Organizational Management - planned objects

Hi experts
I want to change 01 current plan to planned tab (default). I cannot find where i can do it? exactly I want to change infotype status in active tab
thanks and regards
Edited by: srmammadov on Nov 28, 2011 2:05 PM

Hello,
Please check with ABAPer it can be possible by writing an ABAP code or enhancement
Prg Name : SAPMH5A0
Screen Number: 5109
get parameter id 'POD' field save_stat.
    if sy-subrc = 0.
      case save_stat.
        when '1'.
          pressed_tab = 'TAB01'.
          act_tab = '1'.
        when '2'.
          pressed_tab = 'TAB02'.
          act_tab = '2'.
        when '3'.
          pressed_tab = 'TAB03'.
          act_tab = '3'.
        when '4'.
          pressed_tab = 'TAB04'.
          act_tab = '4'.
        when '5'.
          pressed_tab = 'TAB05'.
          act_tab = '5'.
      endcase.
      tabstrip-activetab = pressed_tab.
    endif.
initially, the activeted has to be TAB02 and for TAB01, the screen property Active has to be made as 0 so that the active tab can be displayed only
regards,
Edited by: Honey1 on Nov 29, 2011 8:25 AM

Similar Messages

Organizational Management Plan Version Lock

While planning personell costs we use several plan versions in addition to our active version 01. We would like to block or lock access to the plan versions once our budget is complete. Does anyone have any ideas on locking OM versions?
Thanks for the help,
Eric

Hi Eric,
I think it is not possible to lock the plan version but work around might be to create two separate authorisation roles. One with PLOG authorisation objects to your plan version with all relevant change function codes INSE, DEL, AEND etc and then another role with only DISP and LISD for the same plan version. When the plan version should be locked role to change could be removed and display role assigned.
Maybe bit more maintenance than just flicking a switch but should work if there is no other solution.
Regards,
Saku

For What RF Object Organizational Management

Hi!
The object RF-Reference Force Element for what can be used in Organizational Management?
Kind Regards,
Julian.

Hi,
Reference Force Element:
Contains a one- or two-character code that represents different types
objects, for example, 'S' for position, 'Q' for qualification and 'E'
for business event.
In create, change, display, list or delete mode, use this field to
identify the type of object you want to work with. To do so either:
o Enter the appropriate code
o Request a list of object types and make a selection
Exmple
S represents a position, Q represents a qualification, E represents a
business event, and so on.

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".

Configuration of Organization Management

Dear all,
I have to configured Organization management with start. Can you please mentioned the steps involved in configuration of OM.
Thanks.
Regards,
Hassan

Hi,
OM config starts with defining number ranges and before that create a plan version.
number ranges you can define for all the om objects like S P O C K.
remaining all you can start with builiding block ( meaning creating org structure).
there are different interfaces to create the same...
let us know any other question if you have.
good luck
cheers

Evaluation path in Organizational Management

Hi everyone ,
Can anyone explain me what is the Evaluation path in Organizational Management?
Thanks in advance.

Hi.
Evaluation paths represents a chain of relationships between object types.
By specifying the several objects and relationships the evaluation path will analyse your organization structure and retrieve the several objects included on it.
You can maintain evaluation paths on img -> Personnel Management ->Organisation Management-> Basic Settings-> Maintain Evaluation Paths
Using SAP documentation to be more precise:
An evaluation path is an instruction to the system which determines which object types and relationship(s) are to be included in an evaluation of your organizational plan.
One or more relationships are then used as "Navigation paths" for evaluating structural information in your organizational plan (relating to the organizational or reporting structures) or matrix organization. The sequence of the relationships included in the evaluation path is decisive in how the results of the evaluation are displayed.
Example
Evaluation path "Staff assignments along organizational structure" (SBESX):
No. Object type A/B Relationship Priority Type rel. object Skip
010 O B 003         *             S
020 S A 008         *             P
030 O B 002         *             O
For more information on priorities, see also: Priority
First of all in this evaluation path, the positions assigned (S) to an organizational unit (O) are determined, then, the holder (P) assigned to each position is determined. As well as this, the next organizational unit down in the organizational structure is determined, the above procedure then takes place for this organizational unit. This procedure is repeated for all further subordinate organizational units.
In the "Skip" field, you specify that a particular relationship is to be included in the evaluation path, but that the last object type in this relationship is not to be displayed.
So, if the skip field were selected in the first line of the above example, this would mean that the organizational units and persons would be displayed, but not the positions that the persons occupy.
Activities
1. Check the evaluation paths in the SAP standard system.
2. Create your own evaluation paths. These must be alphanumeric and have a- maximum of eight digits. They must begin with the letter "Z".
Further notes
Each relationship is defined by its short name ("A002", for example) and the evaluation text as an evaluation path and can not, therefore, be changed. You can change the evaluation text but not the short name of other evaluation paths.
Create new evaluation paths, if you have defined new objects and want to carry out evaluations for them in conjunction with object types that already exist. You also need new evaluation paths if you are modifying existing evaluation paths, by selecting a "Skip" field, for example. Copy the evaluation path into the customer name space (beginning with "Y" or "Z") and enter an evaluation path.
Regards,
Pedro

Organizational Management configuration Guide.

Hi All,
Can any body please give me the configuration Stpes for Organization Management.
The tables included in the configuration.
I have gone through this site
http://help.sap.com/saphelp_erp2005/helpdata/en/0b/dfba3692dc635ce10000009b38f839/frameset.htm
But i need whole configuration guide for OM.
Please help me.
Thanks,

Hi,
In OM you have to configure the following
IMGPersonnel management Organizational management  Basic settings  Maintain number ranges  set up number assignment for all plan versions
Maintain object type:
IMGPersonnel management  Organizational management  Basic settings  Data model enhancement  maintain object type
Maintain infotypes
IMGPersonnel management Organizational management  Basic settings  Data model enhancementu2014infotype maintenance  maintain infotypes
Relationaship maintenance:
IMGPersonnel management Organisational management  Basic settings  Data model enhancement  Relationship maintenance  maintain relationships
Maintain evaluation paths:
IMGPersonnel management Organisational management  Basic settings Maintain evaluation paths
Maintain personnel actions:
IMGPersonnel management Organisational management  Basic settings Maintain personnel actions
Activate inheritance of account assignment features
IMGPersonnel management Organisational management  Basic settings Activate inheritance of account assignment features
Setup integration with Personnel Administration
IMGPersonnel management Organisational management  Basic settings Integration  Setup integration with PA
Transfer data from Pa
IMGPersonnel management Organisational management  Basic settings integration  transfer data from PA
Perepare integration with Pa
MGPersonnel management Organisational management  Basic settings integration Prepare integration with PA
Transfer data to PA
IMGPersonnel management Organisational management  Basic settings integration Transfer data to PA
Check integration consistency
IMGPersonnel management Organisational management  Basic settings integration Check integration consistency
regards,
kalyani

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Hi
This is regarding the Performance Management Plan in Oracle Performance Management. Currently my client uses a custom concurrent program which creates appraisals by calculating the job anniversary date. The client is using yearly appraisal. But the program is scheduled to run every two weeks and picks the teammates who have completed their job anniversary in that period and creates appraisals for them.
There is no goal setting or tracking process implemented currently. The client is not using PMP now. I would like to propose PMP to the client. The PMP would create appraisals based on the hierarchy - Supervisor, supervisor Assgn, Position, Organization.
If a teammate is hired on 01-jan-2008 the first appraisal should be in 01-jan-2009 as per the client req now. If PMP is used it would create an appraisal in the year 2008 itself-- which is wrong as per the client requirement. Is there an option in PMP to exclude him in the current PMP and include in the next year's PMP?.
Thanks in advance
Regards
Ashish

Hi,
Using the PMP plan is ideal in case where the appraisal period is same across the organization. In organizations where the appraisal period differs depending on factors like hiredate, the PMP would be of a big maintenance. You will have to create PMP for each individual employee in the organization.
I suggest instead use objective assessment also in your appraisals and not use the PMP.
Thanks,

MRS (Multi Resource Scheduling) - Manager Planning Board

My understanding of the MRS Manager Planning Board is that it will only display those orders that have operations that have been assigned to a resource. If true, this would mean that the Manager Planning Board would be of little value to an organzation that is only using MRS to schedule to a work center because there would be no demand that had been assigned to a resource. It would only start to be of some value once the organization began to assign demands to resources. Is this correct? Or, do you see other value in the Manager Planning Board for an organization that is only scheduling to a work center?
I've also found that when I run the Manager Planning Board that the resources are displayed, however, I have to hit "refresh" in the Planning Board to get the orders/operations (demand) to display.
Mark
Edited by: Mark Scott on Aug 18, 2009 1:15 PM

Hi Mark,
As you already figured out correctly that the Manager planning board displays the resources (in display mode). It displays all the information about the resource: Its availability and assignments. since assignments are displayed, obviously the (related) demands are also displayed.
If the fine grained planning ( planning at resource level ) does not happen, then obviously it does not make sense to use the manager planning board transaction.
PS: As the name suggests this transaction is for managers who are not authorized to change anything but only for display. So they will see the resource availability and assignments in this transaction.
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Varun

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I do remember that, in BO online e learning courses, they provide these sample docs as part of their exercises.
I lost those docs. Now I don't have access to those courses too.
If anyone has the same docs or something similar docs, please provide.
As I Installed a fresh installation, I would need to create CMP doc.
Kindly help me.
Thank you.

Hi Robert,
Thanks for the input.
I've configured the template using the document template tool (CRM_OI_TEMPLDSG) i.e. available on web for business role SALESPRO -> Sales Operations-> Document Templates with template profile as Object type. This template profile, I assigned to one of transaction type of acitvites.
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Planning objects Backup

i want to take a nightly backup of planning objects . what all i need to consider .
i can keep the data by exporting level zero from essbase side .But from planning side do i have to run LCM and select all the objects in shared services and store it in a folder. Is there any way i can automate LCM to run nightly once.
I need to keep a back up of all the planning object and want to automate . Any information on this will be helpfull
thanks

You might find this useful: http://www.in2hyperion.com/websites/in2hyperionblog/post/2011/03/20/Learning-Life-Cycle-Management-(LCM)-Command-Line-Security-Synchronization.aspx
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BAPI to create OrgUnit or Position in Organizational Management (ppome)

Hi,
does an function module exits to create an OrgUnit or Position in the Organizational Management in ECC 6.0?
Is there a similar fm like CRM_ORGMAN_CREATE_REL_OBJ as in CRM?
Or can I also insert just an entry in Table for Infotype 1000 and 1001(Relationships) to add an Object to the OrgManagement?
regards,
hans

Did you find out how to do this?
I am looking for the same, but I also need a "Remote enabled" BAPI/RFC
Thanks

Risk Management Plan ERP WW Implementation

Hello All
I´m developing a Risk Management Plan and need to identify risks related to ERP implementation in multiple geographies. The implementations will be based on the same template and the template, a base model, will be managed in a centralized way by the corporation, both from a process and from an IT perspective, e.g., process changes that impact the base model will be approved by a centralized group responsible for the integrity of the base model. These changes, if approved, will be incorporated to the base model under a strict versioning and configuration management policy. The Business and IT organizations will have to manage both the integrity of the base model (and its versions) and the rollout of specific versions to the geographies. Geographies include Latin America, North America, Africa.
I´m willing to identify risks of the strategy to the business itself (the strategy I described above) and it´s impact on the IT organization/processes that will need to support it. This company already runs SAP on it´s biggest business unit, now it will be expanding the solution to smaller BUs in other countries. The base model currently used by the corporation is different than the base model (template) that will be implemented in the smaller BUs, for historical reasons.
A good start could be a Risk Assessment (part of a typical Risk Management Plan) of an ERP implementation project with similar characteristics, e.g.: multiple geographies, different Business Units in these geographies, having to ensure integrity of the base model (template), etc...
Does anyone have anything similar to this that I could use as a start? Thanks.
Message was edited by:
        José Welington Nogueira Filho

Hi Jose,
Its quite interesting that you are working on Risk management . Risk management Plan requires to analyze the organization based on its Operations,Financial activities.
As per my understnading Risk management process is involved or can be segregated based on the following classification .
a) Financial Risk
b) Operational Risk
c) Strategic Risk
d)External Risk
Your Risk management Plan cna start up with the identify, categorize and analyze enterprise risks.
a) Financial Risk:
        - Based on the complexity ,size and nature of organization identify first top
           ten financial risks in the company.
b) Operational Risks:
        - Quality
        - Hiring and retention
        - Supply Chain
        - Succession Planning
c) Strategic Risks:
        - Intellectual Property Infringement / Counterfiet
        - Business Model and portfolio
        - Resource alignment
d) Exteran Risks:
        - Catastophic/Business Interrruption
        - Technological innovation
        - Competetors
While coming to Risk management Life-Cycle:
1. Validation and verification
2. Risk Treatment process
3. Governance & Monitoring
Based on the Low and high point methods you can identify the risks and give ranks based on the risk priority and prepare a graphical presentation .
As per above risks classification i am giving you more classification it will help you to prepare your Risk management plan in detailed ananlysis:
a) Financial Risks:
       - Cash Flow
       - Credit
       - Debit
       - Equity
       - Interest rates
b) Operational Risks;
      - Catastophe /BI
      - Change Mangement
      - Security
c) Strategic risks:
      - Brand repuatation
      - Business Model Portfolio
      -Channel
      - IP Infringment/Counterfiet
      - Quality
      - Resource allocation /Alignment
d) External Risks:
       - Competeiotrs
       - Customers Needs / Product support
       - Legal / anti-trust
       - Regulatory / Taxation
       - Technological Innovations
This information will help you to start your Risk analysis Plan. Please let me know if you need any thing esle on this.
Please award points if this is helpful.
Regards,
Ramesh Choragudi

Employee performance management - enter objective on behlaf of employee

we use performance management plan for employees performance.
we have this case where we have lot of employees can not use the system .
we need a way to let their direct manager to enter their objectives in the objective setting phase.
and to finish their appraisal in the appraisal phase.
without the need for the employee to access the system

Hi AnTiiika,
You question is a very open ended one, there are too many features that you have consider, without knowing your requirement it would be hard to answer.
you can consider the following OOTB features of SharePoint to start with-
Use SharePoint enterprise features -
http://technet.microsoft.com/en-us/sharepoint/fp142374.aspx
SharePoint BI -
http://technet.microsoft.com/en-us/library/jj542395(v=office.15).aspx
http://technet.microsoft.com/en-us/sharepoint/fp142398.aspx
http://office.microsoft.com/en-us/sharepoint-help/create-and-use-a-report-or-a-scorecard-HA102772329.aspx
Lists to store and manage data
External content type if you want to access data from outside SharePoint like SQL Server or other external datastore
http://msdn.microsoft.com/en-us/library/office/jj163139(v=office.15).aspx
Excel services
http://office.microsoft.com/en-us/sharepoint-server-help/business-intelligence-in-excel-and-excel-services-sharepoint-server-2013-HA102915300.aspx?CTT=5&origin=HA102772329
PerformancePoint
http://technet.microsoft.com/en-us/library/jj571736(v=office.15)
Reporting services
http://technet.microsoft.com/library/bb522712.aspx
for code approach -
http://msdn.microsoft.com/en-us/office/dn448478.aspx
http://sharepointdemobuilds.codeplex.com/
http://msdn.microsoft.com/en-us/library/office/jj163140(v=office.15).aspx
you can also consider new App model and develop apps using CSOM/JSOM/REST API for list based CRUD operations or for dashboards-
http://code.msdn.microsoft.com/office/SharePoint-2013-Create-a-20a03d84
Hope this helps!
Ram - SharePoint Architect
Blog - SharePointDeveloper.in
Please vote or mark your question answered, if my reply helps you

Organizational Management- Maintain Number Ranges

Hi All
In menu path :
Personnel Management -> Organizational Management -> Basic Settings -> Maintain Number Ranges -> Maintain Number Ranges
I have maintained the number ranges as mentioned below
Job(C) 10000 to 20000,
Position (S) 20001 to 30000,
Org Unit (O) 30001 to 40000 .
After maintaining i have saved in a Transport Request .
Now am importing it in to the Quality . In Quality i am getting only the Objects Job , Position , Org Unit but the number ranges
maintained above is not imported .
Kindly let me know what is the problem .
Pls send me the solution how to transport the number Ranges .
I would appreciate for an earliest response .
Thanks in Advance

Hi,
Please check below SAP wiki link which will guide you and show different settings that may be required to accomplish along with issues you may face.
http://wiki.sdn.sap.com/wiki/pages/viewpage.action?pageId=64259392
Thanks,
Ameet

Organizational Management - planned objects

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