HCM Fundamentals Flashcards
What are the 6 Core Concepts covered in HCM Fundamentals?
1) Supervisory Organizations
2) Staffing Models
3) Job Profiles
4) Compensation
5) Security
6) Business Processes
What are Supervisory Organizations?
The foundation to HCM, groups workers into a management hierarchy.
Can be a business unit, department, group, or project.
Jobs, positions, and compensation structures are associated with supervisory orgs and workers are hired into jobs or positions associated with a supervisory organization.
BP’s can be assigned to a Supervisory Org.
It is the primary organizational structure.
Name some other types of Organization Structures
COSTING
- Company
- Cost Center
- Region
- Location
HR
- Matrix
- Supervisory
- Retiree
PAY
* Pay Group
HIERARCHY
- Company Hierarchy
- Cost Center Hierarchy
- Region Hierarchy
- Location Hierarchy
CUSTOM
* Union, Growth / Share, etc.
How do you create a location?
TASK: Create Location
- Enter Location Information
- Location Name
- Location Usage (check the box)
- Location Type
- Add Phone
- Country Phone Code
- Phone Number
- Phone Device
- Primary
- Add Address
- Effective On
- Country
- Address Line 1
- City or Town
- County
- Postal Code
- Primary
- Enter Business Site information:
- Time Profile
- Locale
- Time Zone
- Click OK
How do you create a Supervisory Organization?
TASK: Create Supervisory Organization
- Reorganization > Create Reorganization
- Complete required fields
- Reorganization Name
- Reorganization Date
- Date
- Click OK twice
- Fill in Organization information
- Availability Date
- Name
- Code
- Subtype
- Visibility
- Primary Location
- Select Staffing Model
- Add and Assign Roles
PRE-REQUISITE: At least one location must exist since primary location is a required field for an Org
What options are available for a Reorganization Event?
- Assign Superior
- Create Subordinate
- Divide Organization
- Inactivate Organization
- Move Workers
What is a staffing model?
Staffing models are used to determine how jobs are defined and filled, provide different levels of control over staffing, and support different staffing goals.
The 2 staffing models in WD:
1) Position Management
2) Job Management
What is a position?
A position consolidates key job information, such as:
- job family
- job profile
- worker type
- location
- whether the worker is full-time or part-time
- required qualifications / experience / education
What are the characteristics of the Position Management staffing model?
- A single position is created to be filled
- To hire, promote, demote, contract, or transfer into a position, there must be an approved and available position as of the worker’s start date
- Positions can open after a job change
- Positions can be moved from one supervisory organization to another as part of a job change
- A position can be closed if it is no longer needed
What are the characteristics of the Job Management staffing model?
- Hiring restrictions are established at the organization level
- No quantity is defined for the number of jobs available for hire within an organization
- Position no longer exists after a worker is transferred, demoted, promoted, or terminated unless moved with the employee
What is a hiring restriction?
They define the rules and conditions in a position or job management organization and allow you to limit or restrict who is hired into your organization.
For Position Mgmt, restrictions apply to the single unfilled position
For Job Mgmt, restrictions apply to every job created within the supervisory org.
What are the key differences between Position and Job Management staffing models?
With Position management, you can:
- report on open / filled positions
- assign cost center, company, region to unfilled positions
- track position history
With Job management, there are no hiring limits (no open position required to hire)
Can you change the staffing model of an organization?
Yes, but, only if there are no positions created / no hires have been initiated.
So, effectively, for an actively used Org, the staffing model can’t be changed.
What are the differences between Job Profiles, Job Families, and Job Family Groups
JOB PROFILES enable you to describe general characteristics of a position and identify special skills, training, or other qualifications.
JOB FAMILY and JOB FAMILY GROUP are optional. They help to organize your job profiles and can be used as criteria in condition rules or compensation eligibility rules.
How do you create a Job Profile?
TASK: Create Job Profile The only required fields are: 1) Job Profile Name 2) Job Code 3) Effective Date
There are many other fields available: * Include Job Code in Name (checkbox) * Restrict to Country * Management Level * Job Classification, e.g. EEO Professional * Job Family * Company Insider Type * Qualifications * Job Title Default * Job Exempt or Non-Exempt * Job Category (direct or indirect labor) * Work Shift Required * Pay Rate Type *
