Partial List of HR Renewal content including country specific (as of FP2, Q4/2012)

Standard Country Specific Forms/Processes delivered with HR Renewal (technical object names: HRPAO*).  Also note: BR = Brazil; CN = China; IN = India; US = USA;  otherwise country independent
HRPAO_BR_DOCUMENTS	Maintain Employee Documents
HRPAO_BR_HIRING	Hire Employee
HRPAO_BR_TRANSFER	Transfer Employee
HRPAO_CN_HIRING	Hire Employee (Advanced)
HRPAO_CN_HIRING_LINK1	Hire Employee (Basic)
HRPAO_CN_INTERNALTRANSFER	Transfer Employee
HRPAO_CN_INTERNALTRANSFERPROMO	Transfer with Promotion
HRPAO_CN_PAYMENT	Change Payments
HRPAO_CN_SOCIALINSURANCE	Change Social Insurance
HRPAO_CN_TERMINATION	Terminate Employment
HRPAO_COPY_ORGUNIT	Copy Organizational Unit
HRPAO_COPY_POSITION	Copy Position
HRPAO_CREATE_ORGUNIT	Create Organizational Unit
HRPAO_CREATE_POSITION	Create Position
HRPAO_DELETE_ORGUNIT	Delete Organizational Unit
HRPAO_DELETE_POSITION	Delete Position
HRPAO_DELIMIT_ORGUNIT	Delimit Organizational Unit
HRPAO_DELIMIT_POSITION	Delimit Position
HRPAO_IN_HIRING	Hire Employee
HRPAO_IN_TERMINATION	Terminate Employment
HRPAO_IN_TRANSFERS	Transfer Employee
HRPAO_MOVE_ORGUNIT	Move Organizational Unit
HRPAO_MOVE_POSITION	Move Position
HRPAO_US_CHANGE_ADDRESS	Change Address of Employee
HRPAO_US_FULL_HIRING	Hire Employee
HRPAO_US_HIRING	Hire Employee
HRPAO_US_TERMINATION	Terminate Employment
HRPAO_US_TRANSFER	Transfer Employee
Standard Generic P&F for WD ABAP/FPM Form Examples (technical object names: HIRE_01_WD, HR_PA_XX*WD, HR_PD*WD)
HIRE_01_WD	Hiring an Employee (DE) – Web Dynpro
HR_PA_XX_CHANGE_WORKINGTIME_1_WD	Change in Working Time (XX) Web Dynpro
HR_PA_XX_SPECIAL_PAYMENT_1_WD	Special Payment -1 (XX) Web Dynpro
HR_PD_CHANGE_ORG_UNIT_ATTR_WD	Change Org Unit’s Attributes

Source: Robert Moeller

SAP Labs, LLC.

With the advent of cloud computing, what’s the future of SAP HCM consultants? Part 2

Cloud computing/ Software-as-a-Service is the new source of revenue for the IT industry. SalesForce.com is one of the phenomenal success stories in the Customer Relationship Management (CRM) area. Salesforce.com’s tag line is ‘No hardware. No software. No Boundaries’.
In HR systems area, it is a very inviting and exciting proposition to the customer. Every software company is touting that it has a ‘cloud’ based HR solution. Customers have the tough task of determining which solution will fit in their strategy. Even when the existing on-premise solution works fine, customer will evaluate ‘cloud’ option and transition benefits. The cloud computing buzz is getting stronger, and everyone wants to jump on the bandwagon. How does it impact the SAP HCM and SAP HCM consultants? Existing implementation, new implementation and transition projects will need SAP HCM consultants for the following 5 years.

Supporting existing implementation:
SAP HCM consultants (functional as well as technical) will have steady work in support organization. If SAP Payroll is on the same instance, changing from SAP HCM to other solution would require a higher budget and longer duration. For the next 5 years (till around 2017), there will be a steady demand for SAP HCM consultants for support roles.
Within the Support organization, upgrade projects will still need SAP HCM consultants. The pace of upgrade projects might accelerate to ensure that customers are ready to transition to a newer version that might support ‘cloud’ solutions.

New Project implementation:
Cloud computing will adversely impact the decision to select SAP HCM. Companies who have already started the implementation will find it difficult to stop the implementation and reevaluate cloud options. They will need the SAP HCM consultants to take them live while ‘cloud’ strategies mature. There are some questions that customers are grappling with:
- What do they ‘own’?
- What is the exit strategy?
- What are the options if the vendor cannot support their requirements in the future?
- What happens if their vendor files for bankruptcy?
If cloud solutions gain more acceptances, SAP HCM consultants demand will decrease.

Transition projects:
The customer decides that they want to transition from existing SAP HCM solution to new cloud based solution. These projects will be the most interesting ones and will need SAP HCM consultants to enable the smooth transition.

All this change is outside SAP HCM consultant’s control. What should SAP HCM consultant do that is within their power and the skills they need to acquire for the future?

To be continued…

Source: Manish Thakkar

With the advent of cloud computing, what’s the future of SAP HCM consultants? Part 1

There is a lot of excitement and speculation about ‘cloud’ solutions and how it will change the business. I started to think about how it will change the future of SAP HCM consultants and started putting the pieces together. Please feel free to share your experiences and comments.

SAP R/3 (along with HCM module) has led enterprise solution for almost 20 years when it adopted the cutting-edge client-server architecture. The reason for rethinking HCM solution is due to the paradigm shift from client-server to cloud computing.

Cloud-based Solution
Cloud-based Solution, in our context, means that the solution provider hosts the software, builds the solution template (their intellectual property), configures it for the client and maintains it (ideally for eternity) for the client. The client doesn’t own any part of the solution. They pay for the service they receive. In simple terms, the client uses and pays for services like Personal data changes (e.g. Employee Name Change, Employee Address Change), Employee transactions (e.g. Hiring, Promotion), Analytical reports, etc…
Workday and SuccessFactors are examples of cloud-based solutions.

 On-Premise Solution
What do we call the existing solutions and differentiate it from ‘Cloud computing’? The current model where the client buys/owns the licenses, hosts the software on their own servers, configures and customize it to their requirements, maintains it themselves is now called ‘On-Premise’ solution. The client owns the complete solution.
SAP HCM and PeopleSoft are examples of On-premise solutions.

What are the factors that have generated interest in cloud-based solution now?
- Cloud-based solution need high-speed and reliable internet connectivity. In the US and many other parts of the world, high-speed & reliable internet connection has become the norm.
- HR wants cutting-edge technology to enable employee engagement, talent management and other critical initiatives but don’t necessarily have the budget for it. Cloud solutions come enabled with built-in mobile solutions so HR doesn’t need to spend trying to design and develop them with their own IT departments.
- HR wants to keep their system up-to-date and compliant but might not have enough resources to do it in timely fashion. Cloud solution providers keep the system up and complaint. Workday even has a social media inspired community where clients vote for the features they want in the next release
- HR wants employee and managers to have better user experience and use more self-service but they might be on the ‘high priority’ list of their IT departments. Cloud solutions are able to give state-of-the-art user experiences and update it regularly.

 

Cloud solution provider:
- provide same services to multiple clients (employee name change, employee address change, etc…)
- have same hardware setup for all clients (scalable hardware at low-cost)
- upgrade software for all clients at the same time (less maintenance of different versions/ old versions)
- assign resources to features that most clients vote for

To be continued…

Source: Manish Thakkar

HCM Processes and Forms – Tips for configuring Basic Pay Infotype

I am sure I am not the first one facing issues when configuring IT0008 – Basic Pay, so I decided to put down few tips together in this blog that would help many consultants like me. Before I go ahead listing the tips, I would like to share my recent stint with IT0008 issues.

Mystery around CPIND – Planned Compensation Type

Assumption -

You are using Pay Scale structure configured in T710 table and this part is configured in TARIF Feature by setting the Planned Remuneration Type is set as “S”.

Expectation –

Since we are using the Pay Scale Structure from T710, we should be maintaining the appropriate values for the Job maintained in Planned Compensation Infotype (1005). These values i.e. Pay Scale Structure should be defaulted based on Employee’s Job in Basic Pay Infotypes.  All this works fine (assuming the pay scale information is maintained for employee’s job in HRP1005) i.e. the Pay Scale Structure is getting defaulted, when we try maintaining this infotype directly in PA30.

Mystery -

Assuming that all is working as expected at least till this point, I went ahead pretty confidently configuring my might IT0008 fields in my HRASR Process. With lots of enthusiasm, I have added the below fields with “Change” Operation -

I0008_ANSAL with default value as “CUR” as per our requirement

I0008_ANZHL with default value as “CUR” as per our requirement

I0008_BETRG with default value as “CUR” as per our requirement

I0008_BSGRD with default value as “CUR” as per our requirement

I0008_EINHT with default value as “CUR” as per our requirement

I0008_EITXT with default value as “DEF” to get this value defaulted based on the Unit selected

I0008_LGART with default value as “CUR” as per our requirement

I0008_LGTXT with default value as “DEF” to get this value (Wage Type Text) defaulted based on the Wage Type selected

I0008_TARTX with default value as “DEF” to get this value (Pay Scale Type Text) defaulted based on the Pay Scale Type selected

I0008_TGBTX with default value as “DEF” to get this value (Pay Scale Area Text) defaulted based on the Pay Scale Area selected

I0008_TRFAR with default value as “DEF” to get this value (Pay Scale type) defaulted from TARIF feature.

I0008_TRFGB with default value as “DEF” to get this value (Pay Scale Area) defaulted from TARIF feature.

I0008_TRFGR with default value as “DEF” to get this value (Pay Scale Group) defaulted from T710 as per the Planned Remuneration Type (‘S’ in our case) configured in TARIF feature.

I0008_TRFST with default value as “DEF” to get this value(Pay Scale Level) defaulted from T710 as per the Planned Remuneration Type(‘S’ in our case) configured in TARIF feature.

I0008_WAERS with default value as “CUR” as per our requirement

I started wondering why I am getting these errors only from the beautiful HRASR Framework. Also, my mighty dropdowns for Pay Scale Group and Pay Scale Level are absolutely working as expected i.e. they are  displaying the values configured from T710 itself.

Tips…

I might have mentioned the below tips already in this blog, I decided to re-emphasize again as they can be very important -

a. If you are planning to update IT0008 especially “Create”, you may want to set the default value as “DEF” for the below fields -

• LGART – Wage Type ( This automatically get determined using LGMST feature)
• LGTXT – Wage Type Text
• CPIND – Planned Compensation Type
• EITXT – Unit description
• TARTX – Pay Scale Type Text (If displayed on form)
• TGBTX – Pay Scale Area Text (If displayed on form)
• TRFAR – Pay Scale Type
• TRFGB – Pay Scale Area
• TRFGR – Pay Scale Group
• TRFST – Pay Scale Level

b. When designing the form, keep in mind that you create the form type based on the field type i.e. if the field belongs to MAIN structure, add this field to “FORM” form type; if the field belongs to LINE structure (say BETRG, LGART, LGTXT, etc), add this field to “LINE” form type(Table)

source: Raja Sekhar Kuncham

PeopleSoft 9.2 feature review – New Value List types

Value lists are an extremely useful setup option available in Time and Labor. Value Lists can be used to create a list of certain setup values (like list of departments, companies, workgroups, shifts etc) which can be then used in custom programs and rules to check if the value being processed belongs to a certain ‘list of values’. Some examples of the use of value lists are: check if the employee being processed falls in a specific list of departments, check if the employee has reported a TRC that falls in a specific list of TRCs etc. As you can deduce from the examples, the advantage of having a value list is that it eliminates the need to hardcode a list of values in code and the list can be extended/maintained from PIA when needed. These features make value lists a highly useful tool in developing efficient rules and customisations in Time and Labor. For an application of value lists in reporting, refer here.
One of the limitations of the value list functionality has been that lists can be built only for certain specific pre-defined fields. In v9.1, there are 17 fields on which a list can be built. Examples are Company, Pay group, Grade, Step, Punch Type, Workgroup, Jobcode, Deptid etc.
In v9.2, Oracle has added 9 more fields in the purview of value lists. The new fields are:

• Attendance Violations (these are attendance actions from attendance programs in Time and Labor)
• Absence Take
• Compensatory Time Off Plan
• Benefit Plan
• Reported Time Status
• Payable Time Status
• Absence Status
• Exception
• Severity (this is severity of exception)

Implementation consultants can now make use of the above 9 fields to create values lists in 9.2, while creating rules or customisations.
Post-Note:
What prompted Oracle to add these new fields?
Most of these 9 fields are used in the new Time and Labor Alert framework. I am sure that it is the necessity to build Alerts based on the above fields that lead to them being added as new list type options.

Source: HRoi Consulting @ http://peoplesofthrms.blogspot.in/