Human Capital Management Blogs by Members
Gain valuable knowledge and tips on SAP SuccessFactors and human capital management from member blog posts. Share your HCM insights with a post of your own.
Showing results for 
Search instead for 
Did you mean: 
0 Kudos

Hello Everyone!

I am here to let you know how i handle the specific scenario of secondment in my project

For those of you who does not know what is secondment 

In a government organization, secondment refers to the temporary transfer or assignment of an employee from their home department or organization to another department or organization. During the secondment period, the employee works and performs duties in the host department or organization while maintaining their employment status with their home department.

The duration of a secondment can vary, ranging from a few months to a couple of years, depending on the agreement between the home and host departments or organizations. At the end of the secondment period, the employee typically returns to their home department, bringing back the knowledge and experiences gained during the temporary assignment.

In EC you could solve secondment using the Higher Duty or Global assignment feature or custom MDF object. However there is another innovative way in which you can track these cases. ( specially when higher duty and global assignments are not turned on due to the nature of the work your client is in. Eg higher duty is available only in Australia and Global assignments are used only when firm operates in multiple countries)

It goes with the 80 -20 rule.. Considering the secondment cases are just 20% in organization and you wish to track those cases with standard feature available in the employee central 

Please note for secondment Concurrent employment feature will not work here as in concurrent employee s working on 2 assignment at a time in secondment employee is working on 1 assign in any particular given time

I have solved secondment using the right to return feature in addition to transfer transaction which takes place on job information

Let's consider a specific situation:

Employee A takes a leave of absence (LOA), leading to the temporary need for a replacement within the organization. Internal Employee B expresses interest and is assigned to the vacant position while still retaining their current role.

Here's the process breakdown:

  • Step 1 :- Within the Employee Central (EC) system, the LOA process is initiated for Employee A. This automatically generates a "Right to Return" record for Employee A, ensuring their ability to return to their original position.
  • Step 2:- Employee B's temporary transfer (secondment) to the position previously held by Employee A is initiated. This action is carried out within the system.
  • Step 3:- To keep track of Employee B's status and original role, a "Right to Return" record is entered into the system for their original position
  1. Go To Manage Data
  2. Create a new  Record 
  3. Provide User Name of employee B and The Original Position details along with start date and end date
  4. Here we can use Reason Temporary assignment. You would be able to report out on all secondment  category by filtering on 
  5. In EC, we can report on all the rights to return cases and filter on Temporary assignment cases to track the secondments cases. 

In Above scenario when Employee comes back on LOA , HR does due diligence and checks the position details and can take appropriate transfer actions referencing the right to return data. 


Stay tuned for the upcoming blog where we'll delve into the innovative methods employed to manage automatic pay progression during secondments

Labels in this area