SAP HR Life cycle

PA Transperant tables

 Each PAnnnn infotype table and the client (MANDT field) is defined in the ABAP Dictionary using the following three include structures:

Ÿ PAKEY:
Contains the infotype table key fields

Ÿ PSHD1:
Contains administrative information on the infotype record (amongst other things, the date the last change was made and the name of the user who made the change)

Ÿ PSnnnn:
Contains the infotype-specific fields that hold the infotype's actual information and data

n The PAKEY structure contains an infotype's primary key. It is the same for all Personnel Administration infotypes and is made up of the following key fields:

    PERNR: In a client, the personnel number is the only unique key that identifies an employee. It can be used to display and maintain master data and working time data (infotypes) for an employee.
SUBTY: Subtypes are subdivisions of infotypes. The subtypes of an infotype may have different time constraints and create their own history.
OBJPS: The object identification indicator is used to differentiate records with the same infotype, subtype, lock indicator, valid from date, and valid to date. For example: Child number in infotype 0021 Family Member/Dependents. SPRPS: The lock indicator for HR master data can be used to lock and unlock data records. It can be used to guarantee double control, that is, at least two users are involved in writing an active data record to the database. One of the users creates a locked infotype record. Another user unlocks this record by activating it.
ENDDA: Valid to date
BEGDA: Valid from date
SEQNR: The sequential number differentiates infotype records with the same key and the time constraint '3'. Unlike the personnel object identification, it is automatically assigned by the system.

n Each Personnel Administration infotype contains an include CI_Pnnnn in the data structure PSnnnn. Customer-specific fields can be added to this include as enhancements to an infotype. In the standard SAP system, the include CI_Pnnnn is empty.

Authorization objects concept

The Authorization Object mechanism is used to inspect the current user’s privileges for specific data selection and activities from within a program.

An Object Class contains one or more Authorization Objects.

The Authorization Object is where Permitted Activity configurations are performed against specific fields. E.g. Change (being the activity) the material’s text – MAKTX (being the specific field), or Read (being the activity) a certain Customer (using Customer Number – KUNNR, as the specific field).

Before a User can be granted permission by the Authorization Object, the User’s Master Record is assigned a Role, which includes a Profile.

The Profile contains what is simply called the Authorization and is where the specific data for the Authorization Object’s field is assigned to the configured Permitted Activity. E.g. Allow changes to any Material Text, or read Customers between the ranges "AA100" & "BB999".

Finally the calling of the Authorization Object can be performed in code.

Data structures in SAP HR

Time Constraints

Time Constraints

1

2

3

A

B

T

Z

Meaning of values:

1 – An Infotype record must be available at all times. This record may have no time gaps. You may not delete the record last stored in the database because all records of this Infotype would otherwise be deleted.

Ex: Actions (0000), Org assignment (0001), Personal Data (0002)

2 – Only one record may be available at one time, but time gaps are permitted

Ex: Challenge (0004), Leave Entitlement (0005)

3 – Any number of records may be valid at one time and time gaps are permitted.

Ex: Education (0022), 0023, 0024

A – Only one record may ever exist for this interface. It is valid from January1, 1800 to December 31, 9999. Splitting is not permitted. Infotypes with the time constraint ‘A’ may not be deleted.

Ex: Payroll Status (0003)

B – Only one record may ever exist for this Infotype. It is valid from Jan 1, 1800 to Dec 31, 9999. Infotypes with the time constraints ‘B’ may not be deleted. Splitting is not permitted.

Ex: Reference personnel numbers (IT0031)

T – The time constraint varies depending on the subtype (Table T591A)

Ex: Family Member/dependents (0021), Additional Payments (0015), Recurring payment/deductions (0014).

Z – Refers to time management infotypes. The time constraint for these infotypes depends on the time constraint class defined in view V_T554S_1

Ex: Attendances (2002), Substitutions (2003)…etc.

Infotypes and number ranges for submodules of HR

Infotype: Infotype is an information unit contains logically related fields in a single screen bounded by a time constraint.

n Infotypes are information units in the Human Resources Management system. Groups of related data fields are bundled into infotypes.
Infotypes structure information, facilitate data entry and allow data to be saved for specific periods. Infotypes serve as templates for users to enter data. From a database point of view, infotypes provide a data structure and a set of coherent data records. 

n The infotypes Actions 0000,  Organizational Assignment 0001, Personal Data 0002, and Payroll Status 0003 are prerequisites for entering a personnel or applicant number.

n Save the infotypes at intervals to build up an infotype history. The system stores a validity period for each infotype record. Therefore, several data records usually exist for each infotype of an employee, and each record has a different validity period.

n You use a time constraint to determine how the data records of an infotype react to each other in terms of time.

n Several infotypes have subtypes, which break down information further. For example, technically speaking, the address types for infotype Address 0006 represent the subtypes.

 

 The infotypes are grouped into different number ranges nnnn:
- 0000 – 0999 HR master data
- 1000 – 1999 Personnel Planning
- 2000 – 2999 Time Management
- 4000 – 4999 Recruitment
- 9000 – 9999 Customer-specific enhancements

Structures in SAP HR

STRUCTURES IN HR

Enterprise Structure: The Client, Company code, Personnel area, Personnel Sub area, Employee Group, Employee Subgroup together forms the enterprise structure in HR.

Organization Structure: It forms the hierarchy in which the various organizational units of an enterprise are arranged according to tasks and functions.

Personnel Structure: It describes the employee’s position within the company. A distinction is made between the administrative perspective and the organizational perspective.

ENTERPRISE STRUCTURE

Client

It is a self contained unit in an R/3 system with separate master records and its own set of tables. Clients are from 000 – 999 but 000 – 099 is reserved and from 100 – 999 can be created. Client 000 contains SAP original system and this cannot be changed.

Client is an independent legal and organizational unit of the system Ex: Group

A three- character alphanumeric code uniquely identifies the different clients within a system. Client 000 contains the original SAP system, and cannot be changed.

The system contains both client-independent and client – specific elements:

Client-Independent: Elements that SAP describes as client-independent are used in all clients.

Some elements that are client-independent are: Data structures such as field definitions, table structures and file structures, client independent tables, transactions, programs, standard evaluations, authorization objects, help documentation and user-defined programs.

Client Specific: Client-Specific elements are only used in certain special clients. The following are defined as client specific:

Client Specific Tables: You must copy these from the original client, HR master record, user master records and authorization profiles.

Company Code

The company code is an independent company with its own accounting unit, a company that draws up its own balance sheet. The company code represents the highest level of the enterprise structure within a client.

Personnel Area

Personnel area is a specific entity for personnel administration. It represents a subdivision of the company code. The personnel area has the following functions:

-          The personnel are is a selection criteria for evaluation

-          The personnel area is an entity for authorization checks

-          You must uniquely assign personnel areas to company codes.

-          You can use the personnel area to generate default values for data entry

Ex: Payroll Area

Personnel Sub-area

Personnel subareas are subdivisions of personnel areas. The organization of the most important subareas in personnel administration, namely the payscale and wage type structure and work schedule planning are controlled at this level.

PERSONNEL STRUCTURE

The personnel structure displays the position of individual people in the enterprise as a whole.

Employee Group: Employee group is used to classify employees in general terms. It defines the position of the employee within the company’s workforce.

Functions of employee groups include:

-          use to generate default values for data entry

-          use it as a selection criteria for reporting

-          use it as an entity for authorization checks

Example of Employee Groups

-          External

-          Active

-          Retiree

Employee Subgroup: Employee subgroups are divided into employee subgroups. All control features for the personnel structure are defined at the employee subgroup level.

Ex: The following employee subgroups make up the active employee group

Active Employee Group:

-          Hourly wage earners

-          Monthly Wage earners

-          Payscale Employees

-          Non-payscale Employees

Indicators defined by employee subgroups

-          Assign employee characteristics for statistical evaluation

-          Grouping for collective agreement provision

-          Grouping for permitted primary wage types

-          Grouping for personnel calculation rules

-          Grouping for work schedules.

ORGANIZATION STRUCTURE

Organization Unit: Org units describe the different departments in the enterprise.

Ex:

-          by department

-          by Region

-          by business process

The organization units could be departments, teams, groups and so on.

Job: A job is a general classification for a set of tasks in an enterprise. Jobs as a ‘description of activity’ Ex: sales person, consultant, manager

Position: Positions describe the concrete areas in an enterprise that need to be covered by available personnel. Positions represent a specific job entity and are occupied by people.