Infor CloudSuite HCM flashcards
Infor CloudSuite HCM · Build recall with a focused review session.
32 cards. Read the term and the definition here. The deck at the top of this page is optional.
- Effective dating
- A data design where each record row carries a start and end date; changes create new rows so historical values remain queryable. Core HR employee data and pay changes use effective dating.
- Payroll group
- A grouping of employees that share a pay cycle, payment date, and payroll processing rules; payroll runs are executed for one or more payroll groups.
- Pay code
- A configuration record that defines how an earning or deduction is calculated, including the calculation method (flat amount, rate times hours, or formula) and its tax treatment.
- Retroactive pay
- An adjustment created when a pay-affecting change is effective in a prior, already-processed period; the system recalculates the difference and pays it in the current run.
- Pre-tax deduction
- A deduction subtracted from gross pay before taxable gross is calculated, reducing the amount subject to income tax; examples include certain retirement and health contributions.
- Payroll register
- A report listing each employee's earnings, deductions, taxes, and net pay for a payroll run; used to reconcile calculated amounts before the run is confirmed.
- Tax authority
- A configured government body that levies taxes; tax codes are attached to a tax authority, and the employee's work location determines which authority applies.
- Payroll security
- Access control that limits users to payroll data for the payroll groups assigned to their security role; users outside the group cannot view or process those employees.
- Talent profile
- A consolidated view of an employee's competencies, skills, certifications, education, goals, and performance history, assembled from multiple talent and HR sources.
- Review cycle
- A configured performance review period with a template, rating scale, participant roles, and due dates; reviews are created and routed within the cycle.
- Goal plan
- A template that defines goal categories, fields, weighting, and approval workflow; goals created from the plan align to organizational objectives and are tracked through the cycle.
- Succession readiness
- A rating on a talent profile indicating how soon an employee could fill a target role, such as ready now or ready in one to two years; used in succession planning.
- Talent pool
- A named group of employees identified as potential candidates for one or more roles; pool membership is based on profile criteria and is used for succession and development planning.
- Requisition
- A recruiting record that authorizes filling a position; it links to a job code and position and drives candidate workflow stages and approvals.
- Learning assignment
- A record assigning a course to an employee with a due date and status; completion can update the employee's competency profile when the course is linked to a competency.
- Compensation plan
- A configuration for a compensation review that defines budgets, guidelines, eligibility rules, and approval workflow; approved proposals are written to Core HR pay records.
- Competency
- A measurable skill, behavior, or knowledge attribute used in talent profiles, performance reviews, and learning; competencies can be rated and linked to job requirements.
- Performance rating scale
- A defined set of rating values (for example, a five-point scale) with labels and descriptions; the scale is attached to a review template and determines how ratings are stored.
- Nine-box grid
- A talent assessment view plotting employees on performance and potential axes; the resulting boxes guide development, succession, and calibration discussions.
- Time record
- A record of hours worked or elapsed time for an employee, captured by punch or entry; it is validated against the work schedule and pay rule before approval.
- Work schedule
- A definition of shift start and end times, breaks, and days off assigned to employees; it establishes expected hours used for attendance and overtime calculations.
- Pay rule
- A configuration that categorizes time into regular, overtime, double time, shift differential, and holiday pay; rules are evaluated in priority order during time calculation.
- Workweek definition
- The configured start day and time for a seven-day workweek in the pay rule; it determines when weekly overtime thresholds reset and are evaluated.
- Daily overtime
- Overtime that applies when hours worked in a single day exceed a configured threshold; the pay rule determines whether it stacks with weekly overtime or the greater applies.
- Absence plan
- A configuration for a type of leave that defines accrual rules, eligibility, and approval workflow; approved requests reduce the employee's accrual balance.
- Accrual rule
- A rule that determines how much absence time an employee earns, such as hours per pay period or tenure-based tiers; it drives balance increases and is applied on a schedule.
- Schedule adherence
- A labor metric comparing actual time worked to scheduled time; it is calculated from time records and schedules and is used in workforce analytics.
- Demand-based scheduling
- A scheduling method that converts forecasted workload into required headcount by skill and generates schedules to cover demand within configured constraints.
- Time approval
- A workflow step routing time records to the employee's supervisor; unapproved time is excluded from payroll unless the pay rule auto-approves it.
- Shift differential
- Additional pay for hours worked in defined less-desirable periods, such as evenings or weekends; the differential is configured in the pay rule and applied during time calculation.
- Overtime percentage
- A workforce metric equal to overtime hours divided by total hours worked, expressed as a percentage; it is calculated from time records and used in labor analytics.
- Absence rate
- A workforce metric equal to absence hours divided by scheduled hours, expressed as a percentage; it is calculated from absence records and schedules for labor analytics.