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In SAP, authorization is a permission to perform some TASKS in the system. These tasks can be defined as the values of INDIVIDUAL FIELDS of an authorization object. The authorization of a user is loaded in the user context at the time of user log in and saved in the primary memory of the application server. Then, the authorization values are checked against the authorization data saved in the user context to CHECK WHETHER the user is authorized or not.

In SAP, authorization is a permission to perform some tasks in the system. These tasks can be defined as the values of individual fields of an authorization object. The authorization of a user is loaded in the user context at the time of user log in and saved in the primary memory of the application server. Then, the authorization values are checked against the authorization data saved in the user context to check whether the user is authorized or not.

The authorization objects are DIVIDED into CLASSES, which are defined as object classes. An object class corresponds with an application, such as financial accounting. In the SAP authorization concept, the object classes COME under the

•  Administration
•  USER MAINTENANCE
•  Authorizations tools.

The authorization objects are divided into classes, which are defined as object classes. An object class corresponds with an application, such as financial accounting. In the SAP authorization concept, the object classes come under the

The authorization PROFILES can be automatically generated and assigned with the help of the Profile Generator, which reduces the IMPLEMENTATION time of R/3 authorization. It automatically selects the related authorization OBJECT and the administrator only needs to IMPLEMENT the customer specific SETTINGS.

The authorization profiles can be automatically generated and assigned with the help of the Profile Generator, which reduces the implementation time of R/3 authorization. It automatically selects the related authorization object and the administrator only needs to implement the customer specific settings.

BADIs are used as an enhancement of the standard version. It is used to IMPLEMENT customer specific REQUIREMENTS and PERFORM customer-specific CHECKS in the current SYSTEM. It enables you to change the standard coding from the predefined places by the SAP.

BADIs are used as an enhancement of the standard version. It is used to implement customer specific requirements and perform customer-specific checks in the current system. It enables you to change the standard coding from the predefined places by the SAP.

The number of read accesses to PERMIT a specific object is used to determine the performance of the STRUCTURAL authorization. The ACCESS time depends on the number of different object TYPES with different evaluation paths that are CONTAINED within a profile.

The number of read accesses to permit a specific object is used to determine the performance of the structural authorization. The access time depends on the number of different object types with different evaluation paths that are contained within a profile.

In PA, the structural authorization records only those persons who are integrated in the OM. Those persons, who are excluded through the PLOGI characteristics, are not considered for the structural check. It is also applied for the persons WHOSE position is not entered in the Infotype 0001, which means that the Infotype CONTAINS the default position (99999999).

In PA, the structural authorization records only those persons who are integrated in the OM. Those persons, who are excluded through the PLOGI characteristics, are not considered for the structural check. It is also applied for the persons whose position is not entered in the Infotype 0001, which means that the Infotype contains the default position (99999999).

All the relationships in the OM have a validity period. These validity periods for performing tasks are known as period of RESPONSIBILITY, which either starts before the current date or ENDS in the past. Time LOGIC determines whether the authorization CHECK should be performed on a date-dependent basis (from T582A-VALDT) or not. If the period of responsibility is empty, then the time logic RETURNS not authorized.

All the relationships in the OM have a validity period. These validity periods for performing tasks are known as period of responsibility, which either starts before the current date or ends in the past. Time logic determines whether the authorization check should be performed on a date-dependent basis (from T582A-VALDT) or not. If the period of responsibility is empty, then the time logic returns not authorized.

The PLOGI ADAYS authorization SWITCH is USED to extend the VALIDITY period of the structural PROFILE. The default value of the PLOGI ADAYS switch is blank.

The PLOGI ADAYS authorization switch is used to extend the validity period of the structural profile. The default value of the PLOGI ADAYS switch is blank.

You can assign structural PROFILES to USERS USING the user AUTHORIZATIONS (OOSB).

You can assign structural profiles to users using the user authorizations (OOSB).

You can use the structural authorizations for the PA (object TYPE P) when the PA is integrated with the OM. The ORGPD SWITCH from the AUTSW group of the T77S0 table, which is being used by PA, should contain a value between one and four. It can be also DEFINED as HR: AUTHORIZATION main switch, whose transaction code is OOAC.

You can use the structural authorizations for the PA (object type P) when the PA is integrated with the OM. The ORGPD switch from the AUTSW group of the T77S0 table, which is being used by PA, should contain a value between one and four. It can be also defined as HR: Authorization main switch, whose transaction code is OOAC.

In structural authorization, you can use functional MODULES to IDENTIFY accessible structure. If you use the CONCEPT of root object, then it REQUIRES lots of maintenance work. In addition, if you change the responsibilities during organizational restructuring, it affects the structural profiles and the object ID. Therefore, when you design the structural authorization, the system asks you to define the number of OM objects that can be determined in different ways.

In structural authorization, you can use functional modules to identify accessible structure. If you use the concept of root object, then it requires lots of maintenance work. In addition, if you change the responsibilities during organizational restructuring, it affects the structural profiles and the object ID. Therefore, when you design the structural authorization, the system asks you to define the number of OM objects that can be determined in different ways.

Firstly, the structural PROFILES are CREATED independent of the USERS and then the profiles are ASSIGNED to the users. The structural profiles should be MAINTAINED within a specific transaction called authorization profiles.

Firstly, the structural profiles are created independent of the users and then the profiles are assigned to the users. The structural profiles should be maintained within a specific transaction called authorization profiles.

Structural AUTHORIZATION performs client-specific authorization check for displaying and processing OM objects. It is an APPROACH to evaluate the evaluation paths, which determines all the objects that come under a root OBJECT.

Structural authorization performs client-specific authorization check for displaying and processing OM objects. It is an approach to evaluate the evaluation paths, which determines all the objects that come under a root object.

Extended Integration refers to the following FUNCTIONALITIES:

•  Integrating LOGISTICS and Finance modules with the HCM
•  ENABLING a position to move from ONE company to another
•  Enabling a person to move from one group company to another with the same employment ID

Extended Integration refers to the following functionalities:

In a business event the FUNCTIONS can AVAILABLE are BOOK, CANCEL, Replace, REBOOK.

In a business event the functions can available are Book, Cancel, Replace, Rebook.

The Training and Event Management MODULE is used to plan and manage all kinds of Business EVENTS. It provides a flexible reporting and appraisal FUNCTIONS for better decision support to offer high quality and effective event management. Training and Event Management module is a part of SAP and contains interfaces related to the SAP application components. It is integrated with the Personnel Development module to CONVERT training proposals into BOOKING for employees with qualification deficits.

The Training and Event Management module is used to plan and manage all kinds of Business Events. It provides a flexible reporting and appraisal functions for better decision support to offer high quality and effective event management. Training and Event Management module is a part of SAP and contains interfaces related to the SAP application components. It is integrated with the Personnel Development module to convert training proposals into booking for employees with qualification deficits.

FOLLOWING are the characteristics of BUSINESS EVENT:

•  Book
•  Cancel
•  REPLACE
•  Rebook

Following are the characteristics of Business Event:

The PREBOOKING feature offers the event organizer important DECISION SUPPORT and PLANNING functions.

The prebooking feature offers the event organizer important decision support and planning functions.

A TRAINING MENU comprises of a Business Event GROUP, Business Event Type, and Business Event.

A training menu comprises of a Business Event Group, Business Event Type, and Business Event.

The modules integrated with the Training and EVENT Management module are MATERIALS Management, Sales and Distribution, Cost ALLOCATION and BUDGET Management, and Time Management.

The modules integrated with the Training and Event Management module are Materials Management, Sales and Distribution, Cost Allocation and Budget Management, and Time Management.

The QUALIFICATIONS should have the same PROFICIENCY SCALE (MEASURED on the same scale).

The qualifications should have the same proficiency scale (measured on the same scale).

PROFICIENCY SCALES are ASSOCIATED with the following TERMS:

•  Qualification groups (T)
•  Qualifications
•  Requirements
•  Employee qualification

Proficiency scales are associated with the following terms:

No, a QUALIFICATION GROUP cannot be ATTACHED to a PERSON.

No, a qualification group cannot be attached to a person.

Requirements can be INHERITED, that is, if two objects are related to each other, then the requirements of one object are AUTOMATICALLY passed on to the other object. Inheritance of requirements is only unidirectional. The requirements are GIVEN the inherited status and cannot be deleted from the job PROFILE.

Requirements can be inherited, that is, if two objects are related to each other, then the requirements of one object are automatically passed on to the other object. Inheritance of requirements is only unidirectional. The requirements are given the inherited status and cannot be deleted from the job profile.

The REQUIREMENTS subprofile is used to store INFORMATION about knowledge and skills required for a JOB or position. It CREATES a relationship between a requirement and objects, such as job, position, and task.

The Requirements subprofile is used to store information about knowledge and skills required for a job or position. It creates a relationship between a requirement and objects, such as job, position, and task.

The Potentials subprofile is used to STORE PROGNOSTIC information on a person's SUITABILITY and professional DEVELOPMENT.

The Potentials subprofile is used to store prognostic information on a person's suitability and professional development.

The KNOWLEDGE and skills of an employee or APPLICANT are stored in the QUALIFICATIONS subprofile. Any number of qualifications from the qualifications CATALOG can be assigned to Qualifications subprofile.

The knowledge and skills of an employee or applicant are stored in the Qualifications subprofile. Any number of qualifications from the qualifications catalog can be assigned to Qualifications subprofile.

The Development PLANS component is used to map general and individual PERSONNEL development plans. It manages both short-term and long-term development (TRAINING) NEEDS and requirements.

The Development Plans component is used to map general and individual personnel development plans. It manages both short-term and long-term development (training) needs and requirements.

The Career and Succession Planning component is used to PREPARE, IMPLEMENT, and analyze Career and Succession Planning scenarios. Career Planning INVOLVES identifying POSSIBLE career goals for employees and planning their PROFESSIONAL development. Succession Planning is used to identify suitable candidates for various staffing positions.

The Career and Succession Planning component is used to prepare, implement, and analyze Career and Succession Planning scenarios. Career Planning involves identifying possible career goals for employees and planning their professional development. Succession Planning is used to identify suitable candidates for various staffing positions.

The components of the Personnel Development module are given as follows;

•  Qualifications and REQUIREMENTS
•  Development Plans
•  Objective Setting and Appraisals
•  Career and SUCCESSION PLANNING

The components of the Personnel Development module are given as follows;

The key aspects for DYNAMIC actions are GIVEN as follows:

•  DEFINE initial Infotype CHANGE
•  Define changes to subtypes
•  Define the subsequent process
•  Define changes to fields

The key aspects for dynamic actions are given as follows:

You can print a signature LINE in STANDARD LETTERS in the following ways:

•  Define signature lines against a person's SAP user name
•  Personnel officer's SAP user name is READ from the table of administrators
•  Line manager's user name is read from Communications Infotype (It-0105)

You can print a signature line in standard letters in the following ways:

The FEATURE USED to determine whether the text variables are PROVIDED for Contract ELEMENTS is VARIA.

The feature used to determine whether the text variables are provided for Contract Elements is VARIA.

The PACTV FEATURE performs the FOLLOWING tasks:

•  Assigns a Planned Activity TYPE for the APPLICANT
•  Assigns a Standard Text for an activity
•  Allows you to specify references to ANOTHER activity types

The PACTV feature performs the following tasks:

The DEFAULT values for overall status for each Applicant ACTIONS are DEFINED in IMG.

The default values for overall status for each Applicant Actions are defined in IMG.

The APPLICANT Class indicates whether the applicant is an INTERNAL applicant or an EXTERNAL applicant. The Applicant Class AP stands for external applicant.

The Applicant Class indicates whether the applicant is an internal applicant or an external applicant. The Applicant Class AP stands for external applicant.

The Applicant Structure in RECRUITMENT constitutes the FOLLOWING:

•  UNSOLICITED applicant GROUPS
•  Applicant group
•  Applicant range

The Applicant Structure in Recruitment constitutes the following:

The following actions are PERFORMED when you run Applicant ACTION PREPARE for Hiring:

•  The applicant is automatically assigned the transfer applicant DATA activity
•  You can use the PERSONNEL Action Hire Applicant with data transfer

The following actions are performed when you run Applicant Action Prepare for Hiring:

Applicant activities are used for handling the following functions:

•  Processes applicant CORRESPONDENCE during the various STAGES of the recruitment process
• Proposes the POSSIBLE follow-up activities that can be adopted as further planned or completed activities for the application
•  Transfers applicant DATA to PERSONNEL Administration

Applicant activities are used for handling the following functions:

Yes, you can assign an applicant to more than one VACANCY by ASSIGNING DIFFERENT priorities for each vacancy assignment.

Yes, you can assign an applicant to more than one vacancy by assigning different priorities for each vacancy assignment.

Following are the CHARACTERISTICS of the overall and vacancy assignment status:

•  Displays the CURRENT status of an applicant in the global selection PROCEDURE
•  Displays all the vacancies for which the applicant is considered
•  Refers to the vacancy assignment status that SHOWS the applicant status in the selection procedure for a PARTICULAR vacancy

Following are the characteristics of the overall and vacancy assignment status:

Following are the significance of IT-4000:

•  Records all Applicant Actions that are CARRIED out for an applicant
•  Stores PROCEDURES, which change the applicants overall status
•  Stores the applicants overall status at VARIOUS stages

Following are the significance of IT-4000:

The FOLLOWING two types of CHECKS are made during the initial data entry STAGE to prevent duplicate or double entries:

•  MULTIPLE Applicant IDENTIFICATION
•  Former Employee Identification

The following two types of checks are made during the initial data entry stage to prevent duplicate or double entries:

ASSIGNMENT to APPLICANT Structure is PERFORMED in the Infotype 4000.

Assignment to Applicant Structure is performed in the Infotype 4000.

The FUNCTIONAL or hierarchical CRITERIA on which applicants are classified are given as FOLLOWS:

•  Applicant GROUP
•  Applicant range

The functional or hierarchical criteria on which applicants are classified are given as follows:

The first LEVEL of data entry CONSISTS of the following data:

1. PERSONAL data/address
2. Personnel area/subarea
3. Applicant group/applicant RANGE

The first level of data entry consists of the following data:

The two level of data ENTRY CONCEPT in RECRUITMENT are given as FOLLOWS:

•  Entry of basic data entry
•  Entry of additional data

The two level of data entry concept in recruitment are given as follows:

The E-recruiting PROCESSES CONSIST of Posting and Applicant Management, TALENT Warehouse, ANALYTICS (standard reporting balanced scorecard), and Technology (Web Application Server, Portal, Workflow, and COLLABORATION)

The E-recruiting processes consist of Posting and Applicant Management, Talent Warehouse, Analytics (standard reporting balanced scorecard), and Technology (Web Application Server, Portal, Workflow, and Collaboration)

E-Recruiting has a predefined SET of ROLES. Each of these roles has its own AUTHORIZATION PROFILE and MAINTENANCE.

E-Recruiting has a predefined set of roles. Each of these roles has its own authorization profile and maintenance.

The Talent Relationship Management is DEFINED as initiation and maintenance of long-term relationships with potential candidates, SEGMENTATIONS, and services. The basis of Talent Relationship Management is Talent Warehouse, which allows candidates to enter their SKILLS and INTERESTS in a talent database.

The Talent Relationship Management is defined as initiation and maintenance of long-term relationships with potential candidates, segmentations, and services. The basis of Talent Relationship Management is Talent Warehouse, which allows candidates to enter their skills and interests in a talent database.