Download - Human Resource Management in Microsoft Dynamics in AX 2012 R2

5/22/2018 Human Resource Management in Microsoft Dynamics in AX 2012 R2

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Table of Contents

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Module 1: INTRODUCTION TO HUMAN RESOURCE

MANAGEMENT

Lesson 1: Introduction .................................................................................................................................. 1-3

Lesson 2: Set Up Human Resource Management ............................................................................. 1-5

Module 2: ORGANIZATION SETUP


Lesson 2: Set Up Organization .................................................................................................................. 2-5

Lab A: Createa Job ..................................................................................................................................... 2-16

Lesson 3: Work with Positions................................................................................................................ 2-19

Lab B: Createa Position ............................................................................................................................ 2-32

Lesson 4: Organization Reporting ........................................................................................................ 2-33

Lesson 5: Position Budgeting Data ...................................................................................................... 2-37

Lesson 6: Role-Based Security ................................................................................................................ 2-42

Lesson 7: Global Address Book.............................................................................................................. 2-45

Module 3: WORKER SETUP

Lesson 1: Setup for Worker Information ............................................................................................... 3-3

Lesson 2: Create a New Worker Record ................................................................................................ 3-5

Lesson 3: Position Assignment ................................................................................................................. 3-8

Lab A: Createa Worker ............................................................................................................................. 3-13

Lesson 4: Maintain Workers .................................................................................................................... 3-14

Lesson 5: Set Up Teams ............................................................................................................................ 3-22


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Lesson 6: Union Setup ............................................................................................................................... 3-24

Lesson 7: Loan Equipment to Workers ............................................................................................... 3-26

Lab B: LoanEquipment to a Worker .................................................................................................... 3-32

Lesson 8: Manage I-9 Compliance ....................................................................................................... 3-33

Lesson 9: Manage ADA Information .................................................................................................... 3-39

Lesson 10: Worker Reporting ................................................................................................................. 3-43

Module 4: ADMINISTER RECRUITMENT PROCESS


Lesson 2: Set Up Recruitment Information .......................................................................................... 4-5

Lesson 3: Manage Recruitment Projects ............................................................................................... 4-9

Lesson 4: Manage the Applicant for Employment ......................................................................... 4-16

Lab A: Createthe Recruitment Project ................................................................................................ 4-24

Lab B: Createan Applicant for the Recruitment ............................................................................. 4-28

Lesson 5: Applicant Review Process .................................................................................................... 4-30

Lesson 6: Hire for the Recruitment Project ....................................................................................... 4-32

Lab C: Hirefor the Recruitment Project .............................................................................................. 4-35

Lesson 7: Recruitment Reporting .......................................................................................................... 4-36


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Table of Contents

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Module 5: ABSENCE ADMINISTRATION


Lesson 2: Set Up Absence Information .................................................................................................. 5-6

Lesson 3: Manage Absences ................................................................................................................... 5-13

Lab: Enter anAbsence................................................................................................................................ 5-24

Lesson 4: Absence Reporting ................................................................................................................. 5-26

Module 6: MANAGE COMPETENCIES


Lesson 2: Set Up Competencies ............................................................................................................... 6-3

Lesson 3: Record Competencies .............................................................................................................. 6-7

Lab: Enter Competenciesfor a Worker ............................................................................................... 6-17

Lesson 4: Report Competencies ............................................................................................................ 6-21

Module 7: MANAGE WORKER PERFORMANCE


Lesson 2: Set Up Performance Information ......................................................................................... 7-3

Lesson 3: Manage Performance ............................................................................................................... 7-5

Lab: Enter aDiscussion and Goal for a Worker ............................................................................... 7-16

Lesson 4: Performance Reports ............................................................................................................. 7-18


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Module 8: ADMINISTER COURSES


Lesson 2: Set Up Training ............................................................................................................................ 8-4

Lesson 3: Manage Training ...................................................................................................................... 8-10

Lab: Createa Course and Register a Worker .................................................................................... 8-22

Lesson 4: Training Reports ...................................................................................................................... 8-32

Module 9: MANAGE COMPENSATION


Lesson 2: Setup for Compensation ......................................................................................................... 9-7

Lesson 3: Compensation Plans .............................................................................................................. 9-13

Lesson 4: Process Events .......................................................................................................................... 9-34

Lab: Create CompensationPlans and Enroll an Employee.......................................................... 9-41

Lesson 5: Update Compensation for Employees ............................................................................ 9-46

Lesson 6: Pay for Performance ............................................................................................................... 9-48

Module 10: SET UP BENEFIT INFORMATION

Lesson 1: Set Up Benefits ......................................................................................................................... 10-2

Lesson 2: Manage Benefit Eligibility .................................................................................................... 10-4

Lab A: Createa Benefit Plan .................................................................................................................. 10-16

Lesson 3: Enroll Workers in Benefits .................................................................................................. 10-19

Lab B: Enrolla Worker in a Plan ........................................................................................................... 10-24


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Table of Contents

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Module 11: ENTERPRISE PORTAL

Lesson 1: Employee Enterprise Portal ................................................................................................. 11-2

Lesson 2: Enterprise Portal for Managers .......................................................................................... 11-5


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MODULE 1: INTRODUCTION TO HUMAN RESOURCE

MANAGEMENT

Module Overview

The talents and efforts of the people in your company or organization are among

your most valuable assets. Human resources for Microsoft Dynamics AX helps

fulfill the potential of your workers, while reducing the cost and complexity of

administrating worker and organizational information.

You can use Human resources to complete the following tasks:

Administer organizational structures, including formal and informalhierarchies and position management.

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

Define organizational benefit plans and options, enroll workers inbenefits, combine compensation with benefits, assign dependent

coverage, and designate beneficiaries.

Control absenteeism by establishing, communicating, andmonitoring absence policies. This includes approval procedures and

centralized or self-registration.

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

Review performance levels through discussions, and then outlinesteps for improvement by creating and implementing goals for

workers.

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

participants.

Administer recruitment initiatives, such as web advertisements, webapplications and screening, developments, applicants and

applications, and correspondence with candidates.


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Objectives

The objectives are:

Describe how HRM integrates with other modules. Describe which data from HRM is shared across companies and

which is specific to a company.

Define HRM parameters, such as identification types and numbersequences.


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Introduction

The following steps describe the general task flow in HRM.

1. Manage the organization.2. Plan organizational elements.3. Manage the worker environment.4. Manage teams.5. Recruit a workforce.6. Manage recruitment projects.7. Maintain workers.8. Retain workers.9. Manage worker absences.10. Manage worker competencies.11. Motivate the workforce.12. Manage performance.13. Manage training.14. Manage compensation.15. Terminate workers.

Workers can also maintain and review some of their own information by using

the Enterprise Portal.

Areas of Integration With Other Modules

Human resources can be integrated with the following modules and Microsoft

programs:

Payroll - Many human resources settings affect Payroll. Worker andposition settings, in particular, must be configured correctly before

you can process a workers pay. To simplify Payroll setup, you can

access the Human resources settings through either the Human

resources area page or the Payroll area page.

Project management and accounting Travel and expense

Sales and marketing General ledger Questionnaires Production control Inventory and warehouse management Global address book Microsoft SQL Server Report Services


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Microsoft Excel Enterprise Portal Workers and managers can maintain worker

records without using the Microsoft Dynamics AX client.

Details are available in the courses for the specific modules.

Shared Data Across Companies

Some data that is used in Human Resource Management is shared across the

enterprise and used in multiple modules.

Workers Competencies Teams for workers Organization hierarchy

Date-Effective Data

Occasionally, you must update a worker or position. You can use the Maintain

versions form to define when these changes take effect and when old versions

expire.

The Maintain versionsbutton, form, and record filter are used throughout

Microsoft Dynamics AX. After you are familiar with setting effective dates for new

versions of a record, you can maintain several versions for many types of records

in the Human Resource Management module and throughout Microsoft

Dynamics AX.

Creating New Worker Versions

On the Workers list page, select the worker to update and then click Maintain

versionsto open the Maintain worker versionsform. Use a tab to update the

worker's information. When you update the information, you set the date that the

change will take effect for each tab. You can choose to start using the updates

immediately or select a date in the future. When you finish entering the

information, the earlier version is set to expire before the new version takes

effect.


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Set Up Human Resource Management

You must set up shared parameters for records that are shared across modules,

such as positions, and company-specific parameters that are specific to each

legal entity, such as applications. Before you can complete the parameter setup,

you must create identification types and number sequences.

Set Up Identification Types

You must set up identification types before you can enter identification

information for workers. When you add identification information for a worker,

you must associate the identification information with an identification type. The

following list contains some examples of identification types:

Social Security number (SSN) Visa Passport Drivers license Birth certificate

To define a new identification type or review a list of existing types, click Human

resources> Setup> Workers> Identification types. You can enter a simple

code and description.

Set Up Number Sequences

Number sequences are used throughout Microsoft Dynamics AX to allocate ID

numbers or identifiers for entities. Before you can assign a number sequence to a

Human resources reference, you must set up number sequences codes in the

Number sequenceslist page.

Click Organization administration> Common> Numbersequences>

Number sequences.

Company-specific number sequences

Some Human resources information is not shared across legal entities, but are

specific to one legal entity:

Applications Absence registrations Courses Agendas Events Cases


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For example, the number sequence code ABC-001 is assigned to the Course ID

reference for Legal entity A. The first three courses that are created in Legal entity

A have course IDs ABC-001, ABC-002, and ABC-003. The number sequence code

ABC-001 is also assigned to the Course ID reference for Legal entity B. The first

three courses that are created in Legal Entity B have course IDs ABC-001, ABC-

002, and ABC-003.

Shared number sequences

Some Human resources information is shared across legal entities:

Personnel numbers Positions User requests I-9 documents Applicants Discussions

For example, the number sequence code ABC-001 is assigned to the Personnel

numberreference. The first three new workers that are hired in Legal entity A

have personnel numbers ABC-001, ABC-002, and ABC-003. When two new

workers are hired in Legal entity B, they will have personnel numbers ABC-004

and ABC-005.

Human Resource Parameters

Use the Human resources shared parametersform and Human resources

parametersform to set up Human resource management parameters. ClickHuman resources> Setup> Parameters.

You should define all parameters before you begin to create your data. However,

you can modify your settings at any time.

Note: Before you can specify the human resources parameters for

identification types and number sequences, you must first set identification types

and number sequences.

On the Human resources shared parametersform, parameters are grouped

into areas according to their functionality:

IdentificationSelect the identification types that represent theidentification numbers that are listed in the subsequent fields. The

information for the subsequent fields is maintained in the

Identification typeform.


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Payroll Use this page only if your agency also uses the MicrosoftDynamics AX US Payroll module.

Positions Define whether new positions are available forassignment by default.

On the Human resources parametersform, parameters are grouped into areasaccording to their functionality:

GeneralSelect a color to apply to open absence transactions,specify the style sheet to use for reports, indicate whether to enable

the integration between training courses and absence registration,

select the absence code to use to control this integration, and

indicate how long injury and illness case incidents should be kept.

RecruitmentSelect the document types to use for automatedcorrespondence with applicants, select the recruitment project to use

for unsolicited applications, and specify a period that is used to

calculate expiration dates for applications.

CompensationIndicate whether to show a warning before a usersaves information in a fixed or variable plan. If you are using

performance management, you can select a rating model to use

instead of the model assigned to compensation plans when rating

performance.

Number sequencesSelect the sequences that will be used toautomatically assign IDs to items in Human resources, such as

applications, absence registrations, events, case numbers, courses,

and course agendas. To maintain number sequence references and

codes, use the Number sequenceslist page. (Click Organization

administration> Common> Number sequences> Numbersequences.)

Demonstration: Set Up Shared Parameters

This demonstration shows how to set up parameters to use for all your legal

entities. Parameters are grouped into areas according to their functionality. In

each area, you can set up the following parameters.

Demonstration Steps

1. Define the identification types that represent the identificationnumbers that are listed in the ID fields.

a. Click Human resources> Setup> Parameters> Humanresources shared parameters.

b. Open the Identificationpage. The information for the followingfields is maintained on Identification typeform.

c. In the SSNfield, select the identification type that represents theSocial Security number.


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d. In the National IDnumberfield, select the identification typethat represents the National ID number.

e. In the Alien ID numberfield, select the identification type thatrepresents the Alien ID number.

f. In the Personal ID codefield, select the identification type thatrepresents the personal ID code.

2. Select the number sequences that will be used to automaticallyassign IDs to items in Human resources.

Note: To maintain number sequence references and codes, use the Number

sequenceslist page. (Click Organization administration> Common> Number

sequences> Number sequences.)

a. Open the Number sequencespage.b. In the Number sequence codefield, select the numbersequences to use for the following records:

Personnel numbers Positions User requests I-9 documents Applicants Discussions Personnel actions, if enabled

3. Select the appropriate worker assignment behavior when newpositions are created.

a. Open the Positionspage.b. In the Available for assignmentfield, select whether new

positions area available for assignment by default.

AlwaysYou can assign workers to new positions whenpositions are created. The Available for assignment date

and time are set to the creation date and time on the

Generaltab in the Positionform when positions are

created.

NeverYou cannot assign workers to new positionswhen positions are created. If you select this option, you

must open the Positionform for each new position as it

becomes available and enter the Available for

assignment date on the Generaltab to enable worker

assignment.


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Demonstration: Set Up Company-Specific Parameters

This demonstration shows how to set up parameters that are specific to the legal

entity for which you are currently logged on.

Demonstration Steps

1. Define default expiration dates for absences and incidents.a. Click Human resources> Setup> Parameters> Human

resources parameters.

b. Open the Generalpage.c. In the Absence color codesfield, select the color for open-

ended absence transactions (those with a start date but no end

date).

d. Select the Integration to absence?check box to automaticallyrequest an absence for the days of a course when a worker

registers.

e. If you are automatically generating absences for course days, inthe Absence codecheck box, select the absence code to use for

these automatically generated absences.

f. Select the Keep case incidentscheck box to keep injury andillness records for a specific number of days.

g. If you are keeping injury and illness records for only a certainnumber of days, in the Number of daysfield, enter the number

of days after which the record can be manually deleted.

2. Define default values related to recruitments.a. Open the Recruitmentpage.b. In the Word document typefield, select the document type to

use for letters generated for applicants.

c. In the E-mail document typefield, select the document type touse for email messages generated for applicants.

d. In the Unsolicitedfield, select the recruitment project to assignapplications to that are submitted from the Enterprise Portal but

are not for a specific recruitment project.

e. In the Periodfield, enter the number of units after the date anapplication is received that the application should expire by

default.

f. In the Unitfield, enter the units to use to calculate the expirationdate. For example, if you enter "90" in the Periodfield and Days

in the Unitfield, an application that is received on 11/9/2012

expires on 2/7/2013 by default.


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3. Define default values related to compensation.a. Open the Compensationpage.b. Select the Enable save validation check box to display a

message that asks whether the user wants to save the record any

time that a user closes a compensation-related form. Some

forms within compensation management do not let users deleteinformation. Therefore, prompting users to verify that they want

to save information might help limit the amount of information

that is saved, but then cannot be deleted later. When this field is

cleared, the records are always saved immediately, possibly

before the user is ready.

c. In the Rating sourcefield, select whether compensationincreases are based purely on compensation or on competencies.

d. If compensation is based on competency, in the Ratingfield,select the rating model on which the competencies are based.

4. Select the number sequences that will be used to automaticallyassign IDs to items in Human resources.

Note: To maintain number sequence references and codes, use the Number

sequenceslist page. (Click Organization administration> Common> Number

sequences> Number sequences).

a. Open the Number sequencespage.b. In the Number sequence codefield, select the number

sequences to use for the following records:

Applications Absence registrations Courses Agendas Events Cases


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Module Review

You might want to review this module again after you complete the other

modules in this course. The Human Resource Management module is full of

codes that can be set up as a default value from the parameters forms.

Test Your Knowledge

Test your knowledge with the following questions.

Categorize Activity

Categorize each item into the appropriate category. Indicate your answer by

writing the category number to the right side of each item.

Categories

1. Company-specific number sequences

2. Shared number sequences

Items

Courses

Cases

Discussions

Personnel numbers

Agendas

Applicants

Applicants

Positions

I-9 documents

Events

User requests

Absence registrations


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Test Your Knowledge Solutions

Module Review and Takeaways

Categorize Activity

Categorize each item into the appropriate category. Indicate your answer by

writing the category number to the right side of each item.

Categories

1. Company-specific number sequences

2. Shared number sequences

Items

1 Courses

1 Cases

2 Discussions

2 Personnel numbers

1 Agendas

1 Applicants

1 Applicants

2 Positions

2 I-9 documents

1 Events

2 User requests

1 Absence registrations


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MODULE 2: ORGANIZATION SETUP

Module Overview

In the module, Human Resource Management, you set up the organization of

your workers. The workers are organized based on their positions within

departments and jobs.

Objectives

The objectives are:

Distinguish between types of organization units. Classify types of jobs. Create a new position. Report on jobs and positions. Define role-based security. Enter addresses for applicants and workers.


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Introduction

Typically, a company bases the formal structure of its organization on the

product or service that the company delivers. Workers are organized into groups

because they have similar or complementary talents and resources to work

toward a shared objective. Formal organizational structures enable companies todefine and communicate policies and procedures, and to set out lines of

authority.

In Microsoft DynamicsAX Human Resources, the primary, formal relationship

between a worker and the company is defined through employment.

Relationships between positions and the positions to which they report, and also

between positions and departments, are defined by the position. A department

relationship to one or more companies (legal entities) is determined by the

organizational hierarchies that your agency sets up. Workers can have a formal

relationship with a company through their employment and be assigned to a

position that relates to one or more companies that may or may not be the sameas the workers' position.

This section explains and shows how to set up and structure the elements of the

organization:

Jobs include job type jobs and role type jobs, and jobs can be basedon job templates.

Positions are specific instances of a job that can be occupied byemployees and assigned to organizational units.

Organization

Departments, jobs, and positions are organizational elements that are maintained

within human resources.

For examples of organizational elements, see the following example.

Department Job Position

Sales Sales manager Sales manager (East)

Sales manager (West)

Sales manager (Central)

Accounting Accounting manager Accounting supervisor

Accountant Accountant-A

Human resources HR manager HR manager (East)

HR manager (West)

HR manager (Central)


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Module 2: Organization Setup

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Departments

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

an organization. A department is responsible for a specific area of the

organization, such as sales or accounting. You can use departments to report on

functional areas. Departments might have profit and loss responsibility. Also, adepartment might include a group of cost centers. Sales, accounting, and human

resources are some examples of departments in an organization. Positions can be

assigned to departments.

Jobs

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

of a job. Areas of responsibility, job tasks, job functions, skills, education

information, and certificates that are defined for a job are also automatically

related to positions that are associated with a job.

You can create jobs from scratch, by copying an existing job, or from a template.

Job Tasks

Job tasks describe the basic tasks that a worker in a position for that job must

complete. The same job task can be added to multiple jobs, and positions for

those jobs use those job tasks. For examples of job tasks, see the following table.

Job Job task

Sales manager Perf-review Review each salesperson's job performance.

Abs-review Approve or reject each salesperson's

absence requests or registrations.

Accountant FIN-Report Present weekly financial reports to chief

financial officer.

Job Functions

Job functions are like job tasks. A job function describes high-level functional

categories and relates high-level duties. They are useful for collecting skills,

training, and education that would be required. You can use job functions,

together with job types, to filter compensation plans to specific jobs. Job

functions can be assigned to jobs and used to set up and implement eligibility

rules for compensation plans. For examples of job functions, see the following

table.

Job Job functions

Sales manager Mid-level Manager

Accountant Professionals


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Job Types

Use job types to classify similar jobs into categories. Job types, like job functions,

can be assigned to jobs and used to set up and implement eligibility rules for

compensation plans. Some examples of job types include the following:

Full-time and Part-time Salary and Hourly pay

Areas of Responsibility

Use areas of responsibility to indicate the work roles, processes, and products

that a worker in a position for that job would be responsible for. An example of

an area of responsibility for a job titled Accountant might be Financial

reporting for Product A.

Positions

Positions are an important element of the lower level of an organization

hierarchy. A position is an individual instance of a job. For example, the position,

Sales manager (East), is just one of the positions associated with the job, Sales

manager. Positions can be assigned a department and can be open or assigned

to workers.

Position Duration

Every position has a length of time that the position is effective. This length of

time is referred to as duration. For example, summer positions might have

duration of May 1, 2012 until August 31, 2012. Some positions might not have adate of expiration.

Worker Assignments

When you assign a worker to a position, you fill that position. You can assign

workers to multiple positions, but only one worker can be assigned to a position

at the same time.

Reporting Relationships

Positions are important elements of the lower level of an organization hierarchy.

You can assign a worker to a position that reports to another position, whichcreates a reporting relationship between the workers who are assigned to the

two positions.


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If your organization uses a matrix hierarchy or another custom hierarchy, you can

also set up position hierarchy types and then add reporting relationships to

positions for each hierarchy type that you set up. Use the position hierarchy to

view the reporting structure of positions. If you have multiple position

hierarchies, you can view the hierarchy for each hierarchy type in the position

hierarchy. Also, you can search for a position by position ID or by the name of the

worker who is assigned to the position. The position hierarchy is an

organizational hierarchy, but the position hierarchy is independent from the

organization hierarchy.

Position hierarchies are available in Human resources > Common >

Organization > Positions, click the View inhierarchy button in the Related

informationgroup on the Action Pane. Organization hierarchies are available in

the form Organization administration> Setup> Organization>

Organization hierarchies.

Personnel Actions

Your organization might want to log all changes to positions, such as creating

new positions. To log work on a single position, your organization can enable

personnel actions. With personnel actions enabled via the License configuration

menu, you cannot simply create a new position or make a change on the fly as

you can when personnel actions are disabled. With personnel actions enabled,

you enter a personnel action to make any changes to a position or create a new

position. A personnel action requires an action type and a reason code. When the

personnel action is completed, the change is made or the new position is added.

A personnel action type indicates the type of change you are entering for

positions. You can also set up each action type to be submitted through a

different workflow.

Set Up Organization

Setting up your organization involves creating departments and jobs, to which

positions are assigned.

Set Up Elements for Jobs

Before you set up jobs and job templates, you might want to create the following

elements. Some of these codes are also entered for workers.

Skills Types

Before you set up skills, you can set up skill types. Skill types are used to organize

the skills that you set up and maintain in the Skillsform. You can assign colors to

skill types so that you can use the skill analysis forms to analyze skills for specific

people or jobs. Skill types are optional.


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The following list contains examples of skill types:

Leadership Professional Individual

To create a skill type, click Human resources> Setup> Competencies> Skills

> Skill types. In the Colorfield, select a color for the skill type. The color that is

assigned to a skill type is used to generate the skill wheel in the Skill gap

analysis job - personform and the Skill profile analysisform.

Rating Models

Optionally, you can set up ratings for skills to indicate a jobs proficiency

requirement. To create a rating model, click Human resources> Setup>

Competencies> Skills> Rating models. You can enter as many levels to the

rating model as needed.

Skills

To enter a skill, click Human resources> Setup> Competencies> Skills>

Skills. For a skill, you select a rating model for the proficiency levels of the skill.

You can also select a skill type that the skill belongs to.

Certificates

Maintain a list of certificate types that jobs can require and workers can earn.

When a worker earns a certificate, you can indicate that achievement in the

Certificatesform. Certificates can indicate the achievements of a worker orachievements that are required for employment.

To enter a certificate, click Human resources> Setup> Competencies>

Certificate types. Select the Require renewalcheck box if certificates of the

selected type must be renewed after they expire.

Tests

To enter a test, click Human resources> Setup>Competencies> Test types.

In the Score required to passfield, enter the minimum number aworker must score on a test to pass.


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In the Frequencyfield, select how often workers must take the test. Ifyou select any frequency other than One-time only, select the

number of units that must pass before the test is required again in

the Everyfield. For example, to require a test once a year, select

Yearlyin the Frequencyfield and then type "1" in the Everyfield.

Then select the date that the next occurrence of the test is based on

in the From thefield, either the date by which the test is required or

the date on which the worker completed the test.

Education Discipline Category

Before you enter an education discipline, you can set up categories of education,

such as college diploma, some college, or high school diploma. You cannot

delete education categories that are associated with an education discipline.

To enter an education category, click Human resources> Setup >

Competencies> Education> Education discipline categories. If you have

already entered education disciplines, you can click Addto select the disciplinesthat belong in the category.

Education Disciplines

Set up education disciplines to record competencies for applicants, workers, and

contact persons, or as job or course requirements. Education disciplines can

include any study, instruction, or training that provides new skills, regardless of

whether the training is provided by your company or in an external institution.

Education disciplines can be included as criteria in a skill-mapping search, where

you can search for individuals who have a specific education discipline.

To create an education discipline, click Human resources> Setup>

Competencies> Education> Education disciplines. Click Add, and then select

an education category. You can add as many categories as apply in the

Education discipline categoryfield.

Screenings

To enter a screening type, click Human resources> Setup> Workers>

Screening types. Screening types are discussed in more detail in the Worker

Setup module of this course.


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Departments Form

Use the Departmentsform to create operating units that represent business

processes or functions. Click Human resources> Common> Departments>

Departments. Departments are used throughout Microsoft Dynamics AX.

When you select a department in the grid area, you can use the buttons on the

Departmentsform to view more information about the department.

View in hierarchy: View the departments in an organizationhierarchy.

Positions: View a list of all the positions assigned to the selecteddepartment.

Totals: View the total number of employees in positions for theselected department and the total number of vacant positions in the

selected department.

Compensation > Performance: Maintain a record of how well theselected department performed compared to the objectives or

targets for the current period.

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

Demonstration: Create a Department

This demonstration shows how to create a department.

Demonstration Steps

1. Create the department.a. Click Human resources> Common> Organization>

Departments> Departments.

b. Click New.c. In the Namefield, type a name for the department.d. In the Department numberfield, type a department number.

A default value might automatically be generated if a number

sequence code is assigned to the Organization number

reference in the Number sequencesform.

Note: The remaining steps are optional.


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e. On the GeneralFastTab in the DUNS numberfield, type theData Universal Numbering System (DUNS) number for the

department.

f. In the Managerfield, select the person who manages thedepartment.

2. Enter the address of the department. For example, add the mailingaddress for the building in which the department is located.

a. Expand the AddressesFastTab.b. Click Addto open the New Addressesform.c. In the Name or descriptionfield, enter a name to identify the

address.

d. In the Purposefield, select the purpose of the address.e. On the AddressFastTab, enter the address components and

other necessary information.

f. Click OK.3. Enter information about the contact for the department. For

example, add a telephone number for the service desk in the

department.

a. Expand the Contact informationFastTab on the Departmentsform.

b. Click Add.c. In the Descriptionfield, type the name of the contact for the

department.

d. In the Typefield, select the type of contact information you areentering.

e. In the Contact number/addressfield, enter the contactinformation.

f. In the Extensionfield, optionally enter a phone numberextension if you entered a phone number.

g. If the contact is the primary contact for the department, selectthe Primarycheck box.

Create Jobs

Before you can create jobs, you must set up some reference information that you

can use for jobs. You can create a job with only a name, but including additionalinformation provides default values for the positions assigned to the job. These

default values save time later when you add positions to the job.

Job details are date effective. So if you create the job today but do not add the

details until later, if you ever look at the job as of the creation date, it will appear

to have no details.


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Job Type

Job types are not required. However, if you plan to use job types when you set up

eligibility rules for compensation management, you should set up job types

before you set up jobs.

To enter a new job type, click Human resources> Setup> Organization> Job

types. In the Exempt statusfield, select one of the following options to indicate

the Fair Labor Standards Act (FLSA) exempt status of jobs with this job type:

ExemptJobs are exempt from overtime under the FLSA. Non-exemptJobs are not exempt from overtime under the FLSA. Does not applyFLSA coverage is not applicable.

Job Function

Job functions are not required. However, if you plan to use job functions when

you set up eligibility rules for compensation management, you should set up job

functions before you set up jobs. To enter a new job function, click Human

resources> Setup> Organization> Job functions.

Job Titles

Before you create jobs, you must set up titles for those jobs. Positions inherit

titles from the job that the position is associated with. Titles are not exclusive to

jobs. The titles that you set up in this procedure can also be used for positions

and workers. To enter a new job title, click Human resources> Setup>

Workers> Titles.

Areas of Responsibilities

Areas of responsibility are the work roles, processes, products, and actions that a

worker performing the job is responsible for.

To enter a new area of responsibility, click Human resources> Setup>

Organization> Areas of responsibility.

Job Tasks

Job tasks are basic tasks that a worker in a position for that job must complete. A

position uses the job tasks from the job that a position is associated with.

To enter a new job task, click Human resources> Setup> Organization> Job

tasks.


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Notes

In the Notefield for areas of responsibility or job tasks, you can optionally enter

additional information. For example, on an area of responsibility, you could list

the rooms in a specific section of the building that a person with this area of

responsibility is responsible for. The notes you enter can be updated for a specific

job or position without changing the notes you entered here.

Job Templates Form

Use the Job templatesform to create job templates, which you can use as the

basis for jobs that you create that are similar in function or purpose.

You can enter information about competency requirements, work tasks, general

areas of responsibility, and physical requirements that are frequently associated

with specific job types. You can copy the information from the job template to

the new job. After you copy information from a job template to a job, you can

modify the information for the job.

To enter default ADA information for jobs and positions based on the job

template, click ADA> Setup requirements. To print a list of the ADA

requirements for the selected template, click ADA> ADA requirements. The

"Worker Setup" module in this course discusses ADA information in more detail.

Demonstration: Create a Job Template

This demonstration shows how to create a job template. You can use a job

template to define job information that applies to multiple jobs, and then you

can create jobs from the template. By using job templates, you do not have tomanually enter the same information into jobs that are similar.

Demonstration Steps

1. Create a job template.a. Click Human resources> Setup> Organization> Job

templates.

b. Click New.c. In the Job templatefield, type a unique name for the job

template.

d. In the Descriptionfield, type a brief description of the jobtemplate.

This description is displayed in the Descriptioncolumn in the

grid in the Job templatesform and is available in the Job

templatefield in the Copy from templateform.


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e. On the DescriptionFastTab, optionally enter additionalinformation about the job template. For example, you could

describe the jobs that this template should be used to create.

2. Enter skills and education required for the job template.a. On the SkillsFastTab, optionally enter skills workers are required

to have for jobs created from the job template.b. On the CertificatesFastTabs, optionally enter certification

requirements for jobs created from the job template.

c. On the TestsFastTab, optionally enter tests workers are requiredto pass for the job created from the job template.

d. On the EducationFastTabs, optionally enter educationalrequirements for the job created from the job template.

e. On the ScreeningsFastTab, optionally enter any screenings thatworkers are required to pass for the job created from the job

template.

3. Select job tasks and responsibilities for the job template.a. On the Job tasksFastTab, optionally enter job tasks workers will

complete for jobs created from the job template.

b. On the Areas of responsibilityFastTab, optionally enter areas aworker is responsible for in jobs created from the job template.

Jobs List Page

Use the Jobslist page to enter and maintain jobs. Click Human resources>

Common> Organizations> Jobs. For the selected job, you can view the job

type, function, maximum number of positions, full-time equivalent (FTE), and anynotes. In the FactBox, you can view a list of the positions for the selected job and

the skills entered for the job.

Demonstration: Manually Enter a New Job

This demonstration shows how to manually enter a new job. You must create jobs

before you can create positions. Only the job name is required to create a job.

However, you can also add information to the job record. Some of the additional

information will be inherited by the positions that are associated with the job.

However, the default values from the job are inherited by the position only upon

creation. If the values are updated on the job later, they are not also updated on

the positions.

Before you complete the following optional steps, you must set up competencies

for skills, certifications, and education. The competencies that you add to the job

template are included in the competency requirements for jobs that you create

from this template.


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Demonstration Steps

1. Start a new job.a. Click Human resources> Common> Organization> Jobs.b. In the Newgroup of the Action Pane, click Job.c. In the Jobfield, enter a name for the job.

2. Define the new job.

Note:All steps from this point on are optional.

a. In the Descriptionfield, type a brief description of the job.b. In the Titlefield, select a title for the job.c. In the Maximum number of positionsfield, indicate the

number of positions that are allowed for the job:

Maximum positionsSelect this option and enter themaximum number of positions that are allowed for the

job.

UnlimitedSelect this option to indicate that anunlimited number of positions are allowed for the job.

d. In the Full-time equivalentfield, enter an employment factorfrom 0 to 1. The value 1 indicates a full-time job. For part-time

employment, enter a number between 0 and 1. For example,

enter .5 for a half-time job.

3. Enter the job classification.a. Expand the Job classificationFastTab.b. In the Job typefield, select a job type to associate with the job.c. In the Descriptionfield, enter additional information about the

job.

d. In the Functionfield, select a job function.4. Define the job compensation range.

a. On the CompensationFastTab, in the Levelfield, select a wagelevel for the job. Levels are discussed more in the "Manage

Compensation" module of this course.

b. In the Survey companyfield, select the survey company that isresponsible for the survey that was applied to establish the

market-based pay range for this job. Survey companies are

discussed more in the "Manage Compensation" module of this

course.

c. In the Reference job field, enter the job code that the surveycompany uses for this job.

d. Enter the market price range information for the job from the


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following options:

i. SourceEnter the source of the information for themarket-based pay range.

ii. Low thresholdEnter the minimum amount that aworker in this job would get paid.

iii. Control pointEnter the base amount that a worker inthis job would get paid.

iv. High thresholdEnter the maximum amount that aworker in this job would get paid.

5. Define skills and education required for the job.a. On the SkillsFastTab, optionally enter skills required for the job,

how skilled the worker must be, and how important the skill level

is.

b. On the CertificatesFastTabs, optionally enter certificationrequirements for the job and the importance of the certificate.

c. On the TestsFastTab, optionally enter tests workers are requiredto pass for the job.

d. On the EducationFastTabs, optionally enter educationalrequirements for the job and the importance of the education.

e. On the ScreeningsFastTab, optionally enter any screening thatworkers are required to pass for the job.

6. Define tasks required by the job areas where the worker isresponsible.

a. On the Job tasksFastTab, optionally enter job tasks to the jobtemplate.

b. On the Areas of responsibilityFastTab, optionally enter areas aworker is responsible for in jobs.

Demonstration: Add a New Job Based on a Template or an

Existing Job

This demonstration shows how to copy the setup from an existing job or a job

template to a new job. You can copy the notes, skills, certificates, tests, education,

screenings, job tasks, areas of responsibility, and ADA information from one job

to another. In addition to copying information from an existing job to a new job,

you can copy the information to an existing job to update the values to match

another job.


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Demonstration Steps

1. Start a new job.a. Click Human resources> Common> Organization> Jobs.b. In the Newgroup of the Action Pane, click Job.c. In the Jobfield, enter a name for the job.d. Press Ctrl + S to save the record and enable the Copy function.

2. Copy the setup from an existing job or job template.a. On the Action Pane, click Copy from, and then select Copy from

templateor Copy from job.

b. In the Job templateor Jobfield, select a job template or anexisting job from which to create the job.

c. In the Copyfield group, select the information from which tocopy information.

For example, to copy only the areas of responsibility information

to the new job, select only the Responsibilitycheck box.

d. Click OK. The information that you selected is copied to the job.To enter additional information for the job, continue editing as if it is

a new job.


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Lab A: Create a Job

Scenario

Brooke must add some new jobs: a party planner and a customer service assistant

manager.

Exercise 1: Manually Enter a New Job

Exercise Scenario

You will manually enter a new job for a party planner because no existing job is

similar.

The party planner job can have an unlimited number of positions. The party planner is a clerical type of job with a marketing function. A party planner receives a wage at the 05 grade. Workers must have skills in marketing at a level of 4 with an

importance of 4, and calendar planning with a level of 4 and an

importance of 4.

Workers must have an education, which has an importance level of 3. Workers are tasked with calling customers and are responsible for

presales activities.

Task 1: Start a New Job

High Level Steps

1. On the Jobsform, start a new job.2. Enter the additional job information.

Detailed Steps

1. On the Jobsform, start a new job.a. Click Human resources> Common> Organization> Jobs.b. In the Newgroup of the Action Pane, click Job.c. In the Jobfield, type "Party Planner".d. In the Descriptionfield, type "Party Planner".e. In the Titlefield, select Marketing Staff.f. In the Maximum number of positionsfield, select Unlimited.

2. Enter the additional job information.a. Expand the Job classificationFastTab.b. In the Job typefield, select Clerical.c. In the Functionfield, select 0200 (Professionals).d. Expand the CompensationFastTab.


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e. In the Levelfield, select the wage code G05.Task 2: Enter Any Competency Requirements

High Level Steps

1. Indicate that the job requires skills in employee development andsales performance.2. Indicate that the job requires high school graduation or equivalent

and would like a degree in business management.

Detailed Steps

1. Indicate that the job requires skills in employee development andsales performance.

a. Expand the SkillsFastTab.b. Click Add.c. In the Skillfield, select MarCom (Marketing communications).d. In the Levelfield, select a skill level of 4.e. In the Importancefield, select an importance of 5.f. Click Add.g. In the Skillfield, select Calendar Planning (Calendar planning).h. In the Levelfield, select a skill level of 4.i. In the Importancefield, select an importance of 4.

2. Indicate that the job requires high school graduation or equivalentand would like a degree in business management.

a. Expand the EducationFastTab.b. Click Add.c. Select High School (High school education)in the Education

field.

d. In the Importancefield, select 3.Task 3: Enter Tasks and Responsibilities

High Level Steps

1. Enter the sales administration job task.2. Indicate that the job is responsible for skill management processes.


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Detailed Steps

1. Enter the sales administration job task.a. Expand the Job tasksFastTab.b. Click Add.c. In the Job taskfield, select Customer calls.

2. Indicate that the job is responsible for skill management processes.a. Expand the Areas of responsibilityFastTab.b. Click Add.c. In the Area of responsibilityfield, select Presales (Presales

activities).

Exercise 2: Create a Job Based on an Existing Job

Exercise Scenario

Brooke wants to copy the customer service representative job to create the

customer service assistant manager job. The Customer Service Assistant Manager

job requires the same skills as the Customer Service Rep, except the assistant

manager plans meetings.

Task 1: Copy a Job

High Level Steps

1. Create a new job for the Customer Service Assistant Manager.2. Copy skills for conducting meetings and knowing labor laws and

relations from the Customer Service Representative job.Detailed Steps

1. Create a new job for the Customer Service Assistant Manager.a. Click Human resources> Common> Organization> Jobs.b. In the Newgroup of the Action Pane, click Job.c. In the Jobfield, type "Customer Service Ast Mgr".d. In the Descriptionfield, type "Customer Service Assistant

Manager".

e. In the Titlefield, select Customer Service Manager.f. Press Ctrl + S to save the new job before copying the

information from another job.

2. Copy skills for conducting meetings and knowing labor laws andrelations from the Customer Service Representative job.

a. In the Set upgroup of the Action Pane, click Copy from.b. Select Copy from job.c. In the Job field, select Customer Service Rep.


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d. In the Copyfield group, make sure the Education disciplines,Skills, Work task, and Responsibilitycheck boxes are selected.

e. Click OK.The following data was copied from the Customer Service Rep

job:

i. Education: Business administrationii. Skills: Dispute settlement, Custom focus, Customer

service

iii. Job tasks: Customer callsiv. Areas of responsibility: Customer satisfaction

f. On the message listing the data that was copied, click Close.g. On the SkillsFastTab, click Add.h. In the Skillfield, select MeetingPlan (Plan meetings).i. In the Levelfield, select 1.j. In the Importancefield, select 2.

Work with Positions

Before you can create positions, you must set up some reference information that

you can use for positions. Some of the default values on the new position come

from the job to which the position is assigned. Some of the information you can

set up on the position, such as unions, are discussed in other modules of this

course. Positions can also be updated in both the HRM and Payroll modules of

Microsoft Dynamics AX.

Your organization might also use personnel actions. How you work with positions

differs depending on whether personnel actions are enabled. Both situations are

covered in the following procedures.

Set Up Position Types

Position types categorize the positions that you have throughout your company.

For example, you can create the following position types: Full-time and Part-time.

To create a new position type, click Human resources> Setup> Organization

> Position types.

Set Up Position Hierarchy Types

In addition to the line hierarchy, which has not been entered in the position

hierarchy types, you can create a position hierarchy type for each organizational

hierarchy that your organization or company uses. For example, if your

organization uses a matrix structure, you might create a hierarchy type for each

product that your company produces.


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To create a new position hierarchy type, click Human resources> Setup>

Organization> Position hierarchy types. The position hierarchy type is always

Otherfor custom hierarchies that are added. The Hierarchy typefield is Linefor

the standard line hierarchy.

Demonstration: Set Up a Personnel Action TypeThis demonstration shows how to set up a personnel action type, which are

available only if your agency has personnel actions enabled. If your organization

uses personnel actions, you must use personnel action types to make any

changes or to create new positions. For example, you might have personnel

action types for creating a permanent position, creating a seasonal position, and

modifying an existing position.

Demonstration Steps

1. Set up a personnel action type.a. Click Human resources> Setup> Actions> Personnel action

types.

b. Click New.c. In the Personnel action typefield, enter a name for the action

type.

d. In the Descriptionfield, enter a brief description of the actiontype.

e. In the Actionfield, select whether the action type relates tocreating a new position or modifying an existing position.

f. In the Workflowfield, select the workflow that actions of thistype should use for approval. You can leave the field blank ifactions of this type do not have to be approved and can be

immediately implemented.

Positions List Page

Use the Positionslist page to enter and maintain positions. Click Human

resources> Common> Organization> Positions> Positions. From the

Positionslist page, you can create a new position by copying an existing position

with similar characteristics.

For the selected position, you can view the title, appointed worker, FTE, and the

position number that the selected position reports to. In the FactBox, you can

view a list of the skills required for the selected position and the position

duration.


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Use the buttons in the Action Pane to work with the selected position:

To hire a new worker for an unfilled position, click Hirein thePersonnel actionsgroup of the Action Pane.

To transfer an existing worker to a new position, select the positionthe worker is currently appointed to and click Transfer workerin thePersonnel actionsgroup of the Action Pane.

To view and maintain the job that the position is for, select theposition and click Jobin the Related informationgroup of the

Action Pane.

To enter updates for a group of selected positions, click Massupdatein the Maintaingroup of the Action Pane. Mass update does

not use personnel actions because each record would have to be

processed and reviewed separately.

Demonstration: Add a New Position

This demonstration shows how to enter a new position.

Demonstration Steps

1. Create the position. The creation process differs for positionsdepending on whether your organization uses personnel actions.

a. Click Human resources> Common> Organization>Positions> Positions.

b. In the Newgroup of the Action Pane, click Position.2. Start the new position.

o If your organization does not use personnel actions, follow thesesteps:

i. In the Positionfield, enter a position ID. A default valuemight automatically be generated if a number sequence

code is assigned to the Positionreference in the Human

resources shared parametersform

ii. In the Jobfield, select the job that is associated with theposition.

The job description, job title, and full-time equivalency

(FTE) employment factor are copied from the job that

you select to the new position.

iii. In the Activationfield, enter or accept the defaultactivation date for the position.

iv. In the Retirementfield, optionally enter a retirementdate for the position.

v. Click Create positions.


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vi. You might have to click Editon the Action Pane of thePositionform before you can complete this procedure.

o Or if your organization does have personnel actions enabled,follow these steps:

i. In the Personnel action numberfield, enter a uniqueidentification number for the action. If your agency has

set up a number sequence for personnel actions, the

number is entered for you.

ii. In the Personnel action typefield, select an action type.All action types for "create position" are available.

iii. In the Reason codefield, select a reason for the newposition.

iv. Click Continue.v. You might have to click Edit on the Action Pane of the

Position action form before you can complete this

procedure.

vi. In the Number of new positionsfield, enter the totalnumber of positions you want to create using this setup.

vii. In the Action request by field, you can optionally enterthe user who requested the new position.

viii. In the Related actionfield, you can optionally select anexisting personnel action that relates to this new

position.

3. Complete detail about the position.

Note:All these steps are optional. Position details are subject to effective

date. If you do not enter the optional fields when you first create the position and

you later look at the position as of the creation date, it will have no detail.

a. In the Descriptionfield on the GeneralFastTab, modify thedescription of the position. The default description is the

description of the job that is associated with the position.

Changing the position description does not change the

description of the job.

b. In the Jobfield, you can change the job associated with theposition.

c. In the Departmentfield, select the department to which theposition belongs.

d. In the Report to positionfield, select the position to which theemployee assigned to this position reports. This employee is the

immediate supervisor for the position.


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The selected Report to positionemployee assigns the position

to the standard line hierarchy.

e. To select a different title than the one provided by the job,choose a different job title in the Titlefield.

If you modify the title for the position, the title for the job that isassociated with the position will not change.

f. In the Position typefield, select a position type for the position.g. In the Full-time equivalentfield, you can enter a different FTE

employment factor for the position from the default provided by

the job type.

If you modify the FTE employment factor for the position, the FTE

employment factor for the job that is associated with the

position will not change.

h. If the position is a temporary position, on the Position durationFastTab, enter the dates that the position is active.

i. In the Activationfield, enter the date the position starts.ii. In the Retirementfield, enter the last date the position

is open. Or, if the retirement date is unknown, click

Never.

4. If your agency uses position actions, complete the position.a. If your organization is using personnel actions, click Completeto

create the new positions or Submitto enter the personnel action

into workflow. The newly created positions appear immediately

in the Positionsform if your company does not use workflow.

Demonstration: Copy New Positions from an Existing

Position with Personnel Actions Disabled

This demonstration shows how to copy an existing position to create new

positions when your organization does not use personnel actions.

Demonstration Steps

1. Select the position to copy.a. Click Human resources> Common> Organization>Positions> Positions.b. Select the position to copy from the Positionslist page.

2. Define how to copy the position.a. In the Newgroup of the Action Pane, click Copy position.b. In the Number of copies field, enter the total number of

positions you want to create based on the existing position.


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c. In the Activationfield, enter or accept the default activationdate for the position.

d. In the Retirementfield, optionally enter a retirement date forthe position.

e. Select the position detail to copy:i. Relationships: hierarchies defined on the original

position. The report-to position is always copied

regardless of this field.

ii. Financial dimensions: legal entity, default financialdimensions, and budget default.

iii. Labor union: labor union agreement and details.iv. Payroll: All payroll and workers' compensation

information.

f. Click Copy.The new positions appear in the Positionslist page. The

Available for assignmentfield on the new positions is

determined by the setup on the Human resources shared

parametersform, on the PositionsFastTab in the Available for

assignmentfield.

Demonstration: Copy New Positions from an Existing

Position with Personnel Actions Enabled

This demonstration shows how to copy an existing position to create new

positions when your organization uses personnel actions.

Demonstration Steps

1. Start a new position.a. Click Human resources> Common> Organization>

Positions> Positions.

b. In the Newgroup of the Action Pane, click Position.c. In the Personnel action numberfield, enter the unique

identification for the action. If your agency set up a number

sequence for personnel actions, this number is already entered.

d.

In the Personnel action typefield, select the action type.e. In the Reason codefield, select a reason for adding the new

position.

f. Click Continue.


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2. Copy values from another position.a. In the Maintaingroup of the Action Pane, click Copy values

from position.

b. In the Position to copy fromfields, select the position to copy.c. Click Copy values.d. In the Position actionform, enter the number of new positions

that you want to create.

e. Click Completeto create the new positions or Submitto enterthe personnel action into workflow.

A confirmation message displays the new position numbers.

If you received any errors, no new positions were created. You can

either reactivate or delete the position action. Regardless of whether

there were errors, the position action is available in the Position

actionslist page for historical reference.

Maintain Positions

To review and modify positions, click Human resources> Common>

Organization> Positions> Positions. Select a position from the list and then,

on the Action Pane, click Editto modify an existing position record.

If personnel actions are enabled for your organization, you mustenter a position action to edit the position. Based on the personnel

action type, the position action might need to be approved through

workflow before the change is made.

If personnel actions are disabled, clicking Editwill open thePositionsform and you can directly enter your changes.

Note: You cannot delete a position that a worker is assigned to.

If you must enter a change that takes place in the future, you can create a new

version of the position details. Click Human resources> Common>

Organization> Positions> Positions, select the position, and then click

Maintain versionsin the Versionsgroup of the Action Pane. You can enter

effective dates for much of the position data, including position details (such as

description, job, and department) and the worker assigned to the position.

Versions do not use position actions.

To make a position inactive, you retire the position. To put a hold on an active

position, such as for a temporary freeze or leave of absence, you would set the

position to be unavailable for assignment.


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Set Up Reporting Relationships

A position can be set up to report to another position. The standard line

hierarchy is given by the position's immediate supervisor. If your organization

uses a matrix hierarchy or another custom hierarchy, you can set up additional

relationships for each type of hierarchy for your organization.

Immediate Supervisor

In the Positionform, you can specify the position that a position reports to on

the GeneralFastTab in the Reports to positionfield. When you assign a worker

to a position that reports to another position, you create a reporting relationship

between the workers who are assigned to the two positions. In other words, you

have assigned a supervisor.

For example, position Accountant-A reports to position Accounting

Supervisor. Kim Akers is assigned to position Accounting Supervisor and Sanjay

Patel is assigned to position Accountant-A. This means that Sanjay Patel reportsto Kim Akers.

Hierarchy Reporting Relationships

If your organization uses a matrix hierarchy or another custom hierarchy, you can

also set up position hierarchy types and then enter reporting relationships to

positions for each hierarchy type that you set up.

For example, Lori Penor is a general manager at Adventure Works and is assigned

to the General Manager position. Lori manages the development of a product

that is used to clean widgets. Lori requires an accountant to help her with the

finances for developing the product. Therefore, she has recruited Sanjay Patel to

be her accountant. Sanjay reports directly to Kim Akers, but also works with Lori

Penor on his work related to the finances for developing the widget cleaner.

For the previous example, you would complete the following tasks to set up the

working relationship between Sanjay Patel and Lori Penor:

1. Create a custom position hierarchy type called Widget to create ahierarchy that includes positions responsible for working on the

widget cleaner product.

2. Assign the General Manager position to be the position that theAccountant-A position reports to in the Widget hierarchy.


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Demonstration: Set Up Reporting Relationships in a

Hierarchy

This demonstration shows how to set up reporting relationships in a hierarchy

with personnel actions disabled.

Demonstration Steps

1. Select positions.a. Click Human resources> Common> Organization>


b. Select the positions to put a hire freeze on from the Positionslist page.

2. Enter the reporting relationship.a. In the Maintaingroup of the Action Pane, click Edit.b. On the RelationshipsFastTab, click Add.c. In the Hierarchy namefield, select the hierarchy. Only one

relationship can be set up per hierarchy type. You can use

position versions to enter a different reporting relationship for

different periods of time.

d. In the Report to positionfield, select the position the employeein this position reports to in that hierarchy.

Demonstration: Update a Group of Positions

This demonstration shows how to mass update a group of positions using themass update feature. You can update multiple fields at one time. Personnel

actions are not used for mass updates, which means that the mass update

process does not change based on personnel actions.

Demonstration Steps

1. Select the positions to update.a. Click Human resources> Common> Organization>


b. On the Positionslist page, select the positions that you want toupdate.

2. Enter the changes to mass update.a. In the Maintaingroup of the Action Pane, click Mass update.b. Either leave the selection as Effective immediately, or select

Effective onand enter the future date when the change starts.


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c. Open the FastTab with the information that you want to updatefor all the selected positions. You can update general information

like the job, title, and department, the position duration, position

hierarchy relationships, labor union information, and financial

dimensions.

d. Select the check box for the fields you want to update.e. Select or enter the new value for the field.f. Click Update.A confirmation message displays the number of positions that are

updated.

Retire a Position

Retire a position to make it inactive. If an employee is assigned to the position,

his or her assignment end date is updated to the same date as the retirement

date of the position. The steps to retire a position differ depending on whetherposition actions are enabled.

Reactivate a Retired Position

After retiring a position, you might need to reactive the position again. On the

Positionsform, in the Position durationFastTab, click Newand enter a new

activation date. The new activation date should be after the old retirement date.

Demonstration: Retire a Position with Personnel Actions

Disabled

This demonstration shows how to retire a position when your agency does not

use personnel actions.

Demonstration Steps

1. Select a position.a. Click Human resources> Common> Organization>


b. In the Positionslist page, double-click the position to retire. Youdo not have to be in Edit mode to retire a position.

2. Retire the position.a. On the Position durationFastTab, click Retire.b. In the Retirementfield of the Retire the positiondialog box,

enter the date to retire the position.

c. Click Retire position.Demonstration: Retire a Position with Personnel Actions


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Enabled

This demonstration shows how to retire a position when your agency uses

personnel actions.

Demonstration Steps

1. Select the position to retire.a. Click Human resources> Common> Organization>


b. Select the position to retire from the Positionslist page.2. Enter the personnel action to retire the position.

a. In the Maintaingroup of the Action Pane, click Edit.b. In the Personnel action numberfield, enter a unique identifier

for the action. If your agency set up a number sequence for

personnel actions, this number is already entered.

c. In the Personnel action typefield, select the type of action forthe position change.

d. In the Reason codefield, select the reason for retiring theposition.

e. Click Continue.f. On the Position actionform, you can enter the user that

requested the position be retired in the Action requested by

field.

g. On the Position durationFastTab, enter the date to retire theposition in the Retirementfield.

h. Click Completeto retire the position or Submitto enter thepersonnel action into workflow.

Demonstration: Put a Hire Freeze on a Position with

Personnel Actions Disabled

Demonstration Steps

1. Select the position to freeze.a. Click Human resources> Common> Organization>


b. Select the position to freeze from the Positionslist page.


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2. Freeze the position from hiring.a. In the Maintaingroup of the Action Pane, click Edit.b. On the GeneralFastTab, clickthecalendar button in the

Available for assignment field.

c. Click Never.Demonstration: Put a Hire Freeze on a Position with

Personnel Actions Enabled

This demonstration shows how to freeze a position with personnel actions

enabled.

Demonstration Steps

1. Select the position.a. Click Human resources> Common> Organization>


b. Select th