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The FOLLOWING HCM processes are INCORPORATED in ESS as workflows:

•  Leave APPROVALS
•  CATS
•  Change of Address

The following HCM processes are incorporated in ESS as workflows:

Vacancy NEEDS to be maintained using INFOTYPE 1007 if OM and RECRUITMENT are to be INTEGRATED.

Vacancy needs to be maintained using Infotype 1007 if OM and Recruitment are to be integrated.

A vacancy can be created in an organization UNIT as FOLLOWS:

•  Customize the SETTINGS to make all the unoccupied positions as vacant
• Flag a position as vacant by USING the Vacancy Infotype
•  Create a vacancy for a position, which is either occupied or unoccupied

A vacancy can be created in an organization unit as follows:

SAP EMPLOYEE Self SERVICE application consists of the following key components:

•  OFFICE
•  Time MANAGEMENT
•  Training and Event Management

SAP Employee Self Service application consists of the following key components:

Following are the features of Expert Mode:

•  Allows you to MAINTAIN the OBJECTS
•  Creates ADDITIONAL description to objects
•  Allows you to create a vacancy

Following are the features of Expert Mode:

Infotypes can be ACCESSED DIRECTLY from Object Maintenance in the EXPERT MODE.

Infotypes can be accessed directly from Object Maintenance in the Expert Mode.

In the OVERVIEW area of the Organization and Staffing INTERFACE, you can get the search results of an object, display/maintain the object environment (STRUCTURES), and CONTAIN the overview of the organization.

In the overview area of the Organization and Staffing interface, you can get the search results of an object, display/maintain the object environment (structures), and contain the overview of the organization.

The status of several object RECORDS can be changed at the same TIME USING the RHAKT100 report.

The status of several object records can be changed at the same time using the RHAKT100 report.

OBJECT CHARACTERISTICS in OM are CREATED as INFOTYPES.

Object characteristics in OM are created as Infotypes.

RELATIONSHIPS in OM are specified as follows:

• Relationships are DENOTED by a three-digit code
• Relationships between objects are RECIPROCAL
• Relationships can also be one SIDED
• The direction of relationships are determined by A or B

Relationships in OM are specified as follows:

You can create an evaluation path in OM by customizing the SETTINGS under the Basic Settings option. The navigation path for an evaluation is CREATED with the help of one or more relationships. These NAVIGATIONAL paths enable you to report as well as to display the structural INFORMATION, such as an organizational structure or a reporting structure. An alphanumeric evaluation paths can be created using maximum of eight CHARACTERS and starts with Z.

You can create an evaluation path in OM by customizing the settings under the Basic Settings option. The navigation path for an evaluation is created with the help of one or more relationships. These navigational paths enable you to report as well as to display the structural information, such as an organizational structure or a reporting structure. An alphanumeric evaluation paths can be created using maximum of eight characters and starts with Z.

Evaluation PATHS DEFINE how a tree structure is created. The search PARAMETERS for the evaluation path allow you to IDENTIFY objects in the path you wish to find.

Evaluation paths define how a tree structure is created. The search parameters for the evaluation path allow you to identify objects in the path you wish to find.

EVALUATION PATHS are CHAINS of relationships that exist between CERTAIN OBJECT types.

Evaluation paths are chains of relationships that exist between certain object types.

A matrix organization contains at least one position that should report to more than one SUPERIOR; whereas, in a HIERARCHICAL organization, all the positions report to the TOP positions.

A matrix organization contains at least one position that should report to more than one superior; whereas, in a hierarchical organization, all the positions report to the top positions.

The GENERAL structure is USED to depict the teams of an ORGANIZATION in the system; whereas, the matrix structure is used when a company's holding company MUST also be represented in the organizational PLAN.

The general structure is used to depict the teams of an organization in the system; whereas, the matrix structure is used when a company's holding company must also be represented in the organizational plan.

The INFOTYPES USED to CREATE a position are given as follows:
1. Object Infotype
2. Relationship to organizational unit
3. Relationship to describing job
4. Description Infotype
5. Department/Staff Infotype

The Infotypes used to create a position are given as follows:
1. Object Infotype
2. Relationship to organizational unit
3. Relationship to describing job
4. Description Infotype
5. Department/Staff Infotype

The V_t528a table CONTAINS the INFOTYPE CHARACTERISTICS.

The V_t528a table contains the Infotype characteristics.

Expert MODE for STRUCTURE Setup to used to MAKE settings for the central STRUCTURES and CATALOGS.

Expert Mode for Structure Setup to used to make settings for the central structures and catalogs.

When you successfully LOGGED on in the system, a DEFAULT PERIOD of preview for three months is defined and all the changes made to the data during this period are displayed. You can also change this preview period and the NEXT TIME you log on, the new preview period is set.

When you successfully logged on in the system, a default period of preview for three months is defined and all the changes made to the data during this period are displayed. You can also change this preview period and the next time you log on, the new preview period is set.

Every time you LOG on, the CURRENT date is SET as the key date. You can CHANGE the key date and the selected data valid on the date is displayed.

Every time you log on, the current date is set as the key date. You can change the key date and the selected data valid on the date is displayed.

The following SEARCH tools are AVAILABLE in the search area of the Organization and Staffing interface:

•  STRUCTURAL search
•  Query search

The following search tools are available in the search area of the Organization and Staffing interface:

You can create organizational units, POSITIONS, jobs, and tasks USING the Organization and Staffing interface. You only need to SPECIFY the important details about the objects and then the interface AUTOMATICALLY create the relationships.

You can create organizational units, positions, jobs, and tasks using the Organization and Staffing interface. You only need to specify the important details about the objects and then the interface automatically create the relationships.

The interface allows you to maintain different OM objects, relationships, and structures in a single place. It ALSO PROVIDES a graphical user interface, which is easier to USE than the traditional expert maintenance MODE.

The interface allows you to maintain different OM objects, relationships, and structures in a single place. It also provides a graphical user interface, which is easier to use than the traditional expert maintenance mode.

Qualification (Q) - Its ROLE COMES in personnel development and is assigned to PERSONS, jobs, and POSITIONS.

Qualification (Q) - Its role comes in personnel development and is assigned to persons, jobs, and positions.

In the Character Infotype, PHASE is a category that is USED to CLASSIFY the tasks in a BUSINESS process.

In the Character Infotype, phase is a category that is used to classify the tasks in a business process.

Task PROFILE is a list of the INDIVIDUAL tasks that have been assigned to a specific object. It is used to define a PURPOSE, a ROLE, or an ACTION of an object in the system.

Task profile is a list of the individual tasks that have been assigned to a specific object. It is used to define a purpose, a role, or an action of an object in the system.

A TASK group is a collection of ASSOCIATED tasks and they are performed by the same person. It can be used to QUICKLY relate NUMEROUS tasks to a job or position.

A task group is a collection of associated tasks and they are performed by the same person. It can be used to quickly relate numerous tasks to a job or position.

The staffing percentage REFERS to the work capacity of the PERSON assigned to the position. If the staffing percentage of the person is GREATER than the requirements of the position, the position is overstaffed.

The staffing percentage refers to the work capacity of the person assigned to the position. If the staffing percentage of the person is greater than the requirements of the position, the position is overstaffed.

Job is a SINGLE entity; whereas, position is a multiple entity. You can DEFINE multiple positions against a single job but not VICE versa.

Job is a single entity; whereas, position is a multiple entity. You can define multiple positions against a single job but not vice versa.

The object inheritance REDUCES the data entry time because the TASKS and CHARACTERISTICS are not ASSIGNED separately to each POSITION.

The object inheritance reduces the data entry time because the tasks and characteristics are not assigned separately to each position.

When you create a new position then that position MUST be related to the CORRESPONDING job. Through this relationship, an object AUTOMATICALLY inherits the ATTRIBUTES of another object if the two are related in CERTAIN ways.

When you create a new position then that position must be related to the corresponding job. Through this relationship, an object automatically inherits the attributes of another object if the two are related in certain ways.

JOB requirement represents a LIST of skills and experience required in order to be suitable in a position, job, TASK, or work center; whereas, job qualification represents only a list of skills.

Job requirement represents a list of skills and experience required in order to be suitable in a position, job, task, or work center; whereas, job qualification represents only a list of skills.

The FOLLOWING are the mandatory characteristics of an OBJECT:

•  Object ID
•  Object name and abbreviation
•  Object type
•  PLANNING STATUS
•  Plan VERSION
•  Relationship validity period

The following are the mandatory characteristics of an object:

The FOLLOWING are the uses of validity PERIOD or validity dates:

•  ALLOWS you to define the life span of an object or Infotype RECORD
•  Identifies the changes in an organization while RETAINING the historical data
•  Allows you to evaluate the organizational structure on key dates

The following are the uses of validity period or validity dates:

Each Infotype record uses a start and end date to identify the validity of the Infotype data. RELATIONSHIPS between objects may only exist during the time when both objects are valid. If an OBJECT is DELIMITED, all the object's relationships and characteristics are also automatically delimited but the RELATED objects are UNAFFECTED.

Consider an example of an Organizational Assignment Infotype for a particular individual, who was assigned to three different departments in the last five years. In this case, three different records are created for each period of assignment in every department.

Each Infotype record uses a start and end date to identify the validity of the Infotype data. Relationships between objects may only exist during the time when both objects are valid. If an object is delimited, all the object's relationships and characteristics are also automatically delimited but the related objects are unaffected.

Consider an example of an Organizational Assignment Infotype for a particular individual, who was assigned to three different departments in the last five years. In this case, three different records are created for each period of assignment in every department.

The FIVE PLANNING statuses are given as FOLLOWS:
1. Active
2. Planned
3. Submitted
4. APPROVED
5. Rejected

The five planning statuses are given as follows:
1. Active
2. Planned
3. Submitted
4. Approved
5. Rejected

When an OBJECT is created, an object ID must be assigned to it. An object ID is identified by an eight-digit numeric value and SAP prefers to USE internal number assignment, which is generated by the SYSTEM.

When an object is created, an object ID must be assigned to it. An object ID is identified by an eight-digit numeric value and SAP prefers to use internal number assignment, which is generated by the system.

You can ASSIGN the ADDITIONAL characteristics to the objects after creating the structure using objects and RELATIONSHIPS. For example, if person is an object with the characteristics, such as name and address, then you can assign additional Characteristics, such as vacancy, work schedule, and SALARY to this object.

You can assign the additional characteristics to the objects after creating the structure using objects and relationships. For example, if person is an object with the characteristics, such as name and address, then you can assign additional Characteristics, such as vacancy, work schedule, and salary to this object.

The RELATIONSHIPS between OBJECTS are MAINTAINED in INFOTYPES or ORGANIZATIONAL plan.

The relationships between objects are maintained in Infotypes or organizational plan.

OBJECT CHARACTERISTICS are MAINTAINED in the FORM of INFOTYPES.

Object characteristics are maintained in the form of Infotypes.

An OBJECT can be identified by a combination of PLAN version, object TYPE, and object ID.

An object can be identified by a combination of plan version, object type, and object ID.

Hiring ACTION can be used to ASSIGN an employee to the ENTERPRISE structure. The DATA is saved in the Organizational Assignment INFOTYPE (IT 0001).

Hiring action can be used to assign an employee to the enterprise structure. The data is saved in the Organizational Assignment Infotype (IT 0001).

The plan VERSION cannot be DELETED as it is used for transport, INDEXING, and general control for all plan versions.

The plan version cannot be deleted as it is used for transport, indexing, and general control for all plan versions.

Only ONE plan version can be INTEGRATED with other SAP MODULES.

Only one plan version can be integrated with other SAP modules.

You can set up a PLAN version, which a company requires, in the PERSONNEL MANAGEMENT IMPLEMENTATION GUIDE (IMG). A plan version can be entered in the PLOGI parameter group.

You can set up a plan version, which a company requires, in the Personnel Management Implementation Guide (IMG). A plan version can be entered in the PLOGI parameter group.

Yes, you can create MULTIPLE duplicate copies of a SINGLE plan version. It can be DONE by MAKING changes in the plan version without affecting the ORIGINAL plan version.

Yes, you can create multiple duplicate copies of a single plan version. It can be done by making changes in the plan version without affecting the original plan version.

PLAN VERSIONS represent a current or actual ORGANIZATIONAL plan. They are defined as the active integration plan version. A plan version is used to store organizational plan SCENARIOS, such as RESTRUCTURING, expanding, and downsizing in plans. These plans can be current, business, and perspective.

Plan versions represent a current or actual organizational plan. They are defined as the active integration plan version. A plan version is used to store organizational plan scenarios, such as restructuring, expanding, and downsizing in plans. These plans can be current, business, and perspective.

You can CREATE STAFF assignments by creating positions based on the JOBS, assigning them to an organizational unit, and allocating them a position HOLDER.

You can create staff assignments by creating positions based on the jobs, assigning them to an organizational unit, and allocating them a position holder.

The ORGANIZATIONAL STRUCTURE is the BASIS for CREATING an organizational PLAN.

The organizational structure is the basis for creating an organizational plan.

An organizational plan provides a basis for PERSONNEL PLANNING, previewing, and reporting of organizational achievements. It is required to carry out numerous business and HUMAN RESOURCES processes.

An organizational plan provides a basis for personnel planning, previewing, and reporting of organizational achievements. It is required to carry out numerous business and human resources processes.