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APPLICANT tracking helps in organizing the JOB application process and MONITORING the effectiveness of the recruiting organization. It includes the implementation of the recruitment plan and execution of processes regarding talent pool members and applications, applicant prequalification and selection, and extending offers.

Applicant tracking helps in organizing the job application process and monitoring the effectiveness of the recruiting organization. It includes the implementation of the recruitment plan and execution of processes regarding talent pool members and applications, applicant prequalification and selection, and extending offers.

It is defined as the ACCEPTANCE of incoming applications from various channels, such as e-mail, POST, THIRD PARTIES, or special events.

It is defined as the acceptance of incoming applications from various channels, such as e-mail, post, third parties, or special events.

Management of JOB posting is DEFINED as an implementation of a strategy to attract the candidates to the organization in general or for a PARTICULAR job search in talent pools and PUBLICATIONS.

Management of job posting is defined as an implementation of a strategy to attract the candidates to the organization in general or for a particular job search in talent pools and publications.

Requisition Management is an agreement between the HR MANAGERS and the recruiters about the CONDITIONS of a vacant position (such as what, when, how). It is a DETERMINATION of how and when the candidates are to be evaluated, selected, and ranked for a specific position in a STRUCTURED manner.

Requisition Management is an agreement between the HR managers and the recruiters about the conditions of a vacant position (such as what, when, how). It is a determination of how and when the candidates are to be evaluated, selected, and ranked for a specific position in a structured manner.

The FEATURE for CUSTOMIZING APPLICANT SHORT PROFILE is SHPRO.

The feature for customizing applicant short profile is SHPRO.

Applicant Actions are predefined work PROCESSES that change the overall STATUS of the applicant. They are assigned to a SEQUENCE of Infotypes, which it processes ONE at a TIME.

Applicant Actions are predefined work processes that change the overall status of the applicant. They are assigned to a sequence of Infotypes, which it processes one at a time.

The vacancies for which an APPLICANT has been ASSIGNED for are stored using the VACANCY Assignment INFOTYPE.

The vacancies for which an applicant has been assigned for are stored using the Vacancy Assignment Infotype.

The APPLICANT Actions INFOTYPE SERVES as a record for all the Applicant Actions carried out for an applicant. These actions MAY be DATA entry procedures or procedures that change overall status of an applicant.

The Applicant Actions Infotype serves as a record for all the Applicant Actions carried out for an applicant. These actions may be data entry procedures or procedures that change overall status of an applicant.

The Applicant Structure is USED to ASSIGN an applicant to an applicant group and an applicant RANGE.

The Applicant Structure is used to assign an applicant to an applicant group and an applicant range.

The Corporate STRUCTURE determines the COMPANY code, PERSONNEL area, and personnel subarea to which an APPLICANT is assigned.

The Corporate Structure determines the company code, personnel area, and personnel subarea to which an applicant is assigned.

The most important Infotypes for RECRUITMENT are GIVEN as follows:

1. Organizational Assignment (0001)
2. Personal Data (0002)
3. ADDRESSES (0006)
4. Applicant ACTIONS (4000)
5. Applications (4001)
6. Vacancy Assignment (4002)
7. Education (0022)
8. Previous Employment (0023)
9. Qualifications (1001)
10. Applicant Activities (4003)
11. Applicant Activity Status (4004)
12. Applicant's Personnel Number (4005)

The most important Infotypes for recruitment are given as follows:

Personnel OFFICERS or Recruitment Administrators are created in administrator GROUP called as APPL.

Personnel Officers or Recruitment Administrators are created in administrator group called as APPL.

An UNSOLICITED application group is USED to CLASSIFY unsolicited APPLICATIONS according to a particular criterion. It can be defined according to the criteria you choose to SIMPLIFY your search for suitable candidates among the unsolicited applications.

An unsolicited application group is used to classify unsolicited applications according to a particular criterion. It can be defined according to the criteria you choose to simplify your search for suitable candidates among the unsolicited applications.

CLASSIFYING the applicants according to their hierarchical or FUNCTIONAL CRITERIA are defined as applicant range. The hierarchical classification can be classified as executive employees and salaried employees; whereas, functional classification includes CORPORATE MANAGEMENT, administration, and production.

Classifying the applicants according to their hierarchical or functional criteria are defined as applicant range. The hierarchical classification can be classified as executive employees and salaried employees; whereas, functional classification includes corporate management, administration, and production.

An applicant group is a group of applicants in which the applicants are classified ACCORDING to their EMPLOYMENT TYPE. For example, the applicants for the permanent positions will be GROUPED in ONE applicant group and the applicants for the contractual positions will be grouped in other applicant group.

An applicant group is a group of applicants in which the applicants are classified according to their employment type. For example, the applicants for the permanent positions will be grouped in one applicant group and the applicants for the contractual positions will be grouped in other applicant group.

The RELEVANT REPORTS in RECRUITMENT are RHQINTE1 and RHALTDOO.

The relevant reports in recruitment are RHQINTE1 and RHALTDOO.

Integration between Personnel Development and RECRUITMENT can be maintained by activating the qualifications integration SWITCH in CUSTOMIZING for Personnel Development.

Integration between Personnel Development and Recruitment can be maintained by activating the qualifications integration switch in Customizing for Personnel Development.

The transaction CODE for initial APPLICANT data ENTRY is PB10.

The transaction code for initial applicant data entry is PB10.

The TRANSACTION CODE for CREATING ADVERTISEMENTS is PBAW.

The transaction code for creating advertisements is PBAW.

The TRANSACTION CODE for MAINTAINING the MASTER data of an APPLICANT is PB30.

The transaction code for maintaining the master data of an applicant is PB30.

The APPLICANT Class indicates whether a MEDIUM is USED to advertise VACANCIES to internal or EXTERNAL applicants.

The Applicant Class indicates whether a medium is used to advertise vacancies to internal or external applicants.

The STAFFING STATUS of a vacancy indicates the extent to which a vacancy is occupied. The staffing status can have any of the following values:

•  VACANT
•  RESERVED
•  Occupied

The staffing status of a vacancy indicates the extent to which a vacancy is occupied. The staffing status can have any of the following values:

The suitability of an APPLICANT for the job is DECIDED by the line manager.

The suitability of an applicant for the job is decided by the line manager.

The PERSONNEL OFFICER is an EMPLOYEE who manages the DATA for a vacancy.

The personnel officer is an employee who manages the data for a vacancy.

Vacancy is defined as a POSITION that should be filled by an EMPLOYEE. Each vacancy is characterized by certain FEATURES, such as the eight-character position key, position name, and the date from which the position NEEDS to be filled.

Vacancy is defined as a position that should be filled by an employee. Each vacancy is characterized by certain features, such as the eight-character position key, position name, and the date from which the position needs to be filled.

The Recruitment IMG falls into eight main areas, which are given as following:

1. Basic Settings
2. WORKFORCE REQUIREMENTS and ADVERTISING
3. Applicant Administration
4. Applicant Selection
5. Dialog CONTROLS
6. Authorization Management
7. Easy Web TRANSACTIONS
8. Employee Self Service

The Recruitment IMG falls into eight main areas, which are given as following:

The functions of the Recruitment Module are given as follows:

•  MAPS the workforce REQUIREMENTS
•  Manages advertising PROCESSES
•  Performs administrative tasks
•  Selects APPLICANTS
•  Handles the associated CORRESPONDENCE

The functions of the Recruitment Module are given as follows:

CUSTOMER Infotypes (9000 to 9999) are INCLUDED in functional AREAS created for HR components. They belong to the following logical databases:

•  PNP
•  PCH

Customer Infotypes (9000 to 9999) are included in functional areas created for HR components. They belong to the following logical databases:

The FOLLOWING are the steps to define a functional area:
1. Create functional AREAS DERIVED from Infotypes and the corresponding LOGICAL database
2. Create USER Groups
3. Assign functional areas to User Groups
4. Create functional groups

The following are the steps to define a functional area:
1. Create functional areas derived from Infotypes and the corresponding logical database
2. Create User Groups
3. Assign functional areas to User Groups
4. Create functional groups

A FUNCTIONAL area is DISPLAYED as an overview tree on the INITIAL Adhoc Query SCREEN with the following fields:

•  Selection columns
•  Value Output columns
•  Text Output columns

A functional area is displayed as an overview tree on the initial Adhoc Query screen with the following fields:

The Adhoc Query uses the following features:

•  Output data for the selected OBJECTS
•  Uses FUNCTIONAL GROUPS and fields

The Adhoc Query uses the following features:

The CONFIGURATION steps of the SAP QUERY are given as follows:

•  Create query groups (transaction code-SQ03)
•  ASSIGN users to query groups
•  Create Infosets (transaction code - SQ02)
•  Assign each Infoset to a query group (transaction code -SQ01)

The configuration steps of the SAP Query are given as follows:

You can use the selection fields tab to choose the selection criteria in the basis MODE. Selection fields are displayed as input fields on selection SCREENS before your report is EXECUTED.

You can use the selection fields tab to choose the selection criteria in the basis mode. Selection fields are displayed as input fields on selection screens before your report is executed.

A field group is a combination of related FIELDS. You do not need to search through all the fields of a data SOURCE as it provides a PRESELECTION. The end-user can only access those fields that are related to that field group. The fields should be assigned to a field group before USING in Infoset Queries.

A field group is a combination of related fields. You do not need to search through all the fields of a data source as it provides a preselection. The end-user can only access those fields that are related to that field group. The fields should be assigned to a field group before using in Infoset Queries.

You need to CREATE User GROUPS and INFOSETS before you create any QUERIES.

You need to create User Groups and Infosets before you create any queries.

The LOGICAL DATABASE PAP is used to ACCESS the data from the RECRUITMENT.

The logical database PAP is used to access the data from the recruitment.

The LOGICAL DATABASE PCH is used to REPORT on all types of HR Infotypes.

The logical database PCH is used to report on all types of HR Infotypes.

The HR Master Data and Infotypes from personal planning are accessed by logical database PNP. FOLLOWING are the important features logical database PNP:

•  Provides reports on cost, number of attendees booked, and the instructor for a Business EVENT in which an employee is participating
•  Provides the detailed WORKING time and planned COMPENSATION for an employee's occupied position
•  Describes the validity and PROFICIENCY of the qualification that is required for a position

The HR Master Data and Infotypes from personal planning are accessed by logical database PNP. Following are the important features logical database PNP:

FOLLOWING are the DATABASES that EXIST in HR:

•  PNP
•  PAP
•  PCH

Following are the databases that exist in HR:

The programs that are used to READ the data from the database tables are CALLED logical DATABASES. You can DETERMINE the HR data with the help of logical database.

The programs that are used to read the data from the database tables are called logical databases. You can determine the HR data with the help of logical database.

YES, it is possible to integrate the customer-specific reports with Manager's Desktop, which is integrated with the InfoSet Query in HR. The employee-related DATA can be EVALUATED by the MANAGERS, and manager can VIEW the customer-specific data. The Manager's Desktop can connect line managers with financial accounting and control the information.

Yes, it is possible to integrate the customer-specific reports with Manager's Desktop, which is integrated with the InfoSet Query in HR. The employee-related data can be evaluated by the managers, and manager can view the customer-specific data. The Manager's Desktop can connect line managers with financial accounting and control the information.

InfoSet Query with all the VERSIONS of the R/3 system and SAP ERP Central Component (ECC) can be used for CREATING INFOSETS with OM and PA.

InfoSet Query with all the versions of the R/3 system and SAP ERP Central Component (ECC) can be used for creating Infosets with OM and PA.

In SAP, the reports are executed using the following steps:

•  Start the report from the SAP Easy Access menu
•  Enter the required selection parameters in the selection SCREEN
•  Specify the data that are read by the system from the DATABASE
•  Continue the processing, printing, and exporting the data

In SAP, the reports are executed using the following steps:

Reports are the executable programs in the HR manual that read DATA from the DATABASE. After reading the data from database, reports are CREATED on those data without MAKING any changes in the database.

Reports are the executable programs in the HR manual that read data from the database. After reading the data from database, reports are created on those data without making any changes in the database.

Standard REPORTS are AVAILABLE in the following sub modules of HR:

•  Personnel Management
•  TIME Management
•  Payroll
•  Organizational Management
•  TRAINING and EVENT Management

Standard reports are available in the following sub modules of HR:

SAP Query is a cross-application reporting TOOL in the SAP system. It is USED to create REPORTS without any classification. PROGRAMMING skills are not required to create reports using the SAP Query.

SAP Query is a cross-application reporting tool in the SAP system. It is used to create reports without any classification. Programming skills are not required to create reports using the SAP Query.

INFOSET Query is an easy to USE SAP reporting tool. You can access DATA from anywhere in the HR system by directly selecting the selection and output FIELDS. You do not NEED to have programming skills to create reports using the InfoSet Query.

InfoSet Query is an easy to use SAP reporting tool. You can access data from anywhere in the HR system by directly selecting the selection and output fields. You do not need to have programming skills to create reports using the InfoSet Query.

HIS is used to REPORT the HR data along with the hierarchical structures, such as organizational structure, business EVENT hierarchy, or customer hierarchies. The structures are shown in SAP Structural Graphics, which has TWO windows for processing, In the first window, you can select an object; whereas, in the SECOND window, a list of available reports is DISPLAYED.

HIS is used to report the HR data along with the hierarchical structures, such as organizational structure, business event hierarchy, or customer hierarchies. The structures are shown in SAP Structural Graphics, which has two windows for processing, In the first window, you can select an object; whereas, in the second window, a list of available reports is displayed.

YES, Business Information Warehouse is part of the SAP R/3 SYSTEM. It is used to retrieve the data from the System Application PRODUCTS in Data Processing (SAP) system and other external systems. It also contains the business contents, reports, and key figures from all the areas of HR with the help of the HR Business Content and a specialized reporting technology. Business Information Warehouse can be operated on the INTERNET or Intranet and the employees with the appropriate authorization can view the data, which HELPS in decision-making.

Yes, Business Information Warehouse is part of the SAP R/3 system. It is used to retrieve the data from the System Application Products in Data Processing (SAP) system and other external systems. It also contains the business contents, reports, and key figures from all the areas of HR with the help of the HR Business Content and a specialized reporting technology. Business Information Warehouse can be operated on the Internet or Intranet and the employees with the appropriate authorization can view the data, which helps in decision-making.

The Quota Compensation Infotype (IT-0416) is defined for a FINANCIAL remuneration of TIME related ENTRIES that have not been deducted by absences. When the compensation is recorded then the REMAINING quota or the leave of an employee is reduced by the specified time. In ADDITION, when the compensation is processed then the quota remainders are marked in the Infotype.

The Quota Compensation Infotype (IT-0416) is defined for a financial remuneration of time related entries that have not been deducted by absences. When the compensation is recorded then the remaining quota or the leave of an employee is reduced by the specified time. In addition, when the compensation is processed then the quota remainders are marked in the Infotype.