Sappress Erp Hcm Performance Mngmt

Bonn � Boston

Jeremy Masters, Christos Kotsakis

SAP® ERP HCM Performance Management From Design to Implementation

124.book Seite 3 Freitag, 28. September 2007 9:55 09

Contents at a Glance

PART I Performance Management: Overview and Process

1 Introduction ........................................................................ 27

2 Overview of SAP’s Performance Management Solution .... 31

3 The Performance Management Process ............................. 47

4 Setting the Corporate Strategy .......................................... 61

5 Development Planning ....................................................... 75

6 Lessons Learned .................................................................. 85

PART II Performance Management: System Functionality and Implementation

7 Laying the Groundwork for Configuration ......................... 99

8 Configuring Appraisals in the Appraisal Catalog ................ 111

9 Advanced Configuration Techniques .................................. 145

10 Performance Management BAdIs ....................................... 167

11 Portal Configuration ........................................................... 199

12 Administrative and Reporting Capabilities ........................ 213

13 Authorization Management ................................................ 231

14 Integration with Compensation Management ................... 251

A Performance Management Transaction Codes ................... 267

B Performance Management Objects and Infotypes ............. 271

C Performance Management BAdIs ....................................... 275

D Additional Resources .......................................................... 289

E About the Authors .............................................................. 295


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Contents

Foreword .................................................................................................. 17

Preface ...................................................................................................... 19

Acknowledgments ..................................................................................... 23

PART I Performance Management: Overview and Process

1 Introduction ......................................................................... 27

1.1 Target Audience ..................................................................... 281.2 Book Layout ........................................................................... 281.3 Product Releases .................................................................... 291.4 Summary ............................................................................... 29

2 Overview of SAP’s Performance Management Solution ..... 31

2.1 Background and Value Proposition ......................................... 312.2 Performance Management Within the Larger Context ............ 332.3 Integration ............................................................................. 35

2.3.1 Personnel Administration ........................................... 352.3.2 Organizational Management ...................................... 362.3.3 Compensation Management ...................................... 362.3.4 Personnel Development ............................................. 362.3.5 Learning Solution (LSO) ............................................. 362.3.6 Business Intelligence (BI) ............................................ 362.3.7 Strategic Enterprise Management (SEM) .................... 37

2.4 Functionality Matrix ............................................................... 372.5 Summary ............................................................................... 45

3 The Performance Management Process ............................... 47

3.1 Objectives of the Performance Management Process .............. 483.2 Setting Corporate and Departmental Goals ............................. 493.3 Setting Individual Objectives .................................................. 49

3.3.1 Organizing the Number and Weight of Objectives ...... 503.3.2 Manager Review of Objectives ................................... 50


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3.4 Mid-Year Reviews .................................................................. 513.4.1 Changing Objectives Mid-Year .................................. 513.4.2 Peer Reviews ............................................................. 523.4.3 Preparing for the Mid-Year Review ............................ 523.4.4 Conducting the Mid-Year Review ............................... 52

3.5 Self-Evaluation ....................................................................... 533.5.1 Self-Rating ................................................................. 53

3.6 360-Degree Feedback ............................................................ 543.6.1 Conducting a 360 Review .......................................... 54

3.7 Final Evaluation ...................................................................... 553.7.1 Conducting the Year-End Review ............................... 553.7.2 Use of Self-Evaluations ............................................... 56

3.8 Review Committees ................................................................ 563.8.1 Use of a Facilitator ..................................................... 563.8.2 Results of the Review Committee ............................... 57

3.9 Communicating the Employee Evaluation .............................. 573.9.1 Signing Off the Final Evaluation ................................. 58

3.10 Summary ................................................................................ 58

4 Setting the Corporate Strategy ............................................ 61

4.1 Developing the Strategic Plan ................................................. 624.1.1 The Process for Creating the Plan ............................... 634.1.2 Use of Pillars to Enhance Alignment ........................... 63

4.2 Goals and Objectives .............................................................. 644.2.1 Goals versus Objectives .............................................. 65

4.3 Cascading Goals ...................................................................... 664.3.1 Alternative Approaches to Setting and

Cascading Goals ......................................................... 684.4 Becoming Tactical Through Objective Setting ......................... 69

4.4.1 Setting Individual Objectives ...................................... 694.4.2 Submitting the Objectives for Approval ..................... 704.4.3 Reviewing and Approving the Objectives ................... 71

4.5 Communicating Strategy ......................................................... 714.5.1 Components of the Communication ........................... 714.5.2 Effective Communication Techniques ......................... 724.5.3 Reinforcing the Strategy ............................................. 72

4.6 Summary ................................................................................ 72


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5 Development Planning ......................................................... 75

5.1 Individual Development Plans ................................................ 755.1.1 What Is an Individual Development Plan? .................. 755.1.2 Purpose and Benefits of Individual Development

Plans .......................................................................... 765.1.3 Roles and Responsibilities .......................................... 76

5.2 Components of an Individual Development Plan .................... 775.2.1 Sections of the Development Plan .............................. 77

5.3 Development Planning Process ............................................... 785.3.1 Completing the Draft Development Plan .................... 785.3.2 Employee and Manager Review ................................. 795.3.3 Prepare the Development Plan .................................. 795.3.4 Execute the Development Plan .................................. 805.3.5 Evaluate Progress of the Development Plan ............... 80

5.4 Using Skills and Competency Models ...................................... 815.4.1 Competency Catalog .................................................. 815.4.2 Structure of a Competency Model .............................. 815.4.3 Using Skills and Competency Models ......................... 82

5.5 Summary ................................................................................ 82

6 Lessons Learned ................................................................... 85

6.1 Performance Management Process ......................................... 856.1.1 Overall Performance Management Process ................. 866.1.2 Goal Setting ............................................................... 876.1.3 Objective Setting ....................................................... 886.1.4 Mid-Year Review ....................................................... 896.1.5 Self-Assessment ........................................................ 906.1.6 Final Evaluation ......................................................... 90

6.2 Development Planning ........................................................... 916.3 Change Management .............................................................. 91

6.3.1 Adoption and Compliance ......................................... 916.3.2 Communication ......................................................... 926.3.3 Stakeholder Management .......................................... 92

6.4 System Implementation .......................................................... 946.4.1 Security ..................................................................... 946.4.2 Access to Forms and Navigation ................................. 94

6.5 Summary ................................................................................ 96


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PART II Performance Management: System Functionality and Implementation

7 Laying the Groundwork for Configuration ........................... 99

7.1 Turning Requirements into Design .......................................... 1007.1.1 Conducting Blueprint Sessions ................................... 1007.1.2 Statuses ..................................................................... 1017.1.3 Substatuses ................................................................ 1047.1.4 Pushbuttons ............................................................... 1047.1.5 Workflow Notification ............................................... 1047.1.6 Form Design .............................................................. 105

7.2 Basic Configuration Settings for Performance Management ..... 1067.2.1 Activation Switch for the HR Extension Set ............... 1067.2.2 Activation of New Personnel Appraisals ..................... 107

7.3 Summary: Ready, Set, Configure! ............................................ 108

8 Configuring Appraisals in the Appraisal Catalog ................. 111

8.1 Catalog Structure: The Category Group and Category .............. 1118.1.1 Category Groups ........................................................ 1118.1.2 Categories .................................................................. 1168.1.3 Templates .................................................................. 122

8.2 The Appraisal Template .......................................................... 1228.2.1 Description ................................................................ 1238.2.2 Layout ....................................................................... 1248.2.3 Columns .................................................................... 1268.2.4 Column Access ........................................................... 1278.2.5 Value Descriptions ..................................................... 1298.2.6 Roles ......................................................................... 1298.2.7 Processing .................................................................. 1308.2.8 Status Flow ................................................................ 136

8.3 Criteria Group and Criteria Configuration ................................ 1408.3.1 Description ................................................................ 1418.3.2 Columns .................................................................... 1418.3.3 Value Descriptions ..................................................... 1428.3.4 Roles ......................................................................... 1428.3.5 Element Access .......................................................... 143

8.4 Summary ............................................................................... 143


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9 Advanced Configuration Techniques .................................... 145

9.1 Advanced Concepts Within the Appraisal Catalog ................... 1459.1.1 Understanding Template Statuses .............................. 1459.1.2 Sorting and Weighting ............................................... 1469.1.3 Translating the Appraisal ............................................ 1479.1.4 Copying and Pasting Appraisal Elements .................... 1489.1.5 Using the Quick Configuration Option ....................... 1499.1.6 Previewing the Form Within the Appraisal Catalog...... 1509.1.7 Performing a Consistency and Template Check............ 1529.1.8 Unused Elements ....................................................... 1539.1.9 Verifying Your Configuration ...................................... 1539.1.10 Moving Changes Through the System Landscape ........ 154

9.2 Customizing Appraisal Settings via OOHAP_BASIC ................. 1569.2.1 Custom Columns ........................................................ 1569.2.2 Custom Substatuses and Custom Pushbuttons............. 1579.2.3 Custom Roles ............................................................. 1579.2.4 Enhancing the Workflow: Authorized Persons

and Events ................................................................. 1589.3 Custom Value Lists ................................................................. 164

9.3.1 Value List Configuration ............................................. 1649.4 Summary ................................................................................ 166

10 Performance Management BAdIs ........................................ 167

10.1 BAdI Areas ............................................................................. 16710.2 BAdI Area: Template Definition and Behavior ......................... 169

10.2.1 HRHAP00_VALUE_TYPE (Appraisal Document — Value List) .................................................................. 170

10.2.2 HRHAP00_VAL_DET (Appraisal Document — Value Determination) ................................................. 171

10.2.3 HRHAP00_LINK (Appraisal Document — Relationships) ............................................................ 172

10.2.4 HRHAP00_ADD_HEADER (Appraisal Document — Additional Header Data) ............................................ 173

10.2.5 HRHAP00_TEXT_SUBST (Appraisal Document — Text Replacement) ..................................................... 174

10.2.6 HRHAP00_ENHANCE_FIX (Appraisal Document — Fixed Enhancement) .................................................. 174

10.2.7 HRHAP00_ENHANCE_FREE (Appraisal Document — Free Enhancement) .................................................... 175


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10.2.8 HRHAP00_ENHANCE_DEL (Appraisal Document — Delete Element) ...................................................... 176

10.2.9 HRHAP00_FOLLOW_UP (Appraisal Document — Follow-Up Processing [Background]) ....................... 177

10.2.10 HRHAP00_FOLLOW_UP_D (Appraisal Document — Follow-Up Processing [Dialog]) ............................... 178

10.2.11 HRHAP00_SMARTFORMS (Appraisal Document — Print Preview [Smartform]) ...................................... 178

10.2.12 HRHAP00_BSP_TMPL (Appraisal Document — Web Layout [BSP]) .................................................. 179

10.2.13 HRHAP00_OFFLINE (Appraisal Document — Offline) ................................................................... 179

10.2.14 HRHAP00_DYN_EVENT (Appraisal Document — Dynamic Cell Value Event) ...................................... 179

10.3 BAdI Area A: Catalog .............................................................. 17910.3.1 HRHAP00_CATEG_EXMPLE (Catalog —

Create Example Category) ....................................... 18010.3.2 HRHAP00_TMPL_EXAMPLE (Catalog —

Create Example Templates) ..................................... 18010.3.3 HRHAP00_TMPL_WIZARD (Catalog —

Create Templates Using Wizard) ............................. 18110.4 BAdI Area C: Appraisal Enhancements .................................... 181

10.4.1 HRHAP00_TMPL_GETLIST (Appraisal Document — Get Template List) .................................................. 181

10.4.2 HRHAP00_DOC_DEF_DN (Appraisal Document — Default Appraisal Document Name) ........................ 181

10.4.3 HRHAP00_DOC_DEF_D1 (Appraisal Document — Default Appraiser) ................................................... 182

10.4.4 HRHAP00_DOC_DEF_D2 (Appraisal Document — Default Appraisee) .................................................. 182

10.4.5 HRHAP00_DOC_DEF_DP (Appraisal Document — Default Part Appraisers) .......................................... 182

10.4.6 HRHAP00_DOC_DEF_DO (Appraisal Document — Default Further Participants) ................................... 182

10.4.7 HRHAP00_DOC_DEF_DV (Appraisal Document — Default App. Document Validity Period) ................. 183

10.4.8 HRHAP00_DOC_DEF_DE (Appraisal Document — Default Completion Period) .................................... 183

10.4.9 HRHAP00_DOC_DEF_DR (Appraisal Document — Default Review Date) .............................................. 183

10.4.10 HRHAP00_COL_OWNER (Appraisal Document — Column Owner) ...................................................... 183


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10.4.11 HRHAP00_COL_ACCESS (Appraisal Document — Column Access) ...................................................... 184

10.4.12 HRHAP00_ATT_ACCESS (Document — Attachment(s) Authorization Handling) ................... 184

10.4.13 HRHAP00_BUT_ACCESS (Appraisal Document — Pushbutton Access) ................................................. 185

10.4.14 HRHAP00_ACTION_LOG (Appraisal Document — Action Log) ............................................................. 186

10.4.15 HRHAP00_DOC_BC (Appraisal Document — Business Check) ...................................................... 186

10.4.16 HRHAP00_AUTHORITY (Appraisal Document — Authorization Check) .............................................. 187

10.4.17 HRHAP00_DOC_DELETE (Appraisal Document — Delete) ................................................................... 187

10.4.18 HRHAP00_DOC_SAVE (Appraisal Document — Save Appraisal Document) ...................................... 187

10.4.19 HRHAP00_MAX_P_APPER (Maximum Number of Part Appraisers) .................................................. 187

10.4.20 HRHAP00_ACC_HEADER (Appraisal Document — Header Data Access) ............................................... 188

10.5 BAdI Area E: Reporting ........................................................... 18910.5.1 HRHAP00_REPORTING (Appraisal Document —

Reporting) .............................................................. 18910.5.2 HRHAP00_REP_GEN_VAR (Appraisal Document —

Reporting [Generic Variants]) .................................. 18910.6 BAdI Area X: Administrator .................................................... 190

10.6.1 HRHAP00_ADMIN (Appraisal Document — Admin. Functions) .................................................. 190

10.7 BAdI Area Y: Add-On Application .......................................... 19010.7.1 HRHAP00_ADD_ON_APPL (Development:

Add-On Application) .............................................. 19010.7.2 HRHAP00_CATALOG_ACT (Development: Catalog —

Action) ................................................................... 19010.7.3 HRHAP00_INIT_CATALOG (Development:

Catalog — On Initialization) .................................... 19010.7.4 HRHAP00_CATEG_CREATE (Development:

Catalog — Category) ............................................... 19110.7.5 HRHAP00_TMPL_608 (Development:

Applic. — Add-On Dependent Template Restriction) 19110.7.6 HRHAP00_CHECK_CUSTOM (Development:

Customizing — Check Tables and Settings) ............. 191


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10.8 BAdI Area Z: Further BAdIs ..................................................... 19110.8.1 HRHAP00_SELECTION (Appraisal Document —

Object Selection [Role and To-Do List]) ..................... 19110.8.2 HRHAP00_DEFAULT_OBJ (Runtime —

Generate Default [User <-> Object]) ........................... 19110.8.3 HRHAP00_WF_RULE_ID (Workflow Executor) ............ 19210.8.4 HRHAP00_GET_LIST_FLT (Appraisal Documents —

Filter HRHAP_DOCUMENT_GET_LIST_XXL) ............... 19210.8.5 HRHAP00_DOC_STATNAME (Appraisal Document —

Alternative for Status Names) ..................................... 19310.8.6 HRHAP00_DOC_PREPARE (Appraisal Document —

Prepare Appraisal Documents) ................................... 19310.9 Integrating Custom BAdI implementations into

Your Template ........................................................................ 19410.10 Summary ................................................................................ 197

11 Portal Configuration ............................................................. 199

11.1 Frontend ................................................................................ 19911.2 Appraisee Views ..................................................................... 200

11.2.1 Appraisee’s Inbox (Appraisals in Process) ................... 20011.2.2 Appraisee’s Completed Appraisals .............................. 201

11.3 Appraiser Views ...................................................................... 20211.3.1 Appraiser’s Inbox (Appraisals in Process) .................... 20211.3.2 Appraiser’s Completed Inbox ..................................... 20311.3.3 Status Overview (MBO TeamViewer) ......................... 204

11.4 Part Appraiser View ................................................................ 20511.4.1 Part Appraiser Inbox (Appraisal in Process) ................ 206

11.5 Further Participants View ....................................................... 20611.5.1 Further Participant Inbox (Appraisal in Process

and Completed) ......................................................... 20611.6 Helpful Technical Hints ........................................................... 207

11.6.1 How to Create BSP-Based iViews ............................... 20711.6.2 How to Test BSPs from the SAP Backend ................... 20911.6.3 Custom iViews ........................................................... 21011.6.4 Activation of BSP Pages ............................................. 21111.6.5 Browser Support of BSP Pages ................................... 212

11.7 Summary ................................................................................ 212


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12 Administrative and Reporting Capabilities .......................... 213

12.1 Appraisal Preparation ............................................................ 21312.1.1 Transaction PHAP_PREPARE ...................................... 214

12.2 Administration ....................................................................... 21712.2.1 Creating and Editing Appraisal Documents ................. 21812.2.2 Changing Appraisal Statuses ....................................... 21812.2.3 Deleting an Appraisal Document ............................... 21912.2.4 Unlocking Appraisal Documents ................................ 21912.2.5 Access to BAdI Implementations ................................ 22012.2.6 Checking Customizing ................................................ 22012.2.7 Starting Follow-up Processing .................................... 22012.2.8 Anonymous Appraisals Information ............................ 22112.2.9 Additional Functionality ............................................. 222

12.3 Reporting ............................................................................... 22212.3.1 Ranking List ............................................................... 22212.3.2 Display with Smart Form ............................................ 22412.3.3 Export to Excel ........................................................... 22412.3.4 Analysis ..................................................................... 22512.3.5 Calibration ................................................................ 22612.3.6 Business Intelligence Queries ..................................... 228

12.4 Summary ................................................................................ 229

13 Authorization Management ................................................. 231

13.1 Essential Authorization Objects in Performance Management 23113.1.1 S_TCODE and P_TCODE ............................................ 23213.1.2 P_PERNR ................................................................... 23313.1.3 PLOG ......................................................................... 23313.1.4 P_HAP_DOC .............................................................. 23613.1.5 P_ORGIN/P_ORGINCON ........................................... 23713.1.6 Summary of Standard Authorizations for

Performance Management ......................................... 23913.1.7 Activation Switches in T77S0 ..................................... 240

13.2 Using Structural Authorizations in Performance Management 24113.2.1 Overview ................................................................... 24113.2.2 Using Structural Authorizations in Performance

Management But Not in Personnel Administration 24113.2.3 Using Structural Authorizations in Both Performance

Management and Personnel Administration ............... 243


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13.3 Appraisal Level Security ........................................................... 24413.3.1 Column Access ........................................................... 24413.3.2 Roles .......................................................................... 24713.3.3 Appraiser Authority Check Override ........................... 248

13.4 BAdI HRHAP00_AUTHORITY — Appraisal Document Authorization Check ................................................................ 249

13.5 Summary ................................................................................. 250

14 Integration with Compensation Management .................... 251

14.1 Appraisal Configuration ........................................................... 25214.1.1 Importance of Appraisal Status ................................... 252

14.2 Compensation Configuration ................................................... 25414.2.1 Eligibility .................................................................... 25514.2.2 Guidelines .................................................................. 25814.2.3 Summary .................................................................... 264

Appendix.................................................................................... 265

A Performance Management Transaction Codes .................................... 267B Performance Management Objects and Infotypes .............................. 271C Performance Management BAdIs ....................................................... 275

C.1 BAdI Area: Template Definition and Behavior .......................... 275C.2 BAdI Area A: Catalog ............................................................... 281C.3 BAdI Area C: Appraisal Enhancements ..................................... 282C.4 BAdI Area E: Reporting ........................................................... 285C.5 BAdI Area X: Administrator ..................................................... 285C.6 BAdI Area Y: Add-On Application ........................................... 286C.7 BAdI Area Z: Further BAdIs ..................................................... 287

D Additional Resources ......................................................................... 289D.1 Solution Documentation on SAP Service Marketplace ............. 289D.2 SAP Online Help ..................................................................... 290D.3 SAP Notes on SAP Service Marketplace .................................. 291D.4 SAP Developer Network (SDN) .............................................. 292D.5 Annual Conferences ................................................................ 293D.6 HR Expert ................................................................................ 293D.7 User Communities ................................................................... 294

E About the Authors ............................................................................. 295

Index ......................................................................................................... 297


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Foreword

There is a special culture here at JetBlue Airways. An intense energy radiateswithin our organization where a strong sense of community binds togetherour employees (whom we term “Crewmembers”). The company’s Values(Safety, Caring, Integrity, Fun, and Passion) are taken very seriously, and wework hard to live by them every day. Whether it’s a gate agent in Boston, aflight attendant based out of Long Beach, or a reservations specialist workingin their home in Salt Lake City, each and every Crewmember has come toembody the unusual spirit for which this airline was created. Our fresh mar-keting and low prices are leading the market, but what brings our customersback over and over is their first-rate experience with our Crewmembers. Ourstrong relationship with our customers has proven to be the key differentia-tor in our industry. JetBlue Crewmembers repeatedly delivering the “JetBlueExperience” through the Values and their personal sense of accountabilityand responsibility.

Getting to where we are now was not easy, but it started from the top of theorganization. JetBlue’s strategic goals are supported within our company’s“Flight Plan” — a charter delineating those corporate goals sustained bythree pillars: People, Product, and Performance, which, when taken together,help achieve financial Prosperity. Stated as a simple formula: Great Peopledelivering an innovative Product and executing strong Performance willdrive Prosperity for our company, our Crewmembers, and our shareholders.

Last year, a newly implemented talent management system changed how wemanage Crewmember performance. A fundamental transformation wasmade in the process: We replaced year-end, “after-the-fact” performanceassessments with an objective setting performance plan, where individualobjectives were jointly created and monitored by the Crewmember andhis/her Crewleader (i.e., manager). This agreement serves as the mechanismto track and support Crewmember performance throughout the year. But theother critical change in this process is that the Crewmembers’ individualobjectives are more closely aligned to department and corporate goals,which makes our company’s “Flight Plan” more pertinent and tangiblethroughout all levels of the organization.


Foreword

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This is done using system tools that allow Crewleaders to more effectivelycreate and maintain goals that support the company strategy. EachCrewleader must work with their own Crewleader to ensure that goals arecascaded and ultimately support the three pillars and the “Flight Plan” toachieve Prosperity for JetBlue. Crewleaders work hand in hand with theirCrewmembers throughout the annual cycle to maintain that alignment to thecompany’s goals even in a fluid environment. If corporate goals evolve dur-ing the year, the objectives mapped to those goals can be recalibrated tomore accurately reflect how the Crewmember will achieve them.

I am proud to be a part of an organization that so highly values the impor-tance of culture and employee performance management. From all levels ofthe organization, we continue to cultivate an environment that instills pridein our Crewmembers and high levels of satisfaction in our customers. Ourrecent technology enhancements have greatly strengthened our perfor-mance management processes — helping to model behaviors that are beingrecognized and rewarded by leadership. A strong commitment to perfor-mance management, along with the processes and tools to make it a reality,is an absolute necessity for us to continue to deliver the high levels of cus-tomer service that our customers expect and our Crewmembers exhibitthroughout the organization. And that is what will carry us into the nextwave of Prosperity for our airline.

Vincent Stabile

Senior Vice President of PeopleJetBlue Airways


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Implementation of performance management can be a challenge due to the multitude of components involved, including R/3 configura-tion, Business Add-Ins (BAdIs), and portal integration. This chapter explains how you can maximize the build of your performance man-agement solution by conducting effective blueprint requirement sessions.

7 Laying the Groundwork for Configuration

The systems specialist or business personnel responsible for the configura-tion of performance management may initially be surprised to find that mostof the module’s configuration is performed inside one Transaction PHAP_CATALOG. Despite this fact, the Performance Management module configu-ration is one of the trickiest within the HR module because:

� It requires heavy integration with Personnel Administration and Organi-zational Management, so having a seasoned HR resource who is knowl-edgeable of core HR functionality and key data elements is instrumental inunderstanding the total performance management picture, its capabilities,and its limitations.

� Much of the process will be web-based for most clients, which requiresthat you have a resource with at least a working knowledge of the SAPNetWeaver Portal. Having a stable portal platform is one of the criticalsuccess factors in a performance management implementation.

� Technical knowledge and a solid grasp of the standard Business Add-Ins(BAdIs) is an important part of understanding the extensibility of the tool.Without a clear understanding of these components, configuration of thePerformance Management module can be a daunting task.

In Part I you learned the core concepts in performance management alongwith strategic thoughts on how to integrate talent management into youroverall strategy effectively. Beginning with this chapter, we enter into Part IIwhere we will discuss how to turn your business requirements into a soliddesign. We will also provide you with the information and tools you need tobuild an efficient process.


Laying the Groundwork for Configuration7

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7.1 Turning Requirements into Design

Knowing the fundamentals of the SAP Performance Management solutionwill help shape the design of the “to-be” process. By understanding core con-cepts inherent within the module, business requirement gathering can bemore effective because you can architect a process that both satisfies busi-ness needs and stays close to the SAP standard functionality. In the sectionsthat follow, we discuss how to conduct blueprint meetings more effectively.

7.1.1 Conducting Blueprint Sessions

There are several components to a good design of your performance man-agement system. First and foremost is a solid knowledge of the flow of theprocess. Without a firm understanding of how the process changes handsfrom start to finish, designing the status flow, pushbuttons, workflow notifi-cations, and other important system activities would be extremely challeng-ing.

As with other projects, much of an implementation’s success depends on asolid blueprint. The blueprint holds the design of the new application basedon the requirements of the business. You should expect a blueprint to lastbetween six to eight weeks, depending on how many forms are involved, thecomplexity of each form, and the extent of process reengineering under-taken. The first few weeks of your blueprint should be spent understandingthe current or “as-is” process, design, and pain points. Targeting processinefficiencies will go a long way in achieving a successful future, or “to-be”process.

After the as-is processes are firmly understood, the project team shoulddelve into the “to-be” design, which typically covers the following topics:

� To-be process, including the following:

� Appraisal creation (manual versus automated)

� Status flow (defines the process exchanges)

� Part appraiser functionality (if needed)

� Appraisal maintenance

� Workflow/notification requirements

� Form design

� Portal integration

� Security


Turning Requirements into Design 7.1

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� Reporting

� Change management impacts, including communications, stakeholdermanagement, and training

When these meetings are completed, it is best to conduct follow-up sessionswith the business personnel to confirm that the requirements gathered up tothat point are in line with their vision. A playback session should be con-ducted for the business in which the project team “plays back” the to-be pro-cesses.

Process and system gaps are reviewed and options are presented during theplayback session. By the end of the meeting (or meetings, there could bemany), the goal is that business personnel will feel that their future statevision has been clearly articulated by the project team. After formal sign-offis secured, the project team can begin the development or build phase of theproject.

The following sections highlight information regarding specific areas of theblueprinting. From form design to workflow notification, each design ele-ment should be considered with the larger process in mind. Expect thatsome assumptions and requirements going into the blueprinting may changeby the end of your workshops. Compared with other areas in SAP HR, Per-formance Management is one of those modules where innovation in itsdesign is encouraged and often required. SAP provides many customerenhancements via BAdIs (described in detail in later chapters) where innova-tive design can be implemented.

7.1.2 Statuses

Form statuses in performance management drive the process. Statuses, alongwith so-called “pushbuttons,” allow end users to move the appraisal docu-ment along in the overall process. These pushbuttons provide the mechanismto change statuses and trigger workflow notifications (from version 4.7,Extension Set 2.0). For example, a user selecting a pushbutton called ReviewObjectives could move the appraisal from status In Planning (status 2) to InReview (status 3).

Tip

Process flows, demos, and screenshots are often used to conduct storyboards dur-ing these playback sessions. Storyboards provide a pictorial diagram representinghow the process will exist in the new world.



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SAP provides the statuses listed in Table 7.1. You cannot change these sta-tuses; only rename them if required.

Depending on your unique process requirements, you may decide to usethese statuses in a different manner than SAP intended. However, we willfirst review how each status was intended to be used out-of-the-box by SAP.Each status is described with popular uses referenced. The status discussiondescribed here assumes you are implementing an objective setting appraisal.Other types of performance management forms, such as year-end evalua-tions and 360s (feedback provided by peers, coworkers, and so on in addi-tion to the manager), may differ in the use of a particular status (or may skipa status altogether) depending on the requirements of the process.

The In Preparation status (status 1) is used for process initiation. The headerof the document (described in detail in the next chapter) is created duringthis phase. This header, which holds important information such as apprai-see, appraiser, and validity dates, can be prepopulated based on customer-defined rules. During the preparation stage, this information can be overrid-den by an administrator or end user (presumably the appraiser), but, in mostcases, the appraisal header is created via a system process.

After the document is prepared, the In Planning status (status 2) is reached.In typical objective-setting scenarios, this phase is where the employee ormanager sets individual objectives. Appraisees and appraisers enter objec-tives depending on your process. For most implementations, end users seetheir appraisal for the first time in this status.

Status Status Name

1 In Preparation

2 In Planning

3 In Review

4 In Process

5 Complete

6 Approved

7 Closed Approved

8 Rejected

9 Closed Rejected

Table 7.1 Standard Statuses Provided by SAP



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During the In Review status (status 3), objectives are formally reviewed byappraisers. Typically, an appraiser reviews objectives for accuracy and com-pleteness (ensuring they are SMART, for example). Reviews can be con-ducted at several levels of the reporting hierarchy and by dotted or dual-lined managers, if required. Reviews can also be done throughout theappraisal period if, for example, mid-year reviews are a part of the process.

At evaluation time, managers (or administrators) will set the appraisal docu-ment’s status to In Process (status 4). During this stage, assessments (by theappraiser and typically a self-evaluation by the appraisee) are performed.Also at this time, part appraisal documents (if used) are sent to the appropri-ate part appraiser to record their own assessment of the appraisee’s perfor-mance. Part appraisers, an important concept in this solution, are discussedin detail in later chapters.

After assessments are finalized, the document can be set to Complete (status5). If you do not activate a formal approval process for your appraisal, this isthe last status in your process. Note that final performance ratings can onlybe read by the Compensation module when the document reaches this finalstatus (if no approval was activated). Compensation management integrationis described in detail in Chapter 14 .

If you decide to activate the approval functionality in the configuration, fourmore statuses become available:

� Approved (status 6)

� Closed Approved (status 7)

� Rejected (status 8)

� Closed Rejected (status 9)

Depending on the complexity of your business process flow, these statusesare available to assist in gaining the appropriate use of approvals by the nec-essary decision makers. They are by no means mandatory and are sometimesskipped to reduce the complexity of the assessment process timeline.

Tip

In many implementations, the In Preparation phase is skipped from the user’s per-spective, meaning that it is processed in the background with no user involvement.This automation reduces the complexity of initiating the process for the employeeor manager.



104

7.1.3 Substatuses

Substatuses are an important part of innovating the appraisal process. Con-figurable substatuses have become available as of Enterprise 4.7 ExtensionSet 2.0. As discussed, you cannot add additional statues, but you can addadditional substatuses to your template. The addition of substatuses allowsyou to expand and enrich your process by providing more structured waysof tracking the process from start to finish.

Of course, adding additional statuses increases the complexity of your form,but these additions are usually value added.

One substatus comes standard in the system: Part Appraisal In Process (sub-status 1), which is valid during the In Process status. This is regarded as a spe-cial substatus and has certain characteristics that will be discussed in detail inlater chapters. To seek feedback from dual- and dotted-line managers, youcan use this part appraisal functionality. If you decide that you will not beusing part appraisal functionality, it is important that you do not delete thissubstatus. This substatus is part of the standard SAP configuration andshould not be removed because you may want to leverage the functionalityin other processes or forms.

7.1.4 Pushbuttons

Pushbuttons allow the user to drive the appraisal to different statuses andsubstatuses, thereby enabling the process to smoothly flow from beginningto end. You can restrict authorization to pushbuttons for certain users. Add-ing pushbuttons to forms is common practice, especially if you have createdadditional custom substatuses. Configurable pushbuttons have become avail-able as of Enterprise 4.7 Extension Set 2.0. Pushbuttons are discussed indepth in the next chapter.

7.1.5 Workflow Notification

Understanding workflow notification requirements is an important part ofthe process because it is essential in keeping the process moving forward.

Example

A custom substatus called Mid-Year Review could be configured within the InReview status to delineate a stage within the process for conducting mid-year per-formance reviews.



105

Alerting managers and employees about deadlines and action items is para-mount to any successful performance management process.

The standard workflow scenarios provided by SAP are basic work item noti-fications. This means that a work item appears in the portal (and the backendSAP Inbox) when triggered via a pushbutton on the form.

Workflow notifications are discussed in detail in later chapters.

7.1.6 Form Design

Form design is one of the most important aspects of the overall processdesign. The layout and overall form construction is an opportunity toarrange content in the right fashion with priority focused on what is of pri-mary importance.

As with any other user interface, remember not to overwhelm users withclutter. From usability studies conducted over several years, a short and suc-cinct form has been found more beneficial in terms of usability and overallimpact than a longer and more verbose document. It is good idea to secureseparate sign-offs from the business owner(s) on the form’s design (in addi-tion to the overall process). This way, your performance management stake-holders will know exactly what their end product will look like.

In some cases, it may make sense to implement a customer-defined userinterface (UI). If the proper resources are available during implementationand for support after go-live, customizing a frontend provides a way to over-haul the look-and-feel of the form. Some clients feel compelled to redesignthe frontend of the form, whereas others seem complacent with the standardform’s appearance. If a redesign of the form is requested (typically imple-mented using Business Server Pages [BSP] technology), you need to ensurethat the usability and appearance of the form are well understood by thetime blueprinting is completed. Look-and-feel changes during the build andtesting project phases can have a significant impact on the go-live date.

Tip

For some companies, email “notifications” sent to corporate email (e.g., Outlook,Lotus Notes, etc.) are preferable (or are needed in addition to) work item notifica-tions sent to the portal inbox. This can be achieved by development efforts with askilled SAP Workflow resource



106

7.2 Basic Configuration Settings for Performance Management

This section reviews the preliminary procedures necessary to ensure thatyou have correctly set up your SAP environment for performance manage-ment usage. It is important to ensure that these first steps are completedbefore moving into the appraisal catalog. The appraisal catalog, discussed inthe next chapter in detail, is the main vehicle for template configuration.

7.2.1 Activation Switch for the HR Extension Set

Ensure that you have activated the HR extension set. Whether your system isversioned 4.7, 5.0, or 6.0, it is important to double-check that the actualextension set configuration switch is turned on for Human Resources. With-out doing this, menu options and configuration activities for performancemanagement will not be available to you. To check this, go to the IMG(Transaction SPRO), and check the IMG activity Activation Switch for SAPR/3 Enterprise Extension Set. Confirm that the EA-HR Human Capital Man-agement checkbox is enabled, as shown in Figure 7.1.

Figure 7.1 Activation Switch EA-HR (HR Extension Set) Turned on Within an ECC 6.0 System


Basic Configuration Settings for Performance Management 7.2

107

Additionally, you may want to ask your Basis team to verify the activationlog via Transaction SCPR20PR. BCSet (Business Configuration Set) EA-HR-AKH(Enterprise HR Switch for IMG) displays the results of the activation asshown in Figure 7.2.

Figure 7.2 Activation Log Results for BC Set EA-HR-AKH Within Transaction SCPR20PR

7.2.2 Activation of New Personnel Appraisals

Another important configuration switch is available in system Table T77S0.This table is where the general settings are made to determine if the systemshould be using the old or new appraisal functionality, both in the personnelappraisals and business event (i.e., training) modules. Based on the valueentered in this table, none, some, or all of the new functionality will be acti-vated. To access this table, you can either go to the IMG (Transaction SPRO)and access Personnel Management � Personnel Development � Objective Set-ting and Appraisals � Edit Basic Settings, or you can directly access the tablevia Transaction OOHAP_SETTINGS_PA.

Note

Reference SAP Note 855959 for more information on how to check the activationlog after running Transaction SCPR20PR.



108

In Table 7.2, each value and its description are listed.

If you are implementing performance management for the first time, value Ais most likely your selection. Choosing A as the value lets you activate thenew performance management functionality in both the Personnel Apprais-als (Performance Management module) and the Business Event (Train-ing/LSO) module. Choosing a value of X activates the new Performance Man-agement module in the Personnel Appraisals module but retains the oldfunctionality in the Training module. This is pertinent if you have used Busi-ness Event management in the past and wanted to keep the old appraisalfunctionality active. Figure 7.3 shows an example of settings for groupHAP00 semantic abbreviation REPLA in Table T77S0.

Figure 7.3 View of Table T77SO for Group HAP00, Semantic Abbreviation REPLA

7.3 Summary: Ready, Set, Configure!

With these constructs in mind, it is easier for you to achieve a more cohesivedesign for your performance management process. Following the sugges-

Value of Semantic Abbreviation

Description of Value

(blank) Retain old appraisal system for both personnel appraisals and busi-ness event appraisals (i.e., no performance management function-ality will be used).

X Replace personnel appraisals with new performance management functionality but retain business event appraisals.

T Replace business event appraisals with performance management functionality but retain personnel appraisals with old functionality.

A Replace both personnel appraisals and business event appraisals with new performance management functionality.

Table 7.2 Table Setting Options in Table T77S0 for Group HAP00 Semantic Abbreviation REPLA


Summary: Ready, Set, Configure! 7.3

109

tions noted earlier can help you prepare for your upcoming performanceconfiguration activities. The chapter that follows delves into the appraisalcatalog (Transaction PHAP_CATALOG). In this chapter, we will review themajor configuration areas within the performance management application.Get ready to design your new performance management application!


297

Index

360-degree feedback 54

A

Action Log 133Activation

Personnel appraisals 107Activation switches 240Add-on application 168Administrator 168Advanced Business Application

Programming (ABAP) 167Analysis 225Anonymous appraisals 221Anonymous registration 132Appraisal catalog 106Appraisal creation 100Appraisal date check 131Appraisal Document Creation Check 132,

133Appraisal Document Follow-Up

Processing 220Appraisal elements

Sorting 146Appraisal Enhancement 167Appraisal group 146Appraisal preparation 213Appraisal Systems 31Appraisee’s Completed Appraisals 201Appraisee’s inbox 200Appraiser’s completed inbox 203Appraiser’s inbox 202Approval process 132Attachments 132Authorized persons 158

B

BAdI Areaenhancement area 194

BAdI area 167Template Definition and Behavior 275Template definition and behavior 169

BAdI area ACatalog 179

BAdI area CAppraisal Enhancements 181Appraisal enhancements 282

BAdI area EReporting 189, 285

BAdI area XAdministrator 190

BAdI area YAdd-on Application 190

BAdI area ZFurther BAdIs 191

BAdIs 99, 167HRHAP00_ACTION_LOG 133HRHAP00_ADD_HEADER

Appraisal Document - Additional Header 173, 277

HRHAP00_AUTHORITY 249HRHAP00_BSP_TMPL 179, 280HRHAP00_CATEG_EXMPLE

Catalog - Create Example Category 180, 281

HRHAP00_DOC_DEF_D1Appraisal Document - Default Appraisal 182, 282

HRHAP00_DOC_DEF_D2Appraisal Document - Default Appraisee 182, 282

HRHAP00_DOC_DEF_DNAppraisal Document - Default Appraisal Document Name 181, 282

HRHAP00_DOC_DEF_DOAppraisal Document - Default Further Participants 182, 282

HRHAP00_DOC_DEF_DPAppraisal Document - Default Part Appraiser 182, 282

HRHAP00_DOC_DEF_DVAppraisal Document - Default App Document Validity Period 183, 283

HRHAP00_DOC_PREPARE 214, 217HRHAP00_DYN_EVENT

Appraisal Document - Dynamic Cell Value Event 179, 280

HRHAP00_ENHANCE_DELAppraisal Document - Delete Element 176, 279


298

Index

HRHAP00_ENHANCE_FIXAppraisal Document - Fixed Enhancement 174, 278

HRHAP00_ENHANCE_FREEAppraisal Document - Free Enhancement 175, 278

HRHAP00_FOLLOW_UP 220Appraisal Document - Follow-Up Processing Background 177Appraisal Document - Follow-up Processing Background 279

HRHAP00_FOLLOW_UP_D 220Appraisal Document - Follow-up Processing Dialog 178, 280

HRHAP00_LINKAppraisal Document - Relationships 172, 277

HRHAP00_OFFLINEAppraisal Document - Offline 179, 280

HRHAP00_REPORTING 222HRHAP00_SELECTION 158HRHAP00_SMARTFORMS

Appraisal Document - Print Preview (Smartform) 178, 280

HRHAP00_TEXT_SUBSTAppraisal Document - Text Replacement 174, 278

HRHAP00_TMPL_EXAMPLECatalog - Create Example Templates 180, 281

HRHAP00_TMPL_GETLISTAppraisal Document - Get Template List 181, 282

HRHAP00_TMPL_RESTR 205HRHAP00_TMPL_WIZARD

Catalog - Create Templates Using Wizard 181, 281

HRHAP00_VAL_DETAppraisal Document - Value Determination 171, 276

HRHAP00_VALUE_TYPEAppraisal Document - Value List 170, 275

HRHAPP00_COL_OWNER 245Blueprinting 100Book layout 28Browser support 212BSP 199, 203, 208, 210, 211

BSP-based iView 207Business Add-Ins (BAdIs) 99, 120, 166,

167, 228Business Configuration Set 107Business Intelligence (BI) 36, 38, 46Business object

APPR_DOC 162Business Server Pages 105, 199

C

Calibration 226Cascading goals 66Catalog 167Category

Defined 116Category group

Defined 112ID 112

Category groups 111Change Management 91, 101Changing appraisal statuses 218Column Access 128, 244, 245Column owner 245

Appraisal 127Columns

Custom 156Defined 156

com.sap.pct.hcm.teamviewer.mbo 204Compensation Management 35, 36, 38Competency 81Competency catalog 81Competency model 81

Structure 81Compliance 91Consistency check 152Copy and paste

Appraisal elements 148Corporate and departmental goals 49Corporate strategy 61

Performance management process 61Create Note

Functionality 137Creating and editing appraisal documents

218Criteria 140Criteria group 140, 146Criterion level

Sorting 146


299

Index

Custom columns 156Custom iViews 210Custom pushbuttons 157Custom roles 157Custom substatuses 157Custom value lists 164Customer-defined user interface 105

D

Deleting an appraisal document 219Development Plan 34, 91

Evaluate progress of the 80Execution of 80Preparation of 79Review 79Sections of the 77

Development planningEmployee role in 76Manager role in 76Process 78Roles and responsibilities 76

Display with Smart Form 224documents_created.htm 203documents_received.htm 201documents_received_open2.htm 200documents_todo.htm 202documents_where_participated.htm 206Downloading and uploading

Template 155Driver 63

E

Element access 143Export to Excel 224

F

Final Evaluation 90Follow-up Processing 135Form design 100, 105Forms

Usability 105Function module

HRHAP_DOC_WF_ACTOR_APPRAISEE 159

SWW_WI_CREATE_VIA_EVENT_IBF 162

Functionality Matrix 37Further BAdIs 168Further participant inbox 206Further Template Behavior 134

G

General SettingsAppraisal 131

Generic Object Services 132Goal Setting

pillar 88Goal setting 87Goals and Objectives 64

H

HAP_CALIBRATION 228HAP_DOCUMENT 199, 200, 201, 202,

203, 206, 211HAP_STATUS 204HAP00/AUTHO switch 242Header

Appraisal 125HR extension set

Activation 106

I

Individual development plan 75Components 77

Individual objectives 49Integration 35iView Wizard

BSP 208

L

LanguagesSupported 147

LayoutStandard 123Web 123

Learning Solution (LSO) 36

M

Manager and Employee Self Service 199MBO TeamViewer 204


300

Index

Mid-Year Review 51, 89MSS Business Packages 204Multiple appraisees 131Multiple appraisers 131

N

Nonsequential quality scale 165Note 142Notification

Workflow event 159Numbering

Appraisal 125

O

OADP 204Object and Data Provider 204Object types

Allowed 113Objective Setting 88, 89Objective Setting and Appraisals (OSA)

28, 31, 32, 45ObjectProvisionSydate 205OOHAP_BASIC 247OOSB 237, 239Organizational Management 35, 36Outbound Status 137, 138Outbound Substatus 137

P

P_HAP_DOC 203, 219, 231, 236, 237, 242

P_ORGIN 231, 237P_ORGINCON 237, 239P_PERNR 231, 233P_TCODE 232Part appraisal 104Part Appraiser

Settings for 135Part appraiser 100Part appraiser inbox 206Pay for performance 34Peer reviews 52Performance Management 28

BAdIs 167Module 167

Performance management process 48Objectives 48

Personnel Administration 35, 38Personnel Development 35, 36, 38PFCG 232PHAP_ADMIN 222Pillars 63Playback session 101PLOG 233, 235Portal Content Portfolio 204Portal integration 100Prepare Appraisal Docs with Restricted

Templates 216Prepare Appraisal Docs with Template,

Appraiser, Appraisee 214Prepare Appraisal Documents Using

Organizational Unit 215Print Layout

Preview 150Program

RHHAP_BADI_OVERVIEW 168RHHAP_CUSTOMIZING_CHECK 153,

154RHMOVE30 155RSWUWFML2 163

Pushbutton 101, 104, 158Custom 157

Q

Quality scale 165Quantity scale 165Quick Configuration 149

R

Ranking List 222, 223Recruitment 34Reporting 101, 167Review phase 131RH_GET_MANAGER_ASSIGNMENT

Function module 131, 248RHHAP_BADI_OVERVIEW 220RHHAP_CUSTOMIZING_CHECK 220RHXHAP_APP_DOC_PREPARE 216RHXHAP_APP_DOC_PREPARE_ORG 215Roles 118, 129, 142

Custom 157For part appraiser 247

Row access 231


301

Index

S

S_TCODE 232SAP NetWeaver Internet Graphic Services

228SAP NetWeaver Portal 123, 199SAP_HR_HAP_ADMINISTRATOR 232SAP_HR_HAP_EMPLOYEE 232SAP_HR_HAP_MANAGER 232Scale 164Scorecard 86SCPR20PR 107SE80 210Security 94, 100Self-Assessment 90Self-evaluation 53

Self-rating 53SICF 211Skills 81SMART 65Sorting

Numerically 146Sorting and Weighting function 146Status

Complete 103In Planning 102In Preparation 102In Process 103In Review 103

Status flow 113Status overview 204Statuses 101

Approval 103Standard 102

Storyboards 101Strategic Enterprise Management (SEM)

32, 37Strategic plan 62Structural authorization 241Substatus

Part Appraisal In Process 104Substatuses 104

Custom 157Succession planning 34System Implementation 85

T

T77PR 239T77UA 242Tab

Column Access 127Columns 118, 126, 141, 142Description 123, 141Enhancements 116, 120Event 115Layout 124, 125, 151Participants 117Person Authorized 114Processing 130, 132, 133, 134, 135,

140Roles 118Status 114Status Flow 117, 121, 136Value Descriptions 129

Talent management 31, 33, 34Target status 138Template

Configuration 122Definition and behavior 167Validation 152

Template check 152Template Mode

Appraisal 132Template status 145to-be” process 100Transaction

OOHAP_BASIC 120, 137, 156, 159, 166

OOHAP_CAT_GROUP 116, 121OOHAP_CATEGORY 121OOHAP_VALUE_TYPE 164PFAC 159PHAP_ADMIN 153, 162, 168, 217,

218, 219, 220, 221, 222, 229PHAP_ANON 221, 222PHAP_CATALOG 99, 111, 112, 116,

121, 122, 124, 146, 149, 152, 153, 155, 156, 234, 236, 244

PHAP_CATALOG_PA 112PHAP_CHANGE 143, 232PHAP_CREATE 232PHAP_PREPARE 213, 215, 217PHAP_SEARCH 222, 225, 229PHAP_START_BSP 209SLG1 133SWETYPV 162

TranslationAppraisal 147

TransportingAppraisal 154


302

Index

U

Universal Worklist (UWL) 163Unlocking appraisal documents 219Unused elements 153Usability

Forms 105

V

ValidationOf template 152

Value descriptions 129, 142, 166Value ID 165Value Input 142Value list 164

Custom 164Example 164

Value lists 119

W

Web LayoutPreview 150, 151

Workflow 104Workflow event 158

Defined 159INFO_APPRAISEE_CHANGE 160INFO_APPRAISEE_CHANGE_APPROVE

160

INFO_APPRAISEE_CHANGE_REVIEW 160

INFO_APPRAISEE_DISPL_APPROVED 160

INFO_APPRAISEE_DISPL_REJECTED 160

INFO_APPRAISEE_DISPLAY 160INFO_APPRAISER_CHANGE 160INFO_APPRAISER_CHANGE_APPROVE

160INFO_APPRAISER_CHANGE_EXE_PER

160INFO_APPRAISER_CHANGE_REVIEW

161INFO_APPRAISER_DISPL_APPROVED

161INFO_APPRAISER_DISPL_REJECTED

161INFO_APPRAISER_DISPLAY 161INFO_HIGHER_MANAGER_APPROVE

161INFO_NEXT_PART_APPER_CHANGE

161Workflow notifications 115

Y

Year-end review 55
