Organization & Staffing

Dear Experts;
I've hired an employee and assigned him to a position for example Administrator, but when I open the Organization & Staffing I don't find that employee occupying the position although when i go through any other interface or simple maintenance or Expert Mode I find this employee occupying that position.
Would you please advice how to show his occupation to the position in Organization and Staffing.
Best Regards;
Lobna

Dears;
the employee doesn't appear on the Org. and Staffing to make double click on him.
I created the Org. Unit in 2008, and created the position in 2009, then hired the employee in 01.10.09, but still doesn't appear that he occupied the position in Org. & Staffing. The positions appears empty.!
So what do you advice me to do?
Best Regards;
Lobna

Similar Messages

Organization Staffing - Unable to change org.unit description

Hi All,
We are unable to change the short and long descriptions of org.units from the organization and staffing interface. Whereas we are able to change it from the expert mode. If we are changing the descriptions, on pressing 'Enter Key' or on 'Saving' data, system brings back the descriptions as 'New Org Unit' and 'New Organizational Unit' as short and long descriptions. Then we have to go to expert mode for changing it. Any solution ?
Thanks
Sreeja

Try this:
I presume you have a root Org Unit
--in Goto menu (on top of the Org Unit etc where you see other icons such as one level up, etc) select Organizational Structure option
--place your cursor on the root Org Unit and click Create icon - that brings up a small screen which reads "Create Org Unit" -- it should also have validity date as well as Short Text and Long Text
--Make all the entries and save
Pl let me know if this has worked for you or if you have a differnet scenario
As such this is very simple
remember to reward points

Work Centre in Org Management

Hi Gurus,
How to view work centre object A wither in organization & staffing or simple maintenance
I assigned workcentre to the position through PP01 but couldn't view in either above.
Sunny

Hi,
to view the Workcenter with the orgunit create the evaluation path (OOAW tcode)accordingly.
then execute the report RHSTRU00 with the eveluation path.
then you can see the work center..
Try the std Evaluation path
A_TASKS

Problem PPOME - Organization and Staffing

Hi Experts,
I have the following problems concerning Organization and Staffing interface :
1) When trying to create a new Organization Unit or Position in the Basic Data Tab the Abbreviation and Description are lost, instead it keeps the standard ( like New org. unit   New Organizational Unit), although I can see the correct Abbreviation and Description in the Overview Area. It seems like a bug, but still couldn't find an appropriate note about it. My customer uses SAP ECC 6.0.
2)I would like to insert new tab pages in the Detail Area with custom pd infotypes. I managed to display one (through configuration in the Hierarchy Framework) but doesn't appear properly. Table T77OMTABUS looks like this :
OME0     O     ACCNTNG             2     SAPLRHOMDETAIL_APPL
OME0     O     ADDRESS             3     SAPLRHADDRESS
OME0     O     BASIS_O             1     SAPLRHOMDETAIL_BASE
OME0     O     COSTDIST             3     SAPLRHOMDETAIL_APPL
OME0     O     HEADC_EX       6     SAPLHROM_HCP_PLANNING_EXT
OME0     O     HEADC_MB      6     SAPLHROM_HCP_PLANNING_EXT
OME0     O     HEADC_O             6     SAPLRHOMDETAIL_APPL
OME0     O     IT1000             1
OME0     O     IT1002             2
OME0     O     IT1003             14
OME0     O     IT1509GS             15     SAPLHRFPM_OM_ANNOT_TAB
OME0     O     IT1509GW             15     SAPLHRFPM_OM_ANNOT_TAB
OME0     O     IT9902             7
OME0     O     TASKS             15     SAPLRHOMDETAIL_BASE
OME0     O     WORKTIME       5     SAPLRHOMDETAIL_APPL
Any ideas about what might be configured wrong??
Thanks in advance
(Points to be awarded)

My problem resolved after implement note 1156683.
if your problem is still, you can also try.
Regards,
Ankit

Difference in views "Organization and Staffing" & "Organization and Staffin

We are using the PPOME Organization and Staffing in a workflow for Role Resolution.
The Standard Role 0000157 (Superior chief Position- ) is to be used, which will require a restructuring of the Org Structure.
Therefore, I need to know,
The difference between the two views "Organization and Staffing" & "Organization and Staffing (workflow)",
and if these two views are synchronized.
And if there is difference between the two views then how to configure the view "Organization and Staffing (workflow)" for using in the workflow.
Regards,
Khawaja Bilal Sohaib.

One works on the structure created for the HR plan variant, the other works on the structure created for the workflow plan variant. Of course, in many (probably most) systems, these two variants are identical, so there will not be any visible difference.
Message was edited by Kjetil Kilhavn:
Sorry, I didn't notice that you had already decided that the question had been answered satisfactorily. Still, even if it solved your problem, the correct answer is that all those PP*W transactions work on structure for the workflow plan variant.
See also Re: Plan Version (you can use SM30 to add the table entry).

PPOCE - Create Organization and Staffing

Hi All,
I Want to create an LSMW or use a Function Module for creating entries in PPOCE.
Looking at the Transaction it looks difficult to create LSMW for this.
Can anyone help me in this regard.
varun

Hi
What do you mean by Non SAP Field.
Mouse click can always be cartured in LSMW. Mouse click is nothing but a selection of the particular object. Like in PA40 how does LSMW capture a selection of the Action.
R K

BI Staffing and Organization

Hi all,
What do typical BW/BI teams look like? Is there a structure? How do most companies staff up. Additionally, is there a rule of thumb about staff size and number of daily loads, or active infoproviders?
Thanks.
Dave

that depends on various factors:
- type & size of company
- type & size of data
- need for BI
- urgency to get data out of BI
- way of working in the company
I've been on projects all by myself and I've been part of large teams, and anything in between... I personally would never "link" staff size with number of loads or InfoProviders as I don't see any relevance there.

Organization Management Interview Questions and Answers Extremely Urgent

Hi,
Please let me know Organization Management Interview Questions and Answers. MOST MOST URGENT
Please do not post Link or website name and detail response will be highly appreciated.
Very Respectfully,
Sameer.
SAP HR .

Hi there,
Pl. find herewith the answers of the questions posted on the forum.
1. What are plan versions used for?
Ans : Plan versions are scenarios in which you can create organizational plans.
     In the plan version which you have flagged as the active plan version, you create your current valid organizational plan. This is also the integration plan version which will be used if integration with Personnel Administration is active.
     You use additional plan versions to create additional organizational plans as planning scenarios.
As a rule, a plan version contains one organizational structure, that is, one root organizational unit. It is, however, possible to create more than one root organizational unit, that is more than one organizational structure in a plan version.
For more information on creating plan versions, see the Implementation Guide (IMG), under Personnel Management  Global Settings in Personnel Management  Plan Version Maintenance.
2. What are the basic object types?
Ans. An organization object type has an attribute that refers to an object of the organization management (position, job, user, and so on). The organization object type is linked to a business object type.
Example
The business object type BUS1001 (material) has the organization object type T024L (laboratory) as the attribute that on the other hand has an object of the organization management as the attribute. Thus, a specific material is linked with particular employees using an assigned laboratory.
3. What is the difference between a job and a position?
Ans. Job is not a concrete, it is General holding various task to perform which is generic.(Eg: Manager, General Manager, Executive).
Positions are related to persons and Position is concrete and specific which are occupied by Persons. (Eg: Manager - HR, GM HR, Executive - HR).
4. What is the difference between an organizational unit and a work centre?
Ans. Work Centre : A work center is an organizational unit that represents a suitably-equipped zone where assigned operations can be performed. A zone is a physical location in a site dedicated to a specific function.
Organization Unit : Organizational object (object key O) used to form the basis of an organizational plan. Organizational units are functional units in an enterprise. According to how tasks are divided up within an enterprise, these can be departments, groups or project teams, for example.
Organizational units differ from other units in an enterprise such as personnel areas, company codes, business areas etc. These are used to depict structures (administration or accounting) in the corresponding components.
5. Where can you maintain relationships between objects?
Ans. Infotype 1001 that defines the Relationships between different objects.
There are many types of possible relationships between different objects. Each individual relationship is actually a subtype or category of the Relationships infotype.
Certain relationships can only be assigned to certain objects. That means that when you create relationship infotype records, you must select a relationship that is suitable for the two objects involved. For example, a relationship between two organizational units might not make any sense for a work center and a job.
6. What are the main areas of the Organization and Staffing user interfaces?
Ans. You use the user interface in the Organization and Staffing or Organization and Staffing (Workflow) view to create, display and edit organizational plans.
The user interface is divided into various areas, each of it which fulfills specific functions.
Search Area
Selection Area
Overview Area
Details Area
Together, the search area and the selection area make up the Object Manager.
7. What is Expert Mode used for?
Ans. interface is used to create Org structure. Using Infotypes we can create Objects in Expert mode and we have to use different transactions to create various types of objects. If the company needs to create a huge structure, we will use Simple maintenance, because it is user friendly that is it is easy to create a structure, the system automatically relationship between the objects.
8. Can you create cost centers in Expert Mode?
Ans. Probably not. You create cost center assignments to assign a cost center to an organizational unit, or position.
When you create a cost center assignment, the system creates a relationship record between the organizational unit or position and the cost center. (This is relationship A/B 011.) No assignment percentage record can be entered.
9. Can you assign people to jobs in Expert Mode?
10. Can you use the organizational structure to create a matrix organization?
Ans. By depicting your organizational units and the hierarchical or matrix relationships between them, you model the organizational structure of your enterprise.
This organizational structure is the basis for the creation of an organizational plan, as every position in your enterprise is assigned to an organizational unit. This defines the reporting structure.
11. In general structure maintenance, is it possible to represent the legal entity of organizational units?
12. What is the Object Infotype (1000) used for?
Ans. Infotype that determines the existence of an organizational object.
As soon as you have created an object using this infotype, you can determine additional object characteristics and relationships to other objects using other infotypes.
To create new objects you must:
     Define a validity period for the object
     Provide an abbreviation to represent the object
     Provide a brief description of the object
The validity period you apply to the object automatically limits the validity of any infotype records you append to the object. The validity periods for appended infotype records cannot exceed that of the Object infotype.
The abbreviation assigned to an object in the system renders it easily identifiable. It is helpful to use easily recognizable abbreviations.
You can change abbreviations and descriptions at a later time by editing object infotype records. However, you cannot change an objects validity period in this manner. This must be done using the Delimit function.
You can also delete the objects you create. However, if you delete an object the system erases all record of the object from the database. You should only delete objects if they are not valid at all (for example, if you create an object accidentally)
13. What is the Relationships Infotype (1001) used for?
Ans. Infotype that defines the Relationships between different objects.
You indicate that a employee or user holds a position by creating a relationship infotype record between the position and the employee or user. Relationships between various organizational units form the organizational structure in your enterprise. You identify the tasks that the holder of a position must perform by creating relationship infotype records between individual tasks and a position.
Creating and editing relationship infotype records is an essential part of setting up information in the Organizational Management component. Without relationships, all you have are isolated pieces of information.
You must decide the types of relationship record you require for your organizational structure.
If you work in Infotype Maintenance, you must create relationship records manually. However, if you work in Simple Maintenance and Structural Graphics, the system creates certain relationships automatically.
14. Which status can Infotypes in the Organizational Management component have?
Ans. Once you have created the basic framework of your organizational plan in Simple Maintenance, you can create and maintain all infotypes allowed for individual objects in your organizational plan. These can be the basic object types of Organizational Management organizational unit, position, work center and task. You can also maintain object types, which do not belong to Organizational Management.
15. What is an evaluation path?
Ans. An evaluation path describes a chain of relationships that exists between individual organizational objects in the organizational plan.
Evaluation paths are used in connection with the definition of roles and views.
The evaluation path O-S-P describes the relationship chain Organizational unit > Position > Employee.
Evaluation paths are used to select other objects from one particular organizational object. The system evaluates the organizational plan along the evaluation path.
Starting from an organizational unit, evaluation path O-S-P is used to establish all persons who belong to this organizational unit or subordinate organizational units via their positions.
16. What is Managers Desktop used for?
Ans. Manager's Desktop assists in the performance of administrative and organizational management tasks. In addition to functions in Personnel Management, Manager's Desktop also covers other application components like Controlling, where it supports manual planning or the information system for cost centers.
17. Is it possible to set up new evaluation paths in Customizing?
Ans. You can use the evaluation paths available or define your own. Before creating new evaluation paths, check the evaluation paths available as standard.
18. Which situations require new evaluation paths?
Ans. When using an evaluation path in a view, you should consider the following:
Define the evaluation path in such a manner that the relationship chain always starts from a user (object type US in Organizational Management) and ends at an organizational unit, a position or a user.
When defining the evaluation path, use the Skip indicator in order not to overload the result of the evaluation.
19. How do you set up integration between Personnel Administration and Organizational Management?
Ans. Integration between the Organizational Management and Personnel Administration components enables you to,
Use data from one component in the other
Keep data in the two components consistent
Basically its relationship between person and position.
Objects in the integration plan version in the Organizational Management component must also be contained in the following Personnel Administration tables:
Tables                    Objects
T528B and T528T     Positions
T513S and T513     Jobs
T527X                    Organizational units
If integration is active and you create or delete these objects in Organizational Management transactions, the system also creates or deletes the corresponding entries automatically in the tables mentioned above. Entries that were created automatically are indicated by a "P". You cannot change or delete them manually. Entries you create manually cannot have the "P" indicator (the entry cannot be maintained manually).
You can transfer either the long or the short texts of Organizational Management objects to the Personnel Administration tables. You do this in the Implementation Guide under Organizational Management -> Integration -> Integration with Personnel Administration -> Set Up Integration with Personnel Administration. If you change these control entries at a later date, you must also change the relevant table texts. To do that you use the report RHINTE10 (Prepare Integration (OM with PA)).
When you activate integration for the first time, you must ensure that the Personnel Administration and the Organizational Management databases are consistent. To do this, you use the reports:
        RHINTE00 (Adopt organizational assignment (PA to PD))
        RHINTE10 (Prepare Integration (PD to PA))
        RHINTE20 (Check Program Integration PA - PD)
        RHINTE30 (Create Batch Input Folder for Infotype 0001)
The following table entries are also required:
        PLOGI PRELI in Customizing for Organizational Management (under Set Up Integration with Personnel Administration). This entry defines the standard position number.
        INTE in table T77FC
        INTE_PS, INTE_OSP, INTEBACK, INTECHEK and INTEGRAT in Customizing under Global Settings ® Maintain Evaluation Paths.
These table entries are included in the SAP standard system. You must not change them.
Since integration enables you to create relationships between persons and positions (A/B 008), you may be required to include appropriate entries to control the validation of these relationships. You make the necessary settings for this check in Customizing under Global Settings ® Maintain Relationships.
Sincerely,
Devang Nandha
"Together, Transform Business Process by leveraging Information Technology to Grow and Excel in Business".

Assigning Task to a Group of people not to just one person through staffing

We have a requirement of assigning a task to a group (team) rather than assiging to just one person.
In cprojects according to the standard we create the BP for a person, then assign the task in cprojects using this BP number. This would be done if we have the role as EMPLOYEE.
If we want the task to be assigned to a group (team) so that the task can be picked by any person in that team ,is there any configration in the BP number or is there any thing we need to do in cprojects?
As soon as the task gets released we need the tasks to be appearing in all the tasks dashboards of all the people. As soon as the task is completed we want the task to go away from all the dashboards. That means there should be a connection bewteen the team and the individuals on the team.
Should we be creating a BP number for the team and then assign the individual BP numbers of the people to this Team BP?
Please help me out in this.
Please let me know if you need more information on the same.
I knwo this can be done by manually staffing all the people to the role in cprojects, but this is a very cumbersome process.
thanks
DPK

Hi Niranjan ,
Thank you for the answer this might help me out.
I will ask my developer to help me out in the same.
Can you please let me know why we need the seperate UI to be developed?
1) When we link the BP which represents the Team, what Role iN BP transaction should i assign it to? Should this BP be a person BP or a Organization BP or a Group BP?
2) once i have Ztable in which i map the entries, all we need to do is to write a piece of code that when ever the task with the Team BP is released, check for this table and pick up all the other EMPLOYEE role based BP and connect them so that the tasks appear in all these task dashboards. Right?
Thanks for the help.
thanks
Pavan

SRM 5.0 Exception E:BBP_BUPA:034 -Organizational unit in SUS

Hello,
We are in process of upgrade srm 4.0 to srm 5.0 , as configured Plan driven procuremnet with supplier enablement scenario . Connected R/3 (46 c) to SUS using PI 7.0 . But stuck in problem as no new vendor replicated in sus from R/3. XML message processing shows error at SUS system ie ..
"An error occured within an XI interface: Exception occurredE:BBP_BUPA:034 -Organizational unit 50000001 does not exist; check entries Programm:"
while successfully updated existing( working with srm 4.0 since last two years) vendors from same system ,
pls advise.
Regards,
Santosh
I am came across the organization plan change for srm 5.0. Want to be clarify that is it also applicable for SUS organization for vendors.
report BBP_XPRA_ORGEH_TO_VENDOR_GROUP
can any one light on it.
Message was edited by:
 Santosh Patil

Hi
Please read this carefully ->
See the following SAP OSS Notes as well ->
Note 957851 SRMSUS: Modification in usermanagement for CUA replication
Note 792364 SRM50/SUS/BP: Conversion of SUS business partner
Note 628547 SRM-SUS: Corrections for SUS 2.0 SP01: business partner,user
Report BBP_XPRA_ORGEH_TO_VENDOR_GROUP
[Convert Org. Units to Vendor Groups ]
Mode details
Mode Short text
0 Do not carry out structure checks
1 Business partner exists for root org.
2 Partner for root org. (only) has org. unit role
3 All level 2 nodes are org. units
4 All level 2 nodes have business partners
5 All level 2 nodes have (only) org. unit role
6 All level 3 nodes are org. units
7 All level 3 nodes have business partners
8 All partners (level 3) has (at least) org.unit + bidder role
9 All level 4 nodes are positions
Purpose of this report
This report converts the HR organizational model for external business partners (bidders, vendors, and their employees).
You have to run this report after an upgrade from BBP 2.0C, EBP 3.0, EBP 3.5, EBP 4.0 and SRM Server 5.0 for every root organizational unit of these external business partners (if you have several such root unit, you have to run the report several times).
This report does not run across clients, so you have to start it separately in every client that you have.
The conversion is required because, in the new HR organizational model, external objects can no longer be stored as object 'O' (=organizational unit); consequently, it is no longer possible to create positions for external objects.
This has the following effects for external business partners who are stored in the organizational model:
The old root object, the 'Central Organizational Unit for Vendors' will in future not be an organizational unit, but rather an organizational object of the type 'VG' (=vendor group)
The interim nodes that were created for reasons of system performance (each containing 100 vendors/bidders) will in future not be an organizational unit, but rather an organizational object of the type 'VG' (=vendor group)
The external business partners of the type Organization (bidders, vendors) are no longer represented by a separate organizational object (in other words, there is no longer an organizational object that has the identity relationship to the partner)
Since the org. object that previously represented the partners is missing, the business partners are now linked directly with the interim nodes (previously, the organizational unit for the partner, and not the partner itself, was linked)
If a business partner has a set of attributes that is different to the attribute values specified for the interim node, the partner in question is not linked directly to the interim node, but rather to another 'VG' object (which has the attributes of the partner), which in turn is linked to the interim node.
Previously, if an external business partner had an employee and this employee has a user in the system, the employee staffed the position in the organizational unit that represented the partner. However, since this organizational unit no longer exists, the position and the staffing relationship no longer exist either. This means, among other things, that there is no reporting option in HR that enables you to navigate from a user to the business partner of the user's company.
Since there is currently no way of directly assigning a user to a business partner (of the type Person), the organizational object 'CP' (=Central Person) is still used to establish this link.
Once the conversion report has run successfully, you will no longer be able to see the organizational structure of the external business partners by calling transaction PPOSA_BBP (or PPOMA_BBP).
However, a new transaction called PPOMV_BBP is available instead. You can use this transaction to display the converted (and newly generated) structure for bidders/vendors.
Prerequisites
Before you actually convert your organizational structure, you should let the report check the structure, and correct any errors that the report detects.
Features
The report has the following features:
A 'Check Only' mode is available, which you can use to check the consistency of the organizational structure of the external business partners at different levels
The report can be restarted. This means if the conversion is canceled due to errors or system problems, and you restart the report, it will recognize any new objects that have already been generated, thus ensuring that structure elements that have already been processed are not converted a second time (this is achieved by evaluating at runtime the log tables BBP_O_TO_VG_OBJ (for generated objects) and BBP_O_TO_VG_REL (for generated relationships)).
If you use table BBP_MARKETP_INFO to store the root organizational units, the report changes the old entries accordingly.
The report writes an application log (log object BBP_XPRA_O_TO_VG) in which messages are logged at two different levels; alternatively, you can request that the message be output directly ('WRITE', for background spool lists).
Although we do not recommend that you do this (because it can result in very long response times), you can run the report in parallel and thus convert several root organizational units at the same time.
Activities
Start the report for every 'Central Organizational Unit for Vendors' (root organizational units for external business partners) in every client that you use.
Annotations
We recommend that you do not use the 'Direct Message Output' option (that is, the option where an application log is not written) in conjunction with the 'Detailed Message Output' option for larger organizational structures, because every object and relationship that is generated will be output, and you will not feasibly be able to process this list.
Even if you use it in conjunction with the writing of an application log, the 'Detailed Message Output' option rarely makes sense if you have tens or hundreds of thousands of vendors/bidders.
Estimated work/expenditure necessary
The runtime for this report depends on the hardware, system load, and structure involved (for example, the number of vendors/bidders who have employees and users and, therefore, also positions, the number of vendors who have attributes different than those of the interim node, and so on).
As a rule of thumb, though, structures with vendors where 10% of users have their own individual attributes are processed at the rate of approximately 25,000 per hour.
Remember, however, that the time required depends to a large degree on the number of nodes where local attributes have been defined, and on the number of business partners who have users.
This can lead to situations where an organizational structure with 100,000 nodes but no local attributes or users can be converted more quickly that a structure with only 5,000 nodes but with local attributes and assigned users.
Hope this will help.
Regards
- Atul

What is the best practice about IT Organization?

Hi IT and SAP Specialist,
I am SAP operation team lead in a company. And I'd like to make ISP (Information Strategy Plan) including ERP.
So could you let me know what is the best IT's organization.
And if it is possible, please consult my company organiztion about ERP.
I would like to explain my company Organization very roughly.
ERP ->
Local : Two factories. - SAP ESS6.0
Vietnam : Two factories. - SAP Business One
China : Three factories. - Chinese local ERP.
IT Organization ->
Local : Factory : 3 peoples, Head Office : 3 people, Legacy programer (Web) : 4 peoples SAP sustaining team : 4 peoples
Vietnam : 2 people.
China : 3 people
I think GSI (Global Single Incident ) is good solution for our company. For it, I should merge IT organization. And I will implemente SAP ESS 6.0 in the other plant.
But I don't know what is benefit or not. I need somebody's help. Please give me some comment for me.
Thank you so much.

Really? Honestly?
You ask that in a coffee corner?
How can you even think that there is any one that would even attempt to give you a 'best' IT strucutre. There is no such thing. Every organization is different. SAP is just one small part of most IT orgs. What about email? File Servers? Desktop support? Network infrastructure? Database support? Do you have everything in SAP? Mail? HR? Customer service? Qualty control? product specs? Asset tracking? Do you use SAP to actually run the mfg equipment? Who supports those computers?
There are consulting firms that get paid big dollars to do organizational reviews and make recommendations to CIO's on staffing levels. It's no small undertaking. Every org is different due to business needs, industry, (pharma vs. chemical vs. autos), support levels desired (24 hrs? 12 hrs?), customer base (worldwide? Regional? local?), no. of employees, government regulations, etc. etc.. etc..
If you have no ideas of what the benefit would be for you to merge you organizations how the heck would we? I would recommend you talk to some local consulting firms or maybe poll your peers at an industry meeting of some sort. Some universities and colleges often have professors that are willing to provide expertise in this.
FF

Step by step on how to create organizational structure(plan) for workflow?

Hi Experts,
Can anyone send me a step by step process on how to create organizational structure(plan) for workflow?
Thanks a lot in advance.
Rgds,
TM

Hi,
You can use the following accessible transactions to process your organizational plan:
Transaction     Name of Transaction
PPO5                     Change Attributes
PPO6                     Display Attributes
PPOCE                      Create Organization and Staffing
PPOCW                      Create Organization and Staffing (WF)
PPOME                     Change Organization and Staffing
PPOMW                     Change Organization and Staffing (WF)
PPOSE                      Display Organization and Staffing
PPOSW                      Display Organization and Staffing (WF)
PP01                      Maintain Plan Data (Menu)
PP01_DISP      Display Plan Data (Menu)
PP03                       Maintain Plan Data (Actions)
PP03                       Execute Action Directly
Regards,
Deepa Kulkarni

Organizational Structure in OM

Dear All
There are 3 ways of building an Organizational Structure --- Simple Maintenance, Organization and Staffing and Expert Mode. Could anyone let me know how to decide which one to adopt from these and under what scenarios, when it comes to building the structure for a company.
Which one of these is widely used in preparing an Organizational Structure for companies?
Thanks
Samy

Hi,
1.Simple Maintenance uses a tree structure, which allows you to create a basic framework for organizational plans, using streamlined procedures. In this way, you can create your organizational and reporting structures step by step.
2.In the Organization and Staffing and the Organization and Staffing (Workflow) views, you can
    create staff assignments by creating positions
    display staff assignments or individual positions, persons (employees) or users
    assign positions, persons (employees) and users
    assign characteristics to positions
3. Expert mode : you can create and maintain all possible infotypes for the position object type. Enter the name of a position and specify the status of the infotypes you want to create, using the tab pages. EX. t-cdoe : PO10, PO13, PO03 and simple maintenance also.
Hoe u got the idea.
Thanks,
Nirali P

Organizational Plan

Dear Expert,
i have some question about SRM7 - PPS:
1.is it possible to define one root node or organizational unit which have multiple company code from one backend system? if the answer is yes, how?
2.the system allow me to assign one employee to more than one division. what staffing percentage function? and is it better if we define the staffing percentage function? is there any issue if i do this?
3. what the different between company code, purchasing organization, and purchasing group in function tab and in attribute?
thanks and best regards,
Melynessa Sitompul

Hi
Please find the anwers
1.is it possible to define one root node or organizational unit which have multiple company code from one backend system? if the answer is yes, how?
For this you can create one org. node say with name "root node co.code" and create Org. units underneath of "root node co.code" with assgining different co.codes from the backend(one org unit mapped to one co.code). It is not possible to assign one org unit with different co.codes.
2.the system allow me to assign one employee to more than one division. what staffing percentage function? and is it better if we define the staffing percentage function? is there any issue if i do this?
I have not encountered this scenario, may be someone else will anwswer this.
3. what the different between company code, purchasing organization, and purchasing group in function tab and in attribute?
Co.Code, Pur org and Pur grp under function tab help to map the SRM org units created to ECC backend system, where as the one one the attribute will help to adopt these attributes during creation of SC in SRM.
with regards
Manjunath

How to load HR Organizational Structure to BW Hierarchy

In R/3 organization and staffing transaction (PPOME), each position or person is assigned to a organization unit. I want to load this entire organizational structure to BW Hierarchy. Currently i'm using the standard extractor 0ORGUNIT_HR01_HIER, i suppose this extractor will load the entire org structure to BW hierarchy. But in fact, only org units are loaded.
Any idea how to bring the position and person along to the hierarchy too?

Hi Anders,
Not really, i give up on the 0ORGUNIT_HR01_HIER standard data source. =D
But i able to upload the entire structure using flat file. The idea is to create an ABAP program to download the Org Structure to flat file with internal characteristic, external characteristic, parent ID, child ID, next ID, etc important fields mapped. Then upload this flat structure back to BW.
Regards,
Boon Chen

Organization & Staffing

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