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Articles Tagged ‘OM’
Careers at Symphony Consulting
Tuesday, August 31st, 2010
Symphony Management Consulting is a leading provider of SAP Human Capital Management consulting services. We are a rapidly growing company and need motivated, enthusiastic people to join our team from Project Managers to Consultants. Symphony offers 100% paid benefits for the employee. We also offer competitive salary and bonus packages for our team.
Public Sector Consultants – This individual will be responsible for blueprint through go-live. We are seeking consultants in various modules from PA through Payroll. Over 5 years experience in SAP HCM is required along with a minimum of 3 full public sector implementations. These individuals, in addition to skills in PA, OM, BN, Time or Payroll, MUST have experience with concurrent employment.
Private Sector Consultants – This individual will be responsible for blueprint through go-live. We are seeking consultants in various modules from PA to Payroll. Over 5 years experience in SAP HCM is required along with a minimum 3 full implementations.
Technical consultants – Symphony has a number of Workflow, ABAP, Securities positions specific to HCM. We are seeking consultants who have 5 or more years experience and a minimum 3 full implementations.
To submit your resume for consideration, please e-mail careers@symphony-consulting.com or click Submit Application below. Be sure to specify which position you are interested in.
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Integration within the HCM Module
Thursday, August 26th, 2010
Question
How is integration in personnel management a critical function?
Answer
Integration within the HCM module (i.e. Personnel Administration to Organizational Management, Personnel Administration to Time, Time to Payroll) and within the SAP system (i.e. HCM to Finance, Payroll to Cost Accounting) is one of the key benefits of implementing SAP within an organization. It provides for a single point of data entry into one module/sub-module which can be utilized in another module/sub-module. For example, employee master data entered into the personnel administration sub-module of HCM can be used by other modules (i.e. Finance, EH&S, Project Systems) without having to rekey the data, thereby saving time, reducing keying errors and ensuring data consistency.
Posted in Ask the Experts | No Comments »
The Power of Benchmarking
Monday, August 23rd, 2010
Benchmarking is the continuous process of comparing and measuring an organization’s business processes against those of business leaders anywhere in the world. We all know that identifying and implementing best practices will generate business excellence. We also know that benchmarking is no magic cure - but when executed properly, it promotes continuous improvement.
For HR people, this translates into the following:
- Standardizing and automating transaction processing to reduce the cost of delivering basic HR services
- Using freed-up resources to support an integrated talent-management process
- Integrating HR and relevant non-HR systems to eliminate information barriers and reduce time to market
- Providing every manager access to decision-support tools and people information
- Delivering relevant business metrics to front-line managers, linking people processes to operational performance
- Benchmarking HR’s performance against industry metrics and best practices
For those of you who have not heard of it, there is a dedicated ASUG/SAP benchmarking and best practices program providing an excellent forum for SAP customers to track trends, share best practices, and measure value based upon key performance drivers. To date, more than 200 companies have participated in the study, including more than 30 participants from the high-tech industry, with revenues of between less than $1 billion to more than $10 billion. The study covers the full scope of HR business process, segmented in sub-processes such as recruiting and staffing, learning and development, and payroll administration.
For more information about the program, visit www.asug.com/benchmarking or contact benchmarking@asug.com. Please also visit: https://www.benchmarking.sap.com/files/surveyExamples/HCM_Sample_Report.pdf.
Posted in Tips and Tricks | No Comments »
Organizational Management Integration with Personnel Administration
Monday, July 19th, 2010
Question
After performing transfer action though LSMW, the new position assigned to the employee in Infotype 0001 is not reflecting in organization structure, only the position is reflecting without person.
Answer
There are a number of outstanding questions that would need to be answered before we are able to provide a comprehensive response, however, you can start by verifying that the PLOGI setting on table T77S0 is set for OM and PA to be integrated and if this is for data conversion there are programs that are to be run after data conversion programs are run:
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RHINTE00 |
If HR Master Data is available in the above form, you can use this report to transfer data to OM. |
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RHINTE10 |
This allows for objects created in Organizational Management to be “recognized” during transactions in Personnel Administration |
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RHINTE20 |
Checks whether all of the objects relevant for integration exist in both PA and OM. |
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RHINTE30 |
Allows you to transfer a person’s org. assignment, position, org. units, etc.) from OM to Infotype 0001 in PA |
If you need further clarification, please provide us with the following information: Is this first time the LSMW was used for this action? Was Infotype 0000 populated with the action or did the program only update Infotype 0001? Were the other org. structure fields populated (org. unit, job) on Infotype 0001 or just the position? Is LSMW being used to do data conversion to prepare for go live?
Feel free to respond or ask additional questions in the comments section.
Posted in Ask the Experts | No Comments »
Creating job tasks/functions in SAP
Friday, June 18th, 2010
Question
How can I create a job task/functions in SAP?
Answer
Utilizing transaction PP01 you can create a task. The object type would be a ‘T’ for Task. First create the Object Info type with both the short and long description. Complete any remaining info types as required per your requirements. The next step would be to tie the task to the job via a relationship. In PP01 enter the job object number, with an object type of ‘C’ and then choose the relationship info type. Enter B 007 as the relationship for the task to the job. The type of related object would be a ‘T’ and then enter the object number.
Posted in Ask the Experts | No Comments »
How to translate your Organizational Structure into a foreign language
Monday, June 14th, 2010
After creating your organizational structure in your native language, there are a few steps that you need to perform to be able to show the structure in a foreign language.
To start, begin with translation. Have someone in your organization translate all of the objects that are shown in the structure. Organizational units and positions are critical. You may also want to consider translating jobs and any other objects you are using. Be sure to translate both the short and long description so each will be available for reporting purposes.
Once that is complete, run transaction RE_RHTRANS0 or follow menu path Human Resources –> Organizational Management –> Tools –> Infotype –> Translate.
Select your plan version and then the object type that you wish to translate. Enter the target language at the bottom of the screen and execute.
A list of your objects will appear with a blank field below each one for you to enter the translated text. Feel free to cut and paste into these fields. Save your data when finished.
Now you can modify tabs on your organization and staffing screen. You will need to add the names tab in order to display the description in different languages.
Posted in Tips and Tricks | No Comments »
Creating OM and PA data thru LSMW
Thursday, April 15th, 2010
There are many ways to upload your PA and OM master data to SAP HR, but the one method that I have learned to have more control over and have minimal data errors is by using LSMW. There should be a Data Migration strategy indicated on your Business Blueprint documenting the sequence of OM and PA infotypes to be loaded. The DM strategy would contain also the scope of data to be loaded, the freeze date of the snapshot of the data, the key dates to be used, the list of LSMW programs to be created and of course some volumetrics of the data to be loaded. That way you have a complete plan in your hands that you can follow. Now let’s get started.
Typically, you would need an initial upload in PA just to get things started. You should load these infotypes first:
· Actions Infotype (IT0000) – This record captures the EE’s hire date into the organization as well as their personnel number and some Enterprise structure details
· Organization Assignment Infotype (IT0001) – This record captures the some more information about the EE’s Enterprise Structure Details except for Position, Job and Org Unit. You can use the default position 99999999.
· Personal Data infotype (IT0002) – This record captures initial basic personal information like the First Name, Middle Name and Last Name. Personally Identifiable Information (PII) is not loaded, only when authorizations in SAP HR are active. And PII is normally loaded only in the Production system.
There are many alternatives to uploading these infotypes with an LSMW, and the most efficient way I have used so far is recording the Conversion Hire Action into the LSMW. The Conversion Hire Action is configured only for the three initial infotypes mentioned above. You can remove the conversion action from PA40 once you are live. As for other PA infotype uploads, I recommend that you simply use PA30 when recording the PA infotype creation for the LSMW. You will have more control and flexibility in the long run.
Once you have this initial PA upload ready you can at this point prepare your OM data. Don’t worry, the current org assignment of the EE will be loaded in another LSMW upload as soon as the OM data is loaded and verified.
In your current SAP Installation, SAP has some standard delivered OM objects for your org structure that you may not need. To delete these objects you may have to use report RHRHDL00. This program will delete all infotype objects associated with an object. Cleaning up the SAP system will reduce data errors in your uploads. If you skip this step you may end up having a German named Org Unit, Position or Job in your Org plan, so it is better to safe now than sorry later.
OM data must be loaded in a correct sequence depending on your requirements; one must plan the creation of your organization structure with ESS/MSS in mind. That way your approval hierarchy will be in place and you will avoid a lot rework when you are implementing ESS/MSS. I have written down a sample sequence just to give you an idea how OM infotypes should be loaded. There are several ways for you to use an LSMW you could either have multiple LSMW’s for each object to be loaded or you can have just one for the objects and another for the relationship objects. I don’t recommend using the OM actions as it is just too much data to verify in one go. You can use PO03, PO10, PO13 or PP01 as part of your LSMW recordings.
If you have multiple companies I suggest that you load the smallest organization first so that you can confirm that your LSMW’s work and your data sheets are organized correctly. If you need to load in piecemeal then do so, that way you have more control and it will be easier for you to verify what you have loaded. But that’s really all up to your overall strategy. Let’s take a look below.
- Org Unit Objects (IT1000)
- Job Objects (IT1000)
- Position Objects (IT1000)
- Org to Org relationship objects (IT1001)
- Position to Job Relationship Objects (IT1001)
- Position to Org Unit Relationship Objects (IT1001)
- Chief Position Object (IT1001)
I recommend that you load all the objects first and then the relationships, you can upload the rest of the related infotypes later once you have at least uploaded these objects and their relationship infotype records.
When it comes to number ranges for these objects the best way would be use external number ranging and assign the object IDs yourself. When I had used internal numbering for the objects, I had to spend some time creating the object relationships sheet manually before I do the upload into the different SAP systems as the internal numbers assigned during the LSMW upload differ from DEV,QAS and PRD. So your data sheets are off already once you switch from DEV to QAS and then again from QAS to PRD. If you use external number ranges that would make the LSMW uploads into the different SAP systems easier as you will have the same object id throughout the conversion activity, therefore negate the need to redo your data sheets.
With all these OM objects loaded, a consistency check must be executed. OM-PA Integration reports RHINTE10 and RHINTE20 must be executed so that all OM objects that are uploaded are also present in the PA side. When you have performed these two reports, it will be time to upload your next PA LSMW upload which is the Organization Reassignment data. This data represents the EE’s current position in the organization as of the freeze date that has been agreed upon with the client. If there are recent changes to an EE’s position after the freeze, you have to discuss with your client how you want to update your MD.
Assuming that your Org Assignment LSMW update went well, you need to execute RHINTECHECK. This program will basically report which PA or OM data is inconsistent and is able to provide an explanation
To investigate the inconsistency, go to PA30 and look at the Organization Assignment infotype (IT0001) of each employee in the report. Once you are in infotype 0001 click on the Org Structure button and compare the values in the pop-up box and IT0001.This will show you whether the Position or Org Unit or Job are the ones that have inconsistency and which EE has the inconsistency
If you click on the Org Structure button in infotype 0001 and you get an error message that there is no Org Structure for this object then there is no holder for that position in OM. You have to execute RHINTE00 with the create holder relationships only. Be careful that you only create the holder relationships only, otherwise you will have the program create extra OM objects that you will not need. Now if you look the Org structure button in IT0001 and you do get some data but it is not the same as the one in IT0001. Let’s say after confirming with your client that the data in OM is correct, then you need to execute RHINTE30. This report creates a batch input session for specified personnel numbers. The session updates IT0001 for the persons concerned. I recommend that you start this report in test mode initially. With these tips you will be able to upload your PA and OM master data in all your SAP systems consistently.
As I said in the beginning of this blog that there are many ways to upload your data, I only discussed one method of uploading it. I have used this method many times and this is a method I would recommend to most clients because you have more control and it is much faster than the other methods I have used in my career with SAP. The trick here is to organize your data, make sure that all the objects you need are present and stay in constant communication with your client as they own Organization Plan you are loading and therefore are the best persons to verify your Org Plan.
Posted in Commentary | 2 Comments »
We had a great time at HR2010!! Thanks everyone
Thursday, April 15th, 2010
The HCM2010 show was another great success for Symphony Management Consulting. This year we saw more attendees and vendors than we have in recent years, surely a good sign that organizations are looking at implementations, enhancement projects and new technologies to improve the processes and efficiencies of their HR systems. This conference is an exceptional venue to educate yourself through the seminar series, see demo’s of the newest enhancements and meet the experts that provide the solutions for your next project.
As in years past, Symphony continues its commitment of educating attendees on a wide variety of HCM topics. The Symphony team leverages our knowledge and experience to deliver information on 7 Tips and Tricks for OM, Leverage Dynamic Actions to streamline HR Data, Best Practices for achieving a higher ROI in SAP HCM, and Proven techniques to properly configure and optimize HCM.
Throughout the show our booth was visited by attendees that sat in our presentations and the common theme of those conversations were “it was a great presentation, thank you for sharing that information for us.” “The presenter was very helpful and was able to answer a lot of our questions.” Comments like these are reminder of why we invest so much into this show and the value it provides. Symphony is committed to helping people better understand and prepare for the work ahead of them.
Due to the success and popularity of the presentations, Symphony will be launching a monthly online HCM workshop where we hit on key topics that will educate, share tips and tricks and answer questions. Look for more information on this shortly.
We’d like to hear from you on what you want to learn about or more information about. We will then incorporate these things into our agendas to give you more of what you need.
Thank you to everyone who stopped by and helped us make this another successful HR2010.
Visit http://www.symphony-consulting.com/saphr2010 or http://www.sapinsiderhr2010.com to learn more about the event.
Posted in SAP HCM News | No Comments »
How can a position report to two positions?
Thursday, April 15th, 2010
Question
I had an OM question about dotted line relationships and how a position can report to 2 persons? I think this is done in Matrix organizations although I have rarely seen people use it.
Answer
If you have need of a position reporting to a Chief AND another position, try using the 742 relationship. A742 (Indirectly Reports To) and B742 (Is Indirect Supervisor Of) are relationships that can be set up between positions in addition to the A012/B012 relationship. You can easily report off of this relationship via an evaluation path.
Posted in Ask the Experts | 2 Comments »
Can you automate OM via Workflow?
Thursday, April 15th, 2010
Question
We are trying to get OM up and running for workflows. My boss wants the OM maintenance automated (i.e. using custom ABAP to manage the daily updates on OM…new hires and position changes). In the clients that you worked for, did anyone automate this process or can this process be automated?
Answer
If your Organizational Management side is not automatically updated with your Personnel Administration actions (for such things as new hires or changes in an employee’s position), this indicates that the OM/PA integration is turned off. The simplest way to rectify this is to turn integration ‘on’ via table T77S0. In this table, set the value of PLOG ORGA to ‘X’. Additionally, ensure that feature PLOGI defaults an X to your appropriate area of your organization where you want integration on. Be careful when setting integration on in an existing system as they may have been reasons why integration has not been turned on.
Posted in Ask the Experts | No Comments »
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