LTM - GHR STUDY GUIDE WITH
COMPLETE SOLUTION
Describe the purpose and benefits of Lawson Talent Management - ANSWER
The Lawson Talent Management Suite is an integrated suite of products that
provides the tools to manage human resources from recruiting to hiring,
salary awarding and performance assessment
Global HR - ANSWER This is the core application of the LTM Suite. It is
required if your organization is going to use any of the other applications
including the LTM Suite. Global HR is where you set up your organization and
resource data. All of the other applications make use of the data defined in
Global HR.With the latest release, this is no longer required to be the system
of record but I think it is still the recommended solution.
Talent Acquisition - ANSWER This optional application 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, coordinating the assessment, interviewing, and hiring
process, and onboarding new hires.
Compensation Management - ANSWER This optional application provides a
,comprehensive solution for managing salary planning and administration. It
allows customers to align compensation programs with corporate objectives.
Compensation Management also supports variable pay, complex salary
structures, and rate progression rules and it offers employees visibility into
their total rewards.
Goal Management - ANSWER This application is closely integrated with
Performance Management, Compensation Management and Learning and
Development. It is used to set up goal components and to define strategic
(organizational) goals for organization units that resource goals can be
aligned to. Goals can be incorporated in resource performance reviews and
associated with development activities. Goal Management also supports
bonus objectives used in Compensation Management.
Performance Management - ANSWER This optional application combines
performance assessment, data collection, and ongoing goal management. It
is used for workforce planning, succession management, expanded learning
and development, and total reward management.
Learning and Development - ANSWER This optional application manages the
development activities for the resources in an organization, it provides
automated tools to align organization and personal development goals with
development activities; to prepare and implement the organization's
development plans and budgets; to maintain centralized information on
development activity providers, contracts, and instructors; to build a catalog
,of available development activities sessions; and to manage session
registrations.
Describe the SaaS model and how it is different from on-premise
implementation. - ANSWER Software as a Service or Software on Demand. It
is Software that is deployed over the internet. With SaaS, a provider licenses
as application to customers as a service on demand, through a subscription
or a "pay-as-you-go" model. SaaS vendors develop, host, and operate
software for customer use rather than install software on site. Customers
access the application over the Internet. The SaaS vendor may run all or part
of the application on their hardware, or may download executable code to
client machines as needed.
Describe the different client roles that have their own space in TM, including
what is unique about each space and how they have been tailored to the user
- ANSWER Admin - Access to the entire HCM project, except for the
AuditCreate and AuditUpdate actions. The administrator can be a superuswer
who has access to the entire Lawson Talent Management Suite or an HR
administrator who has access only to Global HR setup..
Anonymous - Anonymous user of web applications; can view limited
information without logging in. I.e candidates or contingent employees
, CompensationAnalyst - Compensation analyst who reviews and updates
compensation information for employee, such as analyzing wages,
developing pay scales, and creating salary and variable pay structures. The
compensation analyst sets up the compensation programs in Compensation
Management, determines who is eligible, what pool of money will be eligible
for pay raises, and so on.-I think they get access to Jobs / Positions for
maintenance and creation.out of the box.
CompensationBudgetOwner - Use for managers that need the Manager to
Manager Budget transfers action in the Salary Planning process.
Contingent - A contingent worker who may be a temporary or contract
employee, but not a permanent resourceCould be given to new hires to give
them limited access until their official employment begins.in order to update
additional information
COMPLETE SOLUTION
Describe the purpose and benefits of Lawson Talent Management - ANSWER
The Lawson Talent Management Suite is an integrated suite of products that
provides the tools to manage human resources from recruiting to hiring,
salary awarding and performance assessment
Global HR - ANSWER This is the core application of the LTM Suite. It is
required if your organization is going to use any of the other applications
including the LTM Suite. Global HR is where you set up your organization and
resource data. All of the other applications make use of the data defined in
Global HR.With the latest release, this is no longer required to be the system
of record but I think it is still the recommended solution.
Talent Acquisition - ANSWER This optional application 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, coordinating the assessment, interviewing, and hiring
process, and onboarding new hires.
Compensation Management - ANSWER This optional application provides a
,comprehensive solution for managing salary planning and administration. It
allows customers to align compensation programs with corporate objectives.
Compensation Management also supports variable pay, complex salary
structures, and rate progression rules and it offers employees visibility into
their total rewards.
Goal Management - ANSWER This application is closely integrated with
Performance Management, Compensation Management and Learning and
Development. It is used to set up goal components and to define strategic
(organizational) goals for organization units that resource goals can be
aligned to. Goals can be incorporated in resource performance reviews and
associated with development activities. Goal Management also supports
bonus objectives used in Compensation Management.
Performance Management - ANSWER This optional application combines
performance assessment, data collection, and ongoing goal management. It
is used for workforce planning, succession management, expanded learning
and development, and total reward management.
Learning and Development - ANSWER This optional application manages the
development activities for the resources in an organization, it provides
automated tools to align organization and personal development goals with
development activities; to prepare and implement the organization's
development plans and budgets; to maintain centralized information on
development activity providers, contracts, and instructors; to build a catalog
,of available development activities sessions; and to manage session
registrations.
Describe the SaaS model and how it is different from on-premise
implementation. - ANSWER Software as a Service or Software on Demand. It
is Software that is deployed over the internet. With SaaS, a provider licenses
as application to customers as a service on demand, through a subscription
or a "pay-as-you-go" model. SaaS vendors develop, host, and operate
software for customer use rather than install software on site. Customers
access the application over the Internet. The SaaS vendor may run all or part
of the application on their hardware, or may download executable code to
client machines as needed.
Describe the different client roles that have their own space in TM, including
what is unique about each space and how they have been tailored to the user
- ANSWER Admin - Access to the entire HCM project, except for the
AuditCreate and AuditUpdate actions. The administrator can be a superuswer
who has access to the entire Lawson Talent Management Suite or an HR
administrator who has access only to Global HR setup..
Anonymous - Anonymous user of web applications; can view limited
information without logging in. I.e candidates or contingent employees
, CompensationAnalyst - Compensation analyst who reviews and updates
compensation information for employee, such as analyzing wages,
developing pay scales, and creating salary and variable pay structures. The
compensation analyst sets up the compensation programs in Compensation
Management, determines who is eligible, what pool of money will be eligible
for pay raises, and so on.-I think they get access to Jobs / Positions for
maintenance and creation.out of the box.
CompensationBudgetOwner - Use for managers that need the Manager to
Manager Budget transfers action in the Salary Planning process.
Contingent - A contingent worker who may be a temporary or contract
employee, but not a permanent resourceCould be given to new hires to give
them limited access until their official employment begins.in order to update
additional information
