HCM · Fusion · Intermediate
Implementing Global HR: From Enterprise Model to Live Workforce
Nineteen modules, nineteen labs, and three decisions you cannot undo
A practical implementation course for HCM functional consultants, HRIS analysts, HR operations staff inheriting an implementation, and client-side HR and payroll leads. Vendor documentation lists the setup tasks. This covers what is not written down: why global is hard, how to run a workforce structure design workshop with an HR director who thinks in org charts rather than objects, what breaks at scale, and — above all — the three decisions that are made in week two of a project by whoever is in the room and are permanent. Every module ends with a failure segment: the specific misconfigurations that surface too late, and how to diagnose them in order.
SAR 1,300
175 lessons · 1,979 min
What you will be able to do
- Translate a client legal and operating structure across countries into legal employers, legislative data groups, payroll statutory units and business units — and defend every choice
- Determine the correct number of legislative data groups for any client and explain why moving a worker between them is a migration, not a change
- Recommend job-based or position-based management, and configure position synchronization knowing exactly what it will make read-only
- Choose an employment model and defend it, including when to override it per legal employer
- Build the HCM security model from security profiles through data roles, and explain precisely why one user can or cannot see a given worker
- Reason about effective dating confidently, and know when update destroys history and correct is right
- Configure work schedules and calendar events so the right people get the right days off in the right countries
- Plan a workforce migration, load it, diagnose every rejection, and reconcile the counts
- Treat data protection as a configuration input rather than a compliance afterthought
- Implement Global HR across four countries from a client brief alone
What you should know first
- Basic HR process literacy — you have worked in or near an HR function
- No prior experience of this platform is assumed
- Access to a practice environment, or willingness to follow the screenshot guides
- That environment must contain no real employee data. If your employer offers you a copy of production, decline it or insist on a masked refresh.
What you will cover
1. Module 0 · Orientation
How the course works, how to get an environment to practise in, and where every later module sits in a real implementation timeline. Names the three modules that contain permanent decisions, so you know from the first hour what to take slowly.
- 1How this course works8 min
- 2Getting an environment10 min
- 3The HCM implementation lifecycle14 min
- 4Your setup checklist3 min
2. Module 1 · The HCM Landscape
The application family and how the modules depend on each other, what Global HR does and does not cover, and the person-to-assignment data model that everything later in the course attaches to.
- 1The HCM application family13 min
- 2What Global HR actually is11 min
- 3Offerings, functional areas and opt-in12 min
- 4Navigating: classic and Redwood12 min
- 5The data model you need in your headFree preview12 min
- 6Working on an HCM project9 min
- 7Lab: find the tasks, draw the model4 min
3. Module 2 · Security and Role Provisioning
The HCM security model, which is a different model from the finance one rather than a variation on it. Security profiles, data roles, areas of responsibility and provisioning rules — the workstream that gets scoped as a configuration task and turns out to take three weeks.
- 1Why HCM security is different11 min
- 2Security profiles: the six types14 min
- 3Building person security profiles15 min
- 4Organization, position and LDG profiles12 min
- 5HCM data roles13 min
- 6Areas of responsibility14 min
- 7User and role provisioning13 min
- 8Data protection by design10 min
- 9What breaksFree preview13 min
- 10Lab: build the security model for four countries6 min
4. Module 3 · Enterprise Structures and the Global Model
Separating a global organisation into its legal, management and functional structures — the distinction that determines whether the rest of the implementation survives the first reorganisation.
- 1Three structures, not one13 min
- 2The enterprise object10 min
- 3Modelling a global organisation15 min
- 4Guidelines for global enterprises12 min
- 5Geographies and the foundation layer12 min
- 6What breaks8 min
- 7Lab: model the enterprise, three ways5 min
5. Module 4 · Legal Entities, LDGs, PSUs, TRUs and Business Units
The first of three flagship modules, and the one containing the single most permanent decision in the course. Legislative data groups partition payroll data at the storage level: moving workers between them after go-live is a migration, not a change. The module argument, stated at the start and repeated at the end — spend longer designing this than building it.
- 1What we are building5 min
- 2The decisions you cannot undo12 min
- 3The object map13 min
- 4Legislative data groupsFree preview14 min
- 5Legal employers, PSUs and TRUs13 min
- 6Running the structure design workshop15 min
- 7Four worked country models12 min
- 8Legal jurisdictions and authorities9 min
- 9Creating legal entities12 min
- 10Designating legal employers, PSUs and TRUs12 min
- 11Creating legislative data groups8 min
- 12Business units14 min
- 13Reference data sets12 min
- 14Associating business units with legal employers8 min
- 15Deduction levels and calculation cards10 min
- 16Proving the structure works10 min
- 17What breaksFree preview14 min
- 18Lab briefing: the Northwind structure7 min
- 19Lab solution walkthrough22 min
6. Module 5 · Divisions, Departments, Locations and Trees
The management structure — the layer designed to change. Divisions, departments and their cost center associations, locations, unions and collective agreements, and the trees that connect them and need a new version every reorganisation.
- 1Divisions and when you need them9 min
- 2Departments and cost centers15 min
- 3Department classifications and reporting establishments11 min
- 4Locations12 min
- 5Disability organizations7 min
- 6Worker unions and collective agreements14 min
- 7HCM trees11 min
- 8Building and publishing trees12 min
- 9What breaks9 min
- 10Lab: build the management structure5 min
7. Module 6 · Jobs and Positions
The second flagship, and the second-biggest structural decision in the whole implementation. Do you manage people by job or by position? Switching after go-live means re-creating every assignment. Also covers position synchronization and precisely what it makes read-only — the client complaint you are pre-empting.
- 1The decision that shapes everythingFree preview14 min
- 2Jobs and job catalogue design12 min
- 3Job and position structures11 min
- 4Creating jobs10 min
- 5Positions: what they add12 min
- 6Creating positions13 min
- 7FTE, work hours and workday defaults11 min
- 8Position synchronization13 min
- 9Configuring position synchronization14 min
- 10Position hierarchies12 min
- 11Evaluation criteria and valid grades9 min
- 12Position approvals11 min
- 13Loading workforce structures by spreadsheet10 min
- 14What breaks14 min
- 15Lab briefing: one model, or two?6 min
8. Module 7 · Grades, Grade Rates and Grade Ladders
Building a grade structure with rates and progression, and connecting it to jobs, positions and assignments. Rates are held per legislative data group, which is where the Module 4 decision starts showing its running cost.
- 1Grades, steps and the design question12 min
- 2Creating grades and grade steps11 min
- 3Grade rates11 min
- 4Grade ladders and progression12 min
- 5Grades in assignments and positions8 min
- 6What breaks6 min
- 7Lab: grades, rates and a date-effective increase4 min
9. Module 8 · Enterprise Structures Configurator
The accelerator, taught deliberately after the manual build. What it creates, how to roll it back, and exactly where it stops helping — because when a load half succeeds you are troubleshooting objects you have never built by hand.
- 1Why we built it manually first8 min
- 2The configurator flow14 min
- 3Creating legal entities and business units in ESC13 min
- 4Reference data sets in ESC8 min
- 5Reviewing, loading and rolling back11 min
- 6What breaks6 min
- 7Lab: build it fast, then find the gaps4 min
10. Module 9 · Person
Where the course stops being about structures and starts being about people. Two consequences: the data is now personal data, so every decision carries a protection dimension; and effective dating stops being a background feature and becomes the dominant mechanic in every remaining lesson.
- 1The person record and effective datingFree preview13 min
- 2Person number generation10 min
- 3Person types14 min
- 4Name styles and formats13 min
- 5National identifiers and addresses12 min
- 6Demographic information and lookups12 min
- 7Person search and keywords13 min
- 8Photos, duplicates and record synchronization12 min
- 9Batch loading workers14 min
- 10What breaks12 min
- 11Lab: configure the person record and load 200 workers5 min
11. Module 10 · The Employment Model and Assignments
The third flagship. The employment model is set at enterprise level with a legal employer override, and changing it once work relationships exist is a data migration with statutory consequences for service dates — not a configuration change. Treat it as irreversible.
- 1Work relationships and assignments13 min
- 2The employment model options15 min
- 3Choosing the modelFree preview14 min
- 4Setting the model9 min
- 5Creating work relationships12 min
- 6Assignment attributes13 min
- 7Multiple assignments in practice12 min
- 8Assignment statuses10 min
- 9People groups and default expense account9 min
- 10Areas of responsibility revisited10 min
- 11What breaks14 min
- 12Lab briefing: relationships, concurrency and long-term leave6 min
12. Module 11 · The Action Framework, Employment Flows and Terminations
The actions and reasons behind every employment transaction, the approvals that route them, and terminations — including reversing them. Action reasons are an analytics asset: the difference between a turnover report that informs strategy and one that does not.
- 1The action framework13 min
- 2Configuring actions and action reasons13 min
- 3Guided flows and Transaction Design Studio preview12 min
- 4Approvals for employment transactions14 min
- 5Hire, promote, transfer14 min
- 6Terminations16 min
- 7Reversing and correcting employment errors11 min
- 8Checking employment data issues9 min
- 9What breaks12 min
- 10Lab: run the employment lifecycle end to end5 min
13. Module 12 · Seniority Dates
The calculation that entitlements depend on and that nobody notices until it is wrong. Seniority dates that survive transfers, breaks in service, part-time periods and rehires — and the reason it is usually got wrong is that it gets configured at the end of the project by someone who was not in the entitlement discussions.
- 1What seniority dates are for11 min
- 2Attributes, levels and versions12 min
- 3Configuring seniority rules14 min
- 4Common rule configurations12 min
- 5Fast formulas and overrides11 min
- 6Migration and what breaks10 min
- 7Lab: three attributes, three entitlements4 min
14. Module 13 · Document Records
The module where data protection stops being theory. Document content is unstructured and frequently highly sensitive, so a misconfigured document type is not a usability problem — it is a data protection incident.
- 1Document records and why access matters most11 min
- 2Document types and categories13 min
- 3Controlling access14 min
- 4Flexfields and contextual attributes12 min
- 5Generating letters11 min
- 6Retention, archiving and purging11 min
- 7What breaks8 min
- 8Lab: eight document types and an access matrix4 min
15. Module 14 · Workforce Records and Schedules
Work schedules and calendar events look like minor setup and are actually the input to every duration calculation in the system. Absence deducting the wrong number of days is one of the most visible errors an HR system can produce, because every employee checks their own leave balance.
- 1Why schedules matter more than they look10 min
- 2Work schedule types12 min
- 3Building and assigning work schedules15 min
- 4Calendar events and the geographic hierarchy12 min
- 5Configuring calendar events14 min
- 6Activity centers and workforce scheduling12 min
- 7Directory and organization chart9 min
- 8What breaks10 min
- 9Lab: four working weeks, three years of holidays5 min
16. Module 15 · Configuration Options and Design Studio
Extending and simplifying the application without customising it. Everything here is upgrade-safe; almost anything outside it is not. Includes the page design tooling that turns a sixty-field form into a six-field one — the highest-return usability work available to you.
- 1Extend, do not customize10 min
- 2Lookups11 min
- 3Descriptive flexfields14 min
- 4Extensible flexfields12 min
- 5Value sets and flexfield parameters13 min
- 6Profile options10 min
- 7Transaction Design Studio15 min
- 8What breaks9 min
- 9Lab: extend it, then prove the register5 min
17. Module 16 · HCM Data Loader and Data Migration
The module that determines whether go-live happens on time. Planning a workforce migration, loading it, diagnosing every rejection, and reconciling the counts — with a scope argument that is as much about lawful basis as about cost.
- 1Migration strategy: what to bringFree preview14 min
- 2The loading toolset11 min
- 3File structure and business objects13 min
- 4Your first load14 min
- 5The workforce structures load sequenceFree preview13 min
- 6Loading workers15 min
- 7Spreadsheet Data Loader12 min
- 8Diagnosing failures13 min
- 9Reconciliation and cutover12 min
- 10What breaks13 min
- 11Lab: migrate the workforce and reconcile it5 min
18. Module 17 · Connections, Help Desk and Integration
The remaining Global HR features, and which integration pattern fits which downstream consumer of workforce data. Every integration exports personal data, so each one needs a documented purpose, a defined data set and a security review.
- 1Connections10 min
- 2HR Help Desk configuration11 min
- 3Publishing person and assignment changes12 min
- 4Integration patterns for workforce data9 min
- 5What breaks6 min
- 6Lab: design the joiner-mover-leaver integrations3 min
19. Module 18 · Global Implementation Capstone
Four countries, six legal entities, 2,900 workers and a brief that is deliberately incomplete. No walkthroughs — the closest thing in the course to the actual job. Half the marks are for thinking rather than clicking: 35% on design justification and 15% on the three permanent decisions.
- 1How the capstone works9 min
- 2The client brief18 min
- 3Building your project plan13 min
- 4Submission and grading7 min
- 5Solution walkthrough55 min
- 6Common submission mistakes18 min