Global Process Overview (Week 2)

Interview Scheduling is not part of HR Data Transactions because it does not involve maintaining employee data or job profile details. Interview scheduling is typically handled by the recruitment team or hiring managers and is not directly related to HR data management. HR Data Transactions mainly focus on activities such as processing new hires, updating business titles, managing delegation, and processing employment verifications, which are all related to maintaining and updating employee data and job profiles.

Manage Relocation is not within the Talent Acquisition Process. The Talent Acquisition Process primarily focuses on activities related to sourcing, screening, and selecting candidates for job positions within an organization. Manage Relocation, on the other hand, involves handling the logistics and administrative tasks associated with relocating a candidate to a new location. While it may be a part of the overall recruitment and onboarding process, it is not specifically related to acquiring talent for a job position.

The statement "All time-offs filed in Workday are paid" is false. Workday allows employees to file various types of time-offs, including both paid and unpaid options. Therefore, not all time-offs filed in Workday are paid.

The Talent Acquisition Coordination Representative is responsible for coordinating the interview scheduling activities in Workday. They work closely with the hiring managers and HR business partners to ensure that all interviews are scheduled efficiently and that all parties involved are informed of the interview details. This role plays a crucial part in the recruitment process by ensuring that the interview process runs smoothly and that candidates are scheduled for interviews in a timely manner.

The form required to manage position evaluation is GO-400.

EASENET is not utilized when posting a job requisition.

The correct answer is Recruiting. The question asks for the sub-process that is not among the three sub-processes of HR Administration. The three sub-processes mentioned are Organizational Relationship, HR Data Transaction, and Separations. Recruiting is not included in these three sub-processes, making it the correct answer.

Pre-hires will have access to an onboarding module in Workday before their actual start date to complete necessary pre-boarding activities. This means that they can begin the onboarding process and complete any required tasks before their official start date, allowing for a smoother transition into the organization.

When an international assignee resigns, it is common practice for the employee to be repatriated to their home country first. This allows the employee to return to familiar surroundings and facilitates the transition back into their home country. After repatriation, the separation process is typically handled by the HR department in the employee's home country. Therefore, the statement that the employee will be repatriated to the home country first, and then the home country HR processes the separation is true.

The activities listed in the question are all related to expatriate administration and relocation, except for the "Review of International Assignee's Housing Specifics." This activity does not involve the actual management of the relocation process or the initiation or repatriation of international assignments. Instead, it focuses specifically on reviewing the housing details of international assignees, which may include aspects such as housing allowances, lease agreements, or housing quality.

In order to effectively manage expatriate employees, it is necessary to maintain data for accompanying family members in the system. This information can include details such as their names, ages, and any specific needs or requirements they may have. By having this data readily available, organizations can ensure that they are able to provide necessary support and assistance to both the expatriate employees and their families throughout their assignment.

Business HR is responsible for initiating the creation of a new organizational structure or making changes to an existing one. This role is typically involved in strategic planning and decision-making related to the organization's structure and staffing needs. They have a deep understanding of the business objectives and work closely with senior management to design an effective organizational structure that aligns with the company's goals and objectives. The Business HR team also collaborates with other key stakeholders, such as HR Data Management Specialists, Supervisors, and Total Remuneration Specialists, to gather relevant data and ensure the smooth implementation of the new structure.

The given attributes describe various aspects of time-off. The expected return date being known right away means that the employee knows when they will be back to work. It not affecting service dates implies that the time-off does not disrupt or delay any important tasks or services. No return process needed suggests that there are no specific procedures or paperwork required when the employee returns from time-off. However, the attribute that does not fit with the others is "Supervisor approval is not required." This means that for this particular type of time-off, the supervisor's approval is not necessary.

The position owner cannot initiate an international assignment because they are responsible for managing the specific position and its requirements within the organization. Initiating an international assignment involves making decisions and arrangements related to sending an employee to work in a different country, which falls under the purview of HR or the supervisor. The position owner's role is more focused on the day-to-day responsibilities and performance of the position, rather than managing international assignments.

The statement is never false because it clearly states that Total Remuneration includes activities associated with managing compensation for employees. This means that any activities related to managing compensation, such as calculating salaries, bonuses, benefits, etc., are included in Total Remuneration. However, it specifically mentions that it does not include pay determination. Therefore, as long as the statement is true in stating what is included and what is not included in Total Remuneration, it can never be false.

Business HR is not responsible for time-for-pay requests. The other three options, Employee, Supervisor, and HRSS Data Management Processing, are all involved in the process of requesting and managing time-for-pay. Business HR typically handles other HR-related tasks such as employee relations, talent management, and strategic planning.

The given statement suggests that one-time payments are referred to as allowances in some countries and therefore, they are included in the compensation package. However, this statement is false because one-time payments are not typically included in the compensation package. Allowances are usually recurring payments made to employees to cover specific expenses, while one-time payments are separate from the regular compensation and are usually given on special occasions or for specific reasons.

The sending supervisor initiates the process of employee movement when promoting an employee. This means that the supervisor who is responsible for the employee's current position is the one who starts the process of moving the employee to a new role or position within the company. They would typically communicate the promotion to the relevant HR personnel and provide the necessary information and documentation for the employee's transfer.

Statutory leaves require Supervisor+1 approval. This means that when filing a Leave of Absence, the approval of the immediate supervisor and one level higher is required for statutory leaves. This suggests that for other types of leaves, only the approval of the immediate supervisor may be sufficient.

Change benefits are initiated by in-country HR. This means that the responsibility for initiating changes to employee benefits lies with the HR department in the respective country.

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