus (0203)
Der Infotyp wird manuell von Ihnen angelegt und spter durch den Report zur Rentenermittlung (RPCWSVD0) gepflegt. Der Infotyp enthlt, analog zum
Infotyp Abrechnungsstatus (0003), Daten zum Status des Mitarbeiters bezglich der BAV.
Infotyp Rentenbasisbezge (0201)
Der Infotyp enthlt die Rentenbasisbezge eines Mitarbeiters. Der Infotyp wird durch die Rentenermittlung (RPCWSCD0) gefllt, kann aber auch
manuell gepflegt werden. Rentenbasisbezge, die als Lohnarten in diesem Infotyp stehen, flieen in die Abrechnung ein und werden an den Mitarbeiter
ausgezahlt.

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Reports
Reports zur Betrieblichen Altersversorgung
Allgemein:
RPCWUBD0 (bernahme Einkommen/Beitrge BAV)
RPCWSVD0 (Rentenermittlung)
RPCWIRD0 (Rentenanpassung)
Bescheinigungen:
RPBWDRD0 (Druckreport Bescheinigungen Betriebliche Altersversorgung)
RPBWDRD2 (Druckreport zyklische Anwartschaften Altersversorgung)
Beitragsrckerstattung:
RPLWDA5 (Anzeige Beitragsrckerstattung)
RPUWDAD5 (Bearbeiten Beitragsrckerstattung)
RPUWPRD0 (Liste der zu prfenden Beitragsrckerstattungen)
RPUWDRD0 (Lschen Beitragsrckerstattungen)
RPCDTWD0 (Vorprogramm DTA Beitragsrckerstattungen)
Hilfsreports
RPUWETD0 (Anzeige BAV-Fehlermeldungen)
RPUWELD0 (Lschen BAV-Fehlermeldungen)
RPLWDAD0 (Anzeige BAV-Datenbanken)
RPUWDAD0 (Pflege BAV-Datenbanken)
RPLWDAD2 (Liste BAV-Daten)
RPUWRSD0 (ndern Renten-/Rckstellungsstatus (Infotyp 0203))
RPUWSTD0 (Lschen Aktionen der Betrieblichen Altersversorgung)

Ansprche
Anhand von Versorgungsordnungen , Ansprchen und Leistungsarten bilden Sie die Regelwerke Ihrer unternehmensspezifischen Altersversorgung ab.
Die Versorgungsordnung umfasst eine Menge an Ansprchen . Jeder Mitarbeiter ist ber den Infotyp Versorgungsordnung (0323) einer
Versorgungsordnung zugeordnet. Alle Ansprche dieser Versorgungsordnung knnen dem Mitarbeiter zugesagt werden. Die Leistungsart wiederum ist die
konkrete Ausprgung des Anspruchs, die sich aus dem Versicherungsverlauf ergibt.

Beispiel
Ein Anspruch auf Eigenrente umfasst die Leistungsarten Altersrente und Invalidenrente . Geht der Mitarbeiter mit 65 Jahren in Altersrente, wird aus dem
Anspruch Eigenrente die konkrete Leistungsart Altersrente . Bei vorzeitiger Invaliditt wird aus dem Anspruch Altersrente die Leistungsart
Invalidenrente .
Siehe auch:
Anspruchsverwaltung
Anspruch, Versorgungsordnung und Leistungsart

Versorgungseinrichtungen
Versorgungseinrichtungen sind Institutionen, die im Rahmen der Betrieblichen Altersversorgung bestimmte Funktionen bernehmen. Hierbei wird
unterschieden zwischen der Funktion der zustndigen Firma , die einen Anspruch zugesagt hat und fr dessen Erfllung verantwortlich ist, und der Funktion
des Leistungstrgers , der die Kosten der Versorgungsleistung trgt.
Siehe auch:
Versorgungseinrichtungen

Rentenermittlung und weitere Anspruchsbewertungen

Ansprche, die einem Mitarbeiter zugesagt sind, knnen jederzeit bewertet werden. Hierzu steht der Report Rentenermittlung (RPCWSVD0) zur Verfgung.
Im Customizing knnen Sie pro Anspruch und Leistungsart ein Berechnungsverfahren fr die Anspruchsbewertung hinterlegen. Die gngigsten
Berechnungsverfahren sind in der SAP-Standardauslieferung bereits enthalten.
Im Versorgungsfall werden die bewerteten Ansprche als Renten im Infotyp Rentenbasisbezge (0201) fr den Mitarbeiter gespeichert.
Siehe auch:
Anspruchsbewertung

Betriebswirtschaftliche Ablufe in der Betrieblichen Altersversorgung

Die gngigsten betriebswirtschaftlichen Ablufe (Pensionierung eines Mitarbeiters, Austritt eines Mitarbeiters mit Prfung auf unverfallbare Anwartschaften
etc.) sind in der BAV bereits durch entsprechende Prozesse untersttzt. ber eine Personalmanahme in den Stammdaten des Mitarbeiters (z.B. Manahme
Austritt/Pensionierung ) lsen Sie einen Verarbeitungsanlass fr die Rentenermittlung aus (z.B. Ermitteln der Altersrente). Anschlieend zahlen Sie die Rente
ber die Personalabrechnung aus und erstellen eine entsprechende Bescheinigung ber die Hhe der Altersrente fr den Mitarbeiter.
Siehe auch:
Betriebswirtschaftlich Ablufe in der Betrieblichen Altersversorgung

1.5 Personnel Development

Purpose
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You can use the Personnel Development component to maximize employees utility within your company. You can plan and implement specific personnel and
training measures to promote the professional development of your employees. You can also ensure that staff qualification requirements are met and planned.
By taking into account employees preferences and suitability, you can increase job satisfaction. Personnel development sets out to ensure that all of the
employees in all of the functional areas in your company are qualified to the standards required at present, and will remain so in the future. This is achieved by
developing qualification potentials.
A companys personnel development needs are determined by comparing current or future work requirements with employees qualifications, preferences and
aspirations. Career and succession planning scenarios might contain personnel development measures that are geared toward finding someone to fill a
specific post. They can also contain more general measures to impart qualifications so that employees retain or further their professional skills and abilities,
and keep track with technological developments.

Integration
If you want to use all the functions in the Personnel Development component, you also need to have implemented the Organizational Management
component.
It is recommended that you use the following components also:
Component

Purpose

Personnel Administration

You can use HR master data in personnel development

You can conduct employee transfers from Personnel Development

Recruitment

You can include applicants in personnel development

Training and Event Management

You can display training course (business events) that will eliminate
qualification deficits
You can book persons onto business events directly from Personnel
Development
You can include business events in development plans

Shift Planning

Schedule employees on the basis of their qualifications

Features
You can use the Personnel Development component to maximize employees utility within your company. You can plan and implement specific personnel
and training measures and thus promote your employees professional development. You can also ensure that staff qualification requirements are met and
planned. By taking into account employees preferences and suitability, you can increase job satisfaction. Personnel development sets out to ensure that all of
the employees in all of the functional areas in your company are qualified to the standards required at present, and will remain so in the future. This is
achieved by developing qualification potentials.
A companys personnel development needs are determined by comparing current or future work requirements with employees qualifications, preferences and
aspirations. Career and succession planning scenarios might contain personnel development measures that are geared toward finding someone to fill a
specific post. They can also contain more general measures to impart qualifications so that employees retain or further their professional skills and abilities
and keep track with technological developments. Actual personnel development measures involve either individual business events, or comprise complex
development plans, which are, in turn, made up of a number of subactivities. Personnel appraisals form another important basis for personnel development
planning. Apart from supplying invaluable information, personnel appraisals can also be used to monitor the success of personnel development measures that
have already been introduced.
Personnel Development comprises the following components:
Qualifications/Requirements
You use this component to set up, structure and manage a qualifications catalog. On the basis of this qualifications catalog , the organizational structure (and,
if required, other information) you can create profiles. You can then use these profiles to manage, evaluate and compare object characteristics.
Appraisal Systems
You use this component to plan, perform and evaluate appraisals. Appraisals assist you when planning and monitoring individual personnel development
measures.
Career and Succession Planning
You use this component to work through career and succession planning scenarios. In Career Planning, you can identify possible career goals and draw up
career plans for employees. Succession Planning deals with finding people to refill positions.
Development Plans
You use this component to map general and individual personnel development plans in your system. You can use these development plans to plan and
manage short-term and long-term personnel development measures.

1.6 Organizational Management

1.6.1 Integration with SAP Business Partner
Use
You use this function to provide applications that depict persons and organizational units as business partners for HR master data and HR organizational data.
To do so, you integrate HR master data and HR organizational data (object types CP, P, and O) with business partner data (object type BP).

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Integration
The following applications use integration with HR master data and HR organizational data:
SAP
SAP
SAP
SAP
SAP
SAP

Supplier Relationship Management (SRM)

Customer Relationship Management (CRM)
E-Recruiting
Collaboration Projects (cProjects)
Strategic Enterprise Management (SAP SEM)
Internet Communication Manager (ICM)

Prerequisites
You must activate integration between HR Master Data and HR Organizational Data with SAP Business Partner. You do this by performing the Customizing
activity Activate Integration . For this Customizing activity, see Customizing for Personnel Management and choose:
Organizational Management Integration Integration with SAP Business Partner
Personnel Administration Interfaces and Integration Integration with SAP Business Partner

Features
You can run applications based on the business partner in one logical system or in separate logical systems. For more information, see Business
Partner Integration in a Logical System and Business Partner Integration in Separate Logical Systems .
You can run report HRALXSYNC to perform consistency checks. For more information, see Object Synchronization and Repair .
The system transfers data from the following HR infotype fields to suitable business partner fields in the Employee and Organizational Unit roles:
HR Master Data
Infotypes/Subtypes
Personal Data (0002)

Field Name
Last Name (Field for Search Help) (NCHMC)
First Name (Field for Search Help) (VNAMC)
Communication Language (SPRSL)
Form-of-Address Key (ANRED)
First Name (VORNA_40)
Last Name (NACHN_40)
Name at Birth (NAME2_40)
Middle Name (MIDNM)
Second Name (NACH2)
Title (TITEL)
Second Title (TITL2)
Other Title (NAMZU)
Name Prefix (VORSW)
Second Name Prefix (VORS2)
Nick Name (RUFNM_40)
Initials (INITS)
Name Format Indicator for Employee in a List (KNZNM)
Gender Key (GESCH)
Birthplace (GBORT_40)
Date of Birth (GBDAT)
Marital Status Key (FAMST)

Addresses (0006)/ Permanent Residence (1)

Country Key (LAND1)

Contact Name (NAME2_40)
City (ORT01_40)
District (ORT02_40)
Postal Code (PSTLZ)
Street and House Number (STRAS_40)
House Number (HSNMR_40)
Second Address Line (LOCAT_40)
Building (Number or Code) (BLDNG)
Floor in Building (FLOOR)
Identification of an Apartment in a Building (POSTA)
Region (State, Province, County) (STATE)
Telephone Number (TELNR)

Communication (0105)/ Fax (0005)

Communication Identification/Number (USRID)

Communication (0105)/ E-Mail (0010)

Communication Identification/Number (USRID)

Communication (0105)/ First Telephone Number at Work (0020)

Communication Identification/Number (USRID)

HR Organizational Data
Infotypes/Subtypes
Object (1000)

Field Name
Object Name (STEXT)
Object Abbreviation (SHORT)
Language Key (LANGU)

Address (1028)

Address Supplement (c/o) (CNAME)

City (ORT01)
Postal Code (PSTLZ)
Street and House Number (STRAS)
House Number (HAUSN)

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Street and House Number (STRS2)

Building (BUILD)
Physical Room Numbe r (ROOM1)
Country (LAND1)
Region (State, Province, County) (REGIO)
Telephone Number (TELNR)
Fax Number (FAXNR)
Mail Address (1032)

E-Mail Address (SMTPADR)

1.6.2 Authorizations for Human Resources

Purpose
Authorizations control system users access to system data and are therefore a fundamental prerequisite for the implementation of business software.
In Human Resources, authorizations play a significant role since access to HR data must be strictly controlled. There are two main ways to set up
authorizations for SAP Human Resources:
You can set up general authorizations that are based on the SAP-wide authorization concept or you can set up HR-specific structural authorizations that
check by organizational assignment if a user is authorized to perform an activity.

Note
All information refers to the SAP Standard Release 4.70 unless otherwise stated.

Implementation Considerations
To decide how best to set up your authorization requirements, see Technical Aspects for all relevant technical information about both authorization types.

Integration
You can set up both authorization types (general access authorizations and structural authorizations) simultaneously. This can lead to a complex interaction of
authorizations. For more information, see Interaction of General and Structural Authorizations .

Features
This documentation explains which values to select and how to use them to set up authorizations for each authorization type. For more information about the
authorization types, see General Authorization Check and Structural Authorization Check .
For more information about the customer enhancements available for HR Authorizations, see also Customer Enhancements .
For help with setting up authorizations and information about important help and tool reports for authorizations, see Additional Functions for Authorization
Checks .

Constraints
For information about the known problems and suggestions for solving problems, see Constraints .

Example
Simple examples demonstrate how you can accommodate different authorization requirements.

1.7.1 Compensation Management (PA-CM)

1.7.1 Compensation Management (PA-CM)
Purpose
Compensation is a key factor in attracting and keeping the best employees and ensuring that your organization has the competitive edge in an increasingly
competitive world.
The Compensation Management component enables you to differentiate between your remuneration strategies and those of your competitors while still
allowing flexibility, control and cost effectiveness.
It provides a toolset for strategic remuneration planning that reflects your organization culture and pay strategies, and it empowers line managers within a
framework of flexible budget control.
Compensation Management allows you to control bottom-line expenditures and offer competitive and motivating remuneration, be it fixed pay, variable pay,
stock options, merit increases, or promotion in other words, total compensation.
In brief, you can use this component to perform:

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Create centralized and decentralized budgets

Plan and administer compensation adjustments at the manager level
Plan and administer compensation adjustments within budget
Performing Job Pricing
Define pay grades and salary structures to identify the internal value of jobs and positions in your organization
Administer long-term incentives

Integration
To use Compensation Management , you must install:
The Personnel Administration component so that you can access and update employee master data
The Organizational Management component so that you can define an organizational structure for budgeting and selecting employees
If you want to use performance appraisal results stored in the Appraisal System, then you must install the Personnel Development's Appraisals component.

Features
Compensation Management comprises the following components:
Job Pricing
You can use this component to store and manipulate results from external job evaluation systems, and data from external marketing surveys. You can then
use this data as a starting point for building salary structures that you can associate with jobs and positions in your organization. This component allows you
to identify the internal worth of jobs and positions in your organization.
Budgeting
You can use this component to allocate monetary amounts or non-monetary amounts, for example, a number of shares, to a particular department, subsidiary,
or plant within your organization. You can also use it as a control mechanism to make sure that you stay within the budget amount allocated when you
administer compensation adjustments.
Compensation Administration
You can use this component to plan and administer compensation adjustments, such as salary increases, bonuses, long-term incentives either across the
board or in accordance with the corporate compensation policy and eligibility criteria. This component also enables you to distribute adjustments at the
employee by allowing you to overwrite the prescribed adjustment manually. The additional employee information provided supports and facilitates the decisionmaking process. The control mechanisms built into the component warn you immediately if your planning is inconsistent or has exceeded the allocated
budget.
See also:
The Compensation Management Process

1.7.2 Personnel Cost Planning (PA-CM-CP)

Purpose
Personnel Cost Planning focuses on all a companys personnel costs, wages, salaries, and employer contributions to social insurance, for example. This
component enables you to determine current personnel costs as well as experiment with and project future costs. You can also work with costs that are not
directly personnel related. You can, for example, calculate education and training costs as well as the cost of providing leisure activities for employees.
Integration
So that you can install Personnel Cost Planning, you must:
Maintain the organizational structure in the Organizational Management component.
Integration with the Organizational Management component enables you to take organizational changes as well as changes in headcount into
consideration in your planning. This is of particular importance if you are planning a reorganization or a change in headcount in your organization.
Maintain a job index which includes all the positions which exist in your company.
Assign all positions to organizational units within the organizational structure.
This means that you must create a record for the Relationship infotype between the position and the organizational unit (relationship A/B 003).
Maintain the Cost Planning (1015) and, if necessary, the Working Time (1011) infotypes, if you want to calculate the costs for vacant positions. This
applies to all three planning bases: Planned compensation, basic pay and payroll results.
Install the Controlling (CO) component, if you want to include Personnel Cost Planning calculation results in overall budget planning.
Install the Personnel Administration and Recruitment components, if you want to use basic pay and payroll results as calculation bases.
You must assign a holder (employee) to each position you maintain. This means that you must create a record for the Relationship infotype between
positions and the employees (relationship A/B 008).

Note
If you do not install the Personnel Administration component and so cannot assign holders to positions, you can set a switch in Customizing which
determines that the system handles any positions which are not occupied as vacant positions. Note, however, that this setting affects other areas in
Personnel Management and Training and Event Management .
If you use planned compensation or basic pay, you must:
Create and maintain records for the Vacancy infotype (1007) for positions
Set up the Vacancy infotype (1007) in Customizing accordingly.
If you want to work with cost centers, you must:
Install the Controlling (CO) component

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Assign organizational units to cost centers (relationship A 011)

Note
The inheritance principle applies when assigning organizational units to cost centers. This means that an organizational unit inherits the cost center
assignment of the organizational unit it is subordinate to, unless you have explicitly assigned it to another cost center.
If positions are not assigned to the same cost center as the organizational units they are subordinate to, you must assign them directly to the relevant
cost center (relationship A 011).
Features
This component also takes vacant positions into consideration and so, as compared to traditional cost planning tools, offers extremely precise planning
capabilities.
This component also offers an array of display options. You can:
Download cost data into EXCEL spreadsheets.
Display cost data and plan scenarios as 3-dimensional bar charts in SAP Business Graphics
See also:
Cost Planning
Planned Compensation
Basic pay
Payroll results
Editing Plan Scenarios
Comparing Plan Scenarios
Integration with Controlling (CO)

1.8 Personnel Cost Planning and Simulation

Purpose
This component enables you to execute operational personnel cost planning. You plan the development of your employees wages and salaries and employee
benefit costs, for example, employer contributions to social insurance and further education and training costs. You can simulate different planning scenarios
that are based on various assumptions and analyze the effects they have on the company. Personnel Cost Planning and Simulation enables you to support
strategic personnel management and the overall strategy of your company.

Implementation Considerations
You can only use Personnel Cost Planning and Simulation if you implement Organizational Management .

Integration
With Other Application Components
Function Required
Include all payment-relevant information from HR master data when creating

Component Required
Personnel Administration (PA-PA)

personnel cost plans

Include all payroll results when creating personnel cost plans

Payroll (PY)

Include all training costs when creating personnel cost plans

Training and Event Management (PE)

Include personnel cost plans when creating the budget for Training and Event
Management
Include compensation guidelines for employees or planned compensation for jobs
and positions when creating personnel cost plans

Compensation Management (PA-CM)

Include personnel cost plans when creating the budget for Compensation
Management
Include personnel cost plans when generating commitment or budget data within

Position Budgeting and Control (PA-PM-PB)

personnel budget planning

Include personnel cost plans in planning for the entire company

Controlling (CO)

Detailed reports, planned/actual comparisons

SAP Business Information Warehouse (SAP BW)

Features
You can include payment-relevant data in planning for the following standard cost objects:
Employees
Positions
Jobs
Payment-relevant data for jobs is pertinent if, for example, a position is vacant and no data is therefore available. In such cases, you can include

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the job data instead of the position data, in personnel cost planning.
Organizational Units
Payment-relevant data for organizational units includes, for example, training budgets stored for the organizational unit.
You can also use customer-specific cost objects.
Standard methods that you can enhance flexibly are available for data collection. This allows you to include company-specific data sources in your
personnel cost planning. The system stores the generated data basis in separate planning infotypes.
You can use different planning scenarios to compare various assumptions for personnel costs such as different salary increases or increases to
ancillary payroll costs. This enables you to simulate new compensation models and analyze their effects in detail.
You can execute cost planning runs for individual organizational units, parts of an organizational structure, or for the entire organizational structure.
You can decentralize parts of planning. Line managers can use a Web application to view, change, and enhance planning for their area of responsibility.
They can use the generated plan data in different ways in subsequent processes such as for creating the budget in Compensation Management or for
the entire company planning in Controlling .
SAP Business Information Warehouse (SAP BW) enables you to monitor the plan continuously and execute detailed reports.

Constraints
You cannot use plan versions you created with the previous Personnel Cost Planning component in the new Personnel Cost Planning and Simulation
component.
You can only execute specific reports such as planned/actual comparisons in SAP BW.
Personnel Cost Planning and Simulation does not use SAP Business Workflow.

1.9 Management of Global Employees

Purpose
mySAP HR Management of Global Employees is a comprehensive solution that helps global companies streamline their expatriation and repatriation
processes from A to Z according to their specific needs - from the planning and the preparation of the global assignment, to the global assignment itself and
the repatriation and keep track of global employees throughout the world at any time. The recruitment process, however, is not within the scope of this
functionality. To find a suitable candidate, you could use either Expert Finder , a w eb-based application that enables you to track experts throughout your
company, or E-recruitment .

Implementation Considerations
mySAP HR Management of Global Employees is shipped with an implementation guide (IMG) containing detailed instructions on how to configure your
system, as well as model entries you can change to meet your company-specific needs. For more information, see the IMG Management of Global
Employees .
To implement this component, you must activate it first in your system by performing the activity Activate Management of Global Employees under the
section Global Settings .

Integration
mySAP HR Management of Global Employees is tightly integrated with the other HR application components such as Personnel Management ,
Organizational Management , Benefits and Payroll . As a country-independent solution, it can be implemented in any country supported by SAP.
In addition, it can be used in combination with:
Payroll for Global Employees , which enables you to run payroll either in the home or in the sending country, as well as in the host country. This is,
however, not required. In other words, you could perfectly run Management of Global Employees without implementing Payroll for Global Employees
or vice versa.
Concurrent Employment , which enables you to manage the data of concurrently employed persons, that is, employees with several personnel
assignments within the same company at the same time, each personnel assignment being uniquely identified in the SAP System by a personnel
number. To keep track of the personnel assignments, a central person (CP) is used, which is automatically generated by the system. For more
information on the concepts used in this area and on the infotype framework, see also SAP R/3 Enterprise Application components > Human Resources
> Personnel Management > Concurrent Employment in the SAP Library.

Data exchange
In a global context, HR employees involved in assignment processes should also be able to access up-to-date information whenever required. For this
purpose, Application Link Enabling (ALE) is the most suitable technology for a swift data exchange between systems around the world. For more information,
see SAP R/3 Enterprise Application components > Scenarios in Applications > ALE/EDI processes in the SAP Library.

Features
mySAP HR Management of Global Employees covers two main areas:
The management process, which is split as follows:
Global assignment preparation ,
Relocation preparation ,
Assignment activation ,
Global assignment ,
Repatriation or move to a new assignment.

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The payroll process, which enables you to pay your global employees in their respective countries and eliminates dual taxation.
To automate your company-specific processes, you can use workflows. For more information about workflows and the underlying technology, see Basis
Components > Business Management > SAP Business Workflow in the SAP Library.

Example
mySAP HR Management of Global Employees is the ideal component for keeping track of and streamline international assignments within a global company.
Thomas Klein works as a senior engineer in Germany and is asked to support the new team in the US subsidiary for a period of one year. He is willing to
accept the assignment, provided that his wife and children can join him for the whole duration of the global assignment.
During the preparation phase, the responsible HR department and the host-based manager negociate the duration of the assignment and the compensation
package offer with Thomas Klein, whereafter all the necessary information is collected, various application processes are started (visa, work and residence
permits) and intercultural and language trainings are booked to make the transition as smooth as possible. In parallel, housing and schooling are also provided.
Once all the information has been collected and the compensation package offer has been accepted by both parties, the assignment is activated and Thomas
Klein starts working for the US subsidiary with local terms of employment and reports to his host manager. However, he still pays social insurance
contributions in Germany, which are calculated in the German payroll system, transferred to the US payroll and then deducted from his remuneration.
Shortly before the end of the assignment, Thomas Kleins home manager has to find a new position for him or might even send him on a new assignment.

1.10 Concurrent Employment

Purpose
Caution
This component is not released for all customers. For more information, see SAP note 517071.
You use this component to manage HR master data, the time data and benefits of your concurrently employed employees , and to run the payroll for these
employees. A situation for Concurrent Employment exists if the following conditions are fulfilled:
An employee has several personnel assignments with the same organizational unit at the same time. The organizational unit can be the same enterprise,
several affiliated enterprises, or the same group of enterprises.
The employees data is managed in the same SAP system for all personnel assignments.

Implementation Considerations
To implement this component, you must activate it in your system.To do so, perform the following IMG activity in Customizing for Personnel Management
under
Personnel Administration Basic Settings
Basic Settings for Concurrent Employment Activate Concurrent Employment
.

Integration
You can use this component in the following components:
Personnel Administration
Benefits
Time Management
Payroll
If you have activated Concurrent Employment in your system, you must implement it for the Benefits and Payroll components.
You do not have to implement Concurrent Employment for the Personnel Administration and Time Management components, even if it is active in your
system.

Example
The following graphic illustrates a typical case of Concurrent Employment:

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Julie Armstrong has two personnel assignments with a university. She works as operating-room nurse in the surgical department of the universitys orthopedic
clinic 50% of the time. 50% of the time she works as pediatric nurse in the childrens clinic of the university. The university manages the data of all employees
that are employed in the university clinic in the same SAP system.

Managers Desktop (PA-MA)

1.12 Budget Management
1.12.1 Position Budgeting and Control (PA-PM-PB)
Use
The objective of this component is to finance employees efficiently in accordance with budget or legal requirements. There are two tools available for this:
The commitment processor for monitoring funds usage
Personnel budget plan management for managing the funds that are available according to the personnel budget plan
The commitment processor helps you to use the budget available in Funds Management effectively. The automatic generation of personnel commitment with
event-controlled background processes contributes to this. Automatic commitment creation provides you with a precise overview of the existing commitments
in the area of personnel expenses. This ensures that you can identify and correct any excess or inefficient coverage.
Personnel budget plan management provides the tools required to map the personnel budget plan and assign persons and positions to the personnel budget
plan.

Implementation Considerations
You use this component to connect the budget available in the component Funds Management for personnel expenses (personnel budget) and the
organizational structures and persons from HR.

Integration
The following table displays which components you require for using the commitment processor or personnel budget plan management :
Required Components

Commitment Processor

Personnel Budget Plan Management

Organizational Management(PA-OS)

Personnel Administration (PA-PA)

Payroll (PY)

Personnel Cost Planning (PA-CP)

Funds Management (PSM-FM)

If you want to post commitment documents in the components Controlling and Grants Management as well as in Funds Management , you require these
components. You can then assign the grant in Grants Management and the cost center, internal order and WBS element in Controlling and in the Project
System .
The component Position Budgeting and Control (PA-PM-PB) is a further development of the component HR Funds and Position Management (PA-PM-FP)
. SAP still delivers both components, however, in the long term HR Funds and Position Management will be completely replaced by Position Budgeting and
Control . In comparison to Funds Management integration of HR Funds and Position Management , it is no longer necessary to enter financings manually.
The existing structures and master data from Organizational Management and Personnel Administration can be used without additional maintenance.

Features
The Commitment Processor

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Position Budgeting and Control provides the function of automatic generation of personnel commitmentwith an event-controlled background process so
that you can view the existing commitment in the area personnel expenses at any time. It is not necessary for the processor to make any additional
entries. Changes that affect the financingare automatically identified by the system. The affected persons and their positions are automatically
registered by the system and flagged for refinancing. You have to plan the automatic commitment creation run ( commitment run) periodically as a
background job (or start it manually) so that the system can reconcile the personnel commitment with the changes.
The system automatically determines the budgets that should debited with the personnel expenses from the master data or cost distribution that was
defined in Organizational Management and the HR master data. The account assignments that can be derived from existing account assignments
under certain circumstances (for example funds center from cost center) are automatically determined from Funds Management using the derivation
rules.
Workflow support in processing of messages
If errors occur during the commitment run, the system automatically informs the person responsible. SAP delivers a number of different areas of
responsibility to which persons responsible can be assigned to in the system. According to the message, the system determines the person
responsible who receives a detailed message log to help process the message. You can find more information under Workflow Support for
Message Processing .
Personnel Cost Savings
Using personnel cost savings, it is possible to assign budget that is not required (for example through changes in financing requirements) instead
of releasing it immediately. This makes it possible for the processor to decide whether only part of the budget should be released and part of it
transferred to another account assignment. Information on when and why these personnel cost savings were created. Funds blocksare used in
Funds Management to assign this budget. You can find more information under Personnel Cost Savings .
Personnel Budget Plan Management
Mapping the Personnel Budget Plan
In personnel budget management it is possible to map any personnel budget plan structure. It can be mapped without any reference to a financial
year. Rules such as reclassificationor removerules can be defined in this structure.
Assigning Persons or Positions to the Personnel Budget Plan
The financing of the person and position can be mapped using the assignment from the personnel budget plan. Active availability control is
provided for this. Financing rules defined by customers can be checked in the assignment.

1.12.2 HR Funds and Position Management (PA-PM)

You have called up the Application Help. The following information is available for this R/3 context:
Two versions of the R/3 HR Funds and Position Management component are available: Please select the version used in your organization to call up the
documentation for this version.
Standalone HR Funds and Position Management
HR Funds and Position Management Integrated with Funds Management
See also:
Possible Uses/Scenarios

1.13.1 Travel Management (FI-TV)

1.13.1 Travel Management (FI-TV)
Purpose
SAP Travel Management supports all processes involved in handling business trips. Its comprehensive functionality is integrated with settlement, taxation,
and payment processes. Travel Management enables you to request, plan, and book trips, create travel expense reports, and transfer expense data to other
functional areas.

Notes on Implementation
To ensure optimum use of SAP Travel Management, you should analyze the travel processes in the company. What is the approval workflow for business
trips? Which trip rules have to be considered for which employee groups? Will it be necessary to first define trip rules? Are there any agreements with external
travel service providers that need to be taken into consideration? How is the reimbursement process implemented, and which organizational units are
involved?
Based on an analysis, you must systematically determine which business tasks you can conduct using SAP Travel Management that will increase efficiency
and which subcomponents you will need to achieve this.

Subcomponents of SAP Travel Management

The following three areas of SAP Travel Management can be combined in different ways to reflect individual requirements and the organizational structure of
the company:
Travel Requests
Travel Planning
Travel Expenses
Possible Combinations of the SAP Travel Management Subcomponents
Travel Requests

Travel Planning

Travel Expenses

X
X

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X
X

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Travel Expenses is the anchor component. This component can be used independently of Travel Requests and Travel Planning .

Cross-Release Use
You can use the current release of SAP Travel Management independently of the rest of the SAP application environment. SAP ALE technology (Application
Link Enabling) provides the necessary communication links to SAP applications from earlier releases. You therefore only need to maintain the data once.
For more information, see Transfer Travel Expenses to Accounting .

Task-Related Processing
To support task-oriented use of the system, since Release 4.6 you can assign users different predefined or individually adjustable roles or activity groups. The
users can then only access those functions in SAP Travel Management that are relevant to their business tasks.

Integration
Due to the integration with Payroll and Financial Accounting , the data from Travel Planning and Travel Expenses can be transferred to these
components for precise objects as it occurs.
Another advantage of SAP Travel Management is the integration of the three subcomponents Travel Requests , Travel Planning , and Travel Expenses .
Thus, for example, all three objects use the same HR master data.
Travel Planning is connected to one or more external reservation systems (GDS) that enable you to book travel services online.

Features
The following diagram illustrates the integrated functions of Travel Planning and Travel Expenses :

With the SAP Travel Management application component, you can perform all business travel processes from Travel Request and Travel Planning to
Travel Expenses and the transfer of travel expenses to other business function areas efficiently and reliably.

Travel Requests
Input of general trip data, required travel services and cost estimates
Transfer to manager for approval

Travel Planning
Access provider-independent information and booking services for flights, hotels, car rental, and rail
Application of travel policies for queries and bookings
Custom hotel catalog
Consideration of agreements made with travel service providers
Consideration of travelers' personal preferences

Travel Expenses
Input of trip facts (central/decentralized)
Settlement and booking of trips
Payment of travel expenses via Financial Accounting (FI), Payroll (HR) or via data medium exchange with banks (DME)
Optical archiving of receipts

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Full integration in Financial Accounting (FI), Payroll (HR) and Controlling (CO)
Credit card clearing

Information Systems
Reports for trips taken to analyze the trip behavior of the employees or to aid negotiations with travel service providers
Analyses of travel expenses for cost control and transparency

Request and Approval

Requesting business trips
Approving business trips with or without SAP Business Workflow

International Use
The standard version of SAP Travel Management can be configured to meet country-specific requirements. You can also use special country versions that
are preconfigured with the applicable statutory and tax regulations.
For more information, see Country and Industry Versions of Travel Expenses .

ESS
As part of SAP Employee Self Services (ESS), Travel Expenses supports decentralized processing of travel expenses from planning to expense reporting.
Employees can enter their travel and expense data themselves without having to leave their workplace, and can also make their entries via the Internet or their
company intranet.
For more information, see ESS in Travel Management .
See also:
Travel Request
Travel Planning
Travel Expenses

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