In this article I am going to discuss on the two important programs that needs to be remembered to address few of the functional issues arises during implementation or after implementation.
- Program 1 discusses of generating all the features by running this simple program in all respective systems.
- Program 2 discusses the issues of country grouping changes for Personnel areas after the initial implementation of the project.
Most of the times we generate features at the individual feature level and we proceed with our own test scenarios.
But often consultants forget to generate some of the features when they do the transport from one system to other system at the time of initial implementation
This picture shows the simple landscape during the implementation phase which is common on all implementation
Initially consultants will do the configuration in dev system and subsequently transport it to the quality system for testing and if users confirms successful testing eventually it will be transported into Production system.
The above landscape may vary from client to client and some of them will have a complex landscape in order to ensure the strict quality and security measures of the landscape.
Let us take some simple examples of two features which we set in Dev system
- NUMKR – Feature used for number ranges for employee personnel numbers
- PINCH- Feature used to set Default Administrator group for employees
The above said features are configured in dev system and now we are going to generate both features together in all systems to ensure the changes are proper place in all systems.
Let us open the system and enter into the standard transaction for modifying the features which is PE03
You will get the following screen
The above screen is for the program to generate all features at one shot
Type of activation can be Option 1 or 2 or 3 depending upon the requirement
Option 1 refers to The predecessors of subfeatures are built and all features then reactivated (in this case Features should be left blank as captured in Figure 3)
Option 2 refers to all specified features will be activated (in this case the required features are specified in the Features box)
Option 3 refers to Only the specified features that were changed and are no longer up-to-date are used for activation.
The above figure will show the list of all feature in the system which are re generated.
The above step of re generation of features ensures that all the system features are re generated and all the latest changes made in the respective features are active.
We need to repeat this activity in all systems where we do the transport between the systems.
This will help us to avoid UN necessary configuration issues and test failures which occur due to non generation of features by over sight.
Let us analyze what Figure 5 consists of
Figure 5 is the continuation of figure 4 and this means the features captured in Figure 5 are just transferred from the standard SAP client without any changes.
This ensures that the system has all the required features from standard system.
In many of the global implementations Consultants often create as many as personnel areas and assign it to the common company code in one country where the client ‘s corporate office is operating , they also upload the employee master data in those personnel areas
Later once the company codes are available for respective countries they realign their configuration in such a way that they will move the respective personnel areas from corporate country to respective countries.
Let us discuss this with an example,
In my example the client’s corporate office is situated in Netherlands and all the respective personnel areas are initially created and assign to the company code with country grouping 05 which is meant for Netherlands. For example personnel area of Denmark is attached to the Company code of corporate office in Netherlands.
Later the company is expanding the SAP HCM system and wants to stream line the data as per legal requirements and they create a separate company code for Denmark with Financial accounting in order to meet Danish statutory legal requirement and to establish respective country’s accounting principle.
In the above example the Configuration from HR side can also be easily managed by changing the assignment of personnel area of Denmark from Netherland company code to Denmark company code.
By doing this the country grouping of an employee changes from 05 to 09 but employee master data will not get automatically updated.
If the user tries to change the master data they will come across the error as org assignment not permitted.
How to fix this?
Let us first analyze the existing configuration and let us take one employee as example.
The personnel area of DE01 (Denmark) is assigned initially into the company code 0259 which is of country grouping 05 (Netherlands)
You can see this configuration in the following menu path
Here as I explained earlier the personnel area is mapped to company code 0259 which has country grouping 05 which belongs to Netherlands.
This means technically the employee belongs to the country grouping Netherlands.
Let us analyze the Employee master of this employee
The following screen can be viewed with this menu path
SAP Easy access->Human Resources->Personnel management-> Administration->HR master data->Maintain HR master data
Transaction code PA30
As captured in figure 7 this employee belongs to company code 0259, personnel area DE01 and sub area 0001
Here we can’t see the details of country grouping, basically the system sets the country grouping based on the personnel area and company code
In the back end of infotype 0003, the system sets automatically the VIEKN field as 05 which is nothing but country grouping of a company code.
Let us analyze the following screen, this you can see this through transaction code SE16
Now you will get the following screen
If you analyze the screen view as shown above in Figure 10, the system sets the value as 05 that means technically this employee belongs to Netherlands.
Now we are going to change the configuration in such a way that the personnel area will be assigned to Denmark company code with proper country groupings
This can be achieved in the same menu path mentioned for Figure 6
I am capturing the screen shot after the changes made in the system
In the above screen Personnel area DE01 is now properly assigned to company code 0067 with country grouping 09 meant for Denmark.
These changes will not now reflect directly in infotype 0001 and further system will not allow us to do any changes for this employee
If we try a simple org reassignment for this employee, system will show an error message and will not allow us to do any changes.
Let us try that, I tried to change his employee sub group and now we get the following screen
If you click on error message you will get the following information.
This is the error message we will get, in order to over come this we need to run a program which properly sets the VIEKN field of an employee as per latest configuration changes.
Note:- Remove the tick mark in Test box in order to run this in real time.
Now the system has confirmed the regeneration of country grouping by the following screen.
Now let us try the org reassignment for this employee in PA40 – personnel actions.
Now no error messages appear and let us analyze the PA003 view for confirmation, this can be done by repeating the steps mentioned for figure 8, 9 and 10
I am capturing the display screen of the PA0003 view after we run the above report
By running this program we have come out of system inconsistency aroused because of configuration changes
Raghavendran Parthasarathy is currently working with Hexaware, India as a Delivery Head for Workday and SAP solution design for customers across the globe. He has worked in SAP HR for the past 12-plus years in various capacities, including payroll projects in the Middle East, Europe, and APAC. Besides payroll, Raghavendran has rich experience in negative time management, personnel administration, and recruitment. He has also been a part of portal implementations.
Raghav has published around 18 articles in AP HCM and some of them rated among top 10 in US in year 2009