Aug. 17, 2026
Dynamics 365 Human Resources - Simply Explained
Key Takeaways
- Mirko Peters explains how Microsoft Dynamics 365 Human Resources serves as a centralized cloud hub for core people information and everyday HR processes.
- Fragmented HR data across spreadsheets, emails, and disconnected tools creates outdated records, whereas a shared employee profile establishes a single source of truth.
- Dynamics 365 Human Resources organizes workforce structures by clearly defining departments, jobs, and positions to support reporting relationships and operational planning.
- Employee and manager self-service features reduce repetitive administrative work by allowing staff to easily manage leave requests, view balances, and update details.
- Integrating HR workflows with Microsoft Teams enables employees to submit time-off requests directly within their daily collaboration tools without opening a separate portal.
HR teams manage some of the most important and sensitive information inside an organization. Employee records, organizational structures, leave requests, benefits, compensation information, skills, certifications, training, performance, approvals, and onboarding tasks all need to remain accurate and accessible to the right people. The problem begins when that information is spread across spreadsheets, email conversations, shared folders, HR applications, manager-maintained lists, and disconnected systems. In this episode of Microsoft Knowledge Nuggets on M365 FM, Mirko Peters explains Microsoft Dynamics 365 Human Resources and how it creates a connected environment for core HR information and everyday people processes. We explore employee records, organizational structures, employee and manager self-service, leave and absence management, benefits, compensation, learning and development, HR workflows, onboarding, automation, reporting, Microsoft Teams, Power BI, and integrations with payroll and other HR systems.
WHAT IS DYNAMICS 365 HUMAN RESOURCES?
Microsoft Dynamics 365 Human Resources is a cloud-based HR solution designed to give organizations a central place for employee information and common HR processes. Think of it as the digital HR floor inside an organization. Employee records live in one controlled environment. Requests can follow predefined approval processes. Managers can access information about their teams. Employees can perform appropriate self-service activities. HR can manage policies and maintain the underlying people information. Instead of employees and managers carrying information between disconnected systems, the organization can create clearer HR processes around a shared employee record. The goal is not necessarily to put every people-related process into one application. Organizations may still use specialized solutions for payroll, recruitment, learning, or other functions. Dynamics 365 Human Resources provides the central people information and HR processes those connected systems can depend on.
THE PROBLEM OF FRAGMENTED HR DATA
Consider what happens when a new employee joins a company. HR enters the employee's information into one system. Their manager adds them to a separate team list. Payroll needs information in another application. Training materials are stored somewhere else. Benefits information arrives through email. Initially, everything may appear to work. But every additional copy of the employee record creates another opportunity for information to become outdated. The employee changes departments. Their manager changes. They move to another address. Their working hours change. They complete another certification. Suddenly, several systems contain different versions of the same person. Dynamics 365 Human Resources addresses this problem by providing a shared employee record around which HR processes can operate.
THE EMPLOYEE RECORD
At the center of Dynamics 365 Human Resources is the employee profile. This is considerably more than a digital contact card containing someone's name, telephone number, and job title. An employee profile can contain job information, contact details, work history, skills, certifications, interests, accomplishments, and training information. This creates a more complete professional record. Two employees may have exactly the same job title while possessing very different skills and experience. One project manager might hold a particular certification. Another may speak several languages. Another may have completed training required for a future role. Keeping this information connected to the employee record gives HR and managers a better foundation for staffing, development, training, and workforce decisions.
ORGANIZATIONAL STRUCTURES
Dynamics 365 Human Resources also helps organizations describe how their workforce is structured. The system can record departments, jobs, positions, managers, and reporting relationships. These concepts have different purposes. A department identifies where work takes place within the organization. A job describes a type of work. A position represents a particular place within the organization that can be filled by an employee. For example, an organization could employ many people with the job "Warehouse Associate," while every employee occupies a particular position connected with a specific department and reporting structure. Connecting these elements allows the organizational structure to become a working part of HR processes rather than a static organizational chart updated occasionally.
SKILLS AND CERTIFICATIONS
Employee skills and certifications are another important part of the employee profile. Imagine a manager asking HR: Who on my team currently holds the certification required for this project? Without structured HR information, answering that question might require searching spreadsheets, old training documents, emails, or individual employee records. Dynamics 365 Human Resources provides a more direct starting point by connecting skills and certifications with employee profiles. Certification dates can also matter. Some professional certifications or mandatory training requirements expire. Keeping those dates connected with employee information helps HR and managers identify when qualifications require attention. This becomes especially valuable in environments where particular jobs or projects require specific certifications.
SECURITY AND ROLE-BASED ACCESS
HR systems contain sensitive information. That means not everyone should have access to everything. Employees may need access to their own information. Managers may require information about their teams. HR professionals may require broader access for legitimate HR responsibilities. Dynamics 365 Human Resources uses roles and permissions to control who can view or modify different areas. The source describes this like different doors inside a staff-only office. Not everyone receives the master key. Organizations need to determine which employees require access to particular information and configure security, privacy, and compliance controls accordingly. Technology provides the controls, but organizations remain responsible for establishing appropriate policies around employee data.
EMPLOYEE SELF-SERVICE
A good HR platform should not require employees to email HR every time they need basic information. Employee self-service gives people a clearer way to handle routine HR activities themselves. Depending on the organization's configuration, employees can review their profiles, update permitted information, check leave details, complete assigned tasks, and submit HR requests. Instead of emailing: "How many vacation days do I have left?" the employee can check their available balance. Instead of wondering whether HR received a request, the employee can submit it through a defined process and follow its status. This can reduce repetitive administrative work for HR while giving employees more direct access to appropriate information.
MANAGER SELF-SERVICE
Managers need a different perspective. They need to understand who works within their team, reporting relationships, upcoming absences, employee information relevant to their responsibilities, and requests waiting for approval. Manager self-service gives managers access to appropriate information without requiring HR to manually answer every routine question. This can make common management processes significantly more efficient. The important point is that managers and HR are working from connected people information instead of maintaining separate team spreadsheets that gradually become inconsistent.
LEAVE AND ABSENCE MANAGEMENT
Leave management demonstrates how connected HR processes can improve a routine employee experience. Imagine an employee named Maya requesting three days of annual leave. The system can consider the employee's available balance and the company's configured leave rules. The request is routed to Maya's manager. The manager reviews the dates and approves or declines the request. Maya can see the result. The leave record reflects the decision. HR can review the request history. Instead of the approval existing only as an email saying "approved," the complete process becomes part of a structured HR workflow.
LEAVE POLICIES AND COMPANY RULES
Leave is more complicated than selecting several dates on a calendar. Organizations have policies covering working days, weekends, public holidays, leave categories, balances, eligibility, and other conditions. Dynamics 365 Human Resources can apply configured company rules when processing leave requests. For example, if a public holiday occurs during an employee's requested absence, the system can handle that date according to the organization's configured leave policy. This helps move policy enforcement away from manual interpretation for every routine request.
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Frequently Asked Questions
What is Dynamics 365 Human Resources?
Dynamics 365 Human Resources is a cloud-based solution that gives organizations a central repository for employee data, organizational structures, and core people processes, acting as a shared foundation for HR management.
How does Dynamics 365 Human Resources handle leave requests?
The platform allows employees to check leave balances and submit time-off requests through self-service or Microsoft Teams, which are then automatically routed to managers through configured company workflows and policy rules.
Does Dynamics 365 Human Resources replace payroll systems?
No, while it manages core HR data, benefits, and compensation structures, organizations typically connect it with separate local payroll or finance tools to handle country-specific tax regulations and payroll processing.
Why is tracking skills and certifications important in employee profiles?
Maintaining detailed skills and certification data within the employee profile allows HR and managers to quickly identify qualified staff for specific projects and track expiring qualifications before deadlines pass.
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What exactly is Dynamics 365 human resources?
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Is it just another place for HR to store employee names
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or does it handle something much bigger?
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Think about a typical HR day.
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A leave request comes in through email.
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Someone updates their address in a spreadsheet.
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A manager asks who needs training.
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HR ends up searching through folders, messages,
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and different tools just to answer one simple question.
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Dynamics 365, human resources gives people data,
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and every day HR work a single home in the cloud.
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Here's the simplest definition.
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It's like the HR floor in an office building.
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Employee files live in one room.
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Request forms go to the right desk automatically.
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Company rules guide the work behind the scenes.
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Instead of people carrying paper between rooms,
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the work follows a clear path.
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By the end of this knowledge nugget,
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you'll understand employee self-service, core HR work,
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the connections with other Microsoft tools,
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and what this product isn't meant for.
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But first let's look at the problem it fixes.
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The problem it solves.
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Fragmented people work.
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Imagine someone joins a company tomorrow.
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HR enters their contact details in one system.
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Their manager adds them to a team list somewhere else.
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Payroll needs information in its own tool.
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The new employee gets a welcome email
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with links to benefits, training, and a leave policy
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all stored separately.
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Nothing looks broken at first,
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but every separate place makes another copy
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of that same person's information.
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And every copy falls behind when that person changes role,
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manager address, hours, or department.
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That's the old HR problem.
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Information spreads out.
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One spreadsheet holds employee details.
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Another keeps certification dates.
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Leave requests sit in email threads.
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Benefits questions arrive through a shared mailbox.
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Meanwhile, managers keep their own team lists
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because they don't trust the company chart.
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People end up asking, where do I find that?
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Employees might not know their remaining time off,
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which policy applies, whether HR received their request
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or where their training record lives.
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So they send an email because email feels safer than guessing.
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Managers face the same problem from a different angle.
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They need to know who works on their team,
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who reports to whom, who is away next week,
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and which requests wait for approval.
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When those answers live in different tools,
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a simple decision becomes a search.
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HR carries most of the weight, say a person changes roles,
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HR updates the employee record,
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then someone needs to update the manager relationship,
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access lists, benefits, details, training needs,
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and maybe information sent to payroll.
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When those steps rely on memory and messages,
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details slip through.
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Nobody enjoys fixing records after the fact.
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So Dynamics 365 Human Resources
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pulls those people records and HR processes
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into one shared place.
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It gives HR a controlled record for each employee,
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while giving employees and managers a clearer route
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for routine tasks.
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That doesn't mean every company keeps every people
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related task inside one product.
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Companies often use separate tools for payroll, hiring,
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or learning.
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The point is simpler.
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Human Resources holds the people information
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and the HR rules that other work depends on.
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Think of it as a shared HR filing cabinet
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that can route a request instead of just holding paper.
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When a person needs leave, the request follows the company's
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process.
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A manager who needs team information
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looks at the same people data HR maintains.
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And when HR updates an employee detail,
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they aren't chasing down five folders with the same record.
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The work becomes easier to follow.
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Of course, a shared filing cabinet only
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helps if every person has a clear place inside it.
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The employee record and organization,
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the digital HR filing cabinet.
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Welcome to Microsoft Knowledge Nuggets on M365 FM.
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I'm Mirko Peters.
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And today we're talking about two important parts
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of Dynamics 365 Human Resources, the employee record,
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and the self-service experience.
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So where does all that information actually live?
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Inside Dynamics 365 Human Resources,
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every employee gets a detailed profile.
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Think of it as their working HR record,
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not just a page with a name, phone number, and job title.
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The profile can hold job details, contact information,
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work history, skills, certifications, interests,
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accomplishments, and training info.
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That gives HR and managers much more context.
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Here's the thing, a job title alone rarely tells the full story.
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Two people might both be project managers,
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but one has a safety certificate,
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another speaks several languages,
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and a third is training for a different role.
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Those details can sit right in the employee record
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instead of getting lost inside all documents
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or a manager's memory.
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And that matters when you need to staff a project,
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plan training, or fill an open role.
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Dynamics 365 Human Resources also helps a company
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describe its own shape.
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It records departments, jobs, positions, managers,
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and reporting lines.
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So the organization becomes a working Mar-Pau,
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not a static chart, someone updates once a year,
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and forgets about.
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Let's break down the difference.
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A department tells you where the work happens.
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A job describes the type of work.
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A position identifies a specific place in the company.
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That distinction might sound small,
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but it prevents real confusion.
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A company may have many people with the same job
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or warehouse associate, for example,
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oh, while each person fills a different position
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under a particular manager and department.
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Once those details connect, the system can show who reports
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to whom and which manager oversees a team.
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That helps people find the right person
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when they need direction, and it gives HR a clearer view
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when a manager leaves, a team grows,
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or someone moves into a new role.
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Imagine a manager asks,
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"Who are my team holds the certification?"
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So then let us say, "Dushenness is synonymous."
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Without a proper employee record,
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HR might search a spreadsheet, dig through all training documents
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and message several people.
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But with skills and certifications recorded in the profile,
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HR has a much more direct starting point.
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Certification dates matter too.
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Some jobs require training that expires.
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If records live in separate files,
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you can easily miss an expiry date
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until someone needs proof.
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When that information lives in the employee record,
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HR can track it as part of the person's
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work history.
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The same goes for development.
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An employee can gain experience through a course
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on your responsibility or a professional achievement.
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Instead of a one-time note, HR can keep that information
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right next to the person's role and skills.
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That gives a manager a fuller picture
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during a conversation about growth.
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Now, HR records contain sensitive information.
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Not everyone should see everything.
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A manager may need team details,
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an employee may need access to their own info,
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HR may need access to more.
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So the system uses roles and permissions
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to control who can view or change different areas,
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think of it like a staff only offers with different doors
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for different jobs.
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You don't give every visitor the same master key.
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You decide who needs access to a room
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and you review that choice carefully.
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Microsoft provides guidance on security, compliance,
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and privacy because the technology only
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works when the company sets clear rules for its people data.
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That setup takes thought.
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A profile isn't just a digital contact card.
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It supports day-to-day HR decisions
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about roles, skills, training, reporting lines,
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and the work each person can do.
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But a well-kept record is only part of the picture.
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Employees also need a simple way to handle
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their own routine HR tasks,
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buzz, employee and manager.
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Self-service, everyday HR.
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Without the email chain.
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A good HR system shouldn't turn every small question
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into an email.
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Employees need to update personal details,
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check leave information, see tasks they need to complete,
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and send routine HR requests.
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Managers need a clear way to review those requests
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without digging through a crowded inbox.
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Dynamics 365, human resources gives both groups
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a self-service area for that everyday work.
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For an employee, self-service means you
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can take care of simple things yourself.
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You review your profile, update information
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where your company allows it, check leave details,
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and complete assigned tasks.
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You don't need to ask HR where a form lives.
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That sounds basic, but it changes the flow of a normal week.
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Instead of sending a message asking,
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how many vacation days do I have left?
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You look up your balance.
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Instead of wondering whether your request
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reached the right person, you submitted through the system
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and follow its status.
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The employee gets a clearer answer and HR receives
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fewer repeat questions.
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Microsoft also puts time off balances and leave requests
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directly into Microsoft Teams.
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That matters because Teams already
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sits in many employees daily work routine
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right next to chats, meetings, and team messages.
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You don't need to open a separate HR website every time
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you want to request a day off.
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Imagine you're planning a family trip.
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You open the human resources experience in Teams,
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check your available leave, choose the dates,
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and send the request.
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Your manager receives it through the approval process.
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Instead of finding it buried between meeting invites
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and project emails, the request follows a known route.
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Leave is more than choosing dates on the calendar.
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Each company has rules about working days, weekends,
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public holidays, leave types, and how much time someone can take.
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Dynamics 365.
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Human resources can apply those rules
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when the company configures them.
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So if a public holiday falls in the middle of your leave,
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the system can treat that day differently
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from a normal work day based on the company's leave policy.
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That removes a common source of confusion,
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manages to see the other side of the process.
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They can review a request, check the dates,
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and approve or decline it through the system.
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Instead of replying to an email with approved
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and hoping someone updates the right record,
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their decision becomes part of the request itself.
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Everyone can see where things stand.
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Let's follow one simple example.
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Maya requests three days of annual leave.
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The system checks her balance
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and applies her company's leave rules.
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Her manager receives the request, reviews the dates,
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and approves it.
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Maya sees the result and the leave record updates.
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HR can also see the request history.
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That history matters when someone later asks
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what happened, when it happened, and who approved it.
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The process leaves a record instead of relying
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on a deleted email or a paper form
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that never reached the right folder.
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Benefits information and employee tasks
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can work in a similar way.
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An employee may need to review available benefits,
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complete a task after joining the company,
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or respond to an HR request.
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Putting those actions closer to the employee
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means HR doesn't need to act as a messenger
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for every routine step.
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Still, self-service doesn't replace HR.
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HR professionals still answer difficult questions,
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apply policy, handle sensitive cases,
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and help people through changes that don't fit a standard form.
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Self-service removes repetitive handoffs,
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so HR can spend more time on the work
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that needs human judgment.
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And leave is only one part of an employee's working life.
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HR also needs to manage benefits,
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pay related information, learning, and development.
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That's where we'll go next.
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Benefits, compensation, learning, and development,
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supporting the employee journey.
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Here are our Timns, something easy to forget.
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Employees, Donutemfin, stay the same person after their first day.
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They take on new work, learn new skills, pick up certifications,
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move into new roles.
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Maybe change their benefits as their life changes.
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HR needs somewhere to track all of that
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without turning every single change into a separate form.
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Picture Dynamics 365, Human Resources,
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as the central desk for that employee information.
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It manages benefits programs based on the rules
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your company sets.
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Most people here owe benefits
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are an immediately picture medical or dental coverage.
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But benefits can cover a lot more depending
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on your company and where you ultimately relocated.
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An organization defines its own benefit plans
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decides who our man's eligible
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and sets the enrollment periods.
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That gives employees a much clearer view
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of what actually applies to them.
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Instead of HR sending a long email
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with PDF attachments, benefit details
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set right next to the employee record.
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Employees review their choices
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and HR manages the rules behind those choices.
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But not every employee qualifies for every plan.
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A benefit might depend on location, job type,
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working hours, or how long someone
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O.T. Miles has been with the company.
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Human Resources records those conditions,
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so HR does no temtty have to judge
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the same eligibility question from scratch
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every time someone asks.
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Compensation sits right next to benefits,
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but eTautums a different thing.
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Compensation is the pay related information
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tied to an employee O.T.M. as work.
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Human Resources includes a compensation management area
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where HR keeps records for fixed pay, variable pay,
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and builds compensation structures
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that fit how your company pays people.
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But here, TEMS the thing, oh, this does no, TEMM.
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To mean human resources runs every payroll process
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on its own.
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Payroll has local tax rules, payment schedules,
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and country specific requirements.
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Many companies connect human resources
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with finance or a separate payroll tool,
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so the employee record and the payroll record
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share what they need without pretending
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they outtember the same job.
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Imagine two connected disks.
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The HR desk holds the employee, eAutomass role, pay details,
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benefits, and employment history.
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The payroll desk calculates and sends the actual pay.
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Both desks need accurate information,
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but each handles a different part of the work.
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Growth also needs a record.
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Microsoft describes employee profiles
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that include career accomplishments, skills,
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certifications, and interests.
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That matters because a person is more than their current job
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title.
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Maybe someone works in customer support,
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but has completed data training.
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Maybe another employee holds a certificate
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and new project requires.
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Or someone has shown interest in becoming a team lead.
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Those details help managers have better conversations
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about future work.
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Learning gives that information a place to grow.
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Human Resources includes learning tools for courses,
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questionnaires, and training records.
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A company can track the learning it expects employees
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to complete.
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A course is notemity, just a link someone receives once.
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HR creates or records the course.
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Tracks who needs it and keeps completion information
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with the employee, eAutom's development history.
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If a certification expires, HR has a clearer way
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to see that it needs attention before the date passes.
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Let me give you a simple example.
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A technician moves into a role that requires a safety
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certification.
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HR records the new role and identifies the training
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requirement.
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The employee completes the course.
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And the certification becomes part of that employee,
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eAutomass profile.
365
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The manager can see the person is ready.
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That eAutom is much better than finding out
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during a project that the certificate expired months ago.
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Development also includes performance conversations
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and reviews.
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Human Resources includes areas for performance management,
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reviews, skills, and goals.
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So the company keeps growth-related information
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in a more structured place.
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Still, software cano, tm, it, turn a poor manager
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into a good one.
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A system records a goal, a review, or a completed course.
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00:12:56,840 --> 00:12:59,520
It can eAutom set, replace a meaningful conversation
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about someone.
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Out-em adds career, their workload, or the support they need.
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People still need to talk to people.
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What the system does is keep the agreed upon information
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from disappearing, from onboarding to a role change,
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and employee builds a history.
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Their skills grow, their benefits may change,
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their pay records shift, their training proves their
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automore ready for the next responsibility.
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That ongoing record gives HR and managers
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a much better starting point than memory alone.
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00:13:22,800 --> 00:13:24,920
But records only help when requests, reviews,
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and changes follow a clear route.
391
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That opens where workflows come in.
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Workflows, automation, and reporting,
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turning repeated HR work into a process.
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Records tell you what happened.
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00:13:37,280 --> 00:13:39,280
Workflows help decide what happens next.
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A workflow is simply a set route for a task.
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Someone starts a request, the right person reviews it,
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and the system records the result.
399
00:13:46,520 --> 00:13:49,000
That route applies to leave requests, benefits, changes,
400
00:13:49,000 --> 00:13:51,000
employee data updates, or any HR work
401
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that needs approval.
402
00:13:51,960 --> 00:13:54,320
Without a workflow, people invent their own route.
403
00:13:54,320 --> 00:13:56,920
One manager asks for an email, another wants a form.
404
00:13:56,920 --> 00:13:59,680
A third tells employees to send a team's message.
405
00:13:59,680 --> 00:14:02,120
HR then has to figure out which requests count,
406
00:14:02,120 --> 00:14:04,840
who approved them, and whether anyone missed a step.
407
00:14:04,840 --> 00:14:07,600
Dynamics 365, human resources lets your company
408
00:14:07,600 --> 00:14:09,200
set a repeatable path instead.
409
00:14:09,200 --> 00:14:11,760
For example, an employee change might need a manager
410
00:14:11,760 --> 00:14:14,880
out TM's approval before HR reviews it.
411
00:14:14,880 --> 00:14:17,960
A benefits request might need an eligibility check first.
412
00:14:17,960 --> 00:14:20,960
A leave request goes directly to the employee, AO,
413
00:14:20,960 --> 00:14:23,440
TM's manager.
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00:14:23,440 --> 00:14:26,600
The company decides the rules, and the system sends each request
415
00:14:26,600 --> 00:14:28,960
to the person responsible for the next decision
416
00:14:28,960 --> 00:14:30,200
that removes the guessing.
417
00:14:30,200 --> 00:14:32,000
It also gives each person a clear job.
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The employee knows the request has been sent.
419
00:14:33,960 --> 00:14:35,520
The manager knows it needs attention.
420
00:14:35,520 --> 00:14:37,920
HR can see exactly where it sits instead of searching
421
00:14:37,920 --> 00:14:40,800
through inboxes and asking, "How did anyone approve this?
422
00:14:40,800 --> 00:14:42,920
"How?" the process becomes visible.
423
00:14:42,920 --> 00:14:45,680
But this does not empty mean automation decides everything
424
00:14:45,680 --> 00:14:46,640
for people.
425
00:14:46,640 --> 00:14:49,920
A workflow routes the request, checks whether required information
426
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exists, and keeps the history.
427
00:14:51,680 --> 00:14:54,840
A manager still decides whether a request works for the team.
428
00:14:54,840 --> 00:14:57,280
HR still handles cases that need good judgment.
429
00:14:57,280 --> 00:14:59,320
The system handles the repeatable steps.
430
00:14:59,320 --> 00:15:00,920
People handle the people parts.
431
00:15:00,920 --> 00:15:02,840
Task management works in a similar way.
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Think about a new employee, "Oh, wow,"
433
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TM's first few weeks.
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00:15:06,400 --> 00:15:09,160
They might need to read a policy, provide personal information,
435
00:15:09,160 --> 00:15:11,280
complete training, meet with their manager,
436
00:15:11,280 --> 00:15:12,880
and confirm a benefit choice.
437
00:15:12,880 --> 00:15:15,040
Without a shared task list, each item gets lost
438
00:15:15,040 --> 00:15:16,120
in a welcome email.
439
00:15:16,120 --> 00:15:18,440
Human resources supports task management
440
00:15:18,440 --> 00:15:20,880
around employee milestones like onboarding.
441
00:15:20,880 --> 00:15:23,720
HR creates tasks, assigns them to the right people,
442
00:15:23,720 --> 00:15:24,880
and tracks progress.
443
00:15:24,880 --> 00:15:26,680
The employee sees what they need to do.
444
00:15:26,680 --> 00:15:28,840
The manager sees what it must still waiting.
445
00:15:28,840 --> 00:15:32,240
HR can spot a missed step before a new starter reaches week three
446
00:15:32,240 --> 00:15:34,040
without the access or training they need.
447
00:15:34,040 --> 00:15:36,720
That "oh" means a much calmer start for everyone.
448
00:15:36,720 --> 00:15:39,240
Automation can also reduce repeated data entry.
449
00:15:39,240 --> 00:15:41,680
If information already sits in the HR record,
450
00:15:41,680 --> 00:15:44,320
staff should now, TMT, have to type the same details
451
00:15:44,320 --> 00:15:45,800
into every request by hand.
452
00:15:45,800 --> 00:15:47,640
A company uses business events and power
453
00:15:47,640 --> 00:15:50,360
automate templates to connect human resources activity
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with other approved business processes.
455
00:15:52,440 --> 00:15:54,480
But keep the role of automation in perspective.
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It does not even create a fair-leave policy.
457
00:15:56,400 --> 00:15:58,960
It does not tempt explain a sensitive benefit decision.
458
00:15:58,960 --> 00:16:02,600
It does not emit DT notice that an employee needs support
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00:16:02,600 --> 00:16:04,680
unless a person pays attention.
460
00:16:04,680 --> 00:16:06,880
Automation takes away routine chasing,
461
00:16:06,880 --> 00:16:10,040
which gives HR more time to deal with the work that needs care.
462
00:16:10,040 --> 00:16:11,520
Then their oaks-m's reporting.
463
00:16:11,520 --> 00:16:13,400
HR teams and leaders often need answers
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00:16:13,400 --> 00:16:15,400
that sit above any one employee record,
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00:16:15,400 --> 00:16:17,120
which training still needs completion,
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00:16:17,120 --> 00:16:19,680
which requests have been waiting too long for approval,
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00:16:19,680 --> 00:16:22,520
where could planned absences leave a team short-staffed.
468
00:16:22,520 --> 00:16:25,000
Human resources connects people and operations data,
469
00:16:25,000 --> 00:16:27,560
so organizations examine workforce costs and patterns.
470
00:16:27,560 --> 00:16:30,080
A report helps HR spot a group of certifications
471
00:16:30,080 --> 00:16:31,160
nearing expiry.
472
00:16:31,160 --> 00:16:33,000
It shows a manager their pending actions.
473
00:16:33,000 --> 00:16:36,480
It helps leaders see patterns in absences or workforce changes.
474
00:16:36,480 --> 00:16:39,440
The point is now, TMT, to collect reports for their own sake,
475
00:16:39,440 --> 00:16:41,920
or ETOW, attempts to give people a better view
476
00:16:41,920 --> 00:16:43,200
before they make a decision.
477
00:16:43,200 --> 00:16:45,640
You still need to ask a useful question first.
478
00:16:45,640 --> 00:16:48,120
Good reporting starts with a clear business need.
479
00:16:48,120 --> 00:16:50,440
Check training status before a busy season.
480
00:16:50,440 --> 00:16:53,720
Review unapproved requests before they become a problem,
481
00:16:53,720 --> 00:16:57,280
or see if any department is consistently short-staffed.
482
00:16:57,280 --> 00:16:58,720
The system organizes the information,
483
00:16:58,720 --> 00:17:01,720
but HR decides what the information means and what action to take.
484
00:17:01,720 --> 00:17:03,880
Once requests follow a known process and data
485
00:17:03,880 --> 00:17:06,360
can answer real questions, human resources
486
00:17:06,360 --> 00:17:08,240
becomes easier to connect with the other tools
487
00:17:08,240 --> 00:17:09,760
people use every day.
488
00:17:09,760 --> 00:17:12,000
And that opens where the real power of the platform starts
489
00:17:12,000 --> 00:17:15,120
to show off when everything works together.
490
00:17:15,120 --> 00:17:17,320
Connections across Microsoft and beyond.
491
00:17:17,320 --> 00:17:18,960
The connected HR desk.
492
00:17:18,960 --> 00:17:19,720
Here's the thing.
493
00:17:19,720 --> 00:17:22,080
People don't pick an HR tool just because HR says so.
494
00:17:22,080 --> 00:17:24,080
They use it when it fits naturally into the apps
495
00:17:24,080 --> 00:17:25,520
they already open every day.
496
00:17:25,520 --> 00:17:28,200
That's why connecting with Microsoft Teams matters so much.
497
00:17:28,200 --> 00:17:30,080
Employees can check their time off balances
498
00:17:30,080 --> 00:17:32,280
and submit leave requests right inside teams,
499
00:17:32,280 --> 00:17:33,880
where they're already chatting with colleagues
500
00:17:33,880 --> 00:17:35,000
and joining meetings.
501
00:17:35,000 --> 00:17:38,360
HR can also tap into the wider Microsoft 365 platform,
502
00:17:38,360 --> 00:17:40,320
putting people data closer to the actual work
503
00:17:40,320 --> 00:17:41,800
happening across the company.
504
00:17:41,800 --> 00:17:44,200
Your finance team might need approved employment
505
00:17:44,200 --> 00:17:47,600
and pay details for payroll, and HR can share that information.
506
00:17:47,600 --> 00:17:50,840
But the exact setup depends on how your company runs payroll.
507
00:17:50,840 --> 00:17:53,920
20 years ago, you'd have separate systems for each task.
508
00:17:53,920 --> 00:17:56,040
And information would need to be re-entered everywhere.
509
00:17:56,040 --> 00:17:57,440
Now it flows automatically.
510
00:17:57,440 --> 00:17:59,920
Some companies already use a separate recruiting system
511
00:17:59,920 --> 00:18:01,800
and others use a specialist learning platform.
512
00:18:01,800 --> 00:18:02,960
And that's perfectly fine.
513
00:18:02,960 --> 00:18:05,040
Think of Dynamics 365, human resources
514
00:18:05,040 --> 00:18:07,160
like a central HR desk in your office.
515
00:18:07,160 --> 00:18:09,840
It becomes the one place where everyone's people record lives.
516
00:18:09,840 --> 00:18:12,080
But recruiting payroll and learning tools
517
00:18:12,080 --> 00:18:13,440
keep doing what they do best.
518
00:18:13,440 --> 00:18:15,320
When someone joins the company, that desk
519
00:18:15,320 --> 00:18:17,400
creates their record and sends the right information
520
00:18:17,400 --> 00:18:19,800
to payroll, benefits, and their manager,
521
00:18:19,800 --> 00:18:21,720
all without re-entering any details.
522
00:18:21,720 --> 00:18:24,360
For reporting, you can connect the data to Power BI,
523
00:18:24,360 --> 00:18:27,240
Microsoft's visual reporting tool, letting HR and leaders
524
00:18:27,240 --> 00:18:29,640
see workforce information in charts and dashboards
525
00:18:29,640 --> 00:18:32,360
instead of staring at endless rows in a spreadsheet.
526
00:18:32,360 --> 00:18:34,880
When a new employee record enters Dynamics 365
527
00:18:34,880 --> 00:18:36,800
human resources, their manager sees them
528
00:18:36,800 --> 00:18:38,240
in the correct team structure.
529
00:18:38,240 --> 00:18:40,760
The employee handles approved self-service tasks
530
00:18:40,760 --> 00:18:42,720
and other connected tools get the information
531
00:18:42,720 --> 00:18:44,240
they need for their own work.
532
00:18:44,240 --> 00:18:46,520
Each tool does its job, but the employee record
533
00:18:46,520 --> 00:18:49,440
never needs to be recreated from scratch.
534
00:18:49,440 --> 00:18:52,800
Where Dynamics 365 human resources fits.
535
00:18:52,800 --> 00:18:55,760
Dynamics 365 human resources is designed for companies
536
00:18:55,760 --> 00:18:59,400
that want one shared place for basic employee info, leave,
537
00:18:59,400 --> 00:19:02,920
benefits, compensation records, development, and HR approvals.
538
00:19:02,920 --> 00:19:05,200
But here's the thing, oh, it works best
539
00:19:05,200 --> 00:19:08,320
when the company first agrees on how HR work should actually happen.
540
00:19:08,320 --> 00:19:09,720
You can't skip that part.
541
00:19:09,720 --> 00:19:11,280
Before setup begins, you need to decide
542
00:19:11,280 --> 00:19:13,440
what data to keep, who can access it, which policies
543
00:19:13,440 --> 00:19:17,000
apply, who approves requests, and which other tools need a connection.
544
00:19:17,000 --> 00:19:19,840
Recruiting, payroll, time entry, and learning needs
545
00:19:19,840 --> 00:19:22,760
can differ widely by country, industry, and company size.
546
00:19:22,760 --> 00:19:26,040
And Dynamics 365 human resources can connect with tools
547
00:19:26,040 --> 00:19:29,120
for those areas, but it doesn't automatically replace them.
548
00:19:29,120 --> 00:19:31,440
Microsoft provides documentation with setup guidance,
549
00:19:31,440 --> 00:19:34,440
reporting material, security information, tools, samples,
550
00:19:34,440 --> 00:19:35,480
and admin help.
551
00:19:35,480 --> 00:19:37,280
And you can also work with a Microsoft partner
552
00:19:37,280 --> 00:19:40,000
for planning support, pre-built apps, training,
553
00:19:40,000 --> 00:19:41,400
or help getting started.
554
00:19:41,400 --> 00:19:44,160
Microsoft offers both a full human resources license
555
00:19:44,160 --> 00:19:46,280
and a lower cost self-service license
556
00:19:46,280 --> 00:19:49,840
for employee and manager tasks, but prices and terms can change.
557
00:19:49,840 --> 00:19:51,920
So always check Microsoft's current pricing
558
00:19:51,920 --> 00:19:53,640
before planning a budget.
559
00:19:53,640 --> 00:19:56,840
Think of it like setting up a filing system before buying folders.
560
00:19:56,840 --> 00:19:59,280
You need to decide how to organize people data first,
561
00:19:59,280 --> 00:20:02,880
then let Dynamics 365 human resources handle the filing.
562
00:20:02,880 --> 00:20:05,480
Choose the HR process first, then configure the software
563
00:20:05,480 --> 00:20:07,880
around the way your people actually work.
564
00:20:07,880 --> 00:20:11,080
Conclusion, the connected people record.
565
00:20:11,080 --> 00:20:14,280
Here's the thing about Dynamics 365 human resources.
566
00:20:14,280 --> 00:20:18,480
Employee info, self-service, and HR tasks all live in one place.
567
00:20:18,480 --> 00:20:20,400
Your team finds what they need without digging
568
00:20:20,400 --> 00:20:23,640
through separate systems, and your HR people keep work moving
569
00:20:23,640 --> 00:20:24,960
instead of chasing paper.
570
00:20:24,960 --> 00:20:27,040
Subscribe on your favorite podcast platform
571
00:20:27,040 --> 00:20:28,960
and share this knowledge nugget with someone
572
00:20:28,960 --> 00:20:31,680
trying to figure out where Dynamics 365 human resources
573
00:20:31,680 --> 00:20:33,520
fits in their company.
00:00:00,000 --> 00:00:02,480
What exactly is Dynamics 365 human resources?
2
00:00:02,480 --> 00:00:05,080
Is it just another place for HR to store employee names
3
00:00:05,080 --> 00:00:06,720
or does it handle something much bigger?
4
00:00:06,720 --> 00:00:08,160
Think about a typical HR day.
5
00:00:08,160 --> 00:00:09,960
A leave request comes in through email.
6
00:00:09,960 --> 00:00:11,960
Someone updates their address in a spreadsheet.
7
00:00:11,960 --> 00:00:13,600
A manager asks who needs training.
8
00:00:13,600 --> 00:00:16,200
HR ends up searching through folders, messages,
9
00:00:16,200 --> 00:00:19,160
and different tools just to answer one simple question.
10
00:00:19,160 --> 00:00:22,520
Dynamics 365, human resources gives people data,
11
00:00:22,520 --> 00:00:25,160
and every day HR work a single home in the cloud.
12
00:00:25,160 --> 00:00:26,680
Here's the simplest definition.
13
00:00:26,680 --> 00:00:29,040
It's like the HR floor in an office building.
14
00:00:29,040 --> 00:00:30,560
Employee files live in one room.
15
00:00:30,560 --> 00:00:33,080
Request forms go to the right desk automatically.
16
00:00:33,080 --> 00:00:35,800
Company rules guide the work behind the scenes.
17
00:00:35,800 --> 00:00:38,120
Instead of people carrying paper between rooms,
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00:00:38,120 --> 00:00:39,840
the work follows a clear path.
19
00:00:39,840 --> 00:00:41,400
By the end of this knowledge nugget,
20
00:00:41,400 --> 00:00:44,600
you'll understand employee self-service, core HR work,
21
00:00:44,600 --> 00:00:46,520
the connections with other Microsoft tools,
22
00:00:46,520 --> 00:00:48,440
and what this product isn't meant for.
23
00:00:48,440 --> 00:00:50,480
But first let's look at the problem it fixes.
24
00:00:50,480 --> 00:00:53,360
The problem it solves.
25
00:00:53,360 --> 00:00:55,480
Fragmented people work.
26
00:00:55,480 --> 00:00:57,360
Imagine someone joins a company tomorrow.
27
00:00:57,360 --> 00:00:59,600
HR enters their contact details in one system.
28
00:00:59,600 --> 00:01:02,160
Their manager adds them to a team list somewhere else.
29
00:01:02,160 --> 00:01:04,560
Payroll needs information in its own tool.
30
00:01:04,560 --> 00:01:06,080
The new employee gets a welcome email
31
00:01:06,080 --> 00:01:08,400
with links to benefits, training, and a leave policy
32
00:01:08,400 --> 00:01:09,440
all stored separately.
33
00:01:09,440 --> 00:01:11,080
Nothing looks broken at first,
34
00:01:11,080 --> 00:01:13,080
but every separate place makes another copy
35
00:01:13,080 --> 00:01:14,760
of that same person's information.
36
00:01:14,760 --> 00:01:17,360
And every copy falls behind when that person changes role,
37
00:01:17,360 --> 00:01:19,400
manager address, hours, or department.
38
00:01:19,400 --> 00:01:20,720
That's the old HR problem.
39
00:01:20,720 --> 00:01:22,240
Information spreads out.
40
00:01:22,240 --> 00:01:24,000
One spreadsheet holds employee details.
41
00:01:24,000 --> 00:01:25,720
Another keeps certification dates.
42
00:01:25,720 --> 00:01:27,440
Leave requests sit in email threads.
43
00:01:27,440 --> 00:01:30,280
Benefits questions arrive through a shared mailbox.
44
00:01:30,280 --> 00:01:32,280
Meanwhile, managers keep their own team lists
45
00:01:32,280 --> 00:01:34,360
because they don't trust the company chart.
46
00:01:34,360 --> 00:01:36,920
People end up asking, where do I find that?
47
00:01:36,920 --> 00:01:39,160
Employees might not know their remaining time off,
48
00:01:39,160 --> 00:01:41,840
which policy applies, whether HR received their request
49
00:01:41,840 --> 00:01:43,440
or where their training record lives.
50
00:01:43,440 --> 00:01:46,080
So they send an email because email feels safer than guessing.
51
00:01:46,080 --> 00:01:48,640
Managers face the same problem from a different angle.
52
00:01:48,640 --> 00:01:50,480
They need to know who works on their team,
53
00:01:50,480 --> 00:01:52,960
who reports to whom, who is away next week,
54
00:01:52,960 --> 00:01:54,960
and which requests wait for approval.
55
00:01:54,960 --> 00:01:56,960
When those answers live in different tools,
56
00:01:56,960 --> 00:01:58,960
a simple decision becomes a search.
57
00:01:58,960 --> 00:02:02,000
HR carries most of the weight, say a person changes roles,
58
00:02:02,000 --> 00:02:03,680
HR updates the employee record,
59
00:02:03,680 --> 00:02:05,600
then someone needs to update the manager relationship,
60
00:02:05,600 --> 00:02:07,800
access lists, benefits, details, training needs,
61
00:02:07,800 --> 00:02:09,640
and maybe information sent to payroll.
62
00:02:09,640 --> 00:02:11,840
When those steps rely on memory and messages,
63
00:02:11,840 --> 00:02:13,080
details slip through.
64
00:02:13,080 --> 00:02:15,080
Nobody enjoys fixing records after the fact.
65
00:02:15,080 --> 00:02:17,240
So Dynamics 365 Human Resources
66
00:02:17,240 --> 00:02:19,640
pulls those people records and HR processes
67
00:02:19,640 --> 00:02:21,000
into one shared place.
68
00:02:21,000 --> 00:02:23,800
It gives HR a controlled record for each employee,
69
00:02:23,800 --> 00:02:25,880
while giving employees and managers a clearer route
70
00:02:25,880 --> 00:02:26,920
for routine tasks.
71
00:02:26,920 --> 00:02:29,000
That doesn't mean every company keeps every people
72
00:02:29,000 --> 00:02:30,960
related task inside one product.
73
00:02:30,960 --> 00:02:33,640
Companies often use separate tools for payroll, hiring,
74
00:02:33,640 --> 00:02:34,440
or learning.
75
00:02:34,440 --> 00:02:35,600
The point is simpler.
76
00:02:35,600 --> 00:02:38,280
Human Resources holds the people information
77
00:02:38,280 --> 00:02:40,720
and the HR rules that other work depends on.
78
00:02:40,720 --> 00:02:43,000
Think of it as a shared HR filing cabinet
79
00:02:43,000 --> 00:02:46,080
that can route a request instead of just holding paper.
80
00:02:46,080 --> 00:02:48,520
When a person needs leave, the request follows the company's
81
00:02:48,520 --> 00:02:49,280
process.
82
00:02:49,280 --> 00:02:51,200
A manager who needs team information
83
00:02:51,200 --> 00:02:53,640
looks at the same people data HR maintains.
84
00:02:53,640 --> 00:02:55,320
And when HR updates an employee detail,
85
00:02:55,320 --> 00:02:57,920
they aren't chasing down five folders with the same record.
86
00:02:57,920 --> 00:02:59,400
The work becomes easier to follow.
87
00:02:59,400 --> 00:03:01,320
Of course, a shared filing cabinet only
88
00:03:01,320 --> 00:03:04,680
helps if every person has a clear place inside it.
89
00:03:04,680 --> 00:03:06,600
The employee record and organization,
90
00:03:06,600 --> 00:03:08,960
the digital HR filing cabinet.
91
00:03:08,960 --> 00:03:12,240
Welcome to Microsoft Knowledge Nuggets on M365 FM.
92
00:03:12,240 --> 00:03:13,320
I'm Mirko Peters.
93
00:03:13,320 --> 00:03:15,120
And today we're talking about two important parts
94
00:03:15,120 --> 00:03:18,160
of Dynamics 365 Human Resources, the employee record,
95
00:03:18,160 --> 00:03:19,760
and the self-service experience.
96
00:03:19,760 --> 00:03:22,280
So where does all that information actually live?
97
00:03:22,280 --> 00:03:24,720
Inside Dynamics 365 Human Resources,
98
00:03:24,720 --> 00:03:26,680
every employee gets a detailed profile.
99
00:03:26,680 --> 00:03:28,880
Think of it as their working HR record,
100
00:03:28,880 --> 00:03:31,960
not just a page with a name, phone number, and job title.
101
00:03:31,960 --> 00:03:34,640
The profile can hold job details, contact information,
102
00:03:34,640 --> 00:03:36,960
work history, skills, certifications, interests,
103
00:03:36,960 --> 00:03:38,600
accomplishments, and training info.
104
00:03:38,600 --> 00:03:40,920
That gives HR and managers much more context.
105
00:03:40,920 --> 00:03:44,320
Here's the thing, a job title alone rarely tells the full story.
106
00:03:44,320 --> 00:03:46,360
Two people might both be project managers,
107
00:03:46,360 --> 00:03:48,000
but one has a safety certificate,
108
00:03:48,000 --> 00:03:49,360
another speaks several languages,
109
00:03:49,360 --> 00:03:51,720
and a third is training for a different role.
110
00:03:51,720 --> 00:03:53,880
Those details can sit right in the employee record
111
00:03:53,880 --> 00:03:55,720
instead of getting lost inside all documents
112
00:03:55,720 --> 00:03:56,960
or a manager's memory.
113
00:03:56,960 --> 00:03:58,880
And that matters when you need to staff a project,
114
00:03:58,880 --> 00:04:00,720
plan training, or fill an open role.
115
00:04:00,720 --> 00:04:05,200
Dynamics 365 Human Resources also helps a company
116
00:04:05,200 --> 00:04:06,680
describe its own shape.
117
00:04:06,680 --> 00:04:08,960
It records departments, jobs, positions, managers,
118
00:04:08,960 --> 00:04:10,040
and reporting lines.
119
00:04:10,040 --> 00:04:12,160
So the organization becomes a working Mar-Pau,
120
00:04:12,160 --> 00:04:14,080
not a static chart, someone updates once a year,
121
00:04:14,080 --> 00:04:15,000
and forgets about.
122
00:04:15,000 --> 00:04:16,280
Let's break down the difference.
123
00:04:16,280 --> 00:04:18,120
A department tells you where the work happens.
124
00:04:18,120 --> 00:04:19,640
A job describes the type of work.
125
00:04:19,640 --> 00:04:22,320
A position identifies a specific place in the company.
126
00:04:22,320 --> 00:04:23,760
That distinction might sound small,
127
00:04:23,760 --> 00:04:25,680
but it prevents real confusion.
128
00:04:25,680 --> 00:04:27,920
A company may have many people with the same job
129
00:04:27,920 --> 00:04:29,800
or warehouse associate, for example,
130
00:04:29,800 --> 00:04:32,680
oh, while each person fills a different position
131
00:04:32,680 --> 00:04:34,960
under a particular manager and department.
132
00:04:34,960 --> 00:04:37,560
Once those details connect, the system can show who reports
133
00:04:37,560 --> 00:04:39,800
to whom and which manager oversees a team.
134
00:04:39,800 --> 00:04:41,400
That helps people find the right person
135
00:04:41,400 --> 00:04:44,240
when they need direction, and it gives HR a clearer view
136
00:04:44,240 --> 00:04:46,120
when a manager leaves, a team grows,
137
00:04:46,120 --> 00:04:47,920
or someone moves into a new role.
138
00:04:47,920 --> 00:04:49,120
Imagine a manager asks,
139
00:04:49,120 --> 00:04:51,200
"Who are my team holds the certification?"
140
00:04:51,200 --> 00:04:54,040
So then let us say, "Dushenness is synonymous."
141
00:04:54,040 --> 00:04:55,640
Without a proper employee record,
142
00:04:55,640 --> 00:04:58,680
HR might search a spreadsheet, dig through all training documents
143
00:04:58,680 --> 00:05:00,280
and message several people.
144
00:05:00,280 --> 00:05:03,280
But with skills and certifications recorded in the profile,
145
00:05:03,280 --> 00:05:05,880
HR has a much more direct starting point.
146
00:05:05,880 --> 00:05:07,400
Certification dates matter too.
147
00:05:07,400 --> 00:05:09,680
Some jobs require training that expires.
148
00:05:09,680 --> 00:05:11,360
If records live in separate files,
149
00:05:11,360 --> 00:05:13,120
you can easily miss an expiry date
150
00:05:13,120 --> 00:05:14,840
until someone needs proof.
151
00:05:14,840 --> 00:05:16,800
When that information lives in the employee record,
152
00:05:16,800 --> 00:05:18,800
HR can track it as part of the person's
153
00:05:18,800 --> 00:05:19,880
work history.
154
00:05:19,880 --> 00:05:21,520
The same goes for development.
155
00:05:21,520 --> 00:05:23,760
An employee can gain experience through a course
156
00:05:23,760 --> 00:05:26,160
on your responsibility or a professional achievement.
157
00:05:26,160 --> 00:05:28,880
Instead of a one-time note, HR can keep that information
158
00:05:28,880 --> 00:05:31,120
right next to the person's role and skills.
159
00:05:31,120 --> 00:05:32,680
That gives a manager a fuller picture
160
00:05:32,680 --> 00:05:34,160
during a conversation about growth.
161
00:05:34,160 --> 00:05:36,440
Now, HR records contain sensitive information.
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00:05:36,440 --> 00:05:38,120
Not everyone should see everything.
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A manager may need team details,
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an employee may need access to their own info,
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HR may need access to more.
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So the system uses roles and permissions
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to control who can view or change different areas,
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think of it like a staff only offers with different doors
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for different jobs.
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You don't give every visitor the same master key.
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You decide who needs access to a room
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and you review that choice carefully.
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Microsoft provides guidance on security, compliance,
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and privacy because the technology only
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works when the company sets clear rules for its people data.
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That setup takes thought.
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A profile isn't just a digital contact card.
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It supports day-to-day HR decisions
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about roles, skills, training, reporting lines,
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and the work each person can do.
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But a well-kept record is only part of the picture.
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Employees also need a simple way to handle
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their own routine HR tasks,
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buzz, employee and manager.
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Self-service, everyday HR.
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Without the email chain.
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A good HR system shouldn't turn every small question
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into an email.
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Employees need to update personal details,
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check leave information, see tasks they need to complete,
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and send routine HR requests.
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Managers need a clear way to review those requests
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without digging through a crowded inbox.
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Dynamics 365, human resources gives both groups
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a self-service area for that everyday work.
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For an employee, self-service means you
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can take care of simple things yourself.
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You review your profile, update information
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where your company allows it, check leave details,
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and complete assigned tasks.
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You don't need to ask HR where a form lives.
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That sounds basic, but it changes the flow of a normal week.
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Instead of sending a message asking,
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how many vacation days do I have left?
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You look up your balance.
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Instead of wondering whether your request
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reached the right person, you submitted through the system
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and follow its status.
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The employee gets a clearer answer and HR receives
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fewer repeat questions.
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Microsoft also puts time off balances and leave requests
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directly into Microsoft Teams.
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That matters because Teams already
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sits in many employees daily work routine
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right next to chats, meetings, and team messages.
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You don't need to open a separate HR website every time
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you want to request a day off.
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Imagine you're planning a family trip.
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You open the human resources experience in Teams,
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check your available leave, choose the dates,
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and send the request.
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Your manager receives it through the approval process.
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Instead of finding it buried between meeting invites
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and project emails, the request follows a known route.
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Leave is more than choosing dates on the calendar.
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Each company has rules about working days, weekends,
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public holidays, leave types, and how much time someone can take.
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Dynamics 365.
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Human resources can apply those rules
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when the company configures them.
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So if a public holiday falls in the middle of your leave,
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the system can treat that day differently
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from a normal work day based on the company's leave policy.
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That removes a common source of confusion,
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manages to see the other side of the process.
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They can review a request, check the dates,
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and approve or decline it through the system.
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Instead of replying to an email with approved
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and hoping someone updates the right record,
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their decision becomes part of the request itself.
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Everyone can see where things stand.
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Let's follow one simple example.
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Maya requests three days of annual leave.
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The system checks her balance
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and applies her company's leave rules.
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Her manager receives the request, reviews the dates,
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and approves it.
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Maya sees the result and the leave record updates.
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HR can also see the request history.
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That history matters when someone later asks
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what happened, when it happened, and who approved it.
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The process leaves a record instead of relying
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on a deleted email or a paper form
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that never reached the right folder.
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Benefits information and employee tasks
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can work in a similar way.
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An employee may need to review available benefits,
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complete a task after joining the company,
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or respond to an HR request.
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Putting those actions closer to the employee
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means HR doesn't need to act as a messenger
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for every routine step.
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Still, self-service doesn't replace HR.
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HR professionals still answer difficult questions,
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apply policy, handle sensitive cases,
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and help people through changes that don't fit a standard form.
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Self-service removes repetitive handoffs,
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so HR can spend more time on the work
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that needs human judgment.
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And leave is only one part of an employee's working life.
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HR also needs to manage benefits,
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pay related information, learning, and development.
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That's where we'll go next.
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Benefits, compensation, learning, and development,
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supporting the employee journey.
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Here are our Timns, something easy to forget.
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Employees, Donutemfin, stay the same person after their first day.
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They take on new work, learn new skills, pick up certifications,
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move into new roles.
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Maybe change their benefits as their life changes.
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HR needs somewhere to track all of that
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without turning every single change into a separate form.
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Picture Dynamics 365, Human Resources,
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as the central desk for that employee information.
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It manages benefits programs based on the rules
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your company sets.
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Most people here owe benefits
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are an immediately picture medical or dental coverage.
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But benefits can cover a lot more depending
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on your company and where you ultimately relocated.
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An organization defines its own benefit plans
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decides who our man's eligible
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and sets the enrollment periods.
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That gives employees a much clearer view
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of what actually applies to them.
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Instead of HR sending a long email
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with PDF attachments, benefit details
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set right next to the employee record.
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Employees review their choices
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and HR manages the rules behind those choices.
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But not every employee qualifies for every plan.
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A benefit might depend on location, job type,
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working hours, or how long someone
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O.T. Miles has been with the company.
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Human Resources records those conditions,
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so HR does no temtty have to judge
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the same eligibility question from scratch
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every time someone asks.
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Compensation sits right next to benefits,
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but eTautums a different thing.
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Compensation is the pay related information
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tied to an employee O.T.M. as work.
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Human Resources includes a compensation management area
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where HR keeps records for fixed pay, variable pay,
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and builds compensation structures
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that fit how your company pays people.
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But here, TEMS the thing, oh, this does no, TEMM.
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To mean human resources runs every payroll process
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on its own.
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Payroll has local tax rules, payment schedules,
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and country specific requirements.
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Many companies connect human resources
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with finance or a separate payroll tool,
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so the employee record and the payroll record
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share what they need without pretending
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they outtember the same job.
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Imagine two connected disks.
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The HR desk holds the employee, eAutomass role, pay details,
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benefits, and employment history.
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The payroll desk calculates and sends the actual pay.
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Both desks need accurate information,
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but each handles a different part of the work.
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Growth also needs a record.
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Microsoft describes employee profiles
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that include career accomplishments, skills,
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certifications, and interests.
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That matters because a person is more than their current job
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title.
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Maybe someone works in customer support,
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but has completed data training.
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Maybe another employee holds a certificate
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and new project requires.
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Or someone has shown interest in becoming a team lead.
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Those details help managers have better conversations
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about future work.
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Learning gives that information a place to grow.
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Human Resources includes learning tools for courses,
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questionnaires, and training records.
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A company can track the learning it expects employees
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to complete.
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A course is notemity, just a link someone receives once.
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HR creates or records the course.
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Tracks who needs it and keeps completion information
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with the employee, eAutom's development history.
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If a certification expires, HR has a clearer way
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to see that it needs attention before the date passes.
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Let me give you a simple example.
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A technician moves into a role that requires a safety
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certification.
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HR records the new role and identifies the training
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requirement.
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The employee completes the course.
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And the certification becomes part of that employee,
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eAutomass profile.
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00:12:31,880 --> 00:12:33,640
The manager can see the person is ready.
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That eAutom is much better than finding out
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during a project that the certificate expired months ago.
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Development also includes performance conversations
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and reviews.
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Human Resources includes areas for performance management,
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reviews, skills, and goals.
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So the company keeps growth-related information
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in a more structured place.
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Still, software cano, tm, it, turn a poor manager
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into a good one.
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A system records a goal, a review, or a completed course.
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00:12:56,840 --> 00:12:59,520
It can eAutom set, replace a meaningful conversation
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about someone.
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Out-em adds career, their workload, or the support they need.
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People still need to talk to people.
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What the system does is keep the agreed upon information
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from disappearing, from onboarding to a role change,
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and employee builds a history.
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Their skills grow, their benefits may change,
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their pay records shift, their training proves their
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automore ready for the next responsibility.
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That ongoing record gives HR and managers
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a much better starting point than memory alone.
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But records only help when requests, reviews,
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and changes follow a clear route.
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That opens where workflows come in.
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Workflows, automation, and reporting,
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turning repeated HR work into a process.
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Records tell you what happened.
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Workflows help decide what happens next.
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A workflow is simply a set route for a task.
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Someone starts a request, the right person reviews it,
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and the system records the result.
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That route applies to leave requests, benefits, changes,
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employee data updates, or any HR work
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that needs approval.
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00:13:51,960 --> 00:13:54,320
Without a workflow, people invent their own route.
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One manager asks for an email, another wants a form.
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A third tells employees to send a team's message.
405
00:13:59,680 --> 00:14:02,120
HR then has to figure out which requests count,
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who approved them, and whether anyone missed a step.
407
00:14:04,840 --> 00:14:07,600
Dynamics 365, human resources lets your company
408
00:14:07,600 --> 00:14:09,200
set a repeatable path instead.
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00:14:09,200 --> 00:14:11,760
For example, an employee change might need a manager
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00:14:11,760 --> 00:14:14,880
out TM's approval before HR reviews it.
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00:14:14,880 --> 00:14:17,960
A benefits request might need an eligibility check first.
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00:14:17,960 --> 00:14:20,960
A leave request goes directly to the employee, AO,
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00:14:20,960 --> 00:14:23,440
TM's manager.
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The company decides the rules, and the system sends each request
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to the person responsible for the next decision
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that removes the guessing.
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It also gives each person a clear job.
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The employee knows the request has been sent.
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The manager knows it needs attention.
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HR can see exactly where it sits instead of searching
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through inboxes and asking, "How did anyone approve this?
422
00:14:40,800 --> 00:14:42,920
"How?" the process becomes visible.
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But this does not empty mean automation decides everything
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for people.
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A workflow routes the request, checks whether required information
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exists, and keeps the history.
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00:14:51,680 --> 00:14:54,840
A manager still decides whether a request works for the team.
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HR still handles cases that need good judgment.
429
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The system handles the repeatable steps.
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People handle the people parts.
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Task management works in a similar way.
432
00:15:02,840 --> 00:15:04,760
Think about a new employee, "Oh, wow,"
433
00:15:04,760 --> 00:15:06,400
TM's first few weeks.
434
00:15:06,400 --> 00:15:09,160
They might need to read a policy, provide personal information,
435
00:15:09,160 --> 00:15:11,280
complete training, meet with their manager,
436
00:15:11,280 --> 00:15:12,880
and confirm a benefit choice.
437
00:15:12,880 --> 00:15:15,040
Without a shared task list, each item gets lost
438
00:15:15,040 --> 00:15:16,120
in a welcome email.
439
00:15:16,120 --> 00:15:18,440
Human resources supports task management
440
00:15:18,440 --> 00:15:20,880
around employee milestones like onboarding.
441
00:15:20,880 --> 00:15:23,720
HR creates tasks, assigns them to the right people,
442
00:15:23,720 --> 00:15:24,880
and tracks progress.
443
00:15:24,880 --> 00:15:26,680
The employee sees what they need to do.
444
00:15:26,680 --> 00:15:28,840
The manager sees what it must still waiting.
445
00:15:28,840 --> 00:15:32,240
HR can spot a missed step before a new starter reaches week three
446
00:15:32,240 --> 00:15:34,040
without the access or training they need.
447
00:15:34,040 --> 00:15:36,720
That "oh" means a much calmer start for everyone.
448
00:15:36,720 --> 00:15:39,240
Automation can also reduce repeated data entry.
449
00:15:39,240 --> 00:15:41,680
If information already sits in the HR record,
450
00:15:41,680 --> 00:15:44,320
staff should now, TMT, have to type the same details
451
00:15:44,320 --> 00:15:45,800
into every request by hand.
452
00:15:45,800 --> 00:15:47,640
A company uses business events and power
453
00:15:47,640 --> 00:15:50,360
automate templates to connect human resources activity
454
00:15:50,360 --> 00:15:52,440
with other approved business processes.
455
00:15:52,440 --> 00:15:54,480
But keep the role of automation in perspective.
456
00:15:54,480 --> 00:15:56,400
It does not even create a fair-leave policy.
457
00:15:56,400 --> 00:15:58,960
It does not tempt explain a sensitive benefit decision.
458
00:15:58,960 --> 00:16:02,600
It does not emit DT notice that an employee needs support
459
00:16:02,600 --> 00:16:04,680
unless a person pays attention.
460
00:16:04,680 --> 00:16:06,880
Automation takes away routine chasing,
461
00:16:06,880 --> 00:16:10,040
which gives HR more time to deal with the work that needs care.
462
00:16:10,040 --> 00:16:11,520
Then their oaks-m's reporting.
463
00:16:11,520 --> 00:16:13,400
HR teams and leaders often need answers
464
00:16:13,400 --> 00:16:15,400
that sit above any one employee record,
465
00:16:15,400 --> 00:16:17,120
which training still needs completion,
466
00:16:17,120 --> 00:16:19,680
which requests have been waiting too long for approval,
467
00:16:19,680 --> 00:16:22,520
where could planned absences leave a team short-staffed.
468
00:16:22,520 --> 00:16:25,000
Human resources connects people and operations data,
469
00:16:25,000 --> 00:16:27,560
so organizations examine workforce costs and patterns.
470
00:16:27,560 --> 00:16:30,080
A report helps HR spot a group of certifications
471
00:16:30,080 --> 00:16:31,160
nearing expiry.
472
00:16:31,160 --> 00:16:33,000
It shows a manager their pending actions.
473
00:16:33,000 --> 00:16:36,480
It helps leaders see patterns in absences or workforce changes.
474
00:16:36,480 --> 00:16:39,440
The point is now, TMT, to collect reports for their own sake,
475
00:16:39,440 --> 00:16:41,920
or ETOW, attempts to give people a better view
476
00:16:41,920 --> 00:16:43,200
before they make a decision.
477
00:16:43,200 --> 00:16:45,640
You still need to ask a useful question first.
478
00:16:45,640 --> 00:16:48,120
Good reporting starts with a clear business need.
479
00:16:48,120 --> 00:16:50,440
Check training status before a busy season.
480
00:16:50,440 --> 00:16:53,720
Review unapproved requests before they become a problem,
481
00:16:53,720 --> 00:16:57,280
or see if any department is consistently short-staffed.
482
00:16:57,280 --> 00:16:58,720
The system organizes the information,
483
00:16:58,720 --> 00:17:01,720
but HR decides what the information means and what action to take.
484
00:17:01,720 --> 00:17:03,880
Once requests follow a known process and data
485
00:17:03,880 --> 00:17:06,360
can answer real questions, human resources
486
00:17:06,360 --> 00:17:08,240
becomes easier to connect with the other tools
487
00:17:08,240 --> 00:17:09,760
people use every day.
488
00:17:09,760 --> 00:17:12,000
And that opens where the real power of the platform starts
489
00:17:12,000 --> 00:17:15,120
to show off when everything works together.
490
00:17:15,120 --> 00:17:17,320
Connections across Microsoft and beyond.
491
00:17:17,320 --> 00:17:18,960
The connected HR desk.
492
00:17:18,960 --> 00:17:19,720
Here's the thing.
493
00:17:19,720 --> 00:17:22,080
People don't pick an HR tool just because HR says so.
494
00:17:22,080 --> 00:17:24,080
They use it when it fits naturally into the apps
495
00:17:24,080 --> 00:17:25,520
they already open every day.
496
00:17:25,520 --> 00:17:28,200
That's why connecting with Microsoft Teams matters so much.
497
00:17:28,200 --> 00:17:30,080
Employees can check their time off balances
498
00:17:30,080 --> 00:17:32,280
and submit leave requests right inside teams,
499
00:17:32,280 --> 00:17:33,880
where they're already chatting with colleagues
500
00:17:33,880 --> 00:17:35,000
and joining meetings.
501
00:17:35,000 --> 00:17:38,360
HR can also tap into the wider Microsoft 365 platform,
502
00:17:38,360 --> 00:17:40,320
putting people data closer to the actual work
503
00:17:40,320 --> 00:17:41,800
happening across the company.
504
00:17:41,800 --> 00:17:44,200
Your finance team might need approved employment
505
00:17:44,200 --> 00:17:47,600
and pay details for payroll, and HR can share that information.
506
00:17:47,600 --> 00:17:50,840
But the exact setup depends on how your company runs payroll.
507
00:17:50,840 --> 00:17:53,920
20 years ago, you'd have separate systems for each task.
508
00:17:53,920 --> 00:17:56,040
And information would need to be re-entered everywhere.
509
00:17:56,040 --> 00:17:57,440
Now it flows automatically.
510
00:17:57,440 --> 00:17:59,920
Some companies already use a separate recruiting system
511
00:17:59,920 --> 00:18:01,800
and others use a specialist learning platform.
512
00:18:01,800 --> 00:18:02,960
And that's perfectly fine.
513
00:18:02,960 --> 00:18:05,040
Think of Dynamics 365, human resources
514
00:18:05,040 --> 00:18:07,160
like a central HR desk in your office.
515
00:18:07,160 --> 00:18:09,840
It becomes the one place where everyone's people record lives.
516
00:18:09,840 --> 00:18:12,080
But recruiting payroll and learning tools
517
00:18:12,080 --> 00:18:13,440
keep doing what they do best.
518
00:18:13,440 --> 00:18:15,320
When someone joins the company, that desk
519
00:18:15,320 --> 00:18:17,400
creates their record and sends the right information
520
00:18:17,400 --> 00:18:19,800
to payroll, benefits, and their manager,
521
00:18:19,800 --> 00:18:21,720
all without re-entering any details.
522
00:18:21,720 --> 00:18:24,360
For reporting, you can connect the data to Power BI,
523
00:18:24,360 --> 00:18:27,240
Microsoft's visual reporting tool, letting HR and leaders
524
00:18:27,240 --> 00:18:29,640
see workforce information in charts and dashboards
525
00:18:29,640 --> 00:18:32,360
instead of staring at endless rows in a spreadsheet.
526
00:18:32,360 --> 00:18:34,880
When a new employee record enters Dynamics 365
527
00:18:34,880 --> 00:18:36,800
human resources, their manager sees them
528
00:18:36,800 --> 00:18:38,240
in the correct team structure.
529
00:18:38,240 --> 00:18:40,760
The employee handles approved self-service tasks
530
00:18:40,760 --> 00:18:42,720
and other connected tools get the information
531
00:18:42,720 --> 00:18:44,240
they need for their own work.
532
00:18:44,240 --> 00:18:46,520
Each tool does its job, but the employee record
533
00:18:46,520 --> 00:18:49,440
never needs to be recreated from scratch.
534
00:18:49,440 --> 00:18:52,800
Where Dynamics 365 human resources fits.
535
00:18:52,800 --> 00:18:55,760
Dynamics 365 human resources is designed for companies
536
00:18:55,760 --> 00:18:59,400
that want one shared place for basic employee info, leave,
537
00:18:59,400 --> 00:19:02,920
benefits, compensation records, development, and HR approvals.
538
00:19:02,920 --> 00:19:05,200
But here's the thing, oh, it works best
539
00:19:05,200 --> 00:19:08,320
when the company first agrees on how HR work should actually happen.
540
00:19:08,320 --> 00:19:09,720
You can't skip that part.
541
00:19:09,720 --> 00:19:11,280
Before setup begins, you need to decide
542
00:19:11,280 --> 00:19:13,440
what data to keep, who can access it, which policies
543
00:19:13,440 --> 00:19:17,000
apply, who approves requests, and which other tools need a connection.
544
00:19:17,000 --> 00:19:19,840
Recruiting, payroll, time entry, and learning needs
545
00:19:19,840 --> 00:19:22,760
can differ widely by country, industry, and company size.
546
00:19:22,760 --> 00:19:26,040
And Dynamics 365 human resources can connect with tools
547
00:19:26,040 --> 00:19:29,120
for those areas, but it doesn't automatically replace them.
548
00:19:29,120 --> 00:19:31,440
Microsoft provides documentation with setup guidance,
549
00:19:31,440 --> 00:19:34,440
reporting material, security information, tools, samples,
550
00:19:34,440 --> 00:19:35,480
and admin help.
551
00:19:35,480 --> 00:19:37,280
And you can also work with a Microsoft partner
552
00:19:37,280 --> 00:19:40,000
for planning support, pre-built apps, training,
553
00:19:40,000 --> 00:19:41,400
or help getting started.
554
00:19:41,400 --> 00:19:44,160
Microsoft offers both a full human resources license
555
00:19:44,160 --> 00:19:46,280
and a lower cost self-service license
556
00:19:46,280 --> 00:19:49,840
for employee and manager tasks, but prices and terms can change.
557
00:19:49,840 --> 00:19:51,920
So always check Microsoft's current pricing
558
00:19:51,920 --> 00:19:53,640
before planning a budget.
559
00:19:53,640 --> 00:19:56,840
Think of it like setting up a filing system before buying folders.
560
00:19:56,840 --> 00:19:59,280
You need to decide how to organize people data first,
561
00:19:59,280 --> 00:20:02,880
then let Dynamics 365 human resources handle the filing.
562
00:20:02,880 --> 00:20:05,480
Choose the HR process first, then configure the software
563
00:20:05,480 --> 00:20:07,880
around the way your people actually work.
564
00:20:07,880 --> 00:20:11,080
Conclusion, the connected people record.
565
00:20:11,080 --> 00:20:14,280
Here's the thing about Dynamics 365 human resources.
566
00:20:14,280 --> 00:20:18,480
Employee info, self-service, and HR tasks all live in one place.
567
00:20:18,480 --> 00:20:20,400
Your team finds what they need without digging
568
00:20:20,400 --> 00:20:23,640
through separate systems, and your HR people keep work moving
569
00:20:23,640 --> 00:20:24,960
instead of chasing paper.
570
00:20:24,960 --> 00:20:27,040
Subscribe on your favorite podcast platform
571
00:20:27,040 --> 00:20:28,960
and share this knowledge nugget with someone
572
00:20:28,960 --> 00:20:31,680
trying to figure out where Dynamics 365 human resources
573
00:20:31,680 --> 00:20:33,520
fits in their company.
