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Structural access to employees based on grouping them in Authorization nodes. The organisational structure does not always grant you access  to those employees you should access and it can therefore be usefull to group these employees.
Access to employees based on several entry points in the organizational structure. Access to other perspectives of an organisation can be a scenario where several teamleads from an production units must have access to all production workers shiftplans because there is only one teamlead present at a certain point of time. Or a group of employees with similar functions are spread acorss several business units and the HR function wants to evaluate them similar regarding compensation management, time management or .... In the authorization set up there is sometime theese needs to specify access to fragments of the organizational structure, where the access and structure for access is different from the regular organisational structure set up. Instead of assigning the end user several structural authoriszations which gives him/ here access to the specified areas you can collect the areas in an authorization node. The authorization node is the name of the customer specific objectttype, which is created through customising. You can then through an customer specific evaluation path, which includes the new relations and objecttypes give access to all areas with one structural authorization. This will minimizes the need for P_ORGINCON profiles. But you can also use other evaluation paths for accessing certain specific employees. You can use the evaluation path such as jobgroup—job—position –person to grant access to employees, who is within the topmanagement group, employees who is within the specialist group and etc. This last set up requires you have an reliant job catalogue which is used by the organizations positions. Pros:This solution can grant you an easier operation for assigning roles since you in case of using P_ORGINCON will be able to have fewer structural authorization compared to have one which is created per entry point in the organisational structure. Cons: The solution will only work as long as you maintain the relations between the entry points and the Authorization node. If this maintenance is not updated according to the structure it will become obsolete and useless. The workload for maintenance of these entry points in the organisational structures depends on the organisations stability. If you are in a business where you constantly have changes in the organisational structure you will find this solution rather work intensive. Another approach for using this solution which can make it rather work intensive is when you assign entry points to the authorization node based on work teams or even on a level as positions. The user is assigned access to the yellow org units through an authorization node. In this way the user only needs one structural profile for being granted access to those units he needs access to.
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