Organizational Reassignment 

Use

When you hire an employee, assign him or her to the Enterprise Structure and the Personnel Structure. If the employee changes positions, cost centers, or is moved to another subsidiary, his or her organizational assignment also changes.

You perform this organizational reassignment in the system using a personnel action. In the Organizational Reassignment personnel action, the system automatically displays all the infotypes you have to process in order to record such a reassignment in the system.

With the Organizational Reassignment personnel action, you execute a business process that affects the administration of the employee in Human Resources.

Under no circumstances should you use this action as a means of revising incorrect data that was entered when another personnel action was run. To correct such errors, you must run the original personnel action again.

Features

Entering Organizational Reassignment

·        When an employee’s organizational assignment changes, a data record is stored in the Actions (0000) infotype during the Organizational Reassignment personnel action. 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. 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.

·        In many cases, an organizational reassignment often entails a change in working hours and salary. For this reason, the system displays infotypes Planned Working Time (0007) and Basic Pay (0008) for maintenance purposes when you perform the Organizational Reassignment personnel action.

Integration with Organizational Management

If the Personnel Administration component is integrated with the Organizational Management component, you can link the data on the employee’s organizational assignment from Personnel Administration to the data on the position from Organizational Management. This has practical consequences for the Organizational Reassignment personnel action: 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.

Notes for System Administrators

You can therefore set up an automatic email connection using a dynamic action in Customizing for Personnel Administration. The system uses this to automatically send an email via SAPoffice to the relevant administrator as soon as the corresponding infotype record has been processed.