(1) Like Is RPTQTA only used for Quota to employee(s)?
and Is TQTA used for Time evaluation and Quota assignment?
(2) I am using negative time management and Time status "7" and I am running RPTQTA. I am able to default Quotas in 2006 (using QUOMO) and also assign them using RPTQTA. I am running RPTQTA in July and therefore the Privelege leave quota is being assigned proportionately also.
But I was told that for proration of leaves etc. TQTA must be used. Is it so? What is additional/extra that TQTA does compared to RPTQTA?
(3) RPTIME00 is used for positive time management. But Is RPTIME00 - TM04 used for similar stuff i.e. for Negative time management with Time evaluation?
(4) Is there a detailed documentation for this? Haven't been able to find anything.
U can generate leave through both RPTIME00 and RPTQTA00.
RPTIME00 - This is used to run Time Evaluation. All the acrued leaves are generated through this.
RPTQTA00 - All the advance leave are generated through this.
Eg: If a particular type of leave has to be credited to an employee on the date of his joining.. then this is called Advance leave and it is generated through RPTQTA00.
If there is another type of leave, where it has to get credited to employee quota if he completes six months from his date of joining. This is credited through RPTIME00.
For this u have to maintain settings as,
RPTIME00 - Increase
RPTQTA00 - No generation
in the IMG.
Both RPTIME00 and RPTQTA00 generates absence quotas and it is stored in 2006.
In addition, RPTIME00 generates time wage types, time balances etc.
Time recording data needs to be just moved to SAP system. The HR user then by looking at clock-ins and clock-outs decides whether employee is absent or present. Therefore if there is no clock-in and clock-out for an employee on a given day then HR enters an absence for the employee (2001)
Leave types are as follows:
Need based leave - given in advance
Privilege leave - given after 6 months.
Leave Quotas:
NBL - 7 days
PL - 24 days
PL leaves can be encashed
We have to implement Payroll also
Therefore since there is no overtime concept, we have decided to use Negative time management.
(1) IS THIS OK?
(2) and, as per what you mentioned above, I should use RPTQTA for NBL leaves (advance) but what about PL leave type? I can't use RPTIME right? since I am using negative time management.
(3) what should be the Time management status? Since I am planning to use Negative time mgmt and Evaluste just planned time, I was planning to use 7 i.e. Time evaluation without payroll integration. Or Should TM=9 be used?
You must be a registered user to add a comment. If you've already registered, sign in. Otherwise, register and sign in.