SAP HCM Interview Questions

SAP HCM Interview Questions

List The Various Components Of The Enterprise Structure In Systems, Applications,
And Products (SAP) In Human Capital Management (HCM)?
The components of the enterprise structure in SAP HCM are given as follows:

1. Client154724
2. Company code
3. Personnel area
4. Personnel subarea

What Is Client In The SAP System?

In the SAP R/3 (R stands for Real-time) system, a client is an organization and a legal entity.
A client is positioned at the highest level among all the organizational units. It contains the
master data of various business processes, such as customers, products, and vendors. A
three-digit number is used to represent clients in the SAP R/3 system.
What Is Company Code?
A company code is a unique four-character alphanumeric code that represents a legally
independent enterprise.
What Is Personnel Area?
A personnel area is a subunit of company code. It is identified as an organizational unit
representing an area in an enterprise, which is organized according to personnel
administration, time management, and payroll accounting criteria. It is represented as a four-
character alphanumeric code. For example, the personnel area code for a corporation is
CORP.
What Are Personnel Subareas?
A personnel subarea is a part of personnel area, which can be subdivided according to the
geographical location or the strategic line of business. It is represented as a four-character
alphanumeric code. For example, if the branches or locations of an organization are defined
as personnel area, then its departments, such as HR and ADMIN, are the personnel subareas
of the organization.
What Is SAP HCM Workflow?
The SAP HCM Workflow automates business processes and assigns tasks to appropriate
person at the right time.
What Do You Mean By Infotypes In SAP HCM?
Infotypes are referred to as system-controlled characteristics of employees. Information
related to employee is stored in the form of Infotypes,
 which are represented by a four-digit numeric code given as follows:

1. 0000 for actions

2. 0001 for organizational assignment
3. 0002 for personal data
4. 0003 for payroll status

What Are Features In SAP HCM?

Features are decision trees customized in the Implementation Guide (IMG) screen in SAP
HCM that are made up of technical fields whose values are defaulted in the easy access.
How Do You Hire A New Employee?
A new employee is hired with the PA40 transaction code. After that, all the Infotypes are
maintained for the employee by using the PA30 transaction code.
What are the three administrators ?
The three administrators are :

1. Personnel Administrator
2. Payroll Administrator
3. Time Administrator

How does any company use an organizational plan?

The company organization structure and reporting structure is represented through the
organization plan. The active plan version is the current plan version and the other plan
versions are considered as various planning Stages. Used for manpower planning. Normally
plan version"01" is always made the active plan version.
What is an evaluation path?
An evaluation path describes a chain of relationships that exists between individual
organizational objects in the organizational plan.
You can maintain evaluation paths on img -> Personnel Management ->Organization
Management-> Basic Settings-> Maintain Evaluation Paths .
What is the difference between a job and a position?
Job is not concrete, it is is generic.(Eg: Manager, Assistant Manager, Consultant). Positions
are related to persons .Position is concrete and specific which are occupied by Persons. (Eg:
Manager – Finance , Consultant – SAP HR).
What are Dynamic Actions? Give few examples?
Dynamic actions when triggered by the system. They are result of some personnel action. If
changes are made (personnel action) to the personnel data of an info type, then has an effect
on the data of a second info type, the system automatically displays the info type. One of the
main purposes of the dynamic action (of the system) is to have a consistent and coherent
data. These actions are started automatically by the system, unlike the Personnel actions
which you start by yourself. The best example is when an action is carried out like hiring; it
needs to populate a set of info types. In the initial entry of details in info type 0000 is personnel
 action. Then the system automatically displays next info types- which are result of dynamic
action.

What is the difference between Indian and US Payroll?

Does each of them have their own ITs and the taxation differs? Yes, since the Benefits which
are more important in US. In US unemployment tax will come. Garnishments will come,
Residence taxation, Work tax and others.
How can we evaluate wage types indirectly ?
You must define the characteristics of the wage-type to be evaluated indirectly. To do this,
go to the IMG under Payroll *: Reimbursements, Allowances and Perks ® Maintain Wage
Type Characteristics.
In this activity, if the wage type has to be Indirectly Evaluated, you must first assign INVAL in
the Indirect eval.module field.
Then, you must assign the Module variant(A,B,C,D) for the wage type.Now when you
populate the Basic Pay infotype (0008), the configured wage types will get defaulted, and
those wage types configured for INVAL will also have their amounts defaulted.
What ways are there to perform pay scale reassignment ?
You can reassign pay scale to any position through position maintenance(PO13). Go to
change planned compensation and reassign the pay scale to the desired position.

 Simple and extended pay increases

 Simple Standard Pay Increase

 Go to reporting. In the Program field enter report RPU51000.

 The selection screen for the report is displayed.

In the Pay Scale Group, Pay Scale Level and Wage Type fields, enter the employees who
should receive a standard pay increase. Enter the date from which the Customizing settings
should be changed. In the Increase and Rounding sections, enter the necessary data, for
example, an increasing amount or an increase percentage rate.
The amount of the indirectly valuated wage types is adjusted according to the data in the
Customizing settings. No new infotype records have been created in the Basic Pay infotype
(0008).
Extended Standard Pay Increase
In the Program field enter report RPITRF00.In the Selection section, enter the selection
criteria you want to use to effect an extended standard pay increase.
Choose Batch Input.
 If you do not select Batch Input, the pay scale reclassification will only be simulated. A results
log is displayed, that you can evaluate as required.If necessary, enter the pay scale structure
for which you want to effect a standard pay increase.
Process the batch input session.
The payments for the selected employees have been adjusted in accordance with the data
specified in Customizing. New infotype records have been created in the Basic Pay infotype
(0008).
What is the employee subgroup grouping for primary wage types used for?
You can use these groupings to specify which wage types may be entered for which
employee subgroups.
Through which T-Code you are able to create a remuneration statement?
PC00_Mxx_CEDT (xx - denotes the molga for a country)
How can you define default wage types for the Basic Pay Infotype?
The system can suggest a default wage type for basic pay (IT0008), to do this appropriate
wage type must be included in a wage type model. Here you define the default wage types
and the sequence how they should appear in the infotype Basic Pay and whether you can
overwrite the defaulted wage type or not.
Personnel Management -> Personnel Administration -> Payroll data -> Basic Pay ->
Wage Type ->
Revise Default Wage Types
After setting wage type model, LGMST feature needs to be defined. Feature LGMST has two
return values: firstly, the maximum number of wage types that can be entered in the Basic
Pay infotype (IT0008), and secondly, the wage type model the system is to use, which was
defined above.
To access feature LGMST use following SPRO path or transaction PE03.
SPRO: Personnel Management -> Personnel Administration -> Payroll data -> Basic
Pay -> Wage Type -> Enterprise Structure for Wage Type Model
In which feature, default wage type is defined for Basic Pay Infotype?
LGMST
How does the system know when to trigger retroactive accounting for a particular
employee?
Retroactive accounting recognition consists of four steps:

 If you edit an infotype that is relevant to retroactive accounting, the system enters the start date of
the changed infotype record in the following fields of infotype 0003 Payroll Status:

 Earliest MD change (earliest master data change since last payroll run)
  MD chng.bonus (earliest payroll-relevant master data change (bonus)). This field is only
displayed for specific country groupings, it is not displayed for all personnel numbers.

 During the next regular payroll run or correction run (off-cycle payroll type B), the system determines
whether the date in the Earliest MD change and (if applicable) MD chng.bonus fields comes before
the date in the Accounted to field.

 If this is the case, the system performs retroactive accounting. It starts with the payroll period in
which the date entered in the Earliest MD change and MD chng.bonus fields occurs. The system
recalculates all payroll periods that lie between the date in the Earliest MD change and MD
chng.bonus fields and the date in the Accounted to field.

 The system deletes the date in the Earliest MD change and MD chng.bonus fields
What activities are possible when the payroll control record is set to “Released for
Payroll”?
If you choose the function Release Payroll from the menu, you are prevented from changing
infotype data records if such changes affect the past or present. This lock applies to the
personnel numbers included in the payroll area concerned. Changes that affect the future are
still permitted. You must execute this function in the menu before starting the payroll. If the
status of the payroll control record was previously Exit Payroll, the Release Payroll function
also has the effect of increasing the period in the payroll control record by 1.
Can a posting run be deleted?
Yes It can be reversed before the Bank transfer.Once the transfer is done the payments need
to be adjusted in the next payments.
Difference between PCR and CAP?
Difference between PCR and CAP is mentioned below:
PCR - The Personnel Calculation rule allows how one wage type is to be processed in
different ways in payroll accounting.
CAP - CAP is Collective Agreement Provision based on which the different groups of
Employees are eligible for different kinds of pay scale structures and benefits and so on. CAP
is based on the following components :

1. Pay scale type

2. Pay scale area
3. Employee subgroup grouping for CAP
4. Pay Scale Group and Pay Scale Level

An employee subgroup grouping for collective agreement provisions combines subgroups

which are governed by the same valid collective agreement provisions. A provision is a
specific labor law regulation within the collective agreement.
Naming convention for wage types
 The following naming conventions are used for wage types:

 /0** – valuation bases

 /1** – cumulation of gross amount

 /2** – averages

 /3** – country-specific, usually for social insurance

 /4** – country-specific, usually for tax

 /5** – legal net

 /7** – wage/salary plus ER shares

 /8** – factoring

 /84* – cost accounting

 /A** – outgoing wage types in retroactive accounting period

 /Z** – incoming wage types from the previous period

Do you know in OM -> copy plan version?
To copy plan version use the Tcode: RE_RHCOPL00.
This report is only for copying objects from one plan version to another plan version to keep
updated structures Always only one plan version would be active which is current. This report
does not help to copy any master data.
Can a posting run be deleted?
Yes, It can be reversed before the Bank transfer. Once the transfer is done the payments
need to be adjusted in the next payments.
What activities are possible when the payroll control record is set to "Released for
Payroll "?
When you set the status to Released for payroll you cant make any change to master data.
Its actually released for payroll.
Is it possible to branch directly from the payroll log to master data and time data
maintenance
Yes, you can go in separate sessions.

Payroll Results
How do you post the payroll results to FICO? I created one symbolic account and
assigned the same to Salaries GL Account and then completed the other configuration
steps needed to complete the procedure.
However, when I tried to run the simulation for posting to FICO, I got the message
“Document is not generated”.
If you have selected “Output Log” at the beginning of your configuration procedure, it will tell
you at the bottom part what went wrong.
Deduction Wage Type
We have a deduction wage type displayed in the window of our pay slip that shows a
negative value.This causes problems and we have tried several measures to correct
this including conversion rule 16 for our wage type in the same window but so far,
without any success. How can we correct or delete the negative sign?
You can review OSS Note 406977.
This is a collective note of issues with RPCEDTx0 with examples of problems and solutions.

Payroll Simulation
How do I correct the payroll simulation entry and check the correctness of our master
data? What if one hundred employees get rejected due to error 167-process health
plans? What does the following error mean: “No entry for plan DENT/cost variant.
FMDN/key////x00000000000000” ?
You should check for the cost element associated and the validity of cost rule for this plan.
To do this, check your configuration under Benefits>Plans>Health Plans>Define cost variant
and define cost rules.

Payroll Simulation
Why is the system not picking up the values changed this month by default during
payroll simulation? However, when I tried last month’s retro date, it picks up correctly.
How can this issue be corrected?
You can check the “Earliest MD (master data) change” date on infotype 0003. If you have
done that already and payroll simulation still doesn’t function by default, then there is a
problem with your infotype and/or wage type retro settings. Check table T582A.

Single Payroll
Is it possible to configure a single payroll to pay an individual in multiple currencies?
No. The system can be configured to pay in multiple currencies but not to pay an individual
in multiple currencies.

IT0015
 I need to capture a reason in the "additional payment" IT0015. The reason code is
“save” in this infotype. I tried to capture for reason an Example to ADDWT 9999 if
Reason ADDWT9998. How can I check the reason in IT0015 for accuracy?
You can try using this to start with: ‘TABLE P0015 > VARGB PREAS’
Then, use the variable key to define the different reasons.
Which characteristics does a day with day type 1 have?
Its OFF and Paid
How does the system know when to trigger retroactive accounting for a particular
employee?
You have to mention the retro active accounting date in IT 0003 in the relevant field.
Otherwise it will take the earlier hiring date.
Is it possible to branch directly from the payroll log to maser data and time data
maintenance?
Yes you can go in separate sessions.\
What Do You Understand By Personnel Structure?

Personnel structure is defined as the structure of employees in an organization. It comprises

employee groups and employee subgroups.

The employee group allows you to divide employees into groups and define their relationship

to the enterprise.
Following are some important organizational functions that can be performed using an
employee group:
Creating default values when data is input, such as creating default values for the payroll
accounting area or basic pay of the employee
Creating a criteria of selection to be used during evaluations
Creating a unit to be used for authorization check.
What Is Shift Planning?
Shift Planning is a component of Personnel Time Management. It is used to plan the shift
time and location of the employees according to their qualification and the number of job
requirements. The document used to record this information is called planned shift document,
which is also known as roster.

hat is the payroll area?

 Grouping of employees together for whom we run the payroll with same periodicity and on same pay
date.

2.Define date modifier & period parameter?

Ans: period parameter determines payment frequency.
Date modifier determines the payment day of an employee in the combination of permo.
3.What is pay scale type & how do u define it?
Ans: it determines type of industry for example: manufacturing, chemical based.
4.Could you more brief about wage types and its copying method?
Ans: it is a four digit alpha numerical code. Every payment & deduction component is a wage
types.
Categories of wage types:
1. primary/standard/model wage type wage type.
2. Secondary wage type.
Pmpapayroll databasic paywage typescreate wage type catalog (t512w)copy
standard wage type (m010).
5.What factors are assigned to payroll area & why?
Ans:
6.In which table copied wage type are stored?
Ans: t512t.
7.What do you specify in wage type characteristics?
Ans: t511
8.What is the difference between wage type model and model wage type?
Ans: wage type model defaults wage types.
Model wage type is a standard wage type which we copy from which we copy
9.What do you specify in wage type valuation?
Ans: t512w.here we specify evaluation classes, cumulations classes, processing classes.
10.In wage type what indirect valuation modules will you specify?
Ans: tariff: pay scale evaluation
Summe: total evaluation(t539j)
Ansal: annual salary
Const: constant
Inval: Indirect evaluation
Prznt: % evaluation(t539j)
11.Why do you create a wage type model and what do you specify in wage type model?
Ans: a wage type model contains some wage types. It is used to default the wage types in
infotype 0008.
wage type model,sequence,start dt. , End dt. , Mode ,wage type
12.What feature do you use to assign wage type model and what is return value?
Ans: wage model is defaulted in lgmst feature as“no. of wage type allowed/wage type model”.
13.If you give wrong return value what happen?
Ans: when we go to pa30 infotype 0008 shows the error that refer to the wage type model
maintained in t539a.
14.Through which feature do you assign pay scale data?
Ans: in tarif feature. Return value is pay scale type/pay scale area.
15.If a pay scale data is assigned to different personal area & subarea what will happen?
Ans:
16.Which table do you specify the currency in pay scale type and pay scale area?
17.How many wage type have copied?
18.Could you brief about wage type groups?
19.What processing classes do you know?
20.If an employee is an leave for 20 days how do you specify R/3?
21.What infotype have you maintained to run payroll?
22.What schema have you used to run payroll?
23.How do you copy a schema?
24.Can you create a schema and run payroll with created schema?
25.What is the transaction code to create/change the schema?
26.What do you know about operations/functions and where do you create these?
27.What is the transaction code for function/operation?
28.How many operation/Function do you know?
29.What is PCR?
30.Do you know what operation is used in what PCR if you know tell the method?
31.What is symbolic method?
32.Why should we assign symbolic account to G/L account?
33.What is transaction code between the integration of HR and FICO?
34.Can we create or copy the form editor ?
35.What does form editor contain?
36.What is the transaction code to the form editor and what is the path in IMG?
37.In which table do you enter the wagetypes in form editor?
38.What is transaction codes for simulation start payroll release payroll?
39.What is the path to remuneration statement?
40.Could you tell the template of payroll simulation?
41.What do you say about sub sequent activities?
42.What are the monthly reports which you have to generated in payroll?
43.What is Indian payroll schema & payroll driver?
44.What do you mean to generate payroll periods and what is the table name?
45.What is control record and what do you specify here?
46.What is template of control record?
47.What is the link between control record and payroll process?
48.Where do you lock an employee number not to run payroll?
49.Where do you see locked numbers?
50.What are wage types regarding provident fund ?
51.What is As is document and who will prepare it?
52.What do you know about to be business and who will prepare it?
53.What is fit gap analysis and who will prepare it?
54.What is functions specifications ?
55.Who will prepare functional specs?
56.What is end user document who will prepare it?
57.What is ASAP methodology and why should we use it?
58.How many phases are there in ASAP?
59.Could you brief about all phases in ASAP?
60.What is project preparation stage?
61.Who are the members in steering committee and core committee?
62.In which phase have you given end user training ?
63.What is go live & support?
64.What is ticket ? How do you get a ticket?
65.What tools are you using to get ticket?
66.So far how many tickets have you solved?
67.What is severity in the status of tickets?
68.What are the statuses of the ticket in your company?
69.What is silver and Diomond in support project?
70.If a ticket is very high in how many hours & have you solved it?
71.If a ticket leads to new requirement , what do you do?
72.How many kinds of projects are there?
73.What do you do in implementation?
74.What is your role in the project?
75.Howmany payroll areas have you created?
76.How many personal areas have you created?
77.What are the clients in your implementation which you have worked?
78.What is your system environment?
79.In how many sessions have you got complete requirement?
80.What is payment type ?
81.Payment day?
82.All statutory components?
83.Regular payment which are not common for all employees?
84.Irregular payments?
85.All type of deductions?
86.Tax components?
87.Taxable wage components?
88.Taxation process?
89.Salary components?
90.What is employee wise & grade wise?
91.What is labor welfare fund?
92.What are the amount & are paid in form of profession tax?
93.What is the secondary wage type regarding provident fund.
94.Who will generate secondary wage types?
95.How do you know the wage types that this model secondary customers?
96.What is the duration for you current project?
97.How to calculate gratuity?
98.OT calculation?
99.Tax exemption components?
100.Proration components?
101.What are the problems while posting results to FICO?
102.What is OFF cycle payroll?
103.In which info types do you maintain off cycle activates?
104.How did you configure the pay scale structure?
105.Give the brief idea about taxes in India payroll?
106.What is loan info types you have to maintain?
107.What is wage type valuation?
108.What info type have to maintain to get remuneration through?
INTERVIEW QUESTIONS
1.How do you prorate the salary WT?
2.On which basis you can prorate this?
3.What is a feature?
4.In how many ways you can maintain objects?
5.What is the T-code for creating org units?
6.What is a variant?
7.What are the time constraints?
8.What are the om time constraints?
9.What is the table for PA IT subtype?
10.What is IT, Info group, Info set, Info type menu?
11.What is payroll area?
12.Scenario: The 0008 contains 5wage types but the annual salary is calculated by using 3WTS. How can you happen
this?
13.I want to give 1-12-2011 as a holiday for all my employees but 1-12-2011 should be working day. How can you do
this?
14.What is the schema used for US payroll?
15.It is possible to assign two company codes to personnel area?
16.What is the T-code for schemas, PCR’s, functions, operations?
17.What is the table for personnel actions?
18.What is the dynamic action? Which dynamic actions have you maintained?
19.What is module variant?
20.Define WT characteristics?
21.What are the info types did you maintained in PA & OM?
22.What are screen modifications & header modifications?
23.When there is a problem with payroll of a group of employees after releasing the control record, how can you
change/modify the problems/errors?
24.What is the structure of org assignment (IT0001)?
ADP QUESTIONS
1.What r the info types configured in payroll?
2.What u have configured in basic pay 0008?
3.What r the wage types how u created?
4.Whatr the time constraints.... what is the use of it?
5.What is the retroactive accounting..... What is the purpose of it?
6.Off cycle payroll? When we run it?
7.What r the objects in om?
8.Explain the relations in om?
9.What are screen modificationswhy u use it for?
10.Explain the integration between om & pa?
11.What is d process to create personnel actions?
12.Explain about control record?
13.What r the pcr’s & schemas in payroll?
14.Explain the structures in pa?
15.What is thediff btw business event & catalog?
16.What is the quomo feature?
17.What r the employee attributes. Explain?
18.What is the payroll process?
19.Explain the payroll driver?
20.How many documents have u prepared?
21.What is the end user manual?
22.What is the customization document?
23.What is gap analysis?
24.How many gaps did u find in pa?
25.Tell complete hiring process?
26.What is a dynamic action?
27.What are the info types menus u has created?
Q1) How can you say that SAP HR is better than PeopleSoft HR
S.No SAP HR PeopleSoft HR

1 Various structures of data are allowed Limited structures of data are allowed

2 Restrictions on the employees data make it For restrictions, additional programming or

secure modeling is to be done

3 It is dynamic in nature Only a few features are dynamic

Q2) What do you mean by Human resources?

These are basically the people that build up workforce for a business or for an organization and are
mainly responsible for the successful accomplishment of many important task. Depending upon the
size and type of business, there can be more or less human resources in an arena. Human resources
can also be referred as labor, manpower, skills or simply people in an organization.

Q3) Which structure in the SAP HR provides information regarding the job functions of
employees?
Personnel Structure

Q4) What do you mean by the term Fringe benefits?

These are basically the benefits that are provided to the employees of an organization in addition o
their salary or compensation. It is not always necessary that they are provided directly in the form of
salary. Generally, they are non-wage compensation. The common examples of fringe benefits include:

1. Providing accommodation to the employee

2. Providing health benefits such as insurance
3. Income protection
4. Vacation
5. Profit sharing
6. Loan contribution
7. Proving benefits to the family of employees such as education loans
Q5) What do you mean by the term rewards management?
It is basically a strategy with the help of which an organization make sure that workers who performed
well in their responsibilities and tasks are rewarded in affair manner and are provided various benefits.
The rewards can be in the form of a gift, salary hike, promotion and so on. There are certain benefits
can be assured by an organization with effective rewards management approach. The biggest one is
they can simply motivate other employees to handle their jobs reliably and easily.

Q6) What are the various methods that can be considered when it comes to recording time in
the SAP HR machine?
This can be done with the help of any of the following methods:

1. By using cross application time sheet

2. By using time administrators online
3. By ESS application
Q7) Can you tell any one component of the rewards management?
It can be remuneration. The same can be considered as the tips and advice that is offered to the
workforce by the employer. It is not necessary always that all the employees are provided the same
tips and advice. This is generally done in exchange of their services. There are a number of future
benefits that both an employee and an employer can have from remuneration.

Check Out SAP HR Tutorials

Q8) What is the significance of Organizational structure in the SAP HR application?
This is basically the structure that is considered as very essential. It simply makes sure of healthy
relation among the employees and their departments. There are some regular guidelines on which it
is based on and can vary depending on the nature and the type of a business. SAP HR application
enables users to make changes in the same structure and the users are free to add a lot of information
as per their needs.

Q9) How SAP HR can be trusted for the recruitment and training of the employees?
Both of these modules are very essential and simply enable and organization to get results they also
expect from their workforce. SAP HR tool is good enough to provide information on what sort of training
is to be provided to the employees and how they can benefit them. The tool can be trusted for its
suggested approach which is based on the employee’s performance and the weak portion.

Q10) Can SAP HR be trusted for dealing with the discrimination?

Yes, it has several features for the same and there are many organizations who are already utilizing
it for the same task.

Q11) What do you know about the Matchcode W?

Sometime there is a need to access the personnel numbers in a payroll which are no longer valid due
to rejection by the payroll run. Matchcode W is used to make sure that the rejected data is to run
successfully again. This is done by making appropriate corrections in the same. The overall time taken
for the same depends largely on the type of errors and how they are generally addressed.

Q12) In SAP HR, what is the purpose of module Organization Management SAP HR?
It is basically an approach that is very beneficial for a business. As the name itself indicates, the
organization management module in the SAP HR simply make sure of handling all the complex tasks
in a very reliable manner and the good thing is the users are free to derive many additional benefits.
Tasks such as managing the relations, collaborating, time management, advising, reporting as well as
dealing with others can simply be accomplished with this module and the good thing is users need not
to worry about the bulk investments for the same.

Q13) How many records can exist for a given period in SAP HR?
Only record can be there for a specified period in SAP HR. Also, there is a condition which the users
have to make sure and i.e. the records should be free from any sort of gaps between them. The new
records when added, the SAP HR instructs the system to overlap record on the key.

Q14) Name a few sub modules in SAP HR?

These are Training and event management, Personnel Administration, Payroll, Compensation
Management and MSS.

Q15) What are the different structures in the SAP HR with which you are familiar?
In most of the businesses, there is actually a need of different structures for the successful
representation of conditions related to the organizations, their policies, as well as their implementation.
The SAP HR simply provides following three important structures with the help of which the users are
free to keep up the pace simply.

1. Enterprise Structure
2. Organizational Structure
3. Personnel Structure
Q16) What are the responsibilities of a human resource department of an organization?
All the tasks related to employee welfare and handling different aspect of employment are the
responsibilities of the HR department in an organization. The department head has to compliance with
the labor law and have to make sure that all the employment standards are met in the organization.
Assuring administration and providing employee all the benefits is also the responsibility if the same
department. In addition to this, they are responsible for dismissal, as well as recruitment of employees
in the organization.
Q17) What are the two options that the users can consider when it comes to maintaining the
information for a defined Prototype?
These are PA 30 and PA 40. Also, known as Personal Administration Maintenance and Personal
Actions.

Q18) Why it is important to determine the needs of the staff? How SAP HR application is useful
when it comes to same
Staff often needs to be motivated for the successful accomplishment of their tasks. For this, the first
condition is to make them feel that all their needs would be fulfilled. The fact is employees often made
demands and it is not always necessary that the management has to invest money in fulfilling the
same. Determining the staff need is important because it simply enhances the productivity and enable
employee to perform all their tasks with dedication. Also, determining the needs of the staff can simply
help in marinating a secure and healthy work environment in the organization/

The SAP HR tool has been equipped with some useful features with the help of which a close eye can
be kept on the departments and the way they are a performing. It offers a lot of useful information on
the same such as reporting and documents which provide information on the staffing. The same can
be utilized for determining the needs of the staff. Also, it has a lot of dedicated features for this task.

Q19) What do you know about the term Infotype and how it is of significant importance in the
SAP HR?
SAP HR tool needs user’s data for accomplishing few of its task such as record keeping and marinating
personal profiles. All the information about the employees is generally grouped into the small units and
these units are recognized as Infounits. In SAP HR, they can have 4 digit keys.

Q20) What is PCL 2 cluster in SAP HR and how as a user you can access the same?
It is basically a cluster in which the Payroll outcomes are stored. It can be accessed with the help of
transaction PC simply. It’s not necessary that all the employees are allowed to access the same.

Q21) Can you name a few Time Related Info types in the SAP HR?
Attenances, Absences, Work Schedule and Time Quotas

Q22) How can you define a processing class?

It is basically a characteristic of wage type that is considered for the purpose of determining the way
processing is done in the payroll run. It is a trusted approach and is useful for providing favorable
results in the payroll.
Explore SAP HR Sample Resumes! Download & Edit, Get Noticed by Top Employers!Download
Now!
Q23) Can you tell something about the Internal Payroll Process and how it is beneficial?
International Payroll process is used when then the employees are to be paid more than their basic
remuneration. This can be due to reasons such as paying them bonus, rewarding, overtime salary or
any other special payments.

Q24) Is there a need to restrict the data to be entered in the Payroll area?
There is not always a need for the same. Generally the employees are defined based on other ethics
and policies.

Q25) In SAP HR tool, what do you mean by the term Authorizations?

These are the basic transactions which are given to the employees or the end users for a defined time
period. This is when the end users have to work on a special assignment and have to access the
concerned data. The authorization may or may not be provided depending on the various factors. The
SAP HR tool simply makes sure of reliability and addressability of the various modules in a very easy
manner.

Q26) What do you mean by the term TMSTA?

It is basically a link between the payroll and the Time Management. It stands for Time Management
Status.

Q27) What do you mean by the term Go Live?

It is basically an approach when the users have to transfer the data from one server to another.
Generally, this is done between the development and the production server. There is a need for the
same due to various reasons that may not always be enclosed by the organization.

Q28) In Payroll, how the employees can be grouped?

The common method is to group them based on the overall allowances which are to be paid to them.
This can vary depending on their pay structure and other benefits that are usually given to them.

Q29) What is Dynamic Action Feature in the SAP HR?

It is basically an approach to automate some basic tasks and features. The users can consider it for
multitasking. They are free to save a lot o time. However, it is not necessary that all the tasks can be
accomplished through automation in the SAP HR. Presently, it has a limited scope but SAP is working
to enhance its visibility in the coming versions.

Q30) What do you mean by the term Concurrent employment?

Concurrent employment is the situation when an employee is given an additional charge. In other
words it’s when an employee holds more than one charge in an organization. Generally, it is not always
permanent and is considered only when issues such as sudden resignations, death of an employee,
or transfer takes place. Also, there are conditions which the employees have to meet for this.