Why is everyone moving away from SAP HR?

SAP HCM no longer exists in the new software generation SAP S/4HANA. However, companies that have previously used HCM integrated with other modules can still migrate to SAP S/4HANA. This is made possible by so-called Compatibility Packs, which also make the usual functionalities available under SAP S/4HANA. However, it is important to know that all Compatibility Packs can only be used until the end of 2025. Until then, SAP will offer alternatives.

A compromise has been announced for companies that cannot or do not want to use the cloud-based SuccessFactors. It bears the name “SAP HCM for S/4 HANA” and will be available from 2023. In contrast to ERP 6.0, this solution will not run integrated with SAP S/4HANA. It must be run on a separate server, often referred to as a sidecar. With regard to the functional scope, the solution will not differ significantly from today’s SAP HCM. Support for this compromise solution is also expected to be limited. According to current reports, it will end in the year 2030. If nothing changes in this strategy, there is no way around the introduction of SAP SuccessFactors in the long term.

SuccessFactors was originally a stand-alone US company that offered a cloud-based talent management suite with analytics and collaboration capabilities. SAP took over the company in 2011 and since then has massively enhanced its functionality. SuccessFactors is now a complete HCM solution from the cloud. It contains all functions from the classic SAP HCM. In addition, however, some other innovative features are available. To call are:

  • (E-)Recruiting: supports a collaborative, objective and mobile selection process
  • Onboarding: configurable onboarding process involving new employees, hiring managers and an onboarding buddy
  • Compensation: maps all compensation processes, central element is a compensation profile including salary history and positioning
  • Performance & Goals: controls target agreements and monitoring of target achievement for performance evaluation
  • Learning: Learning platform that is linked to numerous other modules (e.g. goal management and onboarding); can be used on the go
  • Succession and Development: controls and automates succession planning activities
  • Employee Central: responsible for master data administration and for mapping personnel administration, organizational management, absences and payroll accounting (optional); basis for integration with on-premise solution
  • SAP JAM: communication and collaboration platform for employees, similar to a social network
  • Analytics: enables the creation of reports for all SuccessFactors modules

Ultimately, it is clear that SAP is focusing its HR innovations on SuccessFactors. The decision to introduce the platform can therefore be described as future-proof. As far as the HR sector is concerned, SAP is following strategy that explicitly moves in the direction of SAP SuccessFactors, the new cloud solution. It was announced that in the long run, HCM would be fully substituted by SuccessFactors. It is not only the technical orientation that is exceptional, but also the modern use of language. SAP no longer calls “resources” or “human capital” to company workers, but “factor of success. But what are the technical differences between the two solutions?”



Implement SAP Success Factors to replace parts of SAP HR

If you have already implemented SAP HR for Payroll, Personnel Management, etc. it would be ideal to add SAP Success Factors as a value add or completely replace in house implementation of SAP HR/HCM with new PaaS.

SAP Success Factors is a cloud based solution. SAP SuccessFactors was founded in 2001 and acquired by SAG AG’s US subsidiary, SAG America, in 2011. It provides Human Capital Management (HCM) cloud solutions, covering the needs of 45 million people/employees in more than 6,000 organizations worldwide, according to Gartner, Forester and IDC. SAP SuccessFactors also provide open, industry-standard integration, technologies, API, and events. You can extend SAP SuccessFactors’s functionality by integrating it with other HRM applications with the following functions:

  • Payroll
  • Identity Management
  • Benefits Management
  • Time Management
  • Pre-hire Screening
  • ERP


SAP Success Factors

It can add a lot of value to existing SAP HCM/HR system as it has the following modules:

  • Employee Central -This module is a collection of data and knowledge about employees and is the basis for the implementation of other elements. Employee Central lets you automate the basic HR processes. It increases employees’ efficiency and HR managers, by giving them tools to quickly access the key information – even from a smartphone! All functions are presented on graphic dashboards. SuccessFactors Employee Central provides simple way for workers to monitor their attendance and verify their overtime. In compliance with rules assigned to each employee, the module automatically measures time and payment.  The system measures the hours worked based on the working time reported by the workers and decides the required overtime based on the configured regulations. Such laws are versatile, and often tailored for company. With them, you can report your time and attendance by an intuitive, single click.
  • Performance and Goals -A special, end-to-end management process helps you to review past outcomes reliably and optimize future ones. Employees get feedback. The input motivates them to improve their productivity and produce even better outcomes.
  • Succession & Development – helps manage employee development by creating plans to build their competences. Supports the organization of employees’ replacements.
  • Remuneration Management – a tool to effectively motivate employees by creating and executing remuneration models.
  • Training – a platform for the organization and implementation of training, equipped with mechanisms for assessing results and progress.
  • Recruitment – A tool that organizes the recruiting process, enabling you to easily, efficiently and effectively carry out this process.
  • Onboarding -A platform that enables employees to be introduced in the life of the business to identify all the required stages of apprenticeship and the degree of employee acquisition. 
  • Workforce Planning, Analytics and reporting – is a teams building tool, choosing members in terms of the required competences, experience, and availability.
  • SAP JAM – It is forum for knowledge sharing between employees. It serves as an intranet and the internal Social Media site of the organization.
  • Employee Assessments

Read More

Dump for Personnel Areas details


Option 1

A simple ABAP report or HR Query can do this


Option 2


Go to table SE16N,


step:1 – give the table name as T500P, and give Personnel area and execute


step:2 – in the display screen for every personnel area line items in the last column Address one unique no will be there.


step:3 – go to table SE16N give table ADRC and give the Address Number (which is taken from step-2) and execute.


if you want report then take the ABAP consultant help for customized report.


Option 3

For Address Screen 1 take dump from table T500P

Loan enhancement for IN

The loan enhancement for IN should be available from SAP Enhancement Package 5 for SAP ERP 6.0. onward. 

check the page for the link below

Loans Enhancement – India – Payroll India (PY-IN) – SAP Library


progressive interest calculation

To calculate interest, the corresponding interest rate is applied to the loan amount that falls within each range. Finally, the interest amounts are summed to determine the total interest accrued.




The interest rates for the following value ranges are respectively 0, 3%, 5% and 10%:

  • 0-INR 10,000
  • INR 10,000 – INR 30,000
  • INR 30,000 – INR 50,000
  • >INR 50,000

The interest for a loan with principle 80,000 would be calculated as follows:

Interest = (10,000 x 0%) + (20,000 x 3%) + (20,000 x 5%) + (30,000 x 10%) = INR 4,600

PRAA – no batch input created

In ECC6.0 – transaction PRAA –

the following error message “batch input session not created, message number 56_CORE016″ and ” data entry is missing in table V_T702N_A with argument 06″.


in ECC6.0 the transaction can not be executed online, but execute it in background and everything works fine.


Job Search and Interview

HR Common



Organizational Management

Personnel Administration





Beginner Guides

SAP e-Recruiting – Internal and External candidate

Differentiate between Internal and External Candidate

Whether a candidate is internal or external is not stored in the tables of sap e-recruiting (HRP5102 does not have any such flag). The system checks if the central person (CP) of the candidate (NA) is related to an employee id (P) via a relation in HRP1001 and the relation is valid today. Then the system checks for IS_INACTIVE flag is SPACES in HRP5102.

This check can be done manually or using  CL_HRRCF_*_BL (service classes of e-Recuiting)

Flow of data

In a distributied scenario (I2-A and I2-B) employee master data is transferred to SAP E-recruitment and the internal candidates and related objects are created automatically.

During this process all employee’s basic master data are mapped into specific EREC infotypes.

In order to control the flow of data:

Modify the distribution model in the HR system (transaction BD64)

Limit which basic data is sent (some data is required in order to create the business partner object)

Transaction codes in ECM

Start budget administration
Generate budget from organizational hierarchy
Upload budget values from Personnel cost planning
Display budget
Check and release budget
Convert budget stock unit
Compensation Administration
Change compensation process status
Create compensation process records
Update basic pay from planned compensation
Print compensation review statement
Create compensation program records
Long Term Incentives
Evaluate LTI grants
Process event for LTI grants
Convert LTI grant stock unit
Export LTI participant data
Export LTI grant data
Import LTI exercising data
Job pricing
Start job pricing
Extract data for survey participation

SAP HR Tickets and errors in Payroll

Change too far in payroll past Appears if you want to change an infotype relevant to retroactive accounting and the start date for this infotype lies before the earliest retroactive accounting limit
Employee not selected during payroll run Check that you have chosen the correct payroll area on the selection screen. Check that the employee is active in the payroll period that you have chosen.
No entry in table T529Q for period modifier 03 for time 01.04.2001-06-20 This error message is misleading as this table does not exist. It actually points to table T549Q which in turn points to table T510W. This table holds the link between the payscale type and area and the period parameter. The permissible entries may point to a weekly period parameter – which is fine for weekly employees. Get the monthly combinations to point to a monthly period parameter eg 51 – GB Monthly.
Deletion forbidden Results has been posted with posting run <nnnnnnnn> An error occurs when attempting to delete employee’s records whose payroll results have been posted to finance.

  • Using transaction PU03, ensure the Accounted To, Earliest MD change and Recal.follow-up prog dates have been removed.
  • Using transaction PU00, select all infotypes and delete the employee.

General errors in SAP HR


Changes to Repository or cross-client Customising are not permitted

You have attempted to change an object in a client which has not been set to allow client-independent changes. Check the settings on table T000 and get the System Administration team to change the setting on the table. If allowed you can do it yourself using transaction code SCC4

Number range HRTEM_REFN does not exist

You usually get this error whilst trying to post costs from Training and Events to Controlling. The solution is to create an external number range – but don't tick the "External" tickbox