Management Global Employee Vs Concurrent Employment

All,
We are moving towards implementing u201CManagement Global Employeeu201D. I am new to u201CManagement Global Employeeu201D and I found some good documentation at www.saphelpbykevin.com . Kevin you did great job there like you did with us in Boise, Idaho. Any way first I wanted to understand the key differences between C.E and MGE?
After that what effort we need to do in order to change our ABAP program. Can we use PNP with MGE ?
Iu2019ve worked on Concurrent Employment in 2006 and I remember we had a hard time changing all our HR ABAP program and LDB to PNPCE . Are we talking about the same effort here? If any body of you has any suggestion , key point please share with me .
Thanks,
Saquib Khan

Hi Khan,
Person who has more than one personnel assignment with one enterprise or several affiliated enterprises. A concurrently employed person is represented in the system by assigning several personnel assignments to a central person (object CP).
If concurrent Employment is active, reports are executed by the PNPCE logical database. The general logic of the PNPCE logical database corresponds to the PNP logical database. The PNPCE logical database can also process the concept of Concurrent Employment.
We need to activate certail switches in T77S0 table to activate concurrent employment.
CCURE     ADDCO     X     Further Pers.Assignmnt or Processing of Info Group
CCURE     GLEMP     X     Management of Global Employees
CCURE     MAINS     X     Concurrent Employment Main Switch
CCURE     PAUIX     X     CE Master Data User Interface Enhancements
CCURE     PIDGN     1     Generation Rule PERSONID
CCURE     PIDSL     X     Selection with PERSONID
Technically- Go to Tcode > SE24 > CL_HRCE_MASTERSWITCHES > double click on CHECK RELEASED then activate ceis_released =True by deleting *.
Regards,
Purnima

Similar Messages

Management Global Employee Vs C.E + PNP or PNPCE

All,
We are moving towards implementing u201CManagement Global Employeeu201D. I am new to u201CManagement Global Employeeu201D and I found some good documentation at www.saphelpbykevin.com . Kevin you did great job there like you did with us in Boise, Idaho. Any way first I wanted to understand the key differences between C.E and MGE?
After that what effort we need to do in order to change our ABAP program. Can we use PNP with MGE ?
Iu2019ve worked on Concurrent Employment in 2006 and I remember we had a hard time changing all our HR ABAP program and LDB to PNPCE . Are we talking about the same effort here? If any body of you has any suggestion , key point please share with me .
Thanks,
Saquib Khan

Lol!
I didn't see post until now...Not sure if you received the response yet...
MGE is a subset or submodule of CE.
CE concept is more align with and more import if you use SAP Payroll and Time. CE is concurrent employment where a person holds more than one position at a time in the same country.
MGE is management global employee. Where a person move from one position to another during a duration to do an assignment. Upon completing the assignment, the person could localize there or return home.
PNP and PNPCE. PNP is being discontinued and is replaced by PNPCE. The main difference between the two is PNPCE support the PERSON ID concept. Which is the unique identifier for an employee. It would be best to use PNPCE with MGE as you need that PERSON ID in the HR Report Category.
Kevin T. Nguyen-Tu
www.saphelpbykevin.com

Global Employee Programming

Hi,
Which LDB should be used for global employment PNP or PNPCE. Does anyone has examples of using PNPCE. i am fully aware of using PNP but not PNPCE keeping in ming global employees.
Concurrent employment is different from Global employment.
How do i handle PU12 interface for global employment ? We outsource payroll and export master data to the vendor.
Help will be approciated.
Amandeep.

Hi
The Difference is only with in an SAP R/3 system in which Concurrent Employment is active, reports are executed by the PNPCE logical database. The general logic of the PNPCE logical database corresponds to the PNP logical database. The PNPCE logical database can also process the concept of Concurrent Employment.
HR Logical Databases
In Human Resources (HR), the following logical databases can be used as a data source for HR InfoSets:
PNP (PNPCE)
PAP
PCH
By selecting a logical database, you determine the HR data that can be reported on using an InfoSet.
Logical Database PCH
This logical database generally enables you to report on all HR infotypes. However, you are advised not to use this logical database unless you want to report on Personnel Planning data.
Logical Database PNP (or PNPCE)
Use logical database PNP to report on HR master data. It is possible to use logical database PCH to access this data, but PNP meets such reporting requirements more quickly because it is best suited to the task of selecting persons.
Logical database PNP enables you to access HR master data and infotypes from Personnel Planning. For example, you have the following options:
Reporting on the costs, number of attendees booked, and instructor for a business event on which an employee is booked
Reporting on working time and planned compensation for a position that an employee occupies
Reporting on the validity and proficiency of a qualification that an employee fulfils
From a technical perspective, this means you can use PNP to report on all of the infotypes that exist for objects (infotype 1000) that have a direct relationship (infotype 1001) with the Person object.
The ability to access infotypes from Personnel Planning using logical database PNP is a special feature that you can only use in the context of SAP Query and Ad Hoc Query. You cannot use this functionality for ABAP reports you programmed yourself.
You can also use logical database PNP to report on data from Personnel Time Management (infotypes 2000 to 2999) and Payroll (special payroll infotypes for the USA and customer infotypes; for more information, access Customizing for the Human Resources Information System and see Payroll Results).
Logical Database PAP
Logical database PAP enables you to access data from Recruitment.
The PNP and PNPCE are basically the same, with the exception of the concurrent employment / global employment concept.
If you activate the Management Global Employee functionality or the Concurrent Employment functionality, you have introduced a new ID concept called PERSON ID. This allow a person to have more than one PERNR (personnel number) and linked together through PERSON ID. Which is created, stored, and track via infotype 0709.
PNPCE has one extra field in there for PERSON ID and allow you to write code to query upon it.
Manoj Shakya

Can anybody send or explain me about GEM (Global Employee Management) Urge

Hi,
Can anybody send the document or explain me about GEM (Global Employee Management),
It is bit urgent.
Thanks in advance
swamy
7045000187

Lol!
I didn't see post until now...Not sure if you received the response yet...
MGE is a subset or submodule of CE.
CE concept is more align with and more import if you use SAP Payroll and Time. CE is concurrent employment where a person holds more than one position at a time in the same country.
MGE is management global employee. Where a person move from one position to another during a duration to do an assignment. Upon completing the assignment, the person could localize there or return home.
PNP and PNPCE. PNP is being discontinued and is replaced by PNPCE. The main difference between the two is PNPCE support the PERSON ID concept. Which is the unique identifier for an employee. It would be best to use PNPCE with MGE as you need that PERSON ID in the HR Report Category.
Kevin T. Nguyen-Tu
www.saphelpbykevin.com

Pros and Cons of Turning CE On or Managment Of Global Employees.

Hi Guys,
We have a requirement where we have to deal with the employees those holds two jobs, those can be in a different country or within the same country. We have a option to go with concurrent employment or we can go towards the old functionality of managment of global employees concept. My Question here is very specific to what are the pros and cons in both the scenarios. If some one can elaborate it a little or any documentation is available to compare both the plans.
Any answers would be highly appreciated. Thanks
Regards.

Hi Hassan,
We are currently working to implement Management of Global Employees (MGE).
Check out http://help.sap.com/saphelp_erp60_sp/helpdata/en/22/e15a287d14f74c853f4bf8ab5fd4b1/frameset.htm and http://help.sap.com/saphelp_erp60_sp/helpdata/en/a8/3300b1e299cd4c9fa78c8ad4aab007/frameset.htm
for details.
Remember, before implementing by activating CCURE GLEMP or CCURE MAINS, you must contact Michael Wulf at SAP via an OSS Note.
MGE is the functionality to handle various assignments between countries for employees so that the employee could be paid and/or have benefits in each country. It also enables additional infotypes to track the preparation and process of the global assignment.
Concurrent Employment (CE) is designed so that one individual can have multiple assignments within one country, with different pay rates, benefits, etc. Example is a school administrator who works 40 hours and then at night is an adjunct instructor for the school. If concurrent pay is activated, that individual could be processed in two different payrolls at different pay dates, but the system knows it is one person for taxes, SSN deductions, etc.
So really CE and MGE are two different functionalities to meet different requirements, but they each utilize the same foundation - the Person ID and an individual having more than one PERNR.
Paul

MGE and Concurrent Employment

Hello Experts,
Can anybody suggest me what's the basic configuration needed to implement to Concurrent Emp? Actually we don't like to use the Actions, but our only req. is to have the list box functionality in PA30. We dont want the Employee Recognition screen also. We are having a very stable system from years and would like to use the same expat actions we have been using. Basically, we don't have the lavishness to train the end-users again. But still can do some compromising if its worth it. Hope you understand.
Sankhadip.

Lol!
I didn't see post until now...Not sure if you received the response yet...
MGE is a subset or submodule of CE.
CE concept is more align with and more import if you use SAP Payroll and Time. CE is concurrent employment where a person holds more than one position at a time in the same country.
MGE is management global employee. Where a person move from one position to another during a duration to do an assignment. Upon completing the assignment, the person could localize there or return home.
PNP and PNPCE. PNP is being discontinued and is replaced by PNPCE. The main difference between the two is PNPCE support the PERSON ID concept. Which is the unique identifier for an employee. It would be best to use PNPCE with MGE as you need that PERSON ID in the HR Report Category.
Kevin T. Nguyen-Tu
www.saphelpbykevin.com

Concurrent Employment and MSS ( Structural Authorisation)

Hi
We are having some problem with Structural authorisation in case of concurrently employed users. The scenarios is as follows
1. User A is manager and have MSS role and relevant PD profile
2. User P is employee . This employee is concurrently employed. one position of this user is in the organisation unit of manager A and the another position for this
The problem is that the manager A is unable to approve the form submitted by the employee P. if we remove concurrent employment it start working again.
I can see that Manager has structural access over employee P in tcode OOSb
Any suggestion will be welcome
Parveen

Hi
The problem we were having is that index was not updated. So inspite of having access to the user i was not able to approve the form. I have regenerated the index via report rhbaus00 which fixed the problem
Parveen

Concurrent Employment IT0712

Hi Experts.
I have a short question.
I know that IT0712 is used to tell me the main personnel assignment, but is it used for something else as well?
I have two assignment that I think is both main assignments.
I just want to know what's the main reason for using the infotype 0712?
Thanks // Peter B

Hi,
Kindly refer the links
http://help.sap.com/saphelp_470/helpdata/en/33/2b669b1149db478d1f3733fbb0a28d/content.htm
http://help.sap.com/saphelp_470/helpdata/en/16/08c73c52aacf5be10000000a114084/content.htm
http://help.sap.com/saphelp_tm60/helpdata/en/43/21d4cf1b1705c5e10000000a1553f6/content.htm
For Concurrent Employment, you have to generate the Personal ID which could be based on the object id of the central person,personnel number,or from the Personal Data or user defined.
The personal identification number is used differently in different countries, for example as social security number, tax number, passport no etc.
If an employee has personnel assignments in several countries and his or her personal identification number has different values, than only one personal identification number can be used as the person ID for this employee.
This personal identification number is generated and stored in IT0709 for all employees with concurrent employment as is the reference indicator.
Salil

Management of Global Employee w/out Concurrent Employment

Hi All,
Good evening. Can MGE be deployed w/out CE?
Please advise.
Kind Regards,
Daniel A. LA Mendola

Thank you Wilfred, I understand this is part of it and I appreciate your aid. I keep on getting this error message
Grouped data for personnel # (original PERNR) does not match personnel # (new PERNR).
Personnel number 91000074 and 01000035 are supposed to be grouped with the grouping value 10 for infotype 0002. However, the number of data records of the infotype is not the same for these personnel numbers.
It appears as if the infotypes are grouped in some fashion akin to how CE works- you can share data in a common infotype between assignments, or create new copies of infotypes.
I have executed the program rpufixds and this did not display the cause of the inconsistencies.
This is despite the fact that the new assignment copies IT0002 data from the originating assignment. Is there some cross-over in functionality between CE and MGE that could be causing this? I can't find any MGE configuration that address the configuration of grouping data. ( I'm assuming the grouping value of "10" that the detailed error report mentions has to do with the US=10.) That doesn't make sense to me either, because in the case of MGE, it is the norm that the new assignment would be a foreign country so there wouldn't be any common groupings of the infotypes under "10", if that refers to the US.
I have also reviewed and implemented a couple of the OSS notes that refer to Global Employees, but to no avail.
Kind Regards,
Daniel A. La Mendola

Employment of Global Employees / Concurrent Employment Model

Hello all,
We are working with SAP R/3 4.6C and our organization has global employees. For example: an employee is on the payroll for country 'X' but is working in country 'Y'.
I know the solutions to these employees are in the 'Management of Global Employees' (MGE) but this functionality is only available as of SAP R/3 Enterprise - HR extension 1.1.
We are wondering what the solution is for MGE within 4.6C? What are the possibilities within SAP or perhaps other topics I can look for to solve this problem?
Kind regards,
Michael

Hi,
regarding your current release, the functionalities around infotype 0031 could be suitable for you.
The Reference Personnel Number (0031) infotype is used to assign several personnel numbers to one employee, if the employee has different employment relationships in your company. In this case, the personnel number associated with the employee is known as a reference personnel number. This infotype establishes links between all of an employees reference personnel numbers.
Regards
Michael

Global Employee ID Concept - Concurrent Employment

Dear All,
My client wants to implement the Global Employee id concept.
If Employee goes from India to USA as a US Employee,So in USA SAP HR Employee should have same Employee id, and further he sould be inactive in India SAP HR Side.
Can anyone give me thought on this, how do I implement this.
What are the action need to run India side, and what need to run in US side.
Regards,
Kumar

Hi Kumar,
You have to implement Management of Global Employee concept. In that you have to maintain the MGE infotypes like 0701 to 0715, that is details about the host country. The process includes:
1. Planning & Preparation of Assignment
2. Transfer
3. Assignment Period
4. Repatriation
During the assignment period, the home country status would be Withdrawn and host country would be Active, after the assignment period the home country will become Active and host assignment will become Completed.
Good luck
Om

OSS Note for Global Employee Management in 4.7

Any information on OSS Note for Global Employee Management will be highly appreciated and points will be awarded promptly.
Learner

Hi,
OSS Notes for Global Employment or Concurrent employment are very specific to the country for which it is used.
i.e it is specific to thePayroll of the Host country.
Please be specific about your requirement.
regards,
Raj

Error in PA40 transaction - Management of Global Employees

Hi,
We are trying to implement Global Employment and have run into a serious error.
In PA40, I try an Expatriation Planning action and get the following error when I try to save the record.
Error Long Text
Grouped data for personnel number 91000074 does not match 01000035
Message no. PBAS_SERVICE042
Diagnosis
Personnel number 91000074 and 01000035 are supposed to be grouped with the grouping value 10 for infotype 0002. However, the number of data records of the infotype is not the same for these personnel numbers.
System Response
The system identifies all affected data records as inconsistent.
Procedure
Notify your system administrator.
Procedure for System Administration
The inconsistency described above can have several causes. The most likely causes are:
Customer-specific settings for grouping infotypes have been changed without the database being adjusted accordingly.
A customer program was used to add data to the database, without reference to the grouping values.
The infotype is not supposed to be grouped, but the grouping mechanism was activated inadvertently.
You must first identify the cause of the inconsistencies. You can use report RPUFIXDS to do this. ( I ran report, with no results for my
PERNRs)
We tried several other things from changing number ranges to turning Concurrent employment On. But the error was not fixed. We tried looking through OSS notes that could be related to Global Employment and CE but there was nothing relevant. We are on the latest patch levels for Basis and HR components.
Any help will be greatly appreciated.
Thank you
Amina

Yes the two pernrs belong to the same employee. Minimum set up on the infotypes you have mentioned has been performed. We are attempting to create the first step in the prepare for global assignment, which means setting up the assignment (copying infotypes from the original assignment). We can not get beyond the first IT0002 in the creation of the 2nd dialog, we never get to any IT's that are required for the concurrent employment infotypes.
Thanks
Amina

International Transfer scenarios to US ( Management of Global Employees)

What's the best way to handle Actions-MASSN for International transfers to US ? My client is a global company and every month there are 3-4 International transfers (not expatriates) to US from all over the world. Right now we terminate the employee in home country and we do a new action in US. We have two issues, though we have workaround, my guess is there will be better ways..
1 - We maintain the original emp id in IT185 (in a custom subtype) because our downstream systems only recognise the employee by the first PERNR the employee joined the company with.
I know this is not the best place to store.
2 secondly after we terminate the employee in the home country we do a prehire action in US meaning the employee is in Inactive status and we activate the employee when they receive their SSN in US. Which normally takes 2-3 weeks and till that time though the employee is working in US but not shown in headcount..which is another issue. HR says they cant activate an employee in system without SSN.
Is Management of Global employees module (IT710, IT715) the best solution for this ? What other options you suggest .?
I will really appreciate your help
Suman

Hi Suman,
Yes, Global Employment is the answer. The functionality must be activated in table T77S0 and there is a great deal of customization to do.
Basically, what will happen with this functionality is the employee will have two assignments and two sets of organizational data (IT0001), pay data (IT0008), two personnel numbers, etc. This is controlled by the Person ID which is maintained in IT0709. This links the two personnel numbers so the system knows that it is the same person. Again, T77S0 settings control the assignment of this Person ID.
The customizing will change the PA30 view to include an area where you can select for which assignment for the employee you want to view the infotypes. There is also a neat overview, again customized, that will allow you to compare the assignments.
There is a lot of work to do with this and in this short message I cannot cover it all, but the answer to your situation is to implement Global Employment.
PS: You must be at 4.7 or higher for this functionality.
Paul

Doubts in Management of global employees

Dear Experts,
im trying to configure Global employment in my system.
Here im having some doubts in the execution of Global employment.
the doubts are...1.Shall we need to configure seperate actions for the management of global employees and what are the specific infotypes for the actions.
2.How to activate the global employment in the system.
Kindly share your valuable advices.
Regards,
V Sai.

Hope it helps
Payroll for Global Employees This component is not released for all customers. For more information, read SAP note 518503.
You use this component to run payroll for your global employees.
Implementation Considerations:
To implement this component you must activate it in your system. Access Customizing for Payroll and choose Payroll International --> Payroll for Global Employees, and perform the IMG activity Activate Payroll for Global Employees. You make other settings for this component in the same section.
Integration:
You can implement Payroll for Global Employees irrespective of whether you administer your global employees with the component Management of Global Employees or in some other way in the system.
Features:
For Payroll for Global Employees payroll is usually run in two countries. There is data exchange between two payroll systems. Data is exchanged in the form of wage types.
u2022 The sending payroll creates the wage types and stores them in table RT_GP (Results Table: Payroll for Global Employees).
u2022 The receiving payroll imports the wage types from the sending payroll and processes them further.
Use function XGP (Payroll for Global Employees) to transfer wage types from the sending payroll to the receiving payroll and to process them within the receiving payroll.
All features that are included in the appropriate Payroll country version are available in sending and receiving payroll. For more information, see Payroll country versions in the SAP Library under Human Resources --> Payroll --> Payroll <Country>.
Constraints:
At present you can only transfer wage types from the sending to the receiving payroll. Data exchange in two directions is not possible.
Example
Employees in your German firm are usually seconded to your subsidiary company in the USA for three to five years. The remuneration of these global employees is calculated in the Payroll of the US company. Payment is also effected in the USA. However, the employee also pays social insurance contributions in Germany during his overseas assignment. These social insurance contributions are calculated in the German payroll system, and transferred to the American payroll system. They are settled there with the remuneration of the employee. In this case the German payroll is the sending payroll system, and the American payroll is the receiving payroll system.
Execute the relevant personnel action or choose Human Resources > Personnel Management > Administration > HR Master Data > Maintain.
2. If you have chosen to maintain the infotype manually, enter the global employeeu2019s personnel number and choose infotype Global Assignment Details (0710).
3. Click Create.
4. Enter the data with regard to the global assignment and check their consistency. Note that the system automatically determines the end date of the assignment on the basis of the duration you have entered.
5. Enter the applicable employment percentage in the host country.
6. Enter the current personnel number the global employee is assigned to in the host country. For more information on how to use these fields, see the F1 documentation.
7. Click Save.
Maintaining the Global Assignment Status
In this step, you maintain the current status of the global assignment according to HR processor.
Procedure
1. Execute the relevant personnel action or choose Human Resources > Personnel Management > Administration > HR Master Data > Maintain.
2. If you have chosen to maintain the infotype manually, enter the global employeeu2019s personnel number and choose infotype Global Assignment Status (0715).
3. Click Create.
4. Select the applicable assignment status.
5. Click Save.
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Management Global Employee Vs Concurrent Employment

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