Organizational Structure

[Former Member]

Glad to see the SSC forum becoming a reality !!

Would like to discuss and get opinion on best practices for Organizational Structure for PA-EIC.

Current Situation: Company A is running SAP HR for past 3 years. It is planning for PA-EIC because of volume of enquiries they recieve from employees. Company currently wants to give the job of EIC to existing staff in HR. Hence, they do not want to append the existing Organizational Structure unless absolutely necessary.

Future Situations: Down the line 5 years, as number of staff grows, Company would like to have a dedicated EIC departments and divisions for seperate budget and costing analysis.

How would you proceed for Organizational Structure in both cases? And why a particular way?

It is only a case study. Hence, approach your answer accordingly.

Regards

Yash

[Former Member]

Thanks for the participation.

[Former Member]

Hi Yash,

Its common in many of the cases that the clients want to go ahead and implement EIC without disturbing the Org.Structure and keeing it intact.

The first thing that needs to be done is to have a meet with the client identify the Org.Units from where the positions are going to play the role of an EIC agents.Here we are talking of a Dual Role..in a sense HR Manager will also be an EIC agent.

Once this top level design is done start assigning the IC WebClient profile HREIC_DEF to the organizational unit EIC. To do this, maintain the IC WebClient Profile infotype (1261).

2nd Scenario: When the company is having a restructure after 5 years.Now Copy the current plan version into another plan version make the changes as required have the addition Org.Units and positions etc.And then you can have that copied to your current plan version.

Hope this answer your question for your case study.

Thanks

Swati

[Former Member]

EIC roles and functions are structured in the system with the help of OM infotypes also. Just allocate the right ones to the OrgUnits and Positions. If you allocate those directly to the existing structure I do not see any problem in keeping the current structure, especially if you are going to send it with ALE.

If in 5 years you are going to create some special department, it is just a case or normal maintainance in HR and they will simply have to create some new OrgUnits and Positions and move some people in the OrgChart