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Terp_Al > Unit 14 - HCM > Flashcards

Unit 14 - HCM Flashcards

1
Q

What does HCM stand for?

A

Human Capital Managemnet

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2
Q

What are the organizational structures in HCM?

A

depicts the hierarchy that exits between the various organizational units in the enterprise

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3
Q

Describe how to manage employee records in HCM.

A

using infotypes. Infotypes are grouped information. You can maintain infotypes using 3 methods/screens.

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4
Q

Describe the basic business processes of HCM ( 9 items)

A
  • Organizational management
  • SAP e-Recruiting
  • Personnel Management
  • Personnel Development
  • Training and Event Management
  • Time Management
  • Performance Management
  • Payroll
  • Personnel Cost Planning
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5
Q

What are the key integration points with other ERP processes?

A

a

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6
Q

What is ESS?

A

Employee Self Service

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7
Q

Identify the use and benefits of Employee Self Service.

A

a

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8
Q

What are the options for reporting HCM information?

A

a

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9
Q

What are structures in HCM?

A

Structures are what employees are assigned to.

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10
Q

What does the employee structure assignment do?

A

It defines where the employee works, the status of the employee and the function.

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11
Q

The employee structure assignment information is relevant for:

A
    • payroll
    • time management
    • personnel planning
    • reporting
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12
Q

What is the first step for entering personal data?

A

allocation of employees to the structure in their enterprise

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13
Q

???? you asign employees in infotype 0001 > organizational assignment

A

??????

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14
Q

when you enter data for an employee in infotype 0001, organizational assignment, the employee is assigned to:

A
  • a company code - a personnel area - a payroll area
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15
Q

when you enter data for an employe in infotype 0001, and assign the employee to a position it results in

A

the employees assignment ot an organizational unit, a job, and a cost center

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16
Q

within the enterprise structure there are always 4 levels, what are they?

A
  1. client 2. company code 3. personnel area 4. personnel sub area
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17
Q

in order to run payroll or time managemnet, what additional information is required besides the enterprise structure info?

A

regional and legal information

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18
Q

the enterprise structure answers the question…

A

what company does the employee work for and where?

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19
Q

why is the company code relevant for Human Resources

A

the currency type is stored in the company code

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20
Q

Personnel areas are very important for selecting data within reportiing, for distinguishing authorizations, and for creating defaults in infotypes (RAD). True or false

A

true

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21
Q

a personnel area is assigned to a company code in personnel administration. True or false

A

true

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22
Q

personnel areas and personnel subareas have ? digit alphanumeric identifies

A

4

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23
Q

Draw a picture of the Enterprise Structure

A
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24
Q

Personnel subareas are used for (RAD)……

A

selecting data within reporting and for createing defaults (not authorizations)

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25
Q

What level are the principal organizational aspects (pay scale, wage type structures, planning work schedules) of human resources controlled by

A

Pensonnel subareas

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26
Q

The employee group is a general division of employess for example

A

active employees, pensioners etc.

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27
Q

What are the principal functions of the employee group? (3)

A
  1. default values can be generated for payroll area and basic pay
  2. selection criteria for reporting
  3. one unit of the authorization check
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28
Q

employees within the employee group are divided further, give an example…

A

according to their position hourly wage earner vs salaried employee vs trainee

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29
Q

all control features of the personnel structure are defined at what level?

A

the employee subgroup level

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30
Q

what are the most important control features?

A

The employee subgroup grouping for the Personnel Calculation Rule allows you
to define different payroll procedures for different employee subgroups; for
example, you can specify whether an employees pay should be accounted on
an hourly or monthly basis.
• The employee subgroup grouping for primary wage types controls the validity
of wage types on an employee subgroup level, whereas the grouping for
collective agreement provisions restricts the validity of pay scale groups to
certain employee groups.
• When entering data, you can define default values using the employee subgroup,
for example, for the payroll area.

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31
Q

a payroll area is an organizational subdivision of employees concerning payroll. How are payroll areas defined?

A

Payroll areas are defined according to the date the payroll runs for a group of employees

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32
Q

The payroll area provides the
payroll driver with two pieces of information. What are they?

A
  1. number of employees for whom payroll is to be run (determined using the organizational assignment infotype (0001) which stores the payroll area
  2. dates of the payroll period.
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33
Q

When can an employee change payroll areas?

A

at the end of a period only

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34
Q

What does the organizational structure represent?

A

The task-related, functional structure of the enterprise

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35
Q

The administrative enterprise or personnel structure are relevant to….

A

payroll or accounting

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36
Q

You can view your organizational plan with objects and reporting relationships to
see different views of the organization. True or False

A

True

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37
Q

You create your organizational plan using:

A

organizational units and positions

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38
Q

How can you map hierarchies within your organizational plan? (list 2)

A
  1. organizational stucture of your enterprise
  2. individual positions and the chain of command
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39
Q

Organizational units describe the various business units that exist in your enterprise. Multiple organizational units and their interrelationships form the organizationl structure. Draw an example

A
40
Q

Organizational units can be linked to cost centers from Accounting. T or F

A

True

41
Q

Jobs are general classifications of tasks that are performed by employees.

Jobs are used in which application components: (3)

A
  1. Shift planning
  2. personnel cost planning
  3. personnel development
42
Q

Describe positions.

A

positions are the individual employee assignment.

positions are occupied by persons

positions are enterprise specific

a number of positions are based on the same job

a position inherits a job’s tasks - but you can define additional tasks that only have to be performed by this one position

43
Q

costs centers can be assigned to organizational units and positions. The

A
44
Q

Jobs are created once and are used to describe positions. T or F

A

True

45
Q

Positions are related to organizational units, jobs are not.

All information which is stored on a job – such as tasks, requirements etc. – are inherited to all the
positions created from this job.

Positions are occupied by persons.

A

True

46
Q

Once you have created a job, you must

A

specify the number of corresponding positions
required in the organization.

47
Q

Cost centers can be assiged to:

A

organizational units and positions

48
Q

Where are cost centers maintained?

A

in Controlling

49
Q

cost centers assignments are inherited how?

A

along the organizational unit structure

50
Q

Cost centers can be linked to either:

A

organizational units or positions

51
Q

Within in organizational structure, persons are objects that hold positions. Any additional information for the employee is maintained in

A

Personnel Administraiton

52
Q

Infotypes for persons are maintained in Personnel Administration and are linked to an organization plan through their position assignment. Other defaults in Personnel Administration employee maintenance can be derived from

A

organizational Management data, such as the employee group/subgroup infotype

53
Q

What are infotypes?

A

logical groupings of data fields. We store all of our master data in infotypes

54
Q

Therea are 3 different ways of processing infotype records, what are they?

A

1 single screen maintenance 2 personnel actions 3 fast entry

55
Q

When dod you call up the individual infotypes to maintain data for …..what?

A

a particulatr subject or situation. You can only maintain one at a tim here, use personnel actions if you need to maintain more than 1 infotype.

56
Q

Employee Records: Personnel actions are used when?

A

you need to maintain more than one infotype for an individual

57
Q

Employee Records: Use the fast entry …. when?

A

maintain 1 infotype for more than one person simultaneously

58
Q

Can one infotype be included in more than one menu

A

yes - however not all infotypes ae listed in any menus

59
Q

What lists all the infotypes for an individual and how are they displayed?

A

Listed in personnel file lsts; displayed in ascending numnberical order

60
Q

List some infotypes

A

personal actions hire, personal Data 0002, create organization assignment, create addresses, planned working time, basic pay, bank details, absence quaotas, travel priveleges

61
Q

Employee Records Summary: How do we manage employee records?

A

through infotypes

62
Q

What does the SAP system support….

A
  • identifying workforce requirements
  • creating job advertisements
  • screening applicants
  • managing applicant correspondence
63
Q

What can a line manager use to map their decisions on applicants and to trigger futher admin in HR dept?

A

Manager’s Desktop

64
Q

What are the names of the online applicaitons available for external and internal job applications?

A
  • employment opportunities web application - EXTERNAL
  • employee Self-service solution, Job Advertisements - INTERNAL
65
Q

What web application enables cost-effective and efficient recruitment procedures?

A
  • employment opportunities web application - for external applicants
  • application status web application - enables you to dispense with a part of the admin duties
66
Q

Whjat can an applicant now do to their application if we are using SAP R/3

A

add or change an previously entered data

67
Q

The personnel development requirements result from a comparison of the job requirements and the employee’s existing qualifications. The information required for the comparison is stored in

A

profiles

68
Q

Development plans are when an employee has been assigned a

A

qualifyting action (ie trainee program or participation in couses)

69
Q

Employees’ performance canbe appraised, and the results provide informtion for

A

employee development planning

70
Q

You assign qualifications to employees and positions.

employees = qualifications

positions = requirements

T or F

A

True

71
Q

Where do you edit the qualifications catalogue

A

customizing for personnel development

72
Q

What needs to be integrated so that you can use the “Genenerate training proposals” function.

This function will all employees to book directly into courses or prebook for events

A

Personnel development and Training and Event management

73
Q

What is the name of the area where training materials, documentation and videos are maintained

A

SAP Knowledge Warehouse (Training and Event Management & Sef-Service applications)

74
Q

What are the 4 main processes in Training and Event Management

A
  1. Business event prepartion
  2. business event catalog
  3. day-to-day activities
  4. recurring tasks
75
Q

What is included in Business Event Preparation

A

information in the business event catalogue such as

  • environment
  • event groups
  • event type
76
Q

What activites are included in the business event catalogue process?

A
  • create event dates with or without resources
77
Q

what is included in the day 2 day activies process

A
  • book
  • prebook
  • replace
  • cancel
  • corespondence
    *
78
Q

What tasks are included in the recurring tasks of the Traving event process

A
  • carry out appraisals
  • repost cots
  • issue invoices
  • newly acquire qualifications canbe transferred to sub-profiles iin Personnel Development
    *
79
Q

What can be linked to the Training and Event management to combine tradional classroom training with the web-based learnong methods

A

SAP Learning Solution

80
Q

Info concerning employees’ availability and their work is used in HR and…. which will influence compamy wide decisions.

A

controlling and logistics

81
Q

What are the various options available for recording time data

A
  • online by the time administrator
  • using fron’end time recording systems
  • using the cross-application time sheet (CATS)
  • using employee self-service (ESS) applications
82
Q

what infotype holds the work schedule for each employee

A

Planned working Time infotype

83
Q

what is CATS

A

Cross Application Time Sheet - another form of Employee Self0serivce.

84
Q

CATS creates an interface that will allow integration with what units?

A
  • HR (time quotas, payroll)
  • FI (costs and invoices)
  • PLM (costs, project progress, deadlines)
  • SCM (external employee acitivities
85
Q

What are the advantages of CATS?

A
  • standard input screens for entering working times
  • all users eas of use
  • default values and data entry templates
  • integrated approval process
  • support for corrections
  • SAP enhancements for increased flexibility in authorizaiton, pluasibility etc
    *
86
Q

What are the processes in CATS?

A
  1. Entry of time data in the time sheet
  2. Release of time data
  3. approval of time data
  4. transfer to time data to targetted applications
87
Q

What processes are optional in cats

A

release time data and approve time data

88
Q

Personnel Cost Planning and Simulation processes are:

A
  • planning prepartion
  • data collection
  • cost planning run
  • detailed planning
  • integration in sesequent processes
89
Q

Where can the data come from for planning in Personnel Cost Planning and Simulation

A
  • payroll results
  • planned payment data for the positions and jobs in Organization management
90
Q

Once a Personnel Cost Planning plan has been released, that data can be used for processes such as:

A
  • creating a training budget for training and event management and compensation management
  • transferring data to controlling
  • extractin the cost projections for further analysis in Netweaver BW
91
Q

Employees’ remuneration is calculated on 2 steps. what are they?

A
  1. grouping the remuneration elements (gross payroll)
  2. legal and voluntary deductions that are country specific (net payroll)
92
Q

SAP ESS has more than 70 services, what are some of them?

A
  • search who’’s who
  • view calendar
  • check workflow work items
  • submit travel expenses or enter work times
  • enroll for benefits
93
Q

What employee information is available using SAP ESS?

A
  • personal data (payroll, time management, travel expenses, qualifications…)
  • public information (who’s who, calendar, education and training offers, open internal vacancies….)
94
Q

What are some benefits of SAP ESS

A
  • Well informed employee decisions
  • reduced admin costs
  • shorter cycle times
  • accurate employee records
  • time and resources saved for strategic HR initiatives
  • *
95
Q

What is Manager Self-Service?

A

a portals that enable managers to display, create, and edit data in SAP

96
Q

what subjects are covered in Manager Self-Service?

A
  • employee reviews
  • employee change requests
  • monitoring
  • reporting
  • recruitment
  • compensation planning
  • quota planning
    *

Terp_Al (16 decks)

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