HR Mini Master Implementation Documentation

[#1]

I'm a project manager here at my company and many people have been talking about implementing the HR Mini Master portion of SAP. Although we have a pretty good basic understand of what it is supposed to do, no one seems to have any real knowledge on the requirements and how this gets implemented. We are currently using ADP as our HRIS system of record with little or no chance of moving that over to SAP. We would like to get some of the basics out of our ADP system and port them into SAP to help better manage workflow and other job related employee information. I'm assuming we would use an iDoc of some sort to port the data but trully that's the least of my worries. Can anyone point me in the direction of some documentation on requirements and basic implementation steps? My hope is that there is something out there and that we don't have to contract this out to SAP or someone else. Any help would be much appreciated.

-DJ

[Former Member · Accepted solution]

Refer to this [link|http://help.sap.com/saphelp_45b/helpdata/EN/95/b59848045811d2a987080009ab6b44/frameset.htm]. It is for 4.5B but most of the things should be same in current versions.

[Former Member]

Hi DJ,

There is a method called ASAP methodology for implementing SAP project which consists of 5 steps.

1. Initial preparation:- It is nothing but Business requirement gathering phase where you can collect all requirement means what are all infotypes (data type like personal data, address, org assigmnet and so on) are required to capture all employee data. then what are all actions (sap term) means Hiring, termination, Retirement, Leave and so on need to set up to accomodate all employee data. Then you will mainatain in a document called Business requirement document (BRD).

2. Blueprint preparation- It is the main document for SAP implementation project which contains all information means as is (what is available in the SAP system), To be (What you are going to configure in the system), Gap analysis (If there is any deviation from standard SAP). For gap analysis, if it is really required, then you can take help from Technical team to make it possible.

3. Realization phase:- Based on Blue print document, you need to configure all requirements like action (Hiring, termination, Retirement...) in SAP system (Tcode -SPRO)

4. Final preparation:- After completing configuration in realization phase, you can transport all your configuration item to testing environment and do all testing. If it is Ok, then move to UAT client and send for client testing.

5. Go live:- After testing phase is over, then it is time for Go live. It is nothing but release....

If you need to activate workflow, then you need to impelement ESS/MSS only basic steps.

Let me know if it is not clear.

Regards,

Purnima

Regards,

Purnima

[Former Member]

I'm actually very in tune with the ASAP methodology and was looking for some more technical documentation on what needs to be configured and any relationships that are dependent upon the mini master side. The link above seems to be very specific towards exporting mini-master data, but I'm looking for information on how to get the system setup to implement it from a technical perspective. This seems more on how to use the data once it's in there. I'll make sure to pass this on to my technical folks but I'm still hoping something else is out there. Thanks.

-DJ

[Former Member]

Ok DJ,

1. You need to transfer minimum information to SAP syetem. To do this you need to configure minimum action like hiring with help of Functional consultant.

2. Map all employee information into SAP system.

3. Set up all basic set up for ESS/MSS so that employee can apply leave via portal and manager can approve via portal.

4. Yes as mentioned by you, relationship plays great role for workflow. You need to set up OM structure. Relationship A012 (Chief position) is main for MSS for approving all workflow.

5. If all above set up are ready, the technical people can activate work flow and if any online form is required which can be filled by manager and approve before changing employee record in the system

I am not sure if I explain based on your wish...

Let me know.

Regards,

Purnima

[Former Member]

This explains things a little better. Let me elaborate more on our current situation. We already have an ESS/MSS system through ADP so we're not looking to implement that portion. We currently do have workflow setup but only for approvals for Journal Entries and other transaction related approvals. We only want the basic non-personal employee information in SAP like Manager, Employee ID, E-mail Adress, Work Phone, Title, Department, etc; nothing personal so that it doesn't really have to be locked down. We're hoping that by having some of these it will open up more possibilities and help our workflow process.

[Former Member]

Hello Donald,

I am facing the same questions that you had. We're starting a new implementation and, as you, we want to maintain some basic data from users in ECC 6.0. We are thinking on using the HR Minimaster to do so. But as you, i'm in blank about the capabilities of integration of that Data with the system as well as to know if it is able to relate this information with the organizational structure.

Have you found the documentation you were looking for or some other information relevant for your question at the time?

If so, i would really appreciate some help on this case!

Thanks in advance

John