Infor CloudSuite HCM key terms

The practice of defining budgeted jobs as discrete position records, each with its own headcount, incumbent, and cost. Positions are filled, frozen, or eliminated independently, giving tighter control than managing headcount by job code alone.

Rules that cap the number of active workers allowed within a defined scope, such as a department, legal entity, or position group. The system blocks or warns on hires, transfers, or rehires that would exceed the approved limit.

A decimal measure of working time where 1.0 equals a standard full-time schedule. Used to budget labor, prorate pay and benefits, and compare staffing across part-time and full-time workers.

Storing records with start and end dates so the system can reconstruct the correct state on any given date. Past, present, and future changes coexist, enabling retroactive corrections and future-dated events without overwriting history.

A coded explanation attached to an employee event, such as hire, transfer, promotion, or termination, that classifies why it happened. Action reasons drive eligibility, reporting, and downstream payroll and benefits behavior.

The central master data object holding a worker's identity, employment details, job assignment, pay, and status. It links to benefits, time, payroll, and talent data and is the anchor for most HCM transactions.

A grouping of employees processed together on the same payroll cycle, calendar, and rules. Pay groups define pay frequency, cutoff dates, and which earnings and deductions apply.

The recurring interval covered by one payroll run, such as weekly, biweekly, semimonthly, or monthly. It determines when time is collected, when pay is calculated, and how earnings are prorated.

The schedule of pay periods, input cutoffs, calculation dates, and payment dates for a pay group. It governs when time and adjustments must be submitted to be included in a run.

A payroll run outside the normal schedule used to pay missed earnings, bonuses, or corrections before the next regular cycle. It can be manual, supplemental, or correction-based and often uses separate tax handling.

The calculation sequence that starts with gross earnings, subtracts pre-tax deductions, applies taxes, then subtracts post-tax deductions to arrive at net pay. Understanding the order is essential for troubleshooting pay results.

A configured pay component that identifies a type of compensation, such as regular wages, overtime, or bonus. It carries rules for rate, taxability, and which accumulators it feeds.

A configured pay component that reduces pay, such as a benefit premium, garnishment, or loan repayment. It specifies amount or percentage, pre-tax or post-tax treatment, and applicable limits.

A government body that imposes taxes, such as a federal, state, or local agency. Each authority has its own tax codes, rates, filing frequencies, and remittance rules configured in payroll.

Additional pay owed because a rate change, promotion, or correction applies to a period already paid. The system recalculates prior earnings and issues the difference, often with separate tax treatment.

The base amount used to calculate earnings, expressed as an hourly rate, salary, or period amount. It can be derived from salary structures, grades, or individual overrides.

A configured offering such as medical, dental, or retirement, with eligibility rules, coverage levels, costs, and enrollment periods. Plan elections feed deduction codes and payroll.

A defined window during which eligible employees can elect or change benefit plans for an upcoming plan year. Elections made outside the window generally require a qualifying life event.

A qualifying change in an employee's circumstances, such as marriage, birth, or loss of other coverage, that permits mid-year benefit election changes. Each event type has its own allowed changes and deadline.

A catalog identifier for a role that carries default attributes such as title, pay grade, and job family. It standardizes reporting and drives defaults when positions or requisitions are created.

A framework of grades and ranges that defines acceptable pay for jobs. It supports equity and guides offers, promotions, and merit increases within defined minimums, midpoints, and maximums.

A formal request to fill a position, capturing the job, location, headcount, and approvals needed. Approved requisitions become the basis for posting openings and tracking candidates.

The staged progression of applicants through recruiting steps such as screening, interview, and offer. Each stage has statuses that drive communication and reporting on time-to-fill.

The formal document extending employment terms, including title, pay, start date, and contingencies. Accepting it typically triggers onboarding and conversion of the candidate to an employee record.

The structured process that moves an accepted candidate into active employment, covering paperwork, equipment, orientation, and required tasks. Completion is often tracked with checklists and deadlines.

The elapsed time from opening or approving a requisition to a candidate's acceptance or start date. A core recruiting metric used to gauge efficiency and plan workforce needs.

A scheduled period in which goals are set, performance is assessed, and ratings or feedback are recorded. Cycles typically include self-assessment, manager review, calibration, and acknowledgement steps.

The process of defining, aligning, and tracking individual and organizational objectives. Goals are often cascaded from company priorities and measured with progress or completion status.

A defined skill, behavior, or attribute expected for a role or the organization. Competencies are used in assessments, hiring, and development planning to compare people consistently.

A review session where managers compare ratings across teams to ensure consistency and fairness. Outcomes may adjust ratings or identify high potentials before results are finalized.

Identifying and developing employees who can fill key roles when vacancies occur. It uses readiness ratings, talent pools, and development plans to reduce disruption from departures.

A curated group of employees or candidates tagged for specific roles, skills, or future opportunities. Pools support sourcing, development, and succession by keeping identified talent visible.

A record that enrolls a learner in a course or curriculum with due dates and completion status. Assignments can be required, role-based, or self-enrolled and feed compliance tracking.

The capture and approval of worked hours, including punches, schedules, and exceptions. Approved time becomes payroll input, so accuracy directly affects pay and compliance.

The record of hours worked or leave taken by an employee for a given day or period. Entries may be clock-based or entered manually and are subject to approval and validation rules.

A planned pattern of working days, shifts, and hours assigned to an employee or group. Schedules drive expected hours, overtime comparisons, and attendance exceptions.

A defined block of working time, such as day, evening, or night, often with differential pay attached. Shift rules determine premiums and eligibility when hours fall within the block.

Configuration that translates recorded time into payable earnings, applying overtime, premiums, rounding, and thresholds. Pay rules determine how hours convert to earning codes for payroll.

Rules that determine how much paid leave an employee earns and can use, based on tenure, hours, or grade. Plans track balances, carryover limits, and payout on termination.

An employee's submission to take time off, which is routed for approval and checked against balances and eligibility. Approved requests reduce accruals and appear in time and payroll.

A category of non-working time, such as vacation, sick, or family leave, with its own rules for eligibility, pay, and documentation. It links leave requests to accruals and payroll treatment.