Workers (Employees and Contractors)

  • Workers, which includes, employees and contractors, are shared across the enterprise.
    • Basic worker information and worker competencies are shared across companies.
    • Employment, absences, compensation and payroll data are specific to a company.
  • The primary relationship between a worker and the company is defined through employment.  Employment history is retained for each worker.
  • Injuries and illnesses can be tracked for workers with ability to print OSHA preparation reports.
  • Past absences can be recorded for a worker, and future absences can be requested for a worker, which can be approved or rejected. 
  • Drug and medical tests can be recorded.
  • Education, skills, certificates, courses, and work experiences can be recorded.
  • Skill-mapping profiles can be set up and used to find workers with a set of skills.
  • Loaned equipment can be tracked.
  • Transitions for workers changing positions is recorded.  In addition, personnel actions can be used for workers as they are hired, transferred/promoted, and terminated, with an option of workflow approvals.

Organization Setup

  • Departments, Teams, Jobs, and Positions are shared throughout the enterprise eliminating duplicate data entry.
    • Departments are operating units that represent categories or functional areas of an organization.
    • Jobs are a collection of tasks and responsibilities. 
    • Positions are a specific instance of a job that can be occupied by employees and assigned to organizational units.  Positions can be assigned to departments.
  • Workers are organized based on their positions within departments and jobs. 
  • Positions and organization structures (hierarchical, matrix, and team-based) are retained over time to get an accurate picture of historical, current and future changes.
  • Personnel actions can be used to track new positions and modifications to positions with an option of workflow approvals, and also an option to track budget/cost information.
  • The human resource manager role center provides KPI and key decision making information, as well as alerts, links, common tasks, and reports, which makes it a good starting point for the HR Manager.
  • HR and Payroll cubes are available in CU7 for more adhoc reporting.

  Recruitment

  • Recruitment projects can be created for new and open positions and can be posted to the Enterprise portal.
  • Applicants can submit applications for a recruitment project.
  • Applicants can be shared across the enterprise.
  • The recruiter can correspond with applicants by using templates and bookmarks and sending e-mails using Microsoft Office Outlook.
  • Competencies, tests and qualifications for applicants can be recorded.  The competencies for the applicant can then be compared with what is recorded on the job to determine the best candidate.
  • The staffing manager role center provides KPI and key decision making information, as well as alerts, links, common tasks, and reports, which makes it a good starting point for the recruiter.

Compensation

  • Fixed and variable compensation plans can be created, which includes grade, band and step compensation structures.
  • Compensation structures can be mass adjusted.
  • Eligibility rules can be defined, and process event streams can be created and executed.
  • Pay for performance based on employee and organizational performance goals can be enabled.

Benefits

  • Current and future benefits can be set up for workers.  Benefits are defined by benefit types, plans and options.
  • Benefit eligibility rules can be defined.
  • Workers can be enrolled in benefits for which they meet the eligibility requirement, this can be done individually or through mass assignment.

Performance

  • Goals can be set up for workers, and the progress for the goals can be tracked as part of a development plan.
  • Discussions can be scheduled for workers to propose goals and review goals. 
  • Performance plan can be defined and employee ratings tracked against each plan.

 Course Management

  • Courses can be set up with logistical information, and can include sessions and agendas.
  • Workers can sign up to take courses.
  • Attendee signup lists, waiting lists, and withdrawals are available.
  • The training and development manager role center provides KPI and key decision making information as well as alerts, links, common tasks, and reports, which makes it a good starting point for the Training manager.

Self Service

  • Users with employee and manager self-service capabilities are empowered to maintain and view competencies and personal information.
  • Users can apply for jobs, register for courses, maintain performance goals, complete questionnaires, enter and approve absences, and enter and approve expenses.

U.S. Payroll

  • Utilize U.S. Payroll that works seamlessly with HR, Financials, and other components of Microsoft Dynamics AX.
  • More information about Payroll will be included in a future blog.

 Questionnaire

  • Questionnaire is a set of questions that is used to collect information for a variety of purposes.  Questionnaire includes the following tasks:
    • Designing questionnaires, which involves setting up prerequisites, answers, questions and a questionnaire
    • Distributing questionnaires to respondents
    • Completing questionnaires
    • Viewing and evaluating results from completed questionnaires
  • Within Human Resources, questionnaires can be used to survey employees, to evaluate employee job performance, test course participants at the end of a course.