Solving your organisation’s HR needs by using Microsoft Dynamics 365 Human Resources

Keeping top talent in your organisation is more important than ever these days and having the right tools will help you to achieve positive employee experience, effective management of HR processes and empower you with robust reporting capabilities resulting from storing and working with all the HR data in one place.

As of February 2020, Dynamics 365 Talent has been renamed to Dynamics 365 Human Resources (D365HR) and it can provide solution to the ‘core’ HR needs of your organisation.

This is a first blog post covering D365HR in general, but I am planning to dive deeper into each area in the future – stay tuned!

Without further ado, let’s explore the main areas of Dynamics 365 Human Resources and how they could take care of your organisation’s HR needs.

Employee self-service

D365HR allows employees to view and manage their core data via employee self-service. This ranges from the ability to view and manage personal details, bank information and competencies to compensation, leave & absence and benefits taking the load off from HR personnel making sure they can stay focused working on higher priority tasks.

Manager self-service

Thanks to D365HR, Managers are empowered to view and handle processes directly from Manager self-service and therefore do not have to reach out to HR anymore when it comes to managing various tasks such as team’s leave & absence, performance, approving any relevant requests or view their team members’ position or compensation related information to name a few.

Personnel /people/ management & Task management

HR team can effectively manage core processes related to hiring, transferring and terminating employees optionally supported by workflows to ensure that any required approvals are obtained before the processes can be finalised. These processes can be also enriched by utilising Task management in form of checklists to make sure, that any related activities needed to be completed are distributed to relevant parties to action.

Any additional information needed to be entered and maintained by HR can be easily done so by smoothly navigating through the employee’s record.

Compensation management

D365HR makes it simple to configure compensation programs your organisation needs to support any plans and guidelines to ensure salaries are recorded properly. Any variable compensation such as bonuses or shares can be also easily recorded and managed within D365HR to store the information in one place for comprehensive reporting and data management.

Leave & Absence

Leave & Absence in D365HR has been recently enhanced and allows HR to configure and manage as many leave & absence plans as needed and specify multiple details for each plan such as accruals, carry over amounts, how and when the balances are calculated and pro-rata rules to name a few.

In addition, time off can be requested from employee self-service or manager self-service and the requests can be viewed in a calendar view format making it easy for manager or HR to assess the situation for any given period of time.

Performance management

Performance management in D365HR offers the ability to configure and manage reviews and goals accompanied with the option to record activities actioned or to be actioned during the review period.

In addition, reviews and goals templates can be constructed to support your business and provide managers and employees with starting point and a guiding framework to follow during the review process.

Each review can be supported by a different workflow to ensure manager’s and employee’s approvals are in place before the review process is finished.

 

Development and competencies management

D365HR provides HR users with the ability to schedule courses employees can be allowed to be signed up to via employee self-service and any skills and competencies recorded against the course and the course itself can be transferred to the employee’s record upon completion.

On top of that, HR and Managers can utilise skill assessment and skill to job analysis to see what competencies are needed and potentially missing when compared to required job related competencies.