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Talent Management Release Notes

Version: 11.0.0.x Published: April 2016

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Publication Information

Release: 11.0.0.16

Publication date: April 2016

Document Number: LTMHCMRN-11000-UW

Infor Talent Management Release Notes

Contents

This document describes features and enhancements included in Infor Talent Management

11.0.0. These new features and enhancements are organized under the following headings:

Where to look for documentation ..................................................................................... 9

Documentation Updates ........................................................................................... 9

Documentation delivery notes ................................................................................ 13 Infor Talent Management features and enhancements................................................................. 14

Product-wide changes ................................................................................................... 14

Configurable Home Pages ..................................................................................... 14

WebUI User Interface ............................................................................................. 15

Compensation Management changes ........................................................................... 16

Ability to prepopulate manager awards with a portion of the budget ..................... 16

Ability for award approvers to modify compensation focal awards from their inbasket .................................................................................................................. 17

Ability for award approvers to modify the award reason and comments for focal awards from their inbasket ..................................................................................... 17

Ability to view approver comments on rejection e-mail .......................................... 18

Ability to have zero % budgets for employees and create budget records for those employees .............................................................................................................. 18

Ability to provide a date range for performance appraisal ratings when calculating budgets................................................................................................................... 19

Ability to use a different rating scale for the compensation awarding view and the performance appraisals .......................................................................................... 19

Enhancement to assigning budget ownership to a supervisor level ...................... 20

Lump Sum column and comments added to approver view .................................. 21

Ability for compensation analysts to have the same budget analysis view as a specific manager .................................................................................................... 21

Ability to reverse approved awards and start compensation awarding over (compensation analyst or administrator only) ........................................................ 22

Salary range maximum limit option for Budget Calculation action (customer update 10) .......................................................................................................................... 23

Development Planning (Learning and Development) changes ..................................... 24

Learning and Development rebranded to Development Planning ......................... 24

Development Planning image map removed from Administrator image map ....... 24

New LearningAdministratorLMS role ..................................................................... 25

Learning checklist completion and signature features (customer update 4) ......... 25

Learning checklist waive feature (customer update 4) .......................................... 26

Terms of acknowledgement for learning checklists (customer update 6) .............. 26

Email template variables for Development Planning (customer update 1) ............ 26

Learning optimization (customer update 16).......................................................... 27

Goal Management changes ........................................................................................... 29

Goal alignment groups (customer update 2) .......................................................... 29


Copy organizational goal from year to year (customer update 3) .......................... 30

New options for Mass Create Goals (customer update 6) ..................................... 31

Goal Leader views for goal categories (customer update 6) ................................. 31

Goal accountability enhancements (customer update 15) ..................................... 32

Mass attach goals to compensation bonus objective periods (customer update 15) ............................................................................................................................... 34

Infor PeopleAnswers Talent Science integration ........................................................... 35

New integration for new hires from Infor PeopleAnswers Talent Science ............. 35

Performance Management changes .............................................................................. 35

New appraisal due date alert ................................................................................. 35

Security changes for appraisal owner upline ......................................................... 35

Weighted responsibilities on performance appraisals ........................................... 36

PDF generation enhancements (customer update 4) ............................................ 37

New approval routing option for submitted appraisals ........................................... 37

Ability to format text for Goals, Performance, and Take Notes (customer update 4) ............................................................................................................................... 38

Copy appraisal sections (customer update 3) ........................................................ 38

Appraisal PDF Maintenance Menu (customer update 13) ..................................... 38

Succession Management ............................................................................................... 38

Talent Acquisition changes ............................................................................................ 39

Screening functionality enhancement to prevent internal candidates to be re-assigned to completed screenings ......................................................................... 39

Ability for candidates to specify a primary resume on a job application ................ 40

Ability to attach a logo or other graphic to a job posting board for the PDF version of a job posting ....................................................................................................... 41

Ability to attach a logo or other graphic to an email template ................................ 41

Ability to require data elements in a candidate profile ........................................... 41

Ability to see a count of failed screened-out-online questions and failed profile questions ................................................................................................................ 42

Ability to see the posting status of requisitions ...................................................... 42

Ability to add up to five attachments to email templates and emails ..................... 42

Ability to mass email selected candidates ............................................................. 43

Ability to send an calendar invitation email to schedule an interview for a candidate ............................................................................................................................... 43

Ability to mass disposition candidates ................................................................... 43

Ability to send multiple resumes with a single email .............................................. 44 Global Human Resources features and enhancements ............................................................... 45

Product-wide changes ................................................................................................... 45

Weighted responsibilities ....................................................................................... 45

Work assignment synchronization ......................................................................... 46

Payroll changes ............................................................................................................. 46

Configurable field for payroll for India, Canada, and US ....................................... 46

Features to Support Payroll Interface for US and Canada (customer update 2) ... 47

Features to support payroll interface for India (customer updates 2 and 4) .......... 48

Features to support payroll interface for Qatar, United Arab Emirates, and Kingdom of Saudi Arabia (customer update 4) ...................................................... 49


Middle East payroll features (customer update 8) ................................................. 50

Mass assign and mass change pay elements (customer update 8) ...................... 50

India payroll features (customer update 8) ............................................................ 51

End of service gratuity for Middle East payroll (customer update 8) ..................... 52

VETS-4212 reporting (customer update 4) ............................................................ 52

View paychecks feature (customer update 12) ...................................................... 53

Generalist Space changes ............................................................................................. 54

Configurable Generalist Home Page ..................................................................... 54

Manager space changes ................................................................................................ 55

Delivered in WebUI ................................................................................................ 55

Configurable Manager Home Page ....................................................................... 55

Search for employee by employee ID number (customer update 16) ................... 56

Employee space changes .............................................................................................. 57

Delivered in WebUI ................................................................................................ 57

Configurable Employee Home Page ...................................................................... 57

Mentor space ................................................................................................................. 58

Configurable Mentor Home Page .......................................................................... 58

Position Budget Management ........................................................................................ 59

Candidate space (Classic and New) .............................................................................. 59

Mobile and tablet interface for Candidate space (customer update 3) .................. 59

Ability to send job notification emails to candidates ............................................... 60

Ability to designate a resume as Primary on a job application .............................. 61

Health and Safety Management .................................................................................... 61

Health and Safety Setup Menu (customer update 13) ........................................... 61

Employee Relations ....................................................................................................... 61

Benefits Management .................................................................................................... 62

Benefits Management application (base release) .................................................. 62

Employee benefits enrollment and life events changes ......................................... 63

Hours of Service and Vesting Reports modifications (customer update 6) ........... 63

COBRA processing configuration options (customer update 6) ............................ 64

COBRA Events Linked to Life Events (customer update 5) .................................. 64

Ability to track employee and retiree eligibility for benefits (customer update 6) ... 65

Benefit plan eligible and enrolled counts (customer update 8) ............................. 65

Benefit deductions outside benefit plans (customer update 8) ............................. 66

Imputed income calculations (customer update 8) ................................................ 66

Benefit rates and smoker status (customer update 9) ........................................... 67

Mass delete action for benefits enrollments (customer update 13) ....................... 67

Copy action for rate and group life rate tables (customer update 13) ................... 67

Passive enrollment and preselection of benefits (customer update 13) ................ 68

Auto enroll dependents in benefits (customer update 13) ..................................... 68

Absence Management ................................................................................................... 69

Absence Management application (base release) ................................................. 69

New annual maximum usage functionality (customer update 4) ........................... 70

A document can be added to a Time Off or Leave of Absence request (customer update 6) ................................................................................................................ 70


New Absence Chart available to Managers (customer update 6) ......................... 71

Time off request edit enhancements (customer update 6) .................................... 71

Configurable work flow approval of time off requests (customer update 6) ........... 72

Linked Plans functionality (customer update 6) ..................................................... 73

Length of Service Hours Update (customer update 6) .......................................... 73

Notifications for plan balances meeting certain limit criteria (customer update 6) . 74

Time off approval and work unit improvements (customer update 8) .................... 75

Time off approval proxy security role (customer update 8) .................................... 76

Employee absence event history (customer update 7) .......................................... 76

Absence plan configuration for time off in days or hours (customer update 12) ... 76

Time off requests configuration set at the employee level (customer update 12) . 77

Time off list in Manager Self Service for direct report requests (customer update 12) .......................................................................................................................... 77

Compensatory time credited to absence plan (customer update 12) .................... 77

Accrual usage tracking down to the transactional level (customer update 12) ...... 78

Time Entry ...................................................................................................................... 78

Time Entry application (base release) ................................................................... 78

Pay code calculation type “Normal Rate” (customer update 6) ............................. 79

Time Entry Administrator role (customer update 6) ............................................... 79

Ability to define holiday schedules and create holiday time records for paid holidays (customer update 6) ................................................................................. 80

Logic to update time records when work assignment data changes (customer update 6) ................................................................................................................ 80

Ability to define standard hours schedules and create standard time records (customer update 6) ............................................................................................... 80

Ability to define rules by eligibility group for maximum hours by day (customer update 6) ................................................................................................................ 81

Configurable approval process and email notifications for time records (customer update 6) ................................................................................................................ 81

Administrative report for Total Hours by Period using analytic cubes (customer update 6) ................................................................................................................ 81

Integration with Absence Management for events (customer update 6) ............... 82

Time record interface enhancements (customer update 6) ................................... 82

Time entry task enhancements to the employee and manager’s Calendar and the employee’s Pay Period view (customer update 6) ................................................. 83

Ability to add comments to time records (customer update 6) ............................... 83

New interfaces ............................................................................................................... 84

Absence Management interfaces (new) ................................................................ 84

Benefits Management interface with Payroll updates ............................................ 85

Ability to export employee and retiree benefits enrollments (customer update 6) . 86

Ability for Benefits to import taxable wages from payroll (customer update 6) ...... 87

Benefit deduction amount history saved from payroll import (customer update 6) 87

Export of COBRA Participant Occurrence and COBRA Participant Benefits imports (customer update 12) ............................................................................................. 87

Changes to general interfaces ....................................................................................... 88

All interfaces: Ability to update the status of interface records to “Processed” ...... 88


Changes to application-specific interfaces .................................................................... 88

LMS 9.1 to TM 11.0.0.x version requirements (customer update 4)...................... 88

HRM interface: export identifies changed fields and HRM interface status (new) . 89

HR Management (HRM) interface: mapping error tab ........................................... 89

Infor Certpoint Learning Management (LMS) interface: ability to identify employees for licenses ............................................................................................................. 89

Infor Certpoint Learning Management (LMS) interface: exports only relevant records (customer update 4) .................................................................................. 90

Infor Certpoint Learning Management (LMS) interface: interface files have timestamp to process multiple files (customer update 4) ....................................... 90

Infor Workforce Management (WFM) interface: employee export transfers changed fields ....................................................................................................................... 90

Data load changes ......................................................................................................... 91 Technical and administrative changes .......................................................................................... 92

Security changes ........................................................................................................... 92

New security role for LMS learning manager ......................................................... 92

New security role for Absence Admin (base release) ............................................ 92

New security role for Benefit Administrator (base release) .................................... 93

New security classes for Employee ....................................................................... 93

New search employee security role for Administrator (customer update 16) ........ 93

Changes to Infor Process Automation processes for Talent Management ................... 93

Upgrades ........................................................................................................................ 94

Upgrade/update programs ..................................................................................... 94 Upgrade considerations – LTM 10.2.x to LTM 11.0.0 ................................................................... 95

Pre-upgrade actions ....................................................................................................... 95

Optional post-upgrade action: Import the default Service Flow Definition configuration 95

Post-upgrade scripts – LTM 11.0.x to LTM 11.0.0.4 and higher ................................... 96

Benefits .................................................................................................................. 96

Update Benefits Provider (valid for upgrades from customer update 2 to 3 only, removed customer update 12) ............................................................................... 96

Benefits .................................................................................................................. 96

Update Enrollment Event Display Rules (removed customer update 12) ............. 96

Benefits .................................................................................................................. 97

Benefit Eligibility Upgrade (removed customer update 12) .................................... 97

Benefits .................................................................................................................. 97

Upgrade employee benefit deductions (customer update 8) Upgrade employee benefit one time deductions (customer update 8) .................................................. 97

Global HR - Payroll ................................................................................................ 98

Update new field Default Amount on Related Pay Element file (for customer update 9) ................................................................................................................ 98

Goal Management .................................................................................................. 98

Results frequency for goal results (for customer update 15) ................................. 98

Goal Management .................................................................................................. 99

Create organizational and resource goal results (for customer update 15) ........... 99

Post-upgrade scripts – LTM 10.2.x to LTM 11.0.0....................................................... 100

Update Dependents ............................................................................................. 100


Upgrade Primary Resume .................................................................................... 100

Rebuild Reporting Relationships .......................................................................... 100

Rebuild Actor Org Unit Relationships .................................................................. 101

Optional post upgrade action: Update Pay Frequency field ........................................ 101


Where to look for documentation

Throughout these release notes, references to specific documents and Knowledge Base articles may be provided to help you locate more information.

Product documentation is available on the Infor Xtreme portal.

You can find documentation posted to the product records on the Download Products page. Look here first for installation guides and release notes.

You can browse or search for product documentation on by navigating to Search > Browse Documentation.

For questions or feedback about this or other documentation, email [email protected].

Documentation Updates

All documents have been updated and republished for this release. All documents are available in PDF and Infocenter formats unless otherwise specified.

Updated documents:

Document Name Description

Infor Talent Management Suite Installation Guide

Describes how to install a new version of Talent Management or upgrade an existing version of Talent Management to the current version. A Unix and a Windows version are available.

Format: PDF only

Infor Talent Management Configuration Guide

Describes how to configure the Talent Management suite.

Infor Talent Management File Layouts An Excel document that helps you create data load files that can be imported to Infor Talent Management.

Format: Microsoft Excel

Infor Talent Management Data Load Guide

Contains instructions for loading the data files that were created with the Infor Talent Management File Layouts document.

Global Human Resources User Guide Provides user and setup information and some universal features of Talent Management.

Talent Management Succession Management User Guide

Contains the setup and management tasks performed by HR administrators and HR generalists.

Compensation Management User Guide

(No changes since LTM 10.0.1.0) Contains the setup and maintenance tasks that are performed by compensation managers.

mailto:[email protected]



Performance Management User Guide Contains the setup and maintenance tasks that are performed by HR administrators and HR generalists to set up and maintain performance appraisal forms, and to process appraisal cycles.

Goal Management User Guide Contains tasks that are performed by HR administrators and HR generalists. These tasks enable the use of personal and organizational goals in performance appraisals, compensation bonus incentives, and resource development plans.

Talent Acquisition User Guide Contains the setup and maintenance tasks performed by recruiter administrators and the user tasks performed by recruiters and hiring managers in the Talent Acquisition application.

Development Planning User Guide (was Learning and Development User Guide)

Contains the setup and maintenance tasks that are performed by learning managers and the user tasks that are performed by resources and managers.

Candidate Space Help Contains Help for the classic Candidate Space and the New Candidate Space (web applications). HTML files are available only from the Candidate Space (Help link).

Format: HTML frameset

Infor Talent Management Manager Guide

Contains manager tasks for Infor Talent Management managers. This document replaces the Manager Space Help.

Infor Talent Management Employee Guide

Contains employee tasks for Infor Talent Management employees. This document replaces the Employee Space Help.

Infor Talent Management Mentor Guide

Contains mentor tasks for mentors who use Infor Rich Client desktop.

Infor Talent Management Interface Guide

Contains the initial setup and ongoing tasks that are required for interfacing data from the Infor Talent Management Suite to any Infor or non-Infor applications.

Use this document if you are implementing the new interface. Otherwise, use the document that is applicable to the applications to which you are interfacing.

Position Budget Management User Guide

Contains the Position Budget Manager, administrator, and manager tasks that are related to implementing position budgets and budget controls.



Occupational Health User Guide Contains Occupational Health Administrator and location manager tasks that are related to implementing the occupational health functionality of the Health and Safety Management application.

Safety Management User Guide Contains the safety administrator and facility safety manager tasks that are related to implementing the safety management functionality of the Health and Safety Management application.

Employee Relations User Guide Contains the administrator, generalist, and employee tasks that are related to processes such as coaching, discipline, and grievances.

New documents:


Absence Management User Guide Contains the administrator, manager, and employee tasks that are related to absence management, such as managing, tracking, and reporting vacation and sick plans, and leaves of absence.

Benefits Management User Guide Contains the administrator tasks that are related to defining and maintaining benefit plans and enrollment rules and procedures for an organization.

Global HR Integration Guide Contains the interfaces for Global HR, including Absence Management, Benefits, and interfaces for other applications.


System-generated technical documents:


TMDocs_release_External.zip This file is posted for customers on the Xtreme Product Download Record and the Xtreme Documentation page for a release with the application software. It contains these files:

TMEncryptedTables_release.pdf list of encrypted tables in Talent Management.

TMNetChangeReport_release.pdf document of the Client Notes from all of the JIRA tickets for this release.

TMRequestActionForms_release.xlsm spreadsheet of the standard delivered Action Requests with the Initiator, Approver, and Final Approver details. Includes all the fields and whether they are visible/enterable and required.

TMRequestActionsDelta_release.pdf list of Request Actions that have changed since the last release. Details of the changes are highlighted in green to denote added code and red to denote removed code.

TMSecurityClasses_release.pdf list of all Security Class and a brief description of how to use that security class.

TMSecurityDelta_release.pdf list of all of the Security Classes that have changed or been added since the last release. Details of the change are highlighted in green to denote was added code and red to denote removed code.

TMSecurityRoles_release.xls Spreadsheet of Security Classes and Roles. This information added beginning with release 11.0.0.2.

TMTableDefinitions_previousrelease-currentrelease.pdf list of table changes that were made since the previous release. This information is used to identify updates for the Infor Talent Management Data Load Guide (LTDLG) and Lawson Talent Management File Layouts spreadsheet (LTMFL spreadsheet).

TMTableDefinitions_release.pdf data dictionary guide of table definitions, including field name, type, size, index (type/keys), conditions/expressions, and relation (type/keys).

TMUIDelta.release.pdf list of changes that were made to the user interface.


Documentation delivery notes

The Infor Talent Management Applications Infocenter is delivered as a separate download on the Xtreme Infor Product Download Center page that must be installed along with the product. Instructions for the installation are in the Infor Talent Management Suite Installation Guide. The Infocenter can be accessed from Start > Help > Application, or from any Infor Talent Management form (Click the ? icon). The Infocenter contains the online versions of the user guides, interface guides, and configuration guide.

The Product Download Record page on Xtreme contains these documents:

Infor Talent Management Suite Installation Guides


Release Documentation for Talent Management System-generated technical documents for Talent Management, including net change report, list of UI, security, and request action changes, and lists of action requests, table definitions, and encrypted tables.

The Documentation page on Xtreme contains all customer documents, except for the Infocenters.

Infor Talent Management Net Change Report (issues fixed)

Infor Talent Management User, Configuration, and Interface Guides

Infor Talent Management Installation Guides

Release Documentation for Talent Management System-generated technical documents for Talent Management, including net change report, lists of UI, security, and request action changes, and lists of action requests, table definitions, and encrypted tables.

Use this procedure to access the Infor Talent Management documents on the Infor Xtreme portal:

1. Go to www.inforxtreme.com.

2. Click the Search menu link.

3. Select Browse Documentation.

4. Click the Show All Product Lines button.

5. Select the appropriate release under in either of these product lines:

Lawson > Human Capital Management Extensions > Lawson Talent Management

TM > Talent Management


Infor Talent Management features and enhancements

Product-wide changes

Feature Configurable Home Pages

Description The appearance and contents that is displayed on the Employee, Manager, Mentor, Generalist, and Recruiter spaces home pages can be customized and deployed with the Configurable Home Pages function. Administrators and web designers can modify the HomePages.zip package to employ customer-specific images, links, and cascading style sheets.

Related Documents



Feature WebUI User Interface

Description All functions for the Employee and Manager roles in the Talent Management application modules now support the new WebUI user interface (UI).

WebUI is a web-based UI for Infor Landmark Technology applications that is an alternative UI to the desktop client (Infor Rich Client) and browser-based Java applet plug-in.

Benefits of the WebUI include:

HTML5 browser controls with proven industry standard technology extensions

Removes the requirement for using a java applet in the web browser.

Incorporates the Infor Hook & Loop designed user experience, consistent across Infor products

Operates inside Infor Ming.le

Calendars for Managers (view only) and Employees for time off requests, leaves of absence, and time entry. (These calendars do not function in canvas or the applet software interfaces)

The following functions are not fully supported in the WebUI:

Calendars – these will display as a list (except the calendar used for time off requests, leaves of absence and time entry)

Organization charts – these will display as a list

Nine-block charts – these will display as a list

Note: Details about supported browsers are included in the Compatibility Matrix (Topic 28987) on Infor Xtreme Support portal (requires login). Go to Search > Browse Documentation, select Product Line Lawson and search for “Compatibility Matrix.” Review the Browser (HTML) entry.

https://www.inforxtreme.com/


Compensation Management changes

Feature Ability to prepopulate manager awards with a portion of the budget

Description On the Compensation Planning Rule form (Awarding Display tab) a new field has been added: Portion Of Budget To Default.

This field is optional and used only when selecting the Default Budget Amount check box.

If Default Budget Amount is selected and no value is entered in the Portion Of Budget To Default field, 100% of the budget will default to the awarded amount.

If Default Budget Amount is selected and a percent is entered in the Portion Of Budget To Default field, the percent will be used to calculate the defaulted award amount.

When the employee compensation awarding budget records are created, rounding rules are enforced to round the defaulted amount (whether it is 100 % or a portion of 100%).

The validations and rules for the awarding view determine whether the manager can modify the defaulted amounts,

Related Documents



Feature Ability for award approvers to modify compensation focal awards from their inbasket

Description Approvers can now update submitted awards from their inbasket before approving or rejecting them.

This feature is available only on focal awards (not on anniversary awards)

This action is only available from the approver’s inbasket. No other role can make updates while the award is in the process of being approved. Note Modified awards must be saved before the approver approves or rejects the awards.

The following security classes have been modified to allow access to the new Submitted.Update action for the EmpSalaryPlanning business class.

CompSalPlanDirSup_ST

CompAwardProxyDirSup_ST

Related Documents


Feature Ability for award approvers to modify the award reason and comments for focal awards from their inbasket

Description Approvers can now update the award reason and comments from their inbasket before approving or rejecting them.

This feature is available only on focal awards (not on anniversary awards)

This action is only available from the approver’s inbasket. No other role can make updates while the award is in the process of being approved.

A yellow alert has been added to manager awarding views to indicate that comments have been entered.

The following security classes have been modified to allow access to the new Submitted.UpdateAwardReason action for the EmpSalaryPlanning business class.

CompSalPlanDirSup_ST

CompAwardProxyDirSup_ST

Related Documents



Feature Ability to view approver comments on rejection e-mail

Description When salary awards are rejected by approvers from their inbasket, the comments entered by the approver rejecting the awards are now included in the e-mail sent to the manager who submitted the awards.

The rejection e-mail node (node=Email1050) on the following flows has been modified to include the rejection comments.

AwardApprFocal.lpd (focal awards)

AwardApprAnniv.lpd (anniversary awards)

Related Documents


Feature Ability to have zero % budgets for employees and create budget records for those employees

Description A new budget calculation option of Zero Budget has been added to the planning rule Budget Calculation form.

You can define an eligibility group for employees for whom no budget will be calculated.

The Zero Budget option invalidates the Percent, Salary Range Points, Flat Rate and Proration options for the budget calculation rule.

Compensation award records for these employees will be calculated and will display in the manager view awarding view with no impact to the budget (zero budget amount and percent)

The validation and rules for the awarding view determine whether the manager can award any amounts to the zero budget employees.

If the manager is not allowed to award any amount to the employees, the Update Award action keeps the employees at the same pay rate, and the overall budget not impacted.

Related Documents



Feature Ability to provide a date range for performance appraisal ratings when calculating budgets

Description Current functionality was to default the most recent appraisal, no matter how old.

The Calculate Budgets action now lets you enter an optional start date for the Calendar Date, along with the required end date.

If you enter a start date, performance ratings will default from appraisals with end dates that fall within the specified date range.

Related Documents


Feature Ability to use a different rating scale for the compensation awarding view and the performance appraisals

Description Current functionality required the rating scale on performance appraisals to match the rating scale on the compensation awarding view.

The Calculate Budgets action now has a new option to default personal appraisal ratings. The Default Score Only and Calculate Ratings option defaults only the scores from the performance rating and uses the scores to calculate the appraisal rates, based on the compensation awarding view rating scale. If you select this option, the appraisal and awarding view rating scales do not have to match.

This option requires both rating scales to have score ranges defined.

You can select only one of these options: Default Rating and Score or Default Score Only And Calculate Rating.

Related Documents



Feature Enhancement to assigning budget ownership to a supervisor level

Description A new option has been added to the compensation awarding view (awarding Rules tab): Budget Owner If Supervisor Level Not Found.

This optional field lets you indicate an alternate method to locate a budget owner if the budget owner supervisor level specified in the Budget Owner Supervisor Level field is not found (for examples, if there are gaps in level numbers in the supervisor structure).

The Assign Budget To Minimum Supervisor field has been renamed Budget Owner Supervisor Level.

These two fields work together to determine the budget owner when budgets are calculated, created, or transferred to a new manager.

The Budget Owner If Supervisor Level Not Found field options work in this manner.

o If you do not enter a value, the budget owner assignment process remains unchanged. The system attempts to find a parent supervisor with a level that equals the level specified in the Budget Owner Supervisor Level field. If the level is not found, the employee’s direct supervisor is the budget owner.

o Select Higher Supervisor Level if supervisor levels get higher as you climb the supervisor structure. The system attempts to find a parent supervisor with a level equal to or higher than the level specified in the Budget Owner Supervisor Level field. If no higher level is found, the employee’s direct supervisor is the budget owner.

o Select Lower Supervisor Level if supervisor levels get lower as you climb the supervisor structure. The system attempts to find a parent supervisor with a level equal to or lower than the level specified in the Budget Owner Supervisor Level field. If no lower level is found, the employee’s direct supervisor is the budget owner.

Related Documents



Feature Lump Sum column and comments added to approver view

Description Focal awarding

o If the awarding view allows lump sum amounts to be awarded, the Lump Sum column is now displayed on the compensation awarding form in the approver’s inbasket.

o If the budget owner entered comments for an employee (with the Award Reason action), a yellow alert appears on the approver form and the approver can read the comments by hovering over the alert.

Anniversary awarding

o Current functionality already displayed lump sum amounts to the approver.

o If the budget owner entered comments for an employee (with the Award Reason action), the comments are now displayed on the approver form.

Related Documents


Feature Ability for compensation analysts to have the same budget analysis view as a specific manager

Description New Manager Budget Analysis view added for compensation analyst. (A, accessible on Awarding > Manager Budget Analysis.

The Manager Budget Analysis menu item opens a hierarchical list of supervisors. Click the Budget Analysis link for a supervisor to access that supervisor’s, budget analysis view.

This view displays a supervisor’s rolled-up totals instead of the entire organization’s totals. This is the same view that is currently available to the manager.

Related Documents



Feature Ability to reverse approved awards and start compensation awarding over (compensation analyst or administrator only)

Description The Reverse Approval action is now available to compensation analysts and administrators on Compensation > Awarding > Awarding Process >> Manager Awarding Views.

This action is available only for approved awards (focal and anniversary). It is available from the Manager Awarding Views list or from an opened awarding view.

If you try to run this action for approved awards with bonus, lump sum, or equity awards that have already been finalized or sent to payroll, you will be prompted to first return these awards to Pending status before you can run the action again.

The action deletes all pending awards (pay rate updates, bonus payouts, lump sum payouts, equity awards) CAUTION: if any pay rates have already been updated on work assignments, these pay rates will not be reversed.

When the Reverse Approval action is completed, focal awarding views are returned to Draft status. The amounts on the awarding views remain the same they were at the time the awards were submitted.

The budget owner or compensation analyst can review and modify allocated award amounts and resubmit them for approval.

The approval process proceeds normally and Approved records are created again when final approval is granted.

Related Documents



Feature Salary range maximum limit option for Budget Calculation action (customer update 10)

Description A new Limit Option has been added to the compensation planning calculation rule for salaries. When the new Limit Option of Salary Range Maximum is selected, the Calculate Budgets action will limit the calculated budget to the amount that is needed to reach the employee's salary range maximum. An informational alert displays on the Budgeted amount field in the manager's awarding view if the budget was adjusted due to the salary range maximum limit. If the employee's rate of pay already exceeds the salary range maximum, no budget will be calculated.

This new option is only valid when Award Type is Salary on the salary planning rule.

To set the Limit Option to Salary Range Maximum, go to the Budget Calculations tab of the Compensation > Setup > Compensation Planning > Planning Rules form. The award type must be Salary and Calculation Options can be Percent of Base Salary, Percent of Salary Range, or Flat Rate.

Related Documents



Development Planning (Learning and Development) changes

Feature Learning and Development rebranded to Development Planning

Description The Learning and Development application has been renamed “Development Planning.”

Other terminology changes:

Learning checklists > Checklists

Learning tasks > Checklist tasks

Pending learning actions > Development tasks

In addition, the Development Tasks list (formerly Pending Learning Actions list) can now be accessed only in the following locations:

(Employee) Employee > To Do > Checklist Tasks

(Manager) Manager > To Do > Checklist Tasks

(Mentor) Mentor > Checklists > Checklist Tasks

(Administrator) Administrator > To Do > Checklist Tasks

(Learning Manager) Development Planning > Checklist Tasks

Related Documents

Development Planning User Guide, Talent Management Employee Guide, Talent Management Manager Guide, Talent Management Mentor Guide

Feature Development Planning image map removed from Administrator image map

Description To have access to the Development Planning image map, an administrator must now be specifically assigned the LearningAdministrator or for customers using the Infor Learning Management interface, the LearningAdministratorLMS role. See also LearningAdministratorLMS role added in this release.

Related Documents

Development Planning User Guide


Feature New LearningAdministratorLMS role

Description If Infor Learning Management (LMS) interface is enabled, the learning manager can be assigned the new LearningAdministratorLMS role, which gives the learning manager access to a Development Planning image map that includes only the applicable actions and views.

Related Documents

Infor Talent Management Integration Guide

Feature Learning checklist completion and signature features (customer update 4)

Description The Development Planning module now has the ability to add terms and signatures for completion for employees, managers, and mentors to checklists.

The checklist signature feature provides organizations the option to include legal terms when managers or mentors complete a checklist. Options to define acknowledgement signature type are configurable.

A new sign-off function is available when an employee has completed all checklist components. Employee completion signature type can be configured like term acknowledgement signatures. It can also be configured to require than an employee signs off before a manager can complete a checklist.

Checklist administrators can chose to define checklist completion rules and employee signature rules on the organization.

Checklist Completion

Signature type and terms (rich text field) have been added to Checklist Completion section

Employee Checklist Signature

Signature type and terms (rich text field) have been added to Employee Checklist Signature

New tab allows Administrators to identify which Employee Checklists are complete but awaiting Employee Signature.

Related Documents



Feature Learning checklist waive feature (customer update 4)

Description With learning checklist setup, the learning manager can decide if a component can be waived and by whom.

On the Learning Checklist, users now define if a manager or mentor has access to the waive action independent of their access to the validate action. However, waive cannot be selected unless validate also has been selected.

Related Documents


Feature Terms of acknowledgement for learning checklists (customer update 6)

Description The new functionality for learning checklists allows configuration of acknowledgement terms on components that require employee acknowledgement.

The acknowledgement terms enhancement allows users to define the legal terms and conditions that an employee accepts when acknowledging a checklist component.

Previously, this text was defined in the checklist introduction. Now the acknowledgement text is defined for any checklist component that requires acknowledgement.

Active learning checklists will not be updated when Acknowledgement Terms are updated for an existing checklist type.

For printing checklists with the acknowledgement terms, configure the Checklist Rules > Print Options > Checklist Display Options to enable the Employee Acknowledgement Terms checkbox.

Related Documents


Feature Email template variables for Development Planning (customer update 1)

Description New email template variables of Learning Manager and Activity Contact are available in Development Planning.

Related Documents



Feature Learning optimization (customer update 16)

Description This enhancement takes scientifically identified behavioral disconnects and delivers content to mitigate such disconnects. Information related to behavioral disconnects is presented in context for each role in the organization.

Once Learning Optimization is enabled, course content is available and views designed to communicate this information to each role are accessible.

Employee role:

A new section available in the Employee's Profile, Activities section, named Suggested Activities: Behaviors allows managers to view development activities that were specifically selected for the employee based on their behavioral preferences.

Manager role:

A new section is available on the Employee Talent Profile named Outlying Behaviors, which is any behavior where the employee's score is greater than or equal to 80 or less than or equal to 20. An outlying behavior is not relative to the employee's position, however, a completed assessment is a prerequisite so that the employee's scores are available.

A new section is available on the Employee's Profile, Fit Analysis section, named Behaviors, which provides the manager information about each behavior's definition and tendencies, the employee's score relative to the ideal range for their position, the weight relative to the position, as well as access to any suggested activities available to the employee.

A new section available in the Employee's Profile, Activities section, named Suggested Activities: Behaviors allows managers to view development activities that were specifically selected for the employee based on their behavioral preferences.

Setup requirements

1. On the HR Organization, select the Enable Talent Science flag.

2. If an organization is using content delivered from Cegos for behavioral disconnect activities:

a. The HR Organization must enable the Infor Learning Management (LMS) interface.

b. Learning Optimization must be enabled on the HR Organization

c. Cegos content must be deployed on the LMS server.

3. Determine if the following actions need to be run in the Admin > Utilities > Post Upgrade Actions > 11.0. Updates. Each of the


following actions will indicate if they need to be run:

Rebuild Qualification Suggested Activities Rebuilds suggested activities related to gaps identified when fit analysis is calculated.

Rebuild Behavioral Suggested Activities Rebuilds suggested activities related to behavioral disconnects.

Update Talent Science Activities Creates Talent Science Media Development Activities related to behavioral disconnects.

Update LMS Activities Creates LMS Development Activities related to behavioral disconnects. If the LMS interface has already been run to import Learning Optimization courses, the Update LMS Activities action must still be run to mark the courses as Learning Optimization courses.

Related Documents



Goal Management changes

Feature Goal alignment groups (customer update 2)

Description Employees in an organization can align their resource goals to organizational goals. If an organizational goal only applies to specific employees, an alignment group can be added that restricts alignment access to only those employees who meet the group criteria.

On the Administration > Goals > Organizational Goals screen, the new field, Alignment Group, is a custom group that defines which employees are eligible to align with the organizational goal.

Alignment Group is a work assignment group.

If no Alignment Group is entered, the organizational goal is available to all employees.

Alignment Group Select on Organizational Goals

Only custom groups associated to the subject HCMAlignmentGroup will display in the Alignment Group Select on an Organizational Goal.

Only resources who meet the condition on the Alignment Group will be able to select the organizational goal when aligning their resource goal.

The employee's primary work assignment used to determine if the employee meets the condition of the Alignment Group.

Alignment Action

Mass Create Action: If the Organizational Template Goal includes an Alignment Group, the conditions for the Alignment Group are used to select the employees that are assigned the goal. If an Organizational Template Goal is selected that includes an Alignment Group, the following fields cannot be entered:

o Eligibility Group

o Position

o Location

o Organization Unit

Reports related to Goal Alignment Groups

o Missing Resource Goals Report

o Misaligned Goals

o Unaligned Goals


Feature Goal alignment groups (customer update 2)

o Missing Alignments

o Goal Alignment Counts

Related Documents

Infor Talent Management Goal Management User Guide

Feature Copy organizational goal from year to year (customer update 3)

Description Administrators can copy goals from an existing goal year to another goal year. This includes template goals and all organizational goals that have not been cascaded from another goal.

On the Goal Years screen, there is a new action for ‘Copy Goals from Another Year.’

All copied goals have initial status of “Draft” unless “Finalized Copy Goals” is checked.

New columns on the Goal Year Setup screen:

Action Plan Frequency

Goals Initiated By

100% Goal Weight Validation

Note Goals that have been cascaded will not be copied.

Related Documents

Infor Talent Management Goal Management User Guide


Feature New options for Mass Create Goals (customer update 6)

Description In Goal Management, administrators can create goals that apply to a group of employees based on their position, location, and organization unit.

These fields are available on Mass Create Goals to select the resources to which goals are assigned:

o Position mass assigns the goal to the resources who hold the position

o Location mass assigns the goal to the resources in the location selected

o Organization Unit mass assigns the goal to the resources in the organization unit selected

If an Eligibility Group is selected or resources are entered in the Resource fields, the three new fields cannot be selected.

Either select an Eligibility Group, Resources, or select Position/Location/Org Unit.

Related Documents

Infor Talent Management Goal Management Guide

Feature Goal Leader views for goal categories (customer update 6)

Description Goal leaders can view the goals for each category they are assigned from a new Goal Category tab:

Organizational Goals – a new Goal Category panel is available with goal categories

Resource Goals – a new Goal Category panel is available with goal categories

Related Documents



Feature Goal accountability enhancements (customer update 15)

Description These Goal Management module include these enhancements.

NOTE: Implementing the resource result records enhancement requires a post-upgrade action to be run. Navigate to Administration > Utilities > Post Upgrade Actions > 10.2 to 11.0 > Create Organizational and Resource Goal Result Records. -or- Administration > Utilities > Post Upgrade Actions > 11.0 Updates > Create Organizational and Resource Goal Result Records.

Manager goal assignment to descendants Allows managers to also assign goals to their descendants using the Mass Create Goals Action. Descendants, or down-line reports, are those employees who report to a manager that reports to the manager initiating the action. This enhancement does not apply to any roles other than manager.

Manager modification and notification for goal approval Provides the ability for a manager to modify the submitted goal before approving. Email templates can be set up to notify an employee that the goal has been modified.

Manager can push goal details Provides an action to allow administrators, goal leaders, and managers to push organizational goal descriptions and expected result changes to:

o Aligned organizational goals

o Directly aligned resource goals

o All aligned resource goals (descendants)

Manager can push results Provides an action to allow administrators, goal leaders, and managers to push Organizational Goal results to:

o Directly Aligned Resource Goals

o All Aligned Resource Goals (descendants)

Goal activation approvals Configures a goal type to require manager approval when an employee activates an inactive or on-hold goal, inactivates an active goal, or puts an active goal on hold. Emails rules allow emails to be automatically sent for these actions.

External results enhancements

o Flag for Include in calculation to indicate if a result should be included in the score calculation that allows the user to determine if the value of zero should be included in the


calculation (meaning the results were zero) or if zero means the result has not yet been entered.

o Results screens have been reconfigured to present the external results process in a more clear way.

o Mass create goals actions have been enhanced to present information in a more clear way.

o Display only months where results can be entered

o When users select the result definition frequency, only months corresponding to the frequency should display and be available for entry.

o Warning users of future results entry. Users will now be warned when they are entering results for a month that is in the future.

NOTE: This requires a post-upgrade action to be run. Navigate to Administration > Utilities > Post Upgrade Actions > 10.2 to 11.0 > Create Organizational and Resource Goal Result Records. -or- Administration > Utilities > Post Upgrade Actions > 11.0 Updates > Create Organizational and Resource Goal Result Records.

o Simplification of goal request process

o Extra clicks and navigations have been removed so users can complete the process on a single form.

Resource goal weight reports When employees or managers create employee goals, the goal is assigned a weight.

o Goal accountability goals (approve by goal year) When approving by goal years, employees and managers cannot add a goal that will result in the total weight for all goals within the goal year exceeding 100%. This enhancement provides the ability for administrators to run reports to review which employees have a goal weight total less than 100% for a specified goal year.

o Non goal accountability goals (not approving by goal year) At the time of goal creation, there are no rules that prevent the user from either exceeding or falling short of 100% total goals weight. This enhancement provides the ability for administrators to run reports to review which employees have a goal weight total less than 100% or exceed 100%.


Related Documents


Feature Mass attach goals to compensation bonus objective periods (customer update 15)

Description Completed goals can be mass attached to compensation bonus objective periods so they can be paid out. The pay component has a new option for bonus objective initiation = Administrator, which enables this process.

After goals are completed in Goal Management, the compensation analyst or administrator can run a new action "Mass Attach Bonus Objectives” to attach all completed goals to a compensation bonus objective period. This action will replace the employee and manager actions to attach goals to bonus objective periods, will bypass the IBOApprove process, and can optionally bypass the IBOComplete process in Compensation.

Impact to employee role:

If a pay component’s bonus objective initiation = Administrator, an employee will not be able to view a bonus objective period under “To Do” as there is nothing for an employee ‘to do’ for a bonus objective period.

Because an employee has no role in the bonus objective process when the bonus objective initiation = Administrator, no actions will be allowed for a Bonus Objective Period. Historical (i.e., payouts have been created) Bonus Objective Periods will now display on a resource’s profile for all bonus objective periods (regardless of the bonus objective initiation field value) along with the final payout amount that was calculated by Compensation.

Impact to manager role:

If a pay component’s bonus objective initiation = Administrator, a manager will not be able to view a bonus objective period for their direct reports until it becomes historical (i.e., payouts have been created for goals). No actions will be allowed. However, if there is an IBOComplete process that was initiated by the administrator, the period may be routed to a manager’s inbasket for approval. Because a manager has no role in the bonus objective process when the bonus objective initiation = Administrator, no actions will be allowed for a Bonus Objective Period, other than work unit actions for the IBOComplete process (i.e., ReadyForPayout, NotPayoutReady) which are only available from the inbasket. Historical (i.e., payouts have been created) Bonus Objective Periods will now display on a resource’s profile for all bonus objective periods (regardless of the bonus objective initiation field value) along with the final payout amount that was calculated by Compensation.

Related Documents



Infor PeopleAnswers Talent Science integration

Feature New integration for new hires from Infor PeopleAnswers Talent Science

Description The integration of Infor PeopleAnswers Talent Science to Infor Talent Management (Global HR) provides a one-way flow of information via a web service for candidates hired in PeopleAnswers. The candidate data is sent to Talent Management, where the web service triggers the HireResource action. The HR admin reviews the InBasket data and completes the new employee data entry. Configuration for the integration is performed within the PeopleAnswers application.

This functionality was added with the release of Talent Management 10.2.0.0.

Related Documents

"Interfacing to Infor PeopleAnswers Talent Science" in the Infor Talent Management Interface Guide

Performance Management changes

Feature New appraisal due date alert

Description A new setting has been added to Organization Configuration for Appraisal Due Date Alert. This setting lets you specify the number of days before an appraisal due date that an alert should be displayed next to the appraisal. By default, an alert is displayed 15 days before the due date. The alert continues to be displayed until the appraisal is completed.

Related Documents

Performance Management User Guide

Feature Security changes for appraisal owner upline

Description The appraisal owner's upline supervisor now has Inquiry, Reassign, and Peer Feedback access to the appraisal when the appraisal owner is not upline supervisor to the employee. However, in this scenario, the upline supervisor's only access is through the inbasket.

Related Documents



Feature Weighted responsibilities on performance appraisals

Description The Use Weighted Responsibilities setting on Setup > Performance > Organization Configuration makes the Weight field visible and enterable on responsibilities, responsibility groups, job responsibilities, and position responsibilities.

The Total Weight Default setting defaults a section weight to all positions. The weight can be changed at the position level. The position weight and the position responsibility weights default to performance appraisals where they can be changed

Weighted responsibilities are used on position sections that use responsibilities or duties as the measurement level.

On the Position section, you can set the Show Duties For Responsibilities option to display duties under each responsibility on the appraisal form. You can also set the Managers Can Change The Responsibility Weights to let managers change the weights on individual appraisal forms.

When weighted responsibilities are used, you can select the positions for which the Position section applies. A Positions tab appears when the feature is used and the measurement level is Responsibility or Duty. You can attach all the positions or select just the positions you want to use for specific appraisal forms.

Position weights can be adjusted after the position section is attached to an appraisal form. The total responsibility weights must equal the position section weight.

If managers are allowed to change the weights, they see the weights under each responsibility, next to the original weight. They cannot change the section weight. The Show Weight Mismatch link lets them view the section weight side by side with their own total weights.

Related Documents

Global Human Resources User Guide, Performance Management User Guide


Feature PDF generation enhancements (customer update 4)

Description Two new actions are available for performance appraisal PDF documents:

Generate Appraisal PDF Document is a new action for administrators to use for performance appraisal PDF generation for any historical appraisals that meet the selection criteria. The action will update the Manager copy of the Employee Appraisal, storing the generated pdf document in a new field: Appraisal Document. Once the action has completed, appraisal PDFs can be viewed by clicking the PDF link at: Admin > Performance > Appraisal Maintenance > Historical tab.

Purge Appraisal PDF Document is a new action for the administrator to purge PDF documents associated to historical appraisals that meet the selection criteria. To use this action, go to: Administration > Performance –Admin > Performance > Appraisal PDF Maintenance (TM 11.0.0.13) or Utilities > Data Maintenance > Purge Appraisal PDF Document (before TM 11.0.0.13).

These new actions can be run on demand or scheduled to run.

Related Documents


Feature New approval routing option for submitted appraisals

Description A new option for routing a submitted performance approval has been added on the performance appraisal form.

The Upline Approval Routing option works with the existing Appraisal Acknowledgement Flow Options field.

If the Upline Approval Routing value is Follow Direct Supervisor, the routing follows the employee’s direct supervisor structure. This was the current functionality if you selected the Manager Submits to Upline Manager option.

If the Upline Approval Routing value is Follow Appraisal Owner, the routing follows the appraisal owner’s direct supervisor structure.

The Performance Management User Guide provides examples of the various routing scenarios.

The Upline Approval Routing option can be updated on historical appraisals that have no active employee appraisals attached to them.

Related Documents



Feature Ability to format text for Goals, Performance, and Take Notes (customer update 4)

Description Text can be formatted with rich text formatting function for these fields:

Goal Management – text fields on Organizational Goals and Resource Goals

Performance Management – text fields for Appraisals (Comment fields)

Employee Relations – text fields for Take Notes

Feature Copy appraisal sections (customer update 3)

Description You can create a new appraisal section by copying an existing appraisal section and modifying it with the new action: Copy Appraisal section.

Related Documents


Feature Appraisal PDF Maintenance Menu (customer update 13)

Description A new menu is available in Performance for processing tasks that were accessed previously in the data maintenance menu: Administration > Performance - Admin > Performance > Appraisal PDF Maintenance.

Succession Management

No new features this release.


Talent Acquisition changes

Feature Screening functionality enhancement to prevent internal candidates to be re-assigned to completed screenings

Description When a screening is mass assigned or assigned individually, the system checks for internal candidates whether the internal candidate already has the screening on their employee record and prevents the screening from being assigned again.

Related Documents

Talent Acquisition User Guide


Feature Ability for candidates to specify a primary resume on a job application

Description This functionality exists only on a job application. The candidate profile does not track a primary resume.

When there is only one resume on the candidate profile, it automatically becomes Primary on any job application.

When a candidate profile has multiple resumes, the oldest resume is automatically set as Primary on any job application.

A candidate can make any resume Primary on a job application (including any resume added to the job application itself) by clicking the Set As Primary button. To add a new resume as primary, the candidate must first add the resume, then set it as Primary (two steps).

When there are two or more resumes, the candidate can remove any non-primary resume from the job application.

If there is only one resume, the candidate can remove it.

Run the Upgrade Primary Resume post-upgrade action to upgrade resumes on existing job applications. If a job application exists with a resume or resumes and none are marked as Primary this upgrade script will set the first resume to Primary.

Restrictions when synchronizing is used:

Note Because of the multiplicity of possible synchronization scenarios, synchronization is not documented in the Candidate Help text. You can use application wizard configurable text to add instructions if needed.

If synchronizing is enabled, the Attach To option is enabled to allow the candidate to attach the resume to All Applications or to This Application.

Setting a resume as Primary in one job application does not set it as Primary in another job application.

Deleting Resumes when synchronizing is enabled does not delete the resume from other job applications where it is marked as Primary.

Related Documents

Candidate Help, Talent Acquisition User Guide


Feature Ability to attach a logo or other graphic to a job posting board for the PDF version of a job posting

Description You can attach a logo (or any other graphic saved on your machine) to a requisition’s job posting. When a candidate clicks View as PDF on a job posting, the logo is displayed at the top of the PDF file.

Related Documents


Feature Ability to attach a logo or other graphic to an email template

Description The Email URL field on an email template lets you specify a URL to a logo (or other graphic) that you want to incorporate in all emails that use the template.

For the graphic to display, you must also enter the {Image} variable where you want the graphic to be positioned in the email.

Related Documents


Feature Ability to require data elements in a candidate profile

Description On Primary Code Setup > Organization Configuration, the new Application Configuration tab lets you specify how many items your organization requires in each section of a candidate’s talent profile. For example, you may require a minimum of two employment history records, three references, one education history record, and so on. If you leave a field blank, there are no minimum requirements for the corresponding section.

These requirements are enforced on a job application. If a candidate does not have enough records in one section, a message pops up describing the requirements that must be met before the candidate can continue with the job application.

Related Documents



Feature Ability to see a count of failed screened-out-online questions and failed profile questions

Description On the Requisitions dashboard, the Screened Online tab displays a count of both the failed screened out questions (Failed Application Count column), and the failed profile questions (Failed Profile Questions Count column)..

Related Documents


Feature Ability to see the posting status of requisitions

Description On the Requisitions dashboard, you can see the posting status of requisitions in two places:

The last line of each requisition’s cardview displays how many postings are live for that requisition.

The Overview tab of each requisition has a new Posting Status panel that displays all the job boards attached to the requisitions and the posting status of each job board.

Related Documents


Feature Ability to add up to five attachments to email templates and emails

Description You can add up to five attachments to an email template. Attachments to an email template default on all emails that use the templates.

You can add up to five attachments to an email that is based on an email template. You can keep or remove attachments that default from the email template.

Related Documents



Feature Ability to mass email selected candidates

Description On any job application tab, you can select one of more candidates that you want to send a specific email to. Right-click any of the selected candidate and select Send Email, select the email template, and click OK. The email is sent to all the selected candidates. Note Like the Send Mass Email action on the requisition, this action does not give you a chance to review or revise the email before it is sent. Make sure to use an email template that is totally suited for the intended purpose of the email.

Related Documents


Feature Ability to send an calendar invitation email to schedule an interview for a candidate

Description You can schedule an interview for a candidate that emails a calendar invite (ICS file) to the candidate.

Note The Selection Process status for the candidate must be set to Qualify to schedule an interview.

Related Documents


Feature Ability to mass disposition candidates

Description When a requisition is filled, you can now disposition all the non-selected candidates with one action.

Right-click a requisition and select Disposition All Candidates. You are required to provide a disposition reason. You can also select the Send Automated Email checkbox to send an automated disposition email to all dispositioned candidates. The system uses the appropriate email template defined for the organization (for Disposition External Candidates or Disposition Internal Candidates) to send the automated email.

This action dispositions all candidates for the requisition that are not in Hire or Dispositioned status with the same disposition code.

Related Documents



Feature Ability to send multiple resumes with a single email

Description A new option has been added to the organization configuration Profile Parsing tab: Send HTM Resumes Via Email. This option is valid only if resume parsing is used.

If this option is enabled, the following actions become available on the requisition All tab: Mark Selected Resumes, Unmark Selected Resumes, and Send Selected Resumes.

The recruiter can select any or all the job applications on the All tab and click Mark Selected Resumes. The Send Selected Resumes action becomes visible.

Note You cannot select job applications that do not have an attached resume.

The Send Selected Resumes action opens a simple e-mail form (no template). You can specify any e-mail address, change the pre-populated subject line, and enter a message.

The recipient of the message will see each resume, one below the other, in HTML format.

Related Documents



Global Human Resources features and enhancements

Product-wide changes

Feature Weighted responsibilities

Description The Use Weighted Responsibilities setting on Setup > Performance > Organization Configuration makes the Weight field visible and enterable on responsibilities, responsibility groups, job responsibilities, and position responsibilities. The Total Weight Default setting defaults a section weight to all positions. The weight can be changed at the position level.

Responsibility weights default to responsibility groups. Both default to job responsibilities and position responsibilities. The position default weight and responsibility weights default to performance appraisal sections that use responsibilities or duties as measurements. Both can be changed on the appraisal forms.

The total responsibility weights on a position (including the responsibility weights defaulted from jobs) must equal the position weight.

If you change a weight on a responsibility or a responsibility group, it is not defaulted. However, you can synchronize the weight with responsibility groups, jobs, and/or positions where the responsibility is used. Existing appraisal form sections are not synchronized.

Related Documents

Global Human Resources User Guide, Performance Management User Guide


Feature Work assignment synchronization

Description The Work Assignment Synchronization setting automates the synchronizing of work assignment data with the data on the associated job and position for the effective dates after the initiating transaction. When a work assignment is synchronized, the record will be updated with any later-dated changes from jobs and positions that cascade to the work assignment as defined by the default rules. This feature applies those later-dated changes to a work assignment. The action of "SyncToPosOrJob" displays in the work assignment audit logs. Once an organization enables this feature, no additional actions are required of the user.

When the Work Assignment Synchronization feature is enabled, Work Assignment Synchronization will happen automatically when:

A new work assignment is added

The position code is changed on a work assignment

IMPORTANT: You must define your Job Default Rules and Position Default Rules with the earliest effective date possible. These rules are reviewed only at the beginning of the work assignment synchronization process and the rules determine the conditions for the fields' synchronization.

Related Documents

Global Human Resources User Guide

Payroll changes

Feature Configurable field for payroll for India, Canada, and US

Description Show payroll is a new setting on the Country Configurable Fields tab for HR Organizations available for India, United States, and Canada.

When an Organization has enabled Payroll, a default Payroll Provider can be selected. Initially, the only payroll provider available is HRM Payroll. When a new Organization Unit is added, the default Payroll Provider can be set for the Org Unit as well. When an employee is hired, the value from the Org Unit can default as the initial value.

Employee Third Party Payroll business class holds fields needed for payroll localizations and future third-party payroll interfaces.

Related Documents


Feature Features to Support Payroll Interface for US and Canada (customer update 2)

Description New fields to enable payroll interface features to support the payroll processing for US and Canada:

PrimaryWorkCountry

PayrollProvider

State Values (1 – HRM Payroll)

UserLevel

PrimaryWorkState

PrimayTaxProvince

PrimaryWorkCityTaxAuthority

PrimaryWorkCountyAuthority

BSIGroupCode

WorkersCompensationState

AutomaticTimeRecord (State values N,S, Y)

ResidentTaxCityAuthority

ThresholdTimeRecordAmount

PercentAboveThresholdAllowed

AmountAboveThresholdAllowed

HoursAboveThresholdAllowed

Related Documents



Feature Features to support payroll interface for India (customer updates 2 and 4)

Description Enable payroll interface features to support the payroll processing for India. India payroll must be set to configured. New fields include:

AADHAAR Number The unique identification number issued by the Unique Identification Authority of India (UIDAI) on behalf of Government of India

Reason Code Indicate an employee reason code for any employee status change

Provident Fund Registration Number

Provident Fund Account Number (stored at the Organization level)

Employee State Insurance Corporation Registration Number (stored at the Organization level)

Labour Welfare Fund Registration Number

Father or Husband Name

Relationship to Employee/Member

Salary Hold or Resume Flag

Government Employee

Provident Fund Contribution Basis

Disability Severity

Indian PAN number will be an unique 10-character alphanumeric identifier (available in customer update 4):

o The first three characters are alpha.

o The fourth character is ‘P’ for Individual.

o The fifth character is alpha.

o The next four are numeric.

o The last character is an alpha (check digit)

o If the field is blank, the system enters PANNOTAVBL.

o PANAPPLIED and PANINVALID are acceptable values in this field.

o PAN must be unique for every employee, with the exceptions of


Feature Features to support payroll interface for India (customer updates 2 and 4)

PANNOTAVBL, PANAPPLIED, and PANINVALID.

Related Documents


Feature Features to support payroll interface for Qatar, United Arab Emirates, and Kingdom of Saudi Arabia (customer update 4)

Description Enable payroll interface features to support the payroll processing for Qatar, United Arab Emirates (UAE), and Kingdom of Saudi Arabia (KSA). This includes:

New ID types and fields for HR Organization Units and Employees

Expiration Notification for IDs and other documents

Pay Elements

The computation and management of Government Organization for Social Insurance (GOSI) Salary

Deduction processing for GOSI Contribution

The generation of the GOSI reports in csv format

Related Documents



Feature Middle East payroll features (customer update 8)

Description These features are available to support Middle East payroll features:

Recurring and one time loan deductions can now be added on the Payroll tab of the employee profile. These features are available when the Loans checkbox is enabled on the Configurable Features tab for an organization.

Gratuity is an employee benefit for Middle East employees when they leave an organization. The gratuity pay can be calculated based on the employee's home country (Saudi Arabia, Qatar, or United Arab Emirates); termination reason, and length of service (excluding non-service days).

There is a new action to calculate loanable gratuity.

Dates can be displayed in both Gregorian and its equivalent Hijri date format while creating or updating employee Travel Documents, Identification Number, and Alternate Identification Number. The country must be Saudi Arabia, Qatar, or United Arab Emirates.

A pay element can now be mass assigned to a group of employees and pay element amount changes can be applied to a group of matching employee pay elements.

Related Documents

Global Human Resources Management User Guide

Feature Mass assign and mass change pay elements (customer update 8)

Description These features are available for all employees when payroll is enabled for existing pay elements.

An existing pay element can now be assigned to a selected group of employees with the Mass Assign Pay Element action. Employees can be selected based on a single filter, including eligibility group, employment ID range, job, position, or other filters.

An existing pay element can be changed by an amount or a percentage, and assigned to a selected group of employees with the Mass Change Pay Element action. Employees can be selected based on a single filter, including eligibility group, employment ID range, job, position, or other filters.

Related Documents



Feature India payroll features (customer update 8)

Description These enhancements are available for processing payroll for the India localization:

Gratuity: The calculation of an employee’s gratuity pay is based on country-specific calculation, employee termination reason, and length of service.

Superannuation

Nation Pension Scheme

Leave Travel Allowance

Prerequisites

Full and Final Settlement (Payroll settlement: End of service final calculation of pay depends on the type of contract, employee service and termination reason.

Related Documents



Feature End of service gratuity for Middle East payroll (customer update 8)

Description New functionality is available for generating the end of service gratuity time record for terminated employees with a home country of Saudi Arabia, Qatar, or United Arab Emirates.

Set up for the organization with Payroll activated is to select Gratuity on the Country Configurable Fields screen.

Set up the calculation type for the pay code as Calculate Gratuity.

Associate the appropriate pay elements to the pay code.

When a Middle East employee terminates, the pre-termination steps are completed and creates a gratuity time record:

o Enter the Termination Reason field on EmployeeThirdPartyPayroll (qualifying reasons are: Terminated, Resigned, Against the law)

o Enter the Last Date Worked and Last Date Paid on employee’s dates and service record

o Enter the non-service days (optional) to be excluded

Related Documents


Feature VETS-4212 reporting (customer update 4)

Description The VETS-4212 report has been added for 2015 reporting requirements of the United States Department of Labor.

Related Documents



Feature View paychecks feature (customer update 12)

Description Employees have the ability to access paycheck information through Talent Management’s Mobile Employee Space.

Administrators also have access to this feature when the manual steps to enable the menu are complete.

This feature requires active payroll configuration in Infor Human Resources Management, and interface to Infor Global HR and Talent Management. Configuration for this interface requires several steps including cross reference mapping, creating service definitions, and Process Server configuration.

Related Documents



Generalist Space changes

The Generalist space has the same functionality as Global Human Resources (except for organization and resource component setup actions, which are accessible only to the administrator).

Feature Configurable Generalist Home Page

Description The Generalist home page can be configured with the Configurable Home Pages function. Administrators and web designers can modify the HomePages.zip package to employ customer-specific images, links, and cascading style sheets.

Related Documents



Manager space changes

Feature Delivered in WebUI

Description All functions for the Manager role in the Talent Management application modules now support the new WebUI user interface (UI).

WebUI is a web-based UI for Infor Java Framework applications that is an alternative UI to the desktop client (Infor Rich Client) and browser-based Java applet plug-in.







Calendars – these will display as a list



Note: Details about supported browsers are included in the Compatibility Matrix (Topic 28987) on Infor Xtreme Support portal (requires login). On Documentation, select Product Line S3 and search for “Compatibility Matrix”. Review the Browser (HTML) entry.

Related Documents

Talent Management Manager Guide

Feature Configurable Manager Home Page

Description The Manager home page can be configured with the Configurable Home Pages function. Administrators and web designers can modify the HomePages.zip package to employ customer-specific images, links, and cascading style sheets.

Related Documents




Feature Search for employee by employee ID number (customer update 16)

Description Use this function to find resource records by entering the employee ID number. The administrator must have the SearchEmployeeID_ST actor role assigned to access this function.

Navigate to: Administrator > Resources > Employee ID Search

Related Documents



Employee space changes

Feature Delivered in WebUI

Description All functions for the Employee role in the Talent Management application modules now support the new WebUI user interface (UI).

WebUI is a web-based UI for Infor Java Framework applications that is an alternative UI to the desktop client (Infor Rich Client) and browser-based Java applet plug-in.







Calendars – these will display as a list



Note: Details about supported browsers are included in the Compatibility Matrix (Topic 28987) on Infor Xtreme Support portal (requires login). On Documentation, select Product Line S3 and search for “Compatibility Matrix”. Review the Browser (HTML) entry.

Related Documents

Talent Management Employee Guide

Feature Configurable Employee Home Page

Description The Employee home page can be configured with the Configurable Home Pages function. Administrators and web designers can modify the HomePages.zip package to employ customer-specific images, links, and cascading style sheets.

Related Documents




Mentor space

Feature Configurable Mentor Home Page

Description The Mentor home page can be configured with the Configurable Home Pages function. Administrators and web designers can modify the HomePages.zip package to employ customer-specific images, links, and cascading style sheets.

Related Documents



Position Budget Management


Candidate space (Classic and New)

Feature Mobile and tablet interface for Candidate space (customer update 3)

Description The mobile application for job applicants is available when the new Candidate Space is enabled. When the mobile interface is enabled for the Candidate space, job applicants can:

Register and login using single-sign for social media:

o LinkedIn

o Google

o Facebook

Search and sort jobs

Express interest in a job

Add jobs to job cart

Manage job applications

Select language interface

Edit employment and personal information profile

System administrators can customize the mobile interface look and feel with the Candidatespace.zip file:

Change color schemes

Update corporate logo graphics

Change fonts

Related Documents

Candidate Help Infor Talent Management Suite Configuration Guide


Feature Ability to send job notification emails to candidates

Description Candidates can be notified with an email when a job matching their desired career preferences is posted. The candidate must enter an email address and establish job criteria with My Job Alerts.

The system administrator must configure job notifications:

1. Navigate to: Talent Acquisition > Template Setup > Job Notification Email Template.

2. Add a new template and check the Active checkbox.

3. Enter the email text and add logos or other custom information.

4. Assign the email template to a job board.

5. Create a job notification schedule.

The candidate now has My Job Alerts in Candidate Space.

Related Documents

Candidate Help Talent Acquisition User Guide


Feature Ability to designate a resume as Primary on a job application

Description When multiple resumes exist, a candidate can designate one resume as Primary on a job application (Set As Primary button). A candidate can also remove a non-primary resume from a job application. If there is only one resume, the candidate can remove it.

The Primary designation is valid only on job applications. If several resumes exist on the candidate profile, the oldest is automatically designated as Primary on any job application.

A candidate must first attach a new resume before changing its status to Primary. It is a two-step process.

If synchronization is used, the following restrictions apply:

Making a resume Primary on one job application does not make it Primary on other job applications.

Removing a resume from a job application does not remove the resume from other job applications where the resume is Primary.

When attaching a resume, the candidate is asked whether the resume should be attached to This Application only or to All Applications.

Related Documents

Candidate Help

Health and Safety Management

Feature Health and Safety Setup Menu (customer update 13)

Description A new menu is available in Health and Safety for processing tasks that were accessed previously in the data maintenance menu: Health and Safety Administration > Setup > Utilities.

Employee Relations



Benefits Management

Feature Benefits Management application (base release)

Description Benefits Management is a solution to allow the administration and use of benefits programs. The application offers flexible tracking of employee, retiree, and COBRA participant benefits.

Benefits Manager (new role) and Employee are used to enroll in benefit plans or maintain benefit plan information.

Employees may need to initiate or update benefits enrollments for a wide variety of reasons. To accommodate these needs, employees can perform three types of enrollments in Employee Self Service:

Annual Enrollment: Also referred to as open enrollment in many organizations, Annual Enrollment is a yearly time period when employees can change or add benefits to their accounts. An organization specifies the time period enrollment dates and the new benefits effective dates.

Life Event Enrollment: Life Event Enrollment allows employees to adjust their benefits according to events such as the birth of a child, adoption, marriage, or divorce. When an employee enters a life event, the system points employees to the information they must enter or update.

New Hire Enrollment: New Hire Enrollment is a time period in which new employees must enter their benefits information into the system. Organizations can set up this time period to reflect the number of days new employees have to enter benefits information before they must provide evidence of insurability.

When an employee can use each type of enrollment depends on an organization's enrollment rules. Enrollment rules determine when employees can add or maintain their benefits information. Enrollment rules also determine when the employees' enrollment changes are transferred to the HR suite.

Related Documents

Benefits Management User Guide, Infor Talent Management Suite Employee Guide

For the Benefits Management interfaces, see the Infor Global HR Integration Guide.


Feature Employee benefits enrollment and life events changes

Description The user interface for the employee benefits enrollment was updated. The life events that are interfaced to the product are only applicable if the organization enables the life event interface for the organization (tab on the Administrator > Set up > Structure > Organization) and does not enable the Benefits Management module with Global HR.

Related Documents

Infor Talent Management Employee User Guide

Feature Hours of Service and Vesting Reports modifications (customer update 6)

Description The Hours of Service and Vesting Reports have been modified to allow As of Date and are based upon eligibility rather than based on enrollment in a benefit plan. These reports are available with the Benefits module.

To configure the reports:

1. For the Benefits organization, enter an As of Date for the date of the report (blank for the current date).

2. For the Benefit plan, select a Pay Class to determine compensation that will be imported to Compensation History and then used in the Hours of Service report (blank for all wages from Benefit Hours Worked import are saved to Compensation History).

3. The Benefit plan must be a Defined Contribution or Defined Benefit plan and must have a vesting schedule to be included on the Vesting Report.

To view the reports, navigate to:

Benefits > Reports > By Benefit Plans

Benefits > Reports > By Resources

Related Documents

Benefits Management User Guide


Feature COBRA processing configuration options (customer update 6)

Description When the Benefits module is enabled, the COBRA processing options can be configured for each organization to define the level of COBRA activity enabled. These are the processing options:

No COBRA Processing option is the default setting and no COBRA processing, tracking, or notifications are enabled.

Occurrence Only option tracks the COBRA occurrence, the occurrence date, and the notification date. No enrollment records are created.

Full Enrollment Processing option tracks the COBRA occurrences, creates events, and allows selection, submission, and finalization of COBRA benefits for the COBRA Participant.

Related Documents


Feature COBRA Events Linked to Life Events (customer update 5)

Description Life Events such as Divorce are linked to COBRA occurrences.

Related Documents



Feature Ability to track employee and retiree eligibility for benefits (customer update 6)

Description Benefit eligibility is tracked for resources and retirees. Resources and retirees must have eligibility identified before they can be enrolled.

The following processes create benefits eligibility:

Use Mass Create Eligibility for a group of employees for a plan or plan type (Benefits > Maintenance > Processes > Mass Create Eligibility > Create Report).

Use Create action from the eligibility list (Benefits > Maintenance > By Resources > Eligible tab > Create; or Benefits > Maintenance > By Benefit Plans > Eligible tab > Create).

Employee benefit periods create eligibility records when the employee is identified as eligible (Benefits > Maintenance > Processes > Benefit Period Updates).

Enter a stop date for one resource (Benefits > Maintenance > By Benefit Plan or By Resources > Eligible tab > Update action) or add a Termination Rule on the benefit plan and use the Resource Updates action.

Related Documents

Infor Benefits Management User Guide

Feature Benefit plan eligible and enrolled counts (customer update 8)

Description Counts have been added to show those currently eligible for a benefit plan, currently enrolled in the plan, future enrollments in a plan, past (historical) enrollments in a plan, and for those with an open enrollment event.

Related Documents



Feature Benefit deductions outside benefit plans (customer update 8)

Description One-time benefit deductions and employee deductions now can be added that are not attached to a benefit plan.

Upgrade programs update the data for the new business classes that hold employee and one time deductions. These updates apply to Talent Management 11 customer update 4 to customer update 8. Refer to the Upgrade section of these Release Notes.

There are new Infor Process Automation (IPA) flows to move this data from Global HR to Infor HR Management.

HRMEmployeeDeductionExport has replaced HRMEmployeeBenefitDeductionExport.

HRMEmployeeOneTimeDeductionExport has replaced HRMEmployeeBenefitOneTimeDeductionExport.

New service definitions are being delivered for both of these new flows

Related Documents


Feature Imputed income calculations (customer update 8)

Description Imputed income can be calculated for employees for benefit plans with contribution types of flat contribution, options amount, options amount range, or salary or coverage rate table.

Related Documents



Feature Benefit rates and smoker status (customer update 9)

Description New functionality is available to allow benefit rates to vary depending upon spouse or domestic partner smoker status in addition to the employee’s smoker status.

Rates can now be defined on the rate table for four smoker statuses:

No one is a smoker

Individual is a smoker (employee, retiree, or COBRA participant)

Spouse or domestic partner is a smoker

Both are smokers

The status of the individual and his/her spouse/domestic partner can be changed during benefits enrollment, and the new rates are calculated based on the new combination of smoker statuses.

Related Documents


Feature Mass delete action for benefits enrollments (customer update 13)

Description Action to mass delete enrollments is available. The options are to delete all, delete by status, and to delete those for a specified benefit group. If a group is specified, then it will compare the entered group to the group shown on the employee/COBRA enrollments. If an enrollment event is finalized then the benefits for the individual are not deleted.

Related Documents


Feature Copy action for rate and group life rate tables (customer update 13)

Description An action to copy a rate table to a new version for the same table or to a new table of the same type is now available. All detail lines are copied.

Related Documents



Feature Passive enrollment and preselection of benefits (customer update 13)

Description Options have been added to enrollment events to allow passive enrollment and preselection of benefits. Passive enrollment will not update existing employee benefits if the employee did not submit the enrollment. Passive enrollment can be turned on/off for a benefit plan.

Related Documents


Feature Auto enroll dependents in benefits (customer update 13)

Description For each benefit plan, indicate if it allows dependents to be auto-enrolled, if eligible. The benefit plan rule is used in the employee's enrollment experience and benefit manager enroll actions. It can also be changed for an enrollment event if the plan allows dependents.

Related Documents



Absence Management

Feature Absence Management application (base release)

Description Absence Management is an absence tracking solution that organizations can use to manage, track, and report vacation and sick plans, and leaves of absence. Absence Management provides:

• Flexible, rules-based plans and calculation methods including hours-based and allotment accruals

• Automated plan enrollment and terminations

• Absence analysis

• FMLA tracking and entitlement restore

• Attendance tracking

• Time off request entry and approval

• Leave of absence request entry and approval

• Calendar UI for employees’ time off and leave requests

• Plan balance analytics

• Integration with Benefits Management for Vacation Buy Sell plans

You can create absence plans based on rules and calculations that determine enrollment requirements, length of service, limits, etc. You can base each plan on cycles such as monthly, weekly, or yearly. Resources can be enrolled automatically or manually. You can transfer resources from one plan to another plan.

Related Documents

Absence Management User Guide

For the Absence Management interfaces, see the Infor Global HR Integration Guide.

For Absence Management Process Plans configuration information, see the Infor Talent Management Configuration Guide.


Feature New annual maximum usage functionality (customer update 4)

Description Recent changes in law in some US cities and states and some countries outside of the US now require employers to limit the amount of time off that can be taken annually.

A new enhancement in Absence Management limits the number of hours that can be used in an absence plan. New fields were added for employers to input the annual limit that can be used in the plan year. This amount field is used to look at service hours used in the service class on the balance rule. The application tracks the usage totals for the year and a time entry warning or error message is displayed when an employee has used their maximum number of hours for the year. The plan year used for calculation is based on the reset value from the limit rule.

Related Documents


Feature A document can be added to a Time Off or Leave of Absence request (customer update 6)

Description

An enhancement has been made to allow the requester to attach a document to a leave of absence or time off request. If the request can be updated, the attachment can be deleted or changed. If the request can no longer be updated, the attachment is view only.

Related Documents



Feature New Absence Chart available to Managers (customer update 6)

Description A new Absence Chart is available to Managers to view time off and leave of absence requests for their direct reports. This allows the manager to see which direct reports will be out of the office on a particular day in a single view. It can be accessed from the My Staff menu or from the Manage Absences menu on the Manager’s home page. Features of the chart include:

A view of the requests for all direct reports by month

Different colors are used to easily identify the statuses of the requests

A link to the Manager’s Inbasket where they can approve time off requests

A link to each direct report’s absence plan balances

Related Documents

Talent Management Manager User Guide

Feature Time off request edit enhancements (customer update 6)

Description These edit enhancements have been made for Time Off Requests:

1. By plan, define whether time off requests are allowed for holidays. Holiday schedules have been added and are defined in Global HR.

2. By plan, define the number of past and future pay periods for which time off requests can be entered.

3. Define a maximum daily hours amount to be used for Time Off Requests. The total hours requested per day across plans cannot exceed this maximum.

4. Edit messages received by the Employee when entering time off requests for the same date for which another request already exists have been enhanced. The messages provide clearer instructions on how to proceed.

5. The Administrator receives a warning if they enter a time off request for a Day of the Week that is not allowed based on the plan’s rules. They can choose to continue past the warning.

Related Documents

Absence Management User Guide, Global Human Resources User Guide


Feature Configurable work flow approval of time off requests (customer update 6)

Description The Time Off Request approval process has been enhanced to use Infor Process Automation. The new Process Flow Service is TimeOffApproval.

A new action to submit time off requests for approval has been added. A work unit is created for the TimeOffApproval service when Time Off Requests are submitted. The default routing for the work unit contains two levels – the first level is to the employee’s direct supervisor. The second level approver is the parent supervisor of the employee’s direct supervisor. This default routing can be configured by clients. Different routing can be defined per plan within the organization.

Approvers can choose to approve or reject all time off requests within a work unit, or they can reject some requests and approve others.

Submitting Time Off Requests will also create Time Off Approval Group records, which are new. These records relate one to one with a work unit. The Time Off Approval Groups are used by Administrators to manually approve or reject time off requests.

The following changes have been made to Time Off Email Configurations as a result of the new work flow approval:

Email rules have been expanded to include options to send user Notifications and emails.

The Request, Update, and Manager Approve actions have been removed. These are replaced by notifications and emails sent from the work unit when time off requests are submitted for approval or the work unit is approved.

Rules for a new Reopen action are available to the manager and administrator. This action will change a Rejected request’s status back to Draft so it can be submitted again for approval or canceled.

Related Documents

Absence Management User Guide, Manager User Guide


Feature Linked Plans functionality (customer update 6)

Description Linked plan functionality has been added to allow for linking absence plans together for balance decrementing.

A linked plan is an absence plan that is linked to a reserve or available balance in another plan to cover reported usage when the employee's plan balance is reduced to zero. When you define a link plan table to process the plan balances, you determine:

• The related absence plans and the order to process the plan balances that you have defined.

• The service code that will determine the pay code to use when creating time records for the link plan.

• Initial plan rules or link plan rules to use if a plan balance becomes negative after linking plans.

Related Documents


Feature Length of Service Hours Update (customer update 6)

Description Functionality has been added to calculate length of service hours from time records to be used for Hours Based Accrual calculations.

Hours type plans are defined for the actual number of hours an employee has worked. You can define which types of hours count toward plan accruals.

An hours service type is defined on a table which is then attached to an hours-based plan. The hours service type determines which hours will count toward length of service when the employee has multiple years of service.

You run Length of Service Hours Update to calculate length of service hours.

Related Documents



Feature Notifications for plan balances meeting certain limit criteria (customer update 6)

Description Functionality has been added to send Emails and User Notifications to Employees and Managers for Absence Plan balances that meet certain limit criteria. The different criteria limits are defined by plan and include the following:

Carryover amounts that are set to expire within a number of days that the user defines

Plans with a Percent of Available Limit less than or equal to a minimum percent threshold that the user defines

Plans with a Percent of Available Limit greater than or equal to a maximum percent threshold that the user defines

Plans with a zero or negative Available balance

Plans with a lost accrual amount

Related Documents



Feature Time off approval and work unit improvements (customer update 8)

Description The time off approval process and work units have been enhanced as follows:

Time off approval work units have been changed so that work units are created for groups of consecutive day requests rather than combining all draft requests from one Submit action into a single work unit for each employee and absence plan. The range of dates for the requests within the work unit have been added to the work unit title. This provides clarity to a manager/approver when viewing the work units in their Inbasket.

Details for the individual time off requests within a work unit have been added to the contents of the emails in the delivered TimeOffApproval flow.

The delivered TimeOffApproval flow emails have also been enhanced with the ability to approve or reject the work unit via email. See the Infor Process Automation Administration Guide for more information about this capability and requiring authentication for email actions. Note: If some requests within the work unit need to be rejected and some approved, this will need to be done from the Inbasket. Partial approval cannot be done via email.

Note: Existing work units and time off approval groups will not be updated to include the new date range, but these can still be approved or rejected as usual.

Related Documents



Feature Time off approval proxy security role (customer update 8)

Description A new security role template, ProxyTimeOffApprover_ST, allows another employee to be appointed as an alternate to perform leave of absence actions, time off request actions, and time off request approval tasks on behalf of a grantor. This proxy role can be assigned to users who are not currently in a supervisor role.

The existing ABMProxyDirectSupervisor_ST security class has been updated to make this new role similar to other proxy roles that already exist. The security template allows the proxy to view their own plans, leaves of absence, and time off requests, but they do not have authority to take action on their own records.

A new security class, ABMProxyDirSupWebAppAccess_ST has been added that grants access to the Manage Absences menu within the Manager Self Service webapp. Both of these security classes are assigned to the ProxyTimeOffApprover_ST role.

Related Documents

See the Configuring Proxy Management chapter in the Infor Talent Management Configuration Guide for more information about Proxy setup and management.

Feature Employee absence event history (customer update 7)

Description A feature has been added that allows updating of employee absence event history with a new menu item called 'Service And Events' on the existing Maintain Absences menu. The new page contains two tabs:

Events only includes records with Reason Code entered.

All includes records with Reason Code entered or Reason code blank. The reason code, occurrence, and points fields can be updated on closed service records. Use Processing > Open Service Records to update these fields on open service records.

Related Documents


Feature Absence plan configuration for time off in days or hours (customer update 12)

Description Customers can now configure an absence plan to accept time-off requests in either days or hours for more flexibility in plan options. Note that once this plan configuration is in place and time-off requests exist, customers cannot change the time-off option request configuration.

Related Documents



Feature Time off requests configuration set at the employee level (customer update 12)

Description Customers can now override the absence plan’s time-off, days of the week configuration. When an employer has employees with unique schedules, they can now setup a work schedule that has the days of the week option included, that will be used to override the plan requirements. This allows customers to customize the days of the week option for when an employee can request time off. The work schedule needs to be added to the employee’s primary work assignment.

Related Documents


Feature Time off list in Manager Self Service for direct report requests (customer update 12)

Description Time-off requests can now be viewed in a list view in Manager Self-Service. This list will include all of the time off requests for all of their direct reports. This list view of requests includes several filtering options as well as capabilities to export the list to excel and PDF.

Related Documents


Feature Compensatory time credited to absence plan (customer update 12)

Description Compensation time is often earned by employees who are not eligible to be paid for overtime or for excess hours worked over a scheduled amount. Absence Plans now enable customers to configure plans for this compensation type plan by allowing employees to make an hours request to their manager. Employees can make a comp time request from the list of Compensatory Time Off that is on a separate tab next to the calendar in self-service for a specific date and request a number of hours of compensation time to be approved by their manager. This request will initiate a process flow similar to the time-off request feature with two levels of approval delivered. Once the request is approved, the hours will be added into their designated absence plan.

Related Documents



Feature Accrual usage tracking down to the transactional level (customer update 12)

Description Functionality has been added to the plan set-up components to enable clients to configure their absence plans so that they can set individual expiration dates for holiday formulas, set balance rules to allow for multiple year carryover transactions, and to configure notifications for employees and managers. There are also enhancements to the plan processing and reporting to include the balance management in carryover plans.

Credit in Lieu feature - Clients need to grant or credit hours that represent national holidays and to apply an expiration date for the hours that have been granted. Due to the hours being granted at specific dates during the year, they may carry individual expiration dates. The application now can apply an expiration date at the transaction level.

Carryover of balances for multiple years feature - Clients can track and expire balances that are carried over for multiple years. This includes balances that have been transferred in between plans. This updates previous functionality that only allowed for carryovers to be less than one year.

Related Documents


Time Entry

Feature Time Entry application (base release)

Description Time Entry allows employees and other resources to track their time. Time Entry must be enabled for each organization, and the appropriate pay codes and payment schedules must be defined before this feature can be used. Also, you must run the Update Pay Frequency action before using this feature.

Time entry information can be exported as a CSV file from Absence Management. This file can be imported into other applications to create time records.

Related Documents

Employee User Guide, Global HR User Guide, Global HR Integration Guide


Feature Pay code calculation type “Normal Rate” (customer update 6)

Description A new pay code calculation type “Normal Rate” is added to calculate a wage amount on time records. The rate defaults from work assignment pay rate, resource alternate rates, and add-on rates. Administrators have the ability to override the pay rate on a time record.

Related Documents


Feature Time Entry Administrator role (customer update 6)

Description The Time Entry Administrator role is a new security role and a new process server administrator task for the time record approval process. This role will complete the following tasks:

One-time processes such as creating the organization configuration for automatic batch numbering and creating action reasons for time entry approval.

Annual processes such as creating pay periods and holiday schedules.

Pay period processes such as creating standard time records, creating holiday time records, administering time entry dates on pay periods, approving time records, and running the time record interface.

Four new views were added for this role:

Pay Periods Not Submitted

Pay periods Needing Approval

Draft Time Not Available

Review Error Listing

Related Documents



Feature Ability to define holiday schedules and create holiday time records for paid holidays (customer update 6)

Description New abilities were added to define holiday schedules:

Setup of Holiday Schedules – can be configured by country and location (optional)

List of Company Holidays – can be defaulted from the system calendar and updated at later time for specific needs

Holidays on the Calendar – ability to view holidays on the calendar (displayed in purple) and an indicator will display if the office is open.

Holiday Time Records - can be created by running an action for a specific holiday schedule or running a set action to create holidays for all schedules

Related

Documents Employee User Guide, Global HR User Guide, Global HR Integration Guide

Feature Logic to update time records when work assignment data changes (customer update 6)

Description When a work assignment is updated, non-closed time records are updated.

The time record amount will be recalculated for normal rate pay codes.

Related Documents


Feature Ability to define standard hours schedules and create standard time records (customer update 6)

Description Standard Hours Schedules are used for employees that work the same amount of hours in a repeating schedule; they are not used for employees that have fluctuating schedules. Standard Hours Schedules are attached to Work Schedules, which are assigned to Work Assignments.

Time records are created by running an action for a specific standard hours schedule or using a set action that will select all active standard hours schedules.

Related

Documents Employee User Guide, Global HR User Guide, Global HR Integration Guide


Feature Ability to define rules by eligibility group for maximum hours by day (customer update 6)

Description Rules can be defined by eligibility group for maximum hours by day. The rule can be used by Time Entry and/or Time Off Requests. The rule is enforced for employees and managers who will receive a warning when entering more than the maximum hours in a day allowed.

Related Documents Employee User Guide, Global HR User Guide, Global HR Integration Guide

Feature Configurable approval process and email notifications for time records (customer update 6)

Description The approval process for time records can be configured to create the appropriate approval flow, including supervisor approvals, actor approvals, and Time Entry Administrator approvals if the supervisor code cannot be found. The supervisor can approve or reject the work unit. Approvers can create, edit, or delete the time records, and add any comments.

Notification emails can be enabled to either notify about approval or rejection or to create reminders.

A Time Out action has been added to re-assign the work unit to the supervisor’s parent supervisor if no action to process the work unit was taken.

Related Documents


Feature Administrative report for Total Hours by Period using analytic cubes (customer update 6)

Description Analytic cubes have been added for Total Hours by Period report. The cubes can be reloaded, refreshed, or scheduled for reload or refresh. The dimensions for the report include Pay Summary Group, Position, HROrganizationUnit, Job, and Location. The dimensions can be re-ordered, added, and removed.

Related Documents



Feature Integration with Absence Management for events (customer update 6)

Description Absence Management can be integrated with the following events:

Time Off Requests

Time Records for Events

Service Records (used for accruals and usage)

Negative Balance Limits for Absence Plans. New options are used to control the limit of how many hours an event time records can be recorded and include:

Negative Balance Limit

Reclassify as Unpaid Time

Linked Absence Plans

Related Documents


Feature Time record interface enhancements (customer update 6)

Description The time record interface can now be run by selecting records for the current pay period. The interface uses the “Current Pay Period Start Date” on payment schedules to select time records for that period.

A batch number can now be automatically assigned to an interface run by defining an organization configuration record. There is an option on the time record interface to advance the current pay period start date on the payment schedule and open the next pay period for time entry.

A panel has been added to the time record page to display time records in all statuses.

Related Documents



Feature Time entry task enhancements to the employee and manager’s Calendar and the employee’s Pay Period view (customer update 6)

Description Pay Period View:

Navigations have changed to:

To Do => My Time => Time Entry panel

My Time process link from home page => Time Entry panel

Panels have been added for open pay periods and historical pay periods.

You can add additional rows by selecting the + icon.

Icons have been enhanced.

Comment functionality has been added.

Calendar View:

Navigations have changed to:

To Do => My Time => Time Off panel

My Time process link from home page => Time Off panel

Total time record hours for each day display on the calendar instead of individual entries.

Comment functionality has been added.

Related Documents


Feature Ability to add comments to time records (customer update 6)

Description Comments can now be added to time records. The original comment creators may edit or delete their own comments.

Related Documents



Interface program changes

New interfaces

Feature Absence Management interfaces (new)

Description Data can be exported from and imported into Absence Management using Infor Process Server processes. The interfaced data options include:

importing time records from Infor HR Management or Infor Workforce Management to create service records for Absence Management

creating CSV files to export balances from Infor Talent Management to a generic or Infor Workforce Management format

creating CSV files to export general ledger transactions from Infor Talent Management to universal ION format

Follow the setup and configuration instructions in the Infor Global HR Integration Guide.

Access the interfaces through Administrator > Utilities > Interface > Absence Interface > Export or Import Records.

Related Documents

"Overview: Absence Management interfaces" in the Infor Global HR Integration Guide


Feature Benefits Management interface with Payroll updates

Description Data can be exported from and imported into Benefits Management using Infor Process Server processes. The interfaced data options include:

exporting benefit standard time records

importing benefit hours worked

importing contributions for all plans

importing taxable wages from payroll

exporting one-time deductions to payroll. User adds a one-time deduction that is sent with a process flow used to create records in payroll. Only create transactions are sent; updates and deletes are not sent. (new for customer update 6)

Follow the setup and configuration instructions in the Infor Global HR Integration Guide.

Access the interfaces through Utilities > Interfaces > Export Records or Import Records.

Related Documents

"Overview: Benefits Management interfaces" in the Infor Global HR Integration Guide


Feature Ability to export employee and retiree benefits enrollments (customer update 6)

Description The Resource Benefits Export captures changed benefits data to interface to a generic provider/third-party administrator. The Benefits module must be enabled.

For enrolled individuals, the export includes changes to:

Employee benefit enrollment

Retiree benefit enrollment

Dependent benefit enrollment

Beneficiary designation

Investment designation

Specific Resource/Retiree/Dependent changes (address, contact, name, etc., show an Action Type of Update)

To set up the export of benefits:

1. Enable Benefits in the Interface setup.

2. Enable Resource Benefits Export for benefit plan(s).

The information captured for exports is found at: Benefits > Utilities > Export Records > Resource Benefit Export. When benefits enrollment transactions occur, export record(s) are created in status of “Not Processed.” These export records include all data for the enrollment.

Users create a process flow to extract the records as desired and set status of export record. (The process flow to process the data is not delivered.)

Related Documents

Infor Global HR Integration Guide


Feature Ability for Benefits to import taxable wages from payroll (customer update 6)

Description The Benefits Deduction Amount import allows configuration for:

Identification of the deduction code that has Taxable Wages. Used to create the wage history imported from payroll

The Benefit Hours Worked Last Run Date and Time to set the date and time that the process flow should start from when retrieving benefit hours worked.

Enter the Last Check Identifier number that the process flow should start from when retrieving deduction amounts from payroll.

Wage history tab is available on: Benefits > Reports > By Resources.

Note that the Benefits module must be enabled.

Related Documents


Feature Benefit deduction amount history saved from payroll import (customer update 6)

Description The information from the payroll import now saves by payroll date the deductions taken by Employee/Benefit Plan into a new business class: ContributionHistory. This will have the information for all benefits, including defined contributions and spending accounts.

This is information from the interface with HRM Payroll (PAYDEDUCTN).

Contribution history tab is available on: Benefits > Reports > By Resources.

The Top Heavy report now references Contribution History.

Related Documents


Feature Export of COBRA Participant Occurrence and COBRA Participant Benefits imports (customer update 12)

Description Export of COBRA Participant Occurrence and COBRA Participant Benefits are now available.

Related Documents



Changes to general interfaces

Feature All interfaces: Ability to update the status of interface records to “Processed”

Description The status of interface data that is in an "Unprocessed" or "Error" status can now be changed to "Processed" status for a selected organization and a specific interface. This feature can be useful for interface record maintenance because records must be in a status of "Processed" before they can be purged.

Related Documents

"Updating interface records to “Processed’ status" in the Infor Talent Management Interface Guide

Changes to application-specific interfaces

Feature LMS 9.1 to TM 11.0.0.x version requirements (customer update 4)

Description Talent Management 11.x and higher versions only support LMS 9.1 and higher integrations to accommodate the timestamp feature.

Related Documents

For more information about timestamp, see Error! Reference source not found..


Feature HRM interface: export identifies changed fields and HRM interface status (new)

Description The following export interface files are now created with an additional property that lists the names of fields that were changed for the transaction:

Employee

Job

Position

Supervisor

Dependent

The new HRMStatus property has been added to identify if changes are relevant for the HRM application interface, if used. When your system is upgraded, the current status in RecordStatus is set in the new HRMStatus field.

No action is required by the customer for these added properties.

Related Documents

"Other interface data topics" in the Infor Talent Management Interface Guide “Export file layouts” in the Infor Talent Management Interface Guide

Feature HR Management (HRM) interface: mapping error tab

Description When an HRM interface file is processed and transactions contain fields that do not have cross reference codes assigned automatically or mapped manually, then the transaction appears on the new Mapping Errors tab of the Interface Records screen. It also appears on the Not Processed tab. When the cross reference code is mapped correctly, the transaction will be removed automatically from the Mapping Errors tab without re-running the interface.

Related Documents

"Other interface data topics" in the Infor Talent Management Interface Guide

Feature Infor Certpoint Learning Management (LMS) interface: ability to identify employees for licenses

Description The interface of Talent Management and LMS now provides the ability to designate employees as active to identify which employees are eligible to use the allotted number of LMS licenses.

Related Documents



Feature Infor Certpoint Learning Management (LMS) interface: exports only relevant records (customer update 4)

Description The Infor Learning Management (LMS) interface enhancement for the user and level exports now marks export records relevant to the LMS system. Those records that are not relevant are not included in the export file.

The LMSStatus field on the EmployeeExport record has a new status option for Not Applicable.

Related Documents


Feature Infor Certpoint Learning Management (LMS) interface: interface files have timestamp to process multiple files (customer update 4)

Description The Learning Management (LMS) interface files (Levels.txt and Users.txt) generated by Talent Management now contain a time stamp in the file name so that all updates are available to LMS, not just the most recent update. The LMS Import Utility file (Files.xml) must be configured to use interface files with the following timestamp syntax:

users{yyyyMMddHHmmss}.txt

levels{yyyyMMddHHmmss}.txt

No setup in Talent Management is needed.

Related Documents

Learning Management User Import Utility Guide

Feature Infor Workforce Management (WFM) interface: employee export transfers changed fields

Description The employee interface (WFMEmployeeExport.lpd) that creates a CSV file containing Employee and WorkAssignment data now only transfers fields that have changed.

Related Documents



Data load changes

Benefits fields have been added to EmployeeImport and DependentImport files. There are no changes in the data load process.


Technical and administrative changes

Security changes

Feature New security role for LMS learning manager

Description New role when LMS is enabled, and is assigned the following security class access:

LearningManagerLMS_ST

Related Documents

Release Documents for Talent Management 11, TMDocs_11.0.x External zip file, available from the Talent Management Application download record on the Infor Product Download Center

Feature New security role for Absence Admin (base release)

Description The new AbsenceAdmin role is enabled, and has new security classes assigned.

ABMImportExport_ST

ABMProcessing_ST

ABMSetup_ST

ABMWebAppAccess_ST

Related Documents



Feature New security role for Benefit Administrator (base release)

Description The new BenefitAdministator role is enabled, and is assigned the following security class access:

BNAdmin_ST

BNSetupAdmin_ST

BNWebAppAccess_ST

Related Documents


Feature New security classes for Employee

Description The Employee role now has the following new security class access:

BNEmployee_ST

BNSetupInquiry_ST

Related Documents


Feature New search employee security role for Administrator (customer update 16)

Description The Administrator role now has the following new security class access to search for employees by employee ID:

SearchEmployeeID_ST

Related Documents


Changes to Infor Process Automation processes for Talent Management

For more information, see the Release Documents for TM 11.0 zip file, which you can download from the Talent Management Application download record on the Infor Product Download Center, or from the Documentation page on Infor Xtreme.


TMRequestActionsDelta_11.0.0.x.pdf, describes changes to the request actions and their associated processes. TMRequestActionForms_11.0.0.x.pdf describes all current (new and changed) request action forms and the processes attached to them).

Upgrades

Feature Upgrade/update programs

Description The following upgrade programs are delivered:

Path Description

Infor Talent Management 10.2.x. to Infor Talent Management 11.0.0

You must have applied all CUs and service packs.

For more information, see “Upgrade considerations – LTM 10.2.x to LTM 11.0.0” on page 95

IMPORTANT Before you start your upgrade, review “Pre-upgrade actions” on page 95 for the steps you might need to take before upgrading.

Related Documents

Infor Talent Management Suite Installation Guide


Upgrade considerations – LTM 10.2.x to LTM 11.0.0 This section contains update considerations for users who have Infor Talent Management 10.2.x. with all critical updates and service packs applied. Read through this information to find out what you may need to do either before or after you run the update to Infor Talent Management 11.0.0.

Note All post-upgrade actions in this section are scheduled actions that can be run immediately, or scheduled to run at a specific time. When you run the actions, you can view their progress under Start > My Actions.

Pre-upgrade actions

Try to complete all pending action requests before you upgrade.

Optional post-upgrade action: Import the default Service Flow Definition configuration

Note: You should run this action only if the default Service Flow Definition configuration was not previously imported into your system.

The upgrade script does not automatically import the default service flow configuration (PfiServiceFlowDefinition.exp file). If you want to link standard Process Server services to standard Process Server flows, you must manually import the PfiServiceFlowDefinition.exp file.

You can import this file any time after the upgrade is complete.

Type the following command:

dataimport -da prodline -f

LASRCDIR/prodline/wfdata/PfiServiceFlowDefinition.exp -ignoreerrors d

where:

LASRCDIR is either $LASRCDIR (Unix) or %LASRCDIR% (Windows).


Post-upgrade scripts – LTM 11.0.x to LTM 11.0.0.4 and higher

Access the post-upgrade actions in:

Administrator > Utilities > Post Upgrade Actions (TM 11.0.0.13 and above)

Administrator > Utilities > Data Maintenance > Post Upgrade Actions > Post TM 11.0.0 Updates. (before TM 11.0.0.13)

Applicable upgrade actions are listed on this screen.

No Action Needed When an action displays 'No Action Needed, then the action has already been run or it does not apply to your system’s data.

Update button When an Update button is displayed in the Action column, then data needs to be updated. Click the Update button to open the screen to run the action. When complete, data for all organizations will be updated

Module Benefits

Action Update Benefits Provider (valid for upgrades from customer update 2 to 3 only, removed customer update 12)

Description Run this action to add the field of Organization to all Benefits Providers.

Note: The option to run this update does not display if your system does not have Benefits data.

Can this action be rerun? Yes

Module Benefits

Action Update Enrollment Event Display Rules (removed customer update 12)

Description Run this action to merge confirmation and electronic signature rules.

Note: The option to run this update does not display if your system does not have Benefits data.



Module Benefits

Action Benefit Eligibility Upgrade (removed customer update 12)

Description Run this action to create eligibility records for all existing employee benefit records.

Note: The option to run this update does not display if your system does not have Benefits data. This upgrade script was removed with Talent Management 11.0.0 customer update 12.


Module Benefits

Description Upgrade employee benefit deductions (customer update 8) Upgrade employee benefit one time deductions (customer update 8)

Action Employee deductions and one time deductions were only maintained in the context of a benefit plan. This dependency needed to be removed so deduction and one time deductions can be added for an employee outside of benefits.

Two upgrade programs move data from the old business classes to the new business classes that hold employee and one time deductions. These updates apply to Talent Management 11 customer update 4 to customer update 8.

EmployeeDeduction business class has been created to replace EmployeeBenefitDeduction.

EmployeeOneTimeDeduction business class has been created to replace EmployeeBenefitOneTimeDeduction.

Note: If there is data to be upgraded, there will be an Update button. After the data is upgraded, the button is replaced by the text No Action Needed.



Module Global HR - Payroll

Action Update new field Default Amount on Related Pay Element file (for customer update 9)

Description Run this action to default the existing Pay Element amount to the new persistent field called Default Amount on the Related Pay Element file.

This update applies to Talent Management 11 customer update 4 to customer update 9.



Related documents


Module Goal Management

Action Results frequency for goal results (for customer update 15)

Description Run this action to implement the external results usability enhancement that allows users to select the results frequency, and only months corresponding to the frequency are available for goal results entry.

This update applies to Talent Management 11 customer update 15 and up.



Related documents

Goal Management User Guide


Module Goal Management

Action Create organizational and resource goal results (for customer update 15)

Description Run this action to implement the external results usability enhancement that creates organizational and resource goal results.

This update applies to Talent Management 11 customer update 15 and up.



Related documents

Goal Management User Guide


Post-upgrade scripts – LTM 10.2.x to LTM 11.0.0

Access the post-upgrade actions in:

Administrator > Utilities > Post Upgrade Actions (TM 11.0.0.13 and above)

Administrator > Utilities > Data Maintenance > Post Upgrade Actions > Post TM 11.0.0 Updates. (before TM 11.0.0.13)

Action Update Dependents

Description Run this action to populate the Benefit Eligible and Beneficiary flags for Dependents. For all active dependents, the action will identify them as Beneficiaries and identify Benefit Eligible status based upon the parameter value and the Dependent's Relationship Type.


Related documents


Action Upgrade Primary Resume

Description Run this action to run through all job applications that have one or more resumes and set the first resume to the Primary Resume.


Related documents


Action Rebuild Reporting Relationships

Description Run this action to run through all work assignments and build a flattened hierarchy for the employees’ reporting relationships.


Related documents



Action Rebuild Actor Org Unit Relationships

Description Run this action to run through all work assignments and build a flattened table of relationships between actor org units the work assignments.


Related documents


Optional post upgrade action: Update Pay Frequency field

The Update Pay Frequency action must be run for each organization that uses payment schedules and pay frequencies. This upgrade action should be run immediately after the upgrade is complete and before any further changes are made by users in Talent Management. Pay Frequency, First Pay Period Start Date, First Work Period Start Date, and Work Period Number Of Days have been added as new fields to the PaymentSchedule business class for use by Benefits Management, Time Entry, and Absence Management. Currently, the WorkAssignment, Position, and JobRequisition business classes already have a Pay Frequency field, along with a PaymentSchedule field. The Update Pay Frequency action can be used to update the new fields on existing Payment Schedules that are in use on WorkAssignment, Position, and JobRequisition records. This action can also identify and update the existing Pay Frequency field on WorkAssignment, Position and Job Requisition records where the Pay Frequency does not match the Pay Frequency being added to the Payment Schedule. New application rules require that the Pay Frequency on a Payment Schedule match the individual Pay Frequency field on a Work Assignment, Position or Job Requisition. You can select “List Records to Update” to view the non-matching records without updating data, or you can select “Update Records” to actually update the data. The Update Pay Frequency action is accessed via Administrator > Utilities >Data Maintenance.