HR - Org. plans

[Kisloff, Philip B]

Hi Steve,

I'm not if I'm misinterpreting your question, but is it around retaining
object IDs and plan versions ? As there can only be one active plan version,
merging different 01 (active) plan versions from different systems indeed have
issues that need to managed.

I won't go into details now, but is this your area of concern ?

Phil 

-----Original Message-----
From: sap-wug-bounces at mit.edu [mailto:sap-wug-bounces at mit.edu]On Behalf
Of Munday,Sherie J.
Sent: 08 February 2007 21:55
To: SAP Workflow Users' Group
Subject: RE: HR - Org. plans


Steve,
Not sure if this covers what you are looking for but I spoke with our HR
tech lead and he had this to say...

I think your biggest concern is keeping sensitive HR data secure.  We
decided to have separate systems and ALE certain payroll data between
them so that HR data was kept separate and secure.  (We keep the org and
employees in HR and ALE the org, positions, employee, userid and email
address to the ERP for workflow, and ALE back some cost center
information from ERP to HR)  Also, we don't have to rely on the other
system for scheduling support pack upgrades or refreshes.  When HR needs
to upgrade because of tax updates or whatever, then HR does it.  They
don't have to wait for the other systems to get together and plan
testing.  Not sure what you mean by scratch the data; delete it?  Make
it anonymous?  If that's the case then I think it might be possible (but
not easy) to exclude the HR data and use a data copy tool to copy over
what's needed.   I wouldn't recommend it.  It would be much easier just
to have a separate instance.

I think it's possible to install a different version of SAP HR than
what's in ERP, but you would have to check on this.  It would be better
if HR was at least NW2004S so that you could take advantage of the new
webdynpro technology to run MSS/ESS through an SAP Portal. The portal is
part of the NW2004 system when you include the Java stack along with the
ABAP stack.  Otherwise you have to use a separate Portal infrastructure,
Internet Transaction Server (ITS) where you would probably need one
instance of ITS for ESS(running as a standalone web app) and one for MSS
(which runs in the portal) if you are using Single Sign On.  You would
probably need to have a separate infrastructure for ITS standalone to
handle this since internal ITS is only one instance...   Oy.  You can
see that it gets complicated here and there is no easy short answer
because there is a lot to consider.  

Our HR tech lead's suggestion:  If I had to make a snap decision I would
say keep HR separate and at NW2004S or above with the Java stack
installed. Try to have everything ESS/MSS through the Portal that would
come with the HR install Java stack.  

Best of Luck,
Sherie  (with help from Dan Chupak our HR tech lead)

Sherie Munday
Workflow Developer/Analyst
Air Products & Chemicals, Inc.  

-----Original Message-----
From: sap-wug-bounces at mit.edu [mailto:sap-wug-bounces at mit.edu] On Behalf
Of Steve Johnson
Sent: Thursday, February 08, 2007 12:40 AM
To: SAP Workflow Users' Group
Subject: HR - Org. plans

Hello Team,

I think the following question was raised many times or this is not
related to this forum. I apologize for that. 

Question:
We are on R3 46C with all PP/QM/SD/FI modules and now we are looking
forward to implement HR. 
I heard that Org.plans and other areas like sytsem copies will have
issues in merging HR module on to R3 existing system. I am aware of
implementing seperate mySAP ERP ECC6.0 MSS/ESS and communicate the data
via ALE between R3/HR system. 

Please help me if I decide to use one SAP systems including HR, during
QA system copies we will have issues with scratching the HR data and
also security needs to be very tightly maintained. Please advise us with
pros. cons with any tools you which can be used to scratch the data. 

what about org. plans and issues my doing this with workflow. please
advise. 
 
Thanks,
Steve Johnson
BSHG


 
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