Task guides – the tool I’d always wanted

This is another one of those features that falls into the category of ‘everyone knows that, right?’… …And then you have a conversation with someone who’s never worked with Dynamics before and is trying to implement Talent, and you realise that Task Guides is the feature you wished you had 15 years ago when 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

Fixed compensation translated – 3 – Levels

Once you’ve got your head around your pay structures and bands vs grades vs steps – the concept of ‘Levels’ as they exist in Talent (and FinOps, and AX, etc etc) is an easy one. The Level is the result of the JE process, the thing which will indicate the applicable salary range. Now, because … Read more