Two Organisational Models run concurrently on one R/3 4.7 system?

[Former Member]

Have searched this forum and a couple of others as well as SAP Notes. We are running 4.7 620 patch level 58 at present, and the productive system has an "Organisational Model" which purely exists to administrate the Authorisations - So table HRP1001 has a series of S - AG & S - US relationships, (currently in one direction only.) One user can have many positions and one position can have many roles. HR/PY has not as yet been implemented

HR/PY is being implemented, and there are concerns about moving to one Organisational Model due to the workload involved in reassigning user to "SAP Standard" Org model auths, [whereby each position that requires SAP access as part of the job, has the roles assigned to the position. Then infotype 0105 & PFUD do the rest. This would be a one position to one user, one position to many roles scenario]

Can anyone think of a way of running the two organisational models concurrently, perhaps underneath one overall top node, and still retaining normal HR/PY/WF functionality and the existing roles and authorisations remaining intact and operational?

Thanks very much,

Andrew Minshull

[Former Member]

just to finish off this post, we convinced the customer that standard is one org model, and copied all the existing Position based access over to Composite roles, then did a mass clear and replace of all the users roles, replacing the position with a composite of the same name, with the same roles hanging off it.

Clunky, but it worked.

cheers

Andy

[Former Member]

Hi Andrew,

I did this for one client who had Workflow/Service Management implemented and then wanted to go up on HR/Payroll. They indicated they couldn't reconcile the HR structural requirements with the Workflow/SM requirements and we had a very short timeframe to get them live. Given that, the easiest solution was to create a custom org strucututre for WF/SM using custom objects and use the standard org structure for the HR reqs. This was pretty easy to accomplish - we configured custom object types and relationships to represent Workflow Positions/Workflow Org Units; pulled out the workflow code and replaced all references to O and S with references to our custom objects/relationships; configured PPOMW to reflect our custom org structure; dumped out the HRP1000/HRP1001 tables and replaced the O/S objects with the custom objects; reloaded the spreadsheets via the ASAP tools; delimeted the old WF/SM org structure; and loaded in the proper HR org structure. The customer went live with this solution over 5 years ago and it still works for them. HR has a completely secure org strucutre and WF/SM can do whatever they like to their org structure without impacting HR.

Of course you run some risks creating a custom solution like this, but we ran it by SAP development at the time and they agreed it was the best solution, given the client's constraints.

[Former Member]

crikes Sharon I would never have thought of that. sounds extremely scary!

Thanks very much for the swift and detailed feedback: Since the new element in this equation is standard SAP HR/PY and the existing usage is non standard one, bedded in over the last eight years, converting this into a bespoke or custom model such as you suggest would, I believe, be as much work as merging the existing usage with the SAP standard new model.

Good to know there are other ways round the problem however

[Former Member]

Hi Andrew,

Actually, it was pretty easy. We had the whole thing figured out, configured and tested in 3 months. And I think we had the same issue - existing usage was non-standard and standard HR/PY was coming down the pipeline quickly. A good HR functional consultant could probably get you going quickly. They have to focus on OM though - not Payroll or PA with a little OM thrown in.

Remember, all we did was create the new types via config and replace all references to the old with the new.

Good luck with whatever you decide!

Cheers,

Sharon