HR - Org. plans

[Mike Nickson]

Steve

Not sure if this helps or not, but I am pretty sure that at my previous
client, the HR QA data was scrambled in some way when the system was
refreshed from production, to protect the integrity of the production system
data.

I could try to find out how this was done if this helps.

Mike

On 09/02/07, Kisloff, Philip B <Philip.Kisloff at astrazeneca.com> wrote:
>
> 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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