Job setup options
Before you can define jobs, you must define the framework that your organization uses to describe jobs or positions. You must also define their relationship to other areas of Infor HR Talent. This framework is established at the organization level and applies to all organizational units under it.
You define this structure for jobs and positions:
- Field default rules. These determine which attributes of a job are carried
over into the position, requisition or work assignment. For example, if a job is salaried,
you may apply that attribute automatically to requisitions and work assignments that involve
that job.
See Job field default rules .
- Country-specific attributes. If your organization is required by a country's laws or regulations to track specific information about jobs, you can define country-specific attributes. For example, in Canada, jobs are assigned a National Occupational Classification (NOC) code.
- Job levels. To group your organization's jobs by rank, you can set up the ranks that can be selected on the job record. For example, CFO, Chief Accountant, Senior Accountant, and so on.
- Job families. To group jobs in families, you must set it up. For example, Legal, Administrative, Financial.
- Job categories and subcategories. If your organization uses Talent Acquisition, you should set up job categories, and possibly
subcategories. Typically, the HR administrator and the Talent Acquisition recruiter administrator are involved in defining job categories.
Job categories are used on job boards to classify job openings.
See Job components.
- Organization rules. When you define your organization, you can automatically create positions from jobs. This drives the synchronization behavior when a job is added.