Using PA531 or HR511

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Using PA531 or HR511
Topic Started: Aug 12 2009, 06:23 AM (261 Views)
grnfly	Aug 12 2009, 06:23 AM Post #1
Newbie Posts: 6 Group: Members Member #14,943 Joined: July 29, 2009	Hello, Our HR department is implementing a Position Management System and looking to import Applicant data into Lawson using either HR511 or PA531. The vendor is suggesting we use HR511 to save work on moving data from the applicant to employee records. For those who have been down this road, what are the advantages and disadvantages of using each program? Also, is anyone using PA52.4 to hire staff? Thanks



KarenPloof	Aug 13 2009, 09:24 AM Post #2
Advanced Member Posts: 75 Group: Members Member #114 Joined: January 12, 2006	HR511 does not create Personnel Action History so you will not see a "hire" action in drill-down inquiries, you won't be able to create reports of "hired" employees, and it will affect your ability to use the "reverse" a personnel action feature. Maybe they've changed HR511 so it now creates Personnel Action History...?



SAH	Aug 17 2009, 02:11 AM Post #3
Your Tax Dollars Hard at Work Posts: 383 Group: Members Member #416 Joined: February 7, 2006	Not so sure what your vendor means about "saving work" - but you'll want to look at the data that your organization chooses to track from an employee perspective, also. Does your applicant tracking system capture all of the HR11 fields that you need and have designated as required (most, in my experience do not)? It may still be a multi-step process, regardless of which option you choose. Hiring is hard, no matter how you look at it! :thumb:



kate	Aug 25 2009, 08:08 PM Post #4
validate, validate, validate !!! Posts: 157 Group: Members Member #123 Joined: January 12, 2006	If your Turnover Reports will be generated from Lawson, you might want to use PA531 and then a Hire action...



grnfly	Aug 30 2009, 04:12 AM Post #5
Newbie Posts: 6 Group: Members Member #14,943 Joined: July 29, 2009	SAH Aug 17 2009, 02:11 AM Not so sure what your vendor means about "saving work" - but you'll want to look at the data that your organization chooses to track from an employee perspective, also. Does your applicant tracking system capture all of the HR11 fields that you need and have designated as required (most, in my experience do not)? It may still be a multi-step process, regardless of which option you choose. Hiring is hard, no matter how you look at it! :thumb: Thanks for your input. We are currently reviewing the fields that are capturing by our Position Management and comparing them to the file layouts of both HR511 and PA531. It looks that we will be using the HR511 to import our data and then hire new staff using PA52.1, but this is not my call at this time, waiting for HR to complete there assessment and make decision.



grnfly	Aug 30 2009, 04:14 AM Post #6
Newbie Posts: 6 Group: Members Member #14,943 Joined: July 29, 2009	kate Aug 25 2009, 08:08 PM If your Turnover Reports will be generated from Lawson, you might want to use PA531 and then a Hire action... kate, This is a good point, I will check to see where HR will want to report from. I suspect we can get what is needed from Position Management system, but I do not know that for fact. Thanks



grnfly	Aug 30 2009, 04:15 AM Post #7
Newbie Posts: 6 Group: Members Member #14,943 Joined: July 29, 2009	KarenPloof Aug 13 2009, 09:24 AM HR511 does not create Personnel Action History so you will not see a "hire" action in drill-down inquiries, you won't be able to create reports of "hired" employees, and it will affect your ability to use the "reverse" a personnel action feature. Maybe they've changed HR511 so it now creates Personnel Action History...? Karen, This is also a good point - thanks.


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