HRM410 2010 Summer PDF Book 05 Employee Hiring & Planning

8/7/2019 HRM410 2010 Summer PDF Book 05 Employee Hiring & Planning

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Em ployee Hi r ing &

Processing


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Table o f Cont ent s

Topic Sl ide

Personnel Administration Overview 7

Hire an Employee 24

Rehire an Employee 57

Employee Appointment Changes 83

Display and Maintain Employee Master Data 108

Employee Leave of Absences / Return From Leave 133

Employee Separation 174

Change of Status 190Extended Personnel Administration Scenarios 205

Personnel Administration Reports 240


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Em ployee Hi r ing and

Processing

Day One


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Course Objec t ives

Upon completion of this course, you will be able to:

Understand the key components and terms ofPersonnel Administration.

Hire and rehire an employee using HumanResource Management System (HRMS).

Display and change employee information.

Process an Employee Appointment Change.

Process a Leave of Absence.

Perform an Employee Separation.

Process a Change of Status. Perform Extended Personnel Administration

Scenarios.

Process Personnel Administration Reports.


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Agenda

Day One:

Personnel

Administration Overview Hire an Employee

Employee AppointmentChanges

Rehire an Employee

Display and MaintainEmployee Master Data

Day Two:

Employee Leave of

Absence / Return fromLeave

Employee Separation

Change of Status

Extended PersonnelAdministration Scenarios

Personnel Administration

Reports Course Wrap-Up and

Close


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Tra in ing Mat er ia ls and Tools

The following training materials and tools are used:

HRMS Training Guide: Designed to introduce you to basic HRMSnavigation terms and concepts and to provide the necessary

information to complete the activities and exercises throughout thecourse.

HRMS Activity Guide: Designed to provide you with activities andexercises that help solidify your understanding of concepts learned in

the course and also provide you with an opportunity to use HRMS.

HRMS Job Aids: Designed to provide you with reference materials soyou can quickly access relevant HRMS information.

HRMS On-line Quick Reference (OLQR): On-line help proceduresthat provide you with step-by-step instructions designed to help youcomplete tasks in HRMS.


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J ob Aids

The following job aids are available to you andare applicable to Employee Hiring andProcessing:

Employee Hiring and Processing

HRMS Basic Navigation HRMS Resources

General Reporting

Accessing HRMS


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Personnel Adm in is t ra t ion

Overview


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Personnel Adm in is t ra t ion Overv iew

Upon completion of this section, you will be able to:

Explain the Personnel Administration components.

Define Personnel Administration roles as they relateto the course.

Identify other HRMS modules that share integrationwith Personnel Administration components.


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K ey Term s

Integration the ability to share data with other HRMScomponents.

Effective Dating date used to enter an employees timedata in advance or retroactively.

Infotype screen within a transaction in which specificcriteria is entered into individual employee files or records.

Action process used to record personnel events such ashire, appointment change or separation

Transaction a process that an end user performs tocomplete a business task, such as displaying employeeinformation.


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Personne l Adm in is t ra t ion Com ponent s

HR identifies an employee event in whichemployee information has to be

created or maintained.



MaintainEmployeeInformation

EmployeeLeave ofAbsenceActions

Employee

AppointmentChangeActions

EmployeeSeparationActionsEmployee

Hiring /Re-hiring

Actions Change ofStatus


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Personnel Adm in is t ra t ion Roles

The employees appointed positiondetermines what role is assigned and thelevel of HRMS access available.

The following roles exist for PersonnelAdministration:

Personnel Administration Processor

Creates and maintains employee new hire

and rehire information, appointmentchanges, separations, extended leave ofabsences and runs reports.

Personnel Administration Inquirer

Views employees information once

entered into HRMS. Personnel Administration Supervisor

Provides oversight for the PersonnelAdministration Processor and Inquirer aswell as running reports.


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In t egrat ion Wi t h Ot her HRMS Com ponent s

It allows real-time transmission from Personnel Administration to:

Organizational Management

Time Management

Payroll

Compensation and Benefits

Key handoffs must occur between the different roles for example: Personnel Administration to Payroll

Information provided during hiring is transferred to payroll in real-time, qualifying a new employee for immediate payroll

processing. Department of Personnel recommends entries in HRMS be

completed by DAY 3 of the payroll processing cycle.


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Benef i t s of HRMS

Facilitates data consistency and allows for data maintenance tobe shared across other modules.

Employee actions are dynamically linked.

Provides the ability to enter employee changes prior to the actioneffective date (effective dating).

More accurate data and reporting capabilities (i.e. on demandand can be exported to Excel).

When employees have Appointment Changes betweenagencies, their benefits, leave balances and banking informationwill come over to the new agency.

HRMS keeps a historical record of an employees information.


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Ef fec t ive Dat ing

HRMS allows you to enter an effective date whencreating infotype records.

You can enter information into HRMS at any time, before

or after the employee information changes.

The effective date is based upon a valid start date and avalid delimit (end) date.

Note: The end date might default to12/31/9999. Verify the desired end

date prior to saving the action.


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Ef fec t ive Dat ing

New Hi res and Appo in tm ent Changes

Use CAUTION when using effective dating on New Hiresand Appointment Changes.

Although effective dating is beneficial to agencies, be aware thatback-dating could adversely affect other components in HRMS.

If the employee did not start on the date that was entered into

HRMS, there are procedures in the OLQR that outline specificscenarios.

By back-dating an employees personnel action it can causecomplications in payroll if it has been processed and even ifthe employee has no earnings for that pay period.


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Ef fec t ive Dat ing Ex am ple

July 31st Kevin retires with no data entryneeded as HRMS activates retirement

based on effective data entered on June 7th

June 1stKevin gives aletter to hisimmediate

supervisorthat outlinesa retirementdate of July

31st

June 5th Marsha, the Personnel Administration Processor, receivesnotification of Kevins retirement

scheduled for July 31st

June 7thMarshaentersKevins

retirementinto HRMSto becomeeffective on

July 31st


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In fo types

An infotype is a screen within a transaction in which specificcriteria is entered into individual employee files or records.

Infotypes are like documents in an employees (electronic)personnel file.

The infotypes are guided by your assigned role and aredetermined by the action you are performing.

During an action, infotypes are grouped together to helpnavigate from screen to screen.

Therefore, there is no need to worry about missing required datafields.


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ActionsActions

IT0001

EmployeeEmployee

In fo t ype Ex am ples

Organizational

Assignment

OrganizationalAssignment

IT0001

Contract

Elements

Contract

Elements

IT0016

AddressesAddresses

IT0006

Planned

Working Time

Planned

Working Time

IT0007

DateSpecifications

Date

Specifications

IT0041

Basic PayBasic Pay

IT0008

EducationEducation

IT0022

Personal DataPersonal Data

IT0002


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I nfot ypes Maint a in Tex t

Informational notes known as Maintain Text can be added to certain infotypes.

The text can be edited and deleted by any user who has create/change access to theinfotype.

Infotypes are limited to one message, however several comments may be added tothat message.

Not all infotypes allow text to be created.

The following infotypes have Maintain Text capabilities:

General Benefits (0171) Miscellaneous Plans (0377)

Savings Plans (0169) Health Plans (0167)

Additional Info (0234) Withholding Info (0210)

Additional Payments (0015) Recurring Payments & Deductions (0014)

Contract Elements (0016) Basic Pay (0008)

Planned Working Time (0007) Org Assignment (0001)


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Personnel Ac t ions

Personnel actions are processes used torecord personnel events such as hiring,appointment change or separation.

Each personnel action contains a set orgroup of infotypes that record all theinformation necessary for an event to berecorded.

For example, the New Hire action containslinked infotypes that walk you through entryof employee information.

The State defines the order in which you

access infotypes.

Infotypes you access display inconsecutive order until all required datais entered.

New Hire Action

IT 0019

IT 0016

IT 0001

IT 0002

IT 0000


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The menu ofPersonnel

Actions(PA40)allows you tochoose theaction you wantto complete.

The action youchoose promptsyou to completethe required

information forthat action.

Ac c ess ing Personne l Ac t ions


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Transac t ions

A transaction is a process that an end user performs tocomplete a business task, such as displaying employee

information. Each transaction has a specific businesspurpose.

For example, one transaction may be assigned to a report you needto run, another to a screen that allows you to enter an employees

education level, and another to the Employee Hire action.

Each transaction is assigned a transaction code that you canuse to quickly access the transaction.


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Review Quest ions

1. What three roles are part of the Personnel Administration?

______________________________________________

______________________________________________2. Each transaction is assigned a ________________?

______________________________________________

______________________________________________

3. This HRMS feature allows information to be entered into thesystem at any time by using a valid start and delimit (end) date.

______________________________________________

______________________________________________

Personnel Administration Processor, Personnel Administration

Inquirer and Personnel Administration Supervisor

Transaction Code

Effective Dating


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Hire an Em ployee


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Hire an Em ployee


Identify the structure of a personnel action.

Explain the overall business process flow associated withthe Employee Hire action.

Navigate through the Employee Hiring infotypes andunderstand the importance of the information in eachinfotype.

Complete a New Hire action in HRMS.


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New Term s

Personnel Number the unique identifying number foran employee.

Next Increase the field name for the date of theemployees next pay increase (periodic increment date).


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Personnel Num ber

Personnel Numbers are automatically assigned to an employee andthey are never repeated. All previous employees prior to conversionhave been assigned a Personnel Number through Data Warehouseor HRMS.

New Employees are assigned new Personnel Numbers.

They have never worked for the State of Washington.

They were previously employed with the State of Washington, but priorto HRMS being implemented.

Employees who work in two different personnel areas (two differentEmployer Identification Numbers) or who work in the same personnelarea and in two positions with different employee subgroups areassigned a Personnel Number for each position.

Note: Be sure to check the Data Warehouse for employees whohave worked with the state in the past and HRMS for those whomay have already been entered in the system.


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Hire a New Em ployee Proc ess Flow

New Employee is hired

PersonnelAdministration

Processorreceivesemployee personnel

information

Personnel AdministrationProcessorenters

information (personneladministrationmaster data)

Personnel AdministrationProcessorenters

information (personneladministrationmaster data)

Payroll Processorreceives employeepayroll information

Payroll Processor orBenefits Processorenters information

(payroll master data orbenefits enrollment)

Payroll Processor orBenefits Processorenters information

(payroll master data orbenefits enrollment)

Employee completesinformation packet

Key:

= Non-HRMS step = HRMS Entry

= HandoffAdministration


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Hire a New Em ployee

Use the Hire action to enter information for anemployee that does not already exist inHRMS.

Note: If the employee already has a personnelnumber in HRMS, use the Rehire action.

For example, DOT hired Robb and he hasworked for DSHS a year ago. After

searching, you find he has a PersonnelNumber. Enter Robb as a Rehire using thepersonnel number already assigned to him.

The Hire action moves you through eachinfotype which requires certain information tohire an employee.


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Personnel Num ber Searc h

Search by Social Security Number In the Personnel no. field type =c.. and the Social Security number with

no dashes.For example, you know the SSN is 123-45-6836. In the Personnel no. fieldtype =c..123456836 and click (Display) or (Enter) to view theemployees record. The employee data displays.

If you do not know the employees personnel number, youcan search for the specific employee by using their socialsecurity number or the persons name if you have that readily

available to you.


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Hire In fo t ypes

Update the following infotypes during the Hire action including:

Actions (0000)

Personal Data(0002)

Organizational Assignment(0001) Contract Elements(0016)

Monitoring of Tasks(0019)

Addresses(0006)

Planned Working Time(0007)

Education(0022)

Date Specifications(0041)

Additional Personal Data(0077)

Military Status(0081)

Create Time Specifications / Employment(0552)

Basic Pay(0008)


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New H ire K ey Changes

In HRMS:

A newly hired employee is considered a new hire to stateemployment OR an employee who has worked in the past, but

their information did not convert over when HRMS wasimplemented.

One person can be assigned two positions within an agency(multiple appointments).

Information is entered in a string of consecutive infotypes. Individual agencies have the capability to run reports, access

data, and maintain information.

You can enter information into the system prior to or after the

effective date of the action.


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Hire Types

The following hire types are most commonly used whenhiring employees:

Non-Permanent An employee hired under the context that theyare fulfilling a job on a time restricted basis.

Probationary An employee hired under the context that theyare fulfilling a job on a permanent basis. However, due to State ofWashington requirements, they must fulfill the mandatoryprobationary period prior to being classified as permanent.

In-training An employee hired into a level in a lowerclassification as the position. The employee works in-training forthe level opening for a particular period of time.


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Creat e H i re Ac t ion

To create a Hire Action usingthe menu path:

Follow Human Resources

Personnel Management Administration HR MasterData Personnel Actions

Or enter transaction codePA40 in the command field.

Using the action will ensure

that all required infotyperecords are created.


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Ac c essing t he H i re Ac t ion

A personnel number is notrequired to complete theHire action. During the hireaction, the system assignsthe new employee a uniquenumber.

Field to complete:

From (Date of Hire)Example: 03/16/2007

To access the Hire action,click the grey box to the left

of New Hire. Click (Execute) to

execute the action.


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Act ions (0000)

The Actionsinfotype records theaction and position number forthe employee.

Fields to complete:

Reason for Action (use thematchcode)

Position

Click (Enter) to validate andpopulate the following fields:

Personnel Area

Employee Group

Employee Sub-group

When finished, click (Enter)and then click (Save).


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Personal Dat a(0002)

The Personal Datainfotyperecords data to identify anemployee.

Fields to complete:Last name

First name

Middle name

SSN

Date of birth

Marital status

Gender

When finished, click(Enter) and then click(Save).

O i i l A i ( )


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Organizat iona l Ass ignm ent (0001)

The Organizational Assignmentinfotype records the assignment ofan employee in the OrganizationalStructure.

Fields required to complete:

Contract

Permanent (System Default)

Optional fields:

Org. key

Administrator - Time



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Del im i t Vac anc y

A feature used to report vacant positions. Information will beupdated on the Position Vacancyinfotype located inOrganizational Management.

This popup window will appear if the position is vacant or ifmulti-filled.

Click Yes to delimit the vacancy.

Click No to not delimit the vacancy.Note: If the position ismulti-filled select No.


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Cont rac t Elem ents (0016)

The Contract Elementsinfotype tracks anemployees state status

(permanent or non-permanent).

Field required tocomplete:

Contract type

Optional field:

Probationary period



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The Monitoring of Tasksinfotype tracks the dates onwhich an employee moves

from non-permanent statusto permanent status.

Fields to complete:

Date of Task

Processing indicator

Reminder Date

When finished, click

(Enter) and then click(Save).

Monit o r ing o f Task s(0019)

Addresses (0006)


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Addresses(0006)

The Addressesinfotype records and stores address data on anemployee.

Fields to complete:

Address type Permanent resident (required)

Street/House no.Postal code (Zip Code) / CityCountry Key (US USA - Default)Office/region (State)County codeTelephone number

This information is used to:

Record an employees home location

Calculate tax rates The Permanent resident type is used to send benefit information to

Department of Retirement Systems and Heath Care Authority

When finished, click (Enter) and then click (Save).


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Planned Work ing Tim e(0007)

The Planned Working Timeinfotype stores the employeeswork schedule.

Fields to complete:

Work schedule rule

Full M-F 5-8s (Default)

Time Mgmt status

9 9 Time evaluation ofplanned times (Default)

Additional time ID

Employment percent

100 (Default)


Avai lab le Work Sc hedules:


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Avai lab le Work Sc hedules:

There are more than 50 workschedules in HRMS.

Typically, the work scheduleis based on a 40-hour week,but HRMS accommodatesnon-traditional schedules.

Rotating work weeks Altered work days (flex

schedules) Shortened work weeks 24/7 schedules

Additional work schedules

can be requested in thefuture by making formalrequests through theagency.


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HRMS of fers end users severa l opt ions t osuc c essfu l l y proc ess part t im e sala riedemployees. 1. Agencies need to assign part-time employees to a schedule and

allow the system to reduce the planned hours for the employee based

on the part time percentage entered in Planned Working Time(0007)and Basic Pay(0008).

For example: A 50% employee works 4 hours M-F. Theagency would assign the employee to work schedule ruleFULL. The system will reduce the 8 hour days to 4 hourdays.

2. If the agency cannot find a schedule in HRMS that matches thepart-time salaried employees schedule, the agency needs to considerthe following options listed below:

Note: Changing a salaried employee to an hourly employee couldhave contractual implications, consult with Labor Relations Office priorto taking such an action.


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Dat e Spec i f i c a t ions (0041)


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Dat e Spec i f i c a t ions(0041)

The Date Specificationsinfotype documentsimportant employee dates inemployment history.

Dates will default to theeffective date of the new hireappointment except for:

Vac Lv Frozen Up ToTo Create

1. Click the (Matchcode)in the next availableDate type field to open

selection list.2. Double-click to select.

3. Enter date eligible.

Dat e Spec i f i c a t ions (0041) c ont d


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Dat e Spec i f i c a t ions(0041) c ont d

The following date typeseffect the leave accrualprocess and should alwaysbe included:

Anniversary Date

Original Hire Date

Unbroken Service Date

HRMS allows up to 12 datetypes for each record.

When finished, click(Enter) and then click

(Save).

Dat e Spec i f i ca t ions


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Dat e Spec i f i ca t ions

Adjus t ing Serv ic e Dat es You can adjust the service dates for employees who have

worked in other covered jurisdictions (if appropriate), higher

education institutions or have served in the military even ifthey have never been employed for a state agency.

Although these positions are not former appointments withinState of Washington, the work period is recognized by the State

for recording purposes.

Adjusting service dates is important since layoffs are or willbe governed by a combination of seniority and performance

(as defined by each agency).

Addi t iona l Personal Dat a (0077)


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The Additional Personal Datainfotypedocuments an employees EqualEmployment Opportunity (EEO)information.

Fields to complete:

Ethnic origin - (03 Asian/PI)

Ethnicity (New) - (E1 NotHispanic/Latino)

Race Category - (NativeHawaiian/PI)

Military status

Veteran status - (Non-veteran -default)

Disability

When finished, click (Enter) andthen click (Save).

Mi l i t a ry Serv ic e (0081)


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Mi l i t a ry Serv ic e (0081)

The Military Serviceinfotype tracks the branchof military service theemployee participated in.

Field to complete:

Service type

National Guard


Tim e Spec i f ic a t ions / Em ploym ent Per iod


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(0552)

The Time Specifications /Employment Periodinfotypetracks any military service

dates and the resulting timespent in the service.

Fields to complete:

Start (01/21/1999)To (02/01/2002)



Basic Pay ( IT0008)


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The Basic Payinfotype recordspay scale and salaryinformation for an employee.

Fields to complete:

Reason (19 InitialAppointment)

Next Increase (optional)

(09/16/2007)

PS LevelCapacity utility level (defaults

in)

When finished, click (Enter)

and then click (Save).

Note: This screenshot is reflective of a WMS employee.

Personnel Adm inis t rat ion / Payro l l Handof f


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At this point in the Hire action, the employee is created inHRMS and the system generates a Personnel Number, butthe employee cannot be paid yet.

You are responsible for transferring the New Hire informationpacket to the Payroll Processor.

The Payroll Processor or Benefits Processor is responsiblefor completing the following infotypes:

Bank Details

Recurring Payments / Deductions

Create Unemployment State

Withholdings Info W4 / W5 USAdditional Withholding

Benefits Enrollment


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HRMS Ac t iv i t y

Hire an Employee Demonstration Pg. 4


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HRMS Ac t iv i t y

Hire an Employee Exercise Pg. 10


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Rehire an Em ployee

Rehire an Em ployee


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Rehire an Em ployee


Describe the difference between a Hire action and a Rehireaction.

Explain the overall business process flow associated with theEmployee Rehire action.

Navigate through the Employee Rehire infotypes andunderstand the importance of the information in each infotype.

Complete a Rehire action in HRMS.

Rehire an Em ployee Proc ess Flow


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p y

Employee is rehired


Processorreceivesemployee information

and verifies theemployee is in HRMS.

Personnel AdministrationProcessorupdatesprior information insystem (Personnel

AdministrationMaster data)

Personnel Administration

Processorupdatesprior information insystem (Personnel

AdministrationMaster data)

Payroll Processorreceives employeepayroll information

Payroll Processor orBenefits Processor

updates information orcompletes Benefits

Enrollment

Employee completesthe New Hire

Information Packet

Key:


= HandoffAdministration = No Personnel involvement

Rehire an Em ployee


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Rehire an Em ployee

Use the Rehire action for employees that have already been astate employee and the Personnel Number exists in HRMS.

You have the ability to search for the employee in HRMS from thePersonnel Actions screen (PA40).

During the Rehire action, infotypes that were created from theprevious appointment will have fields that are already

completed. You will need to review and update these fields ifnecessary.

Example: TheAddressesinfotype (0006) will have the address from the

employees last appointment.

Rehire In fot ypes


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yp

Update the following infotypes during the Rehire actionincluding:

Actions (0000)

Personal Data(0002)

Organizational Assignment(0001)

Contract Elements(0016)

Monitoring of Tasks(0019) Addresses(0006)


Education(0022)

Date Specifications(0041) Additional Personal Data(0077)

Basic Pay(0008)

Creat e Rehi re Ac t ion


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Creat e Rehi re Ac t ion

To create a Rehire Actionusing the menu path:

Follow Human Resources Personnel Management Administration HR MasterData Personnel Actions




Ac c ess ing t he Em ployee Rehi re

Ac t ion


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Ac t ion A Personnel Number is

required to rehire anemployee. Employees whohave been entered into the

system previously have anassigned personnel numberin HRMS.

Fields to complete:

From (Date of Hire) Personnel no.

To access the Rehire action,click the grey box to the leftof Rehire.

Then click (Execute).

Act ions (0000)


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The Actionsinfotype records theaction and position number for theemployee.

Fields to complete: Reason for Action (use matchcode)

Position

Click (Enter) to validate andpopulate the following fields:

Personnel Area

Employee Group

Employee Sub-group


Personal Dat a(0002)


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The Personal Datainfotyperecords data to identify anemployee.

For a rehire, verify andcorrect any data on thisinfotype.


(Enter) and then click(Save). If information iscorrect, do not save andclick (Next Record).



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The Organizational Assignmentinfotype records the assignmentof an employee in the

Organizational Structure. Fields to complete:

Contract

02 Probation Optional fields:

Org Key

Administrator (Time) When finished, click (Enter)and then click (Save).

Del im i t Vac anc y


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A feature used to report vacant positions. Information will beupdated on the Position Vacancyinfotype located inOrganizational Management.

This popup window will appear if the position is vacant or ifmulti-filled.


Click No to not delimit the vacancy.

Note: If the position is

multi-filled select No.

Cont rac t Elem ents (0016)


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The Contract Elementsinfotype tracks an employees state status(permanent or non-permanent).

Fields required to complete:Start

Contract type

Optional field

Probationary period



Moni t or ing o f Task(0019)


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The Monitoring of Tasksinfotype tracks the dateson which an employeemoves from non-

permanent status topermanent status.

Fields to complete:

Date of TaskProcessing indicator

Reminder Date



Addresses(0006)


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The Addressesinfotyperecords and stores addressdata on an employee.

For a rehire, verify and updateany data on this infotype.



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Educat ion (0022)


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The Educationsubtypeindicates the type ofeducation the employeehas achieved.

Use the Educationinfotypeto document the detailsregarding education theemployee has received.


Note: To skip thisinfotype, click

(close) to move tothe next infotype.

Dat e Spec i f i c a t ions(0041)


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The Date Specificationsinfotype documentsimportant dates in

employment history.

All previous dates will defaultand may need adjustments:

Anniversary Date

Appointment DateOriginal Hire Date

Seniority Date

Unbroken Srvc. Date

Prsnl Holiday Eligibility



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If necessary, create the datetype Vac Lv Frozen Up to.

1. Click the (matchcode)in the next available Datetypefield to openselection list.

2. Double-click to select.

3. Enter the date eligible.

Note: Remove theSeparation Effective

Date (Date Type 06).



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Adjus t ing Serv ic e Dat es Rehi re


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When performing a Rehire action, you can adjust the servicedates for an employee who has returned to the organization.Updates are important for a number of reasons:

For retirement benefits for employees who have worked for other

covered jurisdictions, higher education institutions, or haveserved in the military.

To accrue seniority for full-time employees based on senioritydates or union contracts.

To ensure fairness within the organization if layoffs are needed.

Before adjusting service dates, refer to WAC, Agency Policy,and CBAs for rules on updating date specifications.

In HRMS, service date adjustment is NOT an automaticprocess. This process needs to be completed manually.



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The Additional PersonalDatainfotype documents anemployees EqualEmployment Opportunity

(EEO) information.

For a rehire, verify andcorrect any data on thisinfotype.

When finished, click(Enter) and then click(Save). If information iscorrect, do not save andclick (Next Record).

Basic Pay ( IT0008)


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The Basic Payinfotype recordspay scale and salaryinformation for an employee.

Fields to complete:Reason

Next Increase

PS Level

Capacity utility level(Defaults in)


Note: This screenshot is reflective of a classified employee.



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After all necessary personnel updates are made to theemployees information, the employee information istransferred to the Payroll Processor.

The Payroll Processor records the following infotypes:Bank Details (0009)

Recurring Payments / Deductions (0014)

Withholding Info W4/W5 US (0210)

Additional Withholding Info Us (0234)

General Benefits Information (0171)

Once the pay and benefits

information is entered into HRMS,the employee has been rehiredand is eligible for pay.


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HRMSAc t i v i t y

Rehire an Employee Exercise Pg. 17

Review Quest ions


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False. Rehires will have some data in the system from their

previous employment that will need to be reviewed and possibly

changed.

A new hire has never been entered into HRMS and lacks a

personnel number. A rehire has a previously assigned

personnel number.

True or False During the Rehire action, it is necessaryto re-create all employee infotypes in HRMS?

What is the difference between a new hire and a rehire?


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Em ployee Appoin t m ent Change

Em ployee Appoin t m ent Change


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You will be able to:

Describe the key terms and concepts associated with the

Appointment Change action. Explain the overall business process flow associated with

the Appointment Change action.

Navigate through the Appointment Change action and

understand the importance of the information in eachinfotype.

Process an Appointment Change action.

Em ployee Appoin t m ent Changes


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Use the Appointment Changeaction for appointments within theagency and appointments

between different agencies. Examples include:

Promotion

Demotion

Transfer

Appo int m ent Change Types


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Promotion

Upgrade from an employees current job level.

Demotion

Downgrade from an employees current job level.

Transfer

Movement of an employee within the same agency.

Movement of an active employee between differentagencies.

Appoint m ent Changes Proc ess Flow


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New position identified


Processorreceivesappointment change

information

Documentation of newposition provided

Personnel AdministrationProcessor

updates employeepersonnel

administrationinformation

Payroll Processorreceives appointmentchange information

Payroll Processorupdates employeepayroll information

Key:



Appo int m ent Change Ac t ion

Th A i t t Ch ti i i il t th R hi


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The Appointment Change action is similar to the Rehireaction.

Many infotypes that were created in the Hire action are reviewed andupdated during the Appointment Change action.

The system automatically walks you through the necessary infotypesthat need changing.

Note: Pay special attention to infotypes that can change

dramatically with an appointment change including: Organizational Assignment(0001)


Basic Pay(0008)

Remember: The system automatically delimits the old positioneffective the day before the new position begins (according to theadjusted start date for the new position).

Appoint m ent Change Ac t ion c ont d


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An employee can be permanent in one agency and take atemporary appointment in the gaining agency. In this case,status should remain permanent with the losing agency.

The information traveling between the losing agency andthe gaining agency can be communicated in a number ofways, depending on agency policy:

Note to employees non-electronic file

E-mail

Phone call

Transmittal form designated by the agency

Appoint m ent Change Ac t ion c ont d


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The gaining agency is able to pull all information from thelosing agency executing the appointment change withouthaving to depend on another agency to complete aseparation first.

Such as:

Leave Balances

Deductions

Benefits

Due to HRMS security, you will need to contact the losingagency for salary information when hiring a employee from

another agency. The system will delimit the employeessalary from the losing agency.

Appoin t m ent Change In fo types

Update the following infotypes during the Appointment


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Update the following infotypes during the AppointmentChange action including:

Actions (0000)

Organizational Assignment(0001) Cost Distribution (0027)





Basic Pay(0008)

Create Appo int m ent Change Ac t ion

T A i


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To create an AppointmentChange Action using themenu path:





Appoin t m ent Changes


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A Personnel Number isrequired to process anAppointment Change.

To access theAppointment Changeaction, click the grey boxto the left of AppointmentChange.

Fields to complete-

From (Date of Hire)

Personnel no.


Act ions In fot ype (0000)

The Actions infotype records the actiond l th l i t


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The Actionsinfotype records the actionand places the new employee into anew organizational assignment.

Fields to complete:

Reason for Action (use matchcode)

Position

Click (Enter) to validate and

populate the following fields: Personnel Area

Employee Group

Employee Sub-group



The Organizational Assignmentinfotype records the assignment


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The Organizational Assignmentinfotype records the assignmentof an employee in theOrganizational Structure.

Field required to complete:

Contract

Permanent Optional fields:

Org. Key Administrator (Time)


If no changes made to theinfotype, continue to save.

Del im i t / Creat e Vac anc y

A feature used to report vacant positions Information will be updatedon the Position Vacancy infotype located in Organizational


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A feature used to report vacant positions. Information will be updatedon the Position Vacancyinfotype located in OrganizationalManagement.

This popup window will appear if the position is vacant or if multi-filled.


Click No to not delimit the vacancy.

Note: If the position ismulti-filled select No.

Cont rac t Element s (0016)

The Contract Elements


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The Contract Elementsinfotype if the employeesstate status (permanent ornon-permanent).

Fields required to complete:

Start Contract type

Optional field:

Probationary period


(Save).


The Monitoring of Tasks


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The Monitoring of Tasksinfotype tracks the dates onwhich an employee movesfrom non-permanent status

to permanent.

Fields to complete:

Date of Task

Processing indicatorReminder Date



Planned Work ing Tim eIn fot ype (0007)

The Planned Working Time


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ginfotype stores theemployees work schedule.

Fields to complete:

Work schedule rule Full 5-8s M-F (Default)

Time Mgmt status 9 9 Time evaluation of

planned times (Default) Additional time ID Employment percent

100 (Default)


Dat e Spec i f i c a t ionsIn fot ype (0041)

The Date Specifications


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The Date Specificationsinfotype documents importantdates in employment history.

All previous dates will defaultand may need adjustments:

Anniversary Date Appointment Date Original Hire Date

Seniority Date Unbroken Srvc. Date Prsnl Holiday Eligibility



The Basic Payinfotype torecords pay scale and salary

Basic Pay ( IT0008)


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y yprecords pay scale and salaryinformation for an employee.

Fields to complete:

Reason

Next Increase (Optional)

PS Level

Capacity utility level(Defaults in)



After all necessary personnel updates are made to the


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y p pemployees information, the employee information istransferred to the Payroll Processor.

The Payroll Processor records the following infotypes:Bank Details (0009)

Recurring Payments / Deductions (0014)

Withholding Info W4/W5 US (0210)

Additional Withholding Info Us (0234)General Benefits Information (0171)

Once the pay and benefits

information is entered into HRMS,the employee has been rehiredand is eligible for pay.

What e lse do I need t o k now ?


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See OLQR Procedures:

Appointment Change Action Transfer

Appointment Change Action After In-Training Appointment

Appointment Change to Change Employee Sub-Group

What e lse do I need t o k now ?

When an permanent employee has accepted a non-


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p p y ppermanent position, use the following structure whenprocessing the Appointment Change (PA40):

Actionsinfotype (0000)

Reason for Action 59 Non-Perm Limited

EE Group Permanent or Non-Permanent (depending on

the position) Organizational Assignmentinfotype (0001)

Contract Non-Permanent

Contract Typeinfotype (0016)

Contract Type Permanent (Should not be changed)


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Review Quest ions

Why is the Appointment Change action similar to theRehire action?


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Rehire action?

________________________________________________

________________________________________________

________________________________________________

________________________________________________

True or False. When processing an AppointmentChange action, the employees direct deposit will needto be restarted.

________________________________________________

________________________________________________

________________________________________________

During the Appointment Change, the Processor is taken through all

applicable infotypes needed to record data. Infotypes have previous

information stored that will need to be reviewed and possibly

changed and any information that is not needed will not display.

False. The employees salary, benefits, leave balances and

direct deposit will transfer over when the employee is rehiredwith the agency.


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Display and Maint a in Em ployeeMast er Dat a

Display and Maint a in Em ployee HR

Mast er Dat a



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p p , y

Explain the overall business process flow associated withthe Display actions and the Maintain actions.

Describe the differences between the Display actions andthe Maintain actions.

Navigate through the Display, Copy, and Change Functionsand understand the importance of the information in each

infotype. Complete a Display action.

Complete a Maintain action.

Ac c ess ing In fo t ypes Display and

Main ta in

HRMS allows you to update infotypes while keepinghi t t th i f t


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a history to the infotype.

There are two ways to update/maintain infotypes:

Maintain (PA30)

Update specific infotypes one at a time.

Personnel actions (PA40)

Use to process personnel actions such as a New Hirewhich groups the necessary infotypes needed toprocess the action.

You can also view employee information:

Display (PA20) View infotypes one at a time.

Personnel File (PA10) View the entire employees record.

Display / Maint a in Em ployee Mast er Dat a

Proc ess Flow


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An update to employee

data identified


Processorreceives

update request anddocumentation

Personnel AdministrationProcessoraccesses

appropriateinfotype(s)

and makes update

Necessary

documentation provided

Key:


Ac c ess ing In fo t ypes


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Display process Using the (Overview) information can be viewed for a specified time

period. (e.g. Overview Actions(0000))

Information can not be changed in (Display) mode.

Narrow the search by using the Period filters. Selecting the option All willdisplay all records created.

Maintain process

When updating infotypes, use the (Copy) function to keep a history ofthe infotype.

Using the (Change) function will not keep a history of the infotype.

Display HR Mast er Dat a

To display Employee informationi th th


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using the menu path:


Personnel Management Administration HR Master Data Display

Or enter transaction code PA20 inthe command field.

A Personnel Number is requiredto access an infotype.

Selec t ing An In fo t ype


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1. Click on the grey selectionbox next to the infotypename.

2. Type the name or numberassociated with theinfotype in the Infotypefield.

3. Click on the matchcode

button in the Infotypefield.

to access a otype

There are three ways to selectan infotype:


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Display Em ployee Mast er Dat a

In display mode, the fields are grayed out whichindicates that you cannot change information in thisd


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mode.

To update information, you need to use the PA30Copy function outlined in the next section.

Note: Use the(Next/Previous Record)

buttons to view history ofthe record.

Display / Em ployee Mas t er Dat a

The Supervisor and Inquirer roles have display capabilitiesand cannot update data


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and cannot update data.

By providing some roles with the ability to make changes and

some with only display ability, HRMS provides the integrity andsecurity of employee information.

The security of functions verifies that each role has access tocomplete their own duties, while being separated from the

duties that other roles perform.

View ing In fo t ypes

Actions(0000)Hire Action & Reason, Position, Pers. Area

view this infotypeIf I want to find an employees


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Basic Pay (0008)Salary, PID

Military Status (0081)

Additional Personal Data(0077)

Date Specifications(0041)Education(0022)



Addresses(0006)

Personal Data(0002)


Branch of Service

Ethnicity, Disability, Veteran Status

Important employee dates (seniority,anniversary)

Institutes, Training, Certificates

State service status

Work Schedule, Employee Percent

Address, Telephone #

Last Name, First Name, SSN, Birth Date

Position, Personnel Area, Contract Status

HRMSA t i i t


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Ac t i v i t y

Display Employee Information Exercise Pg. 34

Updat ing Rec ords Whi le Maint a in ing

His to ry

Data created in HRMS is both current and historical.

I f t bl HRMS t i t i i f ti ll l


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Infotypes enable HRMS to maintain information on all employees,as well as historical records.

Based on the assigned role and agency, certain information isavailable to each user.

For example, a Personnel Administration Processor in DOC has

access to past telephone numbers of any employee within theirorganization.

A Personnel Administration Processor in DOT has access to thesame infotype, Addresses, but none of the

information for employees in DOC.

Maint a in HR Mast er Dat a

To maintain Employee informationusing the menu path:


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using the menu path:


Personnel Management Administration HR Master Data Maintain

Or enter transaction code PA30 inthe command field.

A Personnel Number is required to access an infotype.

Selec t ing An In fo t ype


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Select the infotype to be maintained.

Maint a in Em ployee Mast er Dat a

To create a new infotyperecord, click (Create).

To update the infotype and


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To update the infotype andrecord the history, click(Copy).

The new start date of therecord will be used for thecurrent information. This willend date the existing record

and reduces data entry.

To change/correct the infotypewith no history, click(Change).

Address(0006)

In the Start field, enter the datethat the change becomeseffective. The effective date can


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effective. The effective date canbe entered prior to the changeoccurring.

- For example, if todays date is3/5/07, and the employees ismoving on 06/15/07, you canenter the change today with a

Startdate of 06/15/07.


HRMS Ac t iv i t y


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HRMS Ac t iv i t y

Maintain Employee Master Data Demonstration Pg. 36

HRMS Ac t iv i t y


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HRMS Ac t iv i t y

Maintain Employee Master Data Exercise Pg. 38

Review Quest ions

When would you use the maintain action and whenwould you use the display action?


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Use change to update or add employee information and

the display action to view employee information.

In most circumstances, should you use the Copy orChange action to update employee information?

Use the Copy action so a record of the change is made.

The Change action should only be used to correct mistakes.


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Quest ion and Answ er / Wrap - Up


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Em ployee Hi r ing andProc ess ing Day Tw o

Agenda

Day Two: Employee Leave of

Absence / Return from


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Absence / Return fromLeave

Employee Separation

Change of Status

Extended Personnel

Administration Scenarios Personnel Administration

Reports

Course Wrap-Up andClose

Personne l Adm in is t ra t ion Com ponent s






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MaintainEmployeeInformation

EmployeeLeave of

AbsenceActions

EmployeeAppointment

ChangeActions

EmployeeSeparation

ActionsEmployeeHiring /

Re-hiringActions Change of

Status


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Em ployee Leave of Absenc es /Ret urn f rom Leave

Em ployee Leave of Absenc e / Ret urn f rom

Leave

Upon completion of this section you will be able to:

Describe the key terms and concepts associated with the


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Describe the key terms and concepts associated with theLeave of Absence action.

Explain the overall business process flow associated with aLeave of Absence.

Describe the differences between a Paid Leave and anUnpaid Leave of Absence.

Complete a Leave of Absence (paid and unpaid) and aReturn from Leave of Absence action.

K ey Term s

Absence A time period during an employeesplanned working time in which the employee does


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not work, including certain types of leave.

Absence quota The total amount of time (in hoursor days) employees are allowed to use as absences.There are different Quota types for different Absence

types. (i.e.. Sick leave quota, Annual leave quota)

Leave o f Absenc e Overview

Extended Leave of Absences may include:

Educational Leave


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Educational Leave

Military Leave

L&I

Employees are given absence quotas that aredetermined by their position, years of service and otherfactors. The absence quota varies by agency, as well asthe collective bargaining unit the employee is in.

Leave of Absenc e Proc ess Flow

Employee takes aAbsence (paid or

unpaid)


Processoris notified of


updates employee


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unpaid)Leave of Absence information

Employee returns towork


Processornotified ofemployees return


confirms returndate and updates

employeeinformation

Key:

= Non-HRMS Step = HRMS Entry

Leave of Absenc e K ey Changes

HRMS Leave of Absence process in HRMS

Use the Monitoring of Tasksinfotype to set reminder dates for a


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g ypreturn from leave.

You can enter the Leave action as soon as it is known that aleave will occur.

Leave of Absenc e

The Leave of Absence actionis divided into two main typesf l


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of leave:

Paid

Unpaid

Unpaid Leave of Absenc e

An Unpaid Leave of Absence action is processed in HRMS when anemployee takes leave for a significant period of time (exceeds 15consecutive calendar days or more) and is not paid during that time.

F l l t k th k l t f i k


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For example, an employee takes three weeks leave to care for a sick

family member for which they have no paid leave available. Many types of leave (maternity, sick) may be covered for a certain period of

time and continue unpaid if more time is needed.

To process an unpaid Leave of Absence, follow agency business process:

When an employee is on an Unpaid Leave of Absence their systemstatus becomes inactive. The Time & Attendance Processor will not beable to enter leave in CATS.

An Unpaid Leave of Absence should not be used if the employee isusing 1 day of leave a month to maintain their insurance benefits.

Unpaid Leave of Absenc e In fo t ypes

Update the following infotypes during the Unpaid Leaveof Absence action including:

Actions (0000)


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( )



Creat e Unpaid Leave of Absenc e

Ac t ion

To create an Unpaid Leave ofAbsence Action using the menupath:


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Using the action will ensure that

all required infotype records arecreated.

A Personnel Number is requiredto process an Unpaid Leave ofAbsence Action.

Unpaid Leave of Absenc e


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Fields to complete:

From (Enter the last workingday for the employee.)

Personnel no.

To access the Unpaid Leave ofAbsence action, click the greybox to the left of Unpaid Leaveof Absence.



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The OrganizationalAssignmentinfotype recordsthe assignment of an


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gemployee in the OrganizationalStructure.

Verify the information iscorrect.


If no changes to theinfotype, continue to save.

Monit o r ing o f Task s(0019)


infotype tracks the datewhich the employee isscheduled to return fromleave


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leave.

Fields to complete:

Task Type

Date of Task

Processing Indicator Reminder Date


(Save).

Personnel Adm inis t rat ion / Payro l l

There is no handoff to the Payroll Processor, but theyshould be notified that the employee has been placedon Leave of Absence.


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HRMSAc t i v i t y


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y

Process Unpaid Leave of Absence Demonstration Pg. 41

Paid Leave of Absenc e

A Paid Leave of Absence action is processed in HRMS when an

employee takes a leave for a significant period of time (exceeds 15consecutive calendar days or more) and is paid (or unpaid) duringthat employment time.


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The employee should be placed on Paid Leave of Absence ifthey are on leave without pay, but are using 1 day of leave amonth to maintain their insurance benefits.

The employees status would remain active while on Paid Leaveof Absence.

A paid Leave of Absence can be granted for a number of reasons:

Sick Leave / Annual Leave

Military Leave with Pay Family Medical Leave Act

Paid Leave of Absenc e In fo t ypes

Update the following infotypes during the Paid Leave ofAbsence action including:

Actions (0000)


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Creat e Paid Leave of Absenc e Ac t ion

To create an Paid Leave ofAbsence Action using the menupath:

F ll H R


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Using the action will ensure that

all required infotype records arecreated.

A Personnel Number isrequired to process a PaidLeave of Absence action.

Fields to complete:

Paid Leave of Absenc e


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Fields to complete:

From (Enter the lastworking day for the

employee.)

Personnel no.

To access the Paid Leave ofAbsence action, click thegrey box to the left of PaidLeave of Absence.



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The OrganizationalAssignmentinfotype recordsthe assignment of anemployee in the Organizational


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Structure.




If no changes are made tothe infotype, continue tosave.

Moni t o r ing o f Task s(0019)


infotype tracks the datewhich the employee isscheduled to return fromleave.


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Fields to complete:

Task Type

Date of Task

Processing Indicator

Reminder Date


Personnel Adm inis t rat ion / Payro l l

There is no handoff to the Payroll Processor, but theyshould be notified that the employee has been placedon Leave of Absence.


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So the employee can use one day of leave per month to

Review Quest ions

Why would you use a Paid Leave of Absence Action foran employee who is out on leave without pay?


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So the employee can use one day of leave per month to

maintain their insurance benefits.

Ret urn f rom Leave of Absenc e

The Return from Leave of Absence

action records an employee returningfrom a Leave of Absence (paid orunpaid).

To process the Return from Leave of


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Absence you must receive verificationfrom the employees supervisor.

This requirement is agencyspecific. Please check with youragency on the needs for theprocess.

Though an end date has been set upthrough HRMS when leave wasrecorded you must complete the

Return from Leave of Absence actionand Monitoring of Taskinfotype (0019).

Ret urn f rom Leave of Absenc e Proc ess

Flow

Employee is returningfrom LOA


Processoris notified of


updates employee


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Return from LOA information

Payroll Processor isnotified of Return from

LOA

Key:



In fo types

Update the following infotypes during the Paid Leave ofAbsence action including:

Actions(0000)


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( )



Use PA30 to maintain the following infotype:

Monitoring of Task(0019)

Creat e Ret urn f rom Leave of Absenc e

Ac t ion

To create a Return from Leaveof Absence Action using themenu path:



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Using the action will ensure thatall required infotype records arecreated.

A Personnel Number is

required to access aReturn from Leave ofAbsence Action.

Fields to complete:



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From (Enter the datethe employee returnsfrom leave)

Personnel no.

To access the Returnfrom Leave of Absenceaction, click the grey boxto the left of Return from

Leave of Absence.


Act ions (0000)

The Actionsinfotype records

the Return from Leave ofAbsence in HRMS as well asprovide a reason for thereturn.

Fields to complete:


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Fields to complete:

Reason for Action (usematchcode)




The OrganizationalAssignmentinfotype recordsthe assignment of anemployee in theOrganizational Structure.


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g




If no changes are madeto the infotype, continue

to save.


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Adjust ing Serv ic e Dat es


Date adjustments are not automatic in HRMS. This is a manual process. See OLQR procedure, Date Specifications - Maintain for assistance in

updating the Date Specificationsinfotype.

When processing a return from Leave Without Pay (LWOP), you may


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need to adjust the dates depending on the reason the employee was onLeave of Absence:

LWOP of fifteen consecutive days or less does not affect the anniversary date.

LWOP greater than 15 days does not affect the anniversary dates in the

following cases: Military Leave

Government Leave

Assault Leave

Educational Leave

Leave in lieu of RIF L&I


When the employee returns fromLeave of Absence, the Monitoringof Taskinfotype (0019) must beupdated.


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To maintain the Monitoring ofTaskinfotype:

Follow menu path: HumanResources Personnel

Management Administration HR MasterData Maintain

Or enter transaction code

PA30 in the command field.

Mainta in Monit o r ing o f Task (0019)

1. Click the Addtl. PersonalData Tab and click the graybox to the left of the


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Monitoring of Task(0019).2. In the Period section,

click (All).

3. To view all records created,

click (Overview).

4. Select the appropriate

record.

Task Type

End of Leave

Moni t or ing o f Task (0019)


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5. Click (Copy)

6. Fields to complete:

Date of Task

Processing indicator

Task Completed

7. When finished, click


HRMS

Ac t i v i t y


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Process Return from Leave of Absence (Paid) -

Demonstration Pg. 48

HRMSAc t i v i t y


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Process Employee Return from

Leave of Absence (Unpaid) Exercise Pg. 51

Review Quest ions

The Return from Leave action is used to activate an

employee in HRMS after an unpaid or paid leave.

What is the Return from Leave action used to do?


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What infotype is not included in the dynamic actionReturn from Leave of Action?



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Em ployee Separat ion

Upon completion of this section you will be able to:

Define the key terms and concepts associated with theEmployee Separation action.

Explain the overall business process flow associated with


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Explain the overall business process flow associated withthe Separation action.

Navigate through the Separation infotypes and understandthe importance of the information in each infotype.

Complete an Employee Separation action.

Em ployee Separat ions k ey t e rms

A separation occurs when an employee discontinues his/heremployment with the state of Washington.

Can be either voluntary or involuntary


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There are three main types of separations:

Retirement - A voluntary separation from employment withthe state of Washington based on years of service and

eligibility.

Resignation - A voluntary separation from employmentwith the state of Washington.

Termination - An involuntary separation from employmentwith the state of Washington.

Em ployee Separat ion Proc ess Flow

Employee separatesfrom government

service (voluntarily orinvoluntarily)


Processorreceivesseparation

documentation


updates employeepersonnel

administrationinformation


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Payroll Processorreceives separation

documentation

Payroll Processorupdates employeepayroll information

Separationcommunicated to thirdparties (e.g. benefits,

retirement)

Key:



Em ployee Separat ion Overv iew

Separation Process in HRMS:

When an employee separates from state service his/herinformation is stored within HRMS using the assigned personnelnumber.

Reports outlining separations are sent via an interface to Health


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Reports outlining separations are sent via an interface to HealthCare Authority, Department of Retirement Systems and Unions asthe separation occurs.

Prior to starting the separation action, contact the Time andAttendance Processor to delete any future CAT entries after theseparation date.

You will not be able to continue the action with these entries in CATS.

The employees system status will be withdrawn.

Proc ess ing Em ployee Separat ion

To process an employee separation,you require either:

A letter from the employee indicatingreason for separation and the effectivedate


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date.

A letter from the appropriate appointingauthority indicating reason forseparation and effective date.

Note: Your agency may have otherrequirements. Please follow anyagency specific guidelines.

Separat ion Ac t ion Info t ypes

Update the following infotypes during the Separationaction including:

Actions(0000)


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Creat e Separat ion Ac t ion

To create a Separation Actionusing the menu path:

Follow Human Resources Personnel Management

Administration HR MasterD P l A i


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Administration HR MasterData Personnel Actions

Or enter transaction code

PA40 in the command field.

Using the action will ensure thatall required infotype records arecreated.

A Personnel Number isrequired to process aSeparation action.

Fields to complete:

From (Enter last

Em ployee Separat ion


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From (Enter lastworking day in theoffice)

Personnel no.

To access the Separationaction, click the grey box tothe left of Separation.


Act ions (0000)

The Actionsinfotype recordsthe Separation in HRMS, aswell as provide a reason for theaction.

Fields to complete

Reason for Action (use drop


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Reason for Action(use dropdown)



Note: The system has added a day tothe Start date. The start date is the firstday the employee is separated from

state service. Also the Employmentstatus now reads withdrawn.

Creat e Vac ancy

Upon saving the Actionsinfotype (0000), a Create Vacancypop-up window will appear. This information is stored in thePosition Vacancyinfotype in Organizational Management.



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Click Yes to delimit the vacancy. Click No to not delimit the vacancy or if the position is multi-

filled.

Note: If the position ismulti-filled select No.

Organizat iona l Ass ignm ent (000

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HRM410 2010 Summer PDF Book 05 Employee Hiring & Planning

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