PAYROLL:

EVERYTHING IS BASED ON Wage types

When it comes to Gross Payroll, you have to confiugre
Basic Pay
Recurring Payments & Deductions
Additional Payments
Off-Cycle Payments
And all this 4 categories are covered through infotype 8, 14, 15, 267

Personnel Area: Usually associated with company code and Sub Personnel area with work conditions
(Regular employees, School Year Based employees, Regions, Daily Working Hours, etc...)

BAPI BAPI_ORGUNITEXT_DATA_GET to get Position/Employee Hieararchy

WAGE TYPE -T

Queries in Payroll:

1) Monthly/Quaterly/Yearly wage types(Employee group/sub group/Costcenter/Controlling

Area/Personnal Area/Sub Area)
2) Wage type comparision/Overview
3) Comparision between years
4) Overtime rate and costs
5) Illness rate and costs
6) Posting documents(g/l account/document number/item/company code)
7) Auditing document(employee/org unit/personnel area)

Datasources:

1) Payroll Transaction data: 0HR_PY_1 -reads from PCL2

2) Posting documents: 0HR_PY_PP_2(PPOIX and PPOPX)
3) Auditing:0HR_PY_PP_1

Success Factors Reporting:

1) Competency assessment trend(For Supervisors to see if Competency rating of employees has
improved or declined)
2) Competency profile status report(when the competency profile was assigned and if the user has
completed competency profile or not)
3) Employee and Supervisor Gap Data report(The Employee/Supervisor Gap report returns the users whose
self rating was significantly different from their supervisor's rating.)
4) Employee ready for promotion report(The Employees Ready for Promotion report returns employees who
have been marked as ready for promotion (as of the most recent review) and their readiness rating, which is a
value assigned to how or when the employee is ready to be promoted in CSV format)
5) Learning Calender Report
6) Enrollment Status Reprt.

SAP BW is linked with Successfactors using BO(From 4.1) Adaptor using SuccessFactors API
(SFAPI)

how great would it be to understand the characteristics of people being successful in a

certain role (combine performance with raw talent) and when hiring looking for people with
the same? Or uncovering a correlation between people having certain employers in their CV
and success in a certain role but not in another? Or the finding that certain activities of
employees on certain social media platforms correlate to a higher risk of retention problems
so you can proactively manage your high potentials / performers?

Time Management
Illness
Overtime
Actual vs planned

Personnel Administration
New hires
Head count
Leavers
Diversity
Age

Benefits

Apriori-apprioori

Association algorithm: Put simply, the apriori principle states that if an itemset is
infrequent, then all its subsets must also be infrequent

Support, Confidence and Lift