Best Practice for converting Temps to Permanent Employees

I'm interested in how other companies handle the conversion of Temporaory Employees to Regular Full-Time Employees. Currently, my company has a entirely separate "Temp Hire", which we use to get them in the system. When they convert we perform a Termination action and then a Rehire Action to put them in the Employee position. This "Rehire" action is causing problems for other systems and we could like to use a straight "Hire" action - but we can't because they already have a "Temp Hire".
Is this generally how it is handled? Has anyone seen other ways to handle this?

Hi Ktenes,
I believe you have employee groups and subgroups set up to distinguish between temps and permanent employees. If that is the case, Iu2019d suggest you to consider running the org. reassignment action with a reason u201Cpermanent job offeru201D and changing the position along with employee group, subgroup, payroll area etc. You might want to include certain infotypes (through infogroup) that are only valid for permanent employees and delimit the ones that had been maintained exclusively for temps. This action would not change the employment status.
Other option is to get away from the termination-rehire process because in reality, employees are not getting terminated. They are being absorbed as/converted to permanent employees. So, running a termination-rehire process is not justified in this case. Also, it would make difficult to identify this case from a normal termination-rehire. As an alternative, you can have a new action/reason that would not change the employment status but only other attributes like employee group, subgroup, payroll area et al as mentioned in the above paragraph
Both the options are also easy to report off of. Let us see what other experts have to suggest.
Donnie

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Please follow basic Netiquette and post the DDL we need to answer this. Follow industry and ANSI/ISO standards in your data. You should follow ISO-11179 rules for naming data elements. You should follow ISO-8601 rules for displaying temporal data. We need
to know the data types, keys and constraints on the table. Avoid dialect in favor of ANSI/ISO Standard SQL. And you need to read and download the PDF for:
https://www.simple-talk.com/books/sql-books/119-sql-code-smells/
>> My final data table contains a two key columns unique key constraint. [unh? one two-column key or two one column keys? Sure wish you posted DDL] I insert data into this table from a daily capture table (which also contains the two columns that make
up the key in the final data table but are not constrained (not unique) in the daily capture table). <<
Then the "capture table" is not a table at all! Remember the fist day of your RDBMS class? A table has to have a key. You need to fix this error. What ETL tool do you use?
>> I don't want to insert rows from daily capture which already exists in final data table (based on the two key columns). <<
MERGE statement; Google it. And do not use temp tables.
--CELKO-- Books in Celko Series for Morgan-Kaufmann Publishing: Analytics and OLAP in SQL / Data and Databases: Concepts in Practice Data / Measurements and Standards in SQL SQL for Smarties / SQL Programming Style / SQL Puzzles and Answers / Thinking
in Sets / Trees and Hierarchies in SQL

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Trevor Seward
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This post is my own opinion and does not necessarily reflect the opinion or view of Microsoft, its employees, or other MVPs.

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This is my first independent project of HCM implementation. I have just started the system configuration. Done with setting up the PA, PSA, EG and ESG. Assigned to CC. At this stage, I have a very basic question which is, what is the best practice for the next steps of configuration. What do I go to next, step up the OM in the SAP EasyAccess Menu? How should I go from here?
Would really appreciate some explanatory assistance.
Thanks in advance.
Papri
Edited by: papri_rc on Jul 8, 2011 6:40 AM

Its all depends on business requirement
at starting as i advised you review your BBP , make sure you configure everything
for your reference iam giving the following data for OM and PA config..
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HR Enterprise /PersonnelStructure
u2022     Personnel Areas
u2022     Personnel Sub Areas
u2022     Employee Group
u2022     Employee Sub Group
u2022     Assignment of Personnel Area to Company Code
u2022     Assignment of Employee Sub Group to Employee Group
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Family
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Addresses
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Communication
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Employee Qualifications
1.     Create education establishment types
2.     Define Education Training
3.     Create educational Certificates
4.     Create branches of study
5.     Determine permissible certificates for education type
Infotype Menus
1.     User Group Dependency on Menus and Info groups
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4.     Infotype Menus
Actions
1.     User Group Dependency on Menus and Infogroups
2.     Info Group
3.     Personnel Action Types
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Customer Infotypes     -Develop any customer infotypes if required for the business from 9000 series
Edited by: Piscian . on Jul 8, 2011 9:08 AM

Best Practice for converting Temps to Permanent Employees

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