Setting up and maintaining Human resources
Important
This content is archived and is not being updated. For the latest documentation, see Microsoft Dynamics 365 product documentation. For the latest release plans, see Dynamics 365 and Microsoft Power Platform release plans.
Applies To: Microsoft Dynamics AX 2012 R3, Microsoft Dynamics AX 2012 R2, Microsoft Dynamics AX 2012 Feature Pack, Microsoft Dynamics AX 2012
The topics in this section provide information about how to set up and maintain Human Resources.
Setting up general Human resources information
Setting up organization information for workers
Setting up compensation information
Setting up general worker information
Setting up injury and illness information
Setting up recruitment information
Setting up performance information
Setting up benefit information
Setting up time and attendance information
Setting up absence information
Setting up training course information
Human resources setup and maintenance forms
The following table lists the forms that support setting up and maintaining Human resources. The table entries are organized by task and then alphabetically by form name.
Note
Some forms in the following table require information or parameter settings to open them.
Business process component task |
Form name |
Usage |
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Defining organization information |
Define the general areas of responsibility that occur in a company. |
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Set up job functions. You can use job functions together with job types to filter compensation plans for specific jobs. |
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Create job tasks that you can associate with jobs. |
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Create job templates, which you can use as the basis for jobs that you create and that are similar in function or purpose. |
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Set up job types. You can use job types, together with job functions, to filter compensation plans for specific jobs. |
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Create position hierarchy types for each organizational hierarchy that your organization or company uses. |
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Create categories of positions to which you can assign positions that are similar in function or purpose. |
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Defining general worker information |
Set up the specific types of workplace accommodations that you provide to workers and applicants. |
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Set up current and future benefits that workers and their dependents and beneficiaries can receive. |
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Set up ethnic origins for workers. |
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Set up specific work eligibility verification documents that employees provide to prove their work eligibility status. |
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Set up identification types for workers. |
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Set up injury and illness information, such as types of injuries and illnesses, body parts, types of outcome and costs, and reporting agencies. |
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Set up labor unions that workers might be associated with. |
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Create language codes to use when recording the native language of workers. |
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Set up the types of leave that workers can take from the organization or company. |
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Set up items that can be loaned to workers. |
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Set up loan types that are used to categorize loaned items. |
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Set up types of reminders for workers. |
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Set up titles for jobs, positions, and workers. |
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Set up veteran statuses for workers. |
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Set up tasks that you can later assign to workers. |
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Defining recruitment information |
Set up application bookmarks, which are used to insert information about an applicant and the job that the applicant is applying for into letters and emails that you send to applicants. |
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Create email templates to use when communicating with applicants. |
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Set up a list of advertising media that you use to recruit new workers. |
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Set up the types of advertising media that you use to recruit new workers. |
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Defining competency information |
Create and manage certificates of achievement. |
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Create educational degrees that workers in your organization or company might have. |
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Create education discipline categories to categorize education disciplines. |
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Enter levels of education that an employee must or should have acquired to be considered qualified for a position. |
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Maintain a list of learning institutions so that you can specify where workers received their education or where they attended courses. |
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Enter information about government or other entities that are authorized to issue employment eligibility verification documents. |
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Create and manage types of skills. |
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Create skills that a worker, applicant, or contact person might have. |
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Defining payroll information |
Create tax categories for workers. |
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Income tax codes |
Create tax categories for workers. |
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Create types of insurance policies for workers. |
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Set up the types of leave that workers can take from the company. |
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Payroll allowance |
Enter the amount of a worker’s salary that is non-taxable. |
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Payroll category |
Create categories to classify worker salaries. |
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Payroll scale level |
Create payroll scale levels that you can assign to a worker. |
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Create categories of workers to provide a basis for assigning payroll information. |
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Create the types of deductions that can be made from worker salaries. |
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Create categories of employment terms. |
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Create and assign wage groups to a personnel category. |
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Defining absence information |
Create absence codes to indicate the reason for an absence. |
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Create groups of absence codes. |
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Create absence setups that you can use to control how workers register absences. |
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Specify the lists of information that are displayed in the Absence status report. |
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Define the column-interval layout of the Absence status report. |
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Defining training information |
Create groups of course locations. |
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Record the rooms that you use at course locations. |
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Create course groups to organize course types into groups. |
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Maintain a list of locations where courses are held. |
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Create course types to be offered by the company or taken by workers. |
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Set up course instructors and assign them to specific course locations. |
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Defining performance information |
Create types of discussions to group similar discussions together. |
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Create categories to organize worker goals. |
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Set up goal types that you can use to help organize worker goals and to provide instructions and guidelines to workers who are to complete the goals assigned to a goal type. |
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Defining compensation information |
Set up compensation grids if your organization uses an external compensation system and you want to generate basic compensation plans with pay range guidelines. |
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Set up compensation regions to specify compensation based on a workplace location. |
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Create different pay groups, sometimes referred to as pay companies, to use for sending compensation data to payroll. |
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Set up fixed compensation actions that can be used when changing a worker’s compensation setup or to automatically calculate new fixed compensation plans. |
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Create discrete levels for the three compensation plan types. |
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Pay frequencies |
Create the different frequencies of pay used at your company. |
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Create performance plans. |
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Specify performance ratings that can be used in compensation plans to determine the amount of a merit increase or variable award. |
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Create reference point setups that include a set of reference points that represent ranges in a pay rate matrix. |
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Create reference points for a reference point setup. Reference points represent ranges in a matrix and each range can be associated with a pay rate. |
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Maintain name and contact information for survey companies that provide market pricing information. |
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Set up variable awards to be granted to workers. |
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Specify different vesting rules for variable long-term awards. |
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Defining benefit information |
Set up current and future benefits that workers and their dependents and beneficiaries can receive. |
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View and modify benefits for workers and their dependents and beneficiaries. |
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Maintain information about a worker’s personal contacts. This includes emergency contacts and information about contacts who are dependents or designated as beneficiaries. |
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Defining time and attendance information |
Set up groups that are used to associate a group of workers to a supervisor or manager with regard to approval of registrations. |
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Calculation groups |
Set up groups that are used to associate a group of workers to a supervisor or manager with regard to calculation of registrations. |
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Set up how time registration is calculated with regard to work hours, breaks, absence, and flex time. |
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Set up groups that define how to handle workers’ flexible hours. |
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Indirect activities |
Set up activities or jobs that are used for time registration. These activities are not directly connected to a production job or a project. |
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Set up premiums that can be assigned to a worker by a supervisor or manager during approval of registrations. |
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Pay agreements |
Set up pay agreements. |
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Set up pay types that are used in pay agreements. |
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Set up payroll statistics to be able to summarize pay types or view workers’ payroll balances. |
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Set up periods that are used when calculating pay for workers. |
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Set up work time profiles that divide a work day into different periods, such as work time, break time, and overtime. |
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Profile calendar |
Set up profiles for one worker or a group of workers for a period of time. |
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Profile group |
Set up groups that define which profiles to use for different work situations. |
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Set up and run synchronization of the various job types that can be used for registration. |
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Set up parameters for time and attendance. |
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Assign number sequences to various job types that are used for registration. |