Personnel actions – what and why

I’ve been meaning to write this post for ages, but a combination of life in general and more exciting things to do keep getting in the way. What’s finally nudged me in to it is working with a customer this week who were already using Talent before we got involved. They had a number of … Read more

What’s new – Use organisation service accounts to send emails from Attract

This is probably the single most requested feature in Attract – and now it’s live! How to set up your emails so that they come from a nominated organisation account instead of the default Microsoft ‘Dynamics 365 for Talent’ accounts. Disclaimer – I’ve been testing this this week and have found a couple of bugs … Read more

What’s new – Candidate consent on application

A few small but significant features have been released into Attract in the last few days. This one allows us to capture explicit consent for the collection and use of candidate personal data at the point of application. Massive for anyone working in a GDPR environment. Here’s two and a half minutes to show you … Read more

Fixed compensation translated – 9 – Eligibility rules

Aaah, eligibility rules. The bane of everyone’s life when they’re learning Talent. They’re a great idea, because they allow you to restrict which employees a plan can be assigned on, based on: Department Labour union Location (compensation region) Job Job function Job type Level However, my internal logic always said that if I don’t want … Read more

Fixed compensation translated – 8 – Fixed compensation plans

Fixed compensation plans are where the compensation grids and pay rate conversion, along with rules about how strictly the values in the compensation grid should be adhered to. As you might expect, these are legal entity specific too, and they created under Compensation management > Links > Fixed compensation > Fixed compensation plans. To create … Read more

Fixed compensation translated – 7 – Fixed compensation actions

If you’re an old hand with these products you might be familiar with a feature called ‘Personnel Actions’. I’m stewing on that for a future blog post but if you don’t know anything about it, don’t worry. If you do know about it, you’re probably aware that fixed compensation actions are required even if personnel … Read more

Fixed compensation translated – 6 – Pay rate conversions

If everyone in your organisation is awarded an annual salary, then this bit of setup is easy. More often than not though, it’s not quite that simple. Organisations might have hourly paid staff, weekly paid staff, employees who get 13 payments a year because they get an extra payment in the summer just in time … Read more

Fixed compensation translated – 5 – Compensation grids

Compensation grids are where you finally combine levels with reference points and add the financial values. The financial values you enter here are what will control how much workers get paid (although there’s one setting in fixed compensation plans that allows you to override this, but we’ll get to that later). Because we’re entering actual … Read more

Fixed compensation translated – 4 – Reference points

This bit is easy. Reference points represent any fixed point within your pay structure that needs to be assigned a financial value. For grades and bands, that’s pretty similar. As a bare minimum you’ll almost certainly have a maximum and a minimum that will indicate the top and bottom of a grade or band. You … Read more