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Evaluation Paths: De-Mystifying a Great Concept

8 Responses
  1. Gerhard

    Hallo,

    thanks for your post. I am wondering if this method is also useful when I would like to grand authorization based on payroll area. In my company payroll area is used to determine the location of person. Access to personel data should only be allowed within same payroll-area. Any idea if evaluation-path can be used here?
    Thanks.

    1. Hello,

      I don’t see any need for evaluation paths to implement your requirement. I have got the following alternative solutions for you:
      1. Implement authorization object P_NNNNN and add field payr. area to the field group. You might want to replace P_ORGIN by P_NNNNN. Otherwise you always need to maintain both objects in your authorizations. This is quite an effort, since you need to adjust all of your authorizations.
      2. If you are already using structural authorizations you can create a profile for each payroll area and assign the profile to the administrator. In the profile you leave the evaluation path empty and identify all persons by payroll area by a custom function module (copy RH_GET_ORG_ASSIGNMENT).

      If you need more information on that why not join my authorisation session at iProConference on 6./7. May.

      Best regards,
      Anja Marxsen

  2. Gerhard

    Hallo,

    thanks for your post. I am wondering if this method is also useful when I would like to grand authorization based on payroll area. In my company payroll area is used to determine the location of person. Access to personel data should only be allowed within same payroll-area. Any idea if evaluation-path can be used here?
    Thanks.

    1. Hello,

      I don’t see any need for evaluation paths to implement your requirement. I have got the following alternative solutions for you:
      1. Implement authorization object P_NNNNN and add field payr. area to the field group. You might want to replace P_ORGIN by P_NNNNN. Otherwise you always need to maintain both objects in your authorizations. This is quite an effort, since you need to adjust all of your authorizations.
      2. If you are already using structural authorizations you can create a profile for each payroll area and assign the profile to the administrator. In the profile you leave the evaluation path empty and identify all persons by payroll area by a custom function module (copy RH_GET_ORG_ASSIGNMENT).

      If you need more information on that why not join my authorisation session at iProConference on 6./7. May.

      Best regards,
      Anja Marxsen

  3. SAP_NINJA

    Hi ,

    Instead of creating a relationship, is it not better to create a new position?
    That position may then be added to the org units.

    I am not sure about the requirement to create a new relationship in the example you presented? Is it only to reduce the overhead of adding the position to multiple org units?

    Best.

    1. Sven Ringling

      Hi,

      Of course it depends on your requirements. However, creating new positions would in the vast majority of cases make your Orgmanagement useless for most purposes except for the one you create the position for. If it is the normal job of one employee to do perform variosu tasks for org units other than the one he or she sits in, than using a new relationship is the only way to achieve this without misrepresenting your actual organisational structure. After all, capturing time data for a particlar team doesn’t mean you have to be part of that team.

      From the nature of your question I assume you are just in training and haven’t had any practical experience with OM yet – or just in one very narrow example, right? As you go along, I recommend you watch out for the multitude of purposes Orgmanagement usually needs to serve and think about how this can be doen whilst still having a proper representation of your Orgchart in the system. You’ll find that the text book idea of an orgstructure, where all processes in an organisation forllow the same structure is far from any real world situation.

  4. SAP_NINJA

    Hi ,

    Instead of creating a relationship, is it not better to create a new position?
    That position may then be added to the org units.

    I am not sure about the requirement to create a new relationship in the example you presented? Is it only to reduce the overhead of adding the position to multiple org units?

    Best.

    1. Sven Ringling

      Hi,

      Of course it depends on your requirements. However, creating new positions would in the vast majority of cases make your Orgmanagement useless for most purposes except for the one you create the position for. If it is the normal job of one employee to do perform variosu tasks for org units other than the one he or she sits in, than using a new relationship is the only way to achieve this without misrepresenting your actual organisational structure. After all, capturing time data for a particlar team doesn’t mean you have to be part of that team.

      From the nature of your question I assume you are just in training and haven’t had any practical experience with OM yet – or just in one very narrow example, right? As you go along, I recommend you watch out for the multitude of purposes Orgmanagement usually needs to serve and think about how this can be doen whilst still having a proper representation of your Orgchart in the system. You’ll find that the text book idea of an orgstructure, where all processes in an organisation forllow the same structure is far from any real world situation.

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