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SAP HCM Master Data Structures. The Enterprise structure, The Employee structure and the Organisational structure are vital for the success of your SAP HCM systems work from now and until 31.12.9999
How to set up the SAP HCM Corporate Structure. When you start to implement a SAP R/3 HR system the first thing to be done is to create the primary structures. The primary structures consist of the employee structure, the company structure and the organizational structure. The idea of creating those structures is to group your employees logical regarding terms of payroll, time management, reporting and authorizations. Through the structures you will be able to handle employees with similar characteristics, instead of handling them one by one. On this page we will go through the set up of the Personnel Administration (PA) structures, which consists of the employee structure and the company structure. The Organizational structure is an OM structure. (OM: organizational management) All structures are independent of each other and through a decision tree (technical term feature PLOGI) it's possible to define which parts of the organization should be integrated with PA. PA contains two main structures, which is: The employee structure consist of employee groups (EG) and employee subgroups (ESG), where the EG is a division of your employees according to their relation to the company, are they part of the active workforce, are they externals, are they retirees, etc. The ESG are a division of each EG according to how they are paid, are they salaried, are they monthly paid, biweekly, etc. The company structure is the second main structure from PA, which is not to be compared to the organizational structure in OM. The Company structure consists of the following dimensions. Client (client specific and client independent stuff), Company Code that is set up in corporation with FI/CO, SD, etc. It's on this level where you can make your balance sheets and other financial statements. The next level is the personnnel Area (PA) like Sweden, Norway, Finland and Denmark, It could also have been a division of main areas in the country like counties or states. In Denmark we would divide it into Sjaelland, Fyn and Jylland. The PA can be refined through the PSA. The PSA is a division into main organizational areas in the company like administration, production, development, training, IT, etc. PA & PsA is in HR a specification of the legal structure, which comes from the Company Code. See the example below: For personnel area you can e.g name your codes with the country identificator in front such as PL10, PL1A, PL90 so you in the future can find all personnel areas belonging to Poland. Or search all your employees in Poland Search criteria = PL* Remember the two structures are independent; there are no connections or links between them! When you as a consultant are supposed to define the employee structure and company structure you need to consider the following aspects: 1. Validation of data. 2. Authorizations 3. Reporting 1. Validation: The System controls that the data entered are valid, through a check on a primary key from the employees association with the PsA & ESG. A complete collection of groupings/keys defined in PsA can be shown in T001P. The counterpart, consisting of the groupings/keys attached to the ESG can be found in the table T503W There are two opposite scenarios when you set up the rules for validation. The system controls all entries. The users must control the entries. 1) If the control of entries shall be made of the system, you have to construct a corporate structure, more or less complicated, to serve the customer needs. The complexity of this structure depends on the customer needs today and future needs. When the structure is created and you find out you have to develop yet another subgroup then you will have to split one, maybe two of the existing areas and this can be serious work. If you decide to let the system work with no groupings then its up to the user to decide which work schedule, wage type, holiday calendar, etc to choose, and then the system wound help you by showing you a subset of possible entries. The PA structure can be perceived as a division of the labor market, which is part of the company’s environment. It’s possible that employee subgroups share groupings. It is recommendable to work out a matrix with combinations of the different structural elements in the table, here below: The final decision about setting up the structures can only be done when all aspects of the HR- project has been analyzed through the prephase. All what we have been through now is setting up the structures based on the validation needs. So we still need to look at the authorization and reporting needs of the company before we can set up the structures. Remember that the organizational key which is a field on infotype 0001: organizational assignment can be set up to the need of authorizations. 2. Authorization: Authorization for the employees can be limited to personnel area level and employee group and employee subgroup in a std. R/3 system, but through user exits it’s possible to set additional authorizations. Through the use of the organizational key VDSK1 it’s possible to add the personnel subarea as an authorization element. The set up of dimensions for the two PA structures must be understood by those who are setting up the authorizations because it in many cases reflects the organizational levels for authorisations in our profiles. In most cases we will today have the advantage of using the P_ORGINCON object. This authorization object uses the advantage of combining the structural authorizations with the normal HR master data authorizations. 3. Reporting: EG, EsG, PA and PsA are all standard selection criteria in the logical database PNP. Which means that all PA reports can be selected for one or several of the structure elements. For the sake of reporting it would be very beneficiary to have as many dimensions of the company as possible reflected through the structural elements because this gives us the possibility to sharpen our selections. Distinction between Org.Structure and Company structure. There don’t need to be a connection between the structure in PA and the organizational structure in PD. The Organizational structure in PD shows the functional organization, which means, which departments the employees are staffed to, who reports to who, etc. It’s quit possible that several organizational units are located in the same PsA.  But the opposite could also be the case. In case of creation of a template your job is to find an agreement upon which dimensions the different elements should reflect. Please also see the page : SAP_HCM_structure_revisited.
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