Infor CloudSuite HCM cheat sheet

Core HR stores employee records in Employee (HRTREMPL) with effective-dated rows; history is preserved by adding rows with new effective dates, not by overwriting.

Payroll runs are defined in Payroll Process (PRPROCESS); each run links to a Payroll Group that determines the employee population, pay cycle, and payment date.

Earnings and deductions are attached to employees via Pay (PRPAY) records; the Pay Code determines the calculation method (flat amount, rate × hours, formula).

Payroll calculation order: gross earnings → pre-tax deductions → taxable gross → taxes → post-tax deductions → net pay; deductions are applied in the order defined on the Deduction Code.

Retroactive pay is triggered when a pay-affecting change is entered with an effective date in a prior, already-processed pay period; the system recalculates and creates adjustment records.

Payroll reconciliation uses the Payroll Register and Payroll Audit reports; differences between calculated and paid amounts are resolved through Payroll Adjustment records before the run is confirmed.

Tax authorities and tax codes are configured in Tax Authority (PRTAXAUTH) and Tax Code (PRTAXCODE); jurisdiction assignment on the employee's work location drives withholding.

Payroll security uses Payroll Group security; a user's access to payroll data is limited by the Payroll Groups assigned to their security role.

Talent profiles aggregate competencies, skills, certifications, education, and performance history from multiple sources; profile completeness is driven by the Talent Profile configuration.

Performance reviews follow a review cycle defined in Review Setup; each cycle has a template, rating scale, participant roles (manager, self, peer), and due dates.

Goal management uses Goal Plan templates; goals have a category, weighting, target, and status, and roll up to organizational objectives through alignment links.

Succession planning uses Talent Pools and Succession Plans; readiness ratings (e.g., ready now, ready 1–2 years) and risk of loss are captured on the talent profile.

Recruiting requisitions (Requisition) are linked to a Job Code and position; candidates progress through workflow stages configured in the Recruiting workflow.

Learning assignments are created from a Course and a Learning Assignment; completion can update the employee's competency profile if the course is linked to a competency.

Compensation reviews use Compensation Plans; budgets, guidelines, and eligibility rules determine proposed increases, which are approved through a workflow before being written to Core HR.

Time and attendance records are stored as Time Records (punch or elapsed); a Time Record is validated against the employee's Work Schedule and Pay Rule before being approved.

Work schedules define shift start/end, break rules, and days off; schedule assignments are effective-dated and drive expected hours for attendance and overtime calculations.

Pay rules (Pay Rule groups) determine how hours are categorized: regular, overtime, double time, shift differential, and holiday pay; the rule set is evaluated in priority order.

Overtime is calculated based on the workweek definition in the Pay Rule; daily overtime and weekly overtime can both apply, and the rule determines whether they stack or the greater applies.

Absence requests use Absence Plans; accruals are calculated by accrual rules (e.g., hours per pay period, tenure-based tiers) and balances are reduced upon approval.

Labor scheduling uses demand-based scheduling: forecasted workload is converted to required headcount by skill, and schedules are generated to cover demand within configured constraints.

Time approval workflows route time records to the employee's supervisor; unapproved time is excluded from payroll until approved or auto-approved by the pay rule.

Workforce analytics uses labor metrics such as schedule adherence (actual vs. scheduled time), overtime percentage, and absence rate; these are calculated from time records and schedules.