[saphr]

1. What is time management status 7? What is it used for?ffice:office"
Time Management status is the link between time management and payroll w.r.t how an employee's time data should be evaluated in payroll. The feature for this TMSTA.

if you want u give accruals based on time evolution this setting has to be done in infotype 0007 means that person should have this time management status
The time management status 7 is used if there is no Payroll module and more over there is no integration with payroll. the same is maintained in the Feature "TMSTA" and in HR master of IT0007.

It is Basically used to define whether Time evaluation Exists in ffice:smarttags" />ur Organization and If so Whether Integration exists with Payroll/not.. The entries are maintained in T555V. All these are standard Entries and recommended not to change those...

Possible values for the Time Management status:
o 0 - No time evaluation
o 1 - Time evaluation of actual times
o 2 - PDC time evaluation
o 7 - Time evaluation without payroll integration
o 8 - External services
o 9 - Time evaluation of planned times

Time mgt status 7 is Time Mgt without payroll integration. we set this status in infotype 7. we generally use schema TQTA without payroll integration.
TQTA schema will accrue only ur absence quotas i.e ur leave quota.
This is all regarding the Time Mgt status 7, i think this will give u a idea.

2. What is positive and negative Time management?
Positive Time Management is when an employee has to "Clock-in and Clock-out" each day. There must be a time entry or absence entry for every scheduled work day.

Negative Time Management is when an employee only has to record absences or "variations" to the work schedule - works overtime, works other than regular scheduled hours, vacation, jury duty, funeral leave, etc.

Hourly employees - those paid for each hour worked usually use positive time recording, Salaried employees, paid regular amounts regardless of time worked usually use negative time recording.

The details are as follows :
2 Mechanisms of time recording are available
Positive time recording – Actual times are recorded
This method completely records all actual times, that is, all transactions such as actual working times, absences, and so on.

Negative time recording – Deviations from a work schedule are recorded
Recording Only Deviations to Work Schedules
This method records only employee time data that represents exceptions or deviations to the work schedule assigned to employees. Here you can include the most current data, such as employee illnesses, schedule and record substitutions, and enter annual leave for employees.

SAP provides various Info types for time recording purposes.
All above explanations are correct, however to simplify :
In Positive time, where you need to maintain all in time out time either through Time Recorder or some time it is uploaded after maintaining manually.


Example:
When you record in time as 8.30 am and out time as 19.30 pm. against your DWS 8.30 am to 16.30 pm. applicable on that day, the additional 3 hrs automatically gets into Overtime...whereas if you don't record your in time or out time any day against your X planned working hours in DWS, it means its your absent that day.
Whereas in negative time: You maintain these additional 3 hrs in Overtime Infotype. and absence in 2001 infotype for that pernr.

What is the process of +ve time management, which are all nodes we have to configure, can any body do let me know the process

Config IT 50 and 2011....
and check connections with time recording machines
Give time management status in infotype 0007 as '1'.

3. I have a business requirement to report on Final Performance Ratings via Org. Units. Standard SAP Reporting for Performance Management appears to be very limited with phap_search_pa...
I want to be able to report on Org. Units and their Final Performance Ratings so to visualize the data I am looking for:
Appraisal Template --> Org. Unit --> Individual Employee Data, Is this possible?
I don’t think there is any standard report that is available to get the data as per you your requirement.
I would suggest you to develop a custom report to get the data. Get the appraisal related data from PHAP*
Get the OM (Org units) related data from employee's 0001 infotype and pass details from FM "RH_STRUC_GET". Get the employee related data from PA tables.

4. Hello Everybody, I have a Vacation quota 40 which has a balance of 32 hrs. Employee takes a deduction from the Quota 16 hrs this week and I am writing the balance of the Quota into wagetype 4610. Here is the rule I have written HRS=FR40F, ADDDB 4610. The result in 4610 still shows 32 hrs instead of balance 16 hrs.
try HRS=FR40C.

5. We are having a weired requirement in our company, currently salaried employees irrespective of the days they worked we are paying them 40 hours per week, work week is being considered as Monday to Friday.
On the holiday week, lets say Thanksgiving our Store managers (Salaried employees) worked 5 days apart of Thanksgiving holiday. current business requirement is when ever there is a public holiday, if the salaried employees works 5 days other than holiday, they should get 40 hours regular pay + 8 hours holiday pay.
one good thing is even salaried employee are punching in and out in our company, but these punches are not being considered in our schema. we are just paying them according to the work schedule.
So, my question is, what is the approach that we need to take in order to pay more than 40 hours for the salaried employees who worked for 5 days on the holiday week?

You are saying that salaried employees paid 40 hrs irrespective of working days. right? does that if the holiday falls on 'off day', employee should be paid 48 hrs irrespective of how many hours (days) he worked? ---
If the req is same as stated above, you can flag a time type if the holiday falls on Scheduled OFF day. If the flag sets you can create a time wage type with 8 hours.
--- Lets say the req is like, employee must need to work 5 days in a holiday week, Then you need to count number of days he worked in week (you can achieve this by checking time entries, if the employee had at least one entry then the counter get incremented to 1; and this counter initializes every week). And you need to create a flag for holiday. at the end of the week you check the holiday flag and counter, if both satisfies generate 8 hrs of holiday.
You might be able to tackle the problem in this way:
1. Create an Attendance Type say 'Holiday Pmt'.
2. Just like an employee would apply for absence type on absence day, ask them to apply for this particular attendance type on any holiday worked. This can be done with approval from manager.
3. Assign valuation class for the particular Attendance type.
4. Write a rule, check for the valuation class of the Attendance type.
5. Generate ZL Wage type as required.
6. Pay through Payroll.
Currently Salaried employees are getting paid according to the work schedule for Mon - Friday 40 hours, irrespective of the hours and days they work.
Some of the salaried employees are working on Sunday if the public holiday is in the middle of the working week. only for those employees our company want to pay 40hours regular and 8 hr holiday. There isn't any particular rule that every salaried employee must work for 5 days in the holiday week.
Current configuration is paying them 32hours regular time and 8 hr holiday pay as it is falling in the working week.
Please let me now if you need any further information.
Then you can proceed as I mentioned in the earlier mail.
1) Create a time type to count number of working days. counter will be initiated at the begining of the each week. And counter will increment by 1 for every that has atleast one entry.
2) Create another time type to flag the holiday. It should be a floating flag. (that means if holiday occurs on thrusday, the flag has to be continued for friday, saturday and sunday.
3) On sunday if the working counter is 5 and holiday flag is set, then you can generate a wage type of 8 hours as holiday bonus/pay whatever you call.
One more thing, you can follow pooja's suggestion also. In that procedure, whenever you see the 'holiday attendance' system will pay 8 hours. We need to make sure that the employees uses this attendance code properly.
Bothe methods are worth approaching. The earlier is more system control and later one is more human control