Here are SAP HCM Organization Management (OM) interview questions tailored for
someone with 4 years of experience:
Basic Concepts
1. What is the purpose of Organizational Management (OM) in SAP HCM?
2. Explain the structure of an organizational plan in OM.
3. What are the key objects used in OM?
4. What is an object type, and can you list some examples?
5. What is the relationship between positions and jobs in OM?
Organizational Plan
6. How do you create an organizational unit in SAP OM?
7. What is an evaluation path, and why is it important in OM?
8. Explain the difference between a position and a job in OM.
9. What is the significance of infotypes in OM? Can you name a few OM-specific
infotypes?
10. How are cost centers linked to organizational units or positions?
Integration
11. How does OM integrate with Personnel Administration (PA)?
12. What is the significance of the integration switch (PLOGI)?
13. How is OM data integrated with Payroll and Time Management?
14. What happens if a position is not assigned to a cost center?
15. How do you handle inconsistencies in integration between OM and PA?
Configuration and Customization
16. How do you configure relationships between OM objects?
17. What is the T-code for maintaining OM structures?
18. Explain how you would create a new evaluation path.
19. How do you configure reporting structures in OM?
20. What is the purpose of Plan Versions in OM?
Advanced Topics
21. What are the key tables used in OM?
22. What is the difference between a task and a position in OM?
23. Explain how workflows are linked to positions in OM.
24. What is a dynamic action in OM, and when would you use it?
25. How do you handle reorganizations in OM?
Reporting and Analysis
26. What is the use of the transaction code PPOME?
27. How would you generate a report to display vacant positions?
28. What is the use of RHINTE reports in OM?
29. Can you describe how to use query-based reporting for OM data?
30. How do you analyze relationships between objects in OM?
Real-Time Scenarios
31. How would you create a new position and assign it to an existing organizational
unit?
32. An employee has been transferred to a new department. What steps are required
in OM?
33. How do you handle a scenario where multiple positions need to report to one
manager?
34. What would you do if an organizational unit is mistakenly deleted?
35. How would you design an OM structure for a company with multiple
geographical locations?
Best Practices
36. What are the best practices for maintaining OM data in SAP?
37. How do you ensure consistency and avoid data duplication in OM?
38. How often should the organizational plan be updated?
39. What is the importance of delimited records in OM?
40. What precautions should be taken during a mass update of positions or
organizational units?
Here are the answers to the SAP HCM Organization Management (OM) interview questions:
Basic Concepts
1. Purpose of OM in SAP HCM:
OM helps define and manage the organizational structure, including relationships
between jobs, positions, and organizational units, to support HR processes like
recruitment, payroll, and reporting.
2. Structure of an Organizational Plan:
An organizational plan consists of organizational units, jobs, positions, and
relationships that define the hierarchy and reporting structure.
3. Key Objects in OM:
o O: Organizational Unit
o S: Position
o C: Job
o K: Cost Center
o P: Person
4. Object Type:
Represents entities in OM. Examples:
o O: Organizational Unit
o S: Position
o C: Job
5. Relationship Between Positions and Jobs:
Jobs are general classifications (e.g., Manager), while positions are specific instances
assigned to employees (e.g., HR Manager).
Organizational Plan
6. Creating an Organizational Unit:
Use PPOME or PPOCE, navigate to the hierarchy, and create a new organizational
unit by assigning its attributes.
7. Evaluation Path:
It defines hierarchical relationships between objects (e.g., O-S-P) and is used in
reporting and workflows.
8. Position vs. Job:
o Job: Template or classification (e.g., Developer).
o Position: Specific role assigned to an employee (e.g., Java Developer in IT).
9. Significance of Infotypes in OM:
Infotypes store data for OM objects, such as:
o 1000: Object
o 1001: Relationships
o 1005: Planned Compensation
10. Cost Center Linking:
Positions or organizational units are linked to cost centers in infotype 1001 or via
integration with controlling.
Integration
11. OM-PA Integration:
Ensures that positions in OM are assigned to employees in PA using integration
switches (e.g., PLOGI).
12. Integration Switch (PLOGI):
Configured in table T77S0 to enable synchronization between OM and PA.
13. OM Integration with Payroll/Time Management:
Positions and jobs determine roles and responsibilities, which influence payroll
calculations and time schedules.
14. Position Without Cost Center:
Errors in payroll or time evaluation can occur. Assign a cost center in infotype 1001
or update the controlling area.
15. Handling Integration Inconsistencies:
Use RHINTE reports (e.g., RHINTE10) to synchronize data between OM and PA.
Configuration and Customization
16. Configuring Relationships:
Maintain relationships in infotype 1001, e.g., "O-S" (organizational unit to position).
17. T-code for Maintaining OM Structures:
Use PPOME, PPOCE, or PO10 depending on the task.
18. Creating an Evaluation Path:
Define it in transaction OOAW with required relationships and sequences.
19. Reporting Structures:
Configure relationships like "O-S" (Manager supervises a position) and "S-P"
(Position is held by a person).
20. Plan Versions:
Allow simulation of organizational changes. The active version is 01.
Advanced Topics
21. Key Tables in OM:
o HRP1000: Object data
o HRP1001: Relationships
o HRP1013: Cost distribution
22. Task vs. Position:
o Task: Describes activities performed.
o Position: Represents roles held by employees.
23. Workflows and Positions:
Workflows can be assigned to positions to route tasks based on organizational
hierarchy.
24. Dynamic Action in OM:
Automatically triggers actions, e.g., assigning default relationships when creating
positions.
25. Handling Reorganizations:
Use "drag-and-drop" in PPOME or delimit records for moved units.
Reporting and Analysis
26. PPOME Usage:
Graphically maintain organizational structures, positions, and relationships.
27. Vacant Positions Report:
Use transaction S_AHR_61016509 or create custom queries.
28. RHINTE Reports:
Synchronize OM and PA data (e.g., RHINTE20 for positions).
29. Query-Based Reporting:
Use transaction SQ01 to create queries on OM tables.
30. Analyzing Relationships:
Use SE16 to view table HRP1001 or evaluation paths in PP01.
Real-Time Scenarios
31. Creating New Positions:
Use PPOME, assign relationships (e.g., to an organizational unit), and link a cost
center.
32. Employee Transfer:
Update the employee's position in IT 0001 and maintain relationships in OM.
33. Multiple Positions Reporting to One Manager:
Create "O-S" relationships for all positions to one organizational unit.
34. Deleted Organizational Unit:
Restore through change logs (SLG1) or recreate it manually.
35. Designing Geographical Structures:
Create separate organizational units for each location with parent-child relationships.
Best Practices
36. Maintaining OM Data:
Regularly update OM structures, ensuring proper relationships and validity periods.
37. Avoiding Data Duplication:
Use unique object IDs and enforce data validation.
38. Frequency of Updates:
Update whenever organizational changes occur (e.g., new departments, positions).
39. Delimited Records:
Delimit records when modifying object attributes to maintain historical data.
40. Precautions for Mass Updates:
Backup data, test in QA, and use LSMW or BDC for bulk changes.
Detailed Steps and Examples for Basic Concepts and Organizational Plan
Questions
Basic Concepts
1. Purpose of OM in SAP HCM:
o Steps:
OM defines and maintains the organizational structure in SAP, which includes
relationships between positions, jobs, and organizational units. It supports
processes such as recruitment, payroll, reporting, and employee assignments.
o Example:
In a company, the OM structure may look like this:
Organizational Unit: HR Department
Job: Manager
Position: HR Manager
Person: John Smith
2. Structure of an Organizational Plan:
o Steps:
1. An organizational plan is made up of objects (O, S, C, P, K, etc.).
2. Each object is linked through relationships.
3. Data for objects is stored in infotypes (e.g., 1000 for Object, 1001 for
Relationships).
o Example:
A hierarchy may look like:
Organizational Unit (O): IT Department
Job (C): Developer
Position (S): Java Developer
Person (P): Alice Brown
3. Key Objects in OM:
o Steps:
Key OM objects include:
O: Organizational Unit
S: Position
C: Job
P: Person
K: Cost Center
o Example:
Object: O (Sales Department)
Object: S (Sales Manager)
Object: C (Manager)
4. Object Type:
o Steps:
Object types represent entities in OM. Each object type has a unique identifier
and attributes stored in infotypes.
o Example:
Object type O (Organizational Unit) with ID 50000123 represents the
"Finance Department."
5. Relationship Between Positions and Jobs:
o Steps:
A Job is a general description (e.g., Engineer).
A Position is a specific instance linked to the Job (e.g., Mechanical
Engineer).
Positions are assigned to employees.
o Example:
Job: Software Engineer
Position: Java Developer (Position ID: 50000045)
Employee: Assigned to Position 50000045.
Organizational Plan
6. Creating an Organizational Unit in SAP OM:
o Steps:
1. Go to PPOME or PPOCE.
2. Select the "Create Organizational Unit" option.
3. Enter details such as name, validity period, and relationships.
4. Save the changes.
o Example:
Create an "HR Department" under the "Corporate Office" with validity from
01.01.2025 to 31.12.9999.
7. Evaluation Path:
o Steps:
1. Evaluation paths define the navigation between objects based on
relationships.
2. Configure paths in OOAW.
o Example:
Path O-S-P: From Organizational Unit (O) -> Position (S) -> Person (P).
8. Difference Between a Position and a Job:
o Steps:
A Job is a template or role classification.
A Position is a specific instance of a job, assigned to employees.
o Example:
Job: Accountant
Position: Junior Accountant, Senior Accountant
9. Significance of Infotypes in OM:
o Steps:
Infotypes store data for OM objects.
1000: General attributes (e.g., object name).
1001: Relationships (e.g., position to cost center).
1005: Planned compensation.
o Example:
Infotype 1001 links a Position to an Organizational Unit.
10. Linking Cost Centers:
o Steps:
0. Go to PP01 or PPOME.
1. Select the object (e.g., Position).
2. Assign Cost Center in Infotype 1001.
3. Save and validate.
o Example:
Position: HR Manager
Linked Cost Center: 1000 (HR Department).
Detailed Steps and Examples for Integration and Configuration and
Customization Questions
Integration
11. OM-PA Integration:
o Steps:
1. Ensure the integration switch (PLOGI) is active in table T77S0.
2. Assign positions in OM to employees in Personnel Administration
(PA) using Infotype 0001 (Organizational Assignment).
3. Maintain consistency between OM and PA through periodic checks or
synchronization.
o Example:
Employee John Smith is assigned to Position 50000012 (HR Manager) in IT
0001. This position is linked to the "HR Department" in OM.
12. Integration Switch (PLOGI):
o Steps:
1. Go to transaction SM30 and access table T77S0.
2. Set the value of PLOGI ORGA to X to enable OM-PA integration.
o Example:
Value PLOGI ORGA = X ensures that changes in OM (e.g., new positions)
reflect in PA.
13. OM Integration with Payroll/Time Management:
o Steps:
1. Assign positions to employees in IT 0001.
2. Link positions to cost centers (Infotype 1001) for payroll.
3. Define work schedules for employees based on positions for Time
Management.
o Example:
Employee in Position 50000123 (Shift Supervisor) gets a specific work
schedule and payroll based on their position.
14. Position Without Cost Center:
o Steps:
1. If a position isn’t linked to a cost center, assign one in Infotype 1001.
2. Use PPOME or PP01 to update the relationship.
o Example:
Position 50000011 (Sales Manager) is linked to Cost Center 2000 (Sales
Department).
15. Handling Integration Inconsistencies:
o Steps:
1. Run RHINTE reports to reconcile inconsistencies.
RHINTE00: Transfers PA data to OM.
RHINTE10: Transfers OM data to PA.
2. Check logs for errors.
o Example:
If Position 50001234 exists in OM but is missing in PA, use RHINTE10.
Configuration and Customization
16. Configuring Relationships:
o Steps:
1. Use transaction PP01 or PPOME to select the object.
2. Maintain Infotype 1001 to define relationships.
Example: Position S "Reports to" Organizational Unit O.
3. Save changes.
o Example:
Position 50001234 (HR Manager) "Reports to" Organizational Unit 10000123
(HR Department).
17. T-code for Maintaining OM Structures:
o Steps:
PPOME: Graphical view and maintenance.
PPOCE: Create new organizational structures.
PO10: Maintain organizational units.
o Example:
Use PPOME to create or edit the "Sales Department" and its positions.
18. Creating an Evaluation Path:
o Steps:
0. Go to transaction OOAW.
1. Define the evaluation path (e.g., O-S-P) and save.
2. Use the path in reports or workflows.
o Example:
Path O-S-P shows all employees reporting to a department.
19. Configuring Reporting Structures:
o Steps:
0. Create relationships between positions (e.g., "Reports to") in PP01 or
PPOME.
1. Use evaluation paths to generate reporting hierarchies.
o Example:
Position 50000021 (Team Lead) "Reports to" Position 50000001 (Manager).
20. Plan Versions:
o Steps:
0. Use plan versions to simulate organizational changes.
1. Access plan versions in transaction PPOCV.
2. Activate or compare versions as needed.
o Example:
Active plan version: 01 (current structure). Simulation version: 02
(reorganization).
Detailed Steps and Examples for Advanced Topics and Reporting and
Analysis Questions
Advanced Topics
21. Key Tables in OM:
o Steps:
Key tables store OM data:
HRP1000: Stores object attributes (e.g., name, type).
HRP1001: Stores relationships between objects (e.g., O-S, S-P).
HRP1013: Stores cost distribution for positions.
o Example:
To check relationships between positions and cost centers:
Use SE16 or SE16N to query table HRP1001 with relationship type A
011 (belongs to cost center).
22. Task vs. Position:
o Steps:
A Task describes responsibilities or activities (e.g., "Approve Leave").
A Position represents a specific role held by an employee (e.g., HR
Manager).
Tasks can be assigned to positions.
o Example:
Task 2001 (Approve Leave) is linked to Position 50000123 (HR Manager).
23. Workflows and Positions:
o Steps:
1. Define workflows in SWDD and assign responsible positions.
2. Use OM relationships to determine the escalation hierarchy.
o Example:
Workflow for leave approval routes tasks to Position 50000121 (Team Lead),
then escalates to 50000101 (Manager) if not approved.
24. Dynamic Action in OM:
o Steps:
0. Configure dynamic actions in table T588Z to trigger automatic
updates.
1. Define conditions and actions (e.g., create default relationships).
o Example:
When a position is created, it automatically gets linked to a default
organizational unit.
25. Handling Reorganizations:
o Steps:
0. Use PPOME to move organizational units or positions.
1. Delimit validity periods for outdated records to preserve history.
o Example:
Move "Marketing Department" under "Corporate Office" while delimited
from its previous parent.
Reporting and Analysis
26. PPOME Usage:
o Steps:
1. Access PPOME for a graphical view of the organizational structure.
2. Navigate, update, or create objects (e.g., positions or units).
o Example:
Use PPOME to add a new "IT Department" and assign positions like "IT
Manager."
27. Vacant Positions Report:
o Steps:
1. Use transaction S_AHR_61016509 for a standard vacant position
report.
2. Filter by organizational unit, validity period, or position type.
o Example:
Run the report to identify unfilled positions in the "Sales Department."
28. RHINTE Reports:
o Steps:
1. Use RHINTE00 to transfer PA data to OM.
2. Use RHINTE10 to transfer OM data to PA.
3. Verify results in logs.
o Example:
Synchronize OM and PA when a new position is created in OM but not
reflected in IT0001.
29. Query-Based Reporting:
o Steps:
1. Use transaction SQ01 to create a custom query.
2. Join tables like HRP1000 and HRP1001 to fetch organizational data.
o Example:
Create a query to list all employees assigned to the "Finance Department."
30. Analyzing Relationships:
o Steps:
1. Use SE16 or SE16N to view table HRP1001.
2. Filter by relationship type (e.g., A 008 for "reports to").
o Example:
Analyze relationships to find all positions reporting to a specific manager.
Detailed Steps and Examples for Real-Time Scenarios and Best Practices
Questions
Real-Time Scenarios
31. Scenario: Reorganization of Departments
o Steps:
1. Go to PPOME.
2. Select the current organizational unit (e.g., "Marketing Department").
3. Move it under a new parent unit (e.g., "Corporate Office") using drag-
and-drop or relationship adjustments.
4. Delimit the validity period for the old structure to preserve history.
5. Validate relationships for all subordinate positions and units.
o Example:
The "Digital Marketing" unit moves from "Marketing Department" to the
"Sales Division." Validity dates are adjusted to maintain historical records.
32. Scenario: Adding a New Position
o Steps:
1. Use PPOME or PP01 to create a new position under the relevant
organizational unit.
2. Assign relationships, such as "Reports to" (A 002) and "Belongs to
Org Unit" (A 003).
3. Set status as vacant or filled.
o Example:
Add a "Social Media Specialist" position under "Digital Marketing" with a
vacant status until recruitment is completed.
33. Scenario: Vacant Positions
o Steps:
1. Run the Vacant Positions Report in transaction S_AHR_61016509.
2. Analyze vacancies by organizational unit or validity period.
3. Use PPOME to review and update vacant positions.
o Example:
Identify unfilled positions in the "IT Department," such as "Java Developer,"
and notify the recruitment team.
34. Scenario: Assigning an Employee to a Position
o Steps:
1. Open IT0001 (Organizational Assignment) in PA.
2. Enter the position ID (e.g., 50001234).
3. Save changes, ensuring integration between PA and OM.
o Example:
Assign John Smith to Position 50000123 (HR Manager) in the "HR
Department."
35. Scenario: Resolving Integration Errors
o Steps:
1. Identify the inconsistency using integration reports (e.g., RHINTE10).
2. Correct data in OM or PA using PPOME or PA transactions.
3. Re-run the report and validate the correction.
o Example:
If a position exists in OM but is not reflected in PA, use RHINTE10 to
transfer the data.
Best Practices
36. Ensuring Data Accuracy
o Steps:
1. Regularly review organizational structures for outdated or incorrect
information.
2. Run consistency reports (e.g., RHINTE20) to validate data.
o Example:
Use RHINTE20 to check for discrepancies in relationships between positions
and cost centers.
37. Role of Delimitation
o Steps:
1. Use delimitation to end the validity of objects or relationships without
deleting them.
2. Update validity periods in PPOME or PP01.
o Example:
Delimit a "Temporary Project Manager" position to end on 31.12.2024.
38. Effective Use of Evaluation Paths
o Steps:
1. Create evaluation paths in OOAW for specific reporting needs.
2. Use them in reports or workflows to fetch relevant data.
o Example:
Evaluation path O-S-P retrieves all employees in a given department.
39. Maintaining Plan Versions
o Steps:
1. Use plan versions to simulate organizational changes before
implementing them.
2. Compare versions in PPOCV and activate the desired version.
o Example:
Simulate merging "Marketing" and "Sales" departments in plan version 02
before activating it.
40. Handling Large Organizations
o Steps:
1. Use PPOME for a graphical overview and RHSTRU00 for detailed
structure reports.
2. Divide responsibilities by defining specific roles and evaluation paths
for each admin.
o Example:
For a global company, create separate units for "North America," "Europe,"
and "Asia" with distinct administrators.
