Impact of Moving HR Service from HR Case Table to HR Talent Management Case

[Vadla Srimaan]

We have a requirement to deactivate an existing HR service ("abc") on the HR Case table and create the same service on the HR Talent Management table.

What are the potential implications or impacts we need to keep in mind for this change? Specifically:

• Will this affect existing cases tied to the old HR service?
• Any considerations for reporting, dashboards, or historical data?
• Impact on Advanced Work Assignment (AWA), Predictive Intelligence, or HR Service configurations?
• Any best practices for migration or handling dependencies?

Looking forward to insights from anyone who has implemented similar changes.

[Sarthak Kashyap]

Hi @Vadla Srimaan ,

Please check below links 

https://www.servicenow.com/community/hrsd-articles/hr-scoped-application-migration-faq/ta-p/2312183

https://www.servicenow.com/community/hrsd-articles/migrating-transaction-data-from-the-hr-global-to-...

Please mark my answer correct and helpful if this works for you

Thanks and Regards,

Sarthak

[Dr Atul G- LNG]

Hi @Vadla Srimaan 

Being a BPC, I would not recommend doing this. The reason is that you are deactivating the OOTB workflow / tables and creating the same logic in your own script. What is the business need for this?
The OOTB functionality comes with many in-built logics and automations, which may stop working if you override them. You would then need to build and maintain your own logic.

The biggest issue is upgrades. When you upgrade, many records may move to "skip" status, and ServiceNow may also ask for a business justification for this level of change.

Also, creating new tables and fields will result in large customization, which can even lead to additional cost. So, think carefully before moving forward.

It’s like building a completely new house even though a similar house already exists.