Let’s say you are a Compensation and Benefits administrator of a IT company that primarily hires external contractors to work on internal IT projects. Although they are part of your core team delivering project they are paid on a daily rate basis and not a monthly salary. So it becomes imperative to be able to capture the pay rate of the employees on a daily basis. But at the moment the Period drop down list is a system defined drop down list and cannot be extended by customers. It will be great to either include “Daily” as an option in the drop down list or to make the drop down list extendable by customers.
If this idea was approved and implemented, it may look as shown in the below screenshot with an extra value Daily in the dropdown list🤞
There is a small workaround around solution to still store the Daily rate by naming the Payrate conversion and Description as Daily and entering the corresponding conversion values for Annual, Monthly (12), Weekly, Hourly –> But the problem is we have to select a wrong period type in the dropdown list😞 This idea will help in resolving this issue and making the data more accurate.
This was one of the ideas that I submitted recently😋
This is a very interesting idea, at the moment D365HR is flexible to allow the calculation of leave based on hours or days. But this flexibility is at the top most level on Legal entities which means if there is a scenario where there are 2 categories of employees in the same country working with the same legal entity: One category of employees need to manage leave and absence based on hours and the others need to manage them based on days – We will end up with a limitation.
Essentially if this idea was approved and implemented we may have an option on Leave plan or Leave type level🤞
Let’s say you have a requirement to capture a local labor market based identification number for each position that is being created in the company. This is a mandatory field that the HR team has to capture against each position and a custom field was deployed to capture this data, now the tricky part is this field does not appear on the Position action based forms (create/edit) so from a HR perspective they would have to create the position first and then open the position and correct the value on the custom field and enter the labor market based identification number later.
Essentially it is possible to manage the data accurately but at a small cost of end user experience😞. This idea is basically requesting the capability to expose the custom fields on the action based forms and this would be same even for Personnel actions.
Thanks to Astrid Gutwenger for submitting/sharing details on this idea!
I have to admit this has been one of the most commonly asked requests by many customers. If you have a look at the idea my dear friend Chris Coolen explains the complexity that is faced by HR teams incase of a employee secondary assignment scenario. When employees are employed with one legal entity but is temporarily working for a department which related to another legal entity – The HR administrators from both the legal entities would want to access the employee record.
But with the current security capabilities the HR administrator data access can be restricted only based on the Legal entity of employees employment and not based on Department or Department hierarchy. Having Security based on Legal entities is very good to safeguard the data access and meet compliance requirements such as GDPR but it would be extremely helpful for global organizations to design the solutions flexibly if we have the capabilities of securing based on Department or Department hierarchy.
Thanks to Chris Coolen for submitting the idea!
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