St. Lucia Government – HCM Demo Library

INFOR CloudSuite Human Capital Management

St. Lucia Government –  HCM  Demo Library

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Intro & Kick Off

Unique CloudSuite HCM features support the Public Sector’s administration of Online Talent Acquisition, Onboarding, Coaching, Compensation, Competencies & Roles, Development Planning, Goals Management, Learning Management, Performance Management, Succession Planning, Benefits, Health & Safety, Absence Management, Employee Self-Service and Payroll History.

A complete end-to-end Cloud solution to digitally address your organizational requirements, fully-supported by Cloud Reporting & Analytics, Workflow, and integration to SmartStream Payroll and beyond.

Introduction 0:11-6:22

Overview of agenda 8:00-10:14

Intro to CloudSuite HCM 10:42- 16:37


Talent Acquisition

Talent Acquisition is an Infor Talent Management application that manages the external and internal recruitment process from the time a requisition for a position is created to the point when a candidate is hired and processed through onboarding.

It includes defining, managing, and approving staffing requisitions, posting job openings to multiple job boards, matching candidates to jobs, and coordinating the screening, interviewing, offer, pre-boarding (optional), onboarding, and hiring processes.

Recruiting 16:58 – 21:08

Applying 21:09 – 28:13

Requisitions 28:25 – 34:10

Hiring 34:11 – 40:49

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Transition Management

Transition Management is used to move candidates and resources through preboarding, onboarding, and crossboarding processes. Transition Management uses the candidate record in Talent Acquisition for pre-boarding activities and the resource record in CSHCM for onboarding, crossboarding, and offboarding activities.

Transitioning is the process of moving candidates or resources through their employment lifecycles. Transitions can occur at various times during an employment lifecycle. For example,

  • when a job offer is accepted

  • when the candidate is hired

  • when a resource is promoted, transferred, rehired, or terminated

Transitions are processed within the Transition Management module, which can be set up to transition candidates and resources through any employment lifecycle event. Transitions occur within the application in transition programs. A transition program is a group of tasks. Each of these tasks is assigned to either the candidate, a resource, or to another person in the organization who is responsible for transition tasks.

Onboarding 41:20 – 46:23

Employee Self-Service

Mobile HCM is a cross-suite solution of HCM capabilities that are optimized for the mobile environment.  This application will provide end users access to HCM functionality through a mobile device. This functionality is accessible in the Infor Go application. Infor Go acts as a portal for all users’ Infor Mobility needs.

The Mobile HCM application can be used by managers and employees to access important information and actions from their mobile device.

For example, time off, paychecks, and employee recognition. Each topic and its related actions are contained within a tile.  The application is enabled and configured by an administrator and can be made available to both managers and employees in a multi-tenant cloud environment. During configuration, the administrator can select the tiles that are displayed to users.

Mobile Overview 47:59 – 50:46

Employee Profile 50:47 –  52:25

Paycheck 53:39 – 54:05

Case Management 54:10 – 56:07

Submit, track, and respond to HR-related inquiries with Infor® Case Management—modernized, self-service HR service delivery software.

Deployed as part of the Infor Global HR system of record, employees, managers, and HR can create and manage cases—and resolve the majority of routine inquiries—without leaving the application.

Rave  56:10 – 57:34

Time off  57:35 – 58:45

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Manager Self- Service

Time off and LOA 1:01:50 – 1:05:02

Quick actions 1:05:04 – 1:06:22

Staff Access 1:06:23 – 1:09:15

Employee Relations 

Employee Relations is used to track an organization’s interactions with employees so that these interactions may be handled in a consistent and fair manner. Organizations can configure Employee Relations to develop rules, regulations, standards, guidelines, or processes around coaching, discipline, and grievances.

The Employee Relations components that are used during employee and manager interactions are notes, coaching, discipline, and grievances.

  • Notes can be added by an employee, manager, or generalist. Notes are used to record information about an incident.

  • Coaching is a meeting between an employee and a manager to discuss a performance or development issue.

  • Discipline is the formal process used for employee behavior that requires corrective action. Employee Relations provides the manager with a tool to prepare for and document a discipline that is issued to an employee.

  • A grievance is an employee complaint. The complaint can be in response to a discipline, or some other work-related issue, such as a hostile work environment or pay dispute. A grievance is created by the generalist.

1:09:16 – 01:11:46

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Health & Safety  

Infor Global HR can help you create and track job-related or occupational-health requirements. For example, influenza shots, tuberculosis (TB) vaccinations, and hepatitis testing.

These requirements are recorded and maintained at the resource level.

Requirements can be mass-assigned to everyone with a specified job or position. Use scheduling and notifications to streamline the process. You can:

  • Track test and procedure components

  • Mass-assign components

  • Assign components to an individual resource

  • Send email and notifications

  • Create and track appointments

  • Track due dates and expiration dates

  • View status

  • View past correspondence to resources

1:11:47 –  1:13:55

Learning & Development 

Development Planning is an Infor Talent Management application that manages the development activities of an organization.

For organizations that must track development budgets and actual costs of development activities, the Development Planning solution provides a tight integration between budgets, activities requested against the budgets, and estimated and actual costs. This lets the learning manager plan and track resource development activities and their associated costs and report on them. For those organizations in countries with very specific legal requirements regarding employee development, this solution provides organizations with the controls to ensure that they are in compliance.

Development Planning provides these options:

  • You can set your organization rules to not use learning budgets. This lets you streamline activity assignment and registration processes significantly.

  • You can set your organization rules to always use learning budgets. This requires you to follow more complex processes for activity assignment and registration, but also gives you tight control of the process and the ability to monitor costs and meet reporting requirements.

1:13:58 –  1:16:08

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Performance & Appraisals  

The Performance Management application consists of the following features:

  • Configurable performance appraisal forms that are tailored to specific employee characteristics, including:

    • An unlimited number of Forms, with unlimited Sections

    • Ability to incorporate resources’ goals and future goals

    • Ability to determine the information that is displayed about the other raters on the resource or manager appraisal form.

    • Ability to configure the resource information that is displayed on the appraisal form.

    • Ability to assign different weights to the various sections within an appraisal form.

    • Ability to configure which appraisals are included in the consolidated report for a resource.

    • Ability to allow managers to generate appraisal forms for their direct reports.

  • Configurable scheduling and processing of appraisal forms.

  • Other features include:

    • The ability to define the rating scales and other response types to be used to respond to user-defined criteria.

    • The ability for both the resource and manager to generate a consolidated performance evaluation report.

    • Automatic routing of other rater requests

    • Automatic creation of other rater appraisal forms

    • The ability to integrate a third-party system score into the appraisal and have the score included in the overall calculations.

    • The ability for both managers and employees to keep running notes on performance-related events through the review period.

    • The ability for managers to attach documents to a resource appraisal.

    • An appraisal dashboard for managers

 1:16:10 – 1:20:38

Structure, Jobs & Positions 

A manager structure is a tree-like hierarchy of manager roles.

In CSHCM, the manager structure represents the direct reporting relationships within the organization.

These relationships can correspond directly to the organizational structure or they can differ. The manager structure is role-based, so the structure does not have to be tied to specific resources.

  1:21:45 – 1:31:56

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Succession Management is an application in Infor Talent Management that shares a common competency and skill infrastructure with other applications.

The goal is to assist organizations in the management of talent. Succession Management includes both position-based succession management and high potential individual-focused talent management.

Succession Management uses a single flexible competency hierarchy, which uses industry-leading and customer-defined competency models to support all talent management processes.

Succession Management provides this functionality::

  • create career paths for jobs in your organization

  • create talent profiles for resources

  • identify key and critical positions

  • add succession-related data to resources, including potential ratings, retention risk, and key strengths and weaknesses

  • create and monitor a succession pool for your key or critical positions

  • create and monitor talent pools

  • calculate bench strength for succession pools and talent pools

  1:32:29 – 1:37:48


Compensation Management provides a total compensation process that includes:

  • Compensation planning and administration:

    • Modeling and calculating of merit and promotional pools (in form of salary, bonuses, and/or equity)

    • Automating market adjustments to salaries of resources associated with salary structures

    • Automating of the awarding and approval process

    • Automatic updating of employees’ pay rates and lump-sum payments.

  • Support for incentive compensation including:

    • Linking organizational goals and strategies to individual pay for performance

    • Incentive compensation based on both external and internal measurements

    • Multiple pay frequencies and currencies assigned to different pay components

    • Support for complex salary structures, including Quartile, Quintile, and Geographic differentials

  • Rate Progression rules for step and grade schedules, including rules based on:

    • Length of time

    • Performance rating

    • Hours threshold

    • Waiting period rules

  • Rules-based compensation management with effective dating, cap, and threshold setting.

  • Collection of compensation dato for market survey providers

  • Integration with Performance Management

  • Infor Process Automation (IPA) workflow

    • Enables Processes to route Request for Approval

1:37:49 –  1:42:12


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Integration to Payroll 

Integration between SmartStream Payroll and CloudSuite HCM for customers with both Infor applications. 

CloudSuite HCM normally becomes the system of record for employee data.    

  1. SmartStream Payroll processes the Employee Payroll Payments 

  1. Passes Employee Payment information back to CloudSuite HCM’s Employee Self-Service 

  1. Generates the Journal output to CloudSuite Ledger 

Each integration point will be configured per client specifications: 

  • Merge employee data maintenance from CSHCM to the SmartStream databases, inclusive of available absence hours 

  • Integrate a Payroll Payslip file to CSHCM following SmartStream processing, allowing the ability to display Employee Payslips on CSHCM through the Employee Self-Service 

  • Optionally, merge employee data updates from SmartStream Payroll to the CSHCM data business classes, inclusive of absence taken hours and updated year-to-date information.


1:42:13 – 1:43:32



Human Capital Management Analytics (HCM) Analytics is the content provided through Infor’s Birst Cloud BI suite delivered with the application. 

This can be used to collect data from Infor Global Human Resources (GHR) and Talent Acquisition (TA), and optionally augmented by other data sources 

 HCM Analytics can be used to capture data to measure activities, monitor trends, and evaluate processes. This data can be used to make better business decisions and business process improvements.  

HCM Analytics is powered by Infor Birst, an Infor Company. One of the key features of the Infor Birst embedded platform includes Dashboards. Dashboards provide a self-service and convenient interface for business users of all types. You can use Dashboards to see important trends in your processes. You can see transactions from a summary level and break it into details. 

Infor’s Birst is integrated with the delivered Data Lake, a component of Infor Operating Services (Infor OS). Infor Data Lake provides the flexibility and agility to deliver robust cloud analytics. 

1:43:33 –  1:48:38


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