SAP BW HR Reporting

Hans-Jrgen Figaj, Richard Hassmann, and Anja Junold
HR Reporting with SAP
Bonn Boston
Contents at a Glance
Part I 1 2 Fundamentals 27 37
Process-Oriented Reporting Concept ........................ Basics of Reporting in SAP ERP HCM ........................ Reporting Tools
Part II 3 4 5 6
Standard SAP Report ................................................ 73 Queries .................................................................... 81 HR Reporting with SAP NetWeaver BI ...................... 117 Customer Report ...................................................... 177
Part III Reporting in HCM Modules 7 8 9 10 11 12 13 14 15 16 Introduction to Part III ............................................. Personnel Administration ......................................... Organizational Management .................................... Recruitment ............................................................. Payroll ...................................................................... Personnel Time Management ................................... Personnel Development ........................................... Benefits .................................................................... Training and Event Management .............................. Personnel Cost Planning ........................................... 189 193 225 245 259 283 311 325 339 361
Part IV Retrieving Reports 17 18 19 20 Area Menu ............................................................... Human Resources Information System ...................... Managers Desktop (MDT) ....................................... SAP NetWeaver Portal ............................................. 371 377 383 395
Appendix A B C D Further Reading ....................................................... Standard Reports in the SAP HCM Modules: Overview ................................................................. Sample Codings for Chapter 4, Queries .................... Authors .................................................................... 415 417 425 429
Contents
Acknowledgments ........................................................................ Introduction ................................................................................. 17 19
PART I 1
Fundamentals
Process-Oriented Reporting Concept ...................... 27

1.1 1.2 1.3 1.4 Determining Key Figures ............................................ Defining Reports ........................................................ Selecting Tools ........................................................... Retrieving Reports for Users ....................................... 28 30 31 33
Basics of Reporting in SAP ERP HCM ...................... 37

2.1 Data Structures in SAP ERP HCM ................................ 2.1.1 Personnel Administration Infotypes ................ 2.1.2 Payroll and Time Management Data Clusters ... 2.1.3 Personnel Planning Infotypes ......................... Logical Databases ....................................................... 2.2.1 Properties of a Logical Database .................... 2.2.2 Logical Database PNP .................................... 2.2.3 Logical Database PNPCE ................................ 2.2.4 Logical Database PCH .................................... 2.2.5 Logical Database PAP .................................... HR Report Categories ................................................. Authorization Checks in HR Reporting ........................ 2.4.1 Calling Reports ............................................... 2.4.2 Simplified Authorization Check for Reports .... 2.4.3 Cluster Authorizations .................................... 2.4.4 Query ............................................................ 2.4.5 Managers Desktop ........................................ 2.4.6 Customer Reports .......................................... 2.4.7 Special Issues ................................................. Reporting Basics ......................................................... 2.5.1 Central Data for Successful Reports ................ 2.5.2 Special Features of International Reporting .... Summary .................................................................... 38 38 40 41 44 44 45 48 50 50 51 55 56 58 59 60 62 62 63 64 65 67 69
2.2
2.3 2.4
2.5
2.6
Contents
PART II 3
Reporting Tools
Standard SAP Report ............................................... 73

3.1 3.2 3.3 3.4 3.5 Starting a Report ........................................................ Period Selection ......................................................... Selection Variables ..................................................... Using ALV Lists .......................................................... Summary ................................................................... 73 74 76 77 79
Queries ..................................................................... 81
4.1 InfoSets ..................................................................... 4.1.1 Creating Your Own InfoSets .......................... 4.1.2 Extending InfoSets ......................................... 4.1.3 Special Switches ......................................... 4.1.4 Enabling the Use of InfoSets .......................... QuickViewer .............................................................. Ad Hoc Query ............................................................ 4.3.1 Set Operations .............................................. 4.3.2 The Report-Report Interface .......................... 4.3.3 Applications and Limitations of Ad Hoc Query ............................................... SAP Query ................................................................. 4.4.1 Multiline Lists ............................................... 4.4.2 Additional Local Fields .................................. 4.4.3 Interactive Lists ............................................. Integration of Payroll Results ..................................... Integration of Time Evaluation Results ....................... SAP Query Transport Tool .......................................... Critical Success Factors ............................................... 82 82 85 87 88 89 93 97 99 99 100 102 104 107 109 111 112 114
4.2 4.3
4.4
4.5 4.6 4.7 4.8
HR Reporting with SAP NetWeaver BI .................... 117

5.1 Architecture of SAP NetWeaver BI ............................. 5.1.1 Extraction Layer ............................................ 5.1.2 Modeling Layer ............................................. 5.1.3 Reporting and Analysis Layer ......................... Business Explorer Analyzer ......................................... 5.2.1 BEx Analyzer Functions ................................. 5.2.2 Working with the BEx Analyzer ..................... 5.2.3 Navigation in the Query ................................ 5.2.4 Filtering Characteristics ................................. 5.2.5 Graphical Display of Data .............................. 118 119 123 127 129 130 135 138 140 141
5.2
Contents
5.3
5.4 5.5 5.6 5.7
5.8
5.9
5.10
5.2.6 Working in Design Mode ............................... BEx Query Designer .................................................... 5.3.1 Query Designer Functions .............................. 5.3.2 Creating Queries ............................................ 5.3.3 Variables ........................................................ 5.3.4 Structures ...................................................... 5.3.5 Hierarchies ..................................................... 5.3.6 Exceptions ..................................................... 5.3.7 Conditions ..................................................... BEx Web Analyzer ...................................................... BEx Report Designer ................................................... BEx Information Broadcaster ....................................... Standard Content ....................................................... 5.7.1 Standard Content for HCM Modules .............. 5.7.2 Standard Content for Benchmarking ............... 5.7.3 The Organizational Structure in the Standard Content ......................................................... 5.7.4 Conclusion ..................................................... Authorizations in SAP NetWeaver BI .......................... 5.8.1 Specific Authorization Objects of SAP NetWeaver BI ......................................... 5.8.2 Tools for Authorization Check ........................ Structural Authorization ............................................. 5.9.1 Overview ....................................................... 5.9.2 Process .......................................................... Critical Success Factors ............................................... 5.10.1 Defining Objectives ........................................ 5.10.2 Establishing a Project Team ............................ 5.10.3 Final Implementation Tips ..............................
142 144 144 146 150 150 153 154 154 155 158 160 162 163 164 165 166 167 167 169 170 170 171 172 172 173 174
Customer Report ...................................................... 177

6.1 6.2 6.3 6.4 Defining Requirements ............................................... Specifications for Programming ................................... Using a Company-Specific Logical Database ................ Critical Success Factors ............................................... 177 179 180 184
PART III Reporting in HCM Modules 7 Introduction to Part III ............................................. 189
Contents
Personnel Administration ........................................ 193

8.1 Employee-Related Reports ......................................... 8.1.1 Flexible Employee Data ................................. 8.1.2 HR Master Data Sheet ................................... 8.1.3 Date Monitoring ........................................... 8.1.4 Education ...................................................... 8.1.5 Time Spent in Pay Scale Group/Level ............. 8.1.6 List of Maternity Data ................................... 8.1.7 Employees Entered/Left the Company ........... 8.1.8 Anniversary of Years of Service ...................... 8.1.9 Power of Attorney ......................................... 8.1.10 Family Members ............................................ 8.1.11 Birthday List .................................................. 8.1.12 Vehicle Search List ........................................ 8.1.13 Telephone Directory ...................................... Organizational Data ................................................... 8.2.1 Headcount Change ........................................ 8.2.2 Headcount Development .............................. 8.2.3 Assignment to Wage Level ............................ 8.2.4 Salary According to Seniority List ................... 8.2.5 Other Reporting for an Organizational Unit ... Documents ................................................................ 8.3.1 Logged Changes in Infotype Data .................. 8.3.2 Log of Report Starts ....................................... SAP NetWeaver BI Standard Content ......................... 8.4.1 Headcount InfoCube ..................................... 8.4.2 Headcount and Personnel Actions InfoCube .. 8.4.3 Employee Education ODS Object ................ 8.4.4 Queries for the Headcount and Personnel Actions InfoCube ........................................... Conclusion ................................................................. 193 194 195 197 198 199 199 200 201 201 202 202 203 204 205 205 206 208 210 212 212 212 214 215 216 218 219 220 223
8.2
8.3
8.4
8.5
Organizational Management ................................... 225

9.1 Organizational Unit .................................................... 9.1.1 Existing Organizational Units ......................... 9.1.2 Staff Functions for Organizational Units ......... Job ............................................................................ 9.2.1 Existing Jobs .................................................. 9.2.2 Job Index ...................................................... 9.2.3 Job Description ............................................. 225 225 226 227 227 227 228
9.2
10
Contents
9.3
9.4
9.5
9.6
9.7
9.2.4 Complete Job Description .............................. Position ...................................................................... 9.3.1 Existing Positions ........................................... 9.3.2 Staff Functions for Positions ........................... 9.3.3 Periods When Positions Are Unoccupied ........ 9.3.4 Staff Assignments ........................................... 9.3.5 Position Description ....................................... 9.3.6 Vacant Positions ............................................ 9.3.7 Obsolete Position .......................................... 9.3.8 Complete Position Description ....................... 9.3.9 Authorities and Resources .............................. 9.3.10 Planned Labor Costs ...................................... Work Center ............................................................... 9.4.1 Existing Work Centers .................................... 9.4.2 Authorities and Resources .............................. 9.4.3 Restrictions/Health Examinations ................... General Remarks ........................................................ 9.5.1 Existing Objects ............................................. 9.5.2 Structure Display ............................................ 9.5.3 Displaying and Maintaining Infotypes ............ 9.5.4 Starting HR Reporting .................................... SAP NetWeaver BI Standard Content .......................... 9.6.1 Staffing Assignments InfoCube ....................... 9.6.2 Queries for the Staffing Assignments InfoCube ........................................................ Conclusion .................................................................
229 230 230 230 231 231 232 232 233 233 234 234 236 236 236 236 237 237 237 238 238 240 240 243 244
10 Recruitment .............................................................. 245

10.1 Applicants .................................................................. 10.1.1 Variable Applicant List ................................... 10.1.2 Applicants by Name ....................................... 10.1.3 Applicants by Actions .................................... 10.1.4 Education of Applicants ................................. 10.1.5 Applications ................................................... 10.1.6 Applicant Statistics ......................................... 10.1.7 Planned Activities .......................................... Vacancy ...................................................................... 10.2.1 Vacancy Assignments ..................................... 10.2.2 Vacancies ....................................................... Job Advertisements and Recruitment Instruments ...... 10.3.1 Job Advertisements ........................................ 245 245 246 247 247 247 248 249 250 250 250 251 251
10.2
10.3
11
Contents
10.4
10.5
10.3.2 Recruitment Instruments ............................... SAP NetWeaver BI Standard Content ......................... 10.4.1 Applications and Applicant Actions InfoCube ....................................................... 10.4.2 Queries for the Applications and Applicant Actions InfoCube ........................................... Conclusion .................................................................
252 253 254 255 257
11 Payroll ...................................................................... 259

11.1 Remuneration Statement ........................................... 11.1.1 Remuneration Statement (Standard Version) ... 11.1.2 Remuneration Statement with HR Forms ....... Reports for Infotypes and Payroll Results ................... 11.2.1 Payroll Journal ............................................... 11.2.2 Wage Type Reporter ..................................... 11.2.3 Displaying Payroll Results .............................. 11.2.4 Garnishment Details Report .......................... 11.2.5 US Workers Compensation Summary Report ........................................................... SAP NetWeaver BI Standard Content ......................... 11.3.1 Employee-Specific Payroll Data InfoCube ...... 11.3.2 Posting Documents InfoCube ........................ 11.3.3 Posting Documents and Auditing Information Combined InfoCube ...................................... 11.3.4 Time and Payroll Data MultiCube .................. 11.3.5 Queries for InfoCubes in Payroll .................... Conclusion ................................................................. 259 259 261 263 263 266 268 271 273 274 275 277 277 277 278 282
11.2
11.3
11.4
12 Personnel Time Management .................................. 283

12.1 Work Schedule .......................................................... 12.1.1 Personal Work Schedule ................................ 12.1.2 Daily Work Schedule ..................................... Absences and Attendances ......................................... 12.2.1 Attendance/Absence Data Overview ........... 12.2.2 Attendance/Absence Data Calendar View ... 12.2.3 Attendance/Absence Data MultipleEmployee View ............................................. 12.2.4 Attendance Check ......................................... 12.2.5 Graphical Overview of Attendance/Absence .. Time Accounts ........................................................... 12.3.1 Time Statement ............................................. 283 283 285 286 286 289 291 292 294 295 295
12.2
12.3
12
Contents
12.4
12.5
Cumulated Time Evaluation Results ................ Display Time Accounts ................................... Display Absence Quota Information ............... Display Time Evaluation Messages ................. Display Time Evaluation Results (Cluster B2) .................................................... SAP NetWeaver BI Standard Content .......................... 12.4.1 Time and Labor Data InfoCube ...................... 12.4.2 Reports for the Time and Labor Data InfoCube ........................................................ Conclusion .................................................................
12.3.2 12.3.3 12.3.4 12.3.5 12.3.6
297 298 299 301 302 304 304 308 310
13 Personnel Development ........................................... 311

13.1 Profiles ....................................................................... 13.1.1 Profile Matchup ............................................. 13.1.2 Profiles of an Organizational Unit ................... 13.1.3 Profile Evaluation ........................................... Qualifications ............................................................. 13.2.1 Searching for Qualifications ............................ 13.2.2 Expired Qualifications .................................... Other Reports ............................................................. 13.3.1 Appraisal Evaluations ..................................... 13.3.2 Profile Matchup: Positions/Holders for an Organizational Unit ........................................ SAP NetWeaver Standard BI Content .......................... 13.4.1 The Qualifications InfoCube ........................... 13.4.2 The Appraisals InfoCube ................................ 13.4.3 Queries for the Personnel Development InfoCubes ...................................................... Conclusion ................................................................. 311 311 313 314 315 315 316 317 317 318 320 320 320 322 323
13.2
13.3
13.4
13.5
14 Benefits .................................................................... 325

14.1 Participation ............................................................... 14.1.1 Eligible Employees ......................................... 14.1.2 Participation .................................................. 14.1.3 Changes of Benefits Elections ......................... 14.1.4 Change of Eligibility Status ............................. 14.1.5 Changes in General Benefits Information ........ Costs and Contribution ............................................... 14.2.1 Health Plan Costs ........................................... 14.2.2 Insurance Plan Costs ...................................... 325 325 326 326 327 328 328 328 329
14.2
13
Contents
14.3
14.4
14.5
Savings Plan Contributions ............................ FSA Contributions ......................................... Stock Purchase Plan Contributions ................ Costs/Contributions for Miscellaneous Plans ............................................................. 14.2.7 Vesting Percentages ...................................... 14.2.8 Contribution Limit Check .............................. Statistics .................................................................... 14.3.1 Employee Demographics ............................... 14.3.2 Benefit Election Analysis ................................ 14.3.3 Enrollment Statistics ...................................... SAP Netweaver BI Standard Content .......................... 14.4.1 The Benefits InfoCube ................................... 14.4.2 Queries for the Benefits InfoCube .................. Conclusion .................................................................
14.2.3 14.2.4 14.2.5 14.2.6
330 330 331 331 331 332 332 332 333 334 334 334 336 337
15 Training and Event Management ............................. 339

15.1 Attendances ............................................................... 15.1.1 Attendee List ................................................. 15.1.2 Attendance List ............................................. 15.1.3 Employee list ................................................. 15.1.4 Bookings per Attendee .................................. 15.1.5 Attendees Training History ........................... 15.1.6 Attendance Prerequisites ............................... 15.1.7 Attendees Qualifications .............................. 15.1.8 Attendance Statistics ..................................... 15.1.9 Cancellations per Business Event/Attendee .... Business Events .......................................................... 15.2.1 Business Event Demand ................................ 15.2.2 Business Event Information ........................... 15.2.3 Business Event Dates ..................................... 15.2.4 Resources Not Yet Assigned per Business Event ............................................................. Resources .................................................................. 15.3.1 Resource Equipment ..................................... 15.3.2 Instructor Information ................................... 15.3.3 Resource Reservation .................................... SAP NetWeaver Standard BI Content ......................... 15.4.1 The Training and Event Management InfoCube ....................................................... 341 341 341 343 344 345 345 346 347 348 349 349 350 351 352 353 353 353 354 355 355
15.2
15.3
15.4
14
Contents
15.5
15.4.2 The Professional Training Provider InfoCube ........................................................ 15.4.3 The Resource Reservation InfoCube ............... 15.4.4 Queries for the Training and Event Management InfoCube .................................. Conclusion .................................................................
357 357 358 360
16 Personnel Cost Planning .......................................... 361

16.1 16.2 16.3 Data Basis ................................................................... Cost Plans ................................................................... SAP NetWeaver BI Standard Content .......................... 16.3.1 The Personnel Cost Plans InfoCube ................ 16.3.2 The Planned Personnel Costs per Cost Object InfoCube ............................................ 16.3.3 The Plan/Actual Comparison of Personnel Costs MultiCube ............................................ 16.3.4 Queries for the Personnel Cost Planning InfoCubes ...................................................... Conclusion ................................................................. 361 362 363 363 364 365 366 368
16.4
PART IV Retrieving Reports 17 Area Menu ................................................................ 371 18 Human Resources Information System .................... 377
18.1 18.2 18.3 Using the HIS ............................................................. 377 Customizing the HIS ................................................... 380 Using the HIS in Practice ............................................ 381
19 Managers Desktop (MDT) ....................................... 383

19.1 19.2 19.3 Functions of the MDT ................................................. Using the MDT ........................................................... Customizing the MDT ................................................. 19.3.1 Editing Scenarios in Customizing .................... 19.3.2 Views ............................................................. 19.3.3 Function Codes .............................................. Using the MDT in Practice .......................................... 383 384 386 386 388 389 393
19.4
20 SAP NetWeaver Portal ............................................. 395

20.1 Manager Self-Service .................................................. 395
15
Contents
20.2 20.3 20.4
20.1.1 Customizing the Report Launchpad ............... 20.1.2 Implementing MDT Data in an MSS Reporting Launchpad .................................................... 20.1.3 Key Figure Monitor ....................................... 20.1.4 Web Templates for the MSS .......................... BEx Web Application Designer ................................... Visual Composer ........................................................ Using the SAP NetWeaver Portal in Practice ..............
396 398 399 401 401 407 411
Appendix ........................................................................ 413

A B Further Reading .................................................................... Standard Reports in the SAP HCM Modules: Overview ......... B.1 Administration ........................................................... B.2 Organizational Management ...................................... B.3 Recruitment ............................................................... B.4 Payroll ....................................................................... B.5 Time Management ..................................................... B.6 Personnel Development ............................................. B.7 Training and Event Management ................................ B.8 Personnel Cost Planning ............................................. B.9 Benefits ..................................................................... Sample Codings for Chapter 4, Queries ................................. Authors ................................................................................ 415 417 417 418 419 420 420 421 422 422 423 425 429
C D
Index ........................................................................................... 431
16
Before running a report, you first have to examine the data that you intend to use as a basis for the report. Among the things you need to look at are the datas technical structure and content. The latter has to contain information that is relevant to the purpose of the report. We explain these basic topics in this chapter.
Basics of Reporting in SAP ERP HCM

Data structures in SAP ERP HCM
SAP ERP HCM contains many different data structures. These data structures can be divided into three areas:

Personnel administration master data Payroll and time management results data Personnel planning data
The structures of the data in each of these areas are fundamentally different.
The structure of applicant management data is identical to that of personnel administration data, so we mention it here only when we want to draw your attention to something in particular.
Personnel administration master data is the basis of all SAP ERP HCM modules. When an employees data is entered in the system, the data is stored in what are known as infotypes. Once the employee is created in this way, the data can then be used in other modules. The payroll and time management areas, for example, use this data and store their results in data clusters. The structure of these data clusters consists of several related tables that are different for each application. Personnel planning data consists of a wide variety of objects that are related to each other by means of links. The individual properties of these objects are also stored in infotypes. Section 2.1 deals with these data structures in more detail.
37
Logical database
The fundamental technology provided by SAP for reporting on these structures is the logical database. Almost every report is based on the functionalities of a logical database, which retrieves data for reporting purposes from any infotype you want. The logical database presents you with a selection screen for the settings and carries out the standard authorization checks without system downtime. From the users viewpoint, there is a single, unified interface for dealing with all kinds of reports. Section 2.2 contains information about the logical databases that are available in the HCM system. HR data is particularly sensitive, which creates considerable demands of the authorization concept. See Section 2.4 for important information on the authorizations required in the HR reporting area. Even the best report cannot compensate for inadequate data quality and missing information. Section 2.5 of this chapter describes the most important things you need to know to create a good basis for your reports.
Authorization concept
Reporting basics
2.1
Data Structures in SAP ERP HCM
In this section, we introduce the three data structures of the HCM system that we mentioned above: payroll and time management data clusters, the employee master data (personnel administration) infotypes, and the personnel planning infotypes. Because these infotypes have different structures and uses, we will look at them separately.
2.1.1
Personnel Administration Infotypes
Interrelated content is stored in infotypes in SAP ERP HCM. The division of data into infotypes is based mainly on business criteria. This concept enables you to decide freely which infotypes to use and not use. However, certain infotypes, such as IT0002 (Personal Data), are mandatory, as some basic functions would not be possible without them. The decision about which of the different infotypes to use depends on which processes you intend to use. Another option is to use data fields within an infotype. In this case, as before, there are differences: Certain fields are mandatory, whereas others can be used or hidden, as you require.
38
2.1
The Personal Data infotype (see Figure 2.1) contains the personal details of the person in question, divided into the blocks Name, Birth data, and Marital status/religion. This infotype is clearly one of the mandatory ones (without a persons name, for example, most reports would be useless). Examples of optional infotypes are IT0040 (Objects on Loan) and IT0035 (Company Instructions). Only a few fields in Personal Data are not mandatory, such as the fields under Marital status/religion; you use these only if you choose to.
The example above illustrates the disadvantage of the infotype concept: some data applies to multiple infotypes. For example, data on marital status and religion is also relevant for taxation purposes (in Germany), so the Number of children (No. child.) and Religion fields are also included in the infotype IT0012 (tax data D). Therefore, as you can see, data redundancy exists in the system. There are only a few cross-infotype checks, and you have to program these yourself in user exits. Thus, multiple options sometimes exist for reporting on data, and in these cases you have to establish which source will deliver data reliably and is easiest to report on. For example, if you require a report on religious affiliation, the infotype IT0012 (tax data D) is the most reliable source, as this data is relevant to payroll and is therefore carefully maintained.
SAP provides you with tools that enable you to quickly develop your own infotypes and to extend existing ones by adding your own fields to them. This has no detrimental effect on the SAP standard, and any changes are retained in updates. The main advantage of this function is that any custom development work that you carry out is available in the logical database without the need for further adaptations (see Section 2.2) and can also be used in SAP Query and Ad Hoc Query InfoSets (see Section 4.1). The infotypes can be time-specific; that is, they are saved with a start date and an end date. This often poses a major challenge in reports, especially when information from several infotypes with different validity periods have to be combined for reporting purposes. If you make a selection over a period of time, there may be multiple records of an infotype in this period, with the result that multiple rows are output in the report.
Customer extensions
History capability
39
Figure 2.1 Infotype (Personal Data)
The reporting requirements are an important consideration in deciding what infotypes and data fields to use, as a lot of data is maintained for reporting purposes only. This is why analyzing the data basis is always the first step in designing a reporting concept.
2.1.2
Payroll and Time Management Data Clusters
Payroll and time management results are stored in data clusters, which are stored in database table PCL2. Every cluster has its own structure, consisting of multiple tables. Whereas time management is international in nature and always uses cluster B2, there is an individual payroll cluster for each country version, as statutory regulations require specific data in each country.
40
2.1
Figure 2.2 shows the data structure PAYUS_RESULT, which makes reporting on payroll results easier. The structure contains three areas: EVP, the cluster directory; INTER, international payroll result objects; and NAT, national payroll result objects with the US payroll tables. The INTER and NAT areas are based on several tables.
You can use the sample report RPMUST01 as a template for your own reports. This report is an example of how payroll results are read on the basis of the PAYUS_RESULT structure.
Data structure of payroll result
Figure 2.2 Structure of the Payroll Data Cluster
Reporting on payroll and time management results is technically more complex and less convenient than other data types, as you will see in Chapter 4, Queries, in particular. There is no logical database that directly retrieves payroll or time management results, so the programmer always has to use function modules to provide the data required for the report.
2.1.3
Personnel Planning Infotypes
The object-based data model for personnel planning consists of objects that are interrelated by links. Each of these objects has properties that are stored in infotypes. There are many object types in the various personnel planning modules. Table 2.1 lists the object types in the Organizational Management module.
41
Object Type O S C T A P K
Text Organizational unit Position Job Task Work center Person Cost center
Table 2.1 Objects in Organizational Management Objects in Organizational Management
Not all the objects listed have to be used; in practice, Organizational Management usually consists of a hierarchy with the objects O (Organizational unit), S (Position), and C (Job). The external objects P (Person) and K (Cost center) are then linked to these objects. Person and cost center do not originally belong to Organizational Management, but links can be set to external objects such as these. Also, a position can be linked to a personnel number in Personnel Administration, and a cost center in the CO (Controlling) module can be linked either to an organizational unit or to a position. Links such as these create hierarchy trees, and reports can then be run based on these structures.
Links describe a relationship between two objects. They are defined in two directions: A (bottom-up) and B (top-down), and thus, reports can be run in two directions. For example, starting from a manager, the system can find all his subordinates, while starting from an employee, the system can identify his manager.
Links
Staff assignments
The organizational structure is the basis of Organizational Management. The organizational units are arranged hierarchically in this structure. One position per employee is assigned to these organizational units in a concept known as staff assignments (see Figure 2.3). Positions are also linked to jobs. Whereas a position corresponds to the employees exact role, such as Secretary Plant Manager Plant 1, a job provides a general description only, such as Secretary. A position can also be vacant; the property Vacant specifies that a position is either to be filled or that it will remain vacant (see Figure 2.3).
42
2.1
Figure 2.3 Staff Assignments
The evaluation path determines which objects are processed. Processing starts with an initial object and proceeds through all other objects that are connected to the initial object via the links defined in the evaluation path (see Figure 2.4).
Evaluation path
Figure 2.4 Evaluation Path Customizing
The evaluation path starts with the organizational unit and searches for all positions linked to that unit. It then reads all the persons assigned to a position and proceeds from there with the next subordinate organizational unit. This data model can be extended flexibly; for example, you can create your own objects, add your own links, and create your own evaluation paths for reporting purposes. Organizational Management data is relevant at various points throughout the reporting process. This data is reported on directly in reports, such as a list of open or vacant positions. However, it can also be used to select employees if you select an organizational unit
Extensibility
43
as the root object and use all employees assigned to the subordinate positions as the selected set. Managers often use this approach for reporting purposes. Therefore, you should take reporting aspects into account when setting up the Organizational Management structure.
2.2
Logical Databases
In the previous section, you learned about the complex structures of SAP ERP HCM. To save you having to reprogram the complex datareading process every time in every report, SAP provides ready-torun program routines in what are known as logical databases.
2.2.1
Properties of a Logical Database
A logical database is an ABAP program. It is the basis of reports and InfoSets of the query tools (see Chapter 4, Queries) and provides data for reporting and processing purposes. The logical database contains the following functions:
Data retrieval
Data is read from the database and made available in main memory. Internal tables within the program store data from various infotypes, ready for further processing. The logical database is not a real physical database; instead, it provides access to database tables at the runtime of the report.
Selection screen
The standard selection screen enables you to restrict the data selection by a variety of criteria. Various fields are available as selection parameters, depending on the structure of the logical database. In many cases, you do not need to define any additional selections in the report.
Authorization check
The logical database checks whether the user has the appropriate permissions to view the requested data.
The authorization concept in HR is subject to particularly high demands. We strongly recommend that you use a logical database when programming customer reports.
44
Logical Databases
2.2
The logical databases in the HCM system are as follows: PNP and PNPCE for personnel administration, PAP for recruitment, and PCH for the Organizational Management, Personnel Development, and Event Management modules.
2.2.2
Logical Database PNP
The logical database PNP is used in the Personnel Administration, Time Management, and Payroll modules. The selection screen of this logical database consists of the areas shown in Figure 2.5:
Figure 2.5 Selection Screen of Logical Database PNP
Application toolbar
The application toolbar contains more functions for making selections, using search help, setting the sort order, and making selections using the organizational structure. The Further selections button gives you access to additional fields for employee selection. To keep the selections area manageable, not all selection fields are visible by default; use this button to activate them.
45
The Search helps button links the selection and sort order areas in one function. For example, you can use it to select a search help screen for personnel numbers from the list of available search helps (Figure 2.6). You can also define your own search helps.
A cost center, for example, can be entered in search help K (Organizational assignment). This has the effect that only employees who are assigned to this cost center are output. At the same time, the sorting process is carried out in accordance with the order of fields in search help K.
Figure 2.6 Search Helps
46
Logical Databases
2.2
The list of employees is processed and output based on personnel numbers in ascending order. You can use the Sort order button to select the order of these fields. This functionality is more convenient and therefore preferable to using search helps. The Org. structure button lets you select organizational units and thus restrict the list of employees in accordance with the organizational units you selected.
Dynamic selection
The button for dynamic selection is located in the general toolbar. Users of this tool rarely use it to its full capacity. The fields available here can be used to create the selection view that is assigned in the HR report category (see Section 2.3). This selection view can contain data from various infotypes, including customer-specific infotypes. The dynamic selection functionality can be used to add any field you want to the Selection block, which consists of fields of the infotypes 0000 (Actions) and 0001 (Organizational Assignment).
Figure 2.7 Dynamic Selection
Period
The options under Period differentiate between the data selection period and the person selection period. The person selection period refers to the employee selection that has been carried out (see the example below). The data selection period refers to the data to be reported on and displayed.
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We want to select all employees who are active on 12/31/2006. We also want to display the salary development of these employees during the year 2006. To select the employees, we set 12/31/2006 as the start date and end date of the person selection period. (It is sufficient to enter the start date only. If the end date field is left empty, the end date is automatically set to be the same as the start date.) We also set the Employment status as not equal to 0. This selects all employees who are active on 12/31/2006. We then set the period from 01/01/2006 to 12/31/2006 as the data selection period, as we want the report to read data for the whole year in order to represent the historical development. The report then outputs all data records that exist for that year.
Selection
This area restricts the list of employees used for the report. All employees are selected who have matched the time period specified under person selection period for at least one day (also see Section 3.1).
The person selection period starts on 01/01/2006 and ends on 12/31/2006. Enter 1000 as the personnel area. All employees are then selected who were in this personnel area at some point during this period. (In other words, an employee does not have to have been in this personnel area for the entire period; it is sufficient for each employee simply to have been in this personnel area on 01/01/2006, even if he then moved to another personnel area on 01/02/2006, for example.)
Report-specific selections and parameters
This screen area has nothing to do with the logical database; it is specific to the individual report. Here, you can define other selection options and program control parameters.
2.2.3
Logical Database PNPCE
The logical database PNPCE has existed since the SAP R/3 Enterprise release and is a successor of PNP. The selection screen shown in Figure 2.8 has undergone the following improvements:
Simple and clear representation of data selection period and person selection period
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Logical Databases
2.2
Integration of evaluation period and payroll dates in a single screen, so time periods and key dates can now be selected without the need to switch screens Inplace display of dynamic selection Integration of buttons into general toolbar
Figure 2.8 Selection Screen of Logical Database PNPCE
The most important new addition is support for concurrent employment. In other words, the person identifier is used as a selection criterion, making it possible to process employees with multiple contracts and, therefore, to process multiple person identifiers. This functionality has to be explicitly activated in the customizing.
For more information on the topic of concurrent employment, see Note 517071 in the SAP Service Marketplace.
Concurrent employment
The general improvements to PNPCE can also be used without concurrent employment. SAP recommends that you use them in custom development work. However, most standard SAP reports still use the logical database PNP. SAP is switching over its reports step by step as new developments become necessary.
See Section 6.3 on the specific weaknesses of this logical database.
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2.2.4
Logical Database PCH
The logical database PCH was designed for the personnel planning data model, in which objects such as organizational units, positions, qualifications, and events are interrelated by links. PCH is used in Organizational Management, Personnel Cost Planning, Event Management, and Personnel Development. In the selection screen shown in Figure 2.9, one or more objects can be specified as starting points. You can include other objects in the report by specifying an evaluation path.
Figure 2.9 Selection Screen of Logical Database PCH
2.2.5
Logical Database PAP
The logical database PAP is used to report on recruitment data. The structure of the data in this database is similar to that of personnel administration data and uses largely the same infotypes, although PAP also uses some infotypes that are required specifically to administrate job applications. The data is stored in its own area of the database.
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HR Report Categories
2.3
Some terms have a different meaning in the Applicant context. In applicant administration, the personnel number is called the applicant number, the employee subgroup is the applicant range, and the employee group is the applicant group.
Figure 2.10 shows the selection screen of the logical database PAP, which is similar to the logical database PNP. However, some of the fields in this screen are specially designed for applicant administration. The receipt of application period and the data selection period are the available time periods. Also, Advertisement and Unsolicited application group are data items that exist only in applicant administration.
Figure 2.10 Selection Screen of Logical Database PAP
2.3
Fine-tuning the selection screen
HR report categories enable you to fine-tune the selection screens of the PNP and PNPCE logical databases. You can make the following settings:
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Key date, payroll period
You can enter the payroll periods as the time periods. You can also restrict your entry to a key date.
Data selection period and person selection period
You can interlink the data selection period and the person selection period. This means only one entry is required, and the periods are then always identical. It depends on the requirements of the report whether the periods remain identical or whether they will have to be entered separately later on.
Permitted selection options
This setting enables you to select the selection options you require. In doing so, you specify which ones appear straight away and which ones can be activated using the Further selections button.
Specify dynamic selection
Select the selection view for dynamic selections. This can be a standard selection view (SAP) or a custom-defined selection view (CUS). By doing this, you specify the fields that are available in dynamic selection.
Reading Payroll results
Selection using Payroll results
Selection using Payroll results is a special variant of the selection screen. It is intended to counteract the following weakness in reports on payroll results. If you select a cost center in a report, this selection normally causes the cost center to be checked in IT0001 (Organizational Assignment). However, the cost center may be modified after the payroll is closed. A retroactive accounting process is then carried out in the subsequent period. You can see this in the payroll cluster in table WPBP, but the infotype shows only the most recent status. Selection using Payroll results uses the field in table WPBP and not the infotype fields. This table is read not from the cluster, but from the tables HRPY_WPBP and HRPY_RGDIR. The content of the tables in the payroll cluster have been available in these transparent tables since release R/3 4.6C to make this selection type possible. This modifies the selection screen only; it does not cause any payroll results to be read. The payroll results have to be read using the usual function modules, as before.
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2.3
To view the HR report category, open the properties of a report in the ABAP Editor (transaction SE38). Figure 2.11 shows the button you use to access the settings for the HR report category.
Call HR report category
Figure 2.11 ABAP Program Attributes
Click on the HR report category button to open the Report category assignment window shown in Figure 2.12. Here, you can select a report category or go to the report categories maintenance screen.
Figure 2.12 Report Category Assignment
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You can also adapt the HR report category in the Customizing under the IMG path Personnel Management Human Resources Information System Reporting Adjusting the Standard Selection Screen Assign Report Categories. This enables you to adapt the selection
screen of standard reports without modifying them. However, you should do this only if there are good reasons for doing so. Also, you should carefully test your adaptations before using the report. Restricting the functionality using a custom HR report category is less problematic than extending the functionality by adding more selections that may have been purposely left out.
Create a report category
Figure 2.13 shows the parameters of a report category. You first have to determine whether to use the report category for the logical database PNP or PNPCE. The General data block can be used to link the data selection period with the person selection period. If you check this box, there will then be only one period to enter in the selection screen, and this period applies equally to the person selection period and the data selection period. The buttons for Search help (Matchcode), Sort, and selection by Organizational structure can also be activated on this screen. You also have the option to reduce the entry of time periods to key dates or to read the period from the data in the Payroll administration record. The next step is to assign the Selection view for dynamic selections.
Selection view for dynamic selection
Selection views are a little-used but very useful selection option. These can be used to include additional infotype fields that are not contained in the standard selection. You can define your own selection views and assign your own infotypes to them. This gives you the highest possible level of flexibility in terms of the selection options under Selection View for Dynamic Selections. You then specify the allowable selection criteria in the next window. Here, you can choose between fields of infotype 0000 (Actions) and infotype 0001 (Organizational Assignment) and specify which selection criteria appear straight away in the selection screen and which can be activated using the Further Selections button.
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Authorization Checks in HR Reporting
2.4
Figure 2.13 Creating a Report Category
Figure 2.14 Specifying Allowable Selection Criteria
2.4

Usual HR authorizations
As a basic rule, the same authorization checks are used in reporting as in the display and maintenance transactions in the HCM system. This applies in particular to the following authorizations:
Display and maintenance authorizations for object types, infotypes, and subtypes in Organizational Management (authorization object PLOG)
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Display and maintenance authorizations for infotypes and subtypes in Applicant Management (P_APPL) Display and maintenance authorizations for infotypes and subtypes in Personnel Administration (P_ORGIN or P_ORGINCON, or both, P_ORGXX, P_PERNR) Display and maintenance authorizations for clusters (P_PCLX) Structural authorizations for Organizational Management and Personnel Administration
The following sections deal with how authorizations other than those mentioned above can be or have to be used specially for reporting in SAP ERP HCM. We also go into some detail on cluster authorizations in these sections, as these authorizations are very important in the reporting context.
2.4.1
Calling Reports
There are two authorization options for calling reports.

Starting Reports Using the SAP Easy Access Menu
To authorize users to start reports using the SAP Easy Access menu, go to the Menu tab (see Figure 2.15) and open the role maintenance function (transaction PFCG).
Link variants to reports
The Transaction button is used to add transactions directly. Report is used to create a transaction for a report if one does not already exist. On this screen, you can also create a transaction that calls a specific variant of the report and link a report to a variant using the transaction maintenance function (transaction SE93). The Profile Generator creates entries in the authorization object
Transaction Code Check for Transaction Start (S_TCODE) from the
transactions that you maintained in the menu. These entries can be modified via the menu only. To avoid a situation where every transaction is processed using the role maintenance function, the authorization object S_TCODE can also be transferred manually to the profiles and maintained without having to go through the menu. You can also use the placeholder * here for example, ZPT would allow all transactions that start with ZPT.
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2.4
Figure 2.15 Creating an Authorization to Start Reports Using the SAP Menu
Starting Reports Using Transaction SA38 You can start any report by entering its name in transaction SA38 (System Services Reporting). In doing this, you are initially creating the option on a general level to start reports, rather than assigning an individual authorization for a specific report, so you need to be very careful when assigning authorizations in this way. This is particularly true because there are a few reports in the standard in which no authorization checks are run. To create authorization protection in this situation, you have to use the authorization object ABAP: Program Flow Check (S_PROGRAM) in conjunction with the authorization group. This field is located in the program attributes, which can be maintained by the programmer. Because the authorization group is not maintained in several standard SAP programs (or not maintained in the way you require), you
Start reports using SA38
Authorization groups
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have to do this retroactively. Do this using the report RSCSAUTH (see Figure 2.16).
Figure 2.16 Maintaining Authorization Groups in Reports
In the upper part of the screen, use specific criteria to select the standard reports to which you want to assign the authorization groups entered under Default authorization group. If you have also created authorization groups in report trees, include these using the Report tree option. The Restore options are needed after upgrades and other new releases of standard programs.
As part of the process of defining your authorization concept, you should decide whether reports will be called using the menu or SA38. If you decide against the SA38 option, you will not need to maintain the authorization groups. Instead, you will have to explicitly assign permission for every report or group of reports.
2.4.2
Authorization object P_ABAP
Simplified Authorization Check for Reports
Because the process of checking read authorizations for master data takes up a lot of computing time, especially in the running of reports,
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2.4
you may want to restrict or deactivate the check for certain reports. Do this using the authorization object HR: Reporting (P_ABAP). P_ABAP does not replace the basic authorization required to start a report. This basic authorization is administrated by the authorization objects mentioned in the previous section. Rather, P_ABAP simplifies and speeds up the process of checking the reported data. If you assign full authorization for this object, a user can view all the HR master data in the reports, even if he does not have authorization for the relevant infotypes and personnel numbers. P_ABAP has an effect only in reports that use the personnel administration logical database (PNP). To maintain authorizations, enter the report name and one of the following two simplification forms:
P_ABAP for PNP only Two forms of simplification
Infotypes and organizational assignment are checked independently of each other. In other words, users can view all infotypes for all personnel numbers to which they have access. This approach speeds up the authorization check. When the report is run without checks, no checks of HR master data or structural checks are carried out. This approach makes sense for uncritical reports, such as a room directory, and for users who already have full read access to HR master data.
P_ABAP can be used to deactivate the authorization check for all users in the case of a report of employee data that do not have to be protected (such as name, date of birth, and organizational unit). For example, this authorization object is assigned specially for reports with a critical runtime to users in the central HR department who have full read access to HR master data.
2.4.3
Cluster Authorizations
Frequently used clusters
The authorization object P_PCLX is used for the following, frequently used clusters:
Master data

TX: infotype texts LA: Master data change documents (LB for applicants)
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Time management
PC: single-character abbreviation for the monthly calendar, generated every time a presence or absence is updated B1: interface to positive time management, read and written from RPTIME00 B2: central time evaluation cluster
Payroll

RU: payroll results (USA) CU: cluster directory PS: generated payroll schema PT: texts for generated schema
The input help for the Area ID for Cluster field in the authorization maintenance function of the cluster authorization object provides a full list of all the clusters in the PCL* tables.
2.4.4
Query
If a user is assigned to a user group (see Section 4.1.4) and has access in the user menu to queries via the SAP Query or Ad Hoc Query transaction, he is already able to run queries. This user has access to queries of the InfoSets that are assigned to his user group. Also, this user can run queries that you add directly to his user menu using the role maintenance function.
Authorization object S_QUERY
However, this user cannot save modifications to the queries. Thus, for more advanced work in the query area, you need the authorization object S_QUERY. With this object, you can grant access to the following activities:
Create and modify queries
The user can create new queries on the basis of the InfoSets in his user group(s) and save modifications to existing queries. You can reserve permission to modify queries for individual users by means of the user group assignments.
Maintain environment (InfoSets, user groups)
The user can execute transactions SQ02 (InfoSet maintenance) and SQ03 (user group maintenance) and transports. Ideally, end users should not have this authorization.
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2.4
To extend InfoSets using ABAP code, the additional authorization object S_DEVELOP is also required with the value AQ* for the object name field and PROG for the object type field.
Translation (language comparison for SAP Query objects)
The user can translate the texts or carry out a language comparison. If a user has authorization to create and modify queries and to maintain InfoSets and user groups, he has access to the queries of all user groups without being explicitly assigned to them.
If a query accesses tables outside the logical database, the authorization object S_TABU_DIS is also checked. Access to the HR data to be reported on is administrated by the usual HR authorization objects and the structural or context-sensitive authorization check. If a field is included in the InfoSet as an additional field by directly reading the database table rather than by means of the logical database, no authorization check is carried out. However, this would enable you to fulfill the following requirement: A user wants to report on the internal address of infotype 0032 (internal data) but is not authorized to view company car data and thus cannot have full authorization for this infotype.
Since Release 4.6C, there is another maintenance tool that serves as an alternative to user group maintenance (SQ03). You can access this tool using transaction SQ10 or by choosing Environment Role Administration in the InfoSet maintenance function (SQ02). Here, you can directly assign the user group to the role. In the next step, assign the InfoSets from the user group. Now every user with this role can run queries of these InfoSets. If a user also has the authorization object S_QUERY with change authorization, he can modify the queries of all other roles. This tool cannot be used to override the change authorization for each user group. This can be done in the user group maintenance function only (see Section 4.1.4). Another way of restricting access to queries and InfoSets is to use the authorization group that you maintain in the InfoSet. The authorization group is located in the first screen after the InfoSet is created. For an InfoSet that has already been saved, you can open this screen from the menu by choosing Goto Global properties. The authorization group assigned here has to be entered in the role in the S_PRO-
Role administration
Authorization groups
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GRAM authorization object under ABAP/4 Program Authorization Group (see Section 2.4.1). If you are not using authorization groups, this field remains empty in the InfoSet maintenance function. In this case, you do not need the S_PROGRAM authorization object either.
To make it as easy as possible for the user to use SAP Query, we recommend that you prespecify the work area. Do this in the user maintenance function on the Parameters tab. The AQW and Blank entries have the effect that the relevant standard work area is displayed when SAP Query is called.
2.4.5
Managers Desktop
The authorization object BC-BMT-OM: Allowable Function Codes for Manager's Desktop (S_MWB_FCOD) checks each functions authorization for individual users for all the possible functions in the Managers Desktop (MDT). The input help of the Function code field contains a list of the function codes.
2.4.6
Customer Reports
In SAP ERP HCM, authorization checks are carried out in the application system rather than on the database level. Therefore, every authorization check has to be programmed in ABAP/4.
Use logical databases
The most secure and easiest way of checking authorizations in customer reports is therefore to use the relevant logical database, that is, PAP for applicant data, PNP or PNPCE for HR master data, and PCH for data in Organizational Management, Personnel Development, and similar modules. The logical database carries out all the necessary checks. Data that is accessed via the GET command when a user wants to read HR data in the program is thus secure from the authorization point of view. As soon as the need arises in the program to read external data, or in cases where, for example, the logical database cannot be used for performance reasons, the code has to ensure the completeness of the authorization check. Usually, this is done using the standard function modules of the SAP system. These function modules usually contain parameters for administrating the authorization check, some of
Use standard function modules
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2.4
which are divided up into normal authorization checks and structural checks. It is advisable to activate these parameters so that the standard function modules run the authorization checks. The correct functioning of any standard function modules you use has to be checked as part of upgrades. This also applies when your company starts using new authorization objects. The code should specify that data be read directly from the database only in very exceptional circumstances. In such cases, the whole authorization check has to be carried out individually for each authorization object with the AUTHORITY-CHECK command. Also, as indicated above, simple read commands to the database enable program developers to view all the data in clients in which they create programs. Special read commands can also be used to give programmers access to data in other clients in the same system.
Remember authorizations for programmers
2.4.7
Special Issues
You need to take the following special issues into account.
Access to Aggregated Data Often a user has to process the statistics of a specific user group but is not allowed access to the source of this data.
An HR controller is not allowed to know the salaries of the board members, but the statistical report he is creating has to include the total salaries of everyone in the company, including the board members.
Total yes, details no
This is not possible using the standard means, as without the corresponding authorization to the individual data, the report cannot generate the required totals. However, as soon as the required authorization is assigned, the user can view them in the HR master data display screen, for example. There are two possible solutions to this problem:
Use authorization object P_ABAP to deactivate the authorization check (see Section 2.4.2). However, with this approach, there is always the danger that the user runs the report for one person only and accesses the confidential information in this way.
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Create a customer-specific report especially for this purpose. This report would not carry out any authorization check but would have to ensure that the report could not be run for individual personnel numbers.
Behavior of Reports in the Case of Insufficient Authorizations If a user runs a report but does not have authorization for the data in question, the report skips all rows that contain forbidden data.
A report contains the names and powers of attorney of all employees. However, a user who runs the report does not have read access to the power of attorney data for some of the selected employees; in these cases, he has access to the names only. The report does not output the data of the employees in question (not even their names). Instead, it simply displays a warning message at the end of the report: Personnel number skipped due to insufficient authorization.
2.5
Reliable data basis
Reporting Basics
In previous sections, you saw that successful reporting requires a data basis that contains solid information. The data has to be maintained thoroughly, and the relevant information has to be reliable. Data required for payroll or time management purposes is usually very carefully maintained. If errors are made or data forgotten in these areas, the employee will notice this immediately, and the required corrections are made. Therefore, this data is a solid basis and is frequently used for reports.
As a rule of thumb, you can assume that data will be insufficiently maintained if it is relevant to only a small number of processes and if the user does not have sufficient knowledge of the content or relevance of the data.
In other areas, such as job vacancies, data may be maintained, but inconsistently. If the information on the vacancy is required in a number of different processes that are not functioning correctly because the data hasn't been maintained sufficiently, data quality will increase if data maintenance is carried out properly. In the
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Reporting Basics
2.5
example of the vacancy, the process in question could be Personnel Cost Planning, which requires the vacancy information for personnel cost planning, or it could be a process for approving positions for each workflow, for which adequate data maintenance or integration into applicant management are necessary. Therefore, when new processes are rolled out, you need to check which of the new key figures and information are relevant and how to support full, correct data maintenance through appropriate plausibility checks in the system. For new reports on the basis of existing processes, the data on which the reports are based has to be validated, Field prepopulation and plausibility checks may also be necessary to enable retroactive maintenance and to support data maintenance.
2.5.1
Central Data for Successful Reports
Certain central data in the HCM system needs to be carefully designed and structured, as this data is intensively used both in multiple processes and in reporting. This central data includes the following:
Infotypes 0000 (Actions) and 0001 (Organizational Assignment) Data of the infotypes 0000 (Actions) and 0001 (Organization Assignment) are the basis of authorization checks and are used in the selection screens of the logical databases PNP and PNPCE. Therefore, you need to take reporting aspects into consideration when customizing these infotypes. These aspects include the following:
Customizing the enterprise structure and personnel structure
Actions and action reasons
Entry and leaving, as well as leaving reasons, are particularly important for creating key figures. You have to design a definition concept for leaving reasons for reporting purposes. The important information here is whether the employee in question is leaving the company for his own reasons, or whether there were internal company reasons.
Employee group and employee subgroup
Employee groups and employee subgroups are important for selecting relevant employees. A frequently used approach is to
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create an inactive employee group, so that these employees can be omitted from reports. Reporting requirements also need to be taken into account when you are designing the employee subgroups. You should try to keep the number of employee groups and subgroups as small as possible, but an extra employee group or subgroup can often make reporting easier.
Personnel area and personnel subarea
Personnel areas and personnel subareas can play an important role in reporting for example, if you want to make divisions or independent parts of the company easy to select for reporting purposes.
Structure of Organizational Management

Structure formation
The structure(s) specified in organizational management are used for reports but are also the basis of employee selection and possibly also of authorization checks for reports. You should take into account the following aspects in relation to these structures:
Job catalog
There are various requirements of the job catalog, most of which are closely related to reporting requirements. The challenge is to come up with job definitions that apply throughout the company. One reporting requirement would be a salary comparison between employees with the same job.
Organizational units
The need to assign the information of a hierarchy level such as board area, department, or team to an organizational unit is a common one, and you need to take it into account when setting up your organizational structure. One option in this regard is to store the extra information in the object abbreviation. An alternative is to create a special infotype in which the hierarchy level is stored. You could also create the structure numerically; for example, the first level could be equivalent to the board area, the second level to the department, and so on. However, none of these three solutions are directly accessible to reporting in the SAP standard, so you have to decide which solution you prefer and how you are going to incorporate it into your reporting concept.
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Reporting Basics
2.5
Staff assignments structure
The easiest way to select employees in reports for managers is to use the staff assignments. However, if the hierarchy does not reflect the reporting structure, you have to invest extra time and effort, for example, create a special evaluation path or use other information, to correctly assign the areas of responsibility. This is something to keep in mind when creating the organizational structure. Another challenge is posed by multidimensional structures, in which the business and disciplinary assignments are different from each other. The fact that you can define your own evaluation paths creates flexibility in reports. It also shows that reporting plays an important role in modeling organizational management structures.
Wage Types in Payroll and Time Types in Time Management The creation of wage types and time types for reporting can make reporting tasks easier. For example, it is considerably easier to answer a query regarding how many hours an employee was sick with and without continued pay if there are time types and wage types in which these hours can be saved. Sickness statistics can then be created with a simple wage type or time type report. Alternatively, you could calculate these hours on the basis of the work schedule and absences, but this would require much more programming.
Check which key figures can be reported on on the basis of wage types and time types.
2.5.2
Special Features of International Reporting
Many companies also use SAP ERP HCM for their foreign subsidiaries. This situation involves additional challenges.
Unified Definitions of Terms The data used as a basis for reports has to be comprehensible and usable on an international level. However, in practice, definitions are often based on country-specific conditions, such as the definition of
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employee groups and subgroups. For example, few countries differentiate between salaried employees and industrial workers. In Germany, this differentiation is based on past pension regulations that no longer apply but is still enshrined in some collective agreements. It is therefore common practice in Germany to reflect this differentiation in various employee subgroups. This situation is difficult for other countries to understand, as they have no legal basis for the differentiation. Therefore, as this example illustrates, it is important in international reporting to use universal definitions. To give another example, the differentiation between office worker and factory worker could be changed to create a single internationally applicable term. Because employee subgroups contain several technical SAP Customizing settings that affect payroll and time management, it is difficult to roll out definitions of employee subgroups on a global level. Some countries manage to do so, whereas others use their own employee subgroups to fulfill payroll and time management requirements. For this reason, you should define a concept that allows for multiple equivalent employee subgroups for example, by creating defined areas containing employee subgroups with the same definition; 10 20 could correspond to an office worker. Alternatively, you could use the first character to identify the employee subgroup and the second character for the country code. In Germany, the status Inactive also often depends on German legal conditions, such as the end of continued pay. The concept of continued pay as it exists in Germany is unknown in other countries. If someone outside Germany is using a report that is based on German social insurance regulations, such as days that qualify for social insurance coverage, that person will have no basis on which to run the report. Therefore, in this case, the person running the report will have to use the first full month in which no remuneration was paid, for example, as the inactive period. These parameters have to be agreed upon and embedded in a concept.
Data Harmonization It is easier to implement key figure definitions for international reporting if you design and implement guidelines for doing so before
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Summary
2.6
rolling out your SAP system. It is difficult to make retroactive data changes (and almost impossible in some areas) such as definitions of employee subgroups. A possible option here would be to load the data into an SAP NetWeaver BI system and harmonize the data when it is loaded. However, the question is still open as to whether this alone would create comparable data, as certain information may not exist at all, such as separate definitions of office worker and factory worker, or may be used differently in different systems.
Programming Requirements Programs created in-house are subject to certain requirements. However, these requirements are often not taken into account from the start. If the system allows users to log on in different languages, tables in the logon language have to be read. Check whether the reading of tables has been programmed with the required level of flexibility. If the system is Unicode-enabled, the programs also have to adhere to Unicode guidelines (see service.sap.com/unicode). Program texts have to be translated, and text symbols have to be used rather than text that is embedded in the code. You also have to ensure that country-specific settings in the program are read correctly. For example, the country modifier (MOLGA) is often preset to 01 in the code, which makes it impossible for users in other countries to use the program. The resources required to adapt in-house programs for international use should be incorporated into the roll-out schedule.
2.6
Summary
The data structures in SAP ERP HCM are very complex, as there are various modules with different requirements. In addition, not all modules are used to the same level in practice. Therefore, a basic requirement of reporting is that you analyze the data basis to define the data to be output in reports. In certain modules, such as Payroll, careful data maintenance is a must, whereas in other modules, data is often only maintained spo-
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radically. To create a solid data basis, which results in complete and useful reports, you need to decide what processes to install that support and manage data maintenance. In some cases, it is sufficient to carry out retroactive maintenance in response to gaps in data maintenance that are highlighted in reports themselves. Authorizations are particularly important when it comes to reports involving HR data. You should always strive to avoid the worst-case scenario, in which poorly maintained authorizations enable users to view data for which they do not have the required authorization.
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This Appendix contains an overview of all standard reports for the SAP HCM modules including their names, ABAP program names, and the corresponding transaction code. The sequence of the reports corresponds to the sequence in which they are presented in the chapters of Part III in this book. You can download an electronic copy of this Appendix from the publishers Web site at www.sap-press.com.
Standard Reports in the SAP HCM Modules: Overview

Administration
ABAP Program Name RPLICO10 RPPSTM00 AQZZ/SAPQUERY/ H2DATE_MONITOR== AQZZ/SAPQUERY/ H2EDUCATION===== RPLTRF00 Transaction Code S_AHR_61016362 S_AHR_61016360 S_PH0_48000450
B.1
Report
Flexible Employee Data HR Master Data Sheet Date Monitoring
Education and Training
S_PH9_46000224
Time Spent in Each Pay Scale Area/Type/Group/Level List of Maternity Data EEs Entered and Left
S_AHR_61016356
RPLMUT00 AQZZ/SAPQUERY/ H2FLUCTUATIONS== AQZZ/SAPQUERY/ H2JUBILEE_LIST== AQZZ/SAPQUERY/ H2AUTHORIZATIONS AQZZ/SAPQUERY/ H2FAMILY_MEMBERS
S_AHR_61016370 S_PH9_46000223
Service Anniversaries
S_PH9_46000216
Powers of Attorney
S_PH9_46000225
Family Members
S_PH9_46000222
417
Report Birthday List
ABAP Program Name AQZZ/SAPQUERY/ H2BIRTHDAYLIST== AQZZ/SAPQUERY/ H2CAR_SEARCH==== RPLTEL00 AQZZ/SAPQUERY/ H2STAFF_CHANGES2 RPSDEV00 RPSTRF00 RPSSAL00 RPSNAT00 AQZZ/SAPQUERY/ H2GENDER_PER_AGE AQZZ/SAPQUERY/ H2GEND_P_SENIOR= RPUAUD00
Transaction Code S_PH9_46000221
Vehicle Search List
S_PH9_46000220
Telephone Directory Headcount Changes
S_AHR_61016354 S_L9C_94000095
Headcount Development Assignment to Wage Level Salary According to Seniority Nationalities Statistics: Gender Sorted by Age Statistics: Gender Sorted by Seniority Logged Changes in Infotype Data Log of Report Starts
S_AHR_61016373 S_AHR_61016378 S_AHR_61016376 S_AHR_61016374 S_PH9_46000218
S_PH9_46000217
S_AHR_61016380
RPUPROTD
S_AHR_61016381
B.2
Report
Organizational Management
ABAPProgram Name RHXEXI00 RHXSTAB0 Transaction Code S_AHR_61016491 S_AHR_61016492
Existing Organizational Units Staff Functions for Organizational Units Existing Jobs Job Index Job Description Complete Job Description Existing Positions Staff Functions for Positions
RHXEXI02 RHXSTEL0 RHXDESC0 RHXSCRP0 RHXEXI03 RHXSTAB1
S_AHR_61016497 S_AHR_61016498 S_AHR_61016499 S_AHR_61016501 S_AHR_61016502 S_AHR_61016506
418
Recruitment
B.3
Report Periods When Positions Are Unoccupied per Organizational Unit Staff Assignments Position Description Vacant Positions Obsolete Positions Complete Position Description Authorities and Resources Planned Labor Costs Existing Work Centers Authorities and Resources Existing Objects
ABAPProgram Name RHXFILLPOS
Transaction Code S_AHR_61018869
RHXSBES0 RHXDESC1 RHVOPOS0 RHVOPOS1 RHXSCRP1 RHXHFMT0 RHXSOLO0 RHXEXI01 RHXHFMT0 RHEXIST0
S_AHR_61016503 S_AHR_61016504 S_AHR_61016509 S_AHR_61018831 S_AHR_61016511 S_AHR_61016507 S_AHR_61016508 S_AHR_61016514 S_AHR_61016516 S_AHR_61016527 S_AHR_61016528 S_AHR_61016531 S_AHR_61016533
Structure Display/Maintenance RHSTRU00 Display and Maintain Infotypes RHDESC00 Start HR Reporting via Personnel Planning Structures RHPNPSUB
B.3
Report
Recruitment
ABAP Program Name RPAPL012 RPAPL001 RPAPL004 RPAPL011 Transaction Code S_AHR_61015508 S_AHR_61015509 S_AHR_61015510 S_AHR_61015511
Variable Applicant List Applicants by Name Applicants by Action Applicants Education and Training Applications Applicant Statistics Planned Activities
RPAPL002 RPAPL005 RPAPRT08
S_AHR_61015512 S_AHR_61015513 S_AHR_61015514
419
Report Vacancy Assignments Vacancies Job Advertisements Recruitment Instruments
ABAP Program Name RPAPL003 RPAPL010 RPAPL006 RPAPL008
Transaction Code S_AHR_61015515 S_AHR_61015516 S_AHR_61015517 S_AHR_61015518
B.4
Report
Payroll
ABAP Program Name RPCEDTD0 H99_HRFORMS_CALL Transaction Code PC00_M01_CEDT PC00_M01_HRF
Remuneration statement Remuneration statement with HR-Forms Payroll Journal Wage Type Reporter Display Results
RPCLJNU0 H99CWTR0 H99_DISPLAY_ PAYRESULT
S_ALR_87014259 S_PH9_46000172 PC_PAYRESULT
Workers Compensation Report RPLWCOU0 Garnishment Details RPCGRNU0
S_AHR_61016148 S_AHR_61016146
B.5
Report
Time Management
ABAP Program Name SAPMP51S RPTDSH20 RPTABS20 Transaction code PT03 PT_DSH20 PT64
Display Work Schedule Daily Work Schedule Absence/Attendance Data Overview Absence/Attendance Data: Calendar View Absence/ Attendance Data: Multiple Employee View Attendance Check
RPTABS50
PT90; PT90_ATT
RPTABS60
PT91; PT91_ATT
RPTEAB00
PT62
420
Personnel Development
B.6
Report Absence/Attendance Overview Graphic Time Statement Cumulated Time Evaluation Results: Time Balances/Wage Types Time Accounts Display Absence Quota Information Time Evaluation Messages
ABAP Program Name RPTLEA40
Transaction code PT65
RPTEDT00 RPTBAL00
PT_EDT_TEDT PT_BAL00
RPTDOW00 RPTQTA10
PT_DOW00 PT_QTA10
RPTERL00
PT_ERL00 PT_CLSTB2
Display Time Evaluation Results RPCLSTB2 (Cluster B2)
B.6
Report
Personnel Development
ABAP Program Name SAPLRHPP SAPLRHP6 SAPLRHPD_SEARCH Transaction Code PEPM PEPP PPPE_SEARCH_FOR_ Q APPSEARCH
Profile Matchup Profiles Search for Qualifications
Appraisals
SAPLRHPA_ REPORTING RHXPEP01
Profile Matchup: Positions/Holders Profiles (Organizational Units) Expired Qualifications
S_AHR_61015532
RHXPEP02 RHXPE_EXPIRED_ QUALI
S_AHR_61015533 S_AHR_61015536
421
B.7
Report
Training and Event Management

ABAP Program Name RHXTEILN RHXTEILA RHXFIRMA RHXBUCH0 RHXTHIST RHXKVOR0 RHXQALIF RHXKURS2 RHXSTOR0 RHXSTOR1 RHXKBED0 RHSEMI60 RHXKBRO1 RHXORES1 Transaction Code S_PH9_46000434 S_PH9_46000433 S_PH9_46000432 S_AHR_61016215 S_PH9_46000431 S_PH9_46000430 S_PH9_46000429 S_ALR_87014085 S_PH9_46000424 S_AHR_61016216 S_AHR_61016220 S_PH0_48000476 S_AHR_61016219 S_PH9_46000436
Attendee List Attendance List Employee List Bookings per Attendee Attendees Training History Attendance Prerequisites Attendees Qualifications Attendance Statistics Cancellations per Business Event/Attendee Business Event Demand Business Event Information Business Event Dates Resources Not Yet Assigned per Business Event Resource Equipment Instructor Information Resource Reservation
RHXRESA0 RHSSREF0 RHRBEL00
S_AHR_61016224 S_PH0_48000096 S_ALR_87014087
B.8
Report
Personnel Cost Planning

ABAP Program Name RHPP25LI TransactionCode S_AHR_61015559
Display an Existing Scenario Group
422
Benefits
B.9
B.9
Report
Benefits
ABAP Program Name RPLBEN01 RPLBEN02 RPLBEN07 RPLBEN09 RPLBEN13 Transaction Code HRBEN0071 HRBEN0072 HRBEN0077 HRBEN0079 HRBEN0083
Eligible Employees Participation Changes in Benefits Elections Change of Elibility Status Changes in General Benefits Information Health Plan Costs Insurance Plan Costs Savings Plan Contributions Flexible Spending Account Contributions Stock Purchase Plan Contributions Costs/Contributions for Miscellaneous Plans Vesting Percentages Contribution Limit Check Employee Demographics Benefit Election Analysis Enrollment Statistics
RPLBEN03 RPLBEN04 RPLBEN05 RPLBEN08
HRBEN0073 HRBEN0074 HRBEN0075 HRBEN0078
RPLBEN16
HRBEN0086
RPLBEN15
HRBEN0085
RPLBEN06 RPLBEN18 RPLBEN11 RPLBEN17 RPLBEN19
HRBEN0076 HRBEN0088 HRBEN0081 HRBEN0087 HRBEN0089
423
Index
Index
A
ABAP List Viewer 77 Absence quota information 299 Absences 286 Actions 65 Activities, planned 249 Ad Hoc Query 93 Additional local field 104 Advertising 256 ALV Grid 77 ALV grid control 194 ALV list 77 Analyzer 190 Anniversary of years of service 201 Applicant action 255 Applicant list 245 Applicant master data 245 Applicant statistics 248 Applicants 245, 255 by actions 247 by name 246 education 247 Applications 247, 255 Appraisals 317 Assignment to wage level 208 Attendance check 292 list 342 prerequisites 345 statistics 347 Attendances 286, 341 Attendee list 341 Auditing 212 information 275 security 212 AUTHORITY-CHECK 63 Authorization Check 44, 55 Authorization concept 38 Authorization object P_ABAP 59 P_APPL 56 P_ORGIN 56 P_ORGINCON 56 P_ORGXX 56 P_PCLX 56 P_PERNR 56 PLOG 55 S_DEVELOP 61 S_PROGRAM 57 S_QUERY 60 S_TABU_DIS 61 S_TCODE 56 Average annual salaries 210
B
Basic pay 199 Benefit plan 325 BEx Analyzer 127 BEx Information Broadcaster 128, 158, 160 BEx portfolio 157 BEx Query Designer 127 BEx Report Designer 158 BEx Web Analyzer 155 Birthday list 202 Bookings attendee 344 Business event 349 dates 351 demand 349 information 350 Business Explorer 190 Business Explorer Suite 127 Business package 395
C
Calendar view 289 Cancellations 348 Cascading Style Sheet 406 Characteristic 126 Cluster 40 Cluster authorization 59 Cluster B2 295, 302 Communication 204 Condition 154 Contribution Limit 332 Contributions 335 Cost Analysis 336 Cost item 361
431
Index
Cost object 364 Cost plan 362 Costs 328 Customer extension 39 Customer report 62
D
Daily work schedule 285 Data clusters 37 Data Collection 361 Method 361 Data harmonization 68 Data retrieval 44 Data selection period 47, 74, 75 Data Warehousing Workbench 126 Date monitoring 197 Design mode 142 Dimension 124 Dynamic date calculation 77 Dynamic selection 47
Health examinations 236 Health plan 328 Hierarchy 153 Hiring 256 History capability 39 Hit list 94 Holder 318 HR form editor 197 HR forms 261 HR Forms Workplace 261 HR information system 74 HR master data sheet 195 HR report category 51 HR reporting 238 HRPY_RGDIR 52 HRPY_WPBP 52 Human Resources Information System 377
I
Illness costs 280 Illness hours 280 INDX cluster 170 InfoCube 123 InfoObject 125 InfoProvider 123 Information menu, dynamic 339 InfoSet 39, 82, 93 additional field 86 switch 87 InfoSet Query 93 Infotype 38 extend 39 Infotype 0171 328 Infotype log creation 212 Instructor information 353 Insurance plan 329 Interactive lists 107 Internal control 203 iView 401, 407
E
Education 198, 219 Eligibility Status 327 Employee group 65 Employee list 343 Employee subgroup 65 Employment contract 256 Enrollment 326 Entry 200, 221 ETL process 119 Evaluation path 43, 387, 388 Evaluation wage type 109 Exception 154
F
Family members 202 Flexible employee data 194 Flexible spending account 330 Form control 196
J
Job advertisement 251 Job catalog 66 Jump target 133
H
Headcount 216, 222 change 205 development 206
432
Index
K
Key figure 123, 126 Key Figure Monitor 399
L
Layout 78 Leaving 200, 221 Loan 271 Logical database 38, 44 PAP 50 PCH 50 PNP 45 PNPCE 48 Long-term documents 214
M
Manager Self-Service 395 Managers Desktop 62, 399 Maternity protection 199 Miscellaneous plan 331 MOLGA 69 Monitoring of dates 197 MultiCube 123, 277 Multiline list 102
N
Nationality 212
O
Object selection 96 Object types 41 OLAP 129 OLAP function 129 Organizational data 205 Organizational Management 383 Organizational structure 42 Original Documents 362 Overtime costs 281 hours 281
Participant Analysis 336 Payroll 259 Data 275 Infotype 110 Journal 263 Result 109, 268 PAYUS_RESULT 41 PDF 158 Period selection 74 Persistent Staging Area 121 Person selection period 47, 74, 75 Personnel actions 218 Personnel administration 193 Personnel area 66 Personnel Cost planning 361 Data Basis 361 Personnel cost plans 363 Personnel Development 311 Personnel structure 222 Personnel subarea 66 Personnel time management 283 Planned compensation 235 Planning Costing Comparison 362 Planning Data 362 Position 318 Post Tax Deduction 334 Posting document 277, 280 Powers of attorney 201 Pre Tax Deduction 334 Profile evaluation 314 organizational unit 313 Profile matchup 311 PSA 121 PSA table 121
Q
Qualification attendee 346 expired 316 Query 60 Query area 112 global area 83 standard area 83 Query Designer 144, 190 QuickViewer 89
P
Parental leave 199
433
Index
R
Recruitment 245 Recruitment instruments 252 Remuneration statement 259 Report employee-related 193 Report assignment 108 Report Designer 128 Report Launchpad 395 Report start log 214 Reporting basics 38 Reporting quota type 111 Reporting set 93, 96 Reporting time type 111 Report-Report Interface 99 Resource equipment 353 Resource reservation 354 of resources not yet assigned 352 Resources 353 Restrictions 236 Role maintenance 56 RPABRI00 110 RSCSAUTH 58
Standard evaluation 189 Standard form 196 Standard reports 190 Standard selection screen 44 Stock purchase plan 331 Structural authorization 170 Switches 87
T
Table join 89 Table TVARVC 77 Table variable 77 Task function 381 Task List Changes 362 Technical characteristic 126 Telephone directory 204 Termination 326 Time accounts 295, 298 Time and labor data 308 key figures 308 overview 309, 310 Time balance overview 296 Time characteristic 126 Time constraint 76 Time evaluation messages 301 Time evaluation results 111, 297, 302 Time statement 295 Time Statement Form 295 Training and Event Management 339 Training history 345 Transfer rule 122 Transformation 122 Transport tool 112 TVARVC 77
S
Salary 210 SAP information system 73 SAP NetWeaver BI 383 SAP NetWeaver Portal 395 SAP Query 100 SAP Query Transport 112 Savings plan 330 Scenario 386 Search help 45 Selection screen 44 Selection using Payroll results 52 Selection variable 76 Set operations 97 Short-term document 214 Simulated infotypes 111 Staff assignments 42, 231 Staff functions organizational unit 226 position 230 Staffing assignments 240 full-time equivalent 242 full-time position 242
U
Unit 126 Update rule 122 User group 88, 89, 114
V
Vacancy 250 Vacancy assignment 250 Vehicle search list 203
434
Index
Vesting percentage 331 View 133, 388 Visual Composer 407
W
Wage type analysis 278 Wage type comparison 279 Wage type reporter 266
Wage types overview 279 Web Application Designer 128, 401 Web Cockpit 401 Web item 402, 404 Web template 401, 406 Work schedule 283 personal 283 Workbook 131
435

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What are the main parts of the book?

What are the main parts of the book?

What reporting tools are discussed in the book?

What reporting tools are discussed in the book?

Hans-Jrgen Figaj, Richard Hassmann, and Anja Junold

HR Reporting with SAP

Process-Oriented Reporting Concept ...................... 27

Basics of Reporting in SAP ERP HCM ...................... 37

Standard SAP Report ............................................... 73

4.5 4.6 4.7 4.8

HR Reporting with SAP NetWeaver BI .................... 117

5.4 5.5 5.6 5.7

Customer Report ...................................................... 177

Personnel Administration ........................................ 193

Organizational Management ................................... 225

10 Recruitment .............................................................. 245

252 253 254 255 257

11 Payroll ...................................................................... 259

12 Personnel Time Management .................................. 283

12.3.2 12.3.3 12.3.4 12.3.5 12.3.6

297 298 299 301 302 304 304 308 310

13 Personnel Development ........................................... 311

14 Benefits .................................................................... 325

14.2.3 14.2.4 14.2.5 14.2.6

15 Training and Event Management ............................. 339

357 357 358 360

16 Personnel Cost Planning .......................................... 361

19 Managers Desktop (MDT) ....................................... 383

20 SAP NetWeaver Portal ............................................. 395

20.2 20.3 20.4

396 398 399 401 401 407 411

Appendix ........................................................................ 413

Index ........................................................................................... 431

Basics of Reporting in SAP ERP HCM

Basics of Reporting in SAP ERP HCM

Data Structures in SAP ERP HCM

Personnel Administration Infotypes

Data Structures in SAP ERP HCM

Basics of Reporting in SAP ERP HCM

Figure 2.1 Infotype (Personal Data)

Payroll and Time Management Data Clusters

Data Structures in SAP ERP HCM

Data structure of payroll result

Figure 2.2 Structure of the Payroll Data Cluster

Personnel Planning Infotypes

Basics of Reporting in SAP ERP HCM

Table 2.1 Objects in Organizational Management Objects in Organizational Management

Data Structures in SAP ERP HCM

Figure 2.3 Staff Assignments

Figure 2.4 Evaluation Path Customizing

Basics of Reporting in SAP ERP HCM

Properties of a Logical Database

Logical Database PNP

Figure 2.5 Selection Screen of Logical Database PNP

Basics of Reporting in SAP ERP HCM

Figure 2.6 Search Helps

Figure 2.7 Dynamic Selection

Basics of Reporting in SAP ERP HCM

Report-specific selections and parameters