Microsoft D365HR built upon the functionality available within AX2012, taking what were some solid foundations but considerably enhancing the capabilities and processes that surrounded them to the point that D365HR can be positioned as a stand-alone HRM system but better still can bolt into the wider capabilities of D365FO
Here is a quick summary of some of those enhancements we particularly like noting that workflow and approval capabilities underpin all of these new functions:-
Absence Management – With absence types, plans and entitlements, carry overs in hours and/or days this type of functionality significantly enhances what used to rely on an ISV bolt on application or alternatively heavy development.
Absence entitlement plans can be defined in hours or days, hours being particularly important to organisations that have part time working patterns.
This functionality also extends to the definition of the job and position an employee occupies with FTE being a factor that will accrue entitlements based on what the FTE equivalent factor is set at i.e. a worker with an FTE of 0.5 will accrue only half of the entitlement of a worker with a FTE of 1.0.
This kind of flexibility allows you to configure a minimal number of absence entitlement plans, an important consideration should always be the on-going maintenance effort associated with having too much differing configuration (someone has to administer it!)
Power Objects – Most features within D365 Human Resources have their own comprehensive and predefined list of Power Object reports that graphically display the information within the form you are in.
These out of the box analytical reports are designed around the functionality you configure in Dynamics, with sorts, filters and tools that allow them to be visually rendered on the form or easily exported etc. These greatly improve the look and feel of the product and remove what used to be a significant reporting configuration effort with associated costs.
It is fair to say however that in our experience clients always want more and this is were a BI reporting approach may also need to be considered as reports are very personal to an organisation and we find that there is never enough OOB variation and capability to satisfy everyone.
BI is also one of those specialised areas of expertise that we have within Axsoftware having a skills we often provide to other Microsoft Partner companies particularly around the Human Resources structure which is not so widely understood within the partner community.
Checklists & Tasks – Creating Checklists with your own definitions of Tasks is a great way to identify what needs be done, when and by whom whenever a worker on-boards, transitions to another position or company or off-boards an organisation.
Think of it as a simplistic workflow but without the technical overhead often associated with defining rules and conditions and you have a tool here that can be used to great effect within your HR department as well as your employee self service portal.
With the ability to detail exactly what needs to be done, with prompts of outstanding activities and tasks it is used to inform and track the progress of important tasks within your organisation. Users get to see what’s assigned to them and with administrator views you can centrally monitor that the wider organisation is adhering to the activities that need to be followed that ultimately provides you with accurate employee data as well as those efficiencies that prompt action brings i.e. I forgot becomes a redundant argument when its a prompt on your screen!