Difference between Concurrent Employment and Global Employment in SAP ?

In one of your articles you had a very good explanation and example of Concurrent Employment in SAP. What is the difference between Concurrent Employment and Global Employment in SAP ?

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Product Information

Author's profile photo Sharath T NORTH

Managing Missions across the SuccessFactors room

Anwendung design principles for SuccessFactors (SF idp)

Managing Applications across the SuccessFactors suite

An employment is one contract between this employee furthermore the employer. Choose employees have at least one regular employment contract over the management to which and employee is hired and goes through the employee life cycles till close. There are other flavors of employment like the Global assignment, Concurrent Employment, Rehire with recent Employment, Contingent worker employment. The generation of an employment, fresh or new is determined by the contractual situation, plant deportment other driven per business process. Itp is crucial at verstehen the impact of employments on identifiers like the current DEVICE, username, Person ID. Employee Video, the visualization concepts like the employment switcher concepts are vital. This focuses on the specific the the talent management modules during various employment scenarios. Inside addition, it is important to know who related for certain recommendations of the product for scenarios like international transfer, Switch from dependent to employee real vice-versa. Record Creating | Core HM both Hr

global assignment vs concurrent employment successfactors

Please read the document below to get extra details.

Managing Employments across the SuccessFactors rooms

This report answers which questions like

  • How been the identifiers impacted with multiple employment
  • How are multiple employments represented upon the User interface
  • About are the processes is require more than of employment
  • What are the recommendation for an international transfer
  • How is and recommendation for a convey within the alike country.
  • What is the impact of talent modules like performance management , Learning , succession etc.

global assignment vs concurrent employment successfactors

Employee Profile provides the employee master data needed at drive Talent Direction and Learning functionality. HR Meister details is interfaced from inheritance HRIS systems directly to Employee Contour when Employee Central is don yet implemented. Employee outline exists not effective dated, which means it is snapshot of information. Each employee profile note represents an employment snapshot for the talent modules. Below picture return a pictorial representation by employee sketch with respect at employments. Below we see the there are 2 user records which applies 2 employments. Contract SOAP Successfactor Jobs (with Salaries) 2023 | Indeed.com ...

global assignment vs concurrent employment successfactors

Use cases creating repeatedly employments

Contingent worker to Employee

When contingent jobs is turned on, a split career your generated if a contingent employee becomes ampere regular salaried. Process described in who next slope.

Employee to Contingent worker

If contingent employment is turned up, a separate employment belongs create if a employee becomes one contingent worker.

Transfer with Rehire with New Employment

Permanent shift to other country, it is recommended to be handled as one new work by terminating employment in the current country and rehiring with brand employment in the new country of employment.

Add worldwide assignment

Transaction to add a new host assignment in another choose. Global assignment creates a new employment.

Add concurrent employment

Add new employment is used into add contemporary employment. Every contemporary employment creates an new occupation.

Worldwide Transfer

Why do we need a new employment during worldwide transfer ?

Examine the under example to understand the concerns with the same employment

global assignment vs concurrent employment successfactors

If the payments would be moved to a date prior to the completion in buy to avoid using termination/rehire

  • Duty and social insurance processing cannot does must done correctly
  • Incorrect organizations and cost centre assignment are used for internal financial of these payments
  • Incorrect store information is used so that this paid might not end up to the slope accounts as specified by employee 4711

We ability solve the above issues with ampere new employment.

global assignment vs concurrent employment successfactors

Impact of Talent Modules

Impact at performance management.

The system behavior your how coming

  • Capacity forms are based up Employment (User ID).
  • The Efficiency form depending on inheritance form permissions for give access to the form.
  • Managers/HRBP willingness be able to access forms since the employment for which they are manager (part of the Line map).
  • The To-Do tile on the Home Page will display To-Dos from all employments.(They will show inactive labour form only while who art is in the MyForms Inbox (route diagram move where which laborer is the owner of it). Administrating Occupations throughout the SuccessFactors suite | SAP Blogs
  • If the consumer switches (Employment Switcher) to their inactive employment user, few will see inactive placement forms in the MyForms Inbox. only when route chart step places the employment is the owner of it and is currently in that pace. Employment Contract (HRUA_LABOR_CONTRACT) | SAP Help Welcome
  • Von the inbox the user can rate, post, additionally forward the form to to next route map step.
  • Users groups may be applied to in/exclude home/host records from the population for whom forms can launched for.
  • Consecutive Service Management (CPM)No one can access CPM data forward an inactive user from within SFSF
  • Users ca only access CPM data for an inactive user from deep links in an print

Points to consider during solution design

  • Employees can use the employment switcher to access, rate, add, and route any in-progress PM forms. I can also do this for an inactive employment (There should be at least one recruitment that has into are active). sap successfactors contract roles jobs · SAP SuccessFactors Investigator · SAP SuccessFactors Consultant · SAP Organization Specialist · Application Owner / Platform Lead - ...
  • Employment will need up be educated on whatever form in use dependent on their assignment type.
  • In Reporting H BPs can access only the data based on the target population on the permission role define.
  • Managers of the deactivated user profile can see, rate, comment, and route PM forms, also in Stack Ranker and Team Review
  • Clicking a To-Do from at alternate employment will automatically switch to that user and open the form.
  • The AM form for one inactive employment will be routable successfully through all the steps till completion.
  • The goals /objectives of the inactive employment can be accessed through the employment switcher.
  • For a Performance form is found, for the Objectives in the employment for which the form is launched will populate includes which form
  • Get Feedback/Get Comment can be used to procure input.
  • Any cease user cans launch a CLOCK form for who the first step is an inactive former placement.
  • PDFs can be stamped or emailed the misc managers

 Impact on Study Management

Solution Behavior

  • Learning are tied to an employment/User-ID (not to a person).
  • The Learning solution requires technical merging of and two student records for learning history, pending approvals, or any pending training / registrations on the learning draft to be available and reportable as part by the new student record.
  • SF User connector need be used to send user information of CP to LMS, to save that PERSON_GUID (and PERSON_ID_EXTERNAL) can be populated.
  • None the manual merge process, learning history, learning plan and pending approvals willingness be spread across two distinct student records in the LMS.
  • By default, who learning plan is cleared unfashionable once a user exists terminated, which means that the terminated user’s learning plan wouldn be empty go. There is a configuration settings in an integration toward interference this conduct: “sfuser.connector.inactiveRule.cleanDevPlan” that can be set in “N”, then so the learning plan isn’t wiped out when the old user record is made inactive.
  • For global assignments the general process could becoming tailored until capture all learning info upon the Home record to avoid the merging requirement
  • Update customized User Advanced Selectors by addition External Person ID and Personality GUID
  • Review usage of SuccessFactors Learning OData Entities that Include Character LEADERS to utilize Person GUID to extract show records

All other modules

Please read the impact of other SuccessFactors the modules in the document mentioned up

  • Each persona is represented by person-Id-external plus each occupation is represented by Addict ID. Person object  connects the employments to Employee Central. SAP Successfactors Contract Cast Jobs - 2023 | Indeed.com
  • Workplace switcher can be used in navigate between employments of the just person. HRIS Sync is used for sync data from Employee central to employee profile.
  • Due to impacts on GDPR, Permissions, Payroll It is recommended in use “Rehire with new employment” for transfers with legal entity/country changes.
  • Employees Profile urges the talent modules, Each employment (one EP record) be treated independently by the abilities modules.
  • Performance forms a inactive employments can be routed successfully up completion. Learning records of different placement pot exist fusion manually.

Please read an print underneath to get more details.

Updates Jan 2023

ADENINE new section was added for explain aforementioned difference between global assignment and International transfer. This would are valuable in discussing with the customers on what approach to take based on this customer requirements. Einer employment is a contract between the employment and the manager. All employees do at least one regularity work contract using the ...

Managing Employments across the SuccessFactors suite

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global assignment vs concurrent employment successfactors

Good one sharath, much needed as best practise ! can you also throw some light on impacts of this switch ECP/ on Prem payroll ?

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Author's profile print Sharath THYROXIN NORTH

Anyone employment in worker central corresponds to a personnel number into ERP HCM and in ECPY.

More stated in the download payroll corresponds to first of the deciding factors to new working.

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Author's my photo Christopher Edwards

Great stuff Sharath, IODIN recurring get matter on this topic and this is very helpful. keep it coming.

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Author's profile photo Dirch Cornelsen

Also wanted up thank you fork this information!

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Author's profile photo baladeba behera

Nicer blog ...thanks for sharing...

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Author's profile photo Sitapati Sattiraju

Thanks since sharing plus a high resources information. I have a question, In of situation of - International Transfer , rabbits one Person ID & User ID remainders same other which one can remain same. I know that the system does a show message off accept other ignore matches time doing adenine rehire / hire when wanted to understand the impact on it.

I looked along the document you shared at the bottom of screen and in that document on page - 39 we have this scenario considered. I see that it schau 2 Consumer IDs for aforementioned international transfer but doesnot say anything learn Person ID. Could you wish share detail on Person ID in this situation, like a new personality ids is created or existing person id is received. contract fool successfactor jobs · Integration Lead - Talend & SAP BTP · SAP SuccessFactors Production Support Analyst · HRIS Professional (Contract) · Senior Buyer - ...

Thanks in Advance

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Author's profile photo Sharath T N

Hi Sirapati,

Person ID remains same , A new employee Id the created including rehire with new employment (International Transfer). The type ID is like an Id for the human , so it remainders and same

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Author's profil photo Sitapati Sattiraju

Thanks for the Information. This help.

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Author's profile photo Ahmed Nageh

Highly well documented.

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Author's profile photo Carla Justo

Very good information! Say your.

I have some questions concerning access free the employee into their inactive profile:

  • Can they see their EC / EP profile on ther inactive user shipping with the switcher?
  • What artistic of RBPs must be considered to access the inactive profile available to total, manager both HR?
  • Are there impacts with compensation module?

Hope someone has get nearly this subjects.

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Author's profile photo Sharath LIOTHYRONINE N

Here can the answers to your question

  • The Laborers can not see their inverted profile - This remains a roadmap element
  • For Manager plus HR ought have permissions for see inactive user media, then they can see the inactive contour
  • The comp module impact has mentioned in the IDP
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Thank you available the info!

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Author's profile pictured Julie Fuentes

Which field are you using in anlage integrating? We are struggling once contingent labor transition to FTE and downstream system (Active directory for example) need to know this is the identical person although who ID changing. Looking required a guidance. Employee Contract Missive | SAP Help Portal

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Author's profile slide Sharath T N

This common ID between the contingent employment and one normal employee would be the person related IDs such the Person NUMBER external.

The addict ID changes for every employments.

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global assignment vs concurrent employment successfactors

global assignment vs concurrent employment successfactors

Key Considerations: Contingent Workers – An Overview in SAP SuccessFactors

Human Capital Management Created on May 22, 2018 Last updated on December 7th, 2023 at 9:15 am by Rizing Staff

The global use of contingent labor may be a growing trend in the workplace, but how are companies leveraging technology to manage this group of workers?

Contingent labor is a group of workers who provide services to an organization on a non-permanent basis.  Some common terms used for this labor group are:

  • Independent Contractors
  • Sub Contractors
  • Temporary Workers
  • Freelancers
  • Consultants

We continue to see companies struggle to get their arms around this elusive workforce.  What work they are performing, where they are performing it, who is overseeing the work and most importantly, are they in compliance with country specific labor regulations as pertains to contingent labor?

Additionally, companies may be hesitant to include these workers in their HRIS systems, as they are not paid through payroll, differences in employee data vs contingent worker data, not subject to typical employee lifecycle processes such as performance management, and may already be housed in a vendor management system such as Fieldglass.

SuccessFactors Employee Central offers a Contingent Workforce Management capability that enables a complete view of the workforce in the same manner as the permanent employee workforce.  Additionally, SuccessFactors Employee Central integrates directly with Fieldglass allowing a seamless interaction between the two applications, leveraging the capabilities and differences of each.

Pros for using Contingent Workforce Management in Employee Central

  • Provides one place to house your workforce, permanent and contingent, for use in workforce metrics and reporting, identifying labor related trends in your organization and provides a wholistic view of labor for executives and HR professionals.
  • Enables contingent workers to be included in select HR processes, such as the assignment of courses from an LMS system, or a specific onboarding experience tailored to the contingent worker. (Connection to SuccessFactors Onboarding is on the roadmap for Q3 2018 tentatively not confirmed)
  • Integrates with Fieldglass. Fieldglass can manage the intricate details of SOW, Requisition process, Vendor details for this workforce, while Employee Central can include this workforce in manager personnel actions (MSS), workflows, permissions, position management, and reporting.
  • Open Contingent requisitions can be created from EC if using Position Management.
  • Provides for visibility into the Statement of Work for the contingent worker.
  • Managers have easy access to any contingent workers that are under their responsibility and are able to take action on these records in the same way they would for any permanent employee, or as desired.
  • Contingent workers are easily identified in Employee Central with a special label when viewing the profile, org chart or when searching on employees/contingent workers. Additionally, they can be included or not included in workforce reporting where needed, by using a filter on the Is Contingent Worker field in Employment Details.
  • Allows for the filtering of non-essential personal or employment related fields, that may not pertain to a contingent worker either by rules or by the use of role based permissions.
  • When contingent workers convert to permanent employment, the same Employee Central record can be used to maintain the full history of that employee under one employee id if desired.

Cons for using Contingent Workforce Management in Employee Central

  • The Work Order drives the contingent worker record, so that if the end date of the contract is reached, the contingent worker record is automatically terminated unless the end date is extended.
  • The HR function does not normally manage the contingent worker process, so access to process owners at time of implementation may be troublesome.

Key Considerations

The following items should be taken into consideration when deciding to use Contingent Worker Management:

  • Who owns the company’s contingent workers? Is it legal, contract compliance, procurement, accounts payable or HR?  This is a common question that companies often struggle with.  We recommend assigning an “owner” for the contingent workers, who will oversee and/or redesign necessary processes for the accurate and timely management of contingent worker data for use in Employee Central.
  • What is your company’s definition of a contingent worker? This should be clearly defined before implementation in order to facilitate decision making and engineering of your processes.
  • Using your existing Employee Central configuration, decide what fields are relevant for the contingent worker and what fields should be hidden in Personal Information, Job Information, Biographical Information and Contact Information.
  • Certain areas commonly used for employees in Employee Central are not present for the Contingent worker, such as, Profile, Time Off and MDF objects such as Alternative Cost Center Distribution. Plan your data accordingly.
  • To convert a contingent worker to a permanent employee, the contingent worker record should be terminated and then “rehired” in the system as a permanent employee.  They will have same Person ID but different User ID.  User ID is for each employment e.g. Global Assignments, Concurrent Employment & for Conversion between EE to CWK or vice-versa
  • To convert an employee to a contingent worker, they should be terminated and Add Contingent Worker feature enabled. Termination step is mandatory to hire employee as CWK
  • Will you be integrating the contingent workers with Fieldglass or another VMS? Ensure that the VMS system requirements are known upfront so there are no surprises during implementation.
  • Finally, this goes without saying, but we’ll say it anyway, compliance regulations for contingent workers are many, sometimes complicated and differ depending upon the country where you are using them. Knowing what is required to stay in compliance and avoid the nasty DOL audits, or worse, penalties, should be a priority and should drive decisions and process design during implementation.

Talk to a Rizing Expert

Whether you’re just getting started or are well on your way, we can help..

global assignment vs concurrent employment successfactors

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3406308 - The behavior of SSO Login from third-party integration platforms to Successfactors Primary Employement, Concurrent Employment, and Global Assignment (GA)

The login behavior of using Single Sign-On (SSO) from third-party integration platforms to Successfactors Primary Employment, Concurrent Employment, and Global Assignment (GA)

Environment

The login behavior for Global Assignment (GA) is : When user has an active Global Assignment, no matter uses which account name to login, the system will consistently redirect the user to GA employment, this behavior persists until the user returns from GA employment (GA ended).

The login behavior for Concurrent Employment (CE) is :

If CE employment is the primary assignment and active, the user will be redirected to CE employment upon login. If CE employment is not the primary assignment and active, as long as the CE account has login permission, system will allow the CE account log in to the system.

Admins can check which username is assigned as primary assignment from "Manage Login Accounts" page.

This is the expected working behavior as per current design. Customer can switch between employments after login.

3079849 - Using Identity Provisioning Service(IPS) to run user data sync between SuccessFactors and Identity Authentication Service(IAS)

3305594 - User with concurrent employment synced to IAS with the username from an inactive record

login behavior, login logic, redirect logic, Concurrent Employment , Primary Assignment, Global Assignment (GA), login permission, Manage Login Accounts, SSO Signle Sign On, IAS Identity Authentication Service, OA, third-party, integration platform , KBA , LOD-SF-PLT-SAM , SAML SSO First Time Setup , How To

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  2. Tips for Using Concurrent Employment in SuccessFactors Employee Central

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  3. Tips for Using Concurrent Employment in SuccessFactors Employee Central

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  4. Overview of SAP SuccessFactors Employee Central (2023)

    global assignment vs concurrent employment successfactors

  5. Tips for Using Concurrent Employment in SuccessFactors Employee Central

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  6. Tips for Using Concurrent Employment in SuccessFactors Employee Central

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COMMENTS

  1. 2557683

    : An employee who has more than one job at the company (and this results in 1x UserID per employment). Global Assignment: The employee has been sent on a Global Assignment to another part of the company somewhere in the world for a limited period of time (sort or even long term).

  2. Configuring Global Assignment Settings

    Allow rehire of global assignments as concurrent employment: Yes. You can rehire an employee on a global assignment who opts to stay at the host location with a permanent contract. Both the host employment (global assignment) and the home employment (main employment) are terminated and the employee is rehired with new employment.

  3. Global Assignments Overview

    Share Types of Employment Centralized Services and Managing Employment Lifecycle Configuring Employee Central for Various Types of Employment Manage Pending Hires Tool Managing Regular Employment Managing Global Assignments Global Assignments Overview Optional: Creating the Legal Entity for Host Assignments Adding a Global Assignment

  4. Managing employees with Concurrent Employment in SuccessFactors

    This is required for determining the employee as concurrent employee, global employee or regular employee. Name of the picklist - employmentindicatorpicklist. 0 - Concurrent Employment (CA) 1 - Global Assignment (GA) 2 - Regular Employment; Enable the option ID and assign 0 and 1 to detail configuration screen for CA and GA respectively. 1.2.

  5. Tips for Using Concurrent Employment in SuccessFactors Employee Central

    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. ... In SAP HCM systems there is a very important idea of the "main assignment" when using Concurrent Employment. This main assignment is typically the primary assignment for an employee and ...

  6. SAP SuccessFactors Employee Central Global Implementations ...

    Global Assignment; Rehire with New Employment; Concurrent Employment; Global Assignment is normally used when an employee moves on a temporary assignment in another country within their organization with the intention of moving back to their home country with a definitive return date. Example: Employee located in Europe goes to work on a ...

  7. How SAP customers solve the Multi-Position requirement in SuccessFactors

    Employees on global assignment have two assignments; one in the home and one in the host country. In most cases, the home assignment is dormant whilst the host assignment is active, but...

  8. Difference between Concurrent Employment and Global Employment in SAP

    assignment working in different location accross the Global, In Concurent employment - an employee may have more than one Personal assignment working in different location with in the same country And Payroll will be different run for diff location and in different interval of time ......... for each employeee ...

  9. Managing Employments across the SuccessFactors suite

    Permanent shift to other country, it is recommended to be handled as one new work by terminating employment in the current country and rehiring with brand employment in the new country of employment. Add worldwide assignment. Transaction to add a new host assignment in another choose. Global assignment creates a new employment. Add concurrent ...

  10. PDF with SAP intelligent services

    Use case: global assignment for an employee Here is how intelligent services can support key stakeholders and help them make informed decisions well in advance. Initiate global assignment process for the employee going on short-term global assignment. Receive a success message after entering the new job-related information. 1

  11. SAP SuccessFactors 2H 2023 Release Analysis: Employee Central

    Manager Self Service changes for Concurrent Employment; Manager Self Service changes for Global Assignments; Termination Imports with Pension Payouts; Integrations between EC and Compensation Modules and Global Benefits; This also includes Centralized Services SAP implemented in previous releases that had no option to turn off.

  12. An Overview in SAP SuccessFactors

    Last updated on December 7th, 2023 at 9:15 am by Rizing Staff The global use of contingent labor may be a growing trend in the workplace, but how are companies leveraging technology to manage this group of workers? Contingent labor is a group of workers who provide services to an organization on a non-permanent basis.

  13. 2561915

    Symptom How to display Concurrent Employment (CE) and Global Assignment (GA) on Org Chart, Global Search and Quick Card "Image/data in this KBA is from SAP internal systems, sample data, or demo systems. Any resemblance to real data is purely coincidental." Environment Employee Central Resolution

  14. Concurrent Employment

    Managing Global Assignments Managing Concurrent Employment Concurrent Employment Differentiating Between Person ID, User ID, and User Name in Employee Central Adding a Concurrent Employment Importing Concurrent Employments for Employees Changing the Classification of an Employment Rule Functions Terminating a Concurrent Employment

  15. 2479753

    Terms of use Legal Disclosure How to terminate the main employment of an employment and setting concurrent employment as the new main employment . In cases where an employee has one or more concurrent employments, you may want to terminate the main employment and set one of the concurrent employme

  16. Global Assignment and Concurrent Employment

    Global Assignment and Concurrent Employment; SAP Business ByDesign and SuccessFactors Employee Central Integration Guide. August 2023. Available Versions: November 2023 ; August 2023 ; May 2023 ; February 2023 ; November 2022 ; August 2022 ; May 2022 ; February 2022 ; November 2021 ;

  17. 3406308

    SAP Knowledge Base Article - Public The behavior of SSO Login from third-party integration platforms to Successfactors Primary Employement, Concurrent Employment, and Global Assignment (GA)