SAP Certification General Questions

SAP Overview

1. Explain the structure of the client/server framework.

2. Project Implementation Tools

1. What is the IMG?

2. What is a project IMG?

3. Basics of Human Resources

1. What are the most important processes supported in Human Resources (HR)?

2. What are the most important structures in HR?

3. What is meant by Employee Self-Service?

4. What ways are there to select an Infotype?

5. How do you hire a new employee?

6. Which steps make up the payroll process?

7. Why is there a cross-application time sheet? What are the possible target components?

8. What is the purpose of time evaluation?

9. Which reporting tools do you know of?

10. How is the recruitment component integrated with the other HR components?

11. What is an applicant action?

12. What is the difference between qualifications and requirements?

13. What is the difference between career planning and succession planning? What is a development plan?

14. Describe the day-to-day activities in Training and Event Management.

15. What is the appraisal system component used for?

16. What are the main functions of Compensation Management?

17. What personnel cost planning methods are there in SAP HR?

18. Which Infotypes do you need to implement Travel Management?

4. Organizational Management

1. What are plan versions used for?

2. What are the basic object types?

3. What is the difference between a job and a position?

4. What is the difference between an organizational unit and a work center?

5. Where can you maintain relationships between objects?

6. What are the main areas of the Organization and Staffing user interfaces?

7. What is Expert Mode used for?

 8. Can you create cost centers in Expert Mode?

 9. Can you assign people to jobs in Expert Mode?

 10. Can you use the organizational structure to create a matrix organization?

 11. In general structure maintenance, is it possible to represent the legal entity of organizational units?

 12. What is the Object Infotype (1000) used for?

 13. What is the Relationships Infotype (1001) used for?

14. Which status can Infotypes in the Organizational Management component have?

15. What is an evaluation path?

16. What is Managers Desktop used for?

 17. Is it possible to set up new evaluation paths in Customizing?

18. Which situations require new evaluation paths?

 19. How do you set up integration between Personnel Administration and Organizational Management?

5. Master Data

1. Which elements make up the enterprise structure?

2. Which elements make up the personnel structure?

3. Which elements make up the organizational structure?

 4. Which criteria play a role in establishing these structures?

5. Which control features are controlled using the personnel subarea?

 6. Which control features are controlled using the employee subgroup?

 7. What is a payroll area?

 8. What is an Infotype?

 9. Which criteria determine payroll areas?

 10. What is the organizational key used for?

 11. In which Infotype are administrators defined?

 12. Why are administrators defined?

 13. What can features be used for?

 14. What is the connection between Planned Working Time (Infotype 7) and Basic Pay (Infotype 8)?

 15. Which ways are there to define default values for the pay scale area and pay scale type?

 16. What is the employee subgroup grouping for collective agreement provisions used for?

 17. Where are pay scale groups and pay scale levels defined?

 18. How are wage types created in the SAP R/3 system?

 19. Can all wage types be entered into all Infotypes?

 20. What does the input permissibility of a wage type depend upon?

21. What is the personnel subarea grouping for primary wage types used for?

22. What is the employee subgroup grouping for primary wage types used for?

 23. What ways are there to valuate wage types? Where are wage type valuations defined?

 24. How can you evaluate wage types indirectly?

 25. How can you define default wage types for the Basic Pay Infotype?

 26. What ways are there to perform pay scale reassignments?

 27. What ways are there to perform standard pay increases?

28. What is the difference between the simple and extended pay increases?

29. Can several personnel actions be performed on the same day?

30. What is the Additional Actions Infotype used for?

31. If an employee leaves the enterprise, are all Infotypes delimited?

32. Which control options do you have for Customizing when configuring Infotypes?

33. Can a screen in HR data consist of several Infotypes?

34. Which ways are there to modify screens in Customizing?

35. What is an Infotype menu and what is its purpose?

36. What is an info group? What is a personnel action?

37. How can a personnel action change the status feature of an employee in Infotype 0000?

38. How are personnel actions and dynamic actions linked?

6. Authorizations

1. What is a role and what is it made up of?

2. How are the authorizations in a role maintained?

3. Are authorization objects or profiles assigned to users?

4. Which authorization object can you use to control an employee’s access to his or her own personal data?

5. What are the main advantages of the Profile Generator?

6. Can roles and their authorization profiles be assigned to a user for a limited time period?

7. How do you create structural profiles?

7. Payroll

1. How does the system know when to trigger retroactive accounting for a particular employee?

2. How is the earliest retroactive accounting date determined for an employee?

3. What is the payroll control record used for?

4. Is the exact date of the payroll period for an employee determined by the payroll area or the payroll control record?

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

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

7. What is Matchcode W used for?

8. What effect does grouping employee subgroups have on personnel calculation rules?

9. Can you evaluate payroll results using SAP Query/Ad Hoc Query?

10. What steps are required to post payroll results to Accounting?

11. Can a posting run be deleted?

12. Where do you specify whether an employee is paid in cash or whether the money is transferred to a bank account?

8. Time Data

1. What are the basic concepts for recording time data?

2. What steps are required to set up work schedules?

3. Can you define your own public holidays?

4. How do you define which public holiday calendar is valid for an employee?

5. Which characteristics does a public holiday class blank have?

6. Is there an employee subgroup grouping for daily work schedules?

7. What is a variant of a daily work schedule?

8. Is there an employee subgroup grouping for time quotas?

9. What ways are there to define breaks within a break schedule?

10. Which characteristics does a daily work schedule with daily work schedule class 1 have?

11. Which elements make up a period work schedule?

12. Which characteristic does a day with day type 1 have?

13. Which ways are there of representing part-time work in the SAP R/3 system?

14. Which ways are there of representing substitutions in the SAP R/3 system?

15. What is the difference between absences (Infotype 2001) and attendances (Infotype 2002)?

16. What is an absence quota? Give examples.

17. What is the difference between a validity interval and a deduction interval for time quotas?

18. You need to deduct an absence from a quota. Which Customizing settings are required?

19. Should a quota be assigned directly to an absence?

20. What is the remuneration Infotype used for?

21. What are counting rules used for?

22. Can you set up default values to create absence quotas?

23. Can you generate absence quotas?

24. What is the schema TQTA used for?

25. What ways are there of entering information for Controlling when recording time data in the Time Management Infotypes?

9. Reporting in Human Resources Management

1. Which reporting tools are available in Human Resources Management?

2. Is the Business Information Warehouse part of the SAP R/3 system?

3. What is HIS?

4. Where do you find standard reports in HR?

5. Can you also evaluate cross-client data with standard reports?

6. Can customer-specific reports be incorporated in the Managers Desktop?

7. What is a logical database used for?

8. Which logical databases exist in HR?

9. What is a user group, what is an infoset and how are the two related?

10. What is a field group? Give examples from HR.

11. What are selection and output fields?

12. What can an Ad Hoc Query be used for?

13. What are the steps for configuring an SAP Query?

14. What are payroll Infotypes used for?

General Questions :

1. What is a payroll area?

2. What is an Infotype?

3. Which criteria determine payroll areas?

4. What is the organizational key used for?

5. In which Infotype are administrators defined?

 6. Why are administrators defined?

7. What can features be used for?

8. Which elements make up the enterprise structure?

9. Which elements make up the personnel structure?

10. Which elements make up the organizational structure?

11. Which criteria play a role in establishing these structures?

12. Which control features are controlled using the personnel subarea?

13. Which control features are controlled using the employee subgroup?

14. What is the connection between Planned Working Time (Infotype 7) and Basic Pay (Infotype 8)?

15. Which ways are there to define default values for the pay scale area and pay scale type?

16. What is the employee subgroup grouping for collective agreement provisions used for?

17. Where are pay scale groups and pay scale levels defined? 18. How are wage types created in the SAP R/3 system?

19. Can all wage types be entered into all Infotypes?

20. What does the input permissibility of a wage type depend upon?

21. What is the personnel subarea grouping for primary wage types used for?

22. What is the employee subgroup grouping for primary wage types used for?

23. What ways are there to valuate wage types? Where are wage type valuations defined? 24. How can you evaluate wage types indirectly?

25. How can you define default wage types for the Basic Pay Infotype?

26. What ways are there to perform pay scale reassignments?

27. What ways are there to perform standard pay increases?

28. What is the difference between the simple and extended pay increases?

29. Can several personnel actions be performed on the same day?

30. What is the Additional Actions Infotype used for?

31. If an employee leaves the enterprise, are all Infotypes delimited?

32. Which control options do you have for Customizing when configuring Infotypes?

33. Can a screen in HR data consist of several Infotypes?

34. Which ways are there to modify screens in Customizing?

35. What is an Infotype menu and what is its purpose?

36. What is an info group? What is a personnel action?

37. How can a personnel action change the status feature of an employee in Infotype 0000?

38. How are personnel actions and dynamic actions linked? 39. What is meant by Exempt/Non-exempt employees?

40. What is the difference between PCR and CAP?

41. What is a payroll program?

42. What is account assignment feature?

43. What is retroactive accounting.?

44. What is Deep Structure in SAP-HR Payroll ?

45. How to assign the infogroup to personal action ?

46. In infotype, when you will go to new entries of infotype, you will find general attributes, retroactive accounting trigger. What is the use of these field. Explain in details ?

47. In change view “wage-type-dependent retroactive accounting trigger” how to enter data in wage type and text. Why these field are usually deactivated first. What process involves to activates it.

48. Are cost center assignments hierarchical? Where do you assign these in OM?

49. What do you mean by planned times? Where are these stored for an employee?

50. What do you mean by actual times? Where are these stored for an employee?

51. What do you mean by deviations? Where are these stored for an employee?

52. What is time management status 7? What is it used for?

53. What is RPTQTA00? What does it do? What is RPTIME00?

54. What are the info type attributes?

55. Where do I assign the IG (infogroup) to the personnel action type? Are infogroups user group dependable?

56. What do you mean by negative time and positive time? Where do you use time evaluation?

57. When we are copying the wage types what are the errors we might encounter?

58. When we are running the payroll what are the errors we might encounter?

SAP Certification Question Paper - Try 3

Organization Management, HR Processes

1. The following modules are available in SAP R/3 for a Professional User:
a. Advanced Planner and Optimizer.
b. Strategic Enterprise Management (SEM).
c. Information Warehouse (BIW).
d. SAP Net.
e. Business-to-Business Procurement (B2B).
2. A qualification Catalog consists of the following objects:
a. Qualification Types
b. Qualification Groups
c. Qualifications
d. Qualification Subgroups
e. Qualification Subtypes
3. A profile match-up means:
a. Matching of Qualifications of Persons and Requirements of Positions.
b. Matching of Qualifications of Persons and Qualifications of Positions.
c. Matching the profile of an Applicant with the requirements of a Position.
d. Generate Training proposals from a Qualification Deficit.
e. Matching Profiles of one person with another.
4. What is the kind of System architecture SAP R/3 system is using:
a. It uses a 3 Tier Architecture
b. It uses a 2 Tier Architecture
c. It separates the application from Presentation (Front End) and the Database.
d. It combines the Front End and Database in a single Application Server.
e. None of the above
5. When a User accesses a Transaction in the SAP R/3 system:
a. A Query is performed in SQL from the Application level to the database level
b. Transfers data from the Relational Database to the Front End System
c. A data conversion from one consistent state to another stage happens.
d. Data entered in the transaction gets updated in the database
e. None of the above
6. Business Objects are maintained by SAP in:
a. Schema
b. Business Object Repository
c. OOPS
d. BAPI
e. None of the above
7. A business object in SAP is defined by:
a. Attributes/Characteristics
b. Methods/Application Programs
c. Business Object Repository
d. BAPI
e. ABAP
8. At the attendee level, in the dynamic attendance menu, you can:
a. Book Attendance
b. Prebook Attendance
c. Replace Attendance
d. Book Attendance Lists
e. None of the above
9. BAPI’s offer:
a. Interface for integrating third party applications/components with SAP R/3
b. Distribute data, master data and transaction data across different systems
c. Interface between a business objects, in a method.
d. Application Link Enabling
e. None of the above
10. What are the different processes involved in an Appraisal?
a. End
b. Prepare
c. Perform
d. Complete
e. Approve
11. The following are the functions performed by a BAPI:
a. Create objects
b. Display attributes of objects
c. Change attributes of objects
d. A BAPI can be assigned to more than one Business Objects
e. None of the above
12. Application Link Enabling is used for:
a. To distribute data, master data and transaction data across different systems
b. Fits to an enterprise structure, where there are central tasks and tasks that are decentralized and technically independent of each other.
c. Supports the implementation and operation of distributed SAP Applications.
d. The data exchange is carried out using IDOCS.
e. None of the above
13. What are the uses for maintaining a Project IMG:
a. Create an IMG for each project
b. Maintain project documentation
c. Maintain project management status
d. Maintain cross project documentation
e. None of the above
14. In Going Live sessions in SAP –
a. Tests whether the system is suitably configured before the Go Live
b. Informs the date of Go Live.
c. Upgrades the newly configured system.
d. It tests whether configuration matches to the client requirements.
e. None of the above.
15. What are the main areas of Compensation Management?
a. Job Pricing
b. Job Evaluations
c. Budgeting
d. Compensation Administration
e. Travel Management
16. In remote consulting: (Only one answer)
a. SAP dials into your system from their desk to analyze and solve any specific problem.
b. SAP Consultants arrive at a client site for a SAP Audit.
c. The Client logs into SAP net to solve a specific problem.
d. Displays the latest news regarding enhancements/improvements on SAP net.
e. None of the above.
17. SAP Customer Relationship Management focuses on –
a. Capturing customer data across the enterprise in a central database.
b. Allow you to forecast, plan and optimize the Sales targets.
c. Analyze customer data and distribute the results to various customer touch points and use this information when dealing with customers.
d. Provide solutions that enable companies to effectively manage customer relationships throughout the entire lifecycle.
e. None of the above.
18. The following are the components available in the Advanced Planning and Optimizer (APO) in SAP.
a. Global ATP (Available to Promise)
b. Business Warehousing
c. Supply Network Planning
d. Transport Optimizer
e. Supply Chain Cock Pit
19. The following Infotypes are used in Compensation Management:
a. Basic Pay
b. Salary Survey Results
c. Planned Compensation
d. Job Evaluation Results
e. Additional Payments
20. SAP Business to Business procurement enable: (Single answer)
a. It enables open, full cycle Inter-Enterprise procurement and covers all procurement processes, from creation of a requisition to payment of the invoice.
b. Matches supply to demand on a truly worldwide scale and gives customers reliable delivery commitments.
c. Create links between the production, procurement, storage, distribution, transportation, sales, and service processes.
d. It creates accurate, dynamic demand forecast for procurement.
e. None of the above
21. Sap Business Warehouse (BW) provides:
a. Powerful Information Analysis.
b. Rich Business Content with different Information Models, reports and extractors.
c. End-to-end data warehousing Solutions.
d. SAP R/3 Logistics
e. Advance Planner and Optimizer
22. The New Dimension products from SAP are:
a. Project Systems (PS)
b. Plant Maintenance (PM)
c. Strategic Enterprise Management (SEM)
d. Business to Business Procurement (B2B)
e. Business Information Warehouse (BIW)
23. mySAP.com is –
a. It is a comprehensive, open, e-business solutions environment comprising of portals, industry specific enterprise applications, Internet applications and services, as well as XML – based technology, all of which combine to enable companies to participate in Internet economy.
b. MySAP.com places the Internet at the center of SAP’s activities.
c. It leverages all the products of SAP, its customer base, partner community and expertise in integrating business processes.
d. MySAP.com enables users to log on to the SAP product portfolios, within an enterprise. The portfolios like FI/CO, MM, SD, PP etc are used within the boundary of an enterprise.
e. MySAP.com places Business Warehouse and Execution System at the center of SAP’s activities.
24. mySAP.com workplace contains links to:
a. Non mySAP.com components
b. MySAP.com components
c. MySAP.com Marketplace
d. MySAP.com Internet Services
e. None of the above
25. The following infotypes must be used for an employee who embarks on a business trip, where Travel Management is implemented:
a. Actions
b. Organizational Assignment
c. Personal Data
d. Travel Privileges
e. Payroll Status
26. mySAP.com Market Place is –
a. A public business portal from SAP
b. The mission is to engineer business collaboration across enterprises via the Internet
c. Anyone who sells or buys can participate in mySAP.com Market Place.
d. It is used for SAP applications alone and for SAP customers.
e. Access to Internet Services is not possible.
27. Organization Management uses the following basic methodologies:
a. It uses Object Oriented Design
b. Work Flow
c. It uses relationships between objects
d. Creates additional characteristics for Objects
e. ASAP
28. Object Type ‘K’ corresponds to – (Single Answer):
a. Work Center
b. Plant
c. Cost Center
d. Budgets
e. Qualification Group
29. The following statements are true regarding object types – Jobs and Positions:
a. Positions inherit the tasks and characteristics assigned to Job.
b. Positions can have direct relationships to tasks.
c. Positions and Jobs are specific entities.
d. A job describes a position.
e. None of the above.
30. Inheritance happens in the following scenarios:
a. Organization Units inherits the cost center assignment of their parent organization in the absence of their own assignment.
b. Position inherits tasks that describe them.
c. Organization Units inherits the Tasks assigned to Jobs defined down the line.
d. Positions inherits tasks that are assigned to Jobs, assigned to them.
e. None of the above
31. A position in Organization Management-
a. Can be occupied by more than one person
b. Positions are concrete and are occupied by holders
c. A position cannot be occupied by more than one person
d. Denoted by Object Type ‘P’
e. Denoted by Object Type ‘S’
32. The different Personnel Cost Planning Methods used are:
a. Projected Pay
b. Payroll Results
c. Basic Pay
d. Account Assignment Infotype
e. Additional Payments


33. Relationships in Organization Management are specified by:
a. Relationships are denoted by a three digit Code.
b. Relationships between objects are reciprocal
c. Relationships can also be one sided
d. The direction of relationships are determined by ‘A’ or ‘B’
e. None of the above

Sap Hr Certification question paper - Try 2

1. Identify the correct statements relating to the Implementation Guide.
Note – More than one answer is correct
a) When creating a project IMG the application areas and countries are selected from the Enterprise IMG
b) The number of implementation activities can be reduced by creating Project IMG views, such as the view for “mandatory activities”
c) The Enterprise IMG includes all customizing activities for all R/3 applications
d) The SAP Reference IMG is generated for the application modules to be implemented in a company and for the different countries
e) Customizing transactions can be accessed from the Enterprise IMG, SAP Reference IMG, Project IMG and the Project Views
2. What is the main purpose of the Object Infotype(I1000) in Organization Management

Please select the correct answer
a) To describe the characteristics of an existing object
b) To delete an object
c) To define the relationships that exist between different objects
d) To create new objects
e) To append long test descriptions to objects
3. Which one of the following parameter groups activates the integration between PD and PA?
Please select the correct answer
a) PLOGI PLOGI
b) PLOGI QUALI
c) PLOGI PRELI
d) PLOGI ORGA
e) PPABT PPABT
4. Which of these is not an attribute of a Qualification Profile?
Note – More than one answer is correct
a) Proficiency
b) Experience
c) Validity
d) Priority
5. The gap between the list of a person’s qualifications and the job requirements is called the –
Please choose the correct answer
a) Profile Matchup
b) Qualification Deficit
c) Selection Gap
d) Alternative Qualifications
e) Detail Listing
6. In Training and Events Management, which of the following is not a part of the configuration of Business Event Type?
Please choose the correct answer
a) Schedule Pattern
b) Cost Elements
c) Location
d) Course Dates
e) Resource Types
7. In Training and Events Management, which of the following can be an attendee type?
Note – More than one answer is correct
a) Person
b) Applicant
c) User
d) Organizational Unit
e) Contact Person
8. At the time of initial data entry in Recruitment, an applicant is assigned to a-
Note – More than one answer is correct
a) Vacancy
b) Applicant Group
c) Advertisement
d) Applicant Range
e) Applicant Class
9. A present activity (work process) which changes the overall status of the applicant is called an Applicant –
Note – Please choose the correct answer
a) Action
b) Event
c) Task
d) Function
e) Feature
10. In Training and Events, prerequisites are indicated by –
Note – More than one answer is correct
a) Relationships between Event Types and Event Types
b) The prerequisite Infotype
c) Relationships between Qualifications and Infotypes
d) Manually at the time of planning a course
e) The Event Group contains the prerequisites
11. In qualifications and requirements alternate qualifications are defined by –
Please choose the correct answer
a) The setting up of control parameters for qualifications
b) Setting parameters on the selection screen for the Profile Matchup
c) Activating the detailed list in Qualification Deficits
12. In organization Management the reporting structure represents the –
Please choose the correct answer
a) Relationship between Organization Unit and Jobs
b) Relationship between positions and jobs
c) Relationship between Organization Units and Organization Units
d) Relationship between jobs and jobs
e) Relationship between Tasks and Jobs
13. The time period in which the knowledge associated with a qualification remains valid for an individual is called the –
Please choose the correct answer
a) Validity Period
b) Decay Meter
c) Qualification profile
d) Qualification Attribute
e) Proficiency Level
14. The gap between the list of a person’s qualifications and the job requirements is called the –
Please choose the correct answer
a) Profile Matchup
b) Qualification Deficit
c) Selection Gap
d) Alternative Qualifications
e) Detail Listing
15. In Qualifications and requirements alternate qualifications are defined by –
Please choose the correct answer
a) A relationship between qualifications “is alternate to”
b) The setting up of control parameters for qualifications
c) Setting parameters on the selection screen for the Profile Matchup
d) Activating the detailed list in Qualification Deficits
16. Career Models are developed which objects?
Please choose the correct answer
a) Organizational units
b) Positions
c) Jobs
d) Tasks
e) Persons
17. In personnel Administration, the Organizational Key is used to –
Please choose the correct answer
a) Define further authorization checks for security purposes
b) Determine which data can be entered in the applicable infotypes
c) Determine which administrator is assigned to the employee
d) Describe the division of a company into different employee groups
e) None of the above
18. Which module in Personnel Planning and Development is required before all the other PD components
Please choose the correct answer
a) Personnel Cost Planning
b) Workforce Planning
c) Organization Management
d) Training and Events Management
e) Career and Succession Planning

Wage Types

Wage types are used to assign payments and deductions as well as to control the payroll program. You need wage types to pay employees.

In the SAP system there are two main categories:

- Primary or dialog wage types
- Secondary or technical wage types
In the standard delivered SAP HR system you can find many sample wage types both dialog (codes starting with letter eg. Mxxx) and technical ones.
Customer defined dialog wage type codes must start with digit.
You can recognize technical wage types as they have a slash (/) as the first character in the code name.
Technical wage types are not part of the employee's master data. System defines their value during payroll processing.
Wage types characteristics can be set under following SPRO path:
Personnel Management -> Personnel Administration -> Payroll data -> Basic Pay -> Wage Type
New wage type
To create new wage type you must copy existing one. SAP HR contains model wage types. If these sample wage types meet some of your company's requirements you can use the wage type copier. You then use these copies as your wage types and can modify them so that they meet your specific requirements.
REMEMBER: Customer defined dialog wage type codes must start with digit. The wage types that you create via the copy method are included in all of the wage type groups and tables as the original wage type from which you copied. You can use the log to check what was copied.

Transaction for wage types coping:  OH11 or use SPRO path:

Personnel Management -> Personnel Administration -> Payroll data -> Basic Pay -> Wage Type -> Create Wage Type Catalog
 
Permissibility for infotypes You can set up the system so that only certain wage types are permissible for infotypes. You can do this under following SPRO path or using view V_T512Z (transaction SM30):
Personnel Management -> Personnel Administration -> Payroll data -> Basic Pay -> Wage Type -> Check Wage Type Catalog -> Check entry permissibility per infotype
 
When you configure a wage type, you can determine whether it can be entered once or more than once per payroll period.

Groupings
 
Personnel subarea groupings can be used for primary wage types to define wage type permissibility. These groups can be used to determine which wage types can be entered for which employees.

There are two types of groupings:

* employee subgroup groupings
* personnel subarea grouping

Two main values for employees subgroup groupings are:
* 1 – for hourly paid employees
* 3 – for monthly paid employees

You define wage type permissibility for each personnel subarea and employee group under SPRO path or using view V_511_B:

Personnel Management -> Personnel Administration -> Payroll data -> Basic Pay -> Wage Type -> Check Wage Type Catalog -> Define Wage Type Permissibility for each PS and ESG

Wage Type Characteristics

These characteristics describe way of entering of wage types, but they do not describe how they behave in payroll.

You can define followings:

• Validity period
  
• Operation indicator
  
• Minimum and maximum wage type amount
  
• Whether or not the wage type amount should be included in the basic pay total
  
• Default units of time/measurement, minimum and maximum number
  
• Input combinations for number and amount
  
• Indirect valuation and its characteristics

You define this under SPRO path or using view V_T511:
Personnel Management -> Personnel Administration -> Payroll data -> Basic Pay -> Wage Type -> Check Wage Type Catalog -> Check Wage Type Characteristics

Default Wage Types

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 need to be defined. Feature LGMST has two return values: firstly, the maximum number of enterable wage types in the Basic Pay infotype (IT0008), and secondly, the wage type model the system is to use, which was defied above.
To access feature LGMST use following SPRO path or transaction
PE03: Personnel Management -> Personnel Administration -> Payroll data -> Basic Pay -> Wage Type -> Enterprise Structure for Wage Type Model

Valuation of Wage Types

There are two valuation types:

• DIRECT - the amount used to valuate the wage type is entered in the infotype manually
  
• INDIRECT - system automatically calculates the amount of the wage type amount based on simple configuration and enters it in the infotype. You can use indirect valuation for infotypes Basic Pay (0008), Recurring Payments/Deductions (0014), Additional Payments (0015).

How to set indirect valuation

First you need to make appropriate settings in Wage Type Characteristics:
Personnel Management -> Personnel Administration -> Payroll data -> Basic Pay -> Wage Type -> Check Wage Type Catalog -> Check Wage Type Characteristics or view V_T511.
Choose the wage type for which you want to use indirect valuation. In the group box Indirect valuation choose the indirect valuation module, which specifies which valuation table is used for indirect valuation. Then specify module variant, which controls read access to the table. To get information about all modules that could be used, use Help pressing F1 on the field Indirect valuation module.
Following are most popular modules:

• TARIF - uses pay scale data from the pay scale groups and levels to sets the amount of wage type in Basic Pay (IT0008) infotype
  
• PRZNT and SUMME - system calculates certain wage types as a percentage (PRZNT) or sum (SUMME) of other wage types

For some modules you need to set how calculation should go. It can be done by simple configuration:
Personnel Management -> Personnel Administration -> Payroll data -> Basic Pay -> Wage Type -> Define Valuation of Base Wage Types

Click here to Download SAP HCM - Wage Type PDF material  

Personnel Cost Planning

Personnel Cost Planning.

This is one of  the nice example of Personnel Cost Planning Scenario.

Configuration of Actions in Personnel Management

Configuration of Actions in Personnel Management

SAP SOLUTION MANAGER – Overall View

 

Objective(s)

• Define "SAP Solution Manager"
• State the general purpose of SAP Solution Manager
• Identify the multiple usage scenarios of SAP Solution Manager
• List the benefits of using SAP Solution Manager

 

Solution Manager Definition

The SAP Solution Manager is the central application management platform that customers can run in their solution landscape to help them efficiently implement, operate, monitor, and support their SAP solutions.

SAP Solution Manager is thus used for both Implementation and Operational Functions.

The SAP Solution Manager provides tools, content, and a gateway to SAP that helps to:

• Optimize the management of your SAP solution

• Ensure reliability of your SAP solution

• Ensure efficient operations

• Ease implementation and upgrades

• Continuously adapt and improve your solution

Customer's System Landscape

The SAP Solution Manager is a separate, complete Web Application Server installation that is connected to all systems in your solution landscape. These various systems are called satellite systems.

In this way, SAP Solution Manager acts as the central system of your solution landscape, allowing business processes to be implemented, tested, and even monitored in an integrated manner, thus avoiding duplication of effort and information and streamlining your activities.

Why Solution Manager?

 

• Faster implementation and more efficient operation of solutions

• All available implementation and upgrade content is included

• Optimal access to all support services

• Optimal support of all operations, maintenance and improvement activities

• Faster issue resolution through collaboration with Active Global Support

Overview why Solution Manager:

There are several reasons to implement SAP Solution Manager.

First, SAP Solution Manager enables the customer to have a faster implementation of SAP solutions and helps optimize operations once implementation is complete.

Second, implementing SAP Solution Manager gives the customer access to all available implementation and upgrade content.

Third, customers have easy access to all support services that are relevant to operations, maintenance, and improvement activities. This leads to faster issue resolution through close collaboration with Active Global Support.

Solution Manager Usage Scenarios

There are many scenarios in which SAP Solution Manager can be used. Each scenario occurs in one of the three life cycle phases, implementation, operations, and optimization. This is also known as the cycle of continuous improvement.

There are six common scenarios for Solution Manager. They are:

• Implement SAP Solutions

• Monitor SAP Solutions

• Manage the Service Desk

• Link to SAP Services

• Manage Change Requests

• Upgrade SAP Solutions