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What is IMG Guide? Implementation guide is a project support tool.

It contains documentation on each and every activity that can be carried out directly. What are the customizing step specific attributes? a. Mandatory activities These are activities for which SAP cannot deliver default settings (for example rganisational Structure!. "e must store our own customer#specific re$uirements for activities that are classified as mandatory. b. Optional activities SAP delivers default settings for these activities. "e can use these settings if they meet our re$uirements. c. Non-re uired activities SAP delivers complete default settings for these activities. nly in exceptional cases% do you need to adapt these settings (for example% if you need country specific settings! d. !ritical activities "e must proceed with great care when carrying out critical activities as any errors made here can have far#reaching conse$uences. e. Non-critical activities "e must also proceed with care when carrying out these activities% but the conse$uences of any errors are less far#reaching. "escribe the points of integration #ith other $%& !omponents. &ersonnel "ev plan and carry out training and job#related activities% which provide individual professional development for your employees. 'raining and (vent Management& organi'e and schedule training events and conventions. Wor)flo#& automates business processes% tas(s are given to the right person at the right time. !ompensation Management& necessary for the administration of compensation (carrying out payroll% for example!. &ersonnel !ost &lanning& used to project personnel costs on the basis of existing and planned organi'ational units. $hift &lanning& used to schedule the optimum number of appropriately $ualified personnel on the basis of job re$uirements. !apacity &lanning& )ogistics component used to schedule persons on the basis of their availability and $ualifications to complete wor( for specific wor( centers. *I$& perform simplified reporting for employee data in the organi'ational plan. Manager+s "es)top& supports managers in their administrative as well as strategic daily tas(s.

"efine &ersonnel area? It is a Personnel Administration specific unit and is the subunit of the company code. It has four#digit alphanumeric identifiers. What are the primary functions of &ersonnel %rea? To generate default values for data entry * for payroll accounting area It is a selection criteria for reporting It constitutes a unit in authori'ation chec(s

What is the default value for personnel area? It is based on the organi'ational unit concerned or the Account Assignment +eatures info# type% if it has been maintained for the position. "efine &ersonnel $ub-area? It represents a further sub#division of the personnel area. The principal organi'ational aspects of human resources are controlled at this level namely pay scale and wage type structures and planning of wor( schedules and are stored according to country. )i(e personnel area% it does also have four#digit alphanumeric identifier. What is the default value for personnel sub-area and business area? ,efault values for these areas come from account assignment features infotype (number -../00! for the position or organi'ational unit concerned. Where do you find divisions of an organization? Personnel sub#area is generally used to identify divisions. What the organisational functions of the personnel sub-area? To specify the country grouping. 1aster data entry and the setting up and processing of wage types and pay scale groups in payroll depend on the country grouping. The grouping must be uni$ue within a company code. To assign a legal person which differentiates between companies in legal terms. To set groupings for Time 1anagement so that wor( schedules and substitution% absence and leave types can be set up for individual personnel sub#areas. To generate a default pay scale type and area for an employee2s basic pay. To define a public holiday calendar. To define sub#area#specific wage types for each personnel area.

Which control features are influenced using personnel sub-area?

What is an e,ternal personnel area and personnel sub-area?

This relevant only for personnel areas that are outside an enterprise and contain such as address of the receiving personnel area. +or example% a guy is sent to subsidiary which is a self#administering company located abroad. What is country re-assignment? If an employee is transferred out to another country% then we have to run a personnel action to set the status . for the existing country and hire the same person in the new country. "efine employee group? ,efines the relationship between an employee and a company in that the employee ma(es a certain contribution to the company in terms of wor(. Active employees% pensioners and early retirees ma(e up the main employee groups in Personnel Administration. It is identified by a two digit alpha numeric. &rimary functions of employee group? ,efault values can be generated for payroll accounting area and basic pay% for example% according to employee group. The employee group is used as a selection criterion for reporting. The employee group is one unit of the authori'ation chec(. It can be used to generate default values for data entry% for example% for the payroll area or an employee3s basic pay. It is used as a selection criterion for reporting. It is used as an entity for authori'ation chec(s. As a rule% you can use the standard entries in the system for setting up employee groups. If necessary% you can also add to these entries so that they meet your re$uirements

"efine employee sub-group? The employee subgroup is a fine division of employee groups according to the status of employees and identified by t#o-digit alphanumeric . An employee group is comprised of a number of employee subgroups. The following employee subgroups ma(e up the 4active4 employee group% for example& 5ourly wage earners 1onthly wage earners Pay scale employees 6on#pay scale employees

&rimary functions of employee sub-group? The employee subgroup grouping for the personnel calculation rule controls how an employee3s payroll is processed% for example% whether an employee is to be paid on an hourly or monthly basis. The employee subgroup grouping for primary wage types controls the validity of wage types at the employee subgroup level.

The grouping for collective agreement provision restricts the validity of pay scale groups to specific employee subgroups. The employee subgroup grouping for the wor( schedule allows you to define which wor( schedules are valid for which employees. The employee subgroup grouping for time $uotas allows you to specific which attendance and absence $uota types are valid for which employee subgroups. The employee subgroup grouping for appraisals allows you to define appraisal criteria for each employee subgroup. Assign employee characteristics% such as the activity status% employment status% and level of education7training% for statistical purposes. The employee subgroup allows you to define default values for data entry% for example% for the payroll area or basic pay.

Which control features are influenced using employee sub-group?

What elements ma)e up the enterprise structure? What components are authorization ob-ects in enterprise structure? Personnel area and personnel sub#area. What elements determine the enterprise structure for personnel administration? 8lient% 8ompany 8ode% Personnel area and Personnel sub#area What elements ma)e up the personnel structure? 9mployee group and employee sub#group What elements ma)e up the organizational structure? Position% :ob ;ey% rgani'ational <nit and rgani'ational (ey

What factors are decisive in determining enterprises. personnel and organizational structures?

What are the vie#s in &ersonnel $tructure? There are two different views in the personnel structure& %dministrative vie# Employee group Employee subgroup, and also Payroll group Organizational key

Organizational vie#

Position Job Organizational unit

These levels are subject to authori'ation chec(s% to define remuneration levels or different wor( schedules% for example. What is a payroll accounting area? Is payroll area same? It is an organi'ational unit defined for the purposes of payroll accounting. All employees who are accounted together are assigned to the same payroll accounting area. It provides the payroll driver with two pieces of information& number of employees to be accounted as per A assignment IT = dates of the payroll period. An employee may only change payroll accounting areas at the end of a period. If an employee changes status from wage earner to salaried employee in the middle of the month% and the payroll accounting area is different for both% you should not enter the new payroll accounting area until the start of the following month. Where is payroll area assigned to? Personnel area or personnel sub#area. Please find out. What is an organizational )ey used for? "e use all the fields of rgani'ational Assignment% edit and sort names to create an organi'ational (ey /01 characters field2. It is the part of the authori'ation chec( in 5> module and we revise the authori'ation chec( by using organi'ational (ey. *o# do you create organizational )ey? Where do you start the configuration in *3 module? rgani'ational structure What are user group and reference user group? >eference user group is .. and is the default user group for accessing. "e create different numbers for each module to be created under 5> so that access is barred for users other than current module.

0. What is the concept of Organizational Management? rgani'ational 1anagement is based on the concept that each element of the organi'ation constitutes a uni$ue object with individual attributes. 4. What is purpose of Organizational Management? 1 forms the base for personal planning and development and allows us to analy'e and adjust an organisational plan as well as structure data. 5. Why do #e need an organizational management?

a. To create a complete model of the organi'ational and reporting structures of an enterprise for a specific period. b. To obtain an overview of the current status of an organi'ational and reporting structures at any time using a number of methods. c. Plan and simulate future scenarios using rgani'ational 1anagement d. It provides a basis for other 5> components% as well as cross application components 5. Which statuses can be assigned to the info-types in Organizational Management? 1. What is an organizational &lan? rgani'ational plan is the comprehensive and dynamic model of the structural and personnel environment in an enterprise% which can be evaluated at any time. 6. *o# do you create organisational plan? rgani'ational plans are defined in organi'ational management. organisational and staffing or the 9xpert mode. 7. What are the steps for creating an organisational &lan? a. b. c. d. e. f. 8reate root organi'ational units 8reate sub#ordinate organi'ational units 8reate jobs and positions Assign tas(s and 8ost center Assign persons Add other attributes This can be done in

8. What is the use of organizational &lan? It gives a flexible basis for personnel planning% previewing and reporting. 9. What is the basis for creating an organisational plan? rgani'ational Structure :. *o# many structures does an organizational plan have? Two. -. rgani'ational structure ?. >eporting Structure

a. Organizational $tructure It depicts the assignment of the organi'ational units to one another. "e create an organi'ational structure by creating and maintaining organi'ational units% which we then relate to each other. It is based on a. Tas(s and functions of the company b. +inancial or geographical c. >eporting b. 3eporting $tructure If the actual reporting structure of an enterprise differs from the organi'ational structure% and the relationships between positions are one#dimensional and hierarchical% you can depict them in a reporting structure. ;ist the interfaces #ith #hich you can maintain your organizational plan in Organisational Management. The rgani'ational 1anagement component includes various user group-specific modes and vie#s with which to edit organi'ational plans&

The Organization and $taffing view provides an intuitive interface for creating and editing organi'ational plans. The General $tructures view allows you to edit organi'ational plans with any structure including object types which you have defined yourself (teams% for example!. The Matri, vie# is for creating and editing matrix structures. Infotype Maintenance allows you to edit the characteristics of various objects and their relationships via info#types. $tructural Graphics enables you to view objects and structures% and perform a variety of maintenance activities for the objects in graphical format. $imple Maintenance provides an overview of object and structure editing. *o# do you create staff assignments? @y creating positions based on the jobs% assigning them to an organi'ational unit and allocating them a position holder. What is an organigram? It is the name for a reporting structure or matrix management structure associated with an organi'ational plan to represent the chain of command or authority structure. What is a &lan <ersion? It is used to store different organi'ational plan scenarios such as restructuring% expanding% downsi'ing etc in plans such as 8urrent plan% business plan% perspective plan etc. ne of the plan versions represents a current or actual organi'ational plan and is flagged as the active integration plan version. !an #e create duplicate copy of plan version? Aes% it is possible to create multiple copies of the original plan version and change the duplicates as re$uired. The original remains unaffected by any such changes. *o# do you set up a plan version? "e set up the plan versions% which a company re$uires% in the personnel management I1B. "e enter the plan version in the &;OGI parameter group. *o# many plan versions may be integrated #ith other $%& Modules? nly one plan version may be integrated with other SAP modules. !an #e use or delete plan version =.>?? The plan version C.&D must not be used or deleted since it is used for the transport% indexing and general control of all plan versions. *o# do you assign an employee to company structure? *iring action assigns an employee to the company structure. The data is saved in info#type rgani'ational Assignment (IT ...-! What are the methodologies used in OM

Methodology : Multiple Structures Structural model of the organi'ation based on the tas(s% responsibilities and functions of company Structural model of the organi'ation based upon financial accountability or geography 1odel of the reporting structure 1odel of alternate reporting structure

Methodology : Object-Oriented Design rgani'ational 1anagement is based on the concept that each element in an organi'ation represents a stand#alone object with individual characteristics. These objects are created and maintained separately% then lin(ed together through relationships% such as those indicated above% to form a networ( which has the flexibility to handle human resource forecasting% and reporting. Aou can also create additional characteristics for objects. This provides additional information for other components% evaluations and so on. All object characteristics (existence7relationships 7characteristics! are maintained in info#types. Methodology : Planning rganisational 1anagement enables you to depict the structure of your organi'ation in the past% present and future. <sing this information% you can prepare for and react to future resources re$uirements and changes. Methodology : Plan Versions Same as mentioned above.

Ob-ect 'ypes What is an ob-ect ? It represents each information class in an organi'ational plan. *o# do you identify an Ob-ect? bject type is identified by a combination of plan version% object type% and object I, What are the components of an ob-ect? -. I, E% a short and long text defining the existence of the object ?. Structural relationships between the object and other objects F. Third component is represented by the object characteristics. All these components are created as info#types. Aou can define particular characteristics for an object in each info#type.

Where do you maintain ob-ect characteristics? Info#types Where do you maintain relationships bet#een ob-ects? Info#types or organi'ational plan

When can #e assign additional characteristics to the ob-ects? nce we have created the structure using objects and relationships% you can assign additional characteristics to the objects. +or example% we can assign additional characteristics such as vacancy% wor( schedule and expected salary to Ob-ect &erson. What is ob-ect I"? "hen an object is created% an object I, must be assigned. Internal number assignment is by the system% indicated by I6 and external number assignment is by the administrator is indicated by 9G. bject id is identified by an eight-digit numeric. SAP recommends the use of the internal number assignment. *o# many planning statuses are there? /Ob-ect status cycle2 +ive. They are -. ?. F. H. I. Active Planned Submitted Approved >ejected

What is the purpose of 3elationship <alidity &eriod@date? 9ach info#type record uses a start and end date to identify the validity of the info#type data. >elationships between objects may only exist during the time when both objects are valid. If an object is delimited% all the object2s relationships and characteristics are also automatically delimited. >elated objects are unaffected. +or example% consider organi'ational assignment info#type for a particular individual who was assigned to three different departments in the last five years. Three different records for the relevant period of assignment in each department will be created. What is the use of validity period or validity dates? Allow you to define the life span of an object or info#type record Identify changes to your organi'ation while retaining historical data Allow you to evaluate the organi'ational structure on (ey dates past% present and future

What are the mandatory characteristics of an ob-ect? -. bject I, ?. bject name and abbreviation F. bject type H. Planning status I. Plan version J. >elationship validity period ;ist the most common ob-ect types used in Org Mgmt?

Ob-ect 'ype rgani'ational <nit :ob Position 8ost 8enter Person Kualification Tas(s "or( 8enter @udget What is an organisational unit /O2?

Ob-ect 'ype Aeys 8 S ; P K T A @<

It describes the different business units that exist in an enterprise that are usually structured according to tas(s and functions. These are used to model structures in Personnel Administration or Payroll Accounting% for example. rgani'ational units are related to cost centers from 8ontrolling. What is a Bob /!2 :ob represents a uni$ue classification of responsibilities in an organi'ation. "hen we create jobs% we should consider what specific tas(s and re$uirements are associated with the individual jobs. "hich are the application components where jobs are used0 :ob and Position ,escription Shift Planning Personnel 8ost Planning 8areer and Succession Planning

What is the difference bet#een Bob 3e uirement and Bob Cualification? :ob re$uirement represents list of s)ills and e,perience re$uired in order to be suitable in a position% job% tas( or wor( center% whereas job $ualification represents only list of s)ills. What is a &osition /$2 Position is held by employees. A position inherits a job2s tas(s but we can also define additional tas(s related to duties performed specifically by that position. If characteristics of a job are changed% this has an effect on the position as position inherits characteristics from :ob. Positions can be -..L filled% partially filled% or vacant. ne position may also be shared by a number of employees% each wor(ing less than full time. +or example% two employees can hold J.L and H.L of a position.

What is automatic ob-ect inheritance? "hen we create a new position then that must be related to the corresponding job. Through this relationship% an object automatically inherits the attributes of another object if the two are related in certain ways. What is the advantage of ob-ect inheritance? Automatic inheritance can be used to advantage when creating large number of similar objects. This significantly reduces data entry time% as tas(s and characteristics do not have to be assigned to each position separately. What is the difference bet#een -ob and position? :ob is single and position is multiple. "e can define multiple positions against a single job not vice versa. Where do you create organisational units. -obs. position and tas)? These are defined in organi'ational management. This can be done in organisational and staffing or the 9xpert mode under create mode. &erson /&2 Person (employee! hold positions in the organi'ational structure% which is governed by rgani'ational 1anagement. Person characteristics are maintained in Personnel Administration and are lin(ed to an organi'ational plan through their position assignment. A person can fill a position -..L or partially. This depends on the number of wor(ing hours assigned to the position and on the person2s wor( schedule. What is staffing percentage? The staffing percentage refers to the wor( capacity of the person assigned to the position. If the staffing percentage of the person is greater than the re$uirements of the position% the position is overstaffed. If one or more holders do not fulfill the re$uirements of the position% the position is understaffed. What is cost center /A2? It is maintained in +inancial Accounting and can be lin(ed to either organizational units or positions. 8ost center assignments are inherited along the organi'ational structure Why do #e al#ays attach cost center to organizational units? What #ill happen if cost center is assigned against positions?

What is a 'as) /'2 and ho# do you assign it a position? It describes the duties and responsibilities performed in a job and position. Tas(s can be classified under the following aspects& As wor(flow components to monitor cross#application processes As personnel management tools% to describe jobs and positions

All tas(s are contained in a tas( catalog. The tas( catalog lists all tas(s that exist in a particular period. The catalog also shows the relationships that exist between tas(s if tas( groups have been defined.

If you plan to relate tas(s to positions% you should first relate the tas(s that all positions have in common to the corresponding job. "hen you create a position based on a job% the tas(s will then automatically be transferred to the position. If you assign the same tas(s to different jobs% you can use different weightings% which gives you more information when analy'ing job descriptions. 'as) Group is a collection of conveniently associated tas(s% perhaps% because they are usually performed by the same person. A tas( group can be used to $uic(ly relate many tas(s to a job or to a position. 'as) &rofile is a list of the individual tas(s that have been assigned to a specific object. It collectively defines an object2s purpose% role or action in the >7F system. &hase is a category in the 8haracter info#type that can be used to classify how tas(s fit into a business process. &urpose is the category of the 8haracter type that can be used to differentiate between tas(s that contribute directly to the goods and services produced by your company and tas(s regarded as administrative. Wor) !enter /%2 A wor( center can represent anything as general as a geographical location% such as the Philadelphia branch office% or they can be very precisely defined% such as a particular wor(station with specific e$uipment in a specific building (this may ma(e sense in a factory% or plant% for example!. "hen you have created wor( centers% you describe their attributes% such as certain health re$uirements or physical restrictions limiting the group of employees that may wor( there. Aou may define restrictions or you might specify certain examinations that have to be completed at regular intervals. Dudget /DE2 - Its role comes in compensation management where budget for personnel are defined and is assigned to organi'ational units. Cualification /C2 - Its role comes in personnel development and is assigned to persons% jobs and positions. Some object types are not applicable in rgani'ational 1anagement though they are defined in the same tables as the rgani'ational 1anagement objects. +or example& bject types ,% 9% + = B are similar in nature to rgani'ational 1anagement object types% but are only applicable to Training and 9vents 1anagement What is the difference bet#een organizational unit and #or) center?

3elationship identification The relationships between basic object types are defined in the SAP Standard System and should not be changed. 9ach standard relationship has a three-digit code and standard synta, is %@D FFF. Aou can define your own relationships. The range %%% to GGG is reserved for relationships created by the customer.

3elationships are reciprocal. If a job describes a position% then the position% in turn% will be described by the job. These relationships are distinguished by the identification A or @. It is therefore% only necessary to create a relationship in one direction. The inverse relationship will automatically be created by the system. % relationship may also be one-sided. >elationships to objects of an external object type (cost centreM in 8ontrolling% for example!% are one#sided% that is% they only go in one direction. What are the important relationships? -. %@D FF4 is about supervision Ob-ect relationship > Organizational units An organisational unit reports to another organi'ational unit. A7@ ..F is about ownership Ob-ect relationship > Org. Enits and positions. A7@ ..N is about description Ob-ect relationship > Bob and &ositions A7@ ../ is about holding Ob-ect relationship > &osition and persons. A7@ .H- is about lateral or flat relationship Organisation staffing and interface (,plain organization and staffing interface? ,uring implementation and in production% the structure of a company will change and the organi'ational plan will need to be maintained. The organi'ation and staffing interface is used to perform the tas(s associated with this maintenance. What are the functions of organization and staffing interface? The functions in rgani'ation and Staffing let you create organi'ational units% positions% jobs% and tas(s $uic(ly and easily. Aou only specify the most important details for these objects. rgani'ation and Staffing 3(nows3 what relationships to create and does so automatically What are the main areas of organization and staffing interface?

What all #e can do #ith Organization and staffing? 8reate and maintain the basic data for your organi'ational plan 8reate and maintain the reporting structure (hierarchy of positions! that exists between the positions in your organi'ational plan 8reate and maintain cost centre assignments and the default settings for cost centres 8reate and maintain certain info#types. To minimi'e the number of processes% not all functions are available in Simple 1aintenance.

All objects you create in and an object I,.

rgani'ation and Staffing automatically get Oactive2 status

3ecommendation& 8reate most of the objects and relationships in your organi'ational plan in rgani'ation and Staffing. <se expert mode to maintain individual objects at a detailed level% especially when you want to maintain info#types for a specific object. *o# many search tools available in the search area of Organisation and staffing? Three. They are -. Search using a search term ?. Structural search F. Kuery search What is )ey date? 9very time when we log on% the current date is set as the )ey date. "e can change the (ey date and data valid on the date you have selected is displayed. What is previe# period? "hen we logon initially% a previe# period of 5 months is set. that is% all changes to data that happen in this period are displayed. "e can change this preview period. 6ext time we log on% the preview period% which has been selected% is set. (,plain #ays to create organisational units and assign cost centers? On the organization and staffing change screen. be sure to enter the validity date and preview period. <se the search area to find the GAP 8orporation and double#clic(. $taff assignments structure for the organisational unit will appear. 8hoose create icon. "e will be as(ed what (ind of object we wish to create (org unit7Position!% select organisational unit and enter a new name and abbreviation. The relationship between organisational units is created automatically. >elate the new organi'ational unit to a cost center on the account assignment (-../! tab page. Select the master cost center field and search for a cost center using the search help. To create sub#ordinate organisational unit% select parent organisational unit% and choose create icon as we did for the parent one and save the organizational structure. (,plain #ays to create and assign positions defined by -obs? 9nsure we are in the staff assignments (structure! view. Select the benefits organi'ational unit in the overview area. 8hoose create% select position% and name it. The relationship to the organi'ational unit will be created automatically. To search for an existing job% enter ..Q directly in the job field% this will access a list from which we can choose a job. If we want to create a new job% select create jobs from the edit menu% ensure that we enter the correct validity period and save the entries. (,plain #ays to associate tas)s to position Select the 'as) %ssignment vie# in the overview area. Select the position to which you want to assign tas(s.

If we want to create our own tas(s% choose the create icon and the tas(. If we want to use tas(s which already exist% use the search area to populate the selection area with tas(s. 9xisting tas(s will be prefixed with ..Q. nce the selection area contains tas(s% you can drag and drop them to the relevant position in the overview area. Alternatively% we can also assign tas(s in the staff assignments /structure2 vie#. To do this% select relevant position% and then the tas(s tab page. <se search area to search for tas(s. nce they appear in the selection area% we can drag them to the tas( list.

(,pert Mode> Infotype Maintenance What is the use of (,pert Mode? "e have a complete depiction of an organi'ation% but now want to add more information on the individual objects * give a description% certain positions to be flagged as vacant and some departments to be characteri'ed as administrative departments etc.% we ta(e the help of expert mode What is an info-type? -. )ogical or business related characteristics of an object. ?. ,ata fields are grouped into data group or information units according to their content. Info#types are accessed directly from info#type maintenance. can be maintained. Which table is containing Info-type characteristics? RStI?/a What are the different number ranges for info-types? bjects with various statuses

*o# do you enhance a standard info-type?

"o you need an access )ey if you have to do an enhancement to a standard info-type?

*o# do you create a ne# info-type? Transaction code P1.- ta(es you to the screen to create new info#type. "e can create three type of info#tyes -. +or personnel administration ?. +or >ecruitment F. +or both Info#types number between T...#TTTT are reserved for customer created info#type. What is info-type menus and ho# to create it?

P1 PA 8ustomi'e procedure Infotype menus Is it mandatory to configure info groups? !an #e do #ithout them?

*o# do you maintain info-types in the relevant e,pert mode?

&lan version> 9nsure you wor( in the correct plan version at all times. Organizational unit> The object I, is displayed. This enables the user to carry out a search for the object in $uestion. %bbreviation> The abbreviation is displayed so that the user can ensure that the right object is being edited. <alidity period> Start and end dates specify the period during which the object exists in the plan version and selected. Info-type> Aou select the info#type you want to maintain. $tatus> pages. Aou must select the status of the info#type you want to maintain using the tab

"isplay available info-types> It is easy to tell at first glance which info#type records exist for the object selected. ,epending on the period% they are mar(ed by a green chec( mar(.

What is an action? What are the info-types used for standard action for creating position? "e create objects using actions. An action is a series of info#types that are presented for editing in a specific order or se$uence. "e determine the info#types and the se$uence in customi'ing. 9ach action can only be defined for one object type. "hen defining an action% ma(e sure that we are assigning info#types in a logical order. 'he ob-ect info-type should al#ays be edited first and have F0 as its line number. Info#types for creating position -. ?. F. H. I. bject info#type >elationship to organi'ational unit >elationship to describing job ,escription info#type ,epartment7Staff info#type

What is the use of cost distribution info-type /0F092? It allows organi'ational units and positions to be assigned to both a master cost centre and additional cost centres. Aou must enter a cost centre and a percentage. The assignment to the master cost centre is based on the difference (to -..L!. An employee will inherit the master cost centre assigned to their position or organi'ational unit. Personnel 8ost Planning uses the 1aster ,ata 8ost ,istribution info type (..?N! for cost planning for basic pay and payroll results. If this has not been maintained% it uses the 8ost ,istribution info type (-.-/! in rgani'ational 1anagement. The rgani'ational 1anagement 8ost ,istribution info type is always used for cost planning for planned compensation. If it is available% the 1aster ,ata 8ost ,istribution info type (..?N! is used to determine and assign personnel costs in Payroll Accounting. If this info type has not been maintained% however% the system% where possible% accesses the rgani'ational 1anagement 8ost ,istribution info type (-.-/!.

$imple Maintenance (,plain the uses of the simple maintenance interface? Simple 1aintenance is used when Staff assignments and reporting structure are to be changed. There are three main areas in Simple 1aintenance. 9ach area contains particular maintenance functions% depending on whether you want to edit organizational structure. staff assignments or tas) profiles. +or rgani'ational 1anagement users% Simple 1aintenance is best used to establish the basic framewor( in organi'ational plan development. +or complete% detailed editing of individual organi'ational objects in your organi'ational plan (editing particular positions or organi'ational units% for example!% we recommend that you switch to Info#type 1aintenance.

Simple maintenance uses a tree structure% which allows you to create a basic framewor( for organi'ational plans% using streamlined procedures. In this way% we can create an organi'ational and reporting structures step by step. *o# many main areas are in simple maintenance?H There are three main areas in Simple 1aintenance. 9ach area contains particular maintenance functions% depending on whether you want to edit organi'ational structures% staff assignments or tas( profiles. !hange Organizational $tructure +oundation screen in Simple 1aintenance. Aour activities always begin there and then switch to the other screens in Simple 1aintenance% as appropriate. This screen allows you to build up and maintain the organi'ational structure for your organi'ational plan.

!hange $taff %ssignments The 8hange Staff Assignments screen allows you to identify the staff assignments re$uired for an organi'ational plan. "hen you create positions on the 8hange Staff Assignments screen% you also automatically create the relationships records that lin( positions with organi'ational units. If you create positions by copying jobs% the system creates the relationship records that lin( positions and jobs.

!hange 'as) &rofile The 8hange Tas( Profile screen allows you to create% maintain% and view tas( profiles for organi'ational units% jobs% positions and users The types of tas(s you can wor( with in the 8hange Tas( Profile screen depend on the view you have chosen.

Name and e,plain the t#o vie#s under simple maintenance -. verall Riew ?. 5> Riew

The difference between the overall and 5> views hinges on tas(s and tas( profiles. In overall view% you can wor( with tas(s% standard tas(s% wor(flow tas(s% wor( flow templates and roles. In the 5> view% you can only wor( with tas(s and standard tas(s.

In general structure maintenance. it is possible to represent the legal entity of organizational units?

What is the difference bet#een general structure and matri, organization?

Beneral structure is used to depict teams of an organi'ation in the system. 1atrix structure is used when a company2s holding company must also be represented in the organi'ational plan. "hat is the difference between hierarchical organi'ation and matrix organi'ation0 A matrix organi'ation is distinguished from a hierarchical organi'ation because the matrix contains at least one position that reports to more than one superior. 1atrix types must be defined before you can access matrix processing by choosing matrix types. A matrix organi'ation is a two#dimensional chain of command% in which positions% for example% report to more than one superior. A feature of the matrix organi'ation is that more than one manager can overlap on the same level& there can be managers responsible for objects (+inance% 1anufacturing% 5uman >esources and so on! and managers responsible for performanceU in the same way% you could also have managers responsible for projects% or regional managers. !an you use the organizational structure to form a matri, organization?

What is an evaluation path? 9valuation paths are chains of relationships that exist between certain object types. 9xample #S#P * Staff assignments along organi'ational structure.

What is the use of an evaluation path? 9valuation paths define how a tree structure will be created. As objects may have multiple relationships% not all will be applicable or even possible in a single view. The search parameters for the evaluation path allow you to identify objects in the path you wish to find. *o# do you create an evaluation path? 9valuation paths are created in organi'ational management 8ustomi'ing under basic settings. ne or more relationships form the navigation paths for an evaluation. These enable us to report on and display structural information% for example% organi'ational structure or the reporting structure. "e can create alphanumeric evaluation paths with a maximum of / characters starting with P. Which situations re uire ne# evaluation paths? Is it possible to create ne# evaluation paths in customizing?