Tracking Non-Employees

Can anyone tell me if/how they are using Infor HR to track non-employees, i.e., students, volunteers, contractors, agency, etc., anyone who isn't getting paid but still performing work within the building? There has been some discussion about letting Infor be source of truth to feed our AD but seems like alot of extra maintenance. Would appreciate suggestions.

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jreese

We have setup additional companies to track non-employees. One is for contractors and the other is for our Doctors, students, etc.

unknown

who maintains all these people?

unknown

We have been doing this for a few years. We have one company with many accounting units for the different types of non-employees (students, contractors, residents and fellows, etc). It has been a great thing to have it all in one place because we have a better ability to track how many lives are active at any given time. We have 2 extra "reps" in HR that add/maintain the data for this group - separate from the employee group because their onboarding may look very different than an employed team member. One pitfall... depending on which version of Infor you are on... is that if you want to use a reporting structure, you may not be able to do so. There is not "cross company" reporting structure available in the version we are on (not cloudesuite), so we have manipulated the reporting structure through view tables we have created. BUT we have been able to sync up a lot of processes with our employed team member (like network account creation, etc) that has automated quite a few tasks that had previously all been manual.

jreese

various people. Some of our contractors come through a 3rd party and they supply us a file of hires that we process through IPA. Other contractors are entered by HR. Doctors are added by MSO. Others that are entered for Epic security requirements are handled by the Epic Security officer.

unknown

We set up a new RelationshipToOrg and WorkType for this in GHR. We then altered the export to S3 to exclude people with key values in RelationshipToOrg and WorkType. (Job Code was also involved). This way, they never went to S3.

We considered the additional company. Personally, I like the additional company so these people can be excluded/included from certain reports. I was overruled on this. But, if you don't want to set up a new company, there is this other option.

unknown

We don't have GHR yet. I've been considering setting up a new Process Level so we can use current supervisor relationships but still be able to exclude them from reports. we have approx 4000 employees and almost 3000 non-employees.

unknown

How many employees and non-employees?

jreese

The issue that was brought up that made us choose separate companies over a different Process Level was because there were fields or field constraints that were required for employees that were not required for non-employees. We did have an issue if a contractor was going to be handling a supervisor position over employees and needed access to MSS. We added them in our primary company with a status code for contractor.

unknown

7300 employees. 3800 non-employees. Caveat - Volunteer data is managed in a separate software and interfaced to us so we can provide whole numbers. So the non-employee data managed by my team is somewhere around 3000.

unknown

our finance and payroll team said "no" to keeping them all in one company. they wanted a hard line so we didn't accientally pay someone or inlcude them in employee counts, etc.

jreese

We have 8900 employees, 700 contractors and about 10,000 others that are primarily for supporting Epic Security requirements.

unknown

what is the bare minimum you have to create to make a GL company? I can't make a new company without GL company first. we are still on S3 HR.

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