MODULE 1: INTRODUCTION TO HUMAN RESOURCE

MANAGEMENT

Module Overview

The talents and efforts of the people in your company or organization are among your
most valuable assets. Human resources for Microsoft Dynamics AX helps fulfill the potential
of your workers, while reducing the cost and complexity of administrating worker and
organizational information.

You can use Human resources to complete the following tasks:

 Administer organizational structures, including formal and informal hierarchies and

position management.

 Maintain comprehensive information on workers from the day that they first apply for a
job to the day that they leave your organization.

 Define organizational benefit plans and options, enroll workers in benefits, combine
compensation with benefits, assign dependent coverage, and designate beneficiaries.

 Control absenteeism by establishing, communicating, and monitoring absence policies.

This includes approval procedures and centralized or self-registration.

 Manage worker competencies to identify and effectively deploy the best people for the
company's tasks.

 Review performance levels through discussions, and then outline steps for improvement
by creating and implementing goals for workers.

 Set up, deliver, and analyze training courses that include agendas, sessions, and tracks,
together with demographic information about participants.

 Administer recruitment initiatives, such as web advertisements, web applications and

screening, developments, applicants and applications, and correspondence with candidates.

Introduction

The following steps describe the general task flow in HRM.

1. Manage the organization.

2. Plan organizational elements.

3. Manage the worker environment.

4. Manage teams.
5. Recruit a workforce.

6. Manage recruitment projects.

7. Maintain workers.

8. Retain workers.

9. Manage worker absences.

10. Manage worker competencies.

11. Motivate the workforce.

12. Manage performance.

13. Manage training.

14. Manage compensation.

15. Terminate workers.

Shared Data Across Companies

Some data that is used in Human Resource Management is shared across the enterprise
and used in multiple modules.

 Workers

 Competencies

 Teams for workers

 Organization hierarchy

Creating New Worker Versions

On the Workers list page, select the worker to update and then click Maintain versions to
open the Maintain worker versions form. Use a tab to update the worker's information.
When you update the information, you set the date that the change will take effect for each
tab. You can choose to start using the updates immediately or select a date in the future.
When you finish entering the information, the earlier version is set to expire before the new
version takes effect.

In Microsoft Dynamics® AX Human Resources, the primary, formal relationship between a

worker and the company is defined through employment. Relationships between positions
and the positions to which they report, and also between positions and departments, are
defined by the position. A department relationship to one or more companies (legal
entities) is determined by the organizational hierarchies that your agency sets up. Workers
can have a formal relationship with a company through their employment and be assigned
to a position that relates to one or more companies that may or may not be the same as
the workers' position.

Departments

A department is an operating unit that represents a category or functional area of an

organization. A department is responsible for a specific area of the organization, such as
sales or accounting. You can use departments to report on functional areas. Departments
might have profit and loss responsibility. Also, a department might include a group of cost
centers. Sales, accounting, and human resources are some examples of departments in an
organization. Positions can be assigned to departments.

Jobs

A job is a collection of tasks and responsibilities. A position is a specific instance of a job.

Areas of responsibility, job tasks, job functions, skills, education information, and
certificates that are defined for a job are also automatically related to positions that are
associated with a job. You can create jobs from scratch, by copying an existing job, or from
a template.

Job Tasks

Job Functions

Job Types

Positions

Positions are an important element of the lower level of an organization hierarchy. A

position is an individual instance of a job. For example, the position, “Sales manager (East),”
is just one of the positions associated with the job, “Sales manager.” Positions can be
assigned a department and can be open or assigned to workers.

Worker Assignments

When you assign a worker to a position, you fill that position. You can assign workers to
multiple positions, but only one worker can be assigned to a position at the same time.

Set Up Organization

Set Up Elements for Jobs

Skills Types

The following list contains examples of skill types:

 Leadership
 Professional

 Individual

Rating Models

Skills

Certificates

Tests

Education Discipline Category

Before you enter an education discipline, you can set up categories of education, such as
college diploma, some college, or high school diploma. You cannot delete education
categories that are associated with an education discipline.

Education Disciplines

Set up education disciplines to record competencies for applicants, workers, and contact
persons, or as job or course requirements. Education disciplines can include any study,
instruction, or training that provides new skills, regardless of whether the training is
provided by your company or in an external institution. Education disciplines can be
included as criteria in a skill-mapping search, where you can search for individuals who
have a specific education discipline.

Screenings (Ràng buộc)

Departments Form

Use the Departments form to create operating units that represent business processes or
functions.

 View in hierarchy: View the departments in an organization hierarchy.

 Positions: View a list of all the positions assigned to the selected department.

 Totals: View the total number of employees in positions for the selected department and
the total number of vacant positions in the selected department.

 Compensation > Performance: Maintain a record of how well the selected department
performed compared to the objectives or targets for the current period.

 Compensation> Fixed increase budgets: Maintain the fixed increase budgets for the
selected department.

Demonstration: Create a Department

Create Jobs

Before you can create jobs, you must set up some reference information that you can use
for jobs. You can create a job with only a name, but including additional information
provides default values for the positions assigned to the job. These default values save time
later when you add positions to the job.

Job details are date effective. So if you create the job today but do not add the details until
later, if you ever look at the job as of the creation date, it will appear to have no details.

Job Type

Job types are not required. However, if you plan to use job types when you set up eligibility
rules for compensation management, you should set up job types before you set up jobs.

Job Function

Job functions are not required. However, if you plan to use job functions when you set up
eligibility rules for compensation management, you should set up job functions before you
set up jobs.

Job Titles

Before you create jobs, you must set up titles for those jobs. Positions inherit titles from the
job that the position is associated with. Titles are not exclusive to jobs. The titles that you
set up in this procedure can also be used for positions and workers

Job Templates Form

Use the Job templates form to create job templates, which you can use as the basis for
jobs that you create that are similar in function or purpose.

Jobs List Page

Use the Jobs list page to enter and maintain jobs.

Demonstration: Manually Enter a New Job

In the Maximum number of positions field, indicate the number of positions that are
allowed for the job:

 Maximum positions – Select this option and enter the maximum number of positions
that are allowed for the job.

 Unlimited – Select this option to indicate that an unlimited number of positions are
allowed for the job.

Work with Positions

Before you can create positions, you must set up some reference information that you can
use for positions. Some of the default values on the new position come from the job to
which the position is assigned. Some of the information you can set up on the position,
such as unions, are discussed in other modules of this course. Positions can also be
updated in both the HRM and Payroll modules of Microsoft Dynamics AX.

Demonstration: Add a New Position

Demonstration: Copy New Positions from an Existing

Position with Personnel Actions Disabled

Demonstration: Copy New Positions from an Existing

Position with Personnel Actions Disabled

Introduction

Recruiting involves creating a recruitment project to which applicants submit applications.

The recruitment projects can be posted to the Enterprise Portal for internal applicants
(workers), and to a recruiting site for external applicants. You can also automatically send
letters to applicants to let them know where they are in the process.

Recruitment Projects

Recruitment projects help you manage the recruitment process. For each recruitment
project, you can set up information, such as the job that you are recruiting for, the name of
the recruiter, the status of the project and the department in which the job is located.

After you create a recruitment project, you can write a job advertisement for the project,
publish the job ad on the Enterprise Portal for Microsoft Dynamics AX, associate
applications for employment with the project, and track developments in the project.

The quality of the recruitment process depends directly on the values that are used in how
the company interacts with applicants.

Applicants and Applications

An applicant is a person who applies for a job in the legal entity. You can maintain
information about applicants and about their application for employment in Human
Resources.

You can maintain interview dates and times, references, competencies, accommodation
requests, and personal information for applicants. Additionally, you can update the status
of the applicants’ applications for employment and create letters or email messages to
communicate with the applicants. When you create the applicant record, the person record
for the applicant is created in the global address book.
For the applicants, you can use the Applicant form to update the following global address
book information:

 Address information

 Contact information

 Identification information

 Name details

 Personal information

Hiring Applicants
Use the Applications list page or the Application form to hire the applicant. When you
hire an applicant, the applicant’s record has a status of Employed, a new worker record is
created, and the applicant’s global address book person record is associated with the new
worker record. Modifications to the global address book information for the new worker
record are also displayed in the applicant record. This can help reduce data entry if the new
worker applies for a different job in the legal entity.
Employment Applications
You can record information from employment applications that you receive in the
Application form. Typically, applications are submitted as hard copy documents that are
delivered by mail or in person, or from the web in response to an online job advertisement.
Employment applications that are submitted by applicants on the web are either solicited
applications that are entered in response to a job advertisement, or they are unsolicited
applications. Solicited applications are automatically associated to the recruitment project
from which the job advertisement was created.
Unsolicited applications are associated with the recruitment project that is specified in the
Set up recruiting area of the Human resources parameters form.
Correspondence Actions
An application’s correspondence action determines the document or email template that
you use to communicate with the applicant who submitted the application.
Application Status
The application status indicates where an application is in the recruitment process. The
application statuses are described in the following table.
Status - Indicates
Received The application was received.
Confirmed A notice can be sent to the applicant to confirm receipt of
his or her application.
Interview An invitation to be interviewed can be sent to the
applicant.
Rejection A rejection letter can be sent to the applicant.
Canceled A withdrawal confirmation can be sent to the applicant.
 Employed An employment offer was accepted by the applicant.
Application Routing

If an application must be reviewed by several workers, you can use the Application
routing form to create a worker circulation list to manage the process.

Communicate With an Applicant

Because companies frequently receive many applications for a position, Human Resources
departments can save time by using application bookmarks to automate email messages
and documents to send to applicants.

Communicating with Applicants

Companies frequently receive many applications for a position. Therefore, processing

individual responses can take a long time. Typically, a company communicates with the
applicant by either a hard copy document or an email message. To reduce the time that
you spend to prepare, produce, and send responses to the applicants, you can use
Microsoft® Word documents to create document templates and email messages.

On applications, the correspondence action indicates the type of correspondence to

engage in with the applicant. Therefore, the text of the document templates must be
consistent with the messages that are implied by the correspondence actions.

Note: To inform several applicants that their applications are received for the
correspondence action of Received, bookmark the Name and Date fields from the
Applicants form. When you create the template for the Received correspondence action, use
these bookmarked fields. When the email messages and letters (Word documents) are
created, the system inserts each applicant's name and the date the application is received

Set Up Recruitment Information

The recruitment process starts with the definition of employee requirements, and can
follow new employees through their first training courses.

The four setups types that are used in the recruitment processes include the following:

 Media Types

 Media

 Reason codes

 Number sequence setting in the Parameters form is also required to work with
recruitment projects. Number sequences define the appearance of the system generated
unique identifiers that are assigned to recruitment projects. However, number sequences
are not described in this course.
Note: If it is applicable, assign a vendor account number to the media to track how
frequently applicants use the vendor. Vendors frequently offer reduced pricing to customers
who order either frequently or in bulk amounts.

Set Up Recruitment Reason Codes

Reason codes indicate whether employment applications are accepted or rejected, or why a
candidate declined a job offer. This helps provide important information to both the
business and the candidates.

If several qualified candidates decline a job because the compensation package is less than
what is expected, it is important for the business to know because it has attracted
candidates whose salary demands are more than what is being offered. It is also important
to record why a candidate is rejected by the company so that this can be communicated to
the candidate.

These bookmarks are used to insert information about the applicant and the job that the
applicant is applying for into letters and email messages that you send to the applicants.

Demonstration: Select the Default Recruitment Project for Unsolicited Applications

(Đơn tự nguyện)

This demonstration shows how to specify a default recruitment project to associate with all
unsolicited applications. The unsolicited recruitment project is used when applications are
submitted that are not for a specific recruitment.

Manage Recruitment Projects

When a company must fill a vacant position, it can use a recruitment project to manage
different information about the recruitment initiative, such as the following:

 Type and number of resources being sought

 Person responsible for the recruitment effort

 Departments in which the resource will work

 Period of activity for the project

 Deadline by which applications must be received

 Advertising media used

 Applications received

 Job advertisements to be displayed on a website

From the Action Pane on the Recruitment projects form, you can achieve the following:
 Applications – Open the Applications list page. Here you can view a list of applications
for the project.

 Media – Open the Project media form. Here you can maintain information about the
media that is associated with the project. For example, if you advertised the job in the
recruitment project with a

newspaper, you can enter information about the newspaper and the dates when you
advertised the job.

 Developments – Open the Developments form. Here you can track important events
for the project.

 Job ads – Open the Job ads from. Here you can update the text for the job
advertisement that is associated with the project.

 Print accommodations – Print any workplace accommodations that are requested by

the applicants who have applied for the job.

In the Number of openings field, type the number of job openings to recruit for.

Hire Multiple Positions for a Recruitment Project

Use mass hire projects when you hire multiple workers at one time, such as when you hire
to meet a seasonal demand. You cannot use mass hire projects if your organization uses
personnel actions.

Creating a mass hire project is useful because you can create position records, worker
records, and worker assignments for positions at the same time. When you create positions
for a mass hire project, you can specify the following information:

 The number of positions to create

 The worker type of the people whom you will hire for the positions

 The department and the job that are associated with the positions

 The full-time equivalent value of the position

Example

In the summer, you usually hire 15-20 part-time college students to fill available internships
in the company. This year, you want to hire five accountants, five order processors, and five
cashiers. Instead of creating each position record and worker record separately, you create
one mass hire project that is named “SummerInterns”. The project start date and end date
match the start date and end date of the position durations for the positions that you
create for the mass hire project.
Demonstration: Record Developments in the Recruitment Project

This demonstration shows how to record a development in a recruitment project.

You can create developments to record events or new conditions that might affect the
progress or results of a recruitment project. For example, your organization might be
scheduled to attend a job fair at a local university.

Change the Status of Recruitment Projects

Before you can change the status of a recruitment project to Finished or Canceled, all
applications that are related to the project must have a status of Rejected, Canceled, or
Employed.

Manage the Applicant for Employment

Personal and application information about applicants is managed separately to enable

applicants to submit more than one application.

When you receive an application, you can enter contact information and qualifications from
the applicant's resume in the same manner as for employees.

Applicant Competencies

Applicants usually provide resume information when they submit applications.

After a user enters this information as competencies, the applicant keeps this information
when he or she is hired and becomes an employee.

With these competencies, users can process information from both paper and electronic
document-based resumes. This simplifies management, reviewing, and reporting of
applicants. Companies can capture the data in both Microsoft

Dynamics AX Human Resources and in the original hard copy document by attaching the
original document to the applicant in the document handling system. To attach a
document, click the Attachments button. To define an applicant's competencies, similar to
a resume, on the Applicants form, enter any of the following information:

 Education

 Skills

 Professional experience

 Position of trust

 Courses

 Tests
 Certificates

 Project experience

Demonstration: Create an Applicant

Demonstration: Create an Application

This demonstration shows how to enter an application for an applicant. When you create
an employment application record directly from the Applications list page, you can select
an applicant record or a "non-applicant" (another person record that is not already an
applicant) for the applicant who submitted the application.

Demonstration: Update the Status of an Application

Create Letters for Applicants

You can generate letters for applicants into Microsoft Word. Then you can print the letters
and mail them or fax them, and so on. Before you create letters, you must create
documentation types, set up application bookmarks, and create documentation templates.
The letter is saved in the location that is specified on the document type.

After you generate the letters, the Update status form might open. Select the status to
update the application, depending on what the previous status is.

Create a Letter for Multiple Applicants

Create a Letter for a Single Applicant

Applicant Review Process

You can easily browse between the applicants and their applications. This might help you
review applicants before you interview them. For applications that are submitted from the
Enterprise Portal, you can locate any applications that are not up to the standard before
you add the applications to Microsoft Dynamics AX.

Additionally, you can route the applications to every employee who must review the
applications.

View Applicant Data

On the Application form, users can view all data that is registered on an applicant by
clicking Applicant details in the Related Information group of the Action Pane. The
Applicants form opens automatically.

Screen Incoming Applicants

For the applicants that apply for a job by using the online application form in the Enterprise
Portal, their information is available in the Application basket form.

You can use the Application basket form to review applications, delete unwanted
applications, and approve those that you want to keep. When a user approves the
application, information about the applicant is automatically transferred to the applicant.

Click Human resources > Periodic > Recruitment > Application basket. View the
information that was entered by the applicant. If the information is acceptable, select the
Select for approval check box for each application that is ready and then click Approve.
The Approve application basket records form opens, and you can review the applications
that you selected in the Application basket form.

Interview the Applicants

When an applicant is ready to interview for an application, you can use the Applicant
interview form to enter the date and time. Click Human resources > Common >
Recruitment > Applications. Select an application. On the Action Pane, click Application
interviews in the Related information group. Then you select the interviewer, date, time,
and location. To copy the interview to your Microsoft Outlook calendar, click the Schedule
in Microsoft Outlook button. Changes to a scheduled interview in Microsoft Dynamics AX
are not synchronized in Microsoft Outlook.

Hire for the Recruitment Project

You can hire an existing worker, an applicant who will become a new worker, or you can
hire for a mass hire position.
Hire an Existing Worker

To hire an existing worker who applied for the job, the worker must be transferred to the
new position.

Demonstration: Hire an External Applicant

Demonstration: Hire the Worker for a Mass Hire Position

This demonstration shows how to hire a worker for the mass hire recruitment project.
When you use a mass hire project, position records and worker records are created for the
new positions and for the hired people. You can only mass hire positions if the organization
does not use personnel actions.

Human resources > Periodic > Recruitment > Mass hire projects.

Recruitment Projects Report

The Recruitment projects report provides an overview of recruitment projects and what
positions have to be filled. The user can define the search by date intervals and by project
status, that is, if it is scheduled, started, finished, or canceled. Click Human resources >
Reports > Recruitment > Recruitment projects.

The following information about recruitment projects is available:

 Project name

 Project description

 Recruiter

 Project status

 Open date

 Close date

Application Status by Project Report

The Application status by project report provides an overview of the status of all
recruitment activities across all recruitment projects. Click Human resources > Reports >
Recruitment > Application status by project.

For each project, there is information about how many applications have one of the
following statuses:

 Received

 Confirmed
 Interview

 Rejection

 Canceled

 Employed

This report is useful to monitor progress and to forecast the Human Resources workload.

If Human Resources knows the ratio of qualified applicants and what the employee ratio
that they can expect is, this report can indicate how much work that interviews and
contracts will require.

Module Review

Recruitment is one of the core functions of a Human Resources Department. With

Microsoft Dynamics AX Human Resources, a company can keep up with the demands for
human resources in a difficult labor market by closely managing the efforts the company
expends to recruit, interview, and hire qualified staff.

Applicants apply to open recruitment projects. The company can keep the applicants
updated on their applications with email messages or letters.

Test Your Knowledge

Test your knowledge with the following questions.

1. Which of the following best describes the relationship between recruitment projects and
vacant jobs?

( ) One project to one job

( ) One project to many jobs

( ) Many jobs to one project

( ) One project to one position  One project to many positions

2. Which of the following can control when a job advertisement is displayed or removed on
the Enterprise Portal.

( ) Recruitments form > Enter an application deadline

( ) Recruitments form > Select or clear the Show on Web page check box

( ) Recruitments form > Click the Stop advertisement button

( ) a and b
( ) b and c

3. How can you differentiate between solicited and unsolicited employment applications
that are received from the Enterprise Portal.

( ) Selected the Unsolicited check box on the Applications form.

( ) Create a recruitment project that is designed to collect unsolicited applications.

4. Status and correspondence action work together to indicate the next appropriate
communication to an applicant.

( ) True

( ) False

Introduction

Absence management is set up through the following processes:

 Set up absence groups

 Set up absence codes

 Set up absence validation rules

 Assign workers to the absence setup

 Set the absence start date for the worker

Users must periodically create the journals that workers use to register absences. Users
control the number of periods for which they create journals.

Absence registration is a collaborative process between a worker who is recording the

absence and the person who is assigned as the absence approver.

Typically, the absence approver is the absence administrator. When you enter past days or
hours of absence, this is registering absences. When you enter future days or hours of
absence, this is requesting absences. When you approve an absence or absence request,
this is transferring absences.

When a worker is away from work, the absence is recorded by the worker, or by a person
who is responsible for recording the absence.

 To record a past absence, the worker opens the current journal (this is always the oldest
unapproved journal), registers each day of the absence or the hours, depending on the
worker's setup, and then

transfers it to the person or department that is responsible for approving absence journals.
 To request a future absence, the worker or the person who is responsible requests the
absence. After the request is transferred and approved, the absence is added to the journal.

Journals can be either approved or rejected. Approved journals are closed and the next
journal becomes available. Rejected journals are returned to the worker who can then make
the necessary corrections and resubmit the journals for approval.

Before users register absences, absence management must be set up to support the
company's procedures.

Absence Administration

To maintain absence information for the organization, periodically, absence administrators

must complete the following tasks:

 Maintain absence validation rules

 Set up absence information for new workers

 Register or request absences for workers

 Approve or reject absence requests and registrations

You can define multiple absence setups and each absence setup has a person who is
specified as the absence administrator. Successful absence administration depends on how
you set up absence information for the organization.

Absence Validation Rules

For each absence code (reason for a worker's absence), you can create rules that specify
how the absence code can be used. If you are an absence administrator, you might have to
maintain the absence validation rules.

You can create rules based on the following:

 Maximum in a series – Maximum number of consecutive days (in a series) that the
workers are allowed to have absences.

 Maximum days in a period – Maximum number of total days that the workers are
allowed to have in a period.

 Maximum series in a period – Maximum number of times a worker is allowed to have

consecutive absences (days in a series) in a period.

Use the Absence administration form to view a list of workers who have violated the
absence validation rules that you set up.

Enter Absence Registrations and Requests for Workers

If some workers do not have access to Microsoft Dynamics AX or the Enterprise Portal for
Microsoft Dynamics AX, a manager or an absence administrator must enter absence
registrations for those workers in Microsoft Dynamics AX.

Absence administrators can register past absences on behalf of another worker by using
the Register absences for multiple workers form in the Home module. The absence
administrator must be assigned as the person in charge of the worker's absence setup and
have one of the following roles:

 HR Compensation & Benefits Manager

 HR Assistant

 Payroll Administrator

 Manager

Approval Process

Absence journals contain absence registrations for a specific worker for a specific time
period. When all absence registrations are created for the worker for the current absence
period, the worker or the absence administrator can transfer that absence journal for that
absence period to be approved. You can transfer your own absence journal for approval. Or
if you are an absence administrator, you can transfer another worker’s absence journal for
approval in Microsoft Dynamics AX. The absence administrator must be assigned as the
person in charge of the worker's absence setup and have one of the following roles:

 HR Compensation & Benefits Manager

 HR Assistant

 Payroll Administrator

 Manager

The absence administrator is the person in charge of the absence setup that is associated
with the worker. If you are an absence administrator, periodically, you must review the
absence requests and registrations that must be approved.

Open and Close Absence Transactions

Although absence management is designed to handle past absences, it also lets an

absence recorder create open absence transactions so that the absence recorder can
register absences while the person is away from work. Typically, open absence transactions
start on the first date of the absence. With open transactions, only the start date is
registered. Typically, the end date is not registered because the date is unknown at the
time of registration. After the person returns to work, an end date is entered to close the
transaction.

To indicate absence transactions are open or closed, click the Open or Close buttons that
are on the Registration form. Additionally, companies can colorcode open absence
transactions to make them easier to locate. For example, open transactions can be marked
with a light blue solid background. Color codes are selected in the Open absence
transactions field on the Parameters form, and they can be changed at any time.

The person who is registering the journal enters the return date in the End date field. The
Absence code field uses the original code on the open transaction.

However, you can change the code if, for example, it is entered incorrectly. After the user
clicks OK, the system creates a transaction for each day between the start date and the end
date.

Set Up Absence Information

To set up workers to enter absences, you must create the following codes:

 Absence setup – Periods in which to register absences

 Absence codes and groups – Validation rules (optional)

 Absence status – Preparation for the Absence status report

Absence setups are assigned to workers. Then, workers assign absences codes when they
enter any absences.

Absence Setups

Sometimes, for companies or for groups of workers in the same company, you must have
multiple absence period frequencies, multiple absence administrators, and different
working times to track workers’ absences. To have this differentiation, you can create
absence setups. Click Human resources > Setup > Absence > Absence Setup.

For each absence setup, you can specify the following:

 The period in which a worker can register the absences

 Who approves the absences

 Whether the absences are entered in days or hours

To register an absence, each worker must be associated with an absence setup.

You can associate the worker with an absence setup in the Worker form.

Absence Codes
Absence codes indicate the reasons for workers’ absences and apply validation rules to the
reasons. Click Human resources > Setup > Absence > Absence codes.

For each absence code, you can specify the following:

 Text color and the background color

 Absence group

 Validation rules

 Payroll information

Workers must select an absence code when they register an absence in a journal.

Companies can also use absence codes to establish different validation rules for each code.
These validation rules include the following:

 The number of consecutive days (series) that a worker is allowed in each period

 The overall number of days the worker is allowed for each period.

 The maximum number of series that a worker is allowed for each period.

For example, you could create an absence code titled "Doctor Visit" that the worker can use
when he or she is absent from work because of a doctor visit. When you use validation
rules, you can also specify that workers can only be absent from work for two doctor visits
every month.

However, before you can create an absence code, you must first create one or more
absence groups.

Absence Groups

Absence groups are logical groups of absence codes. They are especially useful to manage
the different types of absence codes. Absence groups are used together with absence
codes to form a basis for absence reporting. Click Human resources > Setup > Absence >
Absence groups.

For example, an absence group titled Personal might include the following absence codes:

 Dentist

 Doctor

 Funeral

 Wedding
Absence groups are a structure that consists of a group name and a brief description. Users
can create absence codes directly from the Absence groups form by clicking Absence
codes. The absence codes in the list are all the absence codes that are set up for the
selected absence group

Absence Status Codes

Worker Absence Information

You must specify absence information for a worker before you can enter, transfer, or
approve absence registrations or requests for that worker. Use the Absence area in the
Worker form to specify the following absence information for each worker whose absences
should be tracked:

 Absence setup

 Earliest date when the worker can enter an absence

 Work hours

Absence Setup

The absence setup for the worker determines who the absence administrator for the worker
is, the length of the worker’s absence periods, and whether the worker’s absences are
tracked in days or hours.

Absence Date

The absence date is the earliest date when the worker can submit an absence registration
or absence request. For example, if Alicia Samuel is hired on September 9, 2011, but her
employment agreement indicates that she cannot be absent from work until October 15,
2011, you would enter 10/15/2011 as the absence date.

Working Time

For each day of the week, enter the number of working hours that the worker is expected
to work in the Working time field group. The total hours for each work week are
automatically calculated in the Total working hours field. The total number of work days
for each week is automatically calculated in the Work days field. This information is used
for reporting and, if the workers absences are hour based, then you must also calculate the
default hours for the absence registrations or for the requests that you create.

Manage Absences

To record absences, the absence administrator first creates or generates an absence journal
for a worker. Then the user or the absence administrator registers that absence. After it is
registered, you can transfer the absence for approval.
To request an absence for the future, the user or absence administrator enters an absence
request and transfers it for approval. The approver cannot approve the absence for the
future until the journal for the absence dates is created.

Creating an Absence Journal

Absence journals contain absence registrations for a specific worker for a specific absence
period. The absence period is defined by the absence setup that the worker is assigned to.
Before you can register an absence for the worker, you must create an absence journal for
the worker.

When you create absence journals, the starting date immediately follows the ending date
for the previous absence period for the worker. When you create the first absence journal
for the worker, the starting date is the absence date that is specified on the Worker form
for the worker. You can enter journals for as many future periods that you want. One
journal is created for each period based on how it is defined in the absence setup that the
worker is assigned to and the date that is provided when you create and generate absence
journals.

Registering an Absence

You can register past absences and you can request future absences. For both past and
future absences, you can create open-ended absence transactions for workers whose
working time is measured in hours. An open-ended absence transaction does not have an
ending date. If you are an absence administrator,

you can also register absences for the workers whom you are the absence administrator.

Absence registrations are grouped into absence journals that are defined by an absence
period. Each worker’s absence period is determined by the absence setup that is assigned
to the worker's record in the Worker form. You must already have an absence journal
created for the current absence period before you can register a past absence.

Journals that are not yet transferred for approval have a status of Created. After the journal
is transferred, the status updates to Transferred. When it is approved, that status is
updated to Approved. Or when it is rejected, the status is updated to Rejected and it is
returned to the worker.

Absence Reporting

Test Your Knowledge Solutions

Module Review and Takeaways

1. On which of the following setups do users define suggested rules for absence
registrations.

( ) Absence codes

(√) Absence setups

( ) All of the above

( ) None of the above

Sequencing Activity

Steps
1 Compensation and Benefits Manager creates a
journal.
3 User or absence administrator transfers the absence
for
approval.
4 Absence administrator approves or rejects the
absence.
2 User or absence administrator enters an absence.
2. Which of the following setups are used to define reasons for the absence?

(√) Absence codes

( ) Absence setups

( ) Absence groups

( ) All the above.

( ) None of the above.

MODULE 6: MANAGE COMPETENCIES

Introduction

Competency management is one of the most complex activities in Human Resource

Management because it requires a structured framework for identifying and classifying
worker competencies.

The competency structure in Microsoft Dynamics AX Human Resources is based on a

simple competency type and competency hierarchy. However, introducing competence
management in a company requires lots of intellectual work toidentify competencies that
are as follows:

 Required to produce and deliver the company's product or service (job/position

requirements).
 Currently available in the company (worker's actual competencies).

 In need of improvement. This module discusses how a company can manage the
competencies its workers currently possess and can demonstrate, and the competencies
that its workers have to obtain.

Skills

Skills are one competency that can be defined for a job. Competencies are inherited by the
positions in that job. You can also enter competencies that a worker or applicant has. Then
the worker or applicant competencies can be matched to a position.

For a worker, you can define both current and future skills

Skill Mapping

Analyses of skill profiles provide a convenient and organized way to view a list of
competencies for an employee or job as of a specific date. In addition to a simple listing,
skill profiles can also be illustrated in a graphic.

Skill profiles are frequently useful for skill gap analyses, for example, when a manager or
recruiter wants to see the difference between an employee's profile and the profile that is
created for a particular job. Skill profiles can also enable managers to find a person who is
qualified for a particular business task by

running skill mapping to search for a helpful skill.

You can do a skill analysis by carefully considering which skills are required to perform a
job or a role, and then defining a search that includes this specific combination of skills.
Creating skill profiles can save time when you search for skill combinations. Skill profiles are
predefined combinations of skills and levels.

In the Skill mapping profiles form, you can define skills in a profile in two ways:

 Manually, by defining the combinations of skills and levels.

 Automatically, by clicking Retrieve profile to use the skills already defined in the
network, or for select jobs and course types.

Set Up Competencies

Setting up a company's competence management structure requires the following

information:

 Certificate types

 Test types
 Education categories, education disciplines, institutions, and degrees

 Rating models, skill types, and skills

Record Competencies

The following competencies are displayed on the Competencies and development tab on
the Competencies FastTab of the Worker form:

 Education – Educational background information, such as schools the worker has

attended or is currently attending, and any educational levels that the worker has achieved.

 Professional experience – Job experience information, such as the companies or

employers the worker has worked for and specific positions the worker has held.

 Skills – Skill levels and experience information that includes whether the skills are verified
and approved by the worker's manager or another person in the organization.

 Courses – Internal training and courses that the worker has taken and other information,
such as the starting dates and ending dates and locations of the courses.

 Certificates – Certificates that the worker has earned and the starting dates and ending
dates of the periods when the certificates are valid.

 Project experiences – Project experience information, such as the worker's role or

function on a project, which projects the worker worked on, and the customer accounts
that are related to the

projects.

 Position of trust – Positions of trust and information about them, such as the workplace,
association, board, committee, or similar organization where the worker currently holds or
previously held a

selected position of trust.

 Tests – Tests that a worker has completed and whether he or she passed or failed.

 Other worker attributes – Attributes for the worker that do not apply to any other
category. An example of an attribute is willing to travel. Use these attributes to select
workers for projects that require those specific attributes.

Manage Performance

Managing performance includes two main activities: discussion with the worker, and setting
and tracking goals for the worker.
You can create a discussion for an one worker or for a group of workers. When you create
discussions for a group of workers, you will likely want to edit the individual discussion
records to add a specific time unless it is a group discussion.

Questionnaire
View planned answer sessions and the answers for questionnaires that are associated with
a discussion.
 Planned answer session: Create or view planned answer sessions for individual workers,
applicants, or
contact persons. A planned answer session is a questionnaire that you have created and
selected the
respondents for. All the planned answer sessions that are created, but not completed, are
listed in this form.
 Answers: View information about completed answer sessions. An answer session is one
user’s response to a questionnaire.
Mass creation
Open the Mass create discussions form, to create multiple discussions at the same time.
This is useful for multiple discussions of the same type that will occur on the same date.
Copy to Microsoft Outlook
Fields
Use the following fields to enter information about the discussion:
Field
Worker Select the worker to schedule the discussion with. This field
is required.
Discussion The assigned identification of the discussion according to
the number sequences set up in the Human resources
shared parameters form.
Discussion
type
Select the type of discussion. This field is required.
The information in this field is maintained in the Discussion
type form.
Description Enter a description for the discussion.
Person in
charge
Select the person who is responsible for the discussion.
Status Select the status of the discussion.
 Scheduled: Discussion is schedule but has not yet
occurred.
 Completed: Discussion was completed as scheduled.
 Cancelled: Discussion was canceled before it was
completed.
 Date Select the date when the discussion should occur. This field
is required.
Start time Enter the time that the discussion should start.
End time Enter the time that the discussion should end.
Location Enter the location where the discussion should occur.
Goal Select the goal associated with the discussion.
The information in this field is maintained in the Goal details form.
Demonstration: Create a Discussion for an Individual
Worker
Demonstration: Create Discussions for a Group of Workers
Demonstration: Update Discussion With Worker Results
Goal Setting
During a discussion with a worker, you might have determined performance goals for the
worker. You enter the goals with a heading and type for grouping.
You can also add any activities that make up the goal so that you can track that they all are
completed. After you create a goal, you should not change the goal. Therefore, enter any
new information as a comment.
Goal Details Form
Use the Goal details form to set up and manage goals for workers. To review goals for all
workers, click Human resources > Periodic > Performance > Goal details. To review
goals for a specific worker, click Human resources > Common > Workers > Workers.
Select a worker. In the Worker tab in the Related information group on the Action Pane,
click Development > Goal details.
After a goal is set up, you should limit modifications to the goal to adding and completing
activities, updating actual costs, and updating the status. This is to make sure that
information in the goal remains consistent.
Field
Worker Select the worker who is to achieve the goal.
Goal Enter a unique name for the goal.
Description Enter a description of the goal.
Goal type Select the goal type for the goal.
Goal types are maintained using the Goal types form.
Goal heading Select a goal heading for the goal.
Goal headings are maintained using the Goal headings
form.

Enter or view information about a goal.

Field
Weight Enter a number to indicate the importance of the goal in
relation to other goals.
Status Select the status of a worker’s progress toward achieving the goal.
 Not started: By default, this status is selected when you start a new goal.
 On track
 Needs improvement
 Completed
 Canceled
Approval Select the approval status of the goal.
 Created
 Waiting for approval
 Rejected
 Approved
 Closed by worker: Indicates the worker the goal is assigned to has completed the
goal. You can enter the worker who closed the goal in the Closed by worker field in the
Closed field group.
 Closed by manager: Indicates the manager of the worker who the goal is assigned to
has approved the completion of the goal. You can enter the manager who closed the
goal in the Closed by worker field in the Closed field group.
 Closed: The goal is completed.
Start date Select the date when the goal is active.
End date Select the date when the goal must be achieved.
Date finished Select the date when the goal was achieved.
Closed by worker Select the worker who closed the goal.
Closed by manager Select the manager who closed the goal.
Measure Select the unit that you are using to measure performance toward the goal.
Units are maintained in Organization administration > Setup > Units > Units.
Target Enter a target value for the goal.
Actual Enter the actual value achieved.
Estimated resource time
Enter an estimated amount of resource time required to achieve the goal.
Estimated resource cost
Enter an estimated cost required to achieve the goal.
Actual resource time
Enter the actual amount of resource time that was used to achieve the goal.
Actual resource cost Enter the actual cost of achieving the goal.

Demonstration: Add Performance Goals for a Worker

a. Click Human resources > Common > Workers > Workers.
b. Select the worker for whom you want to create a goal
Performance Reports

Test Your Knowledge Solutions

Module Review and Takeaways

Categorize Activity
Categorize each item into the appropriate category. Indicate your answer by writing the
category number to the right of each item.

Categories

1. Goal types

2. Goals

3. Discussion types

Items
3 Annual development
1 Competency
2 Specialize in a product line
3 Three-month probation
1 Education
1 Career
2 Complete project on time
3 Project milestone
2 Increase sales 25%
1. Updates to the schedule for a discussion are automatically updated for the worker in
Microsoft Outlook.

( ) True

(√) False

2. You can link multiple goals to a discussion.

( ) True

(√) False

Introduction

Workers can take courses to improve their level of competency.

These elements form the basis for managing courses. The following table explains the
individual elements of the structure.
Element
Course type Course types categorize courses that are similar. Examples of course types
are as follows:
 Language courses
 IT courses
 Personal development courses
Course types can contain different information about a course:
  The target group—that is, who should participate.
 The minimum number of participants required to make the course worthwhile.
 The skills or certificates that can be accredited to a person after participation.
Course groups
Course groups are optional and are used to categorize course types into logical groups.
Course The course is the actual course being created. Courses must be assigned to a
course type, from which they inherit basic information. Users enter information that is
specific to each course on the course itself and address issues such as such as the
following:
 Who organized the course.
 When the course occurs.
 Where the course occurs (course location and classroom).
 Who will participate.
 Who the instructors are.
 What additional activities are associated with the course, such as what activities the
instructors have decided on for the course.
Course location
The course location indicates where the course occurs, such as the address or building.
Classroom The classroom indicates the specific room where the course is held, and it is
always linked to a location.
Participants The participants are the people who are enrolled in or registered to wait for
the course.
Instructor The instructor is the person who teaches a course. Instructors can be linked to
the course or to the course location or both. Or they can be independent of the location.
Agenda The agenda provides a more specific breakdown of the days in a course.
Agenda item Agenda items show specific time slots in an agenda breaking down a
course.
Session A session is a specific meeting that occurs during a specific agenda item. More
than one session can occur during a single agenda item.
Track A track is a group of similar sessions.
Course Life Cycle

The following steps outline the basic life cycle of a course:

1. Enter the course, including any agenda and sessions needed.

2. Register participants.

3. Confirm participants.

4. Close the course.

Set Up Training

Course administration involves the following setups:

 Course groups

 Course types

 Course locations

 Classroom groups

 Classrooms

 Instructors

Set Up Course Groups

Companies can use course groups to categorize course types into overall groups such as
the following:

 Language courses

 IT courses

 Personal development courses

 Internal courses

 External courses

Categorize Similar Courses Through Course Types

A course type is used to divide courses according to structure or content and holds
common information about courses assigned to it:

 The minimum number of participants required to hold courses.

 Whether to advertise the course description on the Enterprise Portal.

 Competencies (skills, certificates, and educations) that participants gain.

Course type information is inherited by courses assigned to the type. This inherited
information helps ensure that information is consistent for all courses of a particular type.
For example, if a company holds the same course 15 times in different locations around the
world, the information is the same for all 15 courses.

Demonstration: Set Up a Course Type

Set Up Course Locations

Demonstration: Set Up a Course Location

Categorize Classrooms
You can use classroom groups to categorize classrooms. Each group can represent, for
example, all rooms in a particular building, or those that are appropriate for a special type
of instruction.

Demonstration: Set Up a Classroom

Add Instructors

Course instructors can be employees, contact persons, and applicants (although applicants
are rarely used as instructors) that are registered in the system.

Information about instructors includes the following:

 The instructor's name.

 The location where the person teaches.

 A note that provides additional details about the person, such as his or her specialty

Manage Training

You can create courses with information as simple or as specific as your needs. For courses
that have a setup type of Agenda + session, you can create tracks and sessions.

Tracks divide a course into different subjects. One area of the course, or track, might train
workers on sale-related subjects, whereas another track might train workers on service or
support subjects.

Sessions are specific instances of the course that occur during a specific agenda item in a
specific track. For example, during the 10/15, 08:00 to 10:00 agenda item in the sales-
related track, you can have a session about promoting confidence in your product and
another session about how to make an elevator pitch with punch.

Agenda items divide a course into different time slots. If the setup type is Agenda +
session, you assign sessions to each agenda item. You can include as many sessions as you
want in each agenda item. The sessions in an agenda item can be in the same track.

Course Form

Use the Courses form to create and maintain training courses for workers, contact persons,
and applicants.

The status of the course appears in the Course status field. Use the buttons in the Status
group of the Action Pane to change the status.

 A new course has a status of Created. When you are ready to register participants,
change the status to Open. When the status is Created, you can enter and edit course
information
 You can change the status to Closed only if all planned questionnaires for the course are
answered. If there are questionnaires that are not answered, they must be deleted before
the course is closed. When the status is Closed, you cannot edit the course information,
register participants, or change the course

participant status. However, you can reopen the course by clicking the Reopen status
button.

 If you change the status to Canceled, all planned questionnaires for the course are
deleted. When the status is Canceled, you cannot edit course information, register
participants, or change the course participant status. However, you can reopen the course
by clicking the Reopen status button.

Use the buttons in Related information group on the Action Pane to view and
enter detail information about the course:
 Course participants: Open the Course participants form, where you
can view or maintain the list of participants who are registered for
the course. You cannot add course participants if the course has a
status of Created, Closed, or Canceled.
 Questionnaire schedules: Open the Scheduling form, where you can schedule
questionnaires. For more information, see Schedule a questionnaire. This button is available
only if the user has indicated that he or she wants to use questionnaires for courses. You
can set up reference types in the Reference types form.
 Course Instructors: Open the Course instructors form, where you can add or remove
instructors for the course.
 Hotels: Open the Hotels form, where you can maintain a list of hotels or conference
centers that are associated with the course.
 Agenda: Open the Agenda form, where you can specify agenda items for the course.
This control is available only if the selected course is of the Agenda or Agenda + session
setup type.
 Track: Open the Track form, where you can maintain a list of tracks for the course. This
control is available only if the selected course is of the Agenda + session setup type.
 Sessions: Open the Sessions form, where you can maintain sessions for the course. This
control is available only if the selected course is of the Agenda + session setup type.
 Description: Open the Description form, where you can enter additional information
about the course. To copy the description detail from the course type, select the section
that you want to copy and then click Retrieve from type on the Descriptions form.
Enter information about the course in the following fields.
Demonstration: Enter a Course

Demonstration: Set Up an Agenda

Demonstration: Define Sessions for an Agenda

Manage Participant Status

A course participant can have one of several statuses as shown in the following table:
Status
Registered Indicates that a participant is registered for a course and is the initial status
when you add a participant to a course. However, it does not mean that the person is
accepted for the course.
Confirmation Indicates that the person is accepted as a participant for the course.
The participant's status changes from Registered to Confirmation when, on the Courses
list page or Courses form, you click Confirm participants in the Status group of the
Action pane and include that participant.
 Completed Indicates that the person completed the course. The participant's status
changes from Confirmed to Completed when the course is Closed. The participant status
does not change when the course is closed if he or she has a status of Registered or
Waiting list.
Passed The passed status is used when a test or a certification is involved with the
course. If the person passes the test, the passed status is assigned. If the person does not
pass the test, the completed status is assigned.
Waiting list Indicates that a person is put on a waiting list. This occurs if the course is
overbooked. If there are cancellations from other participants, the person can be
changed from the Waiting list status to a Registered status and then the participant can
be confirmed.
Canceled Indicates the course was canceled. This is the only way that participants can
have the Canceled status.
Dropout Indicates that the participant has withdrawn from the course.
Test Your Knowledge Solutions

Module Review and Takeaways

1. From which of the following setups can a course inherit its description?

( ) Course groups

(√) Course types

( ) Course locations

( ) Classrooms

2. When the number of participants registered for a course exceeds the maximum number
permitted, what status is assigned to the excess participants?

( ) Hopeful

( ) Denied

(√) Waiting List

3. If you want to define an agenda for the course, how do you enable the Agenda button in
the Related information group in the Action Pane?

( ) Participants must be registered for the course.

( ) The course status must be Agenda.

( ) The button should always be available.

(√) The Setup field in the General group must be set to either Agenda or Agenda +
session.
( ) Any of the above.

Eligibility Rules Form (Compensation)

Eligibility rules identify employees who are eligible for compensation plans. These rules
make it easier to select an appropriate compensation plan for an employee.

You can use eligibility rules to identify employees in specific jobs, job functions, job types,
departments, labor unions, or compensation regions that are covered by a specific
compensation plan.

Process Events

Merit increases or award incentives are calculated as guideline amounts by a process event.

An employee's performance rating can be included as part of the calculation of an

employee's merit increase. However, merit increases and variable awards can be structured
without enabling pay for performance.

When pay for performance is not enabled, a guideline merit increase or calculated
guideline bonus is based on the fixed increase budget, the target award, the range
utilization matrix if it was set up, and possibly the hire rule settings. Recommendations can
be used to adjust automatically calculated amounts.

Test Your Knowledge Solutions

Module Review and Takeaways

1. Which of the following areas is not mandatory when you set up Compensation
Management for fixed and variable compensation plans?

( ) Reference Point Setups

(√) Performance Plans

( ) Pay Frequencies

( ) Variable Compensation Types

2. What does the control point indicate in a compensation structure?

( ) The pay frequency selected on a fixed compensation plan.

( ) The point in time where the event process is run.

( ) The selected level in an eligibility rule.

(√) The average base pay rate that your agency aims for on a position.

MODULE 10: SET UP BENEFIT INFORMATION

Module Overview

Benefit setup and the determination of eligibility for benefits are both handled in Human
resources. Workers can be enrolled in benefits from either Human resources or Payroll.

Workers can only be enrolled in benefits for which they meet the eligibility requirement.
With benefits eligibility policies, you can define and exercise eligibility rules for each benefit
your organization offers to workers. These rules help you identify the specific benefits
available to worker is eligible and his or her dependents.

Before enrolling workers in benefits, you must create the components of each benefit.
These benefit elements establish default settings such as benefit rates and accounting
details. Many of these settings can be adjusted when workers are later enrolled in the
benefit. For each benefit plan, your company may offer several enrollment options, or the
worker may waive enrollment in the plan.

This course focuses on benefit setup and enrollment from Human resources with no
integration to the Microsoft Dynamics Payroll module. For more information about how to
set up benefits for payroll, refer to the Payroll course for Microsoft Dynamics AX.

Set Up Benefits
You can set up current and future benefits that workers and their dependents and
beneficiaries can receive. Examples of benefits include medical, investments, and parking
benefits.
Benefits are defined by benefit types, plans, and options:
 Type – A collection of plans for a specific benefit, such as medical or parking.
 Plan – A specific benefit contracted from a provider.
 Option – The coverage level, such as worker only or worker and
spouse.
Define Benefit Types
Use the Types page of the Benefit elements form to define benefit types. A benefit type,
such as medical or parking, contains a set of related benefit plans.
Field
Type Enter the name of a benefit type, such as medical or parking.
Description Enter a description of the benefit type or option.
Concurrent enrollment
Indicate how many plans a worker can enroll in for the type. Select one of the following:
 Multiple enrollments per type – You can enroll a worker in multiple plans with the
same benefit type, even if the enrollment is effective for the same period. For example,
two term life insurance plans.
 One enrollment per type – You cannot enroll a
worker in more than one plan with the same benefit type for the same period. For
example, if the worker already has health insurance for a specified time period, you
 cannot assign another health insurance that covers the same period.
Payroll category
If Payroll is installed for your company, select a payroll category for the benefit type.
Different types of benefits require different payroll settings. The payroll category
determines which settings are shown on the Plans page of this form. To simplify setup,
settings that do not apply to the payroll category are unavailable. If Payroll is not
installed for your agency, select None.
Define Benefit Plans
Use the Plans page of the Benefit elements form to define benefit plans. A benefit plan is
a specific benefit that a provider is contracted to offer.
Field
Plan The name of a benefit plan.
Description A description of the benefit plan.
Type The benefit type. Benefit types are created on the Types page of this form.
Payroll impact
This field is available only if Payroll for Microsoft Dynamics AX 2012 R2 is configured. You
can learn more about this field in the Payroll in Microsoft Dynamics AX 2012 R2 course.
Define Benefit Options
Use the Options page of Benefit elements form to define benefit options. Benefit options
are the coverage levels allowed by a benefit plan.
Field
Option The name of a benefit option.
Description A description of the benefit option.
Allow dependent coverage When selected, this check box makes a benefit option
available to dependents, such as a medical or dental insurance plan.
Allow beneficiary designations
When selected, this check box makes a benefit option available to beneficiaries, such as a
life insurance or retirement
Manage Benefit Eligibility

Benefit eligibility policies help you implement your organization’s open enrollment
strategy. Policy rule types define the document and query parameters that are used when
you develop specific policy rules.

You can enroll and remove workers from benefit plans and specify the dates that a worker
is eligible for benefits. You can also maintain dependent coverage and beneficiary
designations for benefits that a worker is enrolled in.

The benefit plan must be set up before you can enroll workers in it. The worker’s eligibility
for a benefit must be determined before you can enroll the worker.

Before you define eligibility, you must set up the following:

 Eligibility policy parameters

 Eligibility policy rule types

To determine eligibility, follow these basic steps:

1. Define the eligibility policy and rules.

2. Create the benefits.

3. Process an eligibility event to determine the benefits for which workers are eligible.

Enterprise Portal for Managers

With Employee Services, line managers can update and maintain data related to

employees who work in their departments. An employee assigned to the HR

Manager role has access to his or her team. The team includes all employees in

positions set to report to the position to which the manager employee is

assigned.

Absence Approver

Another important Enterprise Portal role is that of the absence approver. Absence
approvers do not necessarily have to work directly in the system. Therefore, it is useful for
them to be able to approve absences by using the Enterprise Portal.

Absence approvers are defined on the absence setup as the person in charge. The absence
approver can approve the absences for all employees assigned to that absence setup.

In some cases, the absence approver is an ordinary employee, with ordinary Employee role
permissions. A good example of this situation is an administrative or executive assistant
who is responsible for approving absences for a department. In other cases, a line manager
might also be assigned absence

approver permissions.

Manager Tasks

Managers can maintain some information for their team that they can maintainfrom within
Microsoft Dynamics AX. To display the My employees page where you can view a list of
workers who report to you, click Team on the top link. Then you can select a worker and
click one of the buttons in the Action Pane to do one of the following:

 View a list of equipment that is loaned to the employee.

 Schedule, modify, and delete discussions.

 View benefits the worker is enrolled in.

 Register the worker for courses.

 Add and review goals and goal activities and enter when goals and

activities are completed.

 Review the recruitment projects the manager is in charge of.

 Reviewing reports of workers.

Loaned Equipment

Managers can enter and modify loaned equipment for their workers on Enterprise Portal
just as they can in the Microsoft Dynamics AX Client. To open the Loaned Equipment
page, select the worker, and then click Loaned Equipment in the Related information
group on the Action Pane.

Click a loaned item to view more information about it. In the New group of the Action
Pane, click Equipment loan to loan equipment to a worker.

Discussions

Managers can enter and modify discussions for their workers on Enterprise Portal just as
they can in the Microsoft Dynamics AX Client. To open the Discussions page, select the
worker, and then click Discussions in the Related information group the Action Pane.

Click a discussion to view more information about it. In the New group of the Action Pane,
click Discussion to enter a new discussion for the worker.

Benefits

Managers can enter and modify the benefits a worker is enrolled in. To open the Benefits
page, select the worker, and then click Benefits in the Related information group of the
Action Pane.

Select a benefit and click Edit to change the enrollment dates. In the New group of the
Action Pane, click Add to enter a new benefit for the worker.

Courses

The manager can view the courses a worker is registered for. To open the Courses page,
select the worker, and then click Courses in the Related information group of the Action
Pane.

Goals and Activities

A manager can create, modify, and complete goals and activities for a worker exactly as a
worker can. To open the Goals page, select the worker, and then click
Performance goals in the Related information group of the Action Pane. Select a goal
and click Edit to change update information such as the status and enter new comments. In
the New group of the Action Pane, click Goal to enter a new goal for the worker.

Recruitment Projects

The manager can view the recruitment projects for which the worker is assigned as the
hiring manager. To open the My recruitment projects page, click My recruitment
projects in the Manage my team pane.

To view the current applications for a recruitment project, select the recruitment and in the
Related information group on the Action Pane, click Applications.

Reports

Managers can view reports of information for their workers. A manager can review
information from the following reports:

 Absence alarm list – All rejected absences for which the manager is the approving
manager.

 Anniversaries – All the five-year anniversaries that occur in the next year.

 Birthdays – All the birthdays that occur in the next year.