SAP HR Change Log Reports: Keeping Track of Sensitive Employee Data

In any large organization, employee records within the Human Resources (HR) system hold a wealth of sensitive data. This could include personal details, salary information, bank data, performance reviews, etc. Tracking changes made to these records is essential for auditing, compliance, and maintaining data integrity. Fortunately, SAP HR offers robust change log reporting capabilities.

Understanding SAP HR Change Logs

SAP HR has a built-in change logging mechanism for its info types (the structural units that store employee data). When appropriately configured, the change log functionality does the following:

• Records Changes: Tracks modifications to specific info types, including what was changed, who changed it, and when.
• Stores Historical Data: It maintains old and new values, allowing you to see the state of an info-type record before and after a change.
• Provides Audit Trail: Gives a traceable history of any modification to sensitive employee information.

How to Configure Change Logging

Configuring change logs in SAP HR involves a few steps:

1. Identify Critical Infotypes: Decide which info types are crucial enough to warrant change logging. These often include info types holding personal data, payroll-related data, and organizational information.
2. Activate Change Log Tables: Make changes to tables T585A, T585B, and T585C to specify the info types and fields you want to track within those info types.
3. Run Logging Report: Utilize a report like RPUAUD00 to monitor changes made.

The Importance of the RPUAUD00 Report

The RPUAUD00 report (“Logged Changes in Infotype Data”) is your primary tool for analyzing changes in SAP HR. This report delivers a detailed view of:

• Infotype Changes: Which info types were modified
• Field Changes: The specific fields within the info type that were edited
• User Data: Who made the change
• Timestamps: The exact date and time of the modification

Why You Should Care About Change Logs

SAP HR change log reports offer several benefits:

• Auditing and Compliance: Meet regulatory or internal auditing requirements by being able to track and demonstrate controlled changes to employee records.
• Security: Identify and investigate potential unauthorized access or accidental modifications of HR data.
• Error Correction: Roll back unintended changes by referencing the historical data stored in change logs.
• Dispute Resolution: Provide evidence in situations of disagreement over employee data.

Additional Considerations

• Performance: Activating change logging for a significant number of info types can have a slight impact on system performance. Strategic configuration can mitigate this.
• Data Retention: Establish how long you retain change log data based on your organization’s policies and legal requirements.

In Conclusion

If you manage employee data within SAP HR, configuring and utilizing change log reports is an essential practice. It strengthens data security, facilitates auditing, and ensures the overall integrity of your HR records.