Organizational Reassignment (SAP Library - Personnel Administration (PA-PA))

Organizational Reassignment

Purpose

When you hire an employee, assign him or her to the Enterprise Structure and the Personnel Structure.

If during the course of his or her employment, the employee changes positions, cost centers, or is moved to another subsidiary, his or her organizational assignment also changes.

To record one of these developments in the system, you run a Personnel Action. In the personnel action type Organizational reassignment, the system automatically displays all the Infotypes, one after another, that must be maintained in order to record such a reassignment in the system.

Prerequisites

The Organizational reassignment personnel action type groups together various logically related infotypes to form an Infotype Group. You can use the customizing tool in Personnel Administration to adjust the infotype group to the individual requirements of your company.

Process Flow

If you run personnel action type Organizational reassignment, you must note the following points:

Entering Organizational Reassignment

When an employee’s organizational assignment changes, a data record is stored in the Actions (0000) infotype. The date and the reason (e.g. transfer, promotion, etc.) for the organizational reassignment are stored in this infotype.

You can only change important organizational assignment data, such as an employee’s personnel area, employee group, and employee subgroup, by performing the Organizational Reassignment personnel action type. Such changes have an effect on other data that determines how the employee is assigned to the enterprise structure.

You cannot change an employee’s payroll area for a period for which the employee’s payroll has already run. You can only change the payroll area at the end of the payroll period.

An employee’s organizational assignment is also a factor that determines which data can be entered in other infotypes (such as wage type data). In addition to this, an employee’s organizational assignment can also affect payroll controls.

The Organizational Reassignment personnel action type is a business procedure. It is not a means of revising incorrect data that was entered when another personnel action type was run. If you want to correct such errors, you must perform the original personnel action type again.

An organizational reassignment often entails a change in working hours and pay. For this reason, the system displays infotypes Planned Working Time (0007) and Basic Pay (0008) for maintenance purposes when you run the Organizational reassignment personnel action type.

Integration with Organizational Management

If the Personnel Administration component is integrated with the Organizational Management component, you can link the data about the employee’s organizational assignment in Organizational Management to the data about the position. This has practical consequences for the personnel action type Organizational reassignment: If the position changes when the employee experiences an organizational reassignment, it often results in other changes to the employee’s organizational assignment data.

Notifying the Relevant Administrator About an Employee’s Organizational Reassignment

Often, as a result of an organizational reassignment, the employee’s data becomes another administrator’s responsibility (i.e. a different administrator is authorized to read and maintain this employee’s data). Sometimes, an employee is in possession of objects on loan, a company ID card, or authorizations that must be returned when he is reassigned within the organization.

In such instances, it is a good idea to inform the appropriate administrator of the organizational reassignment. In Personnel Adminstration customizing you set up an automatic e-mail connection using a Dynamic Action so that an e-mail is sent using SAP Office to the relevant administrator as soon as a corresponding infotype is processed.

Result

Using personnel action type Organizational reassignment, you have entered or changed all of the necessary data to record the organizational change in the system .