OM - LSO Best Practices

[Former Member]

Hello All,

My client wants to know the BEST PRACTICES for designing the org structure to support LSO.

Would you have any data on OM - LSO: Best Practices. What are the options to set up the org structure to ensure optimum integration between OM and LSO. Ex. should we assign courses to Jobs or Positions, which would work well? Etc.

Thanks in advance. Appreciate any input.

Neelima.

[Former Member · Accepted solution]

Hi Neelima

we attach courses to jobs, as ours is a retail business, our courses are job specific, but you can attach courses to job or position depending on your clients needs.

[Former Member]

Manish, You could write about the topic 'Designing Org Structures to support SAP Learning Solution' in the LSO Wiki. There is a red link on the page https://wiki.sdn.sap.com/wiki/x/m2g. Click on it and create a page with the content below. Invite others to contribute as well.

[Former Member]

The following are the integration points:

1. Qualifications

2. Jobs

3. Positions

4. Person

5. Development Plans

The best practices depend on the organization/industry. If the company has a competency based system, qualifications will be a great enabler when used with the LSO. You can have a course that will make a person "qualified" at the end of it. e.g. CPR training class will make the person "CPR Certified'.

Qualifications can also used as a pre-requisite. eg. If you are "CPR certified', then you can go for a course on "Hazmat certification course".

Another best practice is to have qualifications attached to jobs/ position. this will help in comparing a persons' qualification with a job/position requirements. Based on the deficiency, courses will be proposed. If the job/ position requirement is to be "Advanced Sales Skills" and the person has a qualification "Basic Sales skills, the system can propose courses that can help the person achieve "Advanced sales skills" since he/she is deficient in it.

In case there are certain mandatory courses that are required, then can be attached to a job, position or to a specific person.

If the client uses Development Plans, then LSO courses can be a part of the development plan. e.g. An Ethics training course can be made a part of an intern's Development plan along with job rotation and location changes.

Hope this helps.