Country Reassignment refers to an employee being assigned to an organizational unit in another country, in other words, the employee is moved to another personnel area, which is assigned to a different country grouping to that of the employee's previous personnel area.

In order to depict a country reassignment in the system, you need to assign a new personnel number. This means that the country reassignment consists of a hiring action in the future and a leaving action in the previous personnel area. You can perform a country reassignment by setting up a personnel action type 'Country reassignment' in the Personnel Action Types table (T529A). Set the 'Country reassignment' indicator for this action. If this indicator is flagged, the hiring action in the future and the leaving action in the previous personnel area are combined.

The country reassignment action only represents a link between the hiring and leaving actions, and is not logged in either the Actions (0000) or the Additional Actions (0302) infotypes. The hiring and leaving actions are logged in these infotypes. For more information on logs, see below.

You have created the country reassignment action in the Action Menu by choosing Customizing Procedures ® Actions ® Change Action Menu in the IMG for Personnel Administration.

In the Personnel Actions transaction (PA40), enter the previous personnel number and the date of the country reassignment (= date of entry and leaving), and select a personnel action for which the Country Reassignment indicator is set in table T529A. By selecting such a personnel action, a dialog box is displayed. In this dialog box, enter the required entry and leaving action. You can define the new personnel number for the hiring action the same way as you assign internal or external numbers when running the usual hiring action (according to your IMG settings for personnel number assignments).

The country reassignment action gives you the following options:

• You can perform several country reassignments for an employee.
• You can also reassign an employee to the previous personnel area or country grouping.
• An employee can be assigned to different country groupings at the same time for one contract. For each of these contracts, create a country reassignment without a leaving action, by setting the No leaving indicator in the relevant dialog box. To process a return to a previous area or country grouping, you perform the country reassignment action whereby the hiring action is an organizational reassignment.
• The administrator in the old country processes the country reassignment. The administrator requires authorization to create country-independent infotypes in the new country. Only the administrator in the new country is authorized to maintain country-specific infotypes for the new country. The new administrator is indicated in the Organizational Assignment infotype (0001). If, following a country reassignment, the new administrator is requested to edit extended infotypes for the employee in the new location, he/she can use a workflow connection. You can make the necessary settings in the IMG for Personnel Administration, under Customizing Procedures ® Actions ® Set Up Workflow Connection for Country Reassignments.

• The country reassignment also affects the employee’s relationships created for training and further education in Training and Event Management. This affects the following relationships:

If a country reassignment takes place, the relationships that start after the date of the country reassignment are copied to the new personnel number. Relationships that are valid on the country reassignment date are either delimited (for flags) or remain. The system checks whether billing or allocation documents have already been created for attendances and reservations for the employee. If this is the case, you must decide how to process these relationships. The relationships then remain and are printed in the log with identifiers. No cancellation record is created for deleted attendances, however, the move-up procedure for participants on the corresponding waiting lists is performed according to Customizing for Training and Event Management. For deleted resource reservations, the corresponding resource type for the business event type in question is flagged as open (in other words, not reserved).

To ensure that a complete training and education history is available, the past attendances (025) are transferred to the new personnel number as attendances for the corresponding business event type. However, past reservations for the employee are not transferred to the new personnel number as a resource.

If you want to carry out additional processing for the personnel numbers within the country reassignment, you can use a Business Add-In (BAdl) as a customer enhancement. You can create this customer enhancement in Customizing for Personnel Management under Global Settings in Personnel Management ® Special Personnel Actions ® BAdI: Personnel Actions for Country Reassignments and Leavings.

If an error occurs during this data transfer, the transfer can carried out by running the report Processing Errors According to Country Reassignment (RHHANDLERELATIONS).

In SAP BW, Headcount Queries generally count the number of salaried employees (using personnel numbers or contracts), irrespective of whether they relate to the same person (in the case of a country reassignment or a reference personnel number). You can use a switch to specify that you want to count the number of people (in other words, a headcount). If these queries are expanded to country level, you generally require a rule to determine the country in which the person is to be displayed. The contract with the oldest, active date of entry is used as the rule.