Organizational Units

Q: 1) Please, provide details about your company’s organizational structure (Reporting Hierarchy).

Q: 2) Are all organizational units assumed to be departments or are there regions in their org chart?

Q: 3) Please, provide a list of your company’s organizational units (e.g. departments).

Q: 4) Does your company have different locations (e.g., individual departments are located externally)? Alternatively, do any of your employees work on external work places? Then you need address information for the correspondence.

Q: 5) Does each of your organizational unit represent a department or organizational units, which represent departments with subordinated organizational units, which represent groups?

Q: 6) Are there any organizational units and positions within your organizational plan, which are not part of the normal reporting hierarchy (staff) and which report directly to higher organizational units or positions?

Q: 7) Organizational units and positions can relate to Cost Centers. Provide a list of the assignments.

Jobs

Q: 1) Provide a list of your company’s jobs (e.g. secretary, manager). How many jobs exist?

Q: 2) Define and document job codes. Q: 3) Do job descriptions already exist or do they need to be set up?

Positions Questions:

Q: 1) Provide a list of your company’s position (e.g. department secretary, HR manager).

Q: 2) Do Position descriptions already exist or do they need to be set up? Q: 3) Do you automatically report your vacant positions to recruitment? If not, will

you set up every unoccupied position to vacant? Q: 4) Do you maintain employee group and employee subgroup information on

positions within your organizational plan? Q: 5) Organizational units and positions can relate to Cost Centers. Provide a list

of the assignments.

Tasks:

Q: 1) Do tasks describing jobs and/or positions already exist or do they need to be set up?

Q: 2) Provide a list of your company’s tasks (e.g. administration tasks, HR tasks). In case you are using tasks for your job descriptions.

Q: 3) If your organization plans to use tasks, identify any groups of tasks that are routinely performed together, so that they can catalogued as a task group.

Personnel Management

Q: How many personnel areas are there?Explanation: Typically, an organization must divide its employees for various reasons, e.g. administration, personnel records access and reporting. You can make this separation at both the enterprise structure (e.g. geographic, functional) and the personnel structure (e.g. different categories of employees) levels. This must be considered in reference to the financial/costing (FI/CO) structures.

Q: 2) Describe the structure of your organization. Consider countries, locations, legal entities, payrolls, union/agreements etc.

Personnel Area Questions:

Q: 1) In SAP, should your enterprise be hierarchically structured using personnel areas and sub areas.

Q: 2) Within each legal entity, divide your workforce into logical groups (personnel areas) which used primarily for reporting and authorizations. Explanation: At least one personnel area is required for each legal entity (company code).

Personnel Sub Area

Q: 1) Divide each personnel area into logical personnel subs areas. Explanation: The employees in each personnel sub area will typically share the same public holiday calendar, payroll and time related rules.

Employee Group

Q: 1) List the employee groups that your company uses. Explanation: Employee groups allow you to divide employees into different categories. Employee groups used to generate default data for payroll accounting serve as selection criteria for reporting and constitute an authorization check.

Employee Subgroup

Q: 1) List the employee subgroups that your company uses. Explanation: Employee subgroups also allow you to divide employees into different categories. (E.g. Active, Permanent, Part Time). Employee subgroups also used to determine security access and selection criteria for reporting. In addition, these employee combinations will typically share the same payroll, benefits and time related rules. List the employee subgroups that your company uses.

Q: 2) For which parts of your organization should integration of organization management and personnel administration (PA) apply? Explanation: Divide further to your workforce into logical groups (e.g. divisions, departments, sections) and to produce organizational charts, you need to integrate organization management with personnel administration. For which parts of your organization should integration apply?

Q: 3) If Organization Management not used, it is still possible to record organization units, positions and jobs in personnel administration (PA). Provide this organizational data.