Position Management Question - PA102 vs PA100 after PA02 Updates

manisht

I am new to Lawson Position creation and have a question about Position update processing that is stumping me. I have read the documentation that states that you have to run PA102 after you update positions in PA02 and then only run PA100 if there are any outstanding issues that remain.

My dilemma is that I want to keep Position updates separate from Personnel Actions. For example; if I update an existing position's location and process level only and run a PA102 it can no longer be picked up in the PA100 Personnel action to be run because the PA102 has actually updated the employee’s record completely. Ideally I want to be able to update an existing positions attributes when needed (like location and process level), run PA102 and capture it as a PA/ Position Change and then still be able to run the PA100 Personnel action to record a TRANSFER action.

Can I please get some guidance on setup and best practices out there on position management and how you are updating positions so that I can make a more educated decision on wht kind of approach we should have?

I appreciate any help that can be offered:)!

juergen-erbe

In my world - if an employee is moving to a new postion that would be the Transfer and if the position itself was changing then that would be the Position change.

I.E. If an RN in the Natal Care department is moving to Home Health, then that's a transfer and their position isn't edited, instead they are given a different position via a PA52 action and that is applied when the PA100 is run.

If however, the Print Shop is moving from the main campus to an off-site location, then I'd be editing the postions tied to the print shop to change their location and wouldn't be directly entering changes for the employees.

I'd let those flow down from the position change action created when I run the PA102.

The cases where you'd have to mix the PA102 and PA100, to me, are extremely rare and are more a consequence of possibly choosing the wrong order to enter changes than any actual necessity.

Unknown

When we make changes to PA02 we enter Y for Update Employees, Requisitions. This allows the change flow directly to the employees. We occasionally have to run PA102 (changes to indirect supervisor do not always update secondary positions so we run PA102 to fix that).

We set up a personnel action (POSUPDATE) which is only used with changes made on PA02. This is defined on HR00 Personnel Tab - Special Processing. This is logged to personnel action history when the change is made. By using a unique personnel action for this process we know that change came from PA02.

manisht

This is all great information!

This all makes sense that I may need to just make sure that I create new positions anytime we are truly changing locations of positions so that I can have an employee action run to capture the TRANSFER. My approach may have just been incorrect in wanting to be able to modify existing positions when we may close one office and open another one. We have many SSRS reports built off of specific actions so I am trying to keep those reports clean by makiing sure that any Position location changes that have employees in them can alos pull into reports that are currently only looking for TRANSFER personnel actions.

In situations where you an employee is getting a promotion though, where they may be going from Analyst to Sr Analyst, etc....do you still create a new position entirely for this type of change too? We have it setup that I can run a PA/POSITION Update in PA102 that could update this but this is technically is a PROMO action not a position update in my mind. Does anyone see any problems with running PA100 before running PA102 in this type of situation or will this cause the position history to not be captured?

Advise on approach on these types of updates.

I am used to working in SAP with OM structure setup and in that system I could easily keep position updates/history separate from personnel actions. I just need to wrap my head around this change in thought in Lawson so that I can ensure my approach will work going forward:).

Thanks for everyone's thoughts on this, it is greatly appreciated!

sriman-shivakoti

I would create a new code for the title change and then do a PA52 to move the employee to the new position. I would not change the descriptor on the current code. I don't think you would need to run a PA102 in this instance at all.

Unknown

We also move employees to new positions codes for promotions. Whenever we make a change to an existing position, we add a new position record with a new effective date to keep a history of those changes. The only time we 'change' an existing position record (keeping the same effective date) is when there is a correction to the information.