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Businesses can register lots of information about their workers. However, not all information is of real value to the company. Therefore, a business must thoroughly analyze its needs before it starts to enter workers. This analysis avoids managing data that does not directly benefit the company. In this module, you learn the basics of working with worker data, such as educational backgrounds, work experiences, certificates, personal information, and employment relations. You also learn how to loan company property or assets such as computers, keys, company confidential material, mobile phones, access cards, or company credit cards to employees. Records for your various types of workers are important to your human resources and payroll systems. The information that you enter can be used to track workers and personal information, to write letters, and to print reports. It is important to keep up-to-date information to reflect the current activities of your workers and of your companies, legal entities, and organizations. Basic worker information and worker competencies are shared across companies, whereas employment, absences, compensation, and payroll data are specific to a company. There are two worker types, which you select on the employment level: Employee and Contractor. Because a worker can be employed in more than one legal entity, he or she might be an employee in one legal entity and a contractor in another, You can maintain the following information for workers: Basic Basic worker information, such as contact information, demographics, identification, military service status, expatriate, and personal and emergency contacts. Employment Information about workers employment, such as company or organization affiliation, start and end dates, terms of employment, pension, vacation, and relocation information. Absence Information about workers absences, such as working time, absence transactions, and absence setup. Compensation and payroll Information about workers compensation plans and payroll information, such as plan enrollment, awards, performance, commission, tax information, retirement, and salary deductions.
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Objectives
The objectives are: Set up codes used to enter information about workers. Enter new workers. Assign workers to positions. Assign workers to teams. Set up union information. Manage worker loans. Manage I-9 information. Manage Americans with Disabilities Act (ADA) data for jobs and accommodations for workers. Print reports about workers.
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Reminder Types
Use the Reminder types form to create types of reminders for workers. You can use reminder types when you create worker reminders in the Worker reminders form. To enter a reminder type or review the existing reminder types, click Human resources > Setup > Workers > Reminder types. The following are examples of reminder types: Relocation Termination Warning
You cannot delete a reminder type if a worker reminder record of that type exists.
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Leave Types
Use the Leave types form to set up the types of leave that workers can take from the company. To enter a new leave type or review a list of the existing types, click Human resources > Setup > Workers > Leave types. Some examples of leave types are as follows: Maternity Educational Medical
Note: Leave is longer than absence, and typically does not follow a company's absence registration rules. In the Earning code field if US Payroll is configured, you can enter the earning code that should be used when earnings are generated for the leave type. This earning code determines the rate of pay for the leave type. If no earning code is specified, earning lines associated with the leave use the earning code that is associated with the schedule or position. Note: An earning code entered here must be designated as a Base earnings component on the Earning codes form and the Unit of measure must be Hours.
Veteran Statuses
Use the Veteran statuses form to enter the veteran status values. To enter a veteran status or review the existing statuses, click Human resources > Setup > Workers > Veteran statuses. You can reach the worker's veteran status from in the Veteran status field in the Military service group on the Personal information FastTab on the Worker and Applicants forms.
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Screening Types
Use the Screening types form to enter types of worker screenings. You can also define the frequency that the screening is required. In the Frequency field, select how frequently the type of screening is required: Once, Daily, Weekly, Monthly, or Yearly. If you select an option other than Once, you must define the frequency details. In the Every field, specify how much time should pass between the screenings. The unit of time appears after the Every field. For example, if you select Daily, the unit of time is Days. Or if you select Monthly, the unit of time is Months. Then select the date from which the frequency is calculated: either the date the previous screening was completed, or from the required date.
Worker Form
The Worker form can hold an extensive collection of information about a worker. Much of the data that is registered about a worker is straightforward even if the system is unfamiliar.
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Both employees and contractors can be skill mapped, part of a plan, and participate in training. Employers manage the worker types for workers in the Worker type field on the Employment page, using the Employment details FastTab in the Workers form. Because a worker can be employed in more than one legal entity, he or she might be an employee in one legal entity and a contractor in another.
Demonstration Steps
1. Start the new worker. a. Click Human resources > Common > Workers > Workers. b. On the Worker tab of the Action Pane, click Hire new worker in the New group. 2. Enter details about the new worker. a. Type the first, middle, and last name of the person who you are hiring.
b. In the Legal entity field, select the legal entity with which to associate the worker. The default is the legal entity that you are currently logged on to. c. In the Personnel number field, type a personnel number for the worker. Depending on the setup for your organization, this number might be automatically generated and read only.
d. In the Worker type field, select whether the new worker is an employee of the company or a contactor. By default, workers are employees. e. In the Employment start date field, select the date and time when the worker starts their employment. By default, workers start on the current date.
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The Worker form is displayed, where you can enter additional information about the worker, if it is necessary.
Demonstration Steps
1. Hire for an open position. a. Click Human resources > Common > Organization > Positions > Open positions. In the Personnel actions group of the Action Pane, click Hire.
Enter details about the new worker. a. Type the first, middle, and last name of the person who you are hiring to fill the position.
b. In the Legal entity field, select the legal entity to associate to the worker. The default is the legal entity that you are currently logged on to. c. In the Personnel number field, type a personnel number for the worker. Depending on the setup for your organization, this number might be automatically generated and read-only.
d. The remaining fields contain default information. You can accept the default information, or you can change it:
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e.
The Worker form appears. You can enter additional information about the new worker, if it is necessary.
Position Assignment
A worker must be assigned to a position to be included in any processing through Microsoft Dynamics AX. A worker can be assigned to multiple positions.
Demonstration Steps
1. Select a worker. a. c. Click Human resources > Common > Workers > Workers. On the Worker tab of the Action Pane in the Position assignment group, click Worker position assignments. b. Select the worker to assign to a position.
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Assign the worker to a position. a. c. Click New on the Position assignments form. In the Assignment start and Assignment end fields, select the starting and ending dates and times for the position assignment. Leave the Assignment end field as Never for a position assignment with no pre-determined end date. b. In the Position field, select the position to assign to the worker.
d. In the Reason code field, select a reason that indicates why you are assigning the worker to this position.
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Demonstration Steps
1. Select the worker. a. c. Click Human resources > Common > Workers > Workers. On the Worker tab of the Action Pane, click Worker position assignments in the Position assignment group. b. Select the worker to assign to a position.
2.
Edit the position assignment. a. c. Select the position assignment to change. Edit any necessary information: dates of assignment, reason for assignment, and whether the position is the worker's primary position. b. Click Edit.
Demonstration Steps
1. Select the worker. a. c. Click Human resources > Common > Workers > Workers. On the Worker tab of the Action Pane, click Transfer worker in the Personnel actions group to open the Transfer worker form. b. Select the worker to transfer.
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b. In the Assignment end date/time field, enter the ending date and time for the workers current position assignment. c. In the Transfer reason field, select a reason code that indicates why you are transferring the worker from the current position.
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Set up the new position assignment. a. In the New assignment group, optionally select the job the worker is being assigned to in the Job field. Selecting a job limits the positions available in the Position field. The job must have open positions or the Position field will be blank.
b. In the Position field, select the position to transfer the worker to. If you did not select a job, the job for the selected position appears automatically in the Job field. c. Select the Primary check box if you want this assignment to be designated as the worker's primary position assignment.
d. In the Full-time equivalent field, you can change the default employment factor for the new position assignment. To indicate that the position assignment for the worker is part time, enter a number less than 1. e. f. In the Assignment start date/time field, enter the starting date and time for the new position assignment. If the worker's affiliation with the company, organization, or legal entity is limited in time, enter the date when the workers position assignment ends in the Assignment end date/time field.
g. In the Transfer reason field, select the reason code that indicates why you are transferring the worker to the new position. 4. Set up compensation for the new position. a. In the Action field in the New compensation group, select the action to indicate why you are changing the compensation for the employee.
b. In the Plan field, select the compensation plan for the worker's new position. c. In the Pay rate field, you can establish the pay rate for the compensation plan.
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Note: You can retire a position when transferring a worker only if your agency does not use personnel actions. b. Click Transfer worker.
Worker Termination
When a worker is terminated, you end the worker's assignment to all positions and the relationship to any legal entities. The worker and position records are not deleted. Termination makes the worker inactive so that you must reactivate the worker to assign him or her to active employment and optionally assign the person to a position. You can also terminate multiple workers at a time, such as seasonal workers. Ending a worker's position assignment leaves the worker active so that you can assign the worker to a new position later. If the worker is employed in more than one organization, terminating a worker ends all the workers employments. However, you can manually end only one employment for a worker, but let the worker remain assigned to a different position, employed in a different organization. If you retire a position that has a worker assigned to it, retiring the position ends the worker's position assignment at the same time. Retiring a position does not terminate the worker assigned to the position. You can only do this for one worker and position at a time. If you decide to terminate multiple workers at the same time, you have to retire each position individually.
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b. In the Termination date field, enter the date the termination is effective. c. In the Last day worked field, enter the date on which the worker stops working in the current legal entity.
d. In the Termination reason field, select a reason code for why the worker was terminated. e. If the worker is appointed to a position that should also be retired, select the Retire position check box. If the worker is appointed to multiple positions, the Position field displays "More than one." Enter the date to retire the position or positions in the Retirement date field. Employment end date, last date worked and termination date are all updated with this date. Click Terminate workers.
f.
Demonstration Steps
1. Select the workers. a. Click Human Resources > Common > Workers > Workers. b. Select the workers for termination. 2. Terminate the workers. a. On the Worker tab of the Action Pane, click Terminate in the Personnel actions group.
b. In the Termination date field, enter the date the termination is effective. c. In the Last day worked field, enter the date on which the workers stop working.
d. In the Termination reason field, select a reason code for why the workers were terminated. e. Click Terminate workers.
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Detailed Steps
Enter details about the worker. a. Type the new employee's name: Brendan M. McIntyre. i. ii. In the Legal entity field, notice that "usmf" is already selected. In the Personnel number field, notice that a number is already entered. b. Leave all other fields at the default value.
iii. In the Worker type field, notice Employee is selected. 3. Click Hire new worker.
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Detailed Steps
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g. Click Hire new worker. Note: Because Amanda is employed with a future date, she is not visible in the Workers list page until the employment start date. To view the workers whose employment has not started, open Human resources > Common > Workers > Pending workers.
Maintain Workers
After you create a worker, you can update the information as follows: Enter reminders for workers about responsibilities and agreements. Record any injury or illness caused on the job. By tracking injury and illness caused by the work environment, your company can watch for problems areas and take precautions to prevent the injury or illness in the future.
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This demonstration shows how to create and manage reminders of special events, arrangements, or actions for workers.
Demonstration Steps
1. Start a new worker reminder. a. Click Human resources > Periodic > Workers > Worker reminders.
b. Click New. 2. Enter detail about the worker reminder. a. c. In the Worker field, select the worker to enter a reminder for. In the Reminder date field, select the date the reminder was created. b. In the Reminder type field, select the type of reminder.
d. In the Expiration date field, select the date when the reminder expires. e. f. In the Person in charge field, select the worker who is responsible for the reminder. In the Number of days field, type the number of days the worker has to follow up on the reminder.
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Demonstration Steps
1. Enter the new injury or illness case. a. Click Human resources > Periodic > Workers > Injury or illness incidents. In the Case number field, type a case number or accept the default number. This field might be read-only depending on your agency's setup for case numbers.
b. Click New. c.
d. In the Case description field, type a description of the injury or illness. e. f. In the Worker field, select the worker who was injured or became ill. In the Date and time of incident field, select the date and time that the incident occurred.
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2.
Note: All fields from here on are optional. a. On the General FastTab in the Date reported field, enter the date and time that the injury or illness was reported.
b. In the Person who reported case field, select the person who reported the injury or illness. c. Select the Compliance recordable case check box if the case meets the criteria to be recorded, based on regulations or policies.
d. Select the Privacy case check box if additional precautions must be taken to keep the incident information private, based on regulations or policies. e. f. In the Case opened date field, enter the date when the case was opened. On the Worker FastTab in the Position field, select the position the worker was working when the injury or illness occurred. If the worker only has one position, the position is already selected.
g. In the Supervisor field, optionally select the workers supervisor. If available, the supervisor for the selected position is selected by default. h. i. In the Human resources contact field, select the primary human resources employee to contact for this case. On the Incident FastTab, you can type additional information about the injury or illness incident, as required by your company: 3. Where the incident occurred. What caused the incident. Any safeguards against such incidents that already exist.
Enter information about the costs related to the injury or illness. a. c. On the Injury or illness costs FastTab, click Add. In the Cost type field, select the type of cost for the amount. b. In the Date field, enter the date when the cost was incurred.
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g. In the Physician name field, type the name of the physician who provided the treatment. h. i. In the Treatment facility and location field, type the name and location of the facility where the treatment was provided. In the Treatment details field, optionally type additional details about the treatment.
5.
Add filing information that is related to the injury or illness. a. On the Injury or illness filings FastTab, click Add. b. In the Reporting agency field, select a reporting agency. The Description field displays the name of the selected reporting agency. c. In the Date incident report was submitted field, enter the date and time when the incident report was submitted to the reporting agency.
d. In the Comment fields, you can type additional comments about filing the incident. e. If the incident was reported to the reporting agency, select the Was incident reported? check box. This field is informational. This field has to be selected eventually if the Compliance recordable case check box is selected on the General FastTab.
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Demonstration Steps
1. Select the case. a. Click Human resources > Periodic > Workers > Injury or illness incidents.
b. Select the incident for which you want to change the status. 2. Close the case. a. c. Click Case status in the Action Pane. In the Case closed date field, enter the date the case was closed. By default, that case is closed on the current date. b. Select Close to close the incident.
d. Click OK.
Demonstration Steps
1. Select the worker for whom you want to enter leave. a. Click Human resources > Common > Workers > Workers. b. Select the worker for whom you want to enter leave. 2. Open the form to enter leave. a. On the Worker tab of the Action Pane, click Edit in the Maintain group.
b. On the Workers form, click to the Employment group of FastTabs. c. On the Employment details FastTab, click Leave in the Additional information group.
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d. In the End date field, enter the last date the worker is expected to be on leave, if known. e. In the Note field, optionally type any additional information about the leave.
Demonstration Steps
1. Select the worker. a. Click Human resources > Common > Workers > Workers. b. Select the worker to add tasks to. 2. Assign the worker task. a. On the Action pane, click Edit in the Maintain group to open the Workers form.
b. On the Worker tab of the Action Pane, click Worker task assignments in the Set up group. c. Click New to create a new line.
Note: If the worker does not yet have any assigned tasks, the form opens in edit mode. d. In the Worker task field, select the worker task to assign to the worker.
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Demonstration Steps
1. Select the worker. a. c. Click Human resources > Common > Workers > Workers. On the Worker tab of the Action Pane, click Edit in the Maintain group. b. Select the worker for whom you want to enter a screening.
d. On the Workers form in the Personal information FastTab, click Screenings in the More information group. 2. Enter the screening. a. c. On the Screenings form, click New. In the Required by date, enter the date the screening must be completed before it is overdue. b. In the Screening field, select the type of screening.
d. The Status field should not be changed from Not complete unless you are documenting a screening that has already occurred. Later, after the worker completes the screening, you will change the status to Pass or Fail. e. In the Notes field, enter any additional information about the screening.
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d. On the Workers form in the Personal information FastTab, click Screenings in the More information group. e. 2. Select the screening that was completed.
Complete the screening. a. In the Status field, select either Pass or Fail. b. In the Completed field, enter the date on which the screening was completed. c. In the Notes field, optionally enter any additional information about why the worker passed or failed the screening.
Set Up Teams
You can create teams to associate groups of people who might not otherwise work together. For example, you can create a team for a customer advisory board that includes workers from various departments in your company.
Demonstration Steps
1. Start the new team type. a. Click Organization administration > Setup > Organizations > Teams. Click New.
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Demonstration Steps
1. Create a team. a. Click Organization administration > Setup > Organization > Teams. In the Name field, type a name for the team. On the General FastTab, type a description of the team in the Description field. In the Administrator field, select a user to be the team administrator. By default, your user is the administrator.
b. Click New. c. e. f. d. In the Team type field, select the type of the team.
2.
Add members to the team. a. On the Team members FastTab, click Add team members. b. On the Add team members form, you can search for people by name or skill. c. Select the workers from the grid area, and then click Add. d. After you add workers, click Cancel to close the Add team members form. Members that you added to the team by clicking Add are still added to the team. e. If a worker is a member of the team for only a specific time, enter the dates that the worker will be a member of the team in the Effective and Expiration fields. Select the Team leader check box for the team member that leads the team.
f.
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Union Setup
Agreements with unions can be easily recorded. You can enter the unions with which you have agreements and the effective date range of agreements with those unions. The union agreements are entered on the position.
Demonstration Steps
1. Enter the union agreement. a. Click Human resources > Setup > Workers > Union agreement.
b. In the Legal entity field, select the legal entity that made the agreement with the union. c. Click New. d. In the Union agreement field, type a code to identify the union agreement, such as a document number. e. f. In the Labor union field, select the union that made the agreement. In the Agreement description field, optionally type a brief description of the agreement.
2.
Enter details about the agreement. a. In the Agreement detail area, enter the dates of the agreement. i. ii. In the Date signed field, enter the date and time that the agreement was signed. In the Effective field, enter the date the terms of the agreement are in effect.
iii. In the Expiration field, enter the date the agreement expires.
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Demonstration Steps
1. Select the position. a. Click Human resources > Common > Organization > Positions > Positions.
b. Select the position to enter a union agreement for. 2. Add the union agreement to the position. a. In the Action Pane, click Edit in the Maintain group. b. On the Labor union FastTab in the Union agreement field, select the agreement for the position. The agreement description, labor union, and legal entity appear for the selected agreement.
Demonstration Steps
1. Select a position. a. Click Human resources > Common > Organization > Positions > Positions.
b. Select the position to enter a union for. 2. Enter the personnel action. a. In the Action Pane, click Edit in the Maintain group. b. In the Personnel action number field, type a unique number to identify the personnel action. If your agency set up a number sequence for personnel actions, this number is already entered. c. In the Personnel action type field, select how you are editing the position.
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Select the union agreement. a. Expand the Labor union FastTab. b. In the Union agreement field, select the agreement for the position.
Loan Type
Loan type includes general categories of items that employers can loan to workers, such as mobile phones or computers. The actual item brand and serial number are registered on the loan item. Another example is a credit card. Workers may hold several company credit cards, but only one loan type is called credit card. This means that loan types can include many loan items.
Loan Item
Loan items are specific and uniquely identifiable items or assets that employers issue to workers. For example, a Qtek 8310 Smartphone with serial number XYZMMM, or with credit cards, each card's unique number. You can create loan items in two ways: One item at a time in the Loan items form. Multiple items at the same time in the Mass creation dialog box.
Because the loan functionality enables a business to control ownership and the timeframes for which an item can be borrowed or issued, some companies also use loans for administering shared company resources, such as projectors, flip charts, meeting rooms, and shared presentation notebooks.
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Each physical item must have a corresponding loan item. Each loan item record should describe what is being loaned, who is responsible for the loan, and the number of days the item can be on loan. You can create multiple loan items that are similar, such as series of keys, series of access cards, or bunch of uniforms, at the same time. When loaning an item, enter the date that the item was loaned and the planned return date. When the item is returned, enter the actual return date.
Demonstration Steps
1. Start a new loan type. a. Click Human resources > Setup > Workers > Loan > Loan types.
b. Click New.
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Demonstration Steps
1. Enter the new loan item. a. Click Human resources > Setup > Worker > Loan > Loan items. In the Loan item field, enter a unique identifier for the item. This is frequently the item's serial number. In the Person in charge field, select the worker that is responsible for the item, for example, regarding its maintenance, issuance, or retrieval.
b. Click New. c.
2.
Optionally enter detail information about the loan item. a. In the Tax information field, indicate whether the loan item is a tax liability or declared liable.
b. In the Serial number field, enter the item's serial number or other identification number if the serial number was used in the Loan item field. c. In the Loan type field, select the loan type to which the item belongs.
d. In the Grace period field, enter a number to control the number of days an item can be on loan beyond its scheduled return date before issuing a notice or reminder. By default, the grace period comes from the setup on the loan type. e. In the Number of days field, enter a number to define the maximum days this item can be on loan. This is especially applicable for managing shared resources.
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Demonstration Steps
1. Set up the items to create. a. Click Human resources > Setup > Worker > Loan > Loan items. In the Qty field, enter the total number of the item to enter a loan item record for. In the Loan type field, select the loan type to which the item belongs. In the Number of days field, enter a number to define the maximum days this item can be on loan. This is especially applicable for managing shared resources.
g. In the Grace period field, enter a number to control the number of days an item can be on loan beyond its scheduled return date. h. In the Person in charge field, select the worker who is responsible for the item, for example, regarding its maintenance, issuance, or retrieval.
2.
Enter the format of the loan item number and serial number. a. In the Identification and Serial number field groups, enter the format of the number in the Loan item field (Identification fields) and Serial number field. i. ii. In the Starting value field, enter the number for the loan item. In the Interval field, enter the number by which to increase the identification value for each consecutive loan item. This number must be a whole number greater than zero.
iii. In the Format field, enter the format of the identification number. Use the pound symbol (#) to identify where the consecutive numbers display in the loan item ID or serial number. The format must contain one pound symbol for each digit in the highest identification number. The format should always end with the pound symbol.
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b. Click OK.
Demonstration Steps
1. Start a new loan record. a. Click Human resources > Periodic > Workers > Loaned equipment.
b. Click New. 2. Enter information about the loan. a. In the Person field, select the worker to whom the item is on loan.
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Demonstration Steps
1. Enter the return date of the item. a. Click Human resources > Periodic > Workers > Loaned equipment.
b. Select the line that displays the name of the person who returned an item and the item that was borrowed. If a person has borrowed more than one item, the persons name appears multiple times. c. In the Actual return field, enter the date when the item was returned.
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Detailed Steps
Enter detail about the loan item. a. In the Tax information field, select Tax liability. b. In the Serial number field, type the item's serial number "X91786-95A-ZM2". c. In the Loan type field, select PC (Personal Computer).
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I-9 Verification
To prove employment eligibility, employees must complete and sign a Form I-9. Employers must be able to produce the information upon request of United States Immigration and Customs Enforcement (ICE). Additionally, companies must verify Form I-9 information for certain types of workers again within three years of the date when the employee supplied the information.
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You can use the document management system to upload and save signed Form I-9 documents for each employee. You can use the I-9 document expire list reports to determine which employees you must verify Form I-9 information for again. To prepare for a Bureau of Immigration and Customs Enforcement (BICE) inspection, you can use the I-9 inspection list report to print Form I-9 information for all or selected employees.
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To create an identification type, click Human resources > Setup > Workers > Identification types.
Demonstration Steps
1. Enter the identification document for the employee. a. c. Click Human resources > Common > Workers > Workers. On the Worker tab in the Related information group of the Action Pane, click Personal information > Identification. b. Select the employee to record a form of identification for.
Note: Alternately, you can click Government and organizational identification in the More information group on the Personnel information FastTab.
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f. 2.
Optionally enter details about the employee's documentation. a. In the Description field, type a brief description of the identification record.
b. In the Issuing agency field, select the agency that issued the form of identification to the employee. For example, if you are recording a drivers license as the form of identification, you might select State. c. In the Entry type field, type additional classification information about the form of identification. For example, if you are recording a drivers license as the form of identification and drivers licenses have multiple classes of licenses that are issued, you might add the employee's class of drivers license.
d. Select the Primary check box if the form of identification is the employee's primary form of identification. e. f. In the Issued date field, enter the date when the issuing agency issued the form of identification to the employee. In the Expiration date field, enter the date when the form of identification expires.
Demonstration Steps
1. Select the employee for whom you want to select I-9 documentation. a. Click Human resources > Common > Workers > Workers. b. Select the worker for whom you want to add Form I-9 information. c. On the Worker tab in the Related information group of the Action Pane, click Employment > I-9. On the Work eligibility FastTab, select the option that indicates the eligibility for employment of the worker.
d. Click New. e.
Note: If the employee is not a citizen or national of the United States, you must also select the workers resident alien or admission number and the expiration date.
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Note: To comply with Form I-9 regulations, a worker must provide one List A document or one document from both List B and List C. If you select List B, you must provide information about both List B and List C documents. b. In the I-9 document type field, select the type of document that the worker provided. c. In the Document number field, select the official identification number of the document.
Note: If no values are available in this field, you must first enter identification information for the employee. d. If the employee required assistance to complete the original Form I-9 document, such as a translator, you can type the name and address of this person on the Preparer FastTab.
Demonstration Steps
1. Select the worker. a. Click Human resources > Common > Workers > Workers. b. Select the worker for whom you want to verify Form I-9 information. 2. Verify the document. a. On the Worker tab in the Related information group of the Action Pane, click Employment > I-9. Click Verify.
b. Select the Form I-9 document information to verify. c. d. In the Verified field, optionally, change the verification date if you verified the document earlier than you are entering the verification.
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Demonstration Steps
1. Select the worker. a. Click Human resources > Common > Workers > Workers. b. On the Worker tab in the Related information group of the Action Pane, click Employment > I-9. c. 2. Select the Form I-9 document information to verify.
Attach the document. a. Click File menu > Command > Document handling. b. Locate the Form I-9 document file, select the file, and then click Open.
Demonstration Steps
1. Select the worker to reset a. 2. Click Human resources > Common > Workers > Workers. b. Select the worker for whom to reset Form I-9 information. Reset worker I-9 documentation. a. On the Worker tab of the Action Pane, click Employment > I-9 in the Related information group.
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Demonstration Steps
1. Select the job template. a. Click Human resources > Setup > Organization > Job templates.
b. Select a job template to enter ADA requirements for. 2. Enter the physical requirements of the job. a. In the Action Pane, click ADA > Setup requirements. b. On the Physical activity tab, select the relevant requirements for physical motion. When you select a setup requirement, a brief description is displayed in the top part of the form. c. On the Physical requirement tab, select a level of exertion: None, Sedentary work, Light work, Medium work, Heavy work, or Very heavy work.
d. On the Visual acuity tab, select the range of sight required: None, Close visual acuity, Visual acuity - machines, Visual acuity - equipment, or Visual acuity - accuracy. e. On the Conditions tab, select tolerance requirements for working conditions.
Demonstration Steps
1. Select the job. a. 2. Click Human resources > Common > Organization > Job. b. Select a job to enter ADA requirements for. Enter the physical requirements. a. In the Action Pane, click ADA > Setup requirements. b. On the Physical activity tab, select the relevant requirements for physical motion. When you select a setup requirement, a brief description is displayed in the top part of the form.
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d. On the Visual acuity tab, select the range of sight required: None, Close visual acuity, Visual acuity - machines, Visual acuity - equipment, or Visual acuity - accuracy. e. On the Conditions tab, select tolerance requirements for working conditions.
To set up accommodation types, click Human resources > Setup > Workers > Accommodation types. Enter a code in the Accommodation type field, a description, and optionally notes about the type.
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Status
Date and time when the request for the accommodation was entered. Person who accepted the accommodation request. Enter information about resource costs related to the accommodation. Enter a reply to the accommodation request. For example, you can explain why the accommodation was granted or denied.
In the Reply field, you can enter information about why you granted or denied the request.
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Worker Reporting
Businesses can learn more about their workers by running several reports: Number of workers Anniversaries and birthdays Seniority list Employee distribution
Number of Workers
The Number of workers report shows headcount information about all or selected departments. To open the Number of workers report, click Human resources > Reports > Number of workers. To limit the departments included in the report, click Select in the Departments group. In the Date field, enter the date to view the number of workers. For example, to see how many people were employed two months ago, enter the date two months back. This lets a company calculate the development of headcounts over a range of dates. You can also choose to include contractors in the total numbers by selecting the Include contractors field. The report delivers both number of workers and full-time equivalents. Part-time workers are included in the headcount. For the full-time equivalent, part-time workers are added by using their actual full-time equivalent number. This is useful in organizations that have a regulated full-time equivalent budget.
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FIGURE 3.2: BIRTHDAYS SAMPLE REPORT The Anniversaries report shows a range from 5 to 50 in five-year intervals. You can select which anniversaries to include in the report. The report is grouped by anniversary and shows the worker's name, anniversary date in the date range, and start date used to calculate the anniversary.
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To use this report, a seniority date must be entered on the Workers form on the Profile page on the Worker summary tab in the Seniority date field.
Worker Distribution
To open the Worker distribution statistics inquiry, click Human resources > Inquiries > Workers > Worker distribution statistics. Use the Worker distribution statistics report to perform demographic analyses on workers by combining the following variables: Worker type Age Job Gender Department
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FIGURE 3.5: WORKER DISTRIBUTION STATISTICS TOTALS SAMPLE This reporting tool has extensive graphical support and can show a comparison of two periods and variances between the periods. To compare two periods, select the History check box and enter a date in the History date field.
To print a regular report, click Inquiry after you have set up the report. Note: There are many opportunities to customize the reports. Make sure that you have a good understanding of what has to be viewed and then carefully define the inquiry. Otherwise, report results can be large and complex.
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Module Review
Carefully identifying and structuring the information about workers enables companies to avoid administering unnecessary data and facilitate accurate and detailed reports and statistics. After it creates master data setups, a company can then start registering the information for its workers. Worker master data is the key to working successfully with Microsoft Dynamics AX Human Resources because this information is used by processes throughout the system.
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