Currently, our organization doesn't have a defined process for assigning alternate pay rates to employees with multiple positions which has created confusion for employees and managers. This also affects downstream system access, learning assignments, timekeeping, internal transfer processing, scheduling and overall maintenance and reporting of employees who have multiple positions within the organization.
We are looking for best practices or guidance on what other customers might be handling this, their successes and challenges. We are single tenant, currently using Lawson v10 as our HR system; SuccessFactors for Recruiting, Onboarding, Learning, Performance and Goals; and Kronos for timekeeping.
Currenty, we use the HR14 to track alternate rates/job codes however they are interested to know which is more common and or best practice for managing second positions. We are interested in using the PA13.1 to track multiple positions but need to better understand the difference between why organizations would use the HR14 vs. the PA13.1.
Does anyone out there have any guidance or best practices to share?
