Step 1 :- 

Execute tcode “SPRO” from command field.

Step 2 : – Choose “Display SAP Reference IMG”

Step 3 : – Follow the navigation as  PM – PA – Customizing procedures –

Infotype menus and click on IMG activity “Infotype Menu.

Step 4 : – In next screen choose activities, it displays with two options. i.e.

1. User group dependency on menu and info groups

2. Infotype Menu.

Double click on the first option “User group dependency on menu and infogroup
Step 3 : – On user group dependency on menu and infogroups screen, check
the existing entries and use those menu as per your requirements. Choose new
entries button to create new menu as per requirements of project.

Step 4 : – From new entries menu type screen, update

 Menu : – Enter the key defines as infotype menu in SAP.

 Text : – Enter the description of menu.

Press enter and choose save button and save the configuration.

Note : – We have already configured one infotype menu “TH” when we are
creating infogroups in SAP. You can edit this info type menu or create new one.

Step 5 : – Now click on back button or press function key F3 for choose activity
screen. Click on infotype menu option to configure infotype menus in SAP as per
client requirements.
On determine work area entry scree, enter menu key as “1”.

From change view infotype menu overview screen, click on new entries button to
configure new infotype menu in SAP
On new entries menu (1 – basic personal data) screen, enter the required
infotypes as per sequential order.

Click on save button and save the details.

Step 3: – In next step follow the IMG path
SPRO> SAP Reference IMG (F5) >> Personnel Management >> Personnel
Administration> Customizing Procedures >> Infotype Menus >> Determine
choice of Infotype menus
Select User group dependency on menus and info groups, in this table we are
not creating any entries, we are changing the reference group code to user
which was assigned in parameters HR master data (01)

Click on Save icon to save the configured data.

Step 4: – Go back (Press function key F3) and double click on Infotype
Menu option, give the menu key

Click on “New Entries” and update the following data

 Give the reference user group which was created in the above step
 In No column enter the infotypes serial No.
 In the Menu field enter the menu key

Choose save icon to save the configured data. Successfully you have
configured Infotype Menu in SAP.

s
Pa30--- PA30 transaction is a transaction in which you are updating a
employee data by way of Infotype (different areas) in HR.

PA30 is HR Master Data Maintenance .

Enter any existing personnel number (for example 1000). In the Infotype
field, enter the number of your infotype (95##) or any standard existing
infotype and choose Create. Create any data you like, save it, and test the
various functions in HR Master Data Maintenance, for example Change,
Copy, Delimit, Delete...
 

TAB Text Change in HR Master Data –

PA30/PA20
202,798

Dear All,

I would like to share few information to change the Tab Text in HR Master Data Screen(PA20/PA30).

HR Master Data (Tcode – PA30)

Check T-code PA30 before doing the modification as shown below

  As per user requirement, we need to change Text name for first Tab ‘THIRU & Co Employee Master‘ to
‘Employee Master‘

   

Tcode – SE16N

Goto SE16N T-code and enter the Table name T588T

Table : T588T – Menu and Infogroup Designations

Give the following condition in Table T588T Table as shown below and execute it

 Language   = EN     “English Language

 Menu Type = I         “Infotype Menu
    Table contains the Menu Description Text as shown below

Change Text name for first Tab ‘THIRU & Co Employee Master‘ to ‘Employee Master‘ as shown below
Click Save Button.

Check HR Master Data (Tcode – PA30)

  From the above screenshot, it shows that the Tab text changed in Standard Screen(PA20/PA30)
Igmod----- Info group modifier
a) Maintain the feature IGMOD.

b) Always call up the info group as the first decision rule, otherwise, you will need to
make entries for the respective return codes for each info group.

c) For additional decision rules, you can call upcountry grouping, company code,
personnel area, personnel subarea, employee group, and employee subgroup.

Infotypes of the info group

a) Choose the info group.

b) Assign the operations, infotypes, and info subtypes for the user group and the return
value of the feature IGMOD. Read the field documentation for the allowed operations.

Dynamic Action for technical consultant

11216,726

Dynamic actions trigger automatic processing when infotypes are maintained.

This document will guide us as how to write the code to perform additional checks and triggering the dynamic
action.

Dynamic action can be triggered from the SPRO tcode following the path Personnel Management-
>Personnel Administration->Customizing Procedures->Dynamic Actions. This path will open the
dynamic action table which can be maintained directly using table T588Z using SM30 tcode.
The dictionary definition of the table is as below.

Most of the field are self explanatory, small description is as below:

INFTY:   This field specifies infotype on which certain operation causes dynamic action to trigger.

SUBTY: This field specifies corresponding subtype of the infotype on which certain operation causes
dynamic action to trigger. This field is optional.
FNAME: Name of the field in the above mentioned infotype. This is again optional field.

OPERA: This specifies the operation performed in the infotype. This field will tell as when to trigger
dynamic action (while create/change/delete operation).

Possible values of this field is as listed below.

OPERA Value Description

00 Independent of the current function carried out
02 Change
04 Create
06 Change and create
08 Delete
10 Change and delete
12 Create and delete

SEQNO: This field specifies sequence number

KENNZ: This field specifies about the nature of the operation to be performed. Various values of this field
is as specified in table below.

             KENNZ Value                                               Description

P Check conditions(behaves like IF condition)
I Maintain infotype record. The possible actions are INS, COP, MOD, DEL [‘/D’ is used to run
action in background]
W Set default values when creating a new record
V Reference to another step
F Call routine (SAP program routine)
M Send mail
Any other entries refer to “comment line”.

VINFO: This is very important field wherein the conditions and operations as specified in the ‘KENNZ‘
field is specified in brief.

There are some known fields which are automatically known while dynamic action is triggered. From SAP
note Note 386027 – Dynamic actions.

Known fields: The fields of the infotype that triggers the dynamic action are known. Also, the table
contents of the tables T001P (Personnel Area/Subarea) and T503 (Employee Group/Subgroup) and the
structures PSPAR and PSAVE are known . T001P, T503 and PSPAR contain the values that are valid at
the start date of the current record. PSAVE contains the old values of the infotype record.
As of Release 4.5, you can use the fields of structure RP50D, for example, by calculating or filling them in
a FORM (‘F’) routine and then using them for checking or for the value specification when you maintain
an infotype record.
Since this document is mainly intended for technical HR consultant, therefore we will work mainly with
KENNZ (Indicator for step) field value ‘F’ of the dynamic action table and will write a routine which will do
all the defaulting work for us.

Scenario: We will write a code so as to default the telephone number in the User Id field of
communication infotype (IT0105), subtype ‘MPHN’ as well as begin date which should be defaulted to the
last date of the IT0006 begin date. This action should take place when IT0006, subty ‘1’, field ‘TELNR’ is
changed.

Also, if the country grouping of an employee is 10 (i.e USA), then ‘+1-‘ should be added before telephone
number.

*Please note this scenario is a pure hypothetical one just for learning purpose.

Code: First thing before start writing the code is to maintain the dynamic action table T588Z, indicator for
step field (KENNZ) should be maintained as ‘F’ so that the program routine is called.

Below is the T588Z entries maintained in our case.

As can be seen, just one Plausibility check (IF condition) is applied and then routine ‘CREATE_0105’ is
called, whose definition is stored in custom program ZHR_INS.

All the further coding is done inside program ZHR_INS inside routine ‘CREATE_0105’. Program type can
be either Executable (1) or Subroutine pool (S).
I have created a Subroutine pool as below:

Now, finally we will start with coding…

1. In the first screen shot below v_begda and v_phnno are the variables used to default the begin date and the
User ID field in the IT0105, subtype ‘MPHN’ and the code is written as per our scenario.

INCLUDE MPPDAT00 is a very important include and should be used as it contains all the necessary data
declarations used in Dynamic Actions.
2. The next screen-shot is very important and will default the values in the IT0105, subty ‘MPHN’ screen.

     a.     Internal table initial_values is used to store the field values which needs to be defaulted.Its
definition is stored in include MPPDAT00. We just need to              append the relevant field and its
corresponding values along with the SEQNR to default the various fields in the targeted infotype.

     b.     Other internal table is used for triggering of the targeted infotype and should be populated with
the field like ACTIO, INFTY, SUBTY,..,SEQNR as below.
That finishes the coding part, now we will test our dynamic action by changing TELNR field in IT0006 for
an US employee.
Please note that the start date of IT0006 record is 01-jan-1996 so start date of IT0105 should be 31-jan-
1996 and also TELNR here is 1234789041 so our USER ID field should be +1-1234789041.
On pressing save, our IT0105 is triggered with all the desired values.

The complete code is attached in the .txt file format.

Dynamic Action

Dynamic actions are basically controls which can be initiated SAP HR

after certain actions during employee maintenance or personal
actions. This is mostly configurable using standard utilities
provided by SAP unless there is a special requirement where
you need to develop a function module with specific program
logic, which can be called during any specific infotype
maintenance to create/update or any other specific actions on
other infotypes.

Most of the requirements can be configured using the table

T588Z or under SPRO:

Personnel Management -> Personnel Administration ->

Customizing Procedure -> Dynamic Actions

Here, you control the initiation of actions when maintaining an

infotype record. This can be the maintenance of an additional
infotype record or performing a routine. For each action, you
can determine whether it is always carried out when you
change an info type or a subtype or whether it is only carried
out if you change certain fields.

You can state whether the action is to be carried out for

"Change", "Create" and/or "Delete" record. You can store the
conditions for executing the action , for example, the
comparison of the old and new value of a field. Finally, you
can also specify default values for a record that is to be
created.

Automatic Triggering/Populating of Infotypes When Certain

nfotypes are Dynamically Maintained, Table = T588Z

In Summary:

Dynamic actions are a great tool to make infoytpe maintenance

easier. When you create an infotype you can create another
one automatically for example. Dynamic actions work for both
master data and applicant data infotypes. It is basically a view
on table T588Z you can reach via IMG - Personnel
management - Personnel administration - Customize
procedures - Dynamic actions.
The table view looks like this:

Infotype - Subtype - Field - Function code - Number - Step -

Variable function part

The infotype, subtype and field determine what should be

created, filled, modified and so on.

The function code determines when something should happen.

It can have the following values:

02 - Change record

04 - Create record

08 - Delete record

These values can be added so e.g. 06 means change record +

create record. Remember - this only tells us when something
should be done.

The number simply tells us which step is first and which next.
I recommend to go by 10's (10, 20, 30,40...), this makes it
easier if you later on want to fill something in.

The step determines what should be done. It can have 6 values:

P - check conditions under which something is done

I - maintain infotype record

W - set default values for new record

V - Reference to another step

F - call a routine

M - send mail

SAP HCM features

APRIL 5, 2020  GETSAPDONE LEAVE A COMMENT
SAP HCM features can be used for these purposes:

 set default values for certain infotype fields

 control screen modifications
SAP offers a large numbers of features which you can find in tcode PE03. Through this article I
will explain features for which I think that are most important.

1. ABKRS – you can default value for payroll area field in 0001-Organizational assignment
infotype.
2. IGMOD – this feature enable you to diferenciate infotype flow per personnel actions based on
criteria in decision tree for IGMOD feature (for example if you want to have Hiring actions with
8 infotypes for regular emoloyees and hiring actions with 5 infotypes for part time empoloyees
you shoud set a infotype modifier in personnel administration customizing and then use IGMOD
feature to diferenciate infotype selection for same hiring action based on employee subgroup
criteria.
3. NUMKR – used for setting number range for employee numbers (external or internal).
4. PINCH – set administration group fields in 0001-Organizational assgnment infotype
5. PLOGI – determine integration switch between SAP HCM modules PA and OM based on
offered criterias in PE03. 
6. QUOMO – set a default quota type selection rule group defined in customizing table
V_T559L.
7. SCHKZ – feature to set a default work schedule rule in 0007-Planned working time infotype.
8. TARIF – feature to set a default pay scale type and area values.
9. TMSTA – useful to set a default value for time management status field in 0007-Planned
working time infotype
10. CONTR – set default values based on offered criteria in PE03 tcodes. You can default these
fields:
 Continued pay
 Additional sick pay
 Probationary period
 Contract type
 Notice period

2)     Maintain Planned Remuneration Specification Feature (LGMST):

LGMST determines default wage types depending on various values (for example,

country, employee group, employee subgroup) for the Basic pay infotype (0008). The
second part of the issued return value (for example, ----1DU-) forms the name for
the Wage Type Model and is read from table T539A, Planned remuneration
specification.

When you create a new infotype record, the value defined using the feature is offered
to you as a default value. Which values you receive depends on the organizational
assignment of the employee.

a.      Open (PE03) t-code.

b.      Enter the name of feature.

c.      Choose "Decision Tree" option, and press "Change" button.

d.      The return code matrix has the following structure: XX/YYYYYYYY, which has the
following meaning:

XX                          maximum number of wage types per record.

YYYYYYYY            forms the name for the Wage Type Model and is read from table
(T539A).

e.      Once the entry is maintained, activate the feature.

Download Full Document: https://prt.yt/424lvmx

While I am pretty sure that most of you are aware of these things I still wanted to
publish these things for the benefit of other HCM consultants who are not aware.

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

Following are the modules in SAP-HR —

 Recruitment -Personnel Administration

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

2. Describe the various structures in SAP – HR?

Structures are required to represent statutory, regional, and organizational

conditions in an organization. Following are three structures in SAP HR.

 Enterprise Structure – gives Information about the location of work on an

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

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

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

An Infotype can have a sub-type.

Infotypes are classified as follows

 1000 – 1999 == OM related

 2000 – 2999 == Time related
 9000 and above Customer Specific

4. What Time Constraint 1 on an Infotype ?

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

To maintain information in an Infotype you could use –

 PA30 – Personal Administration Maintenance

 PA40 – Personal Actions

Alternatively, Fast Entry Screen.

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

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

etc.

7. Where are payroll results stored?

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

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

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

 2001 – Absences
 2002 – Attenances
 2003 – Substitutions
 2007- Attendance Quotas
 0007- Planned Working Time
10. How would record time in your SAP HR system?

 Online by time administrators

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

11. What is Matchcode W?

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

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

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

Management SAP HR?

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

Tasks such as managing the relations, collaborating, time management, advising,

reporting as well as dealing with others can simply be accomplished with this module
and the good thing is users need not to worry about the bulk investments for the same.

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

 Online by time administrators

 Separate time recording systems
 Cross-Application Time Sheet (CATS)
 Employee Self-Service (ESS) applications
 Customer systems with an interface to the R/3 System
14. Name a few sub modules in SAP HR?

Following are the modules in SAP-HR:

 Recruitment - Personnel Administration

 Personnel Development
 Training and Event Management
 Personnel Time Management
 Organization Management
 Compensation Management
 Payroll
 ESS - Employee Self Service
 MSS - Manager Self Service

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

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

 Enterprise Structure: It gives information about the location of work on an

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

16. What are the responsibilities of a human resource department of

an organization?

All the tasks related to employee welfare and handling different aspects of
employment are the responsibilities of the HR department in an organization. The
department head has to compliance with the labor law and has to make sure that all
the employment standards are met in the organization.
Assuring administration and providing employees all the benefits is also the
responsibility of the same department. In addition to this, they are responsible for
dismissal, as well as recruitment of employees in the organization.

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

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

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

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

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

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

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

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

HR?

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

1000 - 1999 == OM related

2000 - 2999 == Time related
9000 and above Customer Specific

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

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

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

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

22. How can you define a processing class?

It is basically a characteristic of wage type that is considered for the purpose of

determining the way processing is done in the payroll run. It is a trusted approach and
is useful for providing favorable results in the payroll.

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

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

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

area?

There is not always a need for the same. Generally, the employees are defined based
on other ethics and policies. 
25. In the SAP HR tool, what do you mean by the term
Authorizations?

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

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

26. What do you mean by the term TMSTA?

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

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

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

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

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

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

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

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

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

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

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

In the SAP System, explain the client?

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

Explain the Company Code?

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

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What is Personnel Area?

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

What Are the Different Types of Personnel Subareas?

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

Define the SAP HCM Workflow?

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

In SAP HCM, what do info types mean?

Infotypes are system-controlled employee characteristics. Infotypes are used to store data
for a specific employee.
Described by the following numerical code in four numbers:
● payroll status
● personal data
● organizational assignment
● actions

Describe the features of HCM SAP 

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

What is Best Way to Hire A New Employee?

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

What are the three administrators?

● Personnel Administrator  
● Time Administrator
● Payroll Administrator

How can any company use an organization plan?

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

What is the evaluation path?

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

Difference between a job and a position?

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

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Explain the Dynamic Actions

When activated by the system, dynamic actions are performed. They result from various
personnel actions. If changes to the personal data of an information type affect the second
type of data, the device will immediately display the info type. Consistent and coherent
data are one of the main goals of dynamic action.
Unlike the Personnel actions, which you initiate automatically, these actions are started
automatically by the machine. The best example is where a task, such as recruiting
necessitates populating a set of data types. Personnel action occurs after the initial entry of
information in info form 0000. Then the system shows the following types of data resulting
from dynamic actions.

How do we indirectly determine wage types?

To be evaluated indirectly, you must specify the features of the pay type. To do this, please
go to the IMG and select the Payroll *: reimbursements, allowances, and perks features of
the wage type.
If the wage type needs to be Indirectly Evaluated in this operation, you must first enter
INVAL in the Indirect eval. Module field.
The wage category can be allocated to one variant (A, B, C, D). The wage forms and
INVAL wage types default when you fill out the Basic Pay infotype (0008).

What are the methods for reassignment pay scales?

Maintenance of position can be reassigned to all positions (PO13). Change the desired
wage and reassign the pay structure to the selected position.
● Wage raises that are simple and long-term.
● Simple pay Increases
● Go to the reporting section. Report RPU51000 should be entered in the Program field.
● The report selection screen is displayed.

Fill in the workers who should expect a standard pay increase in the PayScale Group, Pay
Scale Level, and Wage Type sectors. Set the start date for the Customizing settings to be
updated. Enter the required details, such as an increasing number or a higher percentage
point, in the Increase and Rounding sections.
Depending on the customizing settings, it is possible to change the number of indirectly
valued pay forms. No new infotype documents were generated in the Basic Pay infotype
(0008).
● Extended Pay Increase Standard
● Enter the RPITRF00 report in the program area.
● Enter the selection method you choose to use to improve the pay standard.
Choose Batch Input.
The pay scale reclassification can only be simulated if you do not want Batch Input. You’ll
see results log that you can evaluate if needed. Enter the structure of the pay scale where
you want to increase your wages regularly if required.

Process the session for the batch input.

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

What is the aim of the primary wage types classification subgroup for employees?
These groupings may be used to determine which pay types are available for which
employee subgroups.

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

PC00_Mxx_CEDT.

Describe default wage types for Basic Pay Infotype

The method will suggest a default wage form for basic pay (IT0008), but this requires that
the appropriate wage type be used in the wage type model. You can specify the default
wage types and the order in which they’ll appear in the infotype Basic Pay, as well as
whether or not you should overwrite the default wage type.
Wage Types Should Be Revised, and the LGMST function needs to be specified after the
wage form model is set. LGMST returns feature Two values: the maximum wage forms for
Basic pay info types (IT0008) and the system wage type. Use the SPRO path or transaction
PE03 to access the LGMST feature.

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

When does the system know that retroactive accounting for a specific employee is
needed?
Retroactive accounting recognition has four approaches:
First, the process reaches the start date in the following sections of infotype 0003 of the
updated infotype record while editing the infotype for retroactive accounting.
● Earliest MD change 
● MD chng.bonus. This field appears only for particular country groups; it does not appear
for all personnel numbers.
● The system verifies when the Earliest MD and MD chng data changes. In the next usual
payroll run or correction run, the incentive fields come before the accounting date.
● If so, retroactive accounting is carried out of the system. The start is the payroll time
when the earliest change in MD and MD chng data are entered. Fields of bonus occur. The
method recalculates all pay dates from the Earliest MD change to MD chng. Fields of
bonus and date in the field reporting. The system removes the date of the earliest changes
and from the fields of MD chng.bonus.

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

Can a posting run be deleted?

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

Describe the PCR and CAP difference?

Below is the distinction between PCR and CAP:
The Personnel Calculation rule specifies how one wage form should process in payroll
accounting in various ways.
CAP – A Collective Agreement Provision under which multiple groups of employees are
liable for multiple pay scale structures and benefits, among other things. The CAP consists
of the following elements:
● Payscale type
● Payscale area
● Level of pay and group of pay scales
● CAP grouping of employee subgroups
The employee subgroup incorporates subgroups bound by the same valid collective
agreement provisions with a cooperative agreement—a collaborative deal based on a
particular rule on labor law.

What is the naming convention for wage types?

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

What is OM -> copy plan version?

RE RHCOPL00 is the Tcode to use to copy the plan version.
This report is only available to copy objects from one version of the plan to maintain
updated structures. Only one new plan version will still be active. Therefore, there is no
master data copied in this report.

When is the payroll control recordset to “Released for Payroll”? What are things
possible?
You can’t make any changes to master data when the status is set to Release for Payroll.
This is because it has been made available for Payroll.

How do you verify the accuracy of our master data and correct the payroll simulation
entry? What if a hundred employers are turned down for health plans because of an
error in the 167-process? What does the message “No entry for plan DENT/cost
version? FMDN/key/x00000000000000” mean?
You can double-check the cost factor involved with this plan and also the cost rule’s
validity. To do so, go to Benefits>Plans>Health Plans>Define cost version and define cost
rules in your settings.

Why isn’t the machine picking up the values that have been adjusted this month
during payroll simulation by default? However, it rightly collects the retro date of last
month. Describe the options for addressing this issue?
On infotype 0003, look for the earliest master data change date. If you’ve done all of that
and payroll simulation still doesn’t function, it’s because your info type and wage form
retro settings aren’t set up correctly. T582A should be checked.

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

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

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

It’s a paid and OFF

How does the system know when retroactive accounting for a specific employee can
trigger?
In the related area of IT 0003, you could have the retroactive accounting date. Otherwise,
the older recruiting date would include.
Is it feasible to create a branch directly from the payroll log to the master data and
time data maintenance regions?
Yes, different sessions are possible.

What is Personnel Structure?

The structure of staff in an organization is referred to as personnel structure. It is made up
of employee groups and subgroups. You should split workers into classes and describe their
relationship to the company using the employee group.
The following are several main organizational tasks that can accomplish with the help of an
employee group:
When data is entered, default values are created, such as default values for the payroll
accounting region or the employee’s basic pay—developing selection criteria to be used
during evaluations Making a unit that would be used to check authorization.

Describe the Shift Planning?

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

In human capital management (hcm), what are the different components of the
enterprise structure?
● Client
● Personnel area
● Company code
● Personnel subarea

Explain Optional Activities?

Optional activities are those that SAP has default settings for. If the default settings meet
the specifications, they can use them.
Describe Non-required Activities?
SAP provides all default configurations for non-required activities. Therefore, country-
specific environments, for example, are rarely used in these activities.

What is SAP HCM?

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

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

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

Describe the Mandatory Activities?

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

Explain the success factor in SAP HCM?

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

What Are Non-critical Activities?

Non-critical activities, including critical activities, should be carefully executed, but
mistakes made in these activities have less negative impacts.
How do Indian and US Payroll differ?
Is it true that they each have their ITs and that their taxation is different? Yes, because
benefits are more important in the United States. Unemployment tax will implement in the
United States. Garnishments, such as residence tax, work taxation, among others, would be
imposed.

What Are Features in Sap HCM?

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

Describe the Matchcode W

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

What are the uses of the simple maintenance interface?

When staff assignments and reporting structures must update, Simple Maintenance is used.
Simple Maintenance is divided into three sections. Each region has its own set of
maintenance functions based on whether you’re editing organizational structure, personnel
roles, or job profiles.
Simple Maintenance is ideal for establishing the basic framework of organizational plan
formation for Organizational Management users.
We suggest that you turn to Info-type Maintenance for complete, thorough editing of
individual, organizational items in your corporate plan. Simple Maintenance uses a tree
system to construct a fundamental basis for operational plans based on streamlined
procedures. It allows one to build functional and reporting structures gradually.

What is the use of INFO GROUPS?

The infotype group ensures that all data used for business processes are retained during
personnel actions. When you complete a personnel action, the Infogroup is processed. Any
sort of personnel action has its own Infogroup in the standard system. You can customize
the makeup of the different info groups in Customizing for Personnel Administration to
meet your company’s needs.
User classes may use to describe info groups. For example, personnel Actions use info
groups to describe a series of serial info types that you’ll use when executing an operation.
As a result, create an Infogroup for this purpose that includes all of these info types, their
execution order, and the user groups they apply. The action is then assigned to this
Infogroup.

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Describe Recruitment Cycle

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

Explain the relationship between time management and Payroll?

The data form 0007 is used to capture time data. These hours are first calculated as the
number of hours working or used, then time is calculated, and eventually, schemas are
integrated.
The X000 schema contains xt00, which can be transferred to other modules.

Define the internal recruitment?

It is the process of looking for internal candidates. When you combine professional growth
and integration, you will use profile match-up to find inner resources.
In recruiting, the letters’ P’ for Employee and ‘AP’ for External Person is often denoted.

Explain the role of an administrator in PA?

Access to personnel administration would be restricted based on the PA/PSA.
Administrator: We provide time management, personnel management, and Payroll in SAP.
Each administrator is in charge of one activity at a time. The administrator’s name can be
seen on the payslip, and the employee can speak with the responsible administrator if he
has any concerns (accessed through payslip). Recruitment is the responsibility of this
administrator (created in PM’s PA).

Conclusion
If you’re preparing for an SAP HCM interview, go through the questions and answers
mentioned above. HCM (Human Capital Management) is a branch of SAP that manages all
aspects of human resources. SAP HR collects data from employees from the moment they
join the firm before they leave. To qualify for management, candidates must have an MBA
in HR. It’s ideal for recruiting HR professionals. The SAP HCM interview questions and
answers given above will make you feel more at ease during your interview.
SUPPORT

Q-1. What is an ERP?
Ans. ERP means “Enterprise Resource Planning.” ERP programming incorporates
programs in all center business regions, like acquisition, marketing, and
management of materials, production, promoting, finance, and (HR). 

Q-2. What is SAP?
Ans. SAP (Systems, Applications & Products in Data Processing) programming
gives numerous business capacities a solitary perspective on reality. These
assist organizations with a better view and complex business measures by giving
representatives of various divisions’ simple admittance to continuous bits of
knowledge across the organizations. Accordingly, organizations can speed up
work processes, improve operational effectiveness, raise efficiency, upgrade
client encounters – and at last increment benefits.

Q-3. What is Human Resource Management?

Ans. Human resource management is the essential way to deal with the powerful
and effective administration of individuals in an organization or association to
such an extent that they help their business acquire an upper hand. It is intended
to amplify the performance of an individual along with the objectives of an
employer. Human Resource executives are essentially worried about the
employees working within the organization.
HR officers are answerable for regulating worker benefits plan, recruitment,
training and development activities, Performance evaluation, recognition, and
prize administration, for example, Salary hike and Employee benefits advantage
frameworks. HR additionally worries about hierarchical change and mechanical
relations, or the offsetting of authoritative practices with prerequisites emerging
from collective bargaining and legislative laws.

Q-4. What are the different types of ERP?

Ans. Generalist ERP
         OPEN Source ERP

         Vertical ERP

         Small Business ERP

Q-5. Introduce Yourself?

Ans.  This is the most well-known and expected inquiry which is posed during the
interviews. Thus, be certain and start with your name, where are you from, your
capability, and your inclinations, ensure they apply to the work which you are
applied for and other required information which assist the queries with catching
your eye lastly wrapping it with anything but a pleasant conclusion.

Q-6. Why do organizations choose SAP?

Ans. SAP ERP programming is a centralized management system. The unified
framework eliminates the duplication, gaps, and repetition in information. It gives
data across all offices continuously. SAP ERP gives control over various
business measures. 
  The centralized network improves efficiency, gives better stock administration,
improves quality, diminishes crude material expense, flawless HR management,
lessens costs, and upgrades benefits. Organizations can improve the individual
requirement and provides better results.

Q-7. What are different modules in SAP?

Ans. Business Warehousing (BW), Controlling (CO), Enterprise Controlling (EC),
Financial Accounting (FI), Human Resource (HR), Investment Management (IM),
Materials Management (MM), Plant Maintenance (PM), Production Planning
(PP), Quality Management (QM), Sales and Distribution (SD), Treasury (TR)

Q-8. What is SAP R/3?

Ans. SAP R/3 is a client-server architecture and 3 level design comprising of 3
layers. They are the presentation layer, application server, database.
Since, It is a client-server system, This guarantees that the gatherings/layers that
make up the R/3 framework are worked to work simultaneously through a wide
range of PC systems. When an organization introduces SAP programming, each
part (or “layer” on account of R/3) is put away, controlled, and prepared to utilize
the equipment of isolated and concentrated PC.

Q-9. What do you know about master data and

transaction data?
Ans. Master Data: Data that is made halfway, and is substantial for all
applications. For instance, a vendor is a kind of expert information that is utilized
for making buy requests or agreements. 
Transaction Data: Data that is related to preparing the deal is value-based
information.

Q-10. Describe the various structures in SAP –

HR?
Ans. There are three types of structures in SAP-HR and are Enterprise structure,
personal structure, and organizational structure.
Enterprise Structure: The enterprise structure includes company code, personal
area, and personal sub-area.
Personnel Structure: the personal structure has details of employees such as
employee group, employee subgroup, payroll accounting.
Organizational Structure: this structure has organizational units, jobs, and
designation.

Q-11. What is Infotype?

Ans. SAP HR Infotype are the data units that are utilized in the Human Resource
Management System. SAP HR Infotype keeps the data in an organized manner
and works with to enter the information of worker for explicit periods. SAP HR
Infotype helps in recording the information for administrative or financial
reasons.

Q-12. How do you edit employee details in SAP?

Ans. We can utilize these functions to get to the worker information directly in the
entry and to make, alter, and show this information utilizing the info types
We can likewise change worker information without utilizing the Process and
Form and keep up representative information that isn’t included for handling in a
structure-based interaction.

You call the Edit Employee Data to work straightforwardly from the Work Center
for HR Administrator.

This function depends on the HR ace information support. As opposed to the

Display HR Master Data (PA20) and Maintain HR Master Data (PA30) capacities,
the Edit Employee Data work empowers you to switch straightforwardly between
the individual info types of Personnel Administration and International Payroll.
The infotype section screen is stifled.

The User Interface for altering worker information contains the accompanying
regions: 
Data Selection Area

Infotype Browser

Data Maintenance area

Q-13. What is Matchcode?

Ans. A MatchCode is an instrument to look for information records in the system.
MatchCodes are an effective and easy-to-use scan help for situations where the
key of a record is obscure. It comprises two phases one is Match code object
and the other is Matchcode ID. 
A MatchCode object depicts the arrangement of all conceivable quest ways for a
hunting term. Matchcode ID portrays an extraordinary quest way for a search
term.

MatchCodes permit you to choose a worth from a list or quest for worth by
classifications of information if there are numerous conceivable outcomes.

To show the MatchCode button, click on an entry field. The MatchCode shows up
on the right of the field.

The system assists you with getting to the Match codes (search help) in the
accompanying ways: 

Keeping the cursor in the field and afterward pressing F4.

Keeping the cursor in the field tapping the right button on the mouse and
afterward choosing possible entries.

Keeping the cursor in the field and afterward tapping on the search button.

Q-14. How would you record time in the SAP HR

system?
Ans.  To record employee timings in SAP R/3 Time Management, for example,
hours worked, work excursions, leave, or replacements. Time recording is needed
to handle the payroll process.
These are few significant time transactions.

PA51: Display time data

PA53: Display time data

PA61: Maint. Time data

PA62: List entry for additional data

PA63: Maint. Time data 

PA64: Calendar entry

Q-15. Define BEX?

Ans. BEX stands for business explorer it permits end clients to find reports. BEX
has the parts BEX analyzer, Bex Map, and BEX Web. This permits them to see
reports, dissect data and execute inquiries also. These questions can be saved in
the BEX program

Q-16. What is shift planning?

Ans. SAP Shift Planning empowers your organization to complete a schedule that
considers employee’s capabilities.
Furthermore, you can analyze their schedule and allocate employees into teams
and working gatherings.

SAP Shift Planning permits you to both examine and enhance current labor force
arrangement and screen just as recreate future HR needs so you are decidedly
ready to respond to changes. You can both break down existing capabilities
uncovering your employees’ secret potential and point out in time that extra
capabilities should be gotten, either through additional training.
Q-17. How do you hire an employee using SAP
HR?
Ans. SAP HR permit users to keep up worker ace information utilizing a bunch of
relevant infotypes that is consecutively kept consistently. The use of personal
action to enter worker ace information guarantees that all center information is
entered into the system.
Go to the Personnel Actions screen, enter the beginning date. For the Action
Type, select Hire. Select the Execute button. On the Hire screen, enter the
necessary information, and afterward, click Save.

Q-18. Define payroll in SAP?

Ans. Payroll is one of the vital segments in the SAP HR module and is utilized to
deal with the salary of workers in an organization. SAP Payroll likewise computes
the gross compensation and the net compensation. It comprises installments for
every worker and derivations made during the salary cycle.

Q-19. What is a recruitment cycle?

Ans. The recruitment cycle is a term utilized for a total recruitment process. Full
Life Cycle Recruiting incorporates 6 fundamental starts to finish enlistment
stages: planning, sourcing, screening, choosing, employing, and onboarding.

Q-20. What are different wage systems in SAP

HR?
Ans. Wage types are categorized into two types primary wage type (Master wage
types) and secondary wage type (technical wage types)
Primary wage type: this wage type is again classified into two types Dialog wage
type and time wage type. 
Dialog wage type is used to main master data in the SAP system and time wage
type is used once the time evaluation is completed and it can be maintained in
only offline mode.
Secondary wage type: this wage time is always generated in offline mode and it is
created during the payroll run. It is also used to accumulate other wage types.
The technical wage types are always started with “/”

Q-21. What is employee self-service?

Ans. SAP Employee Self Service (ESS) is a web empowered user-friendly, self-
service tool. It permits people to deal with their records with highlights for
refreshing individual data, checking benefits, making timesheet entries, making
travel demands, and travel cost repayment among others. 
It relives the HR capacity of information section and client assistance exercises
and assists them within on center employing procedure and individuals the
board. It additionally gives representatives more command over their
information. This covers perspectives like individual information, benefits, and
payments, performance appraisals, training and development programs,
corporate data, life and work occasions, travel expenses.

Q-22. What is the use of training?

Ans. According to the perspective of the individual worker, there are three
principal points of training:
Improve the person’s degree of mindfulness.

Increment a person’s ability in at least one specialized topic.

Increment a person’s inspiration to play out their work well.

Q-23. What is SAP HCM?

Ans. SAP HCM (human capital management) is an incredibly exhaustive
workforce the board framework. Portraying all segments of the HR activates. It
mainly focuses on Workforce Administration, Workforce Time Management,
payroll process, Organizational Management, Workforce improvement, training
and development programs, recruitment programs.
Q-24. Define NetWeaver?
Ans. NetWeaver is a coordinated innovation stage to such an extent that every
one of the items in the mySAP suite can run on a single instance of NetWeaver,
known as SAP Web Application Server (SAP WEBAs).
The benefit of NetWeaver is that you can get to SAP information utilizing the web
(HTTP convention) or even mobile. Hence, you can save money on costs
engaged with preparing clients on SAP Client-side GUI.

Q-25. Why Should We Hire You?

Ans. Truly, I have every one of the abilities and experience that you’re searching
for. I’m quite certain that I am the best contender for this work job. It’s difficult
my experience in the past projects, yet in addition my abilities, which will be
relevant in this position.

Conclusion
https://www.youtube.com/watch?v=1sU9a3xJoWg
Hiring professionals for sap can be a hard task to decide between candidates
that are all technically strong. They will not only consider the technical skills but
also the morals and soft skills of the candidates making sure they are good for
the organization. This can be achieved through proper questioning.

Open questions, which allow the individual to talk in a detailed way, and closed-
ended questions help the interviewer to test knowledge of an individual by their
accurate and limited answer. SAP candidate interviews can be a time-consuming
and difficult process, often involving many rounds.

Most frequently asked SAP HM Interview Questions

 What Is Client In The SAP System?

 What Are Personnel Subareas?
  What Are Features In SAP HCM?
 What are the three administrators?
 How does any company use an organizational plan?
 What are Dynamic Actions? Give a few examples?
 How can we evaluate wage types indirectly?
 How can you define default wage types for the Basic Pay Infotype?
 Can a posting run be deleted?
 How do you post the payroll results to FICO?
 Which characteristics does a day with day type 1 have?

Q1) List The Various Components Of The Enterprise Structure In Systems,

Applications, And Products (SAP) In Human Capital Management (HCM)?       

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

follows:

 Client
 Company code
 Personnel area
 Personnel subarea

Q2) What Is the Client In The SAP System?

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

Q3) What Is the Company Code?

Ans: A company code is a unique four-character alphanumeric code that

represents a legally independent enterprise.

Q4) What Is Personnel Area?

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

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Q5) What Are Personnel Subareas?

Ans: A personnel subarea is a part of the personnel area, which can be

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

Q6) What Is SAP HCM Workflow?

Ans: The SAP HCM Workflow automates business processes and assigns tasks

to appropriate persons at the right time.

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

Ans: Infotypes are referred to as system-controlled characteristics of

employees. Information related to an employee is stored in the form of
Infotypes.

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

Ans: 

 0000 for actions

 0001 for organizational assignment
 0002 for personal data
 0003 for payroll status
Q9) What Are Features In SAP HCM?

Ans: Features are decision trees customized in the Implementation Guide

(IMG) screen in SAP HCM that are made up of technical fields whose values
are defaulted in the easy access.

Q10) How Do You Hire A New Employee?

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

Q11) What are the three administrators?

Ans: The three administrators are :

 Personnel Administrator  
 Payroll Administrator
 Time Administrator

SAP HCM Interview Questions On Time Management

Q12) How does any company use an organizational plan?

Ans: The company organization structure and reporting structure are

represented through the organization plan. The active plan version is the
current plan version and the other plan versions are considered as various
planning Stages. Used for manpower planning. Normally plan version"01" is
always made the active plan version.

Q13) What is an evaluation path?

Ans: An evaluation path describes a chain of relationships that exists between

individual organizational objects in the organizational plan.

You can maintain evaluation paths on img -> Personnel Management -

>Organization Management-> Basic Settings-> Maintain Evaluation
Paths .
Q14) What is the difference between a job and a position?

Ans: Job is not concrete, it is generic. (Eg: Manager, Assistant Manager,

Consultant). Positions are related to persons. The position is concrete and
specific which is occupied by Persons. (Eg: Manager – Finance, Consultant –
SAP HR).

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

Ans: Dynamic actions when triggered by the system. They are the result of
some personnel actions. If changes are made (personnel action) to the
personnel data of an info type, then has an effect on the data of a second info
type, the system automatically displays the info type. One of the main
purposes of the dynamic action (of the system) is to have consistent and
coherent data. These actions are started automatically by the system, unlike
the Personnel actions which you start by yourself. The best example is when
an action is carried out like hiring; it needs to populate a set of info types. In
the initial entry of details in info type 0000 is personnel action. Then the
system automatically displays the next info types- which are the result of
dynamic action.

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

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

Q17) How can we evaluate wage types indirectly?

Ans: You must define the characteristics of the wage type to be evaluated

indirectly. To do this, go to the IMG under Payroll *: Reimbursements,
Allowances, and Perks ® Maintain Wage Type Characteristics.

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

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

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

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

 Simple and extended pay increases

 Simple Standard Pay Increase
 Go to reporting. In the Program field enter report RPU51000.
 The selection screen for the report is displayed.

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

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

Extended Standard Pay Increase

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

Choose Batch Input.

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

Process the batch input session.

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

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

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

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

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

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

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

Personnel Management -> Personnel Administration -> Payroll data ->

Basic Pay -> Wage Type ->

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

SPRO: Personnel Management -> Personnel Administration -> Payroll

data -> Basic Pay -> Wage Type -> Enterprise Structure for Wage Type
Model

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

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

Ans: Retroactive accounting recognition consists of four steps:

If you edit an infotype that is relevant to retroactive accounting, the system

enters the start date of the changed infotype record in the following fields of
infotype 0003 Payroll Status:

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

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

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

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

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

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

Q25) Can a posting run be deleted?

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

Workday HCM Interview Questions and Answers

Q26) Difference between PCR and CAP?

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

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

CAP - CAP is a Collective Agreement Provision based on which the different

groups of Employees are eligible for different kinds of pay scale structures and
benefits and so on. CAP is based on the following components :

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

An employee subgroup grouping for collective agreement provisions

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

Q27) The naming convention for wage types

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

 /0** – valuation bases

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

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

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

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

Q29) Can a posting run be deleted?

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

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

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

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

Ans: Yes, you can go in separate sessions.

Payroll Results

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

Ans: I created one symbolic account and assigned the same to Salaries GL
Account and then completed the other configuration steps needed to
complete the procedure.

However, when I tried to run the simulation for posting to FICO, I got the
message “Document is not generated”.

If you have selected “Output Log” at the beginning of your configuration

procedure, it will tell you at the bottom part what went wrong.

Deduction Wage Type:

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

You can review OSS Note 406977. This is a collective note of issues with

RPCEDTx0 with examples of problems and solutions.

Payroll Simulation

Q33) How do I correct the payroll simulation entry and check the correctness of
our master data? What if one hundred employees get rejected due to error 167-
process health plans? What does the following error mean: “No entry for plan
DENT/cost variant. FMDN/key////x00000000000000” ?

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

Q34) Why is the system not picking up the values changed this month by default
during payroll simulation? However, when I tried last month’s retro date, it picks
up correctly. How can this issue be corrected?

Ans: You can check the “Earliest MD (master data) change” date on infotype
0003. If you have done that already and payroll simulation still doesn’t
function by default, then there is a problem with your infotype and/or wage
type retro settings. Check table T582A.

Single Payroll

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

currencies?

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

 IT0015

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

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

Then, use the variable key to define different reasons.

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

Ans: Its OFF and Paid

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

Ans: You have to mention the retroactive accounting date in IT 0003 in the

relevant field. Otherwise, it will take the earlier hiring date.

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

Ans: Yes you can go in separate sessions.

Q40) What Do You Understand By Personnel Structure?

Ans: Personnel structure is defined as the structure of employees in an

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

Following are some important organizational functions that can be performed

using an employee group:

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

Q41) What Is Shift Planning?

Ans: Shift Planning is a component of Personnel Time Management. It is used

to plan the shift time and location of the employees according to their
qualifications and the number of job requirements. The document used to
record this information is called a planned shift document, which is also
known as a roster.

1.Question 1. List The Various Components Of The Enterprise Structure In

Systems, Applications, And Products (sap) In Human Capital Management
(hcm)?
Answer :
The components of the enterprise structure in SAP HCM are given as
follows:
0. Client
1. Company code
2. Personnel area
3. Personnel subarea
2.Question 2. What Is Client In The Sap System?
Answer :
 In the SAP R/3 (R stands for Realtime) system, a client is an organization and
a legal entity. A client is positioned at the highest level among all the
organizational units. It contains the master data of various business
processes, such as customers, products, and vendors. A three-digit number is
used to represent clients in the SAP R/3 system.

SAP HR Interview Questions

3.Question 3. What Is Company Code?

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

4.Question 4. What Is Personnel Area?

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

SAP HR Tutorial

5.Question 5. What Are Personnel Subareas?

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

Payroll Management Interview Questions

6.Question 6. What Do You Understand By Personnel Structure?

 Answer :
Personnel structure is defined as the structure of employees in an
organization. It comprises employee groups and employee subgroups.

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

Following are some important organizational functions that can be performed

using an employee group:

0. Creating default values when data is input, such as creating

default values for the payroll accounting area or basic pay of the
employee
1. Creating a criteria of selection to be used during evaluations
2. Creating a unit to be used for authorization check.
The employee subgroup is a part of the employee group and has the
following functions:
3. Provides processing information in payroll accounting.
4. Provides information about the validity of primary wage types.
5. Provides information about the validity of work schedules.
6. Supplies  information  about the validity of pay scale groups.
7. Provides information about the validity of time quota types.
7.Question 7. What Are The Functions Of The Personnel Administration Module?
Answer :
The following are the functions of the Personnel Administration module:
0. Providing authorizations required for the maintenance of master
data
1. Assigning personnel number for people being recruited
2. Maintaining  plausibility of other sub applications both within
HCM and outside HCM
3. Maintaining plausibility within personnel administration
4. Designing input templates for personnel administration
5. Designing work processes required for personnel administration
 6. Designing user interfaces.
Payroll Management Tutorial   SAP BusinessObjects Cloud Interview

Questions

8.Question 8. What Is The Meaning Of Global Employment In Sap Hcm?

Answer :
Global Employment is termed as an employee having personnel assignments
with one enterprise or several affiliated enterprises, in more than one country
at the same time.

9.Question 9. What Do You Mean By Infotypes In Sap Hcm?

Answer :
Infotypes are referred to as system-controlled characteristics of employees.
Information related to employee is stored in the form of Infotypes,
which are represented by a four-digit numeric code given as follows:
0. 0000 for actions
1. 0001 for organizational assignment
2. 0002 for personal data
3. 0003 for payroll status
SAP SRM Interview Questions

10. Question 10. What Are Features In Sap Hcm?

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

SAP SRM Tutorial

11. Question 11. What Is Img?

Answer :
 IMG is a project support tool. It contains documentation about the
implementation steps of the SAP system. It also helps you to control and
document the project during implementation.

SAP Payroll Interview Questions

12. Question 12. What Do You Understand By Mandatory Activities?

Answer :
Mandatory activities are activities for which SAP does not deliver default
settings, such as organizational structure. Customer specific requirements
must be stored for activities that are classified as mandatory.

SAP HR Interview Questions

13. Question 13. What Are Optional Activities?

Answer :
Optional activities are activities for which SAP delivers default settings.
These default settings can be used if they satisfy the requirements.
SAP Payroll Tutorial

14. Question 14. What Are Non-required Activities?

Answer :
Non-required activities are activities for which SAP delivers all the default
settings. These activities, such as country specific settings, are used rarely.

15. Question 15. What Do You Understand By Critical Activities?

Answer :
Critical activities are activities that should be carried out very carefully,
because errors in these activities may lead to negative consequences.

SAP for Retail with SAP ERP 6.0 Interview Questions

16. Question 16. What Are Non-critical Activities?

Answer :
 Similar to critical activities, the non-critical activities should also be performed
carefully, but the errors committed in these activities have less negative
consequences.

SAP Testing Tutorial

17. Question 17. What Are Personnel Development Plans?

Answer :
Personnel development plans provide professional development for the
employees of an organization. It can also be used to perform the training and
job-related activities.

SAP Transportation Management (SAP TM) Interview Questions

18. Question 18. What Is The Use Of Training And Event Management?
Answer :
The Training and Event Management module is used to manage and schedule
the training events and conventions.

Payroll Management Interview Questions

19. Question 19. What Is Sap Hcm Workflow?

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

20. Question 20. What Is The Use Of Compensation Management?

Answer :
Compensation Management allows you to specify the guidelines for an
organization's compensation policy, which helps the organization to attract
and preserve the best employees. It is necessary for the administration of
compensation, such as carrying out payroll.

Oracle HRMS Interview Questions

21. Question 21. What Is Personnel Cost Planning?

 Answer :
Personnel Cost Planning is used to plan the personnel costs that are based on
either the basic salaries or the vacated or filled vacancies. It can be done for
the current year based on either the assumptions or the previous year costs.

22. Question 22. What Is Shift Planning?

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

23. Question 23. What Do You Mean By Capacity Planning?

Answer :
Capacity Planning refers to the planning of production in an organization to
meet the changing market demands of the products. The capacity is identified
as maximum amount of work that an organization can complete in a given
time period.

SAP Testing Interview Questions

24. Question 24. What Is Human Resource Information Systems (hris)?

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

SAP BusinessObjects Cloud Interview Questions

25. Question 25. What Is Manager's Desktop?

Answer :
The Manager's Desktop is a computer system, which is available only to the
managers. Other employees cannot see the Manager's Desktop; whereas, the
manager can use this computer system to see the status of all the employees
 who are logged in. The computer system also helps managers to perform their
administrative and strategic works.

26. Question 26. What Are The Most Important Processes In The Hr Department?
Answer :
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.
Sap Hr Om Pa Interview Questions

27. Question 27. List The Most Important Structures In Hr.?

Answer :
Following are the important structures in HR:
0. Enterprise
1. Personnel
2. Organization
3. Pay scale
4. Wage type
SAP SRM Interview Questions

28. Question 28. What Is Employee Self-service (ess)?

Answer :
ESS facilitates the employees of an organization to create, view, and change
the data anytime and anywhere, with the help of various technologies. It
provides employees with an employee-centric portal to enable them to access
and modify the information required for their jobs.

For example: employees can manage their home address and emergency

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