​​Luma Phase 2: Human Capital Management & Payroll Module Implementation

Luma Payroll Module: 

  • Global HR: Valid HR data elements, control data and structure. Employee profile data and details to support payroll activities. Employee compensation details.
  • Benefits: Benefits elections and waivers. Benefits deduction amounts for employees. Benefits contributions by the State.
  • Workforce Management: Approved time and leave details for payroll processing.
  • Global Ledger & Project Ledger: Chart of account elements, values and structures. ​

Luma Human Capital Management:

  • Global HR​​: This is Infor's HR foundation that contains State's organizational structure, reporting and supervisory structure, jobs/roles/positions, work assignments, etc. 

  • Absence Management: Infor Absence Management automates leave planning, administration, and compensation for your entire organization. Absence Management combines employee and manager self-service absence management functionality to help you track and analyze consolidated absence and leave accrual information.

  • Benefits: Infor Benefits provides complete automation of enrollment, payroll deductions, plan updates, and regulatory reporting for employees, retirees, and Cobra participants. Benefits automate your benefits programs no matter the size of your organization or how complex your plans. Benefits provide the automation that makes plan administration and enrollment an easy and efficient process. 

  • Occupational Health: This allows you to create and track Job or Occupational Health-related requirements such as Influenza shots, TB vaccinations, and Hepatitis testing. These requirements are recorded and maintained at the Employee level but can be assigned by Job or Position or by travel requirements. The State can mass-assign health-related requirements and use scheduling and notifications to streamline the process. 

  • Safety Management: Provides process-driven solutions for gathering incident data, tracking incident-related followups, performing notifications, incident reporting, and incident data analysis. 

  • Employee Relations: Tracks 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. 

  • Talent Acquisition: Infor Talent Acquisition arms hiring managers, recruiters, and others involved in recruitment activities to strategically acquire top-quality talent. Use the tool to define the State’s workforce needs, tap into appropriate job candidate sources, efficiently communicate offers and contracts, and effectively manage data about current and potential talent. Talent Acquisition will help the organization reduce the average time to fill a vacancy, through automation will help free up HR resources to focus on more strategic initiatives, and enables the State to beat the competition to the best and the brightest talent.  

  • Development Planning: Infor Development Planning enables the design of developmental plans, learning activities, and other initiatives designed to maximize employees’ performance in their current role – as well as prepare them as the State’s future leaders.

  • Goal Management: Infor Goal Management helps align employee goals with business objectives. Cascade critical business mission/imperatives and goals down through the organization so everyone – from top executives to individual employees – can see how their goals affect overall organizational success.

  • Performance Management: Infor Performance Management manages a collaborative process that helps you evaluate and measure employee performance, retain top performers, and reduce attrition and flight risk. It allows you to track and complete unlimited numbers of 360-degree employee and group reviews quickly, and in a cost-effective manner.

  • Compensation Management: Infor Compensation Management enables the State to align employee performance and development achievements with compensation planning to maintain competitive pay levels while managing payroll costs, manage total compensation, including pay-for-performance, compensation planning, and awarding. 

  • Succession Management: Infor Succession Management enables the State to create plans for filling both expected and ​unexpected vacancies, allowing you to develop succession pools for critical positions or competencies to the State.