PERSONNEL DEVELOPMENT

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Personnel Development

This Implementation Guide contains all the necessary information for implementing the Personnel Development component.

The Personnel Development component enables you to maximize your employees' utility to your company. You can plan and implement personnel and training measures to promote your employees' professional development. By taking into account employees' preferences and suitability, you can increase their job satisfaction. Personnel development also sets out to ensure that all of the emmployees in all of the functional areas in your company are always qualified to the standards required. This is achieved by developing qualification potentials.

Requirements

Before making the system settings for Personnel Development, you must work through the relevant steps in the IMG section entitled Global Settings for Personnel Management.

Further notes

For further information on the functionality available, and how to use the component, refer to the SAP Library ( Human Resources -> Personnel Management -> Personnel Development).

Basic Settings

In this section, you make bsic settings for Personnel Development (PA-PD).

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Note:

Remember that the settings you make in the following sections also affect the following components of Personnel Management:

o Organizational Management (PA-OS)

o Compensation Management (PA-CM)

o Training and Event Management (PE).

Maintain Object Types

In this step, you make the settings necessary for changing standard object types and creating new object types.

You can make the following settings:

You can define the relationship that should be proposed in the course of the authorization check. For more information on this, please refer to the section "Structural authorization".

You can create or change external object types that are not administered in PD (e.g. object type "employee" from HR Master Data Management).

In this case, you must specify the interface program used to access these object types. You can define an object type hierarchy for evaluations (reporting).

You can, if necessary, change the ID of a standard object type ("O" for organizational unit, "T" for task).

Example

If you are reporting on positions, the report will include objects whose object type is the same as the value assigned to the semantic abbreviation "PLSTE" in the parameter group "OTYPE". (In this case 'S').

You can maintain the controlling entries for object type-related transactions.

The information regarding which object type is to be edited in the transaction is stored for each object type-related transaction (PO** = menu-guided infotype maintenance).

Note

You can create two-digit object types in the range "01" to "99".

Activities

1. Define the mandatory relationship, if required.2. Create external object types and specify the program that accesses these object types.3. Define an object type hierarchy for the evaluation (reporting).

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4. Change the ID of a standard object type only if it is absolutely necessary, observing the name ranges reserved for customer-specific entries.5. If you have created new object types, change the value of the semantic abbreviation of each object type in the parameter group OTYPE, where necessary.Similarly, if necessary, change the value of the semantic abbreviation for each object type-related transaction in the parameter group TCODE.

Maintaining Number Ranges

In this section you make settings for number ranges. A number range is a set of numbers. When you create objects, these numbers are assigned as an object ID, either internally by the system, or externally by the user.

Set Up Number Assignment for All Plan Versions

In this step, you specify whether number assignment is plan version- specific or plan version-independent, in other words, valid for all plan versions. This decision is important since it affects the kind of subgroups (number intervals) you may use.

If you decide not to work with number assignment valid for all plan versions, you must create individual number intervals per plan version (and possibly also per object type). If you decide to use plan version- independent number assignment, you create number intervals that are valid for all plan versions. In this case, there is no danger of parallel number intervals occurring i.e. the same number interval for one object in one plan version and for a different object in another plan version.

Standard settings

In the standard SAP R/3 system, number assignment is not valid for all plan versions.

Recommendation

If you plan to transfer data from plan version to plan version, we strongly recommend that you use number assignment valid for all plan versions to avoid objects being overwritten by others with different meanings.

Activities

1. Enter 'X' in the field Value abbr. to activate number assignment for all plan versions.Leave the field Value abbr. blank to deactivate this function.2. Save your entries.

Maintain Number Ranges

In this step, you specify the number ranges for your PD objects and the type of number assignment. You must assign a unique number to every object.

You have the following options:

Internal number assignment

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If you want the SAP System to assign the numbers, enter "IN" in the 'NR' field. The number ranges are then indicated by the letters "IN".

External number assignment

If you want the user to assign the numbers, enter "EX" in the 'NR' field. The number ranges are then indicated by the letters "EX".

You can define your own number ranges (subgroups) for individual plan versions (that are not valid for all plan versions) and object types. The names of the subgroups are set up so that the first characters specify the plan version and the last two specify the object type in detail. The structure of the subgroups depends on whether you are using number assignment valid for all plan versions or not.

Example

Number assignment for plan version 10 / object type S: Subgroup 10S

Standard settings

The entry $$$$ in the field subgroup represents all number ranges not listed explicitly. You should not delete this entry.

Recommendation

Since the matchcode function is available for the selection of objects, it is generally not necessary to assign "mnemonic" numbers.

SAP recommends that you use internal number assignment.

Activities

1. Enter the subgroup for which you wish to set up number assignment.The following entries are allowed (when number assignment is not valid for all plan versions).

o $$$$ (plan version and object type are generic)

o PV$$ (plan version, object type is generic)

o PVOT (plan version, object type)

The following entry is not allowed:o $$OT (plan version generic, object type)

The following entries are allowed (when number assignment is valid for all plan versions):

o $$$$ (plan version and object type are generic)

o $$OT (plan version generic, object type)

The following entries are not allowed:o PVOT (plan version, object type)

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o PV$$ (plan version, object type is generic)

Save your entries. The systems automatically creates an external number range (EX) and an internal number range (IN).2. Specify the subgroup on the following screen and choose "Change intervals".3. A new data screen appears on which you can maintain number range intervals. Choose "Create interval".4. Enter the code for the number assignment (IN or EX), the lower limit and the upper limit of the interval in the dialog box which then appears.In the case of external number assignment, mark the field "ext" also.5. Choose "Insert" and save your entries.

Customer Enhancements (User Exits)Warning

You should carry out this activity only if the following two conditions are fulfilled:

The SAP Standard Processes do not meet your requirements.

You can program in ABAP competently.

In this step, you can implement the following User Exits of the enhancement RHIV001:

EXIT_SAPLRHIN_001: Check number ranges for integration

EXIT_SAPLRHIV_001: Internal number assignment

EXIT_SAPLRHIV_002: Check external number assignment

EXIT_SAPLRHIV_003: Check whether internal number assignment is available

You can find general information on user exits in the R/3 Library under Basis Components: Enhancements, or in the system documentation for the Customizing activity by choosing Help -> Extended Help.

You are strongly recommended to read the documentation on Enhancement of SAP Transactions available in Extended Help before you create a project.

In addition, detailed information on each of the user exits is available once you have assigned your project to a user exit.

If you want to implement one of these user exits, you must first create a project for the user exit and then assign the user exit to the project.

You then create the user exit coding and activate the project.

Activities

Creating a project

1. Enter a name for the project.

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2. Choose Enhancement -> Create3. Enter a short text for the projet and choose Save.

Assigning the user exit to your project

4. Choose Components.5. Enter the name of the user exit you want to implement.6. Choose SAP Documentation for detailed information on the user exit.7. Choose Save.8. Choose Back.

Making the required coding changes

9. Choose Enhancement components.10. Choose Change.11. Select the user exit for which you want to create new coding.12. Select the include zxpbco01.

The system prompts you to create this include, where you can then create your new coding.

Activating your project

13. Return to the initial screen and choose Activate project.

Maintaining Infotypes

In this step, you make the system settings required for changing standard object types and creating new object types.

Warning!

Before creating new object types, consult SAP!

The following settings can be made:

You can specify the relationship which is to be suggested for the authorization check. See the step "Structural Authorization".

You can create or change external object types that are not maintained in Personnel Planning and Development (the "Person" object type, from Personnel Administration, for example).

In this case, you must enter the interface program which is used to access these object types.

You can define the object type hierarchy for evaluations.

You can change the ID of a standard object type ("O" for organizational unit, "T" for task, for example).

Example

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If positions are required in an evaluation, the objects whose object type is the same and which are assigned the semantic abbreviation "PLSTE" in the "OTYPE" parameter group (in this case "S") will be considered.

You can maintain control entries for object type-related transactions.

For each object type-related transaction (PO** = menu controlled infotype maintenance), the object type that is to be processed with the corresponding transaction is stored.

Note

You can create two-digit, numeric object types between "01" and "99".

Activities

1. Define the planned relationship.2. Create external object types and enter the program with which the object types are to be accessed.3. Define the object type hierarchy for evaluations.4. Only change the ID of a standard object type if it is absolutely necessary to do so and considering the name space reserved for customer-specific entries.5. If you have created new object types, change the value of the semantic abbreviation in the OTYPE parameter group to the object type in question.In the same way, change the value of the semantic abbreviation in the TCODE parameter group to the object type-related transaction required.

Maintain Infotypes

In this step, you can change the attributes of an infotype.

An infotype is a collection of logical or business-related characteristics of an object.

You can make the following settings:

You can change the infotype names.

You can assign infotypes to standard object types or to customer- specific object types.

You can define another time constraint for an infotype.

In the case of infotypes with underlying subtypes, the time constraint is defined per subtype. If you wish to create your own subtypes, you have to carry out the step "Maintain subtypes" and define a time constraint per subtype.

Example

The address elements (e.g. postal code, city, street, house number etc.) make up the Address infotype, which could be appended to the object Organizational Unit, for example.

Note

You can create four-digit infotypes in the range from "9000" to "9999".

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Requirements

You should already have edited the step "Maintain object types" before doing so.

Recommendation

Customer-specific infotypes should be further subdivided for the individual HR modules.

Example of possible sub-divisions:

Infotype areaCustomer master data "9000" to "9099"Customer plan data "9100" to "9199"Customer time data "9200" to "9299"

Activities

1. Change the name of the infotype, if required.2. Check and, if necessary, change the time constraint of the infotypes or subtypes.3. Assign the infotypes to object types.

Note:

The 'cannot be maintained' field in the view "Infotypes per object type" does not affect the Customizing settings. This field (if it is set) merely specifies that you cannot maintain the infotype in question using the standard transactions.

Maintain User-Defined Settings for Infotypes

In this step, you make the following customer-specific settings for infotypes:

You enter the screen number of the single infotype screen if you are not using the standard screen 2000.

You enter the screen number of the list screen for infotypes if you are not using the standard screen 3000.

You specify whether text can be created for an infotype.

You specify whether the infotype can be maintained in a basic transaction.

You specify how blank lines in language-specific infotypes are to be processed.

You specify whether entries in table infotypes are to be sorted.

Activities

1. Choose New entries.2. Enter the number of the infotype you want to configure.3. Enter the alternative screen number.4. Make any other settings required.

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5. Save your entries.

Define Country-Specific Infotypes

In this activity, you specify that an infotype is only relevant for a particular country or countries, in other words, a country-specific infoype. This determines whether an infotype is displayed via Country settings in basic transactions.

Example

You flag three infotypes as country-specific for France. When you choose France under 'Country settings' in a Personnel Planning transaction, all international infotypes and the three country-specific infotypes are displayed.

Standard settings

The standard system contains no country-specific assignment for infotypes.

Activities

1. Choose New Entries.2. Enter an infotype.3. Select the country indicator of the country you want to assign the infotype to.4. Save your entries.

Maintain Subtypes

In this step, you maintain the settings necessary for creating subtypes for infotypes.

You can create new subtypes for standard infotypes or for customer- specific infotypes. In either case, you have to assign a time constraint to both subtypes and infotypes.

Example

Infotype Subtype1001 Relationships A003 Belongs to1001 Relationships B003 Incorporates1042 Schedule model 0001 Main schedule pattern1042 Schedule model 0002 Alternative schedule pattern1042 Schedule model TEMP Temporary schedule

The Schedule Model infotype (1042) is subdivided into the subtypes 0001 "Main schedule pattern", 0002 "Alternative schedule pattern" and TEMP "Temporary schedule".

Note

You can create four-digit subtypes in the range from "9000" to "9999".

Recommendation

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Relationships are special subtypes of the infotype "Relationship". This function is dealt with separately since there are a number of special points to note when setting up these subtypes.  For this reason, you should create relationships in the step "Maintain relationships".

Activities

1. Create further subtypes for infotypes if required.2. Append a time constraint to each subtype.

Further notes

For further information, please refer to step "Maintain infotypes".

Maintain Relationships

In this step, you make the settings that are required for creating relationships.

By creating relationships between objects, you can display all the structures that exist in Personnel Management.

Relationships are special subtypes of infotype 1001.  Each relationship has two relationship types , indicated by A and B. For each relationship created (A or B), the corresponding inverse relationship is automatically set up.

You can make the following settings:

You can create new relationships.

You can control the response of the system (error messages, warnings, information) if the 100% mark is exceeded in the case of "weighted" relationships.

You can show or hide the weighting percentage of a relationship and, if required, define additional data for a relationship. You can specify, for example, in the view 'Additional relationship info' whether the recursiveness check should be active for your own relationships or not.

Caution!Apart from controlling the weighting, you should consult SAP before making any other changes to this view.

You can define the object types that are allowed for each relationship and inverse relationship.

You can set up external relationships.

External relationships are relationships between external object types i.e. object types that are not stored in the PLOG database in Personnel Development and Planning. (See also the step "Maintain object types").

You can enter a time constraint for each relationship.

You can change the "alias" name (semantic abbreviation) of a relationship.

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Note

You can create 3-character relationships in the range "AAA" to "ZZZ". You should only use letters for this!

Example

Relationship Inverse relationshipA002 reports to B002 is line supervisor ofA003 belongs to B003 incorporatesA007 describes B007 is described by

Requirements

Before you create a new relationship, it should already have been created as a subtype of infotype 1001 "Relationships" in the step "Maintain subtypes".

Activities

1. Create new relationships, if necessary.2. Specify whether an error message, a warning or an information message should be issued when a weighted relationship exceeds 100%.3. Specify whether the weighting percentage of a relationship should be displayed or hidden in the Relationship infotype. 4. Deactivate the recursiveness check, if necessary.5. Specify which relationships should be allowed for which object types.6. If you have created external object types, you may have to create the required external relationships.7. Enter a time constraint for each relationship and inverse relationship.8. Only change the relationship abbreviation ("alias" name) if it is absolutely necessary.

Note

The "Cannot be maintained" field in the view "Allowed relationships" does not have any effect on Customizing settings. This field (if it is set) merely specifies that the relationship in question cannot be maintained using the standard transactions.

Define Time Constraint Depending on Target Object Type

In this step, you define alternative time constraints for relationships depending on the target object type.

Example

A position in your enterprise can be described by only one job (target object type "C") but by as many tasks as required (target object type "T").

Requirements

You should have already carried out the step Maintain relationships and entered the value "3" for the time constraint of the corresponding relationship.

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Standard settings

The standard SAP R/3 system contains a number of predefined time constraints that are target object type-dependent.

Recommendation

It is recommended that you use the time constraints supplied.

Activities

Define you own target object type-dependent time constraints if necessary.

Further notes

The assignment of additional conditions for this function may only be carried out by SAP since it is equivalent to a program modification.

Maintain Evaluation Paths

In this step, you create the evaluation paths you require.

An evaluation path is an instruction to the system which determines which object types and relationship(s) are to be included in an evaluation of your organizational plan.

One or more relationships are then used as "Navigation paths" for evaluating structural information in your organizational plan (relating to the organizational or reporting structures) or matrix organization. The sequence of the relationships included in the evaluation path is decisive in how the results of the evaluation are displayed.

Example

Evaluation path "Staff assignments along organizational structure" (SBESX):

No.  Object type A/B  Relationship  Priority  Type rel. object  Skip 010 O B 003         *             S020 S A 008         *             P030 O B 002         *             O

For more information on priorities, see also: Priority

First of all in this evaluation path, the positions assigned (S) to an organizational unit (O) are determined, then, the holder (P) assigned to each position is determined. As well as this, the next organizational unit down in the organizational structure is determined, the above procedure then takes place for this organizational unit. This procedure is repeated for all further subordinate organizational units.

In the "Skip" field, you specify that a particular relationship is to be included in the evaluation path, but that the last object type in this relationship is not to be displayed.

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So, if the skip field were selected in the first line of the above example, this would mean that the organizational units and persons would be displayed, but not the positions that the persons occupy.

Activities

1. Check the evaluation paths in the SAP standard system.2. Create your own evaluation paths. These must be alphanumeric and have a- maximum of eight digits. They must begin with the letter "Z".

Further notes

Each relationship is defined by its short name ("A002", for example) and the evaluation text as an evaluation path and can not, therefore, be changed. You can change the evaluation text but not the short name of other evaluation paths.

Create new evaluation paths, if you have defined new objects and want to carry out evaluations for them in conjunction with object types that already exist. You also need new evaluation paths if you are modifying existing evaluation paths, by selecting a "Skip" field, for example. Copy the evaluation path into the customer name space (beginning with "Y" or "Z") and enter an evaluation path.

Maintain Personnel Actions

In this step, you make the system settings necessary for setting up a personnel action.

A personnel action is a collection of several logically connected infotypes in the system which, in an exact sequence, are used for processing and are used for a particular system activity (see "Create Organizational Unit", for example).

Personnel actions are identified by a key.

You assign the following to each step of a personnel action:

a plan version

an object type

an infotype or subtype

a status

default values for screen entry

You also control, which Function codes are used by an infotype (within a personnel action).

In a transaction controlled by a personnel action (PQ**) , you must determine the object types for which the action is to be executed. For each transaction related to an object type and controlled by a personnel action, specify which default personnel action(PQ**M) is to be processed by the corresponding transaction.

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For each default personnel action within a transaction controlled by personnel actions, you can access a Process description .

Example

Personnel action "Create organizational unit":

Personnel action Plan ver. ObjType Infotype Subtype FCode VarFieldO ** O 1000 INSEO ** O 1002 0001 INSEO ** O 1003 INSEO ** O 1001 A011 INSE K

The personnel action "Create organizational unit" includes the following steps:

Creating the "Object" infotype (1000)

Creating the "Description" infotype (1002) with the "General Description" subtype (0001)

Creating the "Department/Staff" infotype (1003)

Creating the "Relationship" infotype (1001) with the "Cost Center Assignment" subtype (A011) for object type "K" (Cost Center).

Activities

1. Create the required personnel actions.2. For each personnel action, determine the following:

o Corresponding object type

o Required infotypes and subtypes

o Function code (INSERT, COPY)

o The plan versions for which the personnel action is to be valid

o The planning status in which the objects are to be created.

Entering default values is optional.3. Enter the object type that is to be processed as well as the key of the personnel action for the transaction to be controlled by a personnel action.

Further notes

Ensure that you arrange infotypes in a logical order when defining a personnel action. The "Object" infotype must always be processed first and must have line number "001".

A personnel action may only be defined for one object type.

You can create three-digit personnel actions between "001" and "999".

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Specify Sequence of Languages Available

In this section, if you use the Personnel Planning and Personnel Development modules for different languages, you set the sequence in which the languages supported in those modules are displayed.

This table contains all languages into which the Personnel Planning and Personnel Development modules are translated.  A sequence indicator is assigned to each language, which states the language in which information is displayed if it does not exist in the logon language.

Example

No. Language01 D02 E03 S

In this example, information which is not available in the logon language English is displayed in German or, if this is not available, in Spanish.

Standard settings

In the standard SAP R/3 system, the sequence of languages is German, English, Spanish, Dutch, French, Italian.

Recommendation

If possible, you should work with the standard SAP R/3 system.

Activities

If required, assign another sequence indicator to the individual languages.

Authorization Management

In this section, you make the settings necessary for access protection in Personnel Planning and Development (PD).

Maintain Authorizations

In this step, you determine the authorizations for the authorization object in Personnel Planning and Development (PD). Furthermore, you can see which authorizations are defined for the different functions of the application in the standard system.

When any function in PD is executed, the system checks the authorization object.

Personnel Planning PLOG

This authorization object contains the following fields:

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Plan version

This field defines which plan version(s) the user may access. Object type

This field defines which object types the user may access. Infotype

This field defines which infotypes the user may access. Subtype

This field specifies which subtypes of the infotypes specified the user may access. Planning status

This field specifies the planning status of information which the user may access. Function code

This field defines what editing authorizations the user has, e.g displaying, changing.

Standard settings

The standard SAP R/3 System contains authorizations for maintenance and display of the authorization object PLOG in the object class Human Resources.

The standard authorizations apply to all organizational units.

Activities

1. Check if the authorizations in the standard R/3 System meet your specific requirements.Proceed as follows:

a) Select the object class for the application.A list of the authorization objects in this class is displayed.b) Select an authorization object.A list of authorizations for this object is displayed.

2. Create new authorizations according to your requirements if necessary.Proceed as follows:

a) Choose Authorization -> Create.b) Enter the authorization and a short text.c) Select a field to maintain the individual field values.d) Save your settings.e) Activate the new authorization.

Further notes

Structural authorization is defined in addition to this general access protection. Refer to the section "Structural authorization" to make the necessary configurations.

Structural Authorizations

This section describes the special authorizations that you can define in Personnel Planning and Development in addition to the basic access authorizations.

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Maintain Structural Authorization Profiles

In this step, you define the authorization profiles relevant for authorizations in Personnel Planning.

This step also includes settings you can make to protect certain structures and substructures.

You can define authorization for the following areas:

Plan versions

Object types

Object IDs

The following parameters and functions are also available for the definition of authorization profiles:

Evaluation paths

You can specify an evaluation path to determine that users are only authorized to access objects in a certain evaluation path. When you use an evaluation path, you must complete the object ID field.

Status vectors

You can specify a status vector to determine that a user only has access to objects whose relationship infotype records have a particular status, for example, planned or active status.

Display depth

You can specify a display depth to determine what level in a hierarchical structure a user may access.

Period

You can specify a time period to determine that a profile is dependent on the validity period of a structure. For example, by entering 'D' for the current day, you restrict structural authorization to structures that are valid on the current day.If you make no entry here (default is <Blank>), no validity restriction is set.(See example 4)

Function module:

You can specify a function module in this field that dynamically determines a root object at runtime. No entry may be made in the Object ID field in this case. You must, however, specify a plan version and an object type.The advantage of using function modules is that when a root object is dynamically determined at runtime, a user-specific profile is created. You only have to define one authorization profile.(See example 5)The standard system contains two function modules:RH_GET_MANAGER_ASSIGNMENT (Determine organizational units for managers)This function module determines as the root object the organizational unit to which the user is assigned as manager via relationship A012 (is manager of).

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This function module works on the basis of a key date. It only finds organizational units of which the user is 'manager' on the key date or during the period specified.RH_GET_ORG_ASSIGNMENT (Organizational assignment)This function module determines as the root object the organizational unit to which the user is assigned organizationally.

You can also define profiles containing maintenance authorization. You do so by selecting the editing type Maintenance. This also enables the execution of function codes that have a Maintenance indicator in table T77FC.

The complete authorization is made up of basic authorizations plus the structural authorization defined.

Example

The following examples only list fields containing entries, not all fields.

Example 1:

Plan version:  "01"The user is authorized to access plan version "01".

Example 2:

Plan version:  "01"Object type:   "O" (organizational unit)The user is authorized to access organizational units in plan version "01".

Example 3:

Plan version:   "01"Object type:     "O"Object ID:       ID of an organizational unitEvaluation path: "ORGEH" (organizational structure)The user is authorized to access organization units starting from a root object (object ID entered) along the evaluation path "Organizational structure" in plan version 01.

Example 4

Plan version:  "01"Object type:   "O"Period:        "D" (current day)The user is authorized to access organizational units in plan version "01" that are valid on the current day.

Example 5:

Plan version:   "01"Object type:    "O"Object ID:      "0" no restriction setEvaluation path: "SBESX" (staff assignments along the organizational structure)Function module: "RH_GET_MANAGER_ASSIGNMENT"The user is authorized to access objects in plan version '01' found along the evaluation path 'Positions along the organizational structure' starting from a root object. The root object is determined by the function module. No entry may be made in the 'Object ID' field.

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Thus, the user has authorization to access the organizational unit he or she manages and all underlying objects in the evaluation path SBESX.

Activities

1. Create the required profiles with authorizations by entering data in the relevant fields.

Assign Structural Authorization

In this step, you assign users a specific authorization profile which is temporary i.e. has a time limit appended.

Enter the names of authorized PD users to whom you want to assign the application-specific authorization profiles.

Users that are not explicitly specified are treated like user SAP*.

Activities

Enter the names of the system users and the required profiles.

Enter the validity period of each authorization profile.

Save User Data in SAP Memory

In this step, you specify users for whom structural authorization data should be permanently stored in SAP Memory. The main purpose of this function is to avoid performance problems for users with extensive authorization profiles.

There are two ways of filling the index with data:

o The index can be filled at specified intervals.

In this case, it is important to note that the user's view is exact to the day, since data is updated in a batch input session that runs overnight.

o The index can be filled manually using the report RHBAUS00.

When you execute this report, the data in SAP Memory is updated immediately.

Requirements

You have already created profiles with structural authorizations.

You have already created structural authorizations.

Recommendation

This function is only for use by users with extensive structural authorization profiles.

Activities

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1. Choose New entries.2. Enter a user name.3. Enter the number of days after which the data in SAP Memory should be updated.4. Save your entries.

Tools

This section describes the tools of the following Personnel Management components:

o Personnel Development (PA-PD)

o Organizational Plan (Organizational Management) (PA-OS)

o Compensation Management (PA-CM)

Note:

The settings that you carry out in the following sections also apply to Training and Event Management component.

Integration

This section contains the steps you will need to work through to set up integration between the Personnel Development component and the Personnel Administration and Recruitment components.

Integration with Personnel Administration and Recruitment

In this step, you activate integration between the Personnel Development component and the Personnel Administration and Recruitment components.

Transfer Qualifications from Personnel Administration

In this step, you import any infotype 0024 (Qualifications) records from the Personnel Administration component into the Personnel Development component.

Transfer Qualifications from Recruitment

In this step, you import any infotype 0024 (Qualifications) records from the Recruitment component into the Personnel Development component.

Transfer Appraisals from Personnel Administration

In this step, you import any infotype 0025 (Appraisals) records from the Personnel Administration component into the Personnel Development component.

Set Up Integration with Personnel Admin. and Recruitment

In this step, you activate integration between the Personnel Development component and the Personnel Administration component.

The following integration scenarios are possible:

Use qualifications from Personnel Development instead of infotype 0024 (Qualifications)

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Use the Appraisal System in the Personnel Development component instead of infotype 0025 (Appraisals)

The QUALI and APPRA (Sem. abbrev.) entries in the PLOGI group control integration.

NoteIf integration is active, qualifications and appraisalsare managed only in the Personnel Development component, even if you have already used infotypes 0024 and 0025.

To import any existing infotype records into Personnel Development, refer to the following steps:

Transfer Qualifications from Personnel Administration.

Transfer Qualifications from Recruitment

Transfer Appraisals from Personnel Administration

Requirements

You must have defined an integration plan version.

Activities

Make the following settings:

Sem. abbr. Integration active Integration not activeQUALI 1 A032 Q 0 A032 QAPPRA 1 0

For more information, refer to the documentation for these two switches.

Transfer Qualifications from Personnel Administration

In this step, you import data records of the Qualifications infotype (0024) from the Personnel Administration component to the Personnel Development component.

You use report RHQINTE1 for this. This report stores data records of the Qualifications infotype 0024 (file PAnnnn) - including their historical records - in the database HRPnnnn in the form of relationships. The qualifications from HR tables T574A/T574B are stored as qualifications using the same object ID. Then, the data records of the infotype 0024 are deleted.To achieve this, a logical file is generated. Using report RHALTD00 and then a batch input session, this file can be imported into the database HRPnnnn. If the parameter Test is selected, the report is run in test mode and data is not changed.

NoteIf existing qualifications in database HRPnnnn have the same object IDs as the qualifications in table T574A, the system assumes that they mean precisely the same thing.

Activities

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Notes

Select the Test flag, and run the report in test mode first.

During the conversion, make sure that no data records are locked by other users.

1. If necessary, overwrite the filename proposed in the Logical file name field.2. If applicable, specify criteria for selecting data.3. Choose Program -> Execute.The Convert Infotype 0024: Employees screen appears.4. The system displays a list of all the qualifications converted and their relationships. A message is issued, informing you that the logical file has been created.5. To transfer this 'old' data, choose Goto -> RHALTD00.The Transfer old data screen appears.6. If necessary, change the session name.7. Choose Program -> Execute.The system displays the status of the batch input session.8. To start the batch input session, choose Edit -> Process session.The Batch Input: Session Overview screen appears.9. Position the cursor on the session you want to process, and choose Session -> Process session.The Process Session <session name> screen appears.NoteFor large quantities of data, change the processing mode to Background.10. Choose Process.Once the data has been transferred, the system informs you that batch input processing has been completed.

Transfer Qualifications from Recruitment

In this step, you import data records of the Qualifications infotype (0024) from the Recruitment component to the Personnel Development component.

You use report RHQINTE1 for this. This report stores data records of the Qualifications infotype 0024 (file PAnnnn) - including their historical records - in the database HRPnnnn in the form of relationships. The qualifications from HR tables T574A/T574B are stored as qualifications using the same object ID. Then, the infotype 0024 data records are deleted.To achieve this, a logical file is generated. Using report RHALTD00 and then a batch input session, this file can be imported into the database HRPnnnn. If the Test flag is selected, the report is run in test mode and data is not changed.

NoteIf existing qualifications in database HRPnnnn have the same object IDs as the qualifications in table T574A, the system assumes that they mean precisely the same thing.

Activities

Notes

Select the Test flag, and run the report in test mode first.

During the conversion, make sure that no data records are locked by other users.

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1. If necessary, overwrite the file name proposed in the Logical file name field.2. If applicable, specify criteria for selecting data.3. Choose Program -> Execute.The Convert Infotype 0024: Applicants screen appears. The system displays a list of all the qualifications converted and their relationships. A message is issued, informing you that the logical file has been created.4. To transfer this 'old' data, choose Goto -> RHALTD00.The Transfer old data screen appears.5. If necessary, change the session name.6. Choose Program -> Execute.The system displays the status of the batch input session.7. To start the batch input session, choose Edit -> Process session.The Batch Input: Session Overview screen appears.8. Position the cursor on the session you want to process, and choose Session -> Process session.The Process Session <session name> screen appears.NoteFor large quantities of data, change the processing mode to Background.9. Choose Process.Once the data has been transferred, the system informs you that batch input processing has been completed.

Transfer Appraisals From Personnel Administration

In this step, you start the report that converts and copies appraisal data from the Appraisals infotype (0025) to the Appraisal Systems component in Personnel Development.

Use this step if:

Personnel Development is integrated with Personnel Administration

You want to make use of the appraisal data stored in infotype 0025

You will find further information on conversion in the documentation of the report Integration of Infotype 25: Converting Existing Data.

Recommendation

Run the conversion report only once. If you run the conversion more than once, the data records will be created multiple times.

Activities

1. Run the conversion report in test mode first.2. If no errors were detected during this test run, deselect the Test flag, and run the conversion report again.

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Master Data

This section contains the steps you will need to work through to set up the following Personnel Development data:

Edit organizational plan

In this step, you set up an organizational plan. Edit scales

In this step, you define and change the proficiency scales used in the Personnel Development and Appraisal Systems components.

Edit qualifications catalog

In this step, you define and change the qualifications catalog. Edit careers

In this step, you define and change careers.

Edit Organizational Plan

In this step, you set up an organizational plan.

Basically, an organizational plan consists of organizational units and the relationships that exist between them. It also contains positions that can be related with the organizational units

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and the holders (persons, employees, users) of these positions. An organizational plan may also contain jobs that are used to describe the positions. You can assign tasks to these jobs. Thus, an organizational plan reflects the structure of your organization in the SAP System.

Activities

1. Define a superior organizational unit by entering an abbreviation and the editing period in the "Create" screen.2. Choose Organizational plan -> Create.3. The dialog box "Create organizational structure" appears with the organizational unit you created. In order to create further subordinated organization units, position the cursor on the organizational unit in question, choose Create and create as many organizational units as you require.4. In order to create positions and jobs for your organizational units and assign holders to the positions if required, position the cursor on the organizational unit concerned and choose Staff assignments.5. In the "Staff assignments" screen, you can then make the desired settings.

Further notes

There is an automatic transport connection available in Customizing if the client you are working in is marked as a Customizing client.

You can find more detailed information in the online manual "Organization and Planning in Personnel Management."

Edit Scales

In this step, you define and change the proficiency scales that are used in the Qualifications and Requirements and Appraisal Systems components.You define a scale by specifying a unique numeric identifier and a name for the scale. You will also have to define proficiencies for each scale.

There are two basic types of scale:

Quality scalesYou must define and name each individual proficiency for a quality scale. You can define up to 9999 proficiencies per scale, each with its own user-defined proficiency text, if you wish.Note In the Qualifications and Requirements component, the proficiency 0 cannot be used for rating qualifications or requirements.In the Appraisals Systems component, the proficiency 0 can be used. It should be used to mean "does not exist".

You can enter a text to describe the individual elements in a quality scale. These so-called proficiency descriptions are then passed on as defaults for every element in the qualifications catalog and appraisals catalog that is assigned to the scale in question.For more information, see:Edit Qualifications Catalog and Edit Appraisals Catalog.

Quantity scalesWhen you define a quantity scale, you specify its highest and lowest proficiency, the interval

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range, and the unit used for rating the proficiencies. When you define quantity scales, you can define quantities with 12 digits before the decimal point, and 3 after. You can use the proficiency 0. Quantity scales can be used in the Appraisal Systems component ONLY.

Example

Examples of quality scales

Proficiency (Proficiency text)

Language scale1 (Learned at school)2 (Basic working knowledge)3 (Good oral/written communication)4 (Fluent)5 (Native speaker)

3-point scale1 (1 point)2 (2 points)3 (3 points)

Yes/No scale (for qualifications1 (Yes)

NoteA Yes/No scale needs only one proficiency since you only need to show that the qualification exists. If it does not exist (that is, if the person does not have the qualification in question), you simply do not enter any proficiency at all. If you want also to use the scale for appraisals, you must also create the proficiency 0 for No.

Examples of quantity scalesLowest proficiency Highest proficiency Interval range Unit

100% scale:

1       100 1 Percentage

Sales volume scale:

1 1 000 000 1 USD

Recommendation

When creating quality scales, bear the following recommendations in mind:

Try not to define any more than 20 proficiencies for a scale. The more proficiencies a scale has, the less meaningful it becomes.

Create at least one proficiency for each quality scale. Define the proficiency using a unique numeric identifier and a descriptive proficiency text. Ensure that all your scales

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are sorted in ascending order, that is, that the highest proficiency ID value is used for the highest/best proficiency (see examples). This will ensure that the suitability percentage is calculated correctly.

If a scale has the proficiency 0, this proficiency is displayed by the input help, but not in the Qualifications/Requirements component.

If quality scales are only to be used in the Appraisal Systems components, you can sort the proficiencies in either ascending or descending order. Since there is no technical way of telling whether scales are sorted in descending order or ascending order (or whether they were created for the Qualifications and Requirements or Appraisal Systms component), you should try to make this clear when you actually name your scales.

When changing scales bear the following recommendations in mind:Do not change scales that have already been used in appraisals, or been used to rate qualifications, since this might make your data inconsistent. Create a new scale instead.

Activities

1. Choose Edit ->New entries in the Change View "Scale": Overview screen.2. The New Entries: Overview of Added Entries screen appears.3. In the ID field, specify a numeric identifier.4. In the Scale field, enter a suitable name for the scale.5. Choose ENTER.6. Select the entry in question.7. Choose Proficiencies in the structure tree.The Determine Scale Type screen appears.

Creating a quality scale

1. Choose Quality scale.The Change View "Proficiencies on a Quality Scale": Overview screen appears.2. Choose Edit -> New entries.3. Enter your data as required.NoteWhen you create and change quality scales, please ensure that you start numbering your proficiencies with 1 (or 0), and that your proficiencies are numbered consecutively without any gaps.4. Choose ENTER.5. Save the scale.

Creating a quantity scale

1. Choose Quantity scale.The Change View "Proficiencies on a Quantity Scale": Overview screen appears.2. Choose Edit -> New entries.3. The screen New Entries: Overview of Added Entries appears.4. Enter your data as required.5. Choose ENTER.NoteIf you entered the value 0 in the Lowest proficiency field, this is not displayed in change mode.Save the scale.

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Creating proficiency descriptions for quality scales

1. Select the scale in question.2. In the structure on the left, choose Proficiencies.The Change "Proficiencies" View: Overview screen appears.3. Select the proficiency for which you want to define a description.4. In the structure on the left, choose Proficiency descriptions.The Change "Proficiency Descriptions" View: Overview screen appears.5. Choose Edit -> New entries.The New Entries: Overview of Added Entries screen appears.6. In the column entitled Line, enter the proficiency description. If necessary, you can use several lines.7. In the column entitled Seq. number, number the lines in ascending order from 1 to n.8. Choose ENTER.9. Save your entries.

Translating a scale/proficiencies(proficiency descriptions.

1. Go to the object in question, and select it.2. Choose Edit -> Translation.The Choose Languages dialog box appears.3. Select the desired languages, and choose Continue.The dialog box Texts in Other Languages appears.4. Specify the corresponding translations in the Name of object column.5. Choose Continue.6. Save your translation.

Edit Qualifications Catalog

In this step, you define and change the qualifications catalog. The qualifications catalog contains all the qualifications that are of interest to an employer.

The qualifications catalog comprises qualification groups and qualifications.

Qualification groups are used to structure the qualifications catalog. Qualification groups can contain both qualifications and further qualification groups. You must assign each qualification group a proficiency scale. This proficiency scale is then automatically assigned to the qualifications in this group.NoteScales are not passed on automatically between qualification groups.You can describe the scale proficiencies for each qualification group in more detail by entering user-defined texts for them. The proficiency descriptions of the corresponding scale (if there are any) are proposed as defaults. You can overwrite these defaults as required.

Qualifications can include further qualifications. You cannot insert a qualification directly under the root node of the catalog. You can enter a text to describe the proficiencies for each qualification in more detail. The proficiency descriptions of the corresponding qualification group are defaulted (if there are any); otherwise, the proficiency descriptions of the corresponding scale are defaulted (once again, if there are any). You can overwrite these defaults as required.NoteThe proficiency descriptions of qualifications used in the appraisal catalog must be edited in the qualifications catalog.

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You can assign a qualification a deficiency meter value or a validity.

The deficiency meter allows you to simulate situations where qualifications are forgotten if they are not used regularly.

The validity allows you to show that certain qualifications (such as licenses) expire, and have to be renewed at regular intervals.

You can assign a qualification one or more alternative qualifications. The relationship created is bi-directional (that is, if A is an alternative to B, then B is also an alternative to A). You can also specify a percentage value to determine the extent to which an alternative qualification replaces a qualification.

NoteWhen you define a qualification as an alternative to another, make sure both have the same scale. If they had different scales, it would normally be safe to assume that their characteristics were so different that they could not be considered as alternatives to each other.

A translation function is available so that you can use your qualifications catalog in different languages.

Example

Model Qualifications Catalog1. Catalog1.1. Qualification group 'Language Skills' (language scale)1.1.1. Qualification group 'English Skills' (language scale)1.1.1.1. Qualification 'Business English skills'1.1.1.1. Qualification 'Technical English skills'1.1.2. Qualification group 'French Skills' (language scale)1.1.2.1. Qualification 'Business French skills'1.1.2.2. Qualification 'Technical French skills'1.2. Qualification group 'Programming skills' (points scale)1.2.1. Qualification 'Knowledge of C++'1.2.2. Qualification 'Knowledge of C'1.2.3. Qualification 'Knowledge of ABAP'1.3. Qualification group 'Driver's License' (yes/no scale)1.3.1. Qualification 'Normal driver's license'1.3.2. Qualification 'Commercial driver's license'1.3.2.1. Qualification 'License for transportation of hazardous          materials'

Example of Alternative QualificationsYou want the qualifications 'Knowledge of C' and 'Knowledge of C++' to be alternatives to each other. To achieve this, you create the C++ qualification as an alternative qualification to the C qualification. You define a replacement percentage of 100%. The inverse relationship (that is, that C is an alternative to C++) is created automatically.

Example of Depreciation MeterA depreciation meter value of one year has been assigned to the following qualifications in the catalog:

English skills

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French skillsThe requirements profile for the position of department manager contains the qualification

English skillsMs Smith is the holder of this position. Her qualifications profile contains the qualifications

English skills, and

French skills,each with a proficiency value of 10.Since English skills are specified in the requirements profile for the position of department manager, it can be assumed that Ms Smith uses her English skills regularly. Therefore, the proficiency of this qualification remains constant.There is no evidence, though, that Ms Smith makes regular use of her French skills. For this reason, the proficiency of this qualification is reduced from 10 to 5 after a year.

Example of ValidityThe qualification 'License for transportation of hazardous materials' is valid for 5 years, and then has to be renewed. Assign this qualification a validity of 5 years. Once this period of time has elapsed, the qualification is deleted from the person's qualifications profile.

Standard settings

The standard default value for the replacement percentage of an alternative qualification is 100%. You can change this value in table T77S0 (group: QUALI, sem. value: QPROZ ).

Recommendation

Qualifications for which no relationships have been created appear in the qualifications catalog under Unassigned qualifications. These qualifications have not been assigned to a qualification group or proficiency scale. Assign these qualifications to a qualification group by choosing Entry -> Move.

Activities

1. Before you work through any of the following activities, specify a validity start date for the changes. Choose Settings -> Set period... in the Catalog: Change Qualifications screen. Specify a date in the Key date field.NoteThe end date of the validity period of the qualification catalog is always the highest possible system date (12/31/9999).The Catalog: Change Qualification(s) screen appears.

List of the activities you can perform:

Insert qualification group under the root node of a catalog

Create qualification group under a qualification group

Create qualification under qualification group

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Create qualification under qualification

Change qualification or qualification group

Move qualification or qualification group

Translate entry

Translate description

Create/change proficiency description for object

Translate proficiency description

Inserting a qualification group under the root node

1. Position the cursor on the word Catalog.2. Choose Entry -> Create.The Create Qualification Group dialog box appears.3. Enter your data as required.NoteIf you want to create further qualification groups, choose Create next qualification (group).4. Choose Continue.

Creating a qualification group under another qualification group

1. Position the cursor on the qualification group under which you want to insert the new qualification group.2. Choose Entry -> Create.The Create dialog box appears.3. Position the cursor on the line Qualification group and choose Transfer.The Create Qualification Group screen appears.4. Enter your data as required.5. Save the qualification group.NoteIf you want to create further qualification groups, choose Create next qualification (group).6. Choose Continue.

Creating a qualification under a qualification group

1. Position the cursor on the qualification group under which you want to insert the new qualification.2. Choose Entry -> Create.The Create dialog box appears.3. Position the cursor on the line Qualification and choose Transfer.The Create Qualification dialog box appears.4. Enter your data as required.Caution!Always assign qualifications to a qualification group for the entire validity period.5. Choose the Additional data tab page.6. If you want to specify a depreciation meter value or validity, toggle the icon Depreciation meter <-> Validity until the option you require appears.7. Enter your data as required.8. Save the qualification.

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9. If you want to create alternative qualifications, choose Create.The Select Qualification dialog box appears.10. Select the qualifications you want.11. Choose Transfer.NoteIf you want to create further qualifications, choose Create next qualification (group).12. Choose Continue.

Creating a qualification under a qualification

1. Position the cursor on the line Catalog or on the qualification group under which you want to insert the new qualification.The Create Qualification dialog box appears.2. Enter your data as required.Caution!Always assign qualifications to a qualification group for the entire validity period.3. Choose the Additional data tab page.4. If you want to specify a depreciation meter value or validity, toggle the icon Depreciation meter <-> Validity until the option you require appears.5. Enter your data as required.6. If you want to create alternative qualifications, choose Create.The Select Qualification dialog box appears.7. Select the qualifications you require.8. Choose Transfer.9. Choose Save.NoteIf you want to create further qualifications, choose Create next qualification (group).10. Choose Continue.

Changing a qualification or qualification group

1. Position the cursor on the qualification (group) you want to change.2. Choose Entry -> Change.The Change Qualification or Change Qualification Group dialog box appears.3. Make your changes.4. Choose Save.5. Choose Continue.

Moving a qualification or qualification group

1. Position the cursor on the qualification (group) you want to move.2. Choose Edit ->Select/deselect entry or Select/deselect subcatalog.NoteYou can select as many entries or substructures as you wish.3. Position the cursor on the entry under which you want to insert the entry.NoteYou can only insert a qualification or qualification group under a qualification group that has the same scale. ist.Caution!Always assign qualifications to a qualification group for the entirevalidity period.4. Choose Entry -> Move.

Translate entry

1. Select the entries you want to translate.2. Choose Entry -> Translate -> Text.

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The Translation: Text dialog box appears.3. Select one or more languages, and choose Transfer.The Translation: Entry dialog box appears.4. Select a target language.5. Enter the translation in the Translation (<Target language>) column.6. Save the translations.7. Choose Continue.

Translate description

1. Select the entry whose description you want to translate.2. Choose Entry -> Translate -> Description.The Translation: Description dialog box appears.3. Select a target language.4. Enter the translation.5. Save the translation.6. Choose Continue.

Creating/Changing Proficiency Descriptions for an Object

1. Open up the entry in question by double-clicking it.2. Choose the Proficiencies tab page.In the standard system, the Default flag is activated. This means that any existing proficiency descriptions for the scale (or, in the case of qualifications, the qualification group, if applicable) are defaulted automatically.3. To overwite the defaults, deactivate the Default flag.NoteIf you change the defaulted proficiency descriptions for an object, you should always do this (from the object) for all of the proficiencies of the scale.4. Select the proficiency for which you want to create a description.5. Enter the description.6. Save your changes.

Translate proficiency description

1. Select the entry whose proficiency description you want to translate.2. Choose Entry -> Translate -> Proficiency Description.The Translation: Description dialog box appears.3. Select a target language.4. Select the proficiency whose description you want to translate, and enter your translation.5. Save the translations.6. Repeat the procedure for further proficiencies.7. Choose Continue.

Edit Careers

In this step, you define and change careers. Careers are paths within an organizational structure that are generally applicable. Careers are used to depict the principal personnel development paths in a company. Careers can be used as the basis for career and succession planning.

A career is a set of jobs or positions and can extend over all the organizational units in a company. You can create an unlimited number of careers within an organizational structure. One career can contain up to 9999 career items.

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Careers are displayed and can be edited using SAP Network Graphics.

Career items are arranged bottom-up. This means that items low down in the hierarchy appear at the bottom and items high up in the hierarchy appear at the top. Career items at the same hierarchy level are displayed beside each other.

Example

Management careerManager of IT Department|System administrator|Programmer|Trainee

Specialist careerMarketing manager -> Presales manager

Requirements

You must have created jobs and/or positions before you can create careers.

Standard settings

SAP Network Graphics is always started in the user view.

NoteThe View menu provides you with several display options. You can temporarily change how a view is displayed by choosing Settings.

Careers are displayed using the CAREERMOD001 graphics profile of the group HRPE . To create a new graphics profile, call up transaction OCNG and choose Network/Hierarchy -> Graphics profile.

Recommendation

It is recommended that you use only jobs when defining careers. This will enable you to keep your careers streamlined and clear, and will mean that the careers you define will not be affected as much by changes in the organizational structure.

Activities

Before you work through any of the activities below:

1. Specify a plan version2. In the Key date field, enter the date on which the changes become valid.NoteThe end date of the validity period is always the highest possible system date (12/31/9999).3. Choose Program -> Execute.

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The Career Maintenance screen appears.

Creating a career

1. Choose Career -> Create.The Create Career dialog box appears.2. Enter a name for the career, and choose Create.The Career Maintenancescreen appears. The new career is displayed in the list.

Editing a career

1. Position the cursor on the career you want to edit.NoteThe symbol behind the career name shows you whether career items have already been defined for the career in question.2. Choose Career -> Edit.SAP Network Graphics are started and the Edit Career Items screen appears.3. To insert a new career item, select a job or position in the Node area by clicking once on the job or position symbol.4. In the display area, position the cursor at the point where you want to insert the career item, and click once.If you selected a 'job', the Possible Entries via... dialog box appears.If you selected a position, the Select Position dialog box appears.5. In both cases, select a career item in the dialog box, and choose Select.The system inserts the new career item.NoteIf you notice that the display is not correct afterwards, do one of the following:

a) Choose Edit -> Redraw.b) Choose View -> Align.

6. Save the career.

Functions

This section contains the steps you need to work through to set up the following Personnel Development functions:

Profile view

In this step, you define the profile view for an object type. A profile view comprises a number of sub-profiles. You can define a profile view for each object type.

Control parameters

In this step, you make settings for the ranking list. You also specify here how you want the system to deal with overqualification and the replacement percentage of alternative qualifications.

Suitability range

In this step, you make settings for suitability ranges. Detail selection criteria

In this step, you define additional criteria for selecting persons and applicants. Vacancy infotype

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In this step, you specify whether a position should be considered vacant only if it has a "Vacancy" infotype (1007), or if all unoccupied positions should be considered vacant.

Define Profile View

In this step, you define the information (headers and subprofiles) and menu options that can be displayed in the profile of an object type. By using different views for different components, you can specify what information is actually shown.

Redefining profile views consists of several steps:

First, you define the header available for each object type, and the subprofiles that are generally available. These settings apply to all profile views and only have to be defined once.

You then create profile views for various components (for example, Personnel Development, Compensation Management), and assign a report to control the menu options.

NoteThe standard settings in the View field should not be changed, since they control how the profile view for a component is called.

Now specify the object types affected, and the headers and subprofiles to be displayed for each of the views you have created.

NoteThe system comes with a wide range of standard entries. You can simply tailor these to your individual requirements - you do not usually need to define new profile views (see the Section entitled Standard Settings.

Header data and subprofile functions

You can create a number of profiles (up to 99) for each object type.

You can assign a unique header to each object type profile by specifying a report and screen number (or a standard header).

Each profile and subprofile of an object type has a unique numeric ID and a descriptive text. The description of the subprofile is displayed in the application together with the icon (see below) on the corresponding tab page.

In addition to the description, you can specify an icon to identify each subprofile of an object type.

You can assign each subprofile a screen of its own and determine the fields you want to have on this screen.

You can access the subprofile screen from a whole range of reports.

Profile view functions

You can define different profile views and menu options for different components.

You can create a maximum of 20 subprofiles for each object type profile.126

You can define the sequence in which the subprofiles are displayed.

By flagging the appropriate field, you can hide subprofiles so that they do not appear in the profile view.

Example

Profile view Object type SubprofilesPD (Pers. Development) P - Qualifications

- PotentialsCP (Compensation Mgt) P - Salary data

- Organizational Data

Requirements

All reports and screens you plan to use for profile views, subprofiles, and menu options must exist.

The object types for which you want to define profile views, and which you intend to use in subprofiles, must exist. For more information, see "Maintain Object Types".

The necessary infotypes must exist.

The number of relationships available will determine how many subprofiles can be used practically. For more information, see Maintain Relationships.

Standard settings

Headers are defined for the following object types:

Object Type Description Report ScreenA Work Center SAPLRHPP 2100AP Applicant SAPLRHPP 2020C Job SAPLRHPP 2000H External Person SAPLRHPP 2000KA Capacity SAPLRHPP 2000P (No. 1) Person SAPLRHPP 2010 (02)P (No. 2) Person SAPLRHPP 2010 (00)PT Partner SAPLRHPP 2000QP Requirements Profile (Logistics) SAPLRHPP 2000S Position SAPLRHPP 2030SR Staffing Requirements SAPLRHPP 2000T Task SAPLRHPP 2000U Company SAPLRHPP 2000US User SAPLRHPP 2000

The following subprofiles are available:

Description Report ScreenQualifications SAPLRHPP 2100Potentials SAPLRHPP 2200

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Preferences SAPLRHPP 2300Dislikes SAPLRHPP 2400Appraisals where appraisee SAPLRHPA_SHOW 8000Appraisals where appraiser SAPLRHPA_SHOW 8100Requirements SAPLRHPP 3100Individual Development SAPLRHPQ_SHOW 3300Development Plan History RHPE_DPLANHISTORY 4000Organizational Data SAPLHRCMP00ADMIN 2030Salary Data SAPLHRCMP00ADMIN 2040Historical record change SAPLHRCMP00ADMIN 2070Job Data SAPLHRCMP00ADMIN 2060Appraisal (infotype 0025) SAPLHRCMP00ADMIN 2050Appraisals to be edited SAPLRHPA_WWW 1100Appraisals where appraiser SAPLRHPA_WWW 1300Appraisals where appraisee SAPLRHPA_WWW 1200

NoteYou can use the following standard screens to display qualifications or requirements together with the qualification group:

Qualifications (with qualifications group) 2101Qualifications (with qualifications group and last change) 2102Requirements (with qualifications group) 3101

There are profile views for the following components:

o CP -Compensation Management

o PD -Personnel Development

o AE -Appraisals - Employee

o AM -Appraisals - ManagerThese views contain the assignments to the headers and subprofiles relevant to the component in question.

The menu options are assigned to the profile views via a report. The standard entries are:

o ' ' for profile views CP, AE and AM

o SAPLRHPP for profile view PD

The reports SAPLRHPP, SAPLRHPA_SHOW, and the function group SAPLHRCMP00ADMIN are used to call up the screens in the standard system.

Recommendation

Please do not delete entries for views, headers, and subprofiles in the standard system - simply tailor the standard entries to your individual requirements.

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Please create any new reports and screens in the customer name range.

Activities

Overview of Activities

Adapt standard entries

Define new profile views

Adapt standard entries

1. Delete header assignmenta) If you do not want to display a profile in a profile view for an object, select the view in question in the Change View "PA-PD: Profile View": Overview screen, and choose Header assignment in the hierarchy.The Change View "PA-PD: Profile View/Header Assignment": Overview screen appears.b) Delete the relevant entry and save the settings.NoteYou create new header assignments as described in the section Define new profile views (see below).

2. Change subprofile assignment and sort sequencea) If you do not want to display a subprofile for an object type, you can hide the subprofile in question. Select the view you want to hide in the Change View "PA-PD: Profile View": Overview screen, and choose Subprofile Assignment in the hierarchy.The Select Work Area dialog box appears.b) Enter your data, and choose Transfer.The screen Change View "PA-PD: Profile View/Header/Subprofile Assignment": Overview appears.c) Deselect the Active flag for the relevant subprofile.d) If necessary, change the order of the subprofiles in the Sort sequence field.e) Save the subprofile assignment.NoteYou create new subprofile assignments as described in the section Define new profile views (see below).

Define new profile views

1. Define headera) Choose Header in the hierarchy of the Change View "PA-PD: Profile Maintenance/View": Overview screen.The Change View "PA-PD: Profile/Header": Overview screen appears.b) Choose Edit -> New entries.The New Entries: Overview of Added Entries screen appears.c) Enter the required data, and choose Enter.NotesIf you want to define more than one header for each object type, the ID in the Number field must be unique.If you do not specify a report in the Report name field, the system will use standard report SAPLRHPP.d) Save the header data.

2. Define subprofiles

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a) Choose Subprofiles in the hierarchy of the Change View "PA-PD Profile Maintenance/View": Overview screen.The Change View "PA-PD: Profile/Subprofiles": Overview screen appears.b) Choose Edit -> New entries.The New Entries: Overview of Added Entries screen appears.c) Enter the required data, and choose Enter.d) Save the subprofiles.

3. Define viewsa) Choose the level View in the Navigation frame of theChange View "HR-PE Profile Maintenance/View": Overview screen.The Change View "PA-PD Profile/View": Overview screen appears.b) Choose Edit -> New entries.The New Entries: Overview of Added Entries screen appears.c) Enter the required data and choose Enter.d) Save the profile views.

4. Assign headera) Choose the level Header assignment in the Navigation frame of the Change View "HR-PD: Profile Maintenance/View": Overview screen.The Change View "Profile View/Header Assignment": Overview screen appears.b) Choose Edit -> New entries.The New Entries: Overview of Added Entries screen appears.c) Enter the required data and choose Enter.d) Save the header assignment.

5. Assign subprofilesa) Select the Subprofile assignment node in the Navigation frame of the Change View "HR-PD: Profile Maintenance View": Overview screen.The Select Work Area dialog box appears.b) Enter the required data, and choose Transfer.The Change View "PA-PD: "PA-PD: Profile View/Header/Subprofile Assignment": Overview screen appears c) Choose Edit -> New entries.The New Entries: Overview of Added Entries screen appears.d) Enter the required data and choose Enter.e) Enter the sort sequence and set the Active flag.f) Save the subprofile assignment.

Set Up Control Parameters

In this step, you define control parameters for the following functions:

Maximum number of entries in the ranking listYou use the entry MAXEN in the group QUALI to specify the maximum number of entries you want the system to display on a screen in the ranking lists of Career and Succession Planning.NoteWhen you do not enter a value, the entire ranking list is displayed. The functions for scrolling in the ranking list are then deactivated.

Handling overqualificationYou use the entry OVERQ of the group QUALI to specify how the system should handle overqualification in the evaluations of Career and Succession Planning.

Replacement percentage for alternative qualificationsYou use the entry QPROZ of the group QUALI to specify (in percent) to what extent a

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qualification can be regarded as an alternative to another. The system proposes this default value when you create an alternative qualification, but you can overwrite this value as required.The replacement percentage affects the proficiency. If, for example, an alternative qualification has a replacement percentage of 50%, the proficiency of the person's (alternative) qualification is halved.

Note

If a person possesses both the actual qualification required and also a suitable alternative qualification, the qualification which gives the highest suitability percentage is used in the evaluation. This will mean that a person with only an alternative qualification will NOT be given a higher suitability percentage than another person who has both the qualification required (but with a lower proficiency) and the alternative qualification (with the same proficiency).You use the entry SHORT of the group QUALI to specify whether the abbreviation of an object in the qualifications catalog (qualification, qualification group) can be displayed. This setting affects all applications that use qualification objects except for appraisals.If the value for this setting is X , it is possible to display the abbreviation.You can display the abbreviation in the applications in question by choosing View -> Abbreviation on.You use the user parameter POC to specify whether the abbreviation should be displayed by default for a specific user.

Standard settings

The standard system comes with the following default values:

QUALI MAXEN: 20

QUALI OVERQ: 1

QUALI QPROZ: 100.00

QUALI SHORT:

Activities

1. If required, change these default entries (Value abbr. field).NoteIf you enter a value with decimal fractions in the QPROZ field, please use a decimal point (and not a comma, as is usual in some countries).2. Save any changes you make.

Define Suitability Ranges

In this step, you set up suitability ranges. Suitability ranges are used to structure ranking lists in Career and Succession Planning so that users can see at a glance whether an object is suitable. The suitability itself is displayed in the form of a symbol (icon).

Suitability ranges are calculated on the basis of the suitability percentage. A percentage range, and the corresponding symbol for this range, are displayed for every suitability range.

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NoteIf the system is set up to treat over-qualification as being positive (see Set Up Control Parameters), then it is possible to have a suitability percentage greater than 100%. If you specify an upper limit of 100% for your suitability ranges, then the system will display all objects with a suitability percentage greater than 100% in the highest suitability range. Alternatively, you can define a suitability range for over-qualification (enter 999% in the From /% field, and 100% in the To /% field.

All objects in a suitability range are displayed with the same icon in the ranking list. Suitability ranges can be displayed as an alternative to the precise suitability percentage.

Example

You want to define three suitability ranges (Very suitable, Suitable, and Not suitable).

Very suitable (Green traffic-light icon)Number: 10From /%: 100To /%: 60

ID:

Suitable (Yellow traffic-light icon)Number: 20From /%: 60To /%: 20

ID:

Not suitable (Red traffic light symbol)Number: 30From /%: 20To /%:

ID:

Output in ranking list

If suitable positions are found for a person in Career Planning, the very suitable positions (that is, greater than 60%, as specified above) with be displayed with a green traffic-light icon, the suitable positions with a yellow traffic-light icon, and so on.

Activities

1. Choose Edit -> New entries in the Change View "Suitability Ranges for Career and Succession Planning": Overview screen.The New Entries: Overview of Added Entries screen appears.2. Specify a unique numeric value in the Number field.3. Specify the upper limit (<=) for the suitability range in the From /% field.

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Caution!Do not leave any gaps between your percentage ranges (see example above).4. Specify the lower limit for the suitability range (>) in the To /% field.5. Specify the ID of the icon you want to use in the ID field.6. If necessary, make further entries.7. Save your entries.

Define Criteria for Detail Selection

In this step of the IMG, you can assign InfoSets, and in this way define selection criteria for restricting the number of persons (object type P) and allicants (object type AP) selected.

If you wish to use selection criteria of your own, or you have already created selection criteria of your own in table T77QP, you must create an InfoSet with the appropriate selection criteria in the SAP Query for each of the object types P and AP. In this step, you must configure these new Infosets for scenario PDVFINE for P und AP.

Standard settings

The standard system comes with an InfoSet for persons and another for applicants (scenario PDVFINE for P and AP in table T77OMAHQ_FUNCARS). Selection criteria have already been defined in both these InfoSets. If you do not enter any data in this step, then the selection criteria contained in these standard InfoSets will be used.

Activities

1. On the Change View "OM Search Function "Free Search": Obj. Type InfoSet (Cust.)": Overview screen, choose Display->Change -> New entries.The New Entries: Overview of Added Entries screen appears.2. Enter PDVFINE in the Scenario column.3. Enter AP or P in the Object type column.4. Enter the new InfoSet in the InfoSet column.5. Choose Enter.6. Choose Save.

Further notes

For more information on creating InfoSets, refer to the activity documentation contained in Personnel Management -> HR Information System -> HR Settings for SAP Query -> Define InfoSets for Interactive Employee Selection.

Activate/Deactivate "Vacancy" Infotype

In this step, you specify whether a position is vacant by virtue of infotype 1007 "Vacancy" appended to it or whether every unoccupied position should be regarded as vacant.

By "Vacancy", SAP means that a position which is unoccupied is to be re-filled.

This data is particularly necessary for the Recruitment module (transfer of vacant positions). If you wish to activate integration with Recruitment, you have to set the switch PPVAC PPVAC in table T77SO to 1. In order to re-occupy a position using the Recruitment module, you have to

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create an infotype 1007 record. The system then creates a record in the PA table T75OX, thus setting up the interface with the Recruitment module.

If the switch PPVAC PPVAC in table T77SO is set at 0, integration with Recruitment is inactive and consequently, every unoccupied position is viewed as vacant.

Activities

Specify whether the vacancy is to be maintained via infotype 1007.

Further notes

For information on possible entries, please refer to the documentation on the field entry Semantic abbreviation.

Tools

This section contains the steps you will need to work through before you can use the following tools in Personnel Development:

Copy Requirements Profiles to Position Holders

In this step, you can copy the requirements of a position to the qualifications profile of the position's holders.

Qualifications Profile: Mass Data Maintenance

In this step, you create Qualifications subprofile entries for several planning objects at the same time.

Copy Requirements Profiles to Position Holder(s)

In this step, you can copy the requirements of positions to the position holders' qualifications subprofile. You can perform this function for all the positions in an organizational unit.

Example

You have used the Organizational Management component to create an organizational structure. Now, you have just implemented the Personnel Development component. Once you have defined the requirements of the positions, you can assign these requirements (as qualifications) to the holders of the positions. This is based on the premise that anyone who already occupies a position is qualified for that position. This function means that you do not have to assign qualifications to each individual person.

Requirements

You must have defined requirements for positions.

You must have defined holders of positions.

NoteWhen this report is running, no objects are locked. Similarly, lockedentries are not evaluated by the report.

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Recommendation

Only use this function when you are setting up your system. The proficiencies of any existing qualifications will be overwritten in the profiles of the persons involved.

To maintain individual profiles, choose Profile -> Change in the Personnel Development area menu.

Activities

NoteWork through this step in test mode first. To do this, select Test run.

1. In the Search string field, enter the name of the organizational unit. Alternatively, enter the organizational unit's ID in the Object ID field.2. Choose Program -> Execute.The Copy Requirements Profiles to Position Holder(s) screen appears.The requirements have been copied (as qualification) to the holders of the positions in question.

Further notes

Once the report has been run, a list of the objects that received qualifications is displayed.

If there are any objects for which no qualifications were transferred (because the position and holder relationships are not compatible), these are also listed.

Qualifications Profile: Mass Data Maintenance

In this step, you can create Qualifications subprofile entries for several planning objects at once.

You can even select planning objects of different object types.

For every qualification you enter, you can also specify its proficiency and a relationship period.

Activities

1. If necessary, select a different object type.2. Enter the object name or object ID.3. Repeat these steps, and specify further planning objects for which you want to create qualifications.

NoteYou can process objects of different object types at the same time.

4. Choose Create.The Select Qualifications dialog box appears.5. Select the qualifications that you want to add to the profiles, and choose Continue.This takes you back to the Qualifications Profile: Mass Data Maintenance screen.6. Specify a proficiency for each of the qualifications.

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7. Save your profiles.The qualifications in question have been added to the qualifications profiles of the planning objects in question.

Employee Self-Service (ESS)

In this section of the IMG, you make settings for the ESS services in Personnel Development.

Define Root Qualification Group

In this step of the IMG, you can restrict the view of the ESS service for editing a qualifications profile to one qualification group and the objects assigned to this group (other qualification groups or qualifications).

Activities

If you wish to restrict the view in this way, then enter the ID of the qualification group in question in QUALI ESSST, and save your input.

Development Plans

In this section of the IMG, you work through the steps required for setting up the Development Plans component.

Development plans are copied to create individual development plans, which are then modified as required.NoteYou access individual development planning from the application.The objective of individual development planning is to give a specific employee specific qualifications. During an individual planning scenario, the individual development plan items (and the plan in which they occur) pass through a series of 'states' which, in turn, can trigger a range of further processing steps.An individual development plan is created only once for an employee, and then added to and updated.

Edit Development Plan CatalogIn this step, you define and edit development plans. A development plan contains a series of measures with the objective of qualifying a person for a particular goal.

Define Development Plan StatesIn this step, you specify the possible states that can be assigned to a development plan or development plan item.

Further Processing of Development Plan StatesIn this step, you specify the further processing steps that can be triggered when a development plan or development plan item is assigned a specific state.

Automatic State ManagementIn this step, you specify the results that are triggered by automatic changes in the state of a development plan item.

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Set Up Control ParametersIn this step, you specify whether users must give confirmation before further processing steps are performed. You also specify which status (state) is assigned if items are inserted from Training and Event Management.

Define Permissible Further ProcessingIn this step, you specify which function modules are available in the component.

Edit Development Plan Catalog

In this step, you define and edit development plans . The development plan catalog contains all the development plans that are of interest to an organization.

In the development plan catalog, you can create and manage generally applicable development plans, and use these as copy templates for measures within individual development plans.

A development plan group can contain development plans and further development plan groups. Development plan groups are used to structure the catalog logically.

A development plan contains a sequence of subactivities ( items). In the standard system, you can include objects of the following object types as items in a development plan:

o Business event type

o Job

o Position

o Organizational unit

o Work center

o Location

You can store the following information for each development plan:

Duration of individual items

Notes for each item

Sequence of items (steps)

Whether an item is mandatory

Whether a specific number of items within a step are mandatory (e.g. at least two of the four items in a step must be completed)

The qualifications that result from a development plan (see below)

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A translation function has been provided so that you can work with the development plan catalog in different languages.

Development plans are displayed and edited in SAP Network Graphics.

Example

Development Plan CatalogCatalogTrainee Program (Development Plan)Plans (Programs) for Trainees (Development Plan Group)Technical Training Programs (Development Plan Group) Training as Mechanical Engineer (Development Plan)Training as Electronic Engineer (Development Plan)Commercial Training Programs (Development Plan Group) Training as Industrial Manager (Development Plan)Training as Qualified Bank Clerk (Development Plan)

Development Plan: Trainee Program

Step Items1. Introductory Event

(2 days)2. (at least 2) Production Marketing Development

(3 months) (3 months) (3 months)3. (at least 1) Management Course Admin. Manager

(1 month) (1 month)4. Final Examinations (mandatory item)

(3 days)

NoteWithin the same step, you can specify several (alternative) items. You can also specify that specific items must be completed (i.e. are mandatory), or that a certain number of items within this step must be completed.

Standard settings

Development plans are displayed with graphics profile DEVPLAN001 of group HRPE . To create a new graphics profile, call up transaction OCNG, and choose Network/hierarchy -> Graphics profile.

Activities

Before you perform any of the activities described below, you must specify a date as of which the changes are valid.

1. Choose Settings -> Set period in the Development Plan Catalog screen.2. In the Key date field, enter a date, and choose Continue.

NoteThe validity end date of the catalog is always 12/31/9999.

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The Change Development Plan Catalog screen appears.

Overview of the activities you can perform:

Create development plan group

Create development plan

Change development plan

Change development plan items

Move (reassign) development plan or development plan group

Translate entry

Translate description

Translate proficiency description

Create development plan group

1. Position the cursor on the line Catalog or on a development plan group.2. Choose Entry -> Create.The Create dialog box appears.3. Position the cursor on the line Development plan group, and choose Transfer.The Create Development Plan Group dialog box appears.4. Enter your data as required.5. Save the development plan group.6. Choose Continue.

Create development plan

1. Position the cursor on the line Catalog or on a development plan group.2. Choose Entry -> Create.The Create dialog box appears.3. Position the cursor on the line development plan, and choose Transfer.The Create Development Plan dialog box appears.4. On the Development plan tab page, enter your data as required.5. Choose Save.6. Choose Change items.The SAP Network Editor starts up. The Edit Development Plan Items screen appears.

Create items

1. To add an item, select an object in the Node area of the screen (you do this by clicking once on the symbol you want).2. Then, in the display area, position the cursor where you want to insert the item, and click once.A dialog box appears, where you can select an object type.3. Select the object type you require.The new item is inserted.

NoteIf the object is not displayed correctly, choose Edit -> Redraw.

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NoteThe sequence of the items in the development plan is specified in the Step field.

Specify the duration of an item

1. If you would like to assign a duration to an item, select the item in question, and choose Edit -> Change. The Maintain Item dialog box appears.2. Specify a duration.3. Choose Transfer.4. Save the development plan.

Specify whether an item is mandatory

1. If you want to specify that a development plan item is a mandatory item, select the item in question, and choose Edit -> Change.The Maintain Item dialog box appears.2. Select the Mandatory item field.3. Choose Transfer.

Create notes for an item

1. If you would like to create notes for an item, choose Edit -> Change.The Maintain Item dialog box appears.2. Choose Notes.The Change Note for Development Item: Language <language key> screen appears.3. Enter a text.4. Choose Text -> Save.5. Choose Back.

NoteIf you exit development plan maintenance, you must save the development plan again - otherwise the notes will be lost.

Specifying mandatory items per step

1. If a step contains several items, and you want to specify that a certain number of items are mandatory, select the step in question, and choose Edit -> Change.The Number of Mandatory Items dialog box appears.2. In the Number of mandatory items fields, specify how many items within the step must be completed.3. Choose Transfer.4. Save the development plan.5. Choose Back.The Change Development Plan screen appears.

Specify qualifications imparted

1. Choose the Qualifications tab page.

NoteNow you can specify the qualifications (including proficiencies) that a person obtains by completing the development plan. You can select any of the qualifications in the qualifications catalog, or have the system propose qualifications. The qualifications the system proposes are the qualifications/requirements defined for the development plan items in question.

Example

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Business event: The system proposes the qualifications that result from attending the business event.

Position: The system proposes the qualifications that are defined as requirements for the position.

Insert qualification

1. Choose Insert qualification.The Select Qualification dialog box appears.2. Select the qualification(s) you want, and choose Transfer.3. If applicable, specify a proficiency.

Let the system propose qualifications

1. Choose Propose qualifications.The qualifications/requirements assigned to the development plan items are displayed in a list.2. If necessary, change the list (or the proficiencies).

Delete qualifications from the list

1. Select the entries in question, and choose Delete qualification.2. Save the development plan.3. Choose the Development plan tab page.4. Choose Continue.

Change development plan

1. Select the development plan you want to change, and choose Entry -> Change.The Change Development Plan dialog box appears.2. Make your changes as required.3. Save your changes.

Change items

1. Select the development plan whose items you want to change, and choose Edit -> Change items.The SAP Network Graphics Editor is started up. The Edit Development Plan Items screen appears.2. Make your changes as required.3. Save your changes.4. Choose Back.

NoteIf you change items, check over the list of qualifications imparted.

Move development plan (group)

1. Select the development plan (group) you want to move.2. Position the cursor on the entry under which you want to insert this development plan (group).3. Choose Entry -> Move.

Translate entry

1. Select the entries you want to translate.2. Choose Entry -> Translate -> Text.The Translation: Text dialog box appears.

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3. Select one or more languages, and choose Transfer.The Translation: Entry dialog box appears.4. Select a target language.5. Enter the translation in the Translation (<Target language>) column.6. Save the translations.7. Choose Continue.

Translate description

1. Select the entry whose description you want to translate.2. Choose Entry -> Translate -> Description.The Translation: Description dialog box appears.3. Select a target language.4. Enter the translation.5. Save the translation.6. Choose Continue.

Define Development Plan States

In this step, you define the states that a development plan or a development plan item can have.

The 'state' gives information on the extent to which the activity in question has been completed. States have to be assigned and updated manually for individual development plans and items.

NoteA state cannot be assigned to an individual development plan in its entirety. A state can only be assigned to the development plans contained within it, or to individual items.

Depending on its state, a development plan or item can trigger further processing steps such as transfers.

Standard settings

The standard system comes with the following states:

State State of development plan1 Planned2 Current3 Completed4 Completed unsuccessfully5 Completed successfully6 Not carried out

Activities

To create new entries, proceed as follows:

1. Choose Edit -> New entries on the Change View "Development Plan States": Overview screen.The New Entries: Overview of Added Entries screen appears.2. Enter your data as required.3. Save your entries.

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Define Permissible Further Processing

In this step of the IMG, you can specify which function modules should be available in the Development Plans component. A range of further processing steps (see Further Processing of Plan States) can be triggered by changing the state of an item or development plan.

In addition to the function modules that come with the standard system, you can also use your own function modules. You assign these function modules to a specific use - this means that only the appropriate modules are available for each Customizing activity.

You must enter a name for each function module (you can translate this name into various languages).

Example

You have programmed a function module that writes the qualifications obtained by completing a station.Assign this function module to the use Status (state) management . When you define the further processing steps, you can now select this function module.

Standard settings

Never change or delete standard entries! Any changes you make to standard settings are system modifications!

Recommendation

You can use the following function modules as copy templates for creating your own function modules:

RHPA_APP_VALUE_PATTERN (Calculation - COPY TEMPLATE)

RHPA_APP_PROCESS_FINAL_PATTERN (Follow-up processing - COPY TEMPLATE)

RHPA_APP_PROCESS_PART_PATTERN (Processing of subappraisals - COPY TEMPLATE)

RHPQ_T77BX_INTERFACE_SAMPLE (Copy template for further processing with individual development plan)

Activities

1. On the Change View "Functions": Overview screen, choose Edit -> New entries.The New Entries: Overview of Added.2. Select an area of use.3. Enter the function module.4. Enter a name for the function module.5. Choose Enter.6. Save this new entry.

Further Processing of Plan States

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In this step, you define the further processing steps that can be triggered when a certain state is assigned to an item or a development plan.

Example

The settings in the standard system have the following effects:

If a development plan (i.e. a development plan within an individual development plan) is assigned the state " Completed successfully", the qualifications gained are added automatically to the person's profile.

If an item involves attending a business event, and this item is assigned the state "Current ", the person is booked onto the business event in question. This can be done in the foreground or background.

If an item involves being the holder of a specific position, and this item is assigned the state "Current ", the person is transferred to the position in question.

Standard settings

The following values have been defined in the standard system:

OT State Further processing moduleB 5 RHPQ_T77BX_ADD_QUALIS_OF_DPLANS 2 RHPQ_T77BX_SET_PERS_TO_POSD 2 RHPQ_T77BX_PARTICIPATION_INSALternatively, to make a booking in the background:D 2 RHPQ_T77BX_PART_INS_NO_DIALOG

Note

Function module RHPQ_T77BX_INTERFACE_SAMPLE contains information on the interfaces, and can be used to copy from.

Activities

To create new entries, proceed as follows:

1. Choose Edit -> New entries on the Change View "Further Processing of Development Plans": Overview screen.The New Entries: Overview of Added Entries screen appears.2. Enter the following data:

a) In the OT field, enter the object type of the item or development plan that triggers the further processing step.b) In the State field, enter the ID of the state that is to trigger the further processing step.c) In the Further processing module field, specify the name of the function module to be used for further processing.

3. Save your entries.

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Further notes

In the step Set Up Control Parameters, you can specify whether users should be asked to confirm a further processing step before it is performed, or whether further processing should be performed entirely in the background.

Automatic State Management

In this step, you determine the events that trigger automatic changes in the state of development plan items.

This function allows you to partially automate the state management of items in individual development plans. The function automatically evaluates changes in relevant objects on the basis of predefined events for particular object types.

NoteThe events are not related to the validity date of development plan items (the duration specified in an individual development plan). This means that events are not triggered automatically after the duration of a development plan item expires - an appropriate action must have been performed (e.g. a transfer).The state of a development plan item is also changed if the relevant event is triggered before the end of a validity period.

When an event occurs, the function checks

1. Whether the objects affected are related to each other via an individual development plan2. Whether the state change for the event is Active3. Whether the development plan item is in the relevant initial state

If all these conditions are met, the state of a development plan item in the individual development plan affected is changed in the way you have determined.

Example

A person occupies a position as an item in his or her individual development plan. The development plan item accordingly has the state Current . When the person has completed the development plan item, he or she is transferred to his or her original position. The transfer triggers the event S_OLD "Holder leaves position", and this sets the item in the person's individual development plan to Completed.

Standard settings

The following events are supplied with the standard system:

State Key DescriptionAPPR_HISTO Historically record / close appraisalEVENT_FIN Business event follow-upS_DEL Staffing assignment deletedS_NEW Position is restaffedS_OLD Holder leaves position

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Recommendation

If you do not want to use certain events, please do not delete them - use the Active flag instead.

Activities

1. If necessary, deactivate events that you do not want to use.2. If necessary, change the initial and target state of the eventsNoteYou have to perform this activity if you have changed the standard development plan states, and want to use automatic state management.

&ADDITIONAL_HINTS

Set Up Control Parameters

In this step, you define the control parameters for the following functions:

Individual planning: Confirm further processing

In the step Further Processing of Development Plan States , you specify the further processing steps that are triggered when an item or a development plan is assigned a particular state. The entry CONFS in the group DPLAN specifies whether users are asked to confirm a further processing module before it is started (in this case, users can decide to cancel the further processing step), or whether further processing modules are to run entirely in the background.If the Value abbr. field contains the value X, users have to confirm further processing steps.Example

Ms Miller's personal development plan specifies that she should be holder of the position "Sales Assistent" for 3 months. She is now to start on this development plan item, so its state is changed to Current . This state calls up a function module which performs the employee transfer. Since further processing steps have to be confirmed, a dialog box appears where the user either has to confirm Ms Miller's transfer, or reject it.

Individual planning: Status (State) after attending a course

If the Development Plans component is integrated with the Training and Event Management component, all attendances of business events are automatically written to the individual development plan of the attendees. In the entry TSTAT of group DPLAN, you specify which status should be automatically assigned for these development plan items.Enter the numeric ID of the status (state) - see the step called Define Development Plan States.

Standard settings

The following settings have been made in the standard system:

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DPLAN CONFS: X

DPLAN TSTAT: 3

Activities

1. If necessary, change the standard settings in the Value abbr. field.2. Save your changes.

Maintain Basic Settings

Use

In this IMG activity, you define the following:

Appraisal system with which you want to work.

The HAP00/REPLA switch enables you to specify if you want to continue working with the Appraisal Systems subcomponent, or if you want to replace this with the Objective Setting and Apraisals subcomponent.If you decide to replace the Appraisal Systems subcomponent with the Objective Setting and Appraisals subcomponent, you have the following options:

o You can replace the Appraisal Systems subcomponent with the Objective Setting and Appraisals subcomponent.

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In this case, you can use the Personnel Development and Training and Event Management components, and the Objective Setting and Appraisals subcomponent. The SAP R/3 system offers users the functions of this subcomponent when processing appraisal documents (personnel appraisals).

o You can only use the Objective Setting and Appraisals subcomponent within the Personnel Development component.

In this case, the SAP R/3 system offers users the functions of this subcomponent when processing appraisal documents (personnel appraisals).

o You can only use the Objective Setting and Appraisal subcomponent within the Training and Event Management component.

In this case, the SAP R/3 system, offers users the functions of this subdocument when processing appraisal documents (business event appraisals).

RFC connection to the SEM system

If you want to use the Objective Setting and Appraisals subcomponent functions that are integrated with SAP Strategic Enterprise Management (SAP SEM) (for example, read an employee's performance overview or display the balanced scorecard), you must set up an appropriate RFC connection to your SEM system using the HAP00/RFCSE switch.

Requirements

You have created an RFC connection.

Note

To create an RFC connection, proceed as follows:

1. In the SAP Easy Access menu, select Tools -> Administration -> Administration -> Network -> SM59-RFC Destination.You arrive at the Display and Maintain RFC Destinations screen.2. On this screen, create a new entry, under R/3 Connections.Use the host name and system name of the corresponding SEM target system.

Standard settings

In the standard system, the switch has the value <Space>. The SAP R/3 system reads SEM as the connection name for the RFC connection.

Note

If you assign the name SEM to your RFC connection, you do not need to process the HAP00/RFCSE switch.

Activities

3. Create a value for the switch that corresponds to your usage of the Objective Setting and Appraisals subcomponent.4. If necessary, enter an appropriate value for the switch for your RFC connection to the SEM system.Note

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The parameter value that you define here must be consistent with the name of the RFC connection.

Maintain Templates

Use

In this IMG activity, you can create and process appraisal templates.

Appraisal templates form the basis of the Objective Setting and Appraisals application. This component enables you to depict any analytical appraisal procedures and processes.

Appraisal templates are included in the hierarchical structure for the appraisals catalog. The definitions of your appraisal templates are entered in the structure successively, and the SAP R/3 system manages them appropriately. The SAP R/3 system displays the structure on the left of the screen.The following elements form the hierarchical structure:

(Appraisal) Category Group

The category group includes all appraisal documents for the Objective Setting and Appraisals application.NoteWhen you call the appraisal catalog for the first time, the SAP R/3 system only displays the category group. The SAP R/3 system then guides you through processing. In the first dialog box that is displayed, the SAP R/3 system asks you to create a category. The system then displays another dialog box, and asks you to create an appraisal template.

Appraisal Category

Categories group personnel appraisals together that you want to use in different appraisal processes (for example, personnel appraisals for objective setting or 360 degree feedback). When creating appraisal categories you can use the examples we deliver, or create your own individual categories manually.NoteWe recommend that you use a separate appraisal category for each appraisal process (for example, Personnel Appraisals, Objective Setting).

Appraisal Template

Appraisal templates help you create appraisal documents. An appraisal template is always assigned to a category. You can create and use different templates in the appraisal process (for example, if you want to use different appraisal documents for managers and employees).It is simple to create an appraisal template for a new appraisal process. You can use the examples we deliver, or create your own templates manually.NoteWhen you create a template for the first time, we recommend that you use an example to help you. The SAP R/3 system sets up the template appropriately. If the standard template does not wholly fulfill your requirements, you can change the template and use the modified version, or you can create a new template.The SAP R/3 system supports status management for appraisal templates (and appraisal elements). By assigning statuses, you can control which appraisal processes you are currently preparing, those that you have already released for use at the enterprise, and the templates that you no longer want to use.

Criteria Group149

A criteria group includes all appraisal criteria of a similar content. Criteria groups enable you to structure appraisal criteria in the template (for example, English, French, and German criteria in the Language Capabilities criteria group).You always create a criteria group below the appraisal template. You do not have to use criteria groups. You can evaluate criteria groups.

Criterion

Criterion refers to an individual characteristic that is to be evaluated in an appraisal document.You can arrange criteria below an appraisal template or a criteria group.

External Element

You can use external Appraisal Elements (for example, qualifications) and arrange them below an appraisal template or criteria group in Objective Setting and Appraisals.

Standard settings

In the standard system, we deliver the Personnel Appraisals category group.

We deliver the following categories as examples:

360 degree feedback

Standard appraisal

Objective setting

We deliver the following templates as examples:

Objective setting

Performance appraisal

Activities

The following descriptions provide you with an overview of the possible functions of the appraisal catalog. The activities you need to perform when you want to execute an appraisal catalog function are also described.

Create category using example

1. Select the category group.2. Use the right mouse button to select Create Category.

The Create Category dialog box is displayed.3. In the Category field, enter the name of the new category, and under Used for the following entries:

o Standard appraisal

o Objectives

o 360 Degree feedback

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4. Select Continue.The SAP R/3 system creates the category, and stores the catalog structure in the appropriate position.

NoteWhen you create a category using an example, you control the attributes of the category and whether you can use examples to create templates in this category.

Changing categories

1. Select the category group2. Use the right mouse button to select Change Category.

You arrive at the Change<Category Name> screen. You can change the following category attributes.

o Category name

You can change the name in the header data area of the screen Change<Category Name>.

For the following entries, you have access to the appropriate tab indexes and tab pages:o Persons involved

Here you can specify which persons or users are involved in the appraisal process.

o Columns

Columns structure the appraisal process.o Roles

Here you can specify the role in which persons or users have general access to the columns. You always define column access authorizations for specific templates. You define column access authorization when you define the templates.

o Value list

A value list contains the evaluation measure (for example, quality value list) that is used for the appraisal document.

o Enhancements

You can create enhancements for the type of value determination (average determination) or links (for example, link to the balanced scorecard).

3. Enter the required entries by accessing the tab indexes one after another, and make the entries for each tab card.4. Save your entries.NoteYou can only change a category if the status is Not Released.Note that the definitions you make for a category are available in the appraisal template definition. You can only access definitions for one category in the appraisal template definition.ExampleDuring the objective setting process, a higher-level manager also needs to be able to create part appraisals. Below the template, therefore, you must assign the Part Appraisal (PAPP) column, and the Higher-Level Manager role to the category.Recommendation

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To make it easier for you to create a category, we recommend that you create an example category and replace the entries that you do not need with entries that you do require.

Create template using example

1. Select the category under which you want to create a template, and select Create Template using the right mouse button.You arrive at the Create Template Using dialog box.2. Select Example and use input help to select an example template (for example, Example:Objective Setting ).The SAP R/3 system creates the template in the background, and stores it in the appropriate position in the catalog structure. NoteWhether or not you can create a template using an example depends on the attributes of the category.

Create appraisal templates manually

1. Select the category under which you want to create a template, and using the right mouse button select Create Template.You arrive at the Create Template Using dialog box.2. Select Create Manually, and then Continue.You arrive at the Create <Template Name> screen. This includes the following entries:

o Template name

You can store this in the header data area of the screen Create <Template Name>.

For the following definitions, the following tab indexes and tab pages are available:o Description

In the Description field, you can specify whether you want to store the description in standard format or in Web format.In the free-text field, you can store a description (for example, an introduction to your template or a description of content). If you use a Web format for the description, for example, you should store the description here together with the appropriate formatting instructions.

o Layout

The definitions for the layout affect the following, for example:o Numbering

o Display of header data

o Display of links

o Display of additional header data (personnel header data)

o Text replacement

o Print layout

o Web layout

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o Column definition

Here you can specify which columns you want to use, and the following data for each of the columns:

o Assignment of value lists

o Value definition

o Use of notes

If you use the objective setting columns (OBJ*), you can specify whether freely defined objective settings are permitted. You also define the following for the entire tenplate:

o Web settings

o Dynamic settings

These contain free or fixed enhancements and whether you can delete elements.o Column access

Defining column access authorizations for the different roles (column owners and other users) involved in the appraisal process enables you to define and control what access the different roles have in the different phases of the process.RecommendationWhen defining column access authorizations, we recommend that you first select a proposal and either copy this or adapt it to suit your requirements. See the documentation on Column Access.

o Value descriptions

If a value list has been stored for the Final Appraisal (FAPP) column, you can adopt the proposal by setting the Default indicator. Alternatively, you can define the value description for the current element by deselecting the Default Value field.NoteSee the documentation, under Value Descriptions. You can create the value list description by selecting Goto -> Standard Value Lists.

o Roles

o Processing

You define the following for processing your template, for example:o General settings

o Follow-up processing

Here you can specify that the SAP R/3 system should transfer qualifications to an employee's qualifications profile after a certain date.

3. Save your entries.NoteAfter it has been created, your template has the status Not Released . After you have created the template, you must create the relevant criteria groups and criteria.

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When you have completed the template and want to use it, you must change the status to Released . Select your template in the catalog structure and use the right mouse button to select Status -> Release.RecommendationTo make it easier for you to create a template, we recommend that you create an example template and then make the relevant changes to it. However, you can only create an example template if the the attributes of the category allow this.We also recommend that you run a consistency check after you have created the template. Select your template in the catalog structure and use the right mouse button to select Consistency Check .The following functions are also available:

o Change template

o Select the relevant template in the catalog structure and use the right mouse button to select Change Template.

NoteYou can only change a template if it has the status Not Released.

Insert new element

This function is available for appraisal templates and criteria groups. You can insert a criteria group or a criterion as a new element. You can insert a criteria group as a node, and a criterion as an end node in the catalog structure.1. Select the relevant template or criteria group in the catalog structure and using the right mouse button, select Insert -> New Element.You arrive at the Type of Insert dialog box.2. Select Node or End Node and then Continue.You arrive at the Create <New Criteria Group or Criterion Name>. You create the following:

o Criteria group name or criterion name

An appropriate field is available in the header section of the screen Create <Criteria Group Name or Criterion Name>. If you create a criterion, the SAP R/3 system displays the appropriate criteria group in the header section of the screen.

o Description

o Columns

o Value descriptions

o Roles

3. Save your entries.NoteYou can only insert a new element if the appraisal template or criteria group has the status Not Released.You can display inserted elements in the catalog structure by expanding the template or criteria group.

Insert existing element

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This function is available for appraisal templates and criteria groups. You can insert criteria groups or a criterion as an existing element. You can insert a criteria group as a node and a criterion as an end node in the catalog structure.1. Select the appropriate template or criteria group in the catalog structure and use the right mouse button to select Insert -> Existing Element.You arrive at the Type of Insert dialog box.2. Select Node or End Node and then Continue.You arrive at the Delimit Value Set screen.3. Use a suitable search help to select an existing appraisal element and copy it.4. Save your entries.NoteYou can only insert an existing element if the appraisal template or criteria group has the status Not Released.You can display inserted elements in the catalog structure by expanding the template or criteria group.

Insert external element

This function is available for appraisal templates and criteria groups. You can insert a qualification as an external element, for example. Within the Objective Setting and Appraisals component you can only insert external elements as existing elements. You can insert external elements as nodes or end nodes.1. Select the appropriate template or criteria group in the catalog structure and use the right mouse button to select Insert -> Existing Element.You arrive at the Type of Insert screen.2. Select Node or End Node and in the appropriate field, use input help to select <Type of External Element>.3. Select Continue.You arrive at the Delimit Value Set screen.4. Use a suitable search help to select an existing external element and copy it.5. Save your entries.NoteYou can only insert an external element if the appraisal template or criteria group has the status Not Released.You can display inserted external elements in the catalog structure by expanding the template or criteria group.

Consistency check

This function is available for appraisal templates. To check a template for consistency, select the appropriate template in the catalog structure and use the right mouse button to select Consistency Check.RecommendationWe recommend that you run this check after you have created or changed (inserted elements) a template.

Print or Web layout preview

After you have created a template, you can display the layout. You can display the print layout or Web layout of your template. You can use this function to display the template you have defined. To arrive at the preview, select a template from the catalog structure and use the right mouse button to select Preview -> Print Layout or Web Layout.

Status management

This function is available for the following elements:o Appraisal template

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o Criteria group

o Criterion

o External element

To change the status, select the appropriate appraisal element in the catalog structure and use the right mouse button to select Status -> <Status Description>.NoteYou can change the status of criteria groups, criteria, and external elements individually. If you change the status of an appraisal templateto Released ,for example, you also change the status of all appraisal elements that are dependent on this status.

Sorting and Weighting

This status is available for appraisal templates and criteria groups. This function enables you to sort the individual appraisal elements and perform the weighting for the appraisal document.1. Select a template or a criteria group in the catalog structure and use the right mouse button to select Sorting and Weighting.You arrive at the Change <Template Name or Criteria Group> screen.The table shows you the elements that are used and the defined sorting and weighting.2. Store the required order of elements and their weighting in the appropriate columns.3. Save your entries.

Translate

This function is available for all structure elements in the catalog structure:o Criteria group

o Category

o Appraisal template

o Criteria group

o Criterion

o External element

1. Select an entry from the catalog structure and use the right mouse button to select Translate.You arrive at the Choose Language for Translation dialog box.2. Select the target language.3. Select ContinueYou arrive at the Change <Structure Element Name> screen.4. Enter your translation in the empty fields.5. Save your entries.NoteYou can translate a structure element at any time. This means that the translation is not dependent on the status of the structure element.

Copy element

This function is available for appraisal elements:

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o Appraisal template

o Criteria group

o Criterion

o External element

When you copy appraisal elements, you can reuse them in different contexts (for example, use a criterion from one criteria group in a1. Select the appropriate appraisal element in the catalog structure, and use the right mouse button to select Copy to Clipboard.2. Select the appraisal element under which you want to insert the copied element, and use the right mouse button to select Copy from Clipboard.You can only insert the copied elements in certain positions within the catalog structure (for example, always insert criteria groups below the template).NoteYou can only copy elements that have the status Not Released.If other dependent elements are assigned to the element you want to copy, the SAP R/3 system also copies these elements.

Where-used list

This function is possible for the following appraisal elements:o Criteria group

o Criterion

o External element

To perform a where-used check, select the appropriate element in the catalog structure and use the right mouse button to select Where-Used List.NoteYou should always use this function before you delete an element.

Delete element

This function is available for the following appraisal elements:o Template

o Criteria group

o Criterion

o External element

To delete an external element, select the appropriate element from the catalog structure, and select <Appraisal Element Name> -> Delete.NoteYou can also delete structures (for example, a template and the elements that are dependent on it). The SAP R/3 system displays a dialog box in which you can enter whether you want to delete just the element, or all the elements that are dependent on it as well.

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You can only delete an appraisal element completely if it has the status Not Released, and it is not being reused with the status Released. However, you can delete the element from its position in the catalog structure.If the element is reused and the element has the status Not Released in all systems, the SAP R/3 system deletes the element in all places that it is used. If you want to delete a criterion that is used in two criteria groups, the SAP R/3 system deletes the criterion in both criteria groups.If the element is reused and the element has the status Released in a different context, the system does not delete the element completely. Instead, the system simply deletes the element from the selected position in the catalog structure. In this way, the SAP R/3 system stores all deleted elements in the Unused Elements list. To access these elements, you can select the catalog structure header and select Unused Elements.RecommendationBefore you delete an appraisal element, we recommend that you perform a where-used check for all objects that permit this function. In this way, you can avoid deleting elements that you still want to use.

Unused elements

The SAP R/3 system collects all elements that are not used within the catalog structure and that the system could delete completely, and stores them in a list. You can access this list at any time to include the elements as existing elements in the catalog structure. To display the list, you can select the catalog-structure header and use the right mouse button to select Ununsed Elements.

Key on/off

This function is available to switch the technical key on or off. The standard setting switches the key off. To switch the key on, select the catalog structure header and use the right mouse button to select Settings -> Key On.If you want to switch the key off, select Settings -> Key Off.

Additional data on/off

This function is available for switching additional data on and off. The standard setting switches the additional data off. To switch the additional data on, select the catalog structure header and use the right mouse button to select Settings -> Additional Information On.If you want to switch the additional information off, select Settings -> Switch Off.

Specify User Settings

This function is available for specifying user settings within the appraisal catalog. To make the user settings, select the catalog structure header and use the right mouse button to select Settings -> User Settings.You can specify with which plan version you want to work and set the following indicators:

o Do Not Display Catalog Information

o Display Key

o Display Additional Data

The last two indicators enable you to set up the functions for Key On/Off and Additional Information On/Off .

Set Up Integration Between HR and SEM Systems158

Use

In this IMG activity you make settings that are necessary for integration between the HR and SEM systems in a split system landscape.

Activities

You set up integration using Application Link Enabling (ALE). For general notes on setting up ALE scenarios, see the Implementation Guide (IMG) for the SAP Web Application Server under Application Link Enabling.

The integration enables you to distribute the organizational structure, including organizational units, positions, and jobs, from your HR system to your SEM system. In addition, in the SEM system a central SAP business partner is created in the Employee role, in which an employee's personal data, for example enterprise address or personnel number, is managed.

Through integration, the SEM system can, for example, transfer the sum of the weighted scores from the personal score to the HR system as the result of an appraisal.

Note

For a detailed description of how to set up integration between the HR and SEM systems, see the SAP library for Strategic Enterprise Management (SEM) under Corporate Performance Monitor -> HR Integration.

Appraisal Systems

In this section, you will work through the steps required for setting up the Appraisal Systems component.

PreparationIn the preparatory phase, the basic conditions for the appraisal systems have to be specified by the appropriate persons. Basic conditions include:

o Appraisal procedure

o Appraisal type

o Form of appraisal

o Appraisal criteria

The above-mentioned basic conditions can be combined in different ways. Each different combination represents a separate appraisal model. If you want to weight criteria, you can specify this information in the appraisal model. NoteIf an appraisal system comprises several appraisal models, then these appraisal models (or sections of them, at least) must correspond (e.g. performance appraisal for salaried employees, and performance appraisal for hourly paid workers) if it is to be possible to compare the appraisals.

Edit Scales

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In this step, you define and change the proficiency scales that are used in the Personnel Development and Appraisal Systems components.

Edit Form of Appraisal

In this step, you define forms of appraisal. Each form of appraisal determines who appraises whom. In an appraisal system, it is essential that the relationship between appraisers and appraisees be defined unambiguously.Additionally, evaluation paths and selection criteria can be defined, by means of which a 'to-do' list for a group of objects (appraisers or appraisees) can be created.

Edit Appraisals Catalog

In this step, you create appraisal models. An appraisal model is a collection of criteria or qualifications (and, possibly, criteria groups) and is used as a copy template for creating an actual appraisal.

Define Permissible FunctionsIn this step, you specify which function modules are available in the component.

Assign Appraisal Model to Personnel Area/Personnel Subarea/ Employee Group/Employee Subgroup

In this step, you can assign an appraisal model to specific personnel areas/subareas and employee groups/subgroups.

Enhancements

This section contains activities for implementing business add-ins.

Edit Form of Appraisal

In this step, you define forms of appraisal.

A form of appraisal contains information on

The name of the appraisers and appraisees (or objects appraised)

Object types that are allowed as appraisers and appraisees (or objects appraised)

Evaluations paths to create to-do lists for groups of objects (optional)ExampleBy specifying an evaluation path, you can determine all the attendees of a business event, and prepare the appropriate business event appraisals.

When you create a form of appraisal to be used with the appraisal type anonymous individual appraisal or anonymous multisource appraisal, make sure that the role name of the appraisers does not reveal their identity.

The forms of appraisal are also taken into account in the workflow Approving and Following Up an Appraisal (WS 10000105). The form of appraisal linked to the appraisal model on which the appraisal is based determines whether or not the approval process is triggered for the appraisal. For more information, refer to the SAP Library (HR - Human Resources -> PA - Personnel Management -> Personnel Development -> Workflow Scenarios om Personnel Development (PA-PD) -> Approving and Following Up an Appraisal (PA-PD).

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Example 1

Form of appraisal Appraisers AppraiseesPersonnel appraisal Supervisors Employees

Possible Combinations

Appraisers AppraiseesP PUS PP USUS US

The settings in the example above would result in the following:

Appraisers and appraisees must be of the object type Person or User

Object selection for appraisers and appraisees is restricted to objects of the object types Person and User

In the appraisal, the appraisers are referred to as Supervisors, and the appraisees as Employees

NoteIf you select the object type User, the system proposes the current user as the appraiser when you create an appraisal.

Example 2

Form of appraisal Appraisers AppraiseesBusiness event appraisal Attendees Business event

Allowed combinations

Appraisers AppraiseesP EUS E

The settings in the example above would result in the following:

Appraisers must be of the object type Person or User, and appraisees of the object type Business event

Object selection for appraisers is restricted to objects of the object types Person and User , and to objects of the object type Business event for appraisees

In the appraisal, the appraisers are referred to as Attendees, and the appraised objects as Business events

'To-Do' Lists

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A 'to-do' list enables you to draw up a list of objects for which you need to prepare appraisals. You can decide whether you specify an

object that you want to appraise, and then look for suitable appraisers, or whether you specify an appraiser, and look for objects to appraise.

You can restrict the number of objects selected using the following criteria (and applies to all object types in the form of appraisal):

Evalution path

Selection ID

NoteSince the selection ID can theoretically contain an evaluation path, make sure that you have specified either an evaluation path or a selection ID. If you specify both by mistake, the system uses the selection ID.

For more information on evaluation paths, refer to the IMG step Maintain Evaluation Paths. For more information on selection IDs, refer to Selection IDs. For more information on 'to-do' lists, refer to the SAP Library (Human Resources -> Personnel Management -> Personnel Development -> Appraisal Systems -> Appraisal Creation -> Preparation of an Appraisal -> 'To-Do List Creation).

Prerequisites

You must have created the object types in question.

You must have created the appropriate relationships (see Maintain Relationships).

Activities

1. Choose Edit -> New entries in the Change View "HR-PD Form of Appraisal": Overview screen.The New Entries: Overview of Added Entries screen appears.2. In the Form of appraisal ID field, enter a unique numeric ID for the form of appraisal.3. In the Form of appraisal field, enter a name for the form of appraisal.4. In the Appraiser field, enter the name to be used for the appraisers on the appraisal (e.g. 'Supervisors'). 5. In the Appraisee field, enter the name to be used for the appraisees (or appraised objects) on the appraisal (e.g. 'Employees').6. Choose Enter.7. Select the form of appraisal, and choose -->Possible Combinations.The Change View "Possible Combinations (Form of Appraisal)": Overview screen appears.8. Choose Edit -> New entries.9. In the Appraiser field, enter the object types that are to be allowed as appraisers.10. In the Appraisee field, enter the object types that are to be allowed as appraisees.11. If required, specify an evaluation path or selection ID. Use the Evaluation path 1 or Selection ID 1 field to select appraisees for an appraiser, or the Evaluation path 2 or Selection ID 2 field to select appraisers for appraisees.12. Choose Enter.13. Save the form of appraisal.

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Edit Scales

In this step, you define and change the proficiency scales that are used in the Qualifications and Requirements and Appraisal Systems components.You define a scale by specifying a unique numeric identifier and a name for the scale. You will also have to define proficiencies for each scale.

There are two basic types of scale:

Quality scalesYou must define and name each individual proficiency for a quality scale. You can define up to 9999 proficiencies per scale, each with its own user-defined proficiency text, if you wish.Note In the Qualifications and Requirements component, the proficiency 0 cannot be used for rating qualifications or requirements.In the Appraisals Systems component, the proficiency 0 can be used. It should be used to mean "does not exist".

You can enter a text to describe the individual elements in a quality scale. These so-called proficiency descriptions are then passed on as defaults for every element in the qualifications catalog and appraisals catalog that is assigned to the scale in question.For more information, see:Edit Qualifications Catalog and Edit Appraisals Catalog.

Quantity scalesWhen you define a quantity scale, you specify its highest and lowest proficiency, the interval range, and the unit used for rating the proficiencies. When you define quantity scales, you can define quantities with 12 digits before the decimal point, and 3 after. You can use the proficiency 0. Quantity scales can be used in the Appraisal Systems component ONLY.

Example

Examples of quality scales

Proficiency (Proficiency text)

Language scale1 (Learned at school)2 (Basic working knowledge)3 (Good oral/written communication)4 (Fluent)5 (Native speaker)

3-point scale1 (1 point)2 (2 points)3 (3 points)

Yes/No scale (for qualifications1 (Yes)

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NoteA Yes/No scale needs only one proficiency since you only need to show that the qualification exists. If it does not exist (that is, if the person does not have the qualification in question), you simply do not enter any proficiency at all. If you want also to use the scale for appraisals, you must also create the proficiency 0 for No.

Examples of quantity scalesLowest proficiency Highest proficiency Interval range Unit

100% scale:

1       100 1 Percentage

Sales volume scale:

1 1 000 000 1 USD

Recommendation

When creating quality scales, bear the following recommendations in mind:

Try not to define any more than 20 proficiencies for a scale. The more proficiencies a scale has, the less meaningful it becomes.

Create at least one proficiency for each quality scale. Define the proficiency using a unique numeric identifier and a descriptive proficiency text. Ensure that all your scales are sorted in ascending order, that is, that the highest proficiency ID value is used for the highest/best proficiency (see examples). This will ensure that the suitability percentage is calculated correctly.

If a scale has the proficiency 0, this proficiency is displayed by the input help, but not in the Qualifications/Requirements component.

If quality scales are only to be used in the Appraisal Systems components, you can sort the proficiencies in either ascending or descending order. Since there is no technical way of telling whether scales are sorted in descending order or ascending order (or whether they were created for the Qualifications and Requirements or Appraisal Systms component), you should try to make this clear when you actually name your scales.

When changing scales bear the following recommendations in mind:Do not change scales that have already been used in appraisals, or been used to rate qualifications, since this might make your data inconsistent. Create a new scale instead.

Activities

1. Choose Edit ->New entries in the Change View "Scale": Overview screen.2. The New Entries: Overview of Added Entries screen appears.3. In the ID field, specify a numeric identifier.4. In the Scale field, enter a suitable name for the scale.5. Choose ENTER.6. Select the entry in question.

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7. Choose Proficiencies in the structure tree.The Determine Scale Type screen appears.

Creating a quality scale

1. Choose Quality scale.The Change View "Proficiencies on a Quality Scale": Overview screen appears.2. Choose Edit -> New entries.3. Enter your data as required.NoteWhen you create and change quality scales, please ensure that you start numbering your proficiencies with 1 (or 0), and that your proficiencies are numbered consecutively without any gaps.4. Choose ENTER.5. Save the scale.

Creating a quantity scale

1. Choose Quantity scale.The Change View "Proficiencies on a Quantity Scale": Overview screen appears.2. Choose Edit -> New entries.3. The screen New Entries: Overview of Added Entries appears.4. Enter your data as required.5. Choose ENTER.NoteIf you entered the value 0 in the Lowest proficiency field, this is not displayed in change mode.Save the scale.

Creating proficiency descriptions for quality scales

1. Select the scale in question.2. In the structure on the left, choose Proficiencies.The Change "Proficiencies" View: Overview screen appears.3. Select the proficiency for which you want to define a description.4. In the structure on the left, choose Proficiency descriptions.The Change "Proficiency Descriptions" View: Overview screen appears.5. Choose Edit -> New entries.The New Entries: Overview of Added Entries screen appears.6. In the column entitled Line, enter the proficiency description. If necessary, you can use several lines.7. In the column entitled Seq. number, number the lines in ascending order from 1 to n.8. Choose ENTER.9. Save your entries.

Translating a scale/proficiencies(proficiency descriptions.

1. Go to the object in question, and select it.2. Choose Edit -> Translation.The Choose Languages dialog box appears.3. Select the desired languages, and choose Continue.The dialog box Texts in Other Languages appears.4. Specify the corresponding translations in the Name of object column.5. Choose Continue.6. Save your translation.

Define Permissible Functions165

In this step of the IMG, you specify which function modules should be available in the Appraisal Systems component.

When you define appraisal elements, function modules are used for the following functions:

Calculation of results (for appraisal model, criteria group, criterion, and qualifications)

Further processing of subappraisals

Further processing of completed individual and overall appraisals

In addition to the function modules that come with the standard system, you can also use your own function modules. You assign these function modules to a specific use - this means that only the appropriate modules are available for each Customizing activity.

You must enter a name for each function module (you can translate this name into various languages).

Example

You want to include the criterion sales revenue in an appraisal model, and you want the value for this to be imported automatically from another system. You have programmed a function module of your own specifically for this purpose.Assign this function module to the use Result - Criterion. This will mean that, when you define the criterion Sales Revenue, this function module can be selected on the Result tab page (under the option More).

Standard settings

Never change or delete standard entries! Any changes you make to standard settings are system modifications!

Recommendation

You can use the following function modules as copy templates for creating your own function modules:

RHPA_APP_VALUE_PATTERN (Calculation - COPY TEMPLATE)

RHPA_APP_PROCESS_FINAL_PATTERN (Follow-up processing - COPY TEMPLATE)

RHPA_APP_PROCESS_PART_PATTERN (Processing of subappraisals - COPY TEMPLATE)

RHPQ_T77BX_INTERFACE_SAMPLE (Copy template for further processing with individual development plan)

Activities

1. On the Change View "Functions": Overview screen, choose Edit -> New entries.The New Entries: Overview of Added.2. Select an area of use.

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3. Enter the function module.4. Enter a name for the function module.5. Choose Enter.6. Save this new entry.

Edit Appraisals Catalog

In this step, you define and edit appraisal models . The appraisal model catalog contains appraisal models that can be copied to create actual appraisals.

NoteFor further information on the effects that appraisal model catalog settings can have on the appraisal creation process, please refer to the SAP Library ( Human Resources -> Personnel Management -> Personnel Development -> Appraisal Systems).

The Appraisal Systems component enables you to map all kinds of analytical appraisal procedures in your system.

An appraisal model is a collection of criteria or qualifications (and, possibly, criteria groups), and is copied to create an actual appraisal. The following information is stored at the appraisal model level:

o Form of appraisal

o Appraisal type

o The type of numbering used for appraisal elements when an actual appraisal is generated ( Standard, None, Other)

o Layout (description, note lines and display as checkboxes) for displaying appraisals in HTML format.NoteThese settings do not apply to the conventional display of appraisals, nor do they affect the formatting options available for appraisal comparisons, lists, and so on, in any way!

o Field for appraiser (only for anonymous individual appraisals) when carrying out appraisals in HTML format

o Processing (follow-up activities, processing of subappraisals, and further processing of an appraisal)

o The functions specified in the step Define Permissible Functions are the functions that are available for follow-up and further processing.Two function modules are provided which transfer the appraisal results to Compensation Management, and transfer the appraisal results of qualifications to the qualifications subprofile of the object to be appraised.Further processing of subappraisals only really applies to the appraisal type (anonymous) multisource appraisal . The following function modules are provided to automatically generate overall appraisals: Determine overall result by average and Transfer overall result from last subappraisal (takes the result of the last appraisal held - the appraisal by the employee's supervisor, for

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example - and uses this as the overall result).The further processing flag for appraisals determines which further processing options are allowed for archived (completed, rejected, approved) appraisals.NotePlease bear the following point in mind if you want to use the follow-up processing workflow (WS 01000105):- The further processing modules that the workflow is to executein follow-up processing must be selected for the correspondingappraisal models- It must be possible to reset the status to In processif necessaryFor more information on the workflow, refer to the SAP Library( HR - Human Resources -> PA - Personnel Management -> Personnel Development -> Workflow Scenarios in Personnel Development (PA-PD) -> Approve and Follow Up Appraisal).

o Restriction to one appraisal per period to be appraised (see Flag: Only One Appraisal Allowed)

o Scale for results (quality scale - including proficiency 0, quantity scale)

o Input options for appraisal results (optional entry field, required entry field, no entries)

o Calculation methods for appraisal results (manual, total, average, percentage, user-specific )

o Whether notes can be stored

Criteria groups are used to structure appraisal models logically. The use of criteria groups is optional - they can only be assigned directly beneath the appraisal model and cannot contain further criteria groups. Criteria groups can be rated. The following information can be stored at the criteria group level:

o Scale for results (see above)

o Input options for results (see above)

o Calculation methods for results (see above)

o Whether notes can be stored

Criteria are the individual characteristics that are to be rated during the appraisal. A criterion can be assigned beneath either an appraisal model, a criteria group, or a qualification, but not beneath another criterion. The following information can be stored at the criterion level:

o Scale for results (see above)

o Input options for results (see above)

o Calculation methods for results (none, user-specific)

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o Whether notes can be stored

Within a form of appraisal, you can use qualifications instead of criteria groups as appraisal elements (for possible structures, see below). You can use all the qualifications in the qualification catalog for this purpose. You can transfer the appraisal results for qualifications into the profile of the person appraised as a follow-up activity (see below). The following information is stored at the qualifications level:

o Scale for results (inherited from the qualification group - cannot be changed in the appraisals catalog)

o Input options for results (see above)

o Calculation methods for resultsThe function module Transfer Qualification Proficiency is also available for qualifications - this module takes the proficiency from the qualifications profile of the appraisee.

o Whether notes can be stored

Remember:o You can insert qualifications into an appraisal model only via the function Insert

existing appraisal element (see below).

o You can process qualifications only in the qualifications catalog. (Exception: tab page Result; see below).

o The settings on the Additional data tab page are of no significance to the appraisal model.

CautionIn the following situations, you might encounter problems calculating results:

o If the Total, Average or Percentage calculation method has been selected for a criteria group or qualification, but this criteria group or qualification has no lower-level appraisal elements

o If the calculation method Other has been selected for an appraisal element, and the function module in question does not return a result

In both these cases, if you entered a rating manually, this rating will be overwritten by the value 0 when the appraisal results are recalculated.

You can nest the appraisal elements within an appraisal model as follows:Appraisal modelCriterionQualificationCriteria groupCriterionQualificationCriterionCriteria group

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QualificationCriteria groupQualificationCriterion

You can specify a weighting and a sort sequence for every criterion and criteria group.

On the Proficiencies tab page, you can enter a user-definable text for the proficiencies of the scales used (applies only to quality scales).

The proficiency descriptions of the scale in question are proposed as defaults (if there are any). You can overwrite these defaults as required.In the case of qualifications , the proficiency descriptions of the corresponding qualification group are defaulted (if there are any); otherwise, the proficiency descriptions of the corresponding scale are defaulted (once again, if there are any). The proficiency descriptions of qualifications must be edited in the qualifications catalog.

A translation function is also available so that you can use the appraisal models in your catalog in various languages.

When you create catalog entries, you can either create brand new entries (appraisal models, criteria groups, criteria), or base them on an existing entry (criteria groups, criteria, and qualifications). If you select an existing entry, a new object is not created (instead, the existing object is used several times). This means that if you change its attributes, this will affect all occurrences of the object. You can find out where, and how often, an appraisal element is used by generating a where-used list.NoteAppraisals can only be compared with each other if they share the same appraisal model, or if at least the first of their appraisal elements (as per the appraisal model) correspond. In the latter case, as many criteria groups and criteria as possible (and the sequence in which they appear) have to correspond so that the appraisals can be compared constructively and the results interpreted.

If a criterion is deleted from an appraisal model, it is displayed under the node Entries not used . To delete an entry entirely from the catalog, you must delete it once again from here.

Caution Please note the following when deleting objects from the appraisals catalog:

If you delete a criterion from a criteria group that is used elsewhere, all occurences of this criterion will be deleted (even where the criteria is used elsewhere)! For this reason, please always generate a where-used list before you delete a criterion!

You can delete an appraisal element from the appraisals catalog only if you are no longer using it. If possible, please generate a where-used list using the reporting function for appraisals, and delete the appraisals first.

If you do not select a scale for an appraisal element, you cannot specify a calculation method. This ensures that each result can be interpreted using the appropriate scale.

A preview function is available to let you view the layout of an actual appraisal. You can enter results and calculation methods in this preview. However, you cannot save the preview, or create any notes for it.

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NoteIf you set the flag Without note for an appraisal element, you cannot print any note lines on appraisal sheets.

NoteIf you create an appraisal model with the appraisal type anonymous individual appraisal or anonymous multisource appraisal, please ensure that the role name in the form of appraisal does not reveal the identity of the appraiser.

Example

Example of an appraisal modelCatalogPersonnel appraisal (appraisal model)Work-related skills (criteria group)Quality of work (criterion)Ability to cope with stress (criterion)Specialist knowledge (criterion)Management skills (criteria group)Delegation (criterion)Objectivity (criterion)

Example of an appraisalYour company wants to introduce annual personnel reviews. In each case, a supervisor is to appraise an employee. Further appraisal details include:

Five criteria are to be rated. These 5 criteria are subdivided into 2 criteria groups.

All appraisal elements are to be rated on a scale of 1 to 10, and every criterion must be given a rating.

The average of the results of the criteria groups and the appraisal model is calculated; these results cannot be changed.

Notes should be created for all appraisal elements.

The various appraisal elements are to be numbered sequentially using Arabic numerals.

All appraisal elements have the same weighting, and are sorted alphabetically.

To do this, make the following settings for the appraisal elements in question:

Appraisal model

Tab page Appraisal modelObject name: Personnel appraisalForm of appraisal: Personnel appraisal (see stepEdit form of appraisal)Appraisal type: Individual appraisal

Tab page Additonal dataNumbering: Standard

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Tab page ResultScale: 10-points scaleInput: No entryCalculation: Average

Criteria groups

Tab page Criteria groupObject name: e.g. Work-related skills

Tab page ResultScale: 10-points scaleInput: No entryCalculation: Average

Criteria

Tab page CriterionObject name: e.g. Quality of work

Tab page ResultScale: 10-points scaleInput: Required entriedCalculation: Manual

Example of preview of appraisal

Name Weighting Rating R.text NotePersonnel appraisal 1 = $ x1.Work-related skills 1 = $ x1.1.Quality of work 1 ? $ x1.2.Stress management 1 ? $ x1.3.Specialist knowledge 1 ? $ x2.Management skills 1 = $ x2.1.Delegation 1 ? $ x2.2.Objektivity 1 ? $ x

Legend? Required entry, field is ready for input= Result is calculated, field is not ready for input$ Field not ready for entry, to be filled automatically x Note can be created

Standard settings

Proficiencies

The proficiency descriptions are derived from the scale or qualification group.

Further processing

Deleting and resetting status to In process not allowed.

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Sorting and weighting

Entries are sorted alphabetically

The weighting is 1.

Standard further processing modules:

Transfer qualifications

Adjust remuneration

NoteYou must define a matrix guideline if you want to use the 'Adjust remuneration' module. See Define Guidelines and Define Matrix Guidelines.

Standard modules for processing subappraisals:

Determine overall result by average

Transfer overall result from last subappraisal

Activities

Before you perform any of the following activities, you must specify a date as of which the changes are valid.

1. Choose Settings -> Set period... in the Catalog: Change Appraisal Model screen.2. In the Key date field, enter a date, and choose Continue.NoteThe validity end date for the catalog is always 12/31/9999.The Catalog: Change Appraisal Model screen appears.

Overview of the activities you can perform:

Create new appraisal model

Create new criteria group

Insert existing appraisal element

Change entry

Translate entry

Translate description

Create/change proficiency descriptions for object

Translate proficiency description

Change weighting and sort sequence173

Create new appraisal model

1. Position your cursor on the line Catalog.2. Choose Entry -> Insert -> New appraisal element.The Create Appraisal Model screen appears.3. On the various tab pages, enter your data as required.

NoteOn the Result tab page, select a scale and choose Enter. The Calculation box will then be ready for input.

4. Save the appraisal model.5. If you want to create further appraisal models, choose Create new entry. Otherwise, choose Continue.

Create new criteria group

1. Position the cursor on an appraisal model.2. Choose Entry -> Insert -> New appraisal element.The Create dialog box appears.3. Position your cursor on the line Criteria group, and choose Transfer.The Create Criteria group dialog box appears.4. On the various tab pages, enter your data as required.

NoteOn the Result tab page, select a scale and choose Enter. The Calculation box will then be ready for input.

5. Save the criteria group.6. If you want to create further criteria groups, choose Create new entry. Otherwise, choose Continue.

Create new criterion

1. Position the cursor on an appraisal model, a criteria group, or a qualification.2. Choose Entry -> Insert -> New appraisal element.The Create Criterion dialog box appears.3. On the various tab pages, enter your data as required.

NoteOn the Result tab page, select a scale and choose Enter. The Calculation box will then be ready for input.

4. Save the criterion.5. If you want to create further criteria, choose Create new entry. Otherwise, choose Continue.

Insert existing appraisal element

1. Position your cursor on the appraisal model or criteria group beneath which you want to insert the existing entry.2. Choose Entry -> Insert -> Existing appraisal element.The Create dialog box appears.3. Position your cursor on the appraisal element you want, and choose Transfer.The Select Target Objects or Select Qualifications dialog box appears.4. Select the entry you require, and choose Continue.

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The Catalog: Change Appraisal Model screen appears again. The existing entry has been inserted. The attributes of this entry apply to all its occurrences.

Change entry

1. Position your cursor on the entry you want to change.2. Choose Entry -> Choose.The Change Entry dialog box appears.3. Make your changes as required.NoteIf you change an appraisal element, the changes do not affect the appraisals that are in the preparation phase.4. Save your changes.

Translate entry

1. Select the entries you want to translate.2. Choose Entry -> Translate -> Text.The Translation: Text dialog box appears.3. Select one or more languages, and choose Transfer.The Translation: Entry dialog box appears.4. Select a target language.5. Enter the translation in the Translation (<Target language>) column.6. Save the translations.7. Choose Continue.

Translate description

1. Select the entry whose description you want to translate.2. Choose Entry -> Translate -> Description.The Translation: Description dialog box appears.3. Select a target language.4. Enter the translation.5. Save the translation.6. Choose Continue.

Creating/Changing Proficiency Descriptions for an Object

1. Open up the entry in question by double-clicking it.2. Choose the Proficiencies tab page.In the standard system, the Default flag is activated. This means that any existing proficiency descriptions for the scale (or, in the case of qualifications, the qualification group, if applicable) are defaulted automatically.3. To overwite the defaults, deactivate the Default flag.NoteIf you change the defaulted proficiency descriptions for an object, you should always do this (from the object) for all of the proficiencies of the scale.4. Select the proficiency for which you want to create a description.5. Enter the description.6. Save your changes.

Translate proficiency description

1. Select the entry whose proficiency description you want to translate.2. Choose Entry -> Translate -> Proficiency Description.The Translation: Description dialog box appears.3. Select a target language.

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4. Select the proficiency whose description you want to translate, and enter your translation.5. Save the translations.6. Repeat the procedure for further proficiencies.7. Choose Continue.

Change sorting and weighting

1. Select an appraisal model, an appraisal group, or a qualification, and choose Entry -> Sorting and weighting .The Change Sorting and Weighting dialog box appears.2. In the relevant columns, change the sorting or weighting.3. Save the changes.

Assigning Appraisal Models to Personnel (Sub)Areas/Employee

In this step, you can assign an appraisal model to specific personnel areas/subareas and employee groups/subgroups via the personnel subarea grouping and the employee subgroup grouping. This makes it possible to restrict the choice of appraisal models available for specific groups of people.

When appraisal data from infotype 0025 (Appraisals) is converted, relevant information is copied from Personnel Administration. See Group Personnel Areas for Appraisals and Group Employee Subgroups for Appraisals.

Example

You can restrict the use of appraisal models to specific pay scale areas by configuring the personnel areas/subareas by pay scale area. If an appraisal is then prepared for an employee, the appropriate appraisal model is selected automatically.

Activities

1. Choose Edit -> New entries.The screen New Entries: Overview of Added Entries appears.2. Enter the ID of a personnel subarea grouping and an employee subgroup grouping.3. Enter the ID of an appraisal model.4. Choose Enter.5. Save your entries.

Define Profile View

In this step, you define the information (headers and subprofiles) and menu options that can be displayed in the profile of an object type. By using different views for different components, you can specify what information is actually shown.

Redefining profile views consists of several steps:

First, you define the header available for each object type, and the subprofiles that are generally available. These settings apply to all profile views and only have to be defined once.

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You then create profile views for various components (for example, Personnel Development, Compensation Management), and assign a report to control the menu options.

NoteThe standard settings in the View field should not be changed, since they control how the profile view for a component is called.

Now specify the object types affected, and the headers and subprofiles to be displayed for each of the views you have created.

NoteThe system comes with a wide range of standard entries. You can simply tailor these to your individual requirements - you do not usually need to define new profile views (see the Section entitled Standard Settings.

Header data and subprofile functions

You can create a number of profiles (up to 99) for each object type.

You can assign a unique header to each object type profile by specifying a report and screen number (or a standard header).

Each profile and subprofile of an object type has a unique numeric ID and a descriptive text. The description of the subprofile is displayed in the application together with the icon (see below) on the corresponding tab page.

In addition to the description, you can specify an icon to identify each subprofile of an object type.

You can assign each subprofile a screen of its own and determine the fields you want to have on this screen.

You can access the subprofile screen from a whole range of reports.

Profile view functions

You can define different profile views and menu options for different components.

You can create a maximum of 20 subprofiles for each object type profile.

You can define the sequence in which the subprofiles are displayed.

By flagging the appropriate field, you can hide subprofiles so that they do not appear in the profile view.

Example

Profile view Object type SubprofilesPD (Pers. Development) P - Qualifications

- PotentialsCP (Compensation Mgt) P - Salary data

- Organizational Data

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Requirements

All reports and screens you plan to use for profile views, subprofiles, and menu options must exist.

The object types for which you want to define profile views, and which you intend to use in subprofiles, must exist. For more information, see "Maintain Object Types".

The necessary infotypes must exist.

The number of relationships available will determine how many subprofiles can be used practically. For more information, see Maintain Relationships.

Standard settings

Headers are defined for the following object types:

Object Type Description Report ScreenA Work Center SAPLRHPP 2100AP Applicant SAPLRHPP 2020C Job SAPLRHPP 2000H External Person SAPLRHPP 2000KA Capacity SAPLRHPP 2000P (No. 1) Person SAPLRHPP 2010 (02)P (No. 2) Person SAPLRHPP 2010 (00)PT Partner SAPLRHPP 2000QP Requirements Profile (Logistics) SAPLRHPP 2000S Position SAPLRHPP 2030SR Staffing Requirements SAPLRHPP 2000T Task SAPLRHPP 2000U Company SAPLRHPP 2000US User SAPLRHPP 2000

The following subprofiles are available:

Description Report ScreenQualifications SAPLRHPP 2100Potentials SAPLRHPP 2200Preferences SAPLRHPP 2300Dislikes SAPLRHPP 2400Appraisals where appraisee SAPLRHPA_SHOW 8000Appraisals where appraiser SAPLRHPA_SHOW 8100Requirements SAPLRHPP 3100Individual Development SAPLRHPQ_SHOW 3300Development Plan History RHPE_DPLANHISTORY 4000Organizational Data SAPLHRCMP00ADMIN 2030Salary Data SAPLHRCMP00ADMIN 2040Historical record change SAPLHRCMP00ADMIN 2070Job Data SAPLHRCMP00ADMIN 2060Appraisal (infotype 0025) SAPLHRCMP00ADMIN 2050

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Appraisals to be edited SAPLRHPA_WWW 1100Appraisals where appraiser SAPLRHPA_WWW 1300Appraisals where appraisee SAPLRHPA_WWW 1200

NoteYou can use the following standard screens to display qualifications or requirements together with the qualification group:

Qualifications (with qualifications group) 2101Qualifications (with qualifications group and last change) 2102Requirements (with qualifications group) 3101

There are profile views for the following components:

o CP -Compensation Management

o PD -Personnel Development

o AE -Appraisals - Employee

o AM -Appraisals - ManagerThese views contain the assignments to the headers and subprofiles relevant to the component in question.

The menu options are assigned to the profile views via a report. The standard entries are:

o ' ' for profile views CP, AE and AM

o SAPLRHPP for profile view PD

The reports SAPLRHPP, SAPLRHPA_SHOW, and the function group SAPLHRCMP00ADMIN are used to call up the screens in the standard system.

Recommendation

Please do not delete entries for views, headers, and subprofiles in the standard system - simply tailor the standard entries to your individual requirements.

Please create any new reports and screens in the customer name range.

Activities

Overview of Activities

Adapt standard entries

Define new profile views

Adapt standard entries

1. Delete header assignment

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a) If you do not want to display a profile in a profile view for an object, select the view in question in the Change View "PA-PD: Profile View": Overview screen, and choose Header assignment in the hierarchy.The Change View "PA-PD: Profile View/Header Assignment": Overview screen appears.b) Delete the relevant entry and save the settings.NoteYou create new header assignments as described in the section Define new profile views (see below).

2. Change subprofile assignment and sort sequencea) If you do not want to display a subprofile for an object type, you can hide the subprofile in question. Select the view you want to hide in the Change View "PA-PD: Profile View": Overview screen, and choose Subprofile Assignment in the hierarchy.The Select Work Area dialog box appears.b) Enter your data, and choose Transfer.The screen Change View "PA-PD: Profile View/Header/Subprofile Assignment": Overview appears.c) Deselect the Active flag for the relevant subprofile.d) If necessary, change the order of the subprofiles in the Sort sequence field.e) Save the subprofile assignment.NoteYou create new subprofile assignments as described in the section Define new profile views (see below).

Define new profile views

1. Define headera) Choose Header in the hierarchy of the Change View "PA-PD: Profile Maintenance/View": Overview screen.The Change View "PA-PD: Profile/Header": Overview screen appears.b) Choose Edit -> New entries.The New Entries: Overview of Added Entries screen appears.c) Enter the required data, and choose Enter.NotesIf you want to define more than one header for each object type, the ID in the Number field must be unique.If you do not specify a report in the Report name field, the system will use standard report SAPLRHPP.d) Save the header data.

2. Define subprofilesa) Choose Subprofiles in the hierarchy of the Change View "PA-PD Profile Maintenance/View": Overview screen.The Change View "PA-PD: Profile/Subprofiles": Overview screen appears.b) Choose Edit -> New entries.The New Entries: Overview of Added Entries screen appears.c) Enter the required data, and choose Enter.d) Save the subprofiles.

3. Define viewsa) Choose the level View in the Navigation frame of theChange View "HR-PE Profile Maintenance/View": Overview screen.The Change View "PA-PD Profile/View": Overview screen appears.b) Choose Edit -> New entries.The New Entries: Overview of Added Entries screen appears.c) Enter the required data and choose Enter.

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d) Save the profile views.4. Assign header

a) Choose the level Header assignment in the Navigation frame of the Change View "HR-PD: Profile Maintenance/View": Overview screen.The Change View "Profile View/Header Assignment": Overview screen appears.b) Choose Edit -> New entries.The New Entries: Overview of Added Entries screen appears.c) Enter the required data and choose Enter.d) Save the header assignment.

5. Assign subprofilesa) Select the Subprofile assignment node in the Navigation frame of the Change View "HR-PD: Profile Maintenance View": Overview screen.The Select Work Area dialog box appears.b) Enter the required data, and choose Transfer.The Change View "PA-PD: "PA-PD: Profile View/Header/Subprofile Assignment": Overview screen appears c) Choose Edit -> New entries.The New Entries: Overview of Added Entries screen appears.d) Enter the required data and choose Enter.e) Enter the sort sequence and set the Active flag.f) Save the subprofile assignment.

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