HCM InfoTypes and their categorization

Here's a table organizing the SAP HCM InfoTypes into categories:

Category	InfoType Number	InfoType Description
Personnel Administration	0000	Actions
	0001	Organizational Assignment
	0002	Personal Data
	0003	Payroll Status
	0006	Addresses
	0007	Planned Working Time
	0008	Basic Pay
	0009	Bank Details
	0016	Contract Elements
	0041	Date Specifications
	0048	Residence Status
	0105	Communication
	0121	RefPerNo Priority
	0123	Germany only
	0124	Disruptive Factor D
	0130	Test Procedures
	0139	EE's Applicant No.
Time Management	0050	Time Recording Info
	0077	Additional Personal Data
	0080	Maternity Protection/Parental Leave
	0081	Military Service
	0082	Additional Abs. Data
	0139	EE's Applicant No.
	0163	Tax H
	0207	Residence Tax Area
	0208	Work Tax Area
	0210	Withholding Info W4/W5 US
	0552	Time Specification/Employ. Period
Compensation Management	0014	Recurring Payments/Deductions
	0015	Additional Payments
	0037	Insurance
	0270	COBRA Payments
	0322	Adjustments to Base Pay
	0323	Overlapping Contracts
	0330	Non-Monetary Remuneration
	0375	HCE Information
	0376	Benefits Medical Information
	0377	Miscellaneous Plans
	0379	Stock Purchase Plans
	0380	Compensation Adjustment
	0382	Award
Organizational Management	0027	Cost Distribution
	0030	Powers of Attorney
	0031	Reference Personnel Numbers
	0395	External Organizational Assignment
	0396	Expatriation
Learning and Development	0022	Education
	0024	Qualifications
	0025	Appraisals
	0308	Appraisal Data
	0324	Career Development
Travel Management	0017	Travel Privileges
	0468	Travel Profile
	0469	Travel Profile (not specified)
	0470	Travel Profile
Garnishments and Payroll	0029	Loan
	0040	Objects on Loan
	0194	Garnishment Document
	0195	Garnishment Order
	0221	Payroll Results Adjustment
	0226	Garnishments H
	0234	Add. Withh. Info. US
Benefits	0167	Health Plans
	0168	Insurance Plans
	0169	Savings Plans
	0170	Flexible Spending Accounts
	0171	General Benefits Information
	0172	Flexible Spending Account Claims
	0211	COBRA-Qualified Beneficiary
	0212	COBRA Health Plans
Other	0283	Archiving/Data Destruction
	0284	SI-entitlement H
	0285	Social benefits calculation H
	0287	SI child contingent H
	0290	Documents and Certificates (CIS)
	0291	Tax and Social Ins. Payments (CIS)
	0292	Add. Social Insurance Data (CIS)
	0293	Other and Previous Employers (CIS)
Payroll	0209	Unemployment State
	0210	Withholding Info W4/W5 US
	0402	Payroll Results
	0403	Payroll Results 2
	0458	Monthly Cumulations
	0459	Quarterly Cumulations
	0460	Annual Cumulations

This table organizes the InfoTypes into various functional categories within SAP HCM.

SAP HCM InfoTypes - What is the key design thoughts...

SAP HCM (Human Capital Management) InfoTypes are a fundamental concept in the SAP HCM module. They represent structured units of data related to different aspects of an employee's lifecycle within an organization. Each InfoType is a logical grouping of related data fields, making it easier to manage and maintain employee information.

Key Features of SAP HCM InfoTypes:

1. Structured Data Organization:

   • Each InfoType groups related data fields logically. For example, InfoType 0006 ("Addresses") contains fields for storing different types of employee addresses, while InfoType 0008 ("Basic Pay") stores information related to an employee's salary.
   • This structured approach ensures that all similar data is stored together, making it easy to retrieve and maintain.

2. Modularity:

   • InfoTypes are modular, meaning they can be independently created, maintained, and updated without affecting other InfoTypes. This modularity allows for flexibility in managing different aspects of employee data.

3. Time Dependency:

   • Many InfoTypes are time-dependent, meaning they can store historical data and future records. For example, changes in an employee's address or salary over time can be tracked without losing historical data.
   • This feature supports the management of time-based information, such as salary adjustments or changes in work schedules.

4. Country/Region Specificity:

   • SAP HCM InfoTypes can be country or region-specific, allowing for the inclusion of localized data fields and compliance with local regulations. For example, certain InfoTypes may include fields required by specific countries, like tax information or social security details.

5. Efficient Data Management:

   • By grouping related data into InfoTypes, SAP allows for more efficient data management and reporting. Users can access and report on specific types of data quickly without navigating through unrelated information.

6. Customization:

   • SAP allows organizations to create custom InfoTypes to meet specific business needs. This customization capability ensures that the system can adapt to unique business processes and requirements.

Intelligent Organization of Data:

• Categorization: InfoTypes are categorized into broad categories such as Personnel Administration, Payroll, Time Management, Organizational Management, and Benefits Administration. This categorization aligns with the typical functional areas in HR management, making it intuitive for HR professionals to locate and manage relevant data.

• Standardization: InfoTypes provide a standardized way to handle employee data across different modules within SAP HCM. This consistency ensures that data is easily accessible, integrated, and can be used across different processes and reports.

• Interdependency Management: While InfoTypes are modular, they can also be interdependent. For example, the data in InfoType 0008 (Basic Pay) might be influenced by InfoType 0007 (Planned Working Time). SAP intelligently manages these interdependencies to ensure data consistency and accuracy.

• Scalability: The InfoType concept supports scalability in HR data management. As organizations grow, new InfoTypes can be added or existing ones customized without disrupting the overall structure of employee data management.

Conclusion:

SAP HCM InfoTypes represent a highly intelligent way of organizing employee data, offering structured, modular, and time-dependent data management. This system ensures that HR professionals can efficiently manage, access, and report on employee information while maintaining compliance with local regulations and supporting the unique needs of their organization. The standardized approach combined with the flexibility of customization makes InfoTypes a powerful tool in SAP HCM.

List of SAP HCM - Info Types

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0000 Actions

0001 Organizational Assignment

0002 Personal Data

0003 Payroll Status

0004 Challenge

0005 Leave Entitlement

0006 Addresses

0007 Planned Working Time

0008 Basic Pay

0009 Bank Details

0011 External Transfers

0014 Recurring Payments/Deductions

0015 Additional Payments

0016 Contract Elements

0017 Travel Privileges

0019 Monitoring of Tasks

0021 Family Member/Dependents

0022 Education

0023 Other/Previous Employers

0024 Qualifications

0025 Appraisals

0027 Cost Distribution

0028 Internal Medical Service

0030 Powers of Attorney

0031 Reference Personnel Numbers

0032 Internal Data

0033 Statistics

0034 Corporate Function

0035 Company Instructions

0037 Insurance

0040 Objects on Loan

0041 Date Specifications

0045 Loan

0048 Residence Status

0050 Time Recording Info

0054 Works Councils

0057 Membership Fees

0076 Workers' Comp.  NA

0077 Additional Personal Data

0078 Loan Payments

0080 Maternity Protection/Parental Leave

0081 Military Service

0082 Additional Abs. Data

0083 Leave Entitlement Compensation

0094 Residence Status

0102 Grievances NA

0103 Bond Purchases

0104 Bond Denominations

0105 Communication

0121 RefPerNo Priority

0123 Germany only

0124 Disruptive Factor D

0128 Notifications

0130 Test Procedures

0139 EE's Applicant No.

0161 IRS Limits USA

0163 Tax H

0164 Contributions H

0165 Deduction Limits

0167 Health Plans

0168 Insurance Plans

0169 Savings Plans

0170 Flexible Spending Accounts

0171 General Benefits Information

0172 Flexible Spending Account Claims

0175 Supplementary personal data H

0176 Statistical data H

0178 Paying office H

0193 Carry over tax data H

0194 Garnishment Document

0195 Garnishment Order

0207 Residence Tax Area

0208 Work Tax Area

0209 Unemployment State

0210 Withholding Info W4/W5 US

0211 COBRA-Qualified Beneficiary

0212 COBRA Health Plans

0216 Additional Deduction

0216 Calculate End Date

0216 Exceptional Payment

0216 Garnish. Adjustment

0216 New Balance

0216 Refund

0216 Separate Calculation

0216 Stopped Payment

0219 External Organizations

0221 Payroll Results Adjustment

0226 Garnishments H

0234 Add. Withh. Info.  US

0235 Other Taxes  US

0236 Credit Plans

0243 Completive Data Absence

0255 Completive Data Absence  SK

0262 Retroactive accounting

0267 Add. Off-Cycle Payments w/Acc.Ass.

0267 Additional Off-Cycle Payments

0267 One-Time Payments Off-Cycle

0269 Not used at present

0270 COBRA Payments

0283 Archiving/Data Destruction

0284 SI-entitlement H

0285 Social benefits calculation H

0287 SI child contingent H

0290 Documents and Certificates (CIS)

0291 Tax and Social Ins. Payments (CIS)

0292 Add. Social Insurance Data (CIS)

0293 Other and Previous Employers (CIS)

0294 Employment Book (CIS)

0295 Garnishment Orders

0295 Garnishment Orders (CIS)

0296 Garnishment Documents

0296 Garnishment Documents (CIS)

0297 Working Conditions (CIS)

0298 Personnel Orders (CIS)

0299 Tax Privileges (CIS)

0302 Additional Actions

0307 Tax additional data H

0308 Garnishment correction H

0315 Time Sheet Defaults

0330 Non-Monetary Remuneration

0334 Suppl. it0016 (PT)

0375 HCE Information

0376 Benefits Medical Information

0377 Miscellaneous Plans

0378 Adjustment Reasons

0379 Stock Purchase Plans

0380 Compensation Adjustment

0381 Compensation Eligibility

0382 Award

0383 Compensation Component

0384 Compensation Package

0395 External Organizational Assignment

0396 Expatriation

0402 Payroll Results

0403 Payroll Results 2

0413 Tax Data PL

0415 Export Status

0416 Time Quota Compensation

0429 Position in PS

0439 Data Transfer Information

0441 Corrections for reports H

0446 Payroll US Fed Taxes

0447 Payroll US Fed Taxes MTD

0448 Payroll US Fed Taxes QTD

0449 Payroll US Fed Taxes YTD

0450 Payroll US State Taxes

0451 Payroll US State Taxes MTD

0452 Payroll US State Taxes QTD

0453 Payroll US State Taxes YTD

0454 Payroll US Local Taxes

0455 Payroll US Local Taxes MTD

0456 Payroll US Local Taxes QTD

0457 Payroll US Local Taxes YTD

0458 Monthly Cumulations

0459 Quarterly Cumulations

0460 Annual Cumulations

0468 Travel Profile (not specified)

0469 Travel Profile (not specified)

0470 Travel Profile

0471 Flight Preference

0472 Hotel Preference

0473 Rental Car Preference

0474 Train Preference

0475 Customer Program

0476 Garnishments: Order

0477 Garnishments: Debt

0478 Garnishments: Adjustment

0484 Taxation (Enhancement)

0485 Stage

0491 Payroll Outsourcing

0496 Payroll US Benefits data

0497 Payroll US Benefits data MTD

0498 Payroll US Benefits data QTD

0499 Payroll US Benefits data YTD

0500 Statistical Data

0501 Other Social Insurance Data

0503 Pensioner Definition (BE)

0504 Pension Advantage (BE)

0506 Tip Indicators

0509 Activity with Higher Rate of Pay

0510 Tax-Sheltered Pension (US)

0513 Indiv. data (working clothes) H

0514 Hand out mat. (working clothes) H

0515 SI Data PL

0516 Addit. SI Data PL

0518 Fiscal statement (RO)

0519 Insurance and Tax data (RO)

0529 Additional Personal Data for (CN)

0552 Time Specification/Employ. Period

0553 Calculation of Service

0554 Hourly Rate per Assignment

0556 Tax Treaty

0559 Commuting allowance Info JP

0560 Overseas pay  JP

0565 Retirement Plan Valuation Results

0566 US Pension Plan QDRO Information

0567 Data Container

0569 Additional Pension Payments (BE)

0573 Absence for Australia PS

0576 Seniority for Promotion

0579 External Wage Components

0592 Public Sector - Foreign Service

0593 Rehabilitants

0597 Part-Time Work/Alternative Task

0598 Dismissal protection

0601 Absence History

0602 Retirement Plan Cumulations

0603 Tax data SI

0604 Disability SI

0605 Working age SI

0606 Transport and food SI

0607 Education

0611 Garnishments: Management Data

0612 Garnishments: Interest

0613 Absence Donation Administration  US

0614 HESA Master Data

0615 HE Contract Data

0616 HESA Submitted Data

0617 Clinical Details

0618 Academic Qualification

0624 HE Professional Qualifications

0633 EEO Complaint

0635 School Leaving Certificate, Command

0648 Bar Point Information

0650 BA Statements

0651 SI Carrier Certificates

0652 Certificates of Training

0653 Certificates to Local Authorities

0655 ESS Settings Remuneration Statement

0656 Nature of Actions

0660 Previous SI Data (H)

0666 Planning of Pers. Costs

0671 COBRA Flexible Spending Accounts

0672 FMLA Event

0696 Absence Pools

0697 Drug Screening

0702 Documents

0703 Documents on Dependants

0704 Information on Dependants

0705 Information on Checklists

0706 Compensation Package Offer

0707 Activation Information

0708 Details on Global Commuting

0709 Person ID

0710 Details on Global Assignment

0712 Main Personnel Assignment

0713 Termination

0715 Status of Global Assignment

0722 Payroll for Global Employees

0723 Payroll for GE: Retro. Accounting

0724 Financing Status

0725 Foreign Income SA

0729 Measurement additional data

0730 Employment lenght/soc.insur.imput.

0731 Rank lenght

0735 Dimona Declaration (BE)

0742 HDB Concession

0746 ZfA Bonus Application

0747 Child Data for ZfA Bonus Applicatn

0748 Command and Delegation

0756 Loan in Public Sector

0758 Compensation Program

0759 Compensation Process

0760 Compensation Eligibility Override

0761 LTI Granting

0762 LTI Exercising

0763 LTI Participant Data

0777 Untaxed Workplace Information

0778 Work Accident Info

0783 Job Index

0784 Inquiry Family Court

0785 Pension Equalization Payment

0787 General Data Child Rearing/Care

0788 Periods for Child Rearing/Care

0789 Bonus Periods for Child Rear./Care

0790 Bonuses for Child Rearing/Care

0792 Organizational Additional Data

0794 Pensioner Message A

0795 Certification and Licensing

0796 Duty Assignments

0800 Material Assignment

0802 Sanctions / Offense

0803 Seniority Ranked List

0804 Personal Features

0805 Honors

0806 Course Data

0807 Material History

0811 Pension references (UA)

0813 Historical Additional Fees A

0815 Multiple Checks in One Cycle

0829 Severance Pay Advance Payment (CO)

0830 Withholding Tax (CO)

0831 Registration with Entities (CO)

0832 Approved Values Work Incapacity CO

0833 Payment/Revenue Contributions (CO)

0834 Vacation (CO)

0835 Garnishment (CO)

0845 Work Relationships

0846 Reimbursements

0847 Termination of Contract (CO)

0851 Shukko Cost Charging

0852 Shukko Cost Charging Adjustment

0853 Shukko External Org. Assignment

0859 Contracts for Temporary Workers PL

0860 Sanctions / Offense

0861 Award/Decorations

0863 Verdict

0865 Mobility

0873 Additional Amount - Garnishment FR

0875 Events - My Simplification

0876 Registration of Time in HWC (RU)

0880 Pensioner (CO)

0881 Expense Information

0882 Insurability Basic Data

0883 Entitlement Periods

0884 Insurability Calculation

0885 Other/Previous Employers

0887 Deductions (ES)

0896 Reimbursement ADSE

0899 Mobility

0900 Sales Data

0901 Purchasing Data

0902 Additional Data for Correspondence

0906 Increase in Basic Salary

0908 Info. about Annual Income Check

0909 Reimbursement of Overpayment (USA)

0910 Administrativose Acts

0911 Administrative Situations

0912 Disciplinary Management

0913 Status on Call

0914 Posting Data

0915 Settings/Payees

0916 Pension Plan

0917 Help Payment Request

0918 Degree Consolidation

0919 Documentation Submitted

0920 Calls Made

0921 Public Employee Functional Data

0922 Employee in External Public Sector

0923 Public Employee Legal Information

0924 Payroll Deductions

0925 Quota Legal Registration

0927 Estimated Length of Service

0930 Additional Information on Pensioner

0931 Assignment of Pensioner to Servant

0932 Vacation and Bonus Leave Planning

0933 Public Contest

0934 Public Contest Steps

0935 Contract Elements (BG)

0936 Education (BG)

0937 Previous Employers (BG)

0938 Income from previous/others ER (BG)

0939 Tax properties (BG)

0940 Year End Income Tax Adjustment (BG)

0941 Exclude Contract from Chargeback

0942 Capital Payment

0951 Situations Not Relevant

0952 Seniority PS-e

2001 Absences

2002 Activity Allocation (Attendances)

2002 Attendances

2002 Cost Assignment (Attendances)

2002 External Services (Attendances)

2002 Order Confs.(Att)

2003 Substitutions

2003 Substitutions: Indiv. Working Times

2004 Availability

2005 Overtime

2006 Absence Quotas

2007 Attendance Quotas

2010 Cost Allocation (EE Rem. Info)

2010 Cost Assignment (EE Rem. Info)

2010 Employee Remuneration Info

2011 Completed Time Events

2011 Time Events

2011 Time Events (CO)

2011 Time Events (PM)

2011 Time Events (PP)

2012 Time Transfer Specifications

2013 Quota Corrections

2050 Annual Calendar

2051 Monthly Calendar

2052 Absence Recording

2052 List Entry for Attendances/Absences

2052 Weekly Calendar w/Cost Assignment

2052 Weekly Entry w/Activity Allocation

3003 Materials Management

3202 Grievances ZA

3213 Retirement Pension Plan

3215 SWF Staff Details

3216 SWF Contract Details

3217 SWF Qualifications

3219 Payroll Data Greece

3220 Social Insurance Greece

3225 Check Results/Training Results

3227 Tax Data (CL)

3228 Online Selection

3229 Absences: Additional Data AR

3231 Certific@2

3234 Irregular Incomes H

3235 Garnishment (CL)

3239 Payroll Infotype for Japan

3243 Electronic Communication GB

3244 NPO City of Residence

3246 Legal Hold

3258 Additional Personal Info. SA

3260 Leave Quota H

3266 Further employers H

3267 Benefits H

3270 Indemnity Definition (BE)

3271 Indemnity Payment (BE)

3273 Statement: Rules for SI Payments-RU

3290 Query Court CPS

3291 Verdict Family Court CPS

3293 Alt. Financing Requiremt (PA-PM-BM)

3299 Compatibilities

3300 Infotype Cepit

3301 Social Insurance Qatar

3305 Additional Personal IDs Info QA

3307 Occupational Hazard QA

3309 Sanction QA

3314 Secondment Employee QA

3315 Part-Time Employee QA

3319 Status of Declaration

3323 Mandate KSA PS

3326 Retroactive Taxable Differences(BE)

3327 Secondment KSA PS

3328 Suspension KSA PS

3329 Sanction KSA PS

3330 Sickness Certificate

3332 Sick Leave Certificate (NO)

3336 Previous Employer QA

3338 Sanction Qatar PS

3340 Corrections Infotype

3342 Delegation KSA PS

3347 Exemption A

3348 Payment Summary FE Australia

3350 Vehicle value

3353 Leave Passage KW

3354 Social Security Kuwait

3355 Absence Quota Group

3356 Host Org. of Reassigned EE (UAEPbS)

3357 Leave Passage KW by Tickets

3358 Add Pension Service Years (UAEPbS)

3363 Additional Info for EDAG (NO)

3364 Tax Declarations SG

3369 Leave Passage by Ticket (OM)

3370 Leave Passage by Amount (OM)

3382 Rankings (RU - PS)

3383 Access to Classified Info (RU PS)

3385 BPJS Kesehatan

3389 Additional SI Service Periods EG

3390 Social Insurance Egypt

3391 Tax Information

3392 Tax Elements Egypt

3393 Status Management (ES)

3394 Interim Statement of Earnings (CH)

3396 Status of Payment Differences

3397 Recovery of Payment Differences

3398 Remuneration History

3400 RMS Status

3402 Qarar - KSA

3403 Donnees fiscales

3406

3408 Ticket Benefit: Entitlement

3409 Ticket Benefit: Compensation

3410 Ticket Benefit: Correction

3412 DAQ Generic Infotype

3419 Job Accumulation

3424 Sickness Notes CZ

3425 Sickness Notes (SI)

3432 Additional Data Illness Notif. CZ

3434 Inquiries and Statements

3435 Supplier

3437 Addit. Info for Reimbursement (NO)

3439 Workplace (NL)

3441 ELM: Man. Addition for Notification

3442 Garnishments (NL)

3443 Change of Locality

3444 Záměr slevy na pojistném CZ

3467 E. Exchange - Employee Data

3893 Time Account Status

3894 Factoring Information BPO

SAP HCM - How to create a Person in HCM - brief steps...

Creating a person (employee) in SAP HCM involves several steps, typically carried out within the Personnel Administration (PA) module. Below is an overview of the process using the standard SAP transaction codes:

1. Create a Personnel Number (Hire an Employee)

• Transaction Code: PA40
• Description: Use the Personnel Actions screen to hire an employee, which involves creating a personnel number and recording key data such as start date, position, and organizational assignment.

Steps:

• Enter PA40 in the SAP command field.
• Select the action type, e.g., Hire.
• Enter the start date and execute the action.
• Fill in the required information in the following infotypes:
  • 0000 - Actions: Record the hiring action.
  • 0001 - Organizational Assignment: Assign the employee to an organizational unit, job, and position.
  • 0002 - Personal Data: Enter personal information like name, date of birth, and gender.
  • 0006 - Addresses: Record the employee's address.
  • 0007 - Planned Working Time: Define working hours and work schedule.
  • 0008 - Basic Pay: Enter the employee's salary details.

2. Maintain Additional Employee Data

• Transaction Code: PA30
• Description: Use Maintain HR Master Data to update or add additional infotypes for the employee, such as bank details, family members, and qualifications.

Steps:

• Enter PA30 in the SAP command field.
• Enter the employee’s personnel number.
• Select the relevant infotype (e.g., 0009 - Bank Details, 0021 - Family Members).
• Update or add the required information.

3. Check Organizational Assignment

• Transaction Code: PPOME
• Description: Use Organization and Staffing to view and verify the employee’s position within the organizational structure.

Steps:

• Enter PPOME in the SAP command field.
• Navigate to the relevant organizational unit.
• Verify that the employee is correctly assigned to their position.

4. Generate a Payroll Record (if needed)

• Transaction Code: PC00_M99_CALC
• Description: This is typically done as part of payroll processing, where payroll records are generated based on employee data.

5. Additional Custom Processes

Depending on your company's configuration and country-specific requirements, there may be additional steps or custom infotypes to fill in.

Important Notes:

• Ensure that you have the necessary authorizations to perform these actions.
• Always follow your organization's specific guidelines for entering employee data in SAP HCM.

If you need more detailed guidance or specific configurations, let me know!

SAP HCM - Payroll Configuration Objects

 1. Forms

• Basic Settings
  • Create draft form
  • Copy form
  • Convert old form (Remuneration Statement)
  • Convert old form (Payroll Journal)
  • Define Long Text Descriptions for Dynamic Form Layouts
  • Define Logical Form Names for U.S. Master Data Sheet
  • Define System Form Names of U.S. Master Data Sheet
  • Define Variants and System Form Names of Logical Form Names
  • Define Dynamic Layout of Forms
  • Create and Change Forms for U.S. Master Data Sheet
• Examples of Form Setup
  • Example: Cumulation identifiers in individual fields
  • Example: Vacation in Individual Fields
  • Example using the new procedure
  • Example using the old procedure
  • Example: Vacation in a window
  • Example: Time quota in an individual field
  • Example: Time quota in a window
  • Example: Message in a window

2. Remuneration Statement

• Set up remuneration statement
• Print out tax wage types by tax level/tax authority
• Define Internet link for remuneration statement
• Provide remuneration statement in internet as .pdf
• BAdI: Remuneration statement only accessible via Internet
• Assign additional information to your tax company

3. Payroll Journal

• Payroll Journal Settings
  • Define page header
  • Define payroll excerpt
  • Define continuation excerpt
  • Define totals display

4. U.S. Master Data Sheet

• Define Addresses in Address Management
• Define Various Texts for and Assign Addresses to Dynamic Form Layouts

5. Maintain Evaluation Classes

• Maintain evaluation classes and their processing class values

6. Alternate Currency

• Define alternate currency

7. Address Settings

• Set up address
• Change the Addresses infotype (0006)

8. Tax Reporter

• Posting to Financial Accounting
• Third-Party Remittance
• Tax Remittance Outsourcing

9. Payroll Reporting & Administration

• Month-End Accruals
• Payroll Reports
• Authorization Administration
• Payroll Calendar
• Reporting

10. Internet Application Components (IACs)

• Define Internet link for remuneration statement
• Provide remuneration statement in internet as .pdf

11. Payroll & Tax Services Outsourcing

• Payroll & Tax Services Outsourcing

12. Legacy Data Management

• Transfer Legacy Data

13. Supplements Public Sector US

• Additional Configuration for New York State Labor Law 195.1 Notice
• Assign Wage Types to Cumulation Wage Types for NY State Labor Law
• Set Up Trigger for New York State Labor Law Notice and Acknowledgement

SAP HCM Payroll Configuration Objects.. continue

Time Wage Type Valuation

1. Valuation Bases

   • Constant Valuation Bases
   • Constants dependent on wage types
   • Constants dependent on the pay scale
   • Create person-related valuation bases
   • Assign valuation bases

2. Different Payments

   • Calculate valuation basis for different payment
   • Calculate valuation basis with higher value

3. Fair Labor Standards Act (FLSA)

   • Update Schema UT00
   • Determine wage types for regular rate of pay
   • Maintain overtime additional payment for non-discretionary bonus

4. Reduction Formulas

   • Basics
   • Partial period parameter for different time units
   • Create reduction factors
   • Assign reduction factors

5. Incentive Wages

   • Payroll
   • Wage Types
     • Create wage type catalog
     • Checking the Wage Type Catalog
     • Check assignment of wage types to WT group 'Incentive wages'
     • Check payroll processing of incentive wages wage types
     • Check average bases
     • Maintain wage types for transfer to Accounting
   • Determine payroll processing
   • Examples of Personnel Calculation Rules
     • Hourly wages
     • Monthly wages
     • Earnings factor

6. Reporting

   • Check form for time tickets
   • Create wage types for cost accounting

Cumulation Wage Types

1. Maintain Cumulation Wage Types

   • On basis of temporal payments
   • On basis of master data
   • On basis of external transfers

2. Cumulations

   • Company-Specific Cumulation
     • Define cumulation types
     • Define 'when paid' accumulation
     • Define cumulation intervals
     • Generate cumulation intervals
     • Assign cumulations to wage types

Deductions

1. Deduction Frequencies

   • Generate calendar for payment model
   • Define Payment Models
   • Set Pay Periods
   • Define employee groups
   • Set default values for payt/dedctn schedules
   • Maintain recurring payments/deductions and add.payments
   • Assign processing classes to wage types

2. Wage Types for Deductions with Balances and Totals

   • Convert processing class of deduction/balance wage types
   • Assign processing classes to wage types

3. Limits on Deductions

   • Convert wage types to be limited
   • Define rules for limits
   • Set limit modifier
   • Set up wage type classes and attach limits
   • Maintain wage types for limits
   • Rename wage types for arrears processing

4. Priorities and Arrears

   • Check personnel calculation schema
   • Check wage type group 'Deduction for Arrears'
   • Set priorities for arrears
   • Maintain arrears for retrocalculation
   • Maintain percentage deductions for retrocalculation
   • Maintain recovery of arrears
   • Split absolute deductions into collected and advanced amount

5. Prepaid Deductions

   • Copy wage types for prepaid deductions
   • Link prepaid deduction wage types

6. Deduction Base for Retrocalculation

   • Maintain outflow/inflow wage types
   • Maintain deduction base wage types

7. Overpayment Recovery

   • Activate Overpayment Recovery
   • Configure Rules Framework for Overpayment Recovery
   • Define Payroll Constants for Overpayment Processing and Recovery
   • Define Overpayment Wage Type Grouping
   • Activate Error for Permissibility on IT0909
   • Alternate grouping distribution logic for Overpayments - OVPGD option

Benefits Integration

1. Create Wage Type Catalog

2. Set Current Benefit Area

3. Compensation Models for Savings/Pension Plans

   • Create gross compensation model
   • Configure gross compensation model
   • Enter wage types for plans
   • Assign deduction model
   • Assign reasons for off-cycle payroll

4. Constants for Benefits Processing

   • Maintain constants for insurance plans
   • Maintain constants for savings plans
   • Set up catch up contributions

Tax

1. SAP/BSI Interface

   • BSI TaxFactory – On-Premise Server Connection
   • Specify location of Tax Factory executable
   • Specify BSI TaxFactory version for customizing settings
   • Specify BSI TaxFactory version for master data and tax calculation
   • Specify level of messages to be returned
   • Determine employee type indicator
   • Maintain estimated quarterly gross wages
   • Specify personal data treatment - BSIPD option
   • Deactivate the new rounding for fields with float value - TAX06 option

2. Business Add-Ins (BAdIs)

   • BAdI: UI Enhancements for Synchronize Payroll Tax Data Tool
   • BAdI: Enhancement to BSI Reg Bulletin comparator

3. Tax Companies

   • Tax companies for Tax Reporter
   • Define tax companies
   • Assign tax company to personnel area
   • Define BSI tax company
   • Define tax identification numbers by BSI tax company
   • Define federal/state/local employer ID number

4. Tax-Related Wage Types

   • Maintain tax-related processing classes
   • Maintain gross up wage types
   • Maintain non-cash income wage types
   • Maintain distribution payment wage types

5. Tax-Related Payroll Schemas and Rules

   • Maintain payroll calculation rule for unemployment
   • Maintain payroll schema for withholding information
   • Maintain payroll schema for tax functions
   • Maintain payroll schema for override methods

6. Load Tax Data

   • Maintain states of operation
   • Delete/insert tax table entries

7. Tax Data Maintenance

   • Tax Authorities
     • Check tax authorities
     • Check sort number for authority
     • Check W-4 and exemption limit indicators
     • Check status of territories
     • Check tax authority mapping
   • Define valid filing statuses
   • Define additional taxation attributes for tax company
   • Define other taxation attributes for tax company

8. Tax Types

   • Check tax types
   • Maintain tax types per tax authority

9. Tax Areas

   • BSI TaxLocator
     • BSI TaxLocator - General Information
     • BAdI: Activate BSI TaxLocator
     • Add states where BSI TaxLocator is active
     • Determine source address location
     • Add addresses for personnel subareas
     • Specify location of BSI TaxLocator executable
     • Specify level of messages to be returned
   • Maintain work-related tax areas
   • Maintain tax authorities per work tax area
   • Maintain zip code ranges per work tax area
   • Maintain residence-related tax areas
   • Maintain tax authorities per residence tax area
   • Maintain zip code ranges per residence tax area

10. Courtesy Withholding

• Maintain courtesy withholding
• Allow disabling of courtesy withholding in infotype 0207
• Maintain Basic Local Reciprocity Messages in Payroll

11. Tax Models (First-Time Configuration Only)

    • Define tax modifiers
    • Display/change taxability model

12. Tax Models (Subsequent Maintenance)

    • Define tax authority model
    • Define taxability model
    • Define tax type combinations

13. Unemployment Insurance

    • Define unemployment worksites
    • Define BSI tax company experience rates
    • Deactivate crediting of out-of-state wages

14. Tax Overrides

    • Define employee group
    • Define employee overrides
    • Define override formulas
    • Specify additional tax reciprocity attributes
    • Specify the use of BSI reportable wages

15. WTA (Work Tax Override)

    • Activate the WTA override for inactive employees
    • Allow disabling of WTA Override special refund for Ohio and its localities
    • BAdI: Define if retro differences of WTA override calculates in for period

16. Symbolic Account Split Based on Tax Authority

    • Define new mapping wage types
    • Define mapping rule
    • Activate symbolic account split in UTX0

17. Additional Withholding

    • Define additional withholding wage type for Tax Authority and Tax Company

18. State and Local Taxes

    • Check Additional Codes for Tax Authorities
    • Create Form W-4 for States with specific date
    • State of Washington
    • Configure assumed work hours
    • Maintain priority of tax wage types
    • Define retrocalculation based on payroll tables BAL/UNB
    • Disable the storage of the gross-up gross amount returned from BSI
    • Enable Additional Medicare Tax Calculation in NAMC adjustments
    • Enable pre-tax deduction derived from the supplemental wages
    • Set taxable and reportable wages for exempt employees - TAX04 option

19. Foreign Earned Income

    • Activate foreign earned income exclusion
    • Display foreign earned income exclusion limit
    • BAdI: Foreign earned income

This structure should provide a clear and organized overview of the topics related to Time Wage Type Valuation, Cumulation Wage Types, Deductions, Benefits Integration, and Tax.

SAP Payroll configuration - Objects

Here is the organized structure for the payroll settings related to the USA, categorized into different sections:

1. Basic Settings

• Payroll Organization
• Define Period Modifiers
• Define Date Modifiers
• Assign New Payroll Accounting Areas to Period Modifier
• Generate Payroll Periods
• Protect Personnel Calculation Rules

2. Wage Type Management

• Environment for Maintaining Wage Types
• Processing Classes and Evaluation Classes
  • Maintain Processing Classes and Their Specifications
  • Maintain Evaluation Classes and Their Specifications
• Create Wage Type Catalog
• Change Wage Type Texts
• Check Wage Type Attributes
• Logical Views
  • Check Assignment to Wage Type Group
  • Check Logical View

3. Background Processing with HR Process Workbench

• Create Process Model
• Activate Event Type Linkage for Workflow Events
• Define Counter Events for Background and Workflow Events

4. Hourly Rates Management

• Hourly Rates with Several Decimal Places

5. Day Processing of Time Data

• Day Processing Settings
  • Define Time Types
  • Assign Time Identifiers to Time Pairs
  • Define Processing Types
• Access Day Processing
• Day Processing Functions
  • Set Groupings

6. Time Data Retrieval

• Define Breaks to be Read
• Retrieve Planned Working Time from Work Schedule
• Import Substitution Data
• Import Absence Data
• Import Overtime Data
• Compare Daily Work Schedule with Time Data
• Evaluate Break Data

7. Wage Type Generation

• Define Valuation Classes for Period Work Schedule
• Define Groupings
• Set Generation Rules
• Generate Wage Types
• Compensate Overtime

8. Absences Management

• Describe Absence Valuation Rules
• Assign Absences to Valuation Classes
• Determine Grouping for Absence Valuation
• Define Day Rules
• Create Wage Type Catalog
• Absence Valuation
  • Create Counting Classes for Absence Evaluation
  • Evaluate Absences Using 'As If' Principle
  • Evaluate Absences by Constants/Averages
  • Special Processing of Absence Evaluation Rules
• Absence Valuation with Quota Deduction
  • Valuate Absences Using Quotas

9. Short/Long-Term Disability (STD/LTD) Plans

• Set Up STD/LTD Plans
• Establish and Define Short/Long-Term Disability Plans
• Assign STD/LTD Plans to Organizational Units
• Assign Hire Date Type to Organizational Units
• Prepare Infotype 2001 for STD/LTD Processing
• Set Up Quota Component for STD/LTD Plans
• Prepare Payroll for Processing Pay Related to STD/LTD Plans
• Check Absence Breakdown for STD/LTD Plans
• Check Split Payment Valuation Rules for STD/LTD Plans

10. Family and Medical Leave Act (FMLA)

• FMLA Guidelines
• Create FMLA Reasons
• Define FMLA Rules
• Define Validity of FMLA Rules for Employees
• FMLA Deduction and FMLA Absences
  • Define Rules for Determining the Weekly Working Time
  • Define Validity of Rules for Determining Week Converter for Employees
• Use Absences for FMLA
• Assign Absence Types to FMLA Reasons
• FMLA Workbench
  • Create Number Range Intervals
  • Assign Variant for Time Evaluation
  • Define Profile Settings for FMLA Workbench
  • Assign Profiles to Employees
  • BAdI: Administration of FMLA Requests

Overview of SAP HCM for SAP S/4HANA Release 2022

Overview of SAP HCM for SAP S/4HANA Release 2022

Introduction

SAP Human Capital Management (HCM) is an essential part of enterprise resource planning, enabling organizations to manage their workforce efficiently. With the introduction of SAP HCM for SAP S/4HANA in the 2022 release, SAP has provided a pathway for organizations to transition seamlessly from previous HCM implementations. This article will delve into the key aspects of this transition, the scenarios it covers, and the simplifications introduced.

What is SAP HCM for SAP S/4HANA?

SAP HCM for SAP S/4HANA is an advanced iteration of the traditional SAP HCM, tailored specifically for SAP S/4HANA environments. Unlike its predecessors, this version integrates deeply with the SAP S/4HANA architecture, leveraging the benefits of SAP’s in-memory database and real-time analytics capabilities. The transition to SAP HCM for SAP S/4HANA is designed to be seamless and non-disruptive, with a focus on maintaining continuity for existing SAP HCM users.

Transition Scenarios

The SAP Note outlines three key scenarios for organizations planning to transition to SAP HCM for SAP S/4HANA:

1. Scenario 1: Target SAP HCM for SAP S/4HANA in SAP S/4HANA 2022 and Beyond

   • System Conversion: Organizations upgrading to SAP S/4HANA 2022 from an earlier release and wishing to utilize SAP HCM for SAP S/4HANA will undergo a system conversion. This process includes migrating from previous SAP HCM implementations to the new SAP HCM for SAP S/4HANA.
   • System Upgrade: Companies currently using SAP HCM in a compatibility scope within earlier SAP S/4HANA releases will upgrade to SAP S/4HANA 2022. This upgrade allows them to continue using SAP HCM within the new S/4HANA environment.

2. Scenario 2: Target SAP HCM Compatibility Pack in SAP S/4HANA 2022 and Beyond

   • This scenario is for organizations that wish to maintain their current SAP HCM functionalities without moving entirely to the new SAP HCM for SAP S/4HANA. Here, companies can either convert or upgrade their systems to SAP S/4HANA 2022, continuing to use SAP HCM within a compatibility scope.

3. Scenario 3: Target SAP HCM in RISE with SAP S/4HANA Cloud, Private Edition

   • For companies using SAP S/4HANA Cloud, Private Edition under the RISE with SAP offering, this scenario supports both system conversions and upgrades. This ensures that subscribed SAP HCM functionalities are available within the cloud environment.

Simplifications and Impact on Existing Functionalities

SAP has introduced a series of simplifications in SAP HCM for SAP S/4HANA, which are part of SAP’s broader "principle of one" strategy. This strategy aims to streamline processes by removing redundant functionalities and focusing on core processes that deliver the most value.

The simplifications can affect different sub-components of SAP HCM. These changes are particularly relevant for organizations planning a system conversion or upgrade, as they may require adaptation to alternative solutions or processes.

Key Simplifications:

• Appraisal Systems (PA-PD-AP): This functionality is now simplified, with alternatives like Objective Settings & Appraisals (PA-PD-PM) or SAP SuccessFactors Performance & Goals being recommended.
• Compensation Management (PA-CM): Enterprise Compensation Management (PA-EC) or SAP SuccessFactors Compensation are suggested alternatives.
• Time Management (PT): Certain time management functionalities, including Time Data Recording and Management and Time Evaluation, have been streamlined. Infotypes and operations affected by these changes must be reviewed, and organizations should consider alternatives like IT2006 'Absence Quotas' and IT0416 'Time Quota Compensation.'

These simplifications are documented in a table format in the SAP Note, providing detailed information on which functionalities are affected, the status of these changes, and suggested alternatives. Organizations are encouraged to perform a thorough review using tools like the SAP Readiness Check and the SAP Simplification Item Catalog to identify how these changes will impact their specific configuration.

The Role of Business Functions in SAP HCM for SAP S/4HANA

One critical aspect of transitioning to SAP HCM for SAP S/4HANA is the activation of specific business functions. Particularly, the H4S4_1 Business Function, which is essential for enabling the new SAP HCM features within SAP S/4HANA. Starting with SAP S/4HANA 2025, this business function will be automatically enabled. Organizations planning to upgrade before this should carefully consider the implications and review relevant SAP Notes, such as SAP Note 3443536, to understand the necessary steps.

Considerations for SAP HCM in RISE with SAP S/4HANA Cloud, Private Edition

For organizations using RISE with SAP S/4HANA Cloud, Private Edition, certain SAP HCM functionalities are not part of the offering. Key sub-components like SAP E-Recruiting and SAP Learning Solution (PE-LSO) require alternative solutions, such as SAP SuccessFactors Recruiting and SAP SuccessFactors Learning. Additionally, various Talent Management solutions are streamlined, with alternatives provided through SAP SuccessFactors modules.

Recommendations for Organizations

• Assess the Impact: Before proceeding with a system conversion or upgrade, organizations should conduct a thorough assessment using the SAP Readiness Check and the SAP Simplification Item Catalog. This will help identify which functionalities will be affected and what alternatives are available.
• Review SAP Notes: Regularly review the relevant SAP Notes, as these documents are subject to updates and enhancements. Staying informed will ensure that organizations can adapt to new information and recommendations promptly.
• Plan for Activation of Business Functions: Ensure that the necessary business functions, such as H4S4_1, are activated to fully leverage the capabilities of SAP HCM for SAP S/4HANA.

Conclusion

The transition to SAP HCM for SAP S/4HANA presents a significant opportunity for organizations to modernize their HCM processes within the robust SAP S/4HANA environment. By understanding the scenarios, simplifications, and necessary actions outlined in this SAP Note, organizations can ensure a smooth and efficient transition, unlocking the full potential of their HCM systems in the process.

a Great Article by Imran Sajid on SAP HCM vs SAP SuccessFactors

 Article posted by Imran on LinkedIn for Clarifications - worth reading

As someone who has worked with both SAP ERP Human Capital Management (On-Premise) and SAP SuccessFactors (Cloud) I tend to compare the two and answer a lot of questions on this topic when I speak at conferences or events. SAP HCM is a powerful and mature on premise product, while SAP SuccessFactors Employee Central is a next generation cloud HR product. In the years since the acquisition of SuccessFactors by SAP in 2012, Employee Central has grown tremendously which can be seen from the number of customers who are implementing it or productively using it (Almost 3500 to date).

I wanted to write this article to provide my perspective on both products and show how far SAP SuccessFactors and specifically Employee Central has come in the last few years and point out advantages compared to its older on premise sibling.

Many years ago (Where has the time gone??) I wrote an SAP Experts article and created a video demo comparing the two systems (Both require subscription). *Note: The SuccessFactors UI has been updated since I originally published this content although the processes are very similar.

Without further ado lets look at a dozen different ways that SAP SuccessFactors has improved on functionality from SAP HCM.

1.   User Experience, Navigation & Ease of Use

This is an obvious one and something you would expect from a newer software so I will go ahead and get it out of the way first.

With SAP On premise you have to log in to a software installed onto your computer using the SAP Logon Pad. Once logged on you must know transaction codes to be able to update an employee’s master data. You would also need to know an Infotype number so that you can update the appropriate information.

How do you look up an employee's data in SAP HCM?

Navigate to transaction code PA20/PA30, search for your employee, select the appropriate Infotype and then you can view/change the data

How do you look up an employee's data in Employee Central?

No matter where you are once logged, search for the employee in the search box (By name or ID) and then directly from there the employee's profile will contain all of their information.

SuccessFactors is built with native Mobile functionality which makes it easy to view and update data on the Mobile Application for both Apple & Android with an intuitive and slick user interface. The SuccessFactors app can be downloaded via the Apple/Google Play store and easily rolled out to an organization.

It is worth noting that the user experience can be enhanced for on premise by using Self-Service via the Fiori Launchpad or even HR Renewal, which will require additional setup and requires an additional license for ESS/MSS resulting in higher total cost of ownership (TCO). Here is what the user experience looks like with the Fiori Launchpad and the Employee Profile in SAP HCM which we can see makes it easier to update employee data.

 2.   Implementing New Functionality

This is another obvious one considering the architecture of Employee Central is multi-tenant with customers sharing a data center while all of their data and company specifics are separate. Employee Central gets updates quarterly rolled out to all customers at the same once (Universal). There are updates that need to be activated (Opt in) or updates that can be turned off (Opt Out). SAP SuccessFactors has a defined release strategy where Q1/Q4 are lighter releases and Q2/Q3 are larger releases based on customer feedback.

How do you get updates with SAP HCM?

• Apply a new enhancement pack and/or support pack at the time of your companies choosing which require a technical basis resource to go download the content and apply it to the system
• Upgrades can be time consuming if you have a lot of customization or if you are upgrading after a very long time since you are introducing a lot of change in your system (SPAU Objects & Code conflicts must be resolved and tested)
• Turn on any pre-requisite business functions using transaction code SFW5 (Shown below) and configure the new functionality as necessary

How do you get updates with Employee Central?

• You will automatically get it each quarter and will stay on the latest release of the software
• You need to activate certain opt in features in the Upgrade Center (Shown below) or in Provisioning (A certified partner is required to work in provisioning), permission it, and set it up as necessary. SAP SuccessFactors has made an effort to enable customers by putting more opt in features into Upgrade Center rather than Provisioning.

3.   Self-Service

A great advantage for cloud software is the built-in self-service. Employee Central is accessed via a web browser or via a native mobile application. An employee looking to view/update their own information accesses the system in the same place as the resource responsible for the administration of the system. With SAP HCM you will have some users who login via the SAP GUI and others who login via your self-service page once it is setup via HR Renewal/Fiori/An older version of self-service.

How does self-service work with SAP HCM?

• Need to deploy a SAP Enterprise Portal or Netweaver Business Client (NWBC)
• Need to configure and customize the different services you want to activate
• Authorization needs to be setup for self-service roles (Which is discussed later)
• Additional licenses are applicable which can drive up an organizations cost and appetite for rolling this out

This will either look like the previous screenshot showing the Fiori Launchpad or could be different if you were using HR Renewal or a previous version of ESS.

How does self-service work with Employee Central?

No additional installation is required as it is built in and included in Employee Central and also does not have an additional license. As soon as a new user is created they are emailed login information that they can use to access SAP SuccessFactors. Role Based Permission for security needs to be setup to control what data employee's have access to, but this is pretty straightforward (Which I will also discuss)

4.   Storing Custom Employee Data

This one is surprising because a stereotypical perceived limitation of cloud software is the customization/extensibility or lack thereof. With Employee Central, this really could not be further from the truth. Working with Employee Central allows you to very easily and intuitively store custom data in the system along with additional abilities to make it easier for the end user.

How does extensibility work with SAP HCM?

• You need to add your custom data to an existing SAP delivered Infotype or create a custom Infotype where you would store the data. I have done both before and they are time consuming technical tasks that require understanding the data structures of Infotypes in SAP HCM
• How to do this is taught in the SAP class HR350 - Programming in SAP HCM which is taken by a technical programmer

How does extensibility work with Employee Central?

• Using the SuccessFactors Extension Center or Metadata Framework (MDF) via the Configure Object Definitions tool within the Admin Center allows easy updates to a delivered object to store a custom field or you can create your own object in no time (I have done it in less than an hour). There is an ability to includes API visibility to allow importing/exporting the data, the ability to add different types of custom fields easily, the ability to intuitively change field labels/translations, the ability to set attributes such as making fields required, and using standard framework for adding workflow or role based permissions for authorization control.
• These are taught in THR81 - SuccessFactors Employee Central Academy

It is also worth noting that for more complex customization including the ability to build your own application, there is the SAP Cloud Platform.

5.   Data Loads for Employee Data

You have a lot of options for loading data into SAP HCM with flexibility and different methods to do it, however the process takes time and typically requires a technical resource to do the work. The advantage of SuccessFactors comes with the simplicity and flexibility of how to do it and the ability for an admin to do it.

The biggest thing that I really like about loading data into Employee Central is the fact that you can download a template directly from the system which makes it very easy for the end user. If your system has a custom field the system will automatically include that custom field in the downloaded template.

How do you load data in SAP HCM?

• One way to do it is creating a custom interface program with ABAP programming
• Another way is to use standard tools such as LSMW (Legacy System Migration Workbench)

How do you load data in Employee Central?

• You access the Import Employee Data tool from the Admin Center, download a CSV template from the system, fill it out, and upload it back into the system

6.   Authorization/Security

I really liked the framework of how SAP SuccessFactors Authorizations are setup with Role Based Permissions (RBP) and how intuitive and easy it is to work with. This was not the case when I first had to look at authorization in SAP HCM and it was something I struggled with when I was first learning and took years to get comfortable with it.

How do you assign authorizations in SAP HCM?

• You create a role (Which is assigned to employees) using transaction code PFCG which contains an authorization profile which has authorization objects that control the authorization. You need to know the different authorization objects, roles, and Infotypes as well as the setup for your org structure (Employee Group, Employee Subgroup, Personnel Area, Personnel Subarea, Subtypes, Org Key) to effectively set this up
• There is an entire SAP class dedicated to this HR940 Authorizations in SAP HR

How do you assign authorizations in Employee Central?

SAP SuccessFactors permissions are called Role Based Permissions (RBP). In a simplistic explanation, there are two main activities (Manage Permission Groups & Manage Permission Roles) that you use to create groups (Including dynamic groups) and assign authorizations that this group will have access to perform in the system. The layout is intuitive with the groupings and names making sense the first time working with it. I was very pleasantly surprised when I started setting up permissions.

The setup also allows dynamic setup by position so employee's authorization can automatically be updated as they move around the organization.

7.   Approvals/Workflows

Approvals are a big part of any HR system that companies need to track in the system. Being someone who did not know workflows well in SAP HCM, the term scared me when I first started working with Employee Central. To my surprise the workflows were easy to work with and made a lot of sense as soon as I started working with them.

How do you create workflows in SAP HCM?

There is an module dedicated to setting up workflows in SAP that is not the most user friendly and an area I will openly admit I don’t know well and could not setup if I was asked to do so.

This complexity and technical nature of setup provides a lot of flexibility in workflows and allows fancy things, but it is very technical and requires a skilled resource.

How do you create workflows in Employee Central?

• You can go to the workflow configuration activity and create workflows within the Admin Center. This includes setting up dynamic workflows. After creating a workflow it needs to be triggered via a business rule where we define the logic for when the workflow is called. This does require knowledge of the SuccessFactors data structures and could be a technical resource depending upon the organization.
• You have the ability to create and use dynamic roles that are flexible based upon the employee data being updated (Different approver for someone being hired into Marketing than Sales). You can create and use custom groups (HR for example) where only one person from that group needs to approve. You can also call current/new manager as well as second level manager (manager’s manager) out of the box without additional work.
• You can easily add CC roles and notifications to workflow contributors to keep people in the loop of certain approvals and processes without them needing to explicitly approve.

SAP HCM gives you tremendous flexibility for your workflows, but I would argue that the framework of workflows in SuccessFactors as it currently stands is extremely flexible and should suit a nearly all customer requirements.

8.   Defaulting Values

The ability to take manual work out of the hands of employees by automating them in the system is very important and is a big deal for HR people. I was pleasantly surprised by the flexibility of Employee Central and the business rules framework in doing this.

How do you default values in SAP HCM?

You would use a feature to default values that are tied to those features. For example, you would use the SCHKZ feature to default an employee’s work schedule rule in Infotype 7 (Planned Working Time). The limitation with features is that they cannot be date specific and you are limited to query based upon the structure of the feature.

It is worth noting that dynamic actions and users exits are also available tools to default values. For example if you want to default data for a custom field then it will likely require custom code in a user exit which will need to be maintained and tested during future upgrades.

How do you default values in Employee Central?

You would use the “Configure Business Rules” activity to setup your rules. This is a very flexible activity that uses IF THEN logic to be able to do things such as defaulting values as well as triggering workflows or other items. This rule would then need to be assigned to an object and you have control over when and how it is triggered.

The standard framework supports custom fields in the system and you can use this framework to create logic for custom objects as well very easily and these are automatically supported in upgrades.

It is also worth noting you can propagate values from foundation objects in EC which is explained in this blog post

9.   Setting up Company Structure and Viewing Org Chart

Both systems give a lot of flexibility to setup a company’s structure, but in working with Employee Central I really liked the terminology. The terminology goes with how businesses are setup in real life (Business Units, Divisions, Departments, and Locations).

There is a terrific blog post by the one and only Luke Marson. If you take a look at the comparison that he shows in the chart, you can see that there are Objects in Employee Central that just don’t have an SAP HCM equivalent. This shows you how there is additional flexibility to group employees in the company structure.

How do you view an org chart in SAP HCM?

You would use transaction code PPOME using the back end system

Add on programs to support org charting such as the Nakisa org chart viewer/workforce viewer could be licensed at an additional cost for an improved user interface which you can see an example of below

How do you view an org chart in Employee Central?

You would navigate to the Company Info drop down in SuccessFactors and view the org chart including search functionality which is well built and allows you to search and navigate very intuitively.

In addition there is functionality for a position org chart which gives visibility into details beyond a traditional org chart such as being able to see empty positions. It is through the position org chart where you could create a requisition for Recruiting Management automatically to make it easy.

There is also functionality to be able to view your company structure overview which helps organizations visualize their org structure beyond the employee/manager/position level. Here is a terrific blog on the topic by SuccessFactors guru Erik Ebert and a screenshot.

SuccessFactors also has terrific org chart functionality on the mobile app for both Android and iOS

10.   Proxy and Delegations

Proxy & Delegations – These are two items that are useful for customers to approve items on behalf of others. We live in a connected age where people want to have items approved ASAP and an HR system needs to have functionality that allows people to delegate their tasks. With the proxy and delegation features in EC the system allows users to pass responsibilities off to others when they are offline and then keeps track of this when someone else approves something.

How do you proxy in SAP HCM (Using ESS)

The common way whenever I was testing was to go to PA30 and change the Infotype 105 record to your ID to act as that specific person

How do you proxy in SuccessFactors?

Use the "Proxy Now" feature which I tend to use all the time while testing

When you acted on behalf of another user in SAP HCM there was not a simple way to track who was doing what, but in Employee Central everything is tracked and you can clearly see when someone approves something as a proxy as the system tells you that it was approved “on behalf of”.

You would want to limit proxy (Acting directly as someone without having their credentials) use in production due to security concerns, it is a terrific for testing different roles, authorizations, and workflow. That is where the ability to delegate tasks in SuccessFactors really comes in handy because in Production a user can delegate their authorizations when they are out of the office so that things are not held up while people are on vacation.

11.   Data Integration

A big part of any HR system is to get data from the HR system to a partner, vendor, or other third party system that is needed for business operation. 

How do you integrate data in SAP HCM?

You would likely write an ABAP report using transaction code SE80 that would be an inbound interface that loads data into the Infotype tables. This requires a programmer who would write the logic.

How do you integrate data in SAP SuccessFactors?

You would use the Integration center which gives you a nice user interface to build a file that can be sent out of the system or to have a file loaded into the system including native abilities for scheduling

12.   Module Integration

I worked with SAP HCM for many years and the integration in Core HCM (PA/OM/Benefits/Time/Payroll) was always good. You hired an employee (PA), assigned them to a position in org management (OM), allowed the employee to enroll in company benefits (Benefits), allowed the employee to request time off or enter their time (Time Management), and all of this was sent over to payroll and the employee was paid correctly.

The areas where I did not see as much integration was modules outside of Core HCM although I have a limited amount of expertise working outside of Core HCM in SAP HCM. Considering this is not my area of expertise I reached out to my colleague and friend Rinky Karthik. Rinky is well known in the SAP SuccessFactors space and has published a book, many blogs/articles and spoken at conferences worldwide on SAP to help answer this question.

How do you integrate data to other modules outside of SAP HCM?

• With SAP HCM talent modules such as: Learning, eRecruitment, Performance Management, Enterprise Compensation, each has its own series of HRP Infotypes, Tables and managed by separate security Authorization Objects.
• None of these Infotypes or Tables integrate with each other at any point. The only real connecting point between SAP HCM talent modules and Core HR is the Employee itself i.e. object ‘P’.
• There isn’t any one screen/UI where you could see the Employee’s HR Master Data together with Learning data, Performance data etc.
• SAP HCM does have standard integration with the SAP on premise talent modules (Enterprise Compensation Management for example) via delivered user interfaces and delivered integration between the Infotypes, but anything that was not delivered required technical customization and programming.

How do you integrate data to other modules outside of Employee Central?

There is native integration between many modules such as between SAP SuccessFactors Onboarding & Recruiting Management with Employee Central. This makes processes such as moving a candidate to an employee much easier and include the data sent over from Onboarding. This is done via standard user interfaces such as the Manage Pending Hire screen to move someone from Recruiting/Onboarding to an employee within EC.

In addition, SuccessFactors delivers many APIs out of the box along with many integrations including functionality called “intelligence services” that moves from isolated events to end to end services.

Jobs and Positions are the connecting point between various SuccessFactors modules and in People Profile, you can see all relevant information related to an employee in one screen/UI. Information such as:

• Basic Data
• Personal Data
• Organization Data
• Payroll data
• Compensation information
• Performance and Goal information
• Learning Activities (via custom portlet)

I had the chance to collaborate with friends and industry partners on a blog a few years ago which does a great job explaining SAP SuccessFactors Cross Module Integration which I would highly recommend

In response to customers asking for details on how to safeguard implementations for topics like solution architecture, rules engine, integration, and migration to SuccessFactors, SAP has created a series of highly valuable documents called Implementation Design Principles, which provide valuable guidance on how to best set up the system for smoothest ongoing operation as detailed in this blog post by my colleague Sharath TN. 

Feel free to leave your comments and provide feedback on the items that you agree/disagree with as well as other items you would add to this list