Organizational object (object key S) used to distribute tasks to different positions and to depict the reporting structure in your organizational plan. Positions are concrete and are held by employees or users in an enterprise, sales administrator, head of European sales or secretary in the marketing department, for example.
Positions differ from jobs. A job is not concrete but rather the basis for the creation of various positions with similar tasks and characteristics.
A position does not only inherit its tasks and characteristics from a job. It can also be assigned tasks and characteristics directly or inherit them from the organizational unit that it belongs to.
You assign positions to organizational units, in doing this, you also determine the tasks assigned to them. You can define a chief position within an organizational unit, to which all other positions in the organizational unit report.
In some enterprises, by assigning positions to organizational units, you define the reporting structure , that is the assignment of positions to one another.
If the actual reporting structure of your enterprise differs from the reporting structure according to the organizational structure, you can model it in two ways:
as a reporting structure , if your positions are assigned in a one dimensional hierarchy
as a matrix organization , if your positions report to more than one organizational unit
Matrix relationships can be disciplinary or professional.
In doing this, you relate the positions concerned to each other, regardless of which organizational unit they are assigned to.
You need positions to:
create staff assignments , that is the assignment of holders (employees or users) to positions and to a corresponding organizational unit
distribute tasks between positions in your enterprise
use Workflow Management
evaluate your reporting structure
You can depict and document the reporting structure of your enterprise using reports. The reporting structure you create determines the evaluation paths available to you.
A position must always be related to:
an organizational unit via relationship A/B 003 (belongs to / includes)
a job via relationship A/B 007 (describes / is described by)
A position can also be related to:
an organizational unit via relationship A/B 012 (reports to)
another position via relationship A/B 002 (reports to/ is line manager of) or A/B 004 (is subordinate to (disc.) / supervises) or A/B 005 (is subordinate to / is line manager of)
a holder (one or more persons or users) via relationship A/B 008 (Holder)
tasks via relationship A/B 007 (describes / is described by)
a work center via relationship A/B 003 (belongs to / includes)
a master cost center via relationship A 011 (cost center assignment) or with several cost centers via relationship A 014 (cost center distribution)
You determine the characteristics of a position using the following infotypes:
Planned Compensation (infotype 1005) If you implement the Personnel Management component, you can find more information in SAP Library under .
Job Evaluation Results (infotype 1050) If you implement the Personnel Management component, you can find more information in SAP Library under .
Salary Survey Results (infotype 1051) If you implement the Personnel Management component, you can find more information in SAP Library under .
For effective integration with Personnel Cost Planning, you must process the Vacancy infotype (1007) for positions. You must also maintain the Cost Planning infotype (1015) for either the position, or the describing job.