Employees are any company’s most important asset and treating them as such should be a top priority for all businesses. The Core HR element of Dynamics 365 for Talent has been developed with this in mind, to enable organisations to optimise the full employee experience.
The idea behind Dynamics 365 for Talent is to create a one-stop employee self-service portal, as well as a manager workspace.
Requesting Time Off
Using Microsoft Dynamics 365 for Talent, employees can request time off as well as see remaining balances for time off allowances. The ability to have different types of leave such as PTO (paid time off) and bereavement is also possible. Relevant documents can be added to a time-off request as well as any further comments required.
Contained within the employee self-service area, the goals section of Core HR allows employees and managers to set and track goals. Goal categories can be set to categorise goals. The use of goal templates and goal groups helps your users to avoid multiple entries of the same data. For example, If every user in the UK sales team has very similar goals then they can all be assigned the goal group for UK sales. From this point, goal progress can be tracked to produce measurable results for goal amounts vs actual results using measurements.
Performance journals can also be added as an activity to track performance.
Employees often gather information about activities or events that contributed to success during that period. The performance journal allows employees to track these key milestones and activities. There are two areas where performance journals can be added – the employee self-service workspace and the manager workspace. Employees can then create journals for themselves and share them with their manager, and managers can create journals for their team and share them with employees.
The combination of performance journals and goals allow your employees to continuously track and reflect on their progress. This means that when it is time for that all-important performance review, employees feel prepared to discuss what they have achieved in the past period.
Microsoft Dynamics 365 for Talent allows organisations to complete employee reviews – not only for appraisals but also for the general feedback on current performance in the job.
As with the diagram above, goals, related measurements and performance journals can provide all the necessary information for a performance review. Managers can use review templates to automate the process of creating a new record every time. Within review templates, you have the ability to categorise review templates for areas such as appraisals, probation, and general manager feedback meetings. When a performance review is completed, managers and employees can sign off on the content of the meeting and add any necessary attachments.
Competency and Skills Management
Ratings and Skills
Successfully tracking employees’ skills and abilities allows organisations to effectively determine the correct person for the task at hand. New skills can also be tracked during performance reviews.
Further information about employees’ skills and achievements can also be stored, these include:
- Rating Models – Used to evaluate your employee’ level of skill. Rating models can also be used in conjunction with goals to determine level of performance.
- Skill Types – Grouping skills based on type. Examples of this include Time Management, Leadership and Programming.
- Certificates, Tests, Institutions, Degrees, Education Disciplines & Professional Certifications – these can also be held on a per employee basis.
When managing employees at an SMB, a lot of the skills analysis for the tasks that are required are simply just ‘known’ by managers. This approach leads to a heavy reliance on specific people and has very little scalability.
Dynamics 365 for Talent allows employee skills to be tracked as well as potential candidates to be compared for real-time skill analysis. Through skill mapping, HR users can search across skills, certificates, education and experience to find employees who match criteria. Skill mapping profiles are a powerful search tool, returning a percentage-driven list of matching candidates and existing employees. Skill gap analysis also allows a person’s skills to be matched against requirements, so you can determine instantly who could be suitable for the job.
Though it is, of course, important for HR departments to give employees feedback, it is crucial to employee engagement that staff are empowered to give their own feedback to the business. Although every organisation likes to believe all their employees are happy, to expect this to be the case for 100% of staff is simply unrealistic.
A common error when discussing employee feedback is to allow the only channel of feedback to occur during performance reviews/appraisals. Through questionnaires within the Talent platform, employees are given a powerful means of communication and able to submit feedback on a regular basis.
Plus, questionnaires can be used by the business for far more than employee feedback; the business can customise these to create surveys containing key questions they would like staff to answer.
Here are some examples of what Talent questionnaires can be used for:
- Testing the professional skills of employees and applicants.
- Assessing whether course participants learned the course material.
- Evaluating a course (for example, the facilities, content, and instructor).
- Surveying employee and customer satisfaction.
- Reviewing employee job performance.