Organisation Structures

[Michael Pokraka]

Hi Simon,
I have similar issues for different reasons (we're still implementing HR &
there's still too many changes happening for my liking).
There are a few scenarios which pretty much depend on your actual workflow:
1. Create org objects outside the structure - assign the relevant positions
from the org structure into this org object  (so one position belongs to 2
org objects). This is less than ideal, but will do for exceptions/temporary
situations.
2. Use jobs - you can assign a few positions to a job from anywhere in the
structure. e.g. in our case we have a 'Sales support EDI coordinator' who
handles business-related errors etc. within sales support. The function
rotates every few months and also includes the EDI dept. Assigning the
correct positions to the job resolves this and does not interfere with HR -
and yet shares same structure.
3. As Todd already explained: roles with responsibilities. (In our case I
use it to determine who's handling which customers & route based on sold-to
party). This works very well & is easily maintainable.
 
I would not suggest creating a seperate structure for WFlow, this would just
be too much maintenance.
 
As to your question of general task: If there is any chance of agent
resolution failing, don't classify it as general! Assign a few possible
jobs/positions etc to the task and let WFlow decide. You should also always
include the WFlow administrator in all non-general tasks so you're aware and
can handle any 'oddities'.
 
HTH
Cheers
Michael
 
-----Original Message-----
From: SIMON ORCHARD [mailto:ORCHARDS at gkn-whl.co.uk]
Sent: 28 November 2000 15:06
To: SAP-WUG at MITVMA.MIT.EDU
Subject: Organisation Structures
 
 
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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