Remove Design Flaws So Global Employment Works in SAP ECC 6.0 and Employee Central

  • by Riishi Riitambhar, Technical/Functional Consultant
  • April 5, 2017
Learn some workaround tips to rectify potential design flaws in the SAP ERP Central Component (ECC) system and design corrections in the SAP SuccessFactors platform when implementing a global-employment scenario in an SAP core hybrid solution.
Learning Objectives

Reading this article, you will learn about:

  • Design mistakes that are made in the SAP ERP Central Component (ECC) system and SuccessFactors platform, which later impact the implementation of an integrated global-assignment functionality in ECC and SAP SuccessFactors Employee Central in the core hybrid scenario
  • Workarounds to correct these design flaws in ECC to avoid having to re-implement the Management of Global Employees module
  • Adjustments that can be made in SAP SuccessFactors Employee Central to allow continued use of the design originally implemented on the SAP SuccessFactors platform
Key Concept
Global employment is when employees who are hired in one country by an organization are then transferred or assigned to another country for a considerable period. This means that the employment of the employee is transferred from the legal entity of the first country (where they were originally hired) to the host country (where the employee is transferred). This brings with it legal and administrative implications that need to be managed in the system as well.

This case study details the most common inherited design mistakes made in an SAP ERP Central Component (ECC) Management of Global Employees implementation scenario, as well for an SAP SuccessFactors platform deployment in a talent-hybrid scenario. (For more details about the different deployment options, read the HR Expert article, “Integration Setup for a Core Hybrid SAP ERP HCM Solution.”) Here I provide details for correcting these design issues and workarounds for the existing records to avoid the reimplementation of the Management of Global Employees module in SAP ECC or any data purge in the SAP SuccessFactors platform. The overall design, however, still conforms to the standard integration design.

Case Study Scenario Details

In this scenario, Mark Smith is an employee with a global corporation. He was initially hired in Singapore (SGP), and is transferred, temporarily on assignment, to Australia (AUS) and then later to the United States (US). He returns to his home location of Singapore at the end of each assignment.

The Non-Standard Global Employment Approach in the Existing ECC System

The organization went live with SAP ERP HCM in 2003 with SAP R/3 version 4.7. The Management of Global Employees solution was still in the pilot phase and had been released for just a few countries (e.g., the US and Canada). Since the organization had all the global employment cases outside of these two countries, it could not implement the pilot global employment solution from SAP. So, the following process steps were followed (note that all the steps in this section are in the SAP ERP HCM system).

Riishi Riitambhar

Riishi Riitambhar is technical/functional consultant with over 12 years of experience in the area of HCM applications built on SAP ERP HCM and SAP SuccessFactors. His special areas of focus include SAP positive Time Management and Payroll integration. Riishi's SuccessFactors Employee Central experience includes extensive implementation experience of Metadata Framework, workflows, and business rules.

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11/9/2017 5:03:33 PM

Great analytical document.
What's your comment on Global employment integration with core SAP HCM PY?

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