infotechEmployee records
Organise worker and employment information in a consistent structure. Define the ownership and update process for records used across the employee lifecycle.
Dynamics 365 Human Resources
Put people at the center of your processes.
Make HR information easier to manage and employee experiences more connected.
Built forHR operations, people managers and employees
The focusEmployee information and workforce processes
Our delivery approach The business perspective
Technology witha clear purpose.
Manual administration can distract HR teams from supporting people. Consistent records and coordinated workflows help make everyday tasks clearer for employees and managers.
Reliable people processes begin with clear records and understandable responsibilities. HR needs dependable employee information; managers need a practical way to complete tasks; employees need to know where to find information and how to request changes. We help define those journeys and the access required for each role. The scope also considers the systems surrounding HR, including payroll, recruitment and reporting, so the design reflects the full employee lifecycle.
Explore the possibilities
Built for the workthat matters.
A closer look at the capabilities and decisions that shape a useful solution.
Organisational structure
Maintain positions, jobs and reporting relationships. Connect organisational changes to the processes and access decisions that depend on them.
Leave and absence
Review leave plans, requests and approvals. Align the configuration with the policies and operating requirements that HR needs to administer.
Benefits and compensation
Support the administration of relevant benefits and compensation information. Review eligibility, records and access needs with the responsible HR stakeholders.
Employee and manager tasks
Make routine information and requests easier to access. Design the experience around the tasks each role needs to complete.
Payroll integration
Plan the exchange of employee and pay-related information with payroll providers. Confirm the integration responsibilities and reconciliation required for the selected solution.
From capability to everyday value
See itin practice.
Explore possible starting points for your organisation. Each scenario connects a business need with work to consider and measures to review.
HR operations · Illustrative scenario
Make employee changes easier to control.
A change of manager or position must be reflected in several processes. Define the authoritative record, required approvals and downstream updates. Validate how the change affects reporting and access, including the handling of a correction made after the event.
What to measureRecord accuracy and change completionAgree a baseline and targets with your business owners.
Employee experience · Illustrative scenario
Give routine requests a clear route.
Employees rely on email to understand leave balances or request updates. Review the most common tasks, simplify the steps and make status visible. Test with employees and managers so the experience works for people outside the HR team.
What to measureRequest completion and avoidable follow-upAgree a baseline and targets with your business owners.
Payroll coordination · Illustrative scenario
Reduce ambiguity at the handover.
HR and payroll reconcile employee changes close to a processing deadline. Agree which data moves, when it is considered ready and how exceptions are resolved. Rehearse a representative processing cycle with both teams before relying on the integration.
What to measureHandover exceptions and reconciliation effortAgree a baseline and targets with your business owners.
The Defacto approach
Clarity at every step.Ownership beyond launch.
We review your employee lifecycle, organizational structure and HR workflows, then configure a solution with appropriate access and adoption support.
Explore our approach- 01
Map the employee lifecycle
Review organisational structures, policies and the processes in scope. Include employees, managers and HR administrators in the task design.
- 02
Establish data and access
Define sensitive information, role boundaries and migration rules. Validate the relationship between HR records and connected payroll or reporting systems.
- 03
Prepare users and ownership
Use task-based training and clear guidance for common exceptions. Agree responsibility for policy updates, data corrections and ongoing service requests.
A useful first conversation
Bring the context.
We’ll help shape the next step.
A few examples of your current work will make the discussion more specific.
- Employee populations and organisational structures
- Leave, benefits and compensation processes in scope
- Payroll providers and integration requirements
- Role-based access and data-maintenance responsibilities
Experience you can explore
See the workbehind the words.
Customer experienceConfidential Business
Performance conversations with a shared direction.
A rapidly expanding business overcame growth challenges by automating HR processes and performance management using Dynamics 365 Human Resources.
Explore the customer storyMake an informed decision
Your questions.Considered answers.
The right scope starts with a clear understanding of your business, the platform and the work ahead.
Does Human Resources replace our payroll provider?
Not necessarily. Microsoft documents integration with partnering payroll systems. We assess your provider, country requirements and data exchange before defining the solution. Payroll processing responsibilities should be explicit in the scope and operating model.
Can employees and managers use different experiences?
Yes. Their tasks and information needs differ, so the design should reflect those roles. We review what each group can view, request or approve and test those boundaries with representative users before rollout.
How should we approach sensitive HR information?
Start by identifying which roles need each category of information and why. Review access, reporting and integration boundaries with HR and the relevant organisational stakeholders. Include realistic permission checks and data-handling scenarios in acceptance testing.
Explore Microsoft guidance
Your next chapter starts here
What’s your next?
A challenge to solve. An idea to explore. Let’s talk.