How do you structure supervisors?

Hello,

We are in the midst of a migration from Lawson V10 to HR Talent. I'm trying to understand how others have structured their supervisors.

I know there's the manager structure (Set Up > Structures > Managers) that's used to process approval flows, as well as the supervisors that are attached to work assignments/positions. In our case, the manager structure would never differ from the manager structure in work assignments/positions. We also would only ever have one manager for an employee - never more than that. We also have default - no override for almost every field that flows from the position to the work assignment.

So to my questions:

1. What do you put in your manager short description and your manager description?

2. What is your process for updating managers?

3. How do you ensure your manager structure never differs from the managers stated on the work assignment and position?

4. If I update the manager structure and select "update work assignment," the position doesn't get updated, even though we have "default - no override" on the manager. I plan on adding an enhancement request for this.

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nhoppe

Hi Rachel, Here is how we do it as a K-12 school district:

1) Our supervisor role is generally the generic position that the person holds (Manager, Director, Supervisor, etc) and then the location after the role. We use WFM as our timekeeping system, so the other role we have in the supervisor structure is Timekeeper - Loc #. The description is the org unit that the person is attached to.

2) We manually update the manager structure itself when there are changes in the org units. However, if a manager resigns and another is hired, that is handled through the hiring process. The manager position has the supervisor number in the "Position is Supervisor" field. Once the person is hired into that position, they automatically get loaded to the supervisor structure.

3) We use GHR and V10 Lawson, so we have had this occasional issue in the export of information to S3, but not had this issue in GHR itself.

4) I've not seen this option to "update work assignment".

Hope this helps. If you'd like to discuss further, my email is nhoppe@lps.org.

jmcgovern

Our situation is similar in that our manager structure mirrors the work assignments/positions and we have one manager per role.

1. What do you put in your manager short description and your manager description? We use the synchronization option (Create a manager code with the same description and active status) on our positions. So, the position short description and description are used for the synchronized manager code and will update whenever the position is updated. The synchronized manager status will also update when the position status is updated (e.g., manager code will be inactivated if position is made inactive).

2. What is your process for updating managers? While creating synchronized manager codes does keep manager short descriptions, descriptions, and active status aligned with the associated position, it does not rearrange the manager structure to match the position reporting structure. So, our compensation team updates the manager structure as they update/approve position actions.

3. How do you ensure your manager structure never differs from the managers stated on the work assignment and position? This is an area we will be looking into more now. From what I understand there are some Infor delivered utilities that may help identify discrepancies.

Note: We also use Work Assignment Synchronization (Organizations > Configuration > Global HR Features) with the Synchronize Overrides option since we do allow a overrides on a couple fields. This helps work assignments stay in aligned with the position defaults when there are retroactive work assignment changes and changes on the position dated later than the work assignment effective date.

Please update this thread with info on your enhancement request!

Rachel Lake

Thank you Nancy!

Rachel Lake

Thank you - I think this is what we will need to do as well.

Please endorse enhancement #103204!

unknown

At one point I had an enhancement request in to default the next manager in the chain if a manager/employee leaves. Right now, it defaults to blank or no manager without intervention which is a pain. Our organization using secondary work assignments for the covering manager which is easier than redoing the mgmt chain or position setup constantly. We default with override from the position to work assignment, but allow a change at WA. If you go to position and change it, it will flow to WA but not in reverse. I'm not sure how you'd maintain it that way?

Rachel Lake

Jill, what do you have in your description and short description of positions? I see that the manager short description must be unique, so if we have "Superintendent" as our position short description, and we have multiple superintendents, we can't use the synchronization option between position and supervisor.

karen-mackenzie

Rachel,

We choose to make the short description a bit of a forumula for the leader position short descriptions (and use the same for the manager structure themselves). The formula we use is job short description + location 3 letter code + supervisor number. Hope that helps a bit!

Rachel Lake

Interesting. Ok, thanks!

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