OOPS ABAP HR: Pay Result (US)

Get Data from Payroll (US Payroll)

Step 1: Data declaration 

data: ls_rgdir type pc261

(lo_payresult_access) = NEW cl_hr_pay_access( ),

lo_emp_pay_result type ref to cl_hr_pay_result,

lo_emp_pay_result_us type ref to cl_hr_pay_result_us.

Step 2. Get data from table HRPY_RGDIR

Get the records from table HRPY_RGDIR and store the data in an internal table lt_rgdir[]

with needful where clause(s).

Step 3: Use class CL_HR_PAY_ACCESS and CL_HR_PAY_RESULT

LOOP the internal table lt_regdir[] to assigned fields symbol <fs_rgdir>

ls_rgdir = <fs_rgdir>.

call method lo_payresult_access->read_pay_result (by paasing ls_rgdir)

Get the result in object lo_emp_pay_result.

Use the object lo_emp_pay_result for RT/TCRT/CRT table to read or loop.

RT Result will be found (for all countries):

lo_emp_pay_result->inter-rt[].

Wide cast to US data (as needed only for MOLGA US

lo_emp_pay_result_us ?= lo_emp_pay_result.

US Garnishment result will be found in:

lo_emp_pay_result_us->natio-grdoc[] and lo_emp_pay_result->natio-grrec[]

ENDLOOP.

ABAP CODE 1: Dynamic Table and STructure

 Inserting:

INSERT LINES OF <itab1> INTO <itab2> INDEX <idx>.

INSERT LINES OF <itab1>  FROM <n1>  TO <n 2> INTO <itab2> INDEX <idx>.

INSERT LINES OF ITAB INTO JTAB INDEX 1.

Dynamic:

DATA: lo_dynamic_table_1 TYPE REF TO DATA,

            lo_dynamic_workarea_1 TYPE REF TO DATA,

            lv_table_name TYPE STRING.

FIELD-SYMBOLS: <lt_table_structure> TYPE TABLE,

                                  <ls_table_structure> TYPE ANY.

lv_table_name = 'PA0002'.

"This will create a table of same fields as of SFLIGHT

CREATE DATA lo_dynamic_table_1 TYPE TABLE OF (lv_table_name).

ASSIGN lo_dynamic_table_1->* TO <lt_table_structure>. 

"This will workarea of same fields as of SFLIGHT

CREATE DATA lo_dynamic_workarea_1 LIKE LINE OF (lv_table_name).

ASSIGN lo_dynamic_workarea_1->* TO <ls_table_structure>.

Assign Components

CASE 1: 

LOOP AT ITAB ASSIGNING <fs-structure>.

"determination of field name logic goes here let's say you have 

"field name is in variable lv_field

    ASSIGN COMPONENT (lv_field) of STRUCTURE <fs-structure> to <fs-field>.

    IF <fs-field> IS ASSIGNED.

      <fs-field> = 'the value you want to assign'.

    ENDIF.

ENDLOOP.

CASE 2:

LOOP AT ITAB ASSIGNING <fs-structure>.

*-- determination of field name logic goes here let's say you have 
*-- field name is in variable lv_field1 and other is lv_field2

    ASSIGN COMPONENT (lv_field1) of STRUCTURE <fs-structure> to <fs-field1>.

    ASSIGN COMPONENT (lv_field2) of STRUCTURE <fs-structure> to <fs-field2>.

    IF <fs-field1> IS ASSIGNED ANDV<fs-field2> IS ASSIGNED .
      <fs-field1> = <fs-field1> + <fs-field1>.
    ENDIF.

ENDLOOP.

CASE 3:

TYPES: BEGIN OF ts_basic_line,
     matnr TYPE mara-matnr,
     lifnr TYPE lfa1-lifnr,
   END OF ts_basic_line,
   ty_basic_line TYPE TABLE OF ts_basic_line.

DATA: lt_basic_data TYPE ty_basic_line,
      lo_structure  TYPE REF TO cl_abap_structdescr,
      lt_components TYPE abap_component_tab.

lt_basic_data = VALUE #( ( matnr = '111' lifnr = '333' ) ). " data for test
READ TABLE lt_basic_data ASSIGNING FIELD-SYMBOL(<fs_line>) INDEX 1.
IF sy-subrc EQ 0.
  lo_structure ?= cl_abap_typedescr=>describe_by_data( <fs_line> ).
  lt_components = lo_structure->get_components( ).

  LOOP AT lt_components ASSIGNING FIELD-SYMBOL(<fs_strucutre_fields>).
    LOOP AT lt_basic_data ASSIGNING FIELD-SYMBOL(<fs_data>).
      ASSIGN COMPONENT <fs_strucutre_fields>-name OF STRUCTURE <fs_data> 

                                               TO FIELD-SYMBOL(<fs_value>).
      IF sy-subrc EQ 0.
        " here your code, e.x. data conversion
        <fs_value> = |{ <fs_value> ALPHA = IN }|.
      ENDIF.
    ENDLOOP.
  ENDLOOP.
ENDIF.

CASE 4: Multiple Dynamic Tables in a single table

DATA: lt_dynamic_tables TYPE TABLE OF REF TO DATA.
            ls_dynamic_table  TYPE REF TO DATA.
FIELD-SYMBOLS: <fs_dynamic_table>  TYPE ANY TABLE.

" Store the lists of Dynamic Table
DO 10 TIMES.  "(as required)
  CREATE DATA ls_dynamic_table TYPE TABLE OF PA0002. 
  APPEND ls_dynamic_table TO lt_dynamic_table. 
ENDDO.

" Read the list of dynamic tables
LOOP AT lt_dynamic_table INTO ls_dynamic_table.
  ASSIGN ls_dynamic_table->* TO <fs_dynamic_table>.
" This will aloo to reach each table data
ENDLOOP.

Top 5 Words Recruiters Look for in Resumes

As job seekers work to perfect their resume, it’s important for them to know what recruiters are looking for. According to CareerBuilder, there are five keywords most HR managers look for on resumes. If job seekers are able to match their experience with these types of skills and experience, recruiters will be more likely to spend time reading their resumes.

Let’s dive deeper into what these keywords mean and how they will set a job seeker’s resume apart from the rest.

1. Problem solving. Job seekers need to display this strength in their resume because it illustrates their ability to approach challenges and solve them. Whether the job seeker is applying for an entry-level position or the C-suite, problem solving is a skill used by every employee. In order to meet goals and fix problems in the workplace, employees need the ability to solve problems effectively.

2. Leadership. HR managers look for leadership experience on resumes because they want employees who possess skills associated with good leaders. Employees need to be able to demonstrate confidence in decision making, good listening skills, and the ability to be a team leader. Employers expect their employees to take initiative and communicate new ideas to management.

3. Written communication. While this skill is underestimated by many job seekers, this is one of the strongest skills HR managers look for. If an employee can demonstrate strong writing abilities, this will give them a better chance of finding a job. The majority of communication between the employees and management is through writing; therefore, employees must show in their resume they are prepared to communicate with top management.

4. Team building. Team building is what helps a company achieve their goals. When a job seeker displays the ability to work in a team, HR managers will see they are able to collaborate with their co-workers to meet company objectives.

5. Performance and productivity improvement. Job seekers should be able to illustrate throughout their resume how they have contributed to the success of their previous companies. Employers want to know how you can improve upon the success of their company and your ability to increase a company’s performance.

If job seekers can demonstrate these keywords and provide concrete examples with experience, their resumes will stand out among other candidates. Recruiters expect to see these types of skills on resumes, so job seekers must be prepared to share their experiences.

courtesy: Heather R. Huhman

While some resolutions are meant to correct the past, others are made to mend the future. Ankita Shreeram profiles key HR trends that will pave the way ahead for 2013. on the edge of the December and 2012, Career News banked the issues of upcoming career and recruitment trends and its impact though social media.

2013, are WE READY? GREATER UTILIZATION OF SOCIAL MEDIA
"Companies started utilizing social media for branding and hiring.A lot of companies have now established social media guidelines.Customers are more tech-savvy and are exploring their options on-the-go before making a choice and employees too have to match up to this trend,"says HR manager- Courtyard by Marriott Chennai.
  
RECRUITMENT PROCESS OUTSOURCING
"In a number of sectors such as financial services, we have seen a growth in the demand-supply gap as banks increasingly offshore a number of their middle and back office functions to India.This has resulted in a need for a more focused, widespread and an aggressive talent attraction strategy.While traditionally a majority of recruitment was done in-house through referrals, etc, we are seeing more recruitment through offbeat sources and many BFSI organizations have also adopted an RPO model,"suggests MD, Michael Page (India).
  
ADOPTION OF E-LEARNING TECHNIQUES
"HR departments are now including e-Learning course-ware,consisting of videos, pod-casts and other learning resources,in their L&D mix.The lower cost, and a wider reach with less logistical challenges,of eLearning is forcing a major reshuffle in focus (and budgets) in corporate training,"says founder & director,Technology Solutions, Upside learning.

INCREASED SCARCITY OF TALENT
"An estimated 31 per cent of employers find it difficult to fill positions because of talent shortages in their respective markets/industries. Average attrition rate in India has increased by 25 per cent over the last year.Women employees are less prone to frequent job changes. For every 10 men changing their jobs, there are only two women doing so,"avers partner, KPMG India.
  
GREATER AWARENESS TOWARDS WORKPLACE DIVERSITY
"Most of the corporates are aware that diversity plays a key role considering the increasing number of educated women who are joining the workforce and therefore,it’s no longer a situation where the diversity agenda applies to select large companies or MNCs,but it's equally important and relevant for all organizations. I think awareness levels as well as intent are becoming clearer and HR continues to play a very important role in this regard,"opines Indrajit Chatterjee VP,HR,Nitco Ltd.

SMALL BUSINESSES ADOPT HR TECHNOLOGY"Looking at the rising technology,the small business firms introduced HR technology to their workplace and got rid of the manual methods of scheduling and payroll.It not only saved a lot of their time and money,but also reduced the scope for mistakes to a great extent," says Deepak Kaistha,managing partner, Planman Consulting.
  
ADVANCED ANALYTICS FOR ANDIDATE SELECTION
"This is an area, which is gaining foothold and bringing in value. With the resources available to collect and look through a large amount of personal data and those becoming easy,‘Big Data Analytics’ methods help recruiters derive concise insights into the candidates’ competencies based on the insights generated," says CEO and founder of Classle Knowledge Pvt Ltd.

CHANGING EMPLOYER BRAND
"International banks have struggled this year to manage the duality of information about the organization and its growth/hiring plans within India v/s the news regarding its downsizing globally.This required a number of organizations to relook at the way their employer brand is positioned. Also, in certain areas where sectors have seen a slowdown, smaller domestic firms had the advantage of being able to cherry-pick strong talent,"suggests Tripathi.

EMPHASIS ON INDUSTRIAL RELATIONS
"With the Maruti incident that took place in mid-2012, companies are taking a harder look at their IR capability.We have also seen business schools invest in new IR specific courses to help HR professionals in developing a stronger understanding of the complexities of this area," says Tripathi.

REORGANIZATION OF THE HR FUNCTION
Many organizations are observing a transition from the strategic role of HR to a transactional one.'HR outsourcing' as a concept is increasingly gaining steam."For instance, many organizations have globally outsourced more than 80 per cent of their transactional HR activities. At home, many Indian conglomerates are housing most of the transactional HR activities into a separate organization called ‘Shared Services Organization’," says Shermon.

courtesy : ascent