Master Data

Configuration

Consultant User Guide

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Author John Doyle
Date YYYY/MM/DD
Review Date 2011/08/16
Document Ref GV00002817
Current Ver. 3.0
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Copyright 2008 ADP, Inc.

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Table of Contents

Master Data Configuration 1

Execute Personnel Actions Hiring.....................................................1
How to start the Hiring Action..........................................................................2
How to transfer Employee to a Different HR Structure.........................................4
Questions and Exercises.................................................................................5
Basic Configuration Overview..........................................................6
Links Between Master Data and Customizing Tables...........................................6
Customizing Tables: Key and Function Fields.....................................................6
Customizing Tables: Create – Copy..................................................................7
Customizing Tables: Delete.............................................................................7
Customizing Tables: Delimit............................................................................8
Customizing Settings from the application.......................................................10
Enterprise Structure.....................................................................11
Overview Enterprise Structure.......................................................................11
Client.........................................................................................................12
Company Code............................................................................................13
Personnel Area............................................................................................14
Personnel Sub Area......................................................................................15
Questions and Exercises................................................................................16
Personnel Structure......................................................................17
Overview of the Personnel Structure...............................................................17
Employee Group..........................................................................................18
Employee Subgroup.....................................................................................18
Indicators Defined by Employee Subgroup.......................................................19
Questions and Exercises................................................................................20
Organizational Structure...............................................................21
Introduction to Organizational Management.....................................................21
Parts of the Organizational Structure..............................................................22
Consequence of Integration...........................................................................23
Additional Organizational Assignments............................................24
Additional Organizational Assignment for an Employee......................................24
Payroll Area.................................................................................................25
Payroll Control Record..................................................................................26
Payroll Area Customization............................................................................26
Questions and Exercises................................................................................31
Organizational Key.......................................................................................32
Questions and Exercises................................................................................33
Features – define default values.....................................................34
Features.....................................................................................................34
Maintaining Features....................................................................................34
Default Values.............................................................................................37
Example Features.........................................................................................37
Questions and Exercises................................................................................40
Personal Data..............................................................................41
Personal Data..............................................................................................41
Addresses...................................................................................................42

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 Bank Details................................................................................................42
Questions and Exercises................................................................................42
Links Between Planned Working Time and Basic Salary.....................43
Employee Working Time................................................................................43
Links Between Planned Working Time and Basic Pay.........................................44
Employee Subgroup Grouping for Personnel Calculation Rule.............................44
Questions and Exercises................................................................................45
Wage Type Structure....................................................................46
General Information About Wage Types..........................................................46
Setting Up Wage Types.................................................................................46
Define Permisibility for Wage Types in Infotype................................................50
Questions and Exercises................................................................................53
Default Wage Types.....................................................................54
Wage Type Characteristics............................................................58
Direct Valuation...........................................................................................59
Indirect Valuation.........................................................................................59
Remuneration Structure................................................................61
Infotype 0008 Pay Scale...............................................................................62
Collective Agreements..................................................................................63
Pay Scale Type & Pay Scale Area....................................................................64
Questions and Exercises................................................................................67
Annual Salary..............................................................................68
Infotypes....................................................................................71
Entering Infotypes........................................................................................71
Screen View................................................................................................72
Infotype Control...........................................................................................73
Fields Relevant for Retroactive Accounting.......................................................74
Personnel Actions.........................................................................75
Personnel Actions Overview...........................................................................75
Setting up a New Personnel Action.................................................................76
Determining Personnel Action Types...............................................................76
Questions and Exercises................................................................................77
Dynamic Actions..........................................................................78
Dynamic Actions Overview............................................................................78
Maintaining Additional Infotypes.....................................................................79
Mail Connection for Infotype change...............................................................80
Questions and Exercises................................................................................80
Answers to Questions...................................................................81

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Master Data Configuration Guide

Master Data Configuration

Execute Personnel Actions Hiring
Transaction: PA40
Overview:
A Personnel Action includes all the necessary Infotypes, displayed in a logical sequence, for
which data must be entered for a particular HR event (such as hiring, organizational transfer,
or termination).

The Personnel Actions screen is divided into 3 sections:

1. Personnel Number: In this field, you enter the employee’s personnel number, except
when executing the “Hiring” action, as it may be generated automatically by the system.
2. From: In this field, you enter the start date applicable to the personnel action.
3. Action Type: In this section, you select the appropriate personnel action.

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Master Data Configuration Guide

How to start the Hiring Action

Transaction: PA40
Overview: The Hiring action will need to be executed every time a new employee is hired by
the company. The “start date” of the “Hiring” action is the employee’s first working day.

1. Enter PA40 into transaction

code box.
2. Click .

3. Enter the hiring date in the

From field.
4. Select Hiring from the Action
Type list.
5. Click to execute the
transaction.

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Master Data Configuration Guide

6. The Start and to dates are

defaulted in, check and
maintain if necessary.
7. Check the Action Type is
correct.
8. Enter the Reason for Action.

9. Check the employment Status

details. These fields are
defaulted in from the action
being performed.

10. Enter the Personnel Area.

11. Enter the Employee group.
12. Enter the Employee
subgroup.
13. Click to continue to the next
Infotype.

Infogroup
Once you click save the hiring Infogroup is activated. Every Infotype relevant to the
Hiring action will appear one after each other. Once you have maintained each
Infotype, validate your entries by pressing enter and save.
Maintaining Additional Infotypes
Once the Hiring action is complete you can maintain additional Infotypes from
transaction PA30.

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Master Data Configuration Guide

How to transfer Employee to a Different HR Structure

Transaction: PA40
Overview:
The Organizational Transfer action will need to be executed when an employee is reassigned to a
different HR Structure (Enterprise Structure, Personnel Structure, or Organizational Structure)
within the company.
1. Enter PA40 into transaction
code box.
2. Click .

3. Enter Personnel no.

4. Enter From date, this will be
the start of the transfer.
5. Highlight the Organizational
Transfer Action Type.
6. Click to execute the
transaction.

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Master Data Configuration Guide

7. Check the Start date, and

maintain if necessary.
8. Check the Action Type.
9. Select the Reason for Action.

10. Under Organizational

assignment, make any
changes to the structure
starting from the specified date.
11. Click to start the Infogroup.

Transfer Infogroup
Each Infotype required for the transfer of this employee will appear one after each
other. After maintaining the Infotype press enter to validate your entries.

Questions and Exercises

Exercise 1
Hire a new employee into company code 1300

Test Your Knowledge:

Questions:
1. An employee moves to another cost center on October 01, 2009. The employee's pay also
changes on this date. Is it possible to log both of these activities on this date in the system?
a) Both changes can be entered in the system using Personnel Actions. The changes are
then logged as records in the "Actions" Infotype (0000).
b) Both changes can be entered in the system using Personnel Actions. The changes are
then logged in the system as records in the "Actions" (0000) and "Additional Actions"
(0302) Infotypes.
c) It is not possible to log several actions in the system with the same start date. If you
need to log both actions, the start dates of the actions must be different.
d) Both changes can be entered as Personnel Actions. The first action performed is
automatically logged in the "Actions" Infotype (0000). The second action performed is
logged in the "Additional Actions" Infotype (0302). This Infotype must be maintained
manually.

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Master Data Configuration Guide

Basic Configuration Overview

Links Between Master Data and Customizing Tables
You store employee data in Infotypes. All the entries that require specific text come from
tables that you can set up in when you customize the system. The possible entries (F4)
are a section of the IMG and enable you to see what data the system stores in the
corresponding table.

Example Above
The Example Above is for Personal Data. The customizing steps can be found at the
following location in the IMG: Personnel Management > Personnel Administration >
Personal Data > Personal Data

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Master Data Configuration Guide

Customizing Tables: Key and Function Fields

An entry in a customizing table is made up of key fields and function fields. Key fields
identify a specific unique entry, whereas function fields describe this entry. There is always
only one table entry with the same key fields.

1. Fields that are greyed out identify the unique table entry. There is only one table entry with
specific key fields. If you overwrite the key fields the system creates a copy of the entry.
2. Function Fields: White fields give more information on an entry.

Customizing Tables: Create – Copy

You can use two methods to make entries in Customizing Tables
 New Entries: You receive an empty input template in which you have to enter the key
and function fields.
 Copy: Select the entry that you want to copy and overwrite the entries in the key and if
required the function fields in the subsequent screen.

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Customizing Tables: Delete

To Delete entries in customizing tables, Select the entries you wish to delete and click Delete.
You must Save all your changes.
NB: You have to check if the entry you wish to delete is not used in other customizing node or
in master data. Deleting of such entry would create data inconsistency.

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Customizing Tables: Delimit

Some customizing tables use validity periods similar way as it is done for Infotypes. It is in
cases when the same characteristic may have different value at different points of time, e.g.
tax and social insurance rates or pay scale values. Start date and End date fields are used,
End date is always a key field. SAP displays the records with the highest End date by default
only. To see or hide additional records, mark the line(s) and click on Expand <-> Collapse.

To create a record for the following period, it is necessary to delimit the record with highest
End date. Start date will be defaulted to system date. Change it to needed value before
accepting it.

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Make needed change(s), press Enter and Save.

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Master Data Configuration Guide

Customizing Settings from the application

You can jump from the Master Data to the correct position in the IMG by clicking on the create
Values. Create Values comes up when you right click on a list of possible values.

This possibility depends on client settings (transaction SCC4). It is usually available in

development environment only.

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Master Data Configuration Guide

Enterprise Structure

Course Unit Objectives

By the end of this course unit you should be able to:
 Describe the meaning and elements of the enterprise structure
 Modify the enterprise structure using the entity copier
 Describe the meaning and the elements of the personnel structure
 Understand the modification of the personnel structure using the entity
copier
 Check your assignments

Overview Enterprise Structure

The Enterprise Structure represents the company’s structure according to legal and reporting
requirements. It includes:
 Client: A client can either be valid for a company code at the smallest level, or an entire
corporate group.
 Company Code: Represents the highest level of SAP Financial Accounting Structure (or
legal entity), which is required for external reporting (balance sheet and profit/lost
statement).
 Personnel Area: Represents an area within the company that has specific
requirements for Personnel Administration, Time Management, and Payroll Processing.
 Personnel Sub-Area: Represents a sub-division of the Personnel Area.
 Cost Center: Represents the cost accounting allocation structure.

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Client
Overview:
The Client is an independent legal and organizational unit of the system. It is identified by a
unique 3 digit alphanumeric code. Each ADP client is given a unique client number. (Example:
516 Apple, 122 Tomago and 712 Henkel)

 No data exchange between clients

 No access to employee data in other clients
 No cross-client evaluations or access authorizations (User access has to be requested
for each client separately)
 Within each client ADP usually has 3 Environments (Development, Quality and
Production)

The system contains both client-independent and client specific elements:

 Client Independent: Data structures such as field definitions, table structures and files
structures, client independent tables, transactions, programs, standard evaluations and
authorization objects, help documentation and user defined programs.
 Client Specific: Majority of customizing tables, HR Master Data Records, User Master
Records, Authorization Profiles.

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Master Data Configuration Guide

Company Code
Overview:
The Company Code is an independent company with its own accounting Unit; a company that
draws its own balance sheet.

The company code represents the highest level of the enterprise structure within a client.
You can define the country grouping level at the Personnel Area level, but each country
grouping must be unique within the company code. In other words you must assign the same
country grouping to all personnel areas within a company. Within ADP usually each country will
have there own company codes (Example 1310, 1320 for Australia). This way the company
codes fit with the ADP naming convention.

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Master Data Configuration Guide

Personnel Area
Overview:
A Personnel Area is a specific entity for personnel Administration. It represents the
subdivision of the Company Code.
The Personnel Area has the following functions:
 It can be a selection criteria for evaluations, programs and reports
 Personnel Area can be an entity for authorization checks
 You must uniquely assign Personnel Areas to Company Codes
 You can use the Personnel Area to generate default values for data entry (Example
Payroll Area ABKRS)

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Master Data Configuration Guide

Personnel Sub Area

Overview:
Personnel Subareas are subdivisions of Personnel Areas. Personnel Subareas are very important
as they control Pay Scale, Wage Type Structures and Work Schedules. You define the
regulations for employees at the Personnel Area and Personnel Sub Area level. These
regulations may be legal, contractual or company specific.

Indicators defined using the Personnel Subarea:

 Default Values for Pay Scale Area and Pay Scale Type
 Assignment of Personnel Subarea to a Public Holiday Calendar
 Grouping of Personnel Subareas for Work Schedules, Absence and Attendance Types,
substitution, availability types, attendance and absence counting, time recording, time
quotas and premiums.
 Personnel Subarea grouping for permissibility of the Primary Wage Types

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Master Data Configuration Guide

Questions and Exercises

Exercise 2
Create the Enterprise Structure using the Configuration Workbook:
 New Company Code
 New Personnel Area
 New Personnel Sub Area

Important Information when performing these steps

Enterprise structure Copy Function:
You can use the copy function to create new elements of the enterprise structure quickly and
easily, so that you not have to call up subsequent tables individually.
You can use the copy function on Company Codes, Personnel Areas, Personnel Subareas and
Employee Subgroups.

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Master Data Configuration Guide

Personnel Structure

Objectives
After completing this lesson you will be able to:
 Describe the meaning and elements of the personnel structure
 Understanding the modification of the personnel structure using the
entity copier
 Check assignments

Overview of the Personnel Structure

The Personnel Structure displays the position of individual people in the enterprise as a whole.
The Personnel Structure is made up of Employee Groups and Employee Sub Groups.

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Master Data Configuration Guide

Employee Group
Overview:
The Employee group is used to classify an employee in general terms. It defines the position of
the employee in the workforce.

The Employee Group has the following important organizational functions:

 You can use it to generate default values for data entry
 You can use it for a selection criteria for reporting
 You can use it as an entity for authorization checks
 You can use the standard ADP Template entries. If necessary you can add to these
entries to meet your client’s requirements.

Employee Subgroup
Overview:
Employee groups are divided into employee subgroups. Active employees can be split up into
the categories according to their status. All control features for the personnel structure are
defined at the employee subgroup level.

An Employee Group consists of a number of Employee Subgroups. For Example the following
Employee Group “Active” is made up of the following Employee Sub Groups:
 Hourly Wage Earners
 Monthly Wage Earners
 Pay Scale Employees
 Non-Pay Scale Employees

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Indicators Defined by Employee Subgroup

Overview:
You can use the Employee Subgroup to set the following indicators:
 The Employee Subgroup grouping for the Work Schedule (Allows you to set
permissibility to Work Schedules to specific employees.
 The Employee Subgroup Grouping for Primary Wage Types
 The Employee Subgroup Grouping for the Personnel Calculation Rule

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Master Data Configuration Guide

Questions and Exercises

Exercise 3
Check the Personnel Structure using the Configuration Workbook and IMG:
 Check the existing ADP structure and answer the questions below.

Test Your Knowledge:

Questions:
1. What do you set up with Customizing step Employee Subgroup for Primary Wage Types?
____________________________________________________________________________
____________________________________________________________________________
____________________________________________________________________________

2. Name 3 of the important functions of an Employee Group.

____________________________________________________________________________
____________________________________________________________________________
____________________________________________________________________________
____________________________________________________________________________

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Master Data Configuration Guide

Organizational Structure

Course Unit Objectives

By the end of this course unit you should be able to:
 Understand concept of Organizational structure in the SAP system

Introduction to Organizational Management

The Organisational Management (OM) module maintains the current and historical departmental
organizational structure of a company. You can also use it to plan future changes.

Personnel Administration (PA) maintains person related data, payroll, and time management
aspects of SAP R/3 HR.

Both of these aspects can be linked together to form a comprehensive HR system. The more
data you hold in OM can mean the less data has to be entered in PA. ie when setting up a new
starter.

ORGANISATIONAL PLANS

 Organizational plans provide representation of the company’s structure

 Organizational plans are composed of various elements
 Organizational structure
 Reporting structure
 Account assignment

You can use organisational plans to create a company’s hierarchy structure. You can create a
plan for your entire company or for a section or department.

An Organisational Structure will show the hierarchy that exists between the various
department/sections within a company.

A Reporting Structure will identify the reporting links between positions.

Parts of the Organizational Structure

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Although an organizational plan can consist of many object types, the five basic object types are
the building blocks.
 Positions S
 Persons P
 Organizational Units O
 Jobs C
 Cost Centers K
Persons are the holders of a position. Positions are defined and assigned to organizational units
and cost centres.

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Consequence of Integration
If you integrate Personnel Administration and Organizational Management, you can enter the
position in the Action Infotype (0000) when you run the hiring action. By entering the position
the system propagates the data stored in the Organizational Management into the fields in the
Action Infotype (0000).

Typically, fields Org. Unit and Cost centre are linked (and retrieved) with (from) the Position. It
is possible to set integration for additional fields like Personnel area, Personnel subarea,
Employee group, Employee subgroup, ... Fields retrieving values from Organizational
management get read-only and cannot be changed in Organizational Assignment Infotype
(0001).

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Additional Organizational Assignments

Course Unit Objectives

By the end of this course unit you should be able to:
Explain the meaning of the payroll area and payroll control record
Name the additional prerequisites for payroll
Define the structure of the Organizational Key
Store Administrator Responsible
Save statistical information about the employees within a Company

Additional Organizational Assignment for an Employee

This Unit discusses the remaining indicators, such as the indicators for authorization checks and
those that control payroll.
 Payroll Area
 Employee Attributes
 Administrators
 Organizational Key

Indicators
You already know most of the indicators in the Organizational Assignment Infotype
(0001). This unit discusses the remaining ones.

Payroll Area
ADP uses the Payroll areas to group together employees who should be processed by payroll on
the same day and same frequency. Employees belonging to different employee subgroups can
belong to the same payroll area.

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Example
A company pays all its salaried workers at the end of the month on a monthly basis,
and all it’s hourly-paid employees every Friday on a weekly basis, then you would have
at least two payroll areas

The Payroll Areas has two functions:

 It groups the personnel numbers to be accounted in the same period
 It defines the exact date of the payroll period
Personnel numbers are assigned to payroll areas in the Organizational Infotype 0001. The
default value that appears in the Payroll Area field depends on the organizational assignment of
the employee.

Payroll Control Record

The Payroll Control Record defines the current payroll period and payroll past for retroactive
accounting.
It locks the HR Master Data against changes during a payroll run, which applies for the payroll
past and payroll present. Changes that affect the future are still possible.
It defines the greatest earliest retroactive accounting period.

The Payroll Control Record screen is divided into 4 sections:

 Payroll Area: This section indicates the payroll area for which the payroll control record
is applicable for. For each payroll area, only ONE Payroll Control Record can exist at a
time.
 Payroll Status: This section indicates, with a green tick, at what stage a payroll run is
currently in. It also defines the current payroll period with exact dates and indicates how
many times a payroll has been run.
 Earliest Retro Acctg Period: This section indicates the greatest earliest payroll period
for retroactive accounting.
 Last Change to Personnel Control Record: This section indicates who triggered a
change to the Payroll Control Record, when, and what change occurred.

In the Payroll Control Record screen, you can use the following buttons:
 Incorrect Pers. Nos: Click this button to get a list of employees rejected during the last
payroll run.
 List Personnel Numbers: Click this button to get a list of employees included in the
payroll area.
 Locked Pers. Nos: Click this button to obtain a list of employees locked out of payroll in
Infotype 0003 (Payroll Status), hence stopping the ability to execute a payroll run for
them.

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Master Data Configuration Guide

Payroll Area Customization

The customizing settings for the Payroll Area can be found at the following location: IMG: Payroll
>Payroll *country* > Basic Settings and Concepts > Payroll Organization.

To be able to run payroll in the SAP system, you need to make certain basic customizing
settings:
1. Create Payroll Area and Assign Period Parameters
Each Payroll Area is assigned a Period Parameter and Date Modifier. (These items are already
part of the standard ADP template in all countries). Date Modifiers are only used for certain
countries. The Period Parameter specifies weather payroll is run monthly, weekly or fortnightly.
For this each period parameter is assigned a time unit.

Creation of a New Payroll Area

The graphic below shows the creation of a New Payroll Area (Q1) and the assignment
of the new Payroll Area to a Period Parameter (10).

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2. Generate Payroll Periods

Payroll periods must be generated for each combination of period parameters and date modifiers
assigned to the Payroll Area. Depending on the period parameters, all periods in the time
interval specified are determined. The system determines the start date and End Date of each
period and calculates the Pay Day using a set of rules specified when running generation.
Payroll periods can be generated either from customizing node Payroll >Payroll *country* >
Basic Settings and Concepts > Payroll Organization > Generate Payroll Periods or by running
program RPUCTP00.
Payroll periods are generated for several years in advance.

Example
The example in the graphic below shows how you can generate payroll periods for a
monthly period parameter. You can run this up to a specific Year (Final Year). You can
also specify a rule to determine a Payday.

The Input screen changes dynamically according to the country grouping.

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3. Create Payroll Control Record

Once any new Payroll Area has been created, you must create a Payroll Control Record. The
Control Record controls the individual stages of payroll. The Control record can be created from
the IMG or transaction PA03.

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4. Generate Calendar for Cumulations

Certain countries require the calendar for reporting purposes. Therefore in payroll some wage
types are cumulated over several periods to obtain monthly, quarterly and annual totals. During
calendar generation each payroll period is assigned a quarter half year or year.

The cumulation calendar must be generated for each combination of period parameters and date
modifiers that is assigned at the lower level to a payroll area. Cumulation calendar can be
generated either from customizing node Payroll >Payroll *country* > Basic Settings and
Concepts > Payroll Organization > Generate Calendar for Cumulations or by running program
RPUCTP10.

Cumulation calendar is generated for several years in advance.

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Master Data Configuration Guide

Questions and Exercises

Exercise 5
 Create New Payroll Area and Assign the Australian Payroll Period
Parameter (Please refer to Configuration Workbook)
 Generate Payroll Periods
 Generate Cumulations Calendar
 Create Control Record
 Answer Questions Below

Test Your Knowledge:

Questions:
1. What is the function of the payroll control record in payroll accounting?
a) Answer 1:
It determines the exact dates of the current payroll period.
b) Answer 2:
It defines the payroll past for retroactive accounting recognition.
c) Answer 3:
It establishes the earliest retroactive accounting period per Employee Subgroup.
d) Answer 4:
It blocks master data and time data against changes during the course of payroll accounting.
e) Answer 5:
It selects personnel numbers for the payroll run.

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Master Data Configuration Guide

Organizational Key
Organizational Keys are used to enhance the Authorization checks in conjunction with the
master data authorization object.

The Organizational Key is a 14 character field in the Organizational Assignment Infotype (0001)
that you can structure to your own requirements. You can set it up using specific control and
rule tables.

The Organizational Key can be customized in the IMG: Personnel Management > Personnel
Administration > Organizational Data > Organizational Assignment > Set Up Organizational
Key

1. Maintain Feature: First Step is to use Feature VDSK1 to identify a Key for your Country
and Enterprise structure. In the diagram below I have identified Key 13 in Country
Grouping 13 Australia and Company Code 1310.

2. Control: The next step is to define any default or Validation settings for your Organisation
Key. You then need to specify a Rule to be used. (The rule is not yet created but I can
identify a number for the new rule)

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3. Creation Rules: The Next step is to set the rule for the Organisational Key. I can identify
the fields I want to use to make up my Organisational Key. I can also set the amount of
characters I want to use from the identified field. (In the example below shows two fields
that make up the rule 13. There are 4 characters from the Company Code and 2 characters
from the Payroll Area.)

4. Validation Table: Enter your expected outcome in the Validation Table.

Validation
The Organizational Key generated by the system is checked against this Table below. If
this does not have the entry generated errors can occur.

Questions and Exercises

Exercise 6
 Create an Organizational Key for your employees within your company
code.
 The Organizational Key can be made up of a number of fields from
IT001 Organizational Assignment.
 Create the Rule and remember to enter your expected results in the
validation table.

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Features – define default values

Course Unit Objectives
By the end of this course unit you should be able to:
 Understand decision operations in features
 Control the Default Values using features in the system

Features
Features are objects that query different personnel or data structure fields to determine a
certain return code or result. They deliver return code or result either directly or by calling
other (sub-)features.

Maintaining Features
Features are maintained by transaction PE03. The maintenance is split into 3 areas:
 Decision tree
 Attributes
 Documentation

Documentation
Structured free text describing anything that is important to document.

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Attributes
Attributes specify persons responsible for changes, structure and assignment to country and component.
NEVER thick marked check-boxes, you would prevent all other users to maintain the feature.

Structure defines the fields that could be used in decision operations.

Country/component assignment specifies for what countries (Country groupings) and

functional areas the feature fill be available.

Decision tree
There are two ways to maintain features using:
 Tree maintenance - intuitive but space consuming
 Table maintenance - compact but requires programming knowledge.

It is possible to switch between the both ways using menu option PView.

Every feature must be activated before it can be used.

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Tree maintenance Table maintenance

Following elements can be used in decision trees

Features:
Decision Trees can be simple or very complex. This depends on their function and on
the number of fields, operations, and decision criteria they contain.
You can use Report RPUMKG00 to activate Features.

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Default Values
The system often uses features to determine default values. The system suggests these values
when you maintain Infotypes that affect employee master data.

Example
The ABKRS feature determines values for the payroll area. It does this using the data found in
the employee’s Organizational Assignment Infotype record.

Example Features

Feature ABKRS
Here you can define default values for
payroll areas for your employees.

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Feature PINCH
The PINCH feature determines an
administrator group that is stored in
the Organizational assignment
Infotype.

You can group administrators to an

administrator group as follows:
 Store the return code of the
feature in the group field.
 Assign a 3 character digit to
each administrator
 Determine your administrators
name from the Address,
telephone number and system
user name.

Feature 13PWC
This feature makes a decision based on
the following fields in the Structure for
Feature T549B (PME87):

 Personnel Area
 Personnel Subarea

The feature returns the State or

Territory where the employee is
working based on the Personnel Area
and Subarea grouping.

Function for Payroll Tax and Workers

Compensation payroll function reads
the return value of this feature.

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Feature NUMKR
You can use the feature NUMKR to
assign personnel numbers. This is
based on the Organizational
Assignment.

There are two ways to assign a number

range:
 Internal Number assignment: In
this instance the SAP system
assigns the personnel numbers.
 External Number Assignment:
In this instance the user assigns
the personnel number.
SAP Recommends that you use
Internal Number Assignment.

Number ranges are maintained in

customizing node IMG: Personnel
Management > Personnel
Administration > Basic Settings >
Maintain number range intervals for
personnel numbers or by transaction
PA04.

The example shows setup of specific

internal number range created for
every country grouping (MOLGA) and
feature NUMKR assigning these
number ranges.

NB: The Personnel number is assigned

as result of hiring action. Country
grouping is retrieved from Personnel
area maintained in IMG: Enterprise
Structure > Assignment > Human
Resources Management > Assignment
of Personnel Area to Company Code.

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Questions and Exercises

Exercise 7
 Make your newly created Payroll Area default into IT0001 during
hiring for your enterprise structure using feature ABKRS.
 Activate your feature

Personal Data
Personal Data
In the first data group, enter all the data regarding the employee’s name. This includes the
form of address, the last and first name, any second names and birth names, as well as the
title and the initials.

Birth Data:
This Data Group consists of the employee’s date and place of birth, as well as the nationality
and language.

Martial Status/Religion:
The third data group contains data such as number of children, the employee’s marital status
and in some cases the employee’s religion.

Customizing Steps for Personal Data

The customizing steps for personal Data can be found in the IMG: Personnel
Management > Personnel Administration > Personal Data > Personal Data

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Addresses
The different countries have their own entry screens for the address Infotype.

Customizing Steps for Address

The customizing steps for personal Data can be found in the IMG: Personnel
Management > Personnel Administration > Personal Data > Addresses

Bank Details

Customizing Steps for Bank Details

The customizing steps for personal Data can be found in the IMG: Personnel
Management > Personnel Administration > Personal Data > Addresses

Questions and Exercises

Exercise 8
 You want to create an additional name format to assign to your
employee as form

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Links Between Planned Working Time and Basic Salary

Course Unit Objectives

By the end of this course unit you should be able to:
 Describe how the working time is stored in the Planned Working time
Infotype (0007) is related to the Payroll-relevant data stored in the
Basic Pay Infotype (0008).
 Explain the relevance of this information in Payroll

Employee Working Time

You assign each employee a work schedule in Infotype 0007 Planned Working Time. The
working time stored for this work schedule is important for the employee’s pay and for
counting absences and attendances.

The system also stores average working hours here. The Monthly working hours field contains
the total planned time for the current month.

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Links Between Planned Working Time and Basic Pay

The system takes the employment percentage and the average number of working hours in
Infotype 0007 Planned Working Time and suggests them as default values for the Capacity
utilization level and the Working time per period in Infotype 0008 Basic Pay. Both field values
are retrieved from Infotype 0007 record valid at Start date of newly created Infotype 0008.
Inconsistency between both Infotypes can occur if they are not synchronized.

Employee Subgroup Grouping for Personnel Calculation Rule

Employee Subgroup Grouping for Personnel Calculation Rule makes the distinction between
employees that are paid on an hourly basis and employees whose pay is based on monthly
basis (Salaried).

To realize the difference in the system, you can set up employee subgroup groupings for
Personnel Calculation Rules and as a result the system treats employees differently in Payroll.
The meaning of the Groupings is fixed and cannot be changed (Example Hourly Wage Earners
1; Salaried Employees: 3)

Customizing:
All the groupings can be selected in View: V_503_ALL or table T503

1 – Hourly Wage Earners

3- Periodic Wage Earners (Enter Monthly Salary in IT0008)
9- Annual (Enter Annual Salary in IT0008, system will calculate each period pay)

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Questions and Exercises

Exercise 9
 In the IMG under Payroll check that the correct grouping for Personnel
Calculation Rules has been assigned to your employee subgroup.
 Check the Groupings in the Configuration Workbook

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Wage Type Structure

Course Unit Objectives

 By the end of this course unit you should be able to:
 Explain the meaning of Wage Types in SAP
 Copy Wage Types and know what one must pay attention to when
copying
 Identify the control Indicators that are used to determine to whom the
wage Type can be assigned, when it can be assigned and how often.
 Specify the dialogue characteristics of Wage Types
 Know how Wage Types can be valuated indirectly by the system
 Set Wage Types as default for an Employee with the Help of LGMST
feature and a wage type model, depending on the enterprise and
personnel structure

General Information About Wage Types

Wage Types are the key elements in the Wage Type Structure. Wage Types is the most
important concept in Human Resources. You use wage types to assign payments and
deductions, as well as to control the payroll program. You use characteristics to distinguish the
individual Wage Types.

Setting Up Wage Types

In the GlobalView system, you need wage types to pay employees.

In the SAP System there are two main categories:
 Primary Dialogue Wage Types
 Secondary or Technical Wage Types

Each Client defines the Primary or Dialogue wage types, so that they can depict the company’s
specific payroll requirements. (The collection of all the Wage Type information is done during
the blueprint phase)

 The SAP system and the GlobalView Template contain examples of Primary/Dialogue
wage types in a sample Wage Type Catalogue. Example MA10 Standard Pay
 The characteristics are usually pre-defined for model wage types

The standard system also contains secondary or technical wage types, You can recognize these
as they have a slash / as the first character.
 Wage Type characteristics have not been defined for technical wage types as the
system defines their value during payroll processing.
 Technical Wage Types are not part of employee’s master data.

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Using Wage Type Groups

SAP uses the Wage Type group concept to group wage types that have similar characteristics
with regard to payroll (are maintained in the same Infotype).

Example of Wage Type Groups:

 0008 Basic Pay
 0014 Recurring Payments and Deductions
 0015 Additional Payments
You must assign all wage types to a wage type group. This is also true for user-defined wage
types. You have to assign wage types to wage type groups so that you can work with the
Implementation Guide (IMG). In the Implementation Guide, you only perform wage type
maintenance for the wage types required in that particular section of the IMG. You select these
wage types according to wage type group. This means that you can only use the IMG to
maintain wage types that have been assigned to wage type groups.
If the wage types have not been assigned to a wage type group, they do not appear in the
wage type maintenance in the IMG.

Dialogue Characteristics
To ensure that the employees in your company receive the correct payment, you need to
define different wage types.
The IMG steps that you must perform to define dialog wage types appear on the right, using
the steps required for basic pay as an example.

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Overview of Dialogue Characteristics

Wage types have the following functions:
 Permissibility check for wage and salary types
 For each personnel area and personnel subarea
 For each employee group and employee subgroup
 For each Infotype: if an Infotype has a subtype that is a wage type, the time
constraint determines how often a wage type can be available at any one time.

The operation indicator controls whether a wage type is a payment or a deduction.

The input combination controls which of the fields must be filled when you enter a wage type .
amount, number, unit of time/measurement.

A wage type can be valuated indirectly if you enter a module name, module variant and a
rounding indicator. The system then automatically reads the amount from the corresponding
tables and you do not need to enter and store it in the Basic Pay Infotype (0008).

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Copying Wage Types

The SAP system contains sample wage types. These sample wage types meet some of your
company’s requirements. You can use the wage type copier to copy the SAP sample wage
types. You then use these copies as your wage types and can modify them so that they meet
your specific requirements.

Copying Wage Types

A Wage Type Catalogue with Model Wage Types exist in the SAP system. The Model
wage types start with the letter (MXXX, MYYY….)

When you copy the Model Wage Types you can assign customer specific charecteristics
and a new number needs to be assigned to the copied wage Type.

Create Wage Type Catalogue

All model wage types start with a letter. Your own wage types, in other words the copies of
model wage types, must start with a number. When you copy the wage types, make sure that
you copy the model wage type characteristics that determine how the wage types behave in
dialog, as well as the characteristics that determine how the wage types behave in payroll.

You can check and modify the characteristics relevant for payroll when you carry out the
payroll Customizing activities.
The wage types that you create via the copy method are included in all of the wage type
groups and tables as the original wage type from which you copied. You can use the log to
check what was copied.

Once you have copied the wage types. You now need to check the individual tables to which
the customer wage types were copied. Detailed information on the individual steps follows.
You can check and modify the dialog characteristics in the subsequent customizing steps.

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Define Permisibility for Wage Types in Infotype

In the IMG, you can determine which wage types can be entered in each Infotype and the
period when they are valid. You can set up the system so that only certain wage types are
permissible for Infotypes. If you could select all wage types in all Infotypes, this would result in
incorrect input data and mean that user will be constantly searching for the correct wage type.
If you copy a wage type for an Infotype using Create wage type catalog, the system copies all
the characteristics belonging to the wage type you are copying. This also applies to the wage
type permissibility for an Infotype.

Example:
The example below is for Basic Pay Wage Type Permissibility.
If you want to use a wage type in several Infotypes, then you must enter it in the
permissibility tables of the respective Infotypes

Input Frequency for Wage Types in Infotypes

When you configure a wage type (typically in Infotypes 0014 and 0015), you can determine
whether it can be entered once or more than once per payroll period (in Infotype 0014) or
per date (in Infotype 0015).

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Permissibility of Wage Types for Certain Employee Subgroups / Personnel Subareas

You use Personnel Subarea Grouping to define wage type permissibility for a specific enterprise
structure and Employee Subgroup Grouping to define wage type permissibility for a personnel
structure.

Defining Personnel Subarea Grouping means that you group your Personnel Subareas to
groups with the same behaviour. You can use maximum 10 Personnel Subgroup Groupings.

Defining Employee Subgroup Grouping means that you group your Employee Subgroups to
groups with the same behaviour. You can use maximum 10 Employee Subgroup Groupings.

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And the wage type is made permissible for all entered combinations of Employee Subgroup
Groupings and Personnel Subgroup Groupings.

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Questions and Exercises

Exercise 10
 Create some Wage types in IT014 and IT0015 using the copy function.
 Create the entries in the Configuration Workbook

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Default Wage Types

Course Unit Objectives

By the end of this course unit you should be able to:

Set Wage Types as defaults for an employee with the help of LGMST feature
and Wage Type Model, depending on the enterprise or Personnel Structure

Default Wage Types for Basic Pay Infotype

If you wish the system to suggest default wage types for basic pay, this Wage Type must be
included in the Wage Type Model. The System suggests a Wage Type model based on an
employee organizational Assignment:

Company Code

Personnel Area

Employee Group

Employee Subgroup

The System uses this information to Define a default for a Wage Type Model.

The Wage Type Model is defined in IMG: Personnel Management > Personnel Administration >
Payroll Data > Basic Pay > Wage Types > Revise Default Wage Types and stored in table
T539A.

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LGMST Feature

To reduce the amount of routine work involved in creating a Basic Pay Infotype record (0008),
the system can display the default wage types defined in Wage Type Model. The default is set
by LGMST feature.

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Wage Type Characteristics

Course Unit Objectives

By the end of this course unit you should be able to:
 Specify the dialogue characteristics of a Wage Type
 Know how wage types can be valuated indirectly by the system

Overview:
You can define the following wage type characteristics:
 Validity period
 Operation indicator
 Minimum and maximum wage type amount
 Whether or not the wage type amount should be included in the basic pay total
 Default units of time/measurement, minimum and maximum number
 Input combinations for number and amount
 Indirect valuation and its characteristics
If you intend to implement the HR Personnel Time Management component, you
must also define the wage type as a bonus or a basic hourly pay wage type

Valuation of Wage Types

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Direct Valuation
The amount that is to be used to valuate the wage type, is entered in the Infotype manually .

Indirect Valuation
The system automatically calculates the wage type amount and enters it in the Infotype. In
this case, the system imports and calculates the wage type amount from the table and you do
not have to enter it manually. If the valuation table changes, the system automatically changes
the HR master data record in accordance with the start or end date. This avoids mass data
changes.

The system can perform indirect valuation for the following Infotypes:
 Basic Pay (0008)
 Recurring Payments/Deductions (0014)
 Additional Payments (0015).

You can indirectly valuate a wage type by specifying a module name and variant.

Indirect Valuation means that the system reads the amount from a table and you do not have to enter it
manually in the Infotype.

You define the valuation rule centrally, which means that you do not have to change master data records
when you change the valuation.

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Module for Wage Type Characteristics Indirect Valuation

Various modules read various valuation tables.

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Remuneration Structure

Course Unit Objectives

 By the end of this course unit you should be able to:
 Create the regional industry-specific, financial and time related
aspects of the remuneration structure.
 Define Control Parameters depending on the employee Subgroup and
Personnel Subarea
 Determine Default values for Pay Scale data

In the Basic Pay Infotype, you can set the remuneration type to Pay scale (single values
maintained in table T510) or Salary (grades with minimum, maximum and reference values
maintained in table T710) using the change remuneration type option in the edit menu.

For both types of remuneration, fields PS Type and PS Area are mandatory. Their values can be
defaulted using the TARIF feature.

If you wish to evaluate wage types indirectly, you must create a pay scale structure.

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Infotype 0008 Pay Scale

You store and maintain employees Pay Scale Data in Infotype 0008. Even if you do not have
collective agreement provisions at your company and employees negotiate their pay when
hired, you must still define a pay scale type and pay scale area. You must make an entry in
these fields in IT0008 and there must be at least one entry in the relevant tables.

Customizing
The customizing for the Pay Scale can be found in the IMG: Personnel Management >
Personell Administration > Payroll Data > Basic Pay

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Collective Agreements
In a company employee’s pay can be regulated by a number of collective agreement
provisions. Differences can be based on location (pay scale areas) and type of job.

The collective agreement provisions determine how much you pay an employee.

You may use the Pay Scale Groups and pay scale levels to depict the different payments in the
system.

The Employee Subgroup Grouping for the collective agreement provisions allows you to assign
different employees to different pay scale groups. You can use customizing functions to group
the employees.

Customizing
You can assign the grouping for collective agreement provision to your employee group
in customizing IMG: Personnel Management > Personnel Administration > Payroll Data
> Basic Pay > Define EE Subgroup Grouping for PCR and Collective Agreement
Provisions.

Examples
1 = Industrial workers/hourly wages
2 = Industrial workers/monthly wages
3 = Salaried employees
4 = Non pay scale employees
5 = Public servant

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Pay Scale Type & Pay Scale Area

Pay Scale Type:

In the SAP System, pay scale types are two character keys defined usually for type of industry
the pay scale or collective agreements apply to. You must maintain the pay scale types when
you set up in your system.

Pay Scale Area:

The pay scale area represents the geographical area to which pay scale or collective agreement
applies. In the SAP system, pay scale areas are two character keys that are defined for each
region.

Default Values for Pay Scale Type and Pay Scale Area
You can assign the pay scale type and pay scale area to various personnel subareas using the
IMG table “Check Assignment to Pay Scale Structure in the Enterprise”

You can define default values using the Pay Scale or Pay Scale Area assigned to your Personnel Subarea,
or with feature TARIF.

Feature TARIF:
The return vales have the following format: xx/yy, where xx is the pay scale type, yy is
the pay scale area.

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Pay Scale Table

The enterprise structure determines which pay scale group and pay scale level will appear in
Infotype 0008.
You define Pay scale Groups and Pay Scale Levels for each country grouping, pay scale type,
pay scale area, employee subgroup grouping for collective agreement provision.

Pay scale groups are used for scheduling job evaluations and indirect evaluations.
Pay Scale Groups are divided into pay scale levels.

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TARIF Module

When you enter a wage type in an Infotype, the system reads the valuation module and
variant assigned to the Wage Type Characteristics table.

The TARIF module uses pay scale data that is taken from the pay scale groups and pay scale
levels you entered in the Basic Pay Infotype.
You can use a conversion procedure to change this amount.

The TARIF Module has 4 Variants which have the following meaning:

a) Valuation based on the Pay Scale Group and Level

b) Valuation based on the Pay Scale Group/Level and specific Wage Type
c) Valuation Does not depend on Pay Scale Level
d) Valuation does not depend on Pay Scale Group or Level

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Questions and Exercises

Exercise 11
 In the IMG under Payroll check that the correct grouping for Personnel
Calculation Rules has been assigned to your employee subgroup.
 Check the Groupings in the Configuration Workbook

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Annual Salary

Course Unit Objectives

By the end of this course unit you should be able to:
 Describe the link between individual wage types and field Annual
salary
 Customize dependency between individual wage types and Annual
salary


In the standard configuration, Annual Salary field is simply an input field that you can use for
information or comparative purposes. But it is possible to customize the system to calculate the
annual salary from the period salaries and vice versa depending on the field in which you enter
or change an amount.

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The calculation is based on the settings made in IMG: Personnel Management > Personnel
Administration > Payroll Data > Basic Pay > Define Annual Salary:
 Wage type for annual salary
 Payment frequency for annual salary
 Wage Type Characteristics
 Relevant wage types for annual salary valuation

NB: Note that automatic calculation of Annual Salary works only with Infotype 0008 screens
2010, 2013 and 2043. You have to check if one of these screens is configured in IMG:
Personnel Management > Personnel Administration > Customizing User Interfaces > Change
Screen Modifications or in table T588M alternatively.

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Infotypes

Course Unit Objectives

By the end of this course unit you should be able to:
 Describe what controls are available through Infotype configuration
 Define fields relevant to retroactive accounting
 Explain what controls are available for the country Infotype views
 Customize your user Interface of the Infotype under screen header
 Customize your user Interface of the Infotype under screen
modification
 Create new Infotype menus and process existing ones
 Provide Infotype menus as a tab page in the personal master data
maintenance of selected users

Entering Infotypes
There are 3 different levels of user control:
Controlling View:
The controlling view is what the user sees on the screen and menus and what information is
available for the user to view. Additionally there are controls for what information may be
appropriate for data entry for certain employees, for example country specific Infotypes.
Controlling Access:
The second level is Authorizations Controlling Access what a user can access.
Track Changes:
Involves tracking what changes are made or what reports are run.

Infotype Definition
A set of data grouped together into areas with similar content, for example personal
data, planned working time, organizational assignments, basic pay.

From a technical point of view, the structure of the Infotype reflects a data grouping
and can be identified by a four digit key. Infotypes are also carriers of system control
features. For example time constraints, retroactive accounting relevance and so on.

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Screen View
Users see Infotypes as input templates which they can maintain. A screen consists of a screen and the
accompanying flow logic.
 Attributes (for example screen number, following screen)
 Layout (The arrangement of texts, fields and other elements)
 Field Attributes (Definition of the properties of the individual fields)
 Flow Logic (Calls the relevant ABAP module)

Data fields containing HR Master Data, time management and applicant data are grouped
together for creating Infotypes:
 0000 – 0999 HR Master Data
 1000 – 1999 HCM Planning Data
 2000 – 2999 Time Management Data
 4000 – 4999 Applicant Data
 9000 – 9999 Customer own developed Infotypes
You can assign the system response for each individual Infotype.
Information on Dialogue control, sort sequence and header layout can be specified for each
Infotype.

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Infotype Control
The SAP standard system contains all Infotypes and their default settings. This system is fully
executable. If you adapt the system to meet your specific requirements, you must take a
distinction between customer parts that you may customize and SAP parts that you may not
change.

Infotype Attributes
The Infotype Attributes can be found in the IMG at the following location: IMG >
Personnel Management > Personnel Administration > Customizing Procedures >
Infotypes > Infotypes

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Fields Relevant for Retroactive Accounting

You can define the retroactive accounting relevance of Infotypes for Payroll and Time
Management. Relevant Infotypes are defined for retroactive accounting for payroll and time
management in the customizing step: Define Fields Relevant for Retroactive Accounting

Retroactive Accounting Relevance

The Retroactive Accounting Relevance can be found in the IMG at the following
location: IMG > Personnel Management > Personnel Administration > Customizing
Procedures > Infotypes > Define fields relevant for retroactive accounting

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Personnel Actions

Course Unit Objectives

By the end of this course unit you should be able to:
 Configure Personnel Actions
 Give Examples of Personnel Actions

Personnel Actions Overview

Actions facilitate the processing of complex personnel processes. The system displays all
relevant Infotypes in a sequence that has already been defined, so that you can maintain
necessary data.

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Setting up a New Personnel Action

Through Configuration you can change the sequence of Infotypes in existing Actions and create
new Actions.

Determining Personnel Action Types

To Create an Action:
 Assign a unique number and define a name for your personnel action
 Use a function character to distinguish hiring actions from all other actions
 Choose the function character 1 for an initial hiring, 7 for an initial hiring with data
transfer from recruitment and 0 for all other actions.
 You can maintain the customer specific employment and special payment status.
 You can only use certain actions to change the organizational assignment of an
employee.
 You can use the date field to define whether the date entered on the initial screen of the
personnel action should be the start date of the new record or the end date of the old
records – this is useful for leaving actions.
 Specify whether your new action should create a new Actions Infotype record (0000)
 Use the indicator U0302 to determine whether the personnel actions are stored in the
Additional Actions (302) Infotype.

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Questions and Exercises

Tasks
 Copy an Action (hiring 10) and rename and provide new menu
number


Important Information for performing the task

The Implementation steps for customizing actions can be found at the following location:
IMG > Personnel Management >Personnel Administration> Customizing Procedures> Actions

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Dynamic Actions

Course Unit Objectives

By the end of this course unit you should be able to:
 Initiate different actions using dynamic actions: - Maintaining an
additional Infotype record – Sending a mail.

Dynamic Actions Overview

When certain events occur, dynamic actions trigger action in the system, such as:
 Maintain another Infotype Record
 Send an Email through SAP Office

In order for a certain action to be executed by the system automatically, you must determine
when this is to be done and weather the action is initiated using Change, Insert or Delete.

NB: Dynamic actions are triggered during manual entries only. They are not triggered during
automated data upload using G2 or SSL.

Dynamic Actions
Dynamic Actions can be programmed in the IMG at the following location: IMG >
Personnel Management > Personnel Administration > Customizing Procedures >
Dynamic Actions

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Maintaining Additional Infotypes

You can use dynamic actions to create, delete or modify additional Infotypes.

As an example:
***** CREATE INFOTYPE 0041 **** (FOR SPAIN) comment
T001P-MOLGA='04' Personnel area is in Spain
P0000-MASSN='01' Hiring action
INS,0041,,,(P0000-BEGDA),(P0000-ENDDA) Insert record into Infotype 0041, Start
date and End date are the same as for
the Hiring action
P0041-DAR01='01' Key for Technical date of entry is
inserted
P0041-DAT01=P0000-BEGDA Date is the Start date from Hiring action

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Mail Connection for Infotype change

When you have changed an Infotype record you can use dynamic action to mail function in SAP
Office to automatically inform other of the change.

Questions and Exercises

Tasks
At the end of this course unit you should now be able to:
 Create a Dynamic Action for Marital Status. When an employee marital
status changes from single to married, the family Related Persons
Infotype should appear automatically.

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Answers to Questions
Execute Personnel Actions Questions
Answers:
1. An employee moves to another cost center on October 01, 2009. The employee's pay also
changes on this date. Is it possible to log both of these activities on this date in the
system?
a) Answer 1: Incorrect
Both changes can be entered in the system using Personnel Actions. The changes are then
logged as records in the "Actions" Infotype (0000).
b) Answer 2: Correct
Both changes can be entered in the system using Personnel Actions. The changes are then
logged in the system as records in the "Actions" (0000) and "Additional Actions" (0302)
Infotypes.
c) Answer 3: Incorrect
It is not possible to log several actions in the system with the same start date. If you need
to log both actions, the start dates of the actions must be different.
d) Answer 4: Incorrect
Both changes can be entered as Personnel Actions. The first action performed is
automatically logged in the "Actions" Infotype (0000). The second action performed is
logged in the "Additional Actions" Infotype (0302). This Infotype must be maintained
manually.

Personnel Structure Questions

Answers:
1. Answer: IMG: Personnel Management > Personnel Administration > Payroll data >Pasic
Pay > Wage Types > Employee Subgroups for Primary Wage Type. You can group together
your employee subgroups that are identical in terms of the permissibility of primary wage
types.

2. Answer:
 You can use it to generate default values for data entry
 You can use it for a selection criteria for reporting
 You can use it as an entity for authorization checks
 You can use the standard ADP Template entries. If necessary you can add to these
entries to meet your client’s requirements.

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Additional Organizational Assignments: Payroll Area

Answers:
1. What is the function of the payroll control record in payroll accounting?
a) Answer 1: Correct
It determines the exact dates of the current payroll period.
b) Answer 2: Correct
It defines the payroll past for retroactive accounting recognition.
c) Answer 3: Incorrect
It establishes the earliest retroactive accounting period per Employee Subgroup.
d) Answer 4: Correct
It blocks master data and time data against changes during the course of payroll
accounting.
e) Answer 5: Incorrect
It selects personnel numbers for the payroll run.

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