What is IMG Guide?

Implementation guide is a project support tool. It contains documentation on each and every activity that can be carried out directly.

What are the customizing step specific attributes?

a. Mandatory activities

These are activities for which SAP cannot deliver default settings (for example Organisational Structure). We must store our own customer-specific requirements for activities that are classified as mandatory.

b. Optional activities

SAP delivers default settings for these activities. We can use these settings if they meet our requirements.

c. Non-required activities

SAP delivers complete default settings for these activities. Only in exceptional cases, do you need to adapt these settings (for example, if you need country specific settings)

d. Critical activities

We must proceed with great care when carrying out critical activities as any errors made here can have far-reaching consequences.

e. Non-critical activities

We must also proceed with care when carrying out these activities, but the consequences of any errors are less far-reaching.

Describe the points of integration with other SAP Components.

Personnel Dev plan and carry out training and job-related activities, which provide individual professional development for your employees.

Training and Event Management: organize and schedule training events and conventions.

Workflow: automates business processes, tasks are given to the right person at the right time.

Compensation Management: necessary for the administration of compensation (carrying out payroll, for example).

Personnel Cost Planning: used to project personnel costs on the basis of existing and planned organizational units.

Shift Planning: used to schedule the optimum number of appropriately qualified personnel on the basis of job requirements.

Capacity Planning: Logistics component used to schedule persons on the basis of their availability and qualifications to complete work for specific work centers.

HIS: perform simplified reporting for employee data in the organizational plan.

Manager´s Desktop: supports managers in their administrative as well as strategic daily tasks.

Define Personnel area?

It is a Personnel Administration specific unit and is the subunit of the company code. It has four-digit alphanumeric identifiers.

What are the primary functions of Personnel Area?

To generate default values for data entry – for payroll accounting area
It is a selection criteria for reporting
It constitutes a unit in authorization checks

What is the default value for personnel area?

It is based on the organizational unit concerned or the Account Assignment Features info-type, if it has been maintained for the position.

Define Personnel Sub-area?

It represents a further sub-division of the personnel area. The principal organizational aspects of human resources are controlled at this level namely pay scale and wage type structures and planning of work schedules and are stored according to country. Like personnel area, it does also have four-digit alphanumeric identifier.

What is the default value for personnel sub-area and business area?

Default values for these areas come from account assignment features infotype (number 1008??) for the position or organizational unit concerned.

Where do you find divisions of an organization?

Personnel sub-area is generally used to identify divisions.

What the organisational functions of the personnel sub-area?

To specify the country grouping. Master data entry and the setting up and processing of wage types and pay scale groups in payroll depend on the country grouping. The grouping must be unique within a company code.

To assign a legal person which differentiates between companies in legal terms.

To set groupings for Time Management so that work schedules and substitution, absence and leave types can be set up for individual personnel sub-areas.

To generate a default pay scale type and area for an employee’s basic pay.

To define a public holiday calendar.

To define sub-area-specific wage types for each personnel area.

Which control features are influenced using personnel sub-area?

What is an external personnel area and personnel sub-area?

This relevant only for personnel areas that are outside an enterprise and contain such as address of the receiving personnel area. For example, a guy is sent to subsidiary which is a self-administering company located abroad.

What is country re-assignment?

If an employee is transferred out to another country, then we have to run a personnel action to set the status 0 for the existing country and hire the same person in the new country.

Define employee group?

Defines the relationship between an employee and a company in that the employee makes a certain contribution to the company in terms of work. Active employees, pensioners and early retirees make up the main employee groups in Personnel Administration.

It is identified by a two digit alpha numeric.

Primary functions of employee group?

Default values can be generated for payroll accounting area and basic pay, for example, according to employee group.

The employee group is used as a selection criterion for reporting.

The employee group is one unit of the authorization check.

It can be used to generate default values for data entry, for example, for the payroll area or an employee's basic pay.

It is used as a selection criterion for reporting.

It is used as an entity for authorization checks.

As a rule, you can use the standard entries in the system for setting up employee groups. If necessary, you can also add to these entries so that they meet your requirements

Define employee sub-group?

The employee subgroup is a fine division of employee groups according to the status of employees and identified by two-digit alphanumeric. An employee group is comprised of a number of employee subgroups. The following employee subgroups make up the "active" employee group, for example:

Hourly wage earners
Monthly wage earners
Pay scale employees
Non-pay scale employees

Primary functions of employee sub-group?

The employee subgroup grouping for the personnel calculation rule controls how an employee's payroll is processed, for example, whether an employee is to be paid on an hourly or monthly basis.

The employee subgroup grouping for primary wage types controls the validity of wage types at the employee subgroup level.

The grouping for collective agreement provision restricts the validity of pay scale groups to specific employee subgroups.

The employee subgroup grouping for the work schedule allows you to define which work schedules are valid for which employees.

The employee subgroup grouping for time quotas allows you to specific which attendance and absence quota types are valid for which employee subgroups.

The employee subgroup grouping for appraisals allows you to define appraisal criteria for each employee subgroup.

Assign employee characteristics, such as the activity status, employment status, and level of education/training, for statistical purposes.

The employee subgroup allows you to define default values for data entry, for example, for the payroll area or basic pay.

Which control features are influenced using employee sub-group?

What elements make up the enterprise structure? What components are authorization objects in enterprise structure?

Personnel area and personnel sub-area.

What elements determine the enterprise structure for personnel administration?

Client, Company Code, Personnel area and Personnel sub-area

What elements make up the personnel structure?

Employee group and employee sub-group

What elements make up the organizational structure?

Position, Job Key, Organizational Unit and Organizational key

What factors are decisive in determining enterprises, personnel and organizational structures?

What are the views in Personnel Structure?

There are two different views in the personnel structure:

Administrative view

Employee group
Employee subgroup, and also
Payroll group
Organizational key

Organizational view

Position
Job
Organizational unit

These levels are subject to authorization checks, to define remuneration levels or different work schedules, for example.

What is a payroll accounting area? Is payroll area same?

It is an organizational unit defined for the purposes of payroll accounting. All employees who are accounted together are assigned to the same payroll accounting area.

It provides the payroll driver with two pieces of information: number of employees to be accounted as per OA assignment IT & dates of the payroll period. An employee may only change payroll accounting areas at the end of a period. If an employee changes status from wage earner to salaried employee in the middle of the month, and the payroll accounting area is different for both, you should not enter the new payroll accounting area until the start of the following month.

Where is payroll area assigned to?

Personnel area or personnel sub-area. Please find out.

What is an organizational key used for?

We use all the fields of Organizational Assignment, edit and sort names to create an organizational key (14 characters field). It is the part of the authorization check in HR module and we revise the authorization check by using organizational key.

How do you create organizational key?

Where do you start the configuration in HR module?

Organizational structure

What are user group and reference user group?

Reference user group is 00 and is the default user group for accessing. We create different numbers for each module to be created under HR so that access is barred for users other than current module.

1. What is the concept of Organizational Management?

Organizational Management is based on the concept that each element of the organization constitutes a unique object with individual attributes.

2. What is purpose of Organizational Management?

OM forms the base for personal planning and development and allows us to analyze and adjust an organisational plan as well as structure data.

3. Why do we need an organizational management?

a. To create a complete model of the organizational and reporting structures of an enterprise for a specific period.

b. To obtain an overview of the current status of an organizational and reporting structures at any time using a number of methods.

c. Plan and simulate future scenarios using Organizational Management

d. It provides a basis for other HR components, as well as cross application components

3. Which statuses can be assigned to the info-types in Organizational Management?

4. What is an organizational Plan?

Organizational plan is the comprehensive and dynamic model of the structural and personnel environment in an enterprise, which can be evaluated at any time.

5. How do you create organisational plan?

Organizational plans are defined in organizational management. This can be done in organisational and staffing or the Expert mode.

6. What are the steps for creating an organisational Plan?

a. Create root organizational units

b. Create sub-ordinate organizational units

c. Create jobs and positions

d. Assign tasks and Cost center

e. Assign persons

f. Add other attributes

7. What is the use of organizational Plan?

It gives a flexible basis for personnel planning, previewing and reporting.

8. What is the basis for creating an organisational plan?

Organizational Structure

9. How many structures does an organizational plan have?

Two. 1. Organizational structure 2. Reporting Structure

a. Organizational Structure

It depicts the assignment of the organizational units to one another. We create an organizational structure by creating and maintaining organizational units, which we then relate to each other. It is based on

a. Tasks and functions of the company

b. Financial or geographical

c. Reporting

b. Reporting Structure

If the actual reporting structure of an enterprise differs from the organizational structure, and the relationships between positions are one-dimensional and hierarchical, you can depict them in a reporting structure.

List the interfaces with which you can maintain your organizational plan in Organisational Management.

The Organizational Management component includes various user group-specific modes and views with which to edit organizational plans:

The Organization and Staffing view provides an intuitive interface for creating and editing organizational plans.

The General Structures view allows you to edit organizational plans with any structure including object types which you have defined yourself (teams, for example).

The Matrix view is for creating and editing matrix structures.

Infotype Maintenance allows you to edit the characteristics of various objects and their relationships via info-types.

Structural Graphics enables you to view objects and structures, and perform a variety of maintenance activities for the objects in graphical format.

Simple Maintenance provides an overview of object and structure editing.

How do you create staff assignments?

By creating positions based on the jobs, assigning them to an organizational unit and allocating them a position holder.

What is an organigram?

It is the name for a reporting structure or matrix management structure associated with an organizational plan to represent the chain of command or authority structure.

What is a Plan Version?

It is used to store different organizational plan scenarios such as restructuring, expanding, downsizing etc in plans such as Current plan, business plan, perspective plan etc. One of the plan versions represents a current or actual organizational plan and is flagged as the active integration plan version.

Can we create duplicate copy of plan version?

Yes, it is possible to create multiple copies of the original plan version and change the duplicates as required. The original remains unaffected by any such changes.

How do you set up a plan version?

We set up the plan versions, which a company requires, in the personnel management IMG. We enter the plan version in the PLOGI parameter group.

How many plan versions may be integrated with other SAP Modules?

Only one plan version may be integrated with other SAP modules.

Can we use or delete plan version “.:”?

The plan version “.:” must not be used or deleted since it is used for the transport, indexing and general control of all plan versions.

How do you assign an employee to company structure?

Hiring action assigns an employee to the company structure. The data is saved in info-type Organizational Assignment (IT 0001)

What are the methodologies used in OM

Methodology : Multiple Structures

Structural model of the organization based on the tasks, responsibilities and functions of company
Structural model of the organization based upon financial accountability or geography
Model of the reporting structure
Model of alternate reporting structure

Methodology : Object-Oriented Design

Organizational Management is based on the concept that each element in an organization represents a stand-alone object with individual characteristics. These objects are created and maintained separately, then linked together through relationships, such as those indicated above, to form a network which has the flexibility to handle human resource forecasting, and reporting.

You can also create additional characteristics for objects. This provides additional information for other components, evaluations and so on. All object characteristics (existence/relationships /characteristics) are maintained in info-types.

Methodology : Planning

Organisational Management enables you to depict the structure of your organization in the past, present and future. Using this information, you can prepare for and react to future resources requirements and changes.

Methodology : Plan Versions

Same as mentioned above.

Object Types

What is an object ?

It represents each information class in an organizational plan.

How do you identify an Object?

Object type is identified by a combination of plan version, object type, and object ID

What are the components of an object?

1. ID #, a short and long text defining the existence of the object

2. Structural relationships between the object and other objects

3. Third component is represented by the object characteristics.

All these components are created as info-types. You can define particular characteristics for an object in each info-type.

Where do you maintain object characteristics?

Info-types

Where do you maintain relationships between objects?

Info-types or organizational plan

When can we assign additional characteristics to the objects?

Once we have created the structure using objects and relationships, you can assign additional characteristics to the objects. For example, we can assign additional characteristics such as vacancy, work schedule and expected salary to Object Person.

What is object ID?

When an object is created, an object ID must be assigned. Internal number assignment is by the system, indicated by IN and external number assignment is by the administrator is indicated by EX. Object id is identified by an eight-digit numeric. SAP recommends the use of the internal number assignment.

How many planning statuses are there? (Object status cycle)

Five. They are

Active
Planned
Submitted
Approved
Rejected

What is the purpose of Relationship Validity Period/date?

Each info-type record uses a start and end date to identify the validity of the info-type data. Relationships between objects may only exist during the time when both objects are valid. If an object is delimited, all the object’s relationships and characteristics are also automatically delimited. Related objects are unaffected.

For example, consider organizational assignment info-type for a particular individual who was assigned to three different departments in the last five years. Three different records for the relevant period of assignment in each department will be created.

What is the use of validity period or validity dates?

Allow you to define the life span of an object or info-type record
Identify changes to your organization while retaining historical data
Allow you to evaluate the organizational structure on key dates past, present and future

What are the mandatory characteristics of an object?

Object ID
Object name and abbreviation
Object type
Planning status
Plan version
Relationship validity period

List the most common object types used in Org Mgmt?

Object Type Object Type Keys

Organizational Unit O

Job C

Position S

Cost Center K

Person P

Qualification Q

Tasks T

Work Center A

Budget BU

What is an organisational unit (O)?

It describes the different business units that exist in an enterprise that are usually structured according to tasks and functions. These are used to model structures in Personnel Administration or Payroll Accounting, for example. Organizational units are related to cost centers from Controlling.

What is a Job (C)

Job represents a unique classification of responsibilities in an organization. When we create jobs, we should consider what specific tasks and requirements are associated with the individual jobs.

Which are the application components where jobs are used?

Job and Position Description
Shift Planning
Personnel Cost Planning
Career and Succession Planning

What is the difference between Job Requirement and Job Qualification?

Job requirement represents list of skills and experience required in order to be suitable in a position, job, task or work center, whereas job qualification represents only list of skills.

What is a Position (S)

Position is held by employees. A position inherits a job’s tasks but we can also define additional tasks related to duties performed specifically by that position.

If characteristics of a job are changed, this has an effect on the position as position inherits characteristics from Job. Positions can be 100% filled, partially filled, or vacant. One position may also be shared by a number of employees, each working less than full time. For example, two employees can hold 60% and 40% of a position.

What is automatic object inheritance?

When we create a new position then that must be related to the corresponding job. Through this relationship, an object automatically inherits the attributes of another object if the two are related in certain ways.

What is the advantage of object inheritance?

Automatic inheritance can be used to advantage when creating large number of similar objects. This significantly reduces data entry time, as tasks and characteristics do not have to be assigned to each position separately.

What is the difference between job and position?

Job is single and position is multiple. We can define multiple positions against a single job not vice versa.

Where do you create organisational units, jobs, position and task?

These are defined in organizational management. This can be done in organisational and staffing or the Expert mode under create mode.

Person (P)

Person (employee) hold positions in the organizational structure, which is governed by Organizational Management. Person characteristics are maintained in Personnel Administration and are linked to an organizational plan through their position assignment.

A person can fill a position 100% or partially. This depends on the number of working hours assigned to the position and on the person’s work schedule.

What is staffing percentage?

The staffing percentage refers to the work capacity of the person assigned to the position. If the staffing percentage of the person is greater than the requirements of the position, the position is overstaffed. If one or more holders do not fulfill the requirements of the position, the position is understaffed.

What is cost center (K)?

It is maintained in Financial Accounting and can be linked to either organizational units or positions. Cost center assignments are inherited along the organizational structure

Why do we always attach cost center to organizational units? What will happen if cost center is assigned against positions?

What is a Task (T) and how do you assign it a position?

It describes the duties and responsibilities performed in a job and position. Tasks can be classified under the following aspects:

As workflow components to monitor cross-application processes
As personnel management tools, to describe jobs and positions

All tasks are contained in a task catalog. The task catalog lists all tasks that exist in a particular period. The catalog also shows the relationships that exist between tasks if task groups have been defined.

If you plan to relate tasks to positions, you should first relate the tasks that all positions have in common to the corresponding job. When you create a position based on a job, the tasks will then automatically be transferred to the position. If you assign the same tasks to different jobs, you can use different weightings, which gives you more information when analyzing job descriptions.

Task Group is a collection of conveniently associated tasks, perhaps, because they are usually performed by the same person. A task group can be used to quickly relate many tasks to a job or to a position.

Task Profile is a list of the individual tasks that have been assigned to a specific object. It collectively defines an object’s purpose, role or action in the R/3 system.

Phase is a category in the Character info-type that can be used to classify how tasks fit into a business process.

Purpose is the category of the Character type that can be used to differentiate between tasks that contribute directly to the goods and services produced by your company and tasks regarded as administrative.

Work Center (A)

A work center can represent anything as general as a geographical location, such as the Philadelphia branch office, or they can be very precisely defined, such as a particular workstation with specific equipment in a specific building (this may make sense in a factory, or plant, for example).

When you have created work centers, you describe their attributes, such as certain health requirements or physical restrictions limiting the group of employees that may work there. You may define restrictions or you might specify certain examinations that have to be completed at regular intervals.

Budget (BU) - Its role comes in compensation management where budget for personnel are defined and is assigned to organizational units.

Qualification (Q) - Its role comes in personnel development and is assigned to persons, jobs and positions.

Some object types are not applicable in Organizational Management though they are defined in the same tables as the Organizational Management objects. For example: Object types D, E, F & G are similar in nature to Organizational Management object types, but are only applicable to Training and Events Management

What is the difference between organizational unit and work center?

Relationship identification

The relationships between basic object types are defined in the SAP Standard System and should not be changed. Each standard relationship has a three-digit code and standard syntax is A/B 000.

You can define your own relationships. The range AAA to ZZZ is reserved for relationships created by the customer.

Relationships are reciprocal. If a job describes a position, then the position, in turn, will be described by the job. These relationships are distinguished by the identification A or B. It is therefore, only necessary to create a relationship in one direction. The inverse relationship will automatically be created by the system.

A relationship may also be one-sided. Relationships to objects of an external object type (cost centre` in Controlling, for example), are one-sided, that is, they only go in one direction.

What are the important relationships?

1. A/B 002 is about supervision

Object relationship : Organizational units

An organisational unit reports to another organizational unit.

A/B 003 is about ownership

Object relationship : Org. Units and positions.

A/B 007 is about description

Object relationship : Job and Positions

A/B 008 is about holding

Object relationship : Position and persons.

A/B 041 is about lateral or flat relationship

Organisation staffing and interface

Explain organization and staffing interface?

During implementation and in production, the structure of a company will change and the organizational plan will need to be maintained. The organization and staffing interface is used to perform the tasks associated with this maintenance.

What are the functions of organization and staffing interface?

The functions in Organization and Staffing let you create organizational units, positions, jobs, and tasks quickly and easily. You only specify the most important details for these objects. Organization and Staffing 'knows' what relationships to create and does so automatically

What are the main areas of organization and staffing interface?

What all we can do with Organization and staffing?

Create and maintain the basic data for your organizational plan

Create and maintain the reporting structure (hierarchy of positions) that exists between the positions in your organizational plan

Create and maintain cost centre assignments and the default settings for cost centres

Create and maintain certain info-types.

To minimize the number of processes, not all functions are available in Simple Maintenance.

All objects you create in Organization and Staffing automatically get ‘active’ status and an object ID.

Recommendation:

Create most of the objects and relationships in your organizational plan in Organization and Staffing. Use expert mode to maintain individual objects at a detailed level, especially when you want to maintain info-types for a specific object.

How many search tools available in the search area of Organisation and staffing?

Three. They are

Search using a search term
Structural search
Query search

What is key date?

Every time when we log on, the current date is set as the key date. We can change the key date and data valid on the date you have selected is displayed.

What is preview period?

When we logon initially, a preview period of 3 months is set, that is, all changes to data that happen in this period are displayed. We can change this preview period. Next time we log on, the preview period, which has been selected, is set.

Explain ways to create organisational units and assign cost centers?

On the organization and staffing change screen, be sure to enter the validity date and preview period. Use the search area to find the XYZ Corporation and double-click. Staff assignments structure for the organisational unit will appear.

Choose create icon. We will be asked what kind of object we wish to create (org unit/Position), select organisational unit and enter a new name and abbreviation. The relationship between organisational units is created automatically.

Relate the new organizational unit to a cost center on the account assignment (1008) tab page. Select the master cost center field and search for a cost center using the search help.

To create sub-ordinate organisational unit, select parent organisational unit, and choose create icon as we did for the parent one and save the organizational structure.

Explain ways to create and assign positions defined by jobs?

Ensure we are in the staff assignments (structure) view. Select the benefits organizational unit in the overview area.

Choose create, select position, and name it. The relationship to the organizational unit will be created automatically. To search for an existing job, enter 00* directly in the job field, this will access a list from which we can choose a job. If we want to create a new job, select create jobs from the edit menu, ensure that we enter the correct validity period and save the entries.

Explain ways to associate tasks to position

Select the Task Assignment view in the overview area. Select the position to which you want to assign tasks.

If we want to create our own tasks, choose the create icon and the task. If we want to use tasks which already exist, use the search area to populate the selection area with tasks. Existing tasks will be prefixed with 00*. Once the selection area contains tasks, you can drag and drop them to the relevant position in the overview area.

Alternatively, we can also assign tasks in the staff assignments (structure) view. To do this, select relevant position, and then the tasks tab page. Use search area to search for tasks. Once they appear in the selection area, we can drag them to the task list.

Expert Mode: Infotype Maintenance

What is the use of Expert Mode?

We have a complete depiction of an organization, but now want to add more information on the individual objects – give a description, certain positions to be flagged as vacant and some departments to be characterized as administrative departments etc., we take the help of expert mode

What is an info-type?

1. Logical or business related characteristics of an object.

2. Data fields are grouped into data group or information units according to their content.

Info-types are accessed directly from info-type maintenance. Objects with various statuses can be maintained.

Which table is containing Info-type characteristics?

V_t528a

What are the different number ranges for info-types?

How do you enhance a standard info-type?

Do you need an access key if you have to do an enhancement to a standard info-type?

How do you create a new info-type?

Transaction code PM01 takes you to the screen to create new info-type. We can create three type of info-tyes

For personnel administration
For Recruitment
For both

Info-types number between 9000-9999 are reserved for customer created info-type.

What is info-type menus and how to create it?

PM à PA à Customize procedure à Infotype menus

Is it mandatory to configure info groups? Can we do without them?

How do you maintain info-types in the relevant expert mode?

Plan version: Ensure you work in the correct plan version at all times.

Organizational unit: The object ID is displayed. This enables the user to carry out a search for the object in question.

Abbreviation: The abbreviation is displayed so that the user can ensure that the right object is being edited.

Validity period: Start and end dates specify the period during which the object exists in the plan version and selected.

Info-type: You select the info-type you want to maintain.

Status: You must select the status of the info-type you want to maintain using the tab pages.

Display available info-types: It is easy to tell at first glance which info-type records exist for the object selected. Depending on the period, they are marked by a green check mark.

What is an action? What are the info-types used for standard action for creating position?

We create objects using actions. An action is a series of info-types that are presented for editing in a specific order or sequence. We determine the info-types and the sequence in customizing. Each action can only be defined for one object type.

When defining an action, make sure that we are assigning info-types in a logical order. The object info-type should always be edited first and have 01 as its line number.

Info-types for creating position

1. Object info-type

2. Relationship to organizational unit

3. Relationship to describing job

4. Description info-type

5. Department/Staff info-type

What is the use of cost distribution info-type (1018)?

It allows organizational units and positions to be assigned to both a master cost centre and additional cost centres. You must enter a cost centre and a percentage. The assignment to the master cost centre is based on the difference (to 100%). An employee will inherit the master cost centre assigned to their position or organizational unit.

Personnel Cost Planning uses the Master Data Cost Distribution info type (0027) for cost planning for basic pay and payroll results. If this has not been maintained, it uses the Cost Distribution info type (1018) in Organizational Management. The Organizational Management Cost Distribution info type is always used for cost planning for planned compensation.

If it is available, the Master Data Cost Distribution info type (0027) is used to determine and assign personnel costs in Payroll Accounting. If this info type has not been maintained, however, the system, where possible, accesses the Organizational Management Cost Distribution info type (1018).

Simple Maintenance

Explain the uses of the simple maintenance interface?

Simple Maintenance is used when Staff assignments and reporting structure are to be changed. There are three main areas in Simple Maintenance. Each area contains particular maintenance functions, depending on whether you want to edit organizational structure, staff assignments or task profiles.

For Organizational Management users, Simple Maintenance is best used to establish the basic framework in organizational plan development.

For complete, detailed editing of individual organizational objects in your organizational plan (editing particular positions or organizational units, for example), we recommend that you switch to Info-type Maintenance.

Simple maintenance uses a tree structure, which allows you to create a basic framework for organizational plans, using streamlined procedures. In this way, we can create an organizational and reporting structures step by step.

How many main areas are in simple maintenance?\

There are three main areas in Simple Maintenance. Each area contains particular maintenance functions, depending on whether you want to edit organizational structures, staff assignments or task profiles.

Change Organizational Structure

Foundation screen in Simple Maintenance. Your activities always begin there and then switch to the other screens in Simple Maintenance, as appropriate.

This screen allows you to build up and maintain the organizational structure for your organizational plan.

Change Staff Assignments

The Change Staff Assignments screen allows you to identify the staff assignments required for an organizational plan.

When you create positions on the Change Staff Assignments screen, you also automatically create the relationships records that link positions with organizational units. If you create positions by copying jobs, the system creates the relationship records that link positions and jobs.

Change Task Profile

The Change Task Profile screen allows you to create, maintain, and view task profiles for organizational units, jobs, positions and users

The types of tasks you can work with in the Change Task Profile screen depend on the view you have chosen.

Name and explain the two views under simple maintenance

1. Overall View 2. HR View

The difference between the overall and HR views hinges on tasks and task profiles.

In overall view, you can work with tasks, standard tasks, workflow tasks, work flow templates and roles.

In the HR view, you can only work with tasks and standard tasks.

In general structure maintenance, it is possible to represent the legal entity of organizational units?

What is the difference between general structure and matrix organization?

General structure is used to depict teams of an organization in the system. Matrix structure is used when a company’s holding company must also be represented in the organizational plan.

What is the difference between hierarchical organization and matrix organization?

A matrix organization is distinguished from a hierarchical organization because the matrix contains at least one position that reports to more than one superior. Matrix types must be defined before you can access matrix processing by choosing matrix types.

A matrix organization is a two-dimensional chain of command, in which positions, for example, report to more than one superior. A feature of the matrix organization is that more than one manager can overlap on the same level: there can be managers responsible for objects (Finance, Manufacturing, Human Resources and so on) and managers responsible for performance; in the same way, you could also have managers responsible for projects, or regional managers.

Can you use the organizational structure to form a matrix organization?

What is an evaluation path?

Evaluation paths are chains of relationships that exist between certain object types.

Example O-S-P – Staff assignments along organizational structure.

What is the use of an evaluation path?

Evaluation paths define how a tree structure will be created. As objects may have multiple relationships, not all will be applicable or even possible in a single view. The search parameters for the evaluation path allow you to identify objects in the path you wish to find.

How do you create an evaluation path?

Evaluation paths are created in organizational management Customizing under basic settings. One or more relationships form the navigation paths for an evaluation. These enable us to report on and display structural information, for example, organizational structure or the reporting structure.

We can create alphanumeric evaluation paths with a maximum of 8 characters starting with Z.

Which situations require new evaluation paths?