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The SAP HCM Enterprise, Personnel and Organizational structures revisited. The three main structures for our SAP HCM system is used for all kind of functionality such as data validation, authorizations and reporting.
The most important structures for an operational SAP HCM system is the construction of the enterprise, personnel and organisational structure. SAP HCM Structures revisited The set up of enterprise structure: company code - personel area og personel subarea and personnel structure with employee group and subgroups must be analysed and customisied with respect of the companies need and future use of SAP HCM applications. Most common desription of what needs to be examined for deciding on the content of the dimensions in the two structures should reflect data validation, reporting and authorizations. Among the SAP HCM portfolio of applications it is especially time and payroll, which will have an effect on the definition of our enterprise structures. (For further details see also Enterprise_Structures ) The definition of the single elements such as company code, personnel area and personnel subarea should be created so each element reflects it’s own dimension. It is avisable to see if the standard suggestions from SAP works with your company because there is many SAP processes, which works with this design and this design is based on hundreds of companies experiences. The standard set up of enterprise structure is to set up company code as the legal entity with it’s own balance and results. The personnel area is normal determined as the site or location for the companies plants and sales sites. The personnel area has been copied from the logistic element plant and both elements shares the technical name WERKS. On this element you also have the opportunity to store information of address. The logic choice for location is therefore personnel area. The personnel subarea is the the last element, which we can assign a dimension to. The dimension choosen for this element can be functional area or something else depending on your sompanies need for splitting up your employees in different groups. The personnel subarea can also be left blank for future use. The structures must be defined so they are as stable as possible. This statement is done because you don’t want to change the structures when you have been live for a couple of years since you will be faced with a huge migration task of the historical data, which is stored on your employees. Let’s imagine you want to erase the existence of several personnel areas. Then you can’t just delete them in customising because this will corrupt your master data records in production. So if you wish to delete old e.g. Personnel areas you need to migrate the existing master data records to a new personnel area and when there is no master data records left with the old personnel area you can delete it. One of the missings in our definition table for personnel area and subarea is the validity period which exist for almost all other SAP master data.  Even the migration of old master data records can prove to be a difficult task since you  will reach the limits for retroactive accounting to time and payroll –so please spend some time on analysing your need for dimension when you are analysing which dimensions you wish reflected on the elements in the enterprise structure. When you decide which dimensions you want reflected in your structures you should determined whether the dimension belongs to finance or HR. Lets have an example with legal entity, since this is also a needed dimension for finance placed in the company code. If the legal entity is placed in the company code we don’t need this dimension copied in the personnel area since this would be redundant information and we would waste a dimension opportunity in the enterprise structure. For set ups where we have relations to other legal systems we should stay focused in treating SAP HCM as the future master system and don’t misform the enterprise structure with odd dimensions, which belongs to e.g finance or logistic. If you have a mapping need for your employees to be identified in these legal systems you can set up a customer specific infotype, which contains the dimensions needed for the existing legal systems. You will hereby keep the enterprise structure free of bindings to existing systems and can focus on making the enterprise and personnel structure fit for handling future needs in regards to time, payroll, compensation, reporting and autorizations.  The structures elements must be crystal clear. This means you can only have one dimension defined pr element. This means e.g if you decide the personnel area should be defined as location then it could make future problems if you defined some of the personnel areas for production, warehouse, transport and administration because you will suddenly be faced with the problem of the end users who don’t know what to assign an employee to, should it be Stockholm or production ? An other issue could be if the employee group is defined as active, retiree, pensioners, directors and board members. Should directors be assigned as directors or active ... Or is it because directos can’t be active? So please keep your elements dimensions clean and don’t try to mix them The personnel area and employee subgroups has groupings and indicators assigned which controls the validation of data such as grouping of absence types and holiday calender for our employees but this is onlu one of the main aspects out of three who must be investigated before the structure is finalized. Please see my other article related to setting up the enterprise structure here.
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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