Configure HR Actions/Events to Improve Your Reports

  • by Danielle Larocca, Senior Vice President, Human Capital Management, EPI-USE Labs
  • August 15, 2003
The configuration of personnel actions such as hiring, terminations, and organizational assignments in R/3 is completely customizable. The R/3-delivered actions, also known as personnel events, can be customized to your company's needs so that you can collect necessary data and assign specific employment statuses. The employee data collected during your actions then can be classified with reason codes that will provide you with better employee groupings for reporting. The author says that to achieve the best results, you should ask three questions before you configure new actions.

The configuration of personnel actions such as hiring, terminations, and organizational assignments in R/3 is completely customizable. The R/3-delivered actions, also known as personnel events, can be customized to your company’s needs so that you can collect necessary data and assign specific employment statuses. The employee data collected during your actions then can be classified with reason codes that will provide you with better employee groupings for reporting. Before you configure new actions, here are three questions to ask:

  • What data do I need to collect?
  • What statuses do I want to assign?
  • What reporting goals are related to these actions?

I’ll explain why these questions are so important. Then I’ll show you how to create your own HR actions.

What Data Do I Need to Collect?

Determining which infotypes go into each action boils down to what data you want to collect. Take organizational actions, for example. For a simple promotion, you could start with an infotype 0000 (using an infotype 0000 at the beginning of an action records the action and its reason code), an infotype 0001 that records the organizational change, and an infotype 0008 that records the change in salary. Those are the basics, but you need to think a step further. Is there any other pertinent information that you wish to recall along with the promotion?

Danielle Larocca

Danielle Larocca is currently the Senior Vice President of Human Capital Management for EPI-USE Labs. Previously she was the Executive Vice President of Operations/Chief Knowledge Officer at a technology start-up. She has more than 20 years of strategic leadership experience in multi-national business, business process re-engineering, and project and people management. Danielle is an expert on SAP Human Resources (HR) and reporting and has authored four best-selling books on SAP. She is a regular speaker at numerous conferences around the world on topics such as HR, technology, change management, and leadership. She is an official SAP Mentor, a global designation assigned to less than 160 professionals worldwide, who serve as influential community participants in the SAP ecosystem. This group is nominated by the community and selected by the SAP Mentors’ Advisory Board to keep SAP relevant. Danielle also serves as an expert advisor for SAP Professional Journal.

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