Structures
Structures are required to represent statutory, regional and organizational conditions in an organization.
- Allocation of employees to the structures is the first step for entering personal data.
- Allocation to structures also help to find out the following:
- Where does the employee work?
- Which position does the employee hold?
- How many hours in a period does the employee work?
- Which public holidays does an employee get?
- How is the employee paid?
There are 3 types of structures in SAP
1. Enterprise Structure
2. Personnel Structure
3. Organizational Structure
For an employee , information about these three structures is stored in IT0001
Enterprise Structure
Below is a sample Enterprise Structure-
There are 4 main components of the enterprise structure
1. Client
2. Company Code
3. Personnel Area
4. Personnel Subarea
Lets look into them in detail
CLIENT
- It is an Independent legal and organizational unit of the system. A client generally is an entire corporate group(example xx).
- It can be a identified by a 3 character alphanumeric code (like 058,AZZ)
- No data exchange can take place between clients (only in exceptional cases)
- An employee who changes from one client to another must be assigned a new personnel number
- Client 000 is delivered by SAP and should not be changed.
- Your SAP system contains both client-independent (e.x. programs , transactions , reports) and client-specific elements.(hr master data , om master data)
COMPANY CODE
- The company code is an independent company with its own accounting unit; a company that draws up its own balance sheet (e.x. xx Chemicals , xx electric).
- Identified by a 4 character alphanumeric code (ex. 0001,AB01)
PERSONNEL AREA
- It represents a subdivision of the company code (Ex xx Chemicals Australia , GE Chemicals UK)
- Identified by a 4 character alphanumeric code (ex. 0001,AB01)
- You have to assign unique personnel area to company code
- Personnel Area is used as selection criteria for evaluations and used in authorization checks
PERSONNEL SUBAREA
- It represent a subdivision of the Personnel Area (Ex for xx Chemicals UK , valid personnel subareas could be xx Chemicals London , xx Chemicals Brussels)
- Identified by a 4 character alphanumeric code (ex. 0002,ABCD)
- Some important indicators set by the PSA include groupings for the following:
- 1. Default values for Pay scale area and Pay scale type
- 2. Public Holiday calendar
- 3. Appraisals
- 4. Assigning of legal persons
- 5. Default values for Basic Pay
- 6. Grouping for wage types
- 7. Assignment for tax-related corporate features
- Company regulations (for HR) are defined at the Personnel subarea level. These regulations maybe legal, contractual or company-specific.
- Personnel structure displays position of individual people in the enterprise as a whole.It comprises of
- 1. Employee Groups
- 2. Employee Subgroups.
- Examples: Active, Retiree, External
Personnel Structure
EMPLOYEE GROUP
- Employee Group is used to classify employees in general terms.
- It defines the position of the employee within the company’s workforce
- Identified by 1 character alphanumeric code (Ex 1 , A).
- Examples of different valid Employee Groups would be Active, Pensioners, External
- Employee Group has the following important organizational functions
- 1. Can be used to generate default values for data entry, example for payroll accounting area or an employee’s basic pay.
- 2. Can be used as a selection criteria for reporting.
- 3. Can be used as an entity for authorization checks.
EMPLOYEE SUB-GROUP (ESG)
- Employee Subgroups are subdivisions of Employee Groups.
- Each ESG is assigned a 2 character alphanumeric identifier ($$).
- Examples of valid ESGs for an Active employee would be Trainee, Hourly Wage Earner, Salaried Employee, Non-pay scale employee
- Employee regulations (for HR) are defined at the Employee Subgroup level.
- Some important indicators set by the ESG include groupings for the following
- 1. Work Schedules
- 2. Appraisals
- 3. Grouping for Wage types
- 4. Grouping for Collective agreement provision
- 5. Processing of employee’s payroll
- 6. Assigning employee characteristics like activity status, employment status and level of training.
- 7. Time quotas
- 8. Payroll Area
- It is based on Organizational plan.
- Organizational plan provides foundation of Organizational Management.An organization uses an organizational plan to represent relationships between individual departments and work groups
- The organizational plan uses elements called objects like Persons (P), Jobs (C), Positions (S), Organizational Units (O), Cost Center (K) etc.
- There are interfaces present that help one to build Organizational Structures
Organizational Structure
- It is based on Organizational plan.
- Organizational plan provides foundation of Organizational Management.An organization uses an organizational plan to represent relationships between individual departments and workgroups
- The organizational plan uses elements called objects like Persons (P), Jobs (C), Positions (S), Organizational Units (O), Cost Center (K) etc.
- There are interfaces present that help one to build Organizational Structures
Integration of OM and PA
- Integration switch – PLOGI ORGA integrates PA (Personnel Administration) and OM (Organizational Management).
- If integration between PA and OM exists, then on entering a position in Actions Infotype (0000), system proposes values stored in OM for EG, ESG and PA.
Balajee
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