Org Structure Maintenance -- Real Experiences

HR Experts,
There are two alternatives to maintaining Org Structures in any Company, like
Creating and maintaining Org Structure
and Creating, Editing and Deleting / Delimiting the following
Org Units
Jobs
Positions
Work Centers
Relationships
Assignment Features, etc
FIrst alternative is that an individual or a group takes care of these at Cororate Level, for the entire Organization
Second alternative is to make Unit Level / Business Level individual / group responsible to maintain Org Structure for their Unit / Business.
I am not looking for suggestions as to which alternative is better, but <b>I am looking for feedback on how it is being managed in your Organization / at your Client</b>
Thanks in advance for your input
Points will be rewarded promptly.
Message was edited by:
learn saphr

Hi,
As per my experience our client wants every process to be done in corporate office only.
So we are doing configuration based on their requirement & for each processess which includeds workflows.
For Example if employees request for leave then it has to be processed by his chief who will send the mail to corporate office HR and from there his leave will be sanctioned. So the Cheif of every department will directly report to Corporate office.
Regards
Pavani
Remainder: Points to be given on answers

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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

Real estate org structure

Hi guys,
I want the real estate org structure..there reporting ..how to map the businerss area, profit center and cost center..

Hi,
In RE, Business area & Profit Center are assigned in the RE Objects. All RE Objects ( site, property, building) allow both revenue and cost. But, cost collected by RE objects settled to Cost Center.
Org structure could be : Company Code > Business Entity > Building / Property
In the structure as i said, BA/PC assigned in the RE objects. Mostly building / property created under business entity will have same BA/PC.
Hope it is clear
VVR

Error while creating Org structure     Message no. BBP_LOCATION009

Hi
Iam trying to build an SRM6.0 with backend as R/3 4.7
I have replicated the plats from back end with report BBP_LOCATIONS_GET_FROM_SYSTEM
On errors rectified the same and finally, SLG1 report shows no errors.
But still noticed that T77S0 table entry with GPID=EBP, SEMID= LMIGR is not set to X (Refer note 563180)
Due to the above problem while creating org structure when I click on Att inheritence or Extended attributes Locations tab,
I get the message:
Start program BBP_LOCATIONS_GET_ALL first (see Note 563180 and long text)
         Message no. BBP_LOCATION009
Diagnosis
    You tried to call a program that uses a location. The locations have not
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System Response
    The current program has been terminated.
Procedure
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Procedure for System Administration
You can disable this message by starting table maintenance (SM30) for
table T77S0. Change the entry EBP/LMIGR to "X". Note that the system
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Locations that do not exist can be deleted during attribute maintenance.

are you working with multiple backend systems?
can you retry downloading the plants with the report
BBP_LOCATIONS_GET_ALL
and then give the logical sys name as yr present backend?
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HR Org Structure in MDG

Hi MDG Experts,
Does anyone have an opinion on the optimum way to set up the
HR Org structure within the MDG ECC hub?
Use the existing HR Org Structure from ECC main system,
and create interfaces to bring in parts of it to the MDG hub?
Manage the HR Org independently within the MDG
ECC hub. Create PERNR, Name and e-mail, and assign to positions?
Thanks!
Matt Dawe

This is not really an MDG topic as it applies to any landscape with distributed systems. The answer is "it depends" on the situation, effort and ability to setup and maintain an interface from your HR system to the MDG hub.
As a general rule of thumb, dual maintenance should be avoided. This can be achieved by bringing the Org Structure to the MDG hub through an interface/IDOC or maybe just build an RFC call to resolve agents in the HR system and get the results back in the agent assignment BAdI.

Agent Determination with Org Structure without HR

We are currently on SAP 4.7 without the HR component. Our tech area would really like us to implement our first workflow where agent assignment is determined from an org plan. This workflow is a very simple workflow and actually only involves 2 people (one clerk and one manager).
If I build a very simple structure for this particular department, how easy is it to add on additional levels, both higher or lower, at a later date that will accomodate future workflows without effecting the existing one?
Thoughts?

Thank you Ramki and Sivarajendren,
I guess I'm still struggling with the best way to determine agent assignment given our circumstances (no HR) and the simplicity of this workflow. (Recap of workflow - investigation and approval of corp refunds done by person # 1. If refund > $500, needs approval from person #2).
The tech area wants me to create a simple org plan but not assign any users to it and then transport it all clients. Then in each client, we can assign users which would accomodate our testing with different id's than in prod. The workflow would then assign to a position not a userid. The advantage is that when people leave, the org plan must be maintained not the workflow.
I've thought about using responsibility rules but ultimately, you are assigning a userid to a rule which still needs maintenance if a user leaves.
I've also thought about using activity groups but the way we use them at our location isn't appropriate in this circumstance. Our activity groups are so broad it would give too many people access to workflows.
Lastly, I've thought about creating a custom Z table with the userid's in it and calling a function module to determine agent assignment. This actually sounds intriguing but again, someone would need to maintain the userid's in the table. Also, what's the best kind of key for the table - taskid?
One of our dilema's is that IT management does not want to give anyone authorization to change a WF templete in prod. So I must create the WF templete with the correct assignment in our dev system and then transport it to our prod system.
Then there's the whole issue about who will be doing any maintenance. Since we don't have an HR component at this time (hopefully sometime in the next 5 years), HR won't maintain an org structure.
See how complicated this is becoming? I'd appreciate any insight.
Joanne

Interface with Peoplesoft for Org structure

Please let me know if there is way to interface with Peoplesoft to get the org chart (employees and their reporting details along with Org structure) and update the SAP Org hierarchy (PPOME). Any type of interfacing (file, RFCs, real time) options available to achieve this? We have our HR in PeopleSoft but need the Org chart in SAP for workflow and other reasons.
If any one has done anything similar, please share how it was done. Thank you.

No one seems to know of a way, so closing it.

SRM Org structure clean-up / deletion

We have developed a process to clean-up our org structure of people who have left the company. In testing, we found that the standard deletion process does not allow for deletion of users who are tied to a shopping cart. Our business requirement is to allow deletion of users who have left the company at least 6 months or more. We do not anticipate that there would be action against shopping carts after that. Is there a way to achieve this, to be able to delete users from the org structure who have carts created?

Hi Judy,
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Konstantin

ESS - Managers can view current salaries on old org structure

Hi,
I have a problem in SAP MDT and am hoping for some help. A manager can change the date range in MDT to view historical organisational structures and data... My problem is that managers can view old organisational structures with up to date personal details by using date ranges such as 01.04.2007 - 27.07.2009!
This means that managers can view their old colleagues current salaries by changing and expanding the date range...
Does anybody know the best method of fixing this? I know that the original problem is due to poor maintenance of the org structure, however this may be the case for several departments...
Thanks!

Euan :
You can implement structural authorization, and assign managers to authorization profiles with peridod set to 'D' (Key Date) to resolve this issue.
Rgds.

Org.structure differs on dev and production

Hi,
I'm developing a workflow and in one of the steps (activity step), I assign agent using organizational structure (position from HR). The problem is, that the org.structure differs on dev system and on production system. Mainly the IDs of position posts differ. How to solve this? Thanks in advance.
Best regards,
Tomas

>
Tomas Linhart wrote:
> thanks for answer, I guess that's the best way of handling such situation. I'm going to creat custom table holding position used in workflow mapped to real position ID from org.structure. Or more generally, holding WF post mapped to org.structure type (position, job, ...) with corresponding ID in org.
I don't see why you need a custom table?
The org issues aside, all that is needed is to assign your org unit to the task. Then leave the agent assignment blank in your WF. Job done.
The other option is to create a dummy rule, which you thought was to be avoided. I don't agree, it takes 5 minutes, less effort than a table, less non-standard stuff ==> less explaining to people how to maintain & easier to troubleshoot.
Edit: Forgot to answer your other question
> I'm not sure if you consider org. replication the same as transport of org. I was thinking of transport myself, just didn't know the way how to. I've found transaction RE_RHMOVE30 (also acessible from customizing), that should do that, but am not sure, if that's the right one and/or what options to select when transporting. Also, I'm not sure if this would ensure the position/job IDs are the same on both systems.
Replication would be carried out via transports. The RHMOVE* reports can also be used, or you could even set up an ALE connection between DEV and PRD. However I still would not recommend it. The development system is where you would need to create test users and/or org units. The other alternative is to have a master data client. All of these are a great deal of work which only make sense in certain types of environments - certainly not for the sake of a workflow.
Edited by: Mike Pokraka on Sep 27, 2009 9:52 PM

Org Structure Replication

Hi,
I am interested in finding out what replication method people use to maintain the SRM (SRM 5.0 and ECC 6.0) org structure.
Once the SRM org structure is created via RHALEINI , do you continue executing RHALEINI with the correct options on a nightly basis to maintain or synchronize the SRM org structure or do you use the ERP change documents for the HRMD_ABA message type and only replicate the deltas?
Since both methods work, is there a recommended method?
Thanks,
Jerry

We are still on SRM 4 but my guess is that this process hasn't changed. My experience has been that most customers will work from Delta updates once the structure has been initially created, especially when CUA (Central User Admin) is used to manage change in HR.
In our case we run nightly jobs - in R/3 the job contains program RBDMIDOC, which processes Change Pointers created from HR updates and creates IDocs. Following this in SRM we runa job that contains RBDMANI2, whcih processes the IDocs in SRM and updates the Org Structure. These two programs relate to HRMD_ABA. And finally we run HRALXSYNC (this one is still a mystery to me - it doesn't seem to do anything - another story).

How will create Org Structure

HI Experts ,
Will we create Organisational Structure in real time?.

Pretty tough to understand what you might be asking. Generally speaking the OS is created as much as possible looking at today or the future. Of course one needs the Org Structure to reflect 'real time' by inputting what is viewed as the 'current' information and most accurate as known by the organization. Once the OS is input then of course users will enter Personnel Administration to reflect the real time status of employees using the effective dates: Start and To.
If you are looking at 'my' record it is fair to say that in real time here is my current position, my current organizational unit, my current job and if the status is correct this is all in 'real' time.
Does this answer your question or do you now have a follow-up question?

Org Structure Isn't appearing in PPOM_OLD

Dear Gurus,
I'm getting a very stranger error, All OM object Id's were uploaded through LSMW by using PP02, but when i checked in PPOM_OLD to see org structure I'm unable to view the Org structure view & also I've checked the internal tables HRP1001 and PO10, PO13 & I can view the details. below is the following screens
Case 1 PPOM_OLD:
here I'm unable to view the Sub-Org units details
Case 2 HRP1001:
here I'm able to view all the details with relationships maintained.
Case 3 PO10:
here I can also view the relationships. but I'm still unable to view in simple maintenance PPOM_OLD.
Kindly please provide me ur valuable Inputs.
Urs
Mohan

Dear Azury Liran,
Really thanks for your quick reply, I've checked PPOME I'm unable to view OM structure. below is screen of PPOME
Ur's
Mohan

Org structure Data Upload

Dear All,
I am in the process of data upload fro Org structure, this work I will do from SCAT.
Can anyone tell me in Excel file what I have to put parameters for data upload of O-O, O-S, S-P etc....
Regards,
Kumar

no Om praksah, I can do that small small maintenance, but I have to do major data
upload activity position to position .....
e.g. you take case of one new position, so you have to see case of S-S, tehn S-C, then S-O....like that...
for this activity I have to use pp01 xn, and for that we have to do scat....and for scat we need data..in excel....

Org structure IDs

hello forum,
how to delete, and enter new ID of ORG structure,
for eg:
org structure MD is created , the system gives id no as 50000057
i want to change it to 50000035. so that my development and productions IDS are same.
i need to have them same for some testing.
in short my development and procduction IDS are diff. i want them to be same.
plz help

Hi Ashutosh,
In order to change the number range for org units:
1. Go to the path:
Customer Relationship Management->Master Data->Organizational Management->Number Range Maintenance->Maintain number ranges
2. Here choose subgroup with the name
XXYY- XX is the plan version
YY- Object
For eg. ur plan version is 01 and orgunit object is O, so u choose subgroup 01O
if 01O does not exist choose 01$$.
If this also does not exist choose $$$$.
Choose the subgroup and go to number range maintenance.
And proceed by adding new interval.
Most of the case it is 01$$.
3. How to know the plan version.
Choose transaction PPOMA_CRM
In the menu, choose Settings-> Plan version-> Alternative
In most of the cases it is 01-Current Plan
This is how u can change the number range.
Wish the information is useful.
Regards,
Shalini Chauhan

Org Structure Maintenance -- Real Experiences

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