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Tracking employee physical locations?

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Chris
Basic Member
Posts: 9
Basic Member
12/27/2012 3:15 PM

    Hi all. We are a large health system. 11k emps. 5 hospitals and 100+ clinics over a regional area. Also own/lease many houses, office bldgs, etc around main campuses and in other areas which house emps. Using Lawson v9 for HR, Finance & Supply Chain. 

    Currently we do not have any tracking of where emps are located physically, but need this information for EEO, workers comp insurance, and many other needs that come up constantly.  There is a location field in Lawson which is used for EEO reporting, but currently being used by Payroll for tax processing (used by BSI Tax Factory). That's not necessarily an issue.

    My question, especially for those who work in larger orgs spread locally and regionally, how do you track and maintain physical employee locations? Who enters the information (employee, manager, admin, HR)? How is the information captured for entry (paper, electronically, etc)?  How do you maintain the list of valid locations when new ones are always being bought/leased/sold? Who maintains the source location list? Really looking for details on how you manage the capture and maintenance locations and employee assignments to them.  Any info would be greatly appreciated!

    Thanks, Chris (Oh... and if you are in HRIM/HRIS and interested in moving to beautiful Boise, Idaho... I have a nice Senior HRIS Analyst position open :)

    darwin collins
    Posts: 19
    1/2/2013 5:37 AM
      In our case, we have a intranet portal that interfaces (via AGS) to Lawson and our other ERP/etc packages. On our website, the employee/contractor maintains their: building, office#, phone#, and other other fields. If it is an employee updating their data, then we push up some of the values via AGS using form HR11. We have been using this method successfully for almost 8 years now. I can look into more information, if you have the resources or this idea is usefull to you. Best of Luck
      Todd_R
      Basic Member
      Posts: 4
      Basic Member
      1/2/2013 2:15 PM
        We decided long ago that we needed to set locations at corporate HR, with input from Conmpensation.
        We set up the location on the PA02 when we establish a position; this value will default to the position number (and the HR11) whenever someone is hired or transfers.
        The only problem is that the field can be over-written on a PA52, so a manager or HR person can cause problems if they aren't careful.
        We also try to establish a separate position number when the location code is different.  So, we could have 4 Home Health RN position numbers, each with a different number and a different location code.
        Payroll in turn taxes employees based on this location code.
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