What Does the SAP HCM, C_THR12_2311 Certification Validate?

C_THR12_2311 or the SAP Certified Associate – SAP SuccessFactors Employee Central Core 2H/2023 exam confirms that the candidate possesses essential knowledge and abilities in SAP SuccessFactors Employee Central Core. The certification validates the candidate’s capability to apply these skills effectively in real-world projects under the supervision of an experienced consultant.

Level of the SAP HCM Certification:

The C_THR12_2311 certification serves as an introductory qualification, allowing consultants to familiarize themselves with the basics of SAP SuccessFactors Employee Central Core.

Target Audience:

The certification targets SAP partner consultants involved in implementing the solution. Only certified SAP partner consultants are granted provisioning rights. This policy applies without exception, meaning customers and independent consultants, even if certified, do not receive provisioning rights.

Exam Details:

• Sub-solution: SuccessFactors
• Level: Associate
• Exam: 80 questions
• Cut Score: 69%
• Duration: 180 mins
• Languages: English

Are You Ready to Prepare for the C_THR12_2311 Exam?

Discover More About the C_THR12_2311 Exam Structure:

• The first step in preparing for the C_THR12_2311 SAP HCM certification is to familiarize yourself with the exam structure. Knowing the types of questions, the format, and the weighting of different sections can help you focus your study efforts.
• SAP provides a detailed exam guide that outlines the topics covered and their relative importance. Reviewing this guide can help you identify which areas require more attention and allow you to create a focused study plan.

Use Official SAP Learning Resources for SAP HCM Exam:

• SAP offers a wealth of official learning resources designed to help you prepare for the C_THR12_2311 exam. These include training courses, certification handbooks, and e-learning materials. Enrolling in an official SAP training course can provide you with in-depth knowledge and hands-on experience.
• The certification handbook, in particular, is an invaluable resource that offers detailed explanations and practice questions to help reinforce your understanding of key concepts.

Join SAP Learning Rooms and Communities:

• Joining SAP Learning Rooms and online communities can be extremely beneficial. These platforms allow you to connect with other candidates, share study tips, and ask questions. Engaging in discussions can provide insights that you might not have considered and can help clarify difficult concepts.
• Additionally, these communities often have members who have already passed the exam and can offer valuable advice and encouragement.

Practice Regularly with C_THR12_2311, SAP HCM Mock Tests:

• Practicing with sample questions and mock exams is one of the most effective ways to prepare for the certification. These practice tests simulate the actual exam environment, helping you become familiar with the question format and time constraints.
• Regular practice can also help identify your strengths and weaknesses, allowing you to focus your study efforts more efficiently. Many online platforms offer free and paid mock exams specifically tailored for the C_THR12_2311 certification.

Focus on Practical Application:

• The C_THR12_2311 exam not only tests your theoretical knowledge but also your ability to apply it in real-world scenarios. Therefore, it’s important to focus on the practical application of concepts. Hands-on experience with SAP HCM modules can greatly enhance your understanding and retention of the material.
• If possible, try to gain practical experience through internships, projects, or by using SAP sandbox environments to practice different scenarios.

Don’t Forget to Follow A Planned Study Schedule:

• Creating a structured study schedule is crucial for effective exam preparation. Break down the syllabus into manageable sections and allocate specific times for each topic.
• Consistency is key, so try to study a little bit each day rather than cramming at the last minute. A well-planned schedule helps ensure that you cover all necessary material and reduces the stress associated with last-minute studying.

Take Care of Your Health While Preparing for SAP HCM Exam:

• Lastly, don’t forget to take care of your physical and mental health during your preparation. Adequate sleep, a balanced diet, and regular exercise can significantly impact your cognitive function and concentration.
• Taking regular breaks during study sessions can also help prevent burnout and keep you motivated. Remember, a healthy body supports a healthy mind, which is crucial for effective studying and exam performance.

How Does SAP HCM Certification Impact Your Career?

If you’re contemplating pursuing the C_THR12_2311 SAP HCM certification, it’s essential to understand the extensive career advantages it offers. Let’s delve into each benefit:

Expanded Job Opportunities with C_THR12_2311 Certification:

• The realm of SAP HCM is vast, encompassing various roles crucial to organizational success. By acquiring the C_THR12_2311 certification, you position yourself as a qualified candidate for roles such as HR consultant, SAP HCM analyst, project manager, and more.
• This certification opens doors to diverse career paths within the SAP ecosystem, providing you with ample opportunities to explore and grow professionally.

Enhanced Employability with the C_THR12_2311 Certification:

• In today’s competitive job market, employers seek candidates with specialized skills that align with their business needs. Holding the C_THR12_2311 certification signals to potential employers your proficiency in SAP HCM, making you a highly desirable candidate for positions in HR and IT departments across industries.
• This certification enhances your employability by showcasing your expertise and dedication to mastering SAP HCM principles and practices.

Earn Better:

• Certified SAP professionals often enjoy higher earning potential compared to their non-certified counterparts. The C_THR12_2311 certification validates your expertise in SAP HCM, making you eligible for higher-paying positions within organizations.
• Employers are willing to offer competitive salaries and benefits packages to certified professionals, recognizing the value they bring to the table. By investing in this certification, you can significantly boost your earning potential and secure a financially rewarding career path.

Grab Global Recognition:

• The C_THR12_2311 SAP HCM certification is recognized and respected worldwide. Whether you aspire to work locally or explore opportunities abroad, this certification serves as a testament to your skills and knowledge in SAP HCM.
• Its global recognition opens doors to employment opportunities in various countries and regions, allowing you to pursue a rewarding career on a global scale. With this certification, you can leverage your expertise to work with multinational corporations and contribute to projects with international reach.

Advance in Your Career:

• Continuous learning and professional development are essential for career advancement in today’s fast-paced world. The C_THR12_2311 certification demonstrates your commitment to honing your skills and staying abreast of industry trends in SAP HCM.
• It positions you as a proactive and forward-thinking professional, ready to take on new challenges and responsibilities. By investing in your professional growth through certification, you can accelerate your career progression and unlock new opportunities for advancement within your organization and beyond.

Have Access to Exclusive Networks:

• Certified SAP professionals gain access to exclusive networks and communities where they can connect with peers, industry experts, and potential employers. These networks provide valuable resources, support, and opportunities for collaboration and knowledge sharing.
• By engaging with fellow certified professionals, you can expand your professional network, stay updated on industry developments, and enhance your skills through peer-to-peer learning and mentorship. These connections can be invaluable for your career growth and development in the SAP ecosystem.

Improve Job Security:

• In an ever-changing job market, having specialized skills can provide a sense of stability and security. The C_THR12_2311 certification sets you apart as a skilled and knowledgeable professional in SAP HCM, making you indispensable to organizations seeking to optimize their human capital management processes.
• With this certification, you reduce the risk of job displacement and increase your value in the eyes of employers. You become a valuable asset to your organization, ensuring long-term job security and stability in your career.

Concluding Thoughts:

SAP HCM is a globally sought-after module and it can bring a positive change in your career dimension. Therefore, study hard for the C_THR12_2311 certification exam with the help of the above tips and take a step forward in your SAP career.

FAQ for SAP HCM C_THR81_2311 Exam

1. What is the SAP Certified Associate – SAP SuccessFactors Employee Central Core certification? The certification verifies that the candidate has fundamental knowledge and skills in SAP SuccessFactors Employee Central Core, qualifying them to apply this knowledge in projects under the guidance of an experienced consultant.

2. What are the prerequisites for taking this certification? There are no specific prerequisites, but it is recommended that SAP partner consultants implement the solution.

3. What is the format of the exam? The exam consists of 80 questions, to be completed in 180 minutes.

4. What is the passing score for the certification? The passing score for the certification exam is 69%.

5. What are the main topic areas covered in the exam?

• Employee Central Core (41%-50%)
• Position Management (11%-20%)
• HR Transaction Rules (11%-20%)
• Approvals for Self-Service (11%-20%)

6. In what languages is the exam available? The exam is available in English.

7. How can I prepare for the certification exam? Preparation can be done through courses like THR80, THR81, and THR79, along with reviewing the Data Model Reference Guide and implementing EC Core.

8. What is the fee for the certification exam? The fee details can be found on the official SAP Training website.

9. How do I register for the exam? Registration can be done through the SAP Certification Hub, with the product code CER006 for cloud-based certification.

10. Are there practice tests available for this certification? Yes, practice tests and preparation resources are available on platforms like ERPPrep.com to help candidates prepare effectively. You can 290+ questions to strengthen your preparation.

The post What Is SAP HCM Certification? Detailed Outlook on C_THR12_2311 Exam first appeared on ERP Q&A.

What Is the C_THR12_2311 Certification All About?

The C_THR12_2311 certification confirms your SAP Human Capital Management proficiency, demonstrating your essential skills and understanding of HCM solutions. It validates your ability to apply these skills in practical project scenarios under the mentorship of an experienced consultant. This certification is ideal for entry-level consultants seeking to familiarize themselves with the fundamentals of SAP HCM.

Here Are the Study Tips to Pass the C_THR12_2311 Certification:

Gain Insight into C_THR12_2311 Exam Structure and Content:

Before commencing your study routine, acquaint yourself with the examination’s layout and substance. Familiarize yourself with the covered topics, question formats, and exam duration. This foundational understanding will steer your study plan, allocating time to each section.

Establish A Study Timetable for the C_THR12_2311 Exam:

Craft a comprehensive study schedule harmonizing with your current commitments and learning preferences. Dedicate specific time slots each day to studying, ensuring a consistent and uninterrupted preparation process. Divide the syllabus into manageable sections, assigning particular topics to each study session.

Employ Official Learning Materials:

Utilize the official study resources provided by SAP for the C_THR12_2311 exam. These resources encompass textbooks, practice tests, and online modules meticulously curated to cover all exam objectives comprehensively. Relying on official materials ensures alignment with the exam content, heightening your chances of success.

Engage in Practical Application:

Merely grasping theory must be more adequate for mastering SAP Human Capital Management intricacies. Enhance your theoretical knowledge with hands-on practice using SAP systems and simulations. Acquaint yourself with the practical implementation of concepts like personnel administration, organizational management, and time management through interactive exercises.

Participate in C_THR12_2311 Study Communities or Forums:

Studying in isolation can sometimes prove daunting and unproductive. Seek out C_THR12_2311 exam study communities or online forums where interaction with fellow exam takers is possible. Collaborating with peers facilitates knowledge sharing, peer-to-peer support, and collective clarification of doubts. Additionally, discussing complex topics deepens understanding and retention of key concepts.

Incorporate Regular Breaks for Better Outcomes:

Prolonged study sessions without breaks can lead to burnout and reduced productivity. Integrate regular breaks into your C_THR12_2311 study schedule to rest and rejuvenate your mind. Utilize breaks for relaxation and stress relief activities, such as walking, mindfulness practices, or indulging in a healthy snack.

Improve Time Management Skills: 

Effective time management is imperative during the exam, requiring you to answer a predefined number of questions within a specified timeframe—practice time management techniques during study sessions by setting timers for practice quizzes or simulated exams. Learn to prioritize questions, allocate time judiciously, and swiftly tackle challenging items to optimize your overall score.

Revision Is Key to Your Success: 

Repetition is fundamental to retaining information long-term. Schedule regular review sessions to revisit previously covered material and reinforce your comprehension. Employ tools like flashcards, summaries, or mind maps to condense complex information into digestible formats for quick revision. Additionally, identify and address weak areas requiring additional attention.

Simulate Exam Conditions with C_THR12_2311 Practice Test:

As the exam date approaches, simulate exam conditions to acquaint yourself with the testing environment and bolster confidence. Create a quiet, distraction-free study space, adhering strictly to the exam’s regulations and time constraints. Practicing mentally and emotionally under simulated conditions prepares you for the exam, reducing anxiety and optimizing performance.

Prioritize Health and Well-Being:

Finally, prioritize your physical and mental well-being throughout the preparation phase. Maintain a balanced diet, stay hydrated, and exercise regularly to keep your body and mind in optimal condition. Ensure adequate sleep each night, particularly before the exam, to enhance cognitive function and concentration.

Why Practice Tests Are Helpful in the C_THR12_2311 Exam Preparation?

Become Familiar with the C_THR12_2311 Exam Format: 

C_THR12_2311 practice tests provide invaluable insight into the format and structure of the actual exam. By engaging in practice tests, candidates become familiar with the types of questions, the distribution of topics, and the overall layout of the exam. This familiarity helps reduce anxiety and boost confidence on exam day, as candidates know what to expect and can navigate the test more efficiently.

Identification of Weak Areas: 

Practice tests serve as diagnostic tools, allowing candidates to identify their strengths and weaknesses in different areas of the C_THR12_2311 syllabus. By reviewing the results of practice tests, candidates can pinpoint specific topics or concepts where they need to focus their study efforts. This targeted approach enables more efficient use of study time and resources, ultimately improving overall preparation and readiness for the exam.

Enhanced Time Management Skills with C_THR12_2311 Practice Tests: 

Time management is crucial during the C_THR12_2311 exam, where candidates must answer a set number of questions within a specified timeframe. Practice tests help candidates develop and refine their time management skills by simulating the real exam environment. By practicing under timed conditions, candidates learn to pace themselves effectively, prioritize questions, and allocate time wisely, maximizing their chances of completing the exam within the allotted time frame and achieving a higher score.

What Is SAP Human Capital Management?

SAP Human Capital Management is a comprehensive suite of software solutions designed to streamline and optimize an organization’s human resources (HR) processes. It encompasses various functionalities to manage multiple aspects of the workforce, including recruitment, employee administration, payroll, performance management, talent management, and workforce analytics.

At its core, SAP HCM focuses on automating HR processes, facilitating efficient personnel data management, and enabling strategic workforce planning. By centralizing HR functions onto a single platform, SAP HCM provides organizations with real-time insights into their workforce, allowing them to make informed decisions and drive business growth.

Key Features of SAP HCM Include:

Personnel Administration: 

SAP HCM allows organizations to manage employee master data, such as personal information, employment history, and organizational structure. It enables HR departments to maintain accurate records of employees throughout their lifecycle within the organization.

Payroll Management: 

SAP HCM offers robust payroll processing capabilities, facilitating accurate and timely calculation of employee salaries, bonuses, deductions, and taxes. It ensures compliance with local regulations and statutory requirements, minimizing the risk of payroll errors and legal issues.

Recruitment and Onboarding: 

SAP HCM provides tools for managing the entire recruitment and onboarding process, from job posting and candidate selection to offer management and new employee orientation. It streamlines recruitment workflows, enhances candidate experience, and accelerates time-to-hire for vacant positions.

Bottom Line:

Implementing these study tips diligently can significantly enhance your preparation for the C_THR12_2311 certification exam, increasing your likelihood of success. Remember to maintain discipline, focus, and belief in your abilities. Good luck!

The post Roadmap to C_THR12_2311 Certification: Expert Tips and Practice Tests first appeared on ERP Q&A.

As the name suggests, this program is used for migrating legacy data (say via a text file) into SAP. Hence, for instance, we shall consider the case of bringing over Organization data (Org. units/Positions) into SAP.

Technical Details:

• Use t-code ‘lsmw’ to proceed.
  
• In the LSMW screen, firstly a Project, then the Subproject, and the Object must be created. These fields hold free text, and it is recommended to have business-relevant names in the same so that they can be identifiable at a later point in time.

• Click ‘Create’ once the above are filled.
  
• In the next screen, a list of process steps is shown (ref. below)

• By default, ‘Define Object Attributes’ is selected. Click ‘Execute’ and a screen to capture the recording is shown.

1. Here, click ‘Display-Change’, select ‘Batch Input Recording’, and then click on ‘Recordings: Overview’ to create a recording.

2. Click the ‘Create Recording’ button on the next screen and name the recording along with a related Description then click ‘Continue’. Later, the ‘Transaction Code’ must be entered to begin the recording.

Note: Recording Name should be the table name itself. Ex: In this case PP02 transaction will hit the table ‘HRP1000’ so, enter the Recording Name as ‘HRP1000’

3. In this case, we enter ‘PP02’ and click Continue.

4. In the PP02 screen, key in the relevant data (ref. below) and click ‘Create Infotype’. In the next screen, enter the Object Abbreviation (free text) and click Save. A message ‘Record created’ is displayed.

5. In the next screen, click ‘Default All’ to map all the fields with the respective technical objects/names and click ‘Save’.

6. Now, exit this screen, and the initial recording screen is shown. Ensure, the Recording created is populated under ‘Batch Input Recording’, then click Save.

• Next, ‘Source Structures’ must be defined as shown below.

• Now, in the main LSMW screen, click on ‘Object Overview’ and ‘Table’ on the pop-up.

• This shows the list of fields including technical names. It can help in listing Source Fields and also in preparing the data template.

• Next, ‘Source Fields’ are to be defined. Follow the below and list all the mandatory/desired fields related to the Tcode used earlier for recording, then click Save & Exit.

• Further, the ‘Structure Relations’ must be defined following the below steps.

• Now, enter ‘Define Field Mapping and Conversion Rules’ related screen.
  
• Click ‘Display <-> Change’ and expand the ‘Extras’ menu to click on ‘Auto-Field Mapping’

• Continue in the pop-up (Auto Field Mapping: Settings). All the fields listed shall be prompted with respective source field names for mapping. Ensure the fields are rightly auto-mapped and Save.

Note: Any field(s) mapped manually might corrupt the conversion program. It is best to go with the above option.

• Next, the Fixed Values/Translations/User-Defined Routines can be defined. This is optional and must be created only when needed.

i. For instance, based on the above field list, if the requirement is to pass ‘1000’ in the Infotype field, a Fixed Value for the same can be defined as below and the system shall default this field with the value set during the LSMW run. Refer below for creating a Fixed Value.

• In the next few steps, data files need to be specified, read; and converted using the following options

• In ‘Specify Files’, the path to fetch the data from must be selected as shown (usually from a file on the computer).

Note: Usually, a .txt that is Tabulator delimited is used

• Now, to assign the files to the structure, follow the below steps

• Now, execute ‘Read Data’ and the number of transactions read thru the data file is displayed. Verify the same and proceed to the next step.
  
• Execute ‘Display Read Data’ to see the records in the data file mapped to the structure/source fields. Ensure the correctness of the values mapped to source fields as the same is inserted into the PP02.

• Next, execute ‘Convert Data’ to see the total records converted.
  
• Further, the same can be viewed by executing ‘Display Converted Data’. Ensure the correctness of the values/fields mapped.
  
• Finally, the following steps must be run to insert data into the system.

• Post creation of ‘Batch Input Session’, the same must be run. The processing starts by selecting the batch input record and clicking on the ‘Process’ button.

• Next, the session can be processed in one of the 3 different modes.

1. Foreground Processing – Runs record by record and field by field.
2. Display Errors only – Runs in the background and breaks/pauses whenever an error is encountered.
3. Background (most used) – Runs in the background completely and shows the total processed transactions/errors as part of the batch summary.

4. In conjunction with the Processing Mode, the desired Additional Function(s) can be selected.

• The above steps need to be repeated in case of errors to ensure the successful creation of Organization objects.

Tip: In case of errors and the data in the file is modified, the lsmw execution flow can be repeated from the step ‘Specify Files’ when a new data file is selected else, it can be done from the step ‘Read Data’ itself.

• Post-processing, the data is inserted into the table HRP1000, and here is a snapshot. This can be accessed thru t-code ‘se16’.

• The same can alternatively be viewed on screens PP02 and PPOME, as shown below.

PP02 screen:

PPOME screen:

• LSMW Migration – This section details the actions to be taken to copy an LSMW configuration from a given source to target.

In the Source System:

1. Export – From the LSMW screen, expand the Extras menu and click ‘ExportProject’ and ‘Export’ on the next screen. This creates a .txt file.

2. Change Request – From the LSMW screen, expand the Extras menu and click ‘Create Change Request’.

Now click ‘Create Request’, name the Transport Request, and save it.

In the Target System:

3. Import – From the LSMW screen, expand the Extras menu and click ‘ImportProject’ and the LSMW setup file (.txt) must be selected.

4. Transport Request – The Change Request created earlier can be imported/deployed to the target system via the usual Transport process.

With these we can successfully load legacy/historical data in SAP.

The post LSMW Config. (for Beginners) – SAP HCM first appeared on ERP Q&A.

Overview of the C_THR12_67 Certification:

C_THR12_67 or the SAP Certified Application Associate – SAP HCM with ERP 6.0 EHP7, validates the candidate’s foundational understanding of SAP Human Capital Management. The C_THR12_67 certification demonstrates that the candidate has the necessary knowledge within the HCM consultant profile and can apply it effectively in real-world projects under the supervision of an experienced consultant. It is recommended as an initial qualification for consultants to establish a strong grasp of the fundamental aspects of SAP HCM.

You Will Be Covering the Following Domains in the C_THR12_67 Certification Exam:

• Payroll Business Processes
• Reporting and Analytics
• Organization Management
• Time and Attendance Management
• Personnel Administration
• SAP HCM Business Processes
• Time and Attendance Management Configuration
• Personnel Administration Configuration
• Organizational Management Configuration
• Effective Preparation Tips to Pass the C_THR12_67 Exam:

Get Clarity on the C_THR12_67 Exam Structure:

Familiarize yourself with the exam format, including the types of questions (multiple choice, scenario-based, etc.), time duration, and passing criteria. This will help you plan your study strategy accordingly. If you proceed with a good study plan, you will surely succeed in the exam in no time.

Learn the C_THR12_67 Syllabus Domains from the Core:

You must understand the syllabus topics from the core if you want to score high in the C_THR12_67 exam. Therefore, chalk out the domains, and schedule how you will cover the domains within the proper time. Also, keep making notes for better preparation and revision at the last moment.

Review the SAP HCM module:

Gain a thorough understanding of the various components and functionalities of SAP HCM. Study personnel administration, organizational management, time management, payroll, benefits administration, and talent management. Use official SAP documentation, training materials, and online resources to gather the necessary information.

Hands-on Practice Regarding SAP HCM Module Is Important:

SAP certifications often require practical knowledge. Set up a practice system or use a sandbox environment to gain hands-on experience with SAP HCM in ERP 6.0 EHP7. Practice creating employee records, managing organizational structures, running payroll simulations, and performing other relevant tasks.

Study Official SAP documentation:

SAP provides comprehensive documentation for its products. Access the official SAP HCM documentation for ERP 6.0 EHP7 to understand the module’s features, configurations, and processes in detail. The documentation will also help you familiarize yourself with specific transaction codes and configuration steps.

Take Advantage of Training Resources:

SAP offers training courses specifically tailored to SAP HCM. Consider enrolling in these courses to deepen your knowledge and gain practical insights. Additionally, explore other educational resources such as tutorials, blogs, and forums to supplement your learning.

Learn from C_THR12_67 Practice Tests:

Solve sample questions and C_THR12_67 practice tests to assess your understanding and identify areas that require further attention. Look for mock exams or question banks related to SAP HCM with ERP 6.0 EHP7 to simulate the exam experience. When you get real exam experience with practice tests, time management and acing the exam becomes easy.

Join C_THR12_67 Study Groups or Forums:

Engage with fellow learners or SAP professionals in study groups or online forums. Discussing concepts, sharing resources, and clarifying doubts can enhance your understanding and provide different perspectives on SAP HCM with ERP 6.0 EHP7.

Stay Updated with SAP:

Keep yourself updated with the latest news and releases related to SAP HCM and ERP 6.0 EHP7. Subscribe to SAP newsletters, follow SAP blogs, and join relevant communities to stay informed about any changes or new features that might be covered in the exam.

What Is SAP HCM?

SAP HCM (Human Capital Management) is integral to the SAP ERP (Enterprise Resource Planning) system. The version you mentioned, ERP 6.0 EHP7, refers to the specific release and enhancement package level of the SAP ERP system.

SAP HCM is a module within SAP ERP that focuses on managing human resources-related processes and data in an organization. It includes personnel administration, organizational management, time management, payroll, benefits administration, and talent management.

How Does SAP HCM Help Organizations?

With SAP HCM, organizations can streamline their HR processes, automate administrative tasks, and efficiently manage their workforce. It offers tools for managing employee master data, tracking employee attendance and absences, processing payroll, managing organizational structures, and supporting talent acquisition, development, and retention.

Integrating SAP HCM with the ERP system allows for seamless data flow between HR processes and other business areas like finance, procurement, and supply chain management. This integration ensures that HR-related information is consistent across the organization and supports various cross-functional processes.

Concluding Thoughts:

Remember, exam preparation requires consistent effort and dedicated study time. Therefore, pace your studies, break down complex topics into manageable sections, review regularly, and remember to take practice exams. Good luck with your SAP HCM with ERP 6.0 EHP7 exam!

The post C_THR12_67 Practice Test: Get the Real SAP HCM with ERP 6.0 EHP7 Exam Experience with Practice Test! first appeared on ERP Q&A.

Time Evaluation might be easy – but can also be complex. This depends on the business processes you want to cover. This blog describes the mechanism of the Successfactors Time Evaluation and each time valuation type in more detail in order to give some hints and help you to decide which valuation type to be used in what constellation.

Target readers are time management consultants who want to learn more on the configuration of Successfactors Time Evaluation.

Time Evaluation

Definitions

Time Evaluation is a valuation of attendance, break, oncall and absence times by comparing the recorded hours against the company-internal, contractual, and collective agreement provisions.

Time Evaluation runs periodically to calculate overtime, calculate time off in lieu postings and working time accounts (flextime), validate attendance recordings, and calculate wage types (for example, bonuses) for payroll.

• Time Evaluation is the process of calculating valuation results from a set of input time records to generate an output time record.
  
• An output time record can be an interim calculation result or an time valuation result
  
• Input time records, output time records and the valuation results are represented by time type groups.
  
• The complete Time Evaluation contains several small calculation steps with time type groups as input and output. These steps are called time valuations and are combined in a time recording profile.

Definition by Example

Basics

Time Type Groups – General and Usage

• General
  
  • Time type groups are containers for interim calculation results and final time pay types.
    
• UI Component
  
  • Output of time valuations that can be displayed on the Time Sheet UI.
    
• Time Pay Type
  
  • The calculated time valuation results are stored on the database and available either for payroll processing or conversion to time off in lieu or working time account.
    
• Time Collector
  
  • Calculated time valuation result which is aggregated daily, weekly, or monthly and stored on the database.

Usage and Storage of time valuation results

Time Type Groups – Time Category

Overview

The Time Type Groups on the left hand side are defined by an assignment of time types. These groups are Set-like Groups.

The Time Type Group on the right hand side is calculated by a time valuation.

Set-like Groups

The set-like groups are defined by an assignment of time types. You can use absence, break, attendance and on-call and even mix them in a time type group just as you need. You can create different set-like time type groups based on the need of your valuations.

The set-like Groups are the starting point to calculate more complex (calculated) groups.

Calculated Groups

The calculated groups are calculated by one single or several time valuations in a time recording profile.

The calculated groups have the time category ‘Calculated Time’ or ‘Counted Events’.

The calculation method for a specific calculated result group is defined as a valuation rule, which describes how one or two result groups are generated from a set of input groups.

The calculated groups have the time category Calculated Time or Counted Events. The calculated groups having the time category Calculated Time can be Input groups for subsequent time valuations.

Time valuation

• Input
  
  • Input Groups with
    
    • Reverse Sign (optional)
      
    • Factor (optional)
      
• Processing
  
  • Valuation Type (e.g. Aggregate and Split)
    
  • Additional fields depending on Valuation Type
    
• Result Groups (Time Category = ‚Calculated Time‘ / ‚Counted Events‘
  
  • Time Type Group Above
    
  • Time Type Group Below
    
• Error message
  
  • Error flag
    
    • No Error message
      
    • Raise error on Time Type Group Above / Below
      
  • Additional Info
    
  • Message
    
  • Error Type

Time valuation – UI

Time valuations can be setup in Manage Data.

How are Time valuations processed?

General

• In General all time valuations in a Time Recording Profile are processed on a daily basis for the entire time sheet period.
  
• All time valuations in a Time Recording Profile are processed first with data (e.g. scheduled working time and recorded working time) of Monday. After this the data of Tuesday is processed, and so on.
  
• The order in which the different time valuations are processed cannot be influenced in the configuration. It is determined automatically, so that necessary Time Type Groups are already calculated when a time valuation is using them as Input, Threshold, Comparison or Deduction group.

Time valuation Methods

• When using the Valuation Methods “Valuate Per Day” or “Valuate Up To Today” only the entries for a single day are considered. If the breaks are deducted from the scheduled working time, this is done with the values of a single day for instance on Monday the break of 1hr is deducted from the scheduled working time of Monday 8hr.
  
• The processing is stopped after the processing of the current day when the Valuation Method “Valuate Up To Today” is used. Days in the future in the same time sheet period are not processed.
  
• When using the Valuation Method “Valuate Whole Sheet” the entries for the complete time sheet (usually one week) are considered. This is for instance necessary to calculate times of the whole time sheet greater 40 hrs per week.

Valuation Method “Valuate Per Day”

Valuation Method “Valuate Up To Today”

Valuation Method “Valuate Whole Sheet”

Valuation Types

Overview

Aggregate Input Groups and Split

This type of valuation collects all the time records from a set of input groups. At a certain threshold value, the collected records shift from the below group to the above group. The threshold (i.e. when the switch from above to below happens) can be defined per day and per time sheet period.

The threshold can either be a fix value or a reference to a Time Type Group which was calculated before as a result of other time valuations.

Possible use case

• Which working time is up to 8 hours a day (= regular time) and which is above 8 hours a day (= overtime)?

Filter Input Groups

The filter used in this valuation is a type of day filter. All the time records from the input groups passing the day filter with all attributes are collected in the below group. Time records not fulfilling at least one filter attribute are put to the above group.

This valuation type supports using a Time Segment Filter as well.

Possible use case

• Which working time is on full holidays, non-working days, Sundays, at night shifts, …?

Time Records Filter – Overview

Filter Segments from Input Groups

The segmentation uses a special time segment filter which is a list of time segments. Time segments are a clocktime intervall. The valuation moves the parts of the input time records to the below group that overlaps with one of the time segments. The parts not overlapping are put in the above group.

This means that input records can be split in parts overlapping a time segment and a part not overlapping any time segment.

This valuation type can only be used for time recording variant clock-time.

Possible use case

• Which working time is after 20:00 and needs to be considered for premium calculation? (Segment Filter: 20:00 – 6:00)

Excurs on cross midnight processing

All data of a shift day is processed in the shift day, even if it can be on a different physical day. All time valuations are processed on the shift day as well.

For several night shift requirements it’s necessary to process data from the next physical day. For instance a night shift can end on a public holiday and special premiums for the part of the night shift on the public holiday has to be paid.

Because the complete night shift is processed on the shift day (the day on which the shift started) we introduced a next day indicator in the time segment filter. We also enhanced the time records filter so that it can be checked if the next physical day is a public holiday.

Deduct Group from Input Groups

The Valuation Type “Deduct Group from Input Groups” is an enhancement of “Filter Segments from Input Groups”

• Deduction group defines a list of time segments
  
• Input time record overlapping any time segment (of deduction group)
  à Overlapping part is set to below group, remaining parts to above group
  
• Input time record overlapping none of the time segments (of deduction group)
  àIs set to above group

Example

Which is the (net) working time without breaks?

Difference Between Threshold and Input

This valuation type compares all time records from a set of input groups to the specified threshold value per day or per time sheet period. The purpose is to calculate the difference “input minus threshold” and put this result into the above group.

If the threshold is reached, the time records above the threshold are moved to the above group. If the threshold is not reached, a new time record with the missing negative difference is created and put in the above group.

The time type of this new time record is the main attendance time type and the date is set to the valuated day or – in case of valuation per time sheet period – the end date of the time sheet period.

Thereby, the above group always contains the positive or negative difference “input minus threshold”.

Possible use case

• What is the delta between working time and scheduled working time per day or week? This delta can then be accrued to a working time account (WTA) for each day or for the whole week.

Compare Threshold with Input Groups and Count Events

Result groups from this valuation are a special kind of calculated time type group: The above and the below group are so-called ‘counter’ groups with ‘counter’ records as time records.

A counter (time type) group is defined by time category COUNTED_EVENTS and has only time records with an internal counter time type of time data type ‘counter’.

This valuation aggregates all input records of the day (or the whole sheet period depending on the valuation method).

In case of day valuation, if the amount of all records is above the threshold a “counter record of 1” (for the counted event above threshold) is put to the above group. If not, the “counter record of 1” is put to the below group (for the counted event below threshold).

In case of whole sheet valuation method, all input time records together are compared to the threshold for the entire week, and depending on the result the “counter record of 1” is put either into the above group or into the below group on the end date of the valuation period.

Possible use case

• How many days (in the time sheet week) have got working time above 8 hours?

Compare Threshold with Comparison Group to Route Input

This valuation allows to move all input time records together for each day (or for the whole week depending on the valuation method) either to the above group or the below group.

Therefore, independently from the input time records, the comparison group is compared to the threshold. per day or time sheet period. If the time records of the comparison group are above the threshold, the corresponding input time records are moved to the above group, otherwise to the below group.

Possible use case

• What is the planned working time for days on a public holiday if there is recorded working time for that day?

Filter Single Records from Input Groups (Time Tracking subscription necessary)

This valuation type loops over all time records of the input time type group.

For every record, the record attribute (e.g. Start Time) is compared with the attribute that is configured for the comparison group (e.g. Earliest Start Time).

The comparison operator can be configured as “Equal To”, “Less than or Equal To”, or “Greater than or Equal To”.

Time records that fulfill the condition are moved to the time type group below. All other time records are moved to the time type group above.

Possible use case

• Find gaps in recorded working time at the beginning or the end of the scheduled working time.

Configuration Options for Valuation Types

Examples

Some information in front about the examples

• The example configurations, described in this document, must be adapted accordingly to fit in existing Time Recording Profiles and meet requirements.
  
• They need to be adapted with regards to used Set-Like Time Type Groups (e.g. WT-SCHED for scheduled working time) and the naming of necessary Time Type Groups and time valuations.
  
• Partially the configurations are simplified for a better understanding of the basic functionality.

Overtime Recorder with Premium for Overtime above 40 total hours per week

Requirement

• An Overtime Recorder records only overtime by using a certain Time Type Group. For all times (scheduled working time + overtime) above 40 hours per week there must be paid a premium.
  
• The premium must be calculated for the day on which the overtime was recorded, not at the end of the week.

Solution in a nutshell

• The recorded overtime is available in a Time Type Group of Time Category „Recorded Overtime“
  
• The difference between 40 hours and the scheduled working time for a week is calculated and stored in a Time Type Group
  
• The part of the recorded overtime above the value of the Time Type Group, that contains the difference between 40 hours and the scheduled working time, is moved to a Time Type Group for the premium.

Weekly overtime calculation

Requirement

• For the first two hours overtime per week a premium OT 1.5 has to be paid. For every additional overtime a premium OT 2.0 has to be paid.
  
• The OT 2.0 premium has to be paid for working time on non-working days as well, independend if the employee worked overtime in this week at all.

Solution in a nutshell

• Use a time records filter to filter work on non-working days. Recorded working time on non-working days can directly be moved to a Time Type Group OT 2.0
  
• Use a time records filter to filter work on working days.
  
• Calculate daily overtime by split recorded working time after reaching the scheduled working time.
  
• Split the weekly overtime by two hours. Overtime up to two hours are paid OT 1.5. Overtime above two hours are paid OT 2.0.
  
• Aggregate OT 2.0 from non-working days and working days in one Time Type Group.

Daily overtime calculation

Requirement

• A positive recorder records working time and overtime and both is considered for calculating a overtime premium of 100% for more than two hours per day.
  
• For the overtime up to two hours per day a premium of 50% must be calculated

Solution in a nutshell

• Breaks are deducted from overtime relevant time
  
• Breaks are deducted from the scheduled working time
  
• Overtime per day is calculated by deducting the scheduled working time without breaks from the overtime relevant time without breaks
  
• Breaks are deducted from recorded overtime
  
• Calculated overtime and recorded overtime are aggregated to the total overtime per day
  
• The part of the overtime above two hours is moved to a Time Type Group for the 100% premium. The overtime up to two hours are moved to a Time Type Group for the 50% premium.

Core night detection

Requirement

• In Germany if working time for a night-shift started before midnight then the tax free portion of the night premium is 25% till 00:00, but 40% in the time frame from 00:00 – 04:00 and after 04:00 it is again 25% till 06:00 in the morning.

Solution in a nutshell

• For further usage in the core night detection we need to deduct breaks from the recorded working time.
  
• We need to filter recorded working time without breaks for the following time frames:
  
  • 8:00 PM – 12:00 AM
    
  • 12:00 AM – 4:00 AM on the day after the start day of the night shift
    
  • 4:00 AM – 6:00 AM on the day after the start day of the night shift
    
• Any recorded working time in the time frame 12:00 AM – 4:00 AM is moved to a Time Type Group for tax-free night premiums when there was working time recorded in the time frame 8:00 PM – 12:00 AM.
  
  • If there is no recorded working time in the time frame 8:00 PM – 12:00 AM then the recorded working time 12:00 AM – 4:00 AM is moved to a Time Type Group for taxable premiums
    
• The taxable premiums 8:00 PM – 12:00 AM, 12:00 AM – 4:00 AM, and 4:00 AM – 6:00 AM are aggregated in one Time Type Group

One remark

• The documented solution is simplified and needs to be adapted because a part of the night shift can fall into a sunday or a public holiday, and in these cases higher premiums needs to be calculated.

Detection of Late comers

Requirement

• An Employee must be counted as a late comer on every day on which he/she clocks in more than 15 minutes after the beginning of the scheduled working time. For every occurence of late coming a warning message must be raised.
  
• When there is a gap at the beginning of the scheduled working time but the employee recorded additional working time before the beginning of the scheduled working time, he/she must not count as a late comer.
  
• When there is no working time at all recorded the employee must not count as a late comer.
  
• The monthly occurrences of late coming must be counted and a warning message is raised when the employee came too late more than three times in a month.

Solution in a nutshell

• A time valuation finds gaps within the scheduled working time, in which no working time is recorded, and stores them in a Time Type Group. This Time Type Group would also contain a gap e.g. caused by a lunch break.
  
• In a time valuation possible gap at the beginning of the scheduled working time are filtered out of all gaps of the entire day. If a gap at the beginning of the scheduled working time is found, this gap is stored in a Time Type Group.
  
• A time valuation checks, if there is recorded working time for this day at all, and routes the gap at the beginning of the scheduled working time to a Time Type Group if there is working time recorded. If there is no working time recorded at all for a day it is not a late comer. It might be that this employee forgot to record attendances, or an absence.
  
• A time valuation checks if there is recorded working time before the beginning of the scheduled working time and stores it in a Time Type Group.
  
• A time valuation routes the gap at the beginning of the scheduled working time to a Time Type Group in case that there is no working time recorded before the beginning of the scheduled working time.
  
• A time valuation routes the gap at the beginning of the scheduled working time to a Time Type Group when the gap is longer than the threshold value 15 minutes. In this case, a warning is raised. In this time valuation a “real” late comer is detected according to the described requirements.
  
• A time valuation counts the occurrences of late coming in a month in a Time Type Group. This Time Type Group is of Time Category “Counted Events”.
  
• A last time valuation raises a warning when an employee clocked in too late more than three times in a month.

Special Topics

Check Tool

The configurations in a Time Recording Profile can be checked by several checks in the check tool.

That should be done before a Time Recording Profile is used to avoid errors caused by erroneous configurations during runtime.

Time Valuation – Employee Time Valuation Result

Employee time valuation results are shown in the Employee Time Sheet object in Manage Data

• Condensed per time type group, day and cost center
  
• Posting Target defines further processing (Payroll, Time Account, Working Time Account)
  
• Contains also allowances for payroll

Time Valuation – Trace

The trace, that can be called from the Time Sheet UI, is a tool that is used from Admins to analyze the results of the Time Evaluation for one week of an employee.

Permission needs to be granted in Role Based Permissions.

• Shows the result of new valuation run (Results can differ from results for Time Type Groups shown on the Time Sheet UI)
  
• Two Parts
  
  • Time Valuation Result
    
    • Valuated Time Records (not equal to UI Time Records)
      
    • Time Type Groups with Result (incl. Time Records)
      
    • Time Valuations with Results (incl. Time Records)
      
• Time Valuation Trace
  
  • Runtime view
    
  • According to internal recursive time valuation algorithm
    
• No allowances

Troubleshooting / Hints & Tips / Q&A

• Q: A Time Type Group is not filled with a value, also Time Type Groups that contribute to this Time Type Group are not filled. For these Time Type Groups “No time records” is shown in Trace.
  
  • A: Time Type Groups are only calculated when they are configured as pay type, UI component, or Time Collector or they contribute to such a Time Type Group.
    
• Q: Threshold with minutes is not considered correctly
  
  • A: Please check in which format the threshold is configured. If you want to use ½ hour as a threshold you need to configure 0,5 instead of 0,3.
    
• Q: The weekly result of a Time Type Group for the current week is wrong because future days are considered.
  
  • A: Please check if in affected time valuations the valuation method “Valuate Up To Today“ needs to be used.
    
• Q: How can I use < as comparison operator?
  
  • A: You can use “Reverse Sign“ for the Input Time Type Group and compare it with a negative threshold.
    
• Q: How can I trigger a time valuation only on a certain weekday, on a working (non-working) day, on a day with a certain shift classification, on a public holiday?
  
  • A: Use a Time Records Filter within a time valuation of type “Filter Input Groups“
    
• Q: I only want to aggregate Time Type Groups without Split. How can I configure this?
  
  • A: Create a time valuation of type “Aggregate Input Groups and Split“ with the Threshold type “Fixed Value“ and the Threshold Value 0.
    
• Q: I need to change a time valuation but do not know in which Time Recording Profiles it is used so that I can estimate the impact of my change and I can test it.
  
  • A: You can export (Import and Export Data) the MDF object “Time Recording Profile-Time Valuation”. In the column “timeValuation.externalCode” you can find the external code of the time valuation and in the column “externalCode“ you can find the external code of the Time Recording Profile in which the time valuation is used.

The post How to setup Time Evaluation in Time Tracking first appeared on ERP Q&A.

When you design your SAC Planning model, you create dimensions for data collection and retrieval purposes.

We, currently, witness customers and partners who create for each table of their SuccessFactors query a corresponding dimension in the SAP Analytics Cloud planning model.

They mix the concept of Analytics and Planning models and forget that properties and hierarchies allow to retrieve data. A dimension in the Planning model is required when it allows to differentiate the collected data. This overwhelming number of dimensions can have a very negative impact on the performance of the model, especially if several dimensions have a large numbers of dimensions numbers and the Planning Area option wasn’t configured.

In this blog we will cover the following topics related to Workforce Planning using SAP Analytics Cloud Planning(referenced as SAC Planning) with SuccessFactors Data(referenced as SF).

1. Create Planning Model with Description and Hierarchy using SF Data Fields
   
2. Create Planning Model with Property using SF Data Fields
   
3. Creating Public Dimension with Property and its usage in Planning Model using SF Data Fields
   
4. Setting up the incremental load and schedule settings with SF Data

Topic 1: Create Planning Model with Description and Hierarchy using SF Data Fields:

In this section, we will create a model with SF Data and set the description and hierarchy out of the existing fields in SF.

In this example, we have dimensions like Position/Title, Division, Gender.

Parent-Child Hierarchy: Division as Parent and Position as Dimension (Child)

Description: Position as Dimension and Position Title as Description.

• Create a query using the SF Tables available. For our scenario we have selected Job Information as shown below.

• Search and select the fields available as shown below.

• Once you create your query, it will be available in the Draft Data as shown below.

• Once your data is ready, click on the query in Draft data. Your new model will be loaded with the dimensions and data respectively. For Planning Model, first step should be to enable the check box for “Enable Planning”.

• Below is the list of properties available for a dimension. The best practice for a Model is to use these attributes for dimensions which in turn will have better performance in data refresh and data retrieval in your story.

• Select the Column ‘Position’ and in the Details section you can see the options for Dimension type and attributes. Select the Add Dimension Attributes dropdown and select Description. Select Position Title as description. Do check the change in the icon of the fields before and after the attributes selection as shown below.
  
  • Position Title as Dimension before Attribute selection.

• Position Tile as Description Attribute for Position Field.

• We can have Parent Child Hierarchy as an attribute for a dimension in SAC. Select the position dimension and add new dimension attribute with Parent-Child Hierarchy. You can see in the below image that ‘Parent’ is mentioned in bracket. It indicates that the dimension you map here in this attribute will be the Parent for the selected Dimension. In our scenario, we can have Division at top level (Parent) and Position as detail level (Child). So, you need to add ‘Division’ as Parent-child hierarchy attribute to ‘Position’ dimension.
  
  • Select position dimension and in the ‘Details’ section select ‘Add Dimension attributes’. Select Parent-Child Hierarchy in the drop-down list. Now select the ‘Division’ dimension as parent for ‘Position’.

• You can see in the below image that Division is now shown as Hierarchy Attribute.

• Please note that for Planning Models, at least one Measure is required. Also make sure there is no data issues in your model before creation. In case of any duplicates or null values in your data those needs to be corrected or it will be ignored during Model Creation.

• After you create your model, you can see that only Position and Gender is available as dimensions as shown below.

• If you select the Position dimension, then you can see that ‘Description’ and ‘Division’ will have the respective data associated. You can also note that when Hierarchy Attribute is created, the values of the hierarchy will be stored in rows in the dimension directly. To distinguish between the Attribute and Dimension data, you will see <root> in each row representing the attribute value. For Position Dimension rows, you can see Division Values mapped. <root> indicates that its Top-Level in the Hierarchy.

• You can select on the hierarchy button on top to see how the Parent-Child Relationship is established as shown below.

Topic 2: Create Planning Model with Property using SF Data Fields:

In this section we will describe the Usage of Property Attribute with SF Data. Property will be an additional column within the Dimension like Description Attribute we defined in the earlier section.

To illustrate this scenario with example, we have selected User Information like Gender, First Name, Middle Name as the fields from SF and declare them as Property for User ID Field.

Property: User ID as Dimension. Gender, First Name, Last Name as Property.

• Select User Table from the SuccessFactors Query Tab.

• Select the fields required for the property along with the dimension field.

• After the query gets created, select the ‘User ID’ column, and select ‘Add Dimension Attributes’ and select ‘Property’.

• You can properties for the User ID column as shown below.

• Do sort out the mapping issues before creating Planning Model. After you create your Model, in the Model Structure you can see only User ID as the Generic Dimension.

• Once you select the User ID Field, you can see the other SF fields as properties mapped to User ID. Gender, First Name and Last Name are now the properties for User ID.

Topic 3: Creating Public Dimension with Property and its usage in Planning Model using SF Data Fields:

In this section we will describe how we can create Public Dimension with Properties and use them in the Planning Model.

• Go to Modeler Section and select Public Dimensions Tab and create a new dimension.

• In the Create Dimension popup, select the type of dimension you require and provide a unique name for your dimension and select create. Please note that we have selected the Data Access Control Check box here. It can be used to restrict the users in SAC on this field.

• By default, the data will be empty and you will not have access to the Data Management initially. You need to Save the dimension as a first step to use the Data Management Tab.

• You can add the custom properties for this public dimension as shown below.
  
  • Initial view of the dimension with no data and properties.

• View after creating Custom Properties.

• Once you save the Dimension, the Data Management Tab will be enabled.

• In the data management tab, Click Import option and select Data Source.

• Select SuccessFactors from the connections and new Query window will appear. To illustrate the Public Dimension with Property, we have select Position Table with ‘Position’ as the Dimension and ‘Division’, ‘Department’, ‘Business Unit’ as Properties and ‘Position Title’ as the Description.
  
  • Selecting Position Query.

• Selecting the Fields required.

• After the query is created, you need to finish the mapping before the data gets imported. Do check the required attributes and select appropriate fields so that there are no mapping issues before data import.

• After you finish the mapping, your attributes would be like below screenshot. Check for the mapping issues and do finish mapping.
  
  • Attributes mapped with the dimension fields from SF.

• No Mapping Issues shown in the below screenshot.

• Once the data import is finished you can switch to the Dimension tab to see the Dimension values and other Attributes as shown below.

• As a next step, we need to add this public dimension to the existing planning model. Go to the planning model created and in the Edit option select ‘Add New Dimension’ button as shown below.

• Select the type of dimension and search for the public dimension you have created. Click on the Add button and you can see that in the Model your public dimension is added.
  
  • Search for the Public Dimension as shown below

• Public Dimension is now added to the planning model.

Topic 4: Setting up the incremental load and schedule settings with SF Data:

In this section we will illustrate how to set up the incremental load for SF Master Data(Dimension member in SAC).

As a business requirement, when we import master data, we do not want to update the full master data every time the import job is scheduled. Instead, if we set up incremental load option and schedule the import job, after the first full load, only the master data changes happened after the last import will be updated.

This feature is critical for customers having large set of master data with daily/weekly/monthly refresh/update requirements.

Please note that incremental load should be set up during the Query Creation Stage. Once you create the model, you do not have the option to set up the incremental load later.

• For this scenario, I have taken User Table in the SF Query.

• Select the fields required for your model and in the filters section you can see the ‘Set Incremental Load’ option. Do select the same.

• Once you select the ‘Set Incremental Load’ button you can see two changes one at the Available Data section in the left and other at the Filter Section as shown below.
  
  • Available Data Section: There will be a special icon enabled on the potential fields on which Incremental Load can be Set as shown in the below image. It can be Date Time Field or Numeric Field.
    
  • Filters Section: ‘Drop Token’ option will be enabled where you can drag and drop the field from available Data Section.
    
  • Please note that only selected fields will have the incremental load option enabled. It can be datetime or numeric field.

• After dropping the field, you get a notification stating, ‘Incremental load will start applying after this import’. It means that first import will be of full load and based on the first import date and schedule settings incremental load will be applied.

• After the query section, you can work on the model to enable the planning option and other transformation rules, calculations required and make sure your model have no issues. Select Create Model.

• Once Model is created, go to data management tab and in the import jobs section, you can select ‘Import Settings’.

• In the Import Settings, you can set the Import Method and see that Incremental Load is enabled as shown below. Based on your business requirement you can select any of the import method options below.
  
• Import Setting with Import Method.
  
  • Update: This option must be selected for Master Data, where existing records will get updated with new changes and new records will be added. The dimension of the Planning Model will reflect only the latest state from SF. Example: User Table, Job Info Table.
    
  • Append: This option cannot be used for Master data, because it relates to Data, where you can have multiple rows for one ID. Example: Historical Salary of User.

• Import Setting with Incremental Load.

• You need to enable the ‘Schedule Settings’ in your import job so that master data gets refreshed on timely basis. You can select the highlighted Schedule Setting option and set the Frequency as Repeating. You can also select the Recurrence of Schedule either Daily, Weekly or Monthly. There are other options like start date, end date, time zone and start time as shown below.

Please note that, for Planning Model to have master data refresh on regular basis, you need to have both the incremental load setup in the Query Creation section and Repeating Schedule Setup in the Import Job Section.

To Summarize we have covered the best practices for SAC Planning Model and Setting up the incremental load for SF Data.

The post SAP Analytics Cloud Planning with SAP SuccessFactors (HCM): Step by Step Illustrations of the Best Practices for Workforce Planning first appeared on ERP Q&A.

Overview of the C_HCMPAY2203 Certification:

C_HCMPAY2203 or the SAP Certified Application Associate – SAP HCM Payroll with ERP 6.0 EHP7 certification exam is all about validating your basic knowledge regarding SAP Payroll.

Through the C_HCMPAY2203 certification, you prove that you have the required knowledge within the consultant profile of the HCM solution, and you can implement the knowledge practically in projects under the guidance of an experienced consultant.

Can Anyone Take the C_HCMPAY2203 Certification Exam?

Anyone can take the C_HCMPAY2203 certification exam, as it is recommended as an entry-level qualification. The certification allows consultants to get familiar with the fundamentals of SAP HCM Payroll. The certificate you earn after passing the C_HCMPAY2203 exam stays valid for five years.

What Are the Syllabus Topics?

The C_HCMPAY2203 exam covers the following topics-

• Payroll Processes
• Average Processing
• Payroll Factoring
• Time Wage Type Selection
• Basic Payroll Elements
• Wage Type and Absence Valuations
• Personnel Calculation Rules
• Payroll Basics

Top Preparation Tips to Pass the C_HCMPAY2203 Exam:

Go through the C_HCMPAY2203 Syllabus Topics:

Going through the syllabus topics and understanding the percentage distribution is important, and one must visit the official page for this purpose. SAP exams generally distribute the weightage in an equal manner. Therefore, a strong need to learn every syllabus section from the core becomes essential. Once you are confident with the syllabus topics, it helps you have a seamless exam approach.

C_HANADEV_18: How to Ace the SAP HANA Development Exam on Your First Attempt?

Chalk Out A Schedule:

Unnecessary stress during exam preparation could refrain you from getting the best result. Therefore, find out your productive time and make a routine at the beginning of your preparation. If you are serious about passing the exam on your first attempt, work for at least two to three months and earn success.

Work Smart During Study Hours:

Do not get nervous during exam preparations. Don’t be in the myth that you need to devote maximum time from your daily routine to study. If you are well organized, devoting at least two hours could provide you with good results.

Plan out what you want to cover on a particular day. This would save you from topic-deciding confusion, and you would be able to focus more on the selected topics within two to three hours. If you develop a habit of writing, your memorization power will increase and note-making would make your revision faster.

Learn from the C_HCMPAY2203 Training:

Earning practical knowledge regarding the subject matter is essential to earn long-term benefits as a consultant. Therefore, join the C_HCMPAY2203 training and learn from the experts directly.

Track Your Preparation through C_HCMPAY2203 Practice Test:

Before you jump into taking the actual exam, get an evaluation of your strengths and weaknesses through C_HCMPAY2203 practice tests. Practice tests help make you familiar with the real exam structure, and moreover, you become confident with time management. Follow the result section at the end of every attempt to earn clarity on your strengths and weaknesses.

How Does ERP Human Capital Management Help Businesses?

• ERP systems are meant to collect all business data into a common database. These databases contain information from different areas of the organization, and this includes data from the HR department.
• Just like inventory, sales, and accounting data, the HR data collected by an ERP solution offers valuable business information. So, for example, employee-related data such as hours worked, salary information, tax withholding, credentials, and union membership are all stored in one location and can be instantly used by authorized users.
• Organizations looking to purchase ERP software carefully consider the HR functionality included in the ERP system under evaluation.
• The right ERP system for businesses helps with the specific HR possibilities you need to manage your personnel, whether recruiting and tracking job candidates, providing more employee self-service options, or guiding career development.
• The HR modules of most ERP systems on the market also provide a self-service portal for employees. These portals help staff to update their profile information: they can update their address or number of dependents, verify tax withholding, download income tax documents, check benefits, and so on. Simply making this data visible and manageable to each employee through a self-service portal may save HR staff many hours of work each week.

Bottom Line:

Most small and medium organizations would be well served by the possibilities offered by the HR module of an ERP system without the need for more extensive feature sets found in a comprehensive HCM system. Therefore, having an ERP solution in place provides the HR capabilities organizations need to enhance the efficiency and productivity of their busy HR department. So earn the SAP C_HCMPAY2203 certification to accelerate your career growth and contribute to the success of your organization.

The post C_HCMPAY2203: How to Pass the SAP HCM Payroll with ERP Certification Exam on Your First Attempt? first appeared on ERP Q&A.

What Is the C_THR12_67 Certification All About?

C_THR12_67, or the SAP Certified Application Associate – SAP HCM with ERP 6.0 EHP7 certification is all about proving your basic knowledge regarding the SAP Human Capital Management area.

The C_THR12_67 certification also confirms that the candidate possesses the required knowledge about the consultant profile of the HCM solution and can use his knowledge practically in projects under the guidance of a mentor.

Target Audience for the C_THR12_67 Certification:

The C_THR12_67 certification is recommended as an entry-level certification and helps consultants get familiar with the fundamentals of the SAP HCM suite. Therefore, if you are new to SAP and interested in learning about SAP HCM, you can opt for the certification.

Subject Domains Are Covered under the C_THR12_67 Certification Exam:

The C_THR12_67 exam covers the following topics-

• Payroll Business Processes
• Reporting and Analytics
• Organization Management
• Time and Attendance Management Configuration
• Personnel Administration Configuration
• Organizational Management Configuration
• Time and Attendance Management
• Personnel Administration
• SAP HCM Business Processes

Study Tips to Pass the C_THR12_67 Exam:

Registration at the Beginning:

Register yourself with Pearson Vue to appear for the C_THR12_67 exam and be determined to take the exam. Once you get to know the exam date, planning and preparation become easy. Moreover, when your money is involved in getting the registration, you would be more serious about taking the exam.

Grasp the C_THR12_67 Syllabus Topics from Core:

Learning the syllabus topics from the core is vital. Having strong knowledge of the syllabus topics is crucial to acing the SAP HCM exam.

Don’t be chilled out about your preparation, thinking about the level of the certification. Learning new skills be difficult sometimes. SAP syllabus always focuses almost equally on all syllabus sections; therefore, covering each syllabus domain becomes important to face the exam successfully.

Follow Your Study Schedule Rigorously:

Making a study schedule is a simple task, but you should stay true to the schedule and follow it rigorously to pass the exam smoothly.

Try to accomplish your daily study goals to stay organized and make the syllabus completion a hassle-free task. Having a practical study plan and sticking to that plan until the exam day is vital to succeed. Study for a shorter time span, like devote two hours daily, but stay focused during the study hours.

Learn from SAP C_THR12_67 Training:

You must possess theoretical and practical knowledge to pass the exam successfully. Therefore, enroll for the C_THR12_67 training, where you would get the scope to learn from the SAP experts directly.

Assess Your Performance Level with C_THR12_67 Practice Test:

Checking your preparation level is essential throughout the preparation. You will earn the maximum benefit if you keep checking your preparation level. Therefore, cover the syllabus topics and start exploring quality C_THR12_67 practice tests to learn more about your strengths and weaknesses. Practice tests provide the aspirants with a real exam-like experience and help in get better with time management. Learn where you stand through these tests and improve gradually.

Overview of SAP HCM:

SAP HCM, human capital management solution, allows for a more flexible, engaged, and resilient business. The solution improves the employee experience across talent management, core HR and payroll methods, people analytics, and time and attendance.

SAP HCM ERP helps the user to create a structured HR process system in a workstation. The configuration method of SAP HCM the aspirant to maximize the recruitment method and manage employees easily.

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How Do Organizations Get Benefit from Using SAP HCM?

HCM is considered one of the important solutions in any organization. It not only works with recruiting the employees but also helps maintain the payment details, designations, records,  promotions, and engagement at different team levels. Organizations must maintain the record for each employee, and HCM plays a crucial role in improving information, and its own time availability, which helps in decision-making and further planning.

Here Are the Benefits of Using SAP HCM:-

Save Time:

SAP is truly a time saver because it comes with great automation features that automatically apply rules and policies to employees. The solution helps save time due to reduced data entry.

Better Reporting Capacity:

Managers use to analyze the scopes and operations scopes in an organization. SAP HCM Module provides thousands of standard reports, and it is easy to customize them as per demand.

The reports are easily exported to Excel for further filtering and can be uploaded back to SAP.

Store Details Easily with SAP HCM:

With the help of SAP HCM, the user can store the history of employees in much better ways. They can analyze, use or re-organize the data in succession planning in a better and more manageable way.

Know Your Employee Performance in Bette Manner:

SAP HCM offers a much clear picture of every employee of the organization. It helps to determine how to get better results from them which increases the organization’s productivity.

Bottom Line:

SAP HCM is thought to be the backbone of any organization and has a vital role in creating organized management. The SAP HCM consultants are one of the most required professionals across the globe and enjoy different career perks. Therefore, grab the C_THR12_67 certification and reach new career heights.

The post C_THR12_67: Practice Tests Aid in Getting the SAP [HCM] Human Capital Management Certification for A Lucrative Career!!! first appeared on ERP Q&A.