1

Organizational Plan: Contents

 Bases of organizational management

 Use of simple maintenance
 Prerequisites for workflow

 SAP AG

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1.2

Organizational Plan: Objectives

At the conclusion of this unit, you will

 Understand the methods used in
organizational management
 Understand the meaning of
organizational units, jobs,
positions, and tasks
 Be able to use simple maintenance
 Be familiar with the interface between
organizational management and
workflow

 SAP AG

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1.3

Organizational Plan: Business Scenario

SAPBusiness Workflowwill be
implemented at your enterprise. Your
task is to ensure that the Human Resource
department meets the implementation
prerequisites.

 SAPAG

(C) SAP AG HR550 2-3

1.4

Section 1: Bases of Organizational Management

 SAP AG

(C) SAP AG HR550 2-4

1.5

Methods - Object-Based Design

Organizational management is based on creating

and using organizational objects, and relating
them to each other

 Manages
 Describes
 Reports to
 Is subordinate to
 etc...

 SAP AG

 Organizational management is based on the idea of representing each element within an organization as
a separate object with its own, individual characteristics. Such objects are created and maintained
individually. They are then linked to each other by relationships (see above) to form a network that is
flexible enough to facilitate personnel planning, forecasts, and evaluations.

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1.6

Elements of an Organizational Plan

The relationships between the basic object types

give rise to the following main blocks

Marketing Sales Mexico Reg Sls Mgr

 Organizational structure
Reg Sls Mgr
 Reporting structure
Reg Sls Mgr

 Staff assignments Admin.Assist.

 Job index Sales Europe Reg Sls Mgr

 Work center index Reg Sls Mgr

Sales US Reg Sls Mgr

 Task catalog
Reg Sls Mgr

Admin.Assist.
R

Admin.Assist.

 SAP AG

 The organizational plan provides a way of representing the Human Resource environment at your
enterprise as a structure. It is both dynamic and complete. All information is fully integrated but
maintained in separate infotypes. You can decide to create an organizational plan for your entire
enterprise, or just a small section or department.
 The organizational structure constitutes the hierarchy that exists among the various
organizational entities at your enterprise. You create an organizational structure by creating and
maintaining organizational units, which you then relate to each other.
 The reporting structure identifies the chain of command, or authority structure, that exists at
your enterprise. You create a reporting structure by creating and maintaining positions.
 Staff assignments constitute the assignment of positions to organizational units, and the
relationships between positions and persons. You create staff assignments by copying a position
from a job, assigning the position to an organizational unit, and assigning a holder to the position.
 The job index contains the various jobs at your enterprise. You create a job index by creating and
maintaining jobs.
 The work center index contains the various work centers at your enterprise. You create a work
center index by creating and maintaining work centers.
 The task catalog contains the tasks performed by the employees at your enterprise. The catalog
can also identify sets of tasks that are routinely performed together. You create a task catalog by
creating and maintaining tasks and then, if necessary, relating them to each other.

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(C) SAP AG HR550 2-7
1.7

Object Types

Organizational management is based on using

objects and relationships. There are five basic object types,
each with its own object type code

Object types Object type codes

 Organizational units O
 Jobs C
 Positions S
 Tasks T
 Work centers A

 SAP AG

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1.8

Organizational Units
Executive Board
Organizational units
describe the various
business units at your
enterprise.
Several organizational HR Finance
units with
corresponding
relationships constitute
an organizational
structure.

Payroll Benefits A/P A/R Audit

Examples:
 By function
 By geographical region
R

 By business process
 SAP AG

 Organizational units can be defined loosely in accordance with functional or regional criteria, or
more specifically as special project groups, depending on your enterprise.
 Organizational units must be related to each other in an organizational plan. These relationships give
rise to the hierarchical structure of your enterprise.
 Example:
In the above example, the HR organizational unit is superior to its two subordinate objects, Payroll
and Benefits.

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1.9

Jobs

Jobs are general Examples:

classifications of
 Head of Department
tasks performed
 Buyer
by employees
 Secretary

Secretary Buyer

Head of Department

 SAP AG

 Each job is a unique description of a job at your enterprise. When jobs are created, their tasks and
requirements are taken into consideration.
 Jobs are used in the following components:
 Job and Position Description
 Shift Planning
 Personnel Cost Planning
 Career and Succession Planning
 Note:
Your job descriptions should be as general as possible and as detailed as necessary.

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1.10

Positions
 Positions are specific to
Positions are the your enterprise
concrete representation
of jobs. They are held  More than one position can
by individuals at your be based on the same job
enterprise.
 Each position typically
represents one employee,
but may be partially filled
by more than one
Job:
Head of
Dept.

Position:
Position: HoD: HR
HoD: Purchasing
R

Position:
HoD: Sales
 SAP AG

 Once you have created a job, you must define the number of positions required at your enterprise.
 A position inherits the job’s tasks, and can also be assigned its own additional tasks.
 Positions can be 100% staffed, partially staffed, or vacant.
 Example:
Jobs are not staffed by employees. That is the role of positions. If jobs must be performed by more
than one person, more than one position must be created to meet this requirement. A position can
also be shared by more than one employee, each of them assigned in part to the position. For
example, one employee can be 60% assigned, and another 40% assigned to the same position.

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1.11

Tasks

Tasks describe jobs Manages department,

coordinates meetings
and positions

Job: Head of Dept.

Determines
sales quotas

Maintains production
shift schedules

Position 1: Sales Manager Position 2: Production Manager R

 SAP AG

 Tasks can be considered as

 Workflow elements used to monitor cross-applicational processes
 Human Resource tools used to describe positions and jobs (this will be discussed further)
 As far as HR is concerned, tasks are individual duties and responsibilities that must be undertaken by
employees.
 All tasks are included in a task catalog. The task catalog lists all of the tasks that exist in a particular
period. If task groups have been defined, the catalog also illustrates how the various tasks are linked
to each other.
 If you intend to relate tasks with positions, you must first relate the tasks that are common to all
positions with the appropriate job. If you then create positions using jobs, the tasks are assigned
automatically to the positions. This method saves you lots of time and energy because individual
tasks do not have to be related with individual positions.
 Note:
If you assign the same tasks to different jobs, you can apply different weightings. This provides
you with more information when analyzing job descriptions.

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(C) SAP AG HR550 2-13
1.12

Work Centers
 Restrictions
Work centers describe the
 Health examination
physical locations where
tasks are performed requirements
 Examples:
 Word processing,
21st floor
 Welding,
central plant

 SAP AG

 Work centers describe specific physical locations where work is performed. They are equipped for
this purpose.
 A work center can be a general location, such as a branch office in Philadelphia or subsidiary in
Singapore, or a precisely defined location, such as a specific work center with specific equipment in a
specific building. This kind of work center definition is useful in a factory or plant, for example.
 Several positions can share one work center. For example, the reception work center can be assigned
to two positions held be employees assigned to different shifts.
 Once you have created work centers, you can describe their characteristics. For example, you can
assign restrictions such as this work center is not suitable for physically challenged persons, or
determine that specific health examinations must be carried out on a regular basis.
 Note:
If you also want to use a work center in Logistics, its characteristics specific to production are
assigned within the Logistics application component.

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1.13

A d d itio n a l O b je c t T y p e s
O n c e y o u h a v e c r e a te d y o u r o r g a n iz a tio n a l p la n u s in g
th e fiv e b a s ic o b je c t ty p e s , y o u c a n c r e a te a d d itio n a l
o b je c t ty p e s to c o m p le te th e r e p r e s e n ta tio n o f
y o u r e n te r p r is e

 C o s t c e n te r
 P e rs o n
 Q u a lific a tio n s C o s t c e n te r

 U ser
Q u a lific a tio n s
 B u s in e s s e v e n t ty p e
 e tc .... R

P e rs o n
 SAP AG

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1.14

Relationships Between Basic Object Types

 Organizational units O C Job

 Jobs C
 Positions S S S
Position S Position
 Tasks T Position
 Work centers A
O Org. unit

S O Org. unit
Position
S Position
C Job

S Position T T
Task Task

S S R

Position Position

 SAP AG

 The relationships between basic object types are defined in the standard system and should not be
changed.
 Each standard relationship has a three-digit code. The customer namespace is from AAA to ZZZ.
 Relationships between objects are reciprocal. If a job describes a position, for example, then the position
is described by the job. When you assign a relationship, the system automatically creates its inverse
relationship. This enables you to carry out reporting from either perspective.

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1.15

Relationships Between Organizational Units

An organizational unit “reports to” another organizational unit
Example: finance “reports to” administration
An organizational unit “is the line manager of” other
organizational units
Example: the executive board “is the line manager of” administration,
production, and sales

Board Relationship
A/B 002

Administration Production Sales

Finance Controlling HR
R

 SAP AG

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1.16

Relationship Between Jobs and Positions

The job “describes” the position.
The position “is described by” the job.

Relationship
Administrative assistant
A/B 007
for marketing department

Administrative assistant
for executive board
Job:
administrative
assistant
Administrative assistant
for research department
R

 SAP AG

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1.17

Relationship Between Organizational Unit

and Position

Positions are linked

to organizational
units by relationships

Relationship
A/B 003 R

 SAP AG

 Positions must be linked to an organizational unit. However, if you want to view the position hierarchy,
you must create a reporting structure by relating positions to each other.
 An organizational unit can incorporate one or more positions. A position belongs to an organizational
unit.
 Example:
The organizational unit "Personnel" incorporates the positions "Head of Department" and
"Secretary".
The position "Secretary" belongs to the organizational unit "Personnel".

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1.18

Relationship Between Positions

Position “reports to” another position

Example: the position of payroll administrator “reports to”
the payroll supervisor
Position “is line supervisor of” another position
Example: the payroll supervisor “is line supervisor of” the
payroll administrator

Payroll Relationship Payroll

administrator A/B 002 supervisor

 SAP AG

 The relationships between positions form the reporting structure, which can be evaluated independently
of the organizational structure.
 Note:
It is a good idea to create a reporting structure if it differs from the hierarchical structure of the
departments at your enterprise.

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1.19

Relationship to Person and R/3 User

The holder relationship assigns a person or user

to a position

Person
Holder
relationship

Position

User
 SAP AG

 There are two ways of assigning a user to a position:

 The user is related directly with the position. This method must be used if Human
Resources has not been implemented.
 The user is maintained in infotype 0105 "Communication" of HR master data. By relating
the person with a position, the user is related with the position automatically.
 The position-user-relationship is used by workflow for the distribution of work items.

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1.20

Data Model
reports to/
is line
supervisor Cost Center Allocation
of

Organizational
Unit belongs to Cost Center
Cost Center
incorporates
Allocation

is described
belongs to
by

describes incorporates

is described
Job by is described Position Work Center
by occupies
Holder
describes describes

Task Person/User
R

 SAP AG

 You can enhance the existing data model in Customizing. For example, you can define new
relationships between object types.

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1.21

Infotypes
Object characteristics are maintained in infotypes

s
mppllees
Exxaam
E
Maaiinn icss
M
tc
 Object h a
a r
r a
a cctteerriissti
cch  Organizational unit, position,
job
 Relationships  belongs to, reports to

tioonnaall
AAddddiiti rissttiiccss
ctteeri
cchhaarraac

 Description  General text

 Work schedule  Planned working hours

 Cost planning  Cost elements

 Address  First address, second addressR

 SAP AG

 Objects consist of three components:

 The first component is the ID number, a short and long text defining the existence of the object.
 The second component is the structural relationship or relationships between the object and other
objects.
 The third component is the object characteristics.
 Relationships are a descriptive and functional link between objects. For example:
 A person is the holder of a position
 A position belongs to an organizational unit
 An organizational unit is assigned to a cost center in CO
 Some infotypes can only be assigned to certain objects. For example, the Vacancy infotype is only
allowed for positions, and the Restrictions infotype is only allowed for work centers. Not all infotypes
are mandatory. However, they can contain important, detailed information on objects.

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1.22

Methods - Plan Versions

Plan versions are used to display organizational plans
in different scenarios

Plan Plan Version

version
code PV Plan version text

.:
00
01 Current plan
AS Acquisition scenario
DS Downsizing scenario
FY Fiscal year-end scenario
TP Performance plan
25 Plan version 25

 SAP AG

 You can maintain any number of plan versions. One of these plan versions represents the active
organizational plan, and is flagged as the active integration plan version.
 Plan versions exist independently of each other. They can be created as copies of the original plan,
which you then change and re-evaluate without modifying the valid plan.
 Each new plan version is assigned a unique, two-character, alphanumeric identification code.
 You can determine the current plan version for each individual session, or generally using the user
parameters (POP).
 Examples of organizational structure scenarios:
 Restructuring
 Downsizing
 Expansion
 Outsourcing

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1.23

Methods - Additional Planning Aids

In Organizational Management, information is always
assigned a status and a validity period.
Time constraints are used to determine rules on
how long the information exists.

Status Validity period Time constraint

Planned Jan. 1999

1
Active Submitted Time

Rejected
Approved
Dec. 2002

31 R

 SAP AG

 The status indicator enables you to optimize your planning process. Objects in plan versions can pass
through a planning cycle that finally activates or rejects them.
 The validity period enables you to determine, for example, that a position only exists for a specific
length of time. If an object is delimited, its relationships and characteristics are also delimited
automatically.
 Time constraints enable you to control system reactions in accordance with the requirements of your
enterprise. If you want a position to report to more than one superior, for example, you can adjust the
time constraint so that more than one relationship is allowed.
 The following time constraint classes are available:
 0: The information must be available for the entire duration of an object's existence,
and it cannot be changed.
 1: The information must be available for the entire duration of an object's existence,
but it can be changed.
 2: The information is optional, but can only exist once within any period.
 3: The information is optional, and more than one record can exist simultaneously
within any period.

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(C) SAP AG HR550 2-26
1.24

Methods - Planning
Organizational Management enables you to get a clear
picture of your organization in the past, present,
and future. Using this information, you can prepare for
and react to future HR requirements and changes.

Present Future
 SAP AG

 An enterprise’s organizational structure is displayed on the left side of the graphic as it currently exists.
Using the Organizational Management application component, any type of enterprise restructuring or
reorganization can be planned and then reproduced in the system.

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1.25

Section 2: Simple Maintenance

 SAP AG

(C) SAP AG HR550 2-28

1.26

Features of Simple Maintenance

Tree structure Initial screens Views

Board

Manufacturing
Organizational HR
Production plan Overall view view
Marketing
SAP Business
Sales: USA
Workflow HR
Sales: Europe users users
Account Enter notification of absence

Sales: Mexico assignment Notification of

absence created

Approve notification of absence

Approved Rejected

HR Set flag Revise notification of absence?

Set No Yes

Delete notification of Revise notification of

absence absence

Planning
Deleted Revised

Resubmit for approval?

No Yes

Administration
Characteristics
Complete workflow

Workflow
completed

Finance

 SAP AG

 Simple maintenance uses a tree structure, which enables you to quickly and easily create a basic
framework for your organizational plan.
 When you use simple maintenance, different initial screens enable you to access different functions.
 The Organizational Plan window enables you to
 Create and maintain your organizational structure
 Add jobs and positions to the organizational structure
 Assign tasks to jobs and positions
 Create a reporting structure
 In the Account Assignment window, you assign cost centers to your organizational units and
positions.
 In the Characteristics window, you can assign the most important information to your objects.
 Simple maintenance is intended for workflow users and HR users, which means you have a choice of
two views. The overall view enables users to access all functions required by workflow. The HR view
restricts access to the areas relevant to Human Resources.

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(C) SAP AG HR550 2-30
1.27

Creating an Organizational Plan in Simple

Maintenance
Manufacturing
Sales: Mexico
Executive Board

Step 1: Create the root Step 2: Create additional

organizational unit organizational units

Administrative
assistant,
sales: Mexico Step 4: Create Step 3: Create
positions jobs
Administrative
assistant

Step 5: Assign Step 6: Assign Step 7: Assign

tasks cost center holders

MO TU WE TH FR SA SU
1 2 3 4 5 6 7
8 9 10 11 12 13 14
15 16 17 18 19 20 21
21 22 23 24 25 26 27
R
28 29 30 31
Cost ctr 1002
Tasks: word processing,
scheduling meetings, answering phone Lisa Thompson

 SAP AG

 If you want to create an organizational plan in Simple Maintenance, the first step is to create a root
organizational unit. You can then create all of the subordinate organizational units.
 You can create organizational units and jobs in any order. However, they must exist before you can
create their positions.
 Tasks are assigned on the basis of jobs and positions.
 You assign cost centers to organizational units and positions.
 In the final step, you assign holders to positions, not to jobs.

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1.28

Step 1: Create the Root Organizational Unit

Executive
Board

Organizational unit Abbr. Executive

Name Executive Board

Validity period 04.01.1998 to 12.31.9999

 SAP AG

 If you want to create a new organizational plan, you start by creating a root organizational unit. This is
the highest unit within an organizational structure, such as the Executive Board. You then build the
organizational structure below the root organizational unit, that is, downwards.
 The date entered on the initial screen is used as the default validity period for all of the objects and
relationships you create.

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1.29

Step 2: Create Additional Organizational Units

Executive
Board

Manufacturing Sales Human

Resources Finance
and Production and Marketing

Validity period for

organizational unit
Board Executive Board
04.01.1998 - 12.31.9999
Abbr. Name
Manufac. Manufacturing and Production Relationship
Marketing Marketing and Sales 04.01.1998 - 12.31.9999
HR Human Resources
Finance Finance R

 SAP AG

 Starting from the root organizational unit, you create additional subordinate organizational units. In the
above example, the Executive Board is the superordinate object, and the Manufacturing and Production,
Marketing and Sales, Human Resources, and Finance departments are the subordinate objects.
 If you create organizational units in Simple Maintenance, the system determines the appropriate
relationship depending on where you place the organizational unit in the structure. The relationship
record is created automatically.

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1.30

Step 2: Edit the Organizational Structure

Executive
Board

Manufacturing Marketing Human

Resources Finance
and Production and Sales

Personnel Dev.

You can make changes

Payroll
to the individual
organizational units
within your Recruitment
organizational structure R

 SAP AG

 If you want to change the assignment of an organizational unit within the organizational structure, you
can move it. Moving an organizational unit changes the relationships between the organizational units.
In other words, you change relationship infotype records by delimiting the current record and creating a
new one.
 If you want to change the short or long text, use the Rename function.
 The following functions are also available:
 Delete objects and relationships
 Delimit objects and relationships
 Determine the sequence of organizational units
 You can display or hide further information such as the object abbreviation, validity period, and ID.

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1.31

Step 3: Create Jobs

Administrative
Staff
assistant
assignments

Validity period

04.01.1998 - 12.31.9999

Abbreviation Admin Assist.

Name Administrative Assistant

 SAP AG

 You create jobs in the Staff Assignments window.

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1.32

Step 4: Create Positions

Organizational unit
u Sales: Mexico

Choose defining job

Abbr. Admin Assist Create job

Name Administrative Assistant

Position

Abbr. Admin Assist

Name Administrative Assistant

Administrative assistant Number of required positions 3

for sales: Mexico
Validity period of positions 04.01.1998 to 12.31.9999

 SAP AG

 A fundamental concept in Organizational Management is that all positions must be related with a
job.This enables a position to inherit the attributes of the job, which considerably reduces the amount of
time required for data entry.
 Once a job has been created, it can be used as a template for positions. The system automatically creates
the relationship records between the positions and jobs. The name of the job is used as the default name
of the position.
 You can create more than one position at the same time. The same name is assigned to all of the
positions created this way.
 Unlike jobs, positions are assigned directly to organizational units.

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1.33

Step 4: Edit Positions

Marketing and Sales Existing positions

can be changed and
+ Sales: USA assigned additional
characteristics
Chief
- Sales: Mexico
position
Regional Sales Manager (Manager) Defining
relationships
Administrative Assistant Mexico
Regional Sales Manager
Administrative Assistant Mexico

Administrative Assistant Mexico

Administrative
Assistant
+ Sales: Europe
R

 SAP AG

 A chief position is a position designated as the leader of a particular organizational unit. You are not
obliged to designate chief positions. If you decide to designate chief positions, the system creates a
relationship between the organizational unit and position.
 The following functions are available:
 Rename
 Move
 Delete and delimit objects and relationships
 Determine the order of positions
 Note:
Designating a position as the chief position is for information purposes only. Chief positions can be
evaluated in Structural Graphics. If you want to create a reporting structure, you must access Detail
Maintenance or use the reporting structure function within Simple Maintenance.
 Tip:
If you intend to create a reporting structure for your positions, you must define the chief position
in the reporting structure.

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(C) SAP AG HR550 2-38
1.34

Step 4: Create Reporting Structure

Positions are related

with each other to form
a reporting structure

 SAP AG

 You can relate positions with each other to create a reporting structure.
 The reporting structure can be created within an organizational unit or across a number of organizational
units.

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1.35

Step 5: Assign Tasks

Position

Job
Task
Administrative Organizational unit
Task
assistant,
sales: Mexico
Task

Task

Task

Task
WF

HR

Task catalog
R

 SAP AG

 For the purposes of Human Resource Management, tasks are individual duties and responsibilities
carried out by employees.
 All tasks are included in a task catalog. You can create individual tasks, or task groups. Individual tasks
are single activities, such as 'answer telephone calls', 'create departmental budget', 'check equipment' and
so on. Task groups describe activities that are regularly performed together.
 The tasks assigned to a job are inherited by its position. The task profile enables you to display all of the
tasks assigned to a position.
 If necessary, you can assign a weighting to your tasks. Weightings enable you to enter recommended
time divisions for a job. For example, the job of secretary could be subdivided as follows: word
processing 75%; answering the telephone 10%; filing 10%; organizing business trips 5%.
 Special tasks are used for workflow. They represent executable activities in the R/3 System, such as
entering an employee's payroll data. They always relate to an SAP business object.
 If necessary, tasks can also be assigned directly to users.

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1.36

Step 6: Assign Cost Center

Cost center:
Executive executive
board
Board
Cost center:
admin./HR

Administration Sales Production

Human
Finance
Resources Cost center:
Cost center: production
sales

Cost center:
finance
 SAP AG

 You assign cost centers to your organizational units. Subordinate organizational units automatically
inherit the cost center assigned to the superordinate organizational unit unless you maintain different
cost centers specifically for them.
 The cost center assignment is also inherited by the positions and, therefore, by all of the employees
assigned to this organizational unit.
 In exceptional circumstances, a cost center can be assigned directly to a position.
 Note:
If integration with HR master data is active, the cost center is only ever maintained using the
organizational plan.

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1.37

Step 7: Assign Holders

A person is Position Administrative Assistant

an employee Mexico
already entered
in the system Holder

Type P Person

Name 7777 Lisa Thompson

A user can be
assigned using
Simple Position
Maintenance
Staffing percentage 100.00 %

Validity period 10.01.1998 - 12.31.9999

 SAP AG

 Positions can be staffed by persons or users.

 Information on the person object type is maintained in HR master data. Persons are employees
at the organization.
 R/3 users, on the other hand, are not necessarily employees. Users are specific individuals who
are authorized to access the R/3 System. These persons can staff positions without being
employees. This assignment is relevant to workflow.

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1.38

Step 7: Assign Staffing Percentages to Holders

40 hrs. 40 hrs.
100% staffed

12 hrs.
20 hrs..

100% = 20 hrs.

30% = 12 hrs.

40 hrs. 20 hrs.

20 hrs. 100% = 20 hrs. 70% = 28 hrs.

40 hrs. Position is
R

“overstaffed”

 SAP AG

 Persons can staff a position in full or in part, depending on the number of working hours assigned to the
position and the work capacity of the person.
 The staffing percentage refers to the percentage of the person’s work capacity that is assigned to a
position.
 If the percentage of a person’s work capacity exceeds the requirements of the position, the position is
overstaffed. If the working hours required by the position are not provided by one or more persons, the
position is understaffed.

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1.39

Master Data Integration

Job
is
Person defined
by
Position

occupies
Org. unit

belongs to

Cost center
assignment

Cost Center

 SAP AG

 When an employee is assigned to a position, it automatically determines the employee's assignment to

an organizational unit, job, and cost center in infotype 0001 Organizational Assignment of master data.

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1.40

Organizational Management Integration Points

Organizational Management interfaces

with the following components:

Recruitment
Capacity Planning Shift Planning

Training and Event Personnel

Management Organizational Development
Management
Master Data Workflow

Personnel Cost
HRIS R

Planning

 SAP AG

 The Organizational Management application component is an integral part of the R/3 System.
 For example, you must create an organizational plan in Organizational Management before using the
Personnel Cost Planning application component. The Personnel Cost Planning application component
is a planning tool used to project personnel costs on the basis of existing and planned organizational
units.
 Shift Planning is used to schedule the optimum number of appropriately qualified personnel on the
basis of job requirements.
 Capacity Planning - which is a Logistics application component - is used to schedule persons on the
basis of their availability and qualifications to complete work for specific work centers.
 Training and Event Management enables enterprises to organize and schedule training events and
conventions. Employees and organizational units, for example, can be booked as internal attendees.
 Personnel Development enables you to plan and execute training and job-related activities on the basis
of your enterprise's personnel requirements and your employees' training needs and aspirations. Such
activities help to promote the personnel development of individual employees.
 The organizational assignment of an employee is derived from his or her situation within the
organizational plan and related cost center assignment.
 The Human Resources Information System (HRIS) enables you to perform simplified reporting for
employee data in the organizational plan.

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 Vacant positions in the organizational plan trigger the recruitment process.

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Organizational Plan: Summary

 You now understand the importance

of organizational units, positions, jobs,
and tasks.
 You know how these objects are related
with each other in the organizational plan,
and you can use Simple Maintenance.

 SAP AG

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