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Excerpt from the book Self-Services with SAP ERP HCM: ESS, MSS, and HR Renewal by Jeremy Masters, Brandon Toombs, Kris Bland, and Justin Morgalis. Used with permission of SAP PRESS. All rights reserved.

 

In this blog, take a look at different mobile solutions and the strengths of each.

 

Deployment Options and Why It Matters

 

How you deploy mobile solutions is a vital part of your strategy, because it impacts the user experience for your end users. An organization with a modern HR portal instead of a noticeably antiquated one will inevitably reflect positively on the company for its employees. Portals and self-service applications that are accessible via mobile devices are even better.

 

There are generally three methods available to deploy mobile solutions:

 

Directly via a web page: This isn’t really a formal strategy. Web pages, including a company’s intranet and portal, can be accessed via a URL directly, constituting a typical “pinch and zoom” experience. The figure below shows a consumer example of a website deployed via a mobile device that has not been designed with mobile in mind.

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Via a mobile or native application: These applications are typically downloaded from a store or marketplace online (e.g., the Apple Store or Google Play). When using this method, the mobile application is deployed locally on the device, and access to the device’s hard-ware functions (e.g., camera or contact list) is native. These applications do not use a web browser on the device. One example is the Twitter app, shown in the figure below. From within the Twitter app, the user can take pictures with the smartphone’s camera and send a tweet.

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Via a mobile web application: Accessed through your device’s web browser, web pages are built and optimized for viewing on a mobile device. As shown in the figure below, web pages conform to size of the device and feel like a native application, but the screen is not, in fact, being accessed through a native app. Typically, the browser URL is redirected. For example, a URL could be automatically changed from www.company.com to m.company.com. Yahoo’s website becomes m.yahoo.com on a smartphone or www.yahoo.com/tablet on a tablet.

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The following table compares some of the important features, functions, and technologies that support both mobile apps and mobile web apps.

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Mobile applications are native to the operating system of the smartphone or tablet and therefore have more inherent hardware capabilities. Mobile web apps, by contrast, leverage the web browser and do not have as much device control but do make up for it in other areas. A major advantage of mobile web applications is on the support and maintenance side, because an enhancement can be implemented centrally and doesn’t have to be downloaded as another release on a marketplace.

 

So how about you? What kind of mobile solution does your organization employ?

 

Excerpt from the book Self-Services with SAP ERP HCM: ESS, MSS, and HR Renewal by Jeremy Masters, Brandon Toombs, Kris Bland, and Justin Morgalis. Used with permission of SAP PRESS. All rights reserved.

Excerpt from the book SAP Transaction Codes: Your Quick Reference to Transactions in SAP ERP by Venki Krishnamoorthy, Martin Murray, Norman Reynolds, and Peter Teesdale. Used with permission of SAP PRESS. All rights reserved.

 

Here’s a look at the transaction codes you can use within the Personnel Development submodule of SAP ERP Human Capital Management.

 

OOEC: Change Development Plan Catalog

You can use this transaction to create and maintain the Development Plan Catalog. Using this transaction, you can create both Development Plan Group (BL) and Development Plan (B) objects. While creating the development plan objects, you need to specify the validity period as well the qualifications and the proficiency required.

 

OOQA: Catalog: Change Qualification(s)

You can use this transaction to create and maintain a Qualification Group (QK) or Qualification (Q). The qualification catalog (containing the Qualification Group and Qualification objects) contains all the qualifications that are required for a company. A well-defined qualifications catalog is essential to define the personnel development and talent management processes. The qualification object can be tied to a person (P) or to a position (S) object. If a qualification is tied to a position, it is called a requirement. Requirements, qualifications, and competency all refer to the same Qualification Group (QK) and Qualification (Q) objects.

 

The qualifications catalog can be integrated into SAP ERP HCM Performance Management, SAP ERP HCM E-Recruiting, SAP ERP HCM Enterprise Learning Environment, SAP ERP HCM Organizational Management, and SAP ERP HCM Personnel Administration.

 

OOSB: Assign Authorization Profiles

You can use this transaction to assign users to different authorization profiles. These assignments are time-dependent, and you can specify the validity period during the assignment. If you check the Exclude flag, you can exclude the substructures from the structural authorization check. (Excluding small substructures can also potentially improve the performance of structural authorizations.)

 

OOSP: Define Authorization Profiles

You can use this transaction to create and maintain authorization profiles required for authorizations related to Personnel Planning. You can create authorizations related to plan versions, object types, and object IDs. During customization, you are required to specify the validity period of the authorization profile.

 

PEPM: Profile Matchup

You can use this transaction to compare qualifications (or requirements) between two employees, between two positions, or between an employee and a position. You can also have the system generate the qualifications deficits and training proposals. The profile matchup can be performed between two objects. In the Display Profile Matchup screen, you can click the dropdown list and see what different objects can be compared with each other.

 

PPCP: Career Planning

For the specified person (employee) and planning criteria, this report will generate a listing of positions that this person is qualified to occupy during the course of his or her career. This report can be used to determine the training requirements that need to be completed to occupy those positions.

 

PPCT: Task Catalog

You can use this transaction to create and maintain a task catalog. In the task catalog selection screen, enter the selection criteria and click the Execute button, which will render the Maintain Tasks screen. In the Maintain Tasks screen, you can create new tasks or display and maintain existing tasks in the catalog.

 

PPDPCS: Display Development Plan Catalog

You can use this transaction to display the development catalog.

 

PPLB: Evaluate Careers

This report displays the careers available in your organization. Careers form the basis for succession planning.

 

PPPD: Display Profile

You can use this transaction to display the profile of the selected object.

 

PPPE: Area Menu: Personnel Development

You can use this transaction to display the SAP ERP HCM Personnel Development (PD) application menu. The SAP Menu tree structure displays the transactions that are related to Personnel Development.

 

PPPM: Change Profile

You can use this transaction to create and maintain profiles for the different objects, such as Person, Position, Job, Organizational Unit, etc. If you are maintaining the profile for an employee, you can include the employee’s current and potential qualifications, preferences, dislikes, individual development plan, and individual plan history. You can also view the appraisal documents of this employee.

 

PPQ1: Find Objects for Qualifications

For the selected qualifications, you can use this report to generate a listing of objects who have been assigned these qualifications. The basic data will display the name of the individual, assigned qualification, and proficiency level of the individual in that qualification. This report is particularly useful while maintaining the qualifications catalog and can help determine which qualifications can be retained and which are obsolete.

 

PPQD: Display Qualifications Catalog

You can use this transaction to display the qualifications catalog.

 

PPRP: Reporting – Personnel Development

When you execute this transaction, the system displays a dynamic menu with a listing of personnel development related reports that can be executed. The menu is categorized into Organizational Unit, Profile, and Others.

 

The reports available under Organizational Unit are Profile Matchup: Positions/Holders, Profiles, Succession Overview, Expired Qualifications, and Qualifications Overview. The reports available under Profile are Objects Without Qualifications or Requirements and Objects with Non-Rated Qualifications or Requirements. The reports available under Others are Listing of Vacant Positions, Prebookings per Attendee, and List of Alternate Qualifications.

 

PPUP: Settings for Personnel Development

You can use this transaction to make system settings specific to SAP ERP HCM Personnel Development application. In the settings dialog box, you can select the plan version and the time period for which these settings need to be applied.

 

S_AHR_61003929: Catalog: Change Qualification(s)

See Transaction OOQA above for details.

 

S_AHR_61003942: Assign Authorization Profiles

See Transaction OOSB above for details.

 

S_AHR_61007168: Change Development Plan Catalog

See Transaction OOEC above for details.

 

S_AHR_61007222: Define Authorization Profiles

See Transaction OOSP above for details.

 

S_AHR_61015532: Profile Matchup: Positions/Holders

You can use this report to compare the requirements of all the positions that exist in an organizational unit with the qualifications of the employees who are currently in those positions.

 

S_AHR_61015533: Profiles

You can use this report to display the subprofiles of all the planning objects in an organizational unit. The report will also display the individual entries, scales used, proficiency levels, and validity periods.

 

S_AHR_61015536: Expired Qualifications

You can use this report to display all planning objects in an organizational unit with qualifications that are going to expire in the specified reporting period.

 

S_PH9_46000016: Qualifications Overview

This report provides an overview of all the qualifications that the employees possess. The report also displays the qualifications group and the proficiency level of the qualifications. In the selection screen, you should specify the organizational unit(s) that you wish to report on.

 

S_PH9_46000018: Objects with Non-Rated Qualifications or Requirements

You can use this report to get a display of all objects of the specified object type whose qualifications (or requirements) status is “Unevaluated.”

 

S_PH9_46000019: Objects without Qualifications or Requirements

You can use this report to get a display of all objects of the specified object type that do not have any qualifications (or requirements) assigned to them.

 

S_PH9_46000022: List of Alternative Qualifications

This report provides a listing of all qualifications that have alternative qualifications assigned to them. The report also displays the validity of the alternative qualifications as well as the replacement percentage.

 

Excerpt from the book SAP Transaction Codes: Your Quick Reference to Transactions in SAP ERP by Venki Krishnamoorthy, Martin Murray, Norman Reynolds, and Peter Teesdale. Used with permission of SAP PRESS. All rights reserved.

Excerpt from the book Organizational Management in SAP ERP HCM by Soham Ray. Used with permission of SAP PRESS. All rights reserved.

 

In this blog, get an overview of evaluation paths in Organizational Management in SAP ERP HCM.

 

Evaluation paths represent a chain of relationships between object types or even between just two object types; for example, an individual is a holder of a Position, and a Position is held by an individual. A chain of relationships might be from one Org. Unit to another to Positions and finally to Persons.

 

An evaluation path enables a user to emphasize reports on objects that are affected by certain relationships. The user can either select an evaluation path and subsequently maintain its properties, or create a new evaluation path beginning with Z.

 

For example, the evaluation path PLSTE (Position Overview Along Organizational Structure) depicts an overview of the Position assignments. It uses an Org. Unit as its initiation point and effectively reads the underlying structure and the relationships between Positions.

 

Let’s take a look at the correlation between relationships and evaluation paths. We’ll then discuss the naming principles for evaluation paths. Finally, we’ll look at the functionality available for using evaluation paths.

 

1 Relationships and Evaluation Paths

 

Evaluation paths and relationships are interrelated. Evaluation paths can have one or more relationships within them. We can conclude, then, that a relationship can be considered a subset of an evaluation path because evaluation paths can’t exist without relationships.

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This correlation can be expressed in a deeper sense when we discuss the creation of evaluation paths.

 

2 Naming Principles of Evaluation Paths

 

Evaluation paths contain a sequence of object relationships. By specifying the several objects and relationships, the evaluation path will effectively analyze the organization structure of an enterprise and retrieve the included objects.

 

SAP ERP HCM incorporates a series of evaluation paths and relationships; for example, the relationship between a Person and a Position is known as a Holder with the code A or B 008 (see below). All persons along an organizational structure will be evaluated with the standard evaluation path O-S-P (i.e., Org. Unit-Position-Person) in SAP systems. An evaluation path can have a maximum of eight characters in the naming code. The sequence of the relationships included in the evaluation path determines how the results of the evaluation are portrayed.

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A new evaluation path is necessary if an object type is created that will be reported or a customer relationship needs to be identified due to the company specifics. For example, if a leader of an Org. Unit has been assigned to take responsibility over other units for HR purposes, without being the disciplinal leader, it’s absolutely necessary to create a new relationship that connects the Position with the additional Org. Units. The user creates a new evaluation path by using the customer namespace ‘Y’ or ‘Z’ and then chooses the evaluation path keeping in mind the organizational structure of the enterprise.

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New evaluation paths can be displayed using report RHSTRU00 (see the following figures).

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3 Functionalities

 

Evaluation paths can be used in a variety of ways not only in Organizational Management, but also in other submodules of SAP ERP HCM. Evaluation paths are used to select the type of structure that needs to be maintained, reported, or accessed. Here’s an overview of these aspects.

 

3.1 Pulling Up a Structure

 

Users create and maintain objects in Organizational Management. Objects belong to object types, and object types are specific to the type of structure they belong to. To specify a certain structure in the specific system in order to work with it, you have to define the set of object types pertaining to that structure. You must also determine the relationships that objects hold with each other by specifying the evaluation path. This is because an evaluation path can specify multiple relationships in it. Each relationship further defines the object types that it connects. Hence, just by defining the evaluation path, you can specify both criteria to the system.

 

3.2 Reporting

 

To access object-oriented reports, you need to use the SAP-delivered tools provided to pull up the reports. You then specify the structure and the object types that need to be reported. This again requires using the evaluation path, as shown below.

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3.3 Authorization

 

When providing authorizations, there are two classifications that can be used: general and structural. General authorization is mandatory and must be provided to any users who access the SAP ERP HCM system. Structural authorizations are optional and object-oriented, as structural authorizations deal with providing access to a certain section of the organizational structure.

 

For instance, a payroll administrator may need access to all the infotypes of all the Holders of Positions listed under two different Org. Units. In that case, the authorization is provided by specifying the evaluation path (see below).

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Excerpt from the book Organizational Management in SAP ERP HCM by Soham Ray. Used with permission of SAP PRESS. All rights reserved.

Excerpt from the book Time Management with SAP ERP HCM by Sanjiv Agarwal. Used with permission of SAP PRESS. All rights reserved.

 

This blog gives an overview of the configuration options for absence and attendance types in SAP ERP HCM.

 

You configure absence types using the following menu path or configuration table: Time Management > Time Data Recording and Administration > Absences > Absence Catalog > Define Absence Types.

Table/view: V_T554S.

 

Note that the menu path given here takes you to a specific view of the table. To go to the full view of the absence/attendance types configuration table T554S, use Transaction SM31. Table/view: T554S.

 

The screenshot below shows how you can configure the absence types.

The following explains the usage of each field in the configuration table.

 

You can maintain the following in the main section of the screen:

  • PS grouping: Personnel subgroup grouping for absence/attendance types is used to group personnel areas and subareas with common rules with respect to the absence/attendance types.
  • A/A type text: Absence or attendance type and description.

 

You can maintain the following in the Periods section of the screen:

  • Start: Validity start date.
  • End: Validity end date.

 

You can maintain the following in the General settings section of the screen:

  • /absence ind.: Specifies whether the type being configured is an absence or attendance: A (Absence) or (P) Attendance
  • Availability: This indicator is used to identify whether the employee is still available for work although an absence or attendance of this type may be entered.
  • Absence grpg: Determines the daily work schedule rule variant.
  • Check end date: Checks if the end date of the absence/attendance record falls within the validity dates of the absence/attendance type.
  • Screen number: The screen number for entering absence/attendance records.
  • Time cstr. class: Time constraint class is used for performing collision checks between the Time Management infotypes.
  • /absence class: No current use.

 

You can maintain the following in the Input checks section of the screen:

  • First day is off: Specifies a system reaction indicator if the first day of the absence or attendance record is an off day per the work schedule. It blank is displayed, there is not message and the entry is saved. If W is displayed, there is a warning message but the entry is saved. If I is displayed, there is an information only message and the entry is saved. If E is displayed, there is an error message and the entry is rejected.
  • Last day is off: Specifies a system reaction indicator if the last day of the absence or attendance record is an off day per the work schedule. Possible values are the same as mentioned previously.
  • Non-working period: Specifies a system reaction indicator if any period of the absence or attendance record entered is a nonworking period per the work schedule.
  • Second date required: Specifies if the end date is a required entry for the absence/attendance record.
  • Minimum duration: Minimum number of days of absence/attendance.
  • Maximum duration: Maximum number of days of absence/attendance
  • Unit: Unit of measurement for the minimum and maximum number of days. If blank or K is displayed, count is in calendar days. If A is displayed, count is in attendance and absence days. If R is displayed, count is in payroll days.

 

You can maintain the following in the Counting and quota deduction section of the screen:

  • Old method: The following fields are defined in the absence type configuration using the old method of quota deduction where the quota type is specified directly. Quota type specifies the quota type to be deducted when this absence/attendance is entered. Grpg att./abs. for counting refers to attendance/absence grouping used for counting rules. Manual leave deduction is applicable for quota type 99 (Leave) and is used to determine whether the quota should be deducted manually in Infotype IT2001 (Absence).
  • New method: The following fields are defined in the absence type configuration using the new method of quota deduction where the counting rule is specified for quota deduction. The Counting rule is the name of the counting rule to be used in quota deduction. The Quote deduction confirms that the quota should be deducted. The Deduction over interval end specifies that the quota can be deducted even beyond the deduction end date of the quota.

 

You can maintain the following in the Calendar control section of the screen:

  • Absence category: This field is used for both attendances and absences to specify a category. This one-character category is visible on the personal calendar for display by employees or managers.
  • Relevance to pers. calendar: Specifies that the absence/attendance type is relevant to the personal calendar and can be entered on the personal calendar.

 

You can maintain the following in the Time evaluation section of the screen:

  • Class for time evaluation: This class is queried in time evaluation and can be used to identify if the absences lasting less than one day should reduce the hours or not.
  • PType/TType class (processing type/time type class): This class is used to group absence/attendance types that are similar in nature for processing in time evaluation and is very important in generation of relevant wage types.

 

You can maintain the following in the Payment data section of the screen:

  • Absence valuation rule: Specifies the rule to be used for valuating absences. This is explained in detail in the Payroll module of SAP ERP HCM.
  • /att.cat. for payroll: This is also a Payroll-specific definition and is used for specific countries.

 

You can maintain the following in the Supplementary absence data section of the screen:

  • Supplementary abs. data: Specifies that additional absence data can be entered for this absence type in Infotype IT0082 (Additional Absence Data).
  • Sickness tracking subtype: The subtype of Infotype IT0082 can be specified here to track sickness.
  • Accident data subtype: The subtype of Infotype IT0082 can be specified here to track accidents.

 

You can maintain the following in the Public sector section of the screen.

  • Irregular payment: Relevant for payroll to identify an irregular payment.
  • Absence valuation VBL: This county-specific field is in use only for Germany.

 

You can maintain the following in the Reduction relevance for quota generation section of the screen:

  • Minimum no. of days: Specify a minimum number of days, only after which the quota should be deducted for the number of days that exceed this minimum.
  • Maximum no. of days: Specify a maximum number of days, only up to which the quota should be deducted. If there is a minimum and maximum specified, then the quota is deducted only for the number of days that fall between the minimum and maximum number of days. Example: If the minimum is 7 days, and the maximum is 10 days, the absence entered is 12 days, and then only 3 days is deducted from the absence quota.
  • Quota gen.: Specifies whether the reduction should apply to this absence type at all.

 

To conclude, here’s a quick tip: Consider building an absence and attendance catalog first on a Microsoft Excel spreadsheet. You can lay out all the company rules pertaining to grouping the codes based on personnel areas/subarea and employee groups/subgroups, along with other configuration elements such as minimum/maximum number of days for each code, applicable quota types if any, and so on. This will help you determine the appropriate groupings and the rest of the time recording configuration in advance of configuring the system.

 

Excerpt from the book Time Management with SAP ERP HCM by Sanjiv Agarwal. Used with permission of SAP PRESS. All rights reserved.