Kusuma66
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Zebmech
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Lalithagumpu
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Hr Manager
Heymuralius
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Harshini153
Employee- Financial Manager
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Zooni
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+8 Others

Hie, Guys.My Name is Asif Iqbal and i am working in a reputed company as an Assistant Manager (HR) but unfortunately this company has no provision to use SAP Package. so i decided to enroll my self in SAP-HR course, which is just two month course from any good institution. well my idea to throw out this thread to discuss over the SAP-HR Practical issues as well as Theoretical parts . So, i invite all people without having any age or sex bar to lets give a start our study here in respect of SAP-HR.
Hope to see you guys here soon..

Thanks & Regards.
Asif Iqbal.


6th June 2008 From India, Delhi
hi all,its a very good idea infact.thanks to all and lovebird143. i also did from a local instt.now i am not able to get a job,because they dint provide job
6th June 2008 From India, Bangalore
Assalamo Alay Kum,
Guys... Thank you very much for being supporting and interested in this thread. i am so sorry for delay reply due to some official work. so guys first of all i am introducing one file here for all my frnds...
this file is about to HOW TO INSTALL SAP SOFTWARE IN OUR PCs. Now a days normally it is in routine that when we use SAP module in our pcs or laptops. normally it gets in with the problems day by day.. and to resolve this we have to contact TECHNICAL PERSONS for this.. and it is obvious also that to resolve a tiny problem the SAID TECHNICAL PERSON CHARGES A LOT OF MONEY FROM US. so i am about to introduce this chapter for you all guys to note it down the steps to install SAP SOFTWARE (R/3) in our systems for our future reference.. hope you will like this... the part-II, will be uploaded very soon as per your responses..
till then
God Bless you. Allah Hafiz..

9th June 2008 From India, Delhi

Attached Files
Membership is required for download. Create An Account First
File Type: doc How to install SAP-HR PART-I.doc (1.34 MB, 2935 views)

Assalamalaikum, I have a small doubt that from where we can get this software. Is it available in market.
10th June 2008 From India, Hyderabad
hi i really want to learn SAP but i don’t have any idea which institute is good for it..if any body can give me brief idea it would be better for me to start up with.
10th June 2008 From India, Pune
walekum salam, well zooni.. it is not easy to say that from where you can get the software, because it is not easily available in market... hmm you may obtain a copy of the software from instructure of institute, if you are nearest to him/her. means MAKHHAN LAGA GEY... hope to provide you people the same software at earliest.. it is consisting of 10Cds.
10th June 2008 From India, Delhi
Thanks a lot Lovebird to share such an important files.I have undergone SAP training from a normal institute and now looking for SAP jobs. This concept of sharing is good and gain lot of Knowledge.
11th June 2008 From India, Hyderabad
Hi, What is fees and duration to study SAP HR? Any suggestions for reputed institutes. Sajith
11th June 2008 From India, Bangalore
Hello!What are the selection criteria for this course.How should i go about the admission to this, I am situated in MumbaiI have worked in HR department as a clerk for 5 years then i was in operation for 5 years and now luckily i got a job as Officer HR in financial institution.please mail me the lead on
11th June 2008 From India, Mumbai
hiiiiiiii i m pharm graduate...n i want to build my carreer in sap ...so can u tell me abt sap n its scope in pharma....n istitutes mostly in mumbai n pune........ is my id ...plz inform watever.... plzzzzz.....
12th June 2008 From India, Pune
Hi Frnds,
Thank you vry much for taking initiation and for giving lots of support. Really i hope this would work out. Here i would like to join in this to have support from all of you and help to all as can do my best.
Regards,
Lalitha G
12th June 2008 From India, Bangalore
Hi Asif Iqbal
Its great that you have shown keen interset to share the Knowledge of SAP. I am planning to join the SAP-HR Module shortly.
If you have much information of SAP(HR & ERP) course structure and Syallbus, can you kindly mail to me
Regards
Yashwanth
12th June 2008 From India, Bangalore
Thanks a lot for the information iam new to this forum . But i will be great if you place some other books related to MBA . Kindly look in to tht matter also
12th June 2008 From India, Mumbai
I appreciate asif efforts for taking initiative. I thank lovebird143 for sharing the material. It would be even more useful it is in zip folder since its taking long process to download.
I would like to share the following link. Please paste in your browser to access online material in SAP URL itself. Please find the below mentioned SAP HR link:
SAP Library - Personnel Time Management (PT)
12th June 2008 From India, Bangalore
Hi Asif,
I am working as an Assistant Manager - Training & development in a reputed company.
Can you please tell me if I can enroll myself for SAP-HR module. I have 1 yr. experience in Training & Developemt and another 3 yrs experience in BPO operations.
Please Help.
Zevmech
12th June 2008 From India, New Delhi
i also like to take part in ur beneficial discussion, basically i would like to make clear difference in using PEOPLE SOFT and SAP HR
12th June 2008 From India, Madurai
Hie Zevmech,

Nice to see you, yes dude you may definetly enroll in SAP-HR MODULE. see this is a user friendly package, where we learn and get exposure of today's need of HR Department and training and evaluation is also a part of HRM. so you may pursue for that...

Best Wishes.

Asif.
13th June 2008 From India, Delhi
Hie Amit Gera,

Thanks to show your interest in this thread, well we guys are just trying to learn ourself. because self effort is best effort.
Amit this is in the orientation of your earlier query regarding any good institute. see Amit there is only one institue is certified to train the people practically, which is SIEMENS (Which is sooooooooo Costly) and other institutes show only the need of SAP-HR and how to use it, and most importantily the Therotical part of each and every chapter.
But as far as i have seen, not any local institue cover all the chapters of SAP-HR, so my suggestion is to you to visit personally to any famed institute, and ask for Study Brouchre and go through that, compare all brouchers, then decision is on you dude.

Best of Luck.
Regards Asif.
13th June 2008 From India, Delhi
Assalamoalay kum, Namastey and Hie to All.

Happy to see you all here participating and donating the valuable materials related to SAP-HR, Guys hope you all have downloaded the previous file HOW TO INSTALL SAP-HR SOFTWARE IN PC in my earlier composing, i also would like to request to all the members to please do not put any link of any other website overhere, if they have the material in their pc they can attach it.

in my second part. i would like to introduce the next chapter of SAP-HR which is very important module, and i would be happy if u all guys discuss over this chapter in these few days (upto 3 days ) so that all the doubt and questions related to this chapter could be cleared easily for all of us .

The Chapter of PERSONNNEL ADMINISTRATION is very important chapter it comes just after the BESICS OF SAP-HR MODULE. so lets discuss and share our knowledge and lets learn about PERSONNEL ADMINISTRATION.
Please find the Attachment.



Regards.

Asif ()
13th June 2008 From India, Delhi

Attached Files
Membership is required for download. Create An Account First
File Type: pdf Personnel Administration.pdf (3.61 MB, 1653 views)
File Type: doc Topics to Learn under Personnel Administration.doc (2.23 MB, 971 views)
File Type: pdf Developing an Infotype in Personnel Administration.pdf (567.0 KB, 593 views)

Hello Asif ,
this is a very good initiative , i wud also like to be a part of this discussion and i've done a course in saphr , so may be we can share our knowledge . From these post i guess we are currently discussing on PA are there any more which i may have missed out ...do let me know .
Thnks in advance
Sha
24th August 2008 From India, Delhi
HIE CHITRA AND SHA, THANKS FOR BEING SO MUCH SUPPORTING AND BEING PART OF THIS TEAM.. WELL I HOPE TO SEE YOU GUYS FOR DISCUSSION IN DETAIL...
U MAY CATCH ME ... ON 24 X 7 on (for gtalk)
and ( for yahoo messenger)
27th August 2008 From India, Delhi
Personnel Time Management (PT)
Purpose
The Personnel Time Management component offers you support in performing all human resources processes involving the planning, recording, and valuation of internal and external employees’ work performed and absence times. It provides other SAP applications with planning data and delivers information to business processes such as:
  • Determining personnel costs
  • Creating invoices
  • Confirmations
  • Service entry of external employees
Time Management has user-oriented interfaces that support centralized and decentralized entry and administration of time and labor data. Data can be processed centrally by administrators in the human resources department or else in individual departments by time administrators such as supervisors, secretaries, and employees themselves.
Time Management enables you to record time and labor data online or using self-service applications. The self-service applications range from the classic time recording subsystem, through Web applications, to mobile business applications. Employees can use these applications to request leave, record working times for orders or projects, for example, and display their key time accounts.
Time Management allows you to represent all company agreements, collective agreement stipulations, and legal requirements the world over. It is highly flexible, meaning that you can support new concepts such as managing long-term time accounts.
Implementation Considerations
You can select the scope of functions individually within Personnel Time Management. You can:
  • Manage simply leave and illness times
  • Plan the workforce requirements situation
  • Valuate attendance and absence times to manage time accounts and determine overtime and bonus wage types
  • Process incentive wages data (such as premium and group incentive wages)
This means that SAP Time Management can be implemented by all companies who
  • Want to control time management processes flexibly and efficiently
  • Use time recording subsystems
Integration
Required Components
Personnel Time Management is embedded in the basic functions of Personnel Administration.
Possible Integration with Other SAP HR Components
Desired Function
Required Component
Determination of the gross wage
Payroll
Using attendance and absence information (availability) to organize events
Training and Event Management

Possible Integration with Other Components in the SAP System
Desired Function
Required Component
Allocating work and assigning personnel costs according to the source
Controlling
Using attendance and absence information (availability) for capacity planning and order scheduling
Logistics
Using employee-related confirmations from Logistics in Time Management
Logistics
Using cross-application employee time recording for internal and external employees in Time Management
Cross-Application Time Sheet
Valuating work performed by external employees, and monitoring them in Purchasing
Materials Management
Determining key figures, analyzing time and labor data and personnel costs
Business Information Warehouse (SAP BW)



Features
Planning employee time and labor
You can use Shift Planning to plan working times, shifts, and absences for the employees assigned to you. You can take the employees' qualifications, working time preferences, laws, guidelines, and cost factors into account.
You can make sure there are enough qualified employees available for the tasks at hand. If required, you can make changes to schedules and put employees at the disposal of other departments. You can simulate shift planning to check and valuate the anticipated amount of overtime, for example. You can provide employees and supervisors with planning overviews.
For more information, see Shift Planning (PT-SP).
Recording and administering time and labor data
You are not limited to one method of time recording when entering time and labor data. There are different methods of time recording depending on the technical prerequisites, the demands on the data being recorded, and the employee's tasks:
  • Your employees post their working times at external time recording subsystems. You can use the certified HR-PDC interface (which has more than 60 certified providers) for this purpose.
  • Your employees use the Cross-Application Time Sheet (CATS) to record information on their working times. You can use the recorded data for further business processes in Human Resources, Logistics, and Controlling.
  • Your employees use Web applications or mobile devices to record their working times and receive information about their planned and actual working times. These include applications for the Cross-Application Time Sheet, clock-in and clock-out postings, and for displaying time accounts and work schedules.
  • Your time administrators, such as supervisors and secretaries, use the Time Manager's Workplace to correct and complete decentrally the time data of the employees assigned to them.
  • Your time administrators in the Human Resources department use the Maintain Time Data transaction to check and complete employees’ time data centrally.
Regardless of the method chosen, the time data is subject to a number of consistency checks and is then available for evaluations.
You can enter durations (hours) or times (clock times). You are not limited to one particular concept of time data recording: You can represent different concepts in different areas of your enterprise, from recording all actual times (positive recording) to recording only deviations to the work schedule (negative recording).
For more information, see Time Data Recording and Administration and Time Manager’s Workplace.
Evaluating time and labor data
You can use time evaluation to valuate time data and provide bonus and overtime wage types for SAP HR Payroll or a third-party payroll system. Time evaluation is flexible enough to accommodate even the most complex legal regulations, such as fully-automated calculation of leave and time-off entitlements in the USA, New Zealand, or Australia. This also includes legal regulations such as the Family and Medical Leave Act in the USA.
Time evaluation efficiently evaluates recorded times and checks individual company and standard working time provisions. Automatic checks for value limits minimize the effort in administrating and monitoring data thanks to the message processing function for time administrators. Time evaluation manages all kinds of time accounts, such as the flextime balance, overtime accounts, or lifetime working time accounts. Simulations enable you to valuate future work and leave entitlements.
For more information, see Time Evaluation.
Calculating incentive wages data
You can use Incentive Wages to enter, prepare, and valuate payroll-relevant data for employees who are paid incentive wages or a premium wage. Both forms of payment take account of employees’ performance.
You can implement incentive wages for individuals or for groups. In individual incentive wages, the amount of remuneration depends on one individual’s performance only, whereas in group incentive wages, the result of the entire group is taken into account.
You can transfer payroll-relevant data from a logistics system to the human resources system. This is especially relevant for work confirmations from the following SAP logistics systems:
  • Production Planning (PP) and Process Industries (PP-PI)
  • Plant Maintenance (PM) and Customer Service (CS)
  • Project System (PS)

17th September 2008 From India, Delhi
Integrating Time Management in Your Enterprise’s Organizational Structure
Use
In the Time Management component you can group employee subareas and personnel subareas according to areas of responsibility. Special processing rules can then be defined for these groupings.
This concept allows you to combine several personnel subareas in one grouping so that the same working time provisions apply. This helps to reduce the amount of time involved in entering the work schedule arrangements valid in your company. This concept also allows you to represent special rules for small personnel subareas, employee subgroups, or even individual employees in the SAP System.
Integration
The Time Management component is closely integrated in the organizational structure of your enterprise. When working with Time Management, it is therefore essential that you maintain certain master data infotypes for your employees. One of the most important infotypes is Organizational Assignment (0001), which contains data on the organizational units to which the employee is assigned within the enterprise (personnel area, employee subgroup, and so on).
Features
You can use the groupings of employee subgroups and personnel subareas to:
  • Define different work schedules
  • Assign special rules for availability and substitutions
  • Permit only certain attendance and absence types
  • Specify special processing rules for time data evaluation and payroll, for example
When your system is customized, working time models are defined for the different groupings and adapted to suit each grouping’s special features.
The following employee subgroup and personnel subarea groupings can be used in Time Management:
Employee subgroup grouping
For time quota types
For work schedules
For personnel calculation rules
Personnel subarea grouping
For attendance/absence types
For time quota types
For work schedules
For daily work schedules
For substitution and availability types
For attendance/absence counting
For time recording
For premiums
Employee groupings for time evaluation
For time wage type selection
For time type determination
For dynamic daily work schedule assignment
For checking value limits
For automatic absence quota accrual
Time Management-related employee groupings for Payroll
For absence valuation


If you encounter frequent error messages, this may be due to the fact that the organizational structures stored in the system are not being taken into account. For example, it is not possible to assign a work schedule to an employee in a particular personnel subarea if the work schedule has not been defined for this personnel subarea.


17th September 2008 From India, Delhi
Time Structures
Use
To represent and process the time structures in your company, the SAP System requires the following essential pieces of information:
  1. Which times and working patterns employees have to workYou can store information on working times and patterns in work schedules. A work schedule describes the planned duration of working time and the working time pattern for a specific calendar period. The different elements of the work schedule permit flexibility when entering working time models and working times. When you customize the system, you can define a number of working time variants for different regional public holiday calendars and employee subgroup and personnel subarea groupings.
  2. Which weekdays and public holidays employees have to work: Reference to the public holiday calendarThe public holiday calendar is based on an actual year and allows you to apply your working time models to a specific time period.
    It is essential to use the public holiday calendar for recording your employees’ attendances and absences: the payroll program can only be run correctly if Sundays and public holidays and so on are taken into account.
    The public holiday calendar is created on the basis of the regional and national holidays that are valid for your personnel areas and subareas. Company-specific days off can also be entered in the calendar.
  3. Which work schedule deviations are recorded and how they are processed
You can represent the time structures in your company using working time models, the calendar, and by maintaining the Time Management infotypes. These options allow you to enter all time data and related information for your employees. This time data includes attendance and absence times, availability times, and overtime, for example.
The following are only a few of the possible Customizing options which allow you to control the entry and processing of time data in your system:
  • In addition to the common absence types such as leave and illness, you can enter special absence types such as additional leave for severely challenged persons, time off for overtime, and maternity leave. The system also provides special infotypes for entry of absences that may require further processing - absence as the result of an industrial accident, for example.
  • You can define specific plausibility checks for the entry of attendances and absences. In this way, you can specify that only female employees are entitled to maternity protection, and that only severely challenged employees are entitled to additional leave for severely challenged persons, for instance.
    Furthermore, you can specify the actual times, weekdays, Sundays, and public holidays on which particular absences and attendances are permitted.
  • Quotas can be assigned to employees for particular attendances and absences. The quotas are maintained automatically in the system. The most common of these is the leave quota, in which you can store the number of days of leave to which an employee is entitled.
The system itself can also set up absence quotas. This is the case with, for example, automatic leave accrual, flextime models and time off for overtime.
Attendance quotasenable you to control the amount of overtime employees can work, and also when they are permitted to work overtime.
  • Time constraints are used in Time Management to prevent undesired overlapping or collision of attendances and/or absences.
  • You can define how long an employee is entitled to a particular attendance or absence type, whether the employee is to be paid for the attendance/absence, and the rate and duration of payment.
  • You can set indicators that are processed individually when time data is evaluated in Payroll. These allow you to define how employees are to be remunerated for working on days off or public holidays, for example.




17th September 2008 From India, Delhi
Work Schedule (PT-WS)
Purpose
You store working and break times for groups of employees in this component. This then allows to you to structure working times for your enterprise. You can define work schedules with flextime models or rotating shifts for particular organizational units. You can also set up the legislative regulations, collective agreements and internal company policies that stipulate employee working time in your system.
Implementation Considerations
The Work Schedule is an essential element of Human Resources. Human Resources data is an extension of information entered in a work schedule. The Work Schedule component optimizes SAP Human Resources and saves the user valuable time when defining the working time model for your enterprise.
The work schedule is the information medium for all employees who work on time-based schedules. It also contains a detailed overview of all working times. In addition to setting up working times and break times, you can use the work schedule for scheduling and monitoring the organization and coordination of all divisions in your enterprise.
Integration

Possible Integration with Other Human Resources Components
Desired Function
Required Component
Determining attendance/absence times of an employee for whole-day attendance/absence.
Time Data Recording (PT-RC)
Evaluating employee working times
Time Evaluation (PT-EV)
Running the Payroll for an Employee
Payroll (PY)
Planning and recording working times
Shift Planning (PT-SP)
Possible Integration with Other SAP Components
Desired Function
Required Component
Determining employee availability for capacity planning and distribution of requirements
Logistics
Features
Work schedules are based on a number of elements that can be used separately, or be combined to define working times and break times for the employees in your enterprise. Thus, you can define these elements in a variety of ways, depending on individual business requirements. This "pool" of elements enables you to set up new versions of work schedules by combining the elements in a variety of ways. You can then react to new working time provisions and other such regulations without wasting valuable time and costs.
In a work schedule, you can:
  • Determine working and break times
  • Assign different public holiday calendars to different organizational units in your enterprise
  • Create work situations for your enterprise
such as different shift models for different places of work, or different public holiday calendars for subsidiaries of your enterprise that are based in another area.
  • Define public holidays
In this way, for example, you can distinguish between public holidays when payment demands occur. You can define, for example, that if employees work on a Christmas public holiday, the remuneration should be greater than if they work on any other public holiday. Similarly, you can also define that only employees of a specific religious denomination should be granted the relevant religious public holidays.
You do not have to define working times and break times for each employee individually; you can simply assign the separate elements of the work schedule to employee subgroup groupings and personnel subarea groupings. Work schedules become personal work schedules only when the employee is actually assigned to an employee subgroup or personnel subarea.
In this way, you get the most flexibility when designing your working time models and simultaneously save valuable time that would have been spent on data entry, as well as reducing related processing costs.

A break schedule can be assigned to several different daily work schedules, and thus only needs to be defined once. By assigning a break schedule to several daily work schedules, you are actually creating a number of different work schedules.

Work Schedule Elements

Definition
A work schedule consists of several different elements that can be combined much like building blocks in a variety of ways to form a complete work schedule. These elements can still be processed individually, offering flexibility and precision when you define and set up the time data relevant for your business requirements. Furthermore, you can react to changes in internal and external working time provisions, such as new collective agreements, payscale changes and legislative regulations with minimal expenditure of time and costs. You only have to modify the applicable element to reflect the new time provisions, and changes are automatically made to working time in the work schedule.
Use
The following elements are available and allow you to do the following:
  1. Daily Work Schedules are the smallest units of the work schedule. Daily work schedules contain the authorized working times and break times for a particular day. These times include fixed working times, flextime, as well as daily work schedules for days off.
    See also Break Schedules.
  2. Each working time model contains a combination of both working days and days off (for example, Monday to Friday = work; Saturday and Sunday = days off). This pattern of working and non-working days repeats itself within a certain period of time (one week, for example), or repeats as rotating shifts within a particular number of weeks.
    This sequence of daily work schedules for particular working days and daily work schedules for days off is determined in the Period Work Schedules.
  3. A period work schedule is assigned to employee in a Work Schedule Rule. It is also assigned to a public holiday calendar so that it can be applied to a specific calendar month.
  4. Work Schedules are generated from the system by applying the work schedule rule to a calendar. The working times defined for employee groupings and individual employees are based on these work schedules.
  5. Personal Work Schedules are created for each employee when you include individual time data in a work schedule meant for several employees in the time infotypes Absences (2001), Attendances (2002), Substitutions (2003) and so on.

Daily Work Schedule
Start and End of Working Time
Break Times
Planned Hours

8:00 a.m. to 5:00 p.m.
Breaks: 9:45 a.m. to 10:00 a.m. and 12:00 to 1:00 p.m.
7.5 hours per day
Daily Work Schedule (for days off)
Planned Hours
Day Off
0.0 hours per day
Period Work Schedules

Flextime, Saturday and Sunday Off
Daily work schedules for one week
MO TU WE TH FR SA SU
FLEX FLEX FLEX FLEX FLEX OFF OFF
Work Schedule
Period work schedule based on the public holiday calendar
Personal Work Schedules
Work schedules for individual employees include data from Absences (2001), Attendances (2002) and Substitutions (2003).

For more information, see the Work Schedules section of the Implementation Guide (IMG) for Personnel Time Management.




17th September 2008 From India, Delhi
Personnel Subarea Groupings
Use
Scheduling working times for each area of your enterprise is a time-intensive process. You can reduce time and cost expenditure when scheduling working times by grouping together organizational units that require the same work schedules.
You set up your desired work schedules in the Customizing steps in the Work Schedules section of the Implementation Guide (IMG) for Personnel Time Management. To create work schedules, set up the following groupings:
  • Organizational units where employees have the same working times. Here you create personnel groups and personnel subgroups. This enables you to group together divisions or plans that work according to the same regional or local working time provisions. Any type of legal change, such as a new working time provision stipulating that only 4 hours may be worked on Sundays, can be carried out in one step at one time for all elements of this group.
  • Employee subgroups — members of group work according to the same working times. Here you create employee subgroup groupings such as hourly wage earners, salaried employees, trainees, and so on. This enables you to group together employees who work according to the same work schedule rules, such as flextime, 3-shift operations, and so on. Even working time provisions in collective agreements, such as employees having a shift off after a night shift, can be carried out at one time for all elements of this group.

Your enterprise consists of several organizational units, which are located in different cities. The personnel area Pharmacy is divided into the following personnel subareas:
  • City A (0001)
  • City B (0002)
  • City C (0003)
The personnel subareas A and C have the same work schedule; personnel subarea B has its own work schedule. In addition, the personnel subareas A and C work 40 hours per week; personnel subarea B works only 35 hours per week. Create the following groupings:
Personnel Subarea Groupings (PSG) for Work Schedules (WS)
0001 City A à Grpg PSG for DWS 02
0002 City B à Grpg PSG for DWS 01
0003 City C à Grpg PSG for DWS 02
You define two work schedules as flextime models, one for 40 hours per week, the other for 35 hours per week. Assign flextime with 40 hours per week to the personnel subarea grouping for daily work schedule 02 (Grpg PSG for DWS) and the flextime with 35 hours a weeks to the personnel subarea grouping for daily work schedule 01 (Gprg PSG for DWS).

17th September 2008 From India, Delhi
hiii I am pursuing my MBA in HR.. i am very much interested in learning SAP HR..BT dont know hw to proceed..plz help.. Thanx Shruti
20th September 2008 From India, Mumbai
Public Holiday Calendars
Purpose
The public holiday calendar is used in numerous SAP applications, and also plays an important
role in the Human Resources (HR) component. The public holiday calendar
• Affects the definition of the organizational structure of your enterprise
•Plays a central role in the scheduling process as well in generating monthly work schedules
• Is important for Payroll
You can display or make any required changes to the public holiday calendar at any time.
Public holiday calendars are used in many different areas within your enterprise.
Therefore, contact your system administrator before making any changes to the
active public holiday calendar!
SAP AG Personnel Time Management (PT)
Creating Public Holiday Calendars
Creating Public Holiday Calendars
Procedure
Choose Human resources Time management Administration Work schedule
Holiday calendar
1. Select Holiday calendar and then choose Change.
The system displays all existing public holiday calendars.
2. Choose Insert.
3. Enter both a two-character abbreviation and a name (long text) for your public holiday
calendar.
This data is referred to as the Public holiday calendar key.
4. Enter a valid period.
The system generates a public holiday calendar for each year of the valid period.
5. Assign your public holidays.
6. Save your entries.
Result
A new public holiday calendar is created.
Personnel Time Management (PT) SAP AG
Assigning Holidays to Public Holiday Calendars
Assigning Holidays to Public Holiday Calendars
Procedure
1. Choose Human resources Time management Administration Work schedule
Holiday calendar
2. Select Holiday calendar and then choose Change.
The system displays all existing public holiday calendars.
3. Select the public holiday calendar to which you want to assign a public holiday and then
choose Change.
A list of public holidays currently assigned to the selected public holiday calendar
appears.
4. Choose Assign public holiday.
A list of all public holidays defined in the system appears in an additional screen.
5. Select the holiday you want to add to the public holiday calendar.
6. Choose Assign public holiday.
Result
The public holiday calendar now includes the holiday you selected.
SAP AG Personnel Time Management (PT)
Deleting Holidays from Public Holiday Calendars
Deleting Holidays from Public Holiday Calendars
Procedure
1. Choose Human resources Time management Administration Work schedule
Holiday calendar
2. Select Holiday calendar and then choose Change.
The system displays all existing public holiday calendars.
3. Select the public holiday calendar from which you want to delete a public holiday and
then choose Change.
A list of public holidays currently assigned to the selected public holiday calendar
appears.
4. Select the holiday you want to remove from the public holiday calendar.
5. Choose Delete assignment.
Result
The selected holiday is deleted from the public holiday calendar.
Personnel Time Management (PT) SAP AG
Changing Public Holiday Calendars
Changing Public Holiday Calendars
Procedure
1. Choose Human resources Time management Administration Work schedule
Holiday calendar
2. Select Holiday calendar and then choose Change.
The system displays all existing public holiday calendars.
3. Select the public holiday calendar to be changed and then choose Change.
4. Make any required changes to the public holiday calendar.
You can make changes for almost all of the elements of the public holiday calendar.
The public holiday calendar key is the only exception.
5. Save your changes.
Result
The selected public holiday calendar is now changed.
SAP AG Personnel Time Management (PT)
Deleting Public Holiday Calendars
Deleting Public Holiday Calendars
Procedure
1. Choose Human resources Time management Administration Work schedule
Holiday calendar
2. Select Holiday calendar and then choose Change.
The system displays all existing public holiday calendars.
3. Select the public holiday calendar to be deleted and then choose Delete.
You can not delete public holiday calendars that are currently in use. Calendars in
use are indicated by an X in the Used column. Calendars in use can not be deleted.
4. To confirm the deletion of all public holiday calendars not in use, choose Yes.
Result
The selected public holiday calendar is now deleted.
Personnel Time Management (PT) SAP AG
Displaying Public Holiday Calendars
Displaying Public Holiday Calendars
Procedure
1. Choose Human resources Time management Administration Work schedule
Holiday calendar
2. Select Holiday calendar and then choose Display.
3. Select the public holiday calendar to be displayed.
4. Then, choose one of the following:
Display definition
Display calendar
Result
The selected public holiday calendar view is displayed.

Regards. (Asif )
10th November 2008 From India, Delhi
I'm wondering what happened to this thread. Initially there were soo many people interested in this and now all of a sudden..pooft! Hope everyone is doing well...let's revive this thread once again!!!
I'm currently studying for my SAP HCM Certification exam which is in about a week. I'll repost after and share my experience with all of you...
Cheers,
Sirish :)
5th June 2009 From Canada, Toronto
Hi Ashi Iqfal,
Find the attachment which is useful for your SAP HR practices. Hope our CiteHR friends also get a chance to go through the SAP HR Overviews. For further feel free to mail me...
Regards
P.Suresh
9994411492

7th June 2010 From India, Madras
Assalamu Alaikum,
Could you please tell me where you are taking the classes for SAP-HR, because am also taking classes and am at initial stage so, will you please tell me that, if one should get a job in SAP-HR what are the criteria s for that, and I am doing four sub modules, OM,PA,TM & Pay roll, and i've done with OM and now I am in PA, and i have a question for you that, only practical Knowledge is sufficient to get a job or else anything more...
Please let me know
ALLAH HAFIZ..
27th October 2012 From India, Hyderabad
We have to purchase SAP HR and I thinks its cost is aroung 1-2 lacs and maintenance cost per year is high, but i dont have any idea, if some one share how much we have to invest in the software and maintenance cost than it will be useful.
For SAP Courses there are many private institution who provides such courses but if we dont have SAP in our organisation than it is not useful to do course, b coz if we not do practical we will forgot what we have learn in the course after 6-12 months.
22nd June 2015 From India, Vadodara
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