hr505 organizational management hr505 - knowasap · ©sap ag 1999 the r/3 integration model r/3...

HR505 Organizational Management HR505

R/3 System Release 46C 05/02/2001

0

HR505 Organizational Management.............................................................................................................................0-1

Copyright ..................................................................................................................................................................0-2

The R/3 Integration Model....................................................................................................................................0-4

Human Resources 4.6 (1)......................................................................................................................................0-5

Human Resources 4.6 (2) .....................................................................................................................................0-6

Course Prerequisites..............................................................................................................................................0-7

Target Group.........................................................................................................................................................0-8

Course Overview.......................................................................................................................................................1-1

Course Goals .........................................................................................................................................................1-2

Course Goals and Objectives (1)...........................................................................................................................1-3

Course Goals and Objectives (2)...........................................................................................................................1-4

Course Content......................................................................................................................................................1-5

Course Overview Diagram....................................................................................................................................1-6

Main Business Scenario ........................................................................................................................................1-7

Concepts of Organizational Management .................................................................................................................2-1

Concepts of Organizational Management: Unit Objectives ..................................................................................2-2


Concepts of Organizational Management: Business Scenario ..............................................................................2-4

Organizational Management: Introduction ...........................................................................................................2-5

Methodology - Planning........................................................................................................................................2-6

Methodology - Object-Oriented Design................................................................................................................2-7

Methodology: Multiple Structures ........................................................................................................................2-8

Methodology: Plan Versions.................................................................................................................................2-9

Object Types .......................................................................................................................................................2-10

Object Types: Organizational Units ....................................................................................................................2-11

Object Types: Jobs ..............................................................................................................................................2-12

Object Types: Positions.......................................................................................................................................2-13

Object Types: Cost Centers.................................................................................................................................2-14

Object Types: Persons.........................................................................................................................................2-15

Other Object Types: Tasks..................................................................................................................................2-16

Other Object Types: Work Centers.....................................................................................................................2-17

Other Object Types .............................................................................................................................................2-18

Object Relationships: Data Model ......................................................................................................................2-19

Object Relationships: Organizational Units .......................................................................................................2-20

Object Relationships: Identification....................................................................................................................2-21

Object Relationships: Organizational Units .......................................................................................................2-22

Object Relationships: Jobs and Positions............................................................................................................2-23

Object Relationships: Organizational Units and Positions..................................................................................2-24

Object Relationships: Positions...........................................................................................................................2-25

Object Relationships: Positions and Persons.......................................................................................................2-26

Object Relationships: The Organizational Plan ..................................................................................................2-27

Object Characteristics .........................................................................................................................................2-28

Object Characteristics: Infotypes ........................................................................................................................2-29

Object Characteristics: Object ID .......................................................................................................................2-30

Object Characteristics: Status..............................................................................................................................2-31

Object Characteristics: Validity Dates ................................................................................................................2-32

Object Characteristics: Validity Dates ................................................................................................................2-33

Object Characteristics: Time Constraints............................................................................................................2-34

Organizational Management Integration.............................................................................................................2-36

Concepts of Organizational Management: Unit Summary..................................................................................2-37

Exercise Data Sheet ............................................................................................................................................2-38

Concepts of Organizational Management Exercises...........................................................................................2-40

Concepts of Organizational Management Solutions ...........................................................................................2-42

Simple Structures in Organizational Management....................................................................................................3-1

Simple Structures in Organizational Management: Unit Objectives.....................................................................3-2


Simple Structures in Organizational Management: Business Scenario.................................................................3-4

The Tree Structure ................................................................................................................................................3-5

Simple Structures ..................................................................................................................................................3-6

Simple Structures: Additional Relationships ........................................................................................................3-7

Validity Dates .......................................................................................................................................................3-8

Inheritance.............................................................................................................................................................3-9

Relationship Time Constraints ............................................................................................................................3-10

The Organizational Plan......................................................................................................................................3-11

Simple Structures in Organizational Management: Unit Summary ....................................................................3-12

Simple Structures in Organizational Management Exercises..............................................................................3-13

Simple Structures in Organizational Management Solutions..............................................................................3-15

The Organization and Staffing Interface...................................................................................................................4-1

The Organization and Staffing Interface:Unit Objectives.....................................................................................4-2


The Organization and Staffing Interface:Business Scenario.................................................................................4-4

Highlights..............................................................................................................................................................4-5

Navigation Overview ............................................................................................................................................4-6

ICONS...................................................................................................................................................................4-7

Search Area...........................................................................................................................................................4-8

Selection Area .......................................................................................................................................................4-9

Overview Area ....................................................................................................................................................4-10

Detail Area ..........................................................................................................................................................4-11

Drag and Drop.....................................................................................................................................................4-12

Additional Features .............................................................................................................................................4-13

Drag and Drop.....................................................................................................................................................4-14

The Organization and Staffing Interface:Unit Summary ....................................................................................4-15

The Organization and Staffing Interface Exercises.............................................................................................4-16

The Organization and Staffing Interface Solutions .............................................................................................4-19

Expert Mode..............................................................................................................................................................5-1

Expert Mode: Unit Objectives ..............................................................................................................................5-2


Expert Mode: Business Scenario...........................................................................................................................5-4

Object Maintenance ..............................................................................................................................................5-5

Functions...............................................................................................................................................................5-6

Functions...............................................................................................................................................................5-7

Delimit and Delete ................................................................................................................................................5-8

Display Object.......................................................................................................................................................5-9

Relationships.......................................................................................................................................................5-10

Description..........................................................................................................................................................5-11

Department / Staff ...............................................................................................................................................5-12

Planned Compensation........................................................................................................................................5-13

Vacancy...............................................................................................................................................................5-14

Obsolete ..............................................................................................................................................................5-16

Account Assignment ...........................................................................................................................................5-17

Employee Group/Subgroup.................................................................................................................................5-18

Defaulting Values to Personnel Administration..................................................................................................5-19

Work Schedule....................................................................................................................................................5-20

Cost Distribution .................................................................................................................................................5-21

Restrictions and Health Examinations ...............................................................................................................5-22

Job Evaluation Results and Survey Results ........................................................................................................5-23

Country Specific Settings....................................................................................................................................5-24

Infotypes per Object Type...................................................................................................................................5-25

Fast Entry ............................................................................................................................................................5-26

Actions ................................................................................................................................................................5-27

Mapping to the Organization and Staffing Interface...........................................................................................5-28

Simple Maintenance............................................................................................................................................5-29

Simple Maintenance: Search Helps.....................................................................................................................5-30

Simple Maintenance: View Options ...................................................................................................................5-31

Simple Maintenance: Editing Objects.................................................................................................................5-32

Expert Mode: Unit Summary ..............................................................................................................................5-33

Expert Mode Exercises .......................................................................................................................................5-34

Expert Mode Solutions........................................................................................................................................5-36

General Structures and Matrix Organizations ...........................................................................................................6-1

General Structures and Matrix Organizations:Unit Objectives .............................................................................6-2


General Structures and Matrix Organizations: Business Scenario ........................................................................6-4

General Structures.................................................................................................................................................6-5

General Structures: Relationships .........................................................................................................................6-6

Evaluation Paths....................................................................................................................................................6-7


Matrix Organizations ............................................................................................................................................6-9

Matrix Organizations: Defining the Matrix........................................................................................................6-10

Matrix Organizations: Creating Relationships ....................................................................................................6-11

The Matrix Selection Screen...............................................................................................................................6-12

Dimension Maintenance......................................................................................................................................6-13

Matrix View Maintenance...................................................................................................................................6-14

General Structures and Matrix Organizations: Unit Summary ...........................................................................6-15

General Structures and Matrix Organizations Exercises.....................................................................................6-16

General Structures and Matrix Organizations Solutions .....................................................................................6-18

Evaluations and Reports............................................................................................................................................7-1

Evaluations and Reports: Unit Objectives.............................................................................................................7-2


Evaluations and Reports: Business Scenario.........................................................................................................7-4

Reporting in Organizational Management ............................................................................................................7-5

The Standard Selection Screen..............................................................................................................................7-6


Relationships Between Objects.............................................................................................................................7-8

Creating an Evaluation Path..................................................................................................................................7-9

Standard Reports .................................................................................................................................................7-10

General Reporting ...............................................................................................................................................7-11

PD Graphics Interface .........................................................................................................................................7-12

HIS ......................................................................................................................................................................7-13

Export to Other Applications ..............................................................................................................................7-14

Using PD Structures for PA Reporting ...............................................................................................................7-15

Evaluations and Reports: Unit Summary ............................................................................................................7-16

Evaluations and Reports Exercises .....................................................................................................................7-17

Evaluations and Reports Solutions......................................................................................................................7-19

Manager’s Desktop ...................................................................................................................................................8-1

Manager’s Desktop: Unit Objectives ....................................................................................................................8-2


Manager’s Desktop: Business Scenario ................................................................................................................8-4

Overview...............................................................................................................................................................8-5

Prerequisites ..........................................................................................................................................................8-6

Initial Screen .........................................................................................................................................................8-7

Initial Screen: Enhancement .................................................................................................................................8-8

Themes: Personal Data..........................................................................................................................................8-9

Themes: Organization .........................................................................................................................................8-10

Themes: Organization - Integration with Personnel Administration...................................................................8-11

Other Theme Categories .....................................................................................................................................8-12

Screen Structure ..................................................................................................................................................8-13

Themes and Functions: Enhancement.................................................................................................................8-14

Manager’s Desktop: Unit Summary....................................................................................................................8-15

Manager’s Desktop Exercises .............................................................................................................................8-16

Manager’s Desktop Solutions .............................................................................................................................8-18

Customizing Organizational Management................................................................................................................9-1

Customizing Organizational Management:Unit Objectives..................................................................................9-2


Customizing Organizational Management:Business Scenario..............................................................................9-4

The IMG................................................................................................................................................................9-5

The IMG................................................................................................................................................................9-6

Plan Versions ........................................................................................................................................................9-7

Object Maintenance ..............................................................................................................................................9-8

Number Ranges.....................................................................................................................................................9-9

Relationship Maintenance...................................................................................................................................9-10

Evaluation Paths..................................................................................................................................................9-11

Actions ................................................................................................................................................................9-12

Infotype Settings .................................................................................................................................................9-13

Matrix Types .......................................................................................................................................................9-14

HIS ......................................................................................................................................................................9-15

Structural Graphics .............................................................................................................................................9-16

Configuration Settings ........................................................................................................................................9-17

Customizing Organizational Management:Unit Summary .................................................................................9-18

Customizing Organizational Management Exercises..........................................................................................9-19

Customizing Organizational Management Solutions..........................................................................................9-21

Integration Points and Tools ...................................................................................................................................10-1

Integration Points and Technical Settings:Unit Objectives.................................................................................10-2

Course Overview Diagram..................................................................................................................................10-3

Integration Points and Technical Settings:Business Scenario.............................................................................10-4

Integration ...........................................................................................................................................................10-5

Integration: Personnel Administration ................................................................................................................10-6

Integration: Organizational Assignment .............................................................................................................10-7

Integration Settings .............................................................................................................................................10-8

Extended Integration ...........................................................................................................................................10-9

Integration: Defaults..........................................................................................................................................10-10

Organizational Management Tools ...................................................................................................................10-11

Tools (continued) ..............................................................................................................................................10-12

Tools (continued) ..............................................................................................................................................10-13

Tools (continued) ..............................................................................................................................................10-14

Tools (continued) ..............................................................................................................................................10-15

Tools (continued) ..............................................................................................................................................10-16

Integration Points and Technical Settings:Unit Summary ................................................................................10-17

© SAP AG 1999

HR505 Organizational Management

© SAP AG

HR505HR505

Organizational ManagementOrganizational Management

R/3 System Release 4.6B June 2000 50036869

© SAP AG 1999

Copyright 2001 SAP AG. All rights reserved.

Neither this training manual nor any part thereof maybe copied or reproduced in any form or by any means,or translated into another language, without the priorconsent of SAP AG. The information contained in thisdocument is subject to change and supplement without prior notice.

All rights reserved.

Copyright

Trademarks: Some software products marketed by SAP AG and its distributors contain proprietary software components of other software vendors.

Microsoft®, WINDOWS®, NT®, EXCEL®, Word® and SQL Server® are registered trademarks of Microsoft Corporation.

IBM®, DB2®, OS/2®, DB2/6000®, Parallel Sysplex®, MVS/ESA®, RS/6000®, AIX®, S/390®, AS/400®, OS/390®, and OS/400® are registered trademarks of IBM Corporation.

ORACLE® is a registered trademark of ORACLE Corporation, California, USA. INFORMIX®-OnLine for SAP and Informix® Dynamic ServerTM are registered trademarks of Informix Software Incorporated.

UNIX®, X/Open®, OSF/1®, and Motif® are registered trademarks of The Open Group. HTML, DHTML, XML, XHTML are trademarks or registered trademarks of W3C®, World Wide Web Consortium, Laboratory for Computer Science NE43-358, Massachusetts Institute of Technology, 545 Technology Square, Cambridge, MA 02139.

JAVA® is a registered trademark of Sun Microsystems, Inc. , 901 San Antonio Road, Palo Alto, CA 94303 USA.

JAVASCRIPT® is a registered trademark of Sun Microsystems, Inc., used under license for technology invented and implemented by Netscape.

SAP, SAP Logo, mySAP.com, mySAP.com Marketplace, mySAP.com Workplace, mySAP.com Business Scenarios, mySAP.com Application Hosting, WebFlow, R/2, R/3, RIVA, ABAP™, SAP Business Workflow, SAP EarlyWatch, SAP ArchiveLink, BAPI, SAPPHIRE, Management Cockpit, SEM, are trademarks or registered trademarks of SAP AG in Germany and in several other countries all

over the world. All other products mentioned are trademarks or registered trademarks of their respective companies.

Design: SAP Communications Media

© SAP AG 1999

The R/3 Integration Model

R/3R/3Client / Server

ABAPClient / Server

ABAP

COControlling

COControlling

AAAsset

Accounting

AAAsset

Accounting

PSProjectSystem

PSProjectSystem

WFWorkflow

WFWorkflow

ISIndustry

Solutions

ISIndustry

Solutions

MMMaterials

Mgmt.

MMMaterials

Mgmt.

HRHuman

Resources

HRHuman

Resources

SDSales &

Distribution

SDSales &

Distribution

PPProductionPlanning

PPProductionPlanning

QMQualityMgmt.

QMQualityMgmt.

FIFinancial

Accounting

FIFinancial

Accounting

PMPlant

Maintenance

PMPlant

Maintenance

SAP’s R/3 System has set new norms for standard software that can be universally implemented. R/3 uses advanced development techniques to achieve comprehensive integration of business administration and data processing.

R/3 combines state-of-the-art technology with comprehensive business administration functions to provide a fully-integrated business solution for your company.

© SAP AG 1999

Human Resources 4.6 (1)

Level 3Level 2

Reporting in Human Resources

HR580 3 days

see HR2

Human Resources Essentials III

HR053 2 days

Configuration of TimeRecording

HR306 4 days

Time Evaluation

HR310/311 5 days

Shift and Workforce Planning

HR520 2 days

Human Resources Essentials I

HR051 1 day

OrganizationalManagement

HR505 3 days

Employee Self-ServiceHR250 2 days

Configuration ofMaster Data

HR305 3 days

Personnel DevelopmentHR510 3 days

Training and EventManagement

HR515 3 days

Human Resources Essentials II

HR052 2 days

CompensationManagement

HR540 3 days

Configuration of HR System Controls

HR307 2 days

Programming in HR

HR350 5 days

Technical topics in Human Resources

HR530 3 days

CATS The Cross Application Time Sheet

CA500 2 days

Benefits AdministrationHR325 3 days

© SAP AG 1999

Human Resources 4.6 (2)

Level 3Level 2

Human Resources Essentials I

HR051 1 day

Human Resources Essentials II

HR052 2 days

Human Resources Essentials III

HR053 2 days

Please note our country specific curriculum and our curriculum for release 4.6B.

Note:

Payroll Configuration

HR400 5 days

Introduction to Payroll

HR390 2 days Configuration ofMaster Data

HR305 3 days

Incentive wages

HR490 4 days

© SAP AG 1999

Course Prerequisites

Essential: HR050 Human Resources

Recommended: HR305 Configuration of Master Data

© SAP AG 1999

Target Group

Audience:Human Resources Project Team Members

Human Resources Consultants

Duration: 3 days

(C) SAP AG HR505 1-1

© SAP AG 1999

Course Overview

Course Goals

Course Objectives

Course Content

Course Overview Diagram

Main Business Scenario

Contents:


© SAP AG 1999

Course Goals

Apply the functionality of the Organizational Management Module.

Configure the Organizational Management Module

This course will prepare you to:


© SAP AG 1999

Course Goals and Objectives (1)

This course will enable you to:

Explain the functions of OrganizationalManagement

At the conclusion of the course, you willbe able to:

Describe the organizational plan conceptMaintain the organizational plan in

Simple MaintenanceStructural GraphicsDetail Maintenance


© SAP AG 1999

Course Goals and Objectives (2)

Maintain matrix organizationsStart reports in the Human ResourcesInformation System (HRIS)Configure the functions and interface of Organizational Management to suit your company‘s requirements (customizing).


© SAP AG 1999

Course Content

Unit 6 Matrix Organizations and General Structures

Unit 7 Evaluations and Reports

Unit 8 Manager’s Desktop

Unit 9 Customizing Organizational Management

Unit 10 Integration Points and Technical Settings

Unit 1 Course Overview

Unit 2 Concepts of Organizational Management

Unit 3 Simple Structures in Organizational Management

Unit 4 The Organization and Staffing Interface

Unit 5 Expert Mode

Preface

Appendices


© SAP AG 1999


Course Overview

Evaluations and Reports

Manager’s Desktop

Customizing Organiza

tionalManage

ment

MatrixOrganizations and General Structures

Integration Points and Technical Settings

The Organizationand Staffing Interface

Simple Structures in OrganizationalManagement

Concepts ofOrganizational

Management

Expert Mode


© SAP AG 1999

Main Business Scenario

Your company is implementing the HR System. You are responsible for setting up the organizational plan in the system.

You want to obtain an overview of the different options the Organizational Management module offers for creating structures in the system.

You want to create your company’s organizational plan in the system.


© SAP AG 1999

Concepts of Organizational Management

General concepts and structures

Contents:


© SAP AG 1999

Concepts of Organizational Management: Unit Objectives

Describe the the general concept and function of organizational plans.

Explain the methodologies used inorganizational management.

Describe the integration of OrganizationalManagement.

List the most common objects and relationships used in organizational management.

Describe the different attributes of organizational management objects.

At the conclusion of this unit, you will be able to:


© SAP AG 1999


Course Overview


Manager’s Desktop


tionalManage

ment






Management

Expert Mode


© SAP AG 1999

Concepts of Organizational Management: Business Scenario

Your company is implementing SAP’s HR module. You are responsible for depicting the organizational plan in the system.


© SAP AG 1999

Organizational Management: Introduction

A complete model of the organizational and reporting structures

Views specific to time period selected

Flexible to evaluate and analyze

A means of planning organizational change

A basis for the installation or use of othercomponents such as: Personnel Development, Compensation Planning and Workflow

Using Organizational Management, you can create a complete model of the organizational and reporting structures of your enterprise for a specific time period.

You can obtain an overview of the current status of your organizational and reporting structures at any time using a number of methods.

You can plan and simulate future scenarios using Organizational Management. Organizational Management provides a basis for other Human Resources components, as well as cross application components (Workflow, for example).


© SAP AG 1999

Present Future

Organizational Management enables you to get a clear picture of your organization in the past, present,

and future. Using this information, you can prepare forand react to future HR requirements and changes.

Methodology - Planning

An enterprise’s organizational structure is displayed on the left side of the graphic as it currently exists. Using the Organizational Management application component, any type of enterprise restructuring or reorganization can be planned and then reproduced in the system.


© SAP AG 1999

Methodology - Object-Oriented Design

Organizational Management is based on the creationand use of organizational objects.

There are relationships between these objects.

Additional characteristics may be maintained forobjects you create.

Objects

Relationships

Characteristics

Manages

Describes

Reports to

Is subordinate to

And so on...

Organizational Management is based on the concept that each element in an organization represents a stand-alone object with individual characteristics. These objects are created and maintained separately, then linked together through relationships, such as those indicated above, to form a network which has the flexibility to handle human resource, forecasting, and reporting.

You can also create additional characteristics for objects. This provides additional information for other components, evaluations and so on.

All object characteristics (existence/relationships/characteristics) are maintained in infotypes.


© SAP AG 1999

Methodology: Multiple Structures

Structural model of the Organizational based on the tasks, responsibilities, and functions of company

Structural model of the Organizational based upon financial accoutability or geography

Model of the reporting structure

Model of alternate reporting structures

The organizational plan enables you to create a model of the structure of your company based on the tasks and functions carried out. You decide which areas you want to include.

As well as a one-dimensional hierarchical organizational plan, you can also create a multi-dimensional matrix organization.


© SAP AG 1999

Plan versions are used to display and maintain organizational plans in different scenarios

PV

Plan VersionPlan VersionPlan version text

.:

00

01

AS

DS

FY

TP

25

Current plan

Acquisition scenario

Downsizing scenario

Fiscal year-end scenario

Performance plan

Plan version 25

Planversion

code

Methodology: Plan Versions

You can maintain any number of plan versions. Plan versions allow you to create several organizational plans in the system at the same time. You can simulate and compare various scenarios using plan versions.

One of these plan versions represents the active organizational plan, and is flagged as the active integration plan version.

Plan versions exist independently of each other. They can be created as copies of the original plan, which you then change and re-evaluate without modifying the valid plan.

(C) SAP AG HR505 2-10

© SAP AG 1999

Object Types

Object typesObject types Object type keysObject type keys

Organizational Management is based on objectsand relationships. In Human Resources, there are five basic object

types, each with its own object type key

Organizational unitsJobsPositionsCost CentersPersons

OCSKP

An organizational plan can be made with many object types, although the five basic object types are the building blocks. Organizational units O Jobs C Positions S Cost centers K Persons P

Persons hold positions that are defined by jobs and assigned to organizational units and cost centers.

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Executive Board

FinanceHuman Resources

BenefitsPayroll A/P A/R Audit

Organizational unitsdescribe the various units in your enterprisethat are usually structuredaccording to tasks and functions.Multiple organizationalunits and theirhierarchical relationships form an organizational structure.

Object Types: Organizational Units

Organizational Unit: Object type 'O ’

Organizational units are units of your company that perform a function. According to how tasks are allocated in your company, these can be departments, groups or project teams, for example.

Organizational units are not the same as other enterprise units, such as personnel area, company code and so on. These are used to model structures in Personnel Administration or Payroll Accounting, for example.

You create the organizational structure of your company by relating organizational units to one another. These relationships may be in the form of a hierarchy or a matrix.

This organizational structure is then the basis for the creation of an organizational plan.

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Object Types: Jobs

Examples:ManagerBuyerSecretary

Position:Manager - Sales

Position: Manager -Purchasing

Position:Manager - HR

Job:Manager

Jobs are general classifications for setsof tasks or functions that an employee is required to perform.

When creating an organizational plan, jobshelp you to create positions --further specifications within the organization.

Job: Object type 'C ' (Classification)

Jobs are general classifications for sets of functions (Manager, for example). Jobs are assigned tasks and characteristics, which are then inherited by positions. In this way, they help you to create positions.

When you create jobs, they are listed in a job index. A job index is a list of jobs maintained for an enterprise.

If you create a new position (Manager of US sales office, for example), this must be related to the corresponding job. A job describes a position. Through this relationship, the position automatically inherits the tasks and characteristics assigned to the job. This significantly reduces data entry time, as tasks and characteristics do not have to be assigned to each position separately.

Specific tasks and characteristics can also be assigned directly to positions. Jobs are also used in the following components:

Shift Planning Personnel Cost Planning Career and Succession Planning

(C) SAP AG HR505 2-13

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Object Types: Positions

Examples:

Position:Manager - Sales

Position: Manager -Purchasing

Position:Manager - HR

Positions are specific toyour organization.

Each position is typicallyoccupied by one employee.A position can, however, be filled by more than oneemployee.

Positions are specifications tiedto organizational units and areheld by individuals in your enterprise.

Position: Object type 'S' (Specification)

Positions are concrete and are occupied by holders (employees or R/3 users). Positions differ from jobs in that they are a more specific entity and are usually attached to organizational units. A job describes a position but it exists as a general unattached entity. A typical job in an enterprise is a “manager”. However, when this job is used to create a position, it can become a Marketing manager, Sales manager, Human Resources manager etc.

Positions can be 100% filled, partially filled or vacant. One position may also be shared by several employees, each working less than full time. For example, two employees can hold 60% and 40% of one position.

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Object Types: Cost Centers

Human Resources

BenefitsPayroll

Cost Center 1000

Cost Center 2000

Cost Centers can be related to organizational unitsand positions.

The relationship between organizations and costcenters are hierarchically inherited along the structure.

Position:Manager - Benefits

Cost Center: Object type 'K '

Cost centers are maintained in Financial Accounting and can be linked to either Organizational Units or Positions.

Cost Center assignments are inherited along the organizational unit structure.

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Object Types: Persons

Personal Information

Organizational Assignment

Planned Working Time

Basic Pay

Address

Personnel Administration

Persons are objects that hold positionswithin the organizational structure.Additional information for persons ismaintained in Personnel Administration.

Person: Object type 'P '

Persons generally represent employees in your company and hold positions in Organizational Management.

Person characteristics are maintained in Personnel Administration and are linked to a organizational plan through their position assignment.

Infotype 0001 (Organizational Assignment) in Personnel Administration contains the position assignment and, if integration is active between Organizational Management and Personnel Administration, the defining Job and Organizational Unit and Cost Center assignment.

A view of Organizational Management can be accessed from (Organizational Assignment infotype 0001) in Personnel Administration.

Other Defaults in Personnel Administration employee maintenance can be derived from Organizational Management data such as planned compensation, employee groupings and account assignment.

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Other Object Types: Tasks

Tasks describe theresponsibilities of jobs and positions.

Job:Manager

Position 1:Sales Manager Position 2:

Line Manager

ManagesdepartmentCoordinates meetings

Determines sales quotas

Maintainsproduction schedules

Task: Object type 'T '

Tasks can be classified under the following aspects: as workflow components to monitor cross-application processes/ as personnel management tools, to describe jobs and positions

For personnel management purposes, tasks are individual duties and responsibilities that must be undertaken by employees.

Examples of tasks: Answering the telephone, developing marketing material, selecting employees. You can create single tasks or task groups. Single tasks are individual activities, task groups are activities that are routinely performed together. All tasks are contained in a task catalog. The task catalog lists all tasks that exist in a particular period. The catalog also displays the relationships that exist between different tasks, as long as task groups are defined.

If you plan to relate tasks to positions, you should first relate the tasks that all positions have in common to the corresponding job. When you create a position based on a job, the tasks will then automatically be transferred to the position. If you assign the same tasks to different jobs, you can use different weightings, which gives you more information when analyzing job descriptions.

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Other Object Types: Work Centers

Attributes:RestrictionsHealthexaminations

Work centers describe thephysical locations wheretasks are performed.

Examples:Word processing,21st floorWelding workplace,Plant A

Work Center: Object type 'A '

Work centers are the specific physical locations where tasks are carried out. A work center can represent anything as general as a geographical location, such as the Philadelphia branch office, or they can be very precisely defined, such as a particular workstation with specific equipment in a specific building (this may make sense in a factory, or plant, for example).

Several positions may share one work center. For example, the reception desk may be shared by a number of different employees during the day working different shifts.

When you have created work centers, you describe their attributes, such as certain health requirements or physical restrictions limiting the group of employees that may work there. You may define restrictions or you might specify certain examinations that have to be completed at regular intervals.

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Other Object Types

Qualifications: Object Type Q Personnel Development--Assigned to Persons, Jobs and Positions

Budgets: Object Type BU Compensation Management--Assigned to Organizational Units

Object Type

OCSPKTAQ

BU

Name

Organizational unitJobPositionPersonCost CenterTaskWork CenterQualificationBudget

Other object types such as Qualifications or Budgets can be used in Organizational Management to further define the organizational plan.

Some object types are not applicable in Organizational Management though they are defined in the same tables as the Organizational Management objects.

For example: Object types D, E, F & G are similar in nature to Organizational Management object types, but are only applicable to Training and Events Management.

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Position

Cost Center

Work Center

Person/User

Task

OrganizationalUnit belongs to

incorporates

incorporates

belongs to

Holder

occupies

describes

is described by

describes

is describedby

Cost Center Allocation

describes

is described by

Cost CenterAllocation

reports to/is line supervisorof

Job

Object Relationships: Data Model

Objects are linked though relationships. Several linked objects may represent a structure.

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An organizational unit “reports to” anotherorganizational unitExample: Finance “reports to” Administration

An organizational unit “is line supervisor of”another organizational unitExample: Executive Board “is line supervisor of”Administration, Production, and Sales.

Finance

Executive Board

Controlling Personnel

Administration Production Sales

A 002

B 002

Object Relationships: Organizational Units

By creating these relationships between organizational units, you create the organizational unit hierarchy.

An organizational unit could have many subordinate organizational units, but has only one superior. Other relationships between organizational units:

- A/B003 “Belongs to/Incorporates (non-hierarchical)” - A/B066 “Reserve Pool Assignment”

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Object Relationships: Identification

Position

Job

PositionPosition

C

S SS

Org. unit

Org. unitPosition

O

S O

S PositionJobC

T TTask Task

Position

PositionPosition

S

S S

Technical identificationof relationships:

Example:

A 002B 002Direction of relationship(A or B)

Relationship type(3 digit key)

You create relationships between the individual elements in your organizational plan. There are different types of relationships as the type of connections between elements vary.

The relationships between basic object types are defined in the standard system and should not be changed.

Each standard relationship has a three-digit code. You can define your own relationships. The range AAA to ZZZ is reserved for relationships created by the customer.

Relationships between objects are reciprocal. If a job describes a position, then the position, in turn, will be described by the job. These relationships are distinguished by the identification A or B.

It is therefore, only necessary to create a relationship (through maintenance) in one direction. The inverse relationship will automatically be created by the system.

A relationship may also be one-sided. Relationships to objects of an external object type (cost center in Controlling, for example), are one-sided, that is, they only go in one direction.

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An organizational unit “reports to” anotherorganizational unitExample: Finance “reports to” Administration

An organizational unit “is line supervisor of”another organizational unitExample: Executive Board “is line supervisor of”Administration, Production, and Sales.

Finance

Executive Board

Controlling Personnel

Administration Production Sales

A 002

B 002

Object Relationships: Organizational Units

By creating these relationships between organizational units, you create the organizational unit hierarchy.

An organizational unit could have many subordinate organizational units, but has only one superior. Other relationships between organizational units:

- A/B003 “Belongs to/Incorporates (non-hierarchical)” - A/B066 “Reserve Pool Assignment”

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A job “describes” a position.

A position “is described by”a job

Administrative Assistantfor Marketing Department

Administrative Assistant for Executive Board

Administrative Assistant for Research Department

Job:Administrative

Assistant

A 007

B 007

Object Relationships: Jobs and Positions

When a position is described by a job it will inherit certain characteristics of the job such as associated tasks.

A job may describe several positions and a position may be described by several jobs. Job objects are best used as general classifications of positions that are more specific. Note: A person or user may not 'hold' a job, only a position.

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Object Relationships: Organizational Units and Positions

A position “belongs to”an organizational unit

An organizational unit“incorporates” a position

A 003

B 003

Positions are related to organizational units in the organizational plan. They will inherit certain characteristics of the organizational unit such as cost center assignment.

When a person holds a position, they will also inherit the characteristics of the position and related organizational unit.

Other relationships between Organizational Units and Positions: - B012 “Is managed by” - B070 “Responsible for Cost Plan” - A290 :has posting authorization”

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Object Relationships: Positions

A position “reports to” another position.Example: The position Payroll Administrator“reports to” the Payroll Manager.

A position “is line supervisor of” another positionExample: The Payroll Manager “is line supervisor of”the Payroll Administrator.

PayrollAdministrator

Payroll Manager

Reports to

Is line supervisorof

A 002

B 002

The relationships between positions form a reporting structure, which can be evaluated separately from the organizational structure.

In some organizations, the reporting structure is based on the assignment of positions to organizational units. In this case, you do not need an additional reporting structure.

If the actual reporting structure of your enterprise differs from the reporting structure based on the organizational structure, you can model it with these relationships.

Other relationships between positions: - A/B004 “Is subordinate to (disciplinary)/Is disciplinary supervisor of” - A/B005 “Is subordinate to/Is supervisor of” - A/B210 “Substitutes with profile/Substitutes with profile” - A/B311 “Substitutes for/Is substituted by”

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PersonPosition

A position is assigned to a personas the “holder”

A person is the “holder” of a position

B 008

A 008

A 008

B 008

Object Relationships: Positions and Persons

The position is the object that links persons or users to the organizational plan. A person will inherit characteristics from the position or other objects related to the position as defaults. This is a valuable benefit during the hiring of employees.

A position may be held by more than one person or user or both and a person may hold more than one position. Business requirements should be considered when evaluating this option.

Some of the other relationships between Positions and Persons: - A/009 “Successor” - A010 “Substitute” - B037 “Designated as successor” - B038 “Is a potential of” - B042 “Is an interest or preference of” - B043 “Is a dislike of” - B300 “Finances”

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Object Relationships: The Organizational Plan

The relationships between the basic object types give rise to the following structures:

Org.unit

PositionEmployee

Organizationalstructure

Reporting structure

Staff assignments

Job index

Work center index

Task catalog

Task

Work cntr

JobJob

Task

Work cntr

JobJob

Task

Work cntr

JobJob

The organizational plan provides a way of representing your enterprise as a structure, and it is dynamic ---it can change as your enterprise changes. You can decide to create an organizational plan for your entire enterprise, or just a small section or department.

The Organizational Structure depicts the assignment of the organizational units to one another. You create an organizational structure by creating and maintaining organizational units, which you then relate to each other. The organizational structure is the basis for the creation of the organizational plan.

If the actual reporting structure of your enterprise differs from the organizational structure, and the relationships between positions are one-dimensional and hierarchical, you can depict them in a Reporting Structure.

Staff Assignments represent the assignment of positions to organizational units and the relationships between positions and persons. You create staff assignments by creating positions (based on jobs), assigning them to an organizational unit and allocating them a position holder.

A Job Index identifies the different jobs that exist in your enterprise. A Work Center Index identifies the different work centers that exist in your enterprise. A Task Catalog contains the tasks that are performed by employees at your enterprise. The catalog also identifies task groups, made up of tasks that are routinely performed together. You create a task catalog by creating and maintaining tasks and relating them to each other.

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Once you have created the structure using objects and relationships,you can assign additional characteristics to the objects

Expected salaryVacancy

Object typePosition

Work schedule ……..

Example: Position

Object Characteristics

Additional characteristics may be in the form of other relationships to other objects, or data stored on other infotypes unique to the object.

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Object characteristics are maintained in infotypes

MaincharacteristicsMaincharacteristics

Additional

characteristicsAdditional

characteristics

Examples

Examples

Object

Relationship

Organizational unit, position, job

belongs to, reports to

Description

Work schedule

Cost planning

Address

General text

Planned working hours

Cost elements

First address, second address

Object Characteristics: Infotypes

Objects consist of three components: The first component is the ID number, a short and long text defining the existence of the object The second component is the structural relationship or relationships between the object and other objects

The third component is the object characteristics. All these object characteristics (existence/relationships/additional characteristics) are created as infotypes.

You can define particular characteristics for an object in each infotype. Some infotypes can be maintained for all object types, the object and relationship infotypes, for example, others are only relevant for particular object types. The vacancy infotype is only relevant for positions, for example.

Not all infotypes are absolutely necessary. However, they can provide important information on objects.

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Object Characteristics: Object ID

When an object is created, an object ID must be assigned.Internal number assignment:automatic allocation of object ID by the systemExternal number assignment:allocation of object ID by an administrator

Number ranges:

Organizational Unit: Administration 50010407

Type From number To number Current number Ext.

EX 00000001 49999999 X

IN 50000000 99999999 50010406

Every object must be allocated an object ID. The object is identified by a combination of plan version, object type and object ID.

Object IDs are numeric. They may not be alphanumeric. There are two types of number assignment:

Internal assignment - the system automatically allocates the object an object ID from the corresponding number range.

External assignment - the user enters the object ID. You maintain number ranges for object IDs in Customizing. Number ranges for internal number assignment are indicated by the letters “IN”. Number ranges for external number assignment are indicated by the letters “EX”“.

As the Matchcode is available, it is not generally necessary to enter meaningful numbers. SAP recommends the use of the internal number assignment.

Using the Matchcode, you can access structural information, or short or long texts. Note: The name of the object is not part of the Object key. This allows the same object number to be maintained in several languages.

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Approved

ActiveRejected

The status feature allows the object to go through a status cycle.

Planned

Submitted

Object Characteristics: Status

The status feature allows the planning process to be streamlined from within your planning department. Plan versions can be put through a life-cycle process to eventually be accepted or rejected.

Every infotype is assigned a status: Active status indicates that an object or infotype record is currently operable. Planned status indicates that an object or infotype record is proposed, but not currently operable. Submitted status indicates that an object or infotype record has been submitted for review and subsequent approval/rejection, by a person or group of persons at your firm.

Approved status indicates that an object or infotype record, which has previously been submitted for review, is accepted or authorized.

Rejected status indicates that an object or infotype record, which has previously been submitted for review, is rejected or turned down.

Objects can be created in either planned or active status. You must assign a status to every object or infotype record that you create. You do not, however have to use all the statuses. Many users use only the active status.

The report RHAKTI00 lets you change the status of several objects at the same time.

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Object Characteristics: Validity Dates

Each infotype record uses a start and end date to identify the validity

of the infotype data

Validity dates:Allow you to definethe life span of an object or object characteristicIdentify changes to your organizationwhile retaininghistorical dataAllow you to evaluate the organizationalstructure on keydatesHR DevelopmentPersonnel Department

Jun 19, 1998 Oct 21, 1999 Dec 31, 9999

Change name of org. unit

Personnel Department

Organizational Assignment Infotype

Warning: Record valid from Jun 19, 1997 - Dec 31, 9999 is delimited.

Validity dates determine the life-span of an object. You must assign a validity period to every object and every infotype record that you create. By doing this, you can depict all changes that take place in your company. In this way, you obtain a dynamic view of your enterprise.

Validity dates enable the user to evaluate certain key data or specific time periods from the past, present or future. The data is selected according to the designated time period.

The validity of an object’s relationships and attributes can only exist within the life-span of the object which is defined in the Object infotype (1000). If an object is delimited, all of the object’s relationships and attributes are automatically delimited. Related objects are be unaffected.

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Infotyp 1000 Object: DisplayInfotype Edit Goto Extras Utilities System Help

Organizational unit

to 31.12.9999

Object

Object abbr.

Object name

Language key

HR Adm.


EN English

Rec. 1 of 1

Validity

Planning Status

01.01.1999

Active

HR Adm.

Change information

Each infotype uses a start and end date to identify the infotype’s

validity period.

Validity dates:Allow you to definethe life span of an object or object characteristicIdentify changes to your organizationwhile retaininghistorical dataAllow you to evaluate the organizationalstructure on keydates

Object Characteristics: Validity Dates

Validity dates determine the life-span of an object. You must assign a validity period to every object and every infotype record that you create. By doing this, you can depict all changes that take place in your company. In this way, you obtain a dynamic view of your enterprise.

Validity dates enable the user to evaluate certain key data or specific time periods from the past, present or future. The data is selected according to the designated time period.

The validity of an object’s relationships and attributes can only exist within the life-span of the object which is defined in the Object infotype (1000). If an object is delimited, all of the object’s relationships and attributes are automatically delimited. Related objects are be unaffected.

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Information must exist for the entire life cycle of the objectbut can be changed.Class 1Class 1

Information is optional but can exist only once within auser-defined period.Class 2Class 2

Information is optional, and many data records can exist simultaneously within a user-defined period.Class 3Class 3

Information is optional, and the number of data records thatcan exist within a user-defined period is dependent on the type of target object.

Class 3dependent

on target

object type

Class 3dependent

on target

object type

Object Characteristics: Time Constraints

Time constraints are used by the system to guarantee the integrity of data. You use time constraints to control system reactions according to company-specific requirements. If you want to let positions report to a number of superiors, you can set up the time constraint to allow several relationships to exist simultaneously.

Example of class 1: An object must have a short name stored for it. This information must exist uninterrupted, but can be changed.

Example of class 2: A position can have a number of Vacancy infotype records assigned for different periods.

Example of class 3: The Sales department can be related with a number of positions simultaneously.

Example of class 3 with additional condition: A position can be described by only one job but by a number of tasks.

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Organizational Management Integration

Capacity Planning

Recruitment

Shift Planning

Training and Event ManagementOrganizational

Management

Personnel Development


Personnel CostPlanning

Workflow

Project Systems


Manager’s Desktop

Cross Application Timesheet

The Organizational Management component is an integral part of the R/3 System and interfaces with the other components named above, in some cases, it is a prerequisite for using the component properly and completely.

Integration between HR Master Data and Organizational Management is useful when you are carrying out organizational assignments. Vacant positions in your organizational plan trigger a Recruitment process.

Using the Personnel Development component, you can plan and carry out training and job-related activities which provide individual professional development for your employees. Training and Event Management enables enterprises to organize and schedule training events and conventions. Employees and organizational units, for example, can be booked as internal attendees.

The Workflow component automates business processes, tasks are given to the right person at the right time. Compensation Management incorporates all functions necessary for the administration of compensation (for carrying out

payroll, for example). The Personnel Cost Planning component is a planning tool used to project personnel costs on the basis of existing and planned

organizational units. Shift Planning is used to schedule the optimum number of appropriately qualified personnel on the basis of job requirements.

Capacity Planning is a Logistics component which is used to schedule persons on the basis of their availability and qualifications to complete work for specific work centers.

The Human Resources Information System (HIS) enables you to perform simplified reporting for employee data in the organizational plan. Manager´s Desktop is designed for the daily tasks of managers and supports them in their administrative as well as strategic tasks.

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Describe the the general concept and function oforganizational plans.

Explain the methodologies used inorganizational management.

Describe the integration of OrganizationalManagement.

List the most common objects and relationships used in organizational management.

Describe the different attributes of organizationalmanagement objects.

You are now able to:

Concepts of Organizational Management: Unit Summary

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Exercise Data Sheet Key to Icons in Exercises and Solutions

Exercises

Solutions

Objectives

Business Scenario

Hints and Tips

Warning or Caution

Data Used in Exercises Type of Data Data in Training System Group number (##) 00-20

Employees David Grecco 505991##

Donna Moore 505993##

Year (YYYY) Current year

Company code CABB

Personnel area CABB

Personnel subarea 0002 Purchasing

Employee subgroup X0 or X1

Organizational Unit 00 - XYZ

Organizational Unit ##-Human Resources

Organizational Unit ##-Benefits

Organizational Unit ##-Compensation

Job Analyst

Position ##-Benefit Analyst

Position ##-Compensation Analyst

Job Manager

Position ##- Compensation Manager

Job Supervisor

Position ##-Compensation supervisor

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Cost Center 4711 or 4712

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Concepts of Organizational Management Exercises

Unit: Concepts of Organizational Management Topic: General Concepts and Structures

At the conclusion of this exercise, you will be able to:

• List the most common object types and relationships used in Organizational Management.

• Describe Organizational Management methodologies.

Before creating an organizational plan directly in SAP, one must decide how the Organizational Management objects and relationships will best represent the structure of the enterprise.

1-1 Organizational Management Objects

1-1-1 List the five basic object types in Organizational Management.

1-1-2 List the common relationships that exist between these objects.

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1-1-3 What are the mandatory characteristics of an object?

1-1-4 List the four kinds of time constraints and a brief description.

1-2 Organizational Management Methodologies

1-2-1 Explain possible uses for multiple plan versions.

1-2-2 How many plan versions may be integrated with other SAP modules?

1-2-3 What are the five planning statuses?

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Concepts of Organizational Management Solutions

Unit: Concepts of Organizational Management Topic: General Concepts and Structures

1-1 Organizational Management Objects

1-1-1 List the five basic object types in Organizational Management.

O - Organizational Unit

S – Position

C – Job

K – Cost Center

P – Person

1-1-2 List the common relationships that exist between these objects.

Organizational Units ‘report to’ and ‘line supervise’ Organizational Units, ‘incorporate’ Positions and Cost Centers.

Positions are ‘incorporated’ into Organizational Units, are ‘described’ by Jobs, ‘held’ by Persons and/or Users and ‘incorporate’ Cost Centers. (Optional: ‘incorporate’ Work Centers and are also ‘defined’ by Tasks.)

Jobs ‘describe’ Positions. (Optional: ‘defined’ by Tasks)

Cost Centers are EXTERNAL and therefore do not have relationships themselves.

Persons ‘hold’ Positions.

BONUS: Positions, Jobs and Persons can all have relationships to Qualifications. Organizations can have relationships with Budgets.

1-1-3 What are the mandatory characteristics of an object?

Object ID Number

Object Name and Abbreviation

Planning Status

Optional: Plan Version, Begin Date, End Date, Object Type

1-1-5 List the four types of time constraints.

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Must exist always during the life of the object.

Must exist, but can be changed during the life of the object.

May or may not exist, but exist only once within a time period.

May exist multiple times within a time period.

(BONUS: can also be dependent upon the type of object in a relationship)

2 Organizational Management Methodologies

1-2-4 Explain possible uses for multiple plan versions.

Integrated plan version.

Re-Organization plan version

Acquisition plan version

1-2-5 How many plan versions may be integrated with other SAP modules?

One.

1-2-6 What are the five planning statuses?

Active

Planned

Submitted

Approved

Rejected


© SAP AG 1999

Creating simple structures in Organizational Management

Simple Structures in Organizational Management

Contents:


© SAP AG 1999

List the relationships between the basicorganizational management object types.

Explain relationship inheritance, validity and time constraints.

Describe the objects and relationships that comprise an organizational plan.


Simple Structures in Organizational Management: Unit Objectives


© SAP AG 1999


Course Overview


Manager’s Desktop


tionalManage

ment






Management

Expert Mode


© SAP AG 1999

Simple Structures in Organizational Management: Business Scenario

After the planning phase, you need to set up your company data , depicting individual departments hierarchically in the organizational plan. You also need to establish a reporting structure between positions.


© SAP AG 1999

The Tree Structure

OBJECT OBJECT

OBJECT

ROOTOBJECT

OBJECT

Relationship

Examples: 002, 003

Top Down ‘B’

Example: B003Bottom Up ‘A’

Example: A003

Objects in the tree structure are related to one another via different variations of the same relationship. For example: a position related to an organizational unit would have a 'A003' for the organizational unit maintained (bottom up), and the organizational unit would have a 'B003' for the position maintained (top down).


© SAP AG 1999

Simple Structures

Organizational Unit50001111

(Human Resources)


(Compensation)


(Training Department)

Object type Relationship Object Type

O A/B 002 OO A/B 003 SS A/B 008 PC A/B 007 SK A 011 OK A 011 SS A/B 002 S

Job

PositionPosition

Cost Center

OrganizationPosition

Type ID Relationship Type ID

O 50001111 B 002 O 50002222

O 50001111 B 002 O 50003333

O 50002222 A 002 O 50001111

O 50003333 A 002 O 50001111

The relationships between the organizational units can be viewed as table entries. We see that the parent organizational unit has two entries: one 'B002' for each of the subordinate organizational units.

All relationships between internal objects are stored for each object. External objects, such as cost centers and users do not store this data, so the relationship data will only exist on one object.


© SAP AG 1999

Position

Simple Structures: Additional Relationships

Organizational Unit

Organizational UnitOrganizational Unit

PositionPosition Position

Chief Position Assignment012: Manages / is managed by

Reporting Structure002: Reports to / is line supervisor of

Additional relationships may exist though not seen in a current view. For example: the relationship between a position and an organizational unit that defines the position as the manager of the organizational unit (A/B 012) may appear as an ICON.

The reporting structure, if maintained independently of the organizational structure, will need to be viewed separately.


© SAP AG 1999

Validity Dates

RELATIONSHIP

Jan 1,1999 - Jun 1, 1999

Relationships between objectsmay only exist during a period when

both objects are valid

Relationships between objectsmay only exist during a period when

both objects are valid

OBJECT “A” Dec 1, 1998 Jun 1, 1999

OBJECT “ B” Jan 1, 1999 12/31/9999

A relationship may only be valid between objects when the objects themselves are valid.


© SAP AG 1999

Inheritance

Some relationships are inherited from the relationships of parent objects

Job

PositionPosition

Task

Task

Task

Cost Center

OrganizationalUnit

OrganizationalUnit

OrganizationalUnit

Organizational Units will inherit the CostCenter assignment of their parentorganization in the absence of their own assignment.

Positions will inherit the Tasks related to the Job that describes them. Positionsmay also have direct relationships to tasksin addition to the inherited tasks.

Routines in SAP will capture characteristics of an object from other objects that are related to it. This is common with cost assignment of Personnel Administration, Recruitment and Career & Succession Planning.

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Relationship Time Constraints

Relationship Time Constraint: 2

Relationship Time Constraint: 3

C S

S

S OBelongs to

Describes

Position Organizational Unit

Job Position

Position

Time constraints control how objects are related to one another. Time Constraint 1 - Information must exist for the entire life cycle of the object but can be changed. Time Constraint 2 - Information is optional but can exist only once within a user-defined period. Time Constraint 3 - Information is optional, and many data records can exist simultaneously within a user-defined period.

Time Constraint 3 dependent on target object type-- Information is optional, and the number of data records that can exist within a user-defined period is dependent on the type of target object.

Examples: Positions can be related to one organizational unit. Jobs can describe many position, but a position may only be described by one job Time constraints for the same relationship may also be different depending on the object type.

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The Organizational Plan

Cost Center

Position

Organization

Person

Job

The basic object types, related to one another, produce an organizational plan.

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List the relationships between the basic organizational management object types.

Explain relationship inheritance, validity and time constraints.

Describe the objects and relationships that comprise an organizational plan.


Simple Structures in Organizational Management:Unit Summary

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Simple Structures in Organizational Management Exercises

Unit: Simple Structures in Organizational Management Topic: Object Types and Relationships


• Illustrate the relationships between the basic Organizational Management object types.

The organizational plan is comprised of many different objects and relationships. Breaking down the plan into more simple structures will facilitate effective comprehension and maintenance.

1-1 Organizational Management Objects and Relationships

2-1-1 Connect the following objects via a valid relationship.

Object Relationship Object

O A/B 007 C

S A/B 003 P

O A 011 S

O A/B 002 O

S A/B 008 K

2-1-2 Can a person hold a job in Organizational Management?

2-1-3 What are the objects and relationship involved with the Chief Position?

2-1-4 What are the differences in a separately maintained reporting structure?

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2-1-5 In a simple Organizational Unit Structure, the parent Organizational Unit has a relationship to cost center 1000. Of the two subsidiary Organizational Units, subsidiary 1 has a relationship to cost center 2000 and subsidiary 2 has no cost center relationship.

What cost center would positions under the parent Organizational Unit inherit?

What cost center would positions under subsidiary Organizational Unit 2 inherit?


1-2 Validity dates and time constraints

1-2-7 In the standard SAP system what are the time constraints of the following objects and relationships?

P A008 S

O B003 S

O A002 O

C A007 S

Bonus

K B011 O

1-2-8 If an Organizational Unit was valid since 01/01/1999 and a Position was valid since 06/01/1999, from what date can that Position be related to the Organizational Unit?

1-2-9 If the organizational plan was maintained on 06/01/1999 in order to add new positions effective on that date, can a person be hired into those positions on 03/01/1999?

What about 09/01/1999? 09/01/2000?

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Simple Structures in Organizational Management Solutions

Unit: Simple Structures in Organizational Management Topic: Object Types and Relationships

1-1 Organizational Management Objects and Relationships

2-1-6 Connect the following objects via a valid relationship.

Object Relationship Object

O A/B 007 C

S A/B 003 P

O A 011 S

O A/B 002 O

S A/B 008 K

2-1-7 Can a person hold a job in Organizational Management?

No. Only a position.

2-1-8 What are the objects and relationship involved with the Chief Position?

Organizational Unit A/B 012 Position

2-1-9 What are the differences in a separately maintained reporting structure?

A reporting structure that is separate from the organizational structure (which represents positions in an organizational unit report to the chief position of the organizational unit, or in its absence, the chief position of the parent organizational unit) relies upon relationships of A/B 002 between positions to form a hierarchical structure. This structure can be evaluated separately from the organizational structure.

2-1-10 In a simple Organizational Unit Structure, the parent Organizational Unit has a relationship to cost center 1000. Of the two subsidiary Organizational Units,

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subsidiary 1 has a relationship to cost center 2000 and subsidiary 2 has no cost center relationship.

What cost center would positions under the parent Organizational Unit inherit?

1000


1000


2000

1-2 Validity dates and time constraints

1-2-10 In the standard SAP system what are the time constraints of the following objects and relationships?

P A008 S 3

O B003 S 3

O A002 O 2

C A007 S 3

Bonus

K B011 O Does not exist! (external!)

1-2-11 If an Organizational Unit was valid since 01/01/1999 and a Position was valid since 06/01/1999, from what date can that Position be related to the Organizational Unit?

06/01/1999

1-2-12 If the organizational plan was maintained on 06/01/1999 in order to add new positions effective on that date, can a person be hired into those positions on 03/01/1999?

NO

What about 09/01/1999? YES 09/01/2000? YES


© SAP AG 1999

Creating, displaying and maintaining the organizational plan with the Organization and Staffing Interface.

The Organization and Staffing Interface

Contents:


© SAP AG 1999

Describe the functionality of the Organization and Staffing Interface.

Create, display and maintain the basic object types and relationships used in an organizational plan.


The Organization and Staffing Interface:Unit Objectives


© SAP AG 1999


Course Overview


Manager’s Desktop


tionalManage

ment






Management

Expert Mode


© SAP AG 1999

Your company Caliber A Bicycle Company is in the process of implementing the HR system.

As a result the company is undergoing some organizational changes. You will need to use the Organization and Staffing interface to to create, display, and edit the organization’s plans.

The Organization and Staffing Interface:Business Scenario


© SAP AG 1999

Highlights

Ease of use.

Ability to view the entire organizational plan.

Access to most of the functionality the Organizational Management system.

Usability is the goal of the Organization and Staffing Interface functionality. The interface is divided into 4 work areas for a complete view of the organizational plan. Most of the Organizational Management functions can be performed with this interface.


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Navigation Overview

Search area: Finding objects

Selection area: Selecting objects

Detail area: Displaying/ maintaining object characteristics

Overview area: Displaying/ maintaining object environment (structures)

Menu: Settings and commands

The Search Area: Use matchcode and other selections to locate objects such as Organizational Units, Persons, Jobs, Positions, Tasks and Users.

The Selection Area: From the results obtained from a search, select an object to be used in the Overview and/or Detail areas.

The Overview Area: View the Organizational Unit Hierarchy or Staffing assignments of an Organizational Unit.

The Detail Are: Maintain object characteristics and attributes.


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ICONS

Period

Exiting within period

Entering within period

View as a Organizational Structure

One level higher in hierarchy

Scroll up in range

Scroll down in range

Move 1 screen back

Move 1 screen forward

Column configuration

Hide detail

Show detail

UNDO!

Organizational Unit

Create Organizational Unit

Occupied Position

Occupied Position by >1

Create Position

Vacant Position

Unoccupied (but not vacant)

Chief Position

Obsolete Position

Person

User

Job

Task

Icons are pictorial representations of objects or functions.

Icons are small colored bitmaps that appear either instead of, or together with, the texts of control elements like pushbuttons, radio buttons and checkboxes.

In contrast to symbols, icons are of fixed size. There are actually two sizes which are selected automatically depending on the font size.


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Search Area

Use the search area to locate objects. Search also via relationships with other objects and store results as ‘favorite’ variants.

In the Search area you can find one or more objects, which you want to display or edit, for example:

• a complete organizational structure

• all objects of a certain object type, positions, for example

• one or more objects of a certain object type, for example, a particular organizational unit


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Selection Area

Results of search appear here for selection. Double-click desired object to bring it into Overview Area.

The objects found will be listed in the Selection area. To select one of these objects you can:

• Double click on it, if you want to display the object itself including its environment in the overview area and its characteristics in the detail area.

• Click on it once, if you want to assign it to another object using drag & drop, you can assign a position to an organizational unit, for example.

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Overview Area

View in either list mode or as a tree structure. Double-click to reach further object characteristics in Detail Area.

In the Overview area the selected object including its environment is displayed:

• If you select an organizational unit, it is displayed within the organizational structure which it belongs to.

• If you select a person (employee), user or position, it is displayed within the staff assignments it belongs to.

• A job index is displayed if you select a job, this includes all positions from the last selected organizational unit, which are described by the job.

• If you select a task (or standard task, workflow task, workflow template or task group), the relevant task assignment is displayed, this shows the tasks, organizational units, positions, jobs and persons who are assigned the task.

You may also create new objects and assign existing objects to them switch between the current organizational structure (with the organizational units, which belong to it) and the staff assignments (with the employees and positions, which belong to it) using and . select another object

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Detail Area

Characteristics of the object in Overview Area can be maintained here. Tab strips identify and group similar data.

Basic Data

In the Detail area, characteristics of the selected object are displayed on tab pages. You can edit the characteristics of this object or add new ones, as required.

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Drag and Drop

Assigning objects via drag & dropAssigning objects via drag & drop

Creating a new object via buttonCreating a new object via button

You may use the drag and drop function to assign objects. This functionality allows you to complete tasks such as: assign an organizational unit to another organizational unit assigning a position to an organizational unit assigning a job to position

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Additional Features

Favorites

ICON legendStaff Assignments

Column configuration

Up one levelEditing period

Show/hide detail

Validity period

Filter

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Drag and Drop

Undo changes by choosing

Redo changes by choosing

Changes made in the Organization and Staffing Interface can be UN-DONE and RE-DONE provided the work has not yet been saved.

These functions are used for changes (not assignment) in the detail area.

For example: you have confirmed the change with Return, or, you carried out another activity after the change, chose another tab page, for example.

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Use the Organization and Staffing Interface to create, display and maintain an organizational plan.

Explain the functions of the Organization and Staffing Interface.


The Organization and Staffing Interface:Unit Summary

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The Organization and Staffing Interface Exercises

Unit: The Organization and Staffing Interface Topic: Using the Interface


• Use the Organization and Staffing Interface to create an organizational plan.

During implementation and in production, the structure of the enterprise will change and organizational plans will need to be maintained. The Organization and Staffing Interface is used to perform the tasks associated with this maintenance.

2-2 Creating an organizational plan

2-2-1 Use the diagram on the following page to create your organizational plan.

Guidelines Naming conventions:

Use your group number (##) as a prefix to all of your object names and abbreviations. (i.e. 01-Organizational Unit & 01-Position, etc.)

Object names:

Organizational Unit 1: ##-Human Resources

Organizational Unit 2: ##-Benefits

Organizational Unit 3: ##-Compensation

Position 1: ##-Benefit Analyst

Position 2: ##-Compensation Supervisor

Position 3: ##-Compensation Manager

Job 1: ##-Analyst (or an existing job)

Job 2: ##-Compensation Manager (or an existing job)

Task 1: ##-Supervise Employees (or an existing task)

Task 2: ##-Statistical Reporting (or an existing task)

Task 3: ##-Group Presentations (or an existing task)

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For persons, one person (David Grecco -505991##) will already exist. The second person you will hire as of 02/01/1999 using (Donna Moore - 505993##) as the personnel number. Be sure to use your login ID for the communications infotype (this represents the ‘user’ in the diagram.)

Be sure you are in the active plan version.

Use 01/01/1999 as the beginning date of your editing period.

Attach your Parent Organizational Unit to the “00-XYZ Corporation” Organizational Unit.

Be sure to use cost centers 4711or 4712 under company code CABB.

You may use existing Jobs and/ or Tasks or create your own.

2-2-2 Step 1: Create your Organizational Units and assign Cost Centers

2-2-3 Step 2: Create and assign Positions defined by Jobs

2-2-4 Step 3: Associate Tasks

© SAP AG 1999

Diagram 1

Organizational Unit 1

Organizational Unit 3Organizational Unit 2

Position 1

Position 3Position 2

Cost Center 2

Cost Center 1

Job 1

Job 2

Task 1 Task 2 Task 3

Person 2Person 1

User

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2-2-5 Step 4: Assign Holders (you will need to hire a Person [person 2] for Position 3)

For position 2, person 1 will already exist for your use as personnel number: 505991##, where ## is your group number.

2-2-6 Hiring a person for position 3.

Though person 1 will already exist for your use, you will need to hire a person for position 3 as you alias. This person will be used in subsequent exercises.

Use personnel action ‘HR505 Hire’ as your personnel action

Human resources personnel management personnel administration personnel actions Hire your alias as of 01/01/1999 with personnel number - 505993## where ## = your group number.

Populate all infotypes with data of your choice but be sure to use your vacant position 3 as the position in the first screen and your logon name as the value for the communications infotype.

Note: Use drag and drop to associate tasks and assign holders. Use ‘undo’ if you need to make a correction. In staff assignments, you can add Positions to your Organizational Units. Be sure to follow the guidelines.

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The Organization and Staffing Interface Solutions

Unit: The Organization and Staffing Interface Topic: Using the Interface

2-3 Creating an organizational plan

2-3-1 Using the diagram on the following page to create your organizational plan.

Guidelines Naming conventions:


Object names:

Organizational Unit 1: ##-Human Resources

Organizational Unit 2: ##-Benefits

Organizational Unit 3: ##-Compensation

Position 1: ##-Benefit Analyst

Position 2: ##-Compensation Supervisor

Position 3: ##-Compensation Manager

Job 1: ##-Analyst (or an existing job)

Job 2: ##-Compensation Manager (or an existing job)

Task 1: ##-Supervise Employees (or an existing task)

Task 2: ##-Statistical Reporting (or an existing task)

Task 3: ##-Group Presentations (or an existing task)

For persons, one person (David Grecco -505991##) will already exist. The second person you will hire as of 02/01/1999 using (Donna Moore - 505993##) as the personnel number. Be sure to use your login ID for the communications infotype (this represents the ‘user’ in the diagram.)



Attach your Parent Organizational Unit to the ’00-XYZ Corporation’ Organizational Unit.

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Be sure to use cost centers under company code CABB.

You may use existing Jobs and/ or Tasks or create your own.

2-3-2 Step 1: Create your Organizational Units and assign Cost Centers.

SAP Standard Menu Human Resources Organizational management Organizational plan Organization and Staffing Create

* Note: Make sure that the date on the upper right hand side of the screen starts from 01/01/1999 (Click on the date and preview period icon to change the date).

In the search area, search for organizational units via ‘00*’. That will bring all the ‘00*’ organizational units into the selection area.

By double clicking ‘00-XYZ Corporation’ in the selection area, the tree structure for ‘00-XYZ Corporation’ will then appear in the overview area.

Using the ‘create organizational unit’ icon, create an organizational unit under ‘00-XYZ corporation’. Double click on the new organizational unit so that it appears in the detail box. On the basic data tab in the details area, rename the ‘New org. unit’ with the name and abbreviation of your new organizational unit ‘##-___________’ (where ## = your group number). The relationship between organizational units is created automatically.

© SAP AG 1999

Diagram 1

Organizational Unit 1

Organizational Unit 3Organizational Unit 2

Position 1

Position 3Position 2

Cost Center 2

Cost Center 1

Job 1

Job 2

Task 1 Task 2 Task 3

Person 2Person 1

User

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Using the tab strips to go to the ‘Chief and Acct. Ass.t’ tab. You can then relate your new organizational unit to a cost center by placing the cursor in the field named ‘master cost center’. Press the icon to the right of the field in order to search for a cost center. Search parameters should include company code CABB.

To create subsidiary organizational units, repeat the steps above only now using your parent organizational unit as the root object in the overview area. You may add descriptions at this point in the detail area as well if you desire.

Save your Organizational Structure.

2-3-3 Step 2: Create and assign Positions defined by Jobs

With one of your organizations highlighted (marked) in the overview area, press the ‘staff assignments’ icon to display now a list of position assignments for your organizational unit.

To create a new position, press the ‘create new position’ icon and the details of the new position will appear in the detail area. The relationship to the organizational unit is created automatically. Now, double click on the position to bring it into the detail area and maintain the name and abbreviation to conform with the naming convention (i.e. ##-___________ where ## = your group number) and define it by an existing job.

Existing jobs will be prefixed with the ‘00*’ naming convention or you can create a new job by using the edit menu to ‘create jobs’. To use existing jobs, click the cursor in the job field and type 00* enter. This will bring up a menu from which you can choose a job.

Save your entries.

2-3-4 Step 3: Associate Tasks

In the detail area, click the “task” tab to select the task list for your position.

Use the search area to populate the selection area with tasks. Existing tasks will be prefixed with the ‘00*’ naming convention or you can create a new task by using the edit menu to ‘create tasks’. After the selection area is populated, you can drag and drop tasks to your position in the detail area.

2-3-5 Step 4: Assign Holders (you will need to hire a Person [person 2] for Position 3)

For position 2, person 1 will already exist for your use as personnel number: 505991##, where ## is your group number.

By going back to the ‘basic data’ tab in the detail area for your position, you can view the holder(s) for the position. Using the search area, click on ‘Person’ and search for 505991##. In the selection areas, you can drag and drop a holder

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to your position. Place your cursor on the hired employee in the selection area, right click and drag the employee into the holder box in the detail area.

2-3-6 Hiring a person for position 3.

Though person 1 will already exist for your use, you will need to hire a person for position 3 as you alias. This person will be used in subsequent exercises.

Menu path: human resources personnel management personnel administration personnel action Use personnel action ‘HR505 Hire’ as your personnel action. Your personnel area should be ‘CABB’, your employee group is ‘1,’ and employee subgroup is ‘X0.’

The from date should be 01/01/1999 and personnel number is: 505993## (## is your group number).

Execute your information by checking the execute icon.

Populate all infotypes with data of your choice but be sure to use your vacant position 3 as the position in the first screen and your logon name as the value for the communications infotype.

Create Actions Infotype: Save. Create Personal Date Infotype: You can choose your name of choice. Make sure the ‘Form of addr’ field, the ‘Last Name’ field, the ‘First Name field and the ‘Birth Date’ field are all filled in. Save.

Create Organizational Assignment Infotype: In the Enterprise structure box, make sure that ‘Subarea’ is filled in by choosing the drop down box in that field and double clicking on a selection. Save. An Organizational Assignment pop up box will appear Click the ‘no assignment’ radio button that will default 9999999 for a position. Click the ‘transfer assignment’ button on the bottom Save.

Note: Use drag and drop to associate tasks and assign holders. Use ‘undo’ if you need to make a correction. In staff assignments, you can add Positions to your Organizational Units. Be sure to follow the guidelines.


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Expert Mode

Expert Mode Interfaces

Contents:


© SAP AG 1999

Expert Mode: Unit Objectives

Describe organizational management functions using the Expert Mode interfaces.

List organizational management infotypes and the data they contain.



© SAP AG 1999


Course Overview


Manager’s Desktop


tionalManage

ment






Management

Expert Mode


© SAP AG 1999

Expert Mode: Business Scenario

You have a complete depiction of yourorganization, but now you want to create more information for the individual objects.

For example, you want all objects to receive adescription, all departments to be assigneda cost center, certain positions to be flaggedas vacant, and some departmentscharacterized as administrative departments.


© SAP AG 1999

Object Maintenance

Maintain Organizational Unit

Plan version Current planOrganizational unitAbbr.

50000609

Purch. - US

Active Planned Submitted Approved Rejected

Infotype Name

Orgnizational unit Edit Goto Utilities Settings System Help

ObjectRelationships

Description

Department/StaffAcct. Assignment FeaturesWork Schedule

Cost PlanningStandard Profiles

PD ProfilesCost Distribution

Time Period

From To

Period

Select

TodayAll

From curr. date

To current date

Current week

Current monthLast week

Last monthCurrent year

01.06.1999 31.12.9999

Infotypes are accessed directly from object maintenance. Objects in different status can be maintained.

Functions:

CreateChangeDisplayCopy

DelimitDelete

OverviewActivate

Plan version: It is important to ensure that you are working in the correct plan version at all times. The current plan version refers to whatever plan you are currently working in, whereas the active plan version is the integrated plan version.

Organizational unit: The object ID is displayed. This enables the user to carry out a search for the object in question.

Abbreviation: The abbreviation is displayed so that the user can ensure that the right object is being edited.

Validity period: Start and end dates specify the period during which the object exists in the current plan version.

Infotype: You select the infotype you want to maintain. This also includes the infotype status.

Status: You must select the status of the infotype you want to maintain using the tab pages.

Display available infotypes: It is easy to tell at first glance which infotypes, depending on the period, records exist for for the object selected, as they are marked by a green check mark.


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Functions

CREATE: 1) Object2) Infotype record

CHANGE: Correct or change infotyperecord data

DISPLAY: Display a single infotype record

OVERVIEW: Display all records for each infotype


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Functions

DELETE: Delete an infotype record

ACTIVATE: Change an the status of an infotypeto Active

DELIMIT: Delimit an infotype record

COPY: Copy existing Infotype record data


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Delimit and Delete

DelimitDelimit DeleteDelete

When the informationis no longer relevant for the stated period.

Incorrect entries were made, either inadvertently or duringexperimentation with plan versions.

History is maintained! History is not maintained!

Examples:- A department is

dismantled.- A position is

dissolved.

Examples:- Too many positions are

created under one job.- A new department was planned

but then canceled.

You carry out the Delete and Delimit functions for objects themselves via the menu options. When you delete or delimit an object, all of the associated infotype records are automatically deleted or delimited as well.


© SAP AG 1999

Display Object

Display Display ObjectObject

Organizational unitPlanning statusValidity

SalesActive01/01/1999

Sales department

to 12/31/9999 Change info.

Object 01 O 50000605 1Object abbr.NameLanguage

SalesSales departmentEnglish

Record 1 of 1

Infotype Edit Goto Extras View System Help

The Object infotype is a special infotype. Rather than describing the characteristics or attributes of an existing object, the purpose of the Object infotype is different:

It allows you to create new objects, for example, organizational units, jobs, and positions. It determines the lifecycle of all other infotypes created for the object. To create new objects you must maintain the following data: Validity period of the object Status Object abbreviation (12 characters) Name (40 characters) After creating an object with this infotype, you can then describe the characteristics and attributes of the object using the other infotypes available, for example, the Relationship (1001) and Description (1002) infotypes.

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Payroll Specialist

reports tois line

supervisorof

Payroll Manager

The Relationship infotypeallows you to define or describe the interrelationshipsthat exist between thedifferent objects that you work with.You manually create relationshiprecords when you work in Detail Maintenance. However, when you work in Simple Maintenance and Structural Graphics, the system automatically creates certainrelationship infotype records.

Relationships

There are a large number of different relationships that you can create between objects. Each individual relationship you create represents a subtype of the Relationship infotype.

Not all relationships apply to every object. Certain relationship types allow you to store additional information for the object, such as a weighting percentage or a priority.

When creating a relationship, the inverse relationship is created by the system when applicable.

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Description

The Description infotypeallows you to append long text descriptions to objects.

There are different typesof descriptions defined by the infotype subtype

Org. unit

Plan.status

Validity


Sales department

to 12/31/9999 Change info

DescriptionSubtype

Language

0001EN English

General description

Description

Primary Sales Department responsible for firstcustomer contact

The Description infotype is used to provide more detailed information about an object, i.e. what you cannot describe with the object’s name. For example, you may want to explain an organizational unit’s purpose, or responsibilities.

Descriptions are for purely information purposes. The Description infotype may have many subtypes.

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Human ResourcesExecutive Board

Organizational Units

MarketingInfosystems FinanceProduction

Team 1 Team 2 Organizational Units act as departments.

Organizational Unit performs staff functions.

Department / Staff

The Department/Staff infotype is only used when you work with organizational units or positions. It fulfills two purposes:

The Staff indicator (organizational units and positions): A staff flag indicates that an organizational unit or position is not part of the normal reporting structure at your firm, but rather reports directly to a high level position or organizational unit. For example, the Personnel Department as a staff department is not typically part of a company's reporting structure. It reports directly to the Executive board. The Staff indicator is graphically evaluated.

The Department indicator (organizational units): It is only necessary to apply department flags when integration is active between Organizational Management and Personnel Administration. Certain records are written from Organizational Management to Personnel Administration when integration is active, as well as the organizational unit to which an employee is assigned via his position. Using the department indicator, you can determine, which directly or indirectly superior organizational units in infotype 0001 (Organizational Assignment), the employee should take on. It is only necessary to use the department indicator, if you want to define organizational units in more detail in Organizational Management than is needed in Personnel Administration. If you would like to use the department indicator in your company, you must set the switch PPABT PPABT in table T77SO to 1.

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Planned Compensation

Basic pay

Planned Remuneration

This infotype allows you toidentify the compensation you plan to pay to a given position, job, or work center byidentifying salaries or wages.

The information entered in thisinfotype is used as adefault value in calculating basic pay in Personal Administration.

ComparisonDefault value

Pay Scale

PayGrade Direct

Using this infotype, you can assign compensation information to jobs, positions and work centers. The Planned Remuneration infotype is subdivided into three alternative planned remuneration types: Pay Grade -- Under wage/salary, you can enter data from the salary structure (wage/salary group or wage/salary level). You can also determine the remuneration area, that is the highest and lowest amounts that may be paid for certain jobs or positions.

Pay Scale -- Under rate, you can enter data from the rate structure, that is pay scale area, group and level. You can also enter the highest and lowest salary allowed for a job or position here.

Direct -- This allows you to enter the highest and lowest amount that can be paid for a job or position directly. Use the planned remuneration type if you do not have a salary or rate structure.

If integration with Master Data is active, you can use the Planned remuneration infotype (1005) to suggest default values for the Basic Pay infotype in Master Data. These default values are based on the data on salary or rate which are saved for the employee’s position.

If salary data has been maintained, the system checks that the amounts entered in the Basic Pay infotype (0008) against the salary area that has been entered for this salary group.

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Vacancy

This infotype allows you toidentify position vacancies. A vacancy occurs when a position is not occupied either currently or at some point in the future and should be occupied again.

The information stored hereis used in, among other things,Personnel Cost Planningand Recruitment.

The Vacancy infotype lets you flag a position as vacant, by which we mean that it should be reoccupied. The Vacancy infotype can be created for a position that is occupied or unoccupied. You can flag an occupied position as vacant if you know that the position holder will be leaving the position at some point in the future (as a result of a promotion or transfer, for example).

Positions can not be flagged simultaneously as vacant and obsolete. If a vacant position is flagged as obsolete, the vacancy is delimited at the start of the validity of the obsolete flag (minus one day).

The vacancy infotype is important because the information maintained in it is used by other components also. If you use Personnel Cost Planning, for example, the system can take vacancies into account when it calculates cost projections. Furthermore, vacancies are registered in Career and Succession Planning where, for example, they can be used when you search for suitable positions for an employee. If integration with Personnel Administration (PA) is active, PA's Recruitment component also checks vacancy records.

It is not mandatory to maintain the Vacancy infotype. If your company does not distinguish between occupied and unoccupied positions, that is, you consider all unoccupied positions to be vacant, you can make the necessary settings in Customizing. If you want to activate integration with Recruitment, you need to maintain vacancies using infotype 1007.

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Obsolete

The Obsolete infotypedenotes positions that areno longer necessarybut are still occupied.

In an integrated system, denoting a position as obsolete also affects Personnel Administration.

Administrative Assistant

Obsolete

Position

Plan. status

Validity 12/31999901/01/1999 to

Admin.Asst.Active

Obsolete

….

Using this infotype, you can flag positions as obsolete that, due to a reorganization, for example, are no longer necessary, but remain occupied. As soon as the position holder leaves the position, a dialog box appears, asking if you would like to delimit the position.

Positions flagged as obsolete can not be set to vacant. Obsolete positions can not be reoccupied.

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Account Assignment

This infotype allows you to enter default settings helpful for Personnel Administration. Account Assignment Features

Company code

Business area

Personnel area

Pers. subarea

CO area

100000011300

1000

IDES Inc.NorthNewcastleHead officeCO Universal

Org.unit

Plan. status

Validity


Sales department

to 12/31/9999 Change info.

The Account Assignment Features infotype can be created for organizational units and positions. It stores default values relevant to:

the Personnel Administration component if integration is the cost center assignment of organizational units and positions.

If integration with HR Master Data is active, the Account Assignment Features infotype provides values for the classification of employees in the personnel structure. These values may be personnel areas, personnel subareas or business areas. If the data you enter differs from the default values, a warning message will appear.

When you enter a personnel area, the assigned company code and the controlling area assigned to the company code are determined.

The inheritance principle applies to the default values in account assignment. Subordinate organizational units and positions inherit the account assignment of their superior organizational units.

Note: A personnel area and cost center must belong to the same company code before an employee may be

assigned both.

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This infotype allows you toassign a position to an employee group and employee subgroup.

Employee Group/Subgroup

The Employee Group/Subgroup infotype has the following functions: When a position, that has been maintained accordingly, is occupied by an employee, the system will suggest an employee group and employee subgroup, if integration is active. If you enter a different employee group or subgroup, a warning message appears.

Assigning a position to an employee group/subgroup also allows the system to determine the Work Schedule Group and the relevant working time. Employee groups and subgroup factor heavily in SAP Payroll

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Defaulting Values to Personnel Administration

Organizational structurePercentage 100,00

Position 405578 .….…

Job 405236

Org. unit.…

405229

.…

....

.…

....

ActionsActions Organizational AssignmentOrganizational Assignment

Pers.No.

Name

Valid 01.01.1999

179

to 31.12.9999

….

Organizational Assignment

Personnel area

Employee group

Employee subgroup

Position 405578

1300

1

X0

Pers.No.

Valid 01.01.1999

179

to 31.12.9999

Enterprise structure

Co.Code

Personnel area

Cost center

1300

2300

1000 IDES

Frankfurt

Sales

Subarea

Bus. area

0001

9900

.….

…..

Personnel structure

Emp. group

Emp. subgroup

1

X0

Sachbearbeiter

Accountassignment

feature(1008)

Account assignment

feature(1008)

Employee group/subgroup (1013)

When you hire an employee in HR Master Data, you can enter the position in the Actions infotype (0000). Based on the position you enter, the values stored in Organizational Management appear in the above field in the Actions infotype (0000).

The default value for the personnel area is based on the organizational unit concerned or the Account Assignment Features infotype (1008), if it has been maintained for the position.

The default values for employee group and subgroup are based on infotype (1013), Employee group/subgroup.

Additional default values can also appear in the Organizational Assignment infotype (0001): The default values for Business area and Personnel subarea come from the Account Assignment Features infotype (1008) for the position (or organizational unit) concerned.

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The Work Schedule infotypeallows you to define a work schedule - the average number of hours worked - for organizational units, work centers, or positions.

In Organizational Management, work schedules are forreference purposes.

Work Schedule

You can create a standard working time (hours per day, per week, per month, per year) that is valid company-wide. You do so in Customizing. If you also need to assign different work schedules for certain sections of the company, you can do so using the Work Schedule infotype.

Note: Store a company-wide work schedule for your company‘s root organizational unit in the Work schedule infotype. This is necessary in order to retain a history which can be evaluated if changes occur. If the company-wide work schedule is defined solely in Customizing, the history of changes in the Organizational Plan will not be stored.

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Cost Distribution

Cost distribution forOrg.unitsPositions

Additionalcost centersand master cost center

30% Marketingcost center

70% = Master cost centerCorporate Services

Infotype SystemEdit Goto HelpViewExtras

Cost Distribution

Position Mark.manag.

Plan. status

Start date

active

Marketing manager

01.01.1999 to 31.12.9999 Change information

1000 1000Master cost center

Corporate Services

Cost center

1000 3200 Marketing 30

Name Percentage

Entry 1 of 1 Record 1 of 1

CostCost Distribution:Distribution: ChangeChange

The Cost Distribution (1018) infotype allows organizational units and positions to be assigned to both a master cost center and additional cost centers. You must enter a cost center and a percentage. The assignment to the master cost center is based on the difference (to 100%).

Personnel Cost Planning uses the Master Data Cost Distribution infotype (0027) for cost planning for basic pay and payroll results. If this has not been maintained, it uses the Cost Distribution infotype (1018) in Organizational Management. Infotype 1018 is always used for Cost Planning for planned remuneration.

Master Data infotype 0027 (Cost Distribution) is used to determine and assign personnel costs in Payroll Accounting.

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Restrictions and Health Examinations

The infotype Health Examinationsallows you to identify any healthrequirements of a work center.

The infotype Restrictionsspecifies whether the work centeris suited to a particular groupof people.

Health information is categorized in two subtypes: Health exclusions Health examinations Use the Health Exclusion subtype when employees are excluded from a work center if they have, or have had, a certain ailment. For example, persons who have had TB may be excluded from work centers where food is handled.

Use the Health Examination subtype when a particular health examination must be performed on a regular basis. For example, an eye or hearing test may be required.

Use the Restrictions infotypes for work centers. It lets you flag work centers that are unsuitable for certain groups of persons for reasons of location, equipment, or working time. For example, a work center that has no wheelchair access would be unsuitable for disabled employees, until the construction of a wheelchair ramp is completed.

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Job Evaluation Results and Survey Results

These infotypes allow you to store information comparing the jobs and positions of your organization to outside surveys.

Survey and job evaluation results can be stored, by job and position, using infotypes 1050 and 1051.

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Country Specific Settings

1600 Organizer ID (F)1601 Statutory Specifications1610 US Job Attributes1612 WC State and Code1613 WC State, Code, Attribute1620 Job Attributes (D)

IT # Settings

Additional infotypes may exist for specific Country solutions. Through the Detail Maintenance menu in Expert Mode, you can select to display Country specific infotypes for maintenance.

Organizational Management infotypes are listed in table T777I.

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Infotypes per Object Type

Some infotypes are only valid for certain object types.

Work center

Health exams

RestrictionsPosition

Vacancy

Survey Results

Job

Organizational Unit

Some infotypes are only relevant for certain object types (i.e. Infotype 1005 (Planned Compensation) would not be assigned to an Organizational Unit)

Time constraints may also differ between infotypes and object types. Table view T777I illustrates the valid infotypes per object (and their time constraints).

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Fast Entry

Fast entry allows you to quickly create instances of the same infotype.

InfotypeInfotype: Relationship: Add: Relationship: Add




Fast Entry

The fast entry feature gives you a quick way to create a high volume of infotype records for different objects. You would use this feature when you want to create the same kind of infotype record, for example, a Relationship (1001) infotype record for many different objects.

Fast entry allows you to stay inside the respective infotype window, rather than enter and exit, again and again. This can save you time. The fast entry feature is available for most infotypes.

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Actions

Authorities/Resources: CreateInfotype SystemEdit Goto HelpExtras Utilities

Goto

Organisationseinheit Fin&Verwalt Finance and Administration

Planstatus aktiv

Gültigkeit 01.01.1998 bis 31.12.9999

Objekt

Objektkürzel Fin&Verwalt

Bezeichnung Finanzwesen und Verwaltung

Sprache D Deutsch

Department/Staff: CreateInfotype SystemEdit Goto HelpExtras Utilities

Infotypdoku


Planstatus aktiv

Gültigkeit 01.01.1998 bis 31.12.9999

Objekt



Sprache D Deutsch

Description: CreateInfotype SystemEdit Goto HelpExtras Utilities

Infotypdoku


Planstatus aktiv

Gültigkeit 01.01.1998 bis 31.12.9999

Objekt



Sprache D Deutsch

Relationship: CreateInfotype SystemEdit Goto HelpExtras Utilities

Infotypdoku


Planstatus aktiv

Gültigkeit 01.01.1998 bis 31.12.9999

Objekt



Sprache D Deutsch

Executeactions

Object: CreateInfotype SystemEdit Goto HelpExtras Utilities

Infotype docu.

Organizational unit Fin&Admin Finance and Administration

Planning status Active

Validityt 01/01/1998 to 12/31/9999

Object

Object abbr. Fin&Admin

Name Finance and Administration

Language key E English

You can create objects using actions. An action is a series of infotypes that are presented for editing in a specific order or sequence. You determine the infotypes and the sequence in Customizing.

Example: The action for creating a position consists of the following infotypes: Object (IT 1000) Relationship to organizational unit, subtype A 003 (IT 1001) Relationship to describing job B007 (IT 1001) Description ( IT 1002 ) Department/Staff (IT 1003) Authorities/Resources(IT 1010 ) Relationship to superior position A002 (IT 1001)

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Mapping to the Organization and Staffing Interface

Work Schedule

Basic Data

DescriptionVacancy

Employee Group/ Subgroup

Acct. Assignment

Chief Position AssignmentRelationship to Job (C)

Dept./ Staff

Holder

Working Time

Cost Center

Account Assign

The Organization and Staffing Interface simplifies maintenance by incorporating multiple infotypes in a singular location: Detail Area.

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Simple Maintenance

Tree structure Initial screens Views

Executive Board

Production

Sales

Human Resources

Personnel planning

Personnel admin.

Finance

Sales US

Sales Europe

Sales Mexico

Organizationalplan

Accountassignment

Characteristics

Overall view HR view

SAP BusinessWorkflow

users

HR users

Enter notification of absence

Notification ofabsence created

Approve notification of absence

Approved

Yes

Set flag

Set

No

Workflowcompleted

Complete workflow

Resubmit for approval?

Rejected

Revise notification of absence?

Deleted

Delete notification ofabsence

Yes

Revise notification ofabsence

Revised

No

Simple maintenance of Expert Mode (an optional interface for transaction PPOS & PPOM you select from the menu in the Organization and Staffing Interface) uses a tree structure, which enables you to quickly and easily create a basic framework for your organizational plan.

When you use simple maintenance, different initial screens enable you to access different functions: The Organizational Plan window enables you to:

Create and maintain your organizational structure Add jobs and positions to the organizational structure Assign tasks to jobs and positions Create a reporting structure.

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Simple Maintenance: Search Helps

OrganizationalData

Search by:

Tree Structure

Abbreviation and Name

Via relationships to other objects

You can use the search function to find any object that exists in the system. A list of objects is displayed from which you can select the required object.

You can use the search function, structure search or standard matchcode to carry out your search. The search function allows you to carry out an alphanumeric search based on the short text. Enter the short text or part of the short text in the entry field. The system finds all objects which contain this alphanumeric string. You can restrict the search using the with restrictions function. Examples of such restrictions would be the availability of certain infotypes or relationships.

The structure search allows you to search the hierarchy. You can display the organizational structure, for example, on order to find an organizational unit. The search is based on the root objects of the organizational structure.

The standard matchcode allows you to search by short or long text. You can select the search criterion (short or long text) that corresponds best to the information in your system.

The search criterion (structure search, for example) used last, is automatically set up as a matchcode. You can also base a search upon relationships with other objects.

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Simple Maintenance: View Options

Object TypeObject Type

Object ID NumberObject ID Number

AbbreviationAbbreviation

Long DescriptionLong Description

Object PeriodObject Period

Relationship PeriodRelationship Period

Chief PositionChief Position

You can specify the characteristics of the objectsyou wish to view in simple maintenance.

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Simple Maintenance: Editing Objects

ChiefPosition

Sales: USA

Sales: Mexico

Sales: Europe

+

Sales

+

-

Regional Sales Manager (Chief)

Administrative Assistant Mexico



Existing objects can be changed and assigned additional characteristics

Chief position(A/B 012 relationship between position and organizational unit)Rename, MovePerform ActionsDelete and delimit objects/relationshipsDetermine the sequence

By first highlighting (selecting) and object, you can use menu options to perform maintenance tasks or call the Detail Maintenance transaction.

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Expert Mode: Unit Summary

Describe organizational management functions using the Expert Mode interfaces.

List organizational management infotypes and the data they contain.


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Expert Mode Exercises

Unit: Expert Mode Topic: Using the Expert Mode Interfaces


• Use the Expert Mode Interfaces to create and maintain the attributes of an organizational plan.

During implementation and in production, the structure of the enterprise will change and organizational plans will need to be maintained. The Expert Mode Interfaces are used to perform the tasks associated with this maintenance.

2-4 Maintaining an organizational plan

Using your organizational plan, maintain the following.

Guidelines




2-4-1 Through detail maintenance, create a planned compensation infotype for your position 1.

2-4-2 Through Detail maintenance, create a new general description for your parent organizational unit, effective 01/01/1999, to define it (verbally in the description) as being now a separate legal entity.

2-4-3 Through simple maintenance, move your position 3 to now belong to your organizational unit 1 effective 01/01/1999. Rename position 3 to ## -Human Resource Manager effective 01/01/1999as well.

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2-4-4 Using simple maintenance, add a new position effective 05/01/1999 position 4 – ## - compensation analyst to organizational unit 3. Define it by an appropriate job and assign a holder to it (using personnel number 505993##) effective 05/01/1999.

2-4-5 Through simple maintenance, assign your position 3 the chief position relationship to organizational unit 1 effective 06/01/1999.

2-4-6 Through simple maintenance (reporting structure) assign your positions 1, 2 and 4 to report directly to position 3 effective 06/01/1999.

2-4-7 Through simple maintenance (account assignment) assign your position 1 the cost center relationship you have with organizational unit 1.

2-4-8 Back in the Organization and Staffing Interface, review the changes you have made. Use 05/01/1999+ 3 months as your editing & forecast period.

2-5 Short Answer

2-5-1 What is the difference in detail maintenance between ‘create’ and ‘change’?

2-5-2 What is the difference between ‘delete’ and ‘delimit’?

2-5-3 How can an object itself be deleted?

2-5-4 Can an active and planned object infotype (1000) exist in the same time period? Which infotype content appears in Simple Maintenance? What happens to the active 1000 record if the planned 1000 record is activated?

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Expert Mode Solutions

Unit: Expert Mode Topic: Using the Expert Mode Interfaces

2-6 Maintaining an organizational plan

Using your organizational plan from the previous exercise, maintain the

following.

Guidelines




2-6-1 Through detail maintenance, create a planned compensation infotype for your position 1.

From the start menu,

Human Resources organizational management expert mode position Enter your position and select the planned compensation infotype. Select the correct creation period and press the create icon. Choose pay grade, scale or direct amount, enter desired values and save.

2-6-2 Through Detail maintenance, create a new general description for your parent organizational unit (1), effective 01/01/1999, to define it (verbally in the description) as being now a separate legal entity.


Human Resources organizational management expert mode organizational unit

Enter your organizational unit and select the description infotype. Select the correct creation period and press the create icon. Select the general description subtype, enter desired text and save.

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2-6-3 Through simple maintenance, move your position 3 to now belong to your organizational unit 1 effective 06/01/1999. Rename position 3 to ## -Human Resource Manager effective 06/01/1999 as well.


Human Resources organizational management expert mode simple maintenance change Enter the id number of your organizational unit 1 as the root object and select the correct editing period. (it may be easier to use 06/01/1999 – 12/31/9999 as the editing period for this exercise) Access the simple maintenance interface by pressing the change icon.

To access positions from the organizational structure, press the ‘staff assignments’ button. Select position 3 from organizational unit 2 by clicking once on the object. Use the ‘move’ icon and select organization 1 to attach the position. Click the ‘period’ button in the pop-up to verify the correct validity period for the move.

To rename the position, again select position 3 by single-clicking and then right-click to select ‘object description’ (you can also choose ‘object description’ from the ‘goto’ menu. This will now take you into the detail maintenance transaction. Select the object infotype and correct editing period. You may copy or create a new object infotype with the appropriate icon, enter the new name and save. Back arrow to go back to simple maintenance.

2-6-4 Using simple maintenance, add a new position effective 05/01/1999 position 4 – ## - compensation analyst to organizational unit 3. Define it by an appropriate job and assign a holder to it (using personnel number 505993##) effective 05/01/1999.

While still in the staff assignments mode of simple maintenance, select organizational unit 3 and press the ‘create positions’ icon. In the pop-up you may name your position and define it by a job. After completing the creation, select the new position and right-click or use an icon to ‘assign holder’. Use personnel number 505993## (where ## = your group number) as the person. Verify the validity dates for your transaction.

Hint: you may want to re-access simple maintenance with an editing period of 05/01/1999 – 12/31/9999 to simplify this exercise.

2-6-5 Through simple maintenance, assign your position 3 the chief position relationship to organizational unit 1 effective 06/01/1999.

Select position 3 now under organizational unit 1 by single-clicking the object. From the edit menu choose,

chief position create. Verify your validity in the pop-up and save. Using the ‘view’ menu, you may choose to display the chief positions of each organizational unit and other structure data.

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2-6-6 Through simple maintenance (reporting structure) assign your positions 1, 2 and 4 to report directly to position 3 effective 06/01/1999.

From the simple maintenance initial screen (where you select the root object and editing period) select the ‘reporting structure’ radio button. Be sure you have the correct editing period and press the change icon.

To create the reporting relationships within the organizational unit simply press the elevate or subordinate buttons. To go outside the organizational unit, however, the elevate general selection from the ‘edit’ menu is used. There you can specify the position and verify the validity in the pop-up. Notice the icons displayed next to positions within the reporting structure that do not belong to the organizational unit.

2-6-7 Through simple maintenance (account assignment) assign your position 1 the cost center relationship you have with organizational unit 1.

Similar to accessing the reporting structure from simple maintenance, select the ‘account assignment’ radio button in the initial screen. Using this variant of simple maintenance, you can view and edit the cost center relationships between objects.

Select your position 1 within organizational unit 2 and create a new cost center relationship. Verify validity dates in the pop-up and save.

2-6-8 Back in the Organization and Staffing Interface, review the changes you have made. Use 05/01/1999 + 3 months as your editing & forecast period.

Find the entering period icons in the staffing display of the overview area for your position 3 into organizational unit 1. Notice now the chief position icon for your position 3. Review the detail area for position 1 (cost center and planned compensation) and position 3 (reporting structure).

2-7 Short Answer

2-7-1 What is the difference in detail maintenance between ‘create’ and ‘change’?

Change will alter the current record. However, you will lose the history of the record

Create (or copy) will create new records and preserve the history of changes.

2-7-2 What is the difference between ‘delete’ and ‘delimit’?

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Delete will remove the record.

Delimit will simply end date the record, making it unavailable.

2-7-3 How can an object itself be deleted?

In detail maintenance, choose the menu path: Object (position,

organizational unit, job, etc.) delete. This will delete the entire object

including relationships to other objects.

2-7-4 Can an active and planned object infotype (1000) exist in the same time period? Which infotype content appears in Simple Maintenance? What happens to the active 1000 record if the planned 1000 record is activated?

Yes.

The active record(s) only.

Duplicate (overlapping) records are deleted. The new will replace the old.


© SAP AG 1999

General Structures and Matrix Organizations

General Structures

Matrix Organizations

Contents:


© SAP AG 1999

General Structures and Matrix Organizations:Unit Objectives

Create and maintain general structures.

Create and maintain matrix organizational structures.

Explain the use of evaluation paths.



© SAP AG 1999


Course Overview


Manager’s Desktop


tionalManage

ment






Management

Expert Mode


© SAP AG 1999

General Structures and Matrix Organizations: Business Scenario

The structure of your enterprise includes other matrix structures that include multiple relationships such as Product Alignment and Indirect Reporting.

You want need to represent these relationships in the organizational plan.


© SAP AG 1999

General Structures

OR

OR

O

O

O

O

OR

OR

OR

Legally independentunitOrg. unit

Choice

Holding

Germany

Executive Board D

Finance

Human Resources

Purchasing

England

USA

France

Other views of the organizational plan can be viewed with the General Structures option of Organizational Management.

The interface performs in the same manner as the Simple Maintenance interface of Expert Mode. Start with a root object type and ID number and an evaluation path in the start screen. Create, display and maintain functions can be performed from that point.


© SAP AG 1999

General Structures: Relationships

O B003 SS A008 PO B002 O

Access via any objecttype

Legally independent units

+ Specification of Evaluation Path

OR

Organizationalunits

O

B400 is parent of

OR B400 OR

O-S-P Staff assignmentsalong org. structure

.....

.....

You can create objects and relationships along selected evaluation paths based on the root object

The evaluation path you chose represents the relationships that will be displayed in the tree structure starting with the root object.

It will define what relationships can be changed and/ or created. Note: If only one relationship needs to be maintained between objects, then the evaluation path would be that relationship itself.


© SAP AG 1999

Evaluation Paths

B002

A008

B003

Evaluate all objects that are found in the evaluation pathstarting from the root organization

Create objects and relationshipsin general structure maintenancealong evaluation paths

Evaluation paths are chains of relationships that exist between certain object types.

O-S-P Staff assignments alongorganizational structureO B003 SS A008 PO B002 O

Example:

Evaluation paths define how a tree structure will be created. As objects may have multiple relationships, not all will be applicable or even possible in a single view.

Example: To view Staff assignments along the organizational structure you would start with an Organizational Unit and identify relationships to incorporated positions then, from the positions, identify persons holding those positions. After the cycle is finished you go to any subordinate organizational units and start the cycle again.


© SAP AG 1999

Evaluation Paths

Searching for existing evaluation paths can be accomplished using the known object types.

Searching for existing evaluation paths can be accomplished using the known object types.

OBJECT NAME

O Organizational UnitC JobS PositionP PersonK Cost CenterT TaskA Work CenterQ QualificationBU Budget

Object Type O

Object ID 00000001

Name IDES

Find evaluation paths which contain paths between the following object types:

From O

via *

to P

Evaluation Path O-S-P Staff assignments along organizational structure

Editing Period 01/01/1999 12/31/9999

The selection screen will allow a search for the root object. (If creating a new structure, this will not be necessary)

The search parameters for the evaluation path allow you to identify objects in the path you wish to find.

Note: Evaluation paths are customizable and can be created to fit the business needs. The next unit will discuss how to create evaluation paths.


© SAP AG 1999

Matrix Organizations

CompanyManagement

ProductLine A

ProductLine B

R&D ProductionEast

ProductionWest Purchasing

A matrix organization is a two-dimensional chain of command, in which positions, for example, report to more than one superior. A feature of the matrix organization is that more than one manager can overlap on the same level: there can be managers responsible for objects (Finance, Manufacturing, Human Resources and so on) and managers responsible for performance; in the same way, you could also have managers responsible for projects, or regional managers.

Example: Above is a product-matrix organization. A position or department reports not only to their line manager but to the manager of the product line.

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Matrix Organizations: Defining the Matrix

Version

Access via...

Self-defined

Matrix type

Dimension 1

Object typeObject IDEvaluation path

Dimension 2

Object typeObject IDEvaluation path

Relationship

Relationship type/RelationshipRelationship object

Maintain matrix

Pro. A

Pro. B

Pro. C

A B C A B C A B C A B C

X

X

There are three access options for matrix maintenance: Matrix type If you select this option, you choose a predefined matrix type. Matrix types are defined in Customizing.

Variant If you select this option, you can choose a matrix view that you previously saved as a variant.

User-defined/standard selection If you select this option, you access a standard selection screen on which you can define the matrix view you want to work with. You must specify a root object and an evaluation path for each dimension of the matrix and the relationship that will exist between the objects of the two dimensions.

You can then set your access as either the matrix view or one of the two dimensions

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Matrix Organizations: Creating Relationships

ProductLine A

ProductLine B

ProductLine C

X

X

X

X

X

X

X

X X

R&D ProductionEast

ProductionWestPurchasing

X

In the matrix view, you can create relationships between the objects of the two dimensions by clicking the relevant box. The default validity period used is the period entered on the initial screen. The menu also offers functions to delete or delimit relationships.

In the matrix view, you can invert the display of the two dimensions. You can also show or hide additional object information such as the ID, the abbreviation, or the validity period.

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The Matrix Selection Screen

The selection screen is used to define the values or structures that represent the dimensions of the matrix and the relationship values to be maintained between the dimensions.

Dimension 1

Object type

Object ID

Evaluation path

Dimension 2

Object type

Object ID

Evaluation path

Relationship

Relationship Type

Relationship Object

O

5689776

O-S-P

005

B

O

50001030

When selecting objects to populate in the two dimensions, you can select a range of objects, an individual object or multiple objects by ID numbers.

You can also arrive at your desired object list by using a root object and an evaluation path. Example: You want to populate one dimension with all the people who report to the Finance Executive. The relationship section of the selection screen will be the relationship created (as well as it's inverse) between the objects of the separate dimensions.

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Dimension Maintenance

Each dimension of the matrix can be individually displayed and maintained

Dimension 1: Change

Dimension 2: Change

Each dimension, when viewed separately is put into the General Structures Interface. Maintenance as well as displaying the objects (or object tee structure) can be performed.

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Matrix View Maintenance

Matrix View: Change

D2D1 S 00000001O 50000595S 00000024S 00000193S 00000927S 00000876S 00000576S 00007534S 00000234

X

X

X

Create Relationship

Create Relationship

Delete Relationship

Delete Relationship

The relationship defined in the matrix selection screen is created or deleted with a simple point-and-click!

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© SAP AG 1999

General Structures and Matrix Organizations: Unit Summary

Create and maintain general structures and matrix relationships.

Explain the use of evaluation paths


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General Structures and Matrix Organizations Exercises

Unit: General Structures and Matrix Organizations Topic: Using the Interfaces


• Use the General Structure and Matrix Interfaces to further maintain an organizational plan.

During implementation and in production, the structure of the enterprise will change and organizational plans may need to be maintained further. The General Structure and Matrix Interfaces are used to perform the tasks associated with this maintenance.

2-8 Further maintaining an organizational plan

2-8-1 Create legal entity relationships to your organizational structure.

Guidelines


Suggestions for Object names:

Legal Entity 1:##-<name>



2-8-2 Step 1: Create your legal entity under legal entity ‘00-XYZ Holdings’ effective 06/01/1999 using evaluation path ‘B400’

2-8-3 Step 2: Assign your parent organizational unit to your legal entity as of 06/01/1999 using evaluation path ‘A401’

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2-8-4 Use evaluation path ‘Z_OR-O’ to display the ‘00-XYZ Holdings’ legal entity structure using general structures.

2-9 Align your positions 2 and 4 with corporate ‘implementation’ initiatives.

2-9-1 Step 1: Using the general structure interface, display the ‘implementation’ structure (object type ‘99’ and evaluation path ‘BZ99’) from root object ‘00-XYZ Implementations’.

2-9-2 Step 2: Enter matrix structures and set dimension one to be the ‘implementation’ structure. Set dimension 2 to be your positions along an organizational structure (PLSTE) for organizational unit 3. The matrix relationship will be ‘BY99’. The validity dates will be 09/01/1999 – 12/31/9999.

2-9-3 Step 3: Create a matrix relationship between your positions 2 and 4 with the implementation of your choice.

2-9-4 Review the ‘00-XYZ Implementations’ staffing structure in general structures using the evaluation path ‘Z_99-S’.

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General Structures and Matrix Organizations Solutions

Unit: General Structures and Matrix Organizations Topic: Using the Interfaces

2-10 Further maintaining an organizational plan

2-10-1 Create legal entity relationships to your organizational structure.

Guidelines



Legal Entity 1:## - name



2-10-2 Step 1: Create your legal entity under legal entity ‘00-XYZ Holdings’ effective 06/01/1999 using evaluation path ‘B400’

Access general structures from the menu:

Human Resources organizational management organizational plan general structures change Use root object ‘00-XYZ Holdings’ (object type ‘OR’) and evaluation path ‘B400’ with 06/01/1999 – 12/31/9999 as the validity period.

Select the ‘00-XYZ Holdings’ object and press the create icon. Create your legal entity and check the validity period in the pop-up.

2-10-3 Step 2: Assign your parent organizational unit to your legal entity as of 06/01/1999 using evaluation path ‘A401’

Going back to the initial screen of general structures, replace the root object with your newly created legal entity and replace the evaluation path with ‘A401’.

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Select your legal entity object and press the create relationship icon. Assign your organizational unit 1 to your legal entity and check the validity period in the pop-up.

2-10-4 Use evaluation path ‘Z_OR-O’ to display the ‘00-XYZ Holdings’ legal entity structure using general structures.

Going back to the main menu, select display general structures from the menu:

Human Resources organizational management organizational plan general structures display Replace the root object with ‘00-XYZ Holdings’ and replace the evaluation path with ‘Z_OR-O’. Press the display icon. As the class completes the exercise you will begin to see the entire structure.

2-11 Align your positions 2 and 4 with corporate ‘implementation’ initiatives.

2-11-1 Step 1: Using the general structure interface, display the ‘implementation’ structure (object type ‘99’ and evaluation path ‘BZ99’) from root object ‘00-XYZ Implementations’.

Going back to the main menu, select display general structures from the menu:

Human Resources organizational management organizational plan general structures display Use ‘99’ as the object type, ‘00-XYZ Implementations’ as the root object and the evaluation path equal to ‘BZ99’. Press the display icon. Review the structure.

2-11-2 Step 2: Enter matrix structures and set dimension one to be the ‘implementation’ structure. Set dimension 2 to be your positions along an organizational structure (PLSTE) for organizational unit 3. The matrix relationship will be ‘BY99’. The validity dates will be 09/01/1999 – 12/31/9999.

From the menu:

Human Resources organizational management organizational plan matrix change (select ‘standard selection’). For dimension 1: Use object type ‘99’, object id ‘00-XYZ Implementations’ and evaluation path ‘BZ99’.

For dimension 2: Use object type ‘O ‘, object id ‘<your organizational unit 3>’ and evaluation pth ‘PLSTE’.

For the relationship use ‘B’ and ‘Y99’ and 09/01/1999 – 12/31/9999 as the validity period.

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2-11-3 Step 3: Create a matrix relationship between your positions 2 and 4 with the implementation of your choice.

From the menu:

Human Resources organizational management organizational plan matrix change (select ‘standard selection’ Connect your position 2 with an implementation object and click the box. Repeat for position 4. A position may be assigned to more than one.

2-11-4 Review the ‘00-XYZ Implementations’ staffing structure in general structures using the evaluation path ‘Z_99-S’.

From the menu:

Human Resources organizational management organizational plan General structure Display In display general structures, use object type ‘99’, object id ‘00-XYZ Implementations’ and evaluation path ‘Z_99-S’. Press the display icon. As the class completes the exercise you will begin to see the entire structure.


© SAP AG 1999


Evaluations and reports in Organizational Management

Contents:


© SAP AG 1999

Evaluations and Reports: Unit Objectives

Execute organizational management reports for basic object types and organizational management structures.

Submit other Human Resources reports with organizational structure selections.

Explain and define evaluation paths.

Evaluate data with HIS and Structural Graphics.



© SAP AG 1999


Course Overview


Manager’s Desktop


tionalManage

ment






Management

Expert Mode


© SAP AG 1999

Evaluations and Reports: Business Scenario

Reporting on data contained in organizational management is a requirement for your company. You want to evaluate data at the organizational unit level.

For example, you would like to see

Employee listings per Organization Unit

Cost Center assignments for Positions

Job Descriptions with Task and Qualification assignments


© SAP AG 1999

Reporting in Organizational Management

Sequential Evaluation Structural Evaluation

01 Executive Board

02 Finance

03 Human Resources

04 Production

05 Sales

… ...

Objects in Organizational Management can be reported in sequential or structuraal fashion - Sequential: Go through the database one by one and select records for processing. - Structural: Identify records based upon a root object and evaluation path.


© SAP AG 1999

The Standard Selection Screen

Plan Version

Object type

Object ID

Search string

Object Status

Today AllCurrent Month PastCurrent Year Future

Evaluation path

Status vector

Display depth

Technical depth

Reporting in Organizational Management uses the logical database PCH which contains a standard selection screen.

Root Object

Active, planned, etc.

Validity Selection

Evaluation Path

Depth along Structure

Status of Objects in Path

Number of hierarchical levels

Organizational Management objects are accessed through the SAP Logical Database 'PCH'. The PCH Logical Database provides a standard selection screen for all reports.


© SAP AG 1999

Evaluation Paths

......

Eval. pathEval. path

O-S-P

......

......

......

No.No.

10

20

30

O

S

O

B

A

B

003

008

002

Incorporates

Is occupied by

Is line manager of

*

*

* O

S

P

Evaluation path textEvaluation path text

Staffing assignment along org. structure

Obj. typeObj. type A/BA/B RelationshipRelationship Relationship nameRelationship name PriorityPriority Type of rel.obj.Type of rel.obj. SkipSkip

In this step, you set up the required evaluation paths. In Organizational Management reporting, the relationships existing between objects are processed in a logical sequence. One or more relationships form the navigation paths for an evaluation. These enable you to report on structural information (for example, the organizational structure or the reporting structure.)

Example: Evaluation path Staffing of positions: No. Obj.Type Relationship Priority Type rel'd object Skip 010 O B 003 * S 020 S A 008 * P 030 O B 002 * O

In this evaluation path, the system finds each position (S) assigned to a certain organizational unit (O) and the holder of this position (P). All underlying organizational units are processed in the same way.

In the field Skip in individual maintenance, you can determine that a particular relationship should be included in the evaluation path, but that the results should not be displayed.

You can create alphanumeric evaluation paths with a maximum of 8 characters starting with Z. Should you wish to have an alternative evaluation path for a report that has a SAP standard evaluation path, you can specify this in the column Value abbr.


© SAP AG 1999

Relationships Between Objects

O B003 SS A008 P = O- S- PO B002 O

Object type Relationship Object Type

O A/B 002 OO A/B 003 SS A/B 008 PC A/B 007 SK A/B 011 OK A/B 011 SS A/B 002 S

O

O

S

P

Evaluations are performed through the relationships between objects.


© SAP AG 1999

Creating an Evaluation Path

Sequence Object A/B Relationship Relationship Priority Rel. SkipNumber Type Name obj. type

Evaluation Path: O-S-P10 O B 003 Incorporates * S20 S A 008 Holder * P30 O B 002 Is line supervisor * O

Evaluation Path: PLSTE-OS10 O B 003 Incorporates * S20 O B 002 Is line supervisor * O30 O B 002 Is line supervisor * S

Evaluation Path: PERS-O10 O B 003 Incorporates * S X20 S A 008 Holder * P30 O B 002 Is line supervisor * O

An evaluation path is defined by table entries. Table T777E is accessed from the IMG. Number: A sequential number assignment Priority: Which relationship (if there is more than one more the same object type like O and S for O) should be performed first.

Skip: The results of this step should not be displayed in the output. (cannot be effectively used when creating structures using the evaluation path)

Evaluation paths can be given names using the customer namespace prefix of 'Z' or 'Y'.

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© SAP AG 1999

Standard Reports

Human ResourcesHuman Resources

Organizational managementOrganizational management

Organizational PlanOrganizational Plan

Existing Organizational UnitsExisting Organizational UnitsStaff Functions for Organizational UnitsStaff Functions for Organizational Units

Organizational StructureOrganizational StructureOrganizational StructureOrganizational StructureOrganizational Structure with PositionsOrganizational Structure with PositionsOrganizational Structure with PersonsOrganizational Structure with Persons

Organizational UnitOrganizational Unit

Organizational Structure with Work CentersOrganizational Structure with Work Centers

Expert ModeExpert ModeOrganizational PlanOrganizational PlanInfo SystemInfo System

Many standard reports are available from the Organizational menu. These reports can be executed from shortened selection screens or the user can choose to go to the standard selection screen.

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© SAP AG 1999

General Reporting

Personnel Department

Chris Miller

Alberto Fini


Charlotte Hansen

Andre Kloselle

John Smith

Samuel Strecht

Alexander Hoffman

Personnel Planning and Development

Existing Objects

Structure Display/ Maintenance

Structure Navigation Instrument

PD Graphics Interface

Display/ Maintain Infotypes

Infotype Reporting

Start PA Reporting via PD Structures

Reports can be selected under the menu choice Human Resources > Organizational Management > Info System.

The SAP R/3 System offers a number of standard reports dealing with basic object types. Examples of some standard reports are: Job Descriptions, Position Descriptions, Planned Costs, or Work Centers with Restrictions. You can access reports that are not based on one specific object type by choosing the menu option Reporting -> General.

We distinguish between sequential and structural reporting : - Sequential

In sequential reporting, you can list the objects you want to report on by object ID. This starts sequential reporting for all objects listed. For example, you may display a list of all existing jobs.

- Structural In structural reporting, the system also lists all objects that you want to report on. The system interprets each object listed as the root object in a structure and reports on all underlying objects in the structure.

Reporting using ABAP Query can also be performed provided the functional area is defined with the PCH Logical Database.

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© SAP AG 1999

PD Graphics Interface

Tool BoxTool Box

Utilities

Task functions

Insert objects...Move objects...Move objects...

Change staff modeDelete object

ExtrasExtras

Create objects...

Delimit object

Function Help

The PD Graphics Interface Tool provides a more graphical interface for the viewing and maintenance of a tree structure.

Using the 'Tool Box' of the interface, many maintenance tasks can be performed. Object shape definitions, object colors and size can all be customized by the user and defaults set for all users through the IMG. The IMG also allows you to customize the 'Tool Box'.

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© SAP AG 1999

HIS

ReportingReporting

Defaults

Task functions

Entries/LeavingsFlexible employee dataFlexible employee data

Salary/SeniorityTelephone list

AdministrationAdministrationRecruitment

Cost planningTravel management

Select the desired organizational unitOrganizational units Organizational units

AccountingPersonnel Sales

NY Branch office

Californiabranch office

Headquarters

Select the desired task

Benefits

Ad Hoc Query

.....

Function Help

The HIS (Human Resource Information System) uses similar functionality as the PD Graphics interface. Manager's Desktop is designed to provide this functionality in a more user friendly environment.

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© SAP AG 1999

Export to Other Applications

Organizational plan data can be exported to other software applications

Organizational Management data can be sent to outside software applications, for example, for Organizational Chart Production.

A standard interface exists for this purpose. The interface is designed, however, as output only. There is no interface designed to bring data into Organizational Management.

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© SAP AG 1999

Using PD Structures for PA Reporting

Master Data Reporting

Payroll Reporting

Time Evaluation

Ad-hoc Query

Personnel Administration, as well as other SAP Human Resources reports, can be started with personnel number selections generated by the results of an organizational management structure selection.

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© SAP AG 1999

Evaluations and Reports: Unit Summary

Execute organizational management reports for basic object types and organizationalmanagement structures.

Submit other Human Resources reports withorganizational structure selections.

Explain and define evaluation paths.

Evaluate data with HIS and Structural Graphics.


(C) SAP AG HR505 7-17

Evaluations and Reports Exercises

Unit: Evaluations and Reports Topic: Using standard reporting solutions


• Use the SAP standard reports to evaluate an organizational plan.

Reporting on data contained in organizational management is a requirement for your company. Data needs to be evaluated at the organizational unit level. Selection criteria depends upon evaluating an organizational management structure.

2-12 Reporting on an organizational plan using SAP standard reports.

2-12-1 Identify persons in your organizational structure.

2-12-2 Display existing jobs.

2-12-3 Identify and display tasks assigned to your positions.

2-12-4 Evaluate vacant positions in your organizational structure.

2-13 Use general reporting to display data.

2-13-1 Identify existing implementation objects.

2-13-2 Display your organizational plan graphically.

2-13-3 Run PA report RPLICO10 for employees within your organizational structure.

2-13-4 Review the ‘00-XYZ Implementations’ staffing structure.

(C) SAP AG HR505 7-18

2-14 Short answer

2-14-1 Explain the difference between evaluation paths O-S-P and PLSTE.

2-14-2 What objects will a report evaluate if the selection criteria of object id and evaluation path are left blank?

2-14-3 Is creating an evaluation path from person to person via the reporting structure possible?

(C) SAP AG HR505 7-19

Evaluations and Reports Solutions

Unit: Evaluations and Reports Topic: Using standard reporting solutions

2-15 Reporting on an organizational plan using SAP standard reports.

2-15-1 Identify persons in your organizational structure.

From the menu:

Human Resources organizational management Info system organizational unit organizational structure organizational structure w/ persons. Select Organizational unit

Execute

2-15-2 Display existing jobs.

From the menu: Select Job

Execute

Human Resources organizational management Info system job existing jobs or job index. Select Job

Execute

2-15-3 Identify and display tasks assigned to your positions.

From the menu:

Human Resources organizational management Info system position task description for positions.

Select Job

Execute

2-15-4 Evaluate vacant positions in your organizational structure.

From the menu:

Human Resources organizational management Info system position vacant positions.

Select Organizational unit

Execute

(C) SAP AG HR505 7-20

2-16 Use general reporting to display data.

2-16-1 Identify existing implementation objects.

From the menu:

Human Resources organizational management Info system general existing objects. Use object type ‘99’.

Execute

2-16-2 Display your organizational plan graphically.

From the menu:

Human Resources organizational management Info system general PD graphics interface.

Select an evaluation path

Execute

Optional: From the organization and staffing interface, select your parent organizational unit in the overview area and right-click to select ‘view organizational structure graphically’ to export your organizational structure to a 3rd party software solution.

2-16-3 Run Personnel Administration report RPLICO10 for employees within your organizational structure.

From the menu:

Human Resources organizational management Info system general HR master data start PA reporting from PD structures.

Use O-S-P or other evaluation path that concludes with person (‘P ‘) objects.

2-16-4 Review the ‘00-XYZ Implementations’ staffing structure.

From the menu:

Human Resources organizational management Info system general structure display/maintenance.

Use object type ‘99’ and evaluation path ‘Z_99-S’.

2-17 Short answer

2-17-1 Explain the difference between evaluation paths O-S-P and PLSTE.

(C) SAP AG HR505 7-21

PLSTE evaluates positions along the organizational structure only. O-S-P performs the same and includes the ‘P ‘ holders of the positions.

2-17-2 What objects will a report evaluate if the selection criteria of object id and evaluation path are left blank?

All objects.

2-17-3 Is creating an evaluation path from person to person via the reporting structure possible?

No, it would result in a continuous loop from Person to Position to Person to Position, etc. You would have to start with another object type such as an organizational unit. (i.e. O B012 S B002 S A008 P) or use two separate evaluation paths as used in Manager’s Desktop.


© SAP AG 1999

Manager’s Desktop: Business Scenario

The managers in your organization need an easy-to-use tool that will support themin their daily administrative and organizationaltasks and strategic decisions. You implementManager’s Desktop for this purpose.


© SAP AG 1999

Overview

Manager´s DesktopManager´s Desktop

Support for managers in performing administrative and planning tasks

Support for managers in performing administrative and planning tasks

wide function area, tailored to managerial tasks(e.g. functions from different components,workflow inbox, Internet connection, etc.)

easy, intuitive operation

exact tailoring of necessary functions possible with customizing and user-specific settings

possible to include customer-specific reporting

SAP Manager´s Desktop meets the daily requirements of managers and supports both the administrative-organizational and planning tasks. In fact, with the Manager’s Desktop concept, more and more HR tasks can easily become the responsibility of line managers.

Manager’s Desktop supports managers in making personnel decisions and devising strategic plans in that it allows them to quickly access direct and indirect subordinate employees’ personal data and to evaluate this data.

Managers can also carry out cross-application functions using Manager’s Desktop: they can, for example, execute work items, or they can access relevant financial and controlling data using the appropriate reports. In addition to various SAP HR and Controlling reports, managers can run customer-specific reports using Manager’s Desktop. Manager´s Desktop also allows, if it is integrated with a Web browser, you to link to the Internet and Intranet pages.

‘Drag-and-Drop' functionality makes it easier for users to complete tasks.


© SAP AG 1999

Prerequisites

Area of Responsibility

SS

P

S

P...

indirect

P P...

S S S

direct

Employee is in a managementposition

IT 105 (Communication)

Assignment of SAP System

P

To use Manager’s Desktop, you must have created an organizational plan including a representation of your organizational and reporting structures (that is, the assignment of persons or users to positions) in Organizational Management.

When the (the manager) logs on to the system, all the organizational units that he is responsible for are determined. These organizational units and their positions and position holders are displayed in a tree structure and can be edited, in conjunction with a function list. The area of responsibility displayed is only a portion of the organizational plan, unless the manager is responsible for the entire organization.


© SAP AG 1999

Ad hoc QueryReports

Pers. Admin.Time Data.…

Profile.….…

Initial Screen

Theme Categories Function Lists

modifiable themes and functions cataloguser-specific choice of themes and functionscompany-specific definable initial screen(background screen + company logo)

modifiable themes and functions cataloguser-specific choice of themes and functionscompany-specific definable initial screen(background screen + company logo)

Bonus planSalary adjustmentExtraordinary salaryadjustments

Personal Data

Organization

Compensation Management

Workflow Inbox

Special Areas

Manager’s Desktop ScenarioManager’s Desktop Scenario

The initial screen provides an overview of the scenario provided by SAP for Manager’s Desktop. It is made up of the five theme categories above and their function lists.

These categories can be adjusted to suit customer requirements using function codes in Customizing. Functions may also be added.

The user can also deactivate functions and categories that he or she does not require from the initial screen as well as from other screens in the application. The user may also switch between user-specific and Standard settings.

The initial screen can be adapted in Customizing, the user can insert their own company logo and/or their own background picture.


© SAP AG 1999

Initial Screen: Enhancement

Manager’s Desktop

Employee

Inbox

Organizational Planning

Compensation

Budgeting

Manager’s Desktop

Employee

Inbox

Organizational Planning

Escalators

Unlimited

Scenario selection is defined in table T77S0 with parameter MDT_SCEN and with optional user parameter MWB_SCEN.

The standard images, evaluation paths (for point of entry) and theme categories are stored in tables T77MWBS and T77MWBFCH. Customer entries are entered in table T77MWBSC which will override duplicate entries in T77MWBS.

Use T77MWBSC for Texts. .jpg and/ or .bmp images, in order to fit properly, need to be adjusted to the appropriate pixel size and loaded into SAP via the IMG.

Scenario customization is client-independent.


© SAP AG 1999

Themes: Personal Data

Personal Data OrganizationCompensation ManagementWorkflowSpecial Areas

Function Lists

Ad hoc QueryReports

AdministrationAbsencesEducation and TrainingPayments/Deductions...…

BenefitsOrganization...…

ProfileRequirements profile

Data evaluation and display for a selectedorganizational unit or organizational structure Example:Payments and deductions to/from allsubordinate employees

Create/Change/Display an employee’s qualifications profile or the requirementsprofile for a position

Using the functions in the Personal data theme category, you can call up information on directly and indirectly subordinate employees in the form of reports as well as create and evaluate qualifications profiles for employees and requirements profiles for positions.

You can evaluate information in the following ways: - Ad hoc Query of Human Resources

(This allows you to see information from all area of Human Resources via the simple selection of selection and output fields.)

- General employee data from Master - Employee’s holiday dates - Employee time data

Note: The view of the area of responsibility that you have selected as well as the position of the cursor within this view determine the extent of the evaluation.

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Themes: Organization

Reorganization

Change position

Report/StatisticsUnoccupied

positions

Employee Directory‘Who’s who?’

Required positionsPlan quotaQuota overview

Plan/actual comparisonActual/actual comparison

Cost Center Accounting Reports

Personal DataOrganizationCompensation ManagementWorkflowSpecial Areas

The Organization theme category allows the manager to carry out organizational changes, evaluations and planning for the various organizational objects in his or her area of responsibility. The functions mentioned above are available in the function list.

Organizational changes may be carried out using the Reorganization function or by drag and drop. The Change positions theme category allows you to change the attributes of a position, such as the assignment to a job or the name of the position.

Using the Report unoccupied positions theme category, the manager can obtain a list of and report on the period (in days) for which the positions in a particular organizational structure or organizational unit have been unoccupied.

Using the plan quota and quota overview theme category, required positions per job and time period and various views are displayed. Special reports from cost accounting (Plan vs. Actual comparison etc) can be executed.

Using ‘Who’s who?’, the manager can search for employee data.

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Work item

Themes: Organization -Integration with Personnel Administration

OO

S

P

Employeeaffected

AdministratorPersonnel Dept.

Options:ExecutionChangeUndo action

Execution:ReorganizationChange position

Selection ofpersonnel action

Employee locked(Lock entry in T77INT)

Employeeunlocked

Using the Reorganization function, you can carry out organizational changes, that is, you can move organizational units, positions or holders within your area of responsibility. If such a move is possible, it will be carried out by the system. If you have flagged the Additional information when moving check box under Additional information, the new assignment will be displayed with a green stop light. If objects can not be moved , a message appears, and, if you want, a dialog box with the corresponding stop light: A yellow stop light is assigned to those objects that can not be put under the target object on the date specified, this may be because the object no longer exists or that it is no longer assigned to the superior object, or because a person already designated to a personnel action is directly or indirectly related to the object. A red stop light means that the object can not be put under the target object as the object type of the object selected may not be assigned to the object type of the new target object or as the new superior object no longer exists.

If an employee is affected, directly or indirectly, by organizational changes or their position is assigned to another describing job, a corresponding personnel action, which describes the reorganization process, must be carried out in Personnel Administration (organizational change, for example). The manager does not, however, have to carry out this action himself, he simply enters it in a selection box. A standard workflow is triggered. The employee in the personnel department responsible receives the work item in their inbox and carries out, changes, or withdraws the action. The data of the employee concerned stays locked for maintenance (in table T77INT), until the action is carried out, changed or withdrawn. Once the action has been carried out, both the administrator and the employee are notified by mail.

Note: The switches PLOGI EVENB and PLOGI EVCRE in table T77S0 must be set to X, in order that the workflow described above can take place. This is a standard workflow that need only be activated by the customer.

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Compensation Management

Workflow Special Areas

Other Theme Categories

Personal dataOrganizationCompensation managementWorkflowSpecial areas

Bonus planSalary increaseSpecial adjustments

Presentation of:Internet pagesIntranet pages

Authorize trip

Authorize absence

Carry out an employeeappraisal.......

The Compensation Management theme category incorporates the functions that enable the line manager to calculate achievement bonuses as well as various types of salary adjustments for directly and indirectly subordinate employees in his or her area of responsibility. The manager can do the following in relation to salary:

- Create bonus plans - Determine adjustments - Carry out adjustments.

Workflow tasks are displayed to the manager in a list in his or her workflow inbox. Each work item has the attributes Description, Priority, Received on and Task. The workitems can be sorted in ascending or descending order according to these attributes. Once the work items have been carried out, the inbox is updated.

If integrated with a web browser, Manager’s Desktop also allows you to display Intranet and Internet sites relevant to business within the Special areas theme category. The necessary settings can be made in Customizing.

Note: Further technical aspects and advanced customizing of the Manager's Desktop component is

contained in the SAP HR Training Course - HR530

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© SAP AG 1999

Screen Structure

Manager’s DesktopManager’s Desktop: Personal : Personal DataDataFunctions Edit Goto Settings System Help

Personal data Organization Workflow InboxWorkflow Inbox

All subordinate employeesDirectly subordinate employees Cost centers

Period 27.01.1999 to 31.12.9999

Organizational Structure ID Abbreviation

Sales Department

Lucinda Gonzales

Sales Director

-

Lucinda Gonzales

-

Sales Assistant

Sales Germany

-

+

-

Sales Manager Germany-

Anne Albert

Sales Executive-

Albert Leroux

Sales Executive

Olaf Paulsen

-

Sales USA

Sales GB

+

+

O 50014449

P 00007008

S 50014454

P 00007008

S 50014458

O 50014451

S 50014455

P 00001904

S 50014460

P 00007006

S 50014462

P 00001004

O 50014452

O 50014453

Sales

Gonzales

Sales Dir.

Gonzales

Sales. Asst.

Sales D

Sales Mgr. D

Albert

Sales Exec.

Leroux

Sales Exec.

Paulsen

Sales USA

Sales GB

- Personal Data

Ad-hoc-Query

Reports

Personnel I

Educati

Seniorit

Service

Function list

Entries/

Vehicle

Family

Geburts

Trip

Zeitwirtscha

Abwes

Anwes

Person

-

Trip-

-

-

Employee profil

Requirements pr

Different views of areasof responsibilityTheme

categories

Function listsfrom the selected theme categories

Execution offunctions e.g. withdrag and drop

Drag

and Drop

In the Personal data, Organization and Compensation Management theme categories, the screen is divided into a main window, displaying the organizational area of responsibility of the user in a tree structure and a side window listing the functions.

Using tab pages, the user can switch between different views of his or her area of responsibility. Each tab represents an evaluation path.

In the Directly subordinate employees view only the organizational units that are directly subordinate and their positions and holders are displayed. The All subordinate employees view also displays all the indirectly subordinate organizational objects (organizational units, positions and holders). The Cost center view displays all (directly or indirectly) subordinate organizational objects and their master cost centers.

There are different ways to execute the functions in the function list, a particularly simple way to do this is to use ‘Drag and Drop’. Drag and drop from left to right by highlighting one or more objects in the organizational structure and holding down the left mouse button and dragging the mouse to the desired function in the function list. This function is executed for all the objects you selected. In the same way you can drag and drop from left to right. You can also use ‘drag and drop’ to move organizational objects within the tree structure.

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© SAP AG 1999

Themes and Functions: Enhancement

•Ad-hoc Query

•Employee Flexible Data

•HIS

•Personnel Profile

FunctionsTheme

Employee

•Ad-hoc Query

•Personnel Profile

•Succession Planning

•Intranet

Standard Delivered view

Company configured view

Within the themes you can customize the function list. The function list is customized through the IMG in tables T77MWBFCD, T77MWBFCO and T77MWBFCH. Using these tables and the IMG, you can add/ remove functions from themes.

T77MWBFCC is used to overwrite the standard function provided by SAP. Using this approach, you can take advantage of the pre-configured entries.

The evaluation paths for the tree structures are stored in tables T77MWBD and defined in T77aw. The root object for each evaluation (point of entry) is determined by the evaluation path in T77MWBS by scenario.

Theme and function maintenance is client-independent. Note: Manager's Desktop configuration tables are of class 'E' (with the exceptions of customer override

tables) which means that entries within the SAP namespace in those tables may be updated through release and/ or packet upgrades.

Note: Further technical aspects and advanced customizing of the Manager's Desktop component is

contained in online help and in other HR and technical classes.

(C) SAP AG HR505 8-15

© SAP AG 1999

Manager’s Desktop: Unit Summary

Use and explain the functions of Manager’s Desktop.


(C) SAP AG HR505 8-16

Manager’s Desktop Exercises

Unit: Manager’s Desktop Topic: Using Manager’s Desktop


• Use Manager’s Desktop to run reports to evaluate an organizational plan.

Reporting on data contained in organizational management needs to be presented to line managers in a simple-to-use, one-stop-shop interface.

2-18 Reporting on an organizational plan using Manager’s Desktop.

Note: Be sure that your login ID (i.e. HR505-##) is maintained on infotype 0105 (Communications) subtype 0001 (SY-NAME) for your person 2 (your alias) that holds position 3 in organizational unit 1 and is valid since 01/01/1999.

2-18-1 Identify persons in your organizational structure (direct and indirect).

2-18-2 Display the birthdays of persons in your organizational structure.

2-18-3 Identify unoccupied positions.

2-19 Customizing Manager’s Desktop.

2-19-1 Describe how to add a report to a theme.

(C) SAP AG HR505 8-17

2-19-2 Describe how to add a theme to a scenario.

2-19-3 Describe how to change a scenario logo.

(C) SAP AG HR505 8-18

Manager’s Desktop Solutions

Unit: Manager’s Desktop Topic: Using Manager’s Desktop

2-20 Reporting on an organizational plan using Manager’s Desktop.

Note: Be sure that your login ID (i.e. HR505-##) is maintained on infotype 0105 (Communications) subtype 0001 (SY-NAME) for your person 2 (your alias) that holds position 3 in organizational unit 1 and is valid since 01/01/1999.

2-20-1 Identify persons in your organizational structure (direct and indirect).

Expand tree structure.

2-20-2 Display the birthdays of persons in your organizational structure.

Drag organizational unit to birthday list function (in employee theme) or vise-versa.

2-20-3 Identify unoccupied positions.

Drag organizational unit to unoccupied positions list function (in organization theme) or vise-versa.

2-21 Customizing Manager’s Desktop.

2-21-1 Describe how to add a report to a theme.

In the IMG, select ‘Enhance Function Codes’ from ‘Manager’s Desktop’.

Add your report to the table along with the description, SAP program name, transaction code, function module or URL address.

Then, if it is object specific (i.e. can only be allowed to execute for certain object types), then maintain the next step in the IMG: ‘Define object type-specific function codes’.

To then assign your function to a theme, go to the next step of the IMG: ‘Define structure of function codes’ and populate the table with your function assigning it to a higher level function.

(C) SAP AG HR505 8-19

2-21-2 Describe how to add a theme to a scenario.

A theme is simply a function type of ‘HOME’ that is assigned to a scenario but not assigned to a higher level function in table T77MWBFCH. IMG step: ‘Define structure of function codes’.

You can also add a tree structure to Manager’s Desktop standard tree structures (direct, indirect and cost center) by maintaining IMG step: ‘Define evaluation paths’ under ‘Manager’s Desktop’.

2-21-3 Describe how to change a scenario logo.

In the IMG step: ‘Adapt initial screen’ load the desired .bmp or .gif file into SAP as binary data.

Then in table T77MWBSC to override the standard or T77MWBS to add your own scenario, maintain your new object entries (screens).

To determine what scenario is used for Manager’s Desktop, maintain parameter MDT_SCEN in table T77S0. If the scenario depends upon the user, maintain user parameter MWB_SCEN for each user.


© SAP AG 1999

Customizing Organizational Management:Unit Objectives

Describe the IMG customizing concept.

Customize the functions of Organizational Management.



© SAP AG 1999

The standard system as delivered doesnot cover all of your organization’s specific requirements.

You must configure the system to suit your company‘s requirements.

You need a number of different plan versions to administer various test organizational plans.

You also want to create customer-specificrelationships. To evaluate this data, you also need specific evaluation paths.

Customizing Organizational Management:Business Scenario


© SAP AG 1999

The IMGOrganizational Management

Basic SettingsMaintain Number Ranges

Set up Number Assignment for all plan versMaintain Number RangesCustomer Enhancements (user exits)

Data Model EnhancementMaintain Object TypesInfotype Maintenance

Maintain InfotypesMaintain SubtypesMaintain User Defined Settings for InfotypesMaintain Country Specific Infotypes

Relationship MaintenanceMaintain RelationshipsDefine Time Constraint Depending on…Specify Start Date for Person Data…

Check Consistency of InstallationMaintain Evaluation PathsMaintain Personnel ActionsAuthorization Management

Maintain AuthorizationsMaintain ProfilesMaintain User Master RecordStructural Authorization

Maintain Profiles for Structural AuthorizationAssign Structural AuthorizationSave User Data in SAP Memory

Dialog ControlSpecify Sequence of MangersSetup SAPScript connection for InfotypesSet Search Function

Sequence of customizing steps

Project management

Configuration details

Documentation

The SAP R/3 Implementation Guide for customizing the R/3 System lists all activities involved in implementing the SAP System and provides you with the necessary guidelines and documentation.

The R/3 Implementation Guide contains separate sections for each R/3 application. Each section contains:

All documentation required to implement the specific application Active functions that allow you to customize the specific application Project documentation and status information.


© SAP AG 1999

The IMG

SAP Reference IMG

PSPS ..........

PPPP

COCO

FIFI

HRHR

MMMM

SDSDProject IMG

Project 001Project 002

FIFI

HRHR

PSPS

MMMMPDPDPAPA

View forproject 002:Requiredactivities

There are four levels to the implementation guide (IMG): SAP Reference IMG: Contains documentation on all functions provided in the standard SAP R/3 System.

Project IMG (part of Enterprise IMG): Contains the documentation required to implement a particular customizing project.

Project view (part of the Project IMG): Structures the Project IMG using different attributes, such as optional and mandatory activities or critical and non-critical activities.


© SAP AG 1999

Plan Versions

PVPV Plan VersionsPlan Versions ActivActiv CurrentCurrent

**

.:01

02

AL

Never use

Current plan

Alternative plan/tech.

ALE customer model

x x

PLOGI PLOGI 01 Integration Plan Version/ Active Plan Version

In this step, you set up the plan versions which you require for your company. Plan versions enable you to administer several organizational plans parallel in the system. Different plan versions can be used to experiment with different scenarios, for simulations and for comparison purposes.

However, one plan version must contain the information that identifies the actual state of operations at your company. This plan is called the active plan and is used for all cross application maintenance.

The current plan version is the plan version that is currently being worked on in the system. When you request reports, the system can extract information only from one plan version. Note: The plan version “.:” must not be used or deleted since it is used for the transport of plan versions.


© SAP AG 1999

Object Maintenance

*Object typeObject type

Applicant

A

AC

Work center

Standard role

AP

B

C

D

Training program

Job

Business event type

Essential relationshipsExternal object typesStructure search.....

Object type textObject type text

In this step, you make the settings required for changing standard object types and creating new object types. This includes the following system settings:

Essential relationship: The essential relationship determines the relationship type that must be created when you create an object of a particular object type in order for it to be meaningful.

External object types: You define the interface program used for reading external object types.

Structure search: You define the evaluation path used in the Matchcode structure search for the various object types.

You can create two-digit object types in the customer namespace range of 01 to 99.


© SAP AG 1999

Number Ranges

NUMRG

GroupGroup Sem.abbr.Sem.abbr. Value abbr.Value abbr. DescriptionDescription

COMP Number assignment for all plan versionsX

$$$$

SubgroupSubgroup No.range internNo.range intern Extern.no.rangeExtern.no.range

EXIN

01$$

01A

IN

IN

EX

EX

Intervals

NoEX 00000001

From number

IN 5000000049999999To number

99999999

Current number

50010581

ExtX

IN

In this step, you specify whether number assignment is plan version-specific or whether it applies to all plan versions: If you decide to use plan version-specific number assignment, you can define number intervals per plan version and per object type. Example: Subgroup 10S = Number assignment for object type S in plan version 10

If you decide to use number assignment for all plan versions, you can define number intervals per object type that are valid for all plan versions in the step Maintain Number Ranges. Example: Sub-group $$O = Number assignment for object type O in all plan versions. Number assignment for all plan versions has the advantage that objects will not be overwritten when objects are copied from one plan version to another.

The subgroup names are set up so that the first two characters specify the plan version and the last two specify the object type. The standard entry $$$$ in the field Subgroup stands for all number ranges not listed explicitly. Do not delete this entry. You can differentiate between external and internal number assignment in each subgroup: Internal number assignment: the SAP R/3 System assigns numbers in this case. Internal number ranges are indicated by the letters IN. External number assignment: the user assigns numbers in this case. External number ranges are indicated by the letters EX and a flag in the External field.

Recommendation: Since the matchcode function is available for selection of objects, it is not necessary to assign 'mnemonic' numbers to objects. SAP recommends that you use internal number assignment.

(C) SAP AG HR505 9-10

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Relationship Maintenance

*

RelationshipRelationship

Belongs to

001

002

Is a subdivision of

Reports (line) to

003

004 Is subordinate to (disc.)

Incorporates

Is subdivided into

Is line supervisor of

Is disc. supervisor of

Relationship characteristicsAdditional relationship dataAllowed relationships External relationshipsTime constraints.....

Relationship bottom upRelationship bottom up Relationship top downRelationship top down

By creating relationships between objects, you can display all of the structures that exist in Organizational Management. Relationships are special subtypes of infotype 1001. Each relationship has two relationship types, indicated by A and B (bottom up (A) and top down (B)). For each relationship created (A or B), the corresponding inverse relationship is automatically set up. In this step, you make the detailed settings that are required for creating the relationship types.

Relationship attributes: You can control the response of the system (error messages, warnings, information) if the 100% mark is exceeded in the case of "weighted" relationships.

Additional relationship information: You can determine whether additional relationship information can be entered and whether the weighting percentage of a relationship should be shown or hidden. Additional information that is customer-specific can only be entered for customer-specific relationships and then only by agreement with SAP.

Allowed relationships: You can define the object types that are allowed for each relationship. External relationships: You can set up external relationships. External relationships are relationships that are not stored in the HRP1001 database.

Time constraints: You must assign a time constraint to each relationship, depending on the object type. If the time constraint should also be dependent on the target object type, you must maintain this setting in the step Define time constraint dependent on target object type.

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Evaluation Paths

......

Eval. pathEval. path

O-S-P

......

......

......

No.No.

10

20

30

O

S

O

B

A

B

003

008

002

Incorporates

Is occupied by

Is line manager of

*

*

* O

S

P

Evaluation path textEvaluation path text

Staffing assignment along org. structure

Obj. typeObj. type A/BA/B RelationshipRelationship Relationship nameRelationship name PriorityPriority Type of rel.obj.Type of rel.obj. SkipSkip

In this step, you set up the required evaluation paths. In Organizational Management reporting, the relationships existing between objects are processed in a logical sequence. One or more relationships form the navigation paths for an evaluation. These enable you to report on structural information (for example, the organizational structure or the reporting structure.)

Example: Evaluation path Staffing of positions: No. Obj.Type Relationship Priority Type rel'd object Skip 010 O B 003 * S 020 S A 008 * P 030 O B 002 * O

In this evaluation path, the system finds each position (S) assigned to a certain organizational unit (O) and the holder of this position (P). All underlying organizational units are processed in the same way.

In the field Skip in individual maintenance, you can determine that a particular relationship should be included in the evaluation path, but that the results should not be displayed.

You can create alphanumeric evaluation paths with a maximum of 8 characters starting with Z. Should you wish to have an alternative evaluation path for a report that has a SAP standard evaluation path, you can specify this in the column Value abbr.

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Actions

A

S

C

Create position

Create job

ActionAction Action textAction text

Create work center

Action Action Text Seq. Number Plan Vers. Object Type Infotype SubtypeC Create job 1 ** C 1000C Create job 20 ** C 1001 B007C Create job 30 ** C 1050C Create job 40 ** C 1051

In this step, you make the required configurations for setting up an action. Using actions, you can create objects (positions, work centers etc) as well as maintain the characteristics of these objects. When you carry out an action, the relevant infotypes appear one after another. The order in which the infotypes appear can be determined in this step.

Each step of an action is made up of the processing of an individual infotype. You assign the following to each step of an action:

A plan version An object type An infotype or a subtype A status Default values for relationships with the target object type Function code, e.g. create and change Note: When defining an action, make sure that that you are assigning infotypes in a logical order. The Object infotype (0000) should always be edited first and have 01 as its line number.

Each action can only be defined for one object type.

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Infotype Settings

Authorities/resources(1010)

Comm. power of attorney

Power of procuration

Purchases up to 50000 UNI

Default value for theWork Schedule

infotype

Rule values

85

22260

per dayper weekper monthper year

HoursDaysDaysDays

Healthexaminations

(1009)

Hearing testevery 12 months

Eye examevery 24 months

In the step Maintain Working Time Groups, you assign employee groups and subgroups to the working time groups you set up under Maintain subtypes.

The rule values are used as default values when you create the Work Schedule infotype if no working time information has been specifically maintained for the object concerned.

You can store allowed input values per infotype and subtype: Authorities and Resources Health exclusions and examination types Work center restrictions and reasons Buildings for the address infotype for positions and work centers.

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Matrix Types

Matrix type Legal Legal classification

Dimension 1 Organizational plan

Object type O

Evaluation path ORGEH

Dimension 2 Legal structure

Object type OR

Evaluation path

Relationship B 401

B400

Definition ofRoot object typeEvaluation path

for dimensions 1 and 2

Definition of relationshipswhich can be entered in matrix maintenance between objects from dimension 1 und 2

If you want to access matrix maintenance via matrix types, you must define matrix types in this step. You define an object type and an evaluation for both dimensions. In addition, you specify the relationship that should exist between the object types of the two dimensions during matrix maintenance.

The relationship must be defined as an allowed relationship between the object types.

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Define data view

Organizational unitswith positionswith persons

SichtSicht Text zur SichtText zur Sicht

STANDARD Standardsicht

ViewView Text on viewText on view

STANDARD Standard view

Grouping

Define area

ValuesAdministrationBenefits....Organization

AssignmentAssignmentAssignment

Define task functions

Assignment of task functions byuser group and area

Report(RPLMIT00, for example)Values for data retrieval

Selection reportEvaluation path.....

Assignments can be user group- specific

HIS

In this step, you configure the Human Resources Information System so that it contains the functions appropriate to your company's structure and requirements.

In the step Define Data Views, you determine the evaluation view for the structures of Organizational Management, Training and Event Management etc. Some data views are already included in the SAP standard system (for an organizational structure or a business event group hierarchy, for example).

In the step Define Areas, you classify the evaluations available by area. If you have set up your own evaluations, these can also be included in areas.

In the step Define Data Retrieval, you set the parameters for data retrieval. You enter selection reports, which access the data you require as well as the evaluation paths which use this data.

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Structural Graphics

Datenset

User DependentApplication Context

Text display options

Graphic display options

Functions

Data set

Design

Tool box

In this step Context-Dependent Standard Assignment, you can assign various settings to an application context. Each application (e.g. Organizational Plan, Career Planning, Shift Planning) that accesses Graphics accesses a certain context.

In the step User-Dependent Assignment, you maintain user-specific graphical editing per context. This means that any user that accesses Graphics in a specific application context can change the standard settings that determine how object information and toolboxes are represented to suit his/her own individual requirements.

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Configuration Settings

SBES

GroupGroup

LIST Staff assignments outputRH_SBES_LI

SBES

SBES

SBES

SBES

SBES

SBES

PERS

P_EXT

P_NOR

P_O-O

P_S-S

TOPL

RH_SBES_PA

O-S-PEXT

O-S-PNOR

ORGEH

S-S

RH_SBES_TP

Additional data on persons in staff assignments

Evaluation path for extended staff assignment

Evaluation path for staff assignment

Evaluation path for organizational structure

Evaluation path for reporting structure

Header for staffing schedule

Sem. abbr.Sem. abbr. Value abbr.Value abbr. DescriptionDescription

PPVAC

GroupGroup

PPVAC 1 Switch for defining a vacancy

Sem. abbr.Sem. abbr. Value abbr.Value abbr. DescriptionDescription

PPABT PPABT 0 Switch: Department

You can specify whether a position is considered vacant only if the Vacancy infotype is maintained for it, or whether all unoccupied positions are regarded as vacant.

By Vacancy, SAP means that an unoccupied position is to be re-filled in the future. This data is required in particular for the Recruitment component. The Vacancy infotype must be active for integration with the Recruitment component, that is, the switch must be set to 1.

In addition, the Career and Succession component uses this information in the selection process to determine when a position is to be filled again. You can restrict the display to vacant positions only. Positions flagged as vacant are also taken into account in Personnel Cost Planning calculations.

In the parameter group SBES you can make the following settings: Specification of a function module to control the specific format of the list output. Specification of a function module to control editing of the additional personal data in the list output. Entries with different evaluation paths used for starting the report. Specification of a function module to control the specific format for headers in the staff assignments.

The SBES group is used for a variety of SAP standard functions including HIS and pop-up windows in Personnel Administration.

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Customizing Organizational Management:Unit Summary

Use the IMG to customize Organizational Management.


(C) SAP AG HR505 9-19

Customizing Organizational Management Exercises

Unit: Customizing Organizational Management Topic: Evaluation Paths and Customizing


• Create evaluation paths in organizational management through customizing steps in the IMG (implementation guide).

The standard SAP evaluation paths may not satisfy your data reporting or evaluation requirements. Creation of new evaluation paths may be necessary.

2-22 Creating a new evaluation path

2-22-1 Expand evaluation path ‘Z_OR-O’ to include positions and their holders.

Guidelines

Use your group number (##) as a suffix to your evaluation path names.


Evaluation path: Z_OR-O##

2-22-2 Step 1: Using evaluation path ‘Z_OR-O’ as a guide, create an evaluation path using the IMG.

2-22-3 Step 2: Use your evaluation path to view your legal entity structure in general structure maintenance.


2-23-1 Expand evaluation path ‘Z_99-S’ to include holders.

(C) SAP AG HR505 9-20

2-23-2 Step 1: Using evaluation path ‘Z_99-S’ as a guide, create an evaluation path using the IMG.

2-23-3 Step 2: Use your evaluation path to view the implementation structure in general structure maintenance.

(C) SAP AG HR505 9-21

Customizing Organizational Management Solutions

Unit: Customizing Organizational Management Topic: Evaluation Paths and Customizing


2-24-1 Expand evaluation path ‘Z_OR-O’ to include positions and their holders.

Guidelines

Use your group number (##) as a suffix to your evaluation path names.


Evaluation path: Z_OR-O##

2-24-2 Step 1: Using evaluation path ‘Z_OR-O’ as a guide, create an evaluation path using the IMG.

Follow the IMG path:

Personnel Management Organizational Management Basic Settings Maintain Evaluation Paths The entries of evaluation path Z_OR-O will serve as a guide to copy into your new evaluation path Z_OR-O##.

Add to these, in the next sequential numbers after the legal entity to organizational unit relationship, the position to organizational unit relationship ‘B003’ and the position to holder relationship ‘A008’.

The end result should look similar to this:

OR A 401 O

O B 003 S

S A 008 P

O B 002 O

OR B 400 OR

2-24-3 Step 2: Use your evaluation path to view your legal entity structure in general structure maintenance.

(C) SAP AG HR505 9-22

Use legal entity ‘00-XYZ Holdings’ and your new evaluation path for the general structure maintenance selections.


2-25-1 Expand evaluation path ‘Z_99-S’ to include holders.

2-25-2 Step 1: Using evaluation path ‘Z_99-S’ as a guide, create an evaluation path using the IMG.

Follow the IMG path:

Personnel Management Organizational Management Basic Settings Maintain Evaluation Paths The entries of evaluation path Z_99-S will serve as a guide to copy into your new evaluation path Z_99-S##.

Add to these, in the next sequential numbers after the organizational unit to position relationship, the position to holder relationship ‘A008’.

The end result should look similar to this:

99 A Y99 S

S A 008 P

99 B Z99 99

2-25-3 Step 2: Use your evaluation path to view the implementation structure in general structure maintenance.

Use legal entity ‘00-XYZ Implementations’ and your new evaluation path for the general structure maintenance selections.

(C) SAP AG HR505 10-1

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Organizational Management integration points and tools.

Integration Points and Tools

Contents:

(C) SAP AG HR505 10-2

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Explain the different integration settings between Organizational Management and other R/3 components.

List various tools within Organizational Management.


Integration Points and Technical Settings:Unit Objectives

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Course Overview


Manager’s Desktop


tionalManage

ment






Management

Expert Mode

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It is not only Organizational Management that willbe implemented in your organization but alsoother components, such as PersonnelAdministration or Recruitment.

To guarantee conistent data retention,you must set up integration betweenthe individual components.

Integration Points and Technical Settings:Business Scenario

(C) SAP AG HR505 10-5

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Integration

Capacity Planning

Recruitment

Shift Planning

Training and Event ManagementOrganizational

Management

Personnel Development


Personnel CostPlanning

Workflow

HIS


Manager’s Desktop

(C) SAP AG HR505 10-6

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Integration: Personnel Administration

Organizational Assignment Infotype

Personal Information Infotype

Planned Working Time Infotype

Basic Pay Infotype

Communication Infotype


Persons are objects that hold positionswithin the organizational structure.Additional information for persons ismaintained in Personnel Administration.

The Person object is the main focus of other modules such as Personnel Administration, Time Management and Payroll processing.

A person 'links' to Organizational Management through Organizational Assignment infotype. Default information in Personnel Administration can be derived from Organizational Management.

A Person's attributes and characteristics, other than their organizational assignment are maintained in Personnel Administration.

(C) SAP AG HR505 10-7

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Integration: Organizational Assignment

P

CS

Org. unit

Person

Position

Job

OKMaster cost center

Infotype

OrganizationalAssignment (0001)

Organizational AssignmentOrganizational AssignmentPers No.

Corporate structure

....Cost center

Organizational structure

Position

Job

Org. unit

Valid

....

Percentage

to

....

....

....

When integration is active, if a position is assigned to a person in Master Data, all objects that are related with the position (such as organizational unit, job, master cost center) are also read and written to the Organizational Assignment infotype in HR Master Data. When integration is active, the fields organizational unit, job, and cost center are filled from Organizational Management and accept no input.

In addition, every organizational change is stored in both the Organizational Assignment infotype (0001) in HR Master Data and in the organizational plan in Organizational Management. This means that if a change is made in Organizational Management that affects the organizational assignment of a person, this change is written to the person's Organizational Assignment infotype. Similarly, a change made to a person's organizational assignment (for example, as a result of a personnel action) is written to Organizational Management:

(C) SAP AG HR505 10-8

© SAP AG 1999

Integration Settings

PLOGI ORGA Integration switch Org. Management / PAX

GroupGroup Sem.Sem.abbrabbr.. Value abbrValue abbr.. Integration SwitchIntegration Switch

Integration: Default position

Integration: Transfer short text of job

Integration: Transfer short text of org. unit

Integration: Transfer short text of position

Enhanced Integration

Master data action: company code change

99999999

X

X

02

X

PRELI

TEXTC

TEXTO

TEXTS

EVENB

EVCCC

PLOGI

PLOGI

PLOGI

PLOGI

PLOGI

PLOGI

PLOGI QUALI A 032 Q Integration: Qualifications / Personnel Devl.

Activating the PLOGI ORGA switch enables the following: Transfer to Personnel Administration of changes to objects relevant for integration (such as organizational units, positions, jobs, and cost centers). Transfer of organizational assignment changes (such as position transfer) to the organizational plan.

You must also set the integration plan version in the entry PLOGI PLOGI. If you do not define an integration plan version, integration is not active.

PLOGI PRELI If the employee is not assigned to a position, the default position is used in the integrated system.

PLOGI TEXTC You can display either the long or short name of every object type PLOGI TEXTO relevant for integration in Master Data (job, position, or PLOGI TEXTS organizational unit).

Additionally, when integration is active, qualifications are administered via Personnel Development. The Qualifications infotype (0024) can no longer be maintained. If you try to maintain the Qualifications infotype (0024) in HR Master Data, you branch directly to profile maintenance in Personnel Development. If integration is activated at a later stage, you can use the report RHQINTE0 to transfer qualifications already created in Personnel Administration to Personnel Development.

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Extended Integration

PLOGI EVENB X Enhanced IntegrationPLOGI EVCCC 02 Master Data Action Company Code Change

Company codeWalldorf

Employee locked(Lock entry in

T77INT)

Company codeFoster City

Master data actionCompany code change

If a position is moved to another company code, extended integration lets you update the organizational changes in Organizational Management for the employee concerned. A personnel action must then be executed for the employee concerned.

You maintain the following switches for extended integration: PLOGI EVENB X Extended integration PLOGI EVCCC 02 Master data action Company Code Change Example: An employee is transferred to another position that belongs to a different company code (cost center assignment). Company code data is stored for the employee in the Organizational Assignment infotype 0001. An employee's company code assignment is inherited from the personnel area to which the employee belongs. The position transfer can be carried out immediately in Organizational Management but the employee's data remains locked for maintenance until the relevant personnel action Company Code Change has been carried out.

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Integration: Defaults

PPINT BTRTL X Default value for personnel subareaPPINT PERSA X Default value for personnel areaPPINT PPINT 1000 Default value for controlling area

PLOGI Feature

What employees participate inthe integration between Organizational Management and PersonnelAdministration?

Personnel subarea

Company code

Country grouping

Employee subgroup

Transaction class for data storage

Personnel area

Employee group

TCLAS

MOLGA

BUKRS

BTRTL

PERSK

WERKS

PERSG

You use the PLOGI feature to control which persons are to take part in integration between Organizational Management and Master Data Administration.

Selection is done using these fields: TCLAS Transaction class for data storage MOLGA Country grouping BUKRS Company code WERKS Personnel area BTRTL Personnel subarea PERSG Employee group PERSK Employee subgroup.

In the PLOGI feature you specify what combination of the above criteria is relevant for integration. In this way, you can specifically activate integration for all employees, for employees of a particular company code, personnel area or subarea or any combination of these you require.

PPINT BTRTL You can store one default value each for personnel area and subarea. PPINT PERSA These defaults are used if the Account Assignment Features infotype is not maintained.

PPABT PPABT The Department switch activates interpretation of the Department indicator in infotype 1003.

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Organizational Management Tools

For:JobsPositions/work centersOrganizational units

Tables

JobsPositionsWork centersOrganizational units

Objects

IT0001 (OrganizationalAssignment) Relationships

RHINTE10RHINTE10

RHINTE20RHINTE20

RHINTE30

RHINTE00

RHINTE00

Personnel Administration Organizational Management

The sequence in which you prepare to activate integration depends on which of the following constellations applies to you:

- You already have Personnel Administration installed and want to install Organizational Management.

- You already have Organizational Management installed and want to install Personnel Administration.

- You want to install both application components together for the first time. If you already have HR Master Data, you must start the report RHINTE00. The following reports are relevant for the transfer of data from Organizational Management to Personnel Administration:

- Report RHINTE10 generates the required table entries in Personnel Administration for Organizational Management objects that are relevant for integration.

- Report RHINTE30 lets you transfer a person's organizational assignments (positions, organizational units and so on) from Organizational Management to the Organizational Assignment infotype (0001) of Personnel Administration.

Report RHINTE20 checks whether all of the objects relevant for integration exist in both Personnel Administration and Organizational Management.

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Tools (continued)

TodayTo todayOther period

Current monthFrom today

Current year

to

to

Personnel number

Employee status

Personnel area

Personnel subarea

Employee subgroup

Employee group

to

to

to

to

to

to

Target plan version

Transfer leavings only

Status for structure

01

Relationship percentage 100,00

Create object(s)

Create relationship(s)

Create holder relationship only

Relate cost center with 0

Batch input session

Lock session until

Keep session

Test

RHINTE00

Batch Input Session

PersonnelAdministration

OrganizationalManagement

IT0001 (Organiza-tionalAssignment)

Objects:Work centerJobOrg. unitPosition

Relationships

Report RHINTE00 reads records of the Organizational Assignment infotype (0001) created in Personnel Administration. It creates a Batch Input Session that creates the relevant Organizational Management objects and relationships, depending on the parameters you set.

The following objects are created: - Work center (Object type A) Job (Object type C)

Organizational unit (Object type O) Position (Object type S)

The following relationships can be created: - S <-> P (Person occupies position, A/B 008) or A <-> P (Person occupies

work center, A/B 008) C <-> S (Job describes position, A/B 007) O <-> S (Organizational unit incorporates position, A/B 003) O <-> K (Master cost center assignment, A 011) or S <-> K (Master cost center assignment, A 011) depending on report parameters

No relationships between organizational units or between positions are created. These must be maintained manually in Organizational Management. If you select the option Create holder relationships only, the report only transfers assignments of persons to positions that have changed.

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Tools (continued)

Plan version

Objects

01

Object type

Object ID

Search string

Object status 1

Data status 1 Set structure condition

TodayReporting period

Current month

Current year

All

Past

Future

Key date

Other period

Structure parameters

Evaluation path

Status vector

Display depth

Status overlap

Test

RHINTE10

Organizational unitJobPositionWork center

OrganizationalManagement objects

Table entries inPersonnel

Administration

You use the report RHINTE10 to transfer objects created in Organizational Management to HR Master Data.

The objects are transferred to the following tables: Organizational Management Personnel Administration Work center (Object type A) Tables T528B, T528T Job (Object type C) Tables T513, T513S Position (Object type S) Tables T528B, T528T Org. unit (Object type O) Table T527X

Only objects which exist in status 1 (active) in the integration plan version are included. The integration object types are required for the Organizational Assignment infotype (0001). A program run can take place for one or all object types, or for a selected structure.

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Tools (continued)

Personnel number to

Only open personnel numbersX

Start date

Display personnel numbersX

TestX

RHINTE30

Batch Input Session

Organizational changes inOrg. Management

Update ofIT0001(OrganizationalAssignment)in HR Master Data

You use the report RHINTE30 to update the PA Organizational Assignment infotype (0001) for selected personnel numbers with data created by previous actions in Organizational Management.

This report creates a batch input session for specified personnel. The session updates the Organizational Assignment infotype (0001) for the persons concerned. The organizational assignment which was created by previous actions in Organizational Management is transferred to infotype 0001. A new record is created in infotype 0001 for the start date entered.

You must activate integration between Organizational Management and HR Master Data before you can start the report.

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Tools (continued)

Plan version

Objects

01

Object type

Object ID

Search string

Object status 1

Data status 1 Set structure condition

Reporting key date

Structure parameters

Evaluation path

Status vector

Display depth

Status overlap

X

Key date Period

Only integration objects (PA)

RHINTE20

JobsWork centers/positionsOrganizational units

Master data tables

Work centerJobOrganizational unitPosition

OrganizationalManagement objects

ComparisonComparison

You use report RHINTE20 to check whether the object types relevant for integration have been created in both Personnel Administration and Organizational Management.

The check compares the entries in the following Personnel Administration tables with the corresponding objects that have been created in the integration plan version. Table Object T513/T513S Job T528B/T528T Position, Work center T527X Organizational unit

Objects that are missing in either Personnel Administration or Organizational Management can be created immediately.

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Tools (continued)

Plan Version Tools:

Copy

Compare

Object Tools:New End DateCopy Structures

Infotype Tools:New End DateNew Start Date

Translate!

Plan Version Tools:

Copy

Compare

Object Tools:New End DateCopy Structures

Infotype Tools:New End DateNew Start Date

Translate!

Replace User with Person

Structural Authorization

Database Tools:

Statistics

Consistency Check

Display

Delete

Replace User with Person

Structural Authorization

Database Tools:

Statistics

Consistency Check

Display

Delete

A large variety of tools are provided to help keep Organizational Management running at peak performance:

Keep plan versions consistent and copy the integrated plan version to a test version effortlessly. Change the end-date of Objects and copy complete structures in your organizational plan. Modify start and end dates of infotype records. Translate your object names to another language in one step! Use infotype 0105 (relationship A/B 208) to convert your USERS to PERSONS in one step. Set additional user authorizations to specific objects and/ or structures in Organizational Management. Maintain the database records directly and gather information.

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Explain the integration settings between Organizational Management and Personnel Administration.

Describe the integration Organizational Management shares with other R/3 applications.

List the tools of Organizational Management


Integration Points and Technical Settings:Unit Summary

hr505 organizational management hr505 - knowasap · ©sap ag 1999 the r/3 integration model r/3...

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