Hi Stephanie!
Firstly, jobInfo can be synchronised to Position, which can be useful when some data on position can be finally decided only within hiring, for example final Pay Scale Level depends on the candidate. Position has the data that is used for the Job Requisition, however, can be adjusted until the candidate is hired. The general rule is to sync all data from Position to Employee and I advise to follow the rule.
Secondly, the lessons learned from implementing the PM:
1. The Position needs different Configuration UIs depending on the user's role (with use of an onInitUI/onInsertUI Business Rule), and the Hiring Manager's UI must be as simple as possible, as Hiring Managers can be up to 25% of the entire headcount.
2. Previously, Workflows did not respect the Config UI for Positions, which I believe is solved now (I've checked it for custom MDF and believe that it works for Positions as well).
3. Some fields can be requested to be configured as fields which do not require a Workflow and allowed to be changed by Hiring Manager w/o additional approvals. If requested, it requires a heavy rule that checks if nothing but these special fields is changed. And the heavy Business Rule must be as light as possible.
4. There could be situations when Hiring Manager requires simultaneously new Departments, news Job Classification with new Positions. I suppose, it can be done through a custom MDF object plus a CPI iFlow. As for now, this is just an idea, not proven by project experience.
5. Job requisitions can require external Job Profiles for Recruiting purposes, which are more detailed than the internal Job Profiles for Hiring purposes. This can be done through a 2-level Job Structure that uses the parentJobClassification field on Job Classification.
6. Matrix Positions should be definitely considered for Workflow purposes, Permissions, and Standard BizX roles like Second Manager etc.
7. Company structure needs to be thought of and maybe slightly reworked for better user experience of Hiring Managers. See my blog post for details.
8. Job structure needs to be created or reworked in order to become the true template for Positions that allows to add HR people into Workflows only when something "special" (i.e. not covered by the Job Structure) is requested.
9. Headcount planning is missing. Previously, it was covered by the WFP. Now, you need to design two separate processes for it - reports in SAC and create/insert draft Positions (the last record of Position to be used for planning purposes until is approved). As for now, the latter is just an idea, not proven by project experience.
10. And finally, Position Management is always underestimated in terms of efforts and impact. Do not believe when you are told that PM takes 2 months to be designed and implemented, especially when you use the Core Hybrid deployment model)))
Bluesky
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