Protect Sensitive Data in Performance Management with Authorizations: Part 2

  • by Bianka Piehl, SAP AG
  • Maurice Hagen, SAP AG
  • Martina Schuh, SAP AG
  • August 15, 2005
You have the option in the Objective Setting and Appraisals (OSA) component to use structural authorizations to control access to appraisal documents. Two scenarios help you to understand the concept.
Key Concept

Structural authorizations for HR personnel data are used to grant authorizations based on objects and relationships in organizational structures. You assign structural authorizations to a user with a structural profile. The structural profile contains the following main characteristics:

• Object ID of the root object (which can be dynamically determined through a function module). This is the starting point within the organizational structure, from where authorizations are granted.

• Evaluation path along which the objects are evaluated. This evaluation path identifies all the objects to which the specific user has access.

In part 1 of this series, we explained which standard roles apply for the Objective Setting and Appraisals (OSA) component and which standard HR authorization objects and structural authorizations are relevant for setting up a secure performance management process. In part 2, we focus on the OSA-specific structural authorization concepts that you can use to control access to appraisal documents for persons from defined areas in Organizational Management (OM).

Our explanations apply to R/3 Enterprise HR Extension Set 1.10 and 2.00 as well as to mySAP ERP 2004. This article assumes the reader has a basic understanding of the data model in OM.

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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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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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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