Microsoft Hr Policy

Topics: Human resource management, Microsoft, Microsoft Dynamics Pages: 6 (1348 words) Published: April 16, 2011
Human Resource Management

Human Resources in Microsoft Dynamics GP – US and Canada
Empower employees with familiar tools. Human Resources in Microsoft Dynamics GP works like other Microsoft® products, so your employees and managers will adopt and leverage the solution quickly. Personalize user experience. Rolestailored access helps ensure that the right data is at your employees’ fingertips, while ensuring tight security for sensitive data. Fully integrate systems. Integrate with Financials and Payroll to reduce redundant entry and centralize data to provide powerful reporting tools for government compliance and strategic planning. Streamline application process. Identify top applicants and monitor hiring situations with customized interview forms and templates for acknowledgement, invitation, offer, and rejection letters. Ensure fair and consistent policies. Ensure that employees are treated consistently with a standardized hiring process and timely, effective HR services that build company-wide confidence and retain top-performing employees.

Manage every aspect of employee resources accurately, fairly, and with ease. Attract and retain top talent to manage employee information that supports informed, consistent decision making. Human Resources in Microsoft Dynamics Gp provides powerful tools that help you strategically manage your organization’s most important business asset — your employees. tm

Customizable schedules, pay rates, and hiring processes adjust to the way you work. Critical information where and when you need it provides the data you need to make quick, efficient, and strategic Human Resources (HR) decisions. All help you work more effectively with your staff, process payroll more efficiently, and offer employees better services and programs. Automate routine reports and other processes to focus better on the tasks that need immediate managerial control. Across the organization, you can record, track, and maintain employee data, including: • Attendance • Merits, demerits, and disciplinary plans • Salaries and promotions • Trainings, classes, certifications, and skills • Health and wellness data • Performance reviews, including scheduling • Weighting, scoring, and supervisory input • Government compliance • Automated injury reporting

Make your organization “People-Ready” with Human Resources in Microsoft Dynamics GP Claire • HR director / manager Claire is responsible for strategic HR planning and budget. She is responsible for workplace compliance policies and assesses workforce trends. Claire manages all facets of HR—recruitment, compensation, and benefits, training and development, and employee relations. Jodi • Compensation and benefits manager Jodi conducts compensation and benefit analysis. She maintains fairness in pay structures and ensures job analysis is tied to compensation planning. She handles preferred HR vendors’ relationships. Grace • Training / development manager Grace develops and maintains training and certification plans to achieve workforce skill and knowledge goals. She drives training programs and maintains training vendor relationships. What Human Resources in Microsoft Dynamics GP means to me: • Fully integrated, centralized data • Flexible reporting options for internal reporting, budgeting, and compliance • Policy controls that enable equitable treatment for all employees • Query tools that allow fast access to employee and applicant data • Online capabilites that provide secure, role-specific access to employees and managers

What Human Resources in Microsoft Dynamics GP means to me: • Flexible benefits and pay plan setup options that support variable and complex benefit and pay policies • Payroll integration that eliminates duplicate entry and reduces errors • “What if” scenarios using various salary adjustment projections • Online benefit view and enrollment options provided through Business Portal applications

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