Workflow and SAP HR dependency

[Kjetil Kilhavn]

Your second question: one alternative is to employ that very same independent
consultant to maintain the required information in a custom table. After about
four months even a consultant will realise that the problem here is with the
business process, not with the technological solution. Unless the business is
willing to keep information up to date the best solution is probably to go back
to internal memos (pen & paper technology). All SAP Workflow does is expose
their unwillingness to follow processes and procedures which they probably have
agreed to follow.
 
The problem is not entirely unknown here in Statoil either. Perhaps it is only a
matter of information and training, to make everyone aware of the consequences.
--
KjetilK
 
 
 
 
From:  Craig Dennis <craig at tac.toyota.co.za>@MITVMA.MIT.EDU> on 25.01.2001 08:11
 
Please respond to "SAP Workflow Users' Group" <SAP-WUG at MITVMA.MIT.EDU>
 
Sent by:  SAP Workflow <Owner-SAP-WUG at MITVMA.MIT.EDU>
 
 
To:    SAP-WUG at MITVMA.MIT.EDU
cc:     (bcc: Kjetil Kilhavn)
Subject:  Workflow and SAP HR dependency
 
 
I am very new to workflow and have to date had very limited exposure to how
workflow functions and the best practices etc related to workflow. For my sins,
I have been given responsibility for workflow (as we currently have major
problems with supporting the work flows introduced during our phase 1 SAP
implementation).
 
The major issues raised by an independent consultant are:-
 
* the dependency of workflow on the SAP HR structure (we struggle to get the
business to pass on information to keep the organization structure up to date
and correct)
* complex multi step work flows
* excessive use of deadline monitoring
 
I am very keen to find out the following:-
 
* is there information available anywhere on SAP workflow best practices?
 
* what alternatives do we have to using the SAP HR organization structure?
 
Any help would be gratefully appreciated.
 
Craig Dennis
Toyota South Africa
 
 
 
 
 
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