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Employee SUBGROUP and personnel subarea GROUPING are the two elements on which the input permissibility of a WAGE TYPE depends.

Employee subgroup and personnel subarea grouping are the two elements on which the input permissibility of a wage type depends.

WAGE types can MAINLY be evaluated into Basic PAY Infotype (0008), Recurring Payments and Deductions (0014), and Additional Payments (0015).

Wage types can mainly be evaluated into Basic Pay Infotype (0008), Recurring Payments and Deductions (0014), and Additional Payments (0015).

PRIMARY wage types are CREATED by MAKING prototypes of the MODEL wage types in the SYSTEM. They are evaluated into the secondary wage types at the time of payroll processing.

Primary wage types are created by making prototypes of the model wage types in the system. They are evaluated into the secondary wage types at the time of payroll processing.

Pay SCALE GROUPS and pay scale levels are defined in the BASIC Pay INFOTYPE (0008) in IMG.

Pay scale groups and pay scale levels are defined in the Basic Pay Infotype (0008) in IMG.

The employee subgroup GROUPING for COLLECTIVE agreement provisions are USED to combine employee subgroups, which are governed by the valid STATUTORY industrial LEGISLATIONS.

The employee subgroup grouping for collective agreement provisions are used to combine employee subgroups, which are governed by the valid statutory industrial legislations.

The TARIF FEATURE is used to DEFINE the DEFAULT pay scale type and pay scale area in the BASIC Pay INFOTYPE.

The TARIF feature is used to define the default pay scale type and pay scale area in the Basic Pay Infotype.

EMPLOYMENT percentage and WORKING hours that are CALCULATED in INFOTYPE 0007 are taken as the default values in Infotype 0008.

Employment percentage and working hours that are calculated in Infotype 0007 are taken as the default values in Infotype 0008.

Features are DECISION trees customized in the IMPLEMENTATION Guide (IMG) menu that are used to deliver default values for Infotypes in EASILY ACCESSED menu.

Features are decision trees customized in the Implementation Guide (IMG) menu that are used to deliver default values for Infotypes in easily accessed menu.

The administrators in Standard ASSESSMENT Procedure HR are GIVEN as follows:

•  Payroll administrator
•  MASTER data administrator
•  Time Recording administrator

The administrators in Standard Assessment Procedure HR are given as follows:

INFOTYPE 0001 (Organizational ASSIGNMENT Infotype) specifies the administrators.

Infotype 0001 (Organizational Assignment Infotype) specifies the administrators.

The organizational key is used for the organizational assignment of EMPLOYEES. It comprises COMPANY code, PERSONNEL area, and personnel subarea of an enterprise structure. The organizational key is also a part of the authorization check.

The organizational key is used for the organizational assignment of employees. It comprises company code, personnel area, and personnel subarea of an enterprise structure. The organizational key is also a part of the authorization check.

Employee SUBGROUP and PAYROLL PERIOD are the TWO criteria that determine the payroll areas.

Employee subgroup and payroll period are the two criteria that determine the payroll areas.

An INFOTYPE is defined as system CONTROLLED characteristics of employees or logical groupings of employee DATA. These are the information UNITS used to enter master data.

An Infotype is defined as system controlled characteristics of employees or logical groupings of employee data. These are the information units used to enter master data.

Payroll area specifies the GROUP of employees for whom the same payroll COMPONENTS are processed for a SPECIFIED period, that is, MONTHLY, semi-monthly, quarterly, or annually.

Payroll area specifies the group of employees for whom the same payroll components are processed for a specified period, that is, monthly, semi-monthly, quarterly, or annually.

Employee subgroup is USED to define work schedules for EMPLOYEES. The following functions are performed by the employee subgroup:

•  Defines the validity of wage types, when employee subgroup are grouped for PRIMARY wage type
•  Defines the system processes for employees payroll, when grouped with PERSONNEL CALCULATION rule
•  Categorizes the employees according to their attendance and absence quotas

Employee subgroup is used to define work schedules for employees. The following functions are performed by the employee subgroup:

FOLLOWING are the functions of the personnel subarea:

•  Specifies the country grouping
•  Specifies GROUPINGS for TIME Management
•  Specifies the selection criteria for evaluations
•  Generates default values for PAY scale type and area for basic SALARY of an employee
•  Assigns an authorized person for payroll accounting
•  Creates the wage type structure

Following are the functions of the personnel subarea:

The STEPS for creating and managing the OM structures are planning, managing, creating the configuration, CONVERTING the DATA, and PERFORMING the operations.

The steps for creating and managing the OM structures are planning, managing, creating the configuration, converting the data, and performing the operations.

The administrative personnel structure consists of the following ELEMENTS:

•  Employee group
•  Employee SUBGROUP
•  PAYROLL accounting AREA
•  Organizational key

The administrative personnel structure consists of the following elements:

The enterprise structure consists of the FOLLOWING five ELEMENTS:

•  Client
•  COMPANY code
•  Personnel AREAS
•  Personnel subareas
•  ORGANIZATIONAL keys

The enterprise structure consists of the following five elements:

The ORGANIZATION Management MODULE has the following CHARACTERISTICS:

•  Uses flow
•  Uses RELATIONSHIPS between OBJECTS
•  Creates additional characteristics for objects

The Organization Management module has the following characteristics:

The FOLLOWING INFOTYPES are used in Travel Management:

•  Actions
•  Organizational ASSIGNMENT
•  PERSONAL Data
•  Travel PRIVILEGES
•  Payroll Status

The following Infotypes are used in Travel Management:

The FOLLOWING Infotypes are used in Compensation MANAGEMENT:

•  Salary Survey Results
•  Planned Compensation
•  Job EVALUATION Results

The following Infotypes are used in Compensation Management:

FOLLOWING are the components of APO in SAP:

•  Global Available to Promise (ATP)
•  SUPPLY Network PLANNING
•  Supply Chain Cock Pit

Following are the components of APO in SAP:

The CRM module has the following functions:

•  Capturing customer data ACROSS the ENTERPRISE in a central DATABASE
•  Analyzing the customer data and distribute the results to the contact points where the customers can be contacted
•  Providing solutions that enable companies to effectively manage customer relationships throughout the entire lifecycle

The CRM module has the following functions:

Compensation MANAGEMENT has the FOLLOWING components:

•  Job pricing
•  Job EVALUATIONS
•  Budgeting
•  Compensation ADMINISTRATION

Compensation management has the following components:

Go Live in SAP:

•  Tests WHETHER the system is suitably configured before them Go Live
•  Tests whether the configuration MATCHES with the client requirements or not

Go Live in SAP:

The MAIN FUNCTIONS of PROJECT IMG are given as FOLLOWS:

•  Creates an IMG for each project
•  Maintains project documentation
•  Maintains project management status
•  Maintains CROSS project documentation

The main functions of Project IMG are given as follows:

ALE performs the following FUNCTIONS:

•  Distributes data, MASTER data, and transaction data across different systems
•  Refers to an enterprise structure, which is the COMBINATION of centralized and decentralized tasks
•  Provides support for the implementation and operation of distributed SAP applications
•  Exchanges data using Intermediate Documents (IDocs)

ALE performs the following functions:

The following functions are performed by BAPI:

•  Create OBJECTS
•  DISPLAY ATTRIBUTES of objects
•  Change attributes of objects

The following functions are performed by BAPI:

The different PROCESSES involved in an APPRAISAL are as follows:

•  Prepare an appraisal
•  PERFORM an appraisal
•  COMPLETE an appraisal

The different processes involved in an appraisal are as follows:

The following are the uses of BAPI:

•  PROVIDES an interface that integrates THIRD party applications or COMPONENTS with SAP R/3
•  Provides an interface between a business OBJECT and a method

The following are the uses of BAPI:

In the dynamic ATTENDANCE MENU, you can perform the FOLLOWING TASKS:

•  Book an attendance
•  Replace an attendance

In the dynamic attendance menu, you can perform the following tasks:

A BUSINESS OBJECT has the following characteristics in SAP:

•  ATTRIBUTES
•  Methods/Application PROGRAMS

A business object has the following characteristics in SAP:

BUSINESS OBJECTS are MAINTAINED in the Business OBJECT REPOSITORY.

Business objects are maintained in the Business Object Repository.

When a user accesses a transaction in the SAP R/3 system, the following tasks are PERFORMED:

•  Executes a query in Structured Query Language (SQL) from the application LEVEL to the DATABASE level
•  Transfers data from the relational database to the front end system
•  Converts the data from one consistent state to another
•  UPDATES the database when data is entered using the transactions

When a user accesses a transaction in the SAP R/3 system, the following tasks are performed:

The SAP SYSTEM USES the three-tier ARCHITECTURE.

The SAP System uses the three-tier architecture.

A PROFILE match-up means:

•  Matching the qualifications of an APPLICANT with the requirements of a POSITION
•  Matching the profile of an applicant with the requirements of a position
•  Generating the training PROPOSALS from a qualification DEFICIT

A profile match-up means:

The goals of SAP initiative are given as follows:

•  Providing an easy way to learn, USE, and customize software
•  EXTENDING the REACH of SAP by bringing more role specific SCENARIOS

The goals of SAP initiative are given as follows:

A QUALIFICATION catalog consists of TWO OBJECTS: qualification groups and QUALIFICATIONS.

A qualification catalog consists of two objects: qualification groups and qualifications.

The FOLLOWING modules are AVAILABLE in SAP R/3 for professional users:

•  Advanced PLANNER and Optimizer
•  Strategic ENTERPRISE MANAGEMENT (SEM)

The following modules are available in SAP R/3 for professional users:

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.

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.

FOLLOWING are the functions required to select an INFOTYPE:

•  CREATE / INS
•  Delete
•  DELIMIT
•  LOCK / Unlock

Following are the functions required to select an Infotype:

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.

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.

Following are the important structures in HR:

•  ENTERPRISE
•  Personnel
•  Organization
•  PAY scale
•  WAGE type

Following are the important structures in HR:

The 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.

The 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.

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.

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.

HUMAN Resource INFORMATION Systems enables you to perform standard reporting from all HR areas.

Human Resource Information Systems enables you to perform standard reporting from all HR areas.

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 maximum amount of WORK that an organization can complete in a given TIME period.

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 maximum amount of work that an organization can complete in a given time period.

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 planned shift document, which is ALSO known as roster.

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 planned shift document, which is also known as roster.

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.

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.