Impact of MM org structure design

Hi,
Just out of curiosity, may I know what is the impact to the system in term of SAP organizational structure design from MM perspective beside its impact on business reporting, and material master maintenance?
Thanks
tuff

hi,
1. valuation levels : it shd be plant otherwise the MRP will not run..
2. centralised contract : you shd have ref. purchase organisation defined in the system...
3. all accounting books are maintained at co.code levels..
4. If no plant is defined, you can do purchasing activities...
5. all the data is maintained for the unique client..
Regards
Priyanka.P

Similar Messages

Alternate design for the ORS org structure

Hi Gurus,
Need your expert advise on below issue. We are currently on SRM 5.0 using classic scenario.
We are currently exploring the feasibility of either adopting the HR org structure for ORS or an alternative to the org chart that supports workflow routing and is not cumbersome to maintain.
Please advise if there is any other alternate design aside from adopting HR org unit to ORS. Can also advise if that design as an org chart will support workflow.
Many thanks for the help.
jho

Thanks for the help

Designing org structure and COA

Hi
We are in the process of implementing oracle financial modules in India and we are a construction company,so we do all type of construction activity and hence it is project based.we will be implementing projects as well.
We are having operations through out the country but do not have any outside the country .
so while implementing what would be the best idea to have org structure.
should we go for multiple OU cosidering each project as OU or should we go with considering each project as cost centre ?
management would like to have MIS for each project and transaction of each project accounted separately does not want other project accountant to see transaction of other projects.
any idea would be of help.
thanks
Jogendra

Hi Jogendra,
Have you considered of having a Project Segment in your Chart of Acounts?
In that case using your Balancing segment and the Project Sement as a secondary Tracking segment you can track all MIS based upon the Project segment and the Balancing segment.
Whether or not to have multiple OUs also poses questions like how are the Projects Managed?
Are separate Companies floated to own and manage each of the Projects? If separate companies are floated, for India Localization tds needs to be deducted and the Threshold limits will work at Operating Unit level. As such, you must use multiorg and crete multiple OUs to keep the threshold limits of TDS and other taxes in place.
Security rules will need to be used in any case - as there will only be one GL (is you are using single set of Books).
So you can create a group company,
create one Legal entity and under this legal entity create as many OUs each having its own TAN no. Ths will allow the TDS slabs to be effective for each OU.
Hope by now the sturcture is materialising in your mind. Happy Implementation!!
Cheers!
Edited by: SatyaApps on Sep 9, 2008 8:51 PM

Determination matrix for Org Structure

Hi,
The Org structure determination is a very critical step in setting up the ECC system. Is there a tool / standard questionnaire that can be used to create a determination matrix so that the org structure can be designed based on the requirements captured in this matrix ?
Would appreciate if the forum can share any such details.
Thanks

Hi,
In the ASAP Methodology, there was a R/3 Structure Modeler that seems to correspond to what you want.
The tool was supposed to be used in the Business Blueprint phase.
IMHO the decisions for structuring of the organization structure will be taken indeed during the Business Blueprint phase of the implementation.
The common sense says: Start small (by default one Sales Organization, one plant, one Distribution Channel, etc.) and depending on you requirements you will find that you need to extend the organizational structure.
It is critical to understand the impact in master data of defining an extended organization structure, because you will need to maintain the master data afterwards.
Example: If you create different divisions, you will have to create the customer in each division, but not the material (because each material has a unique division). In Sales, will you use common distribution channels and/or common divisions?
My recommendation: Document this decision in the Business Blueprint (Word document) and justify the reasons for defining the enterprise structure and the philosophy behind it.

Org Structure Button

Hi,
I am currently thinking of including an Org Structure Button for my Customed HR ABAP Report.
Could anyone provide some negative and positive impact on the report. Also, will it affect the performance of the program?
Thanks in advance...

An Org Structure button on the Sel Scr gives a lot of flexibility to the Report. In addition to the other fileds on the sel screen, the employee selection can be restricted to the Org units selected. In as much it is part of most Std Reports, I do not see any negative impact.
~Suresh

SRM 7.0 Org structure incosistent

Dear All,
We are on SRM 7.0, We have replicated the Employee data from HR Org.
We are facing a strange issue, Sometimes the organizational units defined for company code / P.org and P.group
through the function tab is unassigned automatically.
We see the function tab data is removed in Company code / purchasing org and purchasing group.
This is causing lots of issues.
We had given personal settings role for few users to change company code as they work for shared service.
We are not sure whether it causes any impact.
Pls share your thoughts
Regards
harish

Satish
As we communicated in other thread
Re: SRM 7.0 Org structure report
Regards
Virender

Questions regarding HR Org Structure replication from ECC to SRM

Hi Experts ,
We have SRM7.0 ( SP08) with ECC6 ( Ehp4) having Classic Scenario .
I managed to replicate entire HR Org Structure from ECC system to SRM system. I replicated O (Organization), S( Postion) and P ( Person), which successfully created O, S and CP in SRM with BP for O and US...Refered Note 934372, 312090, 550055 and help link on SDN./wiki.....etc
Now I have below questions in mind.
1. In SRM we requiers Org unit for Company Code, Purchase Organization and Purchase Group...which we set in FUNCTION tab for the requiered Org Unit with Checkbox and value of it and Logical system.....but in HR Org strcuture we do not have such Org Unit....so how to manage/create such these Org Units ( i.e.Company Code, Purchase Organization and Purchase Group ) ?...
Do I need to create these Org unit manually in SRM in PPOSA_BBP ? If yes, can I create these Org Unit above or between these replicated HR Org Units or I need to created it separtly in paralllel to these HR replicated Org Units?
2. If above I do, then what will impact on the delta /change replication from HR integraion ?
3. In ECC HR org Structure there are hundres of employee, out of that I just wanted to send the Postion ( we have postion based security in HR) whom only SRM Role had assigned . How it can be acheived ?
Will appricaite detail reply/suggestions
Thanks
NAP

Hi ,
Initially when I repliacted P of HR Org Struture it sucessfully craeted BP in SRM and was CP in Org Structure.
But suddenly , what happned don;t know, when I replicating Employees (P) in SRM , it is assigning to respective Postion (S), but BP is not creating in SRM and in the USERS_GEN for this User, its postion and ORg Unit to whom it assigned is giving below error
Determination of connections to object 'BP' of 'CP' '00000015' failed
Message no. BBP_UM_UI036
I checked all this as per Note 550055, 934372..etc....checked respetcive setting in table T77S0...I checked address alos....but no any clue......IDoC in SRM posting sucessfully....
Can anyone please suggest what should be the cause and solution of it ?
Thanks
NAP

Transfer modified Org structure

I have been able to successfully transfer the org structure from our CRM dev environment to CRM quality environment using the RHMOVE30 report. But, know I have made some changes to the org structure in the dev environment. Changes include addition of new org units, modification of attributes on exisiting org units, addition of new positons. I want to transport these changes from dev to quality.
Can I use the RHMOVE30 report again to do this? - It seems like the RHMOVE30 will pick up the entire org model, instead of just the modified and new objects. so, will this manual transport overwrite the org model in the target environement - that will be ok if that happens - since no changes are being made to the org model in QA. How would this impact the BP numbers for the org units in QA. Originally I used the CRM_COM_ORGMAN_BUPA_INTEGRATE report to genrate bp numbers for the transferred org units.
Any help is appreiciated.
Thanks,
Deepak

I just figured it out that RHMOVE50 can be used to transport all modified objects. A lock is placed on this objects - TRSP CORR = 'T' in T77S0. But, this lock should be placed before all the changes are made. I made all my changes before I made this entry in T77S0. So, this will not work for me. Any ideas on how to move these changes now are welcome?
Thanks,
Deepak

Working with HR replication after using local org. structure

Hello SRM Gurus,
My client have implemented the HR module in ECC 5 and want to use it for replicating it to SRM 4.0.
We're in PROD (using the extended classic scenario) for over a year using a local SRM org. structure.
Have any one encountered with this requirement?
What will be the system impact of this kind of change, in terms of old documents, in process documents etc..?
Please your advise.
Raz

Hi Raz,
The workaround resolution ( not a fix ! ) I have created for a client (but not executed as client agreed to communicate to the users (manually created)....no history etc from go-live date etc.
Step 1) User A ( Manually created in SRM ORG)
Step 2) User A1 ( created through HR ORG - 0105/0001 )
Step 3) Set on behalf for A1 (means A1 always purchase and see the SC etc on behalf of A) .
Step 4) Set the timeframe for the on behalf feature (i.e say 3 months from go-live User A will be deleted and no on behalf etc). FYI, history information still exist in database, you may write your own custom code to retrieve it for audit purpose
Make sure User A is deleted from SRM ( I mean SAP User ID ..not just ORG).
Step 5) Change the HR 0105/0001 entry and set the user to User A.
Step 6) You will see the change pointer for it
Step 7) User A is back to business.....
This is the backup plan I have created it. But I have not executed it.....may be when I get time, I will test it....If you /someone happen to test it, please let me know the result.
Hope it will help you.
-Pranav

Integrate HR org structure and CUA?

We are considering a new design for our authorization management on our production ECC 6.0 system.
There will be 2 productive ECC 6.0 systems; which system you use will depend on your global location. We currently utilize the HR org structure to assist us with provisioning and deprovisioning accounts on our durrent single ECC 6.0 instance, and we hang composite roles off of positions in the org structure, so that a fair amount of authorization management is automated.
If we were to put a CUA client over the two productive ECC 6.0 clients, how might that be integrated with the HR organizational model? Does CUA integrate well with an org structure? Any experiences with this would be helpful.

Hi Mary,
Firstly, are the org structures in the two ECC clients identical - in sync with each other?
If the org structures are different then it would limit the options that you would have:
- CUA client would simply be used for the provisioning of the user id
- The role to position allocation would still take place locally in each of the ECC clients
- You would have to maintain the 105 relationships locally in the ECC clients
- You would have to set the role maintenance option in SCUM to local maintenance
If the org structure is the same on both ECC clients, then it would provide you with some additional options:
Option 1 - use the approach described above to allow for local maintenance
Option 2 - ALE the org structure to the CUA client, then allocate the composite roles to the positions on the org structure and maintain the 105 relationship on the CUA client.
- the roles will then be distributed to the correct child system when the org recon is run
Option 3 - Use one of the ECC systems as the CUA client (Which we are busy implementing at the moment)
I'm using my ECC system as my central CUA for the production system, I know that many people would disagree with this due to upgrade requirements and all the rest. However in the Netweaver environment the ECC client is typically on the highest basis release, which caters for the CUA requirement and CUA is far more stable these days which reduces the risk. The other reason we have chosen this route is also the capacity of the ECC production system which is suitable.
Also the HRORG is maintained on the same system, therefore less ALE requirements to move the org structure between systems etc. In the landscape we currently have BI and Portal, future applications/modules include ESS, MSS, APO and SEM.
To achieve the solution I create all roles for all applications in the landscape, in the ECC client - for non-ECC roles the role definition is only role name and description (the correct authorisations are then maintained in the relevant child system). These are then distributed via RFC to the various child systems, it requires a couple of small changes but does work fine. All roles are then inlcuded into a composite role, regardless of which child system the role belongs to. The composite role is then allocated to the position in the HR org and once the HR recon is run, the role allocations are distributed to the correct child system. An example of a Line Manager Composite role would include:
- HR Line Manager (ECC Client)
- Cost Centre Manager (ECC Client)
- BW Line Manager Menu role (Portal)
- BW Line Manager Data role (BI client)
- Purchasing Approval (ECC Client)
I'm not sure if this has helped you, but in short the CUA integration with HRORG does work reasonably well and depending on the approach you choose it could affect the amount of maintenance that takes place. Just remember that the structural profile allocations would always take place locally on the ECC clients and only the role allocations can be managed from the CUA.
Regards
Sujeet

Org Structure & UNSPSC

Hi Gurus,
I need some guidance on Org structure & UNSPSC Mappings.Please suggest me.
1.For International,we would like to use same purchasing groups across all international purchasing orgs.But in SRM we can only use PGroup once in the org plan,so we have set them all under one purch org.what should we do under the rest of the International Purch Orgs?
what is the best solution to maintain the org structure in this scenario.
2.For our Implementation, now we are moving away from Material group mapping.This will be replaced by UNSPSC to MMID and to Buyer mapping.What impact does it have on CCM and shopping carts in SRM?Please suggest me
Please give me your suggestions.
Pradeep

Hi
1. As a standard assignment of Purch Grp to Purch Org is static in SRM. If you want to deviate from this and make the assignment of Purch Grps to somewhat flexible implement the BADI BBP_PGRP_ASSIGN_BADI.
2. I think data load will be more & more time to browse the relevant entry for the UNSPSC codes to each of the Material Master numbers in conjunction with supplier ID (mapping table required).
Rgds
Reddy.

Org Structure changes ..!!!

Hi all ,
At present we have designed Zones as Plants i.e ( West Zone = 1000 , North Zone = 1001 , East Zone = 1002 & South Zone = 1003 ) and also created Purchase organization as per Plant wise ( i.e 4 Zone = 4 Purchase org )
Now company org structure has changed to Subzones i.e West Main Zone having 2-3 Subzones like W1 ,W2, W3 and same for all the main Zones..
How we can design the system for Subzones which is assigned to Main zones
( Wether we need to create Subzone as Plant if so how we can assign to Main zone ( a present defined as plant )
Please help.

Hello,
Could please clarify on the kind of operations that each of the zones will be doing / the kind of operations that will be done in each of the zones?
Based on that we can define them as a Org structure in SAP.
Thanks & Regards,

Options for Org Structure drill down.

Hi
We are working on an issue to allow Managers and Supervisors to generate reports based on their Org Structure. This is a BSP application that can be accessed over the SAP Enterprise Portal.
We currently have implemented the functionality to "Select Blocks" by implementing the HTMLB Table View Tag.
We have also added some javascripts to enable us to select blocks so that the users do not have to select each node and end node manually.
However, with this the entire org structure shows up exploded showing all nodes.
For some managers, this list is quite long and difficult to navigate through as it cannot be expanded / collapsed!
We would have preferred to implement the Tree and Tree Node HTMLB tags. However the SAP documentation for HTMLB tags (Tree and tree nodes) points that the Tree element is not intended for displaying tree structures with thousands of nodes and end nodes. Also the tree should never contain more than 30 - 50 entries! For CXO level reporting, this limit is very easily reached / surpassed.
We just wanted to reach out to the SDN community as we are sure this is a very common issue and there will be many developers who have solved this issue.
Any ideas / leads as to what are the best practices in designing an org structure with expandable/ collapsible as well as selectable nodes?
Thanks,
Development Team.

check out this weblog,
/people/durairaj.athavanraja/blog/2004/11/21/bsphow-to-build-performance-efficient-dynamic-htmlbtree
we can load children as the user expands the node (may be in the initial load of the tree just load two level and as user expands fill its children)
though sap documentation states that it cannot be user for large trees we have been using this for out cost center group hierarchy which is 8 level deep and has over 8000 nodes/leaves and we dont have any performance issues with that
Regards
Raja

What to do incase of new change in Org Structure while using indirect assig

Hi all,
This is my first post in this forum and I hope I will get the right answer.
We have implemented the indirect role assignement and now we are in the process to set the process incase of any change in the Org Structure.
Option 1)
Me as a security engineer I have decied to have the following process:
HR has moved an employee from position to position > HR will inform the SAP Security Engineer about the new change > SAP Security Engineer lock the user and send the new list of roles for the employee to the mananger and process team lead for approval > mananger and process team lead can either approve the request or suggest new changes > then the SAP Security Engineer will do the changes i(if any) and then unlock the user.
Option 2)
One of the Process Team Leads is suggesting that we assign the roles to the positions once, get it approved and then whatever happen we don't care.
Please let me know what is the best way, and I am sure the first option is the best but a lot of manual work.
I hope to get good response on this and I hope if there is supported document from SAP.

>
Julius Bussche wrote:
> Option 1 sounds labour intensive. Option 2 requires better planning and testing.
>
> If your roles are built with the org structure in mind and the user's authority for anything other than basic common functions is from those position based roles, then you can assign the roles to the positions and let HR move the user's around as their jobs change in the org structure.
>
> What you should however be involved in is any changes to the org structure itself and the roles assigned to the positions and the roles themselves anyway.
>
> As you would be letting the system do a large part of the boring work for you, you should also monitor the usage of it from time to time.
>
> If you have a very large number of users and your org structure is stable and well defined (i.e. not a chaotic project structure...) then go for option 2 because it is more scalable.
>
> Cheers,
> Julius
In addition to Julius comments, I like to add the following base on our current security design.
We have something similar to option #2 in place. We have HR base security by positions. We made sure the business owners of the security roles are aware of the security role to position mappings. We have a matrix of security to position mappings that has been approved by the business owners. Exceptions are address in the form of a Help Desk ticket.
In this example all managers will get a set of roles. The clerks will also get a set of roles. Again these will be pre-approve role to position assignments.
Position: Manager
Assign Role: Z-GL-MANAGER & Z-AP-MANAGER
Position: Clerk
Assign Role: Z-GL-CLERK & Z-AP-DISPLAY
Option #1 - It's too much work and you are assuming that all the players involve on the business process will follow through, from notification of move, to approval, and more notification, etc.
As long as the business owners are aware and understand how position base security works option #2 is the way to go. Of course we have other procedure in place before handing out security credentials, from submitting an SAP access form to mandatory training, etc. We currently do not have the man power to have option #1 in place.
Good Luck!

Not able to see hierarchial org structure by clicking on Expand this branch

Dear experts,
I am currently using the Online data extraction via sap for Nakisa Integration with SAP Landscape.
I have completed the configuration of Nakisa with the help of configuration guide and administrator guide - After completing administrator steps the org chart is visible - When i navigate to the org structure i can see the org unit under the org structure root that i configured as an administrator in the general settings section.
When i click the + sign ie on expand this branch i am not able to see all teh org units under the displayed branch.
Can you please guide me regarding how one can view the org structure below the selected branch when i click on expand this branch section.
Manager Personnel Id is not maintained for this org unit - Should the user clicking on the expand this branch be the manager of the org unit to see the org structure.
Regards
HKishan

Dear Luke,
I am not able to see that navigation icons within an org chart box - The org unit that is displayed on clicking the orgchart does have branches in SAP but i am not able to see these navigation icons that lead me to these branches.
Is there any specific step that needs to be done to see these branches.
By the way what is the log file you are refering to is it the "PresentationResources.xml " or is it any other log file.
Regards
Hkishan

Impact of MM org structure design

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