Saturday, 19 May 2012

PA - Tables & Definition






Table
T Code
Define
IMG Path
Terms Definition





v_t880

to define a company
spro-img-enterpise structure-definition-financial accounting-define company
1.company ID-A six-digit identification key that is unique to each company and is definable by the user
V_t001

to define company code







t500p

to define personnel area
spro-img-enterprise structure-definition-human resource management-personnel area
The personnel area is an organizational unit that represents a specific area of the enterprise and is organized according to aspects of personnel, time management and payroll. A personnel area is divided into several personnel subareas. Please note that the personnel subareas contain the business characteristics. To assign the business characteristics, you must have set up at least one personnel subarea for each of your personnel areas even if you do not use personnel subareas in your enterprise structure
V_T001P

to  define personnel sub area
spro-img-enterprise structure-definition-human resource management-personnel sub area
 personnel subarea is an organizational entity which represents part of a personnel area which is distinguished from others by unique features of personnel administration, time management and payroll accounting
t501

to define employee group
spro-img-enterprise structure-definition-human resource management-employee  group
The employee group is an organizational entity which is governed by specific personnel regulations. An employee group is divided into several employee subgroups
t503k

to define employee sub group
spro-img-enterprise structure-definition-human resource management-employee sub group
An employee subgroup is an organizational entity within an employee group which is governed by specific personnel regulations.
V_t500p

to assign personnel area to company code
spro--img-enterprise structure-assignment-human resource management- assignment of personnel area to company code
you allocate each of your personnel areas to one company code. When you create a personnel number, the corresponding company code is allocated to it in the infotype Organizational allocation (0001), depending on the enterprise structure in which the employee is situated
V_t503z

country assignment  for employee grp/employee sub group
spro-img-enterprise structure-assignment-human reosurce management-assign employee group to employee subgroups with country specification
In this step, you assign your employee subgroups to their respective employee groups. In addition to this, you determine whether the employee group/employee subgroup combinations are allowed for the country groupings
numkr feature
pa04/pe03
to define  number range for the personnels
spro-img-personnel mangement-personnel administration-basic settings-maintain number range interval for personnel numbers
The 'from number' is the lower limit of an interval.

The to number is the Upper limit of an interval.


to default the number range
spro-img-personnel mangement-personnel administration-basic settings-determine defaults for number range
In this work step you use the feature NUMKR, to determine whether you want to use internal or external number assignment when hiring new employees and if so, you can determine for which HR master records it is to be used
V_503_c

to define employee attributes 
spro-img-personnel management-personnel administration-organisatinal data-organisational assignment-define employee attributes
In this step, you must assign one of the following statuses to those employee groups and employee subgroups:


Activity status
Employment status
Education and training status
Example

These statuses are used for national and international reporting for selecting and/or grouping together of employee data or they are used to represent national plausibilities.  The activity status can be set as follows:

1 = Active employee
2 = Retiree
3 = Early retiree
9 = Other
4 = Part-time work for retirees                 The employment status can be set as follows:

1 = Industrial worker/hourly paid worker
2 = Salaried employee
3 = Civil servant
9 = Other                                                        The training status can be set as follows:

1 = Trainee/apprentice
2 = Trained
9 = Other
t526

to  create administrators for various  functions -time,payroll,personnel 
spro-img-personel management-personeel administration-organisational data-organisational assignment-define  administrator
you assign administrators to the relevant administrator groups.
pinch

to default the administrator group
spro-img-personnel management-personnel administration-organisatinal data-organisational assignment-define ADMINISTRATOR GROUPS
In this step you determine the return codes of the feature Administrator groups (PINCH).

In the infotype Organizational assignment (0001), you can enter three different personnel administrators:


administrator for Personnel Administration
administrator for Time Management
administrator for Payroll
Standard SAP reporting (for example, "error list Time Recording"), can be used as selection criteria by administrators (in this case, the administrator for Time Management), so that the persons working in Time Recording can just create a list of their employees.
V_t527x

to define organisation  units
spro-IMG-PM-PA-org Data-Org Assignment-org plan-define org unit
Represents a functional unit in the company, such as the application department. Dependent on the organization of the task structure in the company, this could be a department, a group, or a project team. An organizational unit can be assigned to one or more users.An element in the logical structure of an SAP System.

Organizational units provide a structure for business functions and are used in reporting. For each instance of a specific organizational unit, a combination of specific Customizing settings, master data, and transaction data is recorded.

In the implementation process, there are the following types of organizational units:

Strategic
Operative
T513

TO DEFINE JOBS
SPRO- IMG-PM-PA-ORG DATA-ORG ASSIGN-ORG PLAN-DEFINE JOBS
A job describes a group of tasks, authorities and responsibilities and defines the level of education required to perform this work.

It is assigned to different positions on the basis of the amount of work to be performed.
v_528B_C

TO DEFINE POSITIONS
SPRO-IMG-PM-PA-ORG DATA-ORG ASSIGN-ORG PLAN-DEFINE POSITIONS
A position is assigned the characteristics and attributes of a job. Positions are assigned to organizational units and are linked one to the other
VDSK1

TO DEFINE ORGANISATION KEY
SPRO-IMG-PM-PA-ORG DATA-ORG ASSIGNMENT-ORG PLAN-SET UP ORG KEY
In this step, you can carry out an additional organizational assignment for your employees. By using the organizational key, you can refine both the enterprise and the personnel structure. The organizational key is made up of a 14-character field. You can determine the structure of this yourself.

You can use all the elements of the organizational structure (all the fields in the infotype Organizational Assignment 0001) to define the organizational key. To enable you to do this, you can choose from fields that are shown, such as 'company code', 'employee group', 'organizational unit', 'administrator group', as well as from the hidden fields 'formatted employee name' (for example Dr. Fritz Meier) and 'employee name for sorting' (for example MEIER FRITZ). As before, specific control tables and rules tables are also provided for you.

The organizational key is part of the authorization check in the HR Human Resources) module, this means you can revise the authorization check by using the organizational key.

Example

You want to define an access authorization at the cost center level.

You want to define an authorization check based on the first letter of the surname.

Activities

1. Define the link Organizational key control <-> Employee when you maintain the feature Organizational key (VDSK1).
2. Determine the organizational key control.
a) In the field Variable key, set up the variable key in accordance with the return code of the feature VDSK1.
b) By using the field Default/validation, you can control how the system should proceed when assigning the organizational key in the infotype Organizational Assignment (0001).
The following characteristics for the field Organizational key (P0001-VDSK1) are available:
Setting Characteristic
1 optional entry without validation
2 optional entry with validation
3 required entry with validation
4 default which cannot be overwritten
5 default without validation which can be overwritten
6 default with validation which can be overwritten
7 default with validation which cannot be overwritten

Note
If you use indicators that produce a default, i.e. if you use 4, 5, 6 or 7, you must also maintain the creation rules.
If you use an indicator that carries out a validation, i.e. 2, 3, 6 or 7, you must also maintain "Validation" (point 4).
c) Determine the rules for creating the organizational key. To do this, you must enter the key for the creation rule.
3. If necessary, define the creation rule.
To define a creation rule, you must store values in several fields:
a) By using the field Creation rule, you can determine the key under which the creation rule is defined.
b) By using the field Number, you can determine in which sequence, the fields from infotype Organizational assignment are used to create the organizational key.





vv_T591a_0105_ALO

TO DEFINE COMMUNICATION  TYPES
SPRO-IMG-PM-PA-COMMUNICATION-CREATE COMMUNICATION TYPES
A time constraint indicates whether more than one infotype record may be available at one time. The following time constraint indicators are permissible:

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 on the database because all records of this infotype would otherwise be deleted.
2: Only one record may be available at one time, but time gaps are permitted.
3: Any number of records may be valid at one time, and time gaps are permitted.

Other possible time constraint indicators are as follows:

A: Only one record may ever exist for this infotype. It is valid from 01/01/1800 to 12/31/9999. Splitting is not permissible.
View V_T582B Infotypes Which are Created Automically controls whether the system automatically creates the infotype record for an employee hiring or an applicant data entry action.
Infotypes with time constraintA may not be deleted
v_t582a

to define infotype attributes
SPRO-IMG-PM-PA-CUSTOMISING PROCEDURE-INFOTYPES-INFOTYPES
Personnel Management (PA)
An infotype is a carrier of system-controlling characteristics such as attributes, time constraints etc.

Data is not stored field by field on the human resources database, but is grouped together in logical groups.

Examples:


Family infotype
Organizational Assignment infotype
Basic Pay infotype

Personnel Management (PA)
A set of data grouped according to subject matter.

The Human Resources component aims to enable the user to process employee data in an effective structure in accordance with business requirements.

The data structure of infotypes mirrors a logical set of data records. Infotypes can be identified by their four-digit keys, for example, the Addresses infotype (0006).

To facilitate reporting on past employee data, infotypes can be saved for specific periods.

You can edit infotype records individually or by using fast data entry.

The following functions are used for infotype records:


Create
Change
Copy
Delimit
Delete
VV_T588C_I_AL0

TO DEFINE USER GROUP DEPENDANCY ON MENUS & INFOGROUPS
SPRO-IMG-PM-PA-CUSTOMISING PROCEDURE-INFOTYPE MENU
In this step, you define the infotype menus for maintaining and displaying Human Resources master data.
These menus can be defined so that they are dependent on the user group (user parameter UGR).
If there are no entries for an infotype menu for the user's user group or if the user has not maintained his/her user group, then the infotype menu is determined using the reference user group.
V_588B_S/ V_T588D
IGMOD 
TO CHOOSE INFOTYPE MENU
SPRO-IMG-PA-CUSTOMISING PROCEDURE-INFOTYPE MENUS-DETERMINE CHOICE OF INFOTYPE MENUS
In this step, you define the infotype menu choice which appears in a dialog box when Human Resources master data is maintained and displayed, if the user chooses the pushbutton "Other menu" to change the current infotype menu.
This choice can be defined so that it is dependent on the user group (user parameter UGR).

If you have defined the set-/get-parameter PMN (infotype menu), the corresponding infotype menu appears when you call the initial HR Master Data display/maintenance screen for the first time. Otherwise the infotype menu "01" is used.
If there are no entries in the table for the user's user group, or if the user has not maintained his/her user group, then the infotype menu choice is determined using the reference user group.
Activities

1. User group dependency of the choice of infotype menu
a) Choose menu category "S" and menu "01" for the infotype menu choice.
b) Determine whether the menu is to be dependent on the user group.
c) If necessary, assign the system response for the case where the user has not maintained his/her user group or where no entries exist.
d) Assign a reference user group which can be used to set up the menu if necessary.
2. Infotype menus in infotype menu choice
a) Choose menu category "S" and menu "01" for the infotype menu choice.
VV_T588C_G_AL0

TO DEFINE ACTION UGR MENU &  INFO GROUPS
SPRO-IMG-PM-PA-CUSTOMISING PROCEDURE-ACTION-DEFINE INFOGROUPS
In this step, you define the info groups that are processed when actions are carried out. This must be carried out before you proceed to the next step where you must define the work list, i.e. the info group, for every personnel action that is to be carried out.
The info groups can be defined so that they are dependent on the user group (user parameter "UGR").
If there are no entries for an info group for the user's user group or if the user has not maintained their user group, then the info group is determined using the reference user group.

In addition to this, the info group can be set up so that it is dependent on the employee's control data. You can do this by using feature Info group modifier (IGMOD).
Standard settings

The standard SAP System contains one info group for every action. The info groups are generally dependent on the user group. In this case, the country grouping is used as a value of the user group. The info groups are set up independent of the employee's control data, i.e. the feature IGMOD has "space" as its return code.

Activities

1. User group dependency of the info group.
a) Choose menu category G and the info group.
b) Determine whether the info group is to be dependent on the user group.
c) If necessary, assign the system response for the case, where the user has not maintained the user group or where there are no entries in the info group.
2. 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 up country grouping, company code, personnel area, personnel subarea, employee group, and employee subgroup.
3. 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.
T529A

TO DEFINE PERSONAL ACTION TYPES
SPRO-IMG-CUSTOMIZING PROCEDURE-ACTION-SET UP PERSONNEL ACTIONS
You can use personnel actions to carry out complex personnel administration procedures. A personnel action displays, in the correct sequence, the infotypes that have to be maintained for a specific action.

In this step


you determine whether you want to use the Additional Actions infotype (0302).
The Additional Actions infotype (0302) enables the automatic logging of all personnel actions types that you carry out for an employee on a key date.
Note that in the Actions infoytype (0000), only one personnel action type is saved per day. In this infotype, you only store the personnel action types that change the status of the employee, such as the personnel action type Leaving.

you define the personnel action types that represent the personnel processes in your enterprise. This means that within the personnel action Hiring, all the infotypes that must be maintained when hiring a new employee are displayed automatically to the personnel administrator for processing.

define a priority list for the personnel action types that do not change status, and must therefore not be stored in the Actions infotype (0000), but which should nonetheless be logged in this infotype.
If the personnel administrator performs no personnel action types that change status, but instead several that do change status on one day, the priority list controls which of these personnel action types is to be stored in the Actions infotype (000).
Note that personnel action types that are only used to process several infotypes in an infogroup should not be stored in the Actions infotype (0000). SAP recommends that you log personnel action types such as these automatically using the Additional Actions infotype (0302).
You only have to carry out this activity if you want to use the Additional Actions infotype (0302), and have activated this infotype.
If you want to perform simplified employee organizational changes, you can also set up a 'Country reassignment' action type in this step, for which you set the Country reassignment indicator. For more information on country reassignments, refer to Personnel Administration documentation under Business Processes in Personnel Administration -> Country Reassignment.

Activities

1. If you want to use the Additional Actions infotype (0302), call up view Activate 'Additional Actions' for all existing personnel numbers.
2. Call up the view Personnel Action Types.
3. Check the SAP sample entries.
4. Delete the entries you do not require.
5. If required, define several personnel action types.
a) Choose New entries.
b) In the Action type field, enter a number, and in the Name of action type field, enter a name for the personnel action type.
c) In the FC field, enter the function character for the personnel action type.
You can distinguish the first entry actions from all the others. Choose the function character 1 for first entries, 7 for first entries with data transfer from recruitment and 0 for all other personnel action types.
d) If required, define the status indicator STAT1 (customer specific).
This status indicator is not used in the standard system. You can use this indicator individually.
e) Define the status indicator STAT2 (recruitment) and STAT3 (Special payment).
f) Decide whether you require standard decision rules to define plausibility rules for the sequence of personnel action types (check feature).
Note: Never change the standard decision rules.
g) Decide whether organizational assignment data may be changed whilst personnel actions are being carried out. When you set the indicator P, the position field in the Actions infotype (0000) is ready for entry.
You can process the fields Personnel area, Employee group and Employee subgroup with the indicatorsPA, EG and ES.
h) Assign an infotype group number to the IG field in the personnel action type.
You can then process the the individual infotypes from the selected group in the personnel action type in the appropriate sequence.
You defined the infotype groups in the " Define Infogroups" step.
i) Specify whether the date entered on the initial screen of the Actions infotype (0000) is the start date for new infotype records or the end date for old infotype records. This is especially important in the case of leaving actions.
j) Use the indicator U0000 to determine whether your personnel action type should create a new record for the Actions infotype (0000).
k) Use the Country change indicator to determine whether the personnel action type is a country change.
6. If you have activated the Additional Actions infotype (0302), determine whether your personnel action type should be logged in the Additional Actions infotype (0302) using the U0302 indicator. Call up the view Priority list for personnel action types.
Specify a priority list for the personnel actions which do not change the status, and for which you have set the indicator to U0000.
In the Priority field assign sequential numbers with a maximum of two digits to each of the personnel action types. The smaller the number, the higher the priority of the accompanying personnel action type.Do not define any new personnel action types if only the infotype group should be different for the personnel administrator. To achieve this, you can define the infogroups as user group dependent.

The keys for personnel action types, which you carry out for an employee, for example, hiring, organizational change, leaving, are stored in the infotype Actions (0000).

The existence of a personnel number is ruled out by the existence of a record in this infotype.  Only one record can exist for this infotype on the database at any one time.

When an employee has left, there is also a record in the system for the personnel action Leaving. The most important information in this infotype is the employee's employment status: active, leave of absence, retired, left.

When an employee has left, there is also a record in the system for the personnel action Leaving. The most important information in this infotype is the employee's employment status: active, leave of absence, retired, left.

Personnel actions that are only used to process several infotypes in an infogroup should not be saved in the infotpye Actions (0000). SAP recommends that you log personnel actions of this kind automatically using the Additional actions infotype (0302).

Notes on the creation of batch-input sessions:

If you want to carry out a batch-input for a personnel action, do not call up transaction PA40 (Actions menu). Instead, call up transaction PA30 (infotyp menu). In the actions menu place your cursor on the line containing the relevant action; this assumes you know the exact setup of the menu.

Proceed as follows:

1. Call up transaction PA30.
2. Choose the Actions infotype (0000).
3. Enter the personnel action type in the Type field.
v_t530

to define reasons for action
SPRO-IMG-PA-CUSTOMISING PROCEDURE-ACTIONS-CREATE REASONS FOR PERSONNEL ACTIONS
determine the reasons for actions.
V_588B_M

define a menu of actions which appears if the user chooses the function "Personnel actions" in HR master data maintenance
SPRO-IMG-PA-CUSTOMISING PROCEDURE-ACTIONS-CHANGE ACTION MENU
In this step, you define a menu of actions which appears if the user chooses the function "Personnel actions" in HR master data maintenance.
The menu can be defined so that it is dependent on the user group (user parameter "UGR").
If there are no entries in the table for the user's user group, or if the user has not maintained their user group, then a so-called reference user group is determined, which is used to set up the menu       Standard settings

Action menu "01" is assigned to the function "Personnel actions". The action menu is set up depending on the user group. The values of the user groups correspond to the country groupings.


Activities

1. User group dependency of the action menu
a) Choose menu category "M" and menu "01" for the personnel actions.
b) Determine whether the menu is to be dependent on a user group.
c) If necessary, assign the system response for the case where the user has not maintained the user group or where there are no entries.
d) Assign a reference user group which can be used to set up the menu, if necessary.
2. Actions in the action menu
a) Include the new entries for the user group.
T588Z

TO DEFINE DYNAMIC ACTION
SPRO-IMG-PM-PA-CUSTOMISING PROCEDURE-DYNAMIC ACTION
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 infotype 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.
Finaly, you can also specify default values for a record that is to be created.

Example

When you create the infotype Contract Elements (0016), you predefine a period for the probation period. The system creates a date/deadline record so that you can invite the employee to an employee inteview.

The social insurance number does not exist. The system creates a date/deadline record.

Activities

1. Determine which infotype, subtype or field is to trigger a dynamic action.
2. Determine the infotype operation (please refer to the field documentation).
3. You can now set up different actions using a sequential number:
a) P - plausibility checks, that is conditions.
If you also use Recruitment, you must make sure that the dynamic action is started for the correct application. You do this, by first calling up the transaction class:
PSPAR-TCLAS="A" for Personnel Administration.
PSPAR-TCLAS="B" for Recruitment.
b) I - infotype accesses
c) W - infotype values
d) F - access for internal or external routines
Calling up an internal routine: just specify the name of the routine, this must be in the infotype's module pool "MPmmmm00". You cannot assign using-parameters.
Calling up external routines: specify the name of the routine and, in parentheses, the name of the program in which the routine can be found. You cannot assign using-parameters.
Creating a date/deadline record

Dynamic actions are normally used for creating date/deadline records. However, the date of the deadline does not have to match the initializing date, but can be varied by a certain time interval.
You can add or subtract a number of time units for an outgoing date. The time units "days" (internal 010), "weeks" (011), "months" (012) and "years" (0ß13) are supported.

Example: A year after an examination (infotype Internal Medical Service (0028)), the employee is to undergo a subsequent examination.
You must then call up infotypeMonitoring of Date (0019) using the date/deadline type "follow-up examination" (30).

  I INS,0019,30
Assignment of default values:
  W P0019-TERMN=P0028-BEGDA
  W P0019-VTRAN='1'              number
  W P0019-VTRZH='013'            time unif from table T538T
  W P0019-VTROP='+'              operation '+' or '-'   Calling up an external routine

In an external routine, you can check additional conditions, even for other infotypes:
Data definition
Include a statement for the current infotype structure (for example: TABLES: P0006.)
In include MPPDAT00, the fields required for flow control of an infotype dialog are defined in the common part. If you have this include in your program, some fields are available immediately: The field string CSAVE refers in each case to the old record whose values can be compared with the new values in the plausibility checks. To do this, define a second work area for the infotype structure that is used to store the contents of CSAVE. This means that the individual names of the infotypes are given.
SAP recommends that you use the *-workarea for the infotype structure in each case (for example: *P0006).
Internal table DYNMEAS: contains the infotype accesses (see indicator 'I').
Internal table INITIAL_VALUES: contains the default values for an infotype that is created or copied. (see indicator 'W').

You want to call up a report - for example, the writing of a letter.
Include a submit statement for this report in your routine.


TO CHANGE SCREEN HEADER




9 comments:

  1. This comment has been removed by the author.

    ReplyDelete
  2. excellent post thanks for sharing from Sankar

    ReplyDelete
  3. It was very nice blog to learn about SAP HR.Thanks for sharing new things.SAP HR

    ReplyDelete
  4. Thanks for sharing this Information, Got to learn new things from your Blog on SAP SF.SAP SF

    ReplyDelete