Embed Size (px)
Citation preview
HR505 Organizational Management HR505
R/3 System Release 46D 27.12.2000
0
ã SAP AG
R
HR505 Organizational Management
ã SAP AG
HR505HR505
OrganizationalManagementOrganizationalManagement
n R/3 System n Release 4.5 n Oktober 1999 n 50031024
ã SAP AG
R
Copyright
Copyright 1999 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.
Trademarks Ÿ SAP and the SAP logo are registered trademarks of SAP AG. Ÿ MS-DOS and EXCEL are registered trademarks of Microsoft. Ÿ OS/2, CICS, MVS, ACF/VTAM, VSE, AIX, OS/400 and AS/400 are registered trademarks of
IBM. Ÿ X Window System is a registered trademark of MIT University. Ÿ SINIX, UTM and BS2000 are registered trademarks of Siemens. Ÿ UNIX is a registered trademark of AT&T. Ÿ HP-UX is a registered trademark of Hewlett Packard. Ÿ DECnet, DECstation, DECsystem, VAXstation and VMS are registered trademarks of DEC. Ÿ Ethernet is a registered trademark of the Xerox Corporation. Ÿ ORACLE SQL*net, SQL*+ PRO*C are registered trademarks of the ORACLE Corporation. Ÿ INFORMIX-OnLine and INFORMIX-ESQL/C are registered trademarks of the INFORMIX
Corporation.
Trademarks: n Microsoft ®, Windows ®, NT ®, PowerPoint ®, WinWord ® , Excel ®, Project ®, SQL-Server ®,
Multimedia Viewer ®, Video for Windows ®, Internet Explorer ®, NetShow ®, and HTML Help ® are registered trademarks of Microsoft Corporation.
n Lotus ScreenCam ® is a registered trademark of Lotus Development Corporation.
n Vivo ® and VivoActive ® are registered trademarks of RealNetworks, Inc.
n ARIS Toolset ® is a registered Trademark of IDS Prof. Scheer GmbH, Saarbrücken
n Adobe ® and Acrobat ® are registered trademarks of Adobe Systems Inc.
n TouchSend Index ® is a registered trademark of TouchSend Corporation.
n Visio ® is a registered trademark of Visio Corporation.
n IBM ®, OS/2 ®, DB2/6000 ® and AIX ® are a registered trademark of IBM Corporation.
n Indeo ® is a registered trademark of Intel Corporation.
n Netscape Navigator ® and Netscape Communicator ® are registered trademarks of Netscape Communications, Inc.
n OSF/Motif ® is a registered trademark of Open Software Foundation.
n ORACLE ® is a registered trademark of ORACLE Corporation, California, USA.
n INFORMIX ®-OnLine for SAP is a registered trademark of Informix Software Incorporated.
n UNIX ® and X/Open ® are registered trademarks of SCO Santa Cruz Operation.
n ADABAS ® is a registered trademark of Software AG
n The following are trademarks or registered trademarks of SAP AG; ABAP/4, InterSAP, RIVA, R/2, R/3, R/3 Retail, SAP (Word), SAPaccess, SAPfile, SAPfind, SAPmail, SAPoffice, SAPscript, SAPtime, SAPtronic, SAP-EDI, SAP EarlyWatch, SAP ArchiveLink, SAP Business Workflow, and ALE/WEB. The SAP logo and all other SAP products, services, logos, or brand names included herein are also trademarks or registered trademarks of SAP AG.
n Other products, services, logos, or brand names included herein are trademarks or registered trademarks of their respective owners.
ã SAP AG
R
Human Resources 4.5A
HR050 5 daysHuman Resources
HR580 3 daysReporting in HR
HR305 3 daysConfiguration ofMaster Data
HR505 3 daysOrganizationalManagement
HR306 3 daysConfiguration ofTime Recording
HR611 1 dayConfiguration of Fundsand Position Mgmt
HR390 2 daysIntroduction toPayroll Accounting
HR610 3 daysFunctionality of Fundsand Position Mgmt
HR400 5 daysPayrollFundamentals
HR4XX 3 daysPayroll in Country XX
HR7XX 3 daysPayroll Reporting inCountry XX
HR510 3 daysPersonnelDevelopment
HR520 2 daysShift Planning
HR310/311 5 daysTime Evaluation
HR307 2 days
Configuration of HRControls
HR350 5 daysProgramming in HR
HR497 2 daysInterface Toolbox
HR601 4 daysConfiguration andPayroll Accounting for the Public Sector
ã SAP AG
R
Course Prerequisites
R
l HR050 Human Resources
ã SAP AG
R
Target Group
ã SAP AG
l Audience:
n Project team members responsible for implementing theOrganizational Management System
n SAP Consultants
l Duration: 3 days
Notes to the user n The training materials are not teach-yourself programs. They complement the course
instructor's explanations. Your material includes space for noting down this additional information.
n There may not be enough time to do all the exercises during the course. The exercises are intended to be additional examples that are dealt with during the course. Participants can also use them to deepen their knowledge after the course.
ã SAP AG 1999
Course Overview
l Course Goals
l Course Objectives
l Course Content
l Course Overview Diagram
l Main Business Scenario
Contents:
ã SAP AG 1999
Course Goals
l Apply the functionality of the Organizational Management Module.
l Configure the Organizational Management Module
This course will prepare you to:
ã SAP AG 1999
Course Objectives
l Describe the object oriented concept.
l Explain organizational management functions in the multiple user interfaces.
l Maintain organizational management data using:
l Organization and Staffing Interface
l Expert Mode
l Maintain matrix organization and staffing scenarios.
l Maintain general organizational management structures.
At the conclusion of this course, you will be able to:
ã SAP AG 1999
Course Objectives (continued)
l Explain how organizational management objects are evaluated.
l Demonstrate how reports use organizational evaluations.
l Demonstrate the use of Manager’s Desktop.
l Configure the organizational management environment.
l Explain the integration between Organizational Management and other R/3 applications.
At the conclusion of this course, you will be able to:
ã 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
ã SAP AG 1999
Course Overview Diagram
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
ã SAP AG 1999
Main Business Scenario
l Your company is implementing the HR System. You are responsible for setting up the organizational plan in the system.
l You want to obtain an overview of the different options the Organizational Management module offers for creating structures in the system.
l You want to create your company’s organizational plan in the system.
ã SAP AG 1999
Concepts of Organizational Management
l General concepts and structures
Contents:
ã SAP AG 1999
Concepts of Organizational Management: Unit Objectives
l Describe the the general concept and function of organizational plans.
l Explain the methodologies used inorganizational management.
l Describe the integration of OrganizationalManagement.
l List the most common objects and relationships used in organizational management.
l Describe the different attributes of organizational management objects.
At the conclusion of this unit, you will be able to:
ã SAP AG 1999
Course Overview Diagram
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
ã SAP AG 1999
Concepts of Organizational Management: Business Scenario
l Your company is implementing SAP’s HR module. You are responsible for depicting the organizational plan in the system.
ã SAP AG 1999
Organizational Management: Introduction
l A complete model of the organizational and reporting structures
l Views specific to time period selected
l Flexible to evaluate and analyze
l A means of planning organizational change
l A basis for the installation or use of othercomponents such as: Personnel Development, Compensation Planning and Workflow
n Using Organizational Management, you can create a complete model of the organizational and reporting structures of your enterprise for a specific time period.
n You can obtain an overview of the current status of your organizational and reporting structures at any time using a number of methods.
n You can plan and simulate future scenarios using Organizational Management. n Organizational Management provides a basis for other Human Resources components, as well as
cross application components (Workflow, for example).
ã SAP AG 1999
Methodology: Multiple Structures
l Structural model of the Organizational based on the tasks, responsibilities, and functions of company
l Structural model of the Organizational based upon financial accoutability or geography
l Model of the reporting structure
l Model of alternate reporting structures
n 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.
n As well as a one-dimensional hierarchical organizational plan, you can also create a multi-dimensional matrix organization.
ã SAP AG
R
Methodology - Planning
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.
n 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.
ã SAP AG 1999
Plan versions are used to display and maintain organizational plans in different scenarios
PV
Plan VersionPlan Version
Plan 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
n 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.
n One of these plan versions represents the active organizational plan, and is flagged as the active integration plan version.
n 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.
ã SAP AG
R
Methodology - Object-Oriented Design
l Organizational Management is based on the creationand use of organizational objects.
l There are relationships between these objects.
l Additional characteristics may be maintained forobjects you create.
Objects
Relationships
Characteristics
l Manages
l Describes
l Reports to
l Is subordinate to
l And so on...
n 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.
n You can also create additional characteristics for objects. This provides additional information for other components, evaluations and so on.
n All object characteristics (existence/relationships/characteristics) are maintained in infotypes.
ã 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
l Organizational units
l Jobs
l Positions
l Cost Centers
l Persons
O
C
S
K
P
n An organizational plan can be made with many object types, although the five basic object types are the building blocks. Ÿ Organizational units O Ÿ Jobs C Ÿ Positions S Ÿ Cost centers K Ÿ Persons P
n Persons hold positions that are defined by jobs and assigned to organizational units and cost centers.
ã SAP AG 1999
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
n Organizational Unit: Object type 'O ’ n 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. n 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.
n 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.
n This organizational structure is then the basis for the creation of an organizational plan.
ã SAP AG 1999
Object Types: Positions
Examples:
Position:Manager - Sales
Position: Manager -Purchasing
Position:Manager - HR
l Positions are specific toyour organization.
l 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.
n Position: Object type 'S' (Specification) n 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.
n Positions can be 100% filled, partially filled or vacant. n 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.
ã SAP AG
R
Jobs
Jobs are general classifications for setsof task that an employee is required toperform.When creating an organizational plan,jobs help you to create positions.
Examples:
l Manager
l Buyer
l Secretary
Position:Manager - Sales
Position: Manager -Purchasing
Position:Manager - HR
Job:Manager
n Whereas positions are concrete and held by persons (Manager of purchasing department, for example), 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.
n When you create jobs, they are listed in a job index. n 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.
n Specific tasks and characteristics can be assigned directly to positions. n Jobs are used in the following components: Ÿ Shift Planning Ÿ Personnel Cost Planning Ÿ Career and Succession Planning
ã SAP AG 1999
Other Object Types: Tasks
Tasks describe theresponsibilities of jobs and positions --what activities are performed
Job:Manager
Position 1:Sales Manager Position 2:
Line Manager
l Managesdepartment
l Coordinates meetings
l Determines sales quotas
l Maintainsproduction schedules
n Task: Object type 'T ' n Tasks can be classified under the following aspects: n as workflow components to monitor cross-application processes/ as personnel management tools, to
describe jobs and positions n For personnel management purposes, tasks are individual duties and responsibilities that must be
undertaken by employees. n Examples of tasks: Answering the telephone, developing marketing material, selecting employees. n 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.
n 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.
ã SAP AG 1999
Other Object Types: Work Centers
Attributes:
ª Restrictions
ª Healthexaminations
Work centers describe thephysical locations wheretasks are performed.
Examples:
ü Word processing,21st floor
ü Welding workplace,Plant A
n Work Center: Object type 'A ' n Work centers are the specific physical locations where tasks are carried out. n 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).
n 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.
n 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.
ã SAP AG
R
Additional Object Types
Once you have created your organizational plan usingthe five basic objects, you may choose to add otherobject types to represent different characteristics of
your enterprise.
Cost center
Qualification
Person
l Cost center
l Person
l Qualification
l User
l Business event type
l And so on...
n The five basic objects are used throughout the System. Additional object types are introduced in conjunction with other components, such as Personnel Development and Training and Event Management.
n There is a distinction between internal and external object types. Internal object types are created and maintained in Organizational Management, Training and Event Management and Personnel Development. External object types (cost center and person, for example) are read into the organizational plan from other SAP application components, but maintained in the current component.
ã SAP AG
R
Relationships Between Basic Object Types
Position
Job
PositionPosition
C
S SS
Org. unit
Org. unitPosition
O
S O
S PositionJobC
T TTask Task
Position
PositionPosition
S
S S
General identificationof relationships:
Example:
A 002B 002
Direction of relationship(A or B)
Relationship type(3 digit key)
n 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.
n The relationships between basic object types are defined in the standard system and should not be changed.
n Each standard relationship has a three-digit code. You can define your own relationships. The range AAA to ZZZ is reserved for relationships creates by the customer.
n 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.
n It is therefore, only necessary to create a relationship in one direction. The inverse relationship will automatically be created by the system.
n 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.
ã SAP AG
R
l An organizational unit “reports to” anotherorganizational unitExample: Finance “reports to” Administration
l An organizational unit “is line supervisor of”another organizational unitExample: Executive Board “is line supervisor of”Administration, Production, and Sales.
Relationships Between Organizational Units
Finance
Executive Board
Controlling Personnel
Administration Production Sales
A 002
B 002
ã SAP AG
R
l A job “describes” a position.
l A position “is described by”a job
Administrative Assistantfor Marketing Department
Administrative Assistant for Executive Board
Administrative Assistant for Research Department
Relationships Between Jobs and Positions
Job:Administrative
Assistant
A 007
B 007
ã SAP AG
R
Relationships between Organizational Unitsand Positions
l A position “belongs to”an organizational unit
l An organizational unit“incorporates” a position
A 003
B 003
n Positions must be related to an organizational unit. n An organizational unit may contain one or more positions. A position belongs to an organizational
unit. n Example:
The organizational unit Personnel incorporates the positions Head of Department and Secretary. The position Secretary belongs to the organizational unit Personnel.
ã SAP AG
R
l A position “reports to” another position.Example: The position Payroll Administrator“reports to” the Payroll Manager.
l A position “is line supervisor of” another positionExample: The Payroll Manager “is line supervisor of”the Payroll Administrator.
Relationships between Positions
PayrollAdministrator
Payroll Manager
Reports to
Is line supervisorof
A 002
B 002
n The relationships between positions form the reporting structure, which can be evaluated separately from the organizational structure.
n 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.
n If the actual reporting structure of your enterprise differs from the reporting structure based on the organizational structure, you can model it in the following ways: Ÿ as a hierarchy, if the positions are assigned one-dimensionally. For this, you should use the above
relationships. Ÿ As a matrix organization, if the positions report to several superior units.
ã SAP AG
R
Relationships between Persons and Positions
PersonPosition
l A person is the “holder” of a position
l A position is assigned to a personas the “holder”
B 008
A 008
A 008
B 008
ã SAP AG
R
Elements of an Organizational Plan
The relationships between the basic object types give rise to the following structures:
Org.unit
Position
Employee
l Organizationalstructure
l Reporting structure
l Staff assignments
l Job index
l Work center index
l Task catalog
Task
Work cntr
JobJob
Task
Work cntr
JobJob
Task
Work cntr
JobJob
n The organizational plan provides a way of representing the Human Resource environment at your enterprise as a structure. It is both dynamic and complete. You can decide to create an organizational plan for your entire enterprise, or just a small section or department.
n 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.
n 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.
n 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.
n A Job Index identifies the different jobs that exist in your enterprise. n A Work Center Index identifies the different work centers that exist in your enterprise. n 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.
ã SAP AG
R
Data Model
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
n You can enhance the existing data model in Customizing. For example, you can define new relationships between object types.
ã SAP AG
R
Additional Object Characteristics
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
n You can create additional characteristics for objects. Once you have done this, you can: Ÿ provide more descriptive information Ÿ provide information for other components Ÿ perform evaluations/generate reports.
ã SAP AG
R
Infotypes
Object characteristics are maintained in infotypes
Main
characteristicsMain
characteristics
Additional
characteristicsAdditional
characteristics
Examples
Examples
lObject
lRelationship
l Organizational unit, position, job
l belongs to, reports to
l Description
l Work schedule
l Cost planning
l Address
l General text
l Planned working hours
l Cost elements
l First address, second address
n Objects consist of three components: Ÿ The first component is the ID number, a short and long text defining the existence of the object Ÿ The second component is the structural relationship or relationships between the object and other
objects Ÿ The third component is the object characteristics.
n All these object characteristics (existence/relationships/additional characteristics) are created as infotypes.
n You can define particular characteristics for an object in each infotype. n 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.
n Not all infotypes are absolutely necessary. However, they can provide important information about objects.
ã SAP AG
R
When an object is created, an object ID must be allocated.
l Internal number assignment:automatic allocation of object ID by the system
l External number assignment:allocation of object ID by an administrator
Object ID
Number ranges:
No.EXIN
From Number0000000150000000
To Number4999999999999999
Number Level
50006499
Extx
Organizational Unit Sales:Position Sales Administrator:
Objekt-ID 50006500Objekt ID 50006501
n Every object must be allocated an object ID. The object is identified by a combination of plan version, object type and object ID.
n Object IDs are numeric. They may not be alphanumeric. n There are two types of number assignment: Ÿ Internal assignment - the system automatically allocates the object an object ID from the
corresponding number range. Ÿ External assignment - the user enters the object ID.
n 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”“.
n As the Matchcode is available, it is not generally necessary to enter meaningful numbers. We recommend that you use the internal number assignment.
n Using the Matchcode, you can access structural information, or short or long texts.
ã SAP AG
R
Additional Infotype Characteristics
Status
Validity dates
Time constraints
n Every object is assigned a status. There are five status indicators: active, planned, submitted, approved and rejected.
n Every infotype has a validity period. Validity dates mean that all information is time-sensitive and can be stored as such.
n Time constraints are used by the system to guarantee data consistency.
ã SAP AG
R
Approved
Active
Status
Rejected
The status feature allows the object to go through a status cycle.
Planned
Submitted
n 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.
n Every infotype is assigned a status: Ÿ Active status indicates that an object or infotype record is currently operable. Ÿ Planned status indicates that an object or infotype record is proposed, but not currently operable. Ÿ 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. Ÿ Approved status indicates that an object or infotype record, which has previously been submitted
for review, is accepted or authorized. Ÿ Rejected status indicates that an object or infotype record, which has previously been submitted
for review, is rejected or turned down. n Objects can be created in either planned or active status. n 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. n The report RHAKTI00 lets you change the status of several objects at the same time.
ã SAP AG
R
Validity Dates
Infotyp 1000 Object: Display
Infotype Edit Goto Extras Utilities System Help
Organizational unit
to 31.12.9999
Object
Object abbr.
Object name
Language key
HR Adm.
Personnel Administration
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:
l Allow you to definethe life span of an object or object characteristic
l Identify changes to your organizationwhile retaininghistorical data
l Allow you to evaluate the organizationalstructure on keydates
n Validity dates determine the life-span of an object. n 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.
n 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.
n 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.
ã SAP AG
R
Time Constraints
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 3
dependent
on target
object type
Class 3
dependent
on target
object type
n Time constraints are used by the system to guarantee the integrity of data. n 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.
n Example of class 1: An object must have a short name stored for it. This information must exist uninterrupted, but can be changed.
n Example of class 2: A position can have a number of Vacancy infotype records assigned for different periods.
n Example of class 3: The Sales department can be related with a number of positions simultaneously.
n Example of class 3 with additional condition: A position can be described by only one job but by a number of tasks.
ã SAP AG
R
Organizational Management Integration Points
Capacity Planning
Recruitment
Shift Planning
Training and Event ManagementOrganizational
Management
Personnel Development
Personnel Administration
Personnel CostPlanning
Workflow
HRIS
CompensationManagement
Manager’s Desktop
n 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.
n Integration between HR Master Data and Organizational Management is useful when you are carrying out organizational assignments.
n Vacant positions in your organizational plan, trigger a Recruitment process. n Using the Personnel Development component, you can plan and carry out training and job-
related activities which provide individual professional development for your employees. n 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.
n The Workflow component automates business processes, tasks are given to the right person at the right time.
n Compensation Management incorporates all functions necessary for the administration of compensation (for carrying out payroll, for example).
n The Personnel Cost Planning component is a planning tool used to project personnel costs on the basis of existing and planned organizational units.
n Shift Planning is used to schedule the optimum number of appropriately qualified personnel on the basis of job requirements.
n 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.
n The Human Resources Information System (HRIS) enables you to perform simplified reporting for employee data in the organizational plan.
n Manager´s Desktop is designed for the daily tasks of managers and supports them in their administrative as well as strategic tasks.
ã SAP AG 1999
l Describe the the general concept and function oforganizational plans.
l Explain the methodologies used inorganizational management.
l Describe the integration of OrganizationalManagement.
l List the most common objects and relationships used in organizational management.
l Describe the different attributes of organizationalmanagement objects.
You are now able to:
Concepts of Organizational Management: Unit Summary
ã SAP AG
R
Organizational Management - Basics:Summary 2
l Object data is grouped according toinfotypes. Each infotype record has atime frame in which the data is valid.
l Objects can have different statuses tosupport the planning process.
l You can create and maintain several plan versions in the system, each of which represents a different scenario for yourcompany.
Exercise Data Sheet
Key to Icons in Exercises and Solutions
Exercises
Solutions
Objectives
Business Scenario
Tips & Tricks
Warning or Caution
Data Used in Exercises
Type of Data Data in Training System
Plan versions Plan versions 10 - 30
Organizational unit Organizational unit Executive Board
in plan versions10 - 30
Organizational unit Company XX with financial accounting XX and human resources dept. XX for each group of attendees in plan version 1
Positions Finance administrator XX Personnel administrator XX for each group of attendees in plan version 1
Task catalog Task catalog in plan versions 10 - 30
Persons Any persons
Divisions Any divisions
Controlling area Controlling area 1000
Controlling area R100
Cost centers Controlling area 1000:
1110 Executive board
3120 Sales
3200 Marketing
Controlling area R100:
R1150_1 Human resources
R1120_1 Accounting
Company code R100
Personnel area R100
Personnel subarea 0001 (Head office)
Employee subgroup X0
Salary structure Salary group: G00A Salary level: 01, 02, 03, 04
for
Country grouping: 99 Salary structure: 01 Salary region: 01
Relationship Relationship A/B Z30 (division assignment) between positions and divisions
Evaluation path Evaluation path Z_Test:
OR B400 OR OR A401 O O B002 O
IMG project IMG project 150 Organizational Management
Exercises
Unit: Organizational Management - Basics
· Learn the Methodology of Organizational Management
Before you can create an organizational plan for your company in the system, you must be familiar with the methodology of Organizational Management.
1 Objects and relationships are the basic planning elements of Organizational Management. The five basic object types are:
2 What are the differences between an organizational structure and a reporting structure?
3 What differences are there between a job, a position, and a work center?
4 What are plan versions required for?
5 The planning cycle describes a planning procedure model. Infotypes can have the following statuses:
Solutions
Unit: Organizational Management – Basics
· Learn the Methodology of Organizational Management
Before you can create an organizational plan for your company in the system, you must be familiar with the methodology of Organizational Management.
1 Objects and relationships are the basic planning elements of Organizational Management. The five basic object types are:
Organizational units O Jobs C Positions S Tasks T Work centers A
2 What are the differences between an organizational structure and a reporting structure?
The organizational structure shows the relationships that exist between the different organizational units.
The reporting structure shows the relationships between the individual positions and their holders.
3 What differences are there between a job, a position, and a work center?
Jobs are general classifications of organizationally coherent tasks in a company. Jobs are a resource used in the creation of positions.
Positions are concrete and can be occupied by employees. They are included in the structure of a company, through their assignment to an organizational unit and should be described by a job.
Through its relationship with a describing job, a position automatically inherits the tasks and characteristics of a job. This reduces input time, as tasks and characteristics do not have to be allocated to each position separately.
Example Job Position Product manager Product manager US Division Product manager Product manager Asia Division
A work center is the physical location where work duties are carried out with the help of certain tools.
Positions are related to work centers. There may be a 1:1 relationship between a position and a work center, but it is also possible to assign several positions to a work center. For this reason, it is not possible to use work centers as an alternative to positions. They complement each other.
4 What are plan versions required for?
You store information on your organizational plan in a plan version. You may create as many plan versions as you wish. Thus, you can maintain several organizational plans in the system at a time. Different plan versions may be uses to store different scenarios. Only one plan version can be the active or integration plan version, this contains the current valid structures of the company. You can use different scenarios for restructuring purposes, to experiment with a new subsidiary, for example.
5 The planning cycle describes a planning procedure model. Infotypes can have the following statuses:
· Active
· Planned
· Submitted
· Approved
· Rejected
ã SAP AG
R
Simple Maintenance
l Creating an organizational plan usingSimple Maintenance
Contents:
ã SAP AG
R
Simple Maintenance: Unit Objectives
l Create an organizational plan
l Create jobs
l Create related positions
l Assign tasks
l Assign cost centers
l Create staff assignments
At the conclusion of this unit, you will be able to:
ã SAP AG
R
Course Overview Diagram
Course Overview
Creating Other Structures inSimple Maintenance
Simple Maintenance
Structural Graphics
Detail Maintenance
Evaluations and Reports
Integration with PersonnelAdministration
Customizing in OrganizationalManagement
Manager’s Desktop
Organizational Management -Basics
ã SAP AG
R
Simple Maintenance: Company Scenario
l After the planning phase, your company datawill be maintained in the HR System. First,you create the individual departments in the organizational structure.
l Then you create jobs in a job index,which then forms the basis for creating positions.Finally, you define staff assignments, that is, youassign employees to positions.
l In addition, you can define a task catalog, so thatyou can use the tasks listed in it for job and position descriptions.
ã SAP AG
R
Overview
Employee
Org. unit
Position
In Organizational Management,Simple Maintenance enablesyou to quickly createthe underlying framework of your organizational plan.
n Using Simple Maintenance to create organizational units, jobs, positions, and tasks eliminates all but the most essential details. Simple Maintenance knows which relationships are most commonly required, and generates these relationships automatically when you create an object.
n With Simple Maintenance you can: Ÿ establish and maintain the basic details required for an organizational plan Ÿ establish and maintain a reporting structure (chain of command) that exists among the positions
in an organizational plan Ÿ establish and maintain cost center assignments, as well as default settings for cost centers Ÿ establish and maintain certain infotypes.
n In order to minimize procedures, some functionality is unavailable in Simple Maintenance. n In addition, all objects you create automatically receive active status and an object ID. n Recommendation:
We recommend that you create most of the objects and relationships in your organizational structure using Simple Maintenance. Detail Maintenance is best used to perform maintenance functions on individual objects, it is, in particular, an effective means of updating a particular object’s infotypes.
ã SAP AG
R
Features of 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
n Simple maintenance uses a tree structure, which enables you to quickly and easily create a basic framework for your organizational plan.
n When you use simple maintenance, different initial screens enable you to access different functions:
Ÿ 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. Ÿ In the Account Assignment window, you assign cost centers to your organizational units and
positions. n In the Characteristics window, you can assign the most important information to your
objects. n Simple maintenance is intended for workflow users and HR users, which means you have
a choice. of two views. The overall view enables users to access all functions required by workflow. The HR view restricts access to the areas relevant to Human Resources.
ã SAP AG
R
Search Function
Possible Entries via...Possible Entries via...
Organizational unit
Search function
Structure search
Standard matchcodel alphanumeric search
l additional restrictions
l search using short or longtexts
l hierarchy search,of organizationalstructure, forexample
Search function
Standard Matchcode
Structure search
n 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.
n You can use the search function, structure search or standard matchcode to carry out your search.
n 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.
n 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.
n 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.
n The search criterion (structure search, for example) used last, is automatically set up as a matchcode.
ã SAP AG
R
Creating an Organizational Plan in Simple Maintenance
Step 1: Create the rootorganizational unit
Step 2: Create additional organizational units
Step 4: Create positions
Step 3: Createjobs
Step 5: Assign tasks
Step 6: Assigncost center
Step 7: Assignholders
Lisa Thompson
Administrativeassistant
KST 1002Tasks: word processing,
scheduling meetings, answering phone
MO DI MI DO FR SA SO
18
152128
29162229
310172330
411182431
5121925
6132026
7142127
Administrativeassistant,sales: Mexico
Manufacturing Sales: MexicoExecutive Board
n If you want to create an organizational plan in Simple Maintenance, the first step is to create a root organizational unit. You can then create all of the subordinate organizational units.
n You can create organizational units and jobs in any order. However, they must exist before you can create their positions.
n Tasks are assigned on the basis of jobs and positions. n You assign cost centers to organizational units and positions. n In the final step, you assign holders to positions (not to jobs!).
ã SAP AG
R
Step 1: Create the Root Organizational Unit
Abbr.Organizational unit Executive
Name Executive Board
Validity period 01.04.1998 to 31.12.9999
Executive Board
n If you want to create a new organizational plan, you start by creating a root organizational unit. This is the highest unit within an organizational structure, such as the Executive Board. You then build the organizational structure below the root organizational unit.
n The date entered on the initial screen is used as the default validity period for all the objects and relationships you create.
ã SAP AG
R
Step 2: Create Additional Organizational Units
Manufacturing SalesHuman
Resources Finance
NameAbbr.
Executive Board
Validity period for
organizational unit
01.04.1998 - 31.12.9999
Relationship
01.04.1998 31.12.9999-Sales
Human Resources
Finance
Sales
HR
Finance
Board Executive Board
ManufacturingManufac.
n Starting from the root organizational unit, you create additional subordinate organizational units. In the above example, the Executive Board is the superior object, and the Manufacturing, Sales, Human Resources, and Finance departments are the subordinate objects.
n To create organizational units in Simple Maintenance, select the organizational unit which is to be superior to the new one. The corresponding relationship record (A/B 002) will be automatically created by the system.
ã SAP AG
R
Step 2: Edit the Organizational Structure
Manufacturing SalesHuman
Resources Finance
Executive Board
Personnel Dev.
Payroll
Recruitment
You can make changesto the individual organizational unitswithin yourorganizational structure
n If you want to change the assignment of an organizational unit within the organizational structure, you can move it. Moving an organizational unit changes the relationships between the organizational units. In other words, you change relationship infotype records by delimiting the current record and creating a new one.
n If you want to change the short or long text, use the Rename function. n The following functions are also available: Ÿ Delete objects and relationships Ÿ Delimit objects and relationships Ÿ Determine the sequence of organizational units
n You can display or hide further information such as the object abbreviation, validity period, and ID.
ã SAP AG
R
Step 3: Create Jobs
Abbreviation
Name
Admin Assist
Administrative Assistant
Validity period
01.04.1998 - 31.12.9999
Administrativeassistant
Staffassignments
n You create jobs in the Staff Assignments window, choose the menu path Edit ® Create ® Jobs.
ã SAP AG
R
Step 4: Create Positions
Administrative assistantfor sales: Mexico
Choose defining job
Position
Name
Abbr.
Administrative Assistant
Admin Assist
Name
Abbr.
Administrative Assistant
Admin Assist
Number of required positions 3
Validity period of positions 04.01.1998
Create job
to 12.31.9999
Organizational uunit Sales: Mexico
n To create a position in Simple Maintenance, select the organizational unit in the staff assignments, under which you want to create the new position. The corresponding relationship record (A/B 003) between the position and the organizational unit is automatically created.
n A fundamental concept in Organizational Management is that all positions must be related with a job.This enables a position to inherit the attributes of the job, which considerably reduces the amount of time required for data entry.
n When you create a position in Simple Maintenance, you can select a describing job from the job index or create a new job. The relationship between job and position (A/B 007) is also created automatically. As a default, the position is given the name of the job.
n You can create more than one position at the same time. The same name is assigned to all of the positions created this way.
ã SAP AG
R
Step 4: Edit Positions
ChiefPosition
Sales: USA
Sales: Mexico
Sales: Europe
+
Sales
+
-
Regional Sales Manager (Chief)
Administrative Assistant Mexico
Administrative Assistant Mexico
Administrative Assistant Mexico
Existing positions can be changed and assigned additional characteristics
l Chief position(A/B 012 relationshipbetween position andorganizational unit)
l Rename
l Move
l Delete and delimit objects/relationships
l Determine the sequence
n A chief position is a position designated as the leader of a particular organizational unit. You are not required to designate chief positions. If you decide to designate chief positions, the system creates a relationship between the organizational unit and position.
n A chief relationship can also be created between an organizational unit and a position, without the position having to be assigned to the organizational unit.
n Chief positions are also displayed in the organizational structure. n Chief positions can be evaluated in Structural Graphics, they are also relevant for
Workflow processes as well as Compensation Management and Manager‘s Desktop. You define the chain of command between positions using a reporting structure. If you want to create a reporting structure, you must do so either in Detail Maintenance or using the reporting structure function within Simple Maintenance.
n Tip: If you intend to create a reporting structure for your positions, you must define the chief position in the reporting structure.
n The following functions are available: Ÿ Rename Ÿ Move Ÿ Delete and delimit objects and relationships Ÿ Determine the order of positions
ã SAP AG
R
Step 4: Create Reporting Structure
Positions are relatedwith each other to forma reporting structure
n You can relate positions with each other to create a reporting structure. n The reporting structure can be created within an organizational unit or across a number of
organizational units.
ã SAP AG
R
Step 5: Assign Tasks
AdministrativeAssistant,
Sales Mexico
Task catalog
AdministrativeassistantPosition
Task
Job
Organizational unit
Job
Task
Task
Task
Task
Task
n For personnel management purposes, tasks are the individual responsibilities, duties, or activities performed by employees.
n All tasks are contained in a Task Catalog. You can create individual tasks or task groups. Individual tasks are single duties or responsibilities such as answering the telephone, inspecting equipment and so on.
n Task groups combine activities that are typically performed together. The advantage of combining tasks into groups is that it saves time when you are assigning tasks to jobs or positions. You create task groups by relating individual tasks with one another. The task group Secretarial tasks, for example, includes the individual tasks answering the telephone, arranging appointments and handling correspondence.
n When you assign tasks, you create relationships between the tasks and the position or job. n Tasks assigned to a job are inherited by the defined position. The task profile allows you to
view all tasks assigned to a position. n If required, you can assign a weighting to tasks. This is optional. The weighting feature
lets you define a recommended time for a job (e.g. for the job Secretary: word processing 75%; telephone calls 10%; filing 10%; arranging business trips 5%).
n Note: You assign tasks to jobs via the job profile.
ã SAP AG
R
Step 6: Assign Cost Center
l Cost distribution:assignment to other cost centers
Inheritance of costcenter assignment bysubordinate objects(organizational units and positions)
l Master cost center
n Organizational units and positions can be assigned cost centers. As well as the master cost center, they can be assigned to additional cost centers via cost distribution.
n If a cost center is assigned to an organizational unit or position as a master cost center, the system creates a relationship record between the organizational unit or the position and the cost center (relationship A 011). You can enter an assignment percentage.
n Additional cost centers may be assigned to organizational units or positions via cost distribution. Infotype record 1018 (cost distribution) is created by the system. Enter a cost center and a percentage for the cost center assignment. The percentage of assignment to the master cost center is calculated by the remaining difference (up to 100%).
n The inheritance principle also applies to cost center assignment. Subordinate organizational units inherit the cost center from their superior objects, Positions inherit the master cost center and cost distribution of their superior organizational units, as long as a different assignment has not been maintained. Note: if a position has been assigned its own master cost center, it will not inherit the master cost center or the cost distribution of its superior object. A position or organizational unit that is assigned cost centers by cost distribution, however, does inherit the master cost center of its superior object.
n Note: If integration with HR Master Data is active, the master cost center is maintained in infotype 0001, Organizational Assignment via the organizational plan. The new cost center assignment function in 4.5 (with the distinction between master cost centers and cost distribution) has made it easy to determine the master cost center for IT 0001 and is completely independent of the assignment percentage.
ã SAP AG
R
Step 7: Assign Holders
Position Administrative Assistant Mexico
Holder
Type
Name
P
7777 Lisa Thompson
Person
Position
Staffing percentsge
Validity period
100
01.10.1998
%
- 31.12.9999
Assignmentl Personl User
n Positions can be staffed by persons or users. Ÿ Information on the person object type is maintained in HR master data. Persons are employees at
the organization. Ÿ R/3 users, on the other hand, are not necessarily employees. Users are specific individuals who
are authorized to access the R/3 System. These persons can staff positions without being employees. This assignment is relevant to workflow.
ã SAP AG
R
Step 8: Assign Staffing Percentages to Holders
40 hrs.
20 hrs..
20 hrs.
40 hrs.
100% = 20 hrs.
100% = 20 hrs.
40 hrs.
30% = 12 hrs.
70% = 28 hrs.28 hrs.
12 hrs.
20 hrs.20 hrs.
Position is Position is “overstaffed”“overstaffed”
40 hrs.
100% staffed
n Persons can staff a position in full or in part, depending on the number of working hours assigned to the position and the work schedule of the person.
n The staffing percentage refers to the percentage of the person’s work capacity that is assigned to a position.
n If the percentage of a person’s work capacity exceeds the requirements of the position, the position is overstaffed. If the working hours required by the position are not provided by one or more persons, the position is understaffed.
ã SAP AG
R
Integration with Personnel Administration
Organizational Assignment (0001)Organizational Assignment (0001)
PersNo.
Enterprise structure
179
Valid 01.01.1999 to 31.12.9999
....
Cost center Sales
....
....
Percentage 100
Position 405578 Admin. Assistant
....
Job 405236
Org.Unit.…
405229
.…
....
.…
....
Master Data PositionJob
Org. unit
Mastercost center
occupies
isdefined
by
belongsto
Cost centerassignment
Organizational Management
Organizational structure
n If Organizational Management is integrated with Personnel Administration, the organizational unit, job and cost center are automatically determined in infotype 0001, Organizational Assignment in HR Master Data. These fields are filled in Organizational Management as a result of a holder’s assignment to a position.
ã SAP AG
R
Simple Maintenance: Summary 1
R
l Simple Maintenance is used in building thebasic structure of the organization.
l Objects can be located in the system usingmatchcode, search functions, and structure search.
l The first step in designing an organizationalstructure involves creating a rootorganizational unit that can then besub-divided on a user-defined basis.
l Positions are created according to theorganizational unit. Jobs are prerequisites for creating positions.
ã SAP AG
R
Simple Maintenance: Summary 2
l Positions must be based on jobs and assigned to organizational units.
l Tasks can be assigned to jobs or positions.
l Cost centers must be assigned to organizational units and/or positions.
l Position holders can either be personsor system users.
Exercises
Unit: Simple Maintenance
· Create an organizational structure
· Create a job index and a position catalog
· Assign tasks and cost centers
· Create staff assignments
You can create a basic framework for your organizational plan in Simple Maintenance.
1 Creating organizational units
Create your own organizational structure in Simple Maintenance in your own plan version XX (XX = 10 + your group number- set automatically) (see picture 1).
Specify the start date as 01.01 of the current year.
2 Creating jobs
Create a number of jobs which you will subsequently use as a basis for your positions.
· Division manager
· Manager
· Sales executive
· Marketing employee
· Assistant
· And so on
3 Job profiles
Assign tasks to your jobs via the job profile:
Division manager: Management tasks
Manager: Management tasks
Sales executive: Sales activities
4 Creating positions
Using the jobs you created in 4 as a basis, create positions for your organizational units, Marketing, Sales, Sales office 1 and 2.
Which relationships are created automatically by the system?
Change the object names of individual positions according to the departments assigned.
Use picture 2 to help you.
5 Assigning tasks to positions
Assign special tasks to some of your positions.
Examples:
Position Task
Sales manager Sales activities Sales executive, sales office 1 Project tasks
6 Assigning cost centers
Assign your root organization the cost center 1110 Executive Board from Controlling area 1000. Sales should be assigned a Sales cost center (3120 Sales, for example), assign Marketing cost center 3200 Marketing.
Note: All cost centers belong to the controlling area 1000.
7 Flagging chief positions and creating a reporting structure
Make the following positions the chief positions of your departments: Manager of sales office 2, Manager of sales department and Manager of marketing department. Other positions in a department are to report to these chief positions.
Optional exercise: The marketing manager is to report to the sales manager.
What is the significance of a chief position? What relationship are chief positions based on?
Which relationship is the chain of command between positions based on? When would a reporting structure between positions be required?
8 Assigning persons
Assign persons to the positions you have created. What is indicated by the weighting percentage in this case? Do not assign holders to all positions in the sales office, leave some of the positions unoccupied.
ã SAP AG
R
Picture 1
CompanyName of your choice
FINANCE HUMAN RESOURCES MARKETING SALES
Sales office 1 Sales office 2
ã SAP AG
R
Picture 2
CompanyName of your choice
FINANCE HUMAN RESOURCES MARKETING SALES
Sales office 1 Sales office 2
Mrkt. Manager
Mrkt. employee
Head of Sales
Sales Rep
Sales Rep Sales Rep
Sales Rep
Mngr Sales Off. 2
Sales Rep
Chief position
Organizational unit
Position
Mrkt. employee
Mrkt. employee
Solutions
Unit: Simple Maintenance
· Create an organizational structure
· Create a job index and a position catalog
· Assign tasks and cost centers
· Create staff assignments
You can create a basic framework for your organizational plan in Simple Maintenance.
1 Creating organizational units
Choose Human resources à Organizational management à Simple maintenance à Basic org. plan à Create.
In the Organizational unit abbr. field, enter the short name of your organizational unit, and the long text in the Name field.
You can use names of your choice for the short and long text of your root organizational unit (Test XX as a short name and Test enterprise group XX as a long name, for example – XX=group number).
Make sure that you have entered 01.01 of the current year to 31.12.9999 in the validity period field.
Select the Human resources view and then Create. The Organizational Structure / Change screen appears, showing the organizational unit you created.
To create further organizational units, position your cursor on the superior organizational unit (Test enterprise XX) and choose Create or Edit à Create à Organizational units.
In the Create organizational units dialog box, enter the short and long texts of the organizational units you wish to create (abbreviation Personnel, name Personnel department, for example).
Make sure that the organizational units you are creating and their relationships to the superior organizational unit are created from the beginning of the current year, by choosing Period.
Save your entries.
In this way, you can also create sales offices for your sales department.
2 Creating Jobs
Once you have created your organizational structure, you should be in the Organizational Structure / Change window. To access the Staff Assignments / Change window, choose Staff assignments or Goto à Staff assignments.
To create jobs, choose Edit à Create à Jobs.
In the Create jobs window, enter the abbreviations and the names of the jobs you require (the abbreviation Man and the name Manager for the job Manager, for example).
Make sure that the validity period of your jobs has the start date 01.01. of the current year. To check this, choose Period.
Save your entries.
Note: You can also create jobs at the same time as you create positions.
3 Job profiles
In the Staff Assignments / Change window, choose Goto à Job profiles. A list of the jobs you have created appears.
Position the cursor on the job you wish to edit and choose Task or Edit à Assign à Task.
In the Choose Task dialog box, choose Structure search.
If the Business Application Components are displayed, choose View task catalog.
Select a general or specific task from the task catalog by flagging the check box, and choose Transfer.
If you want to assign a weighting percentage to the tasks you assign, chose Percent and enter a percentage rate.
Save your entries.
Notes:
· You can enter or change weighting percentages at a later date by positioning the cursor on a task and choosing Edit à Change à Weighting percentage.
· To display the weighting percentages you have assigned, choose View à Percent on.
· The Task group button is only relevant for workflow tasks. As from release 4.5 there is a new object type, Task group (TG). You assign task groups to tasks relevant for workflow. If a job is assigned to a task group, all workflow tasks in the task group are assigned to the job. In contrast, tasks of object type T are task groups if other, more specific tasks that are usually carried out together are assigned to them. These general tasks and the specific tasks assigned to them are both object type T.
4 Creating positions
You can add positions in the Staff Assignments / Change screen. To do this, position the cursor on the organizational unit to which you want to assign positions and choose Create positions or Edit à Create à Positions.
Enter the abbreviation of the describing job in the top field of the dialog box that appears. You can also search for a describing job using the search functions, to do this, choose the scroll button to the right of the filed for the job abbreviation.
Once you have selected a describing job, the abbreviation and name of the job are automatically suggested for the position you are creating. Change the abbreviation and name of your position and determine the number of positions you want to create (the default value is 1).
Make sure that the validity period of all positions starts on 01.01. of the current year.
Save your entries.
The following relationships are created automatically by the system:
· Organizational unit incorporates position (B003) as well as the inverse relationship position belongs to organizational unit (A003)
· Position is described by Job (B007) as well as the inverse relationship Job describes position (A007).
5 Assigning tasks to positions
In the Staff Assignments / Change window, position the cursor on the position to which you want to assign tasks and choose Task profile or Goto à Task profile.
The Task Profile / Change screen appears. Position the cursor on the position and choose Task or Edit à Assign à Task.
In the Choose Task dialog box, choose Structure Search.
If the Business Application Components appear, choose View task catalog.
Select a general or specific task by flagging the check box, and choose transfer.
If you want to assign a weighting percentage to the tasks you assign, choose Percent and enter a percentage rate.
Save your entries.
Notes:
· You can assign a weighting percentage to the describing job (50%, for example). This means that the tasks stored for the job will represent X% (50%, for example) of the tasks that have to be performed by the position. The remaining 50% will be made up of tasks assigned specifically to the position.
· To display weighting percentages, choose View à Percent on.
· In the Task Profile / Change screen, you can assign tasks to the describing job or the organizational unit to which the position belongs, in the same way as you assigned tasks to positions.
6 Assigning cost centers
There are two ways to access the Account Assignment / Change screen:
· Choose Human resources à Organizational management à Simple maintenance à Account assignment à Change. Enter the abbreviation for your root organizational unit in the Organizational unit field or search using one of the search functions. Choose Change or Account à Change.
· From the Organizational Structure / Change or the Staff Assignments / Change screen, choose Goto à Account assignment.
The Account Assignment / Change screen appears. Position the cursor on the organizational unit, which you want to assign a cost center and choose Master cost center or Edit à Master cost center à Create.
Enter a cost center and controlling area in the dialog box that appears (Assign Cost Center).
The start date of the assignment is 01.01 of the current year.
Save your entries. The assigned cost center will appear in the tree structure.
The procedure for assigning a master cost center to a position is the same.
7 Flagging chief positions and creating a reporting structure
7-1 Assigning a chief position
There are various ways of flagging a position as the chief position of an organizational unit. The following relationships are created between a position and an organizational unit, irrespective of the method you select: Position manages organizational unit (A012) as well as the inverse relationship organizational unit is managed by position (B012). The position can, but does not have to belong to the organizational unit. This relationship indicates that the position manages the organizational unit.
7-1-1 Creating a chief relationship between a position and the organizational unit it belongs to
To make the position Sales manager the chief position of the sales department, follow this procedure:
From the Staff Assignments / Change screen, position the cursor on a position (Sales manager, for example) and choose Edit à Chief position à Create.
The Create chief position window appears. Choose Create, a chief relationship is created between the position you selected and the organizational unit it belongs to.
7-1-2 Assigning a chief position and creating a reporting structure between the chief position and the remaining positions in the department
To define Manager of sales office 2 and Manager of marketing department as chief positions and create a reporting structure between these and the remaining jobs in the department, follow this procedure:
In the Staff Assignments / Change or the Organizational Structure / Change screen, position the cursor on an organizational unit (sales office 2, for example) and choose Goto à Reporting structure.
Position the cursor on the position you want to make the chief position (Manager of sales office 2, for example) and choose Chief or Edit à Chief position à Create assignment.
The Create chief position window appears. If you choose Create, a chief relationship is created between the position you selected and the organizational unit.
In the dialog box that follows, you are asked whether you want to subordinate the remaining positions. If you select Yes, a detailed selection box appears, in which, you can determine, by flagging the check boxes, which positions are to be subordinate to the chief position. As a default, all positions in the organizational unit are flagged.
Once you have saved, the reporting structure is created, that is, a relationship (A/B002 reports to / is line manager of) is created between the chief position and the remaining relationships.
7-2 Creating a reporting structure
Reporting structures between positions are created using the following relationships: Position X reports to Position Y (A002) as well as the inverse relationship Position Y is line manager of Position X (B002). A reporting structure is required if the actual chain of command in your company varies from the reporting structure suggested by the organizational structure.
7-2-1 Creating a reporting structure between positions that belong to one organizational unit
In the Staff Assignments / Change or Organizational Structure / Change screen, position the cursor on the organizational unit of the position you want to edit and choose Goto à Reporting structure.
In the Reporting Structure / Change screen, position the cursor on the position that you want to elevate and choose Elevate or Edit à Elevate à Within org. unit.
In the Choose positions for subordination window that follows, flag the check boxes next to the positions that you want to subordinate.
Save your entries.
7-2-2 Optional
Creating a reporting structure between positions that belong to different organizational units
If you want the manager of the marketing department to report to the manager of the sales department, follow this procedure:
In the Staff Assignments / Change or the Organizational Structure / Change screen: position the cursor on the organizational unit (Sales department) of the
position you want to make superior and choose Goto à Reporting structure.
In the Reporting Structure / Change window, position the cursor on the position concerned and choose Edit à Elevate à General.
In the Choose Position dialog box, enter the abbreviation of the position that you want to subordinate (manager of marketing department, for example), or use the structure search to select one.
In the Assign Position, the planned relationships between positions are displayed. If you save your entries, the reporting structure is created.
8 Assigning persons
In the Staff Assignments / Change window, position the cursor on the position to be occupied and choose Assign holder or Edit à Assign à Holder.
In the window that follows, enter either the personnel number of the employee directly or use the search helps to select an employee. Note that the object type of the holder is P (person) and not US (user).
The start date for the assignment should be 01.01. of the current year.
The Staffing percentage indicates how much of an employee’s working time (stored in infotype 0007 Planned Working Time, in Master Data) he or she spends in a position.
Warning: You are not working in the integration plan version. This assignment will not be transferred to infotype 0001, Organizational Assignment in HR Master Data!
ã SAP AG 1999
General Structures and Matrix Organizations
l General Structures
l Matrix Organizations
Contents:
ã SAP AG 1999
General Structures and Matrix Organizations:Unit Objectives
l Create and maintain general structures.
l Create and maintain matrix organizational structures.
l Explain the use of evaluation paths.
At the conclusion of this unit, you will be able to:
ã SAP AG 1999
Course Overview Diagram
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
ã SAP AG 1999
General Structures and Matrix Organizations: Business Scenario
l The structure of your enterprise includes other matrix structures that include multiple relationships such as Product Alignment and Indirect Reporting.
l You want need to represent these relationships in the organizational plan.
ã SAP AG 1999
General Structures
OR
OR
O
O
O
O
OR
OR
OR
Legally independentunit
Org. unit
Choice
Holding
Germany
Executive Board D
Finance
Human Resources
Purchasing
England
USA
France
n Other views of the organizational plan can be viewed with the General Structures option of Organizational Management.
n The interface performs in the same manner as the Simple Maintenance interface of Expert Mode.
n 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.
ã SAP AG 1999
Evaluation Paths
B002
A008
B003
Evaluate all objects thatare found in the evaluation pathstarting from the rootorganization
Create objects and relationshipsin general structure maintenancealong evaluation paths
Evaluation paths are chainsof relationships that existbetween certain object types.
O_S_P Staff assignments alongorganizational structure
O B003 SS A008 PO B002 O
Example:
n 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.
n Evaluation paths represent two or more relationships combined together branching out from a root object.
n 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.
ã SAP AG
R
General Structures: Maintenance
OR
OR
O
O
O
O
OR
OR
OR
Legally independentunit
Org. unit
Choice
Holding
Germany
Executive Board D
Finance
Human Resources
Purchasing
England
USA
France
n In the initial screen of General Structure Maintenance, enter a root organizational object type and an evaluation path.
n The object types and relationships you can create and edit in the tree structure depend on the object type and evaluation path you select. The system offers you the possible object types for selection.
n Example: Object type: OR (Independent legal entity) Object type Relationship Object type Evaluation path: OR B400 OR OR A401 O O B002 O
ã SAP AG
R
Matrix Organization
CompanyManagement
ProductLine A
ProductLine B
R&D Production MarketingPurchasing
n In some organizational structures, there is too much importance placed on the goals of the department. Enterprises should be structured so that the global goals of the whole enterprise are not forgotten. This can be done by introducing a matrix organization.
n 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 functions (Finance, Manufacturing, Human Resources and so on) and managers responsible for objects; in the same way, you could also have managers responsible for projects, or regional managers.
n 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.
ã SAP AG
R
Matrix Organization: Access
Version
Access via...
Self-defined
Matrix type
Dimension 1
Object type
Object ID
Evaluation path
Dimension 2
Object type
Object ID
Evaluation path
Relationship
Relationship type/Relationship
Relationship object
Maintain matrix
Pro. A
Pro. B
Pro. C
A B C A B C A B C A B C
X
X
n There are three access options for matrix maintenance: Ÿ Matrix type
If you select this option, you choose a predefined matrix type. Matrix types are defined in Customizing.
Ÿ Variant If you select this option, you can choose a matrix view that you previously saved as a variant.
Ÿ 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 should exist between the objects of the two dimensions.
n You can then set your access as either the matrix view or one of the two dimensions
ã SAP AG
R
Matrix Organization: Maintenance
ProductLine A
A B C A B C A B C A B C
ProductLine B
ProductLine C
X
X
X
X
X
X
X
X
X
X
X
X
R&D Production MarketingPurchasing
n 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.
n 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.
ã SAP AG
R
Matrix Organization: Structure View
Product line
Product line A
Product line B
R&D
Purchasing
Manufacture
Marketing
R&D
Purchasing
Manufacture
Marketing
n The Structure View displays the matrix in a tree structure. You can select this view for either of the two dimensions. You have the same maintenance functions available as in the Matrix View.
ã SAP AG
R
Matrix Organization: Dimension Maintenance
O
O
O
O
O
Company Management
R&D
Purchasing
Production
Marketing
n You can branch to dimension maintenance from either the matrix view or the structure view. The system displays the root object of the selected dimension and all underlying objects. All of the functions of general structure maintenance are available to you.
ã SAP AG 1999
General Structures and Matrix Organizations: Unit Summary
l Create and maintain general structures and matrix relationships.
l Explain the use of evaluation paths
You are now able to:
Exercises
Unit: Creating Other Structures in Simple Maintenance
· Create objects of different object types
· Create a matrix organization
In your company there are “legally independent units”, these have to be created. The sales representatives in your sales office report to more than one superior. They report to the head of the sales department as well as to different divisions. This multiple subordination is represented in a matrix organization.
1 Creating and editing structures with General Structure Maintenance
Your test enterprise is assigned an international subsidiary of a holding (see picture 3).
Create the holding as a legally independent unit (object type OR). This unit is assigned to the international subsidiary that is also object type OR. Give the holding and the international subsidiary names of your choice. There should also be a subsidiary for your country. You have assigned this from your organizational structure up until now.
There is also a third sales office that, like the remaining sales offices, reports to the general sales department.
Use General Structure Maintenance to create the above structure. The root object (Holding XX – XX = group number) is object type OR, the evaluation path you need is Z_TEST.
Note: The evaluation path Z_Test is structured as follows:
Object type Relationship Object type
OR B400 (is mother of) OR OR A401 (is assigned to) O O B002 (is line manager of) O
with: Object type OR: Legally independent unit Object type O: Organizational unit
2 Creating matrix organizations
The sales representatives in the sales offices report to the head of the sales department for disciplinary reasons. They are also assigned to various divisions. To depict this multiple subordination, you use a matrix organization.
Access the matrix organization via the standard selection.
Dimension 1 of the matrix should include the functional part of the organizational plan of your test enterprise (organizational structure and assigned positions). Dimension 2 should include the various divisions.
Enter object type O (organizational unit) in dimension 1 as well as the root organizational unit Test enterprise. Select the evaluation path PLSTE (position overview along organizational structure) for dimension 1.
Enter object type IL (for division) in dimension 2 and select any division. You do not have to enter an evaluation path.
As a relationship between the two dimensions, choose: Relationship type / Relationship: A Relationship object: Z30 Note: This relationship A/BZ30 (Division assignment) has been created for this exercise and is not in the Standard System.
Assign the Sales representative positions to the different divisions (see picture 4).
ã SAP AG
R
Picture 3
CompanyName Your choice
FINANCEHUMAN
RESOURCESMARKETING SALES
InternationalsubsidiaryCountry Z
InternationalsubsidiaryCountry Y
InternationalsubsidiaryCountry X
CompanyName of your choice
Sales 2 Sales 3Sales 1Organizational unit
Legal Entity(Object type: OR)
ã SAP AG
R
Picture 4
Sales Rep
Sales
Sales office 1 Sales office 2 Sales office 3
Sales Rep
Manageroffice 2
Sales Rep
Sales Rep
Sales Rep
Division B Division CDivision A
Solutions
Unit: Creating Other Structures in Simple Maintenance
· Create objects of different object types
· Create a matrix organization
In your company there are "legal entities", these have to be created.
The sales representatives in your sales office report to more than one superior. They report to the head of the sales department as well as to different divisions. This multiple subordination is represented in a matrix organization.
1 Creating and editing structures in General Structure Maintenance
To access General Structure Maintenance, choose Human resources à Organizational management à Simple maintenance à General structures à Create.
Enter the following in the Create Structure screen:
Object type OR (legal entity) Abbreviation Test Hold, for example. Name Holding Test XX (XX = group number), for example Evaluation path Z_Test Validity period 01.01. of the current year, to 31.12.9999
Choose Create or Structure à Create. The legal entity is created under the abbreviation and name you selected.
To create additional legal entities, that are to be the child of the superior object, position the cursor on the new legal entity Holding Test XX and choose Create or Edit à Create Object.
In the Select relationship dialog box, choose relationship B400 (is mother of).
The Create legal entities dialog box appears, enter abbreviations and names for all the further legal entities you wish to create (for the US subsidiary US sub as an abbreviation and the name US subsidiary, for example).
Check the validity periods by choosing Period. The validity periods of both the objects and the relationships should have the start date 01.01. of the current year.
Save your entries. The additional legal entities (US subsidiary, for example) and their relationships to the superior legal entities (Subsidiary US is child of Holding test XX (A400) as well as the inverse relationship (Holding test XX is mother of Subsidiary US (B400)) are created.
To arrange your organizational structure under one of the legal entities (US subsidiary, for example), position the cursor on the relevant legal entity and choose Edit à Create à Relationship.
In the Select relationship dialog box, select relationship A401 (is assigned to).
In the Select organizational unit dialog box, enter the abbreviation of the root organizational unit of your organizational structure directly or use the search function to select one.
The Assign organizational units window displays the relationships between the objects.
Save your entries. The corresponding relationship records between the legal entities (US subsidiary, for example) and the organizational units (test enterprise XX) are created (A/B401).
2 Creating matrix organizations
To access matrix maintenance, choose Human resources à Organizational management à Simple maintenance à Matrix à Change.
In the Access Matrix Organization window, choose Standard selection and Enter.
For Dimension 1 enter the following:
Object type: O (organizational unit) Object ID: ID of root organizational unit (Test XX, for example) Evaluation path: PLSTE (position overview along org. structure)
To enter the object ID of the root organizational unit, choose the scroll button for the filed and use one of the search functions (structure search, for example).
For Dimension 2 enter the following:
Object type: IL (division) Object ID: IDs of 3 divisions of your choice Evaluation path: -
To select an object ID, position the cursor on the field and choose scroll, then choose your divisions from the list displayed.
For the Relationship between the dimensions, select:
Relationship type/number: A Relationship object: Z30
The validity period of the relationship should be 01.01. of the current year to 31.12.9999. You can create relationships in matrix maintenance within this validity period.
Select Matrix view and then Execute or Program à Execute.
The Matrix View: Change screen appears.
· The lines display the organizational units and positions in dimension 1 that, using the root organizational unit as a starting point, have been found along the evaluation path PLSTE.
· The columns display the divisions you selected in dimension 2.
To create a relationship between a position (sales representative) and a division, click on the small square in the corresponding cell.
In the Create Relationship dialog box, check the validity period (01.01. of the current year to 31.12.9999).
Choose Enter. The relationship entered in the initial screen (A Z30) between the position and the division as well as the inverse relationship (B Z30) between division and position.
Note: The relationship A/BZ30 is created for the exercise and does not exist in the Standard System.
Object type Relationship Object type
S (position) A030 (division assignment) IL (division) IL (division) B030 (division assignment) S (position)
ã SAP AG
R
Structural Graphics
R
l Displaying the organizational plan in StructuralGraphics
l Maintenance activities in Structural Graphics
Contents:
ã SAP AG
R
Structural Graphics: Unit Objectives
At the conclusion of this unit, you will be able to
l Display your organizational plan in Structural Graphics
l Change the display format
l Create, insert, change, move, delete, and delimit objects and relationships using the toolbox
ã SAP AG
R
Course Overview Diagram
Course Overview
Creating Other Structures in Simple Maintenance
Simple Maintenance
Structural Graphics
Detail Maintenance
Evaluations and Reports
Integration with PersonnelAdministration
Customizing in OrganizationalManagement
Manager’s Desktop
Organizational Management -Basics
ã SAP AG
R
Structural Graphics: Company Scenario
l You have entered the organizational structure of your company using the Simple Maintenanceand Matrix Maintenance functions.
l You would now like to evaluate and print the data in different graphical formats.The tool to use for this purpose isHR Structural Graphics.
l You would also like to make somesmall changes to the structure of yourorganization.
ã SAP AG
R
Overview
Structural Graphics in Organizational Management
Enables you to viewobjects and relationships in a structural format.
Enables you to workwith objects (i.e. createmove, change) in a graphical environment.
n Structural Graphics serves two main purposes in Organizational Management: Ÿ It lets you view structures and objects contained in an organizational plan in a hierarchical
format. Ÿ It lets you perform a variety of maintenance activities (such as creating, moving, or delimiting)
for the different objects in your organizational plan. n Structural Graphics is a graphical representation of the report on which it is based. n Structural Graphics is particularly advantageous since it is easier to perceive the inter-relationships
between objects in a structure when they are presented as a graphic. Structural Graphics is also very helpful when you want to move objects within structures.
n The Structural Graphics tools are intended to be used for planning and maintaining organizational charts, rather than for creating your initial organizational structure. Use Simple Maintenance to create the basic objects and relationships.
ã SAP AG
R
Displaying an Organizational StructureChange View OptionsChange View Options
View
Display Level
1
0
Whole Structure
Grid
Display Mode
Detail
OverviewKnock-On Mode
Off
Center
Substructure
Parent Structure
Graphic Typet
Normal
Feathered
Compact
User Defined
Design
ManuallyManually
Type-oriented
Status oriented Define Graphic Type...
Graphic Design...
Object Options... Line Options...
Continue Apply Cancel Help
MarketingMarketing
Europe Sales
US Sales
RegReg.Sales .Sales MgrMgr
RegReg.Sales.Sales Mgr Mgr
RegReg.Sales.Sales Mgr Mgr
Admin.Assist.Admin.Assist.
RegReg.Sales.Sales Mgr Mgr
RegReg.Sales.Sales Mgr Mgr
RegReg.Sales.Sales Mgr Mgr
RegReg.Sales.Sales Mgr Mgr
Admin.Assist.Admin.Assist.
Admin.Assist.Admin.Assist.
Mexico Sales
Select the desiredgraphic typeunderView Options.
Production Europe SalesUS Sales Administrat. PayrollTime
ManagementAsset Mgt. Acct.Payable
Reg. Sls. Mgr. Reg. Sls. Mgr Reg. Sls. Mgr
Executive Board
HumanResources
Manufacturing Marketing Finance
Mexico Sales
n You can change the display format of your structure as desired with the functions under View Options.
n The following functions are available: Ÿ Detail <-> Overview - You can toggle between an overview of the entire organizational chart, or
a more detailed view, which displays the full object names. Ÿ Section - If you have a large chart, and want to work with a smaller section, this option will let
zoom in on the section you want. Ÿ View Options - Changes display format to, for example, an object-oriented or feathered chart. Ÿ Sub-structure - You can view your organizational chart with different degrees of detail in up to
four different windows at the same time. n You can print your org. chart to a Computer Graphics Metafile (CGM) for use in other graphics
applications such as PowerPoint.
ã SAP AG
R
Adjusting the Display
You can adjust your display by changingthe shapes, colors, and line styles of the objects ....
Organizational StructureOrganisationsstrukturStucture Edit Goto OObjectbject Options Utilities Extras Help
Detail <-> Overviewt Part Structure Save Options
Display pathSearch...Sort...
Suppress subordinate objectsSuppress subordinate objects
One level higherOne level lower
Change shape...Change Linestyle...
Change colorsChange colors......
1. Select the object to be changed
2. Select menu option
n By customizing colors and shapes, you can make a clearer distinction between the objects in your structure.
n You can also use line styles to represent varying degrees of relationships between objects. Example: Use a dotted line to relate external positions.
ã SAP AG
R
Overview: Tools and the Toolbox
l Utilities
n Create objects...
n Insert objects...
n Move objects...
n Change staff function
n Delimit objects
n Delete objects
l Extras
n Object description
n Quick info on object
n Maintain infotypes...
Tool box
Areas
UtilitiesUtilities
Extras
Tools
Create objects...Insert objects...
Move objects...Move objects...
Change staff modeDelimit objectsDelete objects
Tool help
n Maintenance activities are carried out using one of two methods: Ÿ You can use the Structural Graphics Toolbox in conjunction with the main Graphics window. Ÿ You can use the menu options behind Utilities and Extras.
n The Toolbox is a collection of functions that allow you to perform basic editing, for example, creating, inserting, moving, and delimiting.
n The Toolbox is used in conjunction with the main Graphics window. Generally, you use the Graphics window to identify which object you want to work with, and next use the Toolbox to indicate what you want to do with the selected object.
n Procedures for maintaining objects are streamlined in Structural Graphics, so that it is faster and easier than working in Detail Maintenance. However, some functions are unavailable as a result. For example, Structural Graphics is mainly geared to creating relationship infotype records.
n It is possible to customize the options offered in the Toolbox, so options may vary from company to company. (For details on Customizing the Toolbox see the Implementation Guide, under Global Settings for Personnel Management.)
ã SAP AG
R
Creating and Inserting Objects
Manufacturing MarketingHuman
ResourcesFinance
ExecutiveBoard
Manufacturing MarketingHuman
ResourcesFinance
ExecutiveBoard
Controlling
or Controlling
Insert an existing object l Insert
l Create relationship infotype
Create a new objectl Create object infotype
l Create relationship infotype
n In Structural Graphics you must begin the maintenance process by identifying where new objects fit into the existing hierarchical structure. You can define the status and the validity period of the new objects and relationships.
n Example: To create the new organizational unit Controlling, click Executive Board and choose Create Objects in the Toolbox.
n Existing objects may have been previously created, but without any relationship. The Insert objects feature creates a relationship between this object and one that is already on the organizational chart. This option does not create any objects.
n It is possible to maintain more than one object at a time in Structural Graphics.
ã SAP AG
R
Moving Objects
Reg Sls Mgr
Reg Sls Mgr
Reg Sls Mgr
Admin Assist
Reg Sls Mgr
Reg Sls Mgr
Reg Sls Mgr
Reg Sls Mgr
Admin Assist
Admin Assist
MarketingMarketing Mexico Sales
US Sales
Europe Sales
Indicate the object’s destination
n Move objects when you want to change the placement of an object within a hierarchical structure. When you change the placement of objects you are, in effect, changing the relationships between objects - and therefore, changing the relationship infotype records. For example, the previous relationship is being delimited.
n When you move an object, the system moves all of the underlying objects with it. n To move an object: Ÿ Select the object. Ÿ Double click Move Object in the Toolbox. Ÿ On the chart, indicate the object’s destination.
n When you place an object in a structure, the placement must be an allowable relationship.
ã SAP AG
R
Changing Staff Mode
Manufacturing MarketingHuman
ResourcesFinance Controlling
Executive Board
Manufacturing MarketingHuman
ResourcesFinance
Controlling
ExecutiveBoard
Staff mode OFF
Staff mode ON
is line supervisor of B002
is line supervisor of B002
n If a position or organizational unit serves a subordinate staff role, switch its staff mode using the Change Staff Function option.
n Typically, all subordinate objects are displayed at the same level on the org chart. However, an organizational unit with a staff function is displayed separately on the organizational plan.
ã SAP AG
R
Structural Graphics: Extras
Object Description/Maintain Infotypes..
Quick Info on Object
Object description typeabbreviation/short textadditional information
More exact informationand access to Detail
Maintenance
Orientation inlarger structures
n The functions Maintain Infotypes and Object Description let you maintain object attributes. From these functions, you can access Detail Maintenance directly.
n The function Quick Info on Object gives you more details about an object in a secondary window. The data that is displayed here depends on Customizing settings. Once the window has been opened, it refreshes each time you select another object.
n Note: Although you can maintain infotypes from Structural Graphics, it is not recommended that you do so since the Structural Graphics window is not updated immediately.
ã SAP AG
R
Structural Graphics
Examples of other types of structural informationthat you can work with in Structural Graphics:
ü Organizational units only
ü Organizational units with persons
ü Organizational units with work centers
ü Reporting Structure (positions) without persons
ü Reporting Structure with persons
ü Task assignments of positions
n In order to display this information in Structural Graphics, the corresponding relationships must exist. For example, you will not be able to display a reporting structure with persons, if the positions concerned are not assigned to any persons.
ã SAP AG
R
Structural Graphics: Summary
R
l This tool allows you to view the different types of information contained in organizationalplans in a structural format.
l Structural Graphics enables you to create, insert, change, move, delete and delimit objects using the toolbox.
l You can obtain additional information aboutindividual objects.
Exercises
Unit: Structural Graphics
· Graphic display of the organizational plan
· Adjust organizational plan using Structural Graphics
In order to obtain a better overview, you want a graphic representation of the data you have created. You would also like to carry out a few small restructuring tasks in the graphical view.
1 Displays and settings
Display your organizational structure including positions and position holders using Structural Graphics. Make the settings of your choice (lines, colors etc.).
2 Editing the structure
Create the new organizational units Personnel administration and Personnel development within the organizational unit Personnel.
Insert the organizational unit Executive Board under the organizational unit Test enterprise. Put the organizational unit Executive Board above the other organizational units, as shown in picture 5.
ã SAP AG
R
Picture 5Company
Name of your choice
FINANCE HUMAN RESOURCES MARKETING SALES
Sales Office 1 Sales Ofiice 2
Mrkt. Manager
Mrkt. Employee
Mrkt. Employee
Mrkt. Employee
Head of Sales
Sales Rep
Sales Rep Sales Rep
Sales Rep
Mngr Sales off. 2
Sales Rep
Executive Board
Pers.Admin. Pers.Dev.
Solutions
Unit: Structural Graphics
· Graphic display of the organizational plan
· Adjust organizational plan using Structural Graphics
In order to obtain a better overview, you want a graphic representation of the data you have created. You would also like to carry out a few small restructuring tasks in the graphical view.
1 Display and settings
Choose Human resources à Organizational management à Simple maintenance à Basic org. plan à Change.
In the Organizational unit field, enter the abbreviation of your root organizational unit or use one of the search helps.
Make sure you have entered the correct editing period (01.01. of the current year to 31.12.9999) and choose Change or Organizational plan à Change.
The Organizational Structure / Change screen appears. To access the Staff Assignments / Change screen, choose Staff assignments or Goto à Staff assignments.
Position the cursor on your root organizational unit and choose Structural graphics or Goto à Structural graphics.
Structural graphics appears, displaying your staff assignments according to your organizational structure.
· By choosing Options à View options, you access the View options window. In this window, you can change the view, display level, design etc. to suit your requirements. To change the design, for example, position the cursor on the design you require (type-oriented, for example) and choose Change design and then Continue.
· To move one or more objects to a higher or lower level, or to change their shape or color, select the object and choose Object à One level lower / One level higher / Change colors / Change shape etc.
2 Editing the structure
Within Structural Graphics, you switch the toolbox on by choosing Edit à Toolbox. The functions displayed are also under the menu path Utilities or Extras.
2-1 Creating an organizational unit
To create a new organizational unit, position the cursor on the superior organizational unit (Personnel) and choose Create objects from the toolbox.
In the window that follows, select the relationship B002, is line manager of by double clicking on it. Alternatively, you can highlight the relationship and choose Copy.
In the Organizational unit Create window, enter the abbreviation and the name of the new organizational units (Personnel administration and Personnel development) and save your entries.
The new organizational units and their relationships to the superior organizational unit are displayed immediately in Structural Graphics.
2-2 Inserting an organizational unit that already exists
To insert an organizational unit that already exists (Executive Board), position the cursor on the superior organizational unit (Test enterprise) and choose Insert objects from the toolbox.
In the window that follows, select the relationship B002, is line manager of either by double clicking or highlighting and choosing Copy.
In the Search Function for Organizational unit window, find the organizational unit that you want to insert using one of the search functions.
Once you have confirmed your choice, the organizational unit you selected will appear immediately in your organizational structure.
To change your organizational structure as in the outline, you must also insert the organizational units, Finance, Personnel, Sales and Marketing underneath the organizational unit Executive Board.
To do this, select these four organizational units by holding down the SHIFT key and highlighting the organizational units with your left mouse button.
Choose the function Move objects from the toolbox. The cursor changes, and, by clicking on it, you can select a new superior organizational object (Executive Board).
In the window that follows, Organizational unit Move, confirm the move by choosing Continue or Enter.
ã SAP AG 1999
Expert Mode
l Expert Mode Interfaces
Contents:
ã SAP AG 1999
Expert Mode: Unit Objectives
l Describe organizational management functions using the Expert Mode interfaces.
l List organizational management infotypes and the data they contain.
At the conclusion of this unit, you will be able to:
ã SAP AG 1999
Course Overview Diagram
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
ã SAP AG 1999
Expert Mode: Business Scenario
l You have a complete depiction of yourorganization, but now you want to create more information for the individual objects.
l 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.
ã SAP AG
R
Detail Maintenance Functionality
You can select individual objects from all object types thatyou want to work with and then maintain all
the relevant infotypes.
l Objects (job, position,task, etc)
l Relationships l Characteristics
n Detail Maintenance provides the following functions: Ÿ Create, delete, and delimit objects of various object types Ÿ Maintain relationships Ÿ Maintain additional infotypes
n You can maintain the five basic Organizational Management object types and a number of other object types such as business event type, business event, or resource type.
n Detail Maintenance also lets you create infotypes in planned status and move them through the planning cycle.
ã SAP AG
R
Maintain Infotypes
You can use Detail Maintenance to work with all infotypes.You will find some of the infotypes that are not available in
Simple Maintenance listed below.
Object type Additional infotypes
Org. unitDescription, Work Schedule,
Address
Job Description, Cost Planning
PositionDescription, Vacancy, Competencies/Utilities
Task Description, Character
Work centerDescription, Restrictions ,
Health Examinations...
n Infotypes allow you to describe, or define, the different characteristics or attributes that objects have. Once you create an object (for example, an organizational unit, a job, or a position), you identify its characteristics by appending different infotypes to the object.
n The different infotypes are identified through a name and as well as a 4-digit number. (Infotype 1001 Relationships, infotype 1002 Description, for example).
n Each kind of infotype allows you to describe a different set of attributes for an object. For example, the Relationship infotype allows you to describe how two objects are linked together, or associated. The Work Schedule infotype allows you to state required work hours for a position, organizational unit, or work center.
n Some infotypes are only relevant for certain types of objects. For example, the Vacancy infotype only applies to positions, the Character infotype only to tasks, and so on. Alternatively, some infotypes may be used by all types of objects, such as the Relationship and Description infotypes.
n Note: The inheritance principle applies for objects in the organizational structure. In other words, objects in a hierarchical structure inherit the attributes of their superior objects unless the specific attribute has been maintained for the underlying object. Jobs and positions have a special relationship. Positions inherit the tasks assigned to jobs. These tasks can then be extended or modified as required at the level of the position.
ã SAP AG 1999
Object Maintenance
Maintain Organizational Unit
Plan version Current plan
Organizational unit
Abbr.50000609
Purch. - US
Active Planned Submitted Approved Rejected
Infotype Name
Orgnizational unit Edit Goto Utilities Settings System Help
ObjectRelationships
Description
Department/Staff
Acct. Assignment Features
Work Schedule
Cost Planning
Standard Profiles
PD Profiles
Cost Distribution
Time Period
From To
Period
Select
Today
All
From curr. date
To current date
Current week
Current month
Last week
Last month
Current 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
n 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.
n Organizational unit: The object ID is displayed. This enables the user to carry out a search for the object in question.
n Abbreviation: The abbreviation is displayed so that the user can ensure that the right object is being edited.
n Validity period: Start and end dates specify the period during which the object exists in the current plan version.
n Infotype: You select the infotype you want to maintain. This also includes the infotype status.
n Status: You must select the status of the infotype you want to maintain using the tab pages.
n 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.
ã SAP AG 1999
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
ã SAP AG 1999
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
ã SAP AG 1999
Delete and Delimit
DelimitDelimitDeleteDelete
When the informationis no longer relevantfor the stated period.
Incorrect entries were made,either inadvertently or duringexperimentation withplan versions.
History is maintained! History is not maintained!
Examples:
- A department is dismantled.
- A position isdissolved.
Examples:
- Too many positions arecreated under one job.
- A new department was plannedbut then canceled.
n 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.
ã SAP AG 1999
Display Object
Display Display ObjectObject
Organizational unit
Planning status
Validity
Sales
Active
01/01/1999
Sales department
to 12/31/9999 Change info.
Object 01 O 50000605 1
Object abbr.
Name
Language
Sales
Sales department
English
Record 1 of 1
Infotype Edit Goto Extras View System Help
n 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:
n It allows you to create new objects, for example, organizational units, jobs, and positions. n It determines the lifecycle of all other infotypes created for the object. n To create new objects you must maintain the following data: n Validity period of the object n Status n Object abbreviation (12 characters) n Name (40 characters) n 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.
ã SAP AG 1999
Payroll Specialist
reports to
is line supervisor
of
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
n 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.
n Not all relationships apply to every object. n Certain relationship types allow you to store additional information for the object, such as a
weighting percentage or a priority. n When creating a relationship, the inverse relationship is created by the system when applicable.
ã SAP AG 1999
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
Active
01/01/1999
Sales department
to 12/31/9999 Change info
Description
Subtype
Language
0001
EN English
General description
Description
Primary Sales Department responsible for first
customer contact
n 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.
n Descriptions are for purely information purposes. n The Description infotype may have many subtypes.
ã SAP AG 1999
Human ResourcesExecutive Board
Organizational Units
MarketingInfo
systemsFinanceProduction
Team 1 Team 2 Organizational Units act as departments.
Organizational Unit performs staff functions.
Department / Staff
n The Department/Staff infotype is only used when you work with organizational units or positions. It fulfills two purposes:
n 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.
n 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.
ã SAP AG 1999
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.
n The Vacancy infotype lets you flag a position as vacant, by which we mean that it should be reoccupied.
n 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).
n 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).
n 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.
n 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.
ã SAP AG 1999
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
….
n 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.
n Positions flagged as obsolete can not be set to vacant. Obsolete positions can not be reoccupied.
ã SAP AG 1999
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
1000
0001
1300
1000
IDES Inc.
North
Newcastle
Head office
CO Universal
Org.unit
Plan. status
Validity
Sales
Active
01/01/1999
Sales department
to 12/31/9999 Change info.
n The Account Assignment Features infotype can be created for organizational units and positions. n It stores default values relevant to: Ÿ the Personnel Administration component if integration is Ÿ the cost center assignment of organizational units and positions.
n 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.
n When you enter a personnel area, the assigned company code and the controlling area assigned to the company code are determined.
n 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.
ã SAP AG 1999
This infotype allows you toassign a position to an employee group and employee subgroup.
Employee Group/Subgroup
n The Employee Group/Subgroup infotype has the following functions: n 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.
n 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
ã SAP AG 1999
Defaulting Values to Personnel Administration
Organizational structure
Percentage 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)
n 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).
n 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.
n The default values for employee group and subgroup are based on infotype (1013), Employee group/subgroup.
n 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.
ã SAP AG 1999
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
n 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.
n 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.
ã SAP AG
R
IT 1013(employee group/subgroup) X1
Assignment of employee subgroups towork schedule groups
CustomizingCustomizing
Infotype 1011
l Gen. Work schedule144 Hrs/Month
l Work schedule forGroup 001:160 Hrs/Month
Assigning Work Schedulesl Rule value in
Customizingor
l IT1011
144 Hrs/Month
è 150 Hrs/Month
160 Hrs/Month
Work schedule group0001 (salaried employees)
X1X1
X0X0 ......
Salaried employees
Executiveemployees
n The inheritance principle applies to the Work Schedule infotype. The system observes the following order when determining which work schedule to assign to an object:
.Check whether a work schedule is maintained for the work center.
.Check whether a work schedule is maintained for the position.
.Check whether a work schedule is maintained for the employee group/subgroup.
.Check whether a work schedule is maintained for the organizational unit assigned directly or indirectly. .Read the default values in Customizing.
n You can also define work schedules based on employee groups and subgroups (see point 3). Employee groups /subgroups are assigned to work schedule groups in Customizing. Using the Work Schedule infotype, you can define a specific work schedule for an organizational unit. This is done taking into account the order for determining work schedules (above), for directly or indirectly assigned positions to which a corresponding employee subgroup is assigned, via the Employee Group/Subgroup infotype.
n When you create work schedules, you gain an overview of work schedules in your enterprise. Think about which objects you then have to assign a work schedule to.
ã SAP AG
R
Planned Compensation Infotype (1005)
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.
l Comparison
l Default value
Wage/salary
Rate Direct
n Using this infotype, you can assign compensation information to jobs, positions and work centers. n The Planned Remuneration infotype is subdivided into three alternative planned remuneration types: Ÿ Wage/salary
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.
Ÿ Rate 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.
Ÿ 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.
n 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.
n 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.
ã SAP AG
R
Cost Distribution Infotype (1018)
Infotype 1018 Infotype 1018 CostCost Distribution: Distribution: ChangeChange
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 1000
Master cost center
Corporate Services
Cost center
1000 3200 Marketing 30
Name Percentage
Entry 1 of 1 Record 1 of 1
Cost distribution for
l Org.units
l Positions
Additionalcost centersand master cost center
30% Marketingcost center
70% = 100% - 30%Master cost centerSales
n 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%).
n 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.
n Master Data infotype 0027 (Cost Distribution) is used to determine and assign personnel costs in Payroll Accounting.
ã SAP AG
R
Health Examinations (1009) and Restrictions (1006) Infotype
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.
n Health information is categorized in two subtypes: Ÿ Health exclusions Ÿ Health examinations
n 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.
n 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.
n 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.
ã SAP AG
R
Authorities/Resources (1010) Infotype
Authorities/Resources
003 Commercial power of attorney
Subtype 0001 Authorities
Resources
Validity
Position Head of Sales
Planning status active
01.01.1999 to 31.12.9999The Authorities subtypeenables you to storeinformation on the authorities of individualpositions.
The Resources subtypeenables you to store more detailed informationon the fixtures and fittings in a work center.
n This infotype is divided into two subtypes: Ÿ Authorities Ÿ Resources
n This infotype lets you define purchasing authority up to a certain limit, for instance, for a position. It also lets you determine specific resources or equipment for a position or a work center.
ã SAP AG
R
Fast Entry
Fast entry allows you to quickly create instances of the same infotype.
InfotypeInfotype 1001 1001 -- Relationship: AddRelationship: Add
InfotypeInfotype 1001 1001 -- Relationship: AddRelationship: Add
InfotypeInfotype 1001 1001 -- Relationship: AddRelationship: Add
InfotypeInfotype 1001 1001 -- Relationship: AddRelationship: Add
Fast Entry
n 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.
n 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.
ã SAP AG
R
Changing Infotype Status
The status feature allows the object to go
through a status cycle.
Approved
Active
Planned
SubmittedRejected
n Objects and infotypes in Detail Maintenance can be created as active or planned. If they are created as planned, they can go through the planning cycle.
n The planning cycle can be carried out by infotype. n The above order must be observed. It is possible to reset rejected objects to planned status. n The report RHAKTI00 allows you to change the status of a number of objects in one go.
ã SAP AG
R
Simple Maintenance Infotypes
US Sales
Mexico Sales
Europe Sales
+
Sales and Marketing
+
-
Regional Sales Manager (Mgr.)
Administrative Assistant Mexico
Administrative Assistant Mexico
Administrative Assistant Mexico
l Department/Staffingl Work Schedule
l Department/Staffingl Work Schedulel Employee Group/
Subgroupl Vacancyl Obsolete
n You can maintain a number of infotypes for organizational units and positions in Simple Maintenance. You access the infotype maintenance screen by choosing Change attributes.
n You can maintain the following data: Ÿ For positions: staff, employee group/subgroup, work schedule, vacancy, obsolete. Ÿ For organizational units: department, staff, work schedule.
ã SAP AG
R
Creating and Activating Required Positions
US Sales
Mexico Sales
Europe Sales
+
Sales and Marketing
+
-
Regional Sales Manager (Mgr.)
Administrative Assistant Mexico
Administrative Assistant Mexico
Administrative Assistant Mexico
Required positions
l create
l activate
Example:
Time interval:Planning type:
Current 1 PositionPlanned 1 PositionCurrent 2 PositionsPlanned 4 Positions
QuarterlyFirst plan
Job Manager
Job Admin. Assist.
1. Quarter
n You can create and activate required positions for organizational units. n When you create required positions, you see all jobs, which are used to describe positions in a
particular organizational unit. You can only plan how many positions per job are going to be needed in the future.
n You enter the planning type and time interval in Customizing. n When you activate required positions, positions are created in planning. These positions have the
same name as their describing. n The basis for this is the Required Positions infotype (1019).
ã SAP AG
R
Selected Tools
You will find some helpful reporting toolsunder the menu point Tools.
Organizational Management
Simple Maintenance Detail Maintenance... Tools
- Update/copy plan versions - Delimit objects/End date- Create objects via actions - Delete objects from the database
Plan version
Object infotype
Infotype
Integration PA
Struct. authorization
Database
Data transfer
Distribution/ALE
Business Workflow
Update
Copy
Examples
ã SAP AG
R
Tools: Plan Versions: Copy/Update
ExecutiveBoard
Admini-stration
SalesProduction
Executive Board
Admini-stration
SalesProduction
01Active Plan Version
02Simulation Plan Version
n The report RHCOPL00 (Copy Plan Version) allows you to copy objects and structures from one plan version to another.
n Note that you may only use the report to copy areas of plan versions that do not overlap with one another. Otherwise, data inconsistencies will arise in the target plan version.
n The report RHCOPLPT (Update Plan Version) lets you compare and then copy plan versions. In the first step, selected objects are compared with their counterparts in a target plan version and any inconsistencies are displayed. In the second step, you can then copy selected objects to the target plan version.
n Tip: The first time you use the copy plan version function, you should use report RHCOPL00 and copy into an empty plan version. For all other copying, you should use the report RHCOPLPT.
ã SAP AG
R
Tools: Create Objects via ActionsInfotype 1010 Authorities/Resources: Create
Infotype SystemEdit Goto HelpExtras Utilities
Infotypdoku
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
Infotype 1004 Department/Staff: Create
Infotype SystemEdit Goto HelpExtras Utilities
Infotypdoku
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
Infotype 1002 Description: Create
Infotype SystemEdit Goto HelpExtras Utilities
Infotypdoku
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
Infotype 1001 Relationship: Create
Infotype SystemEdit Goto HelpExtras Utilities
Infotypdoku
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
Executeactions
Infotype 1000 Object: Create
Infotype SystemEdit Goto HelpExtras Utilities
Infotype docu.
Organizational unit Fin&Admin Finance and Administration
Planning status Active
Validityt 01.01.1998 to 31.12.9999
Object
Object abbr. Fin&Admint
Name Finance and Administration
Language key E English
n 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.
n Example: The standard action for creating a position consists of the following infotypes: Ÿ IT 1000 Object Ÿ IT 1001 Relationship to organizational unit Ÿ IT 1001 Relationship to describing job Ÿ IT 1002 Description Ÿ IT 1003 Department/Staff Ÿ IT 1010 Authorities/Resources Ÿ IT 1001 Relationship to superior position
ã SAP AG
R
Tools: Delimit Objects/Create New End Date
HR Department
Cafeteria
Social Services
+
Personnel Area
+
-
Chef (Manager)
Kitchen Help
Kitchen Help
Kitchen Help
01.01.1990-31.12.9999
01.01.1990-31.12.9999
01.01.1990-31.12.9999
01.01.1990-31.12.9999
Outsourcing of the cafeteria from 01.01.1999=> Delimiting on 31.12.1998
01.01.1990-31.12.1998
n The report RHGRENZ0 (Object-Delimit) delimits one or more objects in a structure on a desired date.
n The report RHGRENZ1 (Object-Set New End Date) allows you to specify a new end date for delimited objects or structures. You must enter the old delimitation date for object selection.
n Example: The board has decided not to award the contract for the canteen until 06/30/1999, in other words, all canteen objects delimited to 12/31/1999 must be extended to the new delimitation date 06/30/1999.
ã SAP AG
R
Tools: Delete Objects From Database
HR
Finance
Controlling
Work Sched.
Plant 1
Plant 2
South Region
North Region
East Region
Executive Board
ProductionAdministration Sales
n The report RHRHDL00 (Delete Database Records) deletes selected objects and all their infotype records from the database.
n The report RHRHDC00 (Delete Individual Records) lets you select individual infotype records from a list for deletion. You cannot delete records with time constraint 1 with this report.
ã SAP AG
R
Detail Maintenance: Summary 1
R
l All objects may be maintained inDetail Maintenance.
l Maintenance activities include creating,changing, delimiting and deleting objects.You can also change an object’s status.
l All relevant infotypes for objects of variousobject types can be maintained inDetail Maintenance.
ã SAP AG 1999
Expert Mode: Unit Summary
l Describe organizational management functions using the Expert Mode interfaces.
l List organizational management infotypes and the data they contain.
You are now able to:
Exercises
Unit: Detail Maintenance
· Learn the functions of Detail Maintenance
· Apply the functions of Detail Maintenance
Certain detailed types of information on your organizational plan can only be entered in Detail Maintenance. You now want to edit some of these infotypes.
1 What is the difference between the functions Create and Change?
2 What is the difference between the functions Delete and Delimit? What do you have to consider when you carry out the function Delete?
3 What is special about the Object infotype (1000)?
4 Creating objects and relationships in Detail Maintenance
Create the position Sales assistant in Detail Maintenance and relate it to the organizational unit Sales office 1. The position should be described by the job Assistant.
Display all the relationships in the organizational unit Sales. What are your options for displaying this organizational unit?
Note: You would normally only create objects and relationships in Simple Maintenance, creating them here is only for the purposes of this exercise.
5 Further attributes in Simple Maintenance
Create a general working time for the organizational unit Sales in Simple Maintenance.
Set some of the positions to vacant.
6 Status features
Create the organizational unit Product Management. Do so using an action. Assign planned status to the unit. The new unit is a staff department of the Marketing department.
Use the relevant report to change the new organizational unit Product Management to active status.
7 Optional Exercise: Maintaining object characteristics in Detail Maintenance
For the following exercise, please go into plan version 01. The following structures are saved for each of your groups:
Test enterprise XX (XX = group number)
· Financial accounting XX
· Financial administrator XX
· Personnel XX
· Personnel administrator XX
7-1 Assigning cost centers to organizational units
Assign the following cost centers to your group’s Finance and Personnel organizational units:
Financial accounting XX Cost center Accounting Retail (R1120_1)
Personnel XX: Cost center Personnel Retail (R1150_1)
Where else could you assign these cost centers?
7-2 Maintaining the Account assignment features infotype for an organizational unit
Maintain the Account assignment features infotype (1008) for the organizational unit Personnel: Personnel area R100 Personnel subarea 0001(Head office).
7-3 Maintaining the Employee group/subgroup and Planned compensation infotypes for a position
Carry out the following maintenance activities for the position Personnel administrator XX:
· Store the employee group and subgroup XO in the Employee group/subgroup infotype (1013).
· In the Planned compensation (1005) infotype, enter the following salary structure information:
Country grouping 99 Rest World-Wide Salary structure 01 International Salary region 01 International Salary group G00A Salary level 01 – 04
You will use the data you saved in 7-1 to 7-3 in subsequent – optional – exercises.
Solutions
Unit: Detail Maintenance
· Learn the functions of Detail Maintenance
· Apply the functions of Detail Maintenance
Certain detailed types of information on your organizational plan can only be entered in Detail Maintenance. You now want to edit some of these infotypes.
1 What is the difference between the functions Create and Change?
When you create infotypes, you set up new time periods to which information can be appended. You should create new time periods to store changes that are to be archived (the old infotype record is delimited accordingly).
When you change infotypes, you change information in periods that already exist. No archiving takes place. You should only use this function for correction purposes e.g. for typing errors or to add missing information.
2 What is the difference between the functions Delete and Delimit? What do you have to consider when you carry out the function Delete?
When you delete an infotype, the entire record is deleted. No archiving takes place. Only delete infotype records in the event of incorrect entries. When you delete an object, all other dependent information (attributes, relationships) is deleted too. You can only delete an object by choosing Object à Delete, not by choosing the Delete icon.
You delimit objects when the information is no longer required after a certain date. The object or infotype record is not deleted, merely delimited from a certain date on. Archiving is possible. All dependent relationships of the object are also automatically delimited.
3 What is special about the Object infotype (1000)?
The Object infotype has time constraint 1, which means that the information must exist for the complete life-cycle of the object. The information can, however, be changed. The validity period of the object affects all other dependent information on the object, which has the same validity. If you delete this infotype or delimit it, you automatically delete or delimit all dependent information as well.
4 Creating objects and relationships in Detail Maintenance
4-1 Creating a position in Detail Maintenance
Choose Human resources à Organizational management à Detail maintenance à Position.
Make sure that your plan version 10+XX (XX = group number) is entered in the Plan version field.
On the tab page active, highlight the Object infotype.
The period should be 01.01. of the current year to 31.12.9999.
Choose Create or Edit à Create infotype.
Enter the abbreviation Sal. asst. and the name Sales assistant in the window that follows.
Save your entries. The new position has been created; you are now back in the Maintain position screen.
4-2 Creating relationships in Detail Maintenance
The ID of the position you have created (Sales assistant) is stored in the Position field in the Maintain positions screen.
Choose the tab page active and select the Relationships infotype. Leave the period as 01.01. of the current year – 31.12.9999.
Choose Create or Edit à Create infotype.
4-2-1 Creating the position – organizational unit relationship
Enter the following in the Infotype 1001 Relationships: Add screen:
Relationship type/number: A 003 (belongs to) Type of related object: O (organizational unit) ID of related object: ID of org. unit Sales office 1
To store the ID of the related object, position the cursor on the relevant field and choose the scroll button. Select Sales office 1 using on of the search helps.
To save your entries, choose Save or Infotype à Save. The Maintain Position screen appears.
4-2-2 Creating the position – job relationship
In the Maintain Position window, select the Relationships infotype from the active tab page. Use the period from 01.01 of the current year to 31.12.9999.
Choose Create or the menu option Edit à Create infotype.
Save the following entries in the Infotype 1001 Relationships: Add screen.
Relationship type/number: B 007 (is described by) Type of related object: C (job) ID of related object: ID of job Assistant
To save your entries, choose Save or Infotype à Save.
4-3 Displaying all relationships in an organizational unit
Choose Human resources à Organizational management à Detail maintenance à Organizational unit.
Enter the ID of the organizational unit Sales using one of the search helps.
Select the Relationships infotype on the active tab page.
Enter the period 01.01. of the current year – 31.12.9999.
Choose Overview or Goto à overview.
All relationships in your organizational unit are displayed.
You can also display all the relationship infotypes in your organizational unit in the following way:
Select the Relationships infotype and choose Display infotype or Edit à Display infotype.
The Infotype 1001 Relationships: Display screen appears.
By choosing Next record or Goto à Next record you can display the individual relationship records of the organizational units one after another.
5 Further attributes in Simple Maintenance
5-1 Further attributes in Simple Maintenance: Access
Choose Human resources à Organizational management à Simple maintenance à Further attributes à Change.
In the Organizational unit field, enter the ID of your root organizational unit or use one of the search helps.
The editing period is 01.01. of the current year – 31.12.9999.
Choose Change or Attributes à Change.
Note: From the Organizational Structure / Change or the Staff Assignments / Change screens, you can access further attributes by choosing Goto à Further attributes.
5-2 Store a general working time for an organizational unit
To store a general working time for the organizational unit Sales, position the cursor on this organizational unit and choose Attributes or Edit à Change attributes.
In the Organizational Unit Attributes – Current Settings dialog box, enter the hours of your choice in the Working time field (160 hours per month, for example). Leave General flagged and ALL for work schedule group.
Save your entries.
5-3 Creating a vacancy for a position
To set a position to vacant, position the cursor on the position and choose Attributes or Edit à Change attributes.
In the Position Attributes – Current Settings dialog box, enter the beginning of the current month (for example) as a start date and the system end date in the Vacant option of the Vacant/obsolete area
Save your entries.
6 Status features
6-1 Creating an object with planned status using an action
Choose Human resources à Organizational management à Tools à Object à Actions.
Enter your plan version and choose object type O (organizational unit). Delete the object number in the Object ID field. Choose planning status 2 (planned) and the action O (Create organizational unit). Make sure the validity period is 01.01. of the current year – 31.12.9999.
Choose Execute or Action à Execute.
In the infotype that appears, Object (1000), enter the abbreviation and name of your organizational unit and save the infotype record.
The Relationships infotype (1001) appears automatically with the relationship A002, reports to (L) and O as the type of related object. In the ID of related object field, enter the organizational unit Marketing (using a search help) and save the record.
If you want, enter a description in the Infotype 1002 Create Description window and save your entry. If you do not want to enter a description, choose Cancel.
The Department/Staff infotype appears. Select the Staff field and save your entry.
As no separate cost center is to be assigned to the organizational unit, you do not have to enter anything in the record that follows, choose Cancel. The Exit screen appears.
6-2 Changing from planned to active status
To change the status, choose Human resources à Organizational management à Tools à Object à Change status.
Enter your plan version 10+XX (XX = group number) and select object type O (organizational unit). Enter the ID of the organizational unit you want to activate in the Object ID field, use a search help to do so.
Leave the Submit planned records; Approve submitted records and Activate approved records flagged. Remove the flag from Test.
Start the report by choosing Execute or Program à Execute.
7 Optional Exercise: Maintaining further attributes of objects in Detail Maintenance
Choose Human resources à Organizational management à Settings à Set plan version.
A dialog box appears. Enter plan version 01 and confirm this by choosing Enter.
7-1 Assigning master cost centers to organizational units
Choose Detail maintenance à Organizational unit and using one of the search helps, find Financial accounting XX (XX=group number). On the active tab page, select the Relationships infotype.
Period should be 01.01. of the current year to 31.12.9999.
Choose Create or Edit à Create infotype.
In the Infotype 1001 Relationships: Add screen, enter the following:
Relationship type/Relationship: A 011 (cost center assignment) Type of related object: K (cost center) ID of related object: ID of cost center Financial Accounting Retail
To store the cost center Financial Accounting Retail in the ID of related object field, position the cursor on the input field and choose the scroll button. In the Cost center dialog box, enter the controlling area R100. Confirm your entries by choosing Continue. From the cost centers displayed, select the cost center R1120_1 (Financial accounting Retail).
Save your entries.
In the same way, assign the cost center R1150_1 (Personnel Retail) to the organizational unit Personnel XX.
You can also assign cost centers in Simple Maintenance. To do this, choose Human resources à Organizational management à Simple maintenance à Account assignment à Change.
7-2 Maintaining the Account assignment features infotype for an organizational unit
Start from the Maintain Organizational Unit screen. The ID of the organizational unit Personnel XX is stored in the Organizational unit field.
Select the Account assignment features infotype from the active tab page.
Period should be 01.01. of the current year to 31.12.9999.
Choose Create or Edit à Create infotype.
In the entry screen that follows, enter R100 in the Personnel area field and 0001 in the Personnel subarea field. If you confirm your entries with Enter, the Company code and Controlling area are automatically inserted, as Personnel areas are assigned to a company code which is assigned to a controlling area.
Save your entries.
You can also maintain the Account assignment features infotype for organizational units or positions in Simple Maintenance. To do this, choose Human resources à Organizational management à Simple maintenance à Account assignment à Change.
7-3 Maintaining the Employee group/subgroup and Planned compensation infotypes for a position
Choose Detail maintenance à Position. Using a search help, find the position Personnel administrator XX (XX=group number).
7-3-1 Maintaining the Employee group/subgroup infotype
Select the Employee group/subgroup infotype from the active tab page. Enter 01.01. of the current year to 31.12.9999 for period. Choose Create or Edit à Create infotype. In the entry screen, enter 1 (active) in the Employee group field and XO (salaried employee) in the Employee subgroup field. Save your entries.
7-3-2 Maintaining the Planned compensation infotype
Select the Planned compensation infotype from the active tab page. Choose Create or Edit à Create infotype. In the entry screen that follows, enter the following on the Salary tab page:
Country grouping: 99 Salary structure: 01 Salary region: 01
Confirm your entries by choosing Enter. The Salary level field is filled automatically. Save your entries.
ã SAP AG 1999
Evaluations and Reports
l Evaluations and reports in Organizational Management
Contents:
ã SAP AG 1999
Evaluations and Reports: Unit Objectives
l Execute organizational management reports for basic object types and organizational management structures.
l Submit other Human Resources reports with organizational structure selections.
l Explain and define evaluation paths.
l Evaluate data with HIS and Structural Graphics.
At the conclusion of this unit, you will be able to:
ã SAP AG 1999
Course Overview Diagram
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
ã SAP AG 1999
Evaluations and Reports: Business Scenario
l Reporting on data contained in organizational management is a requirement for your company. You want to evaluate data at the organizational unit level.
l For example, you would like to see
l Employee listings per Organization Unit
l Cost Center assignments for Positions
l Job Descriptions with Task and Qualification assignments
ã SAP AG 1999
Reporting in Organizational Management
Sequential Evaluation Structural Evaluation
01 Executive Board
02 Finance
03 Human Resources
04 Production
05 Sales
… ...
n 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.
ã SAP AG
R
Organizational UnitsOrganizationalOrganizational Management Management
Simple Maintenance Detail Maintenance Reporting
Organizational unit
Job
Position
Settings ...
Work center
Task
General
Existing
Organizational structure
Staff functions
Only org. units
With positions
With persons
With work centers
Displays all organizationalunits with staff functions.
Displays the hierarchicalstructure that existsbetween organizational units.
Generates an organizational structurethat displays the positions assigned toeach organizational unit.
ã SAP AG
R
Organizational Structure with PersonsDisplay/Display/MaintainMaintain StructureStructure
List SystemEdit Goto HelpSettings
Status: 1 Selection period 01.01.1900 - 31.12.9999Plan version 01
Persons along organizational structure
Evaluation path PERS-O Depth: 0
Long or short text
Personnel Department
Chris Miller
View
Lisa Albert
Personnel Administration
Charlotte Hansen
Mike Kaufmann
John Smith
Sam Steel
Alex Martin
Personnel Planning and Development
Social and Legal
Rosa Lee
n You can display further information such as short text, object ID, and validity. In addition, you can choose to have object-type-dependent color control. You can start another evaluation path for any other object without exiting the report screen.
ã SAP AG
R
Job Reporting
Displays job name, objectID, validity dates, and access to infotypedetails.
Displays requirementsand task profiles ofselected jobs.
OrganizationalOrganizational Management Management
Simple Maintenance Detail Maintenance Reporting
Organizational unit
Job
Position
Settings ...
Work center
Task
General
Existing
Job index
Description
Task description
Same as “Existing Jobs”with access to positionand holder details.
Displays task profiles of selected jobs.
ã SAP AG
R
Job Index
Job IndexJob Index
List SystemEdit Goto HelpSettingsView
Job index
1
Plan version 01
Status
Selection period 01.01.1900 - 31.12.9999
Job
Position Holder Staffing percentage
Manager
Financial Accounting Manager Inhaber
Personnel Manager
Marketing Manager
Manager
Judith Cahill
Pierre Dubois
Position vacant
100,00
100,00
0,00
Administrator
Book Keeping Administrator Inhaber
Sales Administrator
Marketing Administrator
Olaf Anderson
Unoccupied since: 01.01.1999
Sarah Hansen
0,00
100,00
100,00
n The job index lists all existing jobs with the positions related to each one. In addition, you can display detailed information on the positions.
ã SAP AG
R
Position Reporting
OrganizationalOrganizational Management Management
Simple Maintenance Detail Maintenance Reporting
Organizational unit
Job
Position
Settings ...
Work center
Task
General
Existing
Reporting structure
Staff assignments
Description
Task description
Staff function
Authorities/Resources
Planned labor costs
Without persons
With persons
Reporting on workingtime of positions and holders in an organizational unit
Positions with astaff indicator (InfotypeDepartment/Staff)
Positions with assigned plannedlabor costs from the Planned labor costs Infotype
Analysis of reporting structure
ã SAP AG
R
Position DescriptionPosition AdministratorPosition Administrator
List SystemEdit Goto HelpSettingsView
Plan version: current plan Page 1
Position Administrator Period from: 01.01.1900
Basic data
Name
Name Personnel Administrator
Valid From 01.01.1999
Position Administrator Position Administrator
Integration into Organizational Structure
Integration into Organizational Structure
Personnel Management
Personnel Administrator
Personnel AdministrationScroll!
n The report creates a position description using information from the various appended infotypes. n You can select the data that you want displayed in the report layout. You can also change the
existing report layout or define a new one.
ã SAP AG
R
Staffing ScheduleStaffing ScheduleStaffing Schedule -- OverviewOverview
List SystemEdit Goto HelpSettingsView
Overview of organizational units
monthly
Staffing schedule 18.06.1999
Basic working time
Level
Name
Organizational unit Planned hours Actual hours Difference Difference in %
Positions Employees
1
Direct
Occupied
Obsolete
Indirect
Occupied
Obsolete
2
2
0
15
14
0
Personnel Department 347,20 312,96 34,24- 9,86-
2
Direct
Personnel Development 1041,60 1041,60
2
0
14
0
0,00 0,00
6 6
Displaydetailed
information
n In the Staffing Schedule report, the system compares the planned working time stored for a position with the actual working time of the position holder.
n You can request different levels of detailed information for individual objects.
ã SAP AG
R
General Reporting
OrganizationalOrganizational Management Management
Simple Maintenance Detail Maintenance Reporting
Organizational unit
Job
Position
Settings...
Work center
Task
General Existing objects
Structural reporting
Via structuresReporting withfree choice ofparameters
Structural navigation
Structural graphics
Object description
Infotype reporting
HR master data
Structural evaluation of an infotype
Direct call-upof structuralgraphics
ã SAP AG
R
Structural ReportingDisplay/Display/MaintainMaintain StructureStructure
Program SystemEdit Goto Help
Objects
Plan version 01 Current plan
Object type O Organizational unit
Object ID
Search string
Object status All existing Data status
Set structural conditions
Today
Reporting Period
Current month
Current year
All
Past
Future
Key date
Other period
Structural parameter
Evaluation path
Status vector
Display depth
…..
Status overlap
…..
l Root object(s)
l Reporting period
l Evaluation path
l Possibly alsospecificationof additionalconditions
n In structural reporting (such as reporting using RHSTRU00), you always use an evaluation path. n The report RHSTRU00 evaluates structural information. Starting from a root object or objects, the
report evaluates all related objects in the structure along a specified evaluation path n Proceed as follows: Ÿ Enter one or more root objects that you want to report on. Ÿ Select the required structure via an evaluation path.
n The report interprets the specified object(s) as the root of a tree structure, enters the structure at this root and displays the related objects on the screen. The hierarchical level of an object is recognized by its respective indentation on the report.
n If you leave a field blank on the selection screen, the system interprets this as all objects. This does not apply to the field Evaluation path, which must contain an entry.
n When reporting on basic object types (such as organizational plan or staffing schedule), you can branch to the Standard Selection Screen to specify further report parameters.
ã SAP AG
R
An evaluation path representsa chain linking the relationshipthat exists between certain objects.
You specify the desired evaluation path and the system checks therelationships between theobjects in your organizational structure.The system evaluates all objects that it finds in thechosen evaluation path.
B002
A008
B003
O_S_P Position staffing alongorganizational structure
O B003 SS A008 PO B002 O
Example:
B003
Evaluation Paths
n Example: Ÿ To see the organizational structure with positions as well as position holders, use the evaluation
path O_S_P (Staffing assignment along org. structure) : Ÿ Object type Relationship Object type Ÿ O B003 contains S Ÿ S A008 holder P Ÿ O B002 is line manager of O Ÿ The report Job Index is based on the evaluation path C_S_S_P: Ÿ Object type Relationship Object type Ÿ C A007 describes S Ÿ S A008 is occupied by P
n As a rule, every standard report has a predefined standard evaluation path. These are preset in the system. You can, however, change evaluation paths on the Standard Selection Screen. You can also create evaluation paths to suit company-specific requirements.
ã SAP AG
R
Infotype ReportingInfotype Infotype ReportingReporting
Program SystemEdit Goto Help
Objects
Plan version 01 Current plan
Object type O Organizational unit
Object ID
Search string
Object status All existing Data status
Set structure condition.........
.........
.........
Reporting
Infotype
Subtype
Display
Evaluation of infotype fields
Selection of infotype fields
All objects
Objects without this infotype
Checkboxes forreport control
n You use infotype reporting to evaluate an infotype. The report only outputs objects and structures that actually have the specified infotype appended. You can display detailed information on the selected infotype if required. You can also display all objects regardless of whether they have the specified infotype appended or not.
ã SAP AG
R
Human Resource Information System (HRIS)
Pers. No.
1000
2000
Rosa Lee Employee
Name
Tom Miller Employee
Payroll Area
ReportingReporting
Defaults
Task Functions
Entries/Leavings
Flexible employee dataFlexible employee data
Salary/SeniorityTelephone list
AdministrationAdministration
Recruitment
Cost planningBenefits
Travel management
Ad Hoc Query
.....
Function Help
n The Human Resources Information System allows you to request reports belonging to all HR modules from inside Structural Graphics, where the process of requesting reports is simplified
n Reports are based on data structures found within Personnel Planning and Development. n Advantages: Ÿ Required report parameters are filled in for you, where possible. Instead of filling out the
selection screen of reports you simply highlight the desired object(s) in the structural graphics. For example, in order to report all the positions within a specific organizational unit, you just need to double click on the object.
Ÿ You can start the HRIS from any plan version with objects of any status feature. Ÿ There is no need to jump around from one module to another to request various reports.
n To use the HR Information System: Ÿ Start Structural Graphics from within HRIS. Ÿ Choose objects within the graphic. Ÿ Run reports for the objects.
ã SAP AG
R
Accessing HRIS
Human Resources Information System: Access
Information system SystemEdit Goto Help
Graphic display
Organizational units
With positions
With persons
Settings
Standard view
Access
Organizational unit
Display depth
Date Period indicator D
Select a view.
Select a graphicdisplay.
Select a root object for therequestedstructure.
With positions and persons
View STANDARD
n When you access HRIS, you determine the data that is displayed in Structural Graphics. The view determines which graphic displays are possible.
n To display an organizational structure: Ÿ Choose a view. Ÿ Choose the root object for required organizational structure. Ÿ Enter a selection period (default is the system date). Ÿ Choose Start.
n Note: The view does not affect the type of objects in the report.
ã SAP AG
R
Starting Reporting
ReportingReporting
Defaults
Task functions
Entries/Leavings
Flexible employee dataFlexible employee data
Salary/Seniority
Telephone list
AdministrationAdministration
Recruitment
Cost planning
Travel management
Select the desired organizational unit
Organizational units Organizational units
AccountingPersonnel Sales
NY Branch office
Californiabranch office
Headquarters
Select the desired task
Benefits
Ad Hoc Query
.....
Function Help
n The Structural Graphics window displays the requested organizational structure. A second window displays the reports that are available for the objects in the structure.
n The top half of the window lists the areas available. Once you select an area, the reports available for this area are displayed in the lower half of the window.
n Once you select at least one object, the report starts. The report results are displayed in an additional window.
n Procedure: 1. Select one or more organizational units in the graphics window. 2. Double click on the report you want to start. 3. The report results lists all the information or persons belonging to the organizational unit(s) you selected.
ã SAP AG
R
Editing Defaults
DefaultsDefaults
Start
Via selection screen
Direct
Reporting depth
All underlying
Selected only
Data Retrieval
All underlying
Directly assigned
Reporting Period
Object selection
Period indicator
Data selection
D
01.06.1999 01.06.1999
The defaults determinehow the report shouldbe started.
n HRIS reporting can be started in different ways. The following settings are possible: Ÿ Start:
The report can be started immediately, i.e., without making any additional entries in the selection screen of the report. As a rule, programs are preset and contain the necessary data. Alternatively, you can call the program’s selection screen when you start the report and then make additional specifications.
Ÿ Reporting Depth: This is only for structural reporting and can only be started for an object selected in a graphic or for all the underlying objects.
Ÿ Data Collection Depth: The advantage of HRIS is that it can create a report from HR master data for persons automatically chosen when you select an organizational unit in a graphic. In this case, you must specify whether the report should just include persons belonging to the selected organizational unit or whether it should include all persons belonging to all the underlying organizational units.
Ÿ Reporting period: By entering a period for the object selection, the selection of objects to be evaluated can be delimited, depending on their validity.
ã SAP AG
R
Reporting Options in Ad Hoc Query
Selected persons
Result
1. Step:
Specify selection criteria
2. Step:
Specify data tobe output
l Selection viaorganizational structure
l Request reportsfor relationshipsbetween personsand objects
Use of Org.Management
n The Ad-hoc Query is a simple and effective tool for evaluating Human Resources data. It allows you to access data from all areas of Human Resources by choosing selection- and output fields. You can use the Ad-hoc Query to access information from Recruitment, Master Data, Organizational Management and Training and Event Management, for example.
n To use the Ad-hoc Query, you must have assigned a user group and defined functional areas. User groups and functional areas are assigned or created in ABAP Query.
n Ad-hoc query is consists of two steps: Ÿ In the first step, personnel numbers are selected according to one or more selection criteria. Ÿ In the second step, data on each of the personnel numbers from step 1 is displayed.
n If you have installed Organizational Management, you can also use the Ad-hoc Query to: Ÿ Carry out a selection by organizational structure. Ÿ Use relationships between persons and objects for the selection of data. You can determine, for
example, which qualifications a person has, which business events they have attended and so on (for these you must have installed Personnel Development and Training and Event Management).
ã SAP AG
R
Reporting: Summary 1
R
l Organizational Management offers variousways to report on the information maintained in organizational plans.
l Some key reports which are helpful for analyzingjob and position descriptions or staffing levels include:
n Job index
n Job description
n Staffing schedule
ã SAP AG 1999
Evaluations and Reports: Unit Summary
l Execute organizational management reports for basic object types and organizationalmanagement structures.
l Submit other Human Resources reports withorganizational structure selections.
l Explain and define evaluation paths.
l Evaluate data with HIS and Structural Graphics.
You are now able to:
Exercises
Unit: Evaluations and Reports
· Start an example of a report for the 5 basic object types
· Use the Human Resources Information System
The data in your organizational plan can be evaluated using standard reports. As well as this, you can display information quickly and simply using the Human Resources Information System.
1 Organizational structure
Display your organizational structure (with positions). What information can you show and hide?
2 Job and position description
Start the reports for job and position description. What is the difference between them?
3 Staffing schedule
Display your staffing schedule. What information is displayed? What infotypes have to be maintained so that this information can be displayed?
4 Job index
Display your organizational structure’s job index. What information is displayed?
5 Structural reporting
Start the report RHSTRU00 to display your organizational structure with positions and persons. What evaluation path is required for this?
6 HRIS
Start the HRIS and report on the following:
For the Sales department and the Sales offices assigned to it, display:
· List of employees
· Employees’ salary and deductions
· Employees’ salary scale
Carry out a statistical evaluation of the entire Sales department (according to employee group and organizational unit).
Display the Sales department’s job index. Which jobs are displayed?
Display all the vacant jobs in your company.
Solutions
Unit: Evaluations and Reports
· Start an example of a report for the 5 basic object types
· Use the Human Resources Information System
The data in your organizational plan can be evaluated using standard reports. As well as this, you can display information quickly and simply using the Human Resources Information System.
1 Organizational structure
Choose Human resources à Organizational management à Reporting à Organizational unit à Organizational structure à With positions.
Enter your root organizational unit and choose Execute or Program à Execute.
Leave all as the reporting period.
In the following screen, your organizational structure with assigned positions is displayed.
To display additional information, choose Settings à Additional info à Short text (or the other options Status, Key etc.) or choose the relevant options from the menu bar.
You can display the evaluation path by choosing Display menu path.
2 Job and position description
Choose Human resources à Organizational management à Reporting à Job à Description.
Select the job you want to report on.
Choose Execute or Program à Execute, the system displays the requirement and task profiles of the job selected.
To call the position description, choose Human resources à Organizational management à Reporting à Position à Description.
Enter the position you want to report on and choose Execute or Program à Execute.
The following data is displayed:
· Organizational integration
· Holder with staffing percentage
· Describing job
· Approved hours per month
· Super- and subordination
· Task profile
· Requirements profile
· Career and Succession Planning information
3 Staffing schedule
Choose Human resources à Organizational management à Reporting à Position à Staffing schedule.
In the Organizational unit field, enter your root organization and choose Execute.
The number of direct and indirect positions and employees, the number of obsolete positions, planned and actual working times and deficits and excesses are displayed.
By double clicking on the organizational units in the list, additional information is displayed. You can also display additional information on the positions and persons in the list by double clicking on them.
Maintenance of the following infotypes is a prerequisite for the above display:
· Relationship (1001) A002: organizational unit reports (L) to organizational unit or. Relationship (1001) B002: organizational unit is line manager of organizational unit
· Relationship (1001) A003: position belongs to organizational unit or. Relationship (1001) B003: organizational unit incorporates position
· Relationship (1001) A008: position has as a holder person or. Relationship (1001) B008: person is the holder of position
· Working time (either via infotype 1011 or as a general Customizing entry)
4 Job index
Choose Human resources à Organizational management à Reporting à Job à Job index.
Select the required job and choose Execute or Program à Execute.
The system displays the selected jobs and the related positions with holders and staffing percentage.
To display additional information on a job or position, position the cursor on a job or position and choose Select detail.
By double clicking on a job or position or by choosing Goto à Object description, the system branches to Detail Maintenance for the object.
5 Structure evaluation
Choose Human resources à Organizational management à Reporting à General à Structure evaluation.
Enter the following:
Under Objects:
Plan version: 10+XX (XX = group number) Object type: O Object ID: Object ID of your root organizational unit
Under Structure parameters: Evaluation path: O_S_P_O
Enter a reporting period or leave this as Today.
Choose Execute or Program à Execute. The system displays your organizational structure with positions and holders.
6 HRIS
Choose Human resources à Information system à Information tools à HRIS.
Under Graphical display, determine whether you want to display organizational units and/or positions and holders.
Under Access object, enter the ID of your root organizational unit in the Organizational unit field.
By choosing Defaults or Settings à Defaults, you can check the default settings for the execution of the evaluation report. Make sure that All underlying is flagged under Reporting depth. Choose Continue to leave the defaults..
Choose Execute or Information system à Execute.
6-1 Reporting on the Sales department including the Sales offices
To start a report for the Sales department (including sales offices), choose Sales in Structural Graphics.
· Select Administration from the Reporting part of the toolbox. A list of Task functions appears in the bottom half of the box; these are all the possible reports you can run in Administration. Start the report you want (Employee list / Salaries and Deductions / Salary scale) by double clicking on it. To leave the report, choose the green arrow from the menu bar.
· To run a statistical report, choose statistical evaluation from Administration. From Line, choose organizational unit, for example, and from column, employee subgroup, for example. Choose List or Functions à List. The statistical evaluation you require is displayed.
· To display the job index for the entire sales department, select Organization from the Reporting section of the toolbox. From the list of task functions that appear, select Job index. Make sure that the organizational unit Sales is still highlighted in Structural Graphics.
The system displays all jobs that describe positions in the Sales department or sales offices. All positions and their holders are displayed.
6-2 Reporting for the entire organizational structure
To display all the vacant positions in your enterprise, highlight your root organizational unit in Structural Graphics and select Organization from the Reporting section of the toolbox. From the list of task functions, select Vacant positions. All the vacant positions in your organizational units are displayed.
ã SAP AG 1999
Customizing Organizational Management
l Customizing components of Organizational Management.
Contents:
ã SAP AG 1999
Customizing Organizational Management:Unit Objectives
l Describe the IMG customizing concept.
l Customize the functions of Organizational Management.
At the conclusion of this unit, you will be able to:
ã SAP AG 1999
Course Overview Diagram
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
ã SAP AG
R
Customizing Organizational Management: Business Scenario
l The standard system as delivered cannotcover all customer-specific requirements.You must configure the system to suit your company‘s requirements.
l You need a number of different plan versionsto administer various test organizational plans.
l You also want to create customer-specificrelationships. To evaluate this data, you also need specific evaluation paths.
ã SAP AG 1999
The IMG
Organizational Management
Basic Settings
Maintain Number Ranges
Set up Number Assignment for all plan vers
Maintain Number Ranges
Customer Enhancements (user exits)
Data Model Enhancement
Maintain Object Types
Infotype Maintenance
Maintain Infotypes
Maintain Subtypes
Maintain User Defined Settings for Infotypes
Maintain Country Specific Infotypes
Relationship Maintenance
Maintain Relationships
Define Time Constraint Depending on…
Specify Start Date for Person Data…
Check Consistency of Installation
Maintain Evaluation Paths
Maintain Personnel Actions
Authorization Management
Maintain Authorizations
Maintain Profiles
Maintain User Master Record
Structural Authorization
Maintain Profiles for Structural Authorization
Assign Structural Authorization
Save User Data in SAP Memory
Dialog Control
Specify Sequence of Mangers
Setup SAPScript connection for Infotypes
Set Search Function
N Sequence of customizing steps
N Project management
N Configuration details
N Documentation
n 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.
n The R/3 Implementation Guide contains separate sections for each R/3 application. Each section contains:
n All documentation required to implement the specific application n Active functions that allow you to customize the specific application n Project documentation and status information.
ã SAP AG 1999
The IMG
SAP Reference IMG
PSPS ..........
PPPP
COCO
FIFI
HRHR
MMMM
SDSD
Project IMG
Project 001Project 002
FIFI
HRHR
PSPS
MMMMPDPD
PAPA
View forproject 002:Requiredactivities
n There are four levels to the implementation guide (IMG): n SAP Reference IMG:
Contains documentation on all functions provided in the standard SAP R/3 System. n Project IMG (part of Enterprise IMG):
Contains the documentation required to implement a particular customizing project. n 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.
ã SAP AG
R
IMG - Excerpt
+
+
+
+
+
+
Personnel Management
Global Settings for Personnel Management
Maintain plan versions
Set active plan versions
Structural Graphics
Indicate active communications system
Tools
Organizational Management
Basic Settings
Integration
Infotype Settings
Edit organizational plan
Functions
n The settings for Organizational Management can be found under Global Settings for Personnel Management and Organizational Management.
ã SAP AG
R
Maintaining Plan Versions
PVPV Plan VersionsPlan Versions ActivActiv CurrentCurrent
**
.:
01
02
AL
Never use
Current plan
Alternative plan/tech.
ALE customer model
x x
n In this step, you set up the plan versions which you require for your company. n 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.
n 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.
n The current plan version is the plan version that is currently being worked on in the system. n When you request reports, the system can extract information only from one plan version. n Note:
The plan version “.:” must not be used or deleted since it is used for the transport of plan versions.
ã SAP AG
R
Setting the Active Plan Version
The PLOGI PLOGI entry defines the active plan version.The system uses the active plan version for allcross application maintenance.
PLOGI
GroupGroup
PLOGI 01 Integration plan version/Active plan version
SemabbrSemabbr.. Value abbrValue abbr.. DescriptionDescription
n In this step, you specify in which plan version you want to maintain your data, that is, the active plan version. Careful consideration is necessary when deciding which is to be the active plan version. If integration is active, the plan version you select here as active is the integration plan version.
n In the parameter group PLOGI PLOGI, enter the plan version that is to be the active plan version in the semantic abbreviation field.
n Note: If the active or integration plan version is changed at a later date, this could lead to data inconsistencies in other areas, and cause serious problems!
ã SAP AG
R
Structural Graphics: Data Sets, Designs andTool Boxes
Text display for
l Objects
l Relationships
Graphic display
l Type-oriented
l Status-oriented
Functions (Tools)
Tool group
Tool box
Data set Design
Tool box
n In the step Create Data Sets, you determine what information about objects and relationships is displayed in Structural Graphics and the order in which it is displayed. You can display text using the text module defined in T77GF. The sequence of text modules is defined separately for the detail and overview screens and the info. window. These entries can be specific to an object type or you can enter * for a generic object type. Values concerning the display of relationship texts can be stored by relationship subtype. The generic entries A* and B* are permissible.
n In the step Create Designs you make the settings for the graphical format of structures (the organizational plan, for example). You can make settings concerning line type, color and object form. Two design types are supported for the graphical representation of structures: Ÿ Using the type-oriented design type, you can set line types, colors and object forms you require
according to object type or relationship type. Ÿ Using the status-oriented design type, you can set line types, colors and object forms according to
the status of the object or relationship. n In the step Create Tool Boxes, you can determine which function or ‘tool’ (creating or moving
objects, for example) are to be offered in the Structural Graphics. Several tools can make up a tool group. Several tool groups can make up a tool box.
n Note: If you require your own data set, design or tool box, we recommend that you copy a data set, design or tool box that already exists and adjust it to suit your requirements.
ã SAP AG
R
Structural Graphics: Context and User-Dependent Assignment
GENERAL
ContextContext
STANDARD
HRIS
RHCGROUP
.....
STANDARD
RHCGROUP
.....
RHCGROUP
Datenset
Applicationcontext
Text display
Graphicdisplay
Functions
You can make context-dependent assignmentsthat are user-dependent.
Data setData set
STANDARD
DesignDesign Tool Tool boxbox
STANDARD
.....
STANDARD
STANDARD
.....
Data set
Design
Tool box
n 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.
n 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.
ã SAP AG
R
Maintaining Object Types
*
Object typeObject type
Applicant
A
AC
Work center
Standard role
AP
B
C
D
Training program
Job
Business event type
l Essential relationships
l External object types
l Structure search
l .....
Object type textObject type text
n In this step, you make the settings required for changing standard object types and creating new object types. This includes the following system settings:
n Essential relationship: If you are using structural authorization, the essential relationship determines the relationship type that must be created when you create an object of a particular object type.
n External object types: You define the interface program used for reading external object types.
n Structure search: You define the evaluation path used in the Matchcode structure search for the various object types.
n You can create two-digit object types in the range 01 to 99.
ã SAP AG
R
Maintaining Number Ranges
NUMRG
GroupGroup Sem.Sem.abbrabbr.. Value abbrValue abbr.. DescriptionDescription
COMP Number assignment for all plan versionsX
$$$$
SubgroupSubgroup NoNo..rangerange internintern Extern.Extern.nono..rangerange
EXIN
01$$
01A
IN
IN
EX
EX
Intervals
No
EX 00000001
From number
IN 50000000
49999999
To number
99999999
Current number
50010581
Ext
X
IN
n In this step, you specify whether number assignment is plan version-specific or whether it applies to all plan versions: Ÿ 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
Ÿ 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 $$O = Number assignment for object type O in all plan versions. Number assignment for all plan versions has the advantage that objects will not be overwritten when objects are copied from one plan version to another.
n The subgroup names are set up so that the first two characters specify the plan version and the last two specify the object type.
n The standard entry $$$$ in the field Subgroup stands for all number ranges not listed explicitly. Do not delete this entry.
n You can differentiate between external and internal number assignment in each subgroup: Ÿ Internal number assignment: the SAP R/3 System assigns numbers in this case. Internal number
ranges are indicated by the letters IN. Ÿ 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. n 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.
ã SAP AG
R
Maintaining Infotypes
****
InfotypeInfotype
Description
1000
1001
Object
Relationships
1002
1003
1004
.....
Department/Staff
Character
......
Infotype Infotype namename
l Time constraint
l Infotypes per object type
n In this step, you can change the attributes of an infotype. An infotype is a collection of logical or business-related characteristics of an object.
n You can make the following configurations: Ÿ You can change the infotype names. Ÿ You can assign infotypes to standard object types or to customer-specific object types. Ÿ You can define a different time constraint for an infotype.
n In the case of infotypes with underlying subtypes, you define the time constraint per subtype. If you want to create your own subtypes, you must carry out the step Maintain subtypes and define a time constraint per subtype.
n You can create four-digit infotypes in the range 9000 to 9999. An example of possible sub-divisions:
n Infotype Area Customer master data 9000 to 9099 Customer plan data 9100 to 9199 Customer time data 9200 to 9299
n In the step Maintain customer-specific settings for infotypes, you can specify alternative screens to the standard screens for existing infotypes.
ã SAP AG
R
Time constraint
Maintaining Subtypes
1001
InfotypeInfotype
Description
1001
1001
Relationships
Relationships
1002
1002 Description.
Relationships
0001
A001
B*
0002
A*
General description
Is a subdivision of
Bus. event content
Infotype Infotype namename SubtypeSubtype Subtype textSubtype text
n In this step, you make the settings necessary for creating subtypes for infotypes. n You can create new subtypes for standard infotypes or for customer-specific infotypes. In either
case, you have to assign a time constraint to both subtypes and infotypes. n Example:
Infotype Subtype 1011 Work schedule 0001 Salaried employee 1011 Work schedule 0002 Hourly-paid 1011 Work schedule 0003 AT 1011 Work schedule ALL All working time groups
n You can create four-digit subtypes in the range from 9000 to 9999. n Relationships are special subtypes of the Relationship infotype (1001).
You can create relationships in the name range AAA to ZZZ. You must then maintain the step Maintain Relationships since there are a number of special points to note when setting up these subtypes.
ã SAP AG
R
Maintaining Relationships
*
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
l Relationship characteristics
l Additional relationship data
l Allowed relationships
l External relationships
l Time constraints
l .....
Relationship bottomRelationship bottom upup Relationship topRelationship top downdown
n 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.
n 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.
n 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.
n Allowed relationships: You can define the object types that are allowed for each relationship.
n External relationships: You can set up external relationships. External relationships are relationships that are not stored in the HRP1001 database.
n 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.
ã SAP AG
R
Maintaining Evaluation Paths
......
EvalEval. . pathpath
O_S_P
......
......
......
NoNo..
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
ObjObj. . typetype A/BA/B RelationshipRelationship Relationship nameRelationship name PriorityPriority Type Type of relof rel..objobj.. SkipSkip
n 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.)
n Example: Evaluation path Staffing of positions: n 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
n 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.
n 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.
n You can create alphanumeric evaluation paths with a maximum of 8 characters starting with Z. n 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.
ã SAP AG
R
Maintaining Actions
A
Create business event type
B
C
Create training program
Create job
D
DEXT Create business event type (external)
Actions (individual maintenance)
Transactions for actions
ActionAction Action textAction text
Create work center
n In this step, you make the required configurations for setting up a personnel action. Using personnel actions, you can create objects (positions, work centers etc) as well as maintain the characteristics of these objects. When you carry out a personnel action, the relevant infotypes appear one after another. The order in which the infotypes appear can be determined in this step.
n Each step of a personnel action is made up of the processing of an individual infotype. You assign the following to each step of a personnel action: Ÿ A plan version Ÿ An object type Ÿ An infotype or a subtype Ÿ A status Ÿ Default values for relationships with the target object type Ÿ Function code, e.g. create and change
n Note: Ÿ When defining a personnel action, make sure that that you are assigning infotypes in a logical
order. The Object infotype (000) should always be edited first and have 001 as its line number. Ÿ Each personnel action can only be defined for one object type. Ÿ You can create 3-character numerical personnel actions from 001 to 999.
ã SAP AG
R
Default value for theWork Schedule infotype
(1011)
.....Executiveemployee
Infotype Settings: Work Schedules
Rule values
85
22260
per dayper weekper monthper year
HoursDaysDaysDays
Work schedule groupWork schedule groupSalaried staffSalaried staff
Salaried employee
Work schedule groupWork schedule groupHourlyHourly wagewage earnerearner
Monthlywage earner
Hourly wageearner
Maintain work schedule group Maintain rule value
n In the step Maintain Working Time Groups, you assign employee groups and subgroups to the working time groups you set up under Maintain subtypes.
n The rule values are used as default values when you create the Work Schedule infotype (1011) if no working time information has been specifically maintained for the object concerned.
ã SAP AG
R
Infotype Settings: Set Up Check Values
Authorities/resources
Healthexaminations
Comm. power of attorney
Power of procuration
Purchases up to 50000 UNI
Eye textevery 24 months
Hearing testevery 12 months
n You can store allowed input values per infotype and subtype: Ÿ Authorities and Resources Ÿ Health exclusions and examination types Ÿ Work center restrictions and reasons Ÿ Buildings for the address infotype for positions and work centers
ã SAP AG
R
Activating/Deactivating Vacancy Infotype
PPVAC
GroupGroup
PPVAC 1 Switch for defining a vacancy
Using this switch, you determine whether a position is considered
vacant if it has an infotype Vacancy or whether every unfilled position
is to be considered vacant.
0 : Every unfilled position is vacant
1 : The vacancy of a position is indicated by infotype 1007
Sem. Sem. abbrabbr.. Value abbrValue abbr.. DescriptionDescription
n In this step, you specify whether a position is considered vacant only if the Vacancy infotype (1007) is maintained for it, or whether all unoccupied positions are regarded as vacant.
n By Vacancy, SAP means that an unoccupied position is to be re-filled in the future. n 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. n 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. n Positions flagged as vacant are also taken into account in Personnel Cost Planning calculations.
ã SAP AG
R
Defining 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 of
l Root object type
l Evaluation path
for dimensions 1 and 2
Definition of relationshipswhich can be entered in
matrix maintenance
between objects from dimension 1 und 2
n 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.
n The relationship must be defined as an allowed relationship between the object types.
ã SAP AG
R
Editing Parameters for Staff Assignments
l Editing list output
l Editing additional data on a person
l Evaluation paths with which reports can bestarted
l Editing headers
Staff assignments:
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
Editing parameters
Sem. abbr.Sem. abbr. Value abbr.Value abbr. DescriptionDescription
n In this step, you maintain the control parameters for editing the staffing schedule. n In the parameter group SBES you can make the following settings: Ÿ Specification of a function module to control the specific format of the list output Ÿ Specification of a function module to control editing of the additional personal data in the list
output Ÿ Entries with different evaluation paths used for starting the report Ÿ Specification of a function module to control the specific format for headers in the staff
assignments.
ã SAP AG
R
l Organizational units
l with positions
l with persons
l with positions and persons
SichtSicht Text zur SichtText zur Sicht
STANDARD Standardsicht
ViewView Text Text on viewon view
STANDARD Standard view
Grouping
Data retrievalData retrieval
PERSONS
SelSel..reportreport
RHGRIN23
T0T0 pathpath
O-S-P
T1 T1 pathpath
O-P
Object typeObject type
P
l Values
l Administration
l Benefits
l ....
l Organization
AssignmentAssignmentAssignment
Human Resources Information System: HRIS 1
Define data view
Data retrieval
Define area
n In this step, you configure the Human Resources Information System so that it contains the functions appropriate to your company's structure and requirements.
n 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).
n 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.
n 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.
ã SAP AG
R
Human Resources Information System: HRIS 2
Assignment of task functions byuser group and area
l Report(RPLMIT00, for example)
l Values for data retrieval
Selection report
Evaluation path
.....
Assignments can beuser group- specific
Define task functions
n Areas can be specific to user groups. In the step Assign User Group, you set up the user groups you require as well as assign users to these user groups.
n In the step Define Task Functions, you assign task functions per user group and area. Amongst other things, the report to be carried out, the object type, for which the report has been started and the entries relevant to data retrieval (selection report and evaluation path) are stored for every individual task function.
ã SAP AG 1999
Customizing Organizational Management:Unit Summary
l Use the IMG to configure Organizational Management.
You are now able to:
Exercises
Unit: Customizing Organizational Management
· Configure the system in Organizational Management
You want to configure the Standard System to suit your company’s requirements
1 Create a customer-specific relationship
There is a distinction made in your organization between substitute 1 and substitute 2. To depict this, you have to determine customer-specific relationships. Via these relationships, position holders are to be assigned substitutes.
Create customer-.specific relationship ZXX (XX=group number) so that substitute 1 can be assigned.
Use the following relationship type names:
· AZXX is substitute 1 for
· BZXX has as substitute 1
(XX = group number)
These relationship types are only valid for object type Person.
Select suitable time constraints for the relationship types, a position holder can only be assigned one substitute at a time.
2 Creating an evaluation path
Create a new evaluation path Z_XX (XX = group number), which displays your organizational structure with positions and persons. Substitute 1 should also be displayed for the position holders.
You can also include in your evaluation path that division assignments should also be displayed for positions.
3 Using new evaluation paths to create and edit customer-specific structures in General structure maintenance
Maintain your organizational structure using the evaluation path you have created. Assign a substitute 1 to the heads of your Sales and Marketing departments.
Optional (if you included division assignments in point 2):
Create another Sales representative position for sales office 1 and assign it to another division of your choice.
Look at your changes in the Matrix organization.
Select standard selection as your access to the matrix organization. Dimension 1 of the matrix should include your organizational structure and the positions assigned to it; dimension 2 should show the various divisions.
Solutions
Unit: Customizing Organizational Management
· Configure the system in Organizational Management
You want to configure the Standard System to suit your company's requirements
1 Creating a customer-specific relationship
Choose Tools à Business Engineer à Customizing.
Select project 150 Organizational Management HR505. The system displays the IMG for this project.
Expand the following nodes: Personnel Management à Organizational Management à Basic Settings.
1-1 IMG Activity Maintain Subtypes
Select the IMG activity Maintain Subtypes.
Choose New entries or Edit à New entries.
Enter the following:
Infotype Subtype Subtype text 1001 AZXX is substitute 1 for 1001 BZXX has as substitute 1
XX = group number
Save your entries (choose Save or Table view à Save) and go back to the IMG by choosing the green arrow.
1-2 IMG Activity Maintain Relationships
Select the IMG activity Maintain Relationships.
Make sure that Relationships is preset under Navigation and choose New entries or Edit à New entries.
Enter the following:
Relationship Relationship bottom up Relationship top-down ZXX is substitute 1 for has as substitute 1
Save your entries.
Highlight your entries and select Allowed relationships under Navigation. In the view that appears, chose New entries and enter the following:
Object type A/B Relationship Type of related object P A ZXX P P B ZXX P
XX = group number
Leave the Not maintainable field empty. Save your entries.
Choose Next page under Navigation (3rd button down in the Navigation area). Choose Time constraint and enter the following (by choosing New entries):
Object type: * Infotype: 1001 Subtype: AZXX Time constraint: 2
XX = group number
Save your entries, go back using the green arrow and enter the following in the same way:
Object type: * Infotype: 1001 Subtype: BZXX Time constraint: 2
XX = group number
Save your entries.
2 Creating an evaluation path
Select the IMG activity Maintain Evaluation Paths. Make sure that Evaluation paths (overview) is preset under Navigation and choose New entries or Edit à New entries.
Enter the following:
Evaluation path Evaluation path text Z_XX Name of your choice (Staffing schedule along org. structure with substitute 1, for example)
XX = group number
Save your entries.
Highlight your entries and choose Evaluation path (single maintenance). Choose New entries and enter the following:
No. Object type A/B Relationship Priority Type of rel. object Skip 10 O B 003 * S 20 S A 008 * P 30 P B ZXX * P 40 O B 002 * O
XX = group number
Save your entries.
Optional exercise: To include division assignment in your evaluation path, enter the following under Evaluation path (single maintenance):
Additional division assignment of positions:
No. Object type A/B Relationship Priority Type of rel. object Skip 10 O B 003 * S 20 S A Z30 * IL 30 S A 008 * P 40 P B ZXX * P 50 O B 002 * O
XX = group number
Save your entries.
3 Using your evaluation paths to create and edit customer-specific structures in General structure maintenance
3-1 Assigning substitute 1
Choose Human resources à Organizational management à Simple maintenance à General structures à Change.
Enter the following:
Object type: O Object ID: Object ID of root organizational unit Evaluation path: Z_XX (XX = group number) Editing period: 01.01. of current year to 31.12.9999
Choose Change or Structure à Change.
To assign a substitute 1 to the head of the Sales department, position the cursor on the holder of this position and choose Edit à Create à Relationship.
Select a person using a search help and save your entries. The assignment of a substitute 1 is created.
You can display the relationship text by choosing View à Relationship text.
Do the same to assign a substitute for the head of the Marketing department.
3-2 Optional exercise (if you included the assignment of divisions in point 2)
3-2-1 Creating a new Sales representative position for sales office 1
Position the cursor on sales office 1 and choose Create object or Edit à Create à Object.
Choose incorporates position from the Select Relationship dialog box and enter the abbreviation and name of the position you are creating.
Save your entries. The new position has been created, as has the relationship to the organizational unit Sales office 1.
Warning: The new position is not described by a job! In structure maintenance, you can set up this description as follows: Position the cursor on the position you have just created and choose Goto à New evaluation path. Confirm by choosing Enter/Continue and select B007 (is described by) from the list of evaluation paths displayed. Only the positions concerned are displayed in the window that follows. Position the cursor on these positions and choose Edit à Create à Relationship. In the following dialog box, Select relationship, choose is described by job and select a job using the search help. Save this assignment and go back using the green arrow. The new position is now described by a job.
3-2-2 Assigning the new position to a division
To assign the new position to a division, place the cursor on it and choose Edit à Create à Relationship.
Select the relationship Division assignment and enter the division of your choice in the dialog box that follows.
Save your entries.
3-2-3 Displaying division assignment in the matrix view
To see the changes you have made in the Matrix organization, leave General structure maintenance (using the green arrow) and choose Simple Maintenance à Matrix à Change from the Organizational Management window.
In the Access Matrix Organization dialog box, choose Standard selection and confirm this by choosing Enter.
Enter the following:
Dimension 1 Object type: O Object ID: ID of root organizational unit Evaluation path: O_S_P
Dimension 2 Object type: IL Object ID: IDs of the divisions of your choice (from previous exercises) Evaluation path: -
Relationship between the dimensions Relationship type A Relationship object Z30
Validity period: 01.01. of the current year to 31.12.9999
Choose Matrix view and Execute or Program à Execute.
The system displays the new position as well as the relationships to the relevant divisions.
ã SAP AG
RR
Integration with Personnel Administration
l Basic integration concept
l Settings relevant for integration
l Integration tools
Contents:
ã SAP AG
R
Integration with Personnel Administration:Unit Objectives
At the conclusion of this unit, you will be able to:
l Describe the key integration points between Personnel Administration andOrganizational Management.
ã SAP AG
R
Course Overview Diagram
Course Overview
Creating Other Structures in Simple Maintenance
Simple Maintenance
Structural Graphics
Detail Maintenance
Evaluations and Reports
Integration withPersonnel Administration
Manager’s Desktop
Organizational Management -Basics
Customizing OrganizationalManagement
ã SAP AG
R
Integration with Personnel Administration:Business Scenario
l Your company wants to implement certain other components as well as OrganizationalManagement, such as PersonnelAdministration and Recruitment.
l To guarantee data consistency, you must activate integration between the individualcomponents.
ã SAP AG
R
Integration: Organizational Assignment
P
CS
Org. unit
Person
Position
Job
OKMaster cost center
Infotype
OrganizationalAssignment (0001)
Organisatorische ZuordnungOrganisatorische Zuordnung (0001)(0001)
Pers No.
Corporate structure
....
Cost center
Organizational structure
Position
Job
Org. unit
Valid
....
Percentage
to
....
....
....
n 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 (0001) 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.
n 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 (0001). Similarly, a change made to a person's organizational assignment (for example, as a result of a personnel action) is written to Organizational Management:
ã SAP AG
R
Personnel Administration (View T77S0)
PLOGI ORGA Integration switch Org. Management / PA
The PLOGI ORGA entry activates integration betweenOrganizational Management and Personnel Administrationvia the Organizational Assignment infotype (0001).
X
GroupGroup Sem.Sem.abbrabbr.. Value abbrValue abbr.. Integration Switch Org.AssignmentIntegration Switch Org.Assignment
n Activating the PLOGI ORGA switch enables the following: Ÿ Transfer to Personnel Administration of changes to objects relevant for integration (such as
organizational units, positions, jobs, and cost centers). Ÿ Transfer of organizational assignment changes (such as position transfer) to the organizational
plan. n 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.
ã SAP AG
R
Extended Integration
PLOGI EVENB X Extended 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
n 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.
n You maintain the following switches for extended integration: n PLOGI EVENB X Extended integration n PLOGI EVCCC 02 Master data action Company Code Change n 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.
ã SAP AG
R
Other Settings for Integration
PLOGI PRELI
GroupGroup
99999999
PLOGI
PLOGI
PLOGI
PLOGI
PPABT
PPINT
PPINT
PRELU
TEXTC
TEXTO
TEXTS
PPABT
BTRTL
PERSA
X
0
Integration: default position
Integration: PA update online or batch
Integration: transfer short text of job
Integration: transfer short text of org. unit
Integration: transfer short text of position
Switch: department
Default value for personnel subarea
Default value for personnel area
Sem.Sem. abbrabbr.. Value abbrValue abbr.. DescriptionDescription
n In this step you can make the following settings: PLOGI PRELI If the employee is not assigned to a position, the default position is used in the integrated system. PLOGI PRELU You can update Personnel Administration with organizational changes either directly or per batch input. 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). PPABT PPABT The Department switch activates interpretation of the Department indicator in infotype 1003. 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.
ã SAP AG
R
PLOGI Feature
Participation in Integration
What employees participate in the integrationbetween Organizational Management andPersonnel Administration?
Personnel subarea
Company code
Country grouping
Employee subgroup
Transaction class for data storage
Personnel area
Employee group
TCLAS
Query fields
MOLGA
BUKRS
BTRTL
PERSK
WERKS
PERSG
n 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: Ÿ TCLAS Transaction class for data storage Ÿ MOLGA Country grouping Ÿ BUKRS Company code Ÿ WERKS Personnel area Ÿ BTRTL Personnel subarea Ÿ PERSG Employee group Ÿ 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.
ã SAP AG
R
Tools for Integration
For:l Jobsl Positions/work centersl Organizational units
Tables
l Jobsl Positionsl Work centersl Organizational units
Objects
IT0001 (OrganizationalAssignment)
Relationships
RHINTE10RHINTE10
RHINTE20RHINTE20
RHINTE30
RHINTE00
RHINTE00
Personnel Administration Organizational Management
n The sequence in which you prepare to activate integration depends on which of the following constellations applies to you: Ÿ You already have Personnel Administration installed and want to install Organizational
Management. Ÿ You already have Organizational Management installed and want to install Personnel
Administration. Ÿ You want to install both application components together for the first time.
n If you already have HR Master Data, you must start the report RHINTE00. n The following reports are relevant for the transfer of data from Organizational Management to
Personnel Administration: Ÿ Report RHINTE10 generates the required table entries in Personnel Administration for
Organizational Management objects that are relevant for integration. Ÿ 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.
n Report RHINTE20 checks whether all of the objects relevant for integration exist in both Personnel Administration and Organizational Management.
ã SAP AG
R
Data Transfer from Personnel Administration to Organizational Management
Today
To today
Other period
Current month
From 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:l Work centerl Jobl Org. unitl Position
Relationships
n 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.
n The following objects are created: Ÿ Work center (Object type A) Ÿ Job (Object type C) Ÿ Organizational unit (Object type O) Ÿ Position (Object type S)
n The following relationships can be created: Ÿ S <-> P (Person occupies position, A/B 008) or Ÿ A <-> P (Person occupies work center, A/B 008) Ÿ C <-> S (Job describes position, A/B 007) Ÿ O <-> S (Organizational unit incorporates position, A/B 003) Ÿ O <-> K (Master cost center assignment, A 011) or Ÿ S <-> K (Master cost center assignment, A 011) depending on report parameters
n No relationships with organizational units or with positions are created. These must be maintained manually in Organizational Management.
n If you select the option Create holder relationships only, the report only transfers assignments of persons to positions that have changed.
ã SAP AG
R
Prepare Integration of Personnel Planningwith HR Master Data
Plan version
Objects
01
Object type
Object ID
Search string
Object status 1
Data status 1 Set structure condition
Today
Reporting period
Current month
Current year
All
Past
Future
Key date
Other period
Structure parameters
Evaluation path
Status vector
Display depth
Status overlap
Test
RHINTE10
l Organizational unitl Jobl Positionl Work center
OrganizationalManagement objects
Table entries inPersonnel
Administration
n You use the report RHINTE10 to transfer objects created in Organizational Management to HR Master Data.
n 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
n Only objects which exist in status 1 (active) in the integration plan version are included. n The integration object types are required for the Organizational Assignment infotype (0001). n A program run can take place for one or all object types, or for a selected structure.
ã SAP AG
R
Data Transfer from Organizational Management to Personnel Administration
Personnel number to
Only open personnel numbersX
Start date
Display personnel numbersX
TestX
RHINTE30
Batch Input Session
Organizational changes inOrg. Management
Update ofIT001(OrganizationalAssignment)in HR Master Data
n 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.
n 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.
n You must activate integration between Organizational Management and HR Master Data before you can start the report.
ã SAP AG
R
Check Consistency of Integration
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
l Jobs
l Work centers/positions
l Organizational units
Master data tables
l Work centerl Jobl Organizational unitl Position
OrganizationalManagement objects
ComparisonComparison
n You use report RHINTE20 to check whether the object types relevant for integration have been created in both Personnel Administration and Organizational Management.
n 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
n Objects that are missing in either Personnel Administration or Organizational Management can be created immediately.
ã SAP AG
R
Integration with Qualifications
Personnel DevelopmentPersonnel Administration
Infotype 0024 Qualifications
Person
QualificationQ
P
PLOGI
GroupGroup
QUALI 1 A032 Q Integration switch for Qualifications
Sem. abbr.Sem. abbr. Value abbr.Value abbr. DescriptionDescription
n 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.
n Integration is only effective if a valid plan version has been specified using the PLOGI PLOGI switch.
n 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.
ã SAP AG
R
Integration with Personnel Administration:Unit Summary
R
l Integration between Organizational Management and Personnel Administration ensures the consistency of organizational assignment data.
l There are a number of reports that allow you to activate integration at a later date.
Exercises
Unit: Integration with Personnel Administration
· Executing a hiring action and a position transfer with active integration
Once you have made the required Customizing settings, you go productive. You hire a new employee for the position of personnel administrator. After some time, the employee transfers to the financial accounting department.
Optional Exercises
1 Hiring a new employee in an integrated system
Caution: This exercise is based on the data created in exercise 7 of the Detail Maintenance unit. If required, have another look at the activities you carried out in exercise 7 before you start.
In Personnel Administration, you hire a new employee for the position of Personnel administrator XX (XX = group number). This position was created in the integration plan version (01).
In Personnel Administration, execute the hiring action HR505. Enter the first of the coming month as the hiring date.
Use the personnel number 5050XX (XX = group number).
On the Personnel Action screen, make no entries in the fields Personnel area, Employee group and Employee subgroup.
On the Create Action screen, use the Structure Search function to find the position Personnel administrator XX of the organizational unit Personnel Management XX.
Before you save, choose Enter. What happens? Where are these default values stored?
What data in the Organizational Assignment infotype is transferred directly (not modifiable) from Organizational Management? Which of the values are default values from Organizational Management? Specify here the Organizational Management infotypes from which the default values are transferred.
Enter data of your choice in the Personal Data infotype.
In the Planned Working Time infotype, transfer the default work schedule rule value NORM.
What values in the Basic Pay IT are default values from Organizational Management? Where do they come from? Enter a monthly salary of 3000 UNI. What message is displayed and why?
Switch to Organizational Management. Please ensure that 01 is entered as the integration plan version. In Simple Maintenance, have a look at the staff assignments of the test company XX. What has changed here?
2 Executing a position transfer in Organizational Management
Three months later, the new employee transfers to the position of Financial Administrator XX in the financial accounting department. You make this change in Simple Maintenance. When you have done so, have a look at the Organizational Assignment infotype (0001) of the employee in HR Master Data. What has changed?
Note: Normally, such a position transfer is reflected in Personnel Administration by the corresponding personnel action Organizational Reassignment since it generally involves other master data changes (such as basic pay change, assignment of other working time and so on).
Solutions
Unit: Integration with Personnel Administration
· Executing a hiring action and a position transfer with active integration
Once you have made the required Customizing settings, you go live. You hire a new employee for the position of personnel administrator. After some time, the employee transfers to the financial accounting department.
Optional Exercises
1 Hiring a new employee in an integrated system
1-1 Personnel Action: Initial Screen
Choose Human resources à Personnel management à Administration à HR master data à Personnel actions.
On the initial screen, enter the personnel number 5050XX (XX = group number). Enter the first of the coming month as the hiring date.
Select the action type Hiring HR505 and choose Execute.
1-2 Actions Infotype (0000)
On the Create Action screen, in the Organizational Assignment frame, enter the position ID for Personnel Administrator XX ( XX = Group number) in the Position field. Use the Structure Search function to find the position. To do so, position the cursor on the Position field, click the down arrow, and select Structure Search in the dialog box that appears.
On the next screen, select the position Personnel Administrator XX (in the organizational unit Personnel Management XX) and confirm your selection by pressing Enter.
Default values from Organizational Management:
The default value R100 appears in the Personnel area field. This default is taken from the Account Assignment Features infotype (1008) stored for the superior organizational unit Personnel Management XX.
In the fields Employee group/subgroup, the values stored in the Employee group/subgroup infotype (1013) for the position are entered: value 1 (Active) or X0 (Salaried employee).
To save Infotype 0000 (Actions), choose Save or the menu options Infotype à Save.
1-3 Organizational Assignment Infotype (0001)
On the screen Create Organizational Assignment (Infotype 0001) the following default values are displayed from Organizational Management: In the Personnel subarea field, the default value 0001 (Head office) from the Account Assignment Features infotype (1008) stored for the superior organizational unit Personnel Management XX.
In addition, the following fixed values are taken over from Organizational Management (dependent on entry of the position):
Cost center: R1150_1 (Personnel Management Retail) Job: Administrator Org. unit: Personnel Management XX
Save infotyp 0001 (Organizational Assignment).
1-4 Personal Data Infotype (0002)
Enter data of your choice for your new employee and save the infotype.
1-5 Planned Working Time Infotype (0007)
In the Planned Working Time infotype, transfer the default work schedule rule value NORM by pressing Enter. Save the Planned Working Time infotype 0007.
1-6 Basic Pay Infotype
On the Create Basic Pay (0008) screen, the following default values are transferred for the salary structure from the Planned Working Time infotype stored for the position:
Type: S (Salary structure) Salary structure: 01 (International) Salary region: 01 (International) Salary group: G00A Salary level: 01
When you enter 3000 UNI for the wage type M020, a warning message appears telling you that the period salary is no longer in the range 3600 to 4400 UNI. This is the range defined for the employee in the salary structure. A comparison is carried out against the entries in the Wage/Salary Level (T710).
Confirm the warning with Enter and save your entries.
To go back, click the Green arrow.
1-7 Checking the changes in Organizational Management:
Choose Human resources à Organizational management à Simple maintenance à Basic org. plan à Change.
Check that 01 is set as the intgration plan version by choosing Settings à Plan version. If not, change the setting.
Enter the root organizational unit Test XX ( XX = Group number) on the Change Organizational Plan screen. Enter the editing period 01.01. of the current year to 31.12.9999.
Select the human resources view and choose the Change icon or the menu options Organizational plan à Change.
On the Change Organizational Structure screen, choose the Staff assignments function or the menu options Goto à Staff assignments.
Expand the structure under the organizational unit Personnel Management XX: The position Personnel Administrator is assigned to the new employee.
To display the relationship period, choose View à Relationship period on.
2 Execute a position transfer in Organizational Management
2-1 Executing the position transfer
You are on the Change Staff Assignments screen. Select the employee concerned and choose Edit à Reassign à Object.
Click the icon in front of the position Financial Administrator.
In the Reassign dialog box that appears, choose Period and enter the start date 3 months after the hiring date.
Choose Reassign.
Confirm the Create Vacancy dialog box that appears with Yes. On the next screen, enter a personnel officer and a supervisor of your choice.
Save your entries.
The employee is now assigned to the position Personnel Administrator up to the transfer date and to the position Financial Administrator as of the transfer date.
To go back, click the Green arrow.
2-2 Checking the organizational changes in Personnel Administration
To display the changes in master data choose Human resources à Personnel management à Administration à HR master data à Display.
Enter the personnel number (5050XX) of your new employee in the Personnel number field and select the Organizational Assignment infotype in the preset tab page Basic personal data.
Choose Overview or Goto à Maintain overview.
Two organizational assignments are displayed: The Organizational Assignment infotype in HR Master Data has a new record of the position transfer in Organizational Management. The old record has been delimited accordingly.
To display the organizational assignment records in HR Master Data, select one of the records on the overview screen and choose Edit à Choose or choose the function Choose. The position transfer also involves a cost center and organizational unit change. The entry in the Job field is unchanged since the job Administrator describes both positions.
ã SAP AG 1999
Manager’s Desktop
l Use and functionality of Manager’s Desktop.
Contents:
ã SAP AG 1999
Manager’s Desktop: Unit Objectives
l Describe the concept and use of the Manager’s Desktop application.
At the conclusion of this unit, you will be able to:
ã SAP AG 1999
Course Overview Diagram
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
ã SAP AG 1999
Manager’s Desktop: Business Scenario
l 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.
ã SAP AG 1999
Manager´s Desktop: Overview
Manager´s DesktopManager´s Desktop
Support for managers in performingadministrative and planning tasks
Support for managers in performingadministrative and planning tasks
l wider function area, tailored to managerial tasks(e.g. functions from different components,workflow inbox, Internet connection, etc.)
l easy, intuitive operation
l exact tailoring of necessary functions possible with Customizing and user-specific settings
l possible to include customer-specific reporting
n SAP Manager´s Desktop meets the daily requirements of managers and supports you in both your administrative-organizational and planning tasks. In fact, with the Manager’s Desktop concept, more and more HR tasks are becoming the responsibility of line managers.
n 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.
n 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 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 show Internet and Intranet pages.
n New technologies like ‘Drag-and-Drop', make it easier to perform functions.
ã SAP AG 1999
Prerequisites
Area of Responsibility
S
S
P
S
P...
l indirect
P P
...
S S S
l direct
Employee is in a managementposition
IT 105 (Communication)
Assignment of SAP System
P
n 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.
n 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.
ã SAP AG 1999
l Ad hoc Query
l Reportsn Pers. Admin.
n Time Data
n .…
l Profile
l .…
l .…
Initial Screen
Theme Categories Function Lists
l modifiable themes and functions catalog
l user-specific choice of themes and functions
l company-specific definable initial screen(background screen + company logo)
l modifiable themes and functions catalog
l user-specific choice of themes and functions
l company-specific definable initial screen(background screen + company logo)
l Bonus plan
l Salary adjustment
l Extraordinary salary
adjustments
l Personal Data
l Organization
l Compensation Management
l Workflow Inbox
l Special Areas
Manager’s Desktop ScenarioManager’s Desktop Scenario
n 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.
n These categories can be adjusted to suit customer requirements using function codes in Customizing. Functions may also be added.
n 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.
n The initial screen can be adapted in Customizing, the user can insert their own company logo and/or their own background picture.
ã SAP AG
R
Screen StructureManager’s DesktopManager’s Desktop: Personal : Personal DataData
Functions 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
n 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.
n Using tab pages, the user can switch between different views of his or her area of responsibility. 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.
n 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.
ã SAP AG 1999
Themes: Personal Data
l Personal Data
l Organization
l Compensation Management
l Workflow
l Special Areas
Function Lists
l Ad hoc Query
l Reports
n Administration
w Absences
w Education and Training
w Payments/Deductions
w ...…n Benefits
n Organization
n ...…
l Profile
l Requirements 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
n 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.
n 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
n 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.
ã SAP AG 1999
Themes: Organization
Reorganization
Change position
Report/StatisticsUnoccupied
positions
Employee Directory‘Who’s who?’
Required positionsl Plan quotal Quota overview
l Plan/actual comparisonl Actual/actual comparison
Cost Center Accounting Reports
Personal Data
Organization
Compensation Management
Workflow
Special Areas
n 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.
n Organizational changes may be carried out using the Reorganization function or by drag and drop. n 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. n 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.
n 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.
n Using ‘Who’s who?’, the manager can search for employee data.
ã SAP AG
R
Reorganization: Moving Objects
Moving not possible or onlypossible under certain
conditions
Moving possible
l optional additional information with greenlight
Warning
+ additional informationin dialog box
Organization
Reorganization
OO
S
P
Theme category
Function
Moving:
l Organizational units
l Positions
l Employees
n 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.
n 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.
n If objects can not be moved , a message appears, and, if you want, a dialog box with the corresponding stop light: Ÿ 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.
Ÿ 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.
ã SAP AG
R
Work item
Personnel Actions in Reorganization and Position Changes
OO
S
P
Employeeaffected
AdministratorPersonnel Dept.
Options:
l Execution
l Change
l Undo action
Execution:
l Reorganization
l Change position
Selection ofpersonnel action
Employee locked(Lock entry in T77INT)
Employeeunlocked
n If an employee is affected, directly or indirectly, by reorganizational changes or their position is assigned to another describing job, a corresponding personnel action, which describes the reorganization process, must be carried out (organizational change, for example). The manager does not, however, have to carry out this action himself, he simply enters it in a combo 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.
n Once the action has been carried out, both the administrator and the employee are notified by mail. n 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.
ã SAP AG
R
Organization: Plan Quota and Quota Overview
l Quota per organizational unit
l Accumulated quotas according toorganizational structure
l Accumulated quotas per job
l Detailed view of positions per job
Number of planned positions per joband time interval
Line manager’s plan quota
Example:
Time interval:Plan type:
QuarterlyFirst plan
AdministratorpositionAssistant position
CurrentPlannedCurrentPlanned
2 Positions 3 Positions1 Position1 Position
1. Quarter
2 Positions 4 Positions1 Position1 Position
2. Quarter
…………
…
Superior‘s quotaoverview
n Using the Plan quota function, the line manager can plan the required positions per job for the organizational units he is responsible for. Planning types and time periods are entered in Customizing.
n Using the function Quota overview, the Managing Director can obtain an overview of the planning of his subordinate line managers. There are various views for planning results: Ÿ Quota per Org.unit:
Displays the current and planned required positions divided by organizational unit Ÿ Total quota per Org.structure:
Lists the total quota, from the organizational unit at the top of the hierarchy to the one at the bottom
Ÿ Total quota per job: Displays all the jobs in the entire organizational structure and their required positions
Ÿ Detail view of positions per job: Displays the required positions by job within a particular organizational unit. (This view corresponds to the line manager’s ‘active’ view).
ã SAP AG
R
Compensation Management
Workflow Special Areas
Other Theme Categories
l Personal data
l Organization
l Compensation management
l Workflow
l Special areas
l Bonus plan
l Salary increase
l Special adjustments
Presentation of:
l Internet pages
l Intranet pages
Authorize trip
Authorize absence
Carry out an employeeappraisal.......
n 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: Ÿ Create bonus plans Ÿ Determine adjustments Ÿ Carry out adjustments.
n 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.
n 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.
ã SAP AG
R
Overview of Customizing
Initial Screen
n company-specific definable initial screen(background + company logo)
Functions and Themes Catalog
n Grouping of theme categories
n Assignment of functions to theme categories
n Inclusion of customer-specific functions (e.g. reports)
Areas of Responsibility
n Specification of reporting methods for the areasof responsibility
n You can adjust the initial screen of Manager´s Desktop to make it company-specific, that is, you can add your company logo or your own background picture.
n Customer-specific function codes can set up in Manager´s Desktop; the function codes available can be overwritten by customer-specific function codes. How the function codes fit together and how they are allocated to the various theme categories can also be determined in Customizing. This allows you, with a system of building blocks, to combine function codes with categories and categories with enterprise-specific scenarios.
n The manager can define other or additional views of the organizational units he is directly or indirectly responsible for. The basis for this are evaluation paths which must first be created in Organizational Management Customizing in the step Maintain Evaluation Paths. Make sure that these evaluation paths always have object type O (organizational unit) as a start object.
ã SAP AG 1999
Manager’s Desktop: Unit Summary
l Use and explain the functions of Manager’s Desktop.
You are now able to:
