Presentation

SAP - HR

Presented by :
Anand Singh
 What is ERP ?
E - Enterprise - Enterprise means group of people
R – Resource - In Management there are M’s i.e. Money,
Machine, Manpower, Method and Material that means five type of
resources.

P – Planning - To Plan
The ideology of ERP is to plan the above resources to get
the best results to the Enterprise.

Hence ERP is a software package to integrate all the

business process in a single system.
 ERP Software Packages
ERP Software Packages
Baan
Peoplesoft
Oracle Application
JD Edwards
SAP

• SAP is one of the ERP software package.

 S. A. P.
SAP stands for System, Application and
Products in Data Processing
SAP is founded in 1972 by five people.

Wellenreuther
Hopp
Hector
Plattner
Tchira

These employees presented their idea to IBM

who in turn refuse to research & develop their
product.
 S.A.P.
R/2 is a SAP AG mainframe solution and
was first compact software package for the
whole spectrum of business applications.
In R/2 we have got two layer concept

1st Layer PRESENTATION LAYER

2nd Layer APPLICATION LAYER

DATABASE LAYER

** R : Stand for Real Time

R/2 : Real time Two Tier Architecture
 S.A.P.
R/3 is SAP integrated software solution for
client/server and distributed open systems.
R/3 meets the needs of a customer from the small
companies to multi-billion dollar companies.
In R/3 we have got three layer Concept

1st Layer PRESENTATION LAYER

2nd Layer APPLICATION LAYER

3rd Layer DATABASE LAYER

R/3 Real Time Three Tier Architecture
SAP R/3 works in Three Servers
• 1. Development Server : For development
of SAP package
• 2. Quality Server (Testing) : For Testing
Purpose
• 3. Production Server : Live Server where
the company will run their business after
Go-Live.

• The data and setting transferred from one

server to other through TRANSPORT
REQUEST.
 Streams in SAP

S A P R /3

T E C H N IC A L F U N C T IO N A L
 Streams in SAP

T E C H N IC A L

P ro g ra m m e r A d m in i s t r a t o r

A B AP / 4 B A S IS
 Streams in SAP
F U N C T IO N A L

F in a n c e H u m a n R e s o u rce L o g is tic s

F I - F in a n c e P e rs o n n e l M a n a g m e n t S D - S a le s & D is tr ib u tio n
C O - C o n tr o llin g P a y r o ll P P - P r o d u c tio n P la n n in g
T R - T re a s u ry T im e m a n a g e m e n t M M - M a te r ia l M a n a g e m e n t
R e a l E s ta te M a n a g e m e n t W M - W a re h o u s e M a n a g e m e n t
 ABAP
ABAP stands for Advanced Business
Application Programming / 4th Generation
Language

ABAP/4 cannot run directly on an

operating system. It requires a set of
programs to load, interpret, and buffer its
input and output.
 BASIS
BASIS similar to an operating system for R/3.

It provides the runtime environment for

ABAP/4 programs. Basis is essential to run
ABAP/4 programs.

It is a collection of R/3 system programs that

present you with an interface.
Introduction
to
Human
Resource
Management
• Every company is made up of functional
units, for example, Logistics, Accounting
and Human Resources.
• The R/3 system modules offer a software
solution to cover all of a company’s
business procedures.
• The HR Module enables you to manage
all the company’s human resources.
 INTRODUCTION
 ‘HUMAN RESOURCES MANAGEMENT’ IS ALL ABOUT,

 GETTING THE PEOPLE

 PREPARING THEM
 ACTIVATING THEM
 KEEPING THEM

 SAP – HR MODULE COMPONENTS TAKES CARE OF

THESE HR PROCESSES TO EFFICIENTLY MANAGE
ALL THE NEEDS OF A COMPANY’S HUMAN
RESOURCE AREA.
 Different Modules under
Human Resource
Organizational Management (OM)
Personnel Administration (PA)
Time Management (TM)
Payroll (PY)
Recruitment (RC)
Personnel Development (PD)
Training & Event Management (TE)
Personnel Cost Planning
Benefits
Structures in HR
Enterprise Structure
• The highest level in the system is the
“Client”. The client is identified by a
unique 3 figure alphanumeric code.
• The various “companies” belonging to a
client are represented in the R/3 system
by “Company codes”.
Company Code is a
financial Statement,
where company draws
its Balance Sheet and
Profit & Loss Accounts
• The separate divisions within a company
code, are referred to as a ‘Personnel Area’.
 Functions of Personnel Area
The Personnel area has the following functions :
The Personnel area is a selection criterion for
evaluations.
The personnel area is an entity for
authorization checks.
Personnel areas must be uniquely assigned to
Company Codes.
We can use the Personnel area to generate
default values for data entry, for example, for the
Payroll area.
The Personnel area is assigned to only one Company
Code.
Personnel Structure
• There is another organizational
structure that has direct
implications for the HR Module –
the personnel structure.
• Employees are assigned to the following
organizational units within the personnel
structure: an ‘Employee Group’, an
‘employee subgroup’, and a ‘Payroll area’.
• Employee group is further sub-divided
into Employee subgroups.
• The two character code for each
“Employee subgroup” can, for example,
be used to determine the type of wage
calculation to be applied.
• In addition each employee will be
assigned an ‘Organizational Key’. All
these together enable you to define each
employee uniquely within the system.
• The employees that are paid at the same
time are grouped into a payroll areas.
• The “Organizational Key” can be
compiled from different parts of the
company and personnel structure.
• The flexibility of the Organizational key enable
you to use it to expand or limit each user’s
access to parts or functions within the system.
Organizational Structure
Organizational Structure
Structure
 Define Company

1
4 5
Copy Company Code

Fill Company’s
details

2
Double
Click
 8 9 Edit Company Code Data

3
Click Copy This screen
button (2nd) appears
4
10
5 Enter Company
code (existing
from system)

6
Enter Company
7
code (New
company code
Edit Company Code Data
14 15

Amend the
company’s name
Click the and details
Company 13

12

Click Position
to find out the
newly created
CO Code
11
 Personnel Area
4 5

3
Enter Personnel
2 Double Area
click
Personnel Sub-area 5 6

2
4
Create Personnel
3 Sub Areas
Enter your
Personnel Area
 Employee Group 3 4

2
Click New
Entries and
create
Employee
Group

1
 4 5
Employee Sub-Group

Click New
Entries and
create
Employee
Sub Group

2
 6 7
Assign Company code to Company

2
Enter your
1 Company code
3
Assign
Company
5

Select

4
 Assign Personnel Area to Company Code

2
Enter your
Company code
3

4
Select
1
 Assign Employee subgroup to Employee Group
6 7

Enter Country
Grouping
5

1
 5 6
Assign Employee subgroup to Employee Group

Enter EE Group, EE
Subgroup
Click in front of your
2
country’s name

3
Organizational
Management
 ORGANIZATIONAL MANAGEMENT
We can maintain Organizational Plan
in Organizational Management using
several different User Interfaces :
1. Organization & Staffing
2. General Structure
3. Expert Mode
4. Simple Maintenance
5. Matrix
6. Manager’s Desktop
7. Manager Self - Service
Organizational Management is
based on Object oriented design,
that is, each element in an
organization represents a
standalone object with individual
characteristics. These objects are
created and maintained individually.
They are then linked together using
Relationships.
We can create additional Object
Characteristics. This provides
additional information for other
components, evaluation, and so on.
All Object Characteristics
(existence / relationships /
characteristics) are maintained in
INFOTYPES.
 Basic Objects
 Object types used in Organizational Management are:

• Organizational unit  O
• Jobs  C
• Position  S
• Person  P
• Cost center  K
• Work center  A

 Syntax used to identify a relation between two objects is

A/B 000.
•A Passive side
•B Active side
 Before we create an
Organizational Plan, we
must understand how the
Organizational Management
Objects and relationships will
best represent the structure
of the Organization.
 Organizational Plan
1. Organizational Structure
OO
2. Reporting Structure
Evaluation Path
O  O, O  S, S  C, S  P
3. Staff Assignments
OSP
 Planning in
Organizational Management
• Plan Versions : 

Plan versions allow to depict

alternative plans in the system.
However, only one plan version
can be integrated.
 OM - INTEGRATION

• PERSONNEL ADMINSTRATION
• TIME MANAGEMENT
• PAYROLL ACCOUNTING
• PERSONNEL DEVELOPMENT
• RECRUITMENT
• TRAINING & EVENT MANAGEMENT
Integration between OM and PA
Model Structure
Reporting Structure
Organization Management

Simple Maintenance
OM : Simple Maintenance

Enter Abbr, Name of the

Company and Validity period
Organizational Management

3 Create Organizational units

1 (different department) under
root organization
Select the 4
Organizational unit

10
6
9
5
Select the Organizational
8 Create
Unit to create sub 7
Organizational Units
departments under it.
(Sub-departments)
Organizational Management

Enter Abbr and

3 name of Job
2 1
Enter Abbr and name
of Position
4 5

Example :
Job :
Manager 7
8
Job is displayed which shos the Double click the
Position : Position
relationship between Job and
HR Manager
Position
Organizational Management
2
To search the
name already in
3 the system
1

5
4
7
Select the name from Person has been
the list assigned to position
Personnel Administration (PA30)
To assign the person to
position , we can hire
The person to fill up the
Position already created
In the Organizational
Management

2
Personnel Administration (PA30)

Enter Reason of
3 Action. E.g. :
1 New Hire

7
Enter Per
Sub Area
4

Enter Position (which already

created in the OM), PA, PSA,
EG, ESG (created in Enterprise
Structure)
5
Check the details of 6 Enter Payroll
position Area
Personnel Administration (PA30)
Enter Personal
Enter the Personal
3 details of Employee
details of family
member (Spouse)
1

4
5

2
The entry in this field will run “Dynamic
Action”. The system will automatically display
the family member IT21 for filling the details
Personnel Administration (PA30)

Check the
1 Infotype which 3
are newly
Enter the Address of created for the
Emploee employee.
(Ticked one)
Personnel Administration (PA30)
To assign the Task to the Job
or Position, Select the Job or
Position

3 2

Find out the Task

1 Select the
desired task
4 6
7
To see the entry of newly hired
employee, go to PPOM_old.
See in the Staff Assignment, the
name has been assigned as a 5
holder of post underneath of the Task assigned
Position 8
Organizational Management
Reporting Structure within the
1 Same Organization Unit (which
Is visible in the same screen)

5
Organizational Management
Reporting Structure to different Organization

1
Select Main Menu 
Edit  Elevate 
General

Select the
position from
2 differnt
7 department

Different Organization 6
Units means different Select the
Departments within the Subordinate
Root Organization
Organizational Management

It shows the name of

positions subordinate
to the Chief

3
Select the
subordinates
Organizational Management
Select the
2 Organization Unit
1 (Root Organization)

Enter the Cost

Centre 5

6
Pay Structure
 Pay Scale Structure

• The Pay Scale structure is defined by the

following elements :-

Pay scale type

Pay scale area
Employee subgroup grouping for
collective agreement
Pay scale group
Pay scale level
Personnel Administration
An employee in the HR Master
data linked to a company
EMPLOYEE

PERSONNEL AREA

COMPANY CODE

COUNTRY GROUPING

CLIENT
• The recording and management of
personnel data is central to R/3 HR and
within that to the Personnel
Administration system – PA.
• Within SAP, these information units are
called “Infotypes”.
• The system uses a great many Infotypes
to store all the necessary data, each
referenced by a unique number and
name.
 Personal Data infotypes
Addresses (Infotype 0006)

Bank Details (Infotype 0009)

Challenge (Infotype 0004)

Personal Data (Infotype 0002)

Family/Related Person (Infotype 0021)

In SAP HR , all data is captured
in infotypes

• Infotype 0000-0999 - Personal Administration

• Infotype 1000-1999 – Organization Management

•
• Infotype 2000-2999 - Time Management

• Infotype 4000-4999 - Recruitment

• Infotype 9000-9999 - For Custom Development

When it comes to data, we can
do it to do the following :

• 1> create data ( in sap hr we do this by

creating new records )

• 2> view data ( by viewing the records

created)

• 3> maintain data ( by changing/deleting

records)
Overview - Personnel Processes

Leaving Rehiring

Increase in (1)
Employee
payments Hiring

(3) (2)
Deviations from the Organizational
work schedule reassignment

 SAP AG 1999
• Within any valid period, ‘Time Constraint’
are used to determine when and how
often a data record for a given Infotype
may exist.
• This is determined by which of the three
possible “Time Constraints” is allocated
to the data.
• Time Constraint 1 stipulates that at any
given point in the person’s employment,
one record, and only one record, must
be valid for the Infotype.
• Time Constraint 2 specifies that no more than
one data record may be present at any time
for the given Infotype. There may be gaps
between periods of validity (when no data
exists) but the records must not overlap.
• Time Constraint 3 stipulates that any
number of records may be valid at any
given time. There may also be gaps
between periods of validity. These
records do no affect one another.
Personnel Actions : PA40
• However, some tasks are more complex
and involve a number of different steps.
For example, when an individual is being
hired or is retiring. For such cases, the
R/3 System provides ‘Personnel Actions’.
• The Event based technique is designed
to ensure that you only process relevant
Infotypes and that none of the essential
Infotypes are forgotten.
 Hiring Action- A sample of offer letter

• "We are delighted to offer you the position (IT

0001) of ______. You will belong to ______
department (IT 0001). Your joining date will be
______(IT 0000) and you will be paid a salary of
______ (IT 0008). You will be paid monthly
allowances ______ (IT 0008 or IT 0014) and we
are also offering you a joining bonus of ______
(IT 0015). You will be eligible for annual leave of
______ days (IT 2006) and sick leave of ______
(IT 2006). You will be on a probation for six
months from the date of joining (probation date
& confirmation date in IT 0016). Your working
hours will be from ____ hrs to ____ hrs
beginning Monday to Friday (IT 0007) and we
look forward to your presence on date
______(IT 0016)......
 The important infotypes for
executing a hiring action
• 0000- Actions
• 0001- Organizational Assignment
• 0002- Personal Data
• 0003- Payroll Status (this is automatically maintained by
the sap system and not required to be maintained in the
info group for hiring)
• 0006-Address
• 0007-Planned Working Time (This should always be
maintained before infotype 0008 Basic Pay)
• 0008- Basic Pay
• 0009- Bank Details
• 0016-Contract Elements
• 0041- Date Specifications
• 2006- (For annual leave & sick leave)
Dynamic Action
Fast Entry
Personnel File
 Feature
• Features are objects those that
default values by quering different
enterprise, personnel or data
structure fields. It is shown as tree
structure and default the values.

• The two ways of maintaining

features are use T.code - PE03 or go
via IMG steps.
 Example of Feature
• Work Schedule Rule SCHKZ- IT0007
• Pay Scale Data TARIF-IT0008
• Wage Type Model LGMST-IT0008
• Administrator groups PINCH-IT0001
• Number Range Intervals NUMKR
• ABKRS is the feature that defaults payroll
area.
 RECRUITMENT
PROCESS FLOW

 CREATING VACANCY
 ADVERTISEMENT
 SCREEN APPLICANTS
 PERFORM APPLICANT ACTIVITY
 CORRESPOND WITH APPLICANTS
 HIRE APPLICANTS
Time Management
The Time Management component within the
HR module of SAP R/3, enables you to record
and evaluate all information relating to your
employees’ absences and attendances.
Because all components of HR are fully
integrated, the data recorded for Time
Management can be used within other HR
applications for example, for payroll
purposes without the need for re-entering.
The time management component of R/3
is linked very closely to the organizational
hierarchy of your company.
There are two types of recording :

1. Negative Recording
2. Positive Recording

It is also known as Negative Time

Management and Positive Time
Management.
There are two common methods of
recording an employee’s time data –
‘recording of deviations from an agreed
schedule’, or ‘recording deviations and
additionally recording all times actually
spent at work’.
How ever the time data is recorded it
must then be validated. This is done, by
the System, against a work schedule,
usually a monthly work schedule.
It is essential that you use the public
holiday calendar for all employees’
attendance and absences otherwise the
Payroll module cannot run correctly.
• When an automatic system is used, the
employee uses their card in the machine
and their actual clocking-in and –out times
are registered.
• The data from these ‘front-end’ terminals
is upload to the SAP System using
‘Infotype 2011 – time Events’. The System
then processes the data using an
evaluation program.
• The SAP System can also process time
data which is entered manually. In this
case Infotype 2002 – Attendances is used.
• You can use Infotypes to enter attendance
and absence data for individual
employees.
• The Fast entry option can speed up your
everyday asks by presenting you with a
single screen where you can enter
attendance and absence types for
different employees.
Methods of Entering Time Data

Fast Entry of Time Data

Absences
Absence quotas
Substitutions
EE remuneration information
Availability for duty
Overtime

Data entry on a fast entry screen

Manual preselection
Preselection using a report
Preselection using Ad Hoc Query

 SAP AG 1999

• Fast data entry enables you to create and maintain

the same infotype record for more than one employee
at the same time. There are four different methods of
entering data using Fast Entry.
• The List Entry function is available on a
number of time related Infotypes. It
enables you to enter data into several
records for one employee at a time.
• The Calendar Entry option enables you to
enter time data for a longer period than
usual and to see a graphical display of the
data.
• Once the time data for an employee has
been recorded it is evaluated against the
planned schedule.
• The evaluation program enables you to
perform error checks on the data.
Time Pairs

Calculate employee’s working time

Work schedule Time recording terminal

+
Early
Normal
Night

Planned time Actual time

Processing type S M

Time pairs

8:00 a.m. 5:00 p.m. 7:00 p.m.

 SAP AG 1999

• The R/3 System displays an employee's

working times in the form of time pairs
(start/end times).
Ref. (3) Deviations from the Work Schedule

Leave Overtime

Availability
for duty

Illness

Substitutions

 SAP AG 1999

• The deviation from the work schedule can be due to

leave, overtime, illness, substitutions. To ensure that
the correct amount of time are available, it is
important that they are entered in the system at the
right time.
 FLOW: CREATING WORK SCHEDULE

HOLIDAY CALENDER
.
CHECKING GROUPS WORK SCHEDULE CHECK PUBLIC
RULE HOLIDAY
CALENDER
DEFINE BREAK

DEFINE RULE FOR

VARIANT
GENERATE WORK
SCHEDULE
DEFINE DAILY WORK
SCHEDULE

DEFINE PERIOD WORK ASSIGN WORK

SCHEDULE SCHEDULE
• The evaluation program then processes the data
so that the time wage types can be passed to
the payroll. The time balances can now be
updated on a daily or periodic basis. The rules
and parameters for time evaluation are set when
the system is customized.
• A benefit of the integrated nature of SAP
is that this data transfer is seamless to all
users.
Payroll - India
R/3 India Payroll Process

Employee Benefits/Pay
EmployeeData
Data Benefits/Pay
Tables
Tables

Time
TimeManagement
Management

Payroll Simulation
Release/Start
Release/StartPayroll
Payroll

Calculate
CalculatePayroll
Payroll

Payroll
PayrollResults
Results

Payslip
Payslip Payroll
PayrollReports
Reports
 Process flow in India Payroll
INPUT CALC RESULTS OUTPUT

• Master data
• Time Data Cluster • Statutory Reporting
Gross Net
• Past Data • Earnings • Monthly
• Cumulations • Perks • RT • Half yearly
• Annual
• CRT
• Income Tax
• Prof Tax • Interfaces
• PF • FI/CO posting
• Recoveries • Bank transfer

• Payment of taxes
• Statutory payments

• Third party
payments
P a y r o ll

M a s te r d a ta

T im e d a t a C
C E

P a y r o ll
R e m u n e r a tio n
s ta te m e n ts

P a y m e n ts to v a r io u s
payees
P o s tin g to
A c c o u n tin g
 S AP AG 1999

• Broadly speaking, payroll is used to

calculate remuneration for work
performed by individual employees.
Calculation of W age Elements

Basic pay

Gratuities
Sickness

Nightwork W age elements

bonuses

Bonuses

Overtime
Leave
 SAP AG 1999

• An employee's wage elements are determined on the

basis of the individual wage types used in a payroll
period. Payments that may be included in the calculation
of remuneration are, for example, basic pay, bonuses,
vacation allowances, Christmas bonuses, and gratuities.
StatutoryandVoluntaryDeductions

Tax
Un employment
insurance

Wageelements
Loans

Pens ion
insurance
Check
xxxxxxx xxxx

Paymen to f
SAPAG1999
remuneratio n

• To determine the payment amount, statutory

and voluntary deductions, such as taxes and
social insurance contributions, are effected.
Overview - Payroll Organization

Monthly or Additional
weekly? date types
Which payroll year,
start, end of periods

Are assigned to Period Date

the payroll area and
parameters modifier

Payroll
periods
For every combination date
and
of period parameters modifier
Calendar for
cumulations
For every
payroll area there control record
exists a

Cumulation of wage
types for report purposes
Controls the individual
stages of payroll

 SAP AG 1999

• We must make some basic settings in

Customizing to be able to run payroll in
the SAP System.
Overview - Payroll Process

Legend:
Release payroll
Functions in menu
Release for payroll

Control record status

Start payroll
Release for payroll

YES
Run payroll ok?

NO

Exit Payroll Corrections

End of payroll Release for correction

Subsequent activities in
payroll Change master data

 SAP AG 1999

• During the payroll run, master data and time

data changes that affect the payroll past and
payroll present are not permitted.
 PAYROLL - PROCESS FLOW

•.
DATA FROM IMPORTS TO INPUT DATA FROM OLD RESULT
FILES TABLE TABLE OF PREVIOUS MONTH

SYSTEM PROCESSES

GENERATES PAYROLL
 PAYROLL ACCOUNTING

• PAYROLL AREA
A GROUP OF EMPLOYEES FOR WHOM PAY ROLL
SHOULD RUN TOGETHER

• PAYROLL PERIOD
EXACT PERIOD IN WHICH THE REGULAR PAY ROLL
IS CARRIED OUT

• PAYROLL DRIVER
The Payroll driver is an executable program that needs a
schema to run the payroll
 PAYROLL ACCOUNTING
• FILES: PAYROLL FILES CONTAIN DATA FOR PAYROLL
AND PAYROLL RESULTS
• TABLES:
– INPUT TABLES (IT)
– CONTAINS DATA THAT CAN BE EDITED. THE
TABLE EXISTS ONLY DURING PROCESSING
– OUTPUT TABLE (OT):
– CONTAINS RESULTS OF AN ACTIVITY.THESE
RESULTS ARE
– WRITTEN TO INPUT TABLE FOR FURTHER
PROCESSING
– RESULT TABLE (RT):
– CONTAINS RESULT OF THE PERIOD FOR
WHICH PAYROLL
– HAS BEEN RUN
 Indian Payroll Schema
• To run the payroll program, you require the
Indian payroll driver HINCALC0 and the Indian
payroll accounting schema IN00.
• The Payroll driver is an executable program that
needs a schema to run the payroll
• The payroll schema IN00 defines the sequence
of functions carried out by the payroll driver,
and ensures that the program gathers all the
data required to run payroll for an employee in
the specified payroll period.
• T.Code PE01 is used to edit the Schema
To run the payroll, we require a
payroll driver and a payroll schema.
The payroll schema defines the
processes carried out by the payroll
driver and ensures that the
program gathers all the data
required to run the payroll for an
employee in a specified period.
Retroactive Accounting

Payroll for
period 06
is complete C

Payroll past
CE

Period 03 Period 04 Period 05 Period 06 Period 07

Changes
to
HR master data

Retroactive accounting for previous periods, then the

current period

 SAP AG 1999

• If there are changes in HR master data in a

period for which the payroll has already been
run, the payroll must be run once again for this
period using the current values. This is known as
retroactive accounting.
Overview - Process Model and Process
Release payroll

Start process

Run
Run
payroll
payroll

Conditional
Conditional
Stop if some of the
breakpoint
breakpoint personnel numbers
contain errors

Simulate
Simulate
posting
posting run
run

Stop if payroll
Conditional
Conditional status is not
breakpoint
breakpoint
ended

Print
Print remuneration
remuneration Execute
Execute Pre.
Pre. program
program
statement
statement posting
posting run
run DME
DME

Display
Display the
the Transfer
Transfer Check
Check
documents
documents
 SAP AG 1999

• The process model is used to control the

payroll process and the subsequent
evaluation programs. The programs are
processed in a specific sequence.
Matchcode W

Control record
Personnel numbers with
errors

Payroll Correction Payroll Status (Infotype 0003)

Matchcode W is set for

Personnel number Payroll correction

00030500
00030502

 SAP AG 1999

• Matchcode W provides a list of all personnel

numbers in the selected payroll area that have
been rejected by the payroll run because of
incorrect data.
Repeating a Process

Start
Start Repetition
Repetition
(Run
(Run 1)
1) (Run
(Run 2)
2)

1 2 3 4
4

Process
Process
Step
Step 1
1 Process
Process "Incorrect"
"Incorrect"
Step
Step 1
1 employees
employees from
from
the
the previous
previous
1 2 3 4 run(s)
run(s)
4 3

Process
Process
Step
Step 2
2 Process
Process
Step
Step 2
2

1 2 3
3 4

Process
Process
Step
Step 3
3 Process
Process
Step
Step 3
3

1 2
3 4
 SAP AG 1999

• Only correctly processed personnel numbers

are transferred from one step to another.
• A process can be repeated at any time.
Off-Cycle Payroll Process

Absence
Absence
Absence
payment
payment Enter
absence
Off-Cycle Payroll
Advance
Advance Payroll period
payments
payments
Enter the reason and the date for which Select
with
with regular
regular
you want to run payroll. period Payment method
payments
payments Run
Run
0001 Holiday bonus Change payroll
Reason payroll
Advance
Advance Special payments payment
Date 06.12.2001 payments
payments with
with method
special Enter
special
wage type
payments
Run Payroll payments

Other
Other
payments
payments

 SAP AG 1999

• Payment of off-cycle such as bonus, advance

payment, which are not covered in the regular
payroll are processed in Off-cycle Payroll.
Overview - Posting to Accounting

Payroll HR
 Calculation of wages and salaries to be paid to employees
 Calculation of deductions and amount to be transferred to an employee

External accounting FI
 Consideration of personnel expenses
 Consideration of payables and resulting payments

Internal accounting CO
 Consideration of personnel costs to cost objects or as
overhead costs

 SAP AG 1999

• Posting payroll results to Accounting is one of

the subsequent activities performed after a
successful payroll run.
Posting in Financial Accounting

Expenses accounts Payables accounts Bank accounts

Wages & Salaries Salaries payable Bank clearing

1 2.950,- 2 2.600,- 2.600,- 1 2.600,- 2
350,- 3

Taxes payable
3 350,- 350,- 1

(1) Posting to accounting

(2) Payments to employee
(3) Posting tax payments
(4) ...

 SAP AG 1999

• Within Payroll, expenses are generated, which

have corresponding payables. These expenses
and payables are posted within Financial
Accounting.
Reporting
Ad Hoc Query

Org. Assignment

Field selection Birth

certificate

Selection result

Output Save

List
 SAP AG 1999

• The Ad Hoc Query is a simple and powerful aid for

evaluating data from Human Resources
Management.

• The Ad Hoc Query can be used for both master data

and recruitment.
 THANK YOU
Prepared By :
Anand Singh
SAP HR Consultant