HR

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

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.

The role of an administrator is to restrict access to Personnel administration based on PA/PSA. Administrator can come across for Personnel administration, Time management, and Payroll in sap. Each administrator is responsible for each individual activity. We can get the name of the administrator in the pay slip so the employee for any clarification we can meet the responsible administrator (accessed through payslip).

Client represents a completely independent business entity or may represent an entire company.

Personal Administration can be described with various views the given below are some important aspects of PA:

Three parts in the screen are:

1. Search Area: Clicking on search button will prompt you to enter ID in search area and thus the name will be displayed in selection area.
2. Selection Area: Clicking on it, the details are displayed in Work Area.

The Process and Terminology in Personal Administration are:

Personal Events: It deals with all details, as you enter personal and administration data. Administration data includes ‘login’ & ‘logout’; package; foreign resident or local resident, etc.

Dynamic Events: Once the data is entered, the system checks for authorization and various possibilities of an employee.

Fast Entry Screens: It helps us to modify and adjust the data for a group of employees. Example: Notifications.

Personal Area: It refers to an organizational unit. (To which OU do I belong to? And other related questions are dealt)

Personal Sub – Area: It deals with sub units in an organization.

Employee Group: It deals with the extent – how much productive work is given by employee, etc. Example: part-time, Active or a contract employee.

Employee Sub – Group: Deals with employees where the salary is given on hourly basis, daily, monthly and yearly basis.

Its is the complete process of  recruitment right from identifying the vacancies displaying the same, notifying them, inviting the applicants, screening the applicants, interviewing them, selecting them, and recruiting them and appointing them(giving an organizational position in the organization all theses processes constitute the recruitment cycles.

The following are the steps in recruitment process:

1. Vacancy
2. Advertising
3. Applicants
4. Selection procedure
5. Hiring

There are few reasons for Recruitment, i.e. Vacancy, expansion, new product line, etc.
Vacancy can be described as a position that needs a start.
Vacancy can be filled with the following two modes:

1. Recruitment
2. Organizational management

Through OM = POSITION > click VACANCY > CREATE > OPEN button
Step 1: Vacancy
Through Recruitment = RECRUITMENT  >    ADVERTISEMENT  >  vacancy
           MAINTAIN  >  CREATE.

• Enter End & Start date & details under vacancy.
• Enter personnel officer & line manager details: It means details of an existing employee of an organization who takes care of recruitment.
• To change the data, use Edit button through maintains.
• A unique 8 digit number is given once you create vacancy.

Step 2: Advertising
Advertisement – Maintain – Execute – Create
Enter the details of Instrument, Public date, Advertisement end, publication cost, text name (short description of the address)
Step 3: Job applications – Interest in the job is identified with the following:

1. Unsolicited applications (as a word of mouth)
2. Applications from advertisement
3. Online applications

Once the applications are invited, the next step is…
Applicant administrations:

1. PA & Recruitment – the applications may be reached through…
1. internal applications
2. from former employees
3. multiple applications

1 & 2 will help us to reduce in duplication of entering the data.
Applicant groups are used to gather applicant information and groups the applicants on the basis of work relationships they have applied.

• Trainee
  
• Experienced
• Skilled worker
• Permanent employee
• Part time employees

Grouping Applicant data: We use the data stored in PA & Recruitment. The data that is gathered from PA are address, name, bank details, etc. and the data that is gathered from Recruitment are info types that range from 4000 – 4999.
The info types are as follows:

1. Applicant actions (4000): It fills the data related to applicant & it will sustain over there. It includes Hire applicant, Hold applicant, and Reject applicant.
2. Applications (4001): Applications store the data like – “On what basis the applicants are received by us”.
3. Vacancy assignment (4002): Assigning position for a vacancy and applicant.
4. Applicant personnel number (4003): A number is given to the applicant
5. Status of application (4004): It talks about the status of an individual in the recruitment process

Organizational Management is a plan and reporting structure of a company. OM is helpful to depict the organizational plan and reporting structures of a company, whereas organizational plan is a blue print. The relationship in OM is two way i.e. Top to Bottom and Bottom to Top.