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Enhance the SAP HCM Personnel development model  You can customise the standard PD model to incorporate existing objects, such as task for personnel development or you can create your own customer specific objects.
Inherite requirements from different objects to a position – It is standard functionality enabled with some creative customising. In many of the SAP functions where you are describing a positions requirements, such as in the organizational structure with transaction PPOME or through the transaction PPPM change profile you can enhance the standard functionality with plain customising. For the objecttypes position S you can inherit the competence requirement from a job, which is related to the position. This relation is the A007 relation. The inherite functionality can actual be delivered by any objecttype as long as the objecttype you relate to the position can be assigned e.g. Qualifications.  In this set up we can inherite qualifications from jobs, customer object 91 and task. The task can also be described with qualifications and when the task is assigned to the position the qualifications from the tasks will be inherited to the positions in the same way as the qualifications from an job will be inherited. The transaction PPPM can also be enhanced within standard customnising so a job, position, person can be described by many dimensions. In the profile Management transaction PPPM you can define potential with relation A038, successors can be defined with A037, A042 interests and preferences, A043 Dislikes, etc. All these relations can in the Relationship Entity model be enhanced so they includes additional object types. E.g. You can add locations for dislikes, potentials and preferences for a person so it can be used for this persons development scheme. The SAP-NAKISA model delivered for performance management can also be enhanced The NAKISA tool is a very visible based tool where you as manager or succession planner quickly can get an overview of the organisations succession possibilities. The tool can be made available on the portal and single sign on functionality is off cource available.  The Nakisa succession planning has several functionalities. It uses the organisational structure from PPOME and can evaluate the bench strength pr position or organisational units. (Bench Strength: Do you have enough successors for vital positions in the organisations) You can display details on position, person, sucessor and successors, You can search for successors, compare persons, positions and organisational units. You have the following features: Determine key positions in the organisation. You can get an overview and identify successors for key positions. On an individual level you can rank successors by priority and determine their readiness for a key position. You can compare successors with others and with position requirements. It provides an ability to monitor the successor bench strength of key positions. In the standard datamodel for NAKISA SAP according to EhP4 there is a number of new infotypes. Please notice the CP object is used instead of person. For organisational readiness and planning we have infotype 7400: Key indication and infotype 7401: Career type. For Talent profile we have the following infotypes 7402 internal work experience 7403 external work experience External Work Experience 7404 Education 7405 Accomplishments 7406 Mobility 7407 Career Goal Talent Review Meeting 7431 Basic Data 7432  Assigned Objects 7433 Participants 7434 Agenda Topics 7435 Documents 7436 Dates 7437 Persons Responsible Talent Review 7420 Talent Group 7430 Support team
1: home
2: knuzen_curriculum_vitae
3: The SAP HCM Authorization concept: The OneRoleConcept
4: RCAT: The RootCauseAnalysisTools related to the OneRoleConcept
5: contact.htm
6: SAP_HCM_OVERVIEW
7: Business Control with OneRoleConcept
8: The Details of the OneRoleConcept
9: SAP_HCM_SECURITY_AND_PERFORMANCE
10: The OneRoleConcept Business benefits
11: SAP HCM transit position in Om as DMZ for transfer activity
12: SAP HR structural authorization for multiple parts of the organisation.
13: LSO and PD Catalogue control
14: Knuzen Substitute/ Deputy solution for line managers
15: Enterprice, personnel and organisational structures in SAP HCM
16: sap_enterprise_structures_revisited
17: Clean up SAP Organisational Management
18: Consistency check of SAP OM and PD tables
19: SAP HCM combined with personnel development functionality
20: Optimize the System Performance with indexing structural authorizations: RHBAUS00
21: Identity management with the use of SAP HCM attributes
22: organizational_key_vdsk1
23: master_derived_composite_sap_roles.htm
24: Standard tools for identifying SAP HCM authorization issues
25: Enhance the layout of PPOME and PPOSE the organisational structure
26: Enhance the existing PD model and use it for personnel development
27: To be structural restricted or not to be... thats the question
28: Automate your SAP solution and avoid errors and business break downs
29: SAP HCM Authorizations and performance
30: design_support_organisations_1.htm
31: design_support_organisation_2.htm
32: design_support_organisation_3.htm
33: Upload Documents on your employees
34: Upload Documents on your employees
35: Upload Documents on your employees
36: The role assignment can be used for compliance check and license control.
37: Upload Documents on your employees
38: Upload Documents on your employees
39: Upload Documents on your employees
40: Upload Documents on your employees
41: Data Model for E-ercruiting and Tips & Tricks
42: Upload Documents on your employees
43: Upload Documents on your employees