Infor CloudSuite HCM study plan

Map the Core HR data model: list every major entity (employee, position, job, org unit, pay group, benefit plan) and write one sentence on how each relates to the others.

Trace the hire-to-payroll lifecycle end to end and annotate the points where a data change (transfer, pay rate change, status change) propagates into payroll.

Configure a mental checklist of the fields required before an employee record can be activated and paid, and note which ones are validated by the system versus by process.

Define the difference between effective-dated and non-effective-dated records and give three examples of each from Core HR.

Explain how pay groups, pay cycles, and pay periods interact, and predict what happens when an employee moves between pay groups mid-cycle.

Distinguish earnings, deductions, and employer contributions, and classify ten common pay elements into those buckets with their tax treatment notes.

Describe the purpose of pay codes and rate codes and how they attach to time and to earnings.

Outline the payroll run sequence (input, calculation, confirmation, posting, payment) and identify which steps are reversible and which are not.

Explain how balances (accruals, entitlements, carryover) are earned, capped, and paid out, and identify the configuration points that control each behavior.

Describe absence and leave processing from request through approval to payroll impact.

Identify the common causes of a failed or incorrect payroll calculation and rank them by frequency in a typical implementation.

Explain retroactive pay calculation and the conditions that trigger it.

Consolidate Domain 1 by writing a self-test of twenty questions across data model, payroll cycle, and balances, then answer them without notes.

Map the Talent domain modules (recruiting, onboarding, performance, goals, learning, succession, compensation) and state the shared data each depends on from Core HR.

Trace how a new hire flows from requisition and offer into the Core HR record, noting the handoff fields.

Identify which Talent configurations depend on org structure, job catalog, or pay grade setup.

Describe the recruiting pipeline stages and the configuration that controls requisition approval, applicant disposition, and offer management.

Explain how onboarding tasks, checklists, and provisioning are triggered and who owns each step.

Distinguish performance review workflows, rating scales, calibration, and the data they read from goals.

Explain goal alignment models (cascading versus pooled) and their effect on visibility and weighting.

Explain compensation planning cycles, eligibility rules, budget pools, and how merit, bonus, and equity components interact.

Describe learning assignment models (mandatory, role-based, self-enrolled) and how completion data feeds compliance or performance.

Explain succession planning concepts: key positions, talent pools, readiness ratings, and nine-box style assessment.

Identify the reporting questions a business would ask of Talent data and which module holds the answer.

Explain the time and attendance flow from clock or timesheet entry through approval, calculation, and export to payroll.

Distinguish schedule, shift, and pattern concepts and describe how each affects overtime and premium calculation.

Explain absence management rules: accrual, entitlement, eligibility, and how they connect to the balances covered in week 3.

Describe labor scheduling concepts including demand forecasting, coverage, and labor cost control.

Identify the workforce management configuration that must align with payroll pay groups and pay periods.

Reconcile the time-to-payroll diagram from week 7 against the payroll run checklist from week 2 and resolve every gap.

Review all prior deliverables and rewrite weak notes into concise reference cards for each domain.

Take a timed mixed-domain practice set weighted 33/33/34 and review every wrong answer to root cause.

List your remaining knowledge gaps and assign each a specific follow-up resource or hands-on exercise.