E-Recruiting Data Transfer Custom design approach on I2A scenario

[Former Member]

Hi,

I would like to take your comments on a custom design on basis of 997181 without utilizing standard process.

Just a try out of new attempt to see how to byepass standard implementation constraints and simplify the data transfer process to push different kinds of candidate details whatever client would like to move from EREC to SAP HR.

It is two instance model; Sap EREC on one instance while SAP HR is on another instance.

Scenario is, Hiring happens in R/3 only for candidates who are processed in EREC (Candidate details are captured in EREC system).

Pre-requisite in SAP EREC, "DATA Transfer for New hire" activity is completed.

Design Overview:

1) Take key EREC Infotype data such as candidate personal details, contact details, qualification, family details and transfer it to T752F table as a background job. The background job would check for each candidate ID with activity "DATA Transfer for New hire" status completed on previous day and then transfer data to T752F table.

2) While running PA48 Hire action in R/3, on selection of a particular candidate & proceed with hire option, the candidate details should automatically flow into following infotypes Actions, Org. Assingment, Communication, Address, Qualifications in corresponding infotype fields. This will happen based on an enhancement while triggering a PA48 hiring action. Mapping EREC data fields to Infotype data fields will be handled through ABAP coding referring a Ztable, where source infotype & field name in EREC will be mapped to receiver infotype & field name in PA will be mapped. Also create all EREC - SAP HR relationships needed using the same enhancement eg: CP - P, CP - US, BP - CP, CP - S, CP - NA.

3) When PA48 Hire action is completed, in background the program RHALEINI is triggered to to create all initial candidate objects (NA objects) in SAP E-Recruiting. (This will be an enhancment to PA40 actions with an immediate trigger and RFC will update the EREC system)

4) When employee is terminated/separated in PA40 action, then following relationship CP-P, CP-S, CP-P will be delimited in 1001.

Look forward for your feedback  on the design gaps, areas missed out, options which could be added, technical option which support this design. Overall whether this design is feasible or convenient for implementation? What kind of RFC to be built? Any suggestion on XI interface ?

My own queries on this design:

Q1) What needs to be done if the same employee is rejoining the company ? What could be done in this design to accomodate this scenario ?

Regards,

Reagan. E

[romanweise]

Hello Reagan,

my honest feedback. The whole process for I2A using ALE is very complicated and over the years we had a lot of bugs in the pre EhP4 version as well as in the EhP4 version. Report HRALXSYNC alone is a nightmare. The additional BAdI do not make things better and there are still various traps you have to be aware to keep things running for a longer period of time (like disabling paralel IDoc import as objects can get lost). Still the correct setup takes not even an hour if you know what you are doing. Having debugged the solution several times for hours or even days I know how many data constellations have to be kept in mind. How much logic is required alone for handling only the correct historization of hiring and leave dates. So I would not try to rebuild it. There are other areas in eRec where less effort can make more positive improvement.

One aspect of the integration I would like to experiment with is replacing PA48. From my perspective this transaction is really notsufficient. Once you have more than 5 hirings a month or a distrbuted recruiting organization perhaps even around the world it is simply not helpful to have a list of names without any restriction any help. SAP delivered a new integration for SuccessFactors Recruiting Management with SAP HCM Core. It includes a "new PA48" which, at least on the slides, looks much better - mor information, status tracking, ... There has to be an option to fill this from SAP eRec instead of PA48. This is what I'd like to explore.

Best regards

Roman   

[Former Member]

Appreciate your help and guidance.

I do share the same view with you.

Thanks Roman..

[Former Member]

Dear Earnest,

Asume EREC 604 or higher installed on non ERP system.

if EREC canddidate will be transferred to HCM system the candidate is an internal candidate.

Executing PA48 in HCM system will map personnel number to candidate id in EREC system (table T77RCF_EMPL_CAND or creates a relationship in HRP1001) after PA48 has finished.

Using background job (report (RHALEINI) should not be necessary as standard procedure to

distribute changes of organizational structure and  employee master data is to use ALE distribution from change pointers (distribution on daily base) - not sure why you need immideately update.

Regarding the delimitations: HRP1001 for CP-P has not been delimited on termination of the eployee.

This will avoid problems during rehiring.

Regards,

Michael

[Former Member]

Want to move to this complicated cycle.

Thanks for your inputs.

Regards,

Reagan. E