HR Functional Series - Part 1 Personnel Management from Hire to Retire - TechTalk

00:47:31
https://www.youtube.com/watch?v=q2gS1PTw4vE

Resumen

TLDRLa session de Microsoft aborde la gestion du personnel de l'embauche à la retraite. Elle est animée par Adil, architecte de solutions senior, qui explique les différents processus et configurations nécessaires pour une gestion efficace du personnel dans Dynamics 365. Les participants sont informés sur l'importance de la gestion des actions de personnel, l'utilisation des workflows et la sécurité des données. Des conseils pratiques et des listes de contrôle sont fournis pour garantir une mise en œuvre réussie. L'événement inclut également des démonstrations pratiques de l'utilisation des outils Dynamics 365 pour la gestion des employés, assurant ainsi que les utilisateurs peuvent appliquer immédiatement les connaissances acquises. La session est interactive, offrant aux participants la possibilité de poser des questions en temps réel et d'obtenir des réponses des experts présents.

Para llevar

  • 👨‍💼 Importance de la gestion du personnel pour les RH.
  • 📋 Utilisation de checklists pour une mise en œuvre efficace.
  • 🔐 Gestion avancée de la sécurité et accès des données.
  • 🛠 Utilisation de Dynamics 365 pour automatiser les processus RH.
  • 📊 Visualisation et gestion des changements via le modèle de données.
  • 🕒 Compréhension de l'effet des dates pour la gestion des informations.
  • 👥 Actions de personnel pour améliorer les processus de communication.
  • 📥 Ressources disponibles pour un apprentissage continu des outils.
  • 📝 Importance d'une bonne planification et configuration initiale.
  • ❓ Possibilité de poser des questions et participer activement durant la session.

Cronología

  • 00:00:00 - 00:05:00

    Introduction à la série 'Tech Talks Functional HR' avec mise en avant de la gestion du personnel de l'embauche à la retraite. Présentation des intervenants de Microsoft.

  • 00:05:00 - 00:10:00

    Aperçu des processus clés de gestion du personnel, incluant les postes, les travailleurs, les actions du personnel et plus. Importance de configurer et tester soigneusement la gestion du personnel.

  • 00:10:00 - 00:15:00

    Discussion sur les actions du personnel, y compris l'embauche, le transfert, et la résiliation. Explication des statuts des actions, de l'ébauche à la complétion et les raisons possibles d'échec.

  • 00:15:00 - 00:20:00

    Considérations sur l'utilisation des workflows pour les actions du personnel afin d'automatiser les processus et l'intégration avec d'autres systèmes via Power Automate.

  • 00:20:00 - 00:25:00

    Démonstration de la création d'actions du personnel, incluant l'utilisation d'un workflow pour gérer les actions comme la création d'un nouveau poste ou l'embauche d'un employé.

  • 00:25:00 - 00:30:00

    Explication de l'effectivité des données et des modifications dans Dynamics 365 HR, et comment les utilisateurs peuvent gérer les versions et les changements des données.

  • 00:30:00 - 00:35:00

    Démonstration de la gestion des changements des informations des travailleurs, montrant comment visualiser et manipuler les versions des données dans l'application.

  • 00:35:00 - 00:40:00

    Vue d'ensemble des options de configuration de la sécurité avancée et des accès étendus dans la gestion des ressources humaines pour contrôler l'accès par entité légale.

  • 00:40:00 - 00:47:31

    Conseils pratiques ('do's and don'ts') pour la mise en œuvre de la gestion des personnels, y compris l'utilisation des actions et des workflows du personnel, et gestion des séquences de numéros.

Ver más

Mapa mental

Vídeo de preguntas y respuestas

  • Où puis-je trouver l'enregistrement de cette session?

    L'enregistrement sera disponible sur la page Communauté Dynamics des Tech Talks dans les cinq jours ouvrables.

  • Qui sont les présentateurs de cette session?

    Adil, un architecte de solutions senior, et Stephen Coppins, également architecte de solutions senior chez Microsoft.

  • Quel est l'objectif de cette session?

    L'objectif est de discuter de la gestion du personnel de l'embauche à la retraite et de fournir des conseils pour la mise en œuvre.

  • Comment puis-je poser des questions pendant la présentation?

    Vous pouvez utiliser le panneau de questions et réponses sur la droite de votre écran pour interagir avec les présentateurs.

  • Quels sont les sujets abordés dans cette présentation?

    Les sujets incluent les actions de personnel, l'utilisation des flux de travail, la gestion de l'historique de l'emploi, la sécurité et l'accès avancé.

Ver más resúmenes de vídeos

Obtén acceso instantáneo a resúmenes gratuitos de vídeos de YouTube gracias a la IA.
Subtítulos
en
Desplazamiento automático:
  • 00:00:06
    hello everybody and welcome to part one
  • 00:00:09
    of the tech talks functional HR series
  • 00:00:12
    today's topic is personnel management
  • 00:00:15
    from hire to retire
  • 00:00:17
    my name is David and I'll be your
  • 00:00:19
    moderator today we are broadcasting this
  • 00:00:22
    session through teams Live Events and
  • 00:00:24
    the audio can be heard through your
  • 00:00:26
    device speakers
  • 00:00:27
    this session is being recorded on behalf
  • 00:00:30
    of the Microsoft Corporation when you
  • 00:00:32
    join this event your name email address
  • 00:00:35
    and or phone number may be viewable by
  • 00:00:38
    other session participants in the
  • 00:00:40
    attendee list by joining you're agreeing
  • 00:00:43
    to this experience
  • 00:00:45
    the recording will be available on the
  • 00:00:48
    text talks Community Dynamics page
  • 00:00:50
    within five business days
  • 00:00:52
    if you have questions for the presenters
  • 00:00:55
    or need support please use the Q a panel
  • 00:00:57
    located on the right side of your screen
  • 00:00:59
    our presenters will be responding to
  • 00:01:02
    your questions throughout the
  • 00:01:03
    presentation and live at the end
  • 00:01:07
    thank you for your patience during these
  • 00:01:09
    announcements
  • 00:01:11
    presenting for us today from Microsoft
  • 00:01:13
    we have a dlad senior r d solution
  • 00:01:17
    architect and Stephen coppin's senior r
  • 00:01:21
    d solution architect
  • 00:01:23
    a deal over to you
  • 00:01:30
    thank you David just want to confirm I
  • 00:01:32
    thought you are able to hear
  • 00:01:36
    you just find the deal
  • 00:01:38
    thank you
  • 00:01:40
    right so uh before I start just a quick
  • 00:01:44
    um about myself I'm part of the fast
  • 00:01:48
    track team at Microsoft that I was
  • 00:01:50
    working at the senior civil Fast Track
  • 00:01:51
    solution architect I'm here are my
  • 00:01:53
    contact details if you would have any
  • 00:01:56
    queries and would like to contact us
  • 00:01:58
    um with me is Rachel prophet and Stephen
  • 00:02:01
    coppins and then he kills are I
  • 00:02:03
    mentioned here
  • 00:02:05
    um before going into the agenda
  • 00:02:09
    to set the expectations so what we will
  • 00:02:12
    be doing in this session today is
  • 00:02:15
    reviewing the process maps for jobs
  • 00:02:17
    positions and workers uh we'll be
  • 00:02:20
    discussing key scenarios for personnel
  • 00:02:22
    actions uh some tips for using workflow
  • 00:02:25
    with personal actions and review of
  • 00:02:28
    employment history data model and
  • 00:02:30
    understanding the data effectivity
  • 00:02:31
    managing security and advanced access
  • 00:02:33
    the personal management uh reviewing the
  • 00:02:36
    checklist which is a really good asset
  • 00:02:38
    that we have built for you while you're
  • 00:02:40
    implementing your application
  • 00:02:42
    as well as the do's and don'ts for
  • 00:02:45
    implementing personal management what I
  • 00:02:48
    will not be covering today is the detail
  • 00:02:51
    aspect of the data migration security or
  • 00:02:53
    workflow as well as the license intent
  • 00:02:55
    preparations
  • 00:03:00
    as you all know that this is a seven
  • 00:03:03
    part Tech talk functional Tech talk
  • 00:03:05
    series that we are doing for on human
  • 00:03:07
    resources and this is part one of the of
  • 00:03:09
    that Series in Department we will be
  • 00:03:12
    talking about the personal management
  • 00:03:14
    and in personal management the agenda is
  • 00:03:18
    to talk about the process the data the
  • 00:03:20
    different Personnel actions available
  • 00:03:21
    data effectivity
  • 00:03:24
    um
  • 00:03:24
    security Advanced access do's and don'ts
  • 00:03:27
    and the checklist and resources that we
  • 00:03:29
    have for you
  • 00:03:33
    great
  • 00:03:35
    so starting with the
  • 00:03:40
    personnel management uh
  • 00:03:43
    processed
  • 00:03:46
    yeah
  • 00:03:48
    starting with the personal management
  • 00:03:49
    process catalog personal management is
  • 00:03:52
    at the core of Human Resources
  • 00:03:53
    configuration many of the downstream
  • 00:03:56
    features processes in Human Resources
  • 00:03:58
    will not mention correctly unless you
  • 00:04:00
    carefully plan configure and test
  • 00:04:02
    personal management
  • 00:04:04
    starting at the top of the process
  • 00:04:06
    catalog we are created for personal
  • 00:04:08
    management have security roles there are
  • 00:04:10
    two core security rules that are used to
  • 00:04:12
    Grant access to the main functionality
  • 00:04:14
    of Human Resources
  • 00:04:16
    these are the human resources assistance
  • 00:04:18
    and Human Resource Management
  • 00:04:20
    another security role exists for recruit
  • 00:04:23
    which has limited access to some
  • 00:04:25
    Personnel information including the new
  • 00:04:27
    request to recruit feature which we will
  • 00:04:29
    discuss in more detail in the next tech
  • 00:04:31
    talk in our series
  • 00:04:32
    you also have the ability to create
  • 00:04:34
    custom ropes based on your business
  • 00:04:36
    needs
  • 00:04:38
    the next section of the process catalog
  • 00:04:41
    shows the business process and
  • 00:04:43
    configurations related to personnel
  • 00:04:45
    management we have broken down the
  • 00:04:47
    processes and configuration into four
  • 00:04:49
    key areas workers checklists
  • 00:04:52
    organizations and position actions
  • 00:04:59
    correct you can see the first four
  • 00:05:01
    processes across all the areas
  • 00:05:04
    for example when you hire a worker you
  • 00:05:06
    will have worker details to enter
  • 00:05:10
    to assign positions to Define and assign
  • 00:05:13
    and optionally you can use Personnel
  • 00:05:15
    actions to manage
  • 00:05:16
    the business process
  • 00:05:19
    when we look at the key business
  • 00:05:20
    processes for workers this includes
  • 00:05:22
    managing personal information directly
  • 00:05:25
    on the worker records maintaining
  • 00:05:27
    competencies on workers such as skills
  • 00:05:29
    and education background for example
  • 00:05:30
    enrolling the worker in leaving plants
  • 00:05:33
    and configuring their basic compensation
  • 00:05:35
    information so that you can pay the
  • 00:05:37
    worker
  • 00:05:39
    yeah
  • 00:05:41
    when we look at the key configurations
  • 00:05:43
    related to workers you can you can first
  • 00:05:46
    see that this there are several
  • 00:05:47
    configurations that cross all four areas
  • 00:05:49
    including the parameter positions jobs
  • 00:05:51
    and departments as well as workloads
  • 00:05:55
    yeah
  • 00:05:57
    focusing in on just the worker related
  • 00:05:59
    processes we have things like encourages
  • 00:06:01
    veteran status employment categories and
  • 00:06:04
    types identification types and issuing
  • 00:06:06
    agencies labor unions and Union
  • 00:06:07
    agreements reason calls and leverage
  • 00:06:10
    both etc etc many of these
  • 00:06:12
    configurations are optional but you will
  • 00:06:14
    want to consider your Downstream
  • 00:06:16
    processes and Reporting requirements
  • 00:06:17
    when deciding which features to enable
  • 00:06:22
    next we have the checklist related
  • 00:06:24
    business processing configuration this
  • 00:06:26
    includes the onboarding according and
  • 00:06:28
    transitions when you think of
  • 00:06:29
    authorizations it can be promotions
  • 00:06:31
    within the same positions lateral
  • 00:06:33
    movements to another department or team
  • 00:06:35
    office location changes or even changes
  • 00:06:37
    in the project Simon for example
  • 00:06:41
    when thinking about creating positions
  • 00:06:43
    and management position hierarchy this
  • 00:06:45
    stands through process aliens including
  • 00:06:47
    organization and optionally Personnel
  • 00:06:50
    actions
  • 00:06:53
    focusing on the organizational aspects
  • 00:06:55
    we have maintaining departments jobs
  • 00:06:56
    legal entities and themes for the
  • 00:06:59
    business process it is important to note
  • 00:07:01
    that from a logical sequencing of
  • 00:07:03
    setting up the system
  • 00:07:05
    you will want to set up and configure
  • 00:07:07
    the organization before you set up
  • 00:07:09
    workers
  • 00:07:10
    to support these processes there are
  • 00:07:13
    configurations for job work job
  • 00:07:15
    functionings families
  • 00:07:18
    templates tasks and areas of
  • 00:07:20
    responsibilities along with
  • 00:07:23
    position type positioning hierarchy
  • 00:07:24
    types and validations and the operation
  • 00:07:27
    units as well as the organized
  • 00:07:29
    organization characters
  • 00:07:30
    when considering these configurations
  • 00:07:32
    for your department for your deployment
  • 00:07:34
    be sure to be thinking about any other
  • 00:07:37
    system that may need this data or if the
  • 00:07:40
    data will be mastered in animal some
  • 00:07:41
    variants
  • 00:07:43
    when you deploy the nx365 human
  • 00:07:45
    resources you will want to kind of
  • 00:07:46
    carefully consider where your
  • 00:07:48
    organization data will be mastered
  • 00:07:50
    integrated and the downstream Downstream
  • 00:07:53
    processes where the configuration will
  • 00:07:56
    be enforced
  • 00:07:59
    the last process area we have is
  • 00:08:01
    Personnel options there are two types of
  • 00:08:03
    personal actions and enabling the
  • 00:08:05
    signatures when you use personal actions
  • 00:08:07
    you can also often enable
  • 00:08:10
    for the actions to help automate the
  • 00:08:12
    business process behind the changes that
  • 00:08:14
    are happening to workers and positions
  • 00:08:15
    within your organization
  • 00:08:18
    and
  • 00:08:19
    the last winner of our process catalog
  • 00:08:22
    we'll focus in on three key areas
  • 00:08:24
    including data Max Integrations and
  • 00:08:26
    administration
  • 00:08:29
    let me start with data market
  • 00:08:31
    there are many data entities that
  • 00:08:33
    support the various processes and
  • 00:08:35
    configurations shown here
  • 00:08:37
    the list of entities you see here is by
  • 00:08:40
    no means an exhaustiveness we will take
  • 00:08:42
    a closer look at the data model a little
  • 00:08:44
    later
  • 00:08:47
    next we have the Integrations in many
  • 00:08:49
    cases the need for these Integrations
  • 00:08:51
    will be reduce eliminated post
  • 00:08:53
    infrastructure March we have split the
  • 00:08:55
    Integrations into three pillars for dual
  • 00:08:57
    right scenarios data integrator and
  • 00:09:00
    other Integrations
  • 00:09:01
    you will want to consider if this data
  • 00:09:03
    is needed in the dataverse or the other
  • 00:09:06
    Downstream systems the out-of-box Dual
  • 00:09:08
    right templates in app no include
  • 00:09:10
    include a variety of entities such as
  • 00:09:12
    workers jobs employment and positions
  • 00:09:13
    likewise the out-of-box data integrated
  • 00:09:16
    templates include many of the same
  • 00:09:17
    entities
  • 00:09:20
    finally we have re-administration
  • 00:09:22
    components many of the configurations
  • 00:09:24
    have data points that the business
  • 00:09:25
    process related to personnel management
  • 00:09:27
    but then also have data points with
  • 00:09:29
    other modules again this is not an
  • 00:09:31
    exhaustive list of the systems or
  • 00:09:32
    administrative setups that need to be
  • 00:09:34
    completed before using before you start
  • 00:09:37
    using the system
  • 00:09:38
    but these configurations do have a
  • 00:09:40
    direct impact on personnel management
  • 00:09:41
    especially when creating and updating
  • 00:09:43
    worker information such as addresses
  • 00:09:49
    talking about the address let's quickly
  • 00:09:52
    discuss
  • 00:09:54
    um
  • 00:09:54
    what the different terminologies are
  • 00:09:56
    when it when it comes to the address
  • 00:09:57
    global address book View
  • 00:09:59
    a party is an entry that assumes a
  • 00:10:02
    legally binding role when participating
  • 00:10:04
    in contractual relations if the party
  • 00:10:05
    can be a person or organization and it
  • 00:10:07
    can be in internal or external to the
  • 00:10:09
    organization a person or organization
  • 00:10:12
    that participates in economic activities
  • 00:10:14
    a party can be internal or external to
  • 00:10:16
    an organization
  • 00:10:18
    an address book is simply a list of all
  • 00:10:20
    the address book records
  • 00:10:22
    a location is a broad term that can mean
  • 00:10:24
    any of the following Loosely related
  • 00:10:27
    items so a geographic point or region of
  • 00:10:29
    physical address an electronic address
  • 00:10:30
    of function facility
  • 00:10:32
    roles that are associated with party
  • 00:10:34
    include customer vendor prospecting
  • 00:10:36
    content an individual quality can be
  • 00:10:38
    associated with one or more party roles
  • 00:10:39
    in a Microsoft Dynamics index
  • 00:10:42
    company
  • 00:10:47
    as I mentioned in the beginning I will
  • 00:10:50
    show you the the entities and and the
  • 00:10:53
    relationships between the various tables
  • 00:10:56
    in the worker setup process and so here
  • 00:10:58
    it is and this slide is just for the
  • 00:10:59
    reference this is not a comprehensive
  • 00:11:01
    list and these are the database entities
  • 00:11:04
    and not the HR entities many of the HR
  • 00:11:06
    entities are the same or very similar in
  • 00:11:08
    the back office right for example
  • 00:11:11
    workers is called workers V3
  • 00:11:18
    similar to that
  • 00:11:20
    um another slide where follow the
  • 00:11:22
    reference only
  • 00:11:23
    uh the relationships and this can be
  • 00:11:25
    used to understand the relationships
  • 00:11:27
    between the jobs and position setup
  • 00:11:28
    processes again this is not a
  • 00:11:30
    comprehensive list and we use our
  • 00:11:32
    representative of the dataverse entities
  • 00:11:33
    and not the actual HR teams
  • 00:11:41
    moving on to the next topic of the
  • 00:11:45
    agenda for today
  • 00:11:46
    easy Personnel actions
  • 00:11:51
    Personnel actions are additional steps
  • 00:11:53
    that you must complete when you perform
  • 00:11:55
    certain Personnel related tasks the
  • 00:11:57
    example of times that might require
  • 00:11:58
    Personnel actions are when you create
  • 00:12:00
    new positions modify existing position
  • 00:12:02
    values hire new workers transfer workers
  • 00:12:05
    change change worker compensation change
  • 00:12:08
    position assignments or Terminator
  • 00:12:10
    workers this feature can optionally be
  • 00:12:12
    enabled by setting enabled worker
  • 00:12:14
    actions and enable position actions
  • 00:12:16
    fields that have been set to yes in the
  • 00:12:19
    personal actions have a human resources
  • 00:12:21
    around this page
  • 00:12:23
    it is important to keep in mind that
  • 00:12:24
    Personnel action types are only
  • 00:12:26
    supported for fixed compensation and not
  • 00:12:28
    variable compensation
  • 00:12:36
    Personnel action goes through a series
  • 00:12:39
    of steps in the process let me quickly
  • 00:12:42
    explain to you what those different
  • 00:12:43
    steps are it obviously starts with a
  • 00:12:46
    draft
  • 00:12:47
    an action would be in a draft or a
  • 00:12:50
    process would be in a draft status if
  • 00:12:52
    it's a if the workflow is used is
  • 00:12:54
    attached to the process the action has
  • 00:12:56
    this means the reaction has not been
  • 00:12:58
    submitted if there is no workflow
  • 00:13:00
    attached to it then this means that the
  • 00:13:02
    action has hasn't been completed simply
  • 00:13:04
    it's in that
  • 00:13:06
    in review means that the personal action
  • 00:13:08
    has been submitted to the workflow but
  • 00:13:09
    the workflow is not completed
  • 00:13:11
    similar to that approved waiting is is
  • 00:13:14
    that the workflow is completed but the
  • 00:13:16
    changes are still in process
  • 00:13:18
    and different reasons could be that it's
  • 00:13:20
    canceled right that the workflow was
  • 00:13:22
    canceled
  • 00:13:24
    or the Personnel action was recalled
  • 00:13:27
    right or it was rejected that'd be
  • 00:13:29
    action requests were rejected by the
  • 00:13:31
    approval
  • 00:13:32
    process processing action
  • 00:13:35
    means that the action request has been
  • 00:13:37
    approved and the changes are being
  • 00:13:39
    processed right and then workflow
  • 00:13:41
    computers uh when the version is
  • 00:13:42
    completed the changes have been
  • 00:13:44
    processed and yes they the difference
  • 00:13:46
    between these two can be you know
  • 00:13:48
    doesn't have to be uh exactly noticed by
  • 00:13:51
    the user itself right because it would
  • 00:13:53
    happen
  • 00:13:55
    um in the background
  • 00:13:57
    and it could be failed so the workflow
  • 00:13:59
    failed because the information was out
  • 00:14:01
    of date or and if that is the case
  • 00:14:05
    um you can click on reactivate and get
  • 00:14:07
    the latest information to continue
  • 00:14:10
    if it's completed this means that the
  • 00:14:12
    position for example was successfully
  • 00:14:14
    created or modified or the employee was
  • 00:14:16
    successfully hired transfer determinated
  • 00:14:19
    or have the compensation change so it's
  • 00:14:21
    actually when the completed would mean
  • 00:14:23
    that not just the workflow but the
  • 00:14:25
    action has also completed the record as
  • 00:14:27
    limited as well
  • 00:14:30
    a problem can occur when the information
  • 00:14:33
    is out of date right and they can be
  • 00:14:36
    errors so you could go to the personal
  • 00:14:38
    actions message log to determine the
  • 00:14:41
    cause of error and and fix any changes
  • 00:14:42
    or fix the issues
  • 00:14:44
    and then denied would mean that if the
  • 00:14:47
    action request was denied by the
  • 00:14:48
    approval
  • 00:14:51
    I didn't mention just now that you know
  • 00:14:54
    you could have processes with or without
  • 00:14:55
    work so you know uh just
  • 00:14:58
    um when considering the workflows
  • 00:15:00
    whether to use them
  • 00:15:02
    um for your personal actions and there
  • 00:15:05
    are several factors to consider
  • 00:15:07
    you will want to start with your
  • 00:15:09
    business process requirements first of
  • 00:15:11
    all consider if any an approval is even
  • 00:15:14
    required for that transaction or not do
  • 00:15:17
    you need to notify someone when a step
  • 00:15:18
    is completed in order to take an
  • 00:15:20
    additional action do you have a
  • 00:15:22
    requirements for our audit trial related
  • 00:15:24
    to the request
  • 00:15:25
    keep in mind that if an approval is
  • 00:15:27
    required sometimes but not other times
  • 00:15:29
    you can set up conditions to
  • 00:15:30
    automatically approve or reject the
  • 00:15:32
    workflow Basin condition and that would
  • 00:15:34
    obviously improve the usability of the
  • 00:15:35
    system
  • 00:15:37
    when you have more than one workflow for
  • 00:15:40
    the same Personnel action type consider
  • 00:15:42
    that what are the differences between
  • 00:15:43
    the workloads can you use a self-working
  • 00:15:45
    to manage the portions of the workflow
  • 00:15:47
    that are same for example
  • 00:15:49
    right
  • 00:15:51
    keep in mind that you can put conditions
  • 00:15:54
    on the overall or overall workflow for
  • 00:15:57
    running or on a specific work item
  • 00:15:59
    within the workflow you can also create
  • 00:16:01
    manual or conditional decisions to
  • 00:16:03
    Branch the workflow based on your
  • 00:16:04
    specific business requirements when you
  • 00:16:06
    use conditions you can automatically
  • 00:16:07
    approve or reject an item based on
  • 00:16:09
    systematic checks and obviously this
  • 00:16:12
    applies to the whole workflow
  • 00:16:17
    functionality that we have right not
  • 00:16:19
    specific to HR
  • 00:16:21
    if your business requirements are more
  • 00:16:22
    complex or you need to integrate the
  • 00:16:24
    data from the Personnel actions into
  • 00:16:26
    another system you may want to consider
  • 00:16:28
    using power automate to extend the
  • 00:16:30
    workflow capabilities you will need some
  • 00:16:32
    sort of a miniware in order to capture
  • 00:16:35
    um or a place to capture the business
  • 00:16:37
    events from the Native workflow in
  • 00:16:39
    Dynamics 365 demon resources for example
  • 00:16:41
    you can use Azure service bus event Grid
  • 00:16:44
    or in event Hub when you use FNL after
  • 00:16:46
    the intersection merge right and that is
  • 00:16:49
    the big which is coming the
  • 00:16:50
    infrastructure March right you can use
  • 00:16:53
    the native connector for the ethanol the
  • 00:16:55
    dataverse or optionally use the service
  • 00:16:58
    endpoints such as service bus even grade
  • 00:17:00
    ornament
  • 00:17:01
    again one typically typical requirement
  • 00:17:03
    that many customers have is the ability
  • 00:17:06
    to approve
  • 00:17:07
    the workloads directly from email when
  • 00:17:10
    you use power automate you can have more
  • 00:17:12
    granular controller of the appearance of
  • 00:17:14
    the emails as well as the ability for
  • 00:17:16
    users to click approve directly from the
  • 00:17:18
    email or by using the power automate
  • 00:17:19
    mobile app right
  • 00:17:22
    you can also consider using power
  • 00:17:23
    automate as a centralization without
  • 00:17:25
    enemy 365 human resource work for those
  • 00:17:28
    for example if you
  • 00:17:29
    want to create an approval workflow
  • 00:17:32
    process
  • 00:17:33
    a process flow for fixed and variable
  • 00:17:34
    compensation that is similar you can
  • 00:17:36
    manage this directly in the power
  • 00:17:37
    automate
  • 00:17:39
    you don't you may need to consider the
  • 00:17:41
    use of power automate to initiate
  • 00:17:43
    requests as a means for users to enter
  • 00:17:45
    details about their request if you build
  • 00:17:47
    a power app for business processes
  • 00:17:49
    consider embedding that power app into
  • 00:17:52
    the user interface
  • 00:17:55
    to improve the usability of your overall
  • 00:17:57
    solution
  • 00:18:04
    some of the considerations
  • 00:18:06
    when implementing personal actions
  • 00:18:10
    let me quickly go through that
  • 00:18:12
    from an architecture standpoint a custom
  • 00:18:15
    field
  • 00:18:16
    would be added directly on the position
  • 00:18:20
    table for example however when you use
  • 00:18:22
    Personnel actions there is a separate
  • 00:18:24
    table that is used to store the request
  • 00:18:26
    information and then the data is copied
  • 00:18:28
    to the actual position table
  • 00:18:30
    when the personal action is completed
  • 00:18:32
    you could add a custom field to the
  • 00:18:33
    secondary table however the data will
  • 00:18:35
    not get copied to the actual position
  • 00:18:37
    when the Personnel action is completed
  • 00:18:40
    right
  • 00:18:41
    and that's what it custom Fields cannot
  • 00:18:45
    be edited multi-personal actions
  • 00:18:48
    so again is that there is a parameter
  • 00:18:49
    that can be enabled
  • 00:18:51
    uh so completed or approved actions
  • 00:18:55
    cannot be deleted by people and then
  • 00:18:56
    there is a parameter that can be able to
  • 00:18:58
    allow you to be that completed personnel
  • 00:19:01
    so this parameter is off by default if
  • 00:19:04
    you want to delete the completed
  • 00:19:06
    Personnel actions you will need to
  • 00:19:08
    enable that parameters
  • 00:19:11
    and while when you are setting up the
  • 00:19:14
    personal action types you can control
  • 00:19:15
    which users can use which type each type
  • 00:19:18
    consider for example if the manager role
  • 00:19:20
    should be in power to create requests
  • 00:19:22
    and use specific personal action sites
  • 00:19:24
    if no roles are specified then all the
  • 00:19:26
    users will have access to all the
  • 00:19:29
    personal action types
  • 00:19:32
    and then be sure to consider the user
  • 00:19:34
    experience and security requirements for
  • 00:19:37
    managers to request changes that trigger
  • 00:19:39
    a personal action from the manager sales
  • 00:19:46
    and the last one is you know whether
  • 00:19:48
    there are multiple actions required to
  • 00:19:50
    support different types of course if
  • 00:19:51
    there are
  • 00:19:52
    different approval process flows or
  • 00:19:55
    requirements across departments or
  • 00:19:57
    business units for example you may need
  • 00:19:59
    to create multiple personal action types
  • 00:20:01
    for each type of action
  • 00:20:02
    and link a different workflow this will
  • 00:20:04
    allow you reflexive the flexibility to
  • 00:20:07
    Modern the different processes across
  • 00:20:09
    your organization
  • 00:20:14
    and with that I will move on to the
  • 00:20:18
    first demo for the uh for today
  • 00:20:21
    and before I actually run the demo one
  • 00:20:24
    thing for you to note is that the demos
  • 00:20:26
    have been recorded on the new modest
  • 00:20:29
    infrastructure so you will see them
  • 00:20:32
    running on your fnr infrastructure
  • 00:20:35
    environment right so h r running on the
  • 00:20:37
    ethanol environment
  • 00:20:39
    bye
  • 00:20:42
    I will just play that now
  • 00:20:47
    going here in finance and operations in
  • 00:20:51
    an early release of the HR
  • 00:20:55
    infrastructure merge what I'm going to
  • 00:20:57
    do start is navigate into the human
  • 00:20:59
    resources module and then navigate into
  • 00:21:03
    Human Resources shared parameters
  • 00:21:06
    here you'll see a tab called Personnel
  • 00:21:09
    actions
  • 00:21:10
    this is where you can enable both worker
  • 00:21:13
    actions and position actions once you've
  • 00:21:16
    enabled either one of the actions you
  • 00:21:20
    can also optionally select the perimeter
  • 00:21:23
    to allow the deletion of completed
  • 00:21:27
    worker actions and position actions
  • 00:21:31
    once you've enabled the features you'll
  • 00:21:33
    need to also go create
  • 00:21:35
    some Personnel action types under setup
  • 00:21:40
    and then personal action types
  • 00:21:44
    here you can create new Personnel action
  • 00:21:47
    types for this example I am going to
  • 00:21:49
    create a new personal action type that
  • 00:21:52
    is called hire contractor
  • 00:21:59
    in the personal action drop down box I
  • 00:22:02
    will select the hire a worker
  • 00:22:05
    if you want to use a workflow you can
  • 00:22:07
    optionally click the drop down box and
  • 00:22:09
    select the workflow that you want to use
  • 00:22:11
    in the security rules for this action
  • 00:22:13
    tab you can click the add button to
  • 00:22:15
    optionally add security roles that will
  • 00:22:18
    be allowed to create this particular
  • 00:22:22
    action type
  • 00:22:23
    if you do not add any security rules
  • 00:22:26
    then this particular Personnel action
  • 00:22:29
    type will be available for all security
  • 00:22:31
    rules
  • 00:22:32
    when you're done you're ready to start
  • 00:22:34
    creating Personnel actions
  • 00:22:37
    personal actions can be viewed and
  • 00:22:39
    maintained in the Human Resources module
  • 00:22:43
    for worker actions underneath the
  • 00:22:45
    workers section if you expand the
  • 00:22:47
    actions folder you can see a variety of
  • 00:22:50
    pages that allow you to manage and
  • 00:22:52
    maintain your worker actions let's start
  • 00:22:55
    by clicking on all worker actions here
  • 00:22:58
    you can see a list of all of the worker
  • 00:22:59
    actions this includes hiring
  • 00:23:02
    terminations and transferring of workers
  • 00:23:06
    you can select an existing one
  • 00:23:09
    and open it to edit the details or click
  • 00:23:12
    on the edit button you can also manually
  • 00:23:15
    create a new worker action by using the
  • 00:23:17
    worker action button at the top and then
  • 00:23:21
    selecting a personal action type
  • 00:23:23
    but most typically a worker action or a
  • 00:23:27
    position action will be created directly
  • 00:23:30
    from the worker or the position or from
  • 00:23:34
    the manager self-service workspace if
  • 00:23:37
    you're allowing managers to create
  • 00:23:39
    Personnel actions
  • 00:23:42
    so let's close this down and navigate
  • 00:23:44
    into the Employee Self-Service workspace
  • 00:23:48
    here I'll click on my team where I can
  • 00:23:51
    see the details about my team that
  • 00:23:54
    report directly to me
  • 00:23:57
    you can see at the top there are some
  • 00:23:58
    buttons to request a new employee
  • 00:24:00
    contractor or position
  • 00:24:03
    for workers that are already assigned to
  • 00:24:06
    you by selecting a particular worker you
  • 00:24:09
    can see buttons across the top that
  • 00:24:11
    allow me to create personal actions
  • 00:24:13
    related to that particular worker let's
  • 00:24:17
    go ahead and request a new position
  • 00:24:19
    this will open up a dialog where you can
  • 00:24:21
    select the personal action type
  • 00:24:24
    for this example I'll use the new
  • 00:24:26
    position without a personal or without a
  • 00:24:30
    workflow and I can optionally select a
  • 00:24:33
    reason code
  • 00:24:34
    we'll State organizational
  • 00:24:37
    when I'm ready you click continue
  • 00:24:39
    this will open up a new screen where you
  • 00:24:41
    can see the details about the position
  • 00:24:43
    action I can type in some budgetary
  • 00:24:46
    comments the comments tab allows me to
  • 00:24:49
    use the add button to type in more
  • 00:24:51
    details about this change
  • 00:24:53
    the general tab allows me to select the
  • 00:24:55
    details about this particular position
  • 00:24:57
    I'll need to select a job that this new
  • 00:25:00
    position will be related to I'll select
  • 00:25:03
    accountant
  • 00:25:05
    I'll also need to select the reports to
  • 00:25:07
    position
  • 00:25:09
    in this case I'm going to have the
  • 00:25:12
    new account role report to the Chief
  • 00:25:15
    Financial Officer
  • 00:25:18
    I can update other details about this
  • 00:25:20
    position
  • 00:25:21
    add in some details about the position
  • 00:25:23
    duration add relationships enter in
  • 00:25:27
    payroll details and so on
  • 00:25:29
    when you're ready
  • 00:25:31
    you can simply use the complete button
  • 00:25:34
    to complete this position action
  • 00:25:37
    if your position action has workflow
  • 00:25:39
    you'll also need to submit this to the
  • 00:25:42
    workflow since this particular position
  • 00:25:45
    action does not have a workflow I can
  • 00:25:49
    simply click the complete button once
  • 00:25:51
    the position action has been completed
  • 00:25:54
    you'll notice that all of the fields are
  • 00:25:56
    grayed out and you can no longer make
  • 00:25:58
    changes to that position action
  • 00:26:00
    if I close down this window I can go
  • 00:26:03
    into the positions page and see the
  • 00:26:07
    details about this new position that I
  • 00:26:09
    created
  • 00:26:10
    so I've navigated into human resources
  • 00:26:13
    and opened up the all positions
  • 00:26:16
    here you can see this new position
  • 00:26:19
    that I created number 591 for the
  • 00:26:22
    accountant
  • 00:26:24
    if I click on this position I can see
  • 00:26:26
    the details about this particular
  • 00:26:28
    position
  • 00:26:30
    in the action pane there's a button here
  • 00:26:32
    called position actions this will open
  • 00:26:35
    up a screen where I can see the details
  • 00:26:37
    about the position and the changes that
  • 00:26:40
    have been made
  • 00:26:41
    here you can see that position action
  • 00:26:43
    that I created
  • 00:26:46
    which was the position action that was
  • 00:26:48
    generating or creating this new position
  • 00:26:52
    if I need to make additional changes to
  • 00:26:54
    this position I can do that by clicking
  • 00:26:57
    on the edit button this will open up a
  • 00:27:00
    new Personnel action where I can now put
  • 00:27:02
    in the details or update and make
  • 00:27:05
    changes to this position
  • 00:27:07
    and this will be tracked as its own
  • 00:27:09
    position action
  • 00:27:24
    so in here great so
  • 00:27:28
    moving on to the next topic for
  • 00:27:33
    for today which is date effectivity
  • 00:27:37
    and date and time fields are fundamental
  • 00:27:40
    Concept in Dynamics 365 Human Resources
  • 00:27:42
    it is important to understand how to
  • 00:27:44
    work with data sorry day and time data
  • 00:27:47
    forms informs data Wars and external
  • 00:27:49
    resources
  • 00:27:52
    the data management framework acceler
  • 00:27:54
    and dataworks and power bi reporting are
  • 00:27:56
    all designed to interact with data
  • 00:27:58
    directly on the database level
  • 00:28:00
    since there is no client to adjust data
  • 00:28:02
    and date and time data to the time zone
  • 00:28:05
    of the user all the date and time values
  • 00:28:07
    are in UTC which can lead to some
  • 00:28:09
    incurrent consumptions when entering or
  • 00:28:11
    viewing data date and time data
  • 00:28:13
    submitted via DMF Excel or the other
  • 00:28:15
    words is assumed to be in UTC by the
  • 00:28:17
    database this can cause some confusion
  • 00:28:20
    when the submitted date and time value
  • 00:28:22
    doesn't display as expected because the
  • 00:28:24
    user viewing the data doesn't have their
  • 00:28:26
    user time zone set to UTC
  • 00:28:31
    editor
  • 00:28:34
    some of the things to note
  • 00:28:37
    um from the user interface perspective
  • 00:28:39
    include the position and time employment
  • 00:28:42
    always show in the user's time zone
  • 00:28:45
    benefits
  • 00:28:47
    they are shown in the user's time zone
  • 00:28:48
    as well compensation shows in the
  • 00:28:51
    company's time zone
  • 00:28:53
    so this is the following following is a
  • 00:28:55
    recommended setting that we that we
  • 00:28:57
    recommend right but the setting that we
  • 00:28:59
    recommend in with respect to time zone
  • 00:29:00
    that the user time zone should be set up
  • 00:29:03
    to equivalent to GMT and in case if the
  • 00:29:06
    users are companies just then user time
  • 00:29:09
    zone should be uh the company time zone
  • 00:29:16
    there are many records in Dynamics 365
  • 00:29:18
    human resources that use data
  • 00:29:19
    Effectiveness on the table this means
  • 00:29:21
    that every time A change is made to the
  • 00:29:23
    data
  • 00:29:24
    a new record is created
  • 00:29:26
    and the old one old record is required
  • 00:29:28
    from a user experience standpoint the
  • 00:29:30
    user may not be aware that this is
  • 00:29:32
    happening as the requests are copy
  • 00:29:33
    duplicated behind the scenes
  • 00:29:35
    when these types of changes are made the
  • 00:29:38
    system keeps track of the previous value
  • 00:29:39
    and the new value for each of these
  • 00:29:41
    Pages there is a changes timeline button
  • 00:29:44
    that allows you to either view the
  • 00:29:46
    changes or manage the changes
  • 00:29:48
    The View Change option changes option
  • 00:29:50
    lets you view what changes have been
  • 00:29:53
    made while the Mana changes option lets
  • 00:29:55
    you make update change the effective
  • 00:29:57
    dates as well as revert to the old
  • 00:29:59
    version or delete the word
  • 00:30:01
    on this slide
  • 00:30:03
    um the
  • 00:30:05
    is displaying the changes that are
  • 00:30:08
    worked that are tracked for workers
  • 00:30:10
    positions and jobs
  • 00:30:14
    with that I will move to my next demo
  • 00:30:18
    which is about managing the changes
  • 00:30:21
    in the application
  • 00:30:32
    so I'm hearing finance and operations
  • 00:30:34
    with an early version of the HR
  • 00:30:37
    infrastructure merge I'm going to
  • 00:30:39
    navigate into the human resources module
  • 00:30:42
    and open up the workers page
  • 00:30:48
    here I'll select a worker who has had
  • 00:30:50
    some changes made to its record
  • 00:30:53
    next I'll click on the change with
  • 00:30:55
    timeline button in the versions group of
  • 00:30:57
    the action pane
  • 00:31:00
    you'll notice there are two options
  • 00:31:02
    first let's click on view changes
  • 00:31:07
    when you use the view changes it will
  • 00:31:09
    show you the details of
  • 00:31:11
    all of the changes that have been made
  • 00:31:13
    so you can see that in office location
  • 00:31:16
    and title were added in September of
  • 00:31:19
    2012 and later a building address was
  • 00:31:22
    added
  • 00:31:23
    recently a veteran status was also
  • 00:31:26
    updated
  • 00:31:27
    you can see in the old value what the
  • 00:31:30
    old value was
  • 00:31:31
    and what the new value is
  • 00:31:34
    in this case all of the values were
  • 00:31:36
    updated from a blank value
  • 00:31:39
    you can't make any changes when you're
  • 00:31:41
    in the view changes however if we close
  • 00:31:43
    this and click on change this timeline
  • 00:31:45
    again
  • 00:31:48
    and this time selecting manage changes
  • 00:31:51
    this will open up a new page where you
  • 00:31:53
    can see the changes that have been made
  • 00:31:55
    we have the ability to update
  • 00:32:00
    and make changes so for personal
  • 00:32:02
    information you can see that there have
  • 00:32:04
    been two records personal information
  • 00:32:07
    includes family information military
  • 00:32:10
    information and The Expatriate ruling
  • 00:32:15
    if you switch to the worker summary tab
  • 00:32:17
    this will show you the changes that have
  • 00:32:19
    been created for this particular worker
  • 00:32:22
    this includes basic information such as
  • 00:32:25
    title seniority date original hire date
  • 00:32:28
    and anniversary date you can also see
  • 00:32:31
    the office location information
  • 00:32:34
    there's another tab for Affordable Care
  • 00:32:36
    coverage groups where you can select a
  • 00:32:39
    specific legal entity
  • 00:32:42
    and then see any changes related to this
  • 00:32:46
    particular worker in the selected legal
  • 00:32:48
    entity
  • 00:32:50
    and any changes that have been made to
  • 00:32:52
    the Affordable Care coverage groups
  • 00:32:55
    if you click the payroll earnings code
  • 00:32:57
    tab you can see any changes that have
  • 00:32:59
    been made to the payroll earning codes
  • 00:33:03
    if a change has been made and you no
  • 00:33:05
    longer want that change or you want to
  • 00:33:07
    revert to the previous value you can
  • 00:33:09
    simply click on the remove button
  • 00:33:13
    if you want to see exactly what the
  • 00:33:15
    changes were you can click on view
  • 00:33:16
    changes this will open up the view
  • 00:33:18
    changes dialog filter to this one
  • 00:33:21
    specific
  • 00:33:22
    change
  • 00:33:24
    I'm going to go ahead and remove this
  • 00:33:26
    record
  • 00:33:27
    and click yes to confirm
  • 00:33:31
    now you can see that that record has
  • 00:33:33
    been deleted
  • 00:33:34
    if I go back to the worker record
  • 00:33:39
    and open up the details so
  • 00:33:44
    you'll notice that the military service
  • 00:33:47
    veteran status field is empty because
  • 00:33:50
    I've deleted that change
  • 00:33:52
    if I want to make the change again or
  • 00:33:54
    select a different value
  • 00:33:56
    I can simply use the drop down box to
  • 00:33:59
    select the fields
  • 00:34:05
    and I can add in additional information
  • 00:34:07
    so in this case I've added the veteran
  • 00:34:10
    status and the military start service
  • 00:34:13
    start date and military service end date
  • 00:34:16
    I'll click save
  • 00:34:19
    and if I use the changes timeline and
  • 00:34:22
    select view changes you can see three
  • 00:34:24
    records are created
  • 00:34:27
    I can see that the field that was
  • 00:34:29
    modified was veteran status military
  • 00:34:32
    service start date and ending with the
  • 00:34:34
    values that I entered
  • 00:34:37
    again if I use changes timeline and
  • 00:34:40
    click manage changes
  • 00:34:42
    I can see those details you'll notice
  • 00:34:45
    that the manage changes field that the
  • 00:34:48
    changes are grouped together so in this
  • 00:34:50
    case there's one record here
  • 00:34:52
    with an effective date of today
  • 00:34:55
    and the veteran status
  • 00:34:58
    military service start date and service
  • 00:35:00
    end date are all displayed in a single
  • 00:35:03
    record
  • 00:35:05
    if you click on view changes you can see
  • 00:35:08
    the breakdown of the individual fields
  • 00:35:10
    that were updated
  • 00:35:20
    from hearing Finance enough
  • 00:35:27
    all right so that was the second demo
  • 00:35:30
    for the session
  • 00:35:32
    moving on to the security and advanced
  • 00:35:34
    access
  • 00:35:40
    so in this slide I'm basically going to
  • 00:35:43
    the configuration options which are
  • 00:35:44
    available for the advanced access right
  • 00:35:46
    this is beyond the enormous
  • 00:35:49
    user Security in rows that we would have
  • 00:35:53
    um and the first one is under the human
  • 00:35:55
    resource shared parameters you would
  • 00:35:57
    find Advanced access
  • 00:36:00
    um in that you are able to restrict
  • 00:36:02
    access to work information by legal
  • 00:36:04
    entity
  • 00:36:05
    you can enable cross-company
  • 00:36:07
    compensation view as well as you can
  • 00:36:09
    enable cross-company live view
  • 00:36:16
    the second one is which is found
  • 00:36:19
    under the human resource parameters is
  • 00:36:21
    the compensation related Advanced access
  • 00:36:24
    where you can restrict access to the
  • 00:36:26
    Compensation Plan
  • 00:36:30
    in the third Advanced access is
  • 00:36:33
    also under the human resource parameters
  • 00:36:36
    which is manager self-service view
  • 00:36:38
    options where you can select whether to
  • 00:36:41
    show 2D managers in the manager Self
  • 00:36:43
    Service the expiring records the open
  • 00:36:47
    positions as well as exiting workers
  • 00:36:49
    around
  • 00:36:54
    besides the advanced access
  • 00:36:56
    different possibilities exist to assign
  • 00:37:01
    security roles by legal entity
  • 00:37:05
    in order to do that first of all go to
  • 00:37:08
    the system administration links and
  • 00:37:10
    users search for the user you want your
  • 00:37:12
    assign security to
  • 00:37:14
    then assign the role by clicking on
  • 00:37:16
    assign roles select your role from the
  • 00:37:18
    list and click ok
  • 00:37:20
    and then assign the organization to do
  • 00:37:23
    that you would select your role in the
  • 00:37:24
    user roles FAFSA click assign
  • 00:37:27
    organization click Grant access to
  • 00:37:30
    specific organizations individually
  • 00:37:32
    and then select the organizations and
  • 00:37:34
    then click run
  • 00:37:35
    and then you may close the window
  • 00:37:41
    moving towards the
  • 00:37:43
    later part of the agenda talking about
  • 00:37:46
    the do's and don'ts of the
  • 00:37:48
    implementation and these are really
  • 00:37:50
    important and they have we have faced
  • 00:37:51
    them during the their implementations
  • 00:37:53
    that we have overseen
  • 00:37:56
    with a fast track
  • 00:37:59
    so the do's and don'ts specific to
  • 00:38:01
    Personnel actions and I'll quickly go
  • 00:38:03
    through them you can read them on the
  • 00:38:05
    screen as well the first one is
  • 00:38:08
    you should be using the Personnel
  • 00:38:10
    actions to drive communication between
  • 00:38:12
    the business and HR
  • 00:38:15
    use the workflow to help seamline
  • 00:38:17
    automate the business process related to
  • 00:38:19
    Personnel actions Define a strategy for
  • 00:38:22
    empowering the business to submit
  • 00:38:24
    personal actions
  • 00:38:25
    use personal action types and workload
  • 00:38:27
    to drive in processes
  • 00:38:29
    however on the other side do not use the
  • 00:38:32
    custom fields on personal actions that
  • 00:38:34
    need to be modified in density workflow
  • 00:38:36
    steps like we discussed earlier that
  • 00:38:40
    those cannot be used in the personal
  • 00:38:41
    actions
  • 00:38:43
    do not import data information in a
  • 00:38:46
    local time zone we discuss about the
  • 00:38:48
    data Effectiveness and all the
  • 00:38:49
    limitations around date
  • 00:38:52
    as well as the number sequence if you
  • 00:38:55
    are sharing data between HR and FML
  • 00:38:57
    which essentially will go away right
  • 00:39:00
    with the new
  • 00:39:01
    HR infrastructure merge but for now if
  • 00:39:05
    you are implementing and you are sharing
  • 00:39:07
    data across each run no
  • 00:39:09
    um for all the shared entities right for
  • 00:39:12
    all the data that is going to be shared
  • 00:39:14
    do not use the same number sequence
  • 00:39:19
    yeah
  • 00:39:21
    some of the feature management options
  • 00:39:23
    to consider when implementing personnel
  • 00:39:26
    management
  • 00:39:27
    one is the database logging
  • 00:39:29
    right or the auditing it is a means of
  • 00:39:32
    tracking changes to records it's track
  • 00:39:35
    inserts and updates and deletes the
  • 00:39:37
    values are stored in database log for
  • 00:39:39
    further analysis
  • 00:39:41
    and then the second the option which you
  • 00:39:44
    can find in the feature management which
  • 00:39:45
    is not turned on
  • 00:39:47
    by default is simplified streamline
  • 00:39:50
    employee entry it is an efficient entry
  • 00:39:52
    of employee and employment data
  • 00:39:54
    it's more intuitive in terms of
  • 00:39:57
    navigating and it helps you to quickly
  • 00:39:59
    update the work history information for
  • 00:40:01
    tasks active in future employees and
  • 00:40:03
    contractors
  • 00:40:09
    the last thing in the agenda for today
  • 00:40:11
    are the checklists and the resources
  • 00:40:13
    that we have compiled for you and when
  • 00:40:15
    we upload this
  • 00:40:17
    um Tech talk there will be a
  • 00:40:19
    presentation and in that presentation
  • 00:40:21
    this checklist and resources will be
  • 00:40:25
    there right so let me quickly go through
  • 00:40:28
    those uh checklists they are a total of
  • 00:40:30
    five chickens
  • 00:40:33
    um that we are prepared and you can use
  • 00:40:35
    them as to to guide you through the
  • 00:40:38
    implementation and the setup process of
  • 00:40:40
    your application
  • 00:40:42
    right on each checklist on the left hand
  • 00:40:44
    side there are resources uh that would
  • 00:40:46
    help you the links to resources uh that
  • 00:40:50
    are good to read before you get on to
  • 00:40:52
    implementing the application and on the
  • 00:40:55
    right hand side of these checklists are
  • 00:40:57
    are the steps that you need to do in
  • 00:41:00
    order to for example in this
  • 00:41:02
    unconfiguring jobs so you would start
  • 00:41:04
    with this checklist of you will Define
  • 00:41:07
    and create the job titles job types
  • 00:41:09
    tasks families area responsibility
  • 00:41:11
    compensation levels rating models skills
  • 00:41:14
    certificate types test types education
  • 00:41:16
    stream types accommodation types job
  • 00:41:18
    templates and then we would go to jobs
  • 00:41:23
    similar to that the checklist for
  • 00:41:25
    configuring positions right on the left
  • 00:41:27
    hand side you see the resources the
  • 00:41:29
    links to the resources and then on the
  • 00:41:31
    right hand side the checklist to create
  • 00:41:35
    including the prereqs create positions
  • 00:41:37
    right so you would Define the HR shared
  • 00:41:40
    parameters or positions you would
  • 00:41:43
    configure and select number sequence
  • 00:41:45
    requisitions the Departments and then
  • 00:41:46
    digitalops you would create position
  • 00:41:49
    types compensation regions pay Cycles
  • 00:41:51
    compensation codes benefit plans labor
  • 00:41:53
    unions Union agreements Financial
  • 00:41:55
    Dimensions position hierarchy types and
  • 00:41:58
    then you would create a position
  • 00:42:02
    the third one is configuring the
  • 00:42:04
    checklist for workers right and then
  • 00:42:07
    here is the Baseline checklist again on
  • 00:42:10
    the left hand side of the resources and
  • 00:42:11
    the writing side
  • 00:42:13
    um to check this for configuring the
  • 00:42:14
    workers
  • 00:42:16
    all right starting with the parameters
  • 00:42:18
    workers right and going through a
  • 00:42:21
    similar type of list you know going
  • 00:42:22
    through the jobs and positions the
  • 00:42:24
    prereqs which we just discussed in the
  • 00:42:25
    previous checklist
  • 00:42:27
    um the ethnic Origins veteran statuses
  • 00:42:29
    worker tasks reason codes employee
  • 00:42:31
    categories employment types payment
  • 00:42:33
    frequencies
  • 00:42:34
    regulatory Services calendars
  • 00:42:37
    application types issuing agencies
  • 00:42:38
    freeing types payroll learning codes and
  • 00:42:41
    while I'm going through this list this
  • 00:42:43
    checklist will serve you and help you to
  • 00:42:46
    do the implementation a lot of times we
  • 00:42:48
    have seen uh where consultants and the
  • 00:42:51
    customers are coming back to us saying
  • 00:42:52
    that we're not able to configure it and
  • 00:42:55
    we are getting errors if you follow the
  • 00:42:57
    checklist for the most part you will not
  • 00:43:00
    face uh those very obvious issues
  • 00:43:04
    um this is uh our guidance to also start
  • 00:43:07
    your implementation so when you are
  • 00:43:09
    starting from the business point of view
  • 00:43:11
    you also understand what the system
  • 00:43:13
    allows you to configure and to store
  • 00:43:15
    what type of information and then you
  • 00:43:17
    can work your requirements accordingly
  • 00:43:19
    as well so in order to configure the
  • 00:43:21
    application in order to go live with the
  • 00:43:23
    application right or to go into the
  • 00:43:26
    build space you would understand already
  • 00:43:27
    what are the different uh data
  • 00:43:30
    requirements
  • 00:43:32
    um
  • 00:43:33
    that are there to to configure on those
  • 00:43:37
    options
  • 00:43:38
    moving on to the next checklist which is
  • 00:43:40
    the hiring of workers
  • 00:43:42
    right and which is again it starts with
  • 00:43:45
    higher worker assigned worker to a
  • 00:43:47
    position that work with pass assignments
  • 00:43:49
    and if you see the whole list right
  • 00:43:53
    um the reason was this that this is it's
  • 00:43:56
    a bit conflict complicated right you
  • 00:43:58
    need to do a lot of sets and yes you
  • 00:44:00
    could do them in different sequences
  • 00:44:03
    um we have put them in a series of
  • 00:44:05
    sequence and sequence object lists as
  • 00:44:08
    well as within the checklist we have for
  • 00:44:10
    a sequence uh which should work for you
  • 00:44:12
    and you wouldn't be worried about you
  • 00:44:16
    know thinking how far this of the
  • 00:44:17
    sequence when you are setting up your
  • 00:44:19
    own applications so certainly an asset
  • 00:44:22
    or no guide to take with you as a
  • 00:44:27
    takeaway from this session
  • 00:44:29
    right and you can obviously go through
  • 00:44:31
    the list
  • 00:44:33
    the last of the checklist and I think
  • 00:44:35
    this is the last right is the your
  • 00:44:37
    checklist for configuring the personal
  • 00:44:39
    actions right because that was the last
  • 00:44:41
    topic so starting from the jobs
  • 00:44:43
    positions workers I-20 workers and then
  • 00:44:46
    now the personal actions these type of
  • 00:44:48
    different checklists will also be
  • 00:44:50
    available for in all the different Tech
  • 00:44:52
    talks that we are doing
  • 00:44:53
    and so
  • 00:44:55
    do look forward to those
  • 00:44:58
    in this last checklist again this one
  • 00:45:01
    has a link to the resource that we have
  • 00:45:03
    combined for use some epic use as well
  • 00:45:05
    as the Baseline checklist right and and
  • 00:45:09
    by no means they could be a step missing
  • 00:45:12
    so we would look to receive your
  • 00:45:16
    feedback on the contact details that we
  • 00:45:18
    have provided if we have missed out on
  • 00:45:20
    anything if there's anything that you
  • 00:45:22
    identify please let us know
  • 00:45:25
    and we can update those checklists
  • 00:45:28
    for everyone's benefit
  • 00:45:31
    so yeah if you haven't uh been using
  • 00:45:34
    Dynamics 365 Human Resources up till now
  • 00:45:37
    you here's a link
  • 00:45:40
    um to get a free trial linear 364 or
  • 00:45:42
    human 365 or human resources
  • 00:45:46
    um access right as well as links to
  • 00:45:51
    um the different learned sessions as
  • 00:45:53
    well as the tech talks and the different
  • 00:45:55
    documentations that we have so we've
  • 00:45:58
    compiled everything in one place
  • 00:46:02
    great and with that
  • 00:46:04
    um I will look at my colleague Steven
  • 00:46:11
    um do we have any questions have we
  • 00:46:13
    answered the questions that we had
  • 00:46:17
    uh yes at this point all of the
  • 00:46:20
    questions have been answered
  • 00:46:22
    great this is good to know so
  • 00:46:27
    um thank you Stephen for answering all
  • 00:46:30
    the questions if you have any further
  • 00:46:31
    questions as well
  • 00:46:33
    um
  • 00:46:34
    please do reach out to us and we would
  • 00:46:37
    be happy to answer those questions and
  • 00:46:39
    also embed them in our FAQ documents
  • 00:46:42
    which are available online
  • 00:46:45
    already
  • 00:46:50
    great so with that I handed over back to
  • 00:46:54
    David
  • 00:46:56
    all right thank you Adil
  • 00:46:59
    I am posting a link in the chat right
  • 00:47:03
    now
  • 00:47:04
    for a survey and we'd like your feedback
  • 00:47:08
    on today's session and hear what you'd
  • 00:47:10
    like to see in the future thank you for
  • 00:47:13
    your participation
  • 00:47:14
    as a reminder the recording of today's
  • 00:47:16
    session will be available on the tech
  • 00:47:19
    talks Community Dynamics page within
  • 00:47:21
    five business days
  • 00:47:22
    I'd like to extend a big thank you to
  • 00:47:25
    our presenters and audience for joining
  • 00:47:27
    us today
Etiquetas
  • gestion du personnel
  • Microsoft
  • Dynamics 365
  • Tech Talks
  • actions de personnel
  • workflows
  • sécurité des données
  • mise en œuvre
  • Ressources humaines
  • checklist