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 *
How do you create a Position?
TASK: Create Position
- Navigate to the target Supervisory Organization
- Off the related actions, select Staffing > Create Position
- Enter the position information:
- Job Posting Title
- Job Profile
- Location
- Time Type
- Worker Type
- Worker Sub-Type
From there you can request default compensation, change org assignments, etc.
How do you set hiring restrictions?
Off the Related Actions for a Supervisory Organization select Organization > Set Hiring Restrictions
You can set hiring restrictions on:
1) Job Family
2) Job Profile
3) Location
4) Worker Type
5) Worker Sub Type
6) Time Type
How do you hire an employee?
TASK: Hire Employee > Select Org and Pre-Hire (or create pre-hire)
OR, off the related actions of an Org select Hire > Hire Employee
NOTE: A pre-hire must exist.
How do you contract a contingent worker?
TASK: Contract Contingent Worker
Security Groups
Groups of users who need to perform actions or access data
Domains
Defined tasks and reports which are functionally similar
Employee As Self
The security group that allows self service access
Business Process Policies
Dictate which security groups can participate in the business process
How do you change a worker’s job?
Off the related actions for a worker, select Job Change > Transfer, Promote, Change Job
From the Job Change menu, there are also options to:
- Change Business Title
- Add Contract
- Terminate Employee
- Manage Probation Periods
How do you terminate a worker?
Off the related actions for a worker, select Job Change > Terminate Employee
How do you set up a delegation?
1) Go to your Inbox
2) Click the down arrow in the actions tab
3) Select “My Delegations”
4) Click “Manage Delegations”
5) Add a new row and enter the relevant information
6) Click Submit
How do you move workers between supervisory organizations?
Off the related actions of a Supervisory Org, select Reorganization Event > Move Workers
How do you inactivate a supervisory organization?
Off the related actions of a Supervisory Org, select Reorganization Event > Inactivate Organization
What reports can help you understand and manage business processes?
1) Business Process Configuration Options report
2) Business Process Security Configuration report
What is Staffing Movement?
Essentially changes to a job.
The Change Job process supports:
- Promotions
- Demotions
- Transfers
- Lateral Moves
- Changes to Position Data
- Location changes
What is Job Overlap?
When cross-training, e.g. for coverage, training replacement, etc.
Must be enabled in the tenant setup (HCM task).
Allows you to hire, contract, add job, change job, or start international assignment for a worker into an already-filled position
There are a few caveats / prerequisites, e.g. Target Org must be using position management staffing model
