Ideas for Human Resources

New Idea

Allow manager/HR to update absence

Status: New
by GarethEJones on ‎07-25-2017 03:20 PM

Frequently a manager/HR may need to update an absence request for an employee (e.g. when they phone in sick).  The solution should provide functionality for a manager/HR to update an employee's absence plan, and for conditionality to exist within a workflow for this to be auto-approved. 

Succession planning

Status: New
by KimIrisStrebel on ‎06-19-2017 05:40 AM

Is there any plan to create something for succession planning? That's an important task which almost every customer is demandig for.

This was originally posted by GarethEJones under Attract. Moving to HR team.

 

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Available Loaned equipment

Status: New
by MaleneOverbye on ‎07-26-2017 04:25 PM

It could be great if already loaned equipment disappeared from the Loan item list when assigning an item to a worker in the same way that occupied positions disappear from the position assignments.

Absence plan sub-categories

Status: New
by GarethEJones on ‎07-25-2017 03:01 PM

Many HR Departments will have a concept of the types of absence that form a plan.  e.g. a Sickness plan may have many subcategories that roll up into the sickness absence plan.  The leave and absence solution would benefit from being able to attribute sub-categories to a absence plan.

HR view of absence

Status: New
by GarethEJones on ‎07-25-2017 03:06 PM

The solution would benefit from allowing HR to drill down into an employee's absence transactions and see what has been requested/approved and the amount outstanding.

Support Welsh language

Status: New
by TomElliott ‎07-11-2017 09:29 AM - edited ‎07-11-2017 09:30 AM

Welsh is a language which is supported as a Windows/Office language pack, but not currently available in Dynamics 365. Public sector organisations in Wales have a duty to not treat Welsh less favourably than English. They are unable to meet this duty within the current language offering.

Business process tasks - Compentencies

Status: New
by GarethEJones on ‎06-09-2017 03:00 AM

It woud be useful if the business process task links included ESS and competencies 

 

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Personalize Form buttons - hover text

Status: New
by on ‎05-25-2017 08:47 AM

Originally posted in the Attract section by edwardsdna a week ago

 

Consider adding hover text to each of the buttons that display on the ribbon when selecting the Personalize Form option.  It will help user's understand the button purpose.

 

 

add hover text to each button in the ribbonadd hover text to each button in the ribbon

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Restrict view of absence plan categories

Status: New
by GarethEJones on ‎07-25-2017 03:10 PM

The absence solution could be made stronger by enabling HR to restrict the view of certain absence plan categories to security roles.  For example, some clients may not want to show all sickness category information to all users.

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  • The solution would benefit from rights for the manager to add onboarding/offboarding checklists/tasks via Employee Self Service as opposed to HR getting involved in all the administration.  Scenario : Mgr adds task for IT to set up rights to specific folders, IT to set up laptop.
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  • In setup enable the offset the task date against other relevant dates (e.g. probation date, course completion date, benefit dates) scenarios:
    • Task to manager to confirm probation success x days prior to probation end date
    • 401k/Pension about to trigger an event due to impending retirement
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When selecting a drop down "dialog", it would be good to have the ability to add a new value to the list rather than requiring a selection from the existing values.  This should be controlled by the user's privileges (user role).

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Competency Management

Status: New
by Apostolis ‎05-16-2017 08:16 AM - edited ‎05-16-2017 08:21 AM

General Overview

 

Purpose of the Competency Management System.

 

1. What is a competency? Simply put, a competency is the job-related knowledge, skills, abilities, and personal attributes that a person exercises while performing the business of any given position. The Competency Management System is an organized and structured group of related processes that include the establishment and modification of competencies, the assignment of competencies to positions, the recording of competencies earned by employees, the collection and organization of competency data and information, including its display, data compilation, and use of the competency information in hr management decisions. The formal definition of a competency is:

 

A collection of tasks with the associated skills, knowledge, abilities, and wherewithal (tools, methods, information, doctrine, procedures, materials, etc.) needed to perform the tasks to a predetermined, measurable, performance standard. The tasks are usually related as parts of a larger process in support of or contributing to the goals of the organization, unit, or work group.

 

2. The Competency Management System serves a variety of purposes:

 

a)The Competency Management System supports the management activities that require accurate information on position requirements and workforce capabilities. People Management activities exist to meet the needs of the Service through its people, thereby increasing Service readiness and effectiveness.

 

b)The Competency Management System links and aligns interdependent human resource system components with the company's strategic direction and mission requirements.

 

c)The Competency Management System promotes active comparison between the competencies required by positions (demand) and the competencies held by workforces (supply). Information from this comparison helps make hr management decisions to reduce gaps between the requirements and the capabilities across the enterprise and over time.


d)The full benefit of the Competency Management System will be realized when competencies are aligned with organizational requirements, captured for mission needs (demand) and every employee's competencies are recorded and maintained. Companies can then identify gaps and overlaps by tracking the rate at which competencies are acquired (through accessions, individual development, assignments, evaluations and promotions) and the rate at which competencies are lost (through attrition and separations).