Currently, positions are defined at a more granular level that what we need. If a position only defined to which processes and roles a user plays, then a position could be defined across the entire enterprise rather than at a regional or smaller geographical area. The org units / org unit groups would then be assigned directly to the user(s).
Example, given a global organization with manufacturing facilities in North America, Latin America, Asia Pacific and EMEA, to separate organizational responsibilities, we would currently setup positions as follows:
North American Manufacturing – containing the processes, roles, and org units specific to the NA manufacturing sites.
Latin American Manufacturing – containing the processes, roles, and org units specific to the LA manufacturing sites.
Asia Pacific Manufacturing – containing the processes, roles, and org units specific to the ASPAC manufacturing sites.
EMEA Manufacturing – containing the processes, roles, and org units specific to the EMEA manufacturing sites.
Each position would contain the same processes and roles, but we would have to create additional positions based on a group of user’s organizational responsibilities.
Assigning organizational units to user’s rather than positions would allow us to share a single position, Manufacturing, that could be used globally. Each user assigned to the position plays the same role, but their organizational responsibilities differ.
This would reduce the number of positions needed, provide a clearer picture of roles within an organization, simplify any user provisioning process, while still providing the same level of granularity that we have today for assigning access to users.