Team Structure

Hello Masters,
How are the different teams structured in different phases of the Project and what would be the team size in various phases? What are the roles and responsibilities of the teams and the members?
Thanks in advance.
I am bound to give points
Thanks and Best wishes,
I-BI

Hi
Would it work for you if you use the Team Leader as the Primary owner and the individual assigned the ticket as the "assigned to" ?
Or an alternative might be to investigate the Incident Tier Queue to categorise support groups (the support group field in the incident form). There is no membership as such but it is a way of "grouping" within Service Manager.
Cheers
Graham View OpsMgr tips and tricks at http://systemcentersolutions.wordpress.com/

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SAP HR team structure

can any one tell me a typical sap implementation team structure, specially for HR and how it works, also how a task is assigned to a consultant. I want to know how it works in real time (how are teams structured and how is a task assigned)
any specific detail is really appreciated
Edited by: Minith on Dec 10, 2010 1:13 AM

Thank you for a great explanation,
SO in general 1 person per module is kind of a standard practice
So assuming this if there are 6000 employees to be worked on then a team of 6-7 consultants should do the work
and if there are 46000 employees then around 10-12. (of course assuming that all 4 basic module and plus 3-4 more are implemented)
I am just guessing this to get a general idea on how it would work
Also how is the work distributed, are there weekly goals and targets, weekly meetings
I just wanted to know a little bit about day to day work affair of a sap hr consultant / analyst
This will give me more idea in general and prepare freshers like me to get ready and familiarize the work system
Hello,
As i told about different stages of ASAP methodology
Stage 1 Project Preparation : Nothing much from the consultants perspective and it will be a short time stage.
Stage 2 Business Blue Print: In this stage it is not mandatory to have a single consultant for a single module. say OM,PA blueprint is done by 1 consultant. and PY TM is also done by 1 consultant and a lead will be guiding them regularly ( under supervision) and other latest modules like say PD, LSO, EREC can be handled by 1 consultant for blue printing.
Stage 3 Reliazation : This is the tough phase this needs more consultants but still depends on the agreed deliverable time lines meaning golive date and other parameters.
From the blueprinting stage regular meetings will be there in common with all modules going forward the team lead will take individual progress and dead lines to the respective module consultants. however we should be in sync with all module work and progress.
depending on the work load add on team members may come and go.
hope this helps you.
Good Luck
Rafi

Windows Azure Team Structure

Hi Azure,
I want to know, if we are running our business in Windows Azure Platform -
1. Is it necessary to have infrastructure team (Like SQL DBA, Windows Admin, Storage Team, Monitoring team..etc) in our premises to support the application?
Or
2. Has Application developer to do all the activities like deploying app, storage creation and maintain, AD creation and maintenance, Traffic manager implementation,...etc?
Kindly answer this question for both IAAS / PAAS applications.
Let me know if anything is unclear

Hi Saravanabharathi,
Its a very good question and I see no reason not to have the infrastructure team, If you are planning to use SQL Azure I am sure you will need a DBA to do everything that you do on premises minus upgrades to the software.
regardless of IAAS or PAAS Azure does not eliminate the need of infrastructure team at all, now being said that you can also have very talented engineering staff who can take parts of responsibility from #1 & #2 from your question above.
in short yes you need infrastructure team regardless of IAAS / PAAS, how big is the team you need depends on what your need is and can not be a generic answer. Azure does not eliminate need of any of your staff but it reduces their workload so they can focus
more on core of the work and less on infrastructure maintenance.
hope this helps
Please mark as answered if it helped
Vishal Narayan Saxena http://twitter.com/vishalishere http://www.ogleogle.com/vishal/

Remote Silent Monitoring (RSM) Disabling Supervisor Team Structure

      We have a need to silent monitor across UCM clusters and UCCE instances. According to the the installation/admin guide (re. version 9.1), this is how cross cluster/instance monitoring can be possible. My question, from a relatively high level, how does a supervisor select an agent on a particular cluster? Do we have to configure a dial-in number for each PG?
Thanks.
- Geoff T

      We have a need to silent monitor across UCM clusters and UCCE instances. According to the the installation/admin guide (re. version 9.1), this is how cross cluster/instance monitoring can be possible. My question, from a relatively high level, how does a supervisor select an agent on a particular cluster? Do we have to configure a dial-in number for each PG?
Thanks.
- Geoff T

Employee Responsible for a work center

Good Morning,
We use Project Systems in order to do project management within SAP. We use the work center to define the team structure. I know that there is a place to maintain the person responsible for a work center in the config, but the entry here is a text field. We are trying to link the owner of a workcenter back to the reporting structure that can be pulled from HRP1001, and a text field makes it more difficult to track this back to the HR side. We currently enter the name of a manager in this field, and if there is no other place to define the person responsible using a pernr, we'll have to start using this field to enter personnel number. This will allow ABAP to pull the pernr and trace it to a position number on HRP1001. I'd like to keep the manager name in this field if at all possible though. Any help will be much appreciated. Thanks in advance.

HI,
Create a Cost center using T code - KS01.
Create an activity type using T code - KL01.
Assign the Rates for an activity type & cost center combination using T code KP26.
In the input screen of T code KP26 ,enter version as 0, from period 1 and to period as 12 and the Fiscal
Year as 2009,enter the cost center, activity type click on overview screen (F5) & enter the per hour Rate
After performing this in work center assign activity type & cost center
should be assigned. Then while creating routing/task list this work center can assigned for performing
as per the operation time, whichu2019s used by the work center, the cost is getting calculated.
Overhead cost is the indirect cost which's spent during production.
So when the cost rollup is taken using T code CK40N (or else using CK11N estimating & CK24 for
Hope You will get some idea
Thanks and regards
E.Rambabu

Need to disable Siebel access during YOY Configuration Changes

All,
We will be undergoing out annual YOY changes shortly where we will need to have the users out of the system for a few days. During this time the entire team structure will be more or less truncated and reloaded to realign the accounts for 2010. However, during the delete the users will be flying blind as they use team membership for visiblity.
Is there a global way that I can deactivate a role or group of users? I'd rather not deactivate them in the user management section and didn't know if there was some kind of maintenance "switch" I could use to either direct them to an info page or just keep them out of the system during these loads.
- john

John, you can do a user import overwrite to make the selected users inactive. Then later using the same method make them active.

How to report database performance to upper management?

Hello all.
I am looking for a way to report database performance to upper management. I'll start by giving you an overview of our team structure. I manage a team of various roles: Level 2 support specialists, configuration managers, and DBAs - we are dubbed the
"Production Support Team". I report directly to the VP of Software Development who oversees the Design, DEV, and QA, team managers. This means that our team, Production Support, can be considered a peer team of Design, DEV, and QA.
The manager of each team compiles metrics from their team members and reviews them on a weekly basis to ensure we are headed in the right direction. We then take our metrics, and distill them down into a few key metrics that we then report to the VP
of Software Development. Those metrics are easy tom compile for the L2 support roles (number of tickets escalated, number closed, etc.). However, I've been struggling with how to report DBA performance for a long time. Every time I start
to compile numbers, I end up with tons of things that are great for a DBA, but don't mean much to upper management. Does anyone have any suggestions. Surely I'm not the only person that has had this issue?
I'd be happy to provide more info if needed. Thanks!
Clint

are you using an RTF template ?
in the RTF template you need to use this syntax for the HTML enabled field
<?html2fo:MOSC_COMMENTS?>
instead of <?MOSC_COMMENTS?>

CRM On-Demand References

Hi, Im looking for customer references using SAP CRM On-Demand. Could you please share the following details regarding your CRM On-Demand Implementation?
1. COMPANY PROFILE
==== Country:
==== Company size:
2. IMPLEMENTATION
==== Time:
==== Complexity:
==== Team structure:
==== Main functions and features:
3. AFTER GO LIVE
==== Are you satisfied with the solution?
==== Are you satisfied with SAP Support covered in the license fee?
==== Who is responsible for the administration services?
4. MIGRATION FROM HOSTED TO CRM ON PREMISE
==== Do you envisage a migration or perhaps it has already been done?
5. IMPORTANT POINTS TO CONSIDER
==== Strengths
==== Weaknesses
==== Lessons learned
Thanks in advance, Best regards, Stephanie.

only oracle have two application server.

11g: should i use SQL connect by?

DB: 11.2.0.2.0
Apex: 4.2.1.00.08
Hi there,
I'm using Apex but this is a fairly basic SQL question, hence posting here.
I have two tables, one containing staff details (one row per staff member) and the other containing team structure (team_id, team_name, parent_id).
STAFF:
1--Fred Bloggs--TeamID21
2--John Doe--TeamID35
TEAMS:
21--TeamOne--17
35--TeamTwo--17
17--TeamThree--4
4--TeamFour--NULL
It is possible for there to be an unlimited number of sub-teams with this structure, although in practice there is almost always just a business unit > division > department > team.
I'm trying to pull out teams and parents to display as columns against staff names, e.g.:
1--Fred Bloggs--21--TeamOne--17--TeamThree--4--TeamFour
2--John Doe--35--TeamTwo--17--TeamThree--4--TeamFour
The purpose in Apex terminology is to populate a "superLOV" so that users can select between 3,000 staff more easily by seeing which departments they are in.
I also want to filter the list for one division at present, just showing departments and teams below that (I assume I use START WITH although have not succeeded yet).
Is it possible to do what I want, given that for some teams there might be two sub-teams below division, and for others there might be four? And should I just use four JOINS rather than CONNECT?
My SQL so far is variations on this theme:
SELECT
s.staff_id as "ID",
t.TEAM_NAME as "Team name",
s.staff_lastname|| ', ' || s.staff_firstname as "Name"
FROM AA_WL_STAFF2 s
JOIN AA_WL_TEAMS3 t
ON t.TEAM_ID=s.STAFF_TEAM
CONNECT BY t.PARENT_ID=t.TEAM_ID
ORDER BY s.STAFF_LASTNAME || s.STAFF_FIRSTNAME ASC
One problem with this is that I can't then pull out PARENT TEAM_NAME without re-joining. Also START WITH t.PARENT_ID=4147 (the division's TEAM_ID) just returns staff working directly for the division's director, rather than all staff in all teams under him.
Grateful for any pointers
Emma

Hi,
You should separately create the team tree, and then join with the staff.
Also use PRIOR operator (CONNECT BY PRIOR team_id = parent_id).

Requirements of a Roll-Out Project?

What are the Project Team Structure and Implementation methodology for a multi-country Roll-Out project?
Regards,
Subhasish

Hi Ganguly,
Good!
Actually this is depends on the client, But i will give you the genral structure.
there are 2 teams one in onsite( May be client team) and second one in offshore.
there may be coordinators (onsite) from offshore or from client.
Manager>leads>coordinators(onsite) <==>(offshore)Manger --> leads (tech/functional) --> members
Regards,
Sunil

Relationship of Positions to Users

I am trying to understand the relationship and limitations to Positions and User setup. I understand that Positions are setup to provide a hierachy in the system. I am wondering if positions are reuseable or if they are unique to one user and when that user terminates, that position cannot be reused (or should not be reused for historical record purposes).
For example, say you have a Mgr position with two CSR positions reporting up to it (CSR1, CSR2). MGR is setup with the user "Jane Johnson", CSR1 is set up with the user "John Doe", CSR2 is setup with "Mike Smith".
i.e.
MGR (Jane Johnson)
-- CSR1 (John Doe)
-- CSR2 (Mike Smith)
John Doe terminates employment and a new hire, Steve Jones, is hired to replace John. In Siebel, can Steve Jones be given the position "CSR1"?
i.e.
MGR (Jane Johnson)
-- CSR1 (Steve Jones)
-- CSR2 (Mike Smith)
Or is the position "CSR1" unique to John Doe and cannot be reused? If so, then would standard practice be to create a new unique position for Steve Jones and are there any "best practices" to keep in mind?
i.e.
MGR (Jane Johnson)
-- CSR1 (John Doe)
-- CSR2 (Mike Smith)
-- CSR3 (Steve Jones)

Positions are very flexible but there are two main ways people use them.
1) To represent well defined teams for a company. Typically this fits well to places like Call Centres where you have positions like Country Manager, Team Leader, Senior Consultant etc. Even if the people change around a lot (Call Centres often have high turnover of staff) the team structure is useful so that other people can pick up a Service Request if an individual is away.
These positions get reused.
2) To represent individuals. This is great where team structures evolve or are not well defined but flexibility to have people work together is necessary, e.g., delegation.
These positions are not re-assigned to another individual as their primary but are reused by adding as a secondary position or delegated.
In either case make sure there is always someone in any given position even if you have to resort to using a dummy user as there are a number of problems can occur in reporting relationships if you don't.

Structure field Umskd not found when access team calendar view in MSS.

Hello.
I am keep getting the following error message in my portal when access team calendar view in MSS portal. I am running EP 7.0 with ERP2005 as my back-end system:
com.sap.tc.webdynpro.progmodel.context.ContextConfigurationException: DataNodeInfo(FcSelectionList.SelectList.Output.Ex_Request_List): structure field Umskd not found
    at com.sap.tc.webdynpro.progmodel.context.DataAttributeInfo.init(DataAttributeInfo.java:299)
    at com.sap.tc.webdynpro.progmodel.context.NodeInfo.initUnmappedAttributes(NodeInfo.java:687)
    at com.sap.tc.webdynpro.progmodel.context.DataNodeInfo.doInit(DataNodeInfo.java:238)
    at com.sap.tc.webdynpro.progmodel.context.NodeInfo.init(NodeInfo.java:671)
    at com.sap.tc.webdynpro.progmodel.context.NodeInfo.init(NodeInfo.java:674)
Since I am new to MSS portal, I don't know what infor I am missing. Please advice.
Best regards,
Phuong.

Hi Vinod Patil,
I just get the problem solved. I may show you the way and hope it help.
First you should apply the SAP note 1058240 (I am in EA-HR 600 level 27 but we still need to apply) into R/3 server. This note is asking you to patch a .SAR (I have no idea on this file) and you may ask your basis to import it. Make should it is imported and the restart the portal server.
This is what we do to solve the problem. Thanks.
Regards,
WaiWeng

Change org structure, structural authorisations and MSS team calendar

We are using structural authorisations with evaluation path O-S-P for managers . If I move an employee into a new org unit, when the manager views the Team Calendar in MSS, they can see the new employee. However, if I move the manager into a new org unit from a specific date with the chief indicator ticked, nothing is displayed in the Team Calendar and the message says "no data available in chosen period". I thought it could be an authorisation issue so I have done an authorisation check in Time Managers Workplace for the same manager trying to view an employee in the new org unit and it says it's failing on structural authorisations. If I look in T77UA it shows the correct org unit, positions and employee numbers so I don't understand why it's giving me the structural authorisation error? PFUD has been run and T77UA looks correct - am I missing something??
Any help would be greatly appreciated!

I would check the A012 "manages" relationship and see if its pointing to the right Org unit. We have had several issues with the team calendar and ended up customsing a lot of it.

What is the best team project / folder structure on TFS?

I am not sure how accurate is this article below from Microsoft but although most of the structure makes sense as shown in the schema, I dont understand the project structure.
How To: Structure Your Source Control Folders in Team Foundation Server
So basically according to that structure, we have Main, Development and Releases.
Main - is the version to be uploaded on the webserver or published latest version of the app.
Development- is the version to do small changes and bug fixes.
Releases- Brunches for big changes, new features etc.
1- are these correct if anyone implemented it?
2- why under source there is myapp1 and again source, myapp1web etc.? myApp1 is the solution, i guess? but why would I add ClassLibrary under individual projects if it is shared? does it not make more sense to have another folder called "Libraries"
and pack them all shared libraries unde this folder?
"Debugging is twice as hard as writing the code in the first place. Therefore, if you write the code as cleverly as possible, you are, by definition, not smart enough to debug it."

Hi emil_tr,
In the begging of the link, you can see "This content is outdated and is no longer being maintained. It is provided as a courtesy for individuals who are still using these technologies". So you might not refer to this document for source
control with TFS if you use a newer version thant TFS 2005.
The folder structure in a team project is depend on the developer, you can have your own structure if it works for you. The source folder in your second question is not the name of the folder, it's a description for the folder's usage(a
folder contains the sources). You can refer to the links below for more information about TFS branching and merging:
http://msdn.microsoft.com/en-us/magazine/gg598921.aspx
http://vsarbranchingguide.codeplex.com/
Best regards,
We are trying to better understand customer views on social support experience, so your participation in this interview project would be greatly appreciated if you have time. Thanks for helping make community forums a great place.
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HERE to participate the survey.

Service Desk - assign support team according to call status

Dear SolMan Service Desk experts,
We have copied the standard Service Desk transaction type to an own transaction type, and have adapted the transaction type and created a customer specific status profile.
Now we want to find out how it is possible to assign a "support team" depending on the status. This means e.g.
when the status is set from "In Process" to "Approved" a different support team "Basis" should be assigned automatically.
when the status is set from "Approved" to "Escalated" a different support team "EscalationMgrs" should be assigned automatically.
This is different to the usual and well know support team determination after call creation.
Q: Is this possible with the PPF and the actions provided in standard?
Q: What needs to be done to implement support team assignment by status?
Q: Is there a description available to achieve the desired result?
Unfortunately I did not find the needful in notes 616946 and 1512895, and also the PFAC rule 13200137 seems not to be helpful as the STATUS is not available in the Container, and as it seems once a support team is assigned the rule does not change the support team anymore. Is that correct?
Best regards,
Peter

Hi Ram,
here are the points to be done, when setting up the automatic support team determination in your Solution Manager system:
You will have to set up your organizational model by using the transaction PPOMA_CRM. Make sure before, that in table T77S0 the value for HRALX HRAC is set to "X", otherwise no Business Partners will be assigned in your org structure!
Then you will have to set up your finding rules by using the transaction PFAC, using the rule AC13200137. When ready, you can simulate rule checking if it is working. The determination is working by using the SAP component.
To the different message numbers taken, when creating a new message: Depending on the way, how the message is created (through the Help-function or using the ta NOTIF_CREATE, resp. CRMD_ORDER) the sequence of creating the two parts of the message (a message in your SolMan system consists of a Basis/ABA-message and a CRM-message) is different. If you create a message via Help, the Basis-message is created first and the number range of the Basis messages defines the number for your message. On the other hand, if you create your message by using NOTIF_CREATE, the CRM-part is getting set up first, so the number range (to be maintained with the ta CRMC_NR_RA_SERVICE) for the CRM messages defines the number for your message.
I hope this short explanation helps you,
regards
Csaba

Team Structure

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