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Hi Manish
Following is a brief introduction to implementation:
1. The Legacy system needs to exist till the new SAP implementation takes over and has successfully executed a couple of Pay periods. This is the usual approach.
The new system implementation is an opportunity for the company to overhaul the existing business processes so that the overall process is more efficient and business driven. This would be part of the goals for the new system.
It is also standard approach to implement the business requirements in a staged approach instead of big-bang approach. This will help in achieving the needs properly and correctly.
It is impossible to implement with 100% accuracy. There will be a certain amount of implementation issues or errors. The acceptable level and types of errors and sign-off criteria are also defined somewhere at the start.
2. The new system is prototyped and configured and all ABAP or other developments are made in the new system. It is tested in different levels of Unit test, System test.
3. Then the existing data is migrated. The current data in the legacy system is input to the new system in the form of spreadsheets (usually converted to *.csv format for LSMW).
The import can be done through SAP's LSMW or other 3rd party s/w like Infoshuttle, etc.
Any conversion of existing data or codes may be done through conversion routines that can be used in the import function.
The migration activity is also used to cleanse existing data.
The hiring action PA40 is used to input existing employees' data into the new system. This would include the normal infotypes used in the hiring action infogroup.
Any other data is used in the PA30 or PA40 depending upon the type of update.
New position or OU assignments are through PA40.
Changes like regular payments/deductions, leave requests, etc are through PA30.
The data migration is reviewed and corrected.
Subsequent changes in data after migration are input into the new system whenever changes occur in the legacy system. This will be part of the data migration approach/strategy. This will continue till the new system takes over fully.
The existing system and data may continue to exist till a certain level of stability is attained in the new system.
4. The new system is tested with the migrated data, to ensure that the configuration is as per agreed requirements. Test plans/scenarios are defined.
All issues are documented and actioned. The high severity or critical issues are corrected. Where acceptable, the minor issues are documented for later correction.
5. Parallel runs of the processes like payroll are conducted in both legacy system and the new system.
Once the business and implementation team are happy with the new system's correctness and performance, the new system is signed off and will take over.
Post-Implementation-Review is usually conducted to understand how well the implementation was and used for future reference and guide.
Maintenance and support will then take over. Usually during the implementation, some personnel from the support team may participate to get a good understanding of the system.
Hope this helps.
Regards, JG
---------------Original Message---------------
From: manishjaiswal
Sent: Monday, September 06, 2010 4:54 AM
Subject: Promotion Scenario
> Hi,
>
> My client scenario is as follows:
>
> In their legacy system whenever any employee is promoted to a particular grade (Executive Director), he is given the new employee number and a new employee record is generated.
> In SAP, in case of promotion we do not generate the new employee number but just the employee master record is updated.
>
> Now there is the requirement to integrate the Hiring and the promotion scenario with SAP.
>
> I suggested the following solution to handle the promotion scenario:
>
> In Legacy system whenever the employee is promoted to a particular grade (Executive Director) we will correspondingly create a new employee in SAP. Then we will delete the new created employee and update the old employee records (manually).
>
> Please suggest if this is the right approach?
>
> Regards
> Manish Jaiswal
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