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[Music] so thank you for tuning in to our dynamics 365 uh for human resources uh webinar my name is ben mitchell i am a hr solutions consultant here at crg pleasure today to take you guys through dynamics 365 hr so let's go ahead and get started so today's agenda agenda we're doing a high level overview of dynamics 365 for hr so what you get what's included what's all the functionality um and then we're also going to get into a live demonstration so all the different modules and functionality using d365 to sort of transition transition or transform that hr management perspective from uh from hr administrators empowering our employees and managers with their self-service tools going over the different workforce intelligence and analytics tools included in the system and then i'm of course ensuring compliance and then uh talking a little bit about the licenses and how you could potentially leverage microsoft 360 like 365 licenses you may already have so a little bit about us before we dive in so corporate renaissance group is acquisitive company and we've been in the dynamic space for a little over 25 years now it's quite a long time we have experience in the the erp accounting finance uh performance management hr business intelligence and you know many many of you may recognize us from different uh add-ins or apple uh dynamics applications we we have developed so we we work with clients all around the globe and uh every industry um and our goal is to to be our clients go go-to partner for technology enablement and and digital transformation uh with microsoft so in fact uh we've been in the hr space as well for a little over 17 years now in fact we developed a proprietary performance management solution called m-perform uh 17 years ago and we've helped organizations leverage uh their talent to to drive success at their organizations so we're very excited when uh microsoft came out with the uh dynamics 365 uh hr and right away we jumped at the opportunity to start working with it at first it was called dynamics 365 for talent and then it's sort of transformed over the last couple of years into dynamics 365 hr um so we're we're really looking forward to to walking you through d365 hr um and showing you how we can bring value uh to your hr processes so dynamics 365 for human resources is the one of the more newer uh applications or or um yeah applications for within dynamics 365. um it's helping organizations and hr administrators administrators employees managers uh use make get data-driven insights out of their hr processes and help the employee manager hr professional experience um from from again that data-driven uh perspective so what we're gonna be covering today in the demonstration or sort of the flow we're going to go through is we're going to look at the employee perspective first so that's managing our own information you know accessing our job descriptions you know submitting leave those sort of things we're then going to move into the manager experience where we can look at our manager in sites manage our teams um and then move into more of the hr professional experience where we're looking at compensation and benefits employee um enrollment leave an absence then of course we're going to touch on the analytics and extensibility of dynamics 365 hr so out of the box capabilities with d365hr with organizational management you have everything like organizational hierarchy charts managing your jobs and positions within the organization setting up an employee profile and tracking the specific information we need to track about those employees and maybe any attachments and documents managing personnel teams within the organization task management is an interesting one because that is they're sort of like checklists if you get a new hire and you're doing some onboarding or you're doing off-boarding for an employee when that when that task happens what it can do is disseminate different activities or tasks across the organization for that uh onboarding or off-boarding process and that can we can set that up um so that um that'll will happen automatically when those events trigger um business processes and of of course compliance when we get into the employee experience there is an integration with microsoft teams which i will be showing you there is the employee self-service experience which we'll be covering in detail the manager self service experience we'll also be covering in detail and of course there's the employee development with performance reviews goal setting uh training and certifications etc uh quite a in-depth compensation and benefits functionality here so fixed and variable plans um how we type maybe if you do tie performance into compensation uh benefits open enrollment flex credit plans uh all those things are available leave an absence so what are what are your plans vacation you know adoption leave uh how do we manage requests within the organization and eligibility and all the rules around how employees can accrue that leave um number those leave balances extensibility is a you know one of the most probably the gr greatest strengths from microsoft and uh of course we have lots of tools available for that extensibility like appsource it sits on the common data service you have lots of access to analytics as well as power bi uh powerapps and of course the microsoft cloud but we're going to get into that in a little more detail on the next slide so again the extensibility of dynamics is one of its greatest strengths microsoft has worked diligently to uh make a quite a large portfolio of par software as a service partners uh for integration with dynamics 365 hr so what you can see here is the the dynamics 365 human resources uh capability wheel so within that wheel we can see all the different functionality that we have that we just covered and that sits on top of what's called the the common data service or what now is called the dataverse and with while it sits on the that common data service there's lots of different tools that microsoft has made available so that if there aren't any apis or developed connectors with your existing hr software like such as payroll or your ats we can go ahead and build it with those tools that microsoft has provided to us so uh powerapps uh to make sure that we're making uh we're getting the data from one system and bring it into dynamics 365 hr or the other way and of course power automate to make sure that uh data is flowing seamlessly from one to the other and of course it's azure based so if you do have azure active directory all single sign-on functionalities are there for you so again the the portfolio partners for microsoft is growing um so they're they're you know any of the current uh hr softwares you may be using at this point such as ats or payroll may already be developing or have developed connectors or apis with d365 hr um and some of the common ones here so for talent acquisition in the top right hand corner if you're using linkedin talent hub there's already connector develop for that isims is one of uh microsoft's uh partners and they they've developed an api as well and then with payroll you know there's ceridians uh ceridian adp uh learning and development tools of course linkedin's owned by microsoft so they have connectors for that any other performance management systems you're using you can build that integration lots of people in analytics so power bi um any other microsoft forms right any other analytic tools that you may be using and of course uh all the other dynamics 365 applications as well such as dynamics 365 finance so uh people analytics powered through power bi so there are lots of out of the box reports and analytics available within d365 hr but the nice thing is maybe there isn't a report that you uh that you're looking for out of the box you can go ahead and develop that in either power bi or any of the other analytical tools that you're using and embed them into d365 hr so we're going to get into the analytics once we get into the demonstration as well so while d365 hr is one of the more new dynamics applications we are not new here at crg to working with dynamics we have many many years of working with dynamics as well as the extensibility with dynamics 365 so whether that's data warehousing and business intelligence so we you know bi for dynamics and power bi employee performance management as i mentioned m-perform is our proprietary performance management tool uh we also partner with isims for ats retail marketing and uh there is a large portion of the organization that works with workday adaptive insights board and different planning and forecasting tools okay so at this point let's go ahead and take a look at d365 hr and get into it so right now i have logged in as uh i'm the i believe the marketing manager at a usmf right now and i have access to d365 hr as an employee as a manager as well as an hr professional so on the left hand side here i can see i have access to every single module available in the system now depending on my security level or on my role at the organization only certain modules may show up for me so if i'm an employee for example i may only see home people and employee self-service if i'm a benefits manager maybe i only also see benefits management okay so depending on the access we provide these uh modules or options on the left-hand side can change on the main page here i i can see my my workspace with all the different tiles so again these are the the areas that i have access to so leave an absence learning personal management are all examples i have the company calendar here on the left hand side and also i can see any items that i have on the to-do list so right now it looks like i have it someone is transitioning on my team so the system has assigned some items to me that i need to complete for chuck with these tiles on the main page it is not limited to the functionality within d365 hr if you have other applications like a performance management system or a link to your payroll or benefits provider we can create a custom tile for you and embed that in here as well and that'll actually allow them or the users to open the application within d365hr you can also go ahead and access office 365 by clicking in uh to the top left-hand corner which will give you access to all your other office applications okay so let's get into the employee self-service experience so again i'm in here as benjamin martin i'm the sales and marketing manager and when i come to employ self-service i am first brought to my own information tab here where i can manage all my own information based or surrounding sort of hr functionality so under my summary i can see any work items assigned to me i can see if there has been any uh questionnaires that i need to fill out so if we're doing employee engagement surveys um you know work from home surveys those can all be uh created within d365hr and then disseminated to employees so that they can fill those out i also have access to my company directory so no more taping up a piece of paper on the to the side of my desk with all the the phone numbers and emails for people at work i can access the active directory here for the the other employees within my organization and i can also see my team's absence calendar so i'm i am a manager right now it looks like it's just me i have some vacation coming up in a little bit um looking forward to that uh but if there are other uh members of my team that have vacation i have a nice calendar here right now i can sort of manage leave and absence so my career information there are some more tiles available here the first one is time off balances so i can see right now it's showing my pto my sick and my unpaid leave balances right now if i'd like i can go ahead at this point and just request time off and what happens here is i can choose the different type of leave plans i have access to so if i want to take some more vacation i just choose the uh so i'm going to take tomorrow and friday off you can see that the dates populate here for me i can then put in the amount i felt like i can even split the days so let's say i'm going to be sick for the morning and then i want to take vacation for the afternoon i can absolutely do that again any attachment so if i'm an employee taking some sick leave i can upload a doctor's note um and then again i can see my balances here at the bottom when i click submit that is going to follow a leave approval workflow so that may go to my manager for approval uh it may just approve right away or it could go to some other role at the organization so maybe it goes to the hr business partner or something like that so this is driven by workflows within the system for approval now the nice thing about leave time off and and leave of and absence is that as an employee if i want to request some time off i don't necessarily have to come in to d365hr there is a teams application for d365 hr where i can come in i i download the human resources application and if i'd like i can click time off and that'll pull up all my leave balances and the history of the leave that i've taken over the last little while so my balances are up here i can see any upcoming and then you know all in my history of all the time off that i've taken so i can either submit a request here or let's say i don't want to look at all those numbers there's also a nice i i would call it or describe it as a bot that i can interact with here as well so if i want to go ahead and take some time off go ahead and send that it's teams is going to respond to me with some more information okay so what type of type of leave am i taking so let's take sick leave and then as i go through that process and finish that that is then going to feed back into d365 hr be recorded in the system and then of course it's going to follow the same approval process that it would as if i uh submitted this request in d365 hr so we also have the task list so i don't have any overdue tasks i don't have any that are due today but if i have a list of tasks so remember we saw those ones for chuck that we need to do for his transition i can come to my task list and see uh if there is any instructions or information about these tasks if there's a contact person um if i'm if i'm having any issues and i can decide whether or not it's i completed or completed or if it's in progress or cancelled and i can also reassign it to someone if i have that permission uh course registration so i'm not registered for any courses at this point but we can set up courses in d365 hr with agendas and you know links to content and instructions and even questionnaires if we want to do some tests after it and we can make those available to employees for registration so i can see if there are any open courses we don't have any at this point but you can set up courses for either optional enrollment or you can even just assign it to certain um business units within the organization so if there needs to be an annual certification done as an hr administrator i can just assign those courses um with all the information such as where the where the course is done how much time it will take so the all that can be managed in d365 hr certificate management's very important so i can see that i have my online marketing certificate here uh that it doesn't expire for a couple years and i can view all my my certificates that i that i have or that may be expiring um for performance reviews those can also be done in d365 hr so i can see that i have an appraisal coming up on well two years ago i'm late on my performance review and um i can view that performance review or going to start completing it uh and this one's for myself because it is under my information any performance goals so throughout the year if me and my manager have been working on some goals and i want to go ahead and add them in here i can see the goals that have been assigned to me and i can also track skills so my position requires certain skills and we may have set certain all of our positions up to have required skills uh when we're doing hiring so if i do want to go in and view the skills that i have so right now i have all of these skills so i can either as an employee go in and update my skills or as a manager i could even go in and update skills for my direct reports so let's say i need budgeting it can be the actual so i can just say yep this is the skill they currently have or we can make it a target something that we need to work on okay so maybe we need to get myself to an advanced level of budgeting we need to set a due date of when that needs to happen so if i'm you know i'm moving into a new position and the end of july needs to be done by there and i can even assign an examiner if i want someone else to assess whether or not i'm reaching that level of skill and you can fill in the the years of experience as well so it's a nice tool if you're sort of for managers to look at their teams sort of see what the bench strength is or if you're looking to hire or develop within the team or promote within the team um compensation uh is by default hidden but i can go ahead and show that and i can see that my what my annual salary is what my last increase increased amount was and if i actually click into my salary it'll give me my fixed compensation and variable variable compensation history over the years and all the information is available to me attachments so i have any documents that i want to attach to my record such as certifications whatever they are i can go ahead and attach them here and then the benefit self service uh will be available and i'll have access to different things when i come into the benefit self service as an employee depending on whether or not it's open enrollment or if it's just throughout the year and i want to access um my the benefits information that i have so depending on what benefit plans we have at the organization and what benefits that i'm eligible for certain tiles will show up here for me so health insurance you can see i just have this one health insurance here for fitness we have a fitness plan at the organization if i want to see any information about that fitness plan i can go ahead and click on it and any information about that fitness plan will show up to me and retirement as well so if it's open enrollment i can go ahead and add these plans to my cart over on the right hand side here it'll give me my balances once i'm done and then when i'm ready to check out i can agree and then check out and what that's going to do is send it to hr the benefits manager for review and then as during open enrollment when these come in they can either approve them send them back and they they have that functionality there's also additional information on the right hand side so i'm going to use a performance journal so let's say i've been having weekly um one-on-one check-ins with my manager i can use this performance journal just to track what we've been talking about in those one-on-one check-ins right so one on i can put any notes or what have you from the meeting um date do i want to share that note with my manager because if it is based off of the meeting we have maybe i want to do that i can even put keywords in here to make it easier to find later on and i can continually add notes links or attachments to this journal entry and when i save that it's going to get saved in my my journal and i'm going to be able to access that you know throughout the year pretty much at any time or let's say when i'm doing my performance review so i can have a performance journal about my own performance i can also send feedback to others at the organization so maybe i want to send some feedback to i don't have anyone named holly um anyways i can find who i want to send it to put in the details of that feedback and when i click send that is going to be available to whoever i sent that feedback to competency so any courses that i've taken my education positions of trust and all my professional experience uh from an organization standpoint the job details so if i'm looking for my job description you know i don't have to go to hr to find it we can make sure that it is right here and included um for the employee to access on their own fill in the put the job description in any skills that are required for their role and all that all the rest of the information that you may want to include with the job description loan equipment so i can access and see what equipment is currently loaned to me when i'm supposed to return it and hr can fill a library of all the different loanable items that they have out there so if that's they can be credit cards parking passes tablets monitors um which can be really helpful uh when you know we're moving to uh an environment where a lot of people are working from home and we're loaning out items to that for them to bring home and of course uh questionnaires that you've completed over the the history um of your time at the organization so that is what when an employee comes into the system that what they'll see under the my information employee self-service tab what they can also do is come and edit their own personal information so updating any addresses that they may have um contact details so if it's phones email addresses linkedin whatever it is they can update it here personal contacts so once you you can either add a person or a certain organization when you add a person it's also going to ask you certain information about that person such as you know are they emergency contacts are they a beneficiary which will then roll over into benefits and then you know identification numbers and all the details about that uh contact uh identification numbers driver's license pap passport information payment methods so the employee can either choose check or electronic payment and they can put in multiple different bank accounts um and they can actually choose to split uh payments between two different accounts so you could they could put some into their checking and some into their their savings and they can manage that themselves under the personal information if we give them that access of course they can upload a image as well so in the real world a lot of you know a lot of times there would be a lot you know back and forth between the employee and hr updating this information so what we're doing is we're not only empowering employees sort of manage their own information but we're empowering the hr professionals because now they don't sort of have to deal with this on a day-to-day basis and it can it can either be done by the employee and approved by hr we just open it up for the employee to manage themselves so that is high level from an employee self-service perspective now i'm also a manager at the organization so if i'm a manager i'm going to get this extra tab here that's my team it kind of looks like a similar screen to my information i have this summary page on the left hand side where i can see any pending time off requests that i need to approve um i can see my manager absence calendar as well team skill assessment so if i'm just trying to see okay where do our skills lie across the team looks like nicole's the only one with some skills here and i can also do a skill gap analysis so let's say we're looking to make a move within the team i can look to see maybe we want to move nicole to a marketing manager so i do that and click update it's going to show me okay what are nicole's actual skills and then what are the target skills for a marketing manager position so we can see she's actually pretty pretty close so maybe we just want to if we are going to promote her from within the team maybe we want to just work on our graphic design a little bit so another nice tool for managers to sort of uh manage their own teams and and sort of do like a little some succession planning within their team i can see all my team's performance journals um that i've been leaving performance goals right so right now i know that we did we're all working on the same project so project completion is a goal that i've assigned to all of my direct reports and i can pull those into the performance review when we do that and i can uh certain measurements you know end date update the percent complete any custom measurements we want to put in there we can do that as well uh access to team performance reviews which sort of ties into the goals because goals that we work on throughout the year can then be tied into my team's performance reviews so right now we can see we have a couple appraisals coming up for nicole glenna and neva um so right now project completion is already added to nicole's if i want to add another one yes sales awareness is something she was working on i can go ahead and add that goal as well and um competencies that they may be working on any overall comments that we want to include i can update measurements provide any final ratings and their sign offs included as well and these these appraisals or performance reviews will follow a certain process whether it goes to employee for self-assessment and then into the manager and we can decide that based on on your process uh exiting workers if i have anyone on the team uh leaving soon i can i can manage that and i can see if i have any open positions on my team as well that i may need to fill now on the my team information tab this is where i can see uh all the basic information about my team so they're all here we just have a basic summary if i want i can look at their current positions see how many years they've been in that position see their seniority date birthdays we know those are important and also see their compensation of how much they're currently being paid any leave in absence the reviews and recruiting requests now there are some worker actions available to me as a manager and we can turn these off or on depending on what the requirement is i can either i can request if a worker to be reassigned i can actually request someone to be terminated request a compensation change or i can um even request time off on behalf of an employee so let's say i need to request some sick time on behalf of someone if we've given that access me as a manager i can go ahead and request that time off for augustina now if i let's say we want to request a termination for augustina of course there's lots of information included with that um so i have to put in a termination reason all of the uh the information associated compensation leave uh if are we assigning an off-boarding checklist filling out the justification for that termination and that's going to go through an approval process and most likely get it directed either to my manager or to hr so all those worker actions are available to us as managers and then i can also send requests generally for maybe i need a new employee on my team so i can request a new employee um to get moved on to my team i can even request contractors or let's say there's a there's no employee available i can request send a request to hr um to recruit someone so let's say we need a water spider and i need them to you know our busy season starts around july no so we'd want to do it for june and when i click continue that request is going to open up i can fill out all the information about the position educational requirements and what that's going to do is then send that to hr so that they have all the information and they can either open that up in their ats post it onto their website and do what they have to do or reject it okay so that is the manager self-service in in combination with the employee self-service um under the the people tab is also something we would have access to as an employee and manager so i can see sort of the reporting structure here you see the president who i report to um so julia the marketing executive i see all my direct reports and if they have direct reports i can click in and see that as well and there are some minor functionalities that i can do here so like verify employment etc see my years of service so what we're going to do now is we're going to get into a little bit of the experience from the hr professional so personnel management is one of the probably the most common place that hr professionals will be in because it has everything to do with the employees workers at the organization that we're in charge of so personal management in the top right hand corner i have a little bit of a summary here so there's 81 employees within usmf um we have five contractors how many positions we have open address changes etc and then the certain tabs here will give me information about uh things i may need to deal with as an hr professional so we do have some candidates to hire here so i can i can click higher so say we're gonna hire cameron let's get again get asked a bunch of information for me do i want to assign that onboarding checklist i can go ahead and do that we see starting soon any employee changes at the organization so hires if there was someone that termed any transfers etc to manage all the different open positions that we have see any expiring records and then also any recruiting requests that have come through so i can see that i submitted one and i can also make my own requests depending on who that goes to so all that all those options are available to me but one of the more important things here is that we have access to lots of out of the box analytics and reports when it comes not only to personnel management to all the different modules so when i come into here you can see there are quite a few out of the box reports so this is people metrics open positions total fte average employee tenure and then down at the bottom we have different categories so we can do some head count analysis uh workforce demographics so who's working at our organization language is spoken and then you can see at the bottom you know seniority analysis people by department and all those um reports are available out of the box but as i mentioned earlier if there are certain reports that you may be looking for you can develop those reports in power bi for example and then have them embedded in d365 hr so links is the tab that you'll always you'll see all the different functionality available if you're an hr professional um employees is going to be a big one for hr professionals because this is where they can see all the the list of employees at the organization and if they'd like they can click into the employee and see their profiles right what their title is worker summary their personal information and demographics are they married how many dependents do they have are they married or not military service so that's basic information we can see their employment history as well uh compensation uh some fixed variable plans and then up here at the top we can also do certain actions right so we can terminate we can change their position um we can change their position assignment so if they're making a lateral move i can do it myself as an hr professional i don't need to have requests sent to me i can see different versions so if i want to see this employee as they were in 2018 i can do that and then i can also manage any of their personal information here as well so if we haven't opened up the ability for employees to manage their own information i can manage that as an hr professional or any role that we've given access to update the personal information for employees verifying employee details and this is the where hr professionals are going to have access to all that employee information i can also attach any documents that i want to keep about an employee up here and then when people come into this employee record if they have access they'll have access to those attachments or documents i can also at any time just add a new employee and again it's kind of like hiring it's going to ask me for all the required information okay so we're going to get into some of the other modules so task management is where as an hr professional i can manage all the certain tasks that have been assigned so we have onboarding off-boarding and transition so we don't have any onboarding or off-boarding tasks at the moment but we do know we have a transition so i know that there's a these two items were assigned to me if i want i can go in again and see all the information just like the manager did and this is also where we can manage the checklists that we have at the organization so the onboarding checklist if there's one in here so we can see that there's an onboarding checklist for all employees maybe there's a separate one for executives or u.s compared to canadian and all of these tasks have been added to this checklist so we can add a task from a current library or we can make a brand new task and add it to a checklist and when we go into these items there's certain information so maybe we have links that are associated with it we can assign it to a specific individual so let's say it's we have like an i.t person that we want to assign it directly to we can do that or we can just assign it to the position a certain position at the organization as well we can set up our due dates and include any instructions associated with that task so we set up that task list make sure we know who it's going to and then any time that someone assigns this task list all these different tasks are going to be assigned to their who who needs to deal with them and then we get to manage or see that and track that as an hr professional leave an absence so on our leave and absent plan menu we see all the different leave-in apps and plans that we have here we can see the amount of enrolled workers that we have the accrual frequency so we come into vacation lots of different information we need to include about our um leaving absence plans and cruel schedule so if they have you know they accrue something different based off of you know three years um of time with the organization we can have a certain accrual schedule set up for that um set up carry forward rules and then of course assign it to employees of the organization benefits management summary page again i have type as a benefits manager um i would have access to the summary screen so i can see there's some unconfirmed uh selections i can see all the selections in here so they're sort of just waiting on checkout um and i can see anyone enrolled in benefits um open enrollments with no checkout plans all right i can see those details as well um and then i can also enroll eligibility processing right so before we we open enrollment uh based off of our eligibility rules for the different plans and our basic basically the worker demographic information we can run that eligibility and and then um see that see the results here see if people are eligible or not life event processing so life event processing can be done manually by the hr professional if they want so maybe you want to do live event processing once a month or every two weeks you can do that or we can set up a job that will run that in the background and then certain life events so whether or not that's someone changing their marital status or you know adding a dependent certain life event rules uh will kick into effect and either you know cancel certain plans or or open them up for for new selections of course you can also update any of the rate changes those benefits plans there are there's also flex credit programs available now so if you as an organization assign flexible credits to employees that they can use for benefits and you can set up that plan as well compensation management allows for both fixed and variable compensation plans so variable would include bonuses uh um equity assignments and the profes the hr professional or compensation professional can manage all that from this screen as well you also have your compensation management analytics here so if you're looking um for things like pay equity and that sort of thing you have access to that information here employee development is basically performance reviews goals competencies everything associated with the employees development and they can be created and managed within the system so we had a chance to look at the performance review and those uh those goals so again as an hr professional we have access to all that on the the back end learning is again if we're doing the course registration i can manage the different courses that we that we set up all the participants that may be joining or i can even assign participants if i would like and then we can set up questionnaires so these questionnaires can be assigned to certain courses that uh employees may be taking or we can just create any questionnaire like i mentioned before let's say a work from home or employee engagement questionnaire we can create those and then disseminate that to the organization once we get those responses back we have access to analyze uh those results compliance so this is more case management injury illness uh incidents so i can see here we've had a couple injury and illness um incidents here so for john emery uh he had an injury to his arm and when i create a new case we we fill out all the the information right so who is the worker what was the incident and where it was at what time it happened how many days away from work any costs uh associated right so if they had to get an ambulance or go see the doctor i can include those costs as well so we can keep track of that any attachments keep track of the the treatments provided to to the employee and then any filings that we need to attach to the case and i can uh leave it open or this one was closed but i can either close it or reopen it if anything else opens up so that's where we can manage injury and illness and any other maybe a just general hr case that you want to manage as well you can do that under compliance uh business processes are kind of like check-ins or sorry check lists like onboarding off-boarding transitions but they're more they're not associated with those things so let's say you have like an hr uh audit process you could create that hr audit process in the system assign all the different tasks associated with that uh process and then when you run that process again it's going to assign work items to users within the system so you probably the hr team if you're using an hr hr audit process and as an hr manager you can come in and create those processes and launch them when you need to and then of course there's organization administration system administration that we're not going to get into but that's what handles most of the administration's setup um in the system so that is a very high level overview of d365 hr from the employee manager and hr professional experience as you can see there's a lot of functionality in here so if you do want to have a closer look at the the modules or functionality in more detail please let us know we'd be happy to show you and we're going to jump back to our presentation here sorry about that so implementation for d365 hr we follow a seven step process all the way from kickoff um and then of course discovery and requirements and analysis of all the requirements and setup that we need in the 365 hr if you are going through this process that is sort of where you get to make the decision on whether or not you want to continue um building this out and if it's going to work for your organization so set up and configuration there's training involved it's basically getting all the different modules up and running for you lots of administrator training so that you can manage uh the system on your own and of course you launch and then there's some ongoing optimization so you don't have to roll all modules at the same time you can roll them out one by one or in in groups if you'd like so a recommended elapsed time for an implementation is between eight to twelve weeks of work but it really depends again on how many modules you're going to be using or how much time the team has to dedicate towards the project as well but we make sure we work closely with you and and your certain deadlines for a new hris or a d365 hr system so pricing i'm sure you all want to know so this pricing is in canadian so there's three different types of licenses for d365 hr so there was an hr full user that was the experience that we went through today right i am a a full user i have access to everything in the system um or like maybe i'm a benefits manager and i have access to like the back end of certain modules that full user license comes in at 153 dollars and 60 cents canadian and there's a minimum of five of those license required when you deploy an environment team member licenses are d365 team member licenses they will give full self-service access to d365hr but these also team member licenses also give access to any other d365 applications that your organization may be using so if you already have team member licenses you can utilize those to give access a self-service access to employees for a d365 hr and if you don't have team member licenses and you all you need is the employee to have self-service access they need to submit some leave maybe manage their own information um that self-service license is available as well and that's five dollars and ten cents per month um if you do have any information about pricing um please let us know uh we'd be happy to provide that for you it's a pleasure being here with you guys today thanks for joining thank you very much