Here we have mentioned most frequently asked SAP HR/HCM Interview Questions and Answers specially for freshers and experienced.
1. Which are the sub-modules in SAP HR?
Ans:
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?
Ans:
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?
Ans:
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 ?
Ans:
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?
Ans:
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?
Ans:
Hire
Change Organizational Unit/Position
Change of Pay
Transfer
Terminate
Retirement
etc.
7. Where are payroll results stored?
Ans:
Payroll results are store in PCL2 cluster, which can be accessed using the transaction pc_payresult
8. What is Matchcode W?
Ans:
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?
Ans:
2001 – Absences
2002 – Attenances
2003 – Substitutions
2007- Time Quotas
0007- Personnel Work Schedule
10. How would record time in your SAP HR system?
Ans:
We can record time using one of the following methods
-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
11. 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
12. What Is 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.
13. What Is Company Code?
Ans:
A company code is a unique four-character alphanumeric code that represents a legally independent enterprise.
14. What Is Personnel Area?
Ans:
A personnel area is a subunit of 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.
15. What Are Personnel Subareas?
Ans:
A personnel subarea is a part of 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 area, then its departments, such as HR and ADMIN, are the personnel subareas of the organization.
16. What Is SAP HCM Workflow?
Ans:
The SAP HCM Workflow automates business processes and assigns tasks to appropriate person at the right time.
17. What Do You Mean By Infotypes In SAP HCM?
Ans:
Infotypes are referred to as system-controlled characteristics of employees. Information related to employee is stored in the form of Infotypes,
which are represented by a four-digit numeric code given as follows:
0000 for actions
0001 for organizational assignment
0002 for personal data
0003 for payroll status
18. 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.
19. 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.
20. What are the three administrators ?
Ans:
The three administrators are :
Personnel Administrator
Payroll Administrator
Time Administrator
21. How does any company use an organizational plan?
Ans:
The company organization structure and reporting structure is 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.
22. 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 .
23. What is the difference between a job and a position?
Ans:
Job is not concrete, it is is generic.(Eg: Manager, Assistant Manager, Consultant). Positions are related to persons .Position is concrete and specific which are occupied by Persons. (Eg: Manager – Finance , Consultant – SAP HR).
24. What are Dynamic Actions? Give few examples?
Ans:
Dynamic actions when triggered by the system. They are result of some personnel action. 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 a 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 next info types- which are result of dynamic action.
25. 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 which are more important in US. In US unemployment tax will come. Garnishments will come, Residence taxation, Work tax and others.
26. 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.
27. What ways are there to perform pay scale reassignment ?
Ans:
You can reassign 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 Pay Scale 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 increase 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).
28. 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.
29. Through which T-Code you are able to create a remuneration statement?
Ans:
PC00_Mxx_CEDT (xx – denotes the molga for a country)
30. 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 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 wage type model, 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
31. In which feature, default wage type is defined for Basic Pay Infotype?
Ans:
LGMST
32. 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 date in the Earliest MD change and (if applicable) MD chng.bonus fields comes before the date in the Accounted to field.
- If this is the case, the system performs retroactive accounting. It starts with the payroll period in which the date entered in the Earliest MD change and MD chng.bonus fields occurs. 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
33. 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.
34. 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.
35. Difference between PCR and CAP?
Ans:
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 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 :
- Pay scale type
- Pay scale area
- Employee subgroup grouping for CAP
- Pay Scale Group and Pay Scale Level
An employee subgroup grouping for collective agreement provisions combines subgroups which are governed by the same valid collective agreement provisions. A provision is a specific labor law regulation within the collective agreement.
36. Naming convention for wage types
Ans:
The following naming conventions are used for wage types:
- /0** – valuation bases
- /1** – cumulation of 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 retroactive accounting period
- /Z** – incoming wage types from the previous period
37. Do you know in OM -> copy plan version?
Ans:
To copy 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.
38. 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.
39. 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. Its actually released for payroll.
40. 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.
41. How does the system know when to trigger retroactive accounting for a particular employee?
Ans:
You have to mention the retro active accounting date in IT 0003 in the relevant field. Otherwise it will take the earlier hiring date.
42. Is it possible to branch directly from the payroll log to maser data and time data maintenance?
Ans:
Yes you can go in separate sessions.
43. Explain the uses of the simple maintenance interface?
Ans:
Simple Maintenance is used when Staff assignments and reporting structure are to be changed. There are three main areas in Simple Maintenance. Each area contains particular maintenance functions, depending on whether you want to edit organizational structure, staff assignments or task profiles. For Organizational Management users, Simple Maintenance is best used to establish the basic framework in organizational plan development. For complete, detailed editing of individual organizational objects in your organizational plan (editing particular positions or organizational units, for example), we recommend that you switch to Info-type Maintenance. Simple maintenance uses a tree structure, which allows you to create a basic framework for organizational plans, using streamlined procedures. In this way, we can create an organizational and reporting structures step by step.
44. What is the use of INFOGROUPS?
Ans:
The infotype group (commonly known as infogroup) guarantees that during the personnel action, all information needed for the business processes is stored. The infogroup is processed when you perform a personnel action. – An infogroup exists in the standard system for every personnel action type. – In Customizing for Personnel Administration, you can tailor the make-up of the various infogroups to the requirements of your company. – You can define infogroups as user-group dependent. Infogroups are used in Personnel Actions to define a set of sequencial infotypes that you would be using while performing an action. For example, when you hire, you would want to use IT0000,0001,0002,0006,0007,0008 etc in a sequence- in a particular order. So define an Infogroup for this purpose which contains all these infotypes, their order of execution and the user groups it is applicable for. Then you assign this infogroup to the action that you had defined.
45. What is PROCESSING CLASS, where we do them and why?
Ans:
Wage type characteristic that determines how processing is conducted during the payroll run.
46. What is EVALUTION PATH, where do we do it and why?
Ans:
A chain of relationships between objects in a hierarchical structure. for eg. O-S-P(Organization->Position->Person).
47. What is INTERNAL PAYROLL PROCESS?
Ans:
Payroll process(program) is run at a specific point in time, not only to calculate an employee’s basic remuneration but also any special payments, overtime payments or bonuses that must be effected for the period in question.
48. What is meant by payscale structure? How did you configure payscale structure? (I said I created various payroll areas and defaulted them using the feature ABKRS. Seemed he was expecting more than this from me.)
Ans:
Pay Scale Structure means creation of Payroll area , Pay scale type,area, group and levels with EmpSub group grouping for PCR & CAP’s.
49. How do you import payscale data from non SAP to SAP? (Somebody told me that there’s a tool called LEGACY to transfer non SAP data to SAP. I said the same. Is it the same for payroll also? He wanted a clearer explanation of how I did it.
Ans:
Yes you have to say from which transaction code you are transfeing data from Non SAP in to sap.
50. How to assign a person two different pers no.s and allocate him two different comp. codes and generate a single invoice? Suppose for a person I have to pers no.s A and B. I want to send him to one company in the morning and the other in the noon. How should I do this. (I only know one person can be given more than one position by giving percentage in OM. I said that this process is concurrent employment.)
Ans:
No, even with Concurrent employment also it is not possible to assign two personnel numbers for one person. You can assign him to work wih two Personnel ID Numbers with the same number and make invoice.
51. What is meant by a schema? (I said I’m only aware that it is a set of rules which is copied and renamed, but never worked on that.)
Ans:
No, you have to say him that schema is a set of instructions ( Programs ) madified as per requirements and its process is to collect the data as from all the defined instuctutions with sub schemas and PCR’s. As I was not authorised to work on them I know just the process of schemas only, (you should have said like this.)
52. How do you restrict the data to be entered in payroll area?
Ans:
No, data is entered in a payroll area , but the employees are defined depending on their payscale structure. If you are restricting any data to be entered for pay strcs this is for indirectly for payroll area.
53. What is meant by authorization? Did you ever work on it?
Ans:
Authorisations are the transactions given to the end users or the developers for only some areas to work, infotyopes, transaction codes, org units and others depending on the requirement of the client or the develping enterprise. Check this at PFCG tcode.
54. What is the difference between Indian and US Payroll. (I said each of them have their own ITs and the taxation differs.)
Ans:
Yes it correct and even you have to say about the Benefits which are more important in US. In US unemployment tax will come. Garnishments will come, Residence taxation, Work tax and others, you have to say it in broad way then only they can know that you are working, or confident enough.
55. How do you differentiate Tax for different countries?
Ans:
Taxation has so many use exits to be created which means it all happens only from the new versions which SAP Releases.
56. What is meant by slab? How is Indian slab and US slab? (He was talking about some %ages. I don’t know what they are. )
Ans:
Grouping of employees depending on their allowances and PERKS is nothing but Slab system and it also even comes for Professonal Tax.
57. What are Dynamic Actions? Give a few examples. What are the IT’s you used in them. (I know only Birth of Child action, and the IT’s used in it are Personal Data, Additional Payments)
Ans:
Dynamic actions which are triggered by the system. They are result of some personnel action. If you make a change (personnel action) to the personnel data of an info type that then has an effect on the data of a second info type, the system automatically displays the info type. One of the main purpose of the dynamic action (of the system) is to have a 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 you carry out an action lets say hiring, you need to populate a set of info types. Your initial entry of details in infotype 0000 is personnel action. When you do this system automatically displays next infotpes- which is result of dynamic action
58. What is Recruitment Cycle?
Ans:
Its is the complete process of recruitment right from identifying the vacancies displaying the same, notifying them, inviting the applicants, screening the applicants, interviewing them, selecting them, and recruiting them and appointing them(giving an organizational position in the organization— all theses processes constitute the recruitment cycles
59. What is IT 41 used for? How do I default IT 41?
Ans:
Date Specifications (Info type 0041). The following information is recorded in the Date Specifications info type (0041). The Date type specifies the type of information. A concrete Date type (specified by the user) is used in a series of reports, for example to evaluate an entry date that cannot be derived from the organizational assignment history but which is stored in the Date Specifications info type(0041). This info type can be used in payroll as well as for the leave program. The standard system contains twelve combinations of Date type and Date. If you require more than twelve date specifications for an employee at the same time, you can use time constraint 3.
60. What is Qualification Deficiency? How will you come to know that a Person does not have certain skills/qualificatio ns? (This was posed after I said that I worked on Training and Events also).
Ans:
Generally the required qualifications are stored in Required Qualifications (Infotype 5129). So any deficient qualifications can be viewed in this infotype.
61. Suppose the client wants me the vacancy to be displayed on a website as well as ESS. How should I do it? (I only know ESS means Employee Self Service, please explain about ESS also).
Ans:
Employee Self-Serviceenables employees to create, display, and change their own HR-related data in the Enterprise Portal generally related to. Benefits and Payments,, Working Time, Career and Job, Employee Search, Personal Data, Travel Management, Corporate Information and Life and Work Events. So the kind of data the employees can edit, change or delete depending upon the authorizations the employees (users and roles) have. The authorization to have access to the vacancies by employees is given, generally the vacancies will be displayed for all the employees i.e all the employees will have authorizations.
62. What is internal recruitment ?
Ans:
Internal recruitment is search for internal applicants. when you integrate with personal development, you can use profile match up which help to search for resources internally.
Also In recruitment it is represented by ‘P’ as Person and ‘AP” as external person.
63. What are problems generally faced while posting result to FICO ?
Ans:
Normally mismatching of amount get posted.
64. What is controlling area, what does it do, and how were is it assigned ?
Ans:
Controlling area is under of FI person which helps to set for costing purposes also based on thses fiscal variant is set.
65. What is the purpose of creating symbolic a/c, what is transaction code for same ? Can we assign one symbolic a/c to multiple wage types ?
Ans:
It depends upon your payrol requirement to create salary head like expense account etc.
66. What is REPORT VARIANT FOR OFF CYCLE ACTIVITIES, what do we do in this step ?
Ans:
Variant is to save all input field parameters. once you saved as a variant , you can use the same for future purposes.
67. If we have to create multiple positions, what method OR tool we can use to avoid errors due to creating them manually.
Ans:
You can create muliple position by LSMW or batch programs for the Tcode PP01 or PPOCE
68. What do is LANDSCAPE in SAP Project, I think its related to no. of servers used, Pls correct me if I am wrong, Or what it is ?
Ans:
It is related to Basis
69. What is the role of a administrator in PA ?
Ans:
To restrict access to Personnel administration based on PA/PSA.
Administrator: we come across for Personnel admininstration, Time management, and Payroll in sap .
Each admiinistrator is reponsible for each individual activity. You can get the name of the administrator in the pay slip so the employee for any clarification he can meet the responsible administrator (accessed through payslip)
This administrtor (is created in PA of PM) is responsible for recruitment.
70. What is golive actually ? What is the role of a functional consultant in it ?
Ans:
Go live is transfering of data from Development server to Production server.
Development —–> Quality server
In Quality you need to Unit, Integration testing, Once it is OK in Qulaity server,
Then you need
Development —-> Production
71. How to group employees for their allowances in payroll?
Ans:
Go to basic salary of india in Payroll india and group the employee first depending on the allowances to be paid and this is
applied for even differantiating the employees into groups depending on their pay structures.
72. In OM, how to get the details for group of employees (ex.) group of Drivers in the organisation?
Ans:
Drivers can be identified depending on their position at which they are working and you can have a different job codes for them who do you want to look into.
73. How is Time managment and payroll is integrated?
Ans:
TM MGMT and Payroll are integrated in ways are time data is collected from the info type 0007 and these hours are taken in basic as Number of hours worked or utilizwed, and even with time evaluation and last with schemas integration.
X000 schema carries xt00 and these data can be transfered between other modlues.
74. What are the other modules integrated with OM?
Ans:
OM contains all the modules to be integrated, depending client requirement it is done. As OM-PA, OM -RECT, OM-BENEFITS, OM-TRAINING & EVENT MGMT, OM – PD AND OTHERS.
CHECK THIS BY GOING TO IMG –> CTRL F AND GIVE INTEGRATION WITH OM )
CHECK ALL OF THEM , GO FOR PROGRAM
RHINTE00 PHINTE10 , PRHINTE20 , PHINTE30 AND 40 ALSO.
75. In TM, if group of employees get 10 days of annual leave, what will be the time evaluation status?
Ans:
TIME evaluation shows the exact details maintained over to the employee through his 2006 and 2001. if they are all allowed to take leave it shows leave as paid or unpaid depending on the configuration done by the consultant for these situation. in
processing time data in payroll or even Time evaluation ( Valuation of absences ) also.
76. Find the scenario and give the result : A,B,C are employees, where A,B will get basic,HRA,DA. C gets Basic and DA. How to group for the allowances?.
Ans:
Allowances are paid depending on his gradation and even wages are also paid on this criteria, if AB are paid bas, hra and DA then take three wage types ans assign to the ES Grouping and don’t give HRA wage type to C.
Check basic salary of inda and ALlowances in indian payroll thorougly, bcos first of all v have to undestand this first and
then you have to decide the emp sub gtroupings.
77. Which are the sub-modules in SAP HR?
Ans:
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
78. Describe the various structures in SAP – HR?
Ans:
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.
79. What is an Infotype?
Ans:
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
80. What Time Constraint 1 on an Infotype?
Ans:
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
81. How can you maintain information for an Infotype?
Ans:
To maintain information in an Infotype you could use –
PA30 – Personal Administration Maintenance
PA40 – Personal Actions
Alternatively, Fast Entry Screen.
82. Which Personal Actions have you performed on an employee?
Ans:
Hire
Change Organizational Unit/Position
Change of Pay
Transfer
Terminate
Retirement
etc.
83. What is internal recruitment?
Ans:
Internal recruitment is search for internal applicants. when you integrate with personal development, you can use profile match up which help to search for resources internally.
– Also In recruitment it is represented by ‘P’ as Person and ‘AP” as external person.
84. What are problems generally faced while posting result to FICO?
Ans:
Normally mismatching of amount get posted.
85. What is controlling area, what does it do, and how were is it assigned?
Ans:
Controlling area is under of FI person which helps to set for costing purposes also based on thses fiscal variant is set.
86. What is the purpose of creating symbolic a/c, what is transaction code for same? Can we assign one symbolic a/c to multiple wage types?
Ans:
It depends upon your payroll requirement to create salary head like expense account etc.
87. What is REPORT VARIANT FOR OFF CYCLE ACTIVITIES, what do we do in this step?
Ans:
Variant is to save all input field parameters. Once you saved as a variant, you can use the same for future purposes.
88. What all infotypes which has to be created at the time of hiring OR PA40 and cannot be maintained later with PA30?
Ans:
Why you require creation of infotypes…
89. If we have to create multiple positions, what method OR tool we can use to avoid errors due to creating them manually.
Ans:
You can create multiple position by LSMW or batch programs for the Tcode PP01 or PPOCE
90. What do is LANDSCAPE in SAP Project, I think its related to no. of servers used, Pls correct me if I am wrong, Or what it is?
Ans:
It is related to Basis
91. What is the role of a administrator in PA?
Ans:
To restrict access to Personnel administration based on PA/PSA.
Administrator: we come across for Personnel administration, Time management, and Payroll in sap .
Each administrator is responsible for each individual activity. You can get the name of the administrator in the pay slip so the employee for any clarification he can meet the responsible administrator (accessed through payslip)
– This administrator (is created in PA of PM) is responsible for recruitment.
92. What is golive actually? What is the role of a functional consultant in it?
Ans:
Go live is transferring of data from Development server to Production server.
Development —–> Quality server
In Quality you need to Unit, Integration testing, Once it is OK in Quality server,
Then you need
Development —-> Production
93. How to group employees for their allowances in payroll?
Ans:
Go to basic salary of India in Payroll India and group the employee first depending on the allowances to be paid and this is applied for even differentiating the employees into groups depending on their pay structures.
94. In OM, how to get the details for group of employees (ex.) group of Drivers in the organisation?
Ans:
Drivers can be identified depending on their position at which they are working and you can have a different job codes for them who do you want to look into.
95. How is Time management and payroll is integrated?
Ans:
TM MGMT and Payroll are integrated in ways are time data is collected from the info type 0007 and these hours are taken in basic as Number of hours worked or utilized, and even with time evaluation and last with schemas integration.
X000 schema carries xt00 and these data can be transferred between other modules.
96. What are the other modules integrated with OM?
Ans:
OM contains all the modules to be integrated, depending client requirement it is done. As OM-PA, OM -RECT, OM-BENEFITS, OM-TRAINING & EVENT MGMT, OM – PD AND OTHERS.
– CHECK THIS BY GOING TO IMG –> CTRL F AND GIVE INTEGRATION WITH OM )
CHECK ALL OF THEM , GO FOR PROGRAM
RHINTE00 PHINTE10, PRHINTE20 , PHINTE30 AND 40 ALSO.
97. In TM, if group of employees get 10 days of annual leave, what will be the time evaluation status?
Ans:
TIME evaluation shows the exact details maintained over to the employee through his 2006 and 2001. if they are all allowed to take leave it shows leave as paid or unpaid depending on the configuration done by the consultant for these situation. in processing time data in payroll or even Time evaluation ( Valuation of absences ) also.
98. Find the scenario and give the result : A,B,C are employees, where A,B will get basic,HRA,DA. C gets Basic and DA. How to group for the allowances?
Ans:
Allowances are paid depending on his gradation and even wages are also paid on this criteria, if AB are paid bas, hra and DA then take three wage types ans assign to the ES Grouping and don’t give HRA wage type to C.
– Check basic salary of inda and ALlowances in indian payroll thorougly, bcos first of all v have to undestand this first and
then you have to decide the emp sub gtroupings.
99. What is ERP?
Ans:
Enterprise resource planning (ERP) is business integrate software that allows an organization to integrates multiple applications/functions such as Human resourses, Finance,operation, manufacturing, sales, production,Supply chain Management, and marketing.
100. What is SAP?
Ans:
SAP is one of the top Enterprise Resource Planning (ERP) software in the world.
SAP stands for Systems, Applications and Products in Data Processing.
101. What are the different software packets available in market?
Ans:
Few of the top /old ERPS’s are Baan,JD Edwards EnterpriseOne from Oracle,Maximo from IBM,Microsoft Dynamics,PeopleSoft from Oracle,mySAP from SAP,Ramco ERP from Ramco Systems.
102. What are the different modules of SAP?
Ans:
SAP Modules are classified into 4 types
1. SAP Functional Modules
2. SAP Technical Modules
3. SAP New Dimensional Modules /SAP New Modules
4. SAP IS – Industries specific modules.
103. What is the full form of SPRO?
Ans:
SPRO stands for SAP Project Reference Object
104. What are the different type of projects?
Ans:
There are 7 types of SAP HR projects
1. SAP Implementation Project.
2. SAP Support Project.
3. SAP Roll-Out Project.
4. SAP Enhancement Project.
5. SAP Upgradation Project.
6. SAP Migration Project.
7.SAP Acquisition/Merger Project.
105. What is Roles And Responsibilities Of Sap Hr Consultants?
Ans:
1)Legacy Process Understanding.
Functional consultant is likely to get knowledge about the current business process in the company, design of current business flows. Prepare AS IS document & To-Be document.
2)Identifying the Gaps and Solution Design
GAP analysis & Solution Design
3) Requirement Gathering
4) Business blue print Preparation
5)Writing functional specifications
6)Configuration & customisation
7) Testing Prepare test scripts for testing & test. Type of testing are Unit Testing, regression testing, integration testing, Product Integration Testing etc.
8) End user manual preparation and End user training
9)Go live cut over activities
10)Post Go live Support
106. What is ASAP methodology?
Ans:
ASAP is SAP’s standard implementation methodology.
Phases in SAP Implementation Methodology
Phase 1: Project Planning
Phase 2: Blueprinting
Phase 3: Realization
Phase 4: Final Preparation
Phase 5: Go Live
107. What is Dynamic Action?
Ans:
Dynamic Action feature is make available in SAP HR to perform automatically by the system based on certain conditions.
108. What are the different type of Wage Types? What are the characteristics of wages?
Ans:
Types of wage types
1) Primary wage type
2) Secondary/Technical wage type
3)Customer specific wage type
Wage type characteristics:
1) Amount
2) Number
3)Rate
109. Which infotypes are generated automatically by system in SAP HR?
Ans:
Infotype 0003 ( Payroll Status )
110. How to lock the personnel number for generating payroll?
Ans:
By checking check box “personal number locked “in info type IT0003.
111. What is Concurrent employment ?
Ans:
Concurrent employment allows one Person to hold more than one position in under a single company code.
Conditions for Concurrent Employment are
(i)An person has several personnel assignments with the same organizational unit at the same time
(ii) employee’s data is managed in the same SAP R/3 system for all personnel assignments.
Example :
Kimberly Mathew is a “Consultant” holds to two positions (i) SAP HR consultant & (ii) SAP FICO consultant at the same time under same organizational unit “SAP consulting –North America”.He works Mon-Fri ,9.00-13.00hrs as a SAP HR consultant & Mon-Fri ,14.00-17.30 hrs as a SAP FICO consultant.
112. What is time management status ?
Ans:
Time Management status is the link between time management and payroll .The feature for time management status is TMSTA.
Time Management status field is available in infotype 0007 .
Values for the Time Management status are
* 0 – No time evaluation
* 1 – Time evaluation of actual times
* 2 – PDC time evaluation
* 7 – Time evaluation without payroll integration
* 8 – External services
* 9 – Time evaluation of planned times
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