Organization Structures

[Crowe, Yvonne]

We have implemented workflows in our company using our HR structure and have
made use of the work center concept assigning positions to the work center
and then routing the workflows using the work center.  This has worked very
well for us without problems.  Some benefits of using your HR structure is
that you would not have a maintenance issue of trying to keep a workflow
structure updated as employees move or leave the company, etc. If your
company uses position based security you'll have less maintenance if you use
positions in the work centers rather than personnel numbers or userids since
positions normally remain in place and only the holders of those positions
usually changes, your workflow would continue running.  If you use personnel
numbers or userids, you'll have to maintain your work centers as employees
get reassigned or leave the company, etc.
 
 
Yvonne Crowe
Eastman Chemical Company
e Information Services, B284, 3rd Floor
Phone:  423-229-2489
Fax:      423-224-0185
Email:    ycrowe at eastman.com
 
 
-----Original Message-----
From: Todd Walter [mailto:toddwalter at hotmail.com]
Sent: Tuesday, November 28, 2000 11:26 AM
To: SAP-WUG at mitvma.mit.edu
Subject: Re: Organisation Structures
 
 
Simon,
 
I have run into the same issues and so far have been able to get around them
by either creating work centers that are more in line with my workflow
requirements and assigning the tasks to work centers or by creating
responsibility roles that create distinct areas of responsibility based on
parameters available in the workflow.  I then assign positions, personnel
numbers, users, etc. to the responsibilities.  For example, I have a
workflow that does an approval of a salary increase for an employee.  I set
up responsibilites based on company code and personnel subarea that
distinguishes the approver.  I then assign personnel numbers to each
responsibility.  The role automatically resolves it.  Hope this helps.
 
Todd
 
>From: SIMON ORCHARD <ORCHARDS at gkn-whl.co.uk>
>Reply-To: SAP Workflow Users' Group <SAP-WUG at MITVMA.MIT.EDU>
>To: SAP-WUG at MITVMA.MIT.EDU
>Subject: Organisation Structures
>Date: Tue, 28 Nov 2000 15:05:43 +0000
>
>We are in the process of implementing the HR Organizational Structure for
>the company. Our higher level management have become adamant that the HR
>Structure should be the only structure in the system.
>
>Most of our workflow steps will work fine with the new structure, some
>roles would be required to send to a selection of positions from the HR
>Organizational Chart. I suggested having a common word in the title of the
>required HR positions so that a role could select the correct positions.
>The HR Team have asked if the role could send to position numbers, please
>can anyone confirm this is possible?
>
>I have also explained that if a role resolution fails and the task is
>classified as a general task, all users will receive the task. I have
>suggested that in some cases it would be more viable to have both an HR
>Organizational Structure and a workflow organization structure and for the
>administrator in the HR team to communicate with the workflow administrator
>as and when required. However, they are adamant to have just the one
>structure. I have also explained that we cannot be 100% sure that a new
>workflow in the future would work with the HR organizational structure
>anyway. Does anyone have anymore ammunition for me or information/past
>experiences of any sort?
>
>Thank you all in advance,
>
>Simon Orchard
>GKN Westland Helicopters Ltd.
>++ 44 1935 704749
 
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