successfactors global assignment configuration

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Global assignment of employees in successfactors employee central.

Reading time: 17 mins

Learn how to configure the Global Assignment functionality in SuccessFactors Employee Central, focusing on how to maintain both home and host assignment records for any employee who is on a global assignment. Also learn how to automate the end of Global Assignment (versus having to do it manually) and how to set up manager permissions...

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SAP SuccessFactors Employee Central Global Implementations: Three Keys for Seamless Employment Tracking

Human Capital Management Created on July 23, 2019 Last updated on December 7th, 2023 at 9:15 am by Rizing Staff

When your organization is looking to implement SAP SuccessFactors Employee Central in multiple countries, there are special considerations and important functionality on top of typical key implementation resources that need to be utilized to ensure seamless employment tracking no matter where they may be working.

Sometimes employees work in multiple countries and sometimes they hold multiple roles. A global Employee Central implementation must ensure that however that employee is being viewed in the system—by certain jobs or locations—the information can tell a story about the employee’s lifecycle with the organization.

There are three things that you can do to ensure that employee data is telling that story. We’ll start with functionalities within Employee Central that help with global scenarios before diving into data migration and employee IDs.

Related: 4 Tips from Sabre’s SAP SuccessFactors Implementation

Identify Cross-Company & Cross-Country Scenarios

With global Employee Central implementations, there are employee movement scenarios that occur which do not normally exist in non-global Employee Central implementations. Employees within organizations that have a global footprint have choices to work temporarily or permanently in other countries outside of their home country.

Within Employee Central, there are features that allow organizations to manage such employee movements:

• Global Assignment
• Rehire with New Employment
• Concurrent Employment

Global Assignment  is normally used when an employee moves on a temporary assignment in another country within their organization with the intention of moving back to their home country with a definitive return date.  Example: Employee located in Europe goes to work on a special project for 6 months at a location in New Zealand.

Rehire with New Employment  is used when an employee moves permanently to another Company or Country within their organization. Example: Employee located in Europe goes to work permanently at a location in New Zealand.

Concurrent Employment  is used when an employee occupies two or more jobs/positions within their organization within the same country. Example: Employee located in Canada working for a school board who is a bus driver and a custodian within a school.

Although these functionalities could be used for non-global organizations, we normally see these scenarios for global Employee Central implementations. Some organizations/countries have policies or legalities that require employees to receive a new employee number when moving legal entities even within the same country. Rehire with New Employment would also be used in these scenarios even for non-global organizations.

It is very important to vet these scenarios, especially during global implementations, so that the appropriate Employee Central functionalities are including as part of the project scope. These capabilities allow organizations to manage these scenarios while keeping a global linkage between multiple employments that exist for the same employee. Organizations should take advantage of these Global Assignment, Rehire with New Employment, and Concurrent Employment functionalities as they will provide a seamless historical view, reporting capability, and integration to downstream systems for global scenarios.

Identify Data Migration Impacts for Global Scenarios and Rollout

Although Global Assignment, Rehire with New Employment and Concurrent Employment functionalities are very useful in Employee Central, there are also some challenges that need to be considered when migrating employee populations to Employee Central.

Currently, there is a limitation in Employee Central where we cannot migrate multiple employments an employee may have using standard import templates unless they are global assignment or concurrent employment scenarios. This also gets a bit trickier when we are dealing with phased deployments by country where some countries already use SuccessFactors for talent processes.

With that being said, there are ways to ensure these linkages are kept by using a manual process and employee number assignment as part of the Rehire with New Employment functionality. It will be important for your data migration team to evaluate the impact that multiple employments will have on the data migration process and testing.

Identify your employee ID strategy

It is very important to identify your employee ID strategy to ensure alignment with the standard Employee Central best practices for ID assignment.

  Employee Central

• User ID  should reference an employee’s personnel number.
• Username  should reference an employee’s username that is used as part of their internal identity management solution which will identify them in SuccessFactors. It is also possible that some customers will log into SuccessFactors directly using this username.
• Person ID External should be a global ID that never changes for an employee and is used to link different employments an employee may have between countries or companies within their organization. These scenarios include global assignments, concurrent employment, and rehire with new employment. This ID is usually set to the first personnel number an employee is assigned when entering an organization.

Relation to SAP HCM or Employee Central Payroll  

• User ID  should reference an employee’s personnel number in SAP HCM or Employee Central Payroll.
• Username  should reference an employee’s username in SAP HCM or Employee Central Payroll which is linked to info type 0105—Subtype 0001.
• Person ID External  should be a global ID that never changes for an employee and is used to link different employments an employee may have between countries or companies within their organization. These scenarios include global assignments, concurrent employment and rehire with new employment. This ID is linked to info type 0709 as the person ID in SAP HCM or Employee Central Payroll which links all employments.

It is very important to map out your employee ID strategy to ensure it will work for Employee Central and integration to other SAP and non-SAP systems.  For some customers, this becomes more of a challenge if they use SuccessFactors for Talent processes prior to Implementing Employee Central and decisions that were already made for SuccessFactors User ID and Username do not align with best practice.  There are mechanisms in place to control this mapping between Employee Central and SAP HCM/Employee Central Payroll, but this will add further complexity for integration points to systems outside of this scope.

By keeping these three topics in mind, customers can ensure a more successful global Employee Central implementation. Ensuring employee data is seamless and linked across countries and across roles will make it easier for reporting and planning on an HR level.

Up Next: 4 Best Practices a Global SAP SuccessFactors Employee Central Implementation

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Working with the Global Settings

After completing this lesson, you will be able to:

• Identify and configure general and advanced form template settings

The General Settings Section

You can define the foundational pieces of the template in the General Settings section. Here, you can edit the name of the template and the description, as well as select the workflow (route map) and rating scale.

Modifications of the General Settings Section in Manage Templates

Select the Start button to learn more about General Settings configuration .

You can configure the following items through General Settings :

Name: The name of the template.

Description: This is an informational field that appears only during the form launch process. It does not display to the end user on in the XML form template.

Route Map: Forms follow steps defined in the route map associated to the template.

Route Map Description: This area automatically populates with the description you assigned to the route map when it was created.

Rating Scale: Associate the rating scale that must be used in the template here.

Hide Numerical Rating Values: If checked, this option makes ratings appear only as their text label.

Unable to Rate: The text entered into this field is used if an employee cannot be rated for some reason.

Text entered in this field shows as a part of the rating scale, but it is not included in the overall rating. It’s the equivalent of Not Applicable.

Allow Managers to Stack Rank Employees on Competency Sections: Enables the stack ranker (also known as team rater) function, if the function has also been turned on in Provisioning.

Advanced Settings: Selecting this link opens a window with more advanced general settings.

You can also access this window through Form Template Settings .

Modification of the General Settings Section in XML

The general settings in the XML are located in the <fm-meta> section of the code. In this section, you may: 

• attach a default rating scale to be used throughout the performance form ( <scale-id> ) 
• enable certain buttons that are visible on the form ( <enable-previous-step- button> and ( <enable-delete-button> ) 
• enable stack ranker ( <my-team-rater> )

If you choose to set up the general settings in the XML: 

• make sure to log in to the instance, navigate to Form Template Settings
• associate a route map to your performance form
• set up attributes of the form including spell check, legal scan, writings, and turn on/off various buttons

The following is an example of a typical performance form meta section: 

Configuration of Rating Scales

The rating scale for the entire form is selected in General Settings . Rating scales can be configured per section in Manage Templates .

Below the selection area, you can also determine whether you want the numbers and rating description to show, or just the descriptions.

Enable a Rating Scale for the Entire Form

If one rating scale is to be used for all ratable sections, it can be specified in the <fm-meta> section, using the code illustrated in the figure Enable Rating Scales in XML.

Form Template Settings – Advanced Settings

Advanced settings are also known as Form Template Settings . These settings allow for management of different elements of a form’s behavior. These settings do not change the forms XML and may or may not affect existing (launched) forms.

Watch this video to learn about the form template settings :

Some of the most common options that you can configure in Form Template Settings are settings that you can turn on and off. The following table includes some of the most utilized options:

Form Template Settings

Configure general and global settings in the performance form template, business example.

You will start to configure the Performance Management form template you added in a previous exercise. Now, you will define general settings for the form template in the instance through Manage Templates and the meta section in the XML data model.

Learn how to configure performance form template general and global settings from Manage Templates and verify changes from the XML .

Task 1: Edit General Settings (Global Settings) in Manage Templates

Log in to your Instance, and edit General Settings from Manage Templates . Make the following changes:

Log into the Instance, and navigate to Manage Templates using Action Search.

Select the Performance Review tab.

Open the template you added from SuccessStore or from the course files in the exercise Create a Performance Form Template .

Select General Settings .

Verify the route map and rating scale are those that you previously created and assigned to this form template.

Verify Allow managers to stack rank employees on competency sections checkbox it selected.

Verify the Globally radio button is selected.

Return to General Settings , and, on the Show advanced options screen, enable the Previous Step and Delete buttons.

Choose the link for Show advanced options ... .

Update the following:

Save the form and navigate away from this page.

On the Advanced Settings screen, make the following changes (some settings might already have the correct values in your Instance):

Select the Advanced Settings link.

This links to Form Template Settings and is unique to editing the form in Manage Templates . You cannot access these settings in the XML file. You can also assess this information by choosing Form Template Settings. using Action Search.

Update the settings as outlined in the table.

Select Update Form Template , and close out of the pop-up window.

Task 2: Verify General Settings (Global Settings) in the XML template

Export the Performance form template from the instance.

Navigate to From Template Settings using Action Search.

Select the form, and then select Download in the upper right-hand corner.

Place the DTD and Performance form XML template in the same folder, and replace row 004 with the exact case and space sensitive spelling of the DTD in the folder.

Example: "sf-form.dtd">

Find the <scale-id> start- and end-tags. Verify the title of the rating scale you associated to the form in Manage Templates is listed here. Case and space sensitive spelling are very important.

Example: <scale-id><![CDATA[Default Scale]]></scale-id>

Find the <enable-previous-step-button> and <enable-delete-button> start- and end-tags. Check that they are both set to true as configured in Form Template Settings in the Instance.

Find the <my-team-rater> tag. Make sure that it is right above the last tag of the Meta section.

Find the <sf-pmreview> tag. Attributes within this tag affect all sections within the Performance form. Verify the following attributes are correct in your XML template:

no-calc=false

overall-rating=true

rate-by-adding-values=false

weight-lockdown=true

show-weight=true

All the information about the attributes in this step and what they control can be found in the Document Type Definition (DTD). The one that we can use to validate PM Forms is the sf-form.dtd

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2490480 - Global Assignment - Ending Global Assignment Updates the Host Record and not the Home Record

• When ending a global assignment, the End Global Assignment job history record appears just in the host accounts job info and not the home account's job history.

Environment

• SAP SuccessFactors Employee Central - Global Assignment

Reproducing the Issue

• Add Global Assignment for a user
• End that Global Assignment
• Observe where the End Global Assignment job info record appears in host profile's job history.

Expected System Behavior

• Update of any data in the host record will only ever appear in the host account's record and vice versa
• Add Global Assignment and End Global Assignment event reasons will be part of Global Assignment (Host) Profile of the Employee and can be visible in Host Profile's Job History.
• Away on Global Assignment and Back from Global Assignment event reasons will be part of Home Profile of the Employee and can be visible in Job History of Home Profile.
• This behavior is dependent on the Event reason and Global Assignment Configuration settings:

Event Reason Configuration:

Global Assingment Feature Configuration:

Global Assignment, End Global Assigment Home and Host Job Information History , KBA , LOD-SF-EC-GA , Global Assignment , Problem

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SAP SuccessFactors Onboarding Academy

Course announcements.

• Please note that the registration period will be closed 1 week prior to the start date of each virtual class. Register early to secure your place!
• Note for virtual live classroom participants: The time designated when registering for this course represents the time spent in the scheduled check-in meetings. After the check-in meeting, students are expected to complete required assignments. Participation in this course requires a full day commitment throughout the duration.
• This course will guide you through the configurations necessary to implement SAP SuccessFactors Onboarding. This 7 day course is taught through a combination of self-guided learning, check-in meetings, and hands-on exercises.
• This course covers configuration topics and tools that may not be accessible by the customer. Though the course is designed for consultants, customers are welcome to take the course if a deeper understanding of system configuration is desired. Customers should reference the customer-specific instructor-led and self-service (SFALC) offerings and become accredited via the SFX Accreditation program .
• Only registered SAP partner consultants will be provided with provisioning rights once they have been certified. Customers and independent consultants, even if certified, will not be provided with provisioning rights. There are no exceptions to this policy.

Course information

• Introducing SAP SuccessFactors Onboarding
• Enabling and Configuring SAP SuccessFactors Onboarding in Provisioning
• Assigning Role-Based Permissions in SAP SuccessFactors Onboarding
• Initiating the New Hire Onboarding Process
• Defining the SAP SuccessFactors Onboarding Data Model
• Creating SAP SuccessFactors Onboarding Programs
• Activating and Using Compliance Forms
• Creating Custom MDF Objects for Additional Data Collection
• Creating Document Templates and Using e-Signature Tools
• Using Email Services
• Managing the Rehire Process
• Cancelling Onboarding Processes and Triggering No-Show Event
• Customizing the Onboarding Process using Process Variant Manager
• Using the Internal Hire Process
• Using SAP SuccessFactors Home Page for Onboarding
• Restarting Onboarding Processes
• Offboarding and Terminating Employees
• Describing SAP SuccessFactors Onboarding Integrations
• Creating SAP SuccessFactors Onboarding Reports
• After completing this course, consultants will be able to perform and configure the core functionalities within SAP SuccessFactors Onboarding and access the resources and support available to configure additional features
• Application Consultant

Prerequisites

• THR80 - SAP SuccessFactors Platform Introduction Academy
• THR81 – SAP SuccessFactors Employee Central Academy (Consultants implementing SAP SuccessFactors Onboarding must hold a valid C_THR81 SAP SuccessFactors Employee Central certification)
• THR91 – SAP SuccessFactors Onboarding 1.0 Academy (Consultants who wish to work with customers migrating from SAP SuccessFactors Onboarding 1.0 to Onboarding must hold a valid C_THR91 SAP SuccessFactors Onboarding 1.0 certification.)

Recommended

• THR83 – SAP SuccessFactors Recruiting: Recruiter Experience Academy Special Note: This course ( THR83 ) is NOT required, nor will you be ill- equipped to complete THR97 – SAP SuccessFactors Onboarding Academy. However, if you have already taken this recommended course, you will be better prepared for integration content and future implementations.
• HRSF1 – SAP SuccessFactors Overview
• SFINTRO2 - Human Experience Management (HXM) - The Next Phase of HR
• Special Note: The recommended courses are NOT required, nor will you be ill-equipped to complete THR97 – SAP SuccessFactors Onboarding 2.0 Academy. However, if you have already taken any of the recommended courses, you will be better prepared for integration content and future implementations.

Course based on software release

• SAP SuccessFactors Onboarding

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