End to End Talent Management from Microsoft · 2 E T E TET MEMET M MT incrementalgroup.co.uk E R Introduction Your people are key to your success as an organisation and investing

1 END TO END TALENT MANAGEMENT FROM MICROSOFTincrementalgroup.co.uk

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End to End Talent Management from Microsoft Dynamics 365 for Talentproduct guide


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IntroductionYour people are key to your success as an organisation and investing in the right technology to manage and support them is critical.

Digital technology is transforming the role of Human Resources (HR). HR is no longer just about finding job candidates with a certain set of skills and experience - it’s about finding the right experience, skills and the right fit for the company culture. HR cannot remain a department that functions in a transactional or even interactional manner – it is a vitally important business unit that needs to align with business priorities and deliver innovative talent solutions. Many HR departments are evolving into People departments to reflect the shift in focus, from seeing people as a resource to putting people at the heart of everything you do.

There are several challenges facing HR departments including the need to deliver to a multi-generational workforce that demands more flexible work options. This means you need to be agile in adapting human resource practices to meet the needs of the business and the workforce. Practically speaking, HR’s role is expanding beyond its traditional focus on talent management, process, and transactions.

In this guide we discuss:

» the trends impacting the modern HR department

» end to end talent management

» how Microsoft’s newest Human Capital management (HCM) tool can help


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HR Technology trendsWhile many trends are impacting the workplace, the four highlighted here are themes which are shaping the future of HR.

1. The changing dynamics of the workforce. The modern workforce has never been more diverse, with different models in play, more flexible operations and greater agility required.

Some of these changes;

» The movement from functional, hierarchical organisational models to more team-centric models, predominance of millennials in the workforce, growing representation of freelancers and contract workers; and

» multi-generational workforce each with their own needs are forcing HR to rethink organisational design.

2. The labour market has never been more competitive. With employment levels reaching their highest since 19751 it is increasingly more difficult to find great talent. Recruiters are having to apply a range of innovative techniques to gain traction such as passive always-on recruiting, analytics and video recruitment to help them identify and attract high caliber candidates.

With so much competition for talent in highly skilled job sectors, organisations are also becoming focused on their external employment brand and leveraging concepts from sales and marketing such as pipeline management and customer touchpoint management to win over the best candidates. 75% percent of potential employees consider an employer’s brand before filling out a job application. To attract the most qualified employees, and to best serve candidates, HR leaders must take deliberate steps to create and evangelize a dynamic employer brand.

3. The importance of culture and engagement. 39% of hires cited a “fun, engaging company culture” as the most attractive quality of a business2.

Organisations are approaching this challenge in different ways with a focus on;

» Flexible working - allowing employees the ability to work from home, or with reduced hours and more control over their time

» Work life balance - most organisations recognise healthy and happy employees are more productive and have several initiatives supporting wellness

» Fun environment - some are looking to build strong connections between employees encouraging regular social and team building events to ensure employees want to come to work there.

1 https://www.bbc.co.uk/news/business-451810792 http://www.mrinetwork.com/media/303951/recruiter_sentiment_study_1st_half_2016.pdf

39%of hires cited a“fun, engaging

company culture”as the most attractive quality of a business


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4. Analytics and intelligence. Management is becoming accustomed to having business intelligence (BI) on aspects of their business and expect this from their HR team. With the improvement in data visualisation solutions this has become easier. Predictive analytics has also become a major investment area in the last few years, with some strong use cases around flight risk and succession gaining market adoption. Now we’re seeing a growing influence in apps anticipating what a user’s next step will be and automating the process, along with bot-based solutions.

2 http://www.mrinetwork.com/media/303951/recruiter_sentiment_study_1st_half_2016.pdf


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Supporting an End to End Talent Management approach

HR must drive a connected, consistent end to end experience for employees. No longer focusing on hiring and firing but every step of the employee journey. A good HR system will minimise administrative duties and maximise the experience of candidates and employees.

Attract ExperienceHow you attract candidates and the experience they receive during this process is vital as it is the first impression of your brand. You can offer them an easy to use portal, with an intuitive application process that provides them information on the role but gives them an insight into the company and what it is like to work there.

There are many ways you can help your company showcase its unique culture and attract top talent, including:

» social media

» targeting ads toward passive job seekers

» creating job descriptions that focus on the business impact of the role instead of a list of required skills

A good HR system will minimise administrative duties and maximise the experience of candidates and employees."


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Engage ExperienceAfter you have selected your shortlist of candidates you need to send them to the hiring manager. Ideally you will provide the hiring manager with a consistent information set on each applicant to aid in the decision-making process.

During this process most organisations provide no insight to candidates about their application. However, it is beneficial if candidates can access the status of their application.

The entire interview process including scheduling can be automated to save time and speed up the process. A quick recruitment process is key to stopping another company beating you to it.

Growth Experience – Goals & LearningOne of the challenges of professional development is that employees often know they want to do it—but they’re not sure what it will lead to. They can be unsure which course to take or what the benefits are. Imagine being able to create professional development roadmaps, showing clearly what the outcome of training can be. This is motivating to employees, because they can clearly see what new roles will be available to them within the organisation.

Ensuring professional development is aligned with the objectives of both the employee and the organisation comes down to empowering employees to take control of their own professional development and this starts with setting goals.

It can be difficult to get a handle on professional development. Employees often don’t have a clear understanding of what the different paths are without training roadmaps. And if a manager doesn’t know what the employee’s career aspirations are, how can they recommend the right course? Even then, it takes a lot of work for people to find the right opportunities. Technology can assist in showing employees all the training opportunities that are available to them and how it will affect the trajectory of their career.

Employee Self-ServiceHaving a portal that supports your employees is a way to provide them with the tools they need to manage their own development, update their information and review actions. This will reduce the administrative burden on your HR department and encourage employees to engage with their own development, assuming the portal is intuitive and useful, it will be a real asset to your organisation.

Core Administrative HRYour HR system should streamline all your core processes and, in many cases, automate manual steps completely. Taking all your processes and building them into the system with clear steps, approvals and actions along each process. This reduces costs and delivers real business value.


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People AnalyticsWorkforce planning and turning people data into insights is both an art and a science. HR leaders are responsible for building cost-effective programs that can be tracked and analysed with technology. The future of work requires empowering employees to make insights driven decisions.

When considering the challenges of the employee lifecycle there is a solution from Microsoft that designed to support you.


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Dynamics 365 for TalentDynamics 365Dynamics 365 is Microsoft’s business applications suite. The applications are role based and designed to automate and improve your business functions. Dynamics 365 breaks down the silos between departments, offering you a fully integrated solution with data and intelligence at its core, giving you greater insight and knowledge of your organisation.

You can also easily build custom applications and extend your capability through third party solutions to find the perfect blend for your organisation.

Dynamics 365 is primarily a cloud-based solution but some of the applications are available in a hybrid or on-premise option. Harnessing the power of the cloud Dynamics 365 gives users advanced features like artificial intelligence and machine learning as standard.

Dynamics 365 for Talent Dynamics 365 for Talent is an end to end HR solution that supports you from hiring and on-boarding right the way through the employee lifecycle.

AttractDynamics 365 for Talent enables you to build personalised experiences across all talent touchpoints, starting even before you hire someone.

You can transform your hiring experience to shorten the time to fill roles and reduce your cost to hire. It enables you to create a collaborative experience across candidates, recruiters and hiring managers. Candidates stay informed throughout the process and are prepared for success by understanding the needs of the hiring team, resulting in candidates always selecting you as their first choice.

Attract Functionality

» Connect to LinkedIn Talent Solutions to source top candidates

» Create accurate profiles by integrating disparate data, including self-assessments completed by the candidates

» Select top candidates to participate in a transparent, collaborative interview cycle

» Use the interview scheduler to coordinate calendars, automate the scheduling process and communicate with the candidates on expectations

» Allow interviewers to easily provide feedback from their mobile device or desktop

» Shorten the time-to-hire, as hiring managers have easy access to interview feedback and can make an informed decision on who to hire for the position


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OnboardHiring is just the beginning, and as we all know hiring the right talent does not guarantee business results. In many companies, new hires show up for their first day of work and nothing is ready for them. They waste days and sometimes even weeks, setting up their workspace, PC’s permissions and trying to determine their actual role responsibilities. Meanwhile, HR is on the hook for employee attrition and many new hires leave out of frustration in the first 60 days.

Dynamics 365 for Talent helps you empower people to achieve more by giving them proven processes, familiar tools and intelligent guidance to take the next best action - so they can do their best, impactful work. With Microsoft Dynamics 365 for Talent you can streamline provisioning and training processes, while helping the new hire make critical connections that are required to hit the ground running.

Onboard Functionality

» Create a personalised pre-boarding and onboarding experience

» With tailored pre-joining processes you can ensure everything is ready before day one to reduce delays

» Share critical resources and relevant documents to get your new hire productive

» Create onboarding milestones and task lists

» Identify critical contacts and help make connections

» Discover communities to join

» Monitor the success of the onboarding progress

Core HRManaging your employees is a vital step of HR and something that Talent supports you in. Dynamics 365 for Talent is a single workspace tailored to specific roles that empowers you to give a lot of capability to your employees. For users of Dynamics AX or Dynamics 365 for Finance and Operations this will be the most familiar section as there is much overlap in the HR capability there but with some improvements to not just the look and feel but especially around absence management.

Enable managers to initiate changes themselves, such as requesting employee transitions, without requiring intervention from human resources. This helps you reduce the administrative tasks to free up time for more strategic initiatives.

You can encourage employees to proactively promote their careers with universal profiles that showcase their skills, and a personalised portal that aligns their competencies with career goals and opportunities.

Give managers the ability to build high-performance teams. Provide real-time data about their organisation, track accomplishments, identify issues, and take immediate action to optimise team impact.


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Core HR Functionality

» Redefine benefits administration with improved enrolment and reporting

» Improve compensation management

» Simplify leave and absence reporting

» Provide intuitive self-service capability for employees

EngageDisengaged employees are less productive than engaged employees. How you manage performance and feedback is critical to keeping your employees engaged and driving impactful business results.

Employees are often disengaged when they don’t have visibility of actual performance in real time because the data just isn’t there and processes are disconnected.

Engage Functionality

» See up-to-date performance dashboards that reflect real-time data

» Give people tools that enable them to track accomplishments and visualise their performance at any given time

» Get full transparency around employee performance, so corrective action can be taken immediately

» Build an environment of trust and goodwill, because employees know that they will be rewarded when they perform at high level

» Turn performance into a daily, two-way conversation that leads to satisfied employees and efficient managers.


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Prices and LicensingDynamics 365 for Talent pricing is on a per user per month basis. For this you get access to the platform on any device with an internet connection.

Most of your HR team will need a full license this will allow them to access the full system, post jobs, access the analytics, carry out processes and the full range of functionality available in Dynamics 365 for Talent.

Team member licensing is required for every employee in your organisation. This gives them the ability to access the portal, update their information and action tasks.

Full license£30.16

Dynamics 365 plan£158.36

Access to allDynamics 365applications

Team member /Employee£6.00

Unified Operations£143.27including Financeand Operations

and Retail

Dynamics 365 also offers two different bundled options where you get access to multiple applications as part of the license including Dynamics 365 for Talent.


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The Microsoft Eco-systemWith Dynamics 365 for Talent you get more than just the functionality of the system, you get the ability to integrate, automate and bring intelligence into everything you do.

Office 365Deep integration between Dynamics 365 and Office 365 brings together the two worlds of leading business process and personal productivity suites. Historically users have been the point of integration between business processes and the email, spreadsheet and word processing tools they use. This meant a lot of time flipping between apps and a lot of cutting and pasting. With Dynamics 365, the structured workflow of business apps is connected with the unstructured work of collaboration and productivity for empowered employees, and a much more productive experience.

Cortana IntelligenceMachine learning, and Artificial Intelligence have emerged as key to unlocking the value organisations implicitly hold in the vast amounts of data stored about customers, transactions and other events.

Cortana Intelligence is a Suite of service offerings on the Microsoft Azure Cloud which along with Azure Machine Learning, are natively embedded into Dynamics 365 to deliver predictive intelligence that gives users actionable insight and prescriptive advice for next best actions.

PowerAppsPowerApps is a low code (or no-code) tool for building custom business apps that connect to your data - Office 365, Dynamics 365, Dropbox, Twitter, and other common Software as a Service (SaaS) and enterprise services, and work across the web and mobile – without the time and expense of custom software development. Microsoft is encouraging business users to see this as an affordable way to create any custom applications to fill any specialised requirements not covered in the rest of the Dynamics 365 suite including extending Dynamics 365 for Talent.


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Why invest in Dynamics 365 for Talent? » Cost and time savings – Automation of basic tasks, the self-service portal and

the integration with Office 365 provides a clear way of improving productivity across the HR department which will be a key driver of ROI across the project.

» Business process improvements – You can redesign your business processes and automate many of the steps involved. Talent can also remove uncertainty and ensure that all key actions are taken before moving onto the next step.

» Leverage the power of Microsoft Cloud – By using Dynamics 365 you are moving your business to the cloud, not only will this increase the reliability and access to the system, it provides you a secure and easily extendable HR solution.

» Empower employees with connected talent experiences – Improved information, goal setting, learning & development and career progression all provided in the easy to use portal will empower employees with the tools they need.

» Gain better Insights – With the inbuilt intelligence across the platform including Power BI dashboards it has never been easier to view your organisation and delve into anything unusual.

» Make productivity gains across the Microsoft eco system – for users of Office 365 and Dynamics 365 solutions, the full integration available, offers additional opportunities to improve productivity.

» Provide a platform to drive an efficient and high performing organisation - D365 for Talent helps you design a high-performance experience across the talent lifecycle to create engaged, productive teams that deliver for your business.


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Improving HR metricsDynamics 365 for Talent supports your HR team to meet and improve its key metrics. 3

1. Attract the best people – Talent allows you to identify and target the best candidates and deliver an experience that will make you stand out from the crowd, while showcasing your culture and benefits throughout.

2. Support new joiners – on average organisations face a 30% turnover in the first three months. Using the onboard capability, you will be able to properly welcome every new joiner, reducing the normal pains of joining an organisation. Ensuring they are set up with all their access and technology, upfront information about the role, key people in their teams.

3. Reduce attrition - It costs 150% of the salary to replace someone in a management position. By offering a platform that supports better performance management, clear succession planning and the ability to target and reward your top performers you can ensure that you keep the talent you want and have people available with the desired skills and experiences internally to fill any gaps.

4. Improve employee engagement – Actively disengaged employees cost their organisation 34% of the salary of the employee, according to a Gallup study. Using the communities, the development tools and the performance management capability it is easy to keep on top of disengaged employees and help get them back on track.

5. Drive efficiencies – Achieving more with less, through Dynamics 365 for Talent. Focusing on the areas you can automate, and self-service will continue to make your team more efficient.

6. Supporting accessibility – 56% of employee use more than 3 devices at work and Dynamics 365 for Talent is available on all of them and can easily be accessed on the go.

7. Management reporting – 20% of a CEO’s time is spent on talent management. The clear reporting capability ensure you can provide real insight and demonstrable actions to your senior leaders supporting the strategy and next steps.

3 Microsoft whitepaper - 4 http://www.gallup.com/services/190118/engagedworkplace.aspx


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About Incremental GroupDigital technology provider, Incremental Group, is one of the UK’s longest established Microsoft Gold ERP Partners with over 20 years’ experience of designing, implementing and supporting mission critical Dynamics 365 and legacy Dynamics projects in both the private and public sector.

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End to End Talent Management from Microsoft · 2 E T E TET MEMET M MT incrementalgroup.co.uk E R Introduction Your people are key to your success as an organisation and investing