- As the expansion of your service territory has increased the workload in your customer service department, a new position is created there. The agent responsible for creating the position integrates it with the organizational plan of your company and defines the tasks and responsibilities of the new employee in an activity profile.
- As the new employee is responsible solely for the new service territory, his/her tasks can be restricted to a specific region. This is achieved by defining a regional structure group in the employee's (or job's/position's) responsibilities.
Your company's organizational plan in SAP is a comprehensive and dynamic model of the organizational units in your company, including its human resources structure.
In a typical organizational plan you can see:
- The organizational structure of your company.
- The individual positions and the reporting structure (reporting hierarchy) in your company.
- The various job categories.
- The work centers where the tasks assigned to the jobs, and positions are carried out.
Agent determination makes use of the hierarchy levels in the organizational plan to allocate tasks and responsibilities. The organizational plan groups business tasks into task areas and defines which jobs and departments are to carry them out.
You can use the regional structure group, which you can maintain at city and street level, to incorporate the postal regional structure into agent determination. By using the parameter "regional structure" in role resolution, you can introduce a region-specific aspect to agent determination (for example, if a meter reader is to be responsible only for the regional structure group 001 = city center).
- The organizational plan is a means of modeling your company's structure in the system.
- The organizational plan comprises organizational units and all their interrelationships. Organizational units represent logical business units in your company and can be structured to form a hierarchy that represents your business as a whole. The organizational units can be function-based or region-based or reflect other aspects of your business (examples are: business areas, departments, project groups). The organizational plan can comprise as many levels as you wish.
- The organizational plan contains positions that are linked to the organizational units.
- Positions can have one or more holders assigned to them (and each holder can be assigned to more than one position). Holders can be one of the following two types:
- A user – someone with an SAP system userid
- A person – A natural person, such as an employee in your company
- The organizational plan also contains jobs, which describe tasks that occur in a number of different positions.
- Agent determination and SAP Business Workflow use the organizational plan to determine the appropriate agent and to forward work items to the appropriate recipient.
- One active plan variant is recognized at all times. This plan variant reflects the current organization for the entire company or users.
- Organizational units represent any type of organizational entity, designated to perform a specified set of functions within a company. For example, business areas, departments, or project teams could all be represented by organizational units. When you create organizational units and define their various interrelationships, you are effectively modeling your company's organizational structure in the system.
- A job is a general classification for a set of tasks, such as Secretary, Head of Department, Instructor, and so on. A job can be held by any number of people in your company. For example, 20 people could have the job description 'Secretary', 8 people the job description 'Head of Department', and so on. Jobs should not be confused with positions.
- Positions are the individual employee assignments within a company, for example Secretary for Marketing, Sales Manager, and so on.
- Work centers are organizational units that identify locations where work can be carried out.
- Tasks can be viewed as:
- A human resources tool.
- A part of SAP Business Workflows.
From a human resources point of view, tasks are individual duties performed in a company. Examples include taking telephone calls, writing correspondence, developing software. Orders describe jobs and positions. When you assign tasks to jobs and positions, you define the duties that must be carried out by the holders of these jobs/positions. Tasks can also be assigned to organizational units and work centers.
- For PD users, simple maintenance is best for establishing the basic framework, when you first begin to develop the organizational plan.
- The above diagram illustrates that the first step in simple maintenance is to create a root organizational unit. Once one organizational unit has been created, create the appropriate organizational units below it.
- Organizational units and jobs may be created in any subsequent order, but must exist before creating the related positions.
- Jobs may exist in the job index or may be created after the model contains the organizational unit.
- Positions are created after the appropriate job(s) are created in the job index.
- From jobs and positions, tasks are assigned.
- Holders are assigned to positions, not jobs.
- A task can be linked to one or more jobs.
- A position inherits the job's tasks, but can also have additional tasks related to duties performed especially by that position.
- Jobs are not designed to be held by employees. Positions are held by individuals in your company.
- If jobs must be performed by more than one person, you can create a number of positions for this requirement. One position could also be shared by multiple employees each working less than full time. For example, two employees can hold 60% and 40% of one position, but workflow does not take this into account.
- A position represents a job in an organizational unit's staff assignments that is to be filled by a person (employee), for example, purchasing agent. Positions map existing or required personnel capacity in an organizational unit. Positions are created for an organizational unit according to the current status and future requirements.