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Organization Management

SAP HCM Tip: Standard SAP Report to Monitor Changes in OM Data

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SAP HCM Tip: Standard SAP Report to Monitor Changes in OM Data

Almost every SAP HCM on-premise customer I encounter is familiar with the standard SAP audit report RPUAUD00, which allows monitoring of changes in personnel administration data (the PA database). This leads to the inevitable question: Is there a report that does the same for organizational management (PD database) data? 
 
Most SAP HCM users are familiar with the infotype logging report RPUAUD00 (audit report) for changes to Personnel Administration data. This report allows the tracking and monitoring of ECC employee master data changes. This report requires configuration of specific tables to capture change documents containing the history of personnel administration data.
 
This report, however, cannot be used to track changes in the PD database for organizational management data. Instead of creating a custom report to identify changes to organizational management data, there are several methods that can be used to track changes to organizational management (PD or Planning Database) data. In this quick tip I will describe one of the simplest and most user-friendly methods to identify changes made to PD data, by using the standard SAP report RHRHAZ00. Read more.

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SAP HCM Tip: Simple Solutions for a Common Organization Management Challenge

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SAP HCM Tip: Simple Solutions for a Common Organization Management Challenge

Throughout our time working with SAP HCM and specifically Organization Management, we’ve all been through the conversation about best practices related to what constitutes an Organization Unit and the types of Positions that should be given the Chief designation.  Many times, I have come across scenarios wherein the customer would like to follow best practices of having Organization Units defined for each manager’s team, but have concerns about having too many managers involved in compensation planning. It is not uncommon to have more managers involved in the day-to-day management of the team than are appropriate for inclusion in the annual merit/compensation planning process.   These managers, by nature of the fact that they do have day-to-day personnel management responsibilities, need to be clearly designated in the organization structure; however, thought must be given as to how to avoid the concerns of placing certain access at too low a level or in the hands of managers who would not have access to functionality required to fulfill certain responsibilities. As more companies running on-premise Organization Management move to self-service capabilities for performance and compensation management processes via SuccessFactors, the HCM Organization Structure must be flexible enough to accommodate a range of requirements in this area without straying from best practices for Organization Management.  Read more.

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