Protect Sensitive Data in Performance Management with Authorizations: Part 3

  • by Bianka Piehl, SAP AG
  • Maurice Hagen, SAP AG
  • Martina Schuh, SAP AG
  • October 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 are able to set up a secure system in which only legitimate users can access sensitive data. These customizing settings help you set up a secure objective setting and appraisal process.
Key Concept

The mySAP ERP HCM Performance Management is based on the Objective Setting and Appraisals (OSA) component. You can use it to implement competency or potential assessments or performance feedback processes. The main implementation work is done in the appraisal template catalog where you create the required templates as a basis for the appraisal documents. For each template, you define the required business characteristics and restrict the access to defined parts of the document for defined participants during the objective setting and appraisal process.

Standard HR authorizations restrict the access of a user to the objective setting and appraisal documents of defined groups of employees and templates, as described in the previous parts of this series. The customizing settings defined when you create a template control the access rights for specific parts of the documents during a performance feedback cycle. For example, you can set up a template so that the manager and the employee can enter objectives at the beginning of a performance feedback cycle; the employee, manager, and selected peers can enter partial appraisals; but only the manager is able to enter a final appraisal at the end of the cycle.

Here we explain which customizing settings are relevant for setting up a secure appraisal process. Our explanations apply to R/3 Enterprise HR Extension Set 1.10 and 2.00 as well as to mySAP ERP 2004.

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.

See more by this author

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.

See more by this author

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.

See more by this author


Comments

No comments have been submitted on this article. 


Please log in to post a comment.

To learn more about subscription access to premium content, click here.