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.