Protect Sensitive Data in Performance Management with Authorizations: Part 1

  • by Bianka Piehl, SAP AG
  • Martina Schuh, SAP AG
  • Maurice Hagen, SAP AG
  • July 15, 2005
During the objective setting and appraisal process, you need to protect sensitive personnel data. By using HR standard authorizations in combination with customizing settings that restrict appraisal document access, you will be able to set up a secure system in which only legitimate users can access sensitive data. You first need to understand the use of mySAP ERP HCM standard authorizations.
Key Concept
The SAP Performance Management system is based on the Objective Setting and Appraisals (OSA) component. It is integrated with Personnel Planning components such as Organizational Management, Personnel Development, and the SAP Learning Solution. These components use the general authorization checks from the Personnel Planning components. As a consequence, the OSA component uses the same authorization objects and same authorization checks. Only one authorization object, P_HAP_DOC, is specific to OSA. It is used to check authorizations for accessing appraisal documents.

With the Performance Management component, mySAP ERP HCM supports users in implementing competency assessments or performance appraisal processes. The results often feed into compensation planning, strategic employee development, or succession planning programs that safeguard top-level key positions. This data is highly confidential and requires strict authorization handling.

Bianka Piehl

Bianka Piehl has been working as HR Consultant since 1999, joining SAP HR Consulting 2003. Her consulting activities were focused on the areas of Organizational Management, Personnel Development and Performance Management, including related Self-Service scenarios. Since May 2005 she is working for SAP Solution Management, being responsible for Shared Services in HCM.

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Martina Schuh

Martina Schuh joined SAP in 1999. She has been dedicated to the subject of HCM Analytics from the outset. Since 2001 she has been product manager for HCM Analytics and Talent Management, including Employee Performance Management and Succession Planning.

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Maurice Hagen

Maurice Hagen started at SAP in 2000 as a developer for Dutch Payroll. In 2001 he joined the Performance Management project where he has been involved from the start with the specification, design, and development of the Objective Setting and Appraisals module.

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