Importance of Org Structure in PO and CTR creation

Hi Sap Gurus,
Can someone tell me the importance of Org Structure in the creation of PO and CTR in sap SRM
Thanks in Advance

HI Sanjay,
Organization is important to do anything in SRM. Without a org structure you dont have a working SRM system. Orgnatization helps users with attributes to use the SRM solution and define the way your company works.
Regards
Sam

Similar Messages

Transporting Org structure from MSD to CRM

Hi All,
I need to import the org structure from CRM (For Territory Management) into MSD(Media Sales & Distribution) system through the CRM Middleware.Can anyone please tell me if there is any standard object available to do so?
Thanks,
Disha.

Hello Disha ,
You can try this out in cross functional application of CRM
Wanna know for Which client the reqirement is , and for which org you are working ?

RE: Org Structure in HR

Hi Gurus,
I am new to HR. I have ECC 6.0/windows 2003/oracle on my desktop. I am trying to create a Org Structure using PPOCE and when i saved it asked for the trasnport request. I have created this transport request. when i get out of T-code PPOCE and come back again I am unable to find my org structure that was created earlier. Can you guys help me how to find my org structure.
Points will be awarded for the useful answers. I appreciate your help.
Thanks,
Peapully

Peapully,
Org structure is client dependent and it cannot be transported. I am not really sure why it is prompting for a transport when you save a Org structure. Ideally it shouldn't. And about viewing the created Org structure did you try the transactions PPOME or PPOSE --> from the left navigation pane Structural search. Hope you will be able to find the org structure with PPOME, PPOSE.
Regards,
Naveen

Org Structure - "No attribute found for scenario BBP"

SRM 7.0 Extended Classic Scenario
Hi, On the check tab for the Central Person (SRM 7.0 shows CP instead of BP in org structure) I have the message "No attribute found for scenario BBP". This is SAP message number 5AT103
Transaction BBP_BP_OM_INTEGRATE is not showing or clearing the issue.
I have this issue with one user that I created manually, I dragged him around a lot. Other users I created manually within the same organizational unit are fine.
Also, we replicated part of the R3 4.7 HR Org Structure into SRM and I dragged it into my manually created SRM org structure. All users (error on CP tab, as I mentioned) replicated over, have this error.
I took a manually created user that was OK and dragged him into the replicated part of the org structure and he is still OK.
Please help.
Thanks,
Matt

Hi Matt,
We are facing similar issues. Please let me know how u resolved this issue ?
Rgds
Siva

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!

Org structure and import purchase procedure

hi,
Can anybody clarify the scenerio?
company is importing the raw materials from overseas at Kolkata,Mumbai and Chennai port .From the port the material will be distributed to different mfg plants across India. The procurement is happening only from Head Office which is in Mumbai.
How the organisational structure can be configured for this process?
Also can anyone explain the detail process of Import purchase?
Thanks in advance,
abimanyu

Hi
You have to define the org structure as ur req with multiple plants
Now u can do the imports and transfer the material from docks to the desired plant
while creating the po in ur HO u have to give delivery add of ur plant
IMPORT PROCESS
in ur pricing u have to create following
JCDB IN: Basic Custom Duty
JCV1 IN : CVD
JECV IN : Ed Cess on CVD
J1CV IN : H&SECess on CVD
JEDB IN : Ed Cess on BCD
JSDB IN : H&SECess on BCD
JADC Additional Duty of Custom
JCV1, JECV, J1CV and JADC will go to Excise MODVAT Accounts and JCDB, JEDB and JSDB will get loaded on inventory.
In M/06, for all above conditions, keep following controls;
Cond. class A (Discount or surcharge) Plus/minus A (Positive)
Calculat.type A (Percentage)
Cond.category B (Delivery costs)
Activate "Currency Conversion" and "Accrual"
now for setoff
maintain the following conditions in excise default settings.
JCV1, JECV, JADC
path: spro>logistic general >tax on goods movements>india >basic settings>determination of excise duty >maintain excise defaults >
along with ur tax procedure maintain these conditions in the specified fields
JCV1 in CVD condition field.
JECV in ECS conditon field.
JADC in ACD conditon field.
in case of secess on CVD, no need to maintain.
it is hardcodded in the standard
Vendor in GR 2 (Entry always possible)
Import scenario
1.Create material master of import goods.
2.Create vendor master record of import vendor and Customs clearing vendor.
3.Maintain CIN settings.
4.Maintain J1id.
5.Maintain Pricing procedure SAP standard JIMPOR..,maintain required conditions..JCDB,JCV1...
6.Assign the schema to respective import vendor in Purchasing view of VMR.
7.Create import PO ,check in conditions of JCDB, JCV1 the customs clearing vendor(Indian vendor) and percentage is assigned..This can be done by In condition tab select condtion then click on display,then enter.
Save the PO.
8.MIRO --Capture Bill Of Entry.(Commercial Invoice No.,).Customs clearing first .Here CVD will b converted to BED.
9.Capture Excisse invoice--j1iex.
10.MIGO.
Regards
ksk
12.Post Excise Invoice.
13.MIRO...Payment to vendor(import vendor)

How to export and import complete organization structure?

Hello,
I wanna import many (maybe 300) organization XML ObjectGroups in the right order.
I tried something like that (see the code below),... but this solution only works for one file.
<?xml version='1.0' encoding='UTF-8'?>
<!DOCTYPE Waveset PUBLIC 'waveset.dtd' 'waveset.dtd'>
<Waveset>
<ImportCommand name='include' file='c:/import/org001.xml'/>
<ImportCommand name='include' file='c:/import/org0011.xml'/>
<ImportCommand name='include' file='c:/import/org002.xml'/>
</Waveset>I tried to use wildcards like *,%,... the result is an error message :(
e.g.
file='import/org001*.xml'/>Has anyone experiences with that case?
There are an another way to export and import complete organization structure in IDM 8.x ?
greets and thx

Hi, Since you are using an program to transform the org structure to XML file,
why not write another program, just to generate the including list?
Then import from the file?
PS: How to generate the organization xml?
Some file looks like the following? But how to generate those IDs of its parent is a problem...
<?xml version='1.0' encoding='UTF-8'?>
<!DOCTYPE ObjectGroup PUBLIC 'waveset.dtd' 'waveset.dtd'>

<ObjectGroup name='096242075B658F30:4D058C8A:12181263D1D:-79e7' displayName='test4' creator='Configurator' createDate='1243497029859' lastModifier='Configurator' lastModDate='1243497029859' primaryObjectClass='ObjectGroup'>
<PathFromTop>
<List>
<String>#ID#Top</String>
<String>#ID#E706-:F4B18168121:1AE80FB6:03F856B570242690</String>
</List>
</PathFromTop>
<MemberObjectGroups>
<ObjectRef type='ObjectGroup' id='#ID#Top' name='Top'/>
</MemberObjectGroups>
</ObjectGroup>

HR Org Structures and MSS

Hello Everyone,
We've been testing various scenarios in our QA system regarding the 'relationships' between teams and supervisors with and without the chief's top hat in the org structure. Then, we were left with some questions.
How does MSS work? How can a senior manager in another organisational unit see the records of a manager from another unit?
Eg:- "X" is not a manager in his Org unit, is a supervisor of 8 employees who are all Manager's within their own org unit. Then, when we assigned the chief's top hat to "X" he can only see the employees without top hat's in the same org unit of "X".
So, do we need to amend to include supervisors of managers? i.e. not supervisors of employees just supervisors of managers!
How easy is it to do that? Without this senior managers will have less functionality than individual team managers.
Please let me know if you require any clarification.
Please help me in resolving this issue. I would appreciate your help.
Thanks a lot.
Regards,
PG.

Below is the way to test:
1. Create two Org Units - A and B
2. Create employees in Org Unit A and Manager in Org Unit B
3. Make the Manager chief of Org Unit B
4. Create reporting relationship between the employee and the Manager
5. Also create relationship between the employees and the Org Unit
6. Maintain User IDs of all the employees and the Manager in IT0105 in PA30
Above steps are at ECC end
Portal steps:
1. Assign MSS role to Manager's User ID
2. Assign ESS role to employees' User ID
Assignment of roles will be done Portal Consultant.
Then login to portal as Manager and check the team Calendar whether you are able to view the employees
Regards,
Suhasini

Integrate the Org structure and employees SAP HR system to CRM via ALE

Hi All,
We want to integrate the organization structure and employees from mySAP HR system to mySAP CRM system. We are also aware that the same can be achieved through ALE Interface between both these systems.
In addition to the HR Organization Structure from HR system, can we also bring over the Sales Organization Structure from R/3 using transaction CRMC_R3_ORG_GENERATE?
1) Can someone , please let us the possible challenges which might occur when we download HR Org structure from SAP HR to SAP CRM.?
2) What is the implication of maintaining an HR org structure and CRM Sales Org structure within the SAP CRM 52 system?
3) Any _precautions) should we take before doing the download via ALE??
Please get back, suitable points will be awarded.
Regards
Ritvij

Hi Ritvij,
Couple of things that spring to mind are:
1) When you do the initial data load (PFAL) try to ensure that no one is amending the Org structure as Objects can be locked and therefore not transferred. (on one of our test loads the top level was locked and therfore all subsequent levels were just transfered and we didn't have a top level)
2) Keep the 'forms of address' in CRM the same as the R/3 ones
3) Keep the same Employee and Org Unit IDs but prefix with (for exmaple) EM and OU in CRM. (Through the HR integration config in CRM). This may also (apparantley) aid you if set up something like an Employee interaction centre in the future.
I will update when other stuff springs to mind.
Cheers
Gaz

CRM Agent Inbox and Org Structures

Hi There,
Does anyone know if the Agent Inbox can be integrated with the CRM Org Structure so that the Forward To Groups/Persons will remain up to date (as per the HR org structure which is replicated to CRM). I know that the Forward to Groups are defined as a customising task so I am not sure if this is possible, but maybe there is a program that can compare the Forward to Groups with theorg structure and update them in a batch. This would be necessary when employees resign/join/move departments.
Kind regards,
Tarryn

Thanks for this.
We've effectively used a Non-ERMS solution as per the FAQInbox document.
We may need to look at switching over to ERMS to get this right.
Thanks again - Max Points awarded
Regards
Panduranga

So Can I determine the business partners linked to user based on the assigned role and org. structure?

Hello, I am working on a SAP CRM 7 Sales implementation and we are implementing leads and opportunity scenarios. The current business organization model is that there multiple vertical and horizontal departments. This is typical matrix structure. This organization has done the segregation of its clients based on the verticals so every clients belongs to at least one or more Vertical department but Horizontal departments can contact all the clients. In the same way sales executives are also either belonging to one or more Verticals or Horizontal departments? Horizontal sales executive can create leads for any clients available in the system but a Vertical sales executive can only create lead only for the client belongs to his vertical and assigned to him. This can be achieved by creating organization structure and business partner relationship.
Now the problem statement is that few sales executives need work for both some Verticals and Horizontals at the same time. But requirement is that they should be able to do the both roles with single user id but multiple roles. So when sales executive is creating leads his vertical department, he should only be able to select clients assigned to his Vertical only but when he is creating lead for Horizontal department, he should be able to select any clients.
So Can I determine the business partners linked to user based on the assigned role and org. structure?
Please let me know if this is not clear also note we are only using CRM WebUI no SAP ePortal.
Thanks a lot your help in advance.
Regards
Sudesh Sharma

Thanks, Tahir
my problem has solved
Kind Regards,
Faisal

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

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

Difference between SU01 ROLE and attribute ROLE in org.structure

HI,
In SU01 transaction ROLE tab employee role is assigned to the user.
In org. strucute attribute ROLE also contains the employee role.
what is the difference between ther two ?
we should mention employee role for the user in SUO1 and attribute ROLE both places to create shopping cart ?
please guide...points are alloted.
Thanks
mani

Hi SRM guys,
Just i want to know what is the perpose of the attribute - ROLE in Org.structure
and what is use of the ROLE tab in SU01 for user.
Both places ( attributes and in SUO1-ROLE tab ) need to give the sap_bbp_stal_employee role ??? to shop the user...
please confirm ..

Org Structure download from HR and Uploading into SRM

Dear All
We have SRM 7.0 and ECC 5.0.
We are trying to load ORG structure data from SAP-HR into SRM. These 2 systems are not connected and we can't use the ALE synchronously. Can we download the HR org structure - ALE Distribution- iDoc into a file from the SAP-HR System and then upload the same into SRM, to create the entire Org structure? Pl provide your inputs.
Thanks in advance
velu

Hello,
Did you use any evaluation path to capture org structure when download the file using PFAL program.
We are looking to capture O,S,C objects ie HRP1000 objects as first step.
We are looking to capture all relationship belonging to that ORG unit ie HR1001 relationship as second step.
Any thoughts?
Thanks.

Importance of Org Structure in PO and CTR creation

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