Newsletter October2005
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Content Overview:
- Release strategy mySAP ERP HCM
- Infotype 105
- Orgchart tools
- Cost centre reporting in Manager's Desktop
- Make or Buy: Development vs. Recruiting
1. Tips in mySAP® HR
Release Strategy and new products: FAQ
With mySAP® ERP and the great number of new terms, products and versions, there are a lot of questions from customers. We compiled some of them in this article and tried to find some simple answers. read more following this link.
Infotype 105: problem when upgrading to 4.7
Infotype 105 holds various numbers and IDs. With release 4.6c, epending on the subtype a short field (with only capitals) or a long field (with capital or non-capital letters) was used. With release 4.7 (R/3 Enterprise), this has changed: both fields only use capitals. So, after an upgrade, the distinction between capital and non-capital letters will be lost.
To avoid this problem, the critical data has to be transferred elsewhere (e.g. a custom field). To get it back to the original field without any loss of information, the domain of the data field must be modified in data dictionary. However, this would cause problems with the functionality of checking for already existing IDs. So, if you really need to have small letters in your IDs, it would be the best solution to use a custom field for those types of IDs.
Tools for SAP HR: Orgcharts and more
To help our customers with the search for the best tools, AdManus currently is setting up an overview of all helpful tools available on the market. A list with products to create orgcharts is already available and can be requested via this e-mail address: info@admanus.de.
If you provide any tools to be used together with SAP HR, you may send us a message with a short description of the tool, a web-link and a contact person. Please also tell us whether English and / or German versions of the tool are available.
Cost centre reporting in Manager's Desktop (MDT)
The MDT allows users to access cost centres according to their assignment in HR organizational management. All report groups created with report painter / report writer can be included – even if the HR and CO modules run on different systems.
However, each user must have an appropriate authorization profile to access exactly his or her own cost centres. Moreover, there is no option to add selection criteria such as a cost type or cost type group.
This problems can be overcome by creating custom function codes instead of using standard ones of the type "RWRP". The trick is to call the requested report group via RFC (no matter whether you want to access a remote system or not) with a technical user and an appropriate profile for all managers. The ABAP coding of the custom function code must ensure that no wrong cost centres can be included in the report and also can add other, non-critical selection criteria.
This way you can not only reduce the number of authorization profiles you need but also enhance functionality and usability of cost centre reporting for managers.
2. What’s new in Human Resources?
New Skills: Develop or buy?
The current edition of Knowledge@Wharton features an interesting article about personnel development and recruiting. It presented some research on how high-tech companies deal with changing skills requirements. Basically, this is a classical make-or-buy question: should we build the new skills through training or recruit new employees who already have them?
The examples included in the research suggest, that it would be profitable from the individual companies' point of view to rely more on recruiting than on training. To me however, the most interesting aspect of this research seems to be, that it shows that recruiting and personnel development have to be treated as a mix within the HR strategy and as such have to be aligned to the business strategy (and vice versa!). They must never be treated as isolated processes. Right now, SAP HR does justice to this fact by integrating both processes more and more within its Talent Management component.
However, many companies still organize their HR in a way strongly inconsistent with these obvious circumstances. Personnel development and recruiting often are organized in separate departments and once a request enters one of them, it will go its way. This means, that issues that could best be solved by recruiting will often be dealt with via training and the other way round. Not to speak of "strategies" for both processes that aren't consistent either. Obviously, this is a point where many companies could improve their HR management significantly. A well designed software may play a major role in this process – but doesn't necessarily have to.
Read the full Wharton article following this link.
3. News from AdManus
Opportunity for Companies selling SAP HR Tools
If you provide any tools to be used together with SAP HR, you may send us a message with a short description of the tool, a web-link and a contact person. Please also tell us whether English and / or German versions of the tool are available. Contact address: info@admanus.de..
AdManus will report about these tools from time to time and use the information to help their customers with the tool selection.
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