120 Terp10 Unit 10 - Human Captial

Front 1

1. Define Enterprise: (3)

Back 1

1. A legal and financial structure.
2. Its highest level is a company code.
3. Its subdivisions are personnel areas, and personnel subareas.

Front 2

2. Define Personnel Structure: (2)

Back 2

1. Relates primarily to work hours and compensation.
2. It is made up of three elements: employee groups, employee subgroups, and payroll areas.

Front 3

3. Define Organizational Structures: (3)

Back 3

1. Depicts the hierarchy that exists between the various organizational units in your enterprise.
2. Creates the organizational structure by creating and maintaining organizational units and relating them with one another.

Front 4

4. What are the HCM elements of the Enterprise structure? (4)

Back 4

1. Client
2. Company Code
3. Personnel Area
4. Personnel Subarea

Front 5

5. What is a Personnel Area? (3)

Back 5

1. A specific entity for personnel administration.
2. It represents a subdivision on the Company Code
3. Each personnel Area must be assigned to a Company Code.

Front 6

6. What is the purpose of Personnel Area? (3)

Back 6

1. Personnel area: Functions to define or generate:
i. Default values for data entry, like payroll accounting
ii. Selection criterion for reporting
iii. Unit in authorization checks

Front 7

7. What is a Personnel Subarea? (2)

Back 7

1. Subdivisions of Personnel Areas.
2. The most important subareas of personnel administration takes place at this level.

Front 8

8. What is the purpose of Personnel Subareas? (6)

Back 8

1. Functions to define or generate:
i. Specify the country group
ii. Assign a legal person
iii. Groupings for Time Management
iv. Default pay scale type and area
v. Public holiday calendar
vi. Wage types

Front 9

9. What are the elements of the personnel structure? (3)

Back 9

1. Employee Group
2. Employee Sub-group
3. Payroll Area

Front 10

10. What determines how often payroll is run?

Back 10

1. Payroll Area

Front 11

11. What do Employee Group and Employee Subgroup determine?

Back 11

1. Employee Group: It defines the relationship between an employee and a company (active employees, retirees, contractors).
2. Employee Subgroup: It’s used to define different payroll procedures (hourly vs. salary). Wage earners, salaried, and non-pay-scale employees are all examples of subgroups within the employee group “active.”

Front 12

12. What is an Organizational Plan used for?

Back 12

1. It provides a model of the structural and personnel environment at an enterprise

Front 13

13. The Organizational Plan is made up of what two things?

Back 13

1. Structural Environment
2. Personnel Environment

Front 14

14. Define jobs, positions and persons and how are they related. (4)

Back 14

1. Job: A unique classification of responsibilities in an organization.
2. Position: A position inherits a job’s tasks.
3. Person: Represents an employee at a company.
4. The three make up the Organizational Structure.

Front 15

15. What are Infotypes?

Back 15

1. Data fields (Individual information, i.e. name, date of birth) are grouped into data groups or information units according to their content which are called Infotypes.

Front 16

16. The pages of a personnel file that make up an employee’s master data record and that are created via a personnel action are called ______ .

Back 16

1. Infotypes

Front 17

17. What are the three ways of maintaining or processing Infotypes?

Back 17

1. Single Screen Maintenance
2. Personnel Actions
3. Fast Entry

Front 18

18. Name three characteristics of the Infotype maintenance screen.

Back 18

1. Infotypes are grouped together by subject.
2. An Infotype can appear in more than one subject.
3. You can tell which Infotypes have been maintained.

Front 19

19. What is an Action?

Back 19

1. The system can group together the most important Infotypes into personnel actions and lead you through processing the employee data.

Front 20

20. Is it possible to see which Infotypes have been maintained from one screen?

Back 20

1. Yes

Front 21

21. T/F – Each Infotype record has a validity period or a key date.

Back 21

1. True

Front 22

22. T/F – Personnel actions display all of the relevant Infotypes for you to maintain, one after the other.

Back 22

1. True

Front 23

23. T/F – An Infotype is a logical grouping of data fields.

Back 23

1. True

Front 24

24. What is a Personnel File?

Back 24

1. Lists all of the Infotypes for which records have been created for a personnel number.

Front 25

25. If you change an address for a person, is the old address lost?

Back 25

1. No. When you update an Infotype, old data is not lost but is instead stored in the system.

Front 26

26. List the HCM processes. (9)

Back 26

1. Recruitment
2. Hiring
3. Training and Personnel Development
4. Managing Work Time
5. Compensation and Benefits
6. Payroll Administration
7. Travel Planning
8. Personnel cost planning and reporting
9. Employee Self-Services

Front 27

27. Name four characteristics of the recruitment process?

Back 27

1. Vacancies can be posted so that both external and internal applicants can find them.
2. Applicant’s qualifications are compared to the position’s requirements using a profile matchup.
3. Applicants can submit and monitor applications online.
4. Managers can use the Manger’s Desktop to evaluate applicants.

Front 28

28. Which processes integrate with FI and CO?

Back 28

1. Payroll > FI
2. Internal activity allocation > CO

Front 29

29. Jobs are used for which three application components?

Back 29

1. Shift Planning
2. Personnel cost planning
3. Personnel development

Front 30

30. Name four characteristics of a Position:

Back 30

1. Individual employee assignments.
2. Enterprise specific
3. A number of Positions are based on the same job.
4. As a rule, each Position represents one employee, but it is possible to be occupied by more than one employee.

Front 31

31. Define Persons:

Back 31

1. Persons are objects (employees) that hold positions within the organizational structure.

Front 32

32. What happens to an applicant’s master data when the applicant is hired? (2)

Back 32

1. The master data is transferred to Personnel Administration.
2. It is transferred directly from the applicant database to the employee database.

Front 33

33. Define qualifications and requirements and how they are related. (3)

Back 33

1. Qualifications: List of skills, abilities, and experience that make an employee suitable for a position.
2. Requirements: List of skills, abilities, and experience required to be suitable for a job, position, task, or work center.
3. You compare the Qualifications of a person with the Requirements defined for a position.

Front 34

34. Which process uses Qualifications and Requirements?

Back 34

1. Profile Matchup

Front 35

35. What is ESS?

Back 35

1. Employee Self-Service: A set of applications that empower employees to view, create and maintain data in the SAP system via the intranet.

Front 36

36. What are the four functions of compensation management?

Back 36

1. Budgeting
2. Job Pricing
3. Compensation administration
4. Long-term incentive.

Front 37

37. The steps in Cross-Application Time Sheet process are 1. ___________, 2 __________, 3 ________, and 4 __________.

Back 37

1. Time Data Entry
2. Release
3. Approval
4. Transfer

Front 38

38. T/F – An employee may only change payroll areas at the end of a period.

Back 38

1. True