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Questionairre to be used during Blueprint stage

Q: 1) Please, provide details about your company's organizational structure (Reporting Hierarchy). A: Q: 2) Are all organizational units assumed to be departments or are there regions in their org chart? A: Q: 3) Please, provide a list of your company's organizational units (e.g. departments). A: Q: 4) Does your company have different locations (e.g., individual departments are located externally)? Alternatively, do any of your employees work on external work places? Then you need address information for the correspondence. A: Q: 5) Does each of your organizational unit represent a department or organizational units, which represent departments with subordinated organizational units, which represent groups? A: Q: 6) Are there any organizational units and positions within your organizational plan, which are not part of the normal reporting hierarchy (staff) and which report directly to higher organizational units or positions? A: Q: 7) Organizational units and positions can relate to Cost Centers. Provide a list of the assignments. A: Jobs Q: 1) Provide a list of your company's jobs (e.g. secretary, manager). How many jobs exist? A: Q: 2) Define and document job codes. A: Q: 3) Do job descriptions already exist or do they need to be set up? PositionsQuestions: Q: 1) Provide a list of your company's position (e.g. department secretary, HR manager). A: Q: 2) Do Position descriptions already exist or do they need to be set up? A: Q: 3) Do you automatically report your vacant positions to recruitment? If not, will you set up every unoccupied position to vacant? A: Q: 4) Do you maintain employee group and employee subgroup information on positions

within your organizational plan? A: Q: 5) Organizational units and positions can relate to Cost Centers. Provide a list of the assignments. A: Tasks Q: 1) Do tasks describing jobs and/or positions already exist or do they need to be set up? A: Q: 2) Provide a list of your company's tasks (e.g. administration tasks, HR tasks). In case you are using tasks for your job descriptions. A: Q: 3) If your organization plans to use tasks, identify any groups of tasks that are routinely performed together, so that they can catalogued as a task group. A: Personnel Management Q: How many personnel areas are there? Explanation: Typically, an organization must divide its employees for various reasons, e.g. administration, personnel records access and reporting. You can make this separation at both the enterprise structure (e.g. geographic, functional) and the personnel structure (e.g. different categories of employees) levels. This must be considered in reference to the financial/costing (FI/CO) structures. A: Q: 2) Describe the structure of your organization. Consider countries, locations, legal entities, payrolls, union/agreements etc. Personnel AreaQuestions: Q: 1) In SAP, should your enterprise be hierarchically structured using personnel areas and sub areas. A: Q: 2) Within each legal entity, divide your workforce into logical groups (personnel areas) which used primarily for reporting and authorizations. Explanation: At least one personnel area is required for each legal entity (company code). A: Personnel Sub Area Q: 1) Divide each personnel area into logical personnel subs areas. Explanation: The employees in each personnel sub area will typically share the same public holiday calendar, payroll and time-related rules. A: Employee Group Q: 1) List the employee groups that your company uses. Explanation: Employee groups allow you to divide employees into different categories. Employee groups used to generate default data for payroll accounting serve as selection criteria

for reporting and constitute an authorization check. A: Employee Subgroup Q: 1) List the employee subgroups that your company uses. Explanation: Employee subgroups also allow you to divide employees into different categories. (E.g. Active, Permanent, Part Time). Employee subgroups also used to determine security access and selection criteria for reporting. In addition, these employee combinations will typically share the same payroll, benefits and time-related rules. List the employee subgroups that your company uses. A: Q: 2) For which parts of your organization should integration of organization management and personnel administration (PA) apply? Explanation: Divide further to your workforce into logical groups (e.g. divisions, departments, sections) and to produce organizational charts, you need to integrate organization management with personnel administration. For which parts of your organization should integration apply? A: Q: 3) If Organization Management not used, it is still possible to record organization units, positions and jobs in personnel administration (PA). Provide this organizational data. A: Payroll AreaQuestions: Q: 1) Which Payroll Areas need to be set up for your organization? Explanation: Typically, Payroll Accounting Areas used to divide the workforce into logical groups of employees. These groups are based on payroll frequency, start date of the payroll run and, sometimes, geographical locations and security access. Which Payroll Accounting Areas need to be set up for your organization? Note: It is possible to assign employees to "non-payrollrelevant" Payroll Accounting Areas A: General Settings Q: What is the Holiday Calendar for your company.? If there are factories and office establishment, different holiday calendars may be in place.? I formation reg those A: Master Data Q: 1) Do you want to assign your own employee numbers or have the system generate them for you? SAP recommends the use of system generated employee numbers after the initial data conversion. A: Q: 2) With the use of third-party archiving systems, SAP allows you to store documents (e.g. photographs, resumes, position description forms) for employee level. If you are using this facility, which documents will be stored? A: Q: 3) SAP allows you to maintain a free-text screen for all info types. Do you have the requirement to store free text?

A: Personal Data Q: 1) When you record employee names, which forms-of-address, titles, name prefixes/affixes (e.g. Mr., Sir) do you use and how do you want them displayed on reports and correspondence? A: Q: 2) When recording employee details, which other particulars (e.g. marital status, nationality) do you wish to record? A. Addresses Q: 1) What address types would you like to maintain for your employees (e.g. permanent, postal)? A: Bank Details Q: 1) Which methods of payment allowed in your organization? Explanation: It is necessary to define a method of payment (e.g. direct payment, check) for each employee paid. The method of payment can be defined globally for all employees or a different method for each country. A:. Family/Relates Persons Q: 1) What relationships with other persons do you wish to maintain for your employees (e.g. Spouse, Child, Guardian, Emergency Contact, and Friend)? A: Education and Training Q: 1) Define the types of educational establishments (e.g. secondary school, university, internal course) for which you want to record your employees' certificates. A: Q: 2) List the types of certificates which you would want to attach to employees. A: Q: 3) Identify which branches of study (e.g. subjects, course name) are to be recorded against employees. A: Other/Previous Employers Q: 1) If you wish to record previous employment history for your new employees, list which Industry and Jobs you require. A:

Qualification Q: 1) If you are not using the qualifications catalogue within Personnel Development (PD), list the qualifications (e.g. languages, skills) you would like to record for employees. A: Appraisals Q: 1) In SAP you have the ability to record appraisals in either PA or PD. If you intend to record appraisal ratings in PA, which types of performance criteria (e.g. Leadership, Communication) and weightings do you require? A: Q: 2) How many appraisals type you need to maintain? A: Q: 3) Define the ratings of each appraisal? A:. Communications Data Q: 1) Which user identification numbers are to record against your employees? Explanation: You may record user identification numbers for various electronic media (e.g. internet, fax) or Company Credit Card numbers against each of your employees. A: Planned Working Time Q: 1) Which info type used to store the planned working time (work schedule rules). A: Contract Elements Q: 1) What types of employee contracts used in your organization? A: Q: 2) If you wish to record periods of notice, which must given by either the employee or employer, list the standard notice periods. A: Internal Medical Service Q: 1) What medical examinations (e.g. audiometric, general habits, vision) would you like to record for your employees? A: Q: 2) For each medical examination, list the specific tests or areas for which you want to record medical data. A:

Q: 3) For each specific test or area, detail the typical results (e.g. Y/N, x cm, blood type) you might want to record. A: Q: 4) For each occurrence of a medical examination, what overall results (e.g. fit for work) would you like to record? A: Monitoring of Dates Q: 1) SAP allows you to monitor and to report on the expiration of certain key events (e.g. probation, work permit, medical examination). Which key events do you wish to record? A Date Specifications Q: 1) What key dates do you want to record against your employees? A: Grievances Q: 1) If you track grievances, disciplinary actions or harassment incidents on employees, provide as list of each type and detailed description of the business process. A: Objects on Loan Q: 1) Do you wish to record the loan of company property (e.g. PCs, mobile telephones) and an identifying number against employees? If so, list these items. A: Basic Pay Q: 1) Describe your pay structure. A: Q: 2) Will your company perform global salary increases and, if so, provide the details? A: Q: 3) Please provide your companys Basic pay details? A: Recurring Payments/Deductions/Accruals Q: Please provide your companys allowances and deductions? A:

Additional Payments

Q: Please provide your companys additional payments? A: Loans Q: Please provide your companys Loan details? A: Cost Distribution Q: 1) Do you want to capture the cost of each employee? A: Q: 2) Do you need to distribute salary of employees between different cost centers? A: Social Insurance and Benefits Q: 1) Does your organization make use of the employee insurance statement? If so, which one? A: Q: 2) Does your organization provide a private health insurance scheme? If so, please specify. A: Q: 3) Which calculation method is applicable to the Social Insurance (GOSI) days? A: Q: 4) How many different contribution percentages are applicable to each Social Insurance (GOSI) scheme? A: Q: 5) How do you calculate End of Service Benefits? A: Qualifications / Requirements Q: 1) Do you have skills, competencies, qualifications, or requirements in your company? If you do, you need a qualifications catalog containing a hierarchical structure of the qualifications of interest to your specific company. A: Q: 2) How do you evaluate these qualifications/requirements? Maintain the appropriate scales (e.g. Language Scale with proficiencies 1 to 5). A: Q: 3) Are there any alternative qualifications? (E.g. Knowledge of AmiPro as an alternative to knowledge of Word). A: Q: 4) For which employees should qualifications be maintained? A: Q: 5) For which jobs/positions should requirements be maintained? A: Q: 6) Do you perform profile match ups between requirements profiles and qualification

profiles? A: Q: 7) If qualification deficits detected, do you want the system to propose training measures to rectify the situation? A: Q: 8) Do you try to find employees with specific qualifications or employees suitable for specific jobs/positions? A: Q: 9) Do you want to find qualified applicants for vacant positions? A: Development Plans Q: 1. Will you be planning to capture employee development needs? A: Personnel Time Management Work Schedules Q: 1) In which way the Working Hours Decree implemented in your organization. A: Q: 2) Name your shifts. Information: For each group of employees, the time management requirements are based on certain expectations. These expectations must be defined in the form of work schedules for each of the groups of employees. This includes the description of possible deviations from these expectations A: Q: 3) Which patterns do your shifts use? E.g. weekly or monthly or rotating A: Q: 4) Describe the daily shifts. Specify start and end times, planned working hours and breaks for each of these daily shifts. How do public holidays affect these daily shifts? A: Q: 5) Do you have rules that change your daily shifts (for example, the last working day before a holiday ends at noon)? Provide a list of such rules. A: Personnel Time Specifications Administration Q: 1) How does your organization calculate/express absenteeism due to illness? A: Q: 2) please, describe the process of sickness and recovery notification and indicate which information is provided and how. A: Q: 3) Does your organization make use of notifications of sickness and recovery? If so, to who are they sent? A:

Q: 4) You must identify rules and policies, as they determine the kind of time data you collect. What kind of data is collected? For example, do you need to record attendances, absences, the time of day, and elapsed times? A: Q: 5) Describe the different types of substitutions used in your company (such as a substitution for a particular period of working time, or for a specific position or personnel number). A: Q: 6) Describe the different types of availability/on-call duties used in your company (such as on-call for maintenance, on-call for emergencies). A: Q: 7) describe the different types of attendances and absences used in your company (such as vacation, sick, business meeting). A: Q: 8) For each attendance and absence, identify the amount and unit of time that can taken. Do you have attendances or absences of less than one day, one full day, or longer than one day (up to a specified maximum)? A: Q: 09) There are various priorities for different attendances and absences. Therefore, you must set the reaction for an overlap (for example if an employee gets sick on vacation). How do you handle an overlap between attendances and absences? A: Q: 10) Which of the identified absences are unpaid? A: Q: 11) Which of the identified absences are paid? How they paid? APersonnel Time Recording SubsystemQuestions: Q: 1) Capture of time management data for a particular employee with particular characteristics (interfaces to subsystems, direct entry, etc.). A: Q: 2) What kind of time events do you use (for example, clock-in, clock-out, start of break, end of break, start of off-site work, end of off-site work, etc.)? A: Training and Event ManagementBusiness Event Location Q: 1) Are business events held at more than one location? A: . Q: 2) If there is more than one business event location, do you need to define a location hierarchy? A: Business Event Group Q: 1) Define the business event hierarchy for the business event catalog? A: Business Event Type

Q: 1) Which information should be stored for the business event type? A: Resource Type Q: 1) Are rooms already available for the business events, or are external resources accessed? A: Q: 2) Do the resources only consist of rooms, or do you want to use the system to manage other resources too, such as beamers and overhead projectors? A: Q: 3) Are the instructors employees at the enterprise, or are they also external persons? A: Business ProcessesPersonnel Actions Q: 1) What other modules and sub modules are integrated with personnel administration? A: Q: 2) What are the typical Personnel Actions, which occur in your organization (e.g. hiring, salary adjustment, termination, transfer)? A: Q: 3) What are the reasons you would like to record for each of these Actions? A: Q: 4) Which Personnel Actions set what status? Explanation: All employee records must have an employee status (i.e. terminated, active, inactive, and retired). Personnel Actions are used to record an employee status wherever necessary (e.g., Hiring sets status to Active). Wherever necessary, which Personnel Actions set what status? A: Q: 5) What data (e.g. addresses, basic pay) would you like to incorporate in each of these Personnel Actions? A: Q: 6) Are there any Personnel Actions that should perform by different user groups? Explanation: Group of users may have differing access levels or responsibilities to maintain Personnel Actions (e.g. different countries). This accomplished by defining user groups, which display different sets of info types (Info groups). A: Q: 7) Do you have the requirement to transfer employees between countries? Explanation: SAP has the facility to combine the hiring and termination actions when transferring employees between countries. A: Q: 8)If an employee resigns, how your company pays the final settlement amount? (Either check or cash) A: RecruitmentProcessing Receipt of Application

Q: 1) "WORKFLOW - Within Recruitment a mail can be sent for every administrative task to any of the following people: Personnel officer responsible for applicant, person responsible for action, person responsible for reference action. A: Q: 2) Applicant groups and applicant ranges decide the applicants according hierarchical or functional structure. Which way do you prefer? A: Applicant Pool Administration Q: 1) In order to process the applicants data correctly, the applicant goes through different recruitment processes. Ex: Initial Data load, add additional data, reject applicants etc. List the processes that are applicable to applicants in your companies. A: Q: 2) List the names, forms of address and telephone numbers of the recruitment officers that will be responsible for processing applications A: Q: 3) If your company uses status reasons indicating why an applicant is rejected, please provide a list. A: Yes , the company uses status reasons indicating why an applicant is rejected. List will be given later in text format. Q: 4) If you want to create and assign your own numbering system indicate the desired number ranges in the text box. Number ranges hold eight characters. Ex. 00000000 to 99999999 A Notification of Rejection of Application Q: 1) Do you use one standard rejection letter for all applicants or different letters? A: Q: 2) If your company sends out a notification of rejection to applicants, please specify the status reasons for the rejection status? A: Q: 3) What procedure does the company follow when an applicant rejects the contract letter that is sent to him/her? A: Personnel Cost Planning Q: 1) Is the cost projection for personnel costs incorporated into the organizations overall budget plan? A: Q: 2) Which default period used as the basis for your cost calculations? A: Q: 3) Do you wish to ensure that people who are not authorized to display an organizational structure also not authorized to view the cost planning for this organization? A:

Q: 4) Would you like to use different display options like graphics and tables in Excel? A: Q: 5) If your company utilizes the projected pay cost planning method, define the wage elements that used in your corporation. A: Q: 6) If your company intends to use Personnel Cost Planning, which of these projected costs methods would suit your needs the best. Actual Payroll Costs (would need to run R/3 Payroll), Employee Basic Pay or Notional Wage Element Costs A: Q: 7) Results of Cost Planning need to be transferred to the CO module and to be included in overall financial budget planning. A: Personnel Time ManagementEntry of Personnel Time Specifications Q: 1) How are attendances and absences recorded? A: Q: 2) Do you have a practice of compensating employees for entitlements (e.g., vacation, sick leave, etc.)? A: Q: 3) How do you handle the situation of incomplete pair formation? For example, No clockin: Error No clock-out: Error and/or no clock-out: Delimit time pair with end of planned work time A: Q: 4) How do you handle situations where time data overlaps, e.g., differences between recorded absences and time events; doctor's visited and overtime on the same day? A: Q: 5) How do you handle situations affecting the day in general, e.g., an employee is at work on a day off, no time data on a workday, vacation on a public holiday? A: Q: 6) Are you required to guarantee a minimum break time, e.g. dependent on the number of hours worked? A: Q: 7) Which times must be made available to payroll e.g. normal working hours, overtime, public holidays, hours worked on a public holiday? A: Over Time Q: 1) How do you define overtime (e.g. daily, weekly, monthly, and annually, etc.)? Is approval necessary? A: Q: 2) Are part-time employees eligible for overtime? What are the rules defining overtime for part-time employees? A: Q: 3) How do you calculate overtime hours? A: Q: 4) How are public holidays considered in the overtime calculations? A: Q: 5) How do you compensate these overtime hours? (For example, payment, compensatory

time, mixed forms of compensation) A: Q: 6) How is your time-related data (overtime, bonus for nighttime work,) entered into the payroll run and how does it become time wage types? A: Q: 7) In your company, how extra payment for overtime beyond that specified by the collective agreement represented? A: Q: 8) How are lump-sum payments for overtime represented in your company? A: [ ] Overtime included in agreement with specified number of hrs[ ] Overtime included in agreement w/o specified number of hrs[ ] Separate portion of salary with specified number of hrs[ ] Separate portion of salary with specified amount Q: 9) How is your time-related data (overtime, bonus for nighttime work,) entered into the payroll run and how does it become time wage types? A: PayrollBases Q: 1) Do You Want to Start SAP Payroll during the Year? A: Q: 2) Does the entire payroll process take place using the SAP System or some parts carried out using a third-party system? A: Q: 3) For how many employees is payroll run and how often? A: Q: 4) Who is allowed to maintain or view what data (everyone, only certain people), and what roles exist within Payroll? A: Q: 5) How is the implementation of payroll organized (e.g. who is authorized to start or correct payroll, and when?) A: Q: 6) What does your payroll process include (e.g. deduction run, remuneration statement, data medium, posting to accounting)? A: Q: 7) What type of employees do you distinguish between with regard to payroll (hourly wage earners, monthly wage earners, salaried employees)? Processing of Time Data Q: 1) How do you determine the amount of basic compensation, for example, dependent upon the pay scale group and level, and upon other basic compensation components on a percentage basis (indirect evaluation)? A: Q: 2) Absences divided into paid and unpaid absences. Which of the absences mentioned above are paid and which are unpaid?

A: Loans Q: 1) Would you like to administer loans using Payroll? If yes, what loan types do you need? A: Q: 2) Which reduction rules, interest calculations do you apply? A: Training and Event Management Q: 1) How do you plan your business event catalog? Do you determine demand? A: Q: 2) Do you want to use Training and Event Management to manage internal and external business events? A: Q: 3) Define the business event hierarchy for the business event catalog of the customer. A: Q: 4) How are attendees registered for business events? A: Q: 5) Do you want to use booking functions? A: Q: 6) Do you charge cancellation fees? A: Q: 7) Is there integration with Materials Management? A: Q: 8) Which types of material need to be managed by Training and Event Management? Do these materials already exist in Materials Management? The interface is only suitable for consumer goods such as files and pencils. It is not suitable for managing PCs A: Q: 9) Do you want to use billing functions? A: Q: 10) Has customizing been maintained in your system for the customer master and billing? A: Q: 11) Do you intend to transfer billing document data to FI and CO? A: Q: 12) Are the business events attended by people other than your customers? Do you need functions for one-time customers? A: Q: 13) Is a discount offered on the price of the business event? A: Q: 14) Do want to transfer costs to Cost Accounting? A: Q: 15) Has customizing been maintained for the Controlling application component? A: Q: 16) Should the cost center structure of your enterprise reflected in your system? A:

What is Attendance & Absences Quota? Absence Quota: An employee's entitlement to a certain absence. The quota has a limited validity period, and is reduced by each recorded absence. Attendance Quota: Determines an employee's time-restricted entitlement to certain attendances. One such example is overtime approval. Recording an attendance of this type reduces an employee's entitlement What is Substitutions? A substitution is employee working time that deviates from planned working time and/or is paid at a different rate because the employee works at an alternative position. Substitutions allow short-term deviations to personal work schedules, as well as different payment for an employee, to be recorded in the system. Substitutions can be set up regardless of whether the absent person is actually being replaced or substituted for temporarily. What is Availability? Description of when a service employee is or is not available. The resource planner uses availability as background information when scheduling a service employee. What are Attendance & Absence Types? Grouping together of employees' scheduled attendances and actual attendances according to the reason for the attenance. Attendances canalso be grouped for other personnel-related reasons, such as for employee time accounts and for valuation of personnel times. How do we record a Overtime? Overtime approvals can restrict the amount and the exact point in time when working time is recognized as "overtime." The type and amount of overtime compensation also depends upon this criteria. The normal working time of an employee is used to determine overtime. Normal working time can also be calculated according to the specific time periods used to perform weekly or monthly overtime calculation analyses. What is Attendance & Absences Counting Rule? Att Counting Rule: Statement that determines deduction days/hours and payroll days/hours from attendance days/hours. An attendance counting rule is made up of several attendance counting rule items. What is the difference among work schedule, daily work schedule and work schedule rule? Work schedule: The work schedule define an organisation works timetable, and contains information on working and break times for group of employees.

Daily Work Schedule: It defines the start and end of working time of the day. Work Schedule Rule: WSR defines the period work schedule in more details. The Employee Subgroup, Personnel Subarea for workschedules and Public Holiday calener are taken into account. What is counting rules? Counting Rule for Abs/Attn. - Specifies conditions that must be fulfilled for counting rule to be chosen, and specifications that decide how the attendances/absence are counted to determine the payroll days or hour. What is time quotas? Time Quotas. - It is related to absence and attendance.It is required at the time of grouping of 'Employee subgroup for Time quota' and 'Personnel Subarea for Time quota'. Is absence/attendence quotas are part of time quotas? Yes. What is TMW & what are its functions? Time Manager's Workplace is the option for time administrators to enter the time datas, it is mainly for maintaining the time events in decentralized. Using intuitive ID they will enter the time events and also absences, OT. What is Rounding Rule? It is a rule to round the absence and attendance hours which will be attached to Counting Rule and then assign to Deduction Rule. What is Quota deduction? Quota deduction is the deduction of employee's absence from the entitlement for any base period. What is Quota Compensation? Quota Compensation is how the quota is compensated either by off or by encashement. During time evaluation (using PT60) we type in a field called Time Statement Variant. Can any one tell me where should I configure this field? We run time evaluation on bi-weekly and monthly basis. If the first of month starts on Tuesday and Monday is 31st of the last month, while printing the time statement, its printing 31st of the last month in one page and the remaining 30 days of this month in a new page, its just wasting pages. Can any one tell me how to configure this field so that it prints all days on the same page. ANS:1 In PT60, you only call a variant of the time statement. I think the change have to be made in the form itself. All the config is in the SPRO Personnel time management/Time evaluation/Evaluation and time management pool/time statement form.... ANS:2 Tcode - SE38

Select variant radio button Program name - RPTEDT00 Give variant name. ANS:3 please note the form name used in the report RPTEDT00. You can modify that form in t-code PE51. as u said I tried to find the variant for reprot RPTIME00 and could see the variant using SE38. But I can see only "values" and "attributes" of a variant, Its very difficult to understand what it is? using PE51, I can't see the variant for the report RPTIME00, but I can see the standard forms. I checked the variant in SE38 has been assigned with any of the forms that are displayed in PE51, but its not. can any one tell how r they related? ANS:4 This is simple to understand, better have some knowledge on "Variants". http://help.sap.com/saphelp_nw04/helpdata/en/c0/980389e58611d194cc00a0c94260a5/frameset.htm Se38 - RPTEDT00 - just execute... here you will see the form name of Time Statement (Give standard one otherwise give your custom form name and all required information into parameters on selection screen) then click on save. Give Variant name - SAP& Cust (example) and Meaning in Variant Attributes. Finally save this variant. Goto PT60 and give your Time Statement Variant here and again save if you want one more variant based on your evaluation. ANS:5 execute directly the report RPTEDT00 (System/Service/Reporting) with the variant you use with RPTIME. Then you'll see what form is used in the variant. Please note that you will probably have to use PE50 instead of PE51 if the form is a TEDT class ur suggestions really helped me to understand about HR forms, I just followed all the above suggestions in creating an form and using in PT61 (RPTEDT00) report, it worked well. But I am still unable to find the option where I can restrict it not to print in a new page (see my above posts). can any one help in finding it or give any suggestion where I can set this option. go to PE50 and modify your form accordingly so that it prints in the same page. I THINK (not sure at all ) that you can't always do what you want. If you have any kind of cumulation in your form (Time type or wage type) then the system will split by week (or month...) First thing I would do is to check if I have cumulated value and then go into the configuration help in SPRO where you have some details how it works (see the path I wrote a few messages back) Better all the time get the business requirement as you said not required in second page. Get the requirement what client is expecting on the form and copy the standard form then do the changes accordingly. the business requirement is not to print in a new page, I copied the standard form and modified its fields accordingly. But I am still unable to find the option or any customizing steps where I can limit this not to print in a new page. If any know how we can set the option in the form

Are you using a TEDT or TELU form? Did you check the parameter for list layout, weeks total : full weeks only, the help talks about divided weeks.. Do you have an example of a period when it happen? I could run it to check if I can re-create the problem

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I am using a TEDT class form. yes the help talks about only weeks or months. I didn't find any option where I can set this. For example, the current month May starts from tuesday (05/01/2007), so the time statement form is printing like: Page 1: Monday 04/30/2007 Page 2: Tuesday 05/01/2207 ..... ..... I just want to exclude the page 1 when I take a time statement form for the month of May. which original standard form did you copy? When you request the statement, do you execute it from PT61 with button radio "current month" (or a date) or automatic after time evaluation.... (if I do the same and I don't have any problem, it means we can solve the problem) Let me give a brief explanation. I copied the standard form TF02 (belongs to TEDT class) to ZF11 from. When I print the time sheet using PT61 suppose for the dates: 01/30/2006 to 02/12/2006. In the first page its printing the header (HD) with time results for the days 01/30/2006 and 01/31/2006 only. And on the second page its printing header and the remaining days. Is there any way that we can make it to print on a single page, i.e. for all 14 days together? How can we set it to print for weekly or monthly etc?

in this example , the report is divided because of the end of the month, and I think we can't avoid it (because of cumulated value.. How would you print Saldo if not?.... ) If you don't use any cumulation, I would check for user exit..... 73. I have a scenario in which I have around 10 different types of overtime. What are the different ways to take care of them? Is time evaluation required for that? I am only using Time in SAP, payroll is thru a 3rd party system. ANS:1 most of the time, overtime is so complex that you have to deal with it in the time schema. Some basics ways are set in SAP but usually, it is not enough and you have to develop your own rules and way of doing it. You make all the calculation and send the output to payroll via time wage types. You may need to set retrocalculation trigger, and use both ZL and ZML table in conjonction with POVT function. Can you pls tell me how the system will work if we do not have any payroll running in SAP. Well, how are you proceeding now? How do you send information to the 3rd part that calculate your payroll? You must probably upload some kind of converted data? If not what is the purpose of calculating overtime?.. If you are not yet using wage types, then you can send the info in time types.... We will be using an inteface thru which we will be sending the data. The payroll system is external and if we have to set up some wage types in SAP, I think we will go with it. Right now, we have nothing. Everything is on planning stage and we are exploring different kinds of ways thru which we can meet our requirements. Our requirement is very simple, Time management in SAP, capture overtime and have it pais thru the 3rd party system. What do you suggest for such a scenario? ANS:1 I can tell you that Time management is always underestimated: it is the link between anything else in HR (masterdata, shift planning, payroll) and because requirements always ended to be more complex with more exceptions than first thought. If you intend to have payroll one day, then I suggest you use wages types so you won't have to re-do everything. Be sure that every requirements have been defined before you make a decision on how to proceed. for example: What trigger the kind of overtime? is it a simple master data easy to read in time? Or will you need a manual flag (like a category in an infotype) to tell you? Do you have exception like daily overtime upon a period overtime (on sundays or stat holydays etc). Are EE salary or hourly paid? Will you have factoring or nivelling issue? (If employee have regular paiement but ireggular shift on multiple weeks). How dhould it react if the EE moves from one way to another way of calculation in the middle of a payroll period? Anyway, I can't say it all here, but if time evaluation is the best solution, re-think it if the only pupose is calculating overtime, because you open a door to huge unknown world. Be sure you have enough senior support this can't be easily done by a non experimented analyst. ANS:2 after analyzing ur situation all I can suggest is u can use time management in SAP for overtime or normal time calculation. In order to connect it to 3rd party payroll u need to take care of a lot of interface (design) issues, especially what data u will be downloading and uploading to 3rd party payroll.

Its better u transfer the time data in terms of wagetypes from SAP to 3rd party payroll and also to achieve the 10 different overtime calculations u need to have good experience in writing PCR's and Schemas. PCR's play a vital role in calculating overtime. I do understand that going for time evaluation is a big decision and that PCRs and schemas are not something inexperienced people should go for. My scenario is as follows- Ten locations, ten different rules. Workers get paid differently on weekdays, weekends and holidays. Some get paid after 8 hrs a day, some after 48 hrs a week and so on. Looking at this scenario, I was finding it diffcult to configure without using time evaluation. ANS:1 I Forget to ask you if you have real time data entry? You need it to have accurate calculations and sometimes specific checks (for example what happen if you have overtime after 48h a week but the day it happens the EE is absent ?) You may also have part calculated and part manual overtime (if you use compensation category in presences/abs) ANS:2 going with time evaluation is the best decision, I think it can handle your scenerio very well. all u need is write all the scenarios for all the rules for example if an employee is absent or present on a holiday--> what's the process...? Like this u will definitely get all the scenario's and write them in terms of PCR's and schema's. Just do some homework on these things once u r comfortable with the configuration part (this should be ur first priority). We will be entering time through time recording terminals as well as CATS depending on the class of employees. We will be using positive time management u can goto OH11 to copy standard wage type and custmized that wage type and based upon ur 10 different overtime u should write a PCR and assigned to the TW15 sub schema in ur schema, Otherwise u can goto IT2012, based upon ur requirement u create wagetype based upon the overtime percentage and assigned to the IT2012. it automatically calculate in ur payroll time showing in the payslip. we dont have payroll in SAP. So dont think will have to worry about that. How exactly does this 2012 work, No it is not IT2012 but probably IT2010 which is a manual way to enter wage types. (IT2012 is for time types 74. I got error in running time evaluation. we were maintained time management without payroll in my company. we maintained tqta schma for leave updation.with 2013 bdc we upload leave and after run pt60. we successfully run for 2 months. Aafter that the pt60 was not executed from last 10 months. Now the problem is again we execute this month system shows error u are not authorised 0008 basic infotype. the leave balance is not come properly ANS:1 maintain the Time Mgmt status 7 if its time evaluation without payrol integration.. R u

generating it for every month /once for a year...? ANS:2 Since it is time management without payroll , the time Managerment status shud be 7 i.e time evaluation without payroll integration

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75. Can anybody tell me what the time evaluation do? it puzzled me for a long time. We use negative time recording, recording absence in 2001 and overtime in 2005. I don't know if i should use time evaluation.In infotype 0007,i set time management status 0,1,7,9, all can run payroll correct.I don't know what is the relationship of payroll and time management, and how time management status influence payroll. can anybody emplain me what the time evaluation do? how time evaluation, time management status and payroll work ? what's the difference recording overtime in 2002 and 2005.ffice:office" /> ANS:1 Time evaluation is used to evaluate the recorded time datas. To run time evaluation, you need three basic information like Master Record, Attendances & Absences, Planned Working Time and there are four possible outputs after the Time evaluation: Time Wage types, Time Accounts, Messages, Updated Absence Quotas. So, we need to run the time evaluation to get these output, which will be processed in the Payroll to get the payments. Time evaluation is based on your Time Schema, which is the step by step sequence of your functions. There are two options to valuate the recorded time, either using Time evaluation driver RPTIME00 or in Payroll driver RPCALCx0. Time Management status, determine the type of time management you are following like Positive TM,

Negative TM, Without integration with Payroll. 76. How to maintain the time administrator for a users ANS:1 can be maintained via CATSPROFILES and assigned to a user in the user defaults using the parameter id CVR. CATSPROFILES are maintained in TCATS table. Pl take a look the IMG Path Cross-Application Components-->Time Sheet -->Settings for All User Interfaces-->Authorizations these roles are for time entry in CAT2. ANS:2 You can directly go to transaction CAC1, that is CATS profile, there you can maintain the profile of your CATS. You can maintain the profile in your user parameter that is in SU3, go to parameters and enter the CVR over there and enter your profile name there. 77. Positive Time management is recording all Clock in's and clock out's and Negative Time Management is recording only deviations. My Question is what are the Infotypes maintained in Positive Time Mgt and what are the Infotypes maintained in Negative Time Mgt, what are the main config changes that has to be made to activate either Positive or Negative Time recording for a company using these Schemas and also in SPRO. Also what is the significance of the Time Schemas TM00 and TM04 in this regard, is there any specification that either TM00 or TM04 is used specifically for Positive or else specifically for Negative recording, which schema is used for which type of recording. ANS: 1 Schemas are specific Positive TM00, Negative TM04, Infotypes used 2000, 2001 , 2003, 2050, for time infotype are same for the Positive and negative ANS:2 for positive time management you need to maintain the time pairs/ events and some tables to define your time evaluation, also maintain 1 in the IT0007 Important Tables need to maintain: V_T510S - TIME WT SELECTION RULES V_T510H - PAYROLL CONSTANTS T554S - ATTENDANCE AND ABSENCE TYPES V_T55DH - EVALUATION TYPE FOR ATTENDANCES/ABSENCES V_T554R - DAY RULES V_T555A - TIME TYPES Time Schemas: 1. TM00 - Time Evaluation with Personnel Time Events 2. TM01 - Time Evaluation for Work schedule deviation 3. TM02 - Time Evaluation for External services management 4. TM04 - Time Evaluation with-out clock times

ANS:3 For both the negative and positive time management, we need to mainatain infotypes 2001, 2006, 2002, 2007. The configuration that you need to set is, in the infotype 0007, i.e, planned working time, tou need to maintain time management status as '1' for positive time management and '9' for negative time management. The "Time Management status" indicator in the Planned Working Time infotype (0007) shows whether all actual times are recorded for an employee, or only exceptions to the planned specifications. Regarding the schemas :

TM00 : Schema TM00 is based on positive recording of time data, that is, recording all times that count as working time (actual times). Schema TM00 only evaluates time data with clock times (or full-day records). The main task of schema TM00 is to classify the actual times by comparing them to the planned specifications in the daily work schedule (start and end of planned working time, core times, breaks, and so on).

TM04 : You can use schema TM04 to process attendances and absences that specify a number of hours only, rather than concrete start and end times. The times stipulated in the daily work schedule are not relevant. Only specifications such as planned hours and minimum daily working time are evaluated from the daily work schedule. TM04 caters both for negative time recording (recording of exceptions to the work schedule) and positive time recording (recording all attendances or actual times). explain in which scenario or situations the other two schemas TM01 and TM02 are used 2. TM01 - Time Evaluation for Work schedule deviation 3. TM02 - Time Evaluation for External services management TM01 Schema TM01 is a standard schema used to evaluate the time data of employees for whom only deviations from the work schedule are recorded. Schema TM01 is based on the following requirements and objectives: Schema TM01 forms time balances, time wage types and time quotas. It is processed using the time evaluation report RPTIME00. The schema imports and processes time data that has been entered online. It was developed for evaluation of time data which represent only the exceptions to the work schedule. In this case, the times (actual times) which are not part of working time are recorded. Time data must be entered as clock times and must be full-day records. The valuation basis for time evaluation is a planned time pair which is generated according to the specifications in the employees personal work schedule. The planned time pairs generally correspond

to the actual working time. Only attendances and absences entered in infotypes 2002 and 2001 respectively can cause the planned and actual values to differ. Schema TM01 automatically generates overtime for all recorded attendance times that are outside of the planned working times specified in the daily work schedule. If overtime is entered in the relevant infotype (2005), overtime hours can be approved taking into account overtime breaks.

TM02 The standard schema TM02 is a minimized version with the required functions to generate wage types for evaluating time data for external service providers. The schema is specifically modified to include the requirements for evaluating external services. The characteristics that differentiate schema TM02 from the other standard schemas are highlighted in the following section. As a result, you should already understand the concept behind the Time Evaluation report (RPTIME00) and schema TM00. For more information, see Time Evaluation.

Evaluate External Employees The CHECK - SRV function ensures that only employees who are assigned to Time Management status 8 (External Services) in the Planned Working Time infotype (0007) are included in accounting process.

Set Up Wage Types No balances are determined in schema TM02. Instead, the focus is on setting up the wage types that are to be transferred to Materials Management (MM-SRV). Integrate the functions for balance formation, if you want to form balances. This makes sense if, for example, you want to set up a compensation account for external employees. Use the standard schemas TM00 or TM01 as your guide.

Evaluate on Hourly Basis If you do not want to record the clock-in and clock-out times for external employees, you only need to record and evaluate the attendance hours for external employees. You can use the new TYPES function to evaluate time data recorded without clock times. Use the standard schema TM04 as a guide for modifying the schema TM02 if you want to record time data without clock times for account assignments of external services.

Determine Actual Times from Attendances Infotype (2002) The Time Evaluation (PA-TIM-EVA) normally requires an entry in the time Recording Information infotype (0050). The CHECK-NOTR (No Time Recording) function specifies that information from the Time Recording Information infotype (0050) is not to be used. This function is required if you do not

want to record employees actual times using external time recording terminals or the Time Events infotype (2011), but with the Attendances infotype (2002). When you record times for external employee times using time recording terminals, make sure that you have not yet recorded data for external services using the Time Events infotype (2011). Determine Overtime As in schema TM00, a number of variants exist for determining overtime. Check the characteristics in processing class 17 by overtime wage types you are using.

Export Data in Table HRMMSRVIF The MMSRV function allows you to evaluate the time wage types determined and their corresponding account assignment data using the MM-SRV table ASMD (Service Master - Basic Data). This will eventually determine a new service number. First, however, the interface table HRMMSRVIF must be updated.

To ensure retroactive accounting capacity: During each payroll run, the time wage types from the last payroll run are compared with the new time wage types determined. The differences are evaluated using table ASMD and then put into the interface table HRMMSRVIF

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