Workflow and SAP HR dependency

[Markus Brahm]

As for my experience HR (or BC) orgstructure is needed in only 20% of the
cases. If you have a release supporting responsibilities for example you
have a mighty tool to implement agent assignments. It certainly depends on
the processes being implemented and the strategy behind.
 
Concerning the massive deadline problems you should check whether you are
still using single case deadline monitoring (TA SWU3) as this might cause
problems within jor job management.
 
If you shortly describe the processes being implemented SAP-WUG should be
able to recommend you to use HR org.structure or an alternative.
 
Kind regards,
 
Markus
CSC PLOENZKE AG
 
 
 
 
 
 
Kjetil Kilhavn <KJETILK at statoil.com>@MITVMA.MIT.EDU> on 25.01.2001 08:56:30
 
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:
 
Subject:  Re: Workflow and SAP HR dependency
 
 
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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