1. Which are the sub-modules in SAP HR?

Following are the modules in SAP-HR —

 Recruitment -Personnel Administration

 Organization Management
 Personnel Development
 Training and Event Management
 Compensation Management
 Personnel Time Management
 Payroll
 MSS – Manager Self Service
 ESS – Employee Self Service

2. Describe the various structures in SAP – HR?

Structures are required to represent statutory, regional, and organizational

conditions in an organization. Following are three structures in SAP HR.

 Enterprise Structure – gives Information about the location of work on an

employee. It comprises of Client, Company Code, Personnel Area, and
Personnel Subarea
 Personnel Structure – gives information about the employees job
function. It comprises of Employee Group and Employee Subgroup
 Organizational Structure – gives relations between employee and his
corresponding departments or business unit. It comprises of
organizational plan, which includes Job, position, organizational unit etc.

3. What is an Infotype?
Individual Information such as last name, first name, DOB etc is defined in data
fields. Data fields are grouped into information units according to their content,
these information units are called Infotypes. Infotypes have names and 4 digit
keys.

For Ex. Infotype 0002 is for Personal Data, which stores Employees Full Name,
Date of Birth, etc.

An Infotype can have a sub-type.

Infotypes are classified as follows

 1000 – 1999 == OM related

 2000 – 2999 == Time related
 9000 and above Customer Specific

4. What Time Constraint 1 on an Infotype ?

Infotype with Time Constraint 1(TC 1) must be unique, i.e. only one valid record
can exist for a given period. There can be no gaps between the records. When
we add a new record to an Infotype with TC1, the system delimits the
overlapping record on the key date and adds new record

5. How can you maintain information for an Infotype?

To maintain information in an Infotype you could use –

 PA30 – Personal Administration Maintenance

 PA40 – Personal Actions

Alternatively, Fast Entry Screen.

6. Which Personal Actions have you performed on an employee?

 Hire
 Change Organizational Unit/Position
 Change of Pay
 Transfer
 Terminate
 Retirement

etc.

7. Where are payroll results stored?

Payroll results are store in PCL2 cluster, which can be accessed using the
transaction pc_payresult

8. What is Matchcode W?
Match Code 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. This
means that the payroll has not run for them successfully. Personnel numbers
are also included in Matchcode W if personnel data is changed in the correction
phase of the payroll run.

9. List the Time Related Infotypes that you have used?

 2001 – Absences
 2002 – Attenances
 2003 – Substitutions
 2007- Attendance Quotas
 0007- Planned Working Time

10. How would record time in your SAP HR system?

 Online by time administrators

 Separate time recording systems
 Cross-Application Time Sheet (CATS)
 Employee Self-Service (ESS) applications
 Customer systems with an interface to the R/3 System

1. How can you say that SAP HR is better than PeopleSoft HR?

SAP HR PeopleSoft HR

Various structures of data are allowed Limited structures of data are allowed

For restrictions, additional programming o

Restrictions on the employees data make it secure
modeling is to be done

It is dynamic in nature Only a few features are dynamic

2. What do you mean by Human resources?

These are basically the people that build up a workforce for a business or for an
organization and are mainly responsible for the successful accomplishment of many
important task. Depending upon the size and type of business, there can be more
or less human resources in an arena.

Human resources can also be referred to as labor, manpower, skills, or simply

people in an organization. 

3. Which structure in the SAP HR provides information regarding

the job functions of employees?
Personnel Structure

4. What do you mean by the term Fringe benefits?

These are basically the benefits that are provided to the employees of an
organization in addition o their salary or compensation. It is not always necessary
that they are provided directly in the form of salary. Generally, they are non-wage
compensation. The common examples of fringe benefits include:

1. Providing accommodation to the employee

2. Providing health benefits such as insurance
3. Income protection
4. Vacation
5. Profit sharing
6. Loan contribution 
7. Proving benefits to the family of employees such as education loans

5. What do you mean by the term rewards management?

It is basically a strategy with the help of which an organization makes sure that
workers who performed well in their responsibilities and tasks are rewarded in a
fair manner and are provided various benefits. The rewards can be in the form of a
gift, salary hike, promotion,

and so on.

There are certain benefits that can be assured by an organization with an effective
rewards management approach. The biggest one is they can simply motivate other
employees to handle their jobs reliably and easily. 

6. What are the various methods that can be considered when it

comes to recording time in the SAP HR machine?

This can be done with the help of any of the following methods:

1. By using cross application timesheet

2. By using time administrators online
3. By ESS application

7. Can you tell any one component of the rewards management?

It can be remuneration. The same can be considered as the tips and advice that are
offered to the workforce by the employer. It is not necessary always that all the
employees are provided the same tips and advice. This is generally done in
exchange for their services.

There are a number of future benefits that both an employee and an employer can
have from remuneration.

8. What is the significance of Organizational structure in the SAP

HR application?

This is basically the structure that is considered as very essential. It simply makes
sure of healthy relations among the employees and their departments. There are
some regular guidelines on which it is based on and can vary depending on the
nature and the type of a business.

SAP HR application enables users to make changes in the same structure and the
users are free to add a lot of information as per their needs. 

9. How SAP HR can be trusted for the recruitment and training of

the employees?

Both of these modules are very essential and simply enable an organization to get
results they also expect from their workforce. SAP HR tool is good enough to
provide information on what sort of training is to be provided to the employees and
how they can benefit them.

The tool can be trusted for its suggested approach which is based on the
employee’s performance and the weak portion.

10. Can SAP HR be trusted for dealing with discrimination?

Yes, it has several features for the same and there are many organizations who are
already utilizing it for the same task. 

11. What is Matchcode W?

Sometimes there is a need to access the personnel numbers in a payroll that are no
longer valid due to rejection by the payroll run. Matchcode W is used to make sure
that the rejected data is to run successfully again. This is done by making
appropriate corrections in the same.

The overall time taken for the same depends largely on the type of errors and how
they are generally addressed.
12. In SAP HR, what is the purpose of the module Organization
Management SAP HR?

It is basically an approach that is very beneficial for a business. As the name itself
indicates, the organization management module in the SAP HR simply makes sure
of handling all the complex tasks in a very reliable manner and the good thing is the
users are free to derive many additional benefits.

Tasks such as managing the relations, collaborating, time management, advising,

reporting as well as dealing with others can simply be accomplished with this
module and the good thing is users need not to worry about the bulk investments
for the same.

13. How would record time in your SAP HR system?

 Online by time administrators

 Separate time recording systems
 Cross-Application Time Sheet (CATS)
 Employee Self-Service (ESS) applications
 Customer systems with an interface to the R/3 System

14. Name a few sub modules in SAP HR?

Following are the modules in SAP-HR:

 Recruitment - Personnel Administration

 Personnel Development
 Training and Event Management
 Personnel Time Management
 Organization Management
 Compensation Management
 Payroll
 ESS - Employee Self Service
 MSS - Manager Self Service

15. What are the different structures in the SAP HR with which you
are familiar?

In most businesses, there is actually a need for different structures for the
successful representation of conditions related to the organizations, their policies,
as well as their implementation. The SAP HR simply provides the following three
important structures with the help of which the users are free to keep up the pace
simply.
  Enterprise Structure: It gives information about the location of work on an
employee. It comprises of Client, Personnel Area, Personnel Subarea and
Company Code
 Organizational Structure: It gives relations between employees and their
corresponding departments or business unit. It comprises the organizational
plan, which includes Job, position, organizational unit, etc.
 Personnel Structure: gives information about the employee's job function. It
comprises of Employee Group and Employee Subgroup

16. What are the responsibilities of a human resource department

of an organization?

All the tasks related to employee welfare and handling different aspects of
employment are the responsibilities of the HR department in an organization. The
department head has to compliance with the labor law and has to make sure that all
the employment standards are met in the organization.

Assuring administration and providing employees all the benefits is also the
responsibility of the same department. In addition to this, they are responsible for
dismissal, as well as recruitment of employees in the organization.

17. Which Personal Actions have you performed on an employee?

 Hire
 Change Organizational Unit/Position
 Change of Pay
 Transfer
 Terminate
 Retirement and etc.

18. Why it is important to determine the needs of the staff? How

SAP HR application is useful when it comes to the same

Staff often needs to be motivated for the successful accomplishment of their tasks.
For this, the first condition is to make them feel that all their needs would be
fulfilled. The fact is employees often made demands and it is not always necessary
that the management has to invest money in fulfilling the same.

Determining the staff's need is important because it simply enhances productivity

and enables the employee to perform all their tasks with dedication. Also,
determining the needs of the staff can simply help in marinating a secure and
healthy work environment in the organization/
The SAP HR tool has been equipped with some useful features with the help of
which a close eye can be kept on the departments and the way they are performing.
It offers a lot of useful information on the same such as reporting and documents
which provide information on the staffing.

The same can be utilized for determining the needs of the staff. Also, it has a lot of
dedicated features for this task.

19. What is Infotype and how it is of significant importance in SAP

HR?

SAP HR tool needs user’s data for accomplishing a few of its tasks such as record
keeping and marinating personal profiles. All the information about the employees
is generally grouped into small units and these units are recognized as Info units. In
SAP HR, they can have 4 digit keys.

Infotypes are classified as follows

1000 - 1999 == OM related

2000 - 2999 == Time related
9000 and above Customer Specific

20. What is PCL 2 cluster in SAP HR and how as a user you can
access the same?

It is basically a cluster in which the Payroll outcomes are stored. It can be accessed
with the help of a transaction PC simply. It’s not necessary that all the employees
are allowed to access the same. 

21. List the Time Related Infotypes that you have used?

 2001 - Absences
 2002 - Attendances
 2003 - Substitutions
 2007- Attendance Quotas
 0007- Planned Working Time

22. How can you define a processing class?

It is basically a characteristic of wage type that is considered for the purpose of

determining the way processing is done in the payroll run. It is a trusted approach
and is useful for providing favorable results in the payroll.
23. Can you tell me something about the Internal Payroll Process
and how it is beneficial?

The international Payroll process is used when then the employees are to be paid
more than their basic remuneration. This can be due to reasons such as paying the
bonus, rewarding, overtime salary, or any other special payments. 

24. Is there a need to restrict the data to be entered in the Payroll

area?

There is not always a need for the same. Generally, the employees are defined
based on other ethics and policies. 

25. In the SAP HR tool, what do you mean by the term

Authorizations?

These are the basic transactions that are given to the employees or the end users
for a defined time period. This is when the end users have to work on a special
assignment and have to access the concerned data. The authorization may or may
not be provided depending on the various factors.

The SAP HR tool simply makes sure of the reliability and addressability of the
various modules in a very easy manner.

26. What do you mean by the term TMSTA?

It is basically a link between payroll and Time Management. It stands for Time
Management Status. 

27. What do you mean by the term Go Live?

It is basically an approach when the users have to transfer the data from one server
to another. Generally, this is done between the development and the production
server. There is a need for the same due to various reasons that may not always be
enclosed by the organization.

28. In Payroll, how the employees can be grouped?

The common method is to group them based on the overall allowances which are to
be paid to them. This can vary depending on their pay structure and other benefits
that are usually given to them. 

29. What is Dynamic Action Feature in the SAP HR?

It is basically an approach to automate some basic tasks and features. The users can
consider it for multitasking. They are free to save a lot of time.

However, it is not necessary that all the tasks can be accomplished through
automation in SAP HR. Presently, it has a limited scope but SAP is working to
enhance its visibility in the coming versions.

30. What do you mean by the term Concurrent employment?

Concurrent employment is the situation when an employee is given an additional

charge. In other words it’s when an employee holds more than one charge in an
organization.

Generally, it is not always permanent and is considered only when issues such as
sudden resignations, death of an employee, or transfer takes place. Also, there are
conditions which the employees have to meet for this.

Q1) List The Various Components Of The Enterprise Structure In Systems,

Applications, And Products (SAP) In Human Capital Management (HCM)?       

Ans: The components of the enterprise structure in SAP HCM are given as

follows:

 Client
 Company code
 Personnel area
 Personnel subarea

Q2) What Is the Client In The SAP System?

Ans: In the SAP R/3 (R stands for Real-time) system, a client is an

organization and a legal entity. A client is positioned at the highest level
among all the organizational units. It contains the master data of various
business processes, such as customers, products, and vendors. A three-digit
number is used to represent clients in the SAP R/3 system.

Q3) What Is the Company Code?

Ans: A company code is a unique four-character alphanumeric code that

represents a legally independent enterprise.

Q4) What Is Personnel Area?

Ans: A personnel area is a subunit of the company code. It is identified as
an organizational unit representing an area in an enterprise, which is
organized according to personnel administration, time management, and
payroll accounting criteria. It is represented as a four-character
alphanumeric code. For example, the personnel area code for a corporation
is CORP.

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Q5) What Are Personnel Subareas?

Ans: A personnel subarea is a part of the personnel area, which can be

subdivided according to the geographical location or the strategic line of
business. It is represented as a four-character alphanumeric code. For
example, if the branches or locations of an organization are defined as
personnel areas, then its departments, such as HR and ADMIN, are the
personnel subareas of the organization.

Q6) What Is SAP HCM Workflow?

Ans: The SAP HCM Workflow automates business processes and assigns

tasks to appropriate persons at the right time.

Q7) What Do You Mean By Infotypes In SAP HCM?

Ans: Infotypes are referred to as system-controlled characteristics of

employees. Information related to an employee is stored in the form of
Infotypes.

Q8) which are represented by a four-digit numeric code given as follows:

Ans: 

 0000 for actions

 0001 for organizational assignment
 0002 for personal data
 0003 for payroll status

Q9) What Are Features In SAP HCM?

Ans: Features are decision trees customized in the Implementation Guide
(IMG) screen in SAP HCM that are made up of technical fields whose values
are defaulted in the easy access.

Q10) How Do You Hire A New Employee?

Ans: A new employee is hired with the PA40 transaction code. After that, all
the Infotypes are maintained for the employee by using the PA30
transaction code.

Q11) What are the three administrators?

Ans: The three administrators are :

 Personnel Administrator  
 Payroll Administrator
 Time Administrator

SAP HCM Interview Questions On Time Management

Q12) How does any company use an organizational plan?

Ans: The company organization structure and reporting structure are

represented through the organization plan. The active plan version is the
current plan version and the other plan versions are considered as various
planning Stages. Used for manpower planning. Normally plan version"01" is
always made the active plan version.

Q13) What is an evaluation path?

Ans: An evaluation path describes a chain of relationships that exists

between individual organizational objects in the organizational plan.

You can maintain evaluation paths on img -> Personnel Management -

>Organization Management-> Basic Settings-> Maintain Evaluation
Paths .

Q14) What is the difference between a job and a position?

Ans: Job is not concrete, it is generic. (Eg: Manager, Assistant Manager,

Consultant). Positions are related to persons. The position is concrete and
specific which is occupied by Persons. (Eg: Manager – Finance, Consultant –
SAP HR).

Q15) What are Dynamic Actions? Give a few examples?

Ans: Dynamic actions when triggered by the system. They are the result of
some personnel actions. If changes are made (personnel action) to the
personnel data of an info type, then has an effect on the data of a second
info type, the system automatically displays the info type. One of the main
purposes of the dynamic action (of the system) is to have consistent and
coherent data. These actions are started automatically by the system, unlike
the Personnel actions which you start by yourself. The best example is when
an action is carried out like hiring; it needs to populate a set of info types.
In the initial entry of details in info type 0000 is personnel action. Then the
system automatically displays the next info types- which are the result of
dynamic action.

Q16) What is the difference between Indian and US Payroll?

Ans: Does each of them have their own ITs and the taxation differs? Yes,
since the Benefits are more important in the US. In the US unemployment
tax will come. Garnishments will come, Residence taxation, Work tax, and
others.

Q17) How can we evaluate wage types indirectly?

Ans: You must define the characteristics of the wage type to be evaluated

indirectly. To do this, go to the IMG under Payroll *: Reimbursements,
Allowances, and Perks ® Maintain Wage Type Characteristics.

In this activity, if the wage type has to be Indirectly Evaluated, you must first
assign INVAL in the Indirect eval. module field.

Then, you must assign the Module variant(A, B, C, D) for the wage type.
Now when you populate the Basic Pay infotype (0008), the configured wage
types will get defaulted, and those wage types configured for INVAL will
also have their amounts defaulted.

Q18) What ways are there to perform pay scale reassignment?

Ans: You can reassign the pay scale to any position through position
maintenance(PO13). Go to change planned compensation and reassign the
pay scale to the desired position.

 Simple and extended pay increases

 Simple Standard Pay Increase
 Go to reporting. In the Program field enter report RPU51000.
 The selection screen for the report is displayed.

In the PayScale Group, Pay Scale Level, and Wage Type fields, enter the
employees who should receive a standard pay increase. Enter the date from
which the Customizing settings should be changed. In the Increase and
Rounding sections, enter the necessary data, for example, an increasing
amount or an increased percentage rate.

The amount of the indirectly valuated wage types is adjusted according to

the data in the Customizing settings. No new infotype records have been
created in the Basic Pay infotype (0008).

Extended Standard Pay Increase

In the Program field enter report RPITRF00.In the Selection section, enter
the selection criteria you want to use to effect an extended standard pay
increase.

Choose Batch Input.

If you do not select Batch Input, the pay scale reclassification will only be
simulated. A results log is displayed, that you can evaluate as required. If
necessary, enter the pay scale structure for which you want to effect a
standard pay increase.

Process the batch input session.

The payments for the selected employees have been adjusted in

accordance with the data specified in Customizing. New infotype records
have been created in the Basic Pay infotype (0008).

Q19) What is the employee subgroup grouping for primary wage types used
for?
Ans: You can use these groupings to specify which wage types may be
entered for which employee subgroups.

Q20) Through which T-Code you are able to create a remuneration statement?

Ans: PC00_Mxx_CEDT (xx - denotes the molga for a country).

Q21) How can you define default wage types for the Basic Pay Infotype?

Ans: The system can suggest a default wage type for basic pay (IT0008), to
do this appropriate wage type must be included in a wage type model.
Here you define the default wage types and the sequence of how they
should appear in the infotype Basic Pay and whether you can overwrite the
defaulted wage type or not.

Personnel Management -> Personnel Administration -> Payroll data -

> Basic Pay -> Wage Type ->

Revise Default Wage Types After setting the wage type model, the LGMST
feature needs to be defined. Feature LGMST has two return values: firstly,
the maximum number of wage types that can be entered in the Basic Pay
infotype (IT0008), and secondly, the wage type model the system is to use,
which was defined above. To access feature LGMST use following SPRO
path or transaction PE03.

SPRO: Personnel Management -> Personnel Administration -> Payroll data ->
Basic Pay -> Wage Type -> Enterprise Structure for Wage Type Model

Q22) In which feature, default wage type is defined for Basic Pay Infotype?

Ans: LGMST

Q23) How does the system know when to trigger retroactive accounting for a
particular employee?

Ans: Retroactive accounting recognition consists of four steps:

If you edit an infotype that is relevant to retroactive accounting, the system

enters the start date of the changed infotype record in the following fields
of infotype 0003 Payroll Status:
     Earliest MD change (earliest master data change since last payroll
run)
    MD chng.bonus (earliest payroll-relevant master data change
(bonus)). This field is only displayed for specific country groupings, it
is not displayed for all personnel numbers.

During the next regular payroll run or correction run (off-cycle payroll type
B), the system determines whether the data in the Earliest MD change and
(if applicable) MD chng. bonus fields come before the date in the
Accounted to the field.

If this is the case, the system performs retroactive accounting. It starts with
the payroll period in which the data entered in the Earliest MD change and
MD chng. bonus fields occur. The system recalculates all payroll periods
that lie between the date in the Earliest MD change and MD chng. bonus
fields and the date in the Accounted to field.

The system deletes the date in the Earliest MD change and MD chng.bonus
fields.

Q24) What activities are possible when the payroll control record is set to
“Released for Payroll”?

Ans: If you choose the function Release Payroll from the menu, you are
prevented from changing infotype data records if such changes affect the
past or present. This lock applies to the personnel numbers included in the
payroll area concerned. Changes that affect the future are still permitted.
You must execute this function in the menu before starting the payroll. If
the status of the payroll control record was previously Exit Payroll, the
Release Payroll function also has the effect of increasing the period in the
payroll control record by 1.

Q25) Can a posting run be deleted?

Ans: Yes, It can be reversed before the Bank transfer. Once the transfer is
done the payments need to be adjusted in the next payments.

Workday HCM Interview Questions and Answers

Q26) Difference between PCR and CAP?

Ans: The difference between PCR and CAP is mentioned below:

PCR - The Personnel Calculation rule allows how one wage type is to be
processed in different ways in payroll accounting.

CAP - CAP is a Collective Agreement Provision based on which the different

groups of Employees are eligible for different kinds of pay scale structures
and benefits and so on. CAP is based on the following components :

 Payscale type
 Payscale area
 Employee subgroup grouping for CAP
 Pay Scale Group and Pay Scale Level

An employee subgroup grouping for collective agreement provisions

combines subgroups that are governed by the same valid collective
agreement provisions. A provision in a specific labour law regulation within
the collective agreement.

Q27) The naming convention for wage types

Ans: The following naming conventions are used for wage types:

 /0** – valuation bases

 /1** – cumulation of the gross amount
 /2** – averages
 /3** – country-specific, usually for social insurance
 /4** – country-specific, usually for tax
 /5** – legal net
 /7** – wage/salary plus ER shares
 /8** –  factoring
 /84* – cost accounting
 /A** – outgoing wage types in the retroactive accounting period
 /Z** – incoming wage types from the previous period

Q28) Do you know in OM -> copy plan version?

Ans: To copy the plan version use the Tcode: RE_RHCOPL00.

This report is only for copying objects from one plan version to another
plan version to keep updated structures Always only one plan version
would be active which is current. This report does not help to copy any
master data.

Q29) Can a posting run be deleted?

Ans: Yes, It can be reversed before the Bank transfer. Once the transfer is
done the payments need to be adjusted in the next payments.

Q30) What activities are possible when the payroll control record is set to
"Released for Payroll "?

Ans: When you set the status to Released for payroll you cant make any
change to master data. It's actually released for payroll.

Q31) Is it possible to branch directly from the payroll log to master data and
time data maintenance?

Ans: Yes, you can go in separate sessions.

Payroll Results

Q32) How do you post the payroll results to FICO?

Ans: I created one symbolic account and assigned the same to Salaries GL
Account and then completed the other configuration steps needed to
complete the procedure.

However, when I tried to run the simulation for posting to FICO, I got the
message “Document is not generated”.

If you have selected “Output Log” at the beginning of your configuration

procedure, it will tell you at the bottom part what went wrong.

Deduction Wage Type:

We have a deduction wage type displayed in the window of our payslip that
shows a negative value. This causes problems and we have tried several
measures to correct this including conversion rule 16 for our wage type in
the same window but so far, without any success. How can we correct or
delete the negative sign?
You can review OSS Note 406977. This is a collective note of issues with
RPCEDTx0 with examples of problems and solutions.

Payroll Simulation

Q33) How do I correct the payroll simulation entry and check the correctness of
our master data? What if one hundred employees get rejected due to error 167-
process health plans? What does the following error mean: “No entry for plan
DENT/cost variant. FMDN/key////x00000000000000” ?

Ans: You should check for the cost element associated and the validity of
the cost rule for this plan. To do this, check your configuration under
Benefits>Plans>Health Plans>Define cost variant and define cost rules.

Q34) Why is the system not picking up the values changed this month by
default during payroll simulation? However, when I tried last month’s retro
date, it picks up correctly. How can this issue be corrected?

Ans: You can check the “Earliest MD (master data) change” date on infotype
0003. If you have done that already and payroll simulation still doesn’t
function by default, then there is a problem with your infotype and/or wage
type retro settings. Check table T582A.

Single Payroll

Q35) Is it possible to configure a single payroll to pay an individual in multiple

currencies?

Ans: No. The system can be configured to play in multiple currencies but

not to pay an individual in multiple currencies.

 IT0015

Q36) I need to capture a reason in the "additional payment" IT0015. The reason
code is “save” in this infotype. I tried to capture for reason an Example to
ADDWT 9999 if Reason ADDWT9998. How can I check the reason in IT0015 for
accuracy?

Ans: You can try using this to start with: ‘TABLE P0015 > VARGB PREAS’

Then, use the variable key to define different reasons.

Q37) Which characteristics does a day with day type 1 have?

Ans: Its OFF and Paid

Q38) How does the system know when to trigger retroactive accounting for a
particular employee?

Ans: You have to mention the retroactive accounting date in IT 0003 in the

relevant field. Otherwise, it will take the earlier hiring date.

Q39) Is it possible to branch directly from the payroll log to master data and
time data maintenance?

Ans: Yes you can go in separate sessions.

Q40) What Do You Understand By Personnel Structure?

Ans: Personnel structure is defined as the structure of employees in an

organization. It comprises employee groups and employee subgroups. The
employee group allows you to divide employees into groups and define
their relationship to the enterprise.

Following are some important organizational functions that can be

performed using an employee group:

Creating default values when data is input, such as creating default values
for the payroll accounting area or basic pay of the employee Creating
criteria of selection to be used during evaluations Creating a unit to be
used for authorization check.

Q41) What Is Shift Planning?

Ans: Shift Planning is a component of Personnel Time Management. It is

used to plan the shift time and location of the employees according to their
qualifications and the number of job requirements. The document used to
record this information is called a planned shift document, which is also
known as a roster.

As an employee, what are functions you have

performed?
 Hiring
 Altering the Organizational Unit/Position
  Making changes in pay
 Transferring the staff
 Terminating
 Retirement

Where are payroll results stored?

Payroll results are stored in the PCL2 cluster. It can be accessed using the
transaction pc_payresult.
What process do you follow to hire A New Employee?
A new employee is hired using the PA40 transaction code. Once that is done, all
the Infotypes are managed for the employee by using the PA30 transaction code.

What are the uses of the simple maintenance

interface?
Simple Maintenance is used when there are changes needed in the staff
assignments and reporting structure. It consists of three main areas which have
particular maintenance functions- organizational structure, staff assignments or
task profiles. Simple maintenance applies a tree structure. It helps in developing a
basic framework for organizational plans through systematic procedures.

How can one record time in the SAP HR system?

 Online using time administrators
 Separate time recording systems
 Cross-Application Time Sheet (CATS)
 Employee Self-Service (ESS) applications
 Customer systems with an interface to the R/3 System

What do you mean by INTERNAL PAYROLL

PROCESS?
It is the program run at a specific point in time. It calculates an employee’s basic
pay, any special payments, overtime payments or bonuses and such.
What is the difference between a job and a
position?
Job is a generic term. (Eg: Manager, Assistant Manager, Consultant).
Position on the other hand is specific or concrete and is related to the person. It is
occupied by a respective person. (Eg: Manager – Finance, Consultant – SAP HR).

What are the three administrators ?

These are:

 Personnel Administrator 
 Payroll Administrator
 Time Administrator