hi

We have implemented E recruitment for one company in a Cloud environment and now we have to roll E Rec module for other locations like USA, UK etc.

Please help me in knowing that How can we handle the external candidate scenario for various countries differently where in an external candidate wants to register his job profile in the portal. For example an external candidate from India has to provide his gender, marital status and date of birth  whereas contrary to this an external candidate from USA need not to be asked to provide the Gender , Date of Birth etc.

How the system understands that a candidate is from USA and a different portal screen  need to be prompted where the DOB, Gender fields are hidden ( Maintain profile ) or if a candidate is from India then screen while maintaining prole should prompt fields like Date Of Birth, Gender should be visible????

How can we handle this in a multitenancy environment??

Secondly education types in E Rec gets stored in one table for all countries. How can we filter these education types based on different countries in frontend ( portal ) in a global roll out scenrio??

May 15, 2012 -- 5:40AM, Pushhpa Maiwar wrote:

hi

We have implemented E recruitment for one company in a Cloud environment and now we have to roll E Rec module for other locations like USA, UK etc.

Please help me in knowing that How can we handle the external candidate scenario for various countries differently where in an external candidate wants to register his job profile in the portal. For example an external candidate from India has to provide his gender, marital status and date of birth  whereas contrary to this an external candidate from USA need not to be asked to provide the Gender , Date of Birth etc.

How the system understands that a candidate is from USA and a different portal screen  need to be prompted where the DOB, Gender fields are hidden ( Maintain profile ) or if a candidate is from India then screen while maintaining prole should prompt fields like Date Of Birth, Gender should be visible????

How can we handle this in a multitenancy environment??

Secondly education types in E Rec gets stored in one table for all countries. How can we filter these education types based on different countries in frontend ( portal ) in a global roll out scenrio??

 

Starting with your 2nd question:

Education types are by nature a global field, because candidates applying for a role in one country may have a degree from any country in the world. It is good practise to add a few more generic types where candidates with more ‘exotic’ degrees can find a choice that’s close enough to what they’ve done – otherwise it is almost impossible to cover them all.

(On a personal note: as someone from a country, which hasn’t used Master and Bachelor until recently, I found it very frustrating to apply in other countries, where companies didn’t think about education types overseas candidates might bring)

May 22, 2012 -- 11:00AM, Amy Thistle wrote:

Welcome to today’s Forum!

In today’s HR Forum, we invite you to ask your questions about managing the risks of local changes in global HR projects. Today’s  exclusive, one-hour forum is with SAP HCM expert Sven Ringling of iProCon.

Sven is an HR Expert author and featured HR 2012 speaker, and he’ll be presenting a session on this topic at HR 2012 Milan in a just a few weeks. 

Today, Sven will take questions on managing global HR projects, and avoiding the conflicts that can occur between local requirements & changes and global SAP ERP HCM settings and processes.

A few how-tos for everyone, to get started:

To post your question for Sven,   log in to Insider Learning Network and click the "Post Reply" button below to enter your questions. Sven will post his answers directly in the Forum thread. (Note that there is no audio in this forum, so please post your questions at any point.)

Sven, welcome, and thank you for joining us today! There are a number of questions already posted, so I’ll let you jump right in! 

Thanks for teh intro Amy. I started with Pushhpa's questions, who was so good to break teh ice with his pre-session question.
I note that our international topic can in theory touch every single piece of SAP HCM, so I won't be able to go into dephth on each of them, but will do my very best :-)

As everybody still seems to be getting their questions together, maybe let me throw in one point: the table I've seen messing up most in global HCM project is T503 - if you don't take anything else from thsi session but will always remember that MOLGA (country modifier) is NOT a key feild of this table, even though some views suggest it, it was worthwhile. Not even teh 'secret weapon' of line oriented authorisation I'll discuss in Milan helps much in T503.

May 22, 2012 -- 11:09AM, Amy Thistle wrote:

Hi Sven - Could HCM global teams simply put a stop to local configuration or development? Is that even an option for most organizations?

Hi Amy,

in theory thay could and I have seen this work. There is a strong trend to centralisation most notably in traditionally dominat cultures ( like yours and mine US and Germany, where there is also a strong base of SAP know how).

However, the more teh global system develops into further modules and regions, the more difficulot it becomes. Barriers are

- time zones

- language

- special local knowledge not only in payroll

- being close to the customer and understanding their needs

- often high labour cost in HQ countries

The local knowledge and closeness to customer are the most difficult ones in the long run. So in teh end, there are very few organisations, where a 100% centralised approach works well.