The Personnel Structure From the Organizational Perspective 
The Personnel Structure From the Organizational Perspective
The personnel structure from the organizational perspective makes a distinction between two situations:
No Integration with Organizational Management
There is no technical link between Personnel Administration and Organizational Management tables. In this case you have to set up the sequential elements of the organizational personnel structure in the Personnel Administration customizing tables.
A position is an individual employee assignment in a company (e.g. head of marketing department, head of personnel department). A position is an organizational grouping of work that can be performed by one person.
A job is a general classification of task areas (e.g. head of department). A job is a standard description of an activity that can be performed by a person.
An organizational unit represents a user-defined organizational unit whose job it is to take on and carry out certain functions within a company (e.g. department, project group).
Integration to Organizational Management
There is a technical link between Personnel Administration and Organizational Management tables. In this case you have to set up the elements of the organizational personnel structure in the Organizational Management customizing tables.
Position
If Organizational Management is integrated, you must take note of the following when assigning an employee to a position:
In Organizational Management, you can link the position data to the following fields data:
This link has practical consequences on personnel actions, e.g. Hiring and Organizational reassignment.
When you hire a new employee, the fields Personnel area, Employee group and Employee subgroup fields in the
If you decide to fill the fields Personnel area, Employee group and Employee subgroup manually, these values will be validated against the data stored for the position. If the data is inconsistent, you will receive a warning message.
If these fields already contain entries when you run hiring actions one after the other, or when you perform an organizational reassignment, and if you have not yet assigned a new position, this data is also validated against the data of the new position that you now assign.
In the
You must interpret the staffing percentage entered in conjunction with the (planned) working time for this position. The (planned) working hours are stored in the position staffing schedule in Organizational Management.
If the staffing percentage is less than 100%, a dialog box appears. It enables you to assign the employee to additional positions within Organizational Management.
Only one Organizational Assignment (0001) infotype record exists for Personnel Administration.
If you assign several positions, only the data for the position with the highest staffing percentage is taken into consideration.
Job, Organizational Unit
The job and the organizational unit are automatically derived from the position if Personnel Administration and Organizational Management are integrated.