HR Functional Series - Part 1 Personnel Management from Hire to Retire - TechTalk
Resumo
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.
Conclusões
- 👨💼 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.
Linha do tempo
- 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.
Mapa mental
Vídeo de perguntas e respostas
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.
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- 00:00:06hello everybody and welcome to part one
- 00:00:09of the tech talks functional HR series
- 00:00:12today's topic is personnel management
- 00:00:15from hire to retire
- 00:00:17my name is David and I'll be your
- 00:00:19moderator today we are broadcasting this
- 00:00:22session through teams Live Events and
- 00:00:24the audio can be heard through your
- 00:00:26device speakers
- 00:00:27this session is being recorded on behalf
- 00:00:30of the Microsoft Corporation when you
- 00:00:32join this event your name email address
- 00:00:35and or phone number may be viewable by
- 00:00:38other session participants in the
- 00:00:40attendee list by joining you're agreeing
- 00:00:43to this experience
- 00:00:45the recording will be available on the
- 00:00:48text talks Community Dynamics page
- 00:00:50within five business days
- 00:00:52if you have questions for the presenters
- 00:00:55or need support please use the Q a panel
- 00:00:57located on the right side of your screen
- 00:00:59our presenters will be responding to
- 00:01:02your questions throughout the
- 00:01:03presentation and live at the end
- 00:01:07thank you for your patience during these
- 00:01:09announcements
- 00:01:11presenting for us today from Microsoft
- 00:01:13we have a dlad senior r d solution
- 00:01:17architect and Stephen coppin's senior r
- 00:01:21d solution architect
- 00:01:23a deal over to you
- 00:01:30thank you David just want to confirm I
- 00:01:32thought you are able to hear
- 00:01:36you just find the deal
- 00:01:38thank you
- 00:01:40right so uh before I start just a quick
- 00:01:44um about myself I'm part of the fast
- 00:01:48track team at Microsoft that I was
- 00:01:50working at the senior civil Fast Track
- 00:01:51solution architect I'm here are my
- 00:01:53contact details if you would have any
- 00:01:56queries and would like to contact us
- 00:01:58um with me is Rachel prophet and Stephen
- 00:02:01coppins and then he kills are I
- 00:02:03mentioned here
- 00:02:05um before going into the agenda
- 00:02:09to set the expectations so what we will
- 00:02:12be doing in this session today is
- 00:02:15reviewing the process maps for jobs
- 00:02:17positions and workers uh we'll be
- 00:02:20discussing key scenarios for personnel
- 00:02:22actions uh some tips for using workflow
- 00:02:25with personal actions and review of
- 00:02:28employment history data model and
- 00:02:30understanding the data effectivity
- 00:02:31managing security and advanced access
- 00:02:33the personal management uh reviewing the
- 00:02:36checklist which is a really good asset
- 00:02:38that we have built for you while you're
- 00:02:40implementing your application
- 00:02:42as well as the do's and don'ts for
- 00:02:45implementing personal management what I
- 00:02:48will not be covering today is the detail
- 00:02:51aspect of the data migration security or
- 00:02:53workflow as well as the license intent
- 00:02:55preparations
- 00:03:00as you all know that this is a seven
- 00:03:03part Tech talk functional Tech talk
- 00:03:05series that we are doing for on human
- 00:03:07resources and this is part one of the of
- 00:03:09that Series in Department we will be
- 00:03:12talking about the personal management
- 00:03:14and in personal management the agenda is
- 00:03:18to talk about the process the data the
- 00:03:20different Personnel actions available
- 00:03:21data effectivity
- 00:03:24um
- 00:03:24security Advanced access do's and don'ts
- 00:03:27and the checklist and resources that we
- 00:03:29have for you
- 00:03:33great
- 00:03:35so starting with the
- 00:03:40personnel management uh
- 00:03:43processed
- 00:03:46yeah
- 00:03:48starting with the personal management
- 00:03:49process catalog personal management is
- 00:03:52at the core of Human Resources
- 00:03:53configuration many of the downstream
- 00:03:56features processes in Human Resources
- 00:03:58will not mention correctly unless you
- 00:04:00carefully plan configure and test
- 00:04:02personal management
- 00:04:04starting at the top of the process
- 00:04:06catalog we are created for personal
- 00:04:08management have security roles there are
- 00:04:10two core security rules that are used to
- 00:04:12Grant access to the main functionality
- 00:04:14of Human Resources
- 00:04:16these are the human resources assistance
- 00:04:18and Human Resource Management
- 00:04:20another security role exists for recruit
- 00:04:23which has limited access to some
- 00:04:25Personnel information including the new
- 00:04:27request to recruit feature which we will
- 00:04:29discuss in more detail in the next tech
- 00:04:31talk in our series
- 00:04:32you also have the ability to create
- 00:04:34custom ropes based on your business
- 00:04:36needs
- 00:04:38the next section of the process catalog
- 00:04:41shows the business process and
- 00:04:43configurations related to personnel
- 00:04:45management we have broken down the
- 00:04:47processes and configuration into four
- 00:04:49key areas workers checklists
- 00:04:52organizations and position actions
- 00:04:59correct you can see the first four
- 00:05:01processes across all the areas
- 00:05:04for example when you hire a worker you
- 00:05:06will have worker details to enter
- 00:05:10to assign positions to Define and assign
- 00:05:13and optionally you can use Personnel
- 00:05:15actions to manage
- 00:05:16the business process
- 00:05:19when we look at the key business
- 00:05:20processes for workers this includes
- 00:05:22managing personal information directly
- 00:05:25on the worker records maintaining
- 00:05:27competencies on workers such as skills
- 00:05:29and education background for example
- 00:05:30enrolling the worker in leaving plants
- 00:05:33and configuring their basic compensation
- 00:05:35information so that you can pay the
- 00:05:37worker
- 00:05:39yeah
- 00:05:41when we look at the key configurations
- 00:05:43related to workers you can you can first
- 00:05:46see that this there are several
- 00:05:47configurations that cross all four areas
- 00:05:49including the parameter positions jobs
- 00:05:51and departments as well as workloads
- 00:05:55yeah
- 00:05:57focusing in on just the worker related
- 00:05:59processes we have things like encourages
- 00:06:01veteran status employment categories and
- 00:06:04types identification types and issuing
- 00:06:06agencies labor unions and Union
- 00:06:07agreements reason calls and leverage
- 00:06:10both etc etc many of these
- 00:06:12configurations are optional but you will
- 00:06:14want to consider your Downstream
- 00:06:16processes and Reporting requirements
- 00:06:17when deciding which features to enable
- 00:06:22next we have the checklist related
- 00:06:24business processing configuration this
- 00:06:26includes the onboarding according and
- 00:06:28transitions when you think of
- 00:06:29authorizations it can be promotions
- 00:06:31within the same positions lateral
- 00:06:33movements to another department or team
- 00:06:35office location changes or even changes
- 00:06:37in the project Simon for example
- 00:06:41when thinking about creating positions
- 00:06:43and management position hierarchy this
- 00:06:45stands through process aliens including
- 00:06:47organization and optionally Personnel
- 00:06:50actions
- 00:06:53focusing on the organizational aspects
- 00:06:55we have maintaining departments jobs
- 00:06:56legal entities and themes for the
- 00:06:59business process it is important to note
- 00:07:01that from a logical sequencing of
- 00:07:03setting up the system
- 00:07:05you will want to set up and configure
- 00:07:07the organization before you set up
- 00:07:09workers
- 00:07:10to support these processes there are
- 00:07:13configurations for job work job
- 00:07:15functionings families
- 00:07:18templates tasks and areas of
- 00:07:20responsibilities along with
- 00:07:23position type positioning hierarchy
- 00:07:24types and validations and the operation
- 00:07:27units as well as the organized
- 00:07:29organization characters
- 00:07:30when considering these configurations
- 00:07:32for your department for your deployment
- 00:07:34be sure to be thinking about any other
- 00:07:37system that may need this data or if the
- 00:07:40data will be mastered in animal some
- 00:07:41variants
- 00:07:43when you deploy the nx365 human
- 00:07:45resources you will want to kind of
- 00:07:46carefully consider where your
- 00:07:48organization data will be mastered
- 00:07:50integrated and the downstream Downstream
- 00:07:53processes where the configuration will
- 00:07:56be enforced
- 00:07:59the last process area we have is
- 00:08:01Personnel options there are two types of
- 00:08:03personal actions and enabling the
- 00:08:05signatures when you use personal actions
- 00:08:07you can also often enable
- 00:08:10for the actions to help automate the
- 00:08:12business process behind the changes that
- 00:08:14are happening to workers and positions
- 00:08:15within your organization
- 00:08:18and
- 00:08:19the last winner of our process catalog
- 00:08:22we'll focus in on three key areas
- 00:08:24including data Max Integrations and
- 00:08:26administration
- 00:08:29let me start with data market
- 00:08:31there are many data entities that
- 00:08:33support the various processes and
- 00:08:35configurations shown here
- 00:08:37the list of entities you see here is by
- 00:08:40no means an exhaustiveness we will take
- 00:08:42a closer look at the data model a little
- 00:08:44later
- 00:08:47next we have the Integrations in many
- 00:08:49cases the need for these Integrations
- 00:08:51will be reduce eliminated post
- 00:08:53infrastructure March we have split the
- 00:08:55Integrations into three pillars for dual
- 00:08:57right scenarios data integrator and
- 00:09:00other Integrations
- 00:09:01you will want to consider if this data
- 00:09:03is needed in the dataverse or the other
- 00:09:06Downstream systems the out-of-box Dual
- 00:09:08right templates in app no include
- 00:09:10include a variety of entities such as
- 00:09:12workers jobs employment and positions
- 00:09:13likewise the out-of-box data integrated
- 00:09:16templates include many of the same
- 00:09:17entities
- 00:09:20finally we have re-administration
- 00:09:22components many of the configurations
- 00:09:24have data points that the business
- 00:09:25process related to personnel management
- 00:09:27but then also have data points with
- 00:09:29other modules again this is not an
- 00:09:31exhaustive list of the systems or
- 00:09:32administrative setups that need to be
- 00:09:34completed before using before you start
- 00:09:37using the system
- 00:09:38but these configurations do have a
- 00:09:40direct impact on personnel management
- 00:09:41especially when creating and updating
- 00:09:43worker information such as addresses
- 00:09:49talking about the address let's quickly
- 00:09:52discuss
- 00:09:54um
- 00:09:54what the different terminologies are
- 00:09:56when it when it comes to the address
- 00:09:57global address book View
- 00:09:59a party is an entry that assumes a
- 00:10:02legally binding role when participating
- 00:10:04in contractual relations if the party
- 00:10:05can be a person or organization and it
- 00:10:07can be in internal or external to the
- 00:10:09organization a person or organization
- 00:10:12that participates in economic activities
- 00:10:14a party can be internal or external to
- 00:10:16an organization
- 00:10:18an address book is simply a list of all
- 00:10:20the address book records
- 00:10:22a location is a broad term that can mean
- 00:10:24any of the following Loosely related
- 00:10:27items so a geographic point or region of
- 00:10:29physical address an electronic address
- 00:10:30of function facility
- 00:10:32roles that are associated with party
- 00:10:34include customer vendor prospecting
- 00:10:36content an individual quality can be
- 00:10:38associated with one or more party roles
- 00:10:39in a Microsoft Dynamics index
- 00:10:42company
- 00:10:47as I mentioned in the beginning I will
- 00:10:50show you the the entities and and the
- 00:10:53relationships between the various tables
- 00:10:56in the worker setup process and so here
- 00:10:58it is and this slide is just for the
- 00:10:59reference this is not a comprehensive
- 00:11:01list and these are the database entities
- 00:11:04and not the HR entities many of the HR
- 00:11:06entities are the same or very similar in
- 00:11:08the back office right for example
- 00:11:11workers is called workers V3
- 00:11:18similar to that
- 00:11:20um another slide where follow the
- 00:11:22reference only
- 00:11:23uh the relationships and this can be
- 00:11:25used to understand the relationships
- 00:11:27between the jobs and position setup
- 00:11:28processes again this is not a
- 00:11:30comprehensive list and we use our
- 00:11:32representative of the dataverse entities
- 00:11:33and not the actual HR teams
- 00:11:41moving on to the next topic of the
- 00:11:45agenda for today
- 00:11:46easy Personnel actions
- 00:11:51Personnel actions are additional steps
- 00:11:53that you must complete when you perform
- 00:11:55certain Personnel related tasks the
- 00:11:57example of times that might require
- 00:11:58Personnel actions are when you create
- 00:12:00new positions modify existing position
- 00:12:02values hire new workers transfer workers
- 00:12:05change change worker compensation change
- 00:12:08position assignments or Terminator
- 00:12:10workers this feature can optionally be
- 00:12:12enabled by setting enabled worker
- 00:12:14actions and enable position actions
- 00:12:16fields that have been set to yes in the
- 00:12:19personal actions have a human resources
- 00:12:21around this page
- 00:12:23it is important to keep in mind that
- 00:12:24Personnel action types are only
- 00:12:26supported for fixed compensation and not
- 00:12:28variable compensation
- 00:12:36Personnel action goes through a series
- 00:12:39of steps in the process let me quickly
- 00:12:42explain to you what those different
- 00:12:43steps are it obviously starts with a
- 00:12:46draft
- 00:12:47an action would be in a draft or a
- 00:12:50process would be in a draft status if
- 00:12:52it's a if the workflow is used is
- 00:12:54attached to the process the action has
- 00:12:56this means the reaction has not been
- 00:12:58submitted if there is no workflow
- 00:13:00attached to it then this means that the
- 00:13:02action has hasn't been completed simply
- 00:13:04it's in that
- 00:13:06in review means that the personal action
- 00:13:08has been submitted to the workflow but
- 00:13:09the workflow is not completed
- 00:13:11similar to that approved waiting is is
- 00:13:14that the workflow is completed but the
- 00:13:16changes are still in process
- 00:13:18and different reasons could be that it's
- 00:13:20canceled right that the workflow was
- 00:13:22canceled
- 00:13:24or the Personnel action was recalled
- 00:13:27right or it was rejected that'd be
- 00:13:29action requests were rejected by the
- 00:13:31approval
- 00:13:32process processing action
- 00:13:35means that the action request has been
- 00:13:37approved and the changes are being
- 00:13:39processed right and then workflow
- 00:13:41computers uh when the version is
- 00:13:42completed the changes have been
- 00:13:44processed and yes they the difference
- 00:13:46between these two can be you know
- 00:13:48doesn't have to be uh exactly noticed by
- 00:13:51the user itself right because it would
- 00:13:53happen
- 00:13:55um in the background
- 00:13:57and it could be failed so the workflow
- 00:13:59failed because the information was out
- 00:14:01of date or and if that is the case
- 00:14:05um you can click on reactivate and get
- 00:14:07the latest information to continue
- 00:14:10if it's completed this means that the
- 00:14:12position for example was successfully
- 00:14:14created or modified or the employee was
- 00:14:16successfully hired transfer determinated
- 00:14:19or have the compensation change so it's
- 00:14:21actually when the completed would mean
- 00:14:23that not just the workflow but the
- 00:14:25action has also completed the record as
- 00:14:27limited as well
- 00:14:30a problem can occur when the information
- 00:14:33is out of date right and they can be
- 00:14:36errors so you could go to the personal
- 00:14:38actions message log to determine the
- 00:14:41cause of error and and fix any changes
- 00:14:42or fix the issues
- 00:14:44and then denied would mean that if the
- 00:14:47action request was denied by the
- 00:14:48approval
- 00:14:51I didn't mention just now that you know
- 00:14:54you could have processes with or without
- 00:14:55work so you know uh just
- 00:14:58um when considering the workflows
- 00:15:00whether to use them
- 00:15:02um for your personal actions and there
- 00:15:05are several factors to consider
- 00:15:07you will want to start with your
- 00:15:09business process requirements first of
- 00:15:11all consider if any an approval is even
- 00:15:14required for that transaction or not do
- 00:15:17you need to notify someone when a step
- 00:15:18is completed in order to take an
- 00:15:20additional action do you have a
- 00:15:22requirements for our audit trial related
- 00:15:24to the request
- 00:15:25keep in mind that if an approval is
- 00:15:27required sometimes but not other times
- 00:15:29you can set up conditions to
- 00:15:30automatically approve or reject the
- 00:15:32workflow Basin condition and that would
- 00:15:34obviously improve the usability of the
- 00:15:35system
- 00:15:37when you have more than one workflow for
- 00:15:40the same Personnel action type consider
- 00:15:42that what are the differences between
- 00:15:43the workloads can you use a self-working
- 00:15:45to manage the portions of the workflow
- 00:15:47that are same for example
- 00:15:49right
- 00:15:51keep in mind that you can put conditions
- 00:15:54on the overall or overall workflow for
- 00:15:57running or on a specific work item
- 00:15:59within the workflow you can also create
- 00:16:01manual or conditional decisions to
- 00:16:03Branch the workflow based on your
- 00:16:04specific business requirements when you
- 00:16:06use conditions you can automatically
- 00:16:07approve or reject an item based on
- 00:16:09systematic checks and obviously this
- 00:16:12applies to the whole workflow
- 00:16:17functionality that we have right not
- 00:16:19specific to HR
- 00:16:21if your business requirements are more
- 00:16:22complex or you need to integrate the
- 00:16:24data from the Personnel actions into
- 00:16:26another system you may want to consider
- 00:16:28using power automate to extend the
- 00:16:30workflow capabilities you will need some
- 00:16:32sort of a miniware in order to capture
- 00:16:35um or a place to capture the business
- 00:16:37events from the Native workflow in
- 00:16:39Dynamics 365 demon resources for example
- 00:16:41you can use Azure service bus event Grid
- 00:16:44or in event Hub when you use FNL after
- 00:16:46the intersection merge right and that is
- 00:16:49the big which is coming the
- 00:16:50infrastructure March right you can use
- 00:16:53the native connector for the ethanol the
- 00:16:55dataverse or optionally use the service
- 00:16:58endpoints such as service bus even grade
- 00:17:00ornament
- 00:17:01again one typically typical requirement
- 00:17:03that many customers have is the ability
- 00:17:06to approve
- 00:17:07the workloads directly from email when
- 00:17:10you use power automate you can have more
- 00:17:12granular controller of the appearance of
- 00:17:14the emails as well as the ability for
- 00:17:16users to click approve directly from the
- 00:17:18email or by using the power automate
- 00:17:19mobile app right
- 00:17:22you can also consider using power
- 00:17:23automate as a centralization without
- 00:17:25enemy 365 human resource work for those
- 00:17:28for example if you
- 00:17:29want to create an approval workflow
- 00:17:32process
- 00:17:33a process flow for fixed and variable
- 00:17:34compensation that is similar you can
- 00:17:36manage this directly in the power
- 00:17:37automate
- 00:17:39you don't you may need to consider the
- 00:17:41use of power automate to initiate
- 00:17:43requests as a means for users to enter
- 00:17:45details about their request if you build
- 00:17:47a power app for business processes
- 00:17:49consider embedding that power app into
- 00:17:52the user interface
- 00:17:55to improve the usability of your overall
- 00:17:57solution
- 00:18:04some of the considerations
- 00:18:06when implementing personal actions
- 00:18:10let me quickly go through that
- 00:18:12from an architecture standpoint a custom
- 00:18:15field
- 00:18:16would be added directly on the position
- 00:18:20table for example however when you use
- 00:18:22Personnel actions there is a separate
- 00:18:24table that is used to store the request
- 00:18:26information and then the data is copied
- 00:18:28to the actual position table
- 00:18:30when the personal action is completed
- 00:18:32you could add a custom field to the
- 00:18:33secondary table however the data will
- 00:18:35not get copied to the actual position
- 00:18:37when the Personnel action is completed
- 00:18:40right
- 00:18:41and that's what it custom Fields cannot
- 00:18:45be edited multi-personal actions
- 00:18:48so again is that there is a parameter
- 00:18:49that can be enabled
- 00:18:51uh so completed or approved actions
- 00:18:55cannot be deleted by people and then
- 00:18:56there is a parameter that can be able to
- 00:18:58allow you to be that completed personnel
- 00:19:01so this parameter is off by default if
- 00:19:04you want to delete the completed
- 00:19:06Personnel actions you will need to
- 00:19:08enable that parameters
- 00:19:11and while when you are setting up the
- 00:19:14personal action types you can control
- 00:19:15which users can use which type each type
- 00:19:18consider for example if the manager role
- 00:19:20should be in power to create requests
- 00:19:22and use specific personal action sites
- 00:19:24if no roles are specified then all the
- 00:19:26users will have access to all the
- 00:19:29personal action types
- 00:19:32and then be sure to consider the user
- 00:19:34experience and security requirements for
- 00:19:37managers to request changes that trigger
- 00:19:39a personal action from the manager sales
- 00:19:46and the last one is you know whether
- 00:19:48there are multiple actions required to
- 00:19:50support different types of course if
- 00:19:51there are
- 00:19:52different approval process flows or
- 00:19:55requirements across departments or
- 00:19:57business units for example you may need
- 00:19:59to create multiple personal action types
- 00:20:01for each type of action
- 00:20:02and link a different workflow this will
- 00:20:04allow you reflexive the flexibility to
- 00:20:07Modern the different processes across
- 00:20:09your organization
- 00:20:14and with that I will move on to the
- 00:20:18first demo for the uh for today
- 00:20:21and before I actually run the demo one
- 00:20:24thing for you to note is that the demos
- 00:20:26have been recorded on the new modest
- 00:20:29infrastructure so you will see them
- 00:20:32running on your fnr infrastructure
- 00:20:35environment right so h r running on the
- 00:20:37ethanol environment
- 00:20:39bye
- 00:20:42I will just play that now
- 00:20:47going here in finance and operations in
- 00:20:51an early release of the HR
- 00:20:55infrastructure merge what I'm going to
- 00:20:57do start is navigate into the human
- 00:20:59resources module and then navigate into
- 00:21:03Human Resources shared parameters
- 00:21:06here you'll see a tab called Personnel
- 00:21:09actions
- 00:21:10this is where you can enable both worker
- 00:21:13actions and position actions once you've
- 00:21:16enabled either one of the actions you
- 00:21:20can also optionally select the perimeter
- 00:21:23to allow the deletion of completed
- 00:21:27worker actions and position actions
- 00:21:31once you've enabled the features you'll
- 00:21:33need to also go create
- 00:21:35some Personnel action types under setup
- 00:21:40and then personal action types
- 00:21:44here you can create new Personnel action
- 00:21:47types for this example I am going to
- 00:21:49create a new personal action type that
- 00:21:52is called hire contractor
- 00:21:59in the personal action drop down box I
- 00:22:02will select the hire a worker
- 00:22:05if you want to use a workflow you can
- 00:22:07optionally click the drop down box and
- 00:22:09select the workflow that you want to use
- 00:22:11in the security rules for this action
- 00:22:13tab you can click the add button to
- 00:22:15optionally add security roles that will
- 00:22:18be allowed to create this particular
- 00:22:22action type
- 00:22:23if you do not add any security rules
- 00:22:26then this particular Personnel action
- 00:22:29type will be available for all security
- 00:22:31rules
- 00:22:32when you're done you're ready to start
- 00:22:34creating Personnel actions
- 00:22:37personal actions can be viewed and
- 00:22:39maintained in the Human Resources module
- 00:22:43for worker actions underneath the
- 00:22:45workers section if you expand the
- 00:22:47actions folder you can see a variety of
- 00:22:50pages that allow you to manage and
- 00:22:52maintain your worker actions let's start
- 00:22:55by clicking on all worker actions here
- 00:22:58you can see a list of all of the worker
- 00:22:59actions this includes hiring
- 00:23:02terminations and transferring of workers
- 00:23:06you can select an existing one
- 00:23:09and open it to edit the details or click
- 00:23:12on the edit button you can also manually
- 00:23:15create a new worker action by using the
- 00:23:17worker action button at the top and then
- 00:23:21selecting a personal action type
- 00:23:23but most typically a worker action or a
- 00:23:27position action will be created directly
- 00:23:30from the worker or the position or from
- 00:23:34the manager self-service workspace if
- 00:23:37you're allowing managers to create
- 00:23:39Personnel actions
- 00:23:42so let's close this down and navigate
- 00:23:44into the Employee Self-Service workspace
- 00:23:48here I'll click on my team where I can
- 00:23:51see the details about my team that
- 00:23:54report directly to me
- 00:23:57you can see at the top there are some
- 00:23:58buttons to request a new employee
- 00:24:00contractor or position
- 00:24:03for workers that are already assigned to
- 00:24:06you by selecting a particular worker you
- 00:24:09can see buttons across the top that
- 00:24:11allow me to create personal actions
- 00:24:13related to that particular worker let's
- 00:24:17go ahead and request a new position
- 00:24:19this will open up a dialog where you can
- 00:24:21select the personal action type
- 00:24:24for this example I'll use the new
- 00:24:26position without a personal or without a
- 00:24:30workflow and I can optionally select a
- 00:24:33reason code
- 00:24:34we'll State organizational
- 00:24:37when I'm ready you click continue
- 00:24:39this will open up a new screen where you
- 00:24:41can see the details about the position
- 00:24:43action I can type in some budgetary
- 00:24:46comments the comments tab allows me to
- 00:24:49use the add button to type in more
- 00:24:51details about this change
- 00:24:53the general tab allows me to select the
- 00:24:55details about this particular position
- 00:24:57I'll need to select a job that this new
- 00:25:00position will be related to I'll select
- 00:25:03accountant
- 00:25:05I'll also need to select the reports to
- 00:25:07position
- 00:25:09in this case I'm going to have the
- 00:25:12new account role report to the Chief
- 00:25:15Financial Officer
- 00:25:18I can update other details about this
- 00:25:20position
- 00:25:21add in some details about the position
- 00:25:23duration add relationships enter in
- 00:25:27payroll details and so on
- 00:25:29when you're ready
- 00:25:31you can simply use the complete button
- 00:25:34to complete this position action
- 00:25:37if your position action has workflow
- 00:25:39you'll also need to submit this to the
- 00:25:42workflow since this particular position
- 00:25:45action does not have a workflow I can
- 00:25:49simply click the complete button once
- 00:25:51the position action has been completed
- 00:25:54you'll notice that all of the fields are
- 00:25:56grayed out and you can no longer make
- 00:25:58changes to that position action
- 00:26:00if I close down this window I can go
- 00:26:03into the positions page and see the
- 00:26:07details about this new position that I
- 00:26:09created
- 00:26:10so I've navigated into human resources
- 00:26:13and opened up the all positions
- 00:26:16here you can see this new position
- 00:26:19that I created number 591 for the
- 00:26:22accountant
- 00:26:24if I click on this position I can see
- 00:26:26the details about this particular
- 00:26:28position
- 00:26:30in the action pane there's a button here
- 00:26:32called position actions this will open
- 00:26:35up a screen where I can see the details
- 00:26:37about the position and the changes that
- 00:26:40have been made
- 00:26:41here you can see that position action
- 00:26:43that I created
- 00:26:46which was the position action that was
- 00:26:48generating or creating this new position
- 00:26:52if I need to make additional changes to
- 00:26:54this position I can do that by clicking
- 00:26:57on the edit button this will open up a
- 00:27:00new Personnel action where I can now put
- 00:27:02in the details or update and make
- 00:27:05changes to this position
- 00:27:07and this will be tracked as its own
- 00:27:09position action
- 00:27:24so in here great so
- 00:27:28moving on to the next topic for
- 00:27:33for today which is date effectivity
- 00:27:37and date and time fields are fundamental
- 00:27:40Concept in Dynamics 365 Human Resources
- 00:27:42it is important to understand how to
- 00:27:44work with data sorry day and time data
- 00:27:47forms informs data Wars and external
- 00:27:49resources
- 00:27:52the data management framework acceler
- 00:27:54and dataworks and power bi reporting are
- 00:27:56all designed to interact with data
- 00:27:58directly on the database level
- 00:28:00since there is no client to adjust data
- 00:28:02and date and time data to the time zone
- 00:28:05of the user all the date and time values
- 00:28:07are in UTC which can lead to some
- 00:28:09incurrent consumptions when entering or
- 00:28:11viewing data date and time data
- 00:28:13submitted via DMF Excel or the other
- 00:28:15words is assumed to be in UTC by the
- 00:28:17database this can cause some confusion
- 00:28:20when the submitted date and time value
- 00:28:22doesn't display as expected because the
- 00:28:24user viewing the data doesn't have their
- 00:28:26user time zone set to UTC
- 00:28:31editor
- 00:28:34some of the things to note
- 00:28:37um from the user interface perspective
- 00:28:39include the position and time employment
- 00:28:42always show in the user's time zone
- 00:28:45benefits
- 00:28:47they are shown in the user's time zone
- 00:28:48as well compensation shows in the
- 00:28:51company's time zone
- 00:28:53so this is the following following is a
- 00:28:55recommended setting that we that we
- 00:28:57recommend right but the setting that we
- 00:28:59recommend in with respect to time zone
- 00:29:00that the user time zone should be set up
- 00:29:03to equivalent to GMT and in case if the
- 00:29:06users are companies just then user time
- 00:29:09zone should be uh the company time zone
- 00:29:16there are many records in Dynamics 365
- 00:29:18human resources that use data
- 00:29:19Effectiveness on the table this means
- 00:29:21that every time A change is made to the
- 00:29:23data
- 00:29:24a new record is created
- 00:29:26and the old one old record is required
- 00:29:28from a user experience standpoint the
- 00:29:30user may not be aware that this is
- 00:29:32happening as the requests are copy
- 00:29:33duplicated behind the scenes
- 00:29:35when these types of changes are made the
- 00:29:38system keeps track of the previous value
- 00:29:39and the new value for each of these
- 00:29:41Pages there is a changes timeline button
- 00:29:44that allows you to either view the
- 00:29:46changes or manage the changes
- 00:29:48The View Change option changes option
- 00:29:50lets you view what changes have been
- 00:29:53made while the Mana changes option lets
- 00:29:55you make update change the effective
- 00:29:57dates as well as revert to the old
- 00:29:59version or delete the word
- 00:30:01on this slide
- 00:30:03um the
- 00:30:05is displaying the changes that are
- 00:30:08worked that are tracked for workers
- 00:30:10positions and jobs
- 00:30:14with that I will move to my next demo
- 00:30:18which is about managing the changes
- 00:30:21in the application
- 00:30:32so I'm hearing finance and operations
- 00:30:34with an early version of the HR
- 00:30:37infrastructure merge I'm going to
- 00:30:39navigate into the human resources module
- 00:30:42and open up the workers page
- 00:30:48here I'll select a worker who has had
- 00:30:50some changes made to its record
- 00:30:53next I'll click on the change with
- 00:30:55timeline button in the versions group of
- 00:30:57the action pane
- 00:31:00you'll notice there are two options
- 00:31:02first let's click on view changes
- 00:31:07when you use the view changes it will
- 00:31:09show you the details of
- 00:31:11all of the changes that have been made
- 00:31:13so you can see that in office location
- 00:31:16and title were added in September of
- 00:31:192012 and later a building address was
- 00:31:22added
- 00:31:23recently a veteran status was also
- 00:31:26updated
- 00:31:27you can see in the old value what the
- 00:31:30old value was
- 00:31:31and what the new value is
- 00:31:34in this case all of the values were
- 00:31:36updated from a blank value
- 00:31:39you can't make any changes when you're
- 00:31:41in the view changes however if we close
- 00:31:43this and click on change this timeline
- 00:31:45again
- 00:31:48and this time selecting manage changes
- 00:31:51this will open up a new page where you
- 00:31:53can see the changes that have been made
- 00:31:55we have the ability to update
- 00:32:00and make changes so for personal
- 00:32:02information you can see that there have
- 00:32:04been two records personal information
- 00:32:07includes family information military
- 00:32:10information and The Expatriate ruling
- 00:32:15if you switch to the worker summary tab
- 00:32:17this will show you the changes that have
- 00:32:19been created for this particular worker
- 00:32:22this includes basic information such as
- 00:32:25title seniority date original hire date
- 00:32:28and anniversary date you can also see
- 00:32:31the office location information
- 00:32:34there's another tab for Affordable Care
- 00:32:36coverage groups where you can select a
- 00:32:39specific legal entity
- 00:32:42and then see any changes related to this
- 00:32:46particular worker in the selected legal
- 00:32:48entity
- 00:32:50and any changes that have been made to
- 00:32:52the Affordable Care coverage groups
- 00:32:55if you click the payroll earnings code
- 00:32:57tab you can see any changes that have
- 00:32:59been made to the payroll earning codes
- 00:33:03if a change has been made and you no
- 00:33:05longer want that change or you want to
- 00:33:07revert to the previous value you can
- 00:33:09simply click on the remove button
- 00:33:13if you want to see exactly what the
- 00:33:15changes were you can click on view
- 00:33:16changes this will open up the view
- 00:33:18changes dialog filter to this one
- 00:33:21specific
- 00:33:22change
- 00:33:24I'm going to go ahead and remove this
- 00:33:26record
- 00:33:27and click yes to confirm
- 00:33:31now you can see that that record has
- 00:33:33been deleted
- 00:33:34if I go back to the worker record
- 00:33:39and open up the details so
- 00:33:44you'll notice that the military service
- 00:33:47veteran status field is empty because
- 00:33:50I've deleted that change
- 00:33:52if I want to make the change again or
- 00:33:54select a different value
- 00:33:56I can simply use the drop down box to
- 00:33:59select the fields
- 00:34:05and I can add in additional information
- 00:34:07so in this case I've added the veteran
- 00:34:10status and the military start service
- 00:34:13start date and military service end date
- 00:34:16I'll click save
- 00:34:19and if I use the changes timeline and
- 00:34:22select view changes you can see three
- 00:34:24records are created
- 00:34:27I can see that the field that was
- 00:34:29modified was veteran status military
- 00:34:32service start date and ending with the
- 00:34:34values that I entered
- 00:34:37again if I use changes timeline and
- 00:34:40click manage changes
- 00:34:42I can see those details you'll notice
- 00:34:45that the manage changes field that the
- 00:34:48changes are grouped together so in this
- 00:34:50case there's one record here
- 00:34:52with an effective date of today
- 00:34:55and the veteran status
- 00:34:58military service start date and service
- 00:35:00end date are all displayed in a single
- 00:35:03record
- 00:35:05if you click on view changes you can see
- 00:35:08the breakdown of the individual fields
- 00:35:10that were updated
- 00:35:20from hearing Finance enough
- 00:35:27all right so that was the second demo
- 00:35:30for the session
- 00:35:32moving on to the security and advanced
- 00:35:34access
- 00:35:40so in this slide I'm basically going to
- 00:35:43the configuration options which are
- 00:35:44available for the advanced access right
- 00:35:46this is beyond the enormous
- 00:35:49user Security in rows that we would have
- 00:35:53um and the first one is under the human
- 00:35:55resource shared parameters you would
- 00:35:57find Advanced access
- 00:36:00um in that you are able to restrict
- 00:36:02access to work information by legal
- 00:36:04entity
- 00:36:05you can enable cross-company
- 00:36:07compensation view as well as you can
- 00:36:09enable cross-company live view
- 00:36:16the second one is which is found
- 00:36:19under the human resource parameters is
- 00:36:21the compensation related Advanced access
- 00:36:24where you can restrict access to the
- 00:36:26Compensation Plan
- 00:36:30in the third Advanced access is
- 00:36:33also under the human resource parameters
- 00:36:36which is manager self-service view
- 00:36:38options where you can select whether to
- 00:36:41show 2D managers in the manager Self
- 00:36:43Service the expiring records the open
- 00:36:47positions as well as exiting workers
- 00:36:49around
- 00:36:54besides the advanced access
- 00:36:56different possibilities exist to assign
- 00:37:01security roles by legal entity
- 00:37:05in order to do that first of all go to
- 00:37:08the system administration links and
- 00:37:10users search for the user you want your
- 00:37:12assign security to
- 00:37:14then assign the role by clicking on
- 00:37:16assign roles select your role from the
- 00:37:18list and click ok
- 00:37:20and then assign the organization to do
- 00:37:23that you would select your role in the
- 00:37:24user roles FAFSA click assign
- 00:37:27organization click Grant access to
- 00:37:30specific organizations individually
- 00:37:32and then select the organizations and
- 00:37:34then click run
- 00:37:35and then you may close the window
- 00:37:41moving towards the
- 00:37:43later part of the agenda talking about
- 00:37:46the do's and don'ts of the
- 00:37:48implementation and these are really
- 00:37:50important and they have we have faced
- 00:37:51them during the their implementations
- 00:37:53that we have overseen
- 00:37:56with a fast track
- 00:37:59so the do's and don'ts specific to
- 00:38:01Personnel actions and I'll quickly go
- 00:38:03through them you can read them on the
- 00:38:05screen as well the first one is
- 00:38:08you should be using the Personnel
- 00:38:10actions to drive communication between
- 00:38:12the business and HR
- 00:38:15use the workflow to help seamline
- 00:38:17automate the business process related to
- 00:38:19Personnel actions Define a strategy for
- 00:38:22empowering the business to submit
- 00:38:24personal actions
- 00:38:25use personal action types and workload
- 00:38:27to drive in processes
- 00:38:29however on the other side do not use the
- 00:38:32custom fields on personal actions that
- 00:38:34need to be modified in density workflow
- 00:38:36steps like we discussed earlier that
- 00:38:40those cannot be used in the personal
- 00:38:41actions
- 00:38:43do not import data information in a
- 00:38:46local time zone we discuss about the
- 00:38:48data Effectiveness and all the
- 00:38:49limitations around date
- 00:38:52as well as the number sequence if you
- 00:38:55are sharing data between HR and FML
- 00:38:57which essentially will go away right
- 00:39:00with the new
- 00:39:01HR infrastructure merge but for now if
- 00:39:05you are implementing and you are sharing
- 00:39:07data across each run no
- 00:39:09um for all the shared entities right for
- 00:39:12all the data that is going to be shared
- 00:39:14do not use the same number sequence
- 00:39:19yeah
- 00:39:21some of the feature management options
- 00:39:23to consider when implementing personnel
- 00:39:26management
- 00:39:27one is the database logging
- 00:39:29right or the auditing it is a means of
- 00:39:32tracking changes to records it's track
- 00:39:35inserts and updates and deletes the
- 00:39:37values are stored in database log for
- 00:39:39further analysis
- 00:39:41and then the second the option which you
- 00:39:44can find in the feature management which
- 00:39:45is not turned on
- 00:39:47by default is simplified streamline
- 00:39:50employee entry it is an efficient entry
- 00:39:52of employee and employment data
- 00:39:54it's more intuitive in terms of
- 00:39:57navigating and it helps you to quickly
- 00:39:59update the work history information for
- 00:40:01tasks active in future employees and
- 00:40:03contractors
- 00:40:09the last thing in the agenda for today
- 00:40:11are the checklists and the resources
- 00:40:13that we have compiled for you and when
- 00:40:15we upload this
- 00:40:17um Tech talk there will be a
- 00:40:19presentation and in that presentation
- 00:40:21this checklist and resources will be
- 00:40:25there right so let me quickly go through
- 00:40:28those uh checklists they are a total of
- 00:40:30five chickens
- 00:40:33um that we are prepared and you can use
- 00:40:35them as to to guide you through the
- 00:40:38implementation and the setup process of
- 00:40:40your application
- 00:40:42right on each checklist on the left hand
- 00:40:44side there are resources uh that would
- 00:40:46help you the links to resources uh that
- 00:40:50are good to read before you get on to
- 00:40:52implementing the application and on the
- 00:40:55right hand side of these checklists are
- 00:40:57are the steps that you need to do in
- 00:41:00order to for example in this
- 00:41:02unconfiguring jobs so you would start
- 00:41:04with this checklist of you will Define
- 00:41:07and create the job titles job types
- 00:41:09tasks families area responsibility
- 00:41:11compensation levels rating models skills
- 00:41:14certificate types test types education
- 00:41:16stream types accommodation types job
- 00:41:18templates and then we would go to jobs
- 00:41:23similar to that the checklist for
- 00:41:25configuring positions right on the left
- 00:41:27hand side you see the resources the
- 00:41:29links to the resources and then on the
- 00:41:31right hand side the checklist to create
- 00:41:35including the prereqs create positions
- 00:41:37right so you would Define the HR shared
- 00:41:40parameters or positions you would
- 00:41:43configure and select number sequence
- 00:41:45requisitions the Departments and then
- 00:41:46digitalops you would create position
- 00:41:49types compensation regions pay Cycles
- 00:41:51compensation codes benefit plans labor
- 00:41:53unions Union agreements Financial
- 00:41:55Dimensions position hierarchy types and
- 00:41:58then you would create a position
- 00:42:02the third one is configuring the
- 00:42:04checklist for workers right and then
- 00:42:07here is the Baseline checklist again on
- 00:42:10the left hand side of the resources and
- 00:42:11the writing side
- 00:42:13um to check this for configuring the
- 00:42:14workers
- 00:42:16all right starting with the parameters
- 00:42:18workers right and going through a
- 00:42:21similar type of list you know going
- 00:42:22through the jobs and positions the
- 00:42:24prereqs which we just discussed in the
- 00:42:25previous checklist
- 00:42:27um the ethnic Origins veteran statuses
- 00:42:29worker tasks reason codes employee
- 00:42:31categories employment types payment
- 00:42:33frequencies
- 00:42:34regulatory Services calendars
- 00:42:37application types issuing agencies
- 00:42:38freeing types payroll learning codes and
- 00:42:41while I'm going through this list this
- 00:42:43checklist will serve you and help you to
- 00:42:46do the implementation a lot of times we
- 00:42:48have seen uh where consultants and the
- 00:42:51customers are coming back to us saying
- 00:42:52that we're not able to configure it and
- 00:42:55we are getting errors if you follow the
- 00:42:57checklist for the most part you will not
- 00:43:00face uh those very obvious issues
- 00:43:04um this is uh our guidance to also start
- 00:43:07your implementation so when you are
- 00:43:09starting from the business point of view
- 00:43:11you also understand what the system
- 00:43:13allows you to configure and to store
- 00:43:15what type of information and then you
- 00:43:17can work your requirements accordingly
- 00:43:19as well so in order to configure the
- 00:43:21application in order to go live with the
- 00:43:23application right or to go into the
- 00:43:26build space you would understand already
- 00:43:27what are the different uh data
- 00:43:30requirements
- 00:43:32um
- 00:43:33that are there to to configure on those
- 00:43:37options
- 00:43:38moving on to the next checklist which is
- 00:43:40the hiring of workers
- 00:43:42right and which is again it starts with
- 00:43:45higher worker assigned worker to a
- 00:43:47position that work with pass assignments
- 00:43:49and if you see the whole list right
- 00:43:53um the reason was this that this is it's
- 00:43:56a bit conflict complicated right you
- 00:43:58need to do a lot of sets and yes you
- 00:44:00could do them in different sequences
- 00:44:03um we have put them in a series of
- 00:44:05sequence and sequence object lists as
- 00:44:08well as within the checklist we have for
- 00:44:10a sequence uh which should work for you
- 00:44:12and you wouldn't be worried about you
- 00:44:16know thinking how far this of the
- 00:44:17sequence when you are setting up your
- 00:44:19own applications so certainly an asset
- 00:44:22or no guide to take with you as a
- 00:44:27takeaway from this session
- 00:44:29right and you can obviously go through
- 00:44:31the list
- 00:44:33the last of the checklist and I think
- 00:44:35this is the last right is the your
- 00:44:37checklist for configuring the personal
- 00:44:39actions right because that was the last
- 00:44:41topic so starting from the jobs
- 00:44:43positions workers I-20 workers and then
- 00:44:46now the personal actions these type of
- 00:44:48different checklists will also be
- 00:44:50available for in all the different Tech
- 00:44:52talks that we are doing
- 00:44:53and so
- 00:44:55do look forward to those
- 00:44:58in this last checklist again this one
- 00:45:01has a link to the resource that we have
- 00:45:03combined for use some epic use as well
- 00:45:05as the Baseline checklist right and and
- 00:45:09by no means they could be a step missing
- 00:45:12so we would look to receive your
- 00:45:16feedback on the contact details that we
- 00:45:18have provided if we have missed out on
- 00:45:20anything if there's anything that you
- 00:45:22identify please let us know
- 00:45:25and we can update those checklists
- 00:45:28for everyone's benefit
- 00:45:31so yeah if you haven't uh been using
- 00:45:34Dynamics 365 Human Resources up till now
- 00:45:37you here's a link
- 00:45:40um to get a free trial linear 364 or
- 00:45:42human 365 or human resources
- 00:45:46um access right as well as links to
- 00:45:51um the different learned sessions as
- 00:45:53well as the tech talks and the different
- 00:45:55documentations that we have so we've
- 00:45:58compiled everything in one place
- 00:46:02great and with that
- 00:46:04um I will look at my colleague Steven
- 00:46:11um do we have any questions have we
- 00:46:13answered the questions that we had
- 00:46:17uh yes at this point all of the
- 00:46:20questions have been answered
- 00:46:22great this is good to know so
- 00:46:27um thank you Stephen for answering all
- 00:46:30the questions if you have any further
- 00:46:31questions as well
- 00:46:33um
- 00:46:34please do reach out to us and we would
- 00:46:37be happy to answer those questions and
- 00:46:39also embed them in our FAQ documents
- 00:46:42which are available online
- 00:46:45already
- 00:46:50great so with that I handed over back to
- 00:46:54David
- 00:46:56all right thank you Adil
- 00:46:59I am posting a link in the chat right
- 00:47:03now
- 00:47:04for a survey and we'd like your feedback
- 00:47:08on today's session and hear what you'd
- 00:47:10like to see in the future thank you for
- 00:47:13your participation
- 00:47:14as a reminder the recording of today's
- 00:47:16session will be available on the tech
- 00:47:19talks Community Dynamics page within
- 00:47:21five business days
- 00:47:22I'd like to extend a big thank you to
- 00:47:25our presenters and audience for joining
- 00:47:27us today
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