Talent PDF

Contents
Dynamics 365 for Talent

Get started
Get started with Talent
What's new or changed in Talent
July 2, 2019
June 25, 2019
June 18, 2019
June 11, 2019
June 4, 2019
May 28, 2019
May 21, 2019
May 13, 2019
May 6, 2019
What's new archives 2019
April 30, 2019
April 25, 2019
April 16, 2019
April 9, 2019
April 2, 2019
March 26, 2019
March 20, 2019
March 14, 2019
March 5, 2019
February 27, 2019
February 14, 2019
February 7, 2019
January 31, 2019
January 23, 2019
January 17, 2019
January 11, 2019
What's new archives 2018
December 14, 2018
December 6, 2018
November 27, 2018
November 15, 2018
October 31, 2018
October 19, 2018
October 15, 2018
October 8, 2018
October 1, 2018
September 24, 2018
September 17, 2018
September 10, 2018
August 2018
July 2018
System requirements and update policy
Provision Talent
Remove Talent environments
Provisioning for the Onboard app
Embed PowerApps apps
Core HR and Common Data Service
Access preview features
Get support for Talent
Staff your organization with Attract
Which version of Attract?
Attract features and capabilities
Configure email settings
Create a process template in Attract
Create, approve, and post jobs in Attract
Post jobs to external career sites from Attract
Source candidates by using talent pools
Sourcing with LinkedIn Recruiter
Activities in the hiring processes
Interview scheduling and feedback
Extensibility in Attract
Career site functionality in Attract
Set up offer management
Create, approve, and sign offers
Email templates
Security and role management in Attract
Admin settings in Attract
Intelligent recommendations
Create an engaging onboarding experience
Track sources for candidate profiles and applications
Use analytic reports for hiring process insights
Manage your workforce with Core HR
Organize your workforce
Organize your workforce by using departments, jobs, and positions
Set up the components of a job
Create departments and include them in the department hierarchy
Set up HR parameters across legal entities
Set up company-specific HR parameters
Personnel actions FAQ
Formalize business processes
Use workflows to manage employee information
Set up number sequences
Number sequence overview
Set up number sequences on an individual basis
Set up number sequences by using a wizard
Configure organizations and organizational hierarchies
Organizations overview
Plan your organizational hierarchy
Create an organizational hierarchy
Create a legal entity
Create an operating unit
Set up a global address book
Global address book overview
Plan for the global address book and others
Configure the global address book
Address books FAQ
Configure workflows
Workflow overview
Workflow elements
Actions in workflow approval processes
Create workflows
Configure workflow properties
Configure manual tasks
Configure automated tasks
Configure approval processes
Configure approval steps
Configure manual decisions
Configure conditional decisions
Configure parallel activities
Configure parallel branches
Configure line-item workflows
Configure the message processing batch job
Delegate work items in a workflow
View workflow history
Enable users to receive workflow-related email messages
Set up alerts
Alerts overview
Create alert rules
Batch processing of alerts
Manage cases
Case management overview
Plan case security, processes, and categories
Configure document management
Configure and send email
Date/time data and time zones
Set up leave and absence
Manage leave and absence
Leave and absence concepts
Accrue time off based on hours worked
Working time calendars
Set up compensation plans
Compensation plans overview
Create fixed compensation plans
Create variable compensation plans
Process compensation
Develop and train employees
Performance management
Align workforce skills with business needs
Set up training courses
Add to your performance journal and send praise to someone
Create a goal
Create a performance review
Define and manage a benefits program
Benefit eligibility policies
Generate Affordable Care Act (ACA) reports
Manage items lent to workers
Evaluate key metrics with questionnaires
Gather information with questionnaires
Design questionnaires
Distribute and schedule questionnaires
View and evaluate the results of questionnaires
Workplace safety and compliance (United States)
Respond to a request for personal data in Talent
Form I-9 employment verification
Comply with the ADA
Integration
Integrate with Dynamics 365 for Finance and Operations
Configure the payroll integration between Talent and Dayforce
Data integration guidance for Dynamics 365 for Talent
Integration FAQ
Recurring data export using Azure Logic apps
Office integration
Office integration tutorial
Update entity data in Excel
Create Open in Excel experiences
Troubleshoot the Office integration
Extensibility
Embedded Power BI in workspaces
Extend Talent by using PowerApps and Microsoft Flow - Example scenarios
Mobile app
Mobile workspaces
Company directory mobile workspace
My team mobile workspace
Publish mobile workspaces
Track changes in recruiting data
Custom fields in Core HR
Troubleshoot Talent
Analytic reports aren't updated
Can't create an environment in the PowerApps Admin center
Talent client disconnects
Avoid text truncation on the position hierarchy and export to Visio
Run the compensation process
Save task guides to LCS and replay them
Access to private addresses by security role
Talent doesn't appear among the Microsoft Dynamics 365 apps (Common Data
Service 1.0)
User can access Core HR but not the Onboard or Attract app
Reporting options in Talent
Integration FAQ
Azure Active Directory users not found in People Picker
Welcome to Dynamics 365 for Talent
3/19/2019 • 3 minutes to read • Edit Online
Microsoft Dynamics 365 for Talent streamlines many routine recordkeeping tasks and automates a number of
processes related to staffing your organization. These processes include employee retention, benefits
administration, training, performance reviews, and change management. It also provides a framework for human
resources staff to manage areas of oversight.
You can use Talent to complete these tasks:
Administer organizational structures.
Maintain comprehensive worker information from hire to retire.
Define and administer benefit plans, enroll workers, assign dependent coverage, and designate beneficiaries.
Establish and monitor absence policies.
Implement and track profile-based time management and generate pay information to export to a payroll
system.
Manage worker competencies.
Review performance and implement worker goals.
Set up, deliver, and analyze training courses that include agendas, sessions, and tracks.
Explore Dynamics 365 for Talent by watching the video How to get started with Dynamics 365 for Talent.
NOTE
Dynamics 365 for Talent is closely related to Human resources in Dynamics 365 for Finance and Operations. The same
functionality may appear in both products. As a result, in topics that are primarily related Human resources, the product
name will be Dynamics 365 for Finance and Operations; in topics that are primarily related to Talent, the product name will be
Dynamics 365 for Talent. Topics that are written for one product may apply to the same functionality in a related product.
Develop a strategy for managing your human resources

As you work with Talent, you'll decide how to structure your organization, using elements, such as departments,
jobs, and positions. These are among the foundational elements that you'll configure. Individual employees are
assigned to positions which are associated with jobs.
Organize your workforce using departments, jobs, and positions
Set up company-specific HR parameters
Leave and absence overview
How to use Dynamics 365 for Talent: Leave and Absence (video)
How to manage personnel in Dynamics 365 for Talent (video)
Staffing your organization

Dynamics 365 for Talent includes the Attract app, which can help you identify, interview, and hire candidates that
hold the skills your organization needs. As you move from recruiting through hiring, the Onboard app can help you
bring your new employee into your organization by setting accurate expectations, providing information they need
to get started, connecting them with colleagues, and set them up for success in their new role.
Attract overview
Onboard overview
Retain and motivate employees

You can set up plans to effectively and equitably manage compensation, as well as manage items, such as
computers or phones, that your organization lends to its employees. You can create fixed and variable
compensation plans, as well as define rules that apply the compensation plan to meet the criteria for that plan.
Compensation plans
How to manage compensation in Dynamics 365 for Talent (video)
Develop and train employees

To help your employees reach their career objectives while delivering critical business needs you can set up goals,
create performance reviews and track feedback. To help employees develop needed skills, you can also set up
instructors, course types, courses, course descriptions, agendas, tracks, and sessions before you assign an instructor
to a course, or register someone for a course. Instructors must already exist as workers, applicants, or contacts.
Align workforce skills and business needs
Administer training through courses
How to manage employee development in Dynamics 365 for Talent (video)
Create and maintain benefits

In addition to compensating your staff with wages, salaries, and bonuses, you can develop benefit programs such
as health insurance and retirement plans. You can also manage benefits such as loan programs, in which your
company lends items, such as computers or phones, to its employees.
Manage a benefit program
Manage items lent to workers
How to manage employee benefits in Dynamics 365 for Talent (video)
Maintain workplace safety and compliance

Talent can help you maintain a safe work environment that’s in compliance with applicable laws, including the
Americans with Disabilities Act and immigration and naturalization laws, among others. For example, you can
manage the physical requirements for specific jobs, as well as track requests for accommodations that can help
your organization optimize the skills of its workforce.
Form I-9 employment verification
Comply with the Americans with Disabilities Act
Gather information using questionnaires

You can design and administer questionnaires to gather information that’s used for a variety of purposes. The
Questionnaire feature lets you design and create questionnaires. When a questionnaire is ready, you distribute it
broadly or to a specific set of respondents to complete. After the respondents provide their answers, you can
review and analyze the results.
Questionnaires
Design a questionnaire
Distribute and complete a questionnaire
View and evaluate the results of a questionnaire
Get started with Talent
In Microsoft Dynamics 365 for Talent it's easy to modify the user interface and set options that make the software
more intuitive for your needs. This topic includes links to topics that provide information on how to adapt the user
interface to your preferences. The topic also includes links to information that can help you find information in the
system efficiently and accurately.
NOTE
The following products are closely related: Dynamics 365 for Finance and Operations; Dynamics 365 for Retail; and Dynamics
365 for Talent. The same functionality may appear in all 3 products. As a result, in topics that are primarily related to Retail,
the product name will be Dynamics 365 for Retail; in topics that are primarily related to Talent, the product name will be
Dynamics 365 for Talent; and in topics that are related to the core product, the product name will be Dynamics 365 for
Finance and Operations. Topics that are written for one product may apply to the same functionality in a related product.
Personalizing Talent
The following topics show how to set up many features in Dynamics 365 for Talent that make it easier for you to
get your work done in a timely manner.
Personalize the user experience - This topic explains the different ways in which you can personalize Talent
and adapt parts of the product to more closely suite your preferences.
Configure and filter workspaces - This topic shows how you can change the appearance and behavior of
workspaces.
Display pages side-by-side using the Open in New Window icon - In some cases, it's efficient to view
multiple pages side-by-side, which can make it easier to complete tasks quickly. This topic explains how to
display pages side-by-side.
Keyboard shortcuts - This topic lists keyboard shortcuts for the United States keyboard layout.
Accessing information
The following topics explain how to use lookups, and the search and filtering features, to find information quickly.
Use lookups to find information - This topic shows how lookups can help you quickly find the correct or
desired value. The topic describes how lookups work and includes tips to help you optimize your use of
them.
Advanced filtering and query syntax - This topic describes the filtering and query options that are available
when you use the "matches" operator in the Advanced filter/sort dialog box.
Navigation search - This topic explains how to use the search functionality to navigate to pages. The Talent
application includes a number of areas and pages to help you perform various tasks. Using the navigation
search feature can help you quickly find the pages that you need to complete your tasks.
Action search - This topic describes the action search functionality. Action search will help you find and run
actions on a page. The pages in the product primarily expose commands on Action Panes, both the standard
Action Pane that appears at the top of a page and the toolbars that appear in various sections of a page.
Additional resources
What's new and in development
Go to the Microsoft Dynamics 365 Roadmap to see what new features have been released and what new features
are in development.
Blogs
You can find opinions, news, and other information about Accounts payable and other solutions on the Dynamics
365 for Talent.
Videos
Check out the how -to videos that are now available on the Microsoft Dynamics 365 YouTube Channel.
What's new or changed in Dynamics 365 for Talent
This page provides details about how to find information about the latest releases of Microsoft Dynamics Talent
HR Core.
Each week there are new releases for Talent. These releases are listed in the table of contents on the
docs.microsoft.com site (docs.microsoft.com/dynamics365/unified-operations). You can either scan the table of
contents or use the Filter control above the table of contents to find the latest topics that you’re looking for. The
topic titles will begin with "What's new or changed in Dynamics 365 for Talent…”.
The table of contents will continue to be updated each week, so check back to find all of the new features and
changes in the latest releases of Talent.
IMPORTANT
Announcing the Dynamics 365 release notes
Wondering about upcoming and recently released capabilities in any of our business apps or platform?
Check out the Business applications and platform release notes. We've captured all the details, end to end, top to bottom, in
a single place that you can use for planning. Depending on the version of the release notes, you can find out about new
services and capabilities, as well as new features releasing in the future.
(July 02, 2019)
This topic describes features that are either new or changed in Microsoft Dynamics 365 for Talent.
Changes in Attract
Use organization service accounts to send e -mails
You can now configure email settings so that emails to candidates, interviewers, recruiters, and hiring managers are
sent from your organization's email service account. For more information see Connect an email service account.
Offer email templates
You can now configure your organization's email templates for all stages during offer preparation, approval, and
acceptance. Users can either use the default template or customize it before sending email. For more information,
see Configure email template settings.
Candidate consent on Application
You can now enable the Terms and Conditions link for your organization. With this setting enabled, candidates
must consent to the Terms and Conditions before submitting their job applications.
Changes in Onboard
This release includes minor bug fixes for Dynamics 365 Talent: Onboard.
Changes in Core HR
This release includes minor bug fixes for Dynamics 365 Talent: Core HR.
(June 25, 2019)
Changes in Attract
This release includes minor bug fixes for Dynamics 365 Talent: Attract.
Coming soon in Attract

Job approvals appear on the home page
Approvals appear in an Approvals section on the dashboard. Approvers can review their approvals under
Assigned to you, which shows the job ID, the job title, other approvers, and the date when the job was assigned.
Users who submit a job for approval can review their jobs under Requested by you, which shows the approvers
who must still approve the submitted job.
Changes in Onboard
Changes in Core HR
Changes described in this section apply to build number 8.1.2357.
Incorrect value displayed for Primary position (314266)
These changes will consistently display the Primary position setting on all pages.
Can't edit after recalling the workflow in Review (318180)
Reviews that have been recalled via workflow can now be edited.
Final comments field in Reviews isn't translated (325921)
The Final comments label will be translated in Talent.
Preview features will be enabled only in sandbox environments
When you provision a new instance of Talent, you can indicate whether the instance type is Production or
Sandbox. The Sandbox instance type allows for early testing of new features. All existing Talent instances will be
updated to the Production instance type. If you want one of your existing instances to be updated to the Sandbox
instance type, contact Support to initiate the change request.
For more information about how changes are published, see Provision Talent.
In preview
Restrict the leave types in time -off requests
Organizations can offer many types of leave to employees. However, it might not be appropriate for employees to
submit time-off requests for some leave types. Those leave types might be managed by Human resources (HR )
instead. In this release, you can configure which leave types employees can submit time-off requests for.
Coming soon in Core HR
Feature management area in Talent
Feature management will be removed from System administration because of issues with the feature. We'll re-
introduce Feature management in a future release.
Common Data Service entity support for custom fields
The following entities will support custom fields: Payroll earning code, Fixed compensation event,
Compensation grid, Pay period, and Compensation reference point.
New Common Data Service entities
The Reason codes entity will be added to Common Data Service.
View performance information for direct and extended reports in manager self-service
A new option will let managers view the performance of both their direct reports and their extended reports.
Currently, line managers can assign and update performance goals and issue new reviews. In addition, direct
managers and their employees can maintain and update performance journals to help ensure that the performance
review process goes smoothly. When this change is implemented, managers will be able to view and maintain
performance-related information for their extended reports in addition to their direct reports.
Print performance reviews
Employees, managers, and HR will be able to print an employee's performance review.
(June 18, 2019)
Changes in Attract

Changes in Onboard
Changes in Core HR
The changes that are described in this section apply to build number 8.1.2347.
Confirmation of course participants causes an error
The dialog box for printing the report about course participants has been removed. This report isn't supported in
Talent.
The Compensation section of the Transfer worker page isn't available in some scenarios
This change lets users enter compensation data when they fill in the Transfer worker page.
In preview
When you provision a new instance of Talent, you can indicate whether the instance type is Production or
Sandbox. The Sandbox instance type allows for early testing of new features. All existing Talent instances will be
updated to the Production instance type. If you want one of your existing instances to be updated to the Sandbox
instance type, contact Support to initiate the change request.

The following entities will support custom fields: Payroll earnings code and Compensation reference point.
The Reason codes entity will be added to Common Data Service.
View performance information for direct and extended reports in manager self-service
managers and their employees can maintain and update performance journals to help guarantee that the
performance review process goes smoothly. When this change is implemented, managers will be able to view and
maintain performance-related information for their extended reports in addition to their direct reports.
(June 11, 2019)
Changes in Attract
Search engine optimization for job posts
After you turn on Search Engine Optimization in the Dynamics 365 for Talent: Attract Admin center, Attract
informs the Google Indexing application programming interface (API) to crawl the webpage whenever you activate
and post a new job or update an existing job. In this way, the job will appear in the search results for Google and
other search engines.
Likewise, whenever you unpost a job, Attract informs the Indexing API, so that the unposted job will stop
appearing in search results.
NOTE
Web crawlers don't have a defined timeframe for crawling webpages or updating search results.

Changes in Onboard
This release includes minor bug fixes for Dynamics 365 for Talent: Onboard.
Changes in Core HR
Platform update 27
For more details about Platform update 27, see Preview features in Dynamics 365 for Finance and Operations
platform update 27 (June 2019).
Feature management workspace in Talent
The Feature management workspace in System administration lets you view, enable, disable, and schedule
features that have been delivered in each release. By default, new features are turned off. You can use the Feature
management workspace to turn them on and view the documentation for them.
The Issuing agency entity now supports custom fields.
The Task group entity has been added.
In preview
When you provision a new instance of Talent, you can indicate whether the instance type is Production or Sandbox.
The Sandbox instance type allows for early testing of new features. All existing Talent instances will be updated to
the Production instance type. If you want one of your existing instances to be updated to the Sandbox instance
type, contact Support to initiate the change request.

View extended information about report performance in manager self-service
managers and their employees can maintain and update performance journals to help guarantee that the
performance review process goes smoothly. When this change is implemented, managers will be able to view and
maintain performance-related information for their extended reports in addition to their direct reports.
(June 4, 2019)
Changes in Attract
This release includes minor bug fixes for Dynamics 365 for Talent: Attract.

Job approvals on the home page
Assigned to you. This section shows the job ID, title, other approvers, and the date when the job was assigned.
Users who submit a job for approval can review their jobs under Requested by you. This section shows the
approvers who must still approve the submitted job.
Changes in Onboard
Changes in Core HR
New page to validate position hierarchy data
Human resources (HR ) staff and admins can validate the managerial hierarchy for any circular references that were
inadvertently imported. You can access this new page at Organizational administration > Links > Positions >
Position hierarchy validation.
Specify reason codes on leave types
Organizations might require additional information about time-off requests. You can now specify reason codes for
leave types and let employees select a reason code on their time-off requests.
Require reason codes for specific leave types on time -off requests
Organizations might require reason codes for specific leave types when employees submit time-off requests. This
requirement might exist because of company policy or regulatory requirements. You can specify which leave types
require a reason code, and you can require that employees provide a reason code for the leave type on their time-
off requests.
Provide a leave and absence transaction list for HR
The ability to track employee time off and understand how time off is calculated not only helps HR answer
employee questions but also helps guarantee accurate time-off awards for employees. HR now has a new view into
the transactions (grants, accruals, adjustments, and requests), so that HR staff can view the reasons behind time-off
balances.
Deleting a record from Talent doesn't remove the record from Common Data Service
Records that are removed from Talent Core HR are now also removed from Common Data Service.
Variable compensation plan valid from/to dates aren't being honored
In this release, you can't enroll an employee in a variable compensation plan if the start date is before the plan's
start date or the end date is after the plan's end date.
Performance review comments are removed when users select Cancel
This release corrects an issue where review comments are removed if a user starts to change a comment but then
selects Cancel.
In preview
Preview features are enabled only in sandbox instances
When you provision a new instance of Talent, you can specify whether the instance type is Production or
Sandbox. Instances of the Sandbox type allow for early testing of new features. All existing Talent instances will
be updated to the Production instance type. If you want one of your existing instances to be updated to the
Sandbox instance type, contact Support to initiate the change request.
Restrict leave types in time -off requests
Organizations can offer many different types of leave to employees. However, it might not be appropriate for
employees to submit time-off requests for some leave types. Those leave types might be managed by HR instead.
In this release, you can configure which leave types employees can submit time-off requests for.

View extended information for performance in manager self-service
Currently, line managers can assign and update performance goals and issue new reviews, which their employees
co-manage. In addition, direct managers and their employees can maintain and update performance journals to
help guarantee that the performance review process goes smoothly. When this change is implemented, managers
will be able to view and maintain performance-related information for their extended reports in addition to their
direct reports.
(May 28, 2019)
This topic describes features that are either new or changed in Dynamics 365 for Talent.
Changes in Attract

Job approvals on home page
Assigned to you, which displays the job ID, title, other approvers, and date assigned. Users who submit a job for
approval can review their jobs under Requested by you, which displays the approvers who still need to approve
the submitted job.
Changes in Onboard
Changes in Core HR
In this release, the following Common Data Service entities now support custom fields: Benefit calc rate detail,
Work calendar holiday line, and Employment.
Copy position now includes payroll details
When you use Copy position and select all of the options, the payroll details information is now included in the
copy information.
In preview in Core HR
Restrict the leave types in time off requests
Organizations can offer many different types of leave to employees. Some of these leave types might not be
appropriate for employees to submit time off for and are managed by Human Resources (HR ) instead. With this
release, you can configure which leave types employees can submit time-off requests for.
HR and administrators can validate the managerial hierarchy for any circular references that might have been
inadvertently imported. You can access this new page from Organizational administration > Links > Positions
> Position hierarchy validation.
off requests.
employee questions, but also helps ensure accurate time-off awards for employees. HR now has a new view into
balances.
(May 20, 2019)
Changes in Attract

the submitted job.
Changes in Onboard
Changes in Core HR
Changes described in this section apply to build number 8.1.2306. This release includes minor bug fixes for
Dynamics 365 Talent: Core HR.
In preview in Core HR
Human resources (HR ) and administrators can validate the managerial hierarchy for any circular references that
might have been inadvertently imported. You can access this new page from Organizational administration >
Links > Positions > Position hierarchy validation.
off requests.
balances.
(May 13, 2019)

the submitted job.
Changes in Onboard
Changes in Core HR
Changes described in this section apply to build number 8.1.2297. The numbers in parentheses in some headings
refer to support numbers in Microsoft Dynamics Lifecycle Services (LCS ).
Indicate instance type when provisioning Talent
When provisioning a new instance of Talent, you can indicate whether the instance type is Production or
Sandbox, which allows for early testing of new features. All existing Talent instances will be updated to the
Production instance type. If you want one of your existing instances to be updated to the Sandbox instance type,
please contact Support to initiate the change request.
In this week's release, the following Common Data Service entities now support custom fields: Employment,
Benefit calc frequency, Benefit calc rate, Work calendar holiday, and Identification type.
Common Data Service integration page
This release provides a new option in System Administration > Links > Integrations > Common Data
Service configuration. The Common Data Service configuration option allows an administrator or data
management administrator some flexibility and insights with the Common Data Service. With this option, you can
enable or disable Common Data Service integration with a Talent instance and view the sync details between the
Talent instance and the Common Data Service.
Import performance data with final employee rating (316710)
In this release, you can import historical employee rating data. The FinalEmployeeRatingId field now has write
permission.
Can't create Worker address in Common Data Service and sync it with Talent (317555)
This change allows address data created in Common Data Service to sync with Talent.
In preview
Human resources (HR ) and administrators can validate the managerial hierarchy for any circular references that
might have been inadvertently imported. You can access this new page from Organizational administration >
Links > Positions > Position hierarchy validation.
off requests.
balances.
(May 6, 2019)
Changes in Attract
Select optional documents upon offer creation
When you select an offer package template, Attract now prompts you to select the applicable, optional documents
from that package template. You can add other optional documents while preparing the offer.
Changes in Onboard
Changes in Core HR
Changes described in this section apply to build number 8.1.2282. The numbers in parentheses in some headings
refer to support numbers in Microsoft Dynamics Lifecycle Services (LCS ).
Platform update 26
For additional details about Platform update 26, see Preview features in Dynamics 365 for Finance and Operations
platform update 26 (May 2019).
In this week's release, the following entities now support custom fields: Benefit calc frequency, Benefit calc rate,
Benefit type, Work calendar, Work calendar holiday, Pay cycle, and Worker identification types.
Leave mass enrollment, changing the tier basis to "Seniority date" doesn't refresh the initial accrual rate (318526)
When you mass enroll employees and change the tier basis, the initial accrual now reflects the tier basis that you
selected.
Workflow showing duplicate place holders (313636)
Changes in this release eliminate duplication of placeholders when workflow notifications are sent.
Dimension fields aren't updated when using "Open in Excel" (176261)
With this release, you can now update financial dimension using Open in Excel from the Worker page.
Worker address created in Common Data Service isn't synced to Talent (317555)
With this change, addresses created in Common Data Service are updated in Talent Core HR.
In preview
Human resources (HR ) and administrators can now validate the managerial hierarchy for any circular references
that might have inadvertently been imported. You can access this new page from Organizational administration
> Links > Positions > Position hierarchy validation.
requirement might exist because of company policy or regulatory requirements. You can now specify which leave
types require a reason code, and you can require that employees provide a reason code for the leave type on their
time-off requests.
the transactions (grants, accruals, adjustments, and requests), so that HR staff can view the reasons behind
balances.
Coming soon
Indicate instance type when provisioning Talent
When provisioning a new instance of Talent, you will be able to indicate whether the instance type is Production
or Sandbox, allowing for early testing of new features. All existing Talent instances will be updated to the
Production instance type. If you want one of your existing instances to be updated to the Sandbox instance type,
please contact Support to initiate the change request.
(April 30, 2019)
Changes in Attract
Changes in Onboard
Changes in Core HR
The changes that are described in this section apply to build number 8.1.2270. The numbers in parentheses in
some headings refer to support numbers in Microsoft Dynamics Lifecycle Services (LCS ).
Provide feedback
The option to provide feedback is located on the Help menu (?) in Talent. This menu provides access to the
following resources:
Feedback
Help
Get started
Support
Ideas
About
Improvements to the user interface for duplicate employee detection
Because of this change, duplicates are now detected as you set name fields, and a status indicator shows the
number of duplicates that have been detected. A link that is provided opens a page where you can evaluate
whether you should use one of the duplicates. To avoid interrupting data entry, the duplicates page isn't
automatically opened. You must select the link to open the page.
In this week's release, the following entities now support custom fields: Employment, Benefit type, and Pay cycle.
An error occurs when an off-boarding checklist is assigned (299877)
This change corrects an error message that appears when you assign an offboarding checklist to an employee
outside the termination process.
The exited workers link opens the wrong worker (309939)
This change corrects an issue that occurs when you're rehiring an employee from another legal entity and try to go
to the employee from the exited workers list.
The employee self-service compensation card doesn't show summary values when advanced security is turned
on (315231)
This change corrects an issue that occurs when you use advanced compensation security. When advanced security
is turned on, employee self-service now shows the summary compensation amounts for both employees and
managers. Before this change, summary values appeared as 0 (zero).
If a position without a title is created in Common Data Service, no position is created in Talent (314562)
This week's changes correct an issue that occurs when you create positions in Common Data Service but don't
provide a title.
Error message in performance journal entries in employee self-service (314134)
This change corrects an issue that occurs when you attach performance goals to performance journal entries in
employee self-service.
In preview
Allow reason codes to be specified on leave types
requirement might exist because of company policy or regulatory requirements. You can now specify which leave
types require a reason code, and you can require that employees provide a reason code for the leave type on their
time-off requests.
The ability to track employee time off and understand how time off is calculated not only helps Human resources
(HR ) answer employee questions, but also helps guarantee accurate time-off awards for employees. HR now has a
new view into the transactions (grants, accruals, adjustments, and requests), so that HR staff can view the reasons
behind balances.
Coming soon
Email support for alerts
In platform update 26, users can create alert rules that automatically send email notifications to contacts when
notifications are triggered by an event.
(April 23, 2019)
Changes in Attract
This release includes minor bug fixes for Dynamics 365 for Talent: Attract.
Changes in Onboard
Changes in Core HR
Changes described in this section apply to build number 8.1.2253. Numbers in parentheses refer to support
numbers in Lifecycle Services (LCS ).
With this week's release, the following entities support custom fields: Compensation level, Benefit option, Skill type,
and Compensation region.
Additional OData entities (302992)
The following entities are now supported within OData: Worker professional experience and Worker education.
Performance journal attachments for managers and employees (308248)
With this release, attachments are now available for both managers and employees when creating and updating
performance journal entries.
Employee rehire flag always available (310047)
The employee rehire option is now available for updating outside of the termination process.
Cannot change the name of My payment method (308815)
Personalization has been enabled to allow for the My payment method label to be changed in Employee self-
service.
Financial dimensions against a Position can't be deleted (293908)
Financial dimensions can now be removed when requesting a change for an existing position and the financial
dimensions cross company boundaries.
Customer is unable to publish back data into Talent when opening the data from Excel (302955)
This change corrects a publishing issue when using related tables.
In preview
Organizations might need additional information about time-off requests. You can now specify reason codes for
leave types and enable employees to select a reason code on their time-off requests.
Require reason codes for certain leave types on time -off requests
Organizations might require reason codes for specific leave types when employees submit time off. This might be
due to company policy or regulatory requirements. You can now specify which leave types require a reason code,
and you can require employees to provide a reason code for the leave type on their time-off requests.
Provide leave and absence transaction list for HR
Tracking employee time off and understanding how time off is calculated not only helps HR answer employee
questions, but also ensures accurate time-off awards for employees. HR now has a new view into the transactions
(grants, accruals, adjustments, and requests) to see the reasons behind balances.
Coming soon
Improvements to the user interface for duplicate employee check
With this change, duplicates are detected as you enter name fields, and a status displays the number of duplicates
found. You can select the provided link to open a new page to evaluate whether to use the detected match. To avoid
interrupting data entry, the duplicates form doesn't automatically open.
Known issues
With Platform update 26, users can create alert rules that automatically send email notifications to contacts when
triggered by an event.
(April 16, 2019)
Changes in Attract
Process auditing
You can now track the changes made to candidates, job openings, and job applications. For more information, see
Track changes in recruiting data.
Changes in Onboard
Changes in Core HR
Changes described in this section apply to build number 8.1.2239. Numbers in parentheses refer to support
numbers in Lifecycle Services (LCS ).
Compensation region, Compensation level, Benefit option and Skill type entities in Common Data Service
updated to include customer field support
With this release, these Common Data Service entities have been updated to include the ability to include custom
field added through Talent (Core HR ).
New Common Data Service entity support for: Compensation vesting rules, Compensation variable plan,
Variable compensation
With this release, Compensation vesting rules, Compensation variable plan, and Variable compensation entities
have been added to Common Data Service. These entities also support custom fields added through Talent (Core
HR ).
PowerBI refresh issues (314342)
This change corrects an issue with PowerBI reports refreshing correctly.
Unable to click directly through on transition tasks in employee self-service (303309)
This change enables users with the employee role to select and update transition tasks from the Talent to-do list.
Performance feedback email message updated (309615)
With this change, a confirmation message displays when feedback is successfully submitted.
Missing tables in Word template (308048)
With this change, when creating a Word template with employee and skill information, only the skills for the
selected employee appear in the Word document.
When applying an offboarding checklist an error is displayed. (299877)
This change corrects an issue when applying an offboarding checklist directly from the worker form.
In preview
questions, but also ensures accurate time-off awards for employees. HR now has a new view into the transactions
Coming soon
(April 9, 2019)
Changes in Attract
Lifecycle Services (LCS ) integration with 'report a problem'
In Attract and Onboard, issues logged by end users using the report a problem feature now automatically create
support issues in the customer's LCS project. Admins can then triage the issues and submit them to Microsoft
when needed. This is consistent with how Core HR handles end user support issues.
Relevance search
In talent pools, you can now search your entire candidate database for particular skills, names, or educational
background. You no longer need to specify which section of a candidate's profile you want to search through.
Attract searches the entire profile and highlights all the matches found. Attract also searches all documents that are
available for a candidate and intelligently ranks the search results. In addition, you can filter the results by source or
by whether they are a silver medalist. For more information, see Search and view candidate profiles.
Prospect recommendations
Attract can help kickstart sourcing for a job as soon as you activate it by making intelligent candidate
recommendations from your organization's candidate database. The recommendations include the skills and
education information identified while searching for relevant prospects. These recommendations appear on the
Prospects tab under a job, if you enable it during the job's hiring process. For more information, see Prospect
recommendations.
Interviewer availability statuses
Interview schedulers will soon be able to view Out of office, working elsewhere statuses for interviewers, to
help schedule times that might work better for interviewers.
Candidate interview experience: Save calendar invites
Candidates can now download and save their interview events to their personal calendars using an .ics file attached
to the interview summary email sent to the candidate.
Changes in Onboard
Lifecycle Services (LCS ) integration with report a problem
In Attract and Onboard, issues logged by end users using the report a problem feature now automatically create
support issues in the customer's LCS project. Admins can then triage the issues and submit them to Microsoft
when needed. This is consistent with how Core HR handles end user support issues.
Changes in Core HR
Percent of basis variable plans load incorrect amount
This week’s release corrects an issue when loading variable compensation awards using percent of basis plans.
Date picker on Last day worked doesn’t work correctly
This change corrects the issue: When users edit the Employment end date and select the date using the calendar
control, a day is added to the selection.
Limit personnel action types by the action taken
This change limits the action types that appear when taking specific actions. For example, when a new position is
requested, only the new position actions appear in the list of actions to select. Previously, both new and edit actions
appeared.
Transferring an employee with compensation in a second legal entity
This release allows compensation to be ended in a second legal entity if the transfer is for a cross-company transfer.
Unable to select compensation for a future employment during a transfer
When transferring an employee to a new legal entity, you can now set compensation for the new legal entity during
the transfer process.
User isn't able to assign compensation during position assignment
Adding a new position assignment now allows setting up fixed compensation records.
In preview
questions, but also ensures accurate time off awards for employees. HR now has a new view into the transactions
Coming soon
(April 2, 2019)
Changes in Attract
Approval emails in Attract
New approval emails improve visibility into the approval process. Emails are sent to approvers when one of the
following scenarios occur:
A requestor submits a job for approval.
A job is either rejected or approved.
An approver hasn't acted on an approval request within 24 hours.
You can customize the content of approval emails with new templates.
Application and profile attachments
Improvements to the Documents tab on applications and talent pool profiles now display both the document
name and the type.
Changes in Onboard
Coming soon (Attract and Onboard)

Lifecycle Services (LCS ) integration with report a problem
In Attract and Onboard, problems logged by end users through the report a problem feature now automatically
create support issues in the customer's LCS project. Admins can then triage the issues and submit them to
Microsoft when needed. This is consistent with how Core HR handles end user support issues.
Changes in Core HR
Platform update 25
For more information about Platform update 25, see Preview features in Dynamics 365 for Finance and
Operations platform update 25 (April 2019).
Advanced compensation security (fixed and variable )
In many organizations, compensation and benefits managers might only have access to certain compensation
records. These might include records for executives or regional employees. This change allows HR to manage and
maintain compensation plans for different employee groups in the organization. You can assign security roles to
fixed and variable plans. These security roles determine access to plans and related employee data, such as salary
or bonus records, so that only those roles can process compensation for the employee groups.
Upgrade to Common Data Service
Deadlines to upgrade to Common Data Service are rapidly approaching. Sign in to the PowerApps Admin center
to determine if your database needs to be upgraded. For more information about deadlines and necessary steps to
upgrade, see Upgrade to Common Data Service.
In preview
Organizations might require reason codes for specific leave types when employees submit time-off. This might be
Coming soon
(March 26, 2019)
Changes in Attract
Enhancements to interview scheduling
The following enhancements are available in interview scheduling.
Recruiters or hiring managers can now manually trigger a reminder for an interviewer to submit their feedback.
The associated email template for the reminder is configurable as well.
While sharing the interview summary with the candidate, the interview scheduler can choose to hide the names
of the interviewers and also choose to hide rows from the interview summary view.
Changes in Onboard
Embedded images in activities
You can now embed images directly into activities. In addition to being able to copy and paste images from the
web, you can upload images from your local file system. The size of the activity is limited to 1 MB. If the image is
too large, resize and try to upload again.
Changes in Core HR
Build 8.1.2210
Custom field support available for select entities in Common Data Service
The following Common Data Service entities now support customer fields created in Dynamics 365 for Talent:
Worker
Ethnic origin
Veteran status
Language code
Job
Job type
Job function
Position
Position type
Employment history not displayed chronologically
With this change, the employment history page now displays employment records chronologically, independent of
company. You can also use sorting options to sort by company.
Fixed compensation plans don't appear when restricting user by company in security.
In this release, fixed compensation plans now appear when restricting users by company in security. All security
settings will be honored, and fixed plans will appear for those companies the user has permissions to access.
Can't delete Job records using Open in Excel option in Talent
With this release, you can now remove job records by using the Open in Excel option in Dynamics 365 for Talent.
Deadlines to upgrade to Common Data Service are quickly approaching. Sign in to the PowerApps Admin center
to determine if your database needs to be upgraded. For more information about deadlines and necessary steps to
In preview
For information about enabling preview features, see Access preview features in Talent.
Organizations might need additional information related to time off requests. To get this information, employees
need to include a reason code on their time off requests. With this release, you can now specify the reason codes
associated with a given leave type and enable employees to select a reason code on their time off requests.
Configure reason codes to be required when submitting time off for certain leave types
Organizations might require reason codes to be set on specific leave types when employees submit time off. This
may be required based on a regulatory requirement in their country/region or a company policy. This release
provides the ability for HR to specify which leave types require a reason code. This will be enforced when
employees submit time off requests where the leave requires a reason code.
Coming soon
In many organizations, compensation and benefits managers might only have access to certain compensation
records. These could be for executives or regional employees. With this change, HR can manage and maintain the
compensation plans for different employee groups in the organization. You can assign security roles to fixed and
variable plans that determine access to the plans and the employee data related to the plans, such as salary or
bonus records. Only the roles granted with access can process compensation for these employees.
With Platform update 25, users can create alert rules that automatically dispatch email notifications to contacts
when triggered by an event.
Duplicate employee checks: User interface changes
interrupting data entry, the duplicates form doesn't open automatically.
(March 20, 2019)
Changes in Attract
Setting the audience on activities
Activities in the system can now have the audience defined. Process-related activities (such as Interview, Schedule,
Feedback, and EEO ) can be set to All candidates, Internal candidates, and External candidates. Custom activities,
such as Microsoft Forms, YouTube videos, and web content can be delivered to All candidates, Internal candidates,
External candidates, or the hiring team.
Improve career site job discoverability: Search Engine Optimization
This feature enables search engine crawlers to reach and index job postings on the Attract career site. This helps
candidates find jobs posted to the Attract career site using popular search engines.
Show login hint to candidates who forgot their credentials
If a candidate forgot the social credentials they used to apply to a job while opening a link that was saved or
emailed to them, they will now see a hint with the provider name and user name (obfuscated). This helps them use
the correct credentials to access their job application.
Help internal candidates explore internal jobs
An issue has been fixed where external candidates could see the name of the recruiter or the hiring manager of a
job. Now only internal candidates can see the hiring team members for a job. It’s also easier for internal candidates
to view and apply to internal only jobs. When a candidate tries to access the link to view or apply to an internal-
only job, they are forced to authenticate with Azure Active Directory credentials. Internal candidates also have the
ability to contact the hiring team member to express interest in or to know more about the job. This capability is
available for all jobs for only internal candidates. For more information, see Career site functionality in Attract.
Designate silver medalists to assign high value applicants for future positions
Recruiters and hiring managers often keep a running list of applicants who were a good fit for the position but
could not be extended an offer as the position was already filled. Such applicants, termed silver medalists, are
valuable as they can help reduce the time to hire the next time a similar position opens up. Attract now allows
recruiters and hiring managers to designate silver medalists on the applicants list if the applicant is advanced to the
Offer stage. The silver medalist designation will appear on the applicants list for the job, but also in the talent pool
view when these applicants are members of any of the recruiter's or hiring manager's pools. Additionally, the
designation will appear in the job history as part of the talent pool profile of a candidate. You can preview this
feature by having an administrator turn it on using Feature Management in the Admin Center.
Add applicants to talent pools
It is now easier to add applicants to talent pools by surfacing a new action on the Applicants list. By selecting the
Add to talent pool icon, the recruiter or hiring manager can choose from their list of talent pools and easily add
applicants to talent pools right from the Applicants list on a job.
Configure whether a resume is required to apply for a particular job
Based on customer feedback, recruiters can now configure whether a resume, in the form of an uploaded file, is
required when applying for a particular job. This configuration is part of the Application activity, accessible in the
hiring process. When enabled, every potential applicant will be prompted to upload a resume as they apply for this
position. The application will not be considered complete unless a resume is uploaded. This helps reduce the noise
in the applicant pool by ensuring that every applicant provides enough information to allow the recruiter to triage
them.
Candidates can apply to a job using their LinkedIn profile
Candidates who already have their current updated profile on LinkedIn can apply to jobs with just a single click
using that profile.
Track how a candidate profile originated in the system and where your applicants discover the jobs they applied
for
You can now find out how a particular candidate's profile originated in Attract by looking at the profile source
under candidate details on the Profile page of an application or talent pool profile. Similarly, you can find out how
any applicant discovered the job by looking at the application source provided in the Application activity in the
application activity feed. This information is also available in the job history in the talent pool profile. When
recruiters or hiring managers add candidates manually, they will also be prompted to designate the source of the
application or candidate profile. When a candidate applies for the first time, their profile source will be the same as
the origin of their application. You can preview this feature by having an administrator turn it on using Feature
Management in the Admin Center. Note that existing candidates and applicants won't have any source information.
However, recruiters can add this information manually.
Changes in Onboard
Changes in Core HR
Changes described in this section apply to build number 8.1.2195
Attract integration throws duplicate record error for Applications
In this update, an issue with duplicate records has been fixed. This issue is surfaced when opening the Personnel
management workspace.
Unable to close form when editing name sequence
Changes have been made to correct an issue when editing the name sequence on the worker form.
Coming soon
In many organizations, the compensation and benefits managers might only have access to certain compensation
bonus records. Only the roles with the access granted can process compensation for those employees.
Duplicate employee check: Interface changes
found. You can select the provided link to open a new page to evaluate whether to use the detected match. The
duplicates form doesn't automatically open, to avoid interrupting data entry.
(March 14, 2019)
This topic describes features that are either new or changed in Talent.
Changes in Attract
There are minor bug fixes included with this release.
Changes in Onboarding
Changes in Core HR
Build 8.1.2186
Performance management not working in all scenarios when using duplicate security roles
Changes made in this release enable performance management scenarios when using the out-of-the-box or
duplicated roles.
Mass assign checklists to workers
With this change, you can now select multiple employees and bulk assign one or more checklists to those
employees.
Platform update 24
For additional details about Platform update 24, see What's new or changed in Finance and Operations platform
update 24 (March 2019). Significant changes in platform 24 include:
Alerts are enabled in Talent.
The updated navigation bar now aligns with the Office header.
Office location update switches the context to the top of the worker list
With the current release, changing the office location will no longer switch the context of the worker that you're
viewing when assigning an office location.
Position assignment end date doesn't display correctly on worker hire and transfer actions
Position assignment end dates now display correctly based on the user preferred time zone when using actions.
Common Data Service job entity doesn't allow Job type and Job function fields to update
Common Data Service entities now syncronize correctly when updated using the Common Data Service.
Coming soon
In many organizations, the compensation and benefits managers might only have access to certain compensation
bonus records. Only the roles with the access granted can process compensation for those employees.
Duplicate employee check: Interface changes
With this change, duplicates are detected as you enter name fields, and a status displays how many were found.
You can select the provided link to open a new page to evaluate whether to use the detected match. The duplicates
form doesn't automatically open, to avoid interrupting data entry.
(March 5, 2019)
This topic describes features that are either new or changed in Talent
Changes in Attract
Extending option sets in Attract
In Attract, there are multiple fields that are option sets within the Common Data Service. New capabilities have
been introduced to extend the option sets, beginning with the Rejection reason field, Employment type field, and
Seniority type field.
IMPORTANT
The job posting to LinkedIn functionality requires the use of the Employment type and Seniority type fields on the Job
details page. The default values in these fields are supported by LinkedIn and are displayed when the job is posted. If you are
posting jobs to LinkedIn and you modify the existing option set values for these fields, the job will still post, but LinkedIn will
not display the custom Employment type and Seniority type values.
Private preview for Onboard teams
You can now easily share and collaborate on templates across your entire organization. For more information, see
Share best practices across your organization using Onboard Teams.
Private preview for assignee placeholders
You can enrich your templates by assigning activities to roles instead of individuals. Roles are then assigned to
individuals at the time of guide creation. For more information, see Streamline guide administration by assigning
activities to roles.
Changes in Core HR
Build 8.1.2178
Configure workflow to auto -approve or follow workflow when an HR or line manager submits or updates time
off requests
New workflow conditions have been added to allow for leave requests to be automatically approved if submitted
by an employee’s manager or by HR. One way to achieve this auto-approval on a workflow is to enable an
automatic action on the workflow approval.
The conditions that have been added include:
Submitted by - Used to evaluate the system user ID of the user who submitted the request to workflow.
Submitted on behalf of - Used to evaluate if the leave request was submitted on behalf of the worker associated
to the request.
Submitted by human resources - Used to evaluate if the system user who submitted the request to workflow is
in a Human Resources role.
Submitted by manager - Used to evaluate if the user who submitted the leave request to workflow is a line
hierarchy manager of the worker associated to the request.
Enable employee fixed compensation for future position assignments
It is typical for employees to join an organization with a future start date. This change enables defining fixed
compensation for employees with future position assignments.
Position Payroll fields are blank when editing the position
With this change, when requesting changes to existing positions, the payroll fields will now default to the current
values.
Other miscellaneous bug fixes
Other minor bug fixes are included with this release.
Deadlines to upgrade to Common Data Service are quickly approaching. Sign in to the PowerApps Admin center to
determine if your database needs to be upgraded. For more information about deadlines and necessary steps to
Coming soon
In many organizations, compensation and benefits managers can only access certain compensation records, such
as records for executives or regional-based employees. With this change, you can manage and maintain the
compensation plans for different employee populations in the organization. Fixed and variable plans can be
assigned security roles, which will determine the access to the plans and the employee data related to the plans,
such as salary or bonus records. Only the roles with the given access will be able to process compensation for those
employees.
Platform update 24
For additional details about Platform update 24, see What's new or changed in Finance and Operations platform
update 24 (March 2019).
(February 27, 2019)
Changes in Attract
Changes in Onboard
Changes in Core HR
Changes described in this secition apply to build number 8.1.2163
Add a Custom fields menu item to System administration
Navigation to the Custom fields menu has been added to the System administration workspace.
Hide the import and create options for new mobile applications
Currently, new mobile apps can't be created in Talent. The option to create new mobile experiences has been
removed from the Mobile app menu.
Variable Compensation Award (DMF entity)
In this release, a Variable Compensation Award Data Management Framework (DMF ) entity is now available for
export.
UK addresses appear in the personnel management analytics page as Swiss addresses
In this release, addresses are shown by city. This release corrects issues where visualizations misrepresented an
employee's location.
The Workforce Power BI report shows an error when a worker's seniority date is on leap day
A fix has been made in Microsoft Power BI to account for seniority dates that fall on February 29.
Employee fixed compensation, Employee variable awards, Employee variable plans (enrollments) allow for
custom fields
Custom fields can now be added for employee fixed Compensation, employee variable awards, and employee
variable plans (enrollments). You can now track more information about employee fixed and variable compensation
plans, in addition to the information that is available by default. Custom fields can be entered and updated through
either the user interface or through the entities that are provided.
Other miscellaneous bug fixes
This release includes other minor bug fixes.
Coming soon
Advanced compensation security (Fixed and variable )
In many organizations, compensation and benefits managers might have access only to specific compensation
records. These records might be for executives or regional employees. This change will let Human resources (HR )
manage and maintain the compensation plans for different employee populations in the organization. Security
roles that can be assigned to fixed and variable plans will determine the access to those plans and the employee
data that is related to them (for example, salary information and bonus records). Only the roles that have the
specified access will be able to process compensation for those employees.
Platform update 24
For more information about Microsoft Dynamics 365 for Finance and Operations platform update 24 (March
2019), see Preview features in Finance and Operations platform update 24 (March 2019).
Make employee fixed compensation available for future position assignments
It's typical that employees who join an organization have a future start date. This change will let fixed
compensation be defined for employees who have future position assignments.
Known issues
Changes to the Core HR integration template (Talent Common Data Service to Finance and Operations)
The template for Core HR has been updated to an "advanced query template". Therefore, by default, the advanced
query will be available for projects that are created by using this template. Additionally, any default mapping
functions will be visible only in the advanced query editor. (Default mapping functions appear as "FN" in the
mappings.)
For more information about mapping errors, see What's new or changed in Dynamics 365 for Talent Core HR
(December 14, 2018).
To use the new template, create a new project, and select the new Talent integration template.
To update your existing template, follow these steps.
1. Update the following mappings:
Job Positions to Positions: Remove this mapping.
Job Positions to Positions Parent Job Assignment: Remove this mapping.
Job Positions to Base Position: Add a new mapping from the Job Positions Common Data
Service entity to the Base Position Finance and Operations entity. Move it to position 7 in the
sequence.
Job Positions to Position Details: Add a new mapping from the Job Positions Common Data
Service entity to the Position Details Finance and Operations entity. Move it to position 8 in the
sequence.
Job Positions to Position Durations: Add a new mapping from the Job Positions Common Data
Service entity to the Position Durations Finance and Operations entity.
Job Positions to Position Hierarchies: Add a new mapping from the Job Positions Common
Data Service entity to the Position Hierarchies Finance and Operations entity. Select Advanced
Query to make your advanced query available for your project.
2. Add the following mappings.

a. cdm_jobpositionnumber cdm_jobspositionnumb... = POSITIONID cdm_parentjobpositionid.cdm-
jobpositionnumb... = PARENTPOSITIONID cdm_validfrom cdm_validfrom = VALIDFROM
cdm_validto cdm_validto = VALIDTO
b. Select the Advanced Query and Filtering link next to the Search field.
c. Find the cdm_parentjobpositionid.cdm_jobpositionnumber column, and select the down arrow
button on the right side of it.
d. In the dialog box that appears, select Remove empty.
e. Select Add column > Add conditional column to add a default value transform for
HIERARCHYTYPENAME.
f. In the Add conditional column dialog box, enter HIERARCHYTYPENAME as the name of the
new column.
g. In the If part of the condition, select any field, use equal to as the relationship, and enter any value.
In the *Then and Otherwise parts of the condition, specify what the default value should be. In this
case, enter Line in both parts.
h. Select OK to close the Advanced Query and Filtering dialog box.

i. On the Mapping task page, select the new column as the source to create another mapping for
HIERARCHYTYPENAME.
(February 14, 2019)
Changes in Attract
Changes in Core HR
Build 8.1.2146
Employee fixed compensation entity doesn't export all records
With this change, the Employee fixed compensation entity will now export all records. The entity can be used to
create and update existing fixed compensation records for employees.
Employment end date doesn't honor employee preferred time zone settings
Employment end dates are now honoring the user-preferred time zone when creating or ending employment with
a company.
UK addresses display in Analytics as Eastern Switzerland addresses
In this release, a change has been made to correct misalignment in addresses in the Personnel Management
"Headcount by location" report.
Termination code is not populated on the worker position assignment record when ending the position
A change has been made to default the "Termination reason" code when ending the employees position
assignment.
New entity created for job compensation levels
A new data management framework (DMF ) entity was created. The entity provides for creation and updates to
compensation levels, market values, and survey information for each job defined in the system.
(February 7, 2019)
Changes in Attract
Interview scheduling enhancements
Improvements have been made to the end-to-end interview scheduling experience. You can now see the calendar
availability of an internal candidate and use the internal candidate’s calendar for schedule recommendations. For
more information, see Interview scheduling and feedback.
Job posting to LinkedIn – company mismatch issue fixed
An issue has been fixed where jobs posted to LinkedIn from Attract were appearing under the wrong company
name. For more information, see Create, approve, and post jobs in Attract.
Career site URL displayed in Admin settings
The career site home page URL is now displayed in Admin Settings under Career Site management.
Changes in Core HR
Build 8.1.2134
Multiple compensation levels supported on jobs
This change allows for more than one compensation level to be defined on a job, enabling employee fixed
compensation ranges which may differ between plans when using the same job.
For example: Job - Account Manager Associated compensation levels: B1 and B2 - Each level has a defined range
of values. B1 = Min 50,000, Mid 60,000, Max 75,000 and B2 = Min 65,000, Mid 74,000, Max 85,000. When
creating fixed compensation for employees, based on the eligibility rules defined, each fixed plan can now point to
the same job and to different levels on the job. This allows for plans to be defined in different regions/companies
and point to the same job but different ranges without duplicating jobs to account for these differences.
Compensation level field has been added to the Employee fixed compensation entity
With this update, the employee fixed compensation entity has been updated to include the Compensation level
field. This addition makes it easier to update employee fixed compensation plans.
Update Job family when updating and creating new positions
When changing the job on a position, Job family will now default based on the job selected.
Performance improvements when rendering workspaces
Analytics tabs on workspaces will now load only when accessing those pages. An indicator will display during the
initial rendering of the page in the upper-left corner of the page.
(January 31, 2019)
This topic describes features that are either new or changed in Dynamics 365 for Talent
Build 8.1.2128
Core HR Changes
Time off taken on leave people card doesn't consider leave plan dates
For those that have leave plans that don’t run on a calendar year, the Taken card now displays time off that’s been
taken in the plan-defined leave year. For example, if an organization’s leave year is June 1 through May 30 and an
employee has taken 3 days off in December, the Taken card on January 15, will display 3 days.
Accrual amounts not matching tier date basis
New options have been added to leave and absence (Human resources parameters) to enable customers to
determine when employees’ months of service date are effective. For some organizations, the date is the end of the
month, but for others it may be the start of the next month. For example, one organization may award time off on
December 31, while another may award time off on January 1. This option will allow you to choose when the
award should occur.
Worker hire actions are stuck in "Workflow complete" state
Changes have been made to correct an issue where a small number of workflows finished with a "Workflow
complete" status. New workflows should now move to a "Completed" state when the workflow finishes. Any
workflows in a workflow completed status will be transitioned to an error status to allow for updating or removal if
required.
Core HR (January 23, 2019)
Build 8.1.2121
This topic describes features that are either new or changed in Core HR.
Changes
Import of employee fixed compensation not working when creating new fixed compensation records
A change has been made to the employee fixed compensation entity to retrieve the compensation level upon
import. Prior to this release, a message was displayed indicating that the level was required.
Remove the minimum balance field from the time off request dialog box
The Minimum balance field has been removed from the Time off request dialog box. This change affects all
areas where time off can be requested.
Data upgrade for compensation levels not updating in all scenarios
A change has been made to update the compensation level on fixed compensation plans. This change will populate
the compensation level on fixed plans for the job assigned to the employee.
Payroll information in the Manage changes page is only available when logged in as System Administrator
This change allows employees with the Payroll Administrator role access to the payroll information on the
Changes timeline > Manage changes page for the position.
Job fields default to positions
When changing the job on a position, job fields will default to the position. An alert message will appear giving an
option to accept the default values or keep the existing values for those fields.
Probation period and calendar are not displayed for future hired employees.
With this change, Probation period and Calendar fields have been added to the Manage changes page to allow
for data entry for future and past employees.
Platform update 23
Minor bug fixes have been included as part of Platform update 23. For more information, see What's new or
changed in Dynamics 365 for Finance and Operations platform update 23 (January 2019).
Build 8.1.2107
Minor changes and bug fixes included in this release

New position assignment start date/time default has been corrected
When transferring employees, the system will default the date/time to the date selected and the time at the
beginning of the day, for the user's time zone.
All employees have the same position description in the exited worker task management list
An update has been made in the Task Management workspace to display the correct position descriptions for all
employees that have recently exited the company.
"Action requested by" field is now populated on Workers action page
With this change, the default for the Action requested by field is now the user that is requesting the change.
Ideas portal updated
In app links to submit an idea for Talent have been updated to the new Ideas portal. All ideas entered in the old
portal have been migrated, so all your great ideas are still there and available to be voted on by others.
Build 8.1.2100
Changes
Validate leave requests by forecasting available balance
Changes made in this release allow employees to request future leave time without subtracting from their current
balance. Standard workflows will be used for any future requests made. For more information, read Accrue time off
based on hours worked.
View forecasted leave balance in ESS and People
This feature enables viewing of balances for future leave periods by HR, managers, and employees. Employees can
view future balances in the Employee Self-Service workspace and HR has access to the same information using
the People workspace.
Notifications for changing leave balances
Leave balances will display the employees current balance. Future balances are available on the Employee Self-
Service and People workspaces by entering an “as of date” to calculate the forecasted balance.
Navigation has been added to view forecasted balances in the following areas:
Time off card on the Employee Self-Service workspace.
Leave and absence card on the Manager Self-Service workspace.
Leave and absence page on the People workspace.
Allow decimals for Variable compensation plans (Cash plans)
Variable cash awards and plans now have the additional flexibility for amounts and overrides for values with
decimal amounts.
Unable to change the dates on Variable comp enrollments after the plan is saved
This change allows for the plan end date to be updated (extended or expired) after the plan has been saved. You can
still activate or de-activate plans independent of start and end dates.
Payroll information available when assigned the Payroll admin security role
The Payroll Administrator role has been updated to have access to the payroll information during the request
process.
Employee self-service | Position hierarchy drill-down from tile fails to get parent node
Changes have been made to eliminate an error that occurred when adding the position hierarchy to new
workspaces and navigating within the organizational structure.
New validation message when personnel number sequence is in use
A change has been made to clarify what the issue is when you hire an employee and the next personnel number is
in use.
Employee self-service workspace selected as the initial startup page
When the Employee self-service workspace is selected as the initial startup page for a user and that user is not
assigned the employee role, the system will redirect to the default dashboard.
Termination reason code updates position assignment record
The termination reason code will now update the position assignment when terminating an employee and ending
the position.
Core HR (December 14, 2018)
Build 8.1.2085
Changes
US - ACA (Affordable Care Act) support for tax year 2018 1095-B and 1095-C forms
Each year, Applicable Large Employers (ALEs) must provide each full-time employees with a 1095-C. In addition, if
the employer provides self-insured coverage they must provide the 1095-C (if they are an ALE ) and a 1095-B (if
they are a small employer) to any employee, full-time or part-time, covered under one of their offered health plans.
This feature provides printable forms for both the 1095-C and 1095-B.
During import SubmittedByPersonId field on HcmPerfJournalEntity is ignored
When importing/exporting performance journal entries, the Submitted by field is ignored. With this change, the
value imported/exported will reflect the value in the table during the export, when importing the system will be
updated with the value supplied in the import file.
Analytics tab on 'Leave and absence' workspace displays "OpenConnectionError" error for non-system Admin
roles
With this update, no errors will be issued when opening the Analytics tab on the Leave and Absence workspace.
Employee self-service, Position Hierarchy drill-down from tile fails to get parent node
A change has been made to correct the error "Getting the parent node failed" when the position hierarchy has been
personalized to appear on an existing workspace and a position is selected in the hierarchy.
Must be System Admin to see the Payroll tab in the Position page
A change has been made to include the correct security elements in the existing privilege: "Maintain payroll worker
and position detail". With this change, by default, the Payroll Administrator will have access to the Payroll fields on
the Position page.
Error when submitting performance review to manager and the %Reviews.PerfPeriod% placeholder is used in the
Submission instructions
A change has been made that corrects the "Null Reference" error when using the %Reviews.PerfPeriod%
placeholder in the Submission instructions.
Workforce Power BI report shows error when worker seniority date is a leap day
With this change, leap days are now supported in Power BI.
Integration between Core HR and Attract
A change has been made to update the integration between Core HR and Attract related to candidates to hire. For
candidates to hire to be visible in the Personnel Management workspace, the following Common Data Service
entities are used:
Job Application
Status Reason needs to be set to Offer Accepted
Provides Candidate and Job Opening
Candidate
Provides Candidate information
Job Opening
Provides Job Opening ID and Job Opening Participants
Job Opening Participants
Provides Hiring Manager
When a candidate is added to Personnel Management, the candidate can now also be dismissed using a new
option available on the candidate card.
Coming soon
Leave and absence: Future leave and forecasting leave balances
With the changes being made to allow for employees to forecast time off and request future time off requests
without impacting their current time off balances, the way the time off balances are displayed is also changing.
The available balance currently displayed is the amount of time off available for requests including accruals
through today and all approved leave requests to the end of time.
When the ability to forecast is released, the balance displayed changes to be the current balance of time off
including accruals through today and requests through today. Employees and managers will see these updated
balances in employee and manager self-service on the Time off card and in the Time off balances window. HR
managers will see these updated balances in the People workspace and in the employee’s Assigned leave plans
window.
Known issue
Mapping errors in the integration with Finance and Operations
The following issues have been identified in the current template for integrating Talent with Dynamics 365 for
Finance and Operations. A new template will be published soon and will be applied to all new integration projects
that are created. For existing integration projects, the task mappings can be updated. Refer to the following table
for updated mappings.
NOTE
The Job Positions to Positions Parent Job Assignment task does not integrate data. This is an issue that is currently being
researched. There is no workaround in the current mapping.
The Departments to Operating unit task needs the following mappings updated.
EXISTING SOURCE FIELD NEW SOURCE FIELD
cdm_description (Description) cdm_name (Name)
An additional mapping also needs to be added. Select the last None field to add the following mapping.
SOURCE FIELD DESTINATION FIELD
cdm_description (Description) NAMEALIAS (NAMEALIAS)

The updated mappings should look like the following image.
The Jobs to Job Detail task needs the following mappings updated.
cdm_name (Name) cdm_description (Description)
cdm_name (Description) cdm_jobdescription(Job Description)
The updated mappings should look like the image below.
The Workers to Work task needs the following mappings updated.
cdm_emailaddress1 (Email Address 1) cdm_primaryemailaddress (Primary Email Address
cdm_telephone1 (Telephone 1) cdm_primarytelephone (Primary Telephone)
The Gender field transform also needs to be updated. Select the fn (function) map type for Gender and update the
following value mappings.
COMMON DATA SERVICE VALUE FINANCE AND OPERATIONS VALUE
75440000 Male
75440001 Female
75440002 None
75440003 NonSpecific
The updated mappings should look like the following images.

Core HR (December 6, 2018)
Build 8.1.2071
Platform update 22
Export up to 1 million rows to Excel
The Export to Excel feature can now be configured to allow users to export up to 1 million rows from a grid in
Talent, a substantial increase from the previous 10,000-row limit.
Restyled personalization toolbar
The personalization toolbar has been restyled in Platform update 22 to help users more easily tailor their own
experiences in Talent. The following changes were made:
The name of each personalization tool is now shown along with an icon, which helps users quickly recognize the
tool they are interested in using.
The description for how to use the current tool is also now shown, which helps users understand how to make
the needed personalizations.
The entire personalization toolbar can be moved across the screen by dragging and dropping on a specific
region at the far left of the toolbar. This allows users to personalize elements that were previously obscured by
the toolbar.
Optimized "is one of" filtering experience
The "is one of" filtering operator is available for most fields when using the Filter Pane and grid header drop-down
lists. This operator allows a user to filter a field based on multiple values. A new and improved experience for the
"is one of" operator is available in Platform update 22. To learn more, see Optimized "is one of" filtering experience.
Paste lists from Excel into filter fields with the "is one of" operator
For some tasks, users might have a list of values in Excel that they'd like to use to filter data in Talent. For example,
a Human Resource user might have identified a set of employees from a report that need additional research in the
system, and it would be ideal for this user to be able to copy the list directly from Excel into a filter field in Talent.
Starting in Platform update 22, the "is one of" operator in the Filter Pane and grid column filtering now recognizes
lists copied from Excel so that they can be pasted directly into a filter field. This includes a collection of values
copied from different rows and columns in Excel. To learn more about this feature, see Paste lists from Excel into
filter fields with the "is one of" operator.
In preview
Configure UK payroll integration between Talent and Dayforce
The integration between Microsoft Dynamics 365 for Talent and Ceridian Dayforce is available in preview for the
UK. Refer to the following topic for more information, Configure the payroll integration between Talent and
Dayforce.
Coming soon
Leave and absence: Future leave and forecasting leave balances
With the changes being made to allow for employees to forecast time off and request future time off requests
without impacting their current time off balances, the way time off balances are displayed is also changing.
The available balance currently displayed is the amount of time off available for requests including accruals
through today and all approved leave requests to the end of time.
When the ability to forecast is released, the balance displayed changes to be the current balance of time off
including accruals through today and requests through today. Employees and managers will see these updated
balances in employee and manager self service on the Time off card and in the Time off balances window. HR
managers will see these updated balances in the People workspace and in the employee’s Assigned leave plans
window.
Other changes
Termination code is not populated to the worker position assignment record
A change has been implemented that populates the reason code on the position assignment record during the
termination process.
Validation for personnel number being in-use needs additional details
Additional information is displayed when number sequences are in use, to better understand issues when a new
number cannot be generated.
Attachments buttons not available for workers
Changes have been made to correct attachments. When adding a new attachment to a worker, the New and Edit
buttons are now available when FactBoxes are open on the worker window.
Known issues
Mapping errors in the integration with Finance and Operations
The following issues have been identified in the current template for integrating Talent with Finance and
Operations. A new template will be published soon and will be applied to all new integration projects that are
created. For existing integration projects, the task mappings can be updated. Refer to the following table for
updated mappings.
NOTE
The Job Positions to Positions Parent Job Assignment task does not integrate data. This is an issue that is currently being
researched. There is no workaround in the current mapping.
The Departments to Operating unit task needs the following mappings updated.
cdm_description (Description) cdm_name (Name)
An additional mapping also needs to be added. Select the last None field to add the following mapping.
SOURCE FIELD DESTINATION FIELD
cdm_description (Description) NAMEALIAS (NAMEALIAS)
The updated mappings should look like this.

The Jobs to Job Detail task needs the following mappings updated.
cdm_name (Name) cdm_description (Description)
cdm_name (Description) cdm_jobdescription(Job Description)
The Workers to Work task needs the following mappings updated.
cdm_emailaddress1 (Email Address 1) cdm_primaryemailaddress (Primary Email Address
cdm_telephone1 (Telephone 1) cdm_primarytelephone (Primary Telephone)
The Gender field transform also needs to be updated. Select the fn (function) map type for Gender and update the
following value mappings.
| Common Data Service Value | Finance and Operations value | | ------------|------------------ -----------| | 75440000 |
Male | | 75440001 | Female | | 75440002 | None | | 75440003 | NonSpecific |
Core HR (November 27, 2018)
Build 8.1.2064
Changes
Unable to create a note in Case Management
A change has been made for an issue when attempting to edit or create a note in the case log of Case
Management.
Misspelled word on the analytics tab in the compensation workspace
A change has been made to correct the spelling of 'Ethnic Origin' in the compensation analytics chart in the
compensation workspace.
Employee self-service workspace not displaying when a user isn't assigned to a worker
A change has been made when the Employee self-service workspace is selected as the initial page on startup for
a user who is not assigned to a worker. In this situation, the default dashboard will be displayed.
Leave and Absence error: Object reference not set to an instance of an object
Changes have been made to Leave and Absence to correct this error after approving leave and absence records in
the Work items assigned to me list.
Unable to recall an image workflow
After recalling an image workflow, the workflow will be set to "cancelled" and the existing request can be deleted in
the employee self-service workspace.
Rehired employees or contractors show up multiple times after termination
With this update, terminated employees that are rehired will only display one time in the exited list.
Known issue
Issue: When adding a new attachment to a worker, the New and Edit buttons are grayed out.
Workaround: Before opening the attachment page, make sure that the FactBoxes on the Worker page are
closed. If the FactBoxes are closed when the Worker page is loaded, the attachments buttons will be enabled.
(This issue will be fixed in the next platform update.)
Core HR (November 15, 2018)
Build 8.1.2045
Other changes/fixes
Unable to change employee´s current position to a future open position
A change has been made to enable position transfers when the position is only available in the future.
Position does not display when creating a new employee
A change has been made to display all open positions that are available for assignment when hiring new
employees in Talent. This includes historical positions or if the postitions have been future dated. Positions will now
appear correctly based on the employment start date.
Termination date is displaying based on user settings
A change has been made to the past employees list to account for any time zone offsets for the employees
preferred time zone when viewing the termination date.
Work items assigned to me links not displaying the correct information
With this change, navigation to the details of the individual work items in the list will display the correct
information for the item selected. This issue only occurred with advanced security options.
Known issue
Core HR (October 31, 2018)
Build 8.1.2031
Create links from Talent to Finance and Operations

This new navigation functionality allows you to link from Talent to Finance and Operations, giving you direct
navigation into Finance and Operations pages. When links are configured, you can specify the name and group of
the link, where the link should surface in Talent, and the target page to be opened within Finance and Operations.
Coming soon
Field context will be added in the future to allow for direct navigation to corresponding records in Finance and
Operations. For example, you can use Link to field to provide the context to navigate directly to a specific
employee or position in Finance and Operations.
Configure target systems
In Talent, system administrators can define links that will be surfaced through the System Administration
workspace. Part of the configuration is the Finance and Operations environments that you would like to navigate
to as the "target" of the link. You do this by giving the target system a name and providing the URL of the Finance
and Operations environment. Here is an example of a Finance and Operations URL that you would provide:
https://devax00124aos.cloud.test.dynamics.com/. After you have configured your target systems, you can define
your links.
Configure links
Each link that is created will have the following information defined.
Link - Name of the link, used for identification only.
Enable this Link - Set to Yes if you want to display the link to users of Talent.
Display name - Define the name that will appear as a link to Finance and Operations. This data is currently
is not translated.
Surface link on form - Choose which page you would like to display the link on.
Group - Groups are not required, but if you want to organize your links using groups, select an existing
group or create a new one using the Group field.
Target system - Select the target system that was created using the Configure target system option. This
will be the Finance and Operations environment that will be used when navigating by using the link.
Use user's current Company - Select Yes if you would like to use the User's current company context when
navigating to Finance and Operations. If No is selected, then you can select the company that should be
used.
Target menu item - Enter the menu item from Finance and Operation that the link should use when
navigating. Menu items that you can directly navigate to are available. To find the menu item required, open
Finance and Operations and open the page that is the target of the navigation. Copy the menu item from
the URL. For example, if you want the link to take you to the employee list in Finance and Operations, enter
the value that appears after the "&mi" in the URL. https://devax00124aos.cloud.test.dynamics.com/?
p=USMF&mi=HcmWorkerListPage_Employees. The menu item to navigate to the employee list page in
this example is: HcmWorkerListPage_Employees.
Link to data source - Select the source of data that the link is referencing. The most common sources like
Worker and Position are available.
Link to field - (Coming soon) This field selection will allow for direct navigation from a single record in
Talent to a single record in Finance and Operations.
Access to links
System administrators will see the newly created links on the defined pages even if the Enable this link option is
set to No. This can be used for testing links prior to surfacing them to other employees. All other roles will only see
the configured links after the Enable this link option is set to Yes. Employees who have access to the pages in
which the links are surfaced will have access to the links.
Users can also have security rights within Finance and Operations defined to access the pages in Finance and
Operations. If they don't, a security dialog box will be displayed when using the link.
Other changes/fixes
Positions with a future start date cannot be assigned to a new employee
Changes have been made to allow employee assignments to future-dated positions. Positions that have start dates
in the future can be selected and the employee assignment will be made upon save or completion of the workflow
(if the workflow is enabled).
New employee cannot be assigned existing position
Changes have been made so new employee assignment can now be assigned to existing positions.
Seniority date/Office location disappears when the employment start date is in the past and the record is saved
Changes have been made to correct the visibilty of the Senority date and Office location when saving changes
for past employees.
Can't enter data for future -dated employments on the worker page
Employment data for future-dated employments has been disabled on the main worker page. Employment data
can be entered through the Date Manager pages. Additional changes will be made in future releases to enable
entering employment data directly during the workflow process.
Add ValidFrom and ValidTo to HcmPersonalContactPersonEntity
The Data Management Framework (DMF ) entity HcmPersonalContactPersonEntity has been updated to include
"valid from" and "valid to" dates to enable certain benefit integration scenarios.
Known issue
Build 8.1.1067
Allow managers to update time off requests

Employee time off requests may need to be updated after they are approved through the workflow. In many cases,
the manager makes these updates on the employee’s behalf. This new feature provides the ability for managers to
update time off or cancel time off requests on behalf of their employees. This capability is controlled by the Work
on behalf parameter that can be set on the Human Resource Parameters page.
Allow HR to update time off requests

Similar to the feature above, employee time off requests may need to be updated by HR after they have been
previously approved through the workflow. This feature provides the ability for HR users to update time off
requests. The capability is enabled in the People workspace and on the Worker page, using a new option called
View time off. On those pages, HR users can view requests and update time off transactions, similar to how
managers can perform these actions.
The security duty that controls access to this functionality is:
Duty: Maintain worker-specific leave and absence processes.
Privilege: Maintain leave and absence requests for all workers.
Other changes
The following updates have been made in this release:
Changes to worker hire actions so that they are no longer "stuck" in Workflow complete state.
Employment record can now be created without an employment start date.
The Dynamics 365 Talent registration date for a course shown in Employee self-service now applies the time
zone offset to the date.
Excel files can be imported multiple times without any errors using Employee Entity.
Known issue
Build 8.1.1056
Changes
In addition to miscellanous fixes, the following updates have been made in this release:
Last Day worked now set when hiring or setting an employment end date.
US compliance references removed when in non US companies (ACA, ADA, and I9).
Invalid dates (1/1/1900) are now hidden on analytics pages.
Known issue
Issue: When adding a new attachment to a worker, the New and Edit buttons are grayed out. Workaround:
Before opening the attachment page, make sure that the FactBoxes on the Worker page are closed. If the
FactBoxes are closed when the Worker page is loaded, the attachments buttons will be enabled. (This issue will be
fixed in the next platform update.)
Build 8.1.1050.0
Allow other dates to be used on leave tier basis (Leave Management)

When awarding leave to employees, the award tier basis determines how much time off an employee accrues.
Currently, these tiers are based on employee start date and seniority date. In some scenarios, organizations need
these tiers to be based on other dates, like anniversary date or original hire date. These dates are already used on
the leave plan to determine when accruals happen, the ability for these same dates to be used when an employee is
enrolled in a plan have been added to determine the accrual amount.
Other changes
Miscellanous fixes have been included in this release.
Known issue
FactBoxes are closed when the Worker page is loaded, the attachments buttons will be enabled. (This issue will be
Build 8.1.1035.0
Turn off electronic payment validation

Electronic payment information validation occurs if you set up disbursements for direct deposit either through
Employee self-service workspace (ESS ) or directly on the employee form. This option gives you the flexibility to
remove that validation if you do not require the validation checks for amounts and remainder values. This feature is
helpful if you're integrating with an external payroll system that has different requirements.
Manager self-service - Add goals for team members through the Team
performance goals tile
Prior to this release, managers can add goals to their employees individually through the performance goals
associated to each employee. With this update, managers can access the Team performance goals tile and create
new goals by selecting any of their direct reports.
Manager self-service - Add reviews for team members through the

Team performance reviews tile
Prior to this release, managers can add reviews to their employees individually through the reviews associated to
each employee. With this update, managers can access the Team performance reviews tile and create new
reviews by selecting any of their direct reports.
Configure proration options by leave plan

Organizations award time off differently based on when employees join and leave the company. For some
organizations, employees are awarded their full allocation on their start date while others prorate the award. New
options are provided in this release to choose how to prorate the awards and accruals for joiners and leavers in an
organization. Options include: Prorated, Full accrual, and No accrual.
Other changes
Employee entity updated - The Personal title can now be updated using the Excel add-in/data management.
Security change to allow removal of the Delete and Deactivate buttons in employee self-service for
payment information.
Known issue
FactBoxes are closed when the Worker page is loaded, the Attachments buttons will be enabled. (This issue
will be fixed in the next platform update.)
Core HR (September 24, 2018)
Build 8.1.1015.0
Currency added to Benefits

Benefit plans have been updated to include the currency of the benefit. This new field is also available on worker
enrolled benefits. This new field is part of the Maintain benefits and View a list of benefits security privilege.
Update proration process – Leave and Absence

Organizations award time off differently based on when employees join and leave the company. For employees
leaving the organization, some may need to end the award on the termination date, while others rely on the last
day worked to stop the accrual process. These changes provide organizations the ability to choose when to end
enrollment during the termination process. These new options are part of the privileges for Terminate a worker and
Terminate a worker from manager self service.
Other changes
This release includes several additional bug fixes.
Known Issue
Before opening the attachment page, make sure that the fact boxes on the Worker page are closed. If the fact
boxes are closed when the Worker page is loaded, the attachments buttons will be enabled. (This issue will be
Build 8.1.154.0
Leave and Absence – Accrue time based on hours worked

A new accrual type has been added to Leave plans. The accrual schedule can now be based on months of service or
hours worked. For more information, see Accrue time off based on hours worked.
Platform update 18
Platform update 18 is now part of the Talent release.
Mandatory and other fields can be hidden via personalization. This allows a user to create a simplified
experience where mandatory fields that are defaulted by business logic are not shown. Hidden mandatory
fields are also temporarily made visible if they are empty when a save is attempted.
In Platform update 18, the Talent web client now aligns its visuals with Microsoft Fluent Design.
When fields are in “read mode”, you can simply select the edit option in the fields to switch the form
to edit.
Changes in how fields display when in read mode.
Headings in workspaces and pages are bold.
The behavior of non-replacing lookups has been improved. For more information, see Improved behavior
for non-replacing lookups.
Bug fixes
This release includes several additional bug fixes, including references to ACA, ADA, and I9 now will only be
enabled in US companies.
Build 8.1.138.0
This topic describes features that are either new or changed in Microsoft Dynamics 365 for Talent Core HR.
Allow specific time of day on time-off requests (half days)

If leave and absence is set up so that time off is submitted in days, you can now also enable a half-day definition.
Then, when users submit time-off requests, they can specify whether they are requesting the first half or the second
half of the day off.
By default, this option is turned off. For employees to request the first half or second half of the day off, you must
turn on this option in the Leave and absence area of Human resources parameters.
The security privilege for this feature is Maintain Human Resources Parameters.
Validation of leave and absence entries

Depending on how leave is configured, employees who try to submit a time-off request that is longer than their
work day receive a warning message. In other words, they are warned if they try to take more than a full day off on
any given date.
This validation is always turned on. Any time that employees exceed the day threshold that is defined, they receive
a warning in their time-off request.
Additional fields for conditional statements in workflows

Additional fields have been added to conditional statements and placeholders for several workflows in Core HR.
The following fields have been added to the compensation, termination, and transfer workflows:
EmploymentType
LegalEntity
AdjustedWorkerStartDate
EmployerNoticeAmount
EmployerUnitOfNotice
TransitionDate
WorkerNoticeAmount
WorkerStartDate
WorkerUnitOfNotice
ProbationEndDate
Position
Union
Department
PositionType
CompLocation
Title
Job
JobType
JobFamily
JobFunction
The following fields have been added to the position workflow:
Position
Union
Department
PositionType
CompLocation
Title
Job
JobType
JobFamily
JobFunction
Fields in conditional statements and placeholders are available to all users who have access to configure the
previously mentioned workflows.
Navigation to Attract from personnel management

In personnel management, if Attract hasn't been set up, the Candidates to hire section directs users to get started
with Attract instead of showing the message, "We didn't find anything to show here."
Other changes
This release includes several additional bug fixes:
When a contractor is hired, the Compensation tab should not be available on the request/action page.
During the request termination process, you can't continue until all required fields contain data.
Sort order and date display issues on the Personnel management analytics have been addressed.
Core HR (August 2018)
Build 8.1.104
This topic describes features that are either new or changed in Dynamics 365 for Talent Core HR.
View expiring records in Manager self service

You can now view expiring records in Manager self-service. New options are allow you to configure what
information will be available for managers to view. These include:
Certificates
Identification numbers
Probation periods
Screenings
Tests
This feature also gives you the ability to specify the range of days in which to look for expiring records.
Configurable transfer actions

You can configure by role the options that will be available during the entry of a transfer request. This feature
provides additional flexibility across the roles in an organization.
For example, managers requesting employee transfers may not have access to suggest or enter compensation
amounts or select the task lists that will be associated with the transfer request. In this case, managers can create
and submit transfer requests but are not allowed to enter compensation or task list assignments. In this same
configuration, HR will be able to assign the new compensation values as well as assign any additional checklists to
be completed as a result of the transfer completing.
By default, the new configuration options are set to not change the capabilities prior to this update.
Leave and absence

There are now additional Date fields available in Leave and Absence.
With this feature you can set the accrual period basis at the plan level to use specific employee dates. This allows
for dates other than the plan start date to be used during the leave accrual process. Options for employee specific
dates include the following values:
Custom (available prior to this update)
Anniversary date
Original hire date
Seniority date
Worker’s adjusted start date
Worker’s start date
When configured to use one of the employee specific dates, the enrollment process will use the specified date to
calculate the accrual periods. The accrual period basis is also displayed on the employee’s plan enrollment to help
you understand what’s being used during the accrual process.
Microsoft Word integration

Document templates have been enabled throughout Core HR. This feature allows you to create letters and reports
based on Word templates that you create.
Additional information about this feature is available in the Office integration tutorial.
Other fixes
This release also includes a number of bug fixes, the addition of new entities, fixes to existing entities, and localized
label changes.
Core HR (July 2018)
This topic describes features that are either new or changed in Microsoft Dynamics 365 for Talent Core HR.
PowerApps personalization
Microsoft Dynamics 365 for Talent supports integration with the Microsoft PowerApps service. PowerApps lets
both developers and non-technical users build custom business apps for mobile devices, tablets, and the web
without having to write code. Apps that you, your organization, or the broader ecosystem develop by using
PowerApps can then be embedded in the Talent client to augment the product's functionality. For example, you
might build an app that supplements Talent with information that is retrieved from another system.
For more information, see Embed PowerApps apps.
Ceridian payroll integration

Integration between Talent and Ceridian Dayforce is now available for the US, Canada, and Mexico. The integration
uses broad categories of data. Here are some examples:
Human resources data
Compensation data
Payroll data, such as pay cycles, pay periods, and earning codes
Worker data
For more information, see Configure your payroll integration.
Worker tax regions have been expanded beyond the US

Support has been added for tax regions outside the United States. When tax regions are assigned to workers, they
can drive tax calculations and can be used in integrations with external payroll solutions.
The title field has been expanded in Talent

Titles have been expanded in this update. The field is now 65 characters. This change has been implemented
everywhere that title is selected, such as workers, positions, and jobs.
Benefit enrollment status report

Built-in reporting about open enrollment for benefits helps you easily understand where your employees are in the
open enrollment process. You can learn how many employees have completed the process, are currently
completing it, and haven't started it. Additionally, you can quickly view any issues that occur during employee
enrollment and a full log of all employee submissions. Therefore, you can easily verify and audit employee
submissions.
Talent system requirements and update policy
This topic describes requirements for Microsoft Dynamics 365 for Talent, including Attract, Onboard, and Core HR.
It also outlines the countries and regions where Talent is available, plus information about languages and
localization for Talent data. In additions, this topic provides the update policy for Talent.
Supported web browsers

The Microsoft Dynamics 365 for Talent web application can run in any of the following web browsers that run on
the specified operating systems:
Microsoft Edge (latest publicly available version) on Windows 10
Internet Explorer 11 on Windows 10, Windows 8.1, or Windows 7
Google Chrome (latest publicly available version)
Apple Safari (latest publicly available version)
To find the latest release for each web browser, go to the software manufacturer’s website.
NOTE
To capture images that are generated from Task Recorder and include them in Microsoft Word documents, you must have
a Chrome extension installed.
The Workflow Editor is started as a ClickOnce application. Only Microsoft Edge and Internet Explorer (on a supported
version of Microsoft Windows) support ClickOnce applications. The Workflow Editor ClickOnce application requires a 64-
bit compatible operating system.
To preview PDF files, we recommend that you use modern browsers like Microsoft Edge (latest publicly available version)
on Windows 10, or Google Chrome (latest publicly available version) on Windows 10, Windows 8.1, Windows 8, Windows
7, or Google Nexus 10 tablet. Network requirements
Dynamics 365 for Talent is designed for networks with latency of 250-300 milliseconds (ms) or less. This is the latency
from a browser client to the Microsoft Azure data center that hosts Dynamics 365 for Talent. We recommend that you
test network latency at www.azurespeed.com.
Bandwidth requirements for Dynamics 365 for Talent depend on your scenario. Most typical scenarios require a
bandwidth of more than 50 kilobytes per second (KBps).
WARNING
Don't compute bandwidth requirements from a client location by multiplying the number of users by the minimum
bandwidth requirements. The concurrent usage of a given location is very difficult to calculate. For customers who are
concerned about bandwidth requirements, use a trial version of Dynamics 365 for Talent.
Supported Microsoft Office applications

To run the Microsoft Excel and Word add-ins, you must have Microsoft Office 2016 for Windows or Mac
installed. For more details about version requirements, see Office integration troubleshooting.
To view documents that are generated by the Export to Excel or Export to Word functionality, you must have
Microsoft Office 2007 or later installed.
Regional availability, languages, and localization
You can download a PDF file of the countries, regions, and languages Talent supports at International availability of
Microsoft Dynamics 365.
NOTE
While the user interface is localized into other languages, all user data is stored in the language in which it was entered. You
can create emails and templates in other languages, but data such as scheduling information is only available in English at
this time.
If you're a developer interested in creating country- or region-specific customizations, or in creating a solution for a
country or region not currently supported by Microsoft, see Globalization.
Update policy
Microsoft Dynamics 365 for Talent is serviced as a cloud offering. Updates to Dynamics 365 for Talent are
continuous and applied automatically by Microsoft.
Updates are released on a regular cadence and will be made to all environments. Dynamics 365 for Talent is
supported according to the Microsoft Support Lifecycle policy, which provides consistent and predictable
guidelines for product support availability.
Provision Talent
This topic walks you through the process of provisioning a new production environment for Microsoft Dynamics
365 for Talent. This topic assumes that you've purchased Talent through a Cloud Solution Provider (CSP ) or
enterprise architecture (EA) agreement. If you have an existing Microsoft Dynamics 365 license that already
includes the Talent service plan, and you can't complete the steps in this topic, contact Support.
To begin, the global administrator should sign in to Microsoft Dynamics Lifecycle Services (LCS ) and create a new
Talent project. Unless a licensing issue prevents you from provisioning Talent, assistance from Support or
Dynamics Service Engineering (DSE ) representatives isn't required.
Create an LCS project

To use LCS to manage your Talent environments, you must first create an LCS project.
1. Sign in to LCS by using the account that you used to subscribe to Talent.
2. Select the plus sign (+) to create a project.
3. Select Microsoft Dynamics 365 for Talent as the product name and product version.
4. Select the Dynamics 365 for Talent methodology.
5. Select Create.
For information about how to get started with Talent, see the Talent methodology that you created in your new
project. After you've finished creating the project, complete the following procedure to provision your Talent
environment.
Provision a Talent project

After you've created an LCS project, you can provision Talent into an environment.
1. In your LCS project, select the Talent App Management tile.
2. Indicate whether this is a Sandbox or Production instance of Talent. Early preview features may be available
in Sandbox instances to allow for early feedback and testing.
NOTE
The Talent instance type is separate from the instance type of the PowerApps environment, which you set in the
PowerApps Admin center.
3. Select the Include Demo Data option if you want your environment to include the same demo data set
used in the Talent Test Drive experience. This is beneficial for long-term demo or training environments, and
should never be used for production environments. Note that you must choose this option upon initial
deployment. You cannot update an existing deployment later.
4. Talent is always provisioned into a Microsoft PowerApps environment to enable PowerApps integration and
extensibility. Read the “Selecting a PowerApps environment” section of this topic before you continue. If you
don't already have a PowerApps environment, select Manage environments in LCS or navigate to the
PowerApps Admin center. Then follow the steps to Create a PowerApps environment.
NOTE
To view existing environments or create new environments, the tenant admin who provisions Talent must be assigned
to the PowerApps P2 license. If your organization doesn't have a PowerApps P2 license, you can get one from your
CSP or from the PowerApps pricing page.
5. Select the environment to provision Talent into.

6. Select Yes to agree to the terms and begin deployment.
Your new environment appears in the list of environments in the navigation pane on the left. However, you
can't start to use the environment until the deployment status is updated to Deployed. This process
typically takes a few minutes. If the provisioning process is unsuccessful, you must contact Support.
7. Select Log on to Talent to use your new environment.
NOTE
If you haven't yet signed off on the final requirements, you can deploy a test instance of Talent in the project. You can
then use this instance to test your solution until you sign off. If you use your new environment for testing, you must
repeat this procedure to create a production environment.
Because only two LCS environments are allowed as part of the Talent subscription, you might consider
leveraging a free 60-day Talent trial environment. Although a trial environment is owned by the user
who requested it, other users can be invited through the system administration experience for Core HR.
Trial environments contain fictitious data that can be used to explore the program in a safe manner. They
aren't intended to be used as production environments. Note that when a trial environment expires after
60 days, all the data that's in it is deleted and can't be recovered. You can sign up for a new trial
environment after the existing environment expires.
Select a PowerApps environment

The integration between Talent and the PowerApps environments lets you integrate and extend the use of Talent
data using PowerApps tools. Understanding the purpose of PowerApps environments will not only help you build
apps to extend Talent, but will also help you select the correct environment when provisioning Talent. For
information about PowerApps environments, including environment scope, environment access, and creating and
choosing an environment, see Announcing PowerApps environments.
Use the following guidance when determining which PowerApps environment to deploy Talent into:
1. In LCS, select Manage environments, or go directly to the PowerApps Admin center where you can view
existing environments and create new environments.
2. A single Talent environment is mapped to a single PowerApps environment.
3. A PowerApps environment “contains” the Talent application, along with the corresponding PowerApps,
Flow, and Common Data Service applications. If the PowerApps environment is deleted, so are the apps
within it. When provisioning a Talent environment, either "Trial" or "Production" can be provisioned. Choose
the type of environment based on how the environment will be used.
4. Data integration and testing strategies should be considered, such as Sandbox, UAT, or Production. We
recommend that you consider the various implications for your deployment, because it isn't easy to later
change which Talent environment is mapped to a PowerApps environment.
5. The following PowerApps environments cannot be used for Talent and will be filtered from the selection list
within LCS:
Default Power Apps environments - Although each tenant is automatically provisioned with a
default PowerApps environment, we don't recommend using them with Talent because all tenant
users have access to the PowerApps environment and could unintentionally corrupt production data
when testing and exploring with PowerApps or Flow integrations.
Trial environments - These environments are created with an expiration date and will expire after
that time, causing your environment and any Talent instances contained within to be removed
automatically.
Unsupported regions - Currently Talent is only supported in the following regions: United States,
Europe, United Kingdom, or Australia.
6. After you have determined the correct environment to use, you can continue with the provisioning process.
Grant access to the environment

By default, the global administrator who created the environment has access to it. However, additional application
users must be explicitly granted access. To grant access, you need to add users and assign the appropriate roles to
them in the Core HR environment. The global administrator that deployed Talent must also launch both the Attract
and Onboard applications to complete the initialization and enable access for other tenant users. Until this
happens, other users will not be able to access Attract and Onboard applications and will get access violation
errors. For more information, see Create new users and Assign users to security roles.
Remove Talent environments
This topic walks you through the process of removing a test drive or production environment for Microsoft
Dynamics 365 for Talent.
Removing a test drive environment

Talent test drives are provisioned with a 60-day expiration policy. However, owners of test drive environments have
the option to end their trial early by completing the following steps.
1. Navigate to the PowerApps Admin center.
2. Select Environments.
3. Select the test drive environment, which has a naming pattern similar to this: TestDrive - alias@domain
4. Select Delete and confirm the decision.
The existing test drive environment will be removed. When it is removed, you can sign up for a new test drive
environment.
Removing a production environment

This topic assumes that you've purchased Talent through a Cloud Solution Provider (CSP ) or an enterprise
architecture (EA) agreement.
Since a single Talent environment is “contained” within a single PowerApps environment, there are two options to
consider. The first option involves removing the entire PowerApps environment; the second option involves
removing only Talent. The first option is preferred when you have created a PowerApps environment expressly for
the purpose of provisioning Talent, and you've just begun implementation, or you don’t have any established
integrations. The second option is appropriate when you have an established PowerApps environment populated
with rich data that's leveraged in PowerApps and Flows.
IMPORTANT
Before removing the PowerApps environment, ensure it is not being used for rich data integrations outside the scope of
Talent. Also note that the default PowerApps environments cannot be removed.
To remove the entire PowerApps environment, including Talent and the associated Apps and Flows:
1. Navigate to the PowerApps Admin center.
2. Select Environments.
3. Select the environment to be removed.
4. Select Delete and confirm the decision.
5. Wait until the deletion is complete.
6. Sign in to Lifecycle Services (LCS ) using the account that you used to subscribe to Talent.
7. Select the Talent Project that contains the environment.
9. Select the instance to remove.
10. Select Remove instance and confirm your decision.
To remove a Talent environment from an existing PowerApps environment, complete the following steps. Note that
the need to involve support and contact the Talent DevOps team is temporary until this feature is enabled directly
in LCS.
1. Contact Support to initiate a removal request.
2. The Support team will initiate a removal request with the Talent DevOps team.
3. Continue after you receive word that the environment has been removed.
4. Sign in to LCS using the account that you used to subscribe to Talent.
5. Select the Talent project that contains the environment.
7. Select the instance you would like to remove, which should be marked with a Deployment status of Failed.
8. Select Remove instance and confirm your decision.
Provisioning for the Onboard app
The full version of Microsoft Dynamics 365 for Talent includes core human resources (HR ) capabilities plus Attract
and Onboard, which provide recruiting and onboarding experiences for your organization. You can also purchase a
standalone version of the Onboard app. Depending on whether you purchase the full version of Talent or the
standalone Onboard app, the provisioning experience is slightly different.
The Onboard app is automatically provisioned when you start a trial or purchase it online. The full version of Talent
requires Microsoft Dynamics Lifecycle Services (LCS ) for provisioning, but the standalone Onboard app doesn't
require LCS.
With the standalone Onboard app, you don't select the exact location where it should be provisioned. Instead, the
following factors determine where Onboard is provisioned:
The location of your organization's existing Microsoft PowerApps environments, if any.
If no PowerApps environments exist, the location of the organization's existing tenant.
The data centers that Talent currently supports.
The Onboard app is provisioned only in supported countries or regions. The supported countries and regions are
defined in the Microsoft Trust Center for Talent data transparency. For a list of supported countries and regions, see
International availability of Microsoft Dynamics 365.
The following illustration shows the logic used for provisioning the standalone Onboard app.
Unlike the full version of Talent, the standalone Onboard app doesn't maintain a list of the environments that each
user can access. Users are automatically signed in to the last environment they used. They can then select different
environments by using the Settings button (the gear symbol).
Embed PowerApps apps
In Platform update 14, Microsoft Dynamics 365 for Finance and Operations supports integration with Microsoft
PowerApps, a service for developers and non-technical users to build custom business apps for mobile devices,
tablets, and the web without writing code. PowerApps developed by you, your organization, or the broader
ecosystem can then be embedded in the Finance and Operations client to augment the product's functionality. For
example, you might build a PowerApp to supplement Finance and Operations with information retrieved from
another system.
To learn more about embedding PowerApps, watch the short How to embed PowerApps in Dynamics 365 for
Finance and Operations video.
Adding an embedded PowerApp to a page

Overview
Before embedding a PowerApp into the Finance and Operations client, you first need to find or build a PowerApp
with the desired visuals and/or functionality. We will not describe the detailed process for building a PowerApp
here. The Introduction to PowerApps topic is a good starting point if you are new to PowerApps.
When you are ready to embed a specific PowerApp, you can choose between one of two ways of accessing the
PowerApp on a page, whichever route better fits your scenario. The first way is through the PowerApps button that
has been added to the standard Action Pane. PowerApps added using this mechanism will appear as menu items
inside the PowerApps menu button. When selected, each of these menu items will open a side pane that contains
the embedded PowerApp. Alternatively, you may choose to show a PowerApp directly on a page as a new tab,
FastTab, blade, or as a new section in a workspace.
When configuring your embedded PowerApp in Finance and Operations, you can select a single field that you
want to send as input to the PowerApp. This allows the PowerApp to be responsive based on the data that you are
currently viewing in Finance and Operations.
Details
The following instructions show how to embed a PowerApp into the Finance and Operations web client.
1. Go to the page where you would like to embed the PowerApp. This will be the same page that contains any
data that needs to be passed to the PowerApp as input.
2. Open the Insert a PowerApp pane:
Click Options, and then select Personalize this form. Under the Insert menu, choose PowerApp.
Finally, select the region where you would like to add the PowerApp. If you want to embed the
PowerApp under the PowerApps menu button, choose the Action Pane. If you want to embed the
PowerApp directly onto the page, choose the appropriate tab, FastTab, blade, or section (if you're on a
workspace).
If the PowerApp will be accessed using the PowerApps menu button, you can alternatively click the
PowerApps menu button in the standard Action Pane, and then select Insert a PowerApp.
3. Configure the embedded PowerApp:
The Name field indicates the text shown for the button or tab that will contain the embedded PowerApp.
Oftentimes, you may want to repeat the name of the PowerApp in this field.
App ID is the GUID for the PowerApp that you want to embed. To retrieve this value, find the PowerApp
on web.powerapps.com and then locate the App ID field under Details.
For Input data for the PowerApp, you can optionally select the field that contains the data that you
want to pass to the PowerApp as input. See the section later in this topic titled Building a PowerApp that
leverages data from Finance and Operations for details on how the PowerApp can access the data sent
from Finance and Operations.
Choose the Application size that matches the type of PowerApp that you're embedding. Select Thin for
PowerApps built for mobile devices, and Wide for PowerApps built for tablets. This ensures a sufficient
amount of space is allotted for the embedded PowerApp.
The Legal entities FastTab provides the ability to choose which legal entities the PowerApp is available
for. The default is to show the PowerApp in all legal entities.
4. After confirming that the configuration is correct, click Insert to embed the PowerApp on the page. You will
be prompted to refresh the browser in order to see the embedded PowerApp.
Sharing an embedded PowerApp

After you have embedded a PowerApp on a page and confirmed that it is working correctly with any data context
passed from the page, you might want to share this embedded PowerApp with other users in the system. This can
be accomplished in two different ways using the personalization capabilities of the product:
The recommended scenario is through the system administrator, who can push a personalization to all users or
a subset of users.
Alternatively, you can export your page's personalizations, send them to one or more users, and have each of
those users import those changes. The Manage option on the personalization toolbar enables you to export and
import personalizations.
See Personalize the user experience for more details about the personalization capabilities in the product and how
to use them.
Building a PowerApp that leverages data sent from Finance and

Operations
An important part of building a PowerApp that will be embedded in Finance and Operations is utilizing the input
data from Finance and Operations. Inside the PowerApp, that input data can be accessed using the
Param("EntityId") variable.
For example, in the OnStart function of the PowerApp, you could set the input data from Finance and Operations
to a variable like this:
If(!IsBlank(Param("EntityId")), Set(FinOpsInput, Param("EntityId")), Set(FinOpsInput, ""));
Viewing an embedded PowerApp

To view an embedded PowerApp on a page in Finance and Operations, simply go to a page with an embedded
PowerApp. Recall that PowerApps can be accessed through the PowerApps button in the standard Action Pane, or
can appear directly on the page as a new tab, FastTab, blade, or as a new section in a workspace. When a user first
attempts to load a PowerApp on a page, he or she will be prompted to sign in to PowerApps to ensure the user has
the approrpiate permissions to use the PowerApp.
Editing an embedded PowerApp

After a PowerApp has been embedded onto a page, you may need to make some changes to the configuration of
that PowerApp. For example, perhaps you want to modify the label associated with the embedded PowerApp or a
new version of a PowerApp has been created and you need to update the App ID to point at the latest PowerApp.
Follow these steps to edit the configuration of an embedded PowerApp:
1. Go to the Edit a PowerApp pane.
If the embedded PowerApp is accessed through the PowerApps menu button, right-click on the
PowerApps menu button and select Personalize. Select the PowerApp that you want to configure from
the Select PowerApp drop-down menu.
If the embedded PowerApp appears directly on the page, select Options, and then select Personalize
this form. Using the Select tool, click the embedded PowerApp.
2. Make the needed modifications to the PowerApps configuration, and then click Save.
Removing an embedded PowerApp

After a PowerApp has been embedded onto a page, there are two ways to remove it if needed:
Go to the Edit a PowerApp pane using the instructions from the Editing an embedded PowerApp section
earlier in this topic. Confirm that the pane displays information for the embedded PowerApp that you would
like to remove, and then click the Delete button.
Because an embedded PowerApp is saved as personalization data, clearing your page's personalization will also
remove any embedded PowerApps on that page. Note that clearing the page's personalization is permanent
and cannot be undone. To remove your personalizations on a page, select Options and then click Personalize
this form. Under the Manage menu, select the Clear button. After refreshing your browser, all the previous
personalizations for this page will be removed. See Personalization the user experience for more information
about how to optimize pages using personalization.
Appendix
Developer control over where a PowerApp can be embedded
By default, users can embed PowerApps on any page, either under the PowerApps menu button or directly on the
page as a tab, FastTab, blade or as a new section in a workspace. However, if required, developers can also
configure this feature to only allow embedding of PowerApps on certain pages by implementing the following
methods:
isPowerAppPersonalizationEnabled – If this method returns false for a specific page, then the PowerApps
menu button will not be shown, and users will not be able to embed PowerApps anywhere on this page,
including as a tab.
isPowerAppTabPersonalizationEnabled – If this method returns false for a specific page, then users will not
be able to embed PowerApps directly on the page as a tab, FastTab, or panorama section. Users will still be able
to embed PowerApps through the PowerApps menu button if embedding is allowed on the page.
The following example shows a new class with the two methods needed to configure where PowerApps can be
embedded.
[ExtensionOf(classStr(FormRunConfigurationPowerAppsConfiguration))]
public final class ClassTest_Extension

{
public static boolean isPowerAppPersonalizationEnabled(str pageName)
{
var result = next isPowerAppPersonalizationEnabled(pageName);
return true;
}
public static boolean isPowerAppTabPersonalizationEnabled(str pageName)
{
var result = next isPowerAppTabPersonalizationEnabled(pageName);
return true;
}
}
Core HR and Common Data Service
Core HR uses Common Data Service to enable extensibility and integration scenarios.
For more information about Common Data Service, see What is Common Data Service.
IMPORTANT
The previous release of the Common Data Service (1.0) is being discontinued. On April 15th, 2019 the integration between
Core HR and the Common Data Service (1.0) will be turned off. For more information about upgrading, see Upgrade to
Common Data Service.
The following Core HR entities are available in Common Data Service.
Benefit entities
Benefit calculation frequency
FIELDS DATA TYPE REQUIRED SEARCHABLE
Description Text X
Frequency Control Option set X X
Is Immutable Two options X
Name Text X X
Benefit calculation rate
Description Text X
Name Text X X
TierType Option set X X
Benefit calculation rate detail
Benefit Calculation Rate Text X X

Detail Number
Calculation Rate ID Lookup X X
Contribution Method Option Set X X

Effective Date Only X X
Employer Contribution Decimal number X
Expiration Date Only X X
WorkerDeduction Decimal number X
Benefit type
ConcurrentEnrollment Option set X
Description Text X
Name Text X X
PayrollCategory Option set X
Benefit plan
Arrear Limit Method Option set X
Benefit Type Lookup X X
Contribution Limit Method Option set X
Contribution Method Option set X
Currency Lookup X
Deduction Priority Whole Number X
Default Contribution Limit Currency X

Amount
Default Contribution Limit Currency X

Amount (Base)
Default Contribution Limit Option set X

Period
Default Deduction Limit Currency X

Amount
Default Deduction Limit Currency X

Amount (Base)
Default Deduction Limit Option set X

Period
Description Text X
Exchange Rate Decimal Number X
Is Additional Payroll Run Two Options X
Is Affordable Care Act Two Options X

Reportable
Is Arrear Generated Two Options X
Is Gross Up Two Options X
Is Primary Two Options X
Name Text X X
Payroll Impact Option set X
Retirement Type Option set X
Employment entity
Adjusted worker start date Date and Time X
Company Lookup X X
Employer Unit of Notice Decimal Number X

Amount
Employer Unit of Notice Option Set X
Employment End Date Date and Time X
Employment Number Text X X
Employment Start Date Date and Time X
Last Date Worked Date and Time X
Transition Date Date and Time X
Valid From Date and Time X X
Valid To Date and Time X

Worker Lookup X X
Worker Notice Amount Decimal Number X
Workers Start Date Date and Time X
Worker Type Option Set X X
Worker Unit of Notice Option Set X
Worker entities
Ethnic origin
Description Text X
Ethnic Origin Name Text X X
Language
Description Text X
Language Name Text X X
Veteran status
Description Text X
Is Protected Veteran Two Option X
Language Name Text X X
Worker
Birthdate Date Only X
Description Text X
Email Address 1 Email X
Email Address 2 Email X

Facebook Identity Text X
First Name Text X
Full Name Text X
Gender Option Set X
Generation Text X
Is Email Contact Allowed Two Options X
Is Phone Contact Allowed Two Options X
Last Name Text X
LinkedIn Identity Text X
Manager Lookup X
Middle Name Text X
Mobile Phone Phone X
Office Graph Identifier Text X
Primary Email Address Email X
Primary Telephone Phone X
Profession Text X
Social Network 1 Option Set X
Social Network 2 Option Set X
Social Network Identity 1 Text X
Social Network Identity 2 Text X
Source Option Set X X
Status Option Set X X
Telephone 1 Phone X
Telephone 2 Phone X
Telephone 3 Phone X
Twitter Identity Text X
User Lookup X
Website URL URL X
Worker Number Text X X
Worker Type Option Set X X
Yomi First Name Text X
Yomi Full Name Text X
Yomi Last Name Text X
Yomi Middle Name Text X
Worker address
Address Number Text X X
Address Type Option Set X X
City Text X
Country or Region Text X
County Text X
Fax Phone X
Is Preferred Two Options X
Latitude Decimal Number X
Line 1 Text X
Line 2 Text X
Line 3 Text X
Longitude Decimal Number X
Postal Code Text X
Post Office Box Text X

Shipping Method Code Whole Number X
State or Province Text X
Telephone 1 Phone X
Telephone 2 Phone X
Telephone 3 Phone X
UPS Zone Text X
UTC Offset Whole Number X
Worker Lookup X X
Worker personal detail
Birth City Text X
Birth Country or Region Option Set X
Birthdate Date Only X
Citizenship Country or Option Set X

Region
Deceased Date Date Only X
Disabled Veteran Verification Date Only X

Date
Education Text X
Ethnic Origin Lookup X
ExpatriateEndDate Date Only X
ExpatriateStartDate Date Only X
Father Birth Country or Option Set X

Region
Gender Option Set X
Is Disabled Two Options X
Is Disabled Veteran Two Options X

Is Expatriate Ruling Two Options X

Applicable
Is Full-Time Student Two Options X
Marital Status Option Set X
Military Service End Date Date Only X
Military Service Start Date Date Only X
Mother Birth Country or Option Set X

Region
Nationality Country or Option Set X

Region
Native Language Lookup X
Number of Dependents Whole Number
Veteran Status Lookup X
Worker Lookup X X
Worker Personal Detail Text X X

Number
Worker bank account
Account Holder Text X
Account Identification Text X
Address Description Text X
Bank Account Type Option Set X
Bank Location Code Text X
Branch Name Text X
Branch Number Text X
City Text X
County Text X
Description Text X
District Name Text X
Email Text X
Extension Text X
Fax Text X
IBAN Text X
Line 1 Text X
Line 2 Text X
Line 3 Text X
Mobile Phone Text X
Name of Person Text X
Postal Code Text X
Post Office Box Text
Routing Number Text X
Routing Number Type Option Set X
SWIFT Code Text X
Telephone Text X
Telex Number Text X
Website URL Text X
Worker Lookup X X
Worker Bank Account Text X

Number
Worker Bank Account Text X X

Number
Worker fixed compensation

Company Lookup X X
Compensation Type Option Set X
Currency Lookup X
Effective Date Date Only X
Event Lookup X X
Expiration Date Date Only X
Line Number Decimal Number X
Pay Frequency Lookup X X
Pay Rate Currency X
Pay Rate (Base) Currency X
Plan Lookup X X
Position Lookup X X
Process Type Option Set X X
Reference Point Setup Line Lookup X
Worker Lookup X X
Worker Fixed Compensation Text X X

Number
Worker person identification number
Description Text X
Entry Type Text X
Identification Number Text X X
Identification Type Lookup X X
Is Primary Two Options X

Issue Date Date Only X
Issuing Agency Lookup X X
Worker Lookup X X
Position entities
Job position
Activation Date and Time X
Available for Assignment Date and Time X
Department Lookup X
Description Text X
Full Time Equivalent Decimal Number X
Job Lookup X X
Job Position Number Text X X
Parent Job Position Lookup X
Position Type Lookup X
Retirement Date and Time X
Title Option Set X
Position type
Classification Option Set X
Description Text X
Position Type Name Text X X
Position worker assignment

Job Position Lookup X X
Position Worker Assignment Text X X

Number
Valid From Text X X
Valid To X
Worker X X
Job entities
Job
Allow unlimited positions Two Options X
Default Full Time Equivalent Decimal Number X
Description Text X
Job Description Text X
Job Function Lookup X
Job Type Lookup X
Maximum Number of Whole Number X

Positions
Name Text X X
Title Option Set X
Job function
Description Text X X
Job Function Name Text X X
Job type
Exempt Status Option Set X X
Job Type Name Text X X
Leave and absence entities

Leave enrollment
Accrual Date Basis Date Only X X
Accrual Start Date Date Only X X
Custom Date Date Only X X
Is Accrual Suspended Two Options X
LeaveEnrollmentNumber Text X X
Leave Plan Lookup X X
Start Date Date Only X X
Tier Basis Option Set X X
Worker Lookup X X
Leave bank transaction
Amount Decimal Number X X
Company Lookup X X
Leave Bank Transaction Text X X

Number
Leave Plan Lookup X
Leave Type Lookup X X
Transaction Date Date Only X X
Transaction Number Decimal Number X X
Transaction Type Option Set X X

Worker Lookup X X
Leave plan
Accrual Frequency Option Set X X
Company Lookup X X
Description Text X
Name Text X X
Start Date Date Only X X
Leave request
Comment Text X X
Company Lookup X X
Leave Request Number Text X
Request Date Date and Time X X
Status Option Set X X
Worker Lookup X X
Leave request detail
Amount Decimal Number X X
Leave Date Date and Time X X
Leave Request Lookup X X
Leave Request Detail Text X X

Number
Leave type
Company Lookup X X
Description Text X
Earning Code Lookup X
Leave Type Name Text X X
Work calendar
Company Lookup X X
Description Text X
Name Text X X
Work calendar day
Calendar Date Date Only X X
Company Lookup X
Status Text X
Work Calendar Lookup X X
Work Calendar Day Number Text X X
Work calendar holiday
Name Text X
Work calendar holiday line
Holiday Date Date Only X X
Name Text X
Work Calendar Holiday Lookup X X

Work Calendar Holiday Line Text X X

Number
Work calendar time interval
Company Lookup X
End Time Whole Number X
Start Time Whole Number X
Work Calendar Lookup X X
Work Calendar Day Lookup X X
Work Calendar Time Interval Text X X

Number
Organization entities
Company
Company code Text X X
Name Text X X
Department
Department Number Text X X
Description Text X
Name Text X X
Parent Department Lookup X
Currency
Currency Code Text X X
Currency Name Text X X
Currency Precision Whole Number X X

Currency Symbol Text X X
Entity Image Image
Exchange Rate Decimal Number X X
Organization Lookup X X
Status Option Set X
Payroll entities
Pay cycle
Frequency Option Set X X
Name Text X X
Pay period
Default Payment Date Date Only X
Description Text X
Pay Cycle Look X X
Pay Period Number Text X X
Period End Date Date Only X X
Period Start Date Date Only X X
Status Option Set X
Payroll earning code
Include in Payment Type Option Set X X
Is Productive Two Options X X

Name Text X
Quantity Unit Option Set X
Track FMLA Hours Two Options X
Tax region
City Text X
County Text X
Name Text X X
Benefit calculation frequency pay period
Benefit Calculation Lookup X X

Frequency
Benefit Calculation Text X X

Frequency Pay Period
Number
Pay Period Lookup X X
Bank account disbursement
Amount Currency X
Amount (Base) Currency X
Bank Account Lookup X X
Bank Account Disbursement Text X X

Number
Company Lookup X X
Currency Lookup X

Is Remainder Two Options X
Priority Whole Number X
Person identification issuing agency
Address Description Text X
Address Line 1 Text X
City Text X
Country or Region Option Set X
County Text X
Description Text X
Email Text X
Extension Text X
Fax Text X
Issuing Agency Name Text X X
Mobile Phone Text X
Page Text X
Postal Code Text X
Post Office Box Text X
SMS Text X
Telephone Text X
Telex Text X
Website URL Text X
Worker person identification type

Allowed Values Option Set X
Description Text X
Fixed Length Whole Number X
Identification Number Text X

Format
Type Option Set X
Worker Person Identification Text X X

Type
Fixed compensation entities

Compensation fixed plan
Company Lookup X X
Compensation Grid Lookup X
Currency Lookup X X
Effective Date Date Only X X
Expiration Date Date Only X X
Hire Rule Option Set X X
Name Text X X
Out of Range Tolerance Option Set X X
Pay Frequency Lookup X X
Recommendation Allowed Two Options X X
Reference Point Line Setup Lookup X
Type Option Set X X
Compensation grid
Company Lookup X X
Currency Lookup X
Effective Date Date Only X
Name Text X X
Reference Point Setup Lookup X X
Type Option Set X X
Compensation level
Description Text X
Name Text X X
Type Option Set X X
Compensation pay frequency
Annual Conversion Factor Decimal Number X
Company Lookup X X
Description Text X
Hourly Conversion Factor Decimal Number X
Monthly Conversion Factor Decimal Number X
Name Text X X
Period Option Set X
Weekly Conversion Factor Option Set X
Compensation reference point setup

Company Lookup X X
Compensation Type Option Set X X
Name Text X X
Compensation reference point setup line
Company Lookup X X
Line Number Decimal Number X X
Name Text X X
Reference Point Setup Lookup X X
Compensation region
Name Text X X
Compensation structure
Amount Currency X
Amount Base Currency X
Company Lookup X X
Compensation Structure Text X X

Number
Currency Lookup X
Grid Lookup X X
Level Lookup X X
Reference Point Lookup X X
Reference Point Line Setup Lookup X X
Fixed compensation event
Company Lookup X X
Event Type Option Set X X
Is Active Two Options X
Name Text X X
Entity relationship models

Worker
Job and Job Position

Benefits
Compensation
Leave
Work Calendar
Access preview features in Talent
As part of our continuous rollout of human capital management (HCM ) capabilities for Microsoft Dynamics 365
for Talent, we want to let customers experience new features as soon as possible. Administrators can see and use
preview features in their environments. These features are almost ready for general availability and have gone
through extensive testing. We're just looking for a final round of customer feedback and validation before we
release them for general availability.
This topic describes how you can enable preview features, and it lists the features that are currently available for
preview. This list will be updated as features are released to general availability and as new features are released to
preview. No notification is given when new features are released to preview. Users will just start to see the
features. For more information about new features in Talent, see What's new or changed in Dynamics 365 for
Talent and Dynamics 365 and Power Platform Release Notes.
Enable or disable preview features

To access preview features, you must first enable them in your environment. Enabling or disabling preview
features is environment-specific.
IMPORTANT
When you turn on the Preview Features setting, you enable preview features for all users in your organization who are in
that environment. When you turn off the setting, you disable preview features and make them inaccessible to your users.
Preview features have limited support in Talent. They might use fewer privacy and security measures, and they aren't
included in the Talent service level agreement (SLA). You should not use preview features to process personal data (that is,
any information that could identify you), or to process other data that is subject to legal or regulatory compliance
requirements.
Attract
1. Sign in to Microsoft Dynamics 365 for Talent: Attract.
2. On the Setup menu (the gear symbol) in the upper-right corner, select Admin center.
3. On the Feature management tab, select the option next to Preview features so that it turns blue and
says On.
4. Select or cancel the selection of individual preview features. If you do nothing, all available preview features
are enabled.
5. Refresh your browser to start to see the new features. Any users who are already signed in will see the
features the next time they sign in, or they can refresh their browser to see the features immediately.
NOTE
Some preview features might require additional configuration. Follow the links next to the preview feature to complete the
setup for it.
Core HR
1. Sign in to Talent.
2. Select System administration, and then select the Links tab.
3. On the System administration page, under Setup, select System parameters.
4. On the System parameters page, select the Preview features tab.
5. Set the Enable preview mode for all users option to Yes to make preview features available.
NOTE
To disable preview features, use the same steps, but set the Enable preview mode for all users option to No. When you
disable preview features, they become inaccessible to your users, and errors might occur in processes that are associated
with the features.
Onboard
No preview features are currently available for Microsoft Dynamics 365 for Talent: Onboard.
Features that are currently in preview

Attract
Candidate recommendation – If more than ten candidates have resumes or complete profiles, the candidates
who most closely meet a job's requirements appear in the Applicants to consider section on that job's page.
Job recommendation – If more than ten jobs are posted on your career site, Attract provides job
recommendations to prospects.
Broadbean integration – You can post jobs from Attract to Broadbean, an external job posting site. After you
enable this preview feature, you must complete the setup by entering your Broadbean username, client ID, and
encryption token.
Analytics – In the Analytics Hub, hiring teams can view key metrics for a single job, plus aggregated metrics
across all jobs.
EEO – New activity types let you use a predefined form to collect Equal Employment Opportunity (EEO ) and
Office of Federal Contract Compliance Program (OFCCP ) data from a candidate. The predefined form can't be
edited.
Prospect recommendation – Attract reviews past applicants and current candidates to provide a list of
prospects who are a good match for your job.
Relevance search – You can search your whole candidate database for specific skills, names, or educational
backgrounds. Attract searches the whole profile and highlights all the matches that it finds. Attract also
searches all documents that are available for a candidate and intelligently ranks the search results.
Activity audience – You can set the audience for activities (such as Interview, Schedule, or Feedback) to All
candidates, Internal candidates, or External candidates. You can deliver customer activities, such as
YouTube videos, web content, and Microsoft Forms, to all candidates, internal candidates only, external
candidates only, or the hiring team.
Apply with LinkedIn – You can set up an option on your Attract career site to let job candidates apply by using
LinkedIn. This feature streamlines the application process for your candidates by letting them use their
LinkedIn profile to automatically fill in their applications on your career site.
Source tracking – Attract tracks the source of candidate applications to provide valuable information that can
help you target your recruiting efforts. You can also select an application source when you're adding a
candidate to a job or talent pool.
Silver medalist – If any candidates are a great fit for your organization, but you didn't extend an offer to them
for your current position, you can designate them as silver medalists. This feature helps reduce your time to
hire the next time you have a similar position available.
Core HR
Validate position hierarchy data – You can validate the managerial hierarchy for any circular references that
were inadvertently imported.
Specify reason codes on leave types – You can specify reason codes for leave types.
Require reason codes on time-off requests – In addition to specifying reason codes for leave types, you can
require reason codes for time-off requests.
Provide a leave and absence transaction list for HR – You can view a list of leave and absence transactions to
help provide insights into time-off balances.
Onboard
No preview features are currently available for Onboard.
Feedback
We want to hear from you about your experience with any of these preview features. We encourage you to
regularly post your feedback on the following sites as you use these or any other features:
Community – This site is a great resource where users can discuss use cases, ask questions, and get
community help.
Let us know about features that you want to see in the product, or let us know about any changes you think
we should make to existing features. Suggest product ideas on the following sites:
Attract ideas
Core HR ideas
Onboard ideas
Make sure that you don't include personal data (any information that could identify you) in your feedback or
product review submissions. Collected information might be analyzed further and isn't used to answer requests
under applicable privacy laws. Personal data that is collected separately under these programs is subject to the
Microsoft Privacy Statement.
TIP
Bookmark this topic, and check back often to stay up to date about new preview features as we release them.
See also
Try or buy Talent apps
What's new
Release notes
This topic explains how to get help with Microsoft Dynamics 365 for Talent Core HR, Dynamics 365 Talent: Attract,
and Dynamics 365 Talent: Onboard.
Support for Talent

To get support for Talent, use the resources in the following table. These resources are listed in the order that we
recommend that you follow when you troubleshoot.
TASK MORE INFORMATION
Ask the community. Go to the Dynamics 365 for Talent Community to get help
with your questions. To find answers, enter a question in the
search field next to Have a question. To ask a question, select
Ask a question.
Use the cloud-powered support tool. In Microsoft Dynamics Lifecycle Services (LCS), go to your
project, and select the Support tile. From there, you can
submit issues two ways:
On the Active issues tab, select the issue that you
want to submit, and then select Submit to Microsoft.
On the Submitted to Microsoft tab, select Submit a
new Incident to submit a new issue.
Get in-app support. Select the Help button (?) in the upper-right corner of the
page. Then, if you're in Core HR, select Support. If you're in
Attract or Onboard, select Report a problem. Issues are
reported on the Active issues tab in LCS, where an admin can
determine whether to provide in-house support or submit the
issues to Microsoft. (If you have the stand-alone version of
Onboard, issues are submitted directly to Microsoft.)
Get help with questions about Talent licensing. Contact your partner or Microsoft sales representative.
Request new features and functionality in Talent. On the main Talent page in the application, select the Help
button (?), and then select Ideas. You can also visit Dynamics
365 Application Ideas to view, search, or vote for existing
ideas, or to add new ideas.
Support for the Onboard stand-alone app

To get support for the Onboard stand-alone app, use the resources in the following table. These resources are
listed in the order that we recommend that you follow when you troubleshoot. You can find all these support
options by selecting the Help button (?) in the upper-right corner of the page.
Ask the community. Go to the Dynamics 365 for Talent Community to get help. To
find answers, enter a question in the search field next to Have
a question. To ask a question, select Ask a question.
Report an issue. Select the Help button (?) in the upper-right corner of the
page, and then select Report a problem. Enter a description
of the issue, and include an email address if you want to follow
up on the issue.
Get help with questions about Talent licensing. Contact your partner or Microsoft sales representative.
Request new features and functionality in Onboard. Select the Help button (?), and then select Ideas. You can also
visit Dynamics 365 for Talent: Onboard Ideas to view, search,
or vote for existing ideas, or to add new ideas.
Which version of Attract?
The version of Microsoft Dynamics 365 for Talent: Attract that is right for you depends on your organization's size
and needs. The basic version of Attract provides a subset of functionality that is targeted at smaller teams or
organizations where the hiring manager is the primary user. You can start to use the basic version of Attract with
one or more licenses.
Attract with the Comprehensive Hiring Add-On is targeted at medium to large teams or organizations where the
recruiter or talent specialist is the primary user. The Comprehensive Hiring Add-On requires that licenses be
purchased through a Microsoft Dynamics 365 partner.
NOTE
The Attract trial showcases Attract with the Comprehensive Hiring Add-On. This add-on provides comprehensive recruiting
and hiring capabilities, such as the ability to post jobs to an Attract career site or an external recruiting site such as LinkedIn.
If you choose the basic version of Attract, your subscription will include a subset of the capabilities that are provided in the
trial version.
For more information about pricing and licensing, see the Microsoft Dynamics 365 Licensing Guide.
Feature comparison
CAPABILITY ATTRACT COMPREHENSIVE HIRING ADD-ON
Basic dashboard ✔ ✔
Manage security and roles ✔ ✔
Manage job requisitions ✔ ✔
Create a job-level hiring process ✔ ✔
Create candidates, and manage profiles ✔ ✔
Create a single talent pool ✔ ✔
Schedule interviews ✔ ✔
Provide candidate access to application ✔ ✔

details
Create approval flows for job ✔

requisitions
Manage organization-level hiring ✔

processes
Post jobs to Attract and external career ✔

sites
CAPABILITY ATTRACT COMPREHENSIVE HIRING ADD-ON
Create candidate application flows ✔

through an Attract career site
Provide candidate access to a full profile ✔

and application history
Connect with LinkedIn Recruiter ✔

This capability requires a LinkedIn
Recruiter license, which must be
purchased separately through LinkedIn.
Manage offers ✔
Create shared and global talent pools ✔
Manage email templates ✔
Provide candidate and job ✔

recommendations
Find out which version of Attract you have

1. In Attract, select the question mark (?) in the upper-right corner of the page.
2. Select About.
The window that appears shows which type of license you have for Attract.
Frequently asked questions
Why don't I see all the features that were included in the Attract trial?
There are several reasons why you might not see all the features that were included in the Attract trial:
The Attract trial showcases Attract with the Comprehensive Hiring Add-On, and you now have the basic
version of Attract. The basic version of Attract includes a subset of features that is targeted at hiring managers
for small teams and organizations.
You have Attract with the Comprehensive Hiring Add-On, but you haven't been assigned the correct roles to
use all the features. For more information, see Security and role management in Attract.
Why don't I see all the Attract features that my coworker sees?
There are several reasons why you might not see all the Attract features that your coworker sees:
Your coworker is working with a trial or a license for Attract with the Comprehensive Hiring Add-On, whereas
you're working with the basic version of Attract.
You have Attract with the Comprehensive Hiring Add-On, but you haven't been assigned the correct roles to
use all the features. For more information, see Security and role management in Attract.
Attract features and capabilities
Attract provides capabilities for managing the process of hiring new talent. Candidates can be added to open jobs,
and they can then be advanced from stage to stage until either an offer is extended or the application is rejected.
During each stage, candidates move through activities such as screening calls, assessments, and interviews. After
they apply, candidates receive an email that invites them to sign in to Attract, where they can follow the status of
the job and their application. They can also respond to any tasks that are assigned to them.
This topic describes the features that Attract provides.
Attract dashboard
On the dashboard, hiring team members can view the details of the jobs that they participate in. The dashboard
also where a hiring manager or recruiter can add new jobs to Attract, either by creating them individually or by
importing several at the same time from a Microsoft Excel spreadsheet.
Jobs
On the Job page, details such as the job description and job location can be viewed and edited. The Job page is
also where the hiring team is put together, and where you can add or change the recruiters and interviewers on the
team. New candidates can also be added on the Job page.
Candidates
Candidates can be added to a job individually, or they can be uploaded in larger numbers from an Excel
spreadsheet. All candidates are automatically added to the Apply stage, which is the first stage in the hiring process
for every job. During this stage, all a candidate's application information can be viewed and managed. Additional
documents can be uploaded and viewed, together with contact information such as email addresses, phone
numbers, and links to social media accounts. If a candidate provided a link to his or her LinkedIn profile, and if
LinkedIn integration has been set up, the candidate's profile is shown. (LinkedIn integration requires a LinkedIn
recruiter license.)
Stages
Attract provides a predefined hiring process that has four basic stages: Apply, Screen, Interview, and Offer. New
candidates start in the Apply stage, where their resume, cover letter, portfolio, and other application documents are
reviewed. From there, candidates can be advanced to the Screen stage, where they are invited to participate in a
screening phone call or a Skype video interview. The hiring manager and recruiter can provide feedback about
candidates and advance them to the next stage, which is the Interview stage. In-person interviews are then
scheduled with available members of the hiring team. These interviews can be customized as one-on-one or panel
interviews of various lengths. After the interviews, feedback from the interview team is captured and reviewed.
Selected candidates are then advanced to the final stage, the Offer stage. During this stage, an offer is made and
prepared for the candidate's review and approval.
Candidate app
As soon as they have been added to a job, candidates receive an email that includes a link to get the web app. The
app provides job details and is used to communicate with the hiring team. Candidates can use it to also submit
their availability for interviews.
Analytic reports
Hiring teams can use view key hiring process metrics for a single job or aggregated across all jobs with analytic
reports in Attract. This feature is currently in preview for customers with the Comprehensive Hiring Add-On.
Configure email settings in Microsoft Dynamics 365
for Talent - Attract
Your brand establishes trust and helps you build a relationship with candidates before they even apply for your
positions. Positive brand perception attracts top talent and increases the loyalty of existing employees. Microsoft
Dynamics 365 for Talent: Attract lets you configure emails so that they reflect your company's brand. Therefore,
you can provide a consistent experience to job candidates as they progress through the application process.
Attract lets you perform these actions:
Configure email settings so that your company's Microsoft Exchange email service account is used. In this way,
candidates know that the emails are coming from your company. For example, you can configure your settings
so that candidates receive emails from recruiting@contoso.com instead of contoso@microsoft.com .
Create consistent branding for all your email communications by setting a global header and footer for email
templates.
NOTE
To configure Attract so that it uses your company's email service account to send email, you need the Comprehensive hiring
add-on.
Connect an email service account

By connecting your company's email service account, you can create a branded email experience for your job
candidates. If you don't connect your company account, Attract uses the default Microsoft-branded email service
account.
1. Select Settings (the gear symbol in the upper-right corner), and then select Admin center.
2. On the Email settings tab, under Email service accounts, select Connect a company account.
For more information about how to create a shared email account, see Shared mailboxes in Exchange
Online.
3. In the Microsoft sign-in window, sign in by using your corporate credentials.
4. If you haven't yet set up an email service account, or if you want to add a new one, select Add new service
account, and then enter your email information. If you've already set up the email service account that you
want to use, select it.
When your email service account is successfully configured, you will see it listed under Email service accounts.
Disconnect an email service account

If you want to stop using your company's domain in email communications through Attract, you can disconnect an
email service account.
2. On the Email settings tab, under Email service accounts, select the More button (three vertical dots)
next to the email service account that you want to disconnect.
3. Select Disconnect email account.
4. When you're prompted to confirm the operation, select Disconnect.
If you don't connect a different email service account, emails that are sent from Attract will use the default
Microsoft-branded email service account.
Configure email template settings

You can upload an image of your company's logo and other information as a branded header for your emails. You
can also provide links to your privacy policy and terms of use in email footers.
NOTE
You must comply with all applicable laws of your country or region, and also the country or region that governs the email
recipient. These laws include anti-spam regulations.
2. On the Email settings tab, under Email template settings, drag the image that you want to use as your
email header into the image box, or click in the image box to browse for the file. To replace an existing
image, you must first select Remove next to it. The image must be a JPEG, JPG, PNG, or SVG file. The
recommended size for images is between 25 and 800 pixels wide, and between 25 and 150 pixels high. The
maximum file size for the header is 1 megabyte (MB ).
3. Under Your Privacy policy for communications, provide a link to your company's privacy policy. Under
Your Terms and conditions for communication, provide a link to your company's terms of use.
4. Select Save to save your email template settings.

Create a process template in Attract
A hiring process template contains all the activities that should be included as part of the hiring process for a job.
This topic describes the elements of a process template in Microsoft Dynamics 365 for Talent: Attract. It also
explains how to create a template.
NOTE
Template creation is part of the Comprehensive Hiring Add-on for Attract.
Template management
Organizations can decide whether team members or only admins can create process templates in Attract. To
configure template management, go to Admin Center > Template management. To let team members create
their own templates, turn on template management. If you don't turn on template management, only admins can
create templates.
Default template
Only admins can set the default template. The default template is used if a template isn't selected when a job is
created. To set the default template, go to Admin Center > Template management. On the card for the template
that should be the default template, select the ellipsis button (...), and then select Set as default.
Create a process template

Admins, recruiters, and hiring managers can create process templates. A process template consists of stages and
activities. Stages group together one or more activities. By default, every process template has Prospect,
Application, and Offer activities. The stages that contain these activities can be renamed. You can add more stages
by selecting + New Stage. You can activities to a stage either by dragging them to the appropriate stage or by
double-clicking them in the activity list.
NOTE
Stage names are visible to candidates on the Application status page. You should consider this fact when you choose
names for stages.
To learn more about activities, see Hiring process activities in Attract.

Follow these steps to create a hiring process template.
1. Go to Templates.
2. Select New.
3. In the Template name field, enter a name for the template, and then select Create.
4. In the Choose the approval process list, select Default to require approval for a job.
5. Select to enable or disable prospects.
6. Optional: Add or remove stages.
To add a stage, select + New Stage.
To remove a stage, hover the pointer over the stage, and then select the trash can button that
appears.
NOTE
Prospect, Application, and Offer stages can't be removed, but they can be renamed.
7. Optional: Add or remove activities.

To add an activity, drag it from the activity list on the right to the appropriate stage. Alternatively, double-
click the activity, and then select the stage to add it to.
To remove an activity, expand it, and then select the trash can button on the activity header.
8. Select Save.
Create, approve, and post jobs in Attract
This topic describes the elements of a job in Microsoft Dynamics 365 for Talent: Attract. It also explains how to
create a job.
Job creation
Admins, recruiters, and hiring managers can create jobs. When you create a job, you're prompted to select your
role in the process: hiring manager or recruiter. After you select a role, you're prompted to select a process
template. If you select Skip, the default template is used. For more information about process templates, see
Create a process template in Attract.
A job in Attract has job details, a hiring team, a hiring process, job postings, and analytics.
Job details
The Job details tab contains details about the job's responsibilities and attributes. The fields for the job title, job
description, and job location are required. The other fields are optional.
By default, the Number of openings field is set to 1. However, you can change the value. When an offer has been
prepared for a job, the value of the Number of openings available field is decremented.
If position management has been turned on in the Admin Center, the Update positions lookup is available. This
lookup reads the JobPosition entity in Common Data Service and returns a list of positions that can be selected for
the job. If the number of positions that you select exceeds the number of open positions, you receive a warning.
You also receive a warning if a position is used on multiple jobs.
NOTE
Position management is available with the Comprehensive Hiring Add-on.
Depending on the settings in the Offer activity of the hiring process, a position number can be used twice in an
offer. For more information, see Hiring process.
Attract includes a default set of Skills. These skills appear as suggestions as you type. You can add more skills by
entering the new skill text in the field and then pressing Enter.
Attract includes a default set of Job functions. You can add up to three more job functions by entering the new
job function in the field and then pressing Enter.
Attract includes a default set of Company industry. You can add up to three more company industries by entering
the new company industry in the field and then pressing Enter.
Hiring team
The Hiring team tab contains the list of individuals who will be involved in the job. When users are added to a
hiring team, they must be assigned a role on the hiring team. The role determines the data that the users have
access to and the notifications that they receive. The roles that can be selected are Recruiter, Hiring manager,
Delegate, and Interviewer. For more information about role privileges, see the "Role management" document.
Recruiters and hiring managers can appoint one or more delegates to work on their behalf. For more information
about delegates, see Security and role management in Attract.
The hiring team can be updated after the job is activated.
Process
Default information about the hiring process is based on the process template that was selected when the job was
created. If a specific template wasn't selected at that time, the default template is used. When you define the hiring
process, you can add or remove various stages, except the Prospect, Application, and Offer stages. Although the
Prospect stage can't be removed, it can be turned off. Within each stage, you can add or remove one or more
predefined activities.
For more information about activities that can be added to the hiring process, see Hiring process activities in
Attract.
NOTE
The process hiring can't be updated after a job is activated.
Postings
After a job is activated, it can be posted. Only recruiters and admins can post jobs. The job can be posted to either
Talent Careers (a Microsoft Dynamics 365 for Talent career site) or LinkedIn. The Attract team is continually
working to partner with job board aggregators. This list will expand over time. When a job is posted as internal
only, candidates need an AAD account to view and apply for the job. If the job is listed as public, candidates can
view and apply for jobs using all authentication options.
For more information about job postings, see Career site functionality in Attract.
NOTE
The job posting functionality is available only with the Comprehensive Hiring Add-on for Attract.
Posting jobs to LinkedIn

Before posting a job from Attract to LinkedIn, the administrator must add the LinkedIn Company ID and LinkedIn
Company name in the Admin Settings. The LinkedIn Company ID is required to ensure your jobs posted from
Attract are mapped to the correct company page.
Your LinkedIn Company ID is a string of numbers that uniquely identifies your company within LinkedIn. For more
information on how to find your LinkedIn company ID, please visit the LinkedIn site.
To update your LinkedIn company, select Admin center on the Settings menu (the gear symbol), and then select
the LinkedIn Integration tab. Under the Connect to LinkedIn section, enter your LinkedIn Company Name and
Company ID, and then save the settings.
NOTE
There are four important things to note about job posting process to LinkedIn.
1. Jobs posted to LinkedIn are posted as "Limited Listings" jobs. Limited listing jobs cannot be promoted across the
LinkedIn site. If you want to promote limited listing jobs posted to LinkedIn from Attract, you should work with
LinkedIn to enable "Job Wrapping". Please refer to links below and contact LinkedIn support for more details.
Limited Listings vs Premium Job Slots for Job Wrapping
Job Wrapping FAQ
2. When posting jobs to LinkedIn, Attract passes the Microsoft 365 Organization name against the job. LinkedIn links
the jobs to a company on the LinkedIn side based on the organization name that is passed. If your job is listed
against the wrong company on LinkedIn, check that your Microsoft 365 Organization name matches the company
name on LinkedIn.
Change Address Contact and more
If you have problems after this step, please contact LinkedIn support.
3. Jobs posted to LinkedIn appear on the live LinkedIn site. There is no test environment for posting jobs to LinkedIn.
4. It may take up to 24 hours for jobs posted to LinkedIn to be visible to candidates from within in LinkedIn, due to the
current LinkedIn batch job posting process.
Activate
After a job is activated, it can be posted, and prospects and applicants can be added to it. The option to add
prospects to a job is set in the Prospect activity in the hiring process.
NOTE
The process hiring can't be updated after a job is activated.
Prospects and applicants

The option to add prospects to a job is set in the Prospect activity in the hiring process. This option should be set
before you activate the job. After a job is activated, prospects and applicants can be added to it.
Approvals
Attract jobs can be submitted for approval. Not all jobs require approval. The requirement is set at the template
level. By default, approvals are turned off on the template. To set up approvals, go to a process template, and set
the Approval field to Default. Then select that template when you create the job.
After a job is saved, it can be submitted for approval. The following table lists the statuses of a document that uses
approvals.
STATUS STATE
Draft The job has been saved, but it hasn't been submitted to a
workflow.
Pending The job has been submitted to approvers.
Approved The job has been approved, but it hasn't been activated.
STATUS STATE
Rejected The job has been rejected, and it can't be activated.
Active The job has been approved and activated.
In the job list, you can filter on the job statuses.

Approvals can be sent to any Microsoft Azure Active Directory (Azure AD ) user in the company. The approvals are
sent in parallel to all the people who are listed as approvers. All approvers must approve the job before it can move
forward. If a single approver rejects the job, the job will display a Rejected status. After a job is approved, it can be
activated.
If a user edits the job after it is approved, but not activated, the job status will be reset to Draft, and the job must
be re-submitted for approval. After an approved job has been activated, you can't edit it.
The people who are listed as approvers will receive a notification in Attract and an email to inform them they have
an item to approve. In the email, approvers can click the link to open the job, review the details, and either approve
or reject. After the job's status is set to Approved or Rejected, the submitter will be notified in Attract and they
will receive an email. Also, the approvers will receive a reminder email if they have not responded to the approval
request within 24 hours.
NOTE
You can create custom email templates for Approval emails. For more information, see Creating and managing email
templates.
Create a job
Follow these steps to create a job.
1. Go to Jobs.
2. Select New.
3. In the Job title field, enter the job title. In the Role field, enter your role.
4. In the Template field, select a template. Alternatively, select Skip. If you select Skip, the template that is
marked as the default template is used.
If the document should go through an approval process, select a template where the Approval process
field is set to Default.
5. On the Details tab, enter the details of the job. The Title, Job description, and Location fields are
required.
6. Select Save.
7. On the Hiring team tab, add a hiring manager, recruiter, or interviewer.
8. Select Save.
9. On the Process tab, add or remove stages as you require:
To add a stage, select + New Stage.
To remove a stage, hover the pointer over the stage to remove, and then select the trash can button
that appears.
NOTE
The Prospect, Application, and Offer stages can't be removed.
10. Add or remove activities as you require:

To add an activity, drag it from the list on the right to the appropriate stage. Alternatively, double-click the
activity, and then select the stage to add it to.
To remove an activity, expand the activity, and then select the trash can button on the activity header.
11. Select Save.
12. If you selected to use an approval process, follow these steps:
a. Select + Add approver, and then enter a user who has an Azure AD account. You can add multiple
approvers.
b. Select Send to approvers.
The Job status field of the job is set to Pending. After the value of the Job status field changes to
Approved, the job can be activated.
13. To activate the job, select Activate.
14. To post the job, go to Postings, and then select Post Now under the Talent Careers site or LinkedIn.
Post jobs to external career sites from Attract
You want to get your open positions in front of as many qualified candidates as possible. Recruiting sites such as
Broadbean help you accomplish this goal. Microsoft Dynamics 365 Talent: Attract now lets you post jobs to
Broadbean, and Microsoft is constantly providing new offerings in this area.
Post jobs to Broadbean

Before you can post jobs to Broadbean, you must configure the Broadbean integration.
NOTE
To post jobs to external sites, you must have the Comprehensive hiring add-on.
To post jobs to Broadbean through Attract, you must have a Broadbean subscription.
This feature is currently in preview. If you want to try it, you must turn it on in the Attract admin settings.
Configure Broadbean integration

1. Sign in to Attract as an admin.
2. Select the Settings button (the gear symbol) in the upper-right corner of the page, and then select Admin
center.
3. On the Job board settings tab, in the Enable Broadbean integration section, turn on the integration.
4. Contact Broadbean, and enter your information in Username, Client ID, Encryption Token.
WARNING
Your Broadbean credentials are sensitive and confidential. Therefore, store and share them responsibly. Anyone who has an
Administrator role in Attract can view these credentials.
NOTE
Microsoft and Attract aren't involved in creating and maintaining these values. It's your responsibility to keep them up to
date in Attract and to work with Broadbean to resolve any issues that involve your credentials.
Post a job to Broadbean

After Broadbean has been turned on, recruiters and admins can post a job to it. You must have an apply URL for
the job.
1. In Attract, open the job that you want to post to Broadbean.
2. In the Postings section, select the Post Now button that corresponds to Broadbean.
3. Follow the instructions in the Broadbean window.
Attract passes the following information to Broadbean:
Request ID
Job title
Job description
Job location
Apply URL
Recruiter information
After Broadbean successfully completes the posting, the Postings section of the job in Attract shows the
Broadbean status as Posted.
NOTE
Broadbean requires the Industry field. Currently, this field is set to IT by default. However, you can change the value to
the correct industry in the window for Broadbean job posting.
It takes some time for Broadbean to finish posting your job to all the job boards that you selected. Therefore, there might
be a slight delay before Attract provides a status update for the job.
View a Broadbean job posting

After you post a job to Broadbean, you can view it from Attract.
1. In Attract, open the job that you want to view on Broadbean.
2. In the Postings section, select the ellipsis button (...) that corresponds to Broadbean, and then select View.
The Broadbean job posting appears in a new window.
Update a Broadbean job posting
You can update a Broadbean job posting in two ways.
1. In Attract, open the job that you want to update.
2. In the Postings section, select the Update Post button that corresponds to Broadbean.
3. Edit the posting in the Broadbean window.
–or–
1. In Attract, open the job that you want to view on Broadbean.
2. In the Postings section, select the ellipsis button (...) that corresponds to Broadbean, and then select View.
3. In the Broadbean window, edit the job details, and then repost the job. The job details in Attract aren't changed.
Remove a Broadbean job posting
You can remove a job posting from Broadbean as you require.
1. In Attract, open the job that you want to remove.
2. In the Postings section, select the ellipsis button (...) that corresponds to Broadbean, and then select Remove
Post.
After Broadbean removes the job, the Broadbean item in Attract has a Post Now button. The presence of this
button indicates that the job has been removed and can be posted again.
Troubleshoot the Broadbean integration
If you're having trouble posting a job to Broadbean, try these steps.
1. Verify that the Broadbean credentials that you entered in Attract are valid and correct.
2. If the credentials are valid and correct, contact Broadbean support.
3. If the issue persists, contact Microsoft support.
Source candidates by using talent pools
Recruiters and hiring managers can organize their candidates using the Talent pools functionality in Attract. Talent
pools can help you keep track of and engage with all the candidates that apply for jobs at your company.
Create and share a talent pool

Any user who has the recruiter, hiring manager, or Attract administrator role can create talent pools. The owner of a
talent pool can also share that pool with other users so that groups of users, especially recruiters, can look at a
shared pool of candidates.
Contributors to a talent pool can view the list of candidates in that pool. They can also add candidates to the pool or
remove candidates from it.
Follow the steps below to create and share a talent pool.
1. On the Attract home page, in the left navigation pane, select Talent Pools.
The My talent pools tab shows all the talent pools that you have access to, with details about each. The
details include the owner of the pool and the number of candidates in it.
2. In the upper-right of the page, select New to open the Create talent pool dialog box.
3. Enter a unique name for the talent pool.
4. To add people as contributors to the pool, find their names by using the people picker, and then add them to
the list. You can share a talent pool only with users who have the recruiter, hiring manager, or Attract
administrator role.
5. Select Add to create the talent pool.
NOTE
Alternatively, you can add contributors to a talent pool after you have created it. You can also manage access to a
talent pool. For example, you can revoke a user's access to the talent pool.
To add contributors to an existing talent pool that you own, on the My talent pools tab, in the upper right of the
talent pool card, select the ellipsis button (…), and then select Edit. Find the people by using the people picker, and
add them to the list.
To revoke a user's access to the talent pool, in the upper right of the talent pool card, select the ellipsis button (…),
and then select Edit. On the Manage access tab, select the trash can button next to the user.
6. Select Update to complete and save the operation.
NOTE
To create more than one talent pool, your organization must have the Comprehensive Hiring add-on.
Add and remove candidates

The owner and contributors to the talent pool can add candidates to the talent pool, view the candidates in it, and
remove candidates from it.
1. On the My talent pools tab, select a talent pool to open it.
A list of the candidates who are part of the talent pool is shown.
2. To add candidates to the talent pool, select + New in the upper right to open the Add candidate dialog box,
and then do one of the following.
To add an internal candidate, you can search for the person by email address. After a successful
search, the candidate's email address, first name, and last name are filled in. If you have the
candidate's resume or any related documents about the candidate, you can upload them at this point.
Then select Add to add the candidate to the talent pool.
To add an external candidate, manually enter his or her email address, first name, and last name. If
you have the candidate's resume or any related documents, you can upload them at this point. Then
select Add to add the candidate to the talent pool.
To add multiple candidates, select the From Excel tab. You can then download the appropriate
Microsoft Excel template, enter the details for the candidates, save the Excel worksheet, and upload it
to the application.
If any errors are found in the worksheet, you will receive messages about them. You can then fix the
errors and try to upload the worksheet again. When no more errors are found, select Add to upload
the worksheet. The worksheet is processed in the background, and you'll be notified when all the
candidates have been added to the talent pool.
3. To remove an existing candidate from the talent pool, in the Action column, select the trash can button for
that candidate.
Search and view candidate profiles

NOTE
This feature is currently in preview. If you want to try it, you must turn it on in the Attract admin settings.
Talent pools allow you to view a candidate's profile, LinkedIn information, related documents, and application
history. You can search the entire database of all candidates added to any talent pool, including closed and active
applicants.
NOTE
When you add new candidates or applicants, the new additions can take up to 15 minutes to be indexed for search.
With the improved search experience, you can search through all candidate documents and filter by silver
medalists, sources, skills, education, and more. In previous versions, you had to specify the entity you wanted to
search through. Attract can now search all candidate-related fields and rank the results.
1. To start a new search through the candidate database, enter the text that you want to search for in the search
box on the Talent pools tab.
You can type the candidate's name or any attributes that you're looking for. To separate attributes, use a space.
You can narrow your results either by changing your search query or by using the smart filters on the left side of
the page.
The search results show highlights for the various attributes that matched your search query. Select any candidate
that you're interested in to view their profile.
Syntax highlights
OPERATOR USAGE EXAMPLE
* Searches for substrings; can be used to Input: Mi*

return all records Result: All records containing fields that
begin with "Mi", such as Microsoft,
Micro systems, Midtown Enterprises, or
Middleton
Input: *
Result: All records in database
“” Searches for an exact match Input: “Microsoft”

Result: All records containing
“Microsoft”
WARNING
Don't turn off relevance search for your Common Data Service instance. This will disable the search experience in Attract.
All users have a common view of candidate profiles. The Profile tab shows any information about skills, work
experience, and education that the candidate provided as part of their applications using the career portal.
You can view the contact details for the candidate. You can also edit or update the information as you require
by using the Edit details button.
You can view the candidate's whole application history. You can see all the jobs that the candidate has
applied for in your organization and the status of those applications. If you're part of a job's hiring team, you
can select View to look at the application in detail.
The Documents tab shows any documents that the candidate has added from his or her profile or during
job applications. You can use this tab o manage the candidate's resumes, cover letters, portfolio work, and so
on. You can also use this tab to add documents.
To view a document, select the document name in the list of documents. You can view Microsoft Word
documents in the application by using Microsoft Office 365. You can also download the documents to your
local computer by using the Download option for each document.
The LinkedIn tab shows the candidate's LinkedIn information. To use this tab, you must connect your
LinkedIn account in the user settings, and your environment's LinkedIn Recruiter connection must be
established. For more information, see Sourcing with LinkedIn Recruiter.
NOTE
Only candidates can update their skills, education history, and work experience.
Add candidates from a talent pool to a job

From the search results or a talent pool, you can push a candidate to any active job that you're hiring for. To push a
candidate to a specific job, follow these steps.
1. Find the candidate by using the search option, and then open his or her profile. Alternatively, open the talent
pool from the My talent pools tab, search for the candidate in your talent pool, and then open his or her
profile.
2. On the candidate's profile page, select Add to job in the upper right.
A list of jobs that you belong to the hiring team for, as either a recruiter or a hiring manager, is shown.
3. Select the job to add the candidate to, and then select Add. You can also search for the job by using the
search field at the top of the Add candidate to job dialog box.
If prospecting was enabled for the job, the candidate is added to the Prospect stage.
If prospecting wasn't enabled for the job, the candidate is added to the Apply stage. Depending on the job
configuration, the candidate might also receive an email where they can view their application.
Add candidates from a job to a talent pool

Often, several good candidates for a job aren't selected, but you don't want to lose track of them. In this case, you
might want to add the candidates to a talent pool so that you can invite them to apply for other upcoming jobs.
1. Go to the job that you want to add a candidate from.
2. Select the candidate, and open his or her application.
3. On the application page, select Add to talent pool. A list of talent pools that you have access to is shown.
4. Select or search for the talent pool, and then select Add to add the candidate to that talent pool.
Sourcing with LinkedIn Recruiter
LinkedIn is the world’s largest talent database and often the primary system that recruiters use to find,
communicate with, and source candidates for the jobs that recruiters are looking to fill. LinkedIn Recruiter
integration with Dynamics 365 for Talent: Attract makes it easier for users to hire, and to keep the data in sync
between the two systems.
NOTE
You need the Comprehensive hiring add-on and LinkedIn Recruiter seats to be able to use LinkedIn Recruiter integration
with Attract.
Set up LinkedIn Recruiter with Attract

Before you can use the LinkedIn Recruiter capabilities, you must configure contract-level or company-level access
with your Attract instance. To complete the configuration process, you must work with the user who is an Admin
on your LinkedIn Recruiter contract. Complete the following steps to configure LinkedIn Recruiter with Attract.
1. Sign in to Attract as an Admin and go to Admin Settings.
2. On the left pane, click the LinkedIn Integration tab.
3. Click Connect to start the setup and be guided through the LinkedIn sign-in process.
4. If you have seats on multiple LinkedIn contracts, select the contract that you would like to connect to the
Attract system. If you have a seat on only one LinkedIn contract, this step will not be needed.
5. The LinkedIn widget will now load in your Admin settings with the list of integrations shown. Under
Recruiter System connect, click Request.
6. After the integration is requested from Attract, it will show as Partner ready and is ready to be turned on from
Recruiter Admin settings. If you see Notify partner on this page, wait a few seconds, click Notify partner,
and then refresh the page. It should now show as Partner ready.
To complete the next step, you need to have an Admin privilege on your LinkedIn Recruiter Contract.
7. Sign in to LinkedIn using the Admin account and go to LinkedIn Recruiter on the top right.
8. On the More menu at the top of the screen, click Admin Settings, and then click the ATS Tab.
The Attract system will be listed with a couple of options that can be turned on.
9. If you want to enable only 1-Click export for the In-ATS indicator and the In-ATS Profile Widget, select
Company-level access. If you want to enable all of Company-level access features plus InMail history,
Notes history, and the InMail stub profile access, select Contract-level access.
10. Turn on the desired access level from your LinkedIn Recruiter Admin-ATS settings.
12. Go back to Attract Admin Settings as an AttractAdmin and select the LinkedIn integration tab. You should
now see the LinkedIn widget load showing Enabled with the selected access level turned on.
Using LinkedIn Recruiter capabilities

After LinkedIn Recruiter capabilities has been enabled by the Attract Admin it is available for hiring managers and
recruiters to access. To use these capabilities, connect your LinkedIn account under User Settings. Several
capabilities will be available after both the Admin and User settings have been connected.
In-ATS profile widget
You can view the candidate’s LinkedIn profile in Attract. The LinkedIn widget will display the candidate profile
when the ATS information matches the LinkedIn information of its users.
To view a profile, go the candidate profile either from a job or talent pool. In the candidate profile, select the
LinkedIn tab and the profile widget will load. You can also save the candidate to your LinkedIn Recruiter projects
from this page.
1. If LinkedIn found the match based on email and LinkedIn member ID (exact match), the candidate's profile
will be shown. The user still has an option to link/unlink the profile.
2. If LinkedIn cannot find the candidate based on their email or member ID, it will show a list of possible
candidate matches based on candidate name and the user can choose one of them and link the profile.
3. If LinkedIn cannot find any candidate based on the name, it will return that no match was found.
1-click export
While sourcing candidates in LinkedIn, you can 1-click export the candidate to the jobs that you currently have
open. Complete the following steps for a 1-click export. Before you complete these steps, verify that you are a
assigned the role of Hiring manager or Recruiter for the job and that the job has a Prospect stage.
1. Create the job, assign the appropriate roles, and activate the job.
2. When the job is activated, navigate to LinkedIn Recruiter.
3. Find the candidate that you are looking for and go to their profile.
4. Using the job search box in the contact card, find the job using the title or the Job ID that was activated in
Attract. If you don’t find the job, click Change ATS to find the correct Attract instance.
5. After the job is selected, click Export. The candidate is now fetched by Attract.
6. Go to Attract and open the respective job. You will find the candidate that you just exported in the Prospect
stage of the job.
In-ATS indicator
Using LinkedIn recruiter, you can track whether a candidate has applied to other jobs in your organization, look at
where they are in different stages of job applications, and view the feedback and comments from Attract in
LinkedIn Recruiter.
1. Open LinkedIn Recruiter and locate the candidate profile that you are looking for.
2. Scroll down to view the In-ATS section on the candidate’s profile.
3. You can use this widget to view all of the information about the candidate that’s present in Attract from
within the LinkedIn Recruiter view.
4. Select the Jobs & Statuses tab to see jobs they are part of, the latest status, and how they have been
moving against each job.
5. Select the Interview Feedback tab to see feedback that the interviewers have submitted in Attract.
6. Select the Notes tab to see notes that have been captured for this applicant in Attract.
NOTE
Candidate and application data will not be synced to LinkedIn Recruiter if the candidate hasn't moved past the prospect
stage.
InMail history
The LinkedIn InMail history is available with contract-level access with LinkedIn Recruiter. When it is enabled, you
can view your entire InMail history with the candidate. You can also see who else from your organization has
exchanged InMail with the candidate, however you can't view the messages between them.
To view InMail history, go to a candidate’s profile, go to the LinkedIn tab and scroll to the bottom of the page to
view the history. You can view InMail history if you have had a discussion with the candidate. The messages from
InMail will sync with Attract every couple of hours.
Notes history
The LinkedIn notes history is available with contract-level access with LinkedIn Recruiter. When it is enabled, you
can view the notes that have been captured about the candidate by different recruiters from your organization.
To view Notes history, go to a candidate’s profile, go to the LinkedIn tab and scroll to the bottom of the page to
view the history. You can view all the notes about the candidate from LinkedIn Recruiter.
InMail stub profile
The InMail stub profile is available with contract-level access with LinkedIn Recruiter. If candidates agree to share
their LinkedIn profiles with any user in your organization, you can track the candidates in Attract and a new
candidate record will be created for each candidate. You can view candidate's email address if the candidate already
exists in the system with an email address or has chosen to share their address with the recruiter.
To view the list of candidates, go to Talent pools to see a system-created LinkedIn talent pool. This talent pool
contains the list candidates and their stub profiles as received from LinkedIn, showing the candidate's first name
and last name. The candidate’s email ID will be displayed if the candidate had chosen to share their email address.
Activities in the hiring processes
Activities can be added as a part of the hiring process in Microsoft Dynamics 365 for Talent: Attract. Activities can
be added to a process template, or they can be added directly to the hiring process in the job. When a job is
defined, a process template is selected, and the activities that are included in the template are applied to the job. If
a template isn't selected, the default template is used. The hiring process can also be modified on the job after the
template is applied.
NOTE
Process templates are available with the Comprehensive hiring add-on. For more information, see Attract comprehensive
hiring add-on capabilities.
Prospect activity
The Prospect activity controls whether prospects can be added to a job. By default, prospects can be added to a
job. To turn off the Prospect activity, set the Enable prospects option to Off. When the Prospect activity is turned
on, hiring managers can add and view prospects, and the Prospect tab is shown on the job.
Application activity
The Application activity is required in the hiring process template. To send email to candidates when they submit
their application or are added to the Application stage, set the Send mail to candidate option to On.
Interview schedule and feedback activity

This activity has three components: Candidate availability request, Schedule, and Feedback. Use the interview
activity in the job template if you want to include the candidate’s availability request, schedule, and feedback as
part of the process instead of using them individually as part of the hiring process. For more information, see
Interview scheduling and feedback.
PowerApps activity
The PowerApps activity lets you embed a Microsoft PowerApps app in your hiring process. The app can be
required for all applicants, internal applicants only, external applicants only, or no applicants. If the app is marked
as required, it must be completed before the stage can be advanced. To be considered complete, the
JobApplicationStatus field must be set to Complete. This field is located in the JobApplicationActivity entity,
so the PowerApps app will need to update this field before the stage can be advanced. If the app isn't marked as
required, the activity is an optional step, and the stage can be advanced even if the app isn't completed.
To save the PowerApps activity to the hiring process, you must enter a PowerApps ID. To find the PowerApps ID,
go to PowerApps, select Apps, and then select Details.
By default, the PowerApps activity is available to the Hiring Manager, Recruiter, and their delegates. If you select
the Allow adding participants for this activity option, additional participants from the hiring team can be
added for an application that uses the PowerApps activity. For example, an organization has created a PowerApps
app that is a library of interview questions for technical roles. The organization is now hiring a new software
developer and has added the PowerApps activity to the hiring process for the Software Developer role. If the
Allow adding participants for this activity option is selected, a recruiter or hiring manager who is viewing an
applicant for the Software Developer role can add interviewers to the PowerApps activity. Those people can then
view the app that has the interview questions.
NOTE
The PowerApps activity is available only with the Comprehensive hiring add-on. For more information, see Attract
comprehensive hiring add-on capabilities.
YouTube activity
The YouTube activity lets you share a YouTube video as part of your hiring process. To save the YouTube activity
to the hiring process, you must specify the URL of the YouTube video. You can choose to display the content to
the Hiring Team, Internal Candidates only, External Candidates only, or All Candidates. Like the
PowerApps activity, you can allow hiring team participants to be added to the activity. If you choose to show the
content to candidates, the video is shown only as part of the candidate experience and not in the hiring process.
NOTE
The YouTube activity is available only with the Comprehensive hiring add-on. For more information, see Attract
Web content activity

The Web content activity lets you embed online content in your hiring process. To save the Web content activity
to the hiring process, you must specify the URL of the content. You can choose to display the content to the
Hiring Team, Internal Candidates only, External Candidates only, or All Candidates. Like the PowerApps
and YouTube activities, you can allow hiring team participants to be added to the activity. If you choose to show
the content to candidates, the Web content is shown only as part of the candidate experience and not in the hiring
process. You can choose the size of the content that is shown.
NOTE
The Web content activity is available only with the Comprehensive hiring add-on. For more information, see Attract
Microsoft Forms activity

The Microsoft Forms activity lets you embed a Microsoft Forms activity in your hiring process. Microsoft Forms
lets you create quizzes, surveys, and polls. To save the Microsoft Forms activity to the hiring process, you must
specify the URL of the form. You can choose to display the content to the Hiring Team, Internal Candidates
only, External Candidates only, or All Candidates. Like the PowerApps, YouTube, and Web content activities,
you can allow hiring team participants to be added to the activity. If you choose to show the content to
candidates, the form is shown only as part of the candidate experience and not in the hiring process.
In Microsoft Forms, authors can change their settings to let users outside their organization respond to their
survey or quiz. In this case, users submit responses anonymously. If you want to see who has filled out your
survey or quiz, you can require that respondents enter their names as part of the survey or quiz.
NOTE
The Microsoft Forms activity is available only with the Comprehensive hiring add-on. For more information, see Attract
Offer activity
The hiring process template requires the Offer activity. To use the integrated offer management app, set Launch
Offer Management App on Prepare Offer to On. If this setting is off, the candidate won't appear in the Offer
app, so you'll have to track updates to a candidate's offer activity manually. To define whether hiring managers
can prepare the offer for the candidate in the Offer app, set Hiring Managers can prepare offer to On. If the
job has multiple positions associated with it, you can decide whether you want to prepare multiple offers against
the same position number. If you want to allow only one offer per position per job, set Allow Positions to be
reused within job to Off.
NOTE
The integrated Offer Management App is available only with the Comprehensive hiring add-on. For more information, see
Attract comprehensive hiring add-on capabilities.
Interview scheduling and feedback
Scheduler activity
The scheduler activity is optional and has two components: Candidate availability request and Schedule. The
Candidate availability component lets you use email to request a candidate's availability. The Schedule component
provides the ability to schedule interviews with the candidate and the hiring team.
To set up the scheduler activity to include or limit the candidates to be scheduled, select a value in the Who are
you scheduling field. The available options are All Candidates, External Candidates, and Internal
Candidates. For example, if you want to skip internal candidates in the first round of scheduling, you can assign
the schedule activity only to external candidates by setting Who are you scheduling to External Candidates.
Candidate availability request
To send an email to candidates requesting their availability, select the Request candidate availability field. If the
field is not selected, this step won't be shown in the hiring process for the job.
To send the availability request, click Send request, choose the available dates and an email template, and then
send the mail to the candidate.
When the candidate receives an email to respond to the request, they can sign in to their candidate portal, choose
the dates that match their availability, and click Submit.
Schedule
There are multiple configurations available for the interview scheduler to use and quickly create and send the
interview loop to the interviewers and the candidate.
1. Click Create schedule, and in the Add interviewers box, list all the interviewers that are going to be part
of the interview loop.
If the candidate had responded to the interview request availability, the Interview date field will be pre-
populated with their selection. You can select a different date if needed.
If you select the Make this a panel interview field, the group of interviewers on the left are moved in to a
single panel loop to create the interview. You will then need to define a specific sequence for the interviews.
The interview schedule should be arranged to best match the participants’ availability. If it’s an internal
candidate, you can include their availability as part of the schedule recommendation.
To have an online meeting, select the Add Skype meetings field and each interview event will have a
Skype for Business link available.
2. Select the interview duration for each interview event, and then click OK to start creating the schedule.
If Recommendations are selected, suggestions will be shown and the interview grid will be pre-populated.
You will be able to see the current calendar availability of all the selected interviewers. You will also be able
to view the candidate’s calendar if they're an internal candidate. For the interviewers and internal
candidates, you can view their busy time slots, their working hours, their out of office hours and also
identify if they have marked their calendars as working elsewhere for specific time slots.
3. If there are no suggestions available, in the Interviewers column, click in a time slot, provide the interview
title, details, and populate the location details, as necessary. You can choose to include the Skype for
Business link for the interview.
4. To include additional interviewers, click the Add interview grid column to select one or more interviewers.
You can use the ellipsis (...) option to remove an interview from the loop.
5. If the interviews are scheduled in a different time-zone, pick the required city/time-zone from the drop-
down list in the upper right. The interviewer availability grid will be updated to reflect the new time zone.
This time-zone selection will now also display in the Interview summary view, which will be shared with
the interviewers and the candidate.
6. Click Send to interviewers to send the meeting invites to the interviewers involved.
After the interview requests have been sent to the interviewers, they can respond directly from the email
invite that they receive.
NOTE
For all 1:1 interviews, reminders are sent to the interviewers every 24 hours if the interviewer has not responded
(accepted or declined) to the interview request.
For all panel interviews, there are no automated reminders for the interview request. To trigger a
reminder manually, edit the interview and use the Update & Send option to send the request back to
the interviewers.
Interviewer responses are captured and shown in Attract. If an interviewer declines the invite, you will be
notified to make a change. To view their response in the Scheduler grid view, click the bubble icon.
7. After the interview schedule is ready to be shared with the candidate, click Send to candidate. You can
choose to hide or show the interviewer names and slots with the candidate.
8. Select an email template and send the interview summary to the candidate. The candidate can view this
information in their email as well as on their candidate portal.
NOTE
The calendar availability of a candidate is shown only if the candidate is internal. Similarly, only an internal candidates can be
used to enhance interview schedule recommendations. Currently, candidates (external or internal) don't receive an email
meeting invite, instead the candidate receives only a summary of the interviews.
Candidates will receive the email summarizing their interview loop. The emails contain an .ics file which can be
saved to their personal calendars for easier access and notfications about the interview.
TIP
In case you re-send the interview schedule to the candidate, they will receive another .ics file attachment. We recommend
updating the email templates for the candidate's interview summary to ensure candidates delete the previously added
interview events and do not see duplicates on their calendar.
Feedback activity
The feedback activity is optional in a job template. This activity lets interview participants enter recommendations
or feedback comments for an applicant.
To include or limit the candidates to provide feedback on, select a value in the Who should interviewers provide
feedback on field. The available options are All Candidates, External Candidates, and Internal Candidates.
For example, if you want to skip internal candidates in the first round of scheduling, set Who should
interviewers provide feedback on to External Candidates.
If you select the Inherit feedback participants from Hiring Team field, the recruiter, hiring manager, and
interviewers are automatically entered in the feedback activity. Organizations can allow interviewers to view the
feedback of other people before they submit their own feedback. Organizations can also allow interviewers to edit
their feedback after they submit it. Interviewers are reminded to submit feedback for the interviews they have
recently conducted based on the preset configuration as part of the job template. The hiring manager or a recruiter
on the job can also choose to manually remind an interviewer to submit feedback.
Interview activity
The interview activity is an optional activity with three components: Candidate availability request, Schedule,
and Feedback. Use the interview activity in the job template if you want all of the candidate’s availability request,
schedule, and feedback as part of the process instead of using them individually.
To include or limit the candidates to be interviewed, select a value in the Who are you interviewing field. The
available options are All Candidates, External Candidates, and Internal Candidates. For example, if you want
to skip internal candidates in the first round of interviewing, set Who are you interviewing to External
Candidates.
Microsoft Dynamics 365 for Talent is built on top of the Common Data Service platform, and can be extended in
various ways by using the Microsoft Power Platform and the capabilities that Common Data Service offers.
Therefore, you can configure and personalize the system by using Microsoft PowerApps and Microsoft Flow. You
can also get additional analytics about people by using Microsoft Power BI. Furthermore, new custom activities,
such as the PowerApps and Web content (iframe) activities, make the hiring process more adaptable than ever. By
using these activities, you can tailor the hiring process to your business needs and processes, and can make sure
that both the hiring team and candidates have a seamless, customized experience.
Extending Option sets in Attract

An Option Set (picklist) is a type of field that can be included in an entity. It defines a set of options. When an
option set is displayed in a form it uses a drop-down list control. In Attract there are multiple fields that are option
sets. We are beginning to introduce the capability to extend the options sets, beginning with the Rejection reason
field, Employment type field, and Seniority type field. Also, you can add localized display labels for the options that
you add. For more information, see Customize option set labels.
NOTE
The job posting to LinkedIn functionality requires the use of the Employment type and Seniority type field on the Job
details page. The default values in these fields are supported by LinkedIn and are displayed when the job is posted.
Therefore, if you are posting jobs to LinkedIn and you modify the existing option set values for these fields, the job will still
post, but LinkedIn will not display the custom Employment type and Seniority type values.
Listed below are the steps to update the Rejection reason field with values that are specific to your business.
1. To extend the Rejection reason option set, navigate to the PowerApps Admin website.
2. You might be prompted to sign into your account. Provide your userID and password credentials that you use to
sign into Dynamics365 and/or Office365, and then click Next.
3. On the Environments tab, select the environment that you want to manage, and double-click to get to the
Details tab.
4. On the Details tab, select Dynamics 365 Administration Center.
5. Select the instance that you want to modify and select Open.
6. Navigate to Settings, and then Customizations, and choose Customize the system.
7. Find the entity that you want to expand the option set for by selecting Entities and expanding the group. In this
example, it will be the Job application entity.
8. Go to the field that you want to extend the option set for by selecting the Fields option. In this example, it will be
the msdyn_rejectionreason. Double-click the field.
9. In the Option Set field, choose Edit.
10. Select the + icon.
11. Enter a Label. (This must be a unique value – no duplicates).
12. Select Save.
13. Select Publish at the top of the page.
Take advantage of the Microsoft Power platform

Because all the data from Attract resides in Common Data Service, you can use tools from the Microsoft Power
platform to incorporate your unique business needs into Attract.
PowerApps
You can use PowerApps to easily build apps that connect to your Attract data, and that use expressions like the
expressions in Microsoft Excel to add logic. Apps that you build by using PowerApps can run on the web, and on
Apple iOS and Google Android devices.
For example, you can make university career fairs easier for recruiters by building a lightweight app that lets them
scan resumes and feed candidates to a position in Attract. Alternatively, you can build an app that helps meet your
organization's compliance needs. For more information about PowerApps and how to use it to build apps, see
Integrate data into Common Data Service.
Microsoft Flow
You can use Microsoft Flow to create automated workflows that run on top of Attract data. You can easily connect
to hundreds of popular apps and services without having to write code. By building flows that interact with the
Attract Job, Candidate, and Application entities in Common Data Service, you can automate various actions. For
example, when a candidate accepts an offer, a notification can be sent to an onboarding team, or the news can be
announced on Twitter. For more information about flows, see the Microsoft Flow documentation.
Power BI
Power BI lets you build and view custom reports and dashboards that give you deeper insight into your Attract
data. For more information about Power BI and how to build interactive reports and dashboards, see the Power BI
documentation.
Custom activities
You can add custom activities, such as the PowerApps apps and Web content (iframe) activities, at the level of the
job process template or while you're creating a new job. These activities let you customize the hiring process and
bring business logic that is unique to your organization into Attract.
PowerApps activity
The PowerApps activity lets the creator of a job or job process template embed a PowerApps app in the hiring flow.
After you create and publish the app, you can enter its app ID in the activity configurations. By using a PowerApps
app, you can read and write data into Common Data Service. You can even link the app to a flow. For example, you
have an app that recruiters use to fill in a form while they conduct phone interviews. In this case, you can link the
app to a flow that evaluates whether an applicant can be advanced further in the job application process. This type
of activity can be viewed only by members of the hiring team. For more information about how to configure the
PowerApps activity, see Activities in Attract.
NOTE
The PowerApps activity is available only with the Comprehensive hiring add-on.
Web content (iframe) activity

The Web content (iframe) activity lets you embed a custom web solution that you've built in the hiring process or
the Candidate portal. You can read and write data directly from Common Data Service. You can also customize the
solution so that it triggers flows or takes advantage of Microsoft Azure functions. For more information about how
to configure the Web content activity, see Activities in Attract.
NOTE
The Web content activity is available only with the Comprehensive hiring add-on.
Career site functionality in Attract
This topic provides an overview of the candidate-facing career site functionality in Microsoft Dynamics 365 for
Talent: Attract. It also explains how to set up this functionality.
Attract provides one career site for each environment in a tenant. For example, if an organization has a
development environment and a test environment, one career site is provisioned for the development
environment, and another career site is provisioned for the test environment. Each career site is completely
isolated and has its own authentication mechanism. Jobs and candidate profiles aren't shared between career sites.
By default, the career site is public. Therefore, candidates can view all jobs that are marked as external without
having to sign in. However, all other actions require that candidates sign in.
Career site management

To set the values for the following items, sign in to Attract as an administrator, select Admin center on the
Settings menu (the gear symbol), and then select the Company information tab.
Organization name - The organization name appears on the navigation bar at the top of the career site.
By selecting the organization name, candidates go to a page that lists all open jobs.
Organization logo - An image of the organization's logo appears in the upper left of the career site. By
selecting the logo image, candidates go to a page that lists all open jobs.
NOTE
The logo image that appears on the career site has a fixed height of 20 pixels (px). The image that you add in the
Admin center is scaled to fit. Therefore, depending on the image, the width might change.
To set the values for the following items, sign in to Attract as an administrator, select Admin center on the
Settings menu, and then select the Career site management tab.
Search Engine Optimization - When enabled, all public jobs posted to Attract career site will be
searchable using search engines like Bing and Google.
NOTE
There might be a delay between turning this setting on and search results appearing, depending on the search
engine that you are using.
Terms and Conditions - When enabled, all candidates must consent to the organization's terms and
conditions when applying for any job. The Attract Administrator is able to configure their own Consent text
as well as the link to their Terms and Conditions page.
Career site URLs

The following list contains the commonly used career site URLs and how to access them.
Career site home page URL - To view the career site home page URL, sign in to Attract as an
administrator, select Admin center on the Settings menu, and then select the Career site management
tab.
Individual job post apply URL - When you post an external job for the first time, you can copy the Apply
link from the Attract application. The URL for this link will be in the following format:
https://jobs.talent.dynamics.com/jobs/<company_name>/<environment_number>/<job_number>/apply
Individual job post URL - The URL of the job post is a substring of the Apply URL. It consists of
everything up through the job number. Therefore, for the preceding Apply URL, the job post URL is
https://jobs.talent.dynamics.com/jobs/<company_name>/<environment_number>/<job_number>
Authentication options
Candidates have the following sign-in options for an Attract career site:
Personal account:
LinkedIn
Microsoft
Google
Facebook
Work or school account:
Microsoft Azure Active Directory (Azure AD )
Azure AD sign-in is intended only for internal candidates. Therefore, it works only for internal candidates who use
their company Azure AD credentials. For example, a candidate who is currently an employee of Contoso Ltd wants
to apply for a job in an unrelated company, Alpine Ski House. In this case, the sign-in will be unsuccessful if the
employee tries to use Azure AD credentials from Contoso Ltd.
Candidates must sign in by using Azure AD if the job that they are viewing or applying for is listed as internal only.
Create and maintain a profile

After candidates sign in to the career site, they can select My profile on the navigation bar at the top of the page
to create and maintain their profile. The profile includes personal information, information about work experience,
education details, documents, links, and information about skill sets. After a profile is created, it can be used to
apply for jobs that the candidate is interested in. Profiles also help Attract recommend the right jobs to candidates.
NOTE
If a candidate uses an email ID to sign in using one of the authentication providers listed above, that email ID will default to
the contact email ID associated with the profile. However, the latter can be changed at any time and is completely
independent of the former. Attract will always use the contact email ID to associate with your profile for all email
communications.
Find the right job

On the job list page, candidates can search for a specific job by entering search terms. The search functionality
looks for the search terms in job titles and job descriptions, and shows relevant jobs as results. Candidates can
filter the results at any time, based on the job location or job function.
Candidates can also view a set of recommended jobs on the career site. The jobs that are recommended to a
candidate are based on the candidate's past applications, profile, and resumes.
NOTE
Job recommendations are shown only if at least 10 jobs are posted on the career site, and if the candidate has completed a
profile.
Internal candidates can also see who the hiring manager and/or recruiter for a job is, in case they want to contact
those members of the hiring team. However, external candidates have no visibility into the members of the hiring
team for any job.
Contact the hiring team

Only internal candidates can contact the hiring team. This limitation applies to all jobs, regardless of whether they
are internal only or were publicly posted.
Candidates might want to contact the hiring team to express interest in a job that was posted or learn more about
it. They can contact any of the hiring team members who are listed (hiring manager or recruiters). They can also
optionally attach a resume to the message, or they can select an existing resume they previously uploaded as part
of their profile.
After an internal candidate selects the hiring team members to contact, Attract sends an email to those people on
the candidate's behalf. At the same time, the candidate's profile is added to the Prospect stage, if that stage is
available for the job. Under the Prospect stage, recruiters or hiring managers can view the candidates who have
contacted them. They can also review candidate profiles and invite potential candidates to apply.
Candidates can apply for a job that they have already contacted hiring team members about. After they apply,
candidates can no longer contact the hiring team through the career site.
Apply for jobs

After candidates find the right job, they can apply by using the Apply button on the Job details page. At this
point, candidates can either create a new profile or review the information in their existing profile. Candidates can
also upload a resume, as required, and then submit the job application.
Enable applying for jobs with LinkedIn profiles
You can make it easy for candidates to apply for your positions by configuring Attract to allow them to apply
through LinkedIn.
NOTE
You need to have one or more recruiter licenses from LinkedIn before you can allow candidates to apply with LinkedIn.
1. Sign in to Attract as an admin.

2. Select the Settings button (the gear symbol) in the upper-right corner of the page, and then select Admin
center.
3. Select the LinkedIn Integration tab and connect with a LinkedIn recruiter account.
4. In the LinkedIn Recruiter System Connect Integration section, select Enabled for the Apply with
LinkedIn setting.
After you've enabled the setting, candidates can apply using their existing LinkedIn profile data. When candidates
apply by choosing the Apply with LinkedIn button, they are asked to authenticate with LinkedIn if they're not
already signed in. After they've authenticated, their LinkedIn profile replaces any existing profile data shown in the
application page. Candidates can edit the information as needed and then submit the application. If a candidate
navigates away from the page without applying for the job, their profile data is not updated in Attract.
Check application status
After candidates apply for one or more jobs, they can select Applications on the navigation bar at the top of the
page to view their open and closed applications. When candidates open one of their applications, they see the
current stage and any pending action items that they must complete. For example, if a candidate must provide
potential dates for an in-person interview, the page shows the available options.
Internal jobs
Currently, jobs that are marked as internal and posted to the Attract career site don't appear on the career site.
They are only accessible using the direct Apply URL that can be copied from the Attract application.
Set up offer management
When a candidate is moved to the offer stage in Dynamics 365 for Talent: Attract, you need to ensure that the
offers can be quickly created for the candidate, approved as necessary, and sent out to the candidate. Because most
offers are standard, they can be created from reusable templates. In Attract, all offers are rolled into an offer
package, which is a collection of one or more offer documents.
This topic lists all the steps that an Attract administrator would follow to set up different offer package templates as
part of the offer management capability in Attract. Users with non-administrator roles will not have access to these
capabilities.
NOTE
Offer management capabilities are available as part of the Comprehensive Hiring Add-On.
Offer data
Offer data is the smallest unit inside the offer package template. A typical offer consists of standard text and a set
of values. The sets of values are the only pieces that could change between offers. During the offer creation, the
most important aspect that the offer creator can focus on is the list of offer data placeholders present in an offer
package template. To set up offer data, do the following.
1. Go to Offer management.
2. Expand the Library section in the left navigation pane, then go to Offer data.
NOTE
On the Offer data page are the Candidate details and Job details sections. Attract provides a few offer data
placeholders out-of-the-box.
There are sections on the page to organize different offer data placeholders together in logical groups.
These sections can help with maintenance of offer data and population of data during the offer creation
process.
3. To create a new offer data section, click Add a section and enter a unique name for the section.
4. To add offer data placeholders to any section, click Add offer data and enter a unique name for the
placeholder.
5. To edit the name of any section, hover over the section name and update the name.
6. To edit the name of any existing offer data placeholder, first make sure that the placeholder is not already
part of any template. Then, hover over the name of the offer data placeholder and update the name as
needed.
7. To delete an existing offer data placeholder, first make sure that the placeholder is not part of any other
template. Then, hover over the placeholder and when the trash can icon appears, click the trash can to delete
the offer data placeholder.
NOTE
You can see how many templates an offer data placeholder is part of by the number indicator next to each offer data.
8. To delete any section, hover over the name. If none of the offer data placeholders inside the section appear
in any template, you can click the trash can icon to delete it.
NOTE
Deleting the section will also delete all the offer data placeholders inside that section.
After the offer data placeholders have been set up, you can use them across any document template. Offer data
placeholders are not restricted to a specific template -- the same set can be used across all templates.
Offer data rules

Most organization have rules for how offers must be created. For example, an organization may want to require
that the maximum annual salary offer for a specific location and seniority level combination has to be within a
certain range, or that there are only a few specific values possible for the offer level for the new hire. Attract
currently supports all such data rules using a CSV file.
To prepare the data rules CSV file, do the following.
1. Determine the offer data placeholder for the rule set. For example, Annual Salary.
2. Identify the dependent offer data placeholder values. For example, Job Location and Level.
3. Specify columns 1 and 2 as Job Location and Level.
4. To upload a range value, make columns 3 and 4 Annual Salary. To upload a specific value instead of a
range, only make column 3 Annual Salary.
5. Populate the Microsoft Excel file based on your required roles.
6. Ensure that each row is a unique combination of all the values put together.
7. Save the file as a CSV format.
To upload the offer data rules file, do the following.
2. Expand the Library section in the left navigation panel, then go to Offer data rules.
3. Click New data set to display the Upload dialog box.
4. Specify a unique name for the rule set and then upload the saved CSV file.
5. Click Add. The rule set will be processed in the background and you will be notified in-app and via email
once it completes.
You will be notified if there are errors while processing the upload. You can then download the error log, fix
the file, and upload it again.
6. Use the ellipses button (… ) option if you want to download the rule set and update the set of values. After
updating, you can upload the file again.
7. You can delete an existing rule set upload if the placeholder being defined is not being used in another
document template.
NOTE
Each placeholder can only have one unique set of columns that it is dependent on. For example, if Annual Salary is
dependent on Job Location and Level, you can't upload another rule set where Annual Salary is dependent on a
different set of columns.
You can download sample offer data rule sets on the Samples tab on the Offer data rules page.
When an offer creator overrides the values that are recommended by the offer data rules, the offer is
flagged as non-standard and offer approval workflow will be mandated.
Document templates
An offer document template can help administrators create offer letters. The offer document template is a
combination of the text that will be part of the offer as well as the defined offer data placeholders.
To create an offer document template, do the following.
2. Expand the Library section in the left navigation pane and go to Templates.
The Templates page will display a list of document templates that have already been defined.
3. To create a new document template, click New Template.
4. Enter a unique name for the template and click Create.
5. Use the rich text editor to insert or edit the offer document content. You can insert tables, images, and
hyperlinks using the options available at the top of the text editor.
6. You can insert offer data placeholders in the offer template document by:
Dragging and dropping from the right pane.
Hashtag the offer data placeholder directly into position. Type # and then start typing the name of the
offer data placeholder. Options will appear in the drop-down list. Click or press Enter to insert the
offer data placeholder.
NOTE
To associate a placeholder to the offer document template without exposing its value to the candidate, hover over
the offer data placeholder and click the Pin icon. This will push the placeholder to the Pinned offer data section
of the offer document template. To unpin, follow the same steps but click Unpin in the list of offer data
placeholders.
To view the list of active offer data placeholders, switch to the Active tab in the right pane.
If you insert a placeholder that is driven by an offer data rule set, you can see the dependency of that
offer data placeholder on other values.
Alternatively, you can Import the content from a .docx file on your local machine and edit as
required. That way, you don’t have to type in all the content in the editor.
7. To preview the offer document, use the Preview option at the top of the page.
8. To control whether an offer creator can edit the offer document content, use the Manage permission
option at the top of the page. If you want the offer creator to only insert placeholder values and not edit text,
set the permission value to No.
9. Click Save to save your progress. The template will be saved in a draft state.
10. To finalize and mark the document as published, click Finish.
11. You can see which document templates are currently active, in draft mode, and have been archived and are
no longer in use on the document templates library landing experience.
NOTE
You can delete any offer document template that is not part of an existing offer package template.
Offer package templates

Offer packages are the offer artifacts that are shared with the candidate and consist of a combination of one or
more offer document templates. To create an offer package, do the following.
2. Go to Packages from the left navigation pane.
A list of active package templates that are available for offer creators to use is displayed.
3. To create a new offer package, click New Package.
4. Enter a unique name and click Create.
5. Click Add template.
NOTE
You can choose to create a new template or choose from an existing one.
If you choose to add an existing template, you need to make sure that the offer document template
was saved, finalized, and marked as active.
You can choose as many document templates as you want.
6. Click Done to return to Package management.

You can configure the sequence of the documents and also mark whether the specific offer document is
required during offer creation. The offer creator will have an option to delete the documents marked as Not
required.
7. To save the offer package template so that it's usable by all offer creators, click Save and publish.
To view draft offer package templates, go to the Drafts tab. If a change is made to the offer package
template, it must be saved and republished.
Configure an offer process

There are several parts of the offer creation process that can be configured by an Attract administrator.
Offer approvals - Choose whether offer approvals are required before the offer can be sent to the
candidate. As an administrator, you can also decide whether all offer approvals will happen in a sequential
manner or parallel approval workflow. You can also mandate whether offer approvers must add a comment
along with their offer approval. Offer approvals are mandatory for all non-standard offers.
Candidate’s offer experience - As administrator, you can choose to set whether all offers have an
expiration date, and if so, what the default offset for the expiration date should be. You can also configure
whether candidates can decline an offer.
e-Signatures - As an administrator, you can also choose the method that candidates can use to sign offers.
Adobe Sign - All offer packages will be sent and signed via Adobe Sign. Each offer creator publishing
the offer needs to have their Adobe Sign account connected to Attract. For Adobe Sign licenses and a
free Trial, please visit this link.
DocuSign - All offer packages will be sent and signed via DocuSign. Each offer creator publishing the
offer needs to have their DocuSign account connected to Attract.
ESign - This is the default option, provided out of the box, where the user can sign an offer by typing
their name and initials.
To learn more about the offer creation process, see Creating, approving, and signing offers.
Creating, approving, and signing offers
In many cases, preparing an offer package for a candidate needs to be a very quick process. Using the templates
set up by the Attract administrator will cut down the time and effort for the offer creators to prepare and send
offers to a candidate.
Create an offer
When the Offer management app is turned on, any user with the role of hiring manager or recruiter can prepare
an offer package for the candidate. To prepare the offer, do the following.
1. Navigate to the job and the candidate application that you are creating the offer for.
2. Go to Offer stage and click Prepare offer.
You will be redirected to the Offer app where you can see the candidate with the status of New. You can
also see other offers that you are contributing to, either as a creator or an approver.
3. Click Prepare Offer.
You will see a choice of different offer packages that have been made available by the administrator.
4. Select a package and click Done to start preparing the offer.
The offer package template loads with the corresponding job and candidate details populated in the offer.
5. All the offer data placeholders that are part of the offer package are visible in the landing page. You can
populate all the values across the package on this page.
On the landing page, you can also see all the offer document templates that are part of the offer package.
6. You may now be able to edit the content of the offer, depending on how the template was configured by the
administrator.
7. If you need to remove documents marked as non-required, you can do so.
8. When all the offer data placeholders are populated, click Save to save a draft of the offer.
NOTE
After a draft is saved, you can delete the draft version of the offer or select a new package template, if necessary.
Approve an offer
Most offers need to go through an approval process to make sure the offer meets the necessary standards. If an
offer does not meet standards, for example if the offer creator didn't follow the offer data rules and overrode the
values in the offer, the approval process will be mandated. To send an offer for approval, do the following.
1. When the offer is in a draft state, add approvers on the Approver panel.
NOTE
Hiring Managers are added as approver by default. You can choose any user from your organization as an approver
for the offer.
2. If needed, assign approvers in a sequential approval method or on a parallel approval method. This option
will only be available if it was configured as such by the administrator.
NOTE
If the approval process is sequential, you can edit the sequence of approvers if needed.
3. When you are done defining the approval chain, you can edit the content of the approval email and then
send the notification to the approvers. Click Send to approvers.
NOTE
If the offer was non-standard, you are required to provide a justification.
4. If the offer creator chooses to skip an approver, they can enter a note and skip to the next approver.
Approvers will receive an email asking them to approve the offer. They can click the link in the email to open the
offer, review the entire offer package, and either approve it or send it back to the offer creator. Offer approvers will
need to add an additional note if they are rejecting the offer package for further edits.
In cases where there is a new version of the offer created before the approver acts, the approver won’t be able to
approve or reject the offer.
Offer versioning
When the offer has been approved or sent back for further edits, you can choose the Enable editing option to
create a new version of the offer. The new version of the offer version has all the offer data values and the list of
approvers carried over from the last version.
Approvers can switch between different offer versions if the versions were shared with them for approval. Also, an
approver or offer creator can choose to delete a specific draft offer version to go back to the previous state.
Send an offer to a candidate

When the offer is saved, approved, and ready to be sent to the candidate, click Send to candidate.
There are several actions you can take before sending the offer to the candidate.
You can view the list of documents that are part of the offer package that will be sent to the candidate.
You can specify an offer expiration date. Candidates are expected to accept or decline the offer before the
expiration date. The candidate will be sent a reminder 48 hours before the offer expires.
There may be additional documents that you want to include in the offer acceptance process. You will have
the option to list the document type required.
e-Signature option: There are two ways to connect the e-signature provider of your choice. Go to User
Settings in Offer, under Connections, connect to Adobe Sign or DocuSign. Alternatively, you will be
asked to connect the Send offer to the candidate page if the connection wasn't already established based
on the user settings. The e-signature account only needs to be connected once. The same user license is
used for all future offer packages that will be sent out by the same user.
Adobe Sign
If Adobe Sign was chosen as the preferred e-sign method, offer creators need to connect their Adobe Sign license
at this step.
DocuSign
If DocuSign was chosen as the preferred e-sign method, offer creators need to connect their DocuSign license.
Once signed in, the default account and permissions associated with the user's DocuSign profile are connected to
Talent Attract.
You can view and edit the email template as needed.
When the offer is ready and you click Send to candidate, the candidate will receive an email that an offer is
waiting for review.
NOTE
If you are using Adobe Sign or DocuSign and you run into an error while sending the offer to the candidate, try
disconnecting and reconnecting the e-signature user account from User Settings. If the issue persists, please contact our
support using the Report a problem link.
Candidate’s actions after receiving an offer

After the candidate has been notified that an offer has been shared with them, they can click the link in their email
to go to the application dashboard and view the offer. The dashboard will show the candidate any activities that
they still need to complete.
1. To view the offer and all related documents, the candidate must click View offer.
Candidates can also download the offer package in a .zip format.
2. To accept the offer, the candidates must click Jump to signature for each document that’s part of the offer
package.
3. When all of the documents have been individually signed and accepted, the candidate must choose to finish
the acceptance process by clicking Accept Offer at the top of the page.
4. To decline the offer, the candidate must click Decline the offer on the top of the page, select an appropriate
reason, add a comment as necessary, and then click Decline.
5. After they have accepted or declined the offer, the candidate can continue to stay in the offer view or go back
to the application dashboard.
6. If there were other documents requested as part of the offer acceptance process, the candidate should
choose to upload the documents as necessary and tag them to the document type requested.
7. The offer creator will be notified when all the documents have been uploaded and the offer package has
been signed.
Withdrawing an offer
An offer can be withdrawn from a candidate at any point in time for various reasons.
1. Withdraw the offer by clicking the ellipsis button (… ), and then click Withdraw the offer.
2. A message will appear asking whether the candidate has been contacted about the change in status. If the
candidate hasn't been contacted yet, you will have the option to send an email to the candidate informing
them of further actions.
The offer will no longer accessible by the candidate.
Closing an offer
When an offer has been accepted, declined, or withdrawn with no further actions needed, you can close the offer
so that no further edits can be made to this offer package.
Email templates
By using the email template library, admins can create a uniform theme and branding for all emails that are sent
through Microsoft Dynamics 365 for Talent: Attract and Offer. Admins can also curate a collection of email content
templates that other users can consume. The hiring team can use these templates in their workflow to send emails
more efficiently. Some emails are configured to be sent automatically, and the admin can use the email template
library to customize the content for those emails.
NOTE
To use Email templates, your organization must have the Comprehensive Hiring add-on.
Global template configurations

To create consistent branding for all email communications, the admin must first set the global header and footer
for all email templates. In the Admin center, on the Email template settings tab, in the Header section, the admin
can upload an image to use as the header or banner for all emails. The image might be a company logo, a
letterhead, or any other representative image. We recommend that the width be between 25 and 800 pixels, and
that the height be between 25 and 150 pixels, because these dimensions are optimal for most email clients, such as
Microsoft Outlook. The image must be a JPEG, JPG, PNG, or SVG file, and the file size must be less than 1
megabyte (MB ). After an image is uploaded, a preview of the header is generated and shown. If the header image
must be removed or replaced, the admin can use the Remove option above the preview.
In the Footer section, the admin can provide links to the company's privacy policy for communications, and to the
terms and conditions. These links are incorporated into a footer that is automatically generated. A preview of this
footer is then shown. The admin can also choose a particular language in which email footers will be sent as part of
all emails. The same language configuration will also be used for putting together the interview summary table.
Be sure to save your changes before you close the Admin center.
NOTE
The header and footer are global settings for all emails. Therefore, they will appear in all emails that are sent through Attract.
If the settings aren't configured, the header and footer will be left out of all emails.
Email template library

After the global template configurations are set up, the admin can start to create and curate templates for all emails
that are sent from Attract and Offer. The email template library is available only to admins. To open the library, on
the main navigation menu, select the Email templates tab. The library is categorized by the various activities in
Attract that emails must be sent for, such as scheduling, assessment, job creation and offer. The admin can select
any category to view all the email types that are associated with the activity. For example, select Scheduling to
view the various types of email that are sent during the scheduling process and all the templates that are available
for each type of email. Each subsection in a category represents a type of email.
Some types of email can have more than one recipient. For example, in the Scheduling category, the emails that
are sent when the interview schedule summary is needed, are sent to both candidates and interviewers. Each
section has two main columns: Template Title and Recipient. Each row in a section represents a single template
for a type of email. At first, a lock symbol will appear in the row for every template. This symbol indicates that the
template is the standard template that is provided with Attract, and that it can't be deleted. For any template, the
admin can use the ellipsis button (...) to duplicate the template, set it as a default template, or delete it. When a
template is set as a default template, one of two behaviors can occur. The behavior is indicated by the badge or
badges that appear in the row for the template:
Default – This badge indicates that the template is the default template for email that is sent, and that
information will be entered in it when a user sends email of that specific type.
Default + Autosent – This combination of badges indicates that the template is the active template for
system-generated emails that are sent automatically.
To edit a template, select the row, and make changes to the template.
NOTE
Each recipient of a specific type of email has a default template. All the standard Attract templates are set as default
templates until the admin creates a new template for a specific type of email and sets it as the default template.
Create a template
To create a template, in the upper-right corner of the email template library, select + New template. To select the
type of email that you're creating the template for, select the recipient, the process, and the event that email must be
sent for. Then select Create.
The template is opened in editing view, and you can name the template. For example, if the template is intended for
candidates from a US university, but the content is written in French, you might enter University_US_Francais as
the title. The title, subject line, and body content for any template can support languages besides English.
The To field for a template can't be edited, because you already selected the recipient when you first created the
template.
You can add personas such as Recruiter or Hiring Manager to the carbon copy (Cc) line. When the email is sent,
these roles are automatically replaced with the appropriate users, based on the context of the job.
The subject line and body content support placeholders. You can insert placeholders by typing # and then selecting
the appropriate placeholder in the autocomplete drop-down list. The list of available placeholders appears on the
right side of the page. When the email is sent, the placeholders are automatically replaced, based on the context of
the job and the recipient. For example, a template for an email that is sent to candidates contains the placeholder #
{Candidate_Name}. When the email is sent to a candidate who is named Cameron, that placeholder will be
replaced with Cameron's name.
The body content editor is a rich text editor that lets you style and format text. It also lets you insert hyperlinks and
anchors.
After a template is created for a specific type of email, select the ellipsis button (...) in the row for the template, and
set it as the default template.
Consume templates
When the hiring team sends an email, it can use the templates that the admin created. If multiple templates have
been created for the email that a user is sending, a drop-down list appears in the email composition workflow. The
default template is entered automatically, but the user can select a different template.
NOTE
For emails that are sent automatically, multiple templates can be created. However, only one template can be set as the active
template. Because this process is triggered by events, only the admin can determine which template should be used, based
on the combination Default and Autosent badges in the template library.
Security and role management in Attract
Microsoft Dynamics 365 for Talent: Attract uses role-based security. In other words, access isn't granted to
individual users, but to the security roles that users are assigned to. A user who is assigned to a security role has
access to the set of privileges that is associated with that role.
Attract provides five basic user roles:
Administrator
Hiring Manager
Recruiter
Interviewer
Read-only
The Administrator role is the only role that has permission to add other users and change their permissions.
Add – In the Admin center, on the User permissions tab, select Assign roles, search for the user to add, and
then assign permissions to that user.
Edit – Search for the user, or find the user in the list, and then select Edit to changes his or her permissions.
Delete – If you delete a user's permissions, you don't remove the user from the system. However, you do limit
the user's access and privleges in Attract. For example, Hilda has been assigned to the Hiring Manager role,
and she is added to a job as a hiring manager. If Hilda is later removed from the Hiring Manager role, she
remains a hiring manager on the job and still has access to that job. However, she can't create other jobs.
The following sections provide a high-level description of each role. The tables later in the topic provide more
detailed information.
NOTE
Some features are available only with the Comprehensive Hiring add-on for Attract.
Administrator
Users who are assigned to the Administrator role can access and change all data in Attract. Admins can create,
read, update, and delete data. They also have access to the Admin center, where they can configure the Attract
application and set up user information. We recommend that at least one individual be assigned to the
Administrator role. By default, the environment admin in Microsoft PowerApps is set as an admin in Attract. If you
signed up for the trial version of Attract, the Administrator role is automatically assigned to you. Currently, to
create jobs, users who have the Administrator role must also have either the Recruiter role or the Hiring Manager
role.
Hiring Manager
Users who are assigned to the Hiring Manager role can create jobs and update jobs that they previously created.
Hiring managers can perform only a limited set of actions on a job and on the applications that are associated
with that job. Only users who are assigned to the Hiring Manager role can be added to a hiring team as hiring
managers.
Recruiter role
Users who are assigned to the Recruiter role have full read, create, update, and delete privileges for the jobs that
they have created. They also have full create, read, update, and delete privileges for the applications that are
associated with jobs that they own. Only users who are assigned to the Recruiter role can be added to a hiring
team as recruiters.
Interviewer
Any user who has a Microsoft Azure Active Directory (Azure AD ) account in the organization can be added to a
hiring team as an interviewer. Users who are assigned to the Interviewer role can view the job details and
applicant data for jobs that they are on the hiring team for. For those jobs, interviewers can also make hiring
recommendations and provide feedback about candidates. However, they can't update the job details or applicant
data.
Read-only
Users who are assigned to the Read-only role have read-only access to all data in the Attract environment.
However, they can't create or edit any data.
Find out which roles you have

1. In Attract, click the question mark (?) in the top right corner of the page.
2. Click About.
You will see which roles you have for Attract in the window that appears:
Delegated roles
For each job that they are on the hiring team for, recruiters and hiring managers can designate one or more
delegates for themselves. However, they can't designate delegates for other people on the hiring team.
Delegates have the same privileges as the person who designated them. For example, if a hiring manager
designates a delegate for herself for a job, the delegate will have the same privileges as that hiring manager for
that job. Delegates can't remove other delegates from the hiring team. They also can't remove the people who
designated them as delegates.
Job details and actions

Users who have the Recruiter or Hiring Manager role can create jobs. The following privileges apply to the job
details and the actions that can be taken on jobs.
DATA OR ACTION RECRUITER HIRING MANAGER INTERVIEWER
Job details Create, read, update, and Create, read, update, and Read-only
delete for jobs that the user delete for jobs that the user
is on the hiring team for is on the hiring team for
Hiring team Create, read, update, and Create, read, update, and Read-only
Job Posting Create, read, update, and Read-only Read-only

delete for jobs that the user
is on the hiring team for
Process Create, read, update, and Create, read, update, and Read-only
Add Applicants Add applicants for jobs that Add applicants for jobs that Not allowed
the user is on the hiring the user is on the hiring
team for team for
Add Prospects Add prospects for jobs that A configuration option in Not allowed
the user is on the hiring the prospect activity setup
team for controls whether
interviewers can add and
view prospects.
Activate job Activate jobs that the user is Activate jobs that the user is Not allowed
on the hiring team for on the hiring team for
Close job Close jobs that the user is Not allowed Not allowed
on the hiring team for
Delete job Delete jobs that the user is Only if no applicants have Not allowed
on the hiring team for been added to the job
Delete applicants Delete applicants if the user Not allowed Not allowed
is on the hiring team
Application details and actions

The following privileges apply to the job-specific data for applicants and the actions that can be taken on
applications.
Application documents Create, read, update, and Create, read, update, and Read-only
Application Notes Create, read, update, and Create, read, update, and Read-only
Application Activity View, if the user is on the View, if the user is on the Read-only
hiring team hiring team
Application feedback Add and view all feedback if Add and view all feedback if Can add feedback**
the user is on the hiring the user is on the hiring
team team
Reject application Can reject if the user is on Not allowed Not allowed
the hiring team
Advance stage Can reject if the user is on Can advance if the user is on Not allowed
the hiring team the hiring team
Launch offer management Can start offer management There is a configuration Not allowed
option on the offer activity.
** A configuration option in the feedback activity setup controls whether interviewers can see each other's
feedback.
Process templates
The following privileges apply to hiring process templates. The ability of team members to create and edit
templates is configured in Template management in the Admin center. If template management is turned on,
recruiters and hiring managers can create and edit their own process templates. If template management is
turned off, only admins can create and edit process templates. The following table assumes that template
management has been turned on.
DATA RECRUITER HIRING MANAGER INTERVIEWER
Process templates Full privileges for templates Full privileges for templates No access
that the user creates that the user creates
Email and email templates

The following privileges apply to email templates and the actions that can be taken on emails. Only admins can
create and edit email templates.
Email templates Read-only access Read-only access No access
Send email Send per activity Send per activity No access
Edit email content Edit email content Edit email content No access
Talent pools
The following privileges apply to talent pools. Talent pools are visible only to the person who created them, unless
that person chooses to share them. Candidate search can be used to search for candidates who haven't been
added to a named pool.
Named pool Full privileges for pools that Full privileges for pools that No access
the user creates the user creates
Share pool Only pools that the user Only pools that the user No access
creates creates
Candidate search Full search capabilities Full search capabilities No access

Candidates
Candidates are people who have been added to a talent pool but aren't associated with a job.
DATA RECRUITER HIRING MANAGER INTERVIEWER
Profile – candidate details Create, read, update, and Create, read, update, and No access
delete delete
Documents Create, read, update, and Create, read, update, and No access
delete delete
Admin settings in Attract
The Admin center in Microsoft Dynamics 365 for Talent: Attract contains configuration settings, integration
options, and setup options for the Attract application.
Company information
Enter a display name for the company, and add a company logo. The display name and logo can then be used on
job posts and during the onboarding experience.
LinkedIn Integration
Set up the integration with LinkedIn Recruiter System Connect (RSC ). After you connect to LinkedIn by using your
LinkedIn credentials, you can sync a candidate's LinkedIn profile, applications, interview feedback, and hiring team
notes. A full LinkedIn recruiter license is required. For more information about LinkedIn Recruiter, see Recruiter
System Connect (RSC ) – FAQ.
User permissions
Assign roles to users in your organization. The following roles are available: Admin, Recruiter, Hiring manager,
and Read-only. For more information about user permissions, see Security and role management in Attract.
Feature management
As new features are added, they might be released in a public preview. Public preview features don't meet all
service requirements. By receiving them, you agree to share your data with external systems. You might find that
your organization doesn't require all the new features that are released. You can turn public preview features off
and on, depending on your organization's needs.
Template management
A process template contains all the activities that should be included as part of the hiring process for a job. Your
organization can allow either all team members or just admins to create hiring process templates. To allow team
members to create their own hiring process templates, turn on the Template management functionality. For more
information about process templates, see Process templates in Attract.
Email template settings

Organizations can create email templates for various scenarios. You can select the header image to include in the
email templates. The selected header will then appear in all email templates. In the template footer, you can add a
link to your organization's privacy statement and terms of use for communications. For more information, see
Email templates in Attract.
Offer process
You can configure the approval process for job offers. For example, you can specify whether an offer must be
approved before it's sent to a candidate. You can also require that approvers leave a comment with their offer
decision.
Two approval workflows are available: Parallel and Sequential.
Parallel – Approvals are sent to all approvers at the same time.
Sequential – Approvals are sent to the approvers in a specific order.
You can also configure options that are related to the candidate experience. For example, one option lets you
specify whether candidates can decline an offer without additional discussion. If you set the Allow candidates to
decline an offer without additional discussion option to No, the Decline offer button is available to
candidates. If you set this option to Yes, candidates can decline the offer by selecting a reason and then selecting
Decline offer.
You can also set and enforce an expiration date for offers. If you set the Require an expiration date for all offers
option to Yes, offers expire after the number of hours or days that you specify.
For more information about offer management, see Set up offer management.
Intelligent recommendations
Machine learning can help recruiters and hiring managers quickly identify top candidates for a position. It can also
help prospects find the position that best suits their profile and interests. As these features are used, and feedback
is provided, recommendations will improve.
NOTE
The intelligent recommendation features are available only with the Comprehensive hiring add-on.
Functionality noted in this topic is available as part of a preview review release. The content and the functionality are
subject to change. To use this feature, ask an administrator to enable it using the Admin center in Attract. Set Candidate
recommendation, Job recommendation, and Prospect recommendation to On. For more information, see Access
preview features in Talent.
Candidate recommendations
Because job postings might attract hundreds of applicants, it can be difficult for recruiters and hiring managers to
find the candidates whose skills and background best match the position. By analyzing the correlation between the
job description and requirements, and data from the candidates' resumes and profiles, machine learning can be
used to produce candidate recommendations. Candidate recommendations can help recruiters and hiring
managers identify the top talent and move them to the interview stage faster. For any job, if there are more than
ten candidates or prospects who have resumes or complete profiles, the candidates or prospects who most closely
meet the job's requirements appear in the Applicants to consider section on the Job page.
For any recommended candidate, you can select View candidate on the candidate card to review the candidate's
profile and take action on his or her application. You can use the ellipsis button (...) to open the candidate's profile
on a new tab. You can also use the ellipsis button to provide feedback about the recommendation. In this way, you
help fine-tune the recommendation engine and improve future recommendations. Any recommendations that you
don't like are removed from the Applicants to consider section when you refresh the Job page. You can use the
feedback card to indicate why you didn't find the recommendation useful.
Job recommendations
When a prospective employee uses the career site to apply to a job, Attract recommends other open positions at
the organization. These recommendations are based on past applications and the resume or candidate profile of
the prospect. Therefore, job recommendations help prospects quickly identify the jobs that are the best fit for them.
Job recommendations are provided to prospects if more than ten jobs are posted on the career site. Prospects can
open the details of a job posting from the recommendation card. They can also provide feedback about a
recommendation to help improve future recommendations.
Prospect recommendations
When a new position becomes available, looking through all your past applicants and your entire talent network
can take a while. To have Attract help you do this, you can use intelligent machine learning algorithms. This means
that Attract reviews all the candidates and suggests those who are a good match as soon as you create the job. To
view these recommendations, enable the Prospect stage for the job. It may take up to a minute for Attract to scan
your entire candidate database to make recommendations.
The recommendations appear as cards in the Prospects tab of any job that has the Prospect stage enabled. These
cards list the skills found in the prospect's profile, as well as any education qualification information. If you find a
recommendation that you like, you can add the candidate as a prospect for that job.
NOTE
If you recently started using Attract, you’ll need to wait until you have 10 or more applicants who have full profiles or
resumes before you can use this capability.
To avoid potential bias in the recommendations, Attract only scans candidate profiles for skills, qualifications, and
other keywords that match the job description. In addition, Attract removes personally identifying information from
candidate profiles prior to evaluation.
Create an engaging onboarding experience
When done effectively, onboarding helps new employees perform more effectively while also gaining a sense of
belonging in their new role. Onboarding can help new employees understand their new role more quickly and
accurately than they would have otherwise, and they get a head start on establishing relationships that can help
them succeed. Alternatively, an ineffective onboarding experience might leave employees questioning their
decision to join your organization. A study conducted by Gartner in 2014 found that nearly one third of the 1,005
respondents who quit a job within the first six months, did so because the guidelines they were given by their
leadership weren't clear, their training wasn't effective, or because they didn't establish effective relationships in
their new environment.
Have an onboarding program in place

It's important to understand how and where you can improve your onboarding process. The following questions
might help you analyze and improve your onboarding process in a systematic way.
What is your attrition rate?
Are new employees successfully completing all of their required onboarding tasks?
How long does it take for a new employee to ramp up?
How do new employees rank their satisfaction?
Don't wait until your employee's first day to start onboarding. Onboarding should start when your new employee
has a start date. This often referred to as pre-onboarding or "pre-boarding". This is your chance to keep new hires
excited about their choice to join your company, foster relationships, and demonstrate your company's culture and
values.
One of the most important pre-onboarding activities is preparing new hires for their first day of work. This can be
a stressful time for them. Reduce the stress by creating a checklist and agenda for their first day.
What to include in a checklist
What to bring, such as a photo ID and bank information.
Dress code, if your company has one.
Directions to your office.
The name of a contact person, or even better, a hiring buddy.
Any company handbooks or policies that they should read.
Bonus
Send them some company swag, such a t-shirt or mug.
Send video messages from the team welcoming them to the company.
Include a personalized welcome from the CEO or another executive.
Make their first day special.
Don't make a new hire question their decision to join your company by setting a bad first impression on the first
day.
Create a good first impression

Create an agenda for the day and share it with your new hire. Don't just focus on orientation. Make sure to have
fun, introduce them to people, and show them around the office. Keep other employees in the loop. Let them know
that someone new is joining the company. Don't leave out the people in IT, Payroll, and other administrative
departments. Make sure that new hires have everything they need to get started. This includes a workspace,
computer, and required credentials, software, and tools. Focus on relationships instead of paperwork.
Relationships are key to getting new hires get up to speed. More importantly, they help create a sense of
community and belonging in your company.
Find an expert or champion in your company and make them an onboarding buddy.
Connect new hires with job-related communities or interest groups. This is a great way to find coaches or
mentors.
Share team member profiles (ideally, ahead of time) to speed up communication, knowledge sharing, and
networking.
Don't forget about social communities or events that align to your employee's personal goals.
Provide training
Give your new hire the confidence and tools that they need to be successful. This starts with clearly defining their
responsibilities and setting your expectations for how they will be achieved. Next, create a training plan that
focuses on the skills they need to meet your expectations. Don't just focus on compliance-based training.
Set clear milestones

Set up clear checkpoints and feedback loops between you and your new hire. Create as much opportunity to
intervene and course-correct as possible. You want to address issues before they become problems, or worse, lead
to attrition.
Schedule a one-on-one meeting with the new employee before their first week is over. This is a great time to
discuss expectations, work styles, and career growth.
Define 30-, 60-, and 90-day goals for your newest team members. When the goals are set, be sure to check in
regularly to see how their progress is tracking against these goals.
Measure and optimize

When you roll out a new onboarding program, pay careful attention to the following questions.
Are you improving attrition?
Is satisfaction increasing among new hires?
Measure these details and make small improvements with each new hire.
Track sources for candidate profiles and applications
NOTE
Functionality noted in this topic is available as part of a preview review release. The content and the functionality are subject
to change. To use this feature, ask an administrator to enable it using the Admin settings in Attract. A future release will
provide source tracking reports. For more information, see Access preview features in Talent.
When candidates apply for a job, Attract automatically tracks the source of their applications, providing you with
valuable information to help you target your recruiting efforts. Recruiters and hiring managers can also select an
application source while manually adding a candidate to a job or talent pool.
You can view the application source in the application activity details under the Activity tab, as well as in the
application history available under Profile in talent pools. You can find a candidate's profile source in the candidate
details under the Profile tab in both applications and talent pools.
NOTE
You can find process templates in the Comprehensive hiring add-on.
Pre-configured sources
The default source list contains common application sources. Some source types, like Job board and Social
Network, have additional source details. For example, Social Network includes Facebook and Twitter. The
Referral source type allows you to specify an internal employee as the referrer. The default source list includes the
following pre-configured sources:
Attract career site
Agency
Career Fair
Company Marketing
Conferences & Trade shows
Professional Association
Job board
Indeed
Seek
CareerBuilder
Google Jobs
Xing
Glassdoor
Monster Jobs
Magazines & Publications
Social Network
Facebook
Twitter
University Recruiting
LinkedIn
Classifieds
Referral
Added by Recruiter
Other
Customize the source list

You can extend the source list to include additional application sources. To customize this list, follow the
instructions in Extending Option Sets in Attract. Edit the TalentSource entity to include additional sources.
To avoid negatively impacting the user interface (UI), don't edit or delete the TalentCategory enum values (not
names) for the following:
Referral
LinkedIn
Other
Instead, you can extend the TalentSource enum to add other types of sources.
Use analytic reports for hiring process insights
Analytic reports in Attract provide an out-of-the-box (OOTB ) solution for hiring process insights. Availabe features
include:
Job analytics: Click the Analytics tab within a job for metrics on the job's applicants.
Analytics hub: Click Analytics on the left navigation for aggregated metrics across jobs.
User-specific security: Access to reports is controlled by Attract role and job participant role.
Cross-filtering: Click visuals within a report to view other metrics filtered by selected data.
NOTE
This feature is currently in preview. To try it, you must have the Comprehensive Hiring Add-On.
All public preview reports are displayed in English.
Reports refresh every 3 hours. The last refresh time (in the local timezone) is located at the top of the report. Refresh
times are an approximation and vary based on data volume and resource load in your region.
Job Analytics
Job Analytics reports are a snapshot of the hiring process for a job. Key metrics include:
Active applicants by stage
Applicant source
Applicant type (internal or external)
Analytics Hub
Analytics Hub reports aggregate data across jobs to surface trends in the hiring process. Attract includes two
OOTB reports: Pipeline Summary and Funnel Analysis.
Pipeline Summary
The Pipeline Summary report aggregates data for open jobs. Key metrics include:
Applicants across all jobs by stage
Applicant source
Open jobs by seniority level
Funnel Analysis
The Funnel Analysis report aggregates data for jobs that have been closed as filled. Key metrics include:
Time to hire
Conversion metrics (on hover)
Offer acceptance rate
Note: For the most accurate time to hire reporting, it is recommended that you use Offer management, a feature
available as part of the Comprehensive Hiring Add-On.
TIP
Try hovering over visuals for additional information. For example, hovering over Active applicants visuals will display the
average days in stage. Analyzing this information can provide insights critical to reducing time to hire and enable recruiters
to focus on ways to reduce the time spent in each stage.
User-specific security
Attract reports are accessible for Admin, Read All, Recruiter, and Hiring Manager roles. Unassigned users do not
have access to either of the analytic report pages (Job Analytics or Analytics Hub).
Job Analytics reports display data for the selected job. Analytics Hub reports aggregate data across all jobs a user
can view. Users that can view both My jobs and All jobs on the Jobs page have the same views available in the
Analytics Hub.
Cross-filter
One of the great features of Power BI is the way all visuals on a report page are interconnected. If you select a data
point on one of the visuals, all the other visuals on the page that contain that data change, based on that selection.
Find out more and see an example in How visuals cross-filter each other in a Power BI report.
Export to Excel
To view report data in Excel, you can click the options menu (three dots) on a visual and select Export underlying
data. Exported data will export as filtered, respecting user permissions in Attract. For more information, see Export
data from visualizations.
Organize your workforce by using departments, jobs,
and positions
Departments, jobs, and positions are organizational elements that are maintained within Human resources. This
topic describes conceptual information about these elements.
The following example is used to illustrate the concepts described in this topic.
DEPARTMENT POSITION JOB
Sales Sales manager (East) Sales manager
Sales Sales manager (West) Sales manager
Sales Sales manager (Central) Sales manager
Accounting Accounting supervisor Accounting manager
Accounting Accounting-A Accountant
Human resources HR manager (East) HR manager
Human resources HR manager (West) HR manager
Human resources HR manager (Central) HR manager
Departments
A department is an operating unit that represents a category or functional area of an organization that is
responsible for a specific area of the organization, such as sales or accounting. A department is used to report on
functional areas and may have profit and loss responsibility. Also, a department might include a group of cost
centers. Sales, accounting, and human resources are some examples of departments in an organization.
Jobs and positions

A job is a collection of tasks and responsibilities that are required of a person who performs a job. A position is an
individual instance of a job. Areas of responsibility, job tasks, job functions, skills, education information, and
certificates that are required for a job are also required for positions that are associated with a job.
Job tasks
You can create job tasks that describe the basic tasks that a worker in a position for that job must complete. The
same job task can be added to multiple jobs, and positions for those jobs will inherit those job tasks. Examples of
job tasks are listed in the following table.
JOB JOB TASK

JOB JOB TASK
Sales manager Perf-review – Review each salesperson’s job

performance.
Abs-review – Approve or reject each salesperson’s
absence requests or registrations.
Accountant FIN-Report – Present weekly financial reports to chief financial

officer.
Job functions
Job functions are like job tasks. A job function describes one or more tasks, duties or responsibilities that are
assigned to a job. Job functions can be assigned to jobs and used to set up and implement eligibility rules for
compensation plans. Examples of job functions are listed in the following table.
JOB JOB FUNCTION
Sales manager Mng-people – Manage people who report to you.
Accountant FIN-Review – Maintain financial data for a set of accounts.
Job types
Use job types to classify similar jobs into categories. Job types, just like job functions, can be assigned to jobs and
used to set up and implement eligibility rules for compensation plans. Some examples of job types are included in
the following list:
Full-time
Part-time
Salary
Hourly pay
Areas of responsibility
Use areas of responsibility to indicate the work roles, processes, and products that a worker in a position for that
job would be responsible for. An example of an area of responsibility for a job titled “Accountant” might be
“Financial reporting for Product A”.
Positions
Positions are an important element of the lower level of an organization hierarchy. A position is an individual
instance of a job. For example, the position, “Sales manager (East),” is just one of the positions that is associated
with the job, “Sales manager.” Positions exist in a department and are assigned to workers.
Position creation and maintenance
You can view a history of position-related system changes in an easy-to-access list page.
You can create reason codes that your users can select when they create or modify positions.
You can create personnel action types and assign a number sequence to personnel actions.
You can set up workflow so that position additions and changes can require approval.
Position duration
Every position has a length of time that the position is effective. This length of time is referred to as duration. For
example, summer positions might have duration of May 1, 2015 until August 31, 2015.
Worker assignments
When you assign a worker to a position, you fill that position. You can assign workers to multiple positions, but
only one worker can be assigned to a position at the same time.
Reporting relationships
Positions are important elements of the lower level of an organization hierarchy. In the Position form, you can
specify the position that a position reports to. When you assign a worker to a position that reports to another
position, you create a reporting relationship between the workers who are assigned to the two positions. For
example, position “Accountant-A” reports to position “Accounting Supervisor”. Kim Akers is assigned to position
“Accounting Supervisor” and Sanjay Patel is assigned to position “Accountant-A”. This means that Sanjay Patel
reports to Kim Akers.
If your organization uses a matrix hierarchy or another custom hierarchy, you can set up position hierarchy types
and then add reporting relationships to positions for each hierarchy type that you set up. For example, Lori Penor
is a general manager at Adventure Works and is assigned to the “General Manager” position. Lori manages the
development of a product that is used to clean widgets. Lori requires an accountant to help her with the finances
for developing the product. Therefore, she has recruited Sanjay Patel to be her accountant. Sanjay reports directly
to Kim Akers, but also works with Lori Penor on his work related to the finances for developing the widget cleaner.
For the previous example, you would complete the following tasks to set up the working relationship between
Sanjay Patel and Lori Penor:
1. Create a custom position hierarchy type called “Widget” to create a hierarchy that includes positions
responsible for working on the widget cleaner product.
2. Assign the General Manager position to be the position that the Accountant-A position reports to in the Widget
hierarchy.
Use the position hierarchy to view the reporting structure of positions. If you have multiple position hierarchies,
you can view the hierarchy for each hierarchy type in the position hierarchy. Also, you can search for a position by
position ID or by the name of the worker who is assigned to the position. The position hierarchy is an
organizational hierarchy.
Date effective records

For some records, you can specify future changes to the record. The following information is date effective.
RECORDS DATE EFFECTIVE INFORMATION
Jobs Some detailed job information

Job classification information
Compensation information
Positions Some detailed position information

Worker assignments
Position durations
Position hierarchies
You can modify the information mentioned in the previous table for a position or a job and specify a date when the
modifications to the position or job should take effect. For example, a position can only be assigned to one worker,
but Sanjay Patel, who is assigned to the position Accountant-A, will be leaving in two weeks. Joe Healy will replace
Sanjay Patel when he leaves. Even though Sanjay is still assigned to his position, you can assign Joe Healy to the
same position so that the assignment is effective only after Sanjay’s last day.
This topic describes the conceptual elements that a job can include and provides examples of how you can use
those elements in your organization.
Before you can create jobs, you must set up some reference information. You can create a job that has only a name.
However, by including additional information, such as a job title, you provide default values for the positions that
are assigned to the job. Additionally, some of the information that you enter can be used to filter compensation
plans to specific jobs. If you want to set up eligibility that you can use to filter compensation plans to a specific job,
you should set up job functions and job types before you set up jobs. By having these default values available, you
will save time when you add positions to the job.
Some job details, such as the job title, type, and function, are date-effective. If you create a job today but don't add
these details until later, and you then look at the job as of the creation date, these details won't appear. Therefore,
you should create some of this reference information before you require it. That way, you can add the information
to new jobs when you create them.
Job titles
Before you create jobs, you must set up titles for those jobs. Positions inherit job titles from the jobs that the
positions are associated with.
Maintain job titles using the Titles page, which you can open by using the Search function. On the **Titles **page,
enter the titles that you plan to use for your jobs.
Job types
You use job types to group similar jobs into categories. Job types aren't required. However, if you plan to use job
types when you set up eligibility rules for compensation management, you should set up job types before you set
up jobs. Some examples of job types are full-time and part-time, or salary and hourly pay. You maintain job types
by using the Job types page. On the Job types page, enter a name and a brief description for the job type. In the
Exempt status field, select one of the following options to indicate the Fair Labor Standards Act (FLSA) exempt
status of jobs that have this job type:
Exempt – Jobs are exempt from overtime under the FLSA.
Non-exempt – Jobs aren't exempt from overtime under the FLSA.
Does not apply – FLSA coverage isn't applicable.
Job functions
Job junctions describe high-level functional categories and relate high-level duties. Job functions aren't required.
You can use job functions, together with job types, to filter compensation plans to specific jobs. You associate job
functions and job types with compensation plans by setting up eligibility rules on the Eligibility rules page. You
can then attach a set of levels to a compensation plan that apply to the specific combination of a job type and job
function that you've defined through an eligibility rule. (These features apply to both fixed compensation plans and
variable compensation plans.) However, if you plan to use job functions when you set up eligibility rules for
compensation management, you should set up job functions before you set up jobs. The following table shows
some examples of job functions.
JOB JOB FUNCTION
Sales manager Mid-level Manager
Accountant Professionals
You maintain job functions by using the Job functions page. On the Job functions page, enter an identification
code and a brief description for the job function.
Job tasks
Job tasks describe the basic tasks that a worker who is in a position for a job must complete. The same job task can
be added to multiple jobs, and to positions for the jobs that use those job tasks. The following table shows some
examples of job tasks.
JOB JOB TASK
Sales manager Perf-review – Review each salesperson's job

performance.
Abs-review – Approve or reject each salesperson's
Accountant FIN-Report – Present weekly financial reports to the chief

financial officer.
You maintain job tasks by using the Job tasks page. On the Job tasks page, enter a name and description for the
job task. In the Note field, you can optionally enter additional information. The notes can be updated for a specific
job without changing the notes that you entered here.
You use areas of responsibility to indicate the work roles, processes, and products that a worker who is in a position
for a job is responsible for. For example, for a job that is named "Accountant," one area of responsibility might be
"Financial reporting for product A." You maintain areas of responsibility by using the Areas of responsibility
page, which you can find by using the Search function. On the Areas of responsibility page, enter a name and
description for the responsibility. In the Note field, you can optionally enter additional information. The notes can
be updated for a specific job without changing the notes that you entered here.
Steps for creating a job

Refer to the Define new jobs topic for the step-by-step procedure for creating a new job.
Create departments and include them in the
department hierarchy
A department is an operating unit that represents a category or functional area of an organization. A department is
responsible for a specific area of the organization, such as sales, accounting, or human resources. You can use
departments to report on functional areas. Departments might have profit and loss responsibility.
A department might include a group of cost centers. Positions can be assigned to departments. To create a
department, click Human Resources > Departments > Department. The following table describes the fields
that are available.
FIELD DESCRIPTION
Name Enter a name for the department.
Department number A default value might be generated automatically if a number

sequence code is assigned to the Organization number
reference on the Number sequences page.
Search name Enter a name or acronym that can be used to search for the
department.
Memo Enter any additional information here.
In hierarchy A selected check box indicates that the department is included

in the department hierarchy. For information about how to
add a department to the department hierarchy, see the
information later in this article.
DUNS number DUNS stands for Data Universal Number System. This is a
nine-digit number that is issued by Dun & Bradstreet.
Manager Enter the persona that manages the department.
Addresses Add the address information for the department. For example,
add the mailing address for the building that the department
is located in.
Contact information Add contact information for the department. For example, add
a telephone number for the service desk in the department.
To add a department to the department hierarchy, follow these steps.

1. Click Human Resources > Departments > Department hierarchy.
2. Click Edit, and then select the organization that the department should be under.
3. Click Insert, and select Department in the list.
4. In the list of departments that appears, select the department to add to the hierarchy.
5. Save your changes. You receive a message that a draft version of the hierarchy has been created.
6. When you're ready, click Publish in the hierarchy designer. You can enter an effective date that indicates when
the hierarchy should be published. For example, to add a new department at the beginning of the next calendar
year, set the effective date to January 1 of the new calendar year. The changes to the hierarchy will take effect on
that date.
Steps for creating a department

Refer to the Define new departments topic for the step-by-step procedure for creating a new department.
Set up Human resources (HR) parameters across legal
entities
You must set up shared parameters for records that are shared across companies, such as Position records. This
article explains how to set up Human resources parameters across legal entities.
Some types of records, such as Position records, are shared across companies. For these records, you must set up
shared parameters. For example, you use the Human resources shared parameters page to set up Human
resources parameters across legal entities.
On the Human resources shared parameters page, parameters are grouped into areas, based on their
functionality.
Previously released functionality
On the Identification tab, you must select the identification types that represent the identification numbers that
are listed on the page. You must set up identification types before you can enter identification information for
workers. Information about the Social Security number, national ID number, alien ID number, and personal ID code
is maintained on the Identification type page. To define a new identification type or review the list of existing
types, click Personnel management > Links tab > Setup > Identification types. You can enter a simple code
and description.
If you're using Dynamics 365 for Talent
On the Identification tab, you must select the identification types that represent the identification numbers that
are listed on the page. You must set up identification types before you can enter identification information for
workers. Information about the Social Security number, national ID number, alien ID number, and personal ID code
is maintained on the Identification type page. To define a new identification type or review the list of existing
types, click Human resources > Setup > Identification types. You can enter a simple code and description.
On the Number sequences tab, you can select the number sequences that are used for the following records:
Personnel number, Position, User request ID, I-9 document, Applicant, Discussion, Benefit ID, and Personnel action
(if this record type is enabled). To maintain number sequence references and codes, use the Number sequences
list page. To find this page, use the page search feature.
On the Positions tab, indicate whether new positions are available for assignment by default:
Always – You can assign workers to new positions when positions are created. When positions are created, the
Available for assignment date and time on the General tab of the Position page are automatically set to the
creation date and time.
Never – You can't assign workers to new positions when positions are created. If you select this option, you
must open the Position page for each new position as it becomes available, and then, on the General tab,
enter the Available for assignment date to enable worker assignment.
Set up company specific HR parameters
Set up company-specific Human resources (HR)
parameters
The settings of some Human resources (HR ) parameters are shared across companies, whereas the settings of
other parameters are company-specific. This article explains how to set up company-specific HR parameters.
Two pages are used to set Human resources (HR ) parameters. For parameters that are shared across companies,
you use the Human resources shared parameters page. For parameters that are company-specific (in other
words, the settings apply to a single company), you use the Human resource parameters page. On the Human
resources parameters page, the settings are divided among six tabs:
General
Recruitment - this is not included in Dynamics 365 for Talent
Compensation
Number sequences
Family and Medical Leave Act (FMLA)
Employee self-service
Each tab contains information that pertains to a single company. The settings on the General tab define the
appearance of information about absence, injury and illness, and new hires. The settings on this tab also define
some default entries that appear as you work. Specifically, this tab lets you select a color to apply to open absence
transactions, specify the style sheet to use for reports, enable the integration between training courses and
absence registration, and select the absence code that is used to control this integration. You can also indicate how
long injury and illness case incidents should be kept, and specify the default identification number that is shown
when a new worker is hired.
The settings on the Recruitment tab define the document types that are used for correspondence that is
automatically sent to applicants, and the recruitment project that is used for unsolicited applications (applications
that aren't for a specific recruitment project). The period that is defined for the recruitment project aging
determines the recruitment projects that are included on the Aging projects tile in the Recruitment
management workspace. The period that is defined for the application deadline warning is used to display
recruitment projects that are approaching their application deadline on the Application deadline approaching
tile in the Recruitment workspace.
The settings on the Compensation tab define whether users must confirm that they want to save information for
a fixed or variable compensation plan. If you select the Enable save validation check box, any time that users
close a compensation-related page, they receive a message that asks whether they want to save the record. Some
pages in compensation management don't let users delete information. Therefore, by prompting users to verify
that they want to save information, you might be able to limit the amount of information that is saved but can't be
deleted later. If the Enable save validation check box is cleared, records are always saved immediately, possibly
before the user is ready. If you're using performance management, the Compensation tab also lets you select a
rating model to use instead of the model that is assigned to compensation plans when performance is rated.
Previously released functionality
The settings on the Number sequence tab determine the sequences that are used to automatically assign IDs to
items in Human resources, such as applications, absence registrations, compensation process results, case
numbers, courses, and course agendas. To maintain number sequence references and codes, use the Number
sequences list page (click Organization administration > Number sequences > Number sequences).
If you're using Dynamics 365 for Talent
The settings on the Number sequence tab determine the sequences that are used to automatically assign IDs to
items in Human resources, such as applications, absence registrations, compensation process results, case
numbers, courses, and course agendas. To maintain number sequence references and codes, use the Number
sequences list page (click System administration > Links tab > Number sequences > Number sequences).
The settings on the FMLA tab define how many hours an employee must work in order to be eligible for FMLA
benefits, the length of employment that is required for eligibility, and the employment start date that is used to
determine the length of employment. The settings also define the number of FMLA hours that employees are
entitled to and the FMLA leave calendar that is used to calculate how many FMLA hours employees have used.
The FMLA tab is available only to companies in the United States.
Note: The number of hours that are worked can't exceed 1,250, and the length of employment can't exceed 12
months. These maximum values are in accordance with federal law in the United States. Finally, the settings on the
Employee self-service tab determine the information that a manager can enter on behalf of his or her
employees.
This topic contains answers to questions that you might have if your organization uses personnel actions.
Personnel actions are additional steps that you must complete when you perform certain personnel-related tasks.
Examples of tasks that might require personnel actions are when you create new positions, modify existing
position values, hire new workers, transfer workers, change worker compensation, change position assignments, or
terminate workers.
Note: Personnel actions are available only if the Enable worker actions and Enable position actions fields
have been set to Yes, in the Personnel actions tab on the Human resources shared parameters page.
How can I tell if my organization requires personnel actions?

Personnel actions are required by your organization if you are asked to select a personnel action when you create
new positions, change existing positions, hire new workers, transfer workers, change worker compensation, change
position assignments, terminate workers, or enter leave for workers.
What is the difference between a position action and a worker action?

There are two types of personnel actions:
Position action – A position action is performed on existing positions or new positions. For example, a
position action might be required if you change a value on an existing position or if you create a new
seasonal position. For detailed information about how to use position actions, see Key tasks: Existing worker
positions or Key tasks: New worker positions.
Worker action – A worker action is performed on existing employees or new employees. For example, a
worker action might be required when a new employee is hired or an existing employee is promoted. For
detailed information about how to use worker actions, see Assign personnel actions to workers.
What do the statuses of the personnel actions mean?

Personnel actions can have the following statuses:
Draft – If workflow is used, the action hasn’t been submitted. If workflow isn’t used, the action hasn’t been
completed.
In review – The personnel action has been submitted to workflow, but the workflow is not completed.
Approved waiting – The workflow is completed, but the changes are still in process. Canceled – The workflow
was canceled or the personnel action was recalled. Rejected – The action request was rejected by the approver.
Processing action – The action request has been approved and the changes are being processed.
Workflow complete – The workflow is completed and the changes have been processed. Failed – The
workflow failed because the information is out of date. Click Reactivate to display the latest information and
continue.
Completed – The position was successfully created or modified, or the employee was successfully hired,
transferred, or terminated, or had their compensation changed. Error – A problem occurred other than
information being out of date. Open the Personnel actions message log to determine the cause of the error.
Denied – The action request was denied by the approver.
Can I delete a personnel action?

Yes, you can delete personnel actions that have a status of Draft, Error, Failed, or Canceled.
What is the fastest way to check the status of a personnel action

request?
Open any of the personnel action list pages and select a personnel action.
What should I do if a personnel action request fails?

If a personnel action request fails, follow these steps to resolve the error and resubmit the request:
1. On the Action Pane, click the Error text button to view the message text that describes the problem.
2. On the Action Pane, click Reactivate to load the latest information and set the status of the personnel
action back to Draft.
3. Resolve the error, and then click Complete or Submit.
What happens to a personnel action that uses workflow when the final
approval is completed?
If there are no errors, the personnel action becomes read-only. (You can view the history on the All worker
actions list page, but you can’t change the personnel action.) When the status of a personnel action is Completed,
the position or worker record has already been updated. To view the changes that were performed, open the
Positions or Workers list page.
Why do I receive the following error when I enter a non-zero value in

the Pay rate field? “The value is out of its valid range – it much be
between 0.00 and 0.00”
You receive this message because the Level field in the Job form is blank for the job that is associated with the
selected position.
To resolve this error, follow these steps:
1. On the Worker position assignments form, click on Position field.

2. Click the Job field value to open the Job page.
3. On the Action pane, click Edit.
4. Click the Compensation tab.
5. In the Level field, select a level.
6. Close the Job page.
7. Close the Position page.
8. Return to the Compensation tab on the Worker page, select Fixed compensation. Select New and enter the
employee’s position in the Position field. Enter a value in the Plan field, and then enter the employee’s
compensation in the Pay rate field.
Why can’t I change the effective date in the header of the Worker
action form?
You can’t change the effective date because the field is populated with the most logical date for the action type.
For example:
The effective date in the header of a Terminate a worker action is the date you entered in the Termination
date field.
The effective date of a Hire a worker action is the date that you entered in the Employment start date field.
The effective date of a Transfer a worker action is the date that you entered in the Assignment start date
field for the worker.
Formalize business processes
The Business process feature lets you create a business process template for business processes that must be
completed in your organization. For example, your company completes a Human resources (HR ) audit every year.
In this case, you can create a template that tracks all the tasks that the audit process consists of. This template can
then help guarantee that all the tasks are done every time that the audit is done. Additionally, if the tasks must be
completed in a specific order, the template can help guarantee that they are done in the correct order.
Templates can be reused for recurring processes. They can also be copied and used as a starting point to create
new templates.
After a business process template is created, a business process can be started and tracked in the Business
process workspace. When a business process is started, the tasks are assigned to the appropriate people, and they
include a due date.
Business process templates

A business process template lists a group of tasks that make up a business process. By default, HR managers and
assistants can create business processes. However, you can change the roles that can create business processes by
modifying the Maintain generic business processes duty in the security configuration.
For each business process, you can define a process owner. The process owner has visibility into all the tasks for the
process, and can reassign tasks or change due dates. For example, the HR director creates a business process
template for a benefits review and specifies the Compensation and benefits manager as the process owner. The
Compensation and benefits manager then has visibility into the tasks that must be completed as part of the review.
A process owner can't create new business processes or business process templates, or delete active business
processes or business process templates.
Tasks
A business process often consists of multiple tasks. Some tasks, such as a review of internal course offerings, can
be completed in Microsoft Dynamics 365 for Talent[?]. In this case, an option is selected in the Task link field.
Other tasks might involve reviewing or completing pages on a website. In this case, URL is selected in the Task
link field, and then the web address can be entered. You can enter URLs for both external and internal sites. You
can also create tasks for activities that you complete manually, such as a review of the accessibility of all structures.
In this case, a task link isn't required. This flexibility lets you track multiple kinds of tasks in a comprehensive
process.
Tasks can be assigned either to a specific worker or to a position. For example, the Compensation and benefits
manager will always be the person who does a review of insurance premiums. Therefore, when you create this
task, select Position in the Assignment type field, and then select Comp and benefit manager in the Position
list. When the business process is started, the task is assigned to the worker who is in the Comp and benefits
manager position. To assign a task to a specific worker, select Worker in the Assignment type field, and then
select the appropriate person.
Due dates for tasks depend on the target date that is entered at the start of the business process. Some tasks must
be completed before the target date, and other tasks might be able to be completed after the target date. When you
define a task, in the Due date offset from target date field, you specify a due date that is relative to the target
date. For example, the Compensation and benefits manager must do a review of insurance premiums 10 days
before the HR audit is completed. In this case, the task that is created for the review has a Due date offset from
target date value of -10. Therefore, if the business process is started on May 13, the task is due on May 3.
NOTE
Due dates can also be adjusted after the business process is started.
Complex tasks might require multiple steps, or the people who perform the tasks might have to provide additional
information. For these scenarios, you can add instructions to a task. The instructions can give the person who is
assigned to complete the task additional information about how to complete it. You can even include rich text
formatting in the instructions.
Starting a business process

In a business process template, you can start a business process by selecting Start process. When a process is
started, tasks are created for the selected workers or the positions that are defined in the tasks that are included in
the template. A due date is also assigned to each task by adding or subtracting the number of offset days from the
target date, as explained in the "Tasks" section. You can view active business processes in the Business processes
workspace.
Employee self-service
After a task is assigned to an employee, the employee can view it, and all his or her other assigned tasks, on the
Employee self service page. For each business process task that is assigned to him or her, the employee can see
the name and description of the task, instructions for completing it, and the name of a contact person. From the
Employee self service page, the employee can also open the associated page in Microsoft Dynamics 365 or the
associated webpage, and can mark tasks as in progress, canceled, or completed.
Business process workspace

HR professionals can view the active business processes in the Business process workspace. This workspace lists
all active processes and the tasks that are associated with each. The comprehensive task list can be filtered by due
date. The workspace also lists overdue tasks and tasks that are assigned specifically to the HR professional. The HR
professional can also update the status of all tasks and, as required, can reassign tasks to help keep the overall
business process moving forward.
My business processes workspace

Process owners can view the active business processes that are assigned to them in the My business process
workspace. This workspace lists all the active processes that the user owns, and the associated tasks. The
comprehensive task list can be filtered by due date. The workspace also lists tasks that are assigned specifically to
the process owner. The process owner can also update the status of all tasks and reassign any task.
Navigating business processes

To create or copy a business process template, or to start a business process, navigate to Business processes - links
– Business processes administration. You can then perform the following actions:
Select New to create a new business process template.
Select Copy from template to copy the selected template to a new template.
Select Start process to start the selected business process, assign tasks, and calculate due dates.
To view active processes and associated tasks, open the Business processes workspace.
Use workflows to manage employee information
This topic explains how you can use the workflow capability for Human resources to manage employee
information. For example, you can associate a workflow with a position and configure an approval workflow that is
started when employees change their record.
The workflow capability for Human resources provides numerous workflows for managing human resources
activities. Additionally, numerous options are available so that you can modify specific workflows and associate
them with a reporting hierarchy. Workflows are available to help manage changes to several standard types of
employee information. You can associate a workflow with a position. Then, if employees change their employee
record, a workflow is started that requires approval before the new information is saved. Workflows are predefined
for the following types of information to help you efficiently manage changes and keep your employees’ data
accurate:
Courses
Education
Image
Loaned items
Professional experience
Project experience
Skills
Positions of trust
Human resources actions
Course registration
When employees are hired, transferred, or terminated, the workflow can include a review process. In this way, a
document can be revised or the terms of an action can be defined as part of the workflow. When the review
process is completed, the document or action is completed, and the workflow moves to a final approval step.
Associate a workflow with a position hierarchy

You can associate a workflow with any hierarchy that you configure. For example, if a position is associated with a
matrix reporting hierarchy, you might configure a workflow that routes expenses for a specific project to the project
lead instead of the manager of the employee who is associated with that position. To create a new workflow or
modify an existing workflow, on the Human resources workflow page, click New. Select a workflow in the list to
start the Workflow designer. You can use the designer to create a new workflow or change the steps in an existing
workflow. When you change an existing workflow, your changes are saved as a new version. Therefore, you can
always go back to a previous version if you have to.
Configure a Human resources workflow

To configure a basic workflow that is started when employees request changes to their personal identification,
follow these steps.
1. On the Human resources workflows page, click New.
2. In the list of available workflows, select Identification numbers.
3. Click Run to start the Workflow designer, and then enter your user name and password when you're
prompted.
4. Drag the Approve identification number element from the list of workflow elements to the designer
canvas.
5. Connect the approval element to Start and Finish.
6. Double-click Approve element, and then right-click, and select Properties.
7. Follow these steps to add work item instructions:
a. Select Assignment, and then select Hierarchy under the assignment type.
b. Under the Hierarchy selection, select Configurable hierarchy.
c. Add a stop condition, and close the page.
8. Complete any additional instructions (no additional warnings should exist).
9. Click Save and close. Activate the new workflow when the dialog box opens, and select Make active.
10. Go to Human Resources > Positions > Position hierarchy types.
11. Select Matrix.
12. Add the Worker identification number workflow to the list.
Number sequences
Number sequences are used to generate readable, unique identifiers for master data records and transaction
records that require identifiers. A master data record or transaction record that requires an identifier is referred to
as a reference.
Before you can create new records for a reference, you must set up a number sequence and associate it with the
reference. We recommend that you use the pages in Organization administration to set up number sequences.
If module-specific settings are required, you can use the parameters page in a module to specify number
sequences for the references in that module. For example, in Accounts receivable and Accounts payable, you
can set up number sequence groups to allocate specific number sequences to specific customers or vendors.
When you set up a number sequence, you must specify a scope, which defines which organization uses the number
sequence. The scope can be Shared, Company, Legal entity, or Operating unit. Legal entity and Company
scopes can be combined with Fiscal calendar period to create even more specific number sequences.
Number sequence formats consist of segments. Number sequences with a scope other than Shared can contain
segments that correspond to the scope. For example, a number sequence with a scope of Legal entity can contain
a legal entity segment. By including a scope segment in the number sequence format, you can identify the scope of
a particular record by looking at its number.
In addition to segments that correspond to scopes, number sequence formats can contain Constant and
Alphanumeric segments. A Constant segment contains a set of letters, numbers, or symbols that does not
change. An Alphanumeric segment contains a set of letters or numbers that increment every time that a number
is used. Use a number sign (#) to represent incrementing numbers and an ampersand (&) to represent
incrementing letters. For example, the format #####_2017 creates the sequence 00001_2017, 00002_2017, and so
on.
Number sequence examples

The following examples show how to use segments to create number sequence formats. In particular, the examples
demonstrate the effects of using scope segments.
Expense report numbers
In the following example, expense report numbers are set up for the legal entity that is titled CS.
Area: Travel and expense
Reference: Expense report number
Scope: Legal entity
Legal entity: CS
SEGMENTS SEGMENT TYPE VALUE
Segment 1 Legal entity CS
Segment 2 Constant -EXPENSE-
Segment 3 Alphanumeric ####
Example of formatted number: CS -EXPENSE -0039

You can set up a similar number sequence format for other legal entities. For example, for a legal entity that is
named RW, if you change only the value of the legal entity segment, the formatted number is RW -EXPENSE -0039.
You can also change the whole number sequence format for other legal entities. For example, you can omit the
legal entity scope segment to create a formatted number such as Exp-0001.
Sales order numbers
In the following example, sales order numbers are set up for the company ID CEU.
Area: Sales
Reference: Sales order
Scope: Company
Company: CEU
Segment 1 Constant SO-
Example of formatted number: SO -0029

Even though a scope segment is not included in the format, numbering restarts for each company ID. If you use
the same format for all company IDs, the same numbers are used in each company. For example, sales order
number SO -0029 is used in each company. You can also change the whole number sequence format for other
company IDs.
Purchase requisition numbers
In the following example, purchase requisition numbers are organization-wide.
Area: Purchase
Reference: Purchase requisition
Scope: Shared
Segment 1 Constant Req
Example of formatted number: Req0052

Because the scope is Shared, the number sequence format is used across the organization. You cannot set up
different number sequence formats for different parts of the organization.
Performance considerations for number sequences

Consider the following information about how the configuration of number sequences can affect system
performance before you set up number sequences.
Continuous and non-continuous number sequences
Number sequences can be continuous or non-continuous. A continuous number sequence does not skip any
numbers, but numbers may not be used sequentially. Numbers from a non-continuous number sequence are used
sequentially, but the number sequence may skip numbers. For example, if a user cancels a transaction, a number is
generated, but not used. In a continuous number sequence, that number is recycled later. In a non-continuous
number sequence, the number is not used.
Continuous number sequences are typically required for external documents, such as purchase orders, sales orders,
and invoices. However, continuous number sequences can adversely affect system response times because the
system must request a number from the database every time that a new document or record is created.
If you use a non-continuous number sequence, you can enable Preallocation on the Performance FastTab of the
Number sequences page. When you specify a quantity of numbers to preallocate, the system selects those
numbers and stores them in memory. New numbers are requested from the database only after the preallocated
quantity has been used.
Unless there is a regulatory requirement that you use continuous number sequences, we recommend that you use
non-continuous number sequences for better performance.
Automatic cleanup of number sequences
In case of a power failure, an application error, or other unexpected failure, the system cannot recycle numbers
automatically for continuous number sequences. You can run the cleanup process manually or automatically to
recover the lost numbers.
Carefully consider server usage when you plan the cleanup process. We recommend that you perform the cleanup
as a batch job during non-peak hours.
Set up number sequences on an individual basis
records that require them. A master data or transaction record that requires an identifier is referred to as a
reference. Before you can create new records for a reference, you must set up a number sequence and associate it
with the reference. You can set up all required number sequences at the same time by using the Set up number
sequences wizard, or you can create or modify individual number sequences by using the Number sequences page.
1. Go to Organization administration > Number sequences > Number sequences.
2. Click Number sequence.
3. In the Number sequence code field, type a value.
4. In the Name field, type a value.
5. Expand the Scope parameters section.
On the Scope parameters FastTab, select a scope for the number sequence and select scope values. The
scope defines which organizations use the number sequence. In addition, number sequences that have a
scope other than Shared can have segments that correspond to their scope. For example, a number
sequence with a scope of Legal entity can have a legal entity segment. For more information about
scopes, see the "Number sequence overview" help topic.
6. Expand the Segments section.
On the Segments FastTab, define the format for the number sequence by adding, removing, and
rearranging segments.
Number sequences of all scopes can contain Constant segments and Alphanumeric segments. Constant
segments contain a set of alphanumeric characters that do not change. Use this segment type to add a
hyphen or other separators between number sequence segments. Alphanumeric segments contain a
combination of number signs (#) and ampersands (&). These characters represent letters and numbers
that increment every time that a number from the sequence is used. Use a number sign (#) to indicate
incrementing numbers and an ampersand (&) to indicate incrementing letters. For example, the format
#####_2014 creates the sequence 00001_2014, 00002_2014, and so on. At least one alphanumeric
segment must be present. Scope segments, such as company or legal entity, are not required. However, if
you do not include scope segments in the format, numbers for the selected reference are still generated
per scope.
7. Expand the References section.
On the References FastTab, select the document type or record to assign this number sequence to. This
step is optional for sequences that are defined for special application usage patterns. In these scenarios, a
new number is generated by using the value of a number sequence code or ID, without using a reference.
An example of a special application usage pattern is a voucher series that is used for specific journal
names. However, we do not recommend that you use such patterns.
8. Expand the General section.
On the General FastTab, specify whether the number sequence is manual, and continuous or non-
continuous. In addition, enter the lowest and highest numbers that can be used in the number sequence.
We do not recommend changing a non-continuous number sequence to a continuous number sequence.
The number sequence will not be truly continuous. This change may also cause duplicate key violations
in the database. In addition, continuous number sequences have a larger effect on performance.
9. Click Save.
Set up number sequences by using a wizard
records that require them. A master data or transaction record that requires an identifier is referred to as a
reference. Before you can create new records for a reference, you must set up a number sequence and associate it
with the reference. This procedure explains how to set up all required number sequences at the same time by using
a wizard. The demo data company used to create this procedure is USMF.
1. Go to Organization administration > Number sequences > Number sequences.
2. Click Generate.
3. Click Next.
On this page, you can modify the identification code, the lowest value, and the highest value. In addition,
you can indicate whether the number sequence must be continuous.
Do not select the Continuous option if you must preallocate numbers for the number sequence. To add a
scope segment to the format of a number sequence, select the format in the list, and then click Include
scope in format. To remove a scope segment from the format of a number sequence, select the format in
the list, and then click Remove scope from format. To exclude a number sequence from automatic
generation, select the number sequence in the list, and then click Delete.
4. Click Next.
5. Click Finish.
Organizations and organizational hierarchies
An organization is a group of people who are working together to carry out a business process or achieve a goal.
Organizational hierarchies represent the relationships between the organizations that make up your business.
Organizations
In Microsoft Dynamics 365 for Finance and Operations, you can define the following types of internal
organizations: legal entities, operating units, and teams.
All internal organizations are types of the Party entity. Therefore, these organizations use the address book to store
address and contact information. A party, which can be either a person or an organization, can belong to one or
more address books.
Legal entities
A legal entity is an organization that has a registered or legislated legal structure. Legal entities can enter into legal
contracts and are required to prepare statements that report on their performance.
A company is a type of legal entity. In this release of Microsoft Dynamics 365 for Finance and Operations,
companies are the only kind of legal entity that you can create, and every legal entity is associated with a company
ID. This association exists because some functional areas in the program use a company ID, or DataAreaId, in their
data models. In these functional areas, companies are used as a boundary for data security. Users can access data
only for the company that they are currently logged on to.
Operating units
An operating unit is an organization that is used to divide the control of economic resources and operational
processes in a business. People in an operating unit have a duty to maximize the use of scarce resources, improve
processes, and account for their performance.
In Microsoft Dynamics 365 for Finance and Operations, the types of operating units include cost centers, business
units, value streams, departments, and retail channels. The following table provides more information about each
type of operating unit.
OPERATING UNIT TYPE DESCRIPTION PURPOSE
Cost center An operating unit in which managers Used for the management and
are accountable for budgeted and operational control of business
actual expenditures. processes that span legal entities.
Business unit A semi-autonomous operating unit that Used for financial reporting that is
is created to meet strategic business based on industries or product lines
objectives. that the organization serves
independently of legal entities.
Value stream An operating unit that controls one or Commonly used in lean manufacturing
more production flows. to control the activities and flows that
are required to supply a product or
service to consumers.
OPERATING UNIT TYPE DESCRIPTION PURPOSE
Department An operating unit that represents a Used to report on functional areas. A

category or functional part of an department may have profit and loss
organization that performs a specific responsibility, and may consist of a
task, such as sales or accounting. group of cost centers.
Retail channel An operating unit that represents a Used for the management and
brick and mortar store, an online store operational control of one or more
or an online marketplace. stores within or across legal entities.
Teams
A team is an organization in which the members share a common responsibility, interest, or objective. Teams
cannot be used in organizational hierarchies.
Organizational hierarchies
Set up organizational hierarchies to view and report on your business from different perspectives. For example,
you can set up a hierarchy of legal entities for tax, legal, or statutory reporting. Set up a hierarchy that is based on
operating units to report financial information that is not legally required, but that is used for internal control. For
example, you can create a purchasing hierarchy to control purchasing policies, rules, and business processes.
Each hierarchy is assigned a purpose in Microsoft Dynamics 365 for Finance and Operations. The purpose of a
hierarchy determines the types of organizations that can be included in the hierarchy. The purpose also determines
which application scenarios a hierarchy can be used in.
Organizations in a hierarchy can share parameters, policies, and transactions. An organization can inherit or
override the parameters of its parent organization. However, shared master data, such as products and address
books, applies to the whole organization and cannot be overridden for individual organizations. Creating
organizations and hierarchies requires careful planning. For more information, see Plan the organizational
hierarchy.
Plan your organizational hierarchy
Before you set up organizations and organization hierarchies in Microsoft Dynamics 365 for Finance and
Operations, make sure that you plan how your business will be modeled. The organization model has a significant
effect on the implementation of Finance and Operations and on business processes.
Organizational hierarchies represent the relationships between the organizations that make up a business.
Therefore, the most important consideration when you model organizations is the structure of your business. We
recommend that you define organization structures based on feedback from executives and senior managers from
functional areas, such as finance and accounting, human resources, operations, purchasing, and sales and
marketing.
When you are planning hierarchies, it is also important to consider the relationship between the organizational
hierarchy and financial dimensions. You can set up multiple organizational hierarchies to represent different views
of your business. By using financial dimensions, you can create reports based on these views. Work with your
Microsoft Dynamics 365 for Finance and Operations partner to create hierarchies that address both organizational
and statutory reporting needs.
NOTE
Although you can use financial dimensions to represent legal entities without creating the legal entities in Finance and
Operations, financial dimensions aren't designed to address the operational or business needs of legal entities. The interunit
accounting functionality in Finance and Operations is designed to address only the accounting entries that are created by
each transaction.
IMPORTANT
You shouldn't decide how to model organizations based only on the information in this article. This documentation is a guide.
You can work with your Finance and Operations Partner for additional guidance. Your Finance and Operations Partner has
gained experience in various industries and across the customer base.
Decide whether to model internal organizations as legal entities or

operating units
You must have at least one legal entity to represent your business in Finance and Operations. A legal entity can
enter legal contracts and is required to prepare financial statements that report on its performance.
In Finance and Operations, legal entities can be used for transactional business or for consolidation. This means
that a legal entity in Finance and Operations does not necessarily represent a real entity in your business. For
example, a company that participates in transactions can own subsidiary legal entities. In this scenario, a legal
entity is required for transactions, and a virtual legal entity is required to consolidate the results and balances of
the subsidiary legal entities.
Internal organizations in your business, such as regional offices, can be represented as additional legal entities, or
as operating units of the main legal entity. An operating unit is not required to be a legally defined organization.
Operating units are used to control economic resources and operational processes in the business. For example,
departments and cost centers are operating units.
Some functionality in Finance and Operations works differently depending on whether the organization is a legal
entity or an operating unit. Carefully consider the functionality described below as you make your decision.
Master data
If the organization is modeled as a legal entity
Some master data, such as customers, payment terms, tax authorities, and site-specific stock ordering, must be set
up for each legal entity. Some master data, such as users, products, and most human resources data, is shared
among all legal entities.
If the organization is modeled as an operating unit
Master data is shared among operating units.
Module parameters
Parameters for modules, such as Accounts receivable parameters, Accounts payable parameters, and Cash and
bank management parameters, must be set per legal entity. Because the module setup for legal entities is separate,
each subsidiary can comply with local statutory requirements and business practices. For example, a professional
services legal entity and a manufacturing legal entity can have different module parameters even though they
report to the same parent company.
Module parameters are shared among operating units.
Data security
Most data is automatically secured by company ID. A company ID is a unique identifier for the data that is
associated with a legal entity. A company can be associated with only one legal entity, and a legal entity can be
associated with only one company. Users can access data only for the companies that they have access to. You do
not need to customize Finance and Operations to secure data by company ID.
Data can be secured per operating unit by creating customized data security policies. Data security policies are
used to limit access to data. For example, assume that a user is allowed to create purchase orders only in a
particular operating unit. Data security policies can be created to prevent the user from accessing purchase order
data from any other operating unit. The volume of transactions and the number of security policies can affect
performance. When you design security policies, keep performance in mind.
Ledgers
Each legal entity requires a ledger that provides a chart of accounts, accounting currency, reporting currency, and
fiscal calendar. A balance sheet can be created only for a legal entity. Main accounts, dimensions, account
structures, charts of accounts, and account rules can be used by more than one legal entity.
An operating unit can't have its own ledger information. If your internal organizations do not require unique
ledgers, you can model them as operating units. Ledger information will be set up for the parent legal entity in the
hierarchy. Income statements can be created for operating units within a legal entity or for the parent legal entity.
Fiscal calendars
Each legal entity has its own fiscal calendar. If your internal organizations use different fiscal years and fiscal
calendars, you must model the organizations as legal entities.
Operating units must share a fiscal calendar. If your internal organizations can use the same fiscal years and fiscal
calendars, you can model the organizations as operating units.
Consolidation
You must consolidate the financial results for regional offices into a single, consolidated company in order to
prepare financial statements.
Consolidation is not required, because data is already shared among operating units.
Centralized payments
Centralized payments must be set up so that invoices for all child legal entities can be paid to or from a single
parent legal entity.
Centralized payments are not required because all invoices are recorded in a single legal entity.
Intercompany transactions
Intercompany sales orders, purchase orders, payments, or receipts can be applied to one another. You are not
required to use journal vouchers. You can view intercompany transactions at the sub-ledger level (Accounts
receivable, Accounts payable). The following examples illustrate how intercompany transactions are handled.
Ex a m p l e 1 : H e a d q u a r t e r s p r o v i d e s se r v i c e s t o r e g i o n a l o ffi c e s a n d m u st c h a r g e t h e c o st s o f t h o se se r v i c e s t o t h e r e g i o n a l o ffi c e s
If you model the regional office as a legal entity, you have the following options:
Headquarters creates a journal entry to cross-charge the regional office for the expense. The transactions
cannot be aged.
Headquarters sends a purchase order for the services to the regional office. A sales order is automatically
created in the legal entity for the regional office, with intercompany sub-ledger transactions.
Ex a m p l e 2 : H e a d q u a r t e r s p r o c u r e s a n d p a y s fo r se r v i c e t h a t i s d e l i v e r e d t o a r e g i o n a l o ffi c e
If you model the regional office as a legal entity, you have the following options:
The invoice and payment follow the regulatory requirements of headquarters. Headquarters can create a
journal entry to cross-charge the regional office for the expense. The transactions cannot be aged.
The invoice and payment follow the regulatory requirements of headquarters. Headquarters can create an
intercompany sub-ledger transaction.
Intercompany transactions among operating units are supported only through journal vouchers. An operating unit
cannot issue or receive a purchase order, sales order, or invoice from another operating unit in the same legal
entity. You cannot view intercompany transactions at the sub-ledger level (Accounts receivable, Accounts payable).
The following examples illustrate how intercompany transactions are handled.
Ex a m p l e 1 : H e a d q u a r t e r s p r o v i d e s se r v i c e s t o r e g i o n a l o ffi c e s a n d m u st c h a r g e t h e c o st s o f t h o se se r v i c e s t o t h e r e g i o n a l o ffi c e s
If you model the regional office as an operating unit, headquarters enters an expense transaction and codes it to
the regional office.
Ex a m p l e 2 : H e a d q u a r t e r s p r o c u r e s a n d p a y s fo r se r v i c e t h a t i s d e l i v e r e d t o a r e g i o n a l o ffi c e
If you model the regional office as an operating unit, the invoice and payment follow the regulatory requirements
of headquarters. The invoice can be coded to the regional office. On the income statement, use a balancing
financial dimension to report costs for the regional office.
Local tax requirements
A legal entity is subject to the tax laws of the tax authority in the country/region where the legal entity is registered.
For example, a legal entity that is registered in Denmark is subject to Danish tax laws and regulations. In Finance
and Operations, a legal entity can belong to only one country/region. The country/region that you select for the
primary address of the legal entity controls the country/region-specific features that are available to that legal
entity. For example, if the primary address of the legal entity is in Denmark, features that are related to Danish tax
laws and regulations become available. Therefore, if your organizations are in different countries/regions and
require different local tax options, you must set up the organizations as separate legal entities.
Operating units use the country context of the parent legal entity. Operating units in the same legal entity cannot
have different country/region-specific requirements. If your organizations are in the same country/region and use
the same tax options, you can set them up as operating units.
Statutory reporting for a country/region
For countries/regions that are supported by Finance and Operations, most statutory reports can be created. For
information about which reports are available for each country/region, see the Microsoft Dynamics Localization
Portal for Finance and Operations. (A CustomerSource logon is required.)
NOTE
In Finance and Operations, a posting layer in the general ledger allows you to make adjusting entries to a parent company
that uses a different accounting standard than the child company. For example, for a company that uses generally accepted
accounting practices in the United Kingdom (UK GAAP), you can make adjusting entries in the posting layer. These entries
can be consolidated into a parent company that uses generally accepted accounting principles (GAAP) in the United States.
The adjusting entries do not affect UK GAAP reporting.

Statutory reports must be created by using another application. You must ensure that data is captured in Finance
and Operations to support the requirements of each operating unit, where they differ from the requirements of
headquarters.
Currency
If your organizations must use different functional currencies, you must model the organizations as legal entities.
Functional currencies are set up per legal entity. However, you can enter transactions in multiple currencies.
If your organizations can use a single functional currency, you can model the organizations as operating units.
Operating units must share a functional currency. However, you can enter transactions and create reports in
multiple currencies.
Year-end closing
If laws and accounting practices differ among the countries/regions where your organizations are located, you may
require different year-end procedures per organization. This means that you must model the organizations as legal
entities. Each legal entity has its own year-end procedures.
If laws and accounting practices are the same among the countries/regions where your organizations are located,
you may use a single set of year-end procedures. This means that you can model the organizations as operating
units. All operating units must use the same year-end closing procedure.
Number sequences
Number sequences for some references can be set up per legal entity. Some number sequences can be shared.
Number sequences for some references can be set up per operating unit. Some number sequences can be shared.
Products
Product definitions are shared, and they must be released to individual legal entities before they can be included in
transactions. Each legal entity has its own set of released products that can be included in transaction documents. If
your internal organizations must use different sets of products, you must model the organizations as legal entities.
NOTE
Even though product definitions are shared, in each legal entity where a product has been released, you can specify different
sales, purchase, and stocking parameters for the item at each inventory site.

All operating units share the same set of products. If your internal organizations can share the same set of
products, you can model the organizations as operating units.
Inquiry and reporting
You must manually change companies to enter transactions and perform inquiries in multiple legal entities.
Because of data security boundaries, consolidated inquiry and reporting can be resource intensive and time-
consuming.
You do not need to change companies to access data from multiple operating units. Consolidated inquiry and
reporting and individual regional inquiry is easier and faster.
Best practices for modeling organizations and hierarchies

Consider the following best practices when you implement an organization hierarchy:
Create a department to model the intersection between a legal entity and a business unit. You can then roll up
data from a department to a legal entity for statutory reporting, and from a department to a business unit for
internal reporting. Departments can serve as profit centers. If you use departments, you do not have to use
legal entities and business units as dimensions in the account structure. You can use just departments as a
dimension. However, you must use both cost centers and departments as dimensions in the account structure if
cost centers are used only as cost accumulators, and departments are used for revenue recognition.
Model multiple hierarchies for operating units if you have complex requirements for reporting profit and loss.
In a single legal entity, do not model multiple hierarchies for the same hierarchy purpose.
Do not create a hierarchy for every purpose. Usually, you can use one hierarchy for multiple purposes. For
example, one hierarchy of operating units can be assigned to all policy-related purposes.
Create balanced hierarchies. In a hierarchy, all nodes that are the same distance from the root node are defined
as a level. In a balanced hierarchy, only one type of operating unit can occur at each level, and the distance from
the root node to each level is consistent. If there are intermediate levels between a department and a legal
entity or a business unit, placeholder organizations may be required to create a balanced hierarchy.
Do not model a separate hierarchy of operating units if the structure for legal entities is also your operating
structure. A mixed hierarchy of legal entities and operating units may serve both purposes.
Before you model major restructuring scenarios, use the hierarchy's effective dates to perform an impact
analysis and a validation test.
Use draft mode to change a hierarchy before you publish a new version in a production environment.
Limit the number of people who have permissions to add or remove organizations from a hierarchy in a
production environment. A smaller number reduces the chance that costly mistakes can occur and corrections
must be made.
Create an organization hierarchy
Use the following procedure to create an organizational hierarchy. You can use organizational hierarchies to view
and report on your business from various perspectives. For example, you can set up one hierarchy for tax, legal, or
statutory reporting. You can then set up another hierarchy to report financial information that is not legally
required, but that is used for internal reporting.
Before you create an organizational hierarchy, you must create organizations. For more information, see the
“Create a legal entity” or “Create an operating unit” tasks. You can also create departments and teams.
The demo data company used to create this procedure is USMF.
Create a hierarchy
1. Go to Organization administration > Organizations > Organization hierarchies.
2. Click New.
4. Click Assign purpose.
5. In the list, find and select the desired record.
Select a purpose to assign to your organization hierarchy.
6. Click Add.
7. In the list, mark the selected row.
Find the hierarchy you just created.
8. Click OK.
Add organizations to the hierarchy

Select your hierarchy.
2. Click View hierarchy.
Add organizations, as necessary.
To add an organization, click Edit and then Insert to add the organization. When you are done making
changes you can save a draft and/or publish the changes.
Create a legal entity
A legal entity is an organization that is identified through registration with a legal authority. Legal entities can enter
into contracts and are required to prepare statements that report on their performance. The following procedure
explains how to create a legal entity. The demo data company used to create this procedure is USMF.
1. Go to Organization administration > Organizations > Legal entities.
2. Click New.
4. In the Company field, type a value.
5. In the Country/region field, enter or select a value.
6. Click OK.
In the General section, provide the following general information about the legal entity: Enter a search
name, if a search name is required. A search name is an alternate name that can be used to search for this
legal entity. Select whether this legal entity is being used as a consolidation company. Select whether this
legal entity is being used as an elimination company.
7. Expand the Addresses section.
In the Addresses section, enter address information, such as the street name and number, postal code,
and city.
8. Expand the Contact information section.
In the Contact information section, enter information about methods of communication, such as email
addresses, URLs, and telephone numbers.
9. Expand the Statutory reporting section.
In the Statutory reporting section, enter the registration numbers that are used for statutory reporting.
10. Expand the Registration numbers section.
In the Registration numbers section, enter any information required by the legal entity.
11. Expand the Bank account information section.
In the Bank account information section, enter bank accounts and routing numbers for the legal entity.
12. Expand the Foreign trade and logistics section.
In the Foreign trade and logistics section, enter shipping information for the legal entity.
13. Expand the Number sequences section.
In the Number sequences section, you can view the number sequences that are associated with the legal
entity.
14. Expand the Images section.
In the Images section, view or change the logo and/or dashboard image that are associated with the legal
entity.
15. Expand the Tax registration section.
In the Tax registration section, enter the registration numbers that are used to report to tax authorities.
16. Expand the Tax 1099 section.
In the Tax 1099 section, enter 1099 information for the legal entity.
17. Click Save.
Create an operating unit
An operating unit is an organization that is used to divide the control of economic resources and operational
processes in a business. People in an operating unit have a duty to maximize the use of scarce resources, improve
processes, and account for their performance. The types of operating units include cost centers, business units,
departments, and value streams. Use the following procedure to create an operating unit. The demo data company
used to create this procedure is USMF.
1. Go to Organization administration > Organizations > Operating units.
2. Click New to open the drop dialog.
Select the type of operating unit you want to create.
4. In the list, click the link in the selected row.
Expand the General section, if necessary.
Provide general information about the operating unit, such as an identification number, DUNS number,
and manager.
Expand the Addresses section, if necessary.
Enter address information, such as the street name and number, postal code, and city. Click Add to enter a
new address record, or click Edit to modify an existing address record.
Expand the Contact information section, if necessary.
Enter information about methods of communication, such as email addresses, URLs, and telephone
numbers. To enter a new communication record, click New. To modify an existing communication record,
click More options > Advanced.
6. Click Save.
Global address book
The global address book is a centralized repository for master data that must be stored for all internal and external
persons and organizations that the company interacts with. The data that is associated with party records includes
the party's name, address, and contact information. Other details vary, depending on whether the party is a person
or an organization. Each party record is assigned to a party, and each party can be associated with one or more
party roles in a company. Party roles include customer, prospect, worker, user, vendor, competitor, applicant, and
contact. For example, the organization party First Up Consultants, can be associated with customer, business
relation, and vendor roles in the CEE company, and can also be associated with the vendor role in the CEU
company. Here are some of the benefits of this shared data:
The data shows the relationships that people and organizations have with other areas of the company. The
relationship between two organizations changes when one organization has multiple roles, such as vendor and
customer. Communication between the two organization also changes. There might be special agreements that
can be negotiated to encourage a closer partnership with the other organization.
Setup and maintenance are easier. For example, when an address changes, the update must be made in only
one place. All the other associated records are updated automatically.
How the global address book works

The following illustration shows how party records, party roles, locations, and transactions interact and relate to an
address book. As the illustration shows, a party record can belong to one or more address books. Each party
record can store one or more locations, or addresses, and is assigned a party role. The role that is assigned to the
party record can have specific transactions types associated with it. The following sections provide more
information about party roles, locations, and transaction types. The following image is a graphical representation of
the ways that parties, party roles, locations, and transactions interact in relation to the global address book.
Party roles
Roles that are associated with party records are referred to as party roles. There are several party roles, and
they can be assigned to both party types, person and organization. Here are the definitions for each party role:
Customer – Individuals, companies, or other entities who purchase goods and services that are produced by
other individuals, companies, or entities.
Prospect – A party that might provide a service or benefit to a legal entity.
Worker – A person who assumes the role of an employee or a contractor, and who is paid in exchange for
services.
User – A person who is a user of the system.
Vendor – A party that supplies products to one or more legal entities in exchange for payment.
Competitor – A person or organization that provides goods or services that are similar to the goods or
services that your business provides.
Applicant – A person who makes a formal written or electronic request to work for or fill an open position in
an organization.
Contact – A person, either inside or outside your organization, that you have created an entry for. In this entry,
you can save information such as the person's street and email addresses, telephone and fax numbers, and
webpage URLs.
Creating new party records
There are two ways to enter party records in the global address book:
Creating a party record when you don't know the role – When you create a party record and don't know
the role type (for example, you don't know whether the party is a customer or an opportunity), you create the
record in the global address book. You can select the role type later.
Creating a party record when you know the role – If you know the role type for the party, you can create a
record on the appropriate page for that type. For example, if the party is a customer, you create a record on
the Customer page. When you create and save a record by using the page for the party's role type, the record is
automatically created in the global address book.
Party roles and transactions
For transactions that are a part of the business processes, multiple parties might be associated with each
transaction. An example is a customer that needs to be referenced on project quotations.
Parties locations, addresses, and contact information
Each party record's addresses, locations, and contact information are shared across all the party roles that
are associated with that party. Therefore, when any of this information is changed, all other associated records are
updated accordingly.
Locations and transactions
When a party role is included in a transaction, the location, address, or contact information of the party can be
accessed when transaction details are entered.
Plan for the global address book and other address
books
This topic describes the considerations and decisions that you must make during the planning process, before you
set up and configure the global address book and any additional address books in Microsoft Dynamics 365 for
Finance and Operations. Some of the decisions will require that you confirm the decisions that have been made for
other areas of the product, such as the organization hierarchy.
Global address book

Before you begin to work with the global address book, you must determine the default values for it. These default
values are then used for any additional address books that you create.
Decisions:
What sequence should names be displayed in for party records of the Person type? For example, one sequence
is last name, middle name, first name.
Should party records be deleted from the address book when the role record is deleted? For example, if a
customer record is deleted, should the party record also be deleted?
When a new record is created, should users be notified if a duplicate record is found in the global address book?
Should the Data Universal Numbering System (DUNS ) number be included in a party record's information?
If the DUNS number is included in a party record, should the uniqueness of the number be checked?
When a party record is created in the global address book, do you want a default party type, person, or
organization?
Which user roles should have access to the private addresses and contact information of party records?
Additional address books

After you create the global address book, you can create additional address books as you require, such as a
separate address book for each company in your organization or for each line of business. For example, Fabrikam
is an international organization that has multiple companies and multiple lines of business. Fabrikam plans to
create an address book for each line of business. For lines of business that occur in more than one location, such as
the pneumatic tools business, Fabrikam plans to create an address book for each location. Chris, the IT manager at
Fabrikam, has created the following list of address books that are required. This list also describes the party records
that each address book must include.
Public Sector Contracts (PubSC ) – Party records for all parties that are involved in the public sector contracts
that Fabrikam holds.
Private Sector Contracts (PriSC ) – Party records for all parties that are involved in the private sector
contracts that Fabrikam holds.
Electronic Tools (ET) – Party records for all parties that are involved in the purchase or sale of electronic tools,
or that otherwise interact with the electronic tools that are provided by or purchased for Fabrikam in the
Fabrikam-Japan company.
Pneumatic Tools (PTJPN ) – Party records for all parties that are involved in the purchase or sale of pneumatic
tools, or that otherwise interact with the pneumatic tools that are provided by or purchased for Fabrikam in the
Fabrikam-Japan company.
Pneumatic Tools (PTUSA ) – Party records for all parties that are involved in the purchase or sale of
pneumatic tools, or that otherwise interact with the pneumatic tools that are provided by or purchased for
Fabrikam in the Fabrikam-US company.
Decision:
How many additional address books will you create?
Address book security
You can create address books at any time, and you can also set security parameters for the address books at any
time. You aren't required to set security privileges for an address book, but if you don't, all workers in your
organization can view all party records in that address book. You can set security privileges to party records
through address books. Security privileges are based on teams. This approach guarantees that only workers who
are assigned to a team that has access to an address book can view the party records in that address book. You
must select the teams that have access to each address book. For each address book, you can set security privileges
that allow or deny access to specific teams. If you grant a team privileges to an address book, all members of that
team can view the records in the address book. If you don't grant a team access to an address book, the members
of that team can't view the address book or its contents.
Decision:
Which teams should have access to each new address book that you will create?
Configure the global address book
Use this procedure to set the default values and security policies for the global address book.
The demo data company used to create this task is USMF. This task is intended for the Planning and configuration
team.
1. Go to Organization administration > Global address book > Global address book parameters.
2. In the Name sequence field, select how names should be shown.
3. Select whether to delete parties with that have not been assigned a role.
4. Select whether to check for duplicate records.
5. Select whether to display the DUNS number on addresses.
6. Select whether to check for unique DUNS numbers.
7. In the Party field, select an option.
8. In the Customer field, select an option.
9. In the Vendor field, select an option.
10. In the Prospect field, select an option.
11. In the Competitor field, select an option.
12. Click the Private location security tab.
Press the Shift key to select multiple roles to add to the Selected roles pane and then click the arrow to
add the selected roles.
14. Click Save.
Address books FAQ
How do I check for duplicate records?

You can check for duplicate records directly from the Global address book list page. On the Action Pane, on the
Party tab, in the Maintain group, click Check for duplicates. Then select the values to include in the check for
duplicates.
Can I bulk add or delete party records from an address book?

Yes, you can add multiple party records to an address book and also remove multiple party records.
To add multiple party records to an address book, on the Global address book list page, select the parties in
the list. Then, on the Action Pane, on the Party tab, in the Maintain group, click Assign parties. Select the
address books to add the selected party records to, and then click OK. All the selected party records are added
to the address books that you selected.
To remove multiple party records from an address book, on the Global address book list page, select the
parties in the list. Then, on the Action Pane, on the Party tab, in the Maintain group, click Remove parties.
Select the address books to remove the parties from, and then click OK. All the selected party records are
removed from the address books that you selected.
Can I change the party type of a record, or do I have to delete the old
record and create a new one?
Occasionally, you might have to change the party type of a record from person to organization or from
organization to person. For example, Nancy is a member of the sales team for Fabrikam U.K. At a trade show in
London, she meets six new prospects. Nancy creates a prospect party record for each prospect. When Nancy saves
the records, each record is also created in the global address book. Fabrikam has set the default party type to
organization, but two of the new prospects should have a record type of person. Therefore, when Nancy returns
from the trade show, she must change the party type of the two prospect records. To change a party record from
one party type to another, you must first create a new party record of the correct type in the global address book.
You then associate the old party record with this new record. After you have made the new party association, delete
the original party record that has the incorrect record type.
How do I change the name or address of a party record?

You can update the name of a party record, and the addresses that are associated with that record, at any time.
To update the name of a party record, open the party record, and then, on the Action Pane, click Edit. On the
General FastTab, enter the new name for the party, and then save the record.
To update an address for a party record, open the party record, and then, on the Addresses FastTab, select the
address to update. Click Edit, and then, on the Edit address page, make the required changes to the address or
address parameters.
Can I merge two or more party records into one record?

Occasionally, you might want to merge two or more party records into a single record. This can occur if you create
one or more duplicate party records, either on purpose or unintentionally. When you merge party records, you
select one record to keep. The information from the other records is then merged into this record. For example, you
discover that information about Fabrikam is stored in three party records: A, B, and C. You decide to keep party
record A. Therefore, the information that is stored in party records B and C will be merged into party record A.
There are some situations where you can't merge party records:
You can't merge party records that are associated with the same party role, such as customer or vendor, in the
same legal entity. For example, party A is associated with a customer in legal entity 123, and party B is
associated with a different customer in legal entity 123. These party records can't be merged, because if they
were merged, the merged party record would be associated with multiple customers in the same legal entity,
and this isn't allowed. However, the records can be merged if party B is associated with a vendor in legal entity
123 or with a customer in a different legal entity.
You can't merge internal party organization records in the same legal entity, team, or operating unit.
Should I create a party record in the global address book or in another

place, such as the Customer or Vendor page?
You can enter party records either in the global address book or on the appropriate entity page. When you add a
record in one location, the same record is always added in the other location. For example, if you add a party record
for a customer in the global address book, the record is also added on the Customer page. Likewise, if you add a
party record for a customer on the Customer page, the record is also added in the global address book. Use the
following guidelines to decide where you should enter new party records:
Creating a party record when you don't know the entity type – If you must create a party record but don't
know the entity type (for example, you don't know whether the entity is a customer or an opportunity), create
the record in the global address book. You can select the entity type later.
Creating a party record when you know the entity type – If you know the entity type for the party, you can
create a record on the applicable page for that type. For example, create a record for a customer on the
Customer page. When you create and save a record by using the appropriate entity page, the record is
automatically created in the global address book.
Can I translate address information for party records?

You can set up translations of address information, so that the information appears in your user language (system
language) in Microsoft Dynamics 365 for Finance and Operations but in another language on documents such as
sales orders. You can enter translations for country/region names, address purposes, and name sequences. For
example, your system language is Danish, and you create a sales order for a customer in France. In this case, you
can view the customer record in Danish in the program but display the address information in French on the
printed sales order. When you set up translations, you should enter a translation for every item in the list. Any item
that you don't enter a translation for will appear in the system language. For example, your system language is
Danish, and you send a document to a customer in Spain. If you haven't entered Spanish (ESP ) translations for the
address information, that information will appear in Danish both in the program and on the printed document.
Workflow system
This topic describes the workflow system in Microsoft Dynamics 365 for Finance and Operations.
What is workflow?
The term workflow can be defined in two ways: as a system and as a business process.
Workflow is a system
Workflow is a system that is installed with Finance and Operations and runs on the Application Object Server
(AOS ). The workflow system provides functionality that you can use to create individual workflows, or business
processes.
Workflow is a business process
A workflow represents a business process. It defines how a document flows, or moves, through the system by
showing who must complete a task, make a decision, or approve a document. For example, the following
illustration shows a workflow for expense reports.
To better understand this workflow, suppose that Sam submits an expense report for USD 7,000. In this scenario,
Ivan must review the receipts that Sam routes to him. Then Frank and Sue must approve the expense report. Now
suppose that Sam submits an expense report for USD 11,000. In this scenario, Ivan must review the receipts, and
Frank, Sue, and Ann must approve the expense report.
Benefits of using the workflow system

There are several benefits of using the workflow system in your organization:
Consistent processes – You can define how specific documents, such as purchase requisitions and expense
reports, are processed. By using the workflow system, you ensure that documents are processed and approved
in a consistent and efficient manner.
Process visibility – You can track the status, history, and performance metrics of workflow instances. This helps
you determine whether changes should be made to the workflow to improve efficiency.
Centralized work list – Users can view a centralized work list that displays the workflow tasks and approvals
that are assigned to them.
Workflow content
Workflow architecture
Workflow elements
Workflow actions
Create a workflow
Configure a manual task in a workflow
Configure an automated task in a workflow
Configure an approval process in a workflow
Configure an approval step in a workflow
Configure a manual decision in a workflow
Configure a conditional decision in a workflow
Configure a parallel activity in a workflow
Configure a parallel branch in a workflow
Configure a line-item workflow
Workflow FAQ
Workflow elements
This topic describes the various elements that make up a workflow.

A workflow consists of elements. The sections that follow describe each type of element.
Tasks
A task is a unit of work that must be performed. Two types of tasks can be added to a workflow: manual tasks and
automated tasks.
Manual task
A manual task is a unit of work that must be performed by a user. For example, an expense report workflow can
have manual tasks that require the assigned users to complete the following actions:
Review the receipts that are submitted together with an expense report.
Call an employee's manager.
Automated task
An automated task is a unit of work that must be performed by the system. No human interaction is required. For
example, a sales order workflow can have automated tasks that require the system to complete the following
actions:
Perform a credit check.
Create a customer record for the customer, if a record doesn't already exist.
Approval processes
An approval process is a process that consists of separate steps. At each approval step, the user can perform the
following actions:
Approve the document.
Reject the document.
Request a change to the document.
Assign the document to another user for approval.
Line-item workflow elements

A workflow can be created to process either documents or the line items on a document. For example, you've
created an approval workflow for timesheets. (We will refer to this workflow as the document workflow.) You can
add a line-item workflow element to that document workflow. When the line-item element is run, each line item on
the document is submitted for processing. You might want all the line items to be processed by the same line-item
workflow, or you might want each line item to be processed by a different line-item workflow. Imagine that an
employee has submitted a timesheet that resembles the following figure.
In this scenario, you might want to create the following line-item workflows:
Line-item workflow 1 – This workflow is used to process line items where the project ID is 1111.
Flow-control elements
The following elements let you design workflows that have alternate branches or branches that run at the same
time.
Manual decision
A manual decision is a point where a workflow divides into two branches. A user must make a decision, and this
decision determines which branch is used to process the document that was submitted.
Conditional decision
A conditional decision is also a point where a workflow divides into two branches. However, the system decides
which branch is used to process the document that was submitted. To make this decision, the system evaluates the
document to determine whether it meets specified conditions.
Parallel activity
A parallel activity is a workflow element that includes two or more workflow branches that run at the same time.
Subworkflow
A subworkflow is a workflow that runs in the context of another workflow.
Actions in workflow approval processes
This article explains the actions that each participant in a workflow approval process can take.
A workflow can involve several groups of people: the originator, task assignees, decision makers, and approvers.
For example, in the following expense report workflow, Sam is the originator, the members of the queue are task
assignees, John is a decision maker, and Frank, Sue, and Ann are approvers.
The following sections explain the workflow actions that each group can perform.
Actions that an originator can perform

The originator starts a workflow instance by submitting a document for processing. For example, Sam must click
the Submit button on the Expense report page to submit his expense report.
Actions that a task assignee can perform

A task can be assigned to multiple people or to a work item queue that is monitored by several people. However,
only one person can complete a task. For example, Sam has submitted an expense report and has routed his
receipts to his organization's Expense Reports department for review.
The members of the Adventure Works Expense Reports department monitor the queue. Julie, a member of that
department, has accepted the task of reviewing Sam's expense report and receipts. She can now perform one of
the following actions: complete, reject, delegate, request change, reassign, or release.
NOTE
The actions that are available vary, depending on how the software developer designed the task.
Complete
When a user completes a task, the document that was submitted for processing is assigned to the next user in the
workflow, if there is a next user. If no additional processing is required, the workflow process ends.
For example, Julie, a member of the Adventure Works Expense Reports department, has accepted the task of
reviewing Sam's expense report and receipts. After Julie completes her review, the document is assigned to John.
Reject
When a user rejects a document, the workflow process ends.
reviewing Sam's expense report and receipts. If Julie rejects the expense report, the workflow process ends.
Sam can then resubmit the expense report. He can make changes first, or he can resubmit the original version. If
Sam resubmits the expense report, the workflow process starts at the manual review task.
Delegate
When a user delegates a task, the task is assigned to another user.
reviewing Sam's expense report and receipts. Julie delegates this task to Tim, who is her assistant.
Tim then acts on behalf of Julie. Therefore, when Tim completes his review, the expense report is assigned to John,
just as if Julie had completed the task.
Request change
When a user requests a change to a document that was submitted, the document is sent back to the originator.
reviewing Sam's expense report and receipts. Julie notices some errors on the expense report and requests
changes. The expense report is sent back to Sam.
Sam can resubmit the expense report. He can make the requested changes first, or he can resubmit the original
version. If Sam resubmits the expense report, a member of the work item queue must review the expense report
and the receipts again.
Reassign
The members of a work item queue can reassign documents that are in that queue to another queue.
For example, Julie, a member of the Adventure Works Expense Reports department, is monitoring the queue. To
help balance the workload, she can reassign the expense report, and the receipts that are included with it, to
another queue.
Release
Occasionally, a member of a work item queue might accept a task, but then decide that he or she can't complete
the task. In this case, the person who accepted the task can release the document back to the work item queue.
reviewing Sam's expense report and receipts. If Julie decides that she can't complete the task, she can release the
document. The expense report is returned to the queue, so that other members of the Adventure Works Expense
Reports department can complete the task.
Actions that a decision maker can perform

Typically, a document is assigned to a decision maker, because there is a question that the decision maker must
answer. The answer to the question is typically Yes or No, or True or False. If the decision maker doesn't select one
of those choices, he or she can delegate the decision.
[Choice 1] or [Choice 2]
A decision maker must answer a question that is related to the document. The answer to the question is typically
Yes or No, or True or False. The answer that the decision maker selects determines the workflow branch that is
used to process the document.
For example, Sam's expense report is assigned to John. John must decide whether the information in the
document requires a call to Sam's manager. If John decides that a call is required, the expense report is assigned to
Aretha, who must then call Sam's manager. If John decides that a call isn't required, the expense report is assigned
to Frank for approval.
Delegate
When a decision maker delegates a decision, the document is assigned to another user who must make the
decision.
For example, Sam's expense report is assigned to John. John delegates the decision to Maria, who is his assistant.
Maria then acts on behalf of John. If Maria decides that a call to Sam's manager is required, the expense report is
assigned to Aretha, who must then call Sam's manager. If Maria decides that a call isn't required, the expense
report is assigned to Frank for approval.
Actions that an approver can perform

When a document is assigned to an approver, the approver can perform one of the following actions: approve,
reject, delegate, or request change.
Approve
When an approver approves a document, the document is assigned to the next user in the workflow, if there is a
next user. If no additional processing is required, the workflow process ends.
For example, Sam has submitted an expense report for USD 6,000, and this document is assigned to Frank. When
Frank approves the document, it's assigned to Sue for approval. When Sue approves the expense report, the
workflow process ends.
Reject
When an approver rejects a document, the workflow process ends.
For example, Sam has submitted an expense report for USD 12,000, and this document is assigned to Sue. If Sue
rejects the expense report, the workflow process ends.
Sam can resubmit the expense report. He can make changes first, or he can resubmit the original version of the
expense report. If Sam resubmits the expense report, the workflow process starts at the approval process.
Delegate
When an approver delegates a document, the document is assigned to another user for approval.
For example, Sam has submitted an expense report for USD 12,000, and this document is assigned to Frank. Frank
delegates the expense report to Ann.
Ann then acts on behalf of Frank. Therefore, when Ann approves the document, it's assigned to Sue for approval,
just as if Frank had approved it. After Sue approves the document, it's sent to Ann for approval.
Request change
When an approver requests a change to a document, the document is sent back to the originator.
For example, Sam has submitted an expense report for USD 12,000, and this document is assigned to Sue. If Sue
requests a change, the expense report is sent back to Sam.
Sam can resubmit the expense report. He can make the requested changes first, or he can resubmit the original
version of the expense report. If Sam resubmits the expense report, it's sent to Frank for approval, because Frank is
the first approver in the approval process.
Create workflows
This topic explains how to create a workflow.
Open the workflow editor

The Microsoft Dynamics 365 for Finance and Operations module that you're working in determines the types of
workflow that you can create. Follow these steps to select the type of workflow to create and open the workflow
editor.
1. Open the module that you want to create a new workflow for. For example, to create a workflow for purchase
requisitions, click Procurement and sourcing.
2. Click Setup > [Module name] workflows.
3. On the list page that appears, on the Action Pane, click New.
4. On the Create workflow page, select the type of workflow to create, and then click Create workflow. The
workflow editor appears. You can now use the following procedures to design the workflow.
Drag workflow elements onto the canvas

The Workflow elements area of the workflow editor contains the elements that you can add to your workflow. To
add elements to the workflow, drag them onto the canvas.
Connect the elements

To connect one workflow element to another, hold the pointer over an element until connection points appear.
Click a connection point, and drag it to another element. Be sure to connect all the elements.
Configure the properties of the workflow

Follow these steps to configure the properties of the workflow.
1. Click the canvas to make sure that no workflow element is selected.
2. Click Properties to open the Properties page for the workflow.
3. Follow the procedures in the Configure the properties of a workflow topic.
Configure the elements of the workflow

Configure each element that you dragged onto the canvas. For information about how to configure each workflow
element, see the following topics:
Configure a manual task
Configure an automated task
Configure an approval process
Configure an approval step
Configure a manual decision
Configure a conditional decision
Configure a parallel activity
Configure a parallel branch
Configure a line-item workflow
Resolve any errors or warnings

The Errors and warnings pane at the bottom of the workflow editor shows messages that have been generated
for the workflow. To find the element where an error or warning occurred, double-click the error or warning
message. You must resolve all errors and warnings before you can make the workflow active.
Save and activate the workflow

When you're ready to save and activate the workflow, follow these steps.
1. Click Save and close to close the workflow editor and open the Save workflow page.
2. Enter comments about the changes that you've made to the workflow, and then click OK.
3. If all errors and warnings have been resolved, the Activate workflow page appears. Select one of the
following options:
To activate this version of the workflow, click Activate the new version. When a workflow is active,
users can submit documents to it for processing.
If you don't want to activate this version, click Do not activate the new version. You can activate the
workflow later.
This topic explains how to configure the various properties of a workflow.

To configure the properties of a workflow, open the workflow in the workflow editor. Click the canvas of the
workflow editor, and then click Properties to open the Properties page. You can then use the following
procedures to configure the various properties of the workflow.
Name the workflow

Follow these steps to enter a name for the workflow.
1. In the left pane, click Basic Settings.
2. In the Name field, enter a unique name for the workflow. For example, if you create a purchase requisition
workflow for each country/region that you operate in, you can name the purchase requisition workflow
Purchase Requisitions Denmark or Purchase Requisitions Spain.
Specify the workflow owner

The workflow owner is the person who manages and maintains the workflow. Follow these steps to specify the
workflow owner.
2. In the Owner list, select the name of the person who will manage the workflow.
Select an email template

Follow these steps to select the email template that is used to generate notification messages about the workflow.
2. In the Email template for workflow notifications list, select the template.
Enter instructions for users

You can provide instructions to users who submit documents for processing and approval. These users are also
referred to as originators. For example, you're creating a purchase requisition workflow, and you enter instructions.
Those instructions can then be viewed by users who enter purchase requisitions on the Purchase requisitions
page. To view instructions, the originator clicks the icon in the workflow message bar. Follow these steps to enter
instructions for users.
2. In the Submission instructions field, enter the instructions.
3. To personalize the instructions, you can insert placeholders. Placeholders are replaced with the appropriate
data when the instructions are shown to users. To insert a placeholder, follow these steps:
a. Click in the Submission instructions field to specify where the placeholder should appear.
b. Click Insert placeholder.
c. In the list that appears, select the placeholder to insert.
d. Click Insert.
4. To add translations of the instructions, follow these steps:
a. Click Translations.
b. On the page that appears, click Add.
c. In the list that appears, select the language that you will enter the text in.
d. In the Translated text field, enter the text.
e. To personalize the text, you can insert placeholders. For instructions about how to enter a placeholder,
see step 3.
f. Click Close.
Specify when this workflow is used

You can create multiple workflows that are based on the same type. For example, you can create a purchase
requisition workflow for each country/region that you operate in, such as Purchase Requisitions Denmark and
Purchase Requisitions Spain. When you have multiple workflows that are based on the same type, you must
specify when each workflow is used. For the preceding example, you specify the following conditions:
Purchase Requisitions Denmark is used when: country/region = DK
Purchase Requisitions Spain is used when: country/region = ES
Follow these steps to specify when the workflow that you're configuring is used.
1. In the left pane, click Activation.
2. Select the Set the conditions for running this workflow check box.
3. Click Add condition.
4. Enter a condition.
5. Enter any additional conditions that are required.
6. To verify that the conditions that you entered are set correctly, follow these steps:
a. Click Test.
b. On the Test workflow condition page, in the Validate condition area, select a record.
c. Click Test. The system evaluates the record to determine whether it meets the conditions that you
specified. For example, if you're creating a purchase requisition workflow for Spain, the Validate
condition area of the page shows a list of purchase requisitions. When you click Test, the system
evaluates the selected purchase requisition to determine whether the country/region is ES.
d. Click OK or Cancel to return to the Properties page.
Specify when notifications are sent

When a document is submitted for processing, a workflow instance is created. You can send notifications to users
when workflow instances that are based on the workflow are started, completed, terminated, or stopped because
of an error. Follow these steps to specify when notifications are sent.
1. In the left pane, click Notifications.
2. Select the check box for each event that should trigger notifications:
Started – Send notifications when a workflow instance is started.
Stopped – Send notifications when a workflow instance is stopped because of an error.
Completed – Send notifications when a workflow instance is completed.
Unrecoverable – Send notifications when a workflow instance is stopped because of an unrecoverable
error.
Terminated – Send notifications when a workflow instance is terminated.
3. Select the row for an event that you selected in step 2.
4. On the Notification text tab, enter the text of the notification.
5. To personalize the text, you can insert placeholders. Placeholders are replaced with the appropriate data
when the text is shown to users. To insert a placeholder, follow these steps:
a. Click in the field to specify where the placeholder should appear.
d. Click Insert.
e. A common Notification text placeholder to include is "Last Notes: %Workflow.Last note%", which
displays any comments from the previous step.
6. To add translations of the text, follow these steps:
b. On the page that appears, Click Add.
c. In the list that appears, select the language that you will enter the text in.
e. To personalize the text, you can insert placeholders. For instructions about how to enter a placeholder,
see step 5.
f. Click Close.
7. On the Recipient tab, use the following options to specify who should receive the notifications.
NOTIFICATIONS ARE SENT TO THESE TO SEND NOTIFICATIONS, FOLLOW

OPTION USERS THESE STEPS
Participant Users who are assigned to a specific 1. On the Recipient tab, click
group or role Participant.
2. On the Role based tab, in
the Type of participant list,
select the type of group or
role to send notifications to.
3. In the Participant list, select
the group or role to send
notifications to.
Workflow user Users who are participants in this 1. On the Recipient tab, click
workflow Workflow user.
2. On the Workflow user tab,
in the Workflow user list,
select a participant in this
workflow.
User Specific Finance and Operations users 1. On the Recipient tab, click
User.
2. On the User tab, the
Available users list includes
all Finance and Operations
users. Select the users to send
notifications to, and move
those users into the Selected
users list.
8. Repeat steps 3 through 7 for each event that you selected in step 2.
Enter comments about the changes that you made to the workflow
To enter comments about the changes that you made to the workflow, follow these steps.
1. In the left pane, click Notes.
2. In the Enter comments about the workflow field, enter your comments.
3. Review your comments. After you add comments, you can't modify them.
4. Click Add to add your comments to the Comment history area.
Configure manual tasks in a workflow
This topic explains how to configure the properties for a manual task.
To configure a manual task in the workflow editor, right-click the task, and then click Properties to open the
Properties page. Then use the following procedures to configure the properties for the manual task.
Name the task

Follow these steps to enter a name for the manual task.
2. In the Name field, enter a unique name for the task.
Enter a subject line and instructions

You must provide a subject line and instructions to users who are assigned to the task. For example, if you're
configuring a task for purchase requisitions, the user who is assigned to the task sees the subject line and
instructions on the Purchase requisitions page. The subject line appears in a message bar on the page. The user
can then click the icon in the message bar to view the instructions. Follow these steps to enter a subject line and
instructions.
2. In the Work item subject field, enter the subject line.
3. To personalize the subject line, you can insert placeholders. Placeholders are replaced with appropriate data
when the subject line is shown to users. Follow these steps to insert a placeholder:
a. In the text box, click where the placeholder should appear.
d. Click Insert.
4. To add translations of the subject line, follow these steps:
c. In the list that appears, select the language that you're entering the text in.
e. To personalize the text, you can insert placeholders as described in step 3.
f. Click Close.
5. In the Work item instructions field, enter the instructions.
6. To personalize the instructions, you can insert placeholders. Placeholders are replaced with appropriate data
when the instructions are shown to users. Follow these steps to insert a placeholder:
d. Click Insert.
f. Click Close.
Assign the task

Follow these steps to specify who the manual task should be assigned to.
1. In the left pane, click Assignment.
2. On the Assignment type tab, select one of the options in the following table, and then follow the
additional steps for that option before you go to step 3.
OPTION USERS THAT THE TASK IS ASSIGNED TO ADDITIONAL STEPS
Participant Users who are assigned to a specific 1. After you select Participant,
group or role on the Role based tab, in the
Type of participant list,
role to assign the task to.
the group or role to assign
the task to.
Hierarchy Users in a specific organizational 1. After you select Hierarchy,

hierarchy on the Hierarchy selection
tab, in the Hierarchy type
list, select the type of
hierarchy to assign the task
to.
2. The system must retrieve a
range of user names from the
hierarchy. These names
represent users that the task
can be assigned to. Follow
these steps to specify the
starting point and ending
point of the range of user
names that the system
retrieves:
a. To specify the starting
point, select a person
in the Start from list.
b. To specify the ending
point, click Add
condition. Then enter
a condition that
determines where in
the hierarchy the
system stops
retrieving names.
3. On the Hierarchy options
tab, specify which users in the
range the task should be
assigned to:
Assign to all users
retrieved – The task
is assigned to all users
in the range.
Assign only to last
user retrieved – The
task is assigned to
only the last user in
the range.
Exclude users with
the following
condition – The task
isn't assigned to users
in the range who meet
a specific condition.
Click Add condition
to specify the
condition.
Workflow user Users in the current workflow After you select Workflow
user, on the Workflow user
tab, in the Workflow user
list, select a user who
participates in the workflow.
User Specific Microsoft Dynamics 365 for 1. After you select User, click
Finance and Operations users the User tab.
2. The Available users list
includes all Finance and
Operations users. Select the
users to assign the task to,
and then move those users to
the Selected users list.
Queue A work item queue 1. After you select Queue, click

the Queue based tab.
2. To assign the task to a specific
queue, follow these steps:
a. In the Queue type
list, select Work item
queues.
b. In the Queue name
list, select the queue.
3. If a specific condition should
determine which queue the
task is assigned to, follow
these steps:
list, select Conditional
work item queues.
queue.
[!NOTE] This option is used for
only a few workflows, such as
Case management.
3. On the Time limit tab, in the Duration field, specify how much time the user has to complete the task.
Select one of the following options:
Hours – Enter the number of hours that the user has to complete the task. Then select the calendar that
your organization uses, and enter information about your organization's work week.
Days – Enter the number of days that the user has to complete the task. Then select the calendar that
Weeks – Enter the number of weeks that the user has to complete the task.
Months – Select the day and week that the user must complete the task by. For example, you might
want the user to complete the task by Friday of the third week of the month.
Years – Select the day, week, and month that the user must complete the task by. For example, you
might want the user to complete the task by Friday of the third week of December.
If the user doesn't complete the task in the allotted time, the task is overdue. A task that is overdue can be
escalated, based on the options that you select in the Escalation area of the page.
Specify what happens when the task is overdue

If a user doesn't complete the manual task in the allotted time, the task is overdue. A task that is overdue can be
escalated, or automatically assigned to another user. Follow these steps to escalate the task if it's overdue.
1. In the left pane, click Escalation.
2. Select the Use escalation path check box to create an escalation path. The system automatically assigns
the task to the users who are listed in the escalation path. For example, the following table represents an
escalation path.
SEQUENCE ESCALATION PATH
1 Assign to: Donna
2 Assign to: Erin
3 Final action: Reject
In this example, the system assigns the overdue task to Donna. If Donna doesn't complete the task in the
allotted time, the system assigns the task to Erin. If Erin doesn't complete the task in the allotted time, the
system rejects the document that was submitted for processing.
3. To add a user to the escalation path, click Add escalation. On the Assignment type tab, select one of the
options in the following table, and then follow the additional steps for that option before you go to step 4.
USERS THAT THE TASK IS ESCALATED

OPTION TO ADDITIONAL STEPS

hierarchy to escalate the task
to.
represent users that the task
can be escalated to. Follow
retrieves:
point, click Add
a condition that
determines where in
the hierarchy the
system stops
retrieving names.
range the task should be
escalated to:
Assign to all users
retrieved – The task
is escalated to all users
in the range.
Assign only to last
task is escalated to
the range.
Exclude users with
the following
condition – This task
isn't escalated to users
Click Add condition
to specify the
condition.
User Specific Finance and Operations users 1. After you select User, click
the User tab.
users to escalate the task to,
4. On the Time limit tab, in the Duration field, specify how much time the user has to complete the task.
Hours – Enter the number of hours that the user has to complete the task. Then select the calendar that
Days – Enter the number of days that the user has to complete the task. Then select the calendar that
Weeks – Enter the number of weeks that the user has to complete the task.
Months – Select the day and week that the user must complete the task by. For example, you might
want the user to complete the task by Friday of the third week of the month.
Years – Select the day, week, and month that the user must complete the task by. For example, you
might want the user to complete the task by Friday of the third week of December.
5. Repeat steps 3 through 4 for each user that should be added to the escalation path. You can change the
order of the users.
6. If the users in the escalation path don't complete the task in the allotted time, the system takes action on the
task. To specify the action that the system takes, select the Action row, and then, on the End action tab,
select an action.
Specify when the system automatically acts on the task

You can configure the system to take action on the manual task if specific conditions are met. For example, a task
requires that a member of the Expense reports department review the receipts that are submitted together with an
expense report. According to company policy, this task must be performed if the total amount of the expense
report is more than USD 100. In this scenario, you can configure the system to automatically mark the task as
Complete when the total amount is less than 100. Follow these steps to specify when the system takes action on
the manual task.
1. In the left pane, click Automatic actions.
2. Select the Enable automatic actions check box.
6. To verify that the conditions that you entered are configured correctly, follow these steps:
a. Click Test.
defined.
7. In the Auto complete action list, select the action that the system should take on the task.

You can send notifications to people when a manual task has been delegated, escalated, completed, or rejected, or
when a change has been requested. Follow these steps to specify when notifications are sent, and who the
notifications are sent to.
2. Select the check box next to the events that notifications should be sent for:
Delegate – The task has been assigned to another user.
Escalate – The assigned user hasn't completed the task in the allotted time.
Complete – The assigned user has completed the task.
Reject – The assigned user has rejected the document that was submitted.
Request change – The assigned user has requested a change to the document that was submitted.
4. On the Notification text tab, in the text box, enter the text of the notification.
5. To personalize the notification, you can insert placeholders. Placeholders are replaced with appropriate
information when the notification is shown to users. Follow these steps to insert a placeholder:
d. Click Insert.
6. To add translations of the notification, follow these steps:
f. Click Close.
7. On the Recipient tab, specify who the notifications are sent to. Select one of the options in the following
table, and then follow the additional steps for that option before you go to step 8.
OPTION NOTIFICATION RECIPIENTS ADDITIONAL STEPS
notifications to.
the User tab.
users to send notifications to,
Set a time limit

Follow these steps if the manual task must be completed in a specific time.
NOTE
The options that you select in this procedure override the options that you selected in the Assignment and Escalation areas
of the page.
1. In the left pane, click Advanced settings.

2. Select the Set a time limit for the workflow element check box.
3. In the Duration field, specify when the task must be completed. Select one of the following options:
Hours – Enter the number of hours that the task must be completed in. Then select the calendar that
Days – Enter the number of days that the task must be completed in. Then select the calendar that your
organization uses, and enter information about your organization's work week.
Weeks – Enter the number of weeks that the task must be completed in.
Months – Select the day and week that the task must be completed by. For example, you might want the
task to be completed by Friday of the third week of the month.
Years – Select the day, week, and month that the task must be completed by. For example, you might
want the task to be completed by Friday of the third week of December.
4. If the time limit is exceeded, the system takes action on the task. In the Action list, select the action that the
system should take.
Specify which actions are available to the user

When the manual task is assigned to a user, the user must take action on the task. Follow these steps to specify
which actions the user can take on the task.
NOTE
The actions that are available vary, depending on the design of the task.
2. Select the Complete check box if the user should be able to mark the task as Complete.
3. Select the Reject check box if the user should be able to reject the document that was submitted.
4. Select the Request change check box if the user should be able to request changes to the document that was
submitted.
5. Select the Delegate check box if the user should be able to assign the task to another user.
6. Select the Reassign check box if the user should be able to reassign the task to another user in the work item
queue.
7. Select the Release check box if the user should be able to reassign the task to the work item queue. Another
user can then complete the task.
Configure automated tasks in a workflow
This topic explains how to configure the properties for an automated task.
To configure an automated task in the workflow editor, right-click the task, and then click Properties to open the
Properties page. Then use the following procedures to configure the properties for the automated task.
Name the task

Follow these steps to enter a name for the automated task.
2. In the Name field, enter a unique name for the task.

You can send notifications to people when an automated task has been run or canceled. Follow these steps to
specify when notifications are sent, and who they are sent to.
2. Select the check box next to the events to send notifications for:
Execution – Notifications are sent when the task has been run.
Canceled – Notifications are sent when the task has been canceled.
5. To personalize the notification, you can insert placeholders. Placeholders are replaced with appropriate data
when the notification is shown to users. Follow these steps to insert a placeholder:
d. Click Insert.
f. Click Close.

notifications to.
Workflow user Users who participate in the current After you select Workflow
workflow user, on the Workflow user
Configure approval processes in a workflow
Use the following procedure to configure the properties of the approval process.
To configure an approval process, in the workflow editor, right-click the approval element, and then click
Properties to open the Properties form.
Name the approval process

Follow these steps to enter a name for the approval process.
2. In the Name field, enter a unique name for the approval process.
Specify when the system automatically acts on the document

You can configure the system to automatically act on the document if specific conditions are met. For example, the
system can approve expense reports that have total amounts that are less than USD 100. Follow these steps to
specify when the system acts on the document.
1. In the left pane, click Automatic actions.
2. Select the Enable automatic actions check box.
5. Enter additional conditions, if necessary.
6. To verify that the conditions that you entered are configured correctly, complete the following steps:
a. Click Test to open the Test workflow condition form.
b. Select a record in the Validate condition area of the form.
defined.
d. Click OK or Cancel to return to the Properties form.
7. In the Auto complete action list, select the action that the system should take on the document.

You can send notifications to people when a document has been approved, rejected, delegated, or escalated, or
when a change has been requested. Follow these steps to specify when notifications are sent, and who the
notifications are sent to.
2. Select the check box next to the events to send notifications for:
Delegate – When a document has been assigned to another user for approval.
Escalate – When the assigned user has not acted on a document in the allotted time.
Approve – When a document has been approved.
Reject – When a document has been rejected.
Request change – When the assigned user has requested a change to a document that was submitted.
4. Click the Notification text tab.
5. In the text box, enter the text for the notification.
6. To personalize the text, you can insert placeholders, which are replaced with the appropriate data when they
are displayed to users. To insert a placeholder, follow these steps:
a. Click in the text box at the location where the placeholder should appear.
c. In the list that is displayed, select the placeholder to insert.
d. Click Insert.
7. To add translations of the notification, click Translations. In the form that is displayed, follow these steps:
a. Click Add.
b. In the list that is displayed, select the language in which you will enter the text.
c. In the Translated text text box, enter the text.
d. To personalize the text, insert placeholders.
e. Click Close.
8. Click the Recipient tab.
9. Specify who the notifications are sent to. Select one of the options in the following table, and then follow
the additional steps for the option before you go to step 10.
group or role click the Role based tab.
2. In the Type of participant
list, select the type of group
or role to send notifications
to.
notifications to.
Workflow user Users who participate in the current 1. After you select Workflow
workflow user, click the Workflow
user tab.
2. In the Workflow user list,
select a user who participates
in the workflow.
2. The Available users: list
includes all Microsoft
Dynamics 365 for Finance
and Operations users. Select
the users to send notifications
to, and then move these
users to the Selected users
list.
Specify a final approver

You may want to designate a final approver for scenarios where the approver is the person who submitted the
document for approval. Follow these steps to specify a final approver.
2. Select the Use final approver check box.
3. In the list, select the user to be the final approver.
Set a time limit

Follow these steps if the approval process must be completed in a specific time.
NOTE
The options that you select in these steps override the options that you selected in the Assignment and Escalation areas of
each approval step.

3. In the Duration field, specify when the approval process must be completed. Select one of the following
options:
Hours – Enter the number of hours in which the approval process must be completed. Then select the
calendar that your organization uses, and enter information about your organization's work week.
Days – Enter the number of days in which the approval process must be completed. Then select the
calendar that your organization uses, and enter information about your organization's work week.
Weeks – Enter the number of weeks in which the approval process must be completed.
Months – Select the day and week by which the approval process must be completed. For example, you
may want the approval process to be completed by Friday of the third week of the month.
Years – Select the day, week, and month by which the approval process must be completed. For
example, you may want the approval process to be completed by Friday of the third week of December.
4. If the time limit is exceeded, the system acts on the document. In the Action list, select the action that the
system should take.
Specify which actions are available to the user

When a document is assigned to a user for approval, the user must act on the document. Follows these steps to
specify which actions the user can take on the document that was submitted.
2. Select the Approve check box if the user can approve the document.
3. Select the Reject check box the user can reject the document.
4. Select the Request change check box the user can request changes to the document.
5. Select the Delegate check box if the user can assign the document to another user for approval.
NOTE
The Enable actions from the work list in Enterprise Portal check box has been deprecated.
Configure the approval steps
An approval process consists of approval steps. Complete the following procedure to add steps the approval
process and configure the steps.
1. In the workflow editor, double-click the approval process. The workflow editor displays the steps of the
approval process.
2. To add an approval step, drag the step from the Workflow elements area to the canvas.
3. To configure an approval step, see Configure an approval step.
Configure approval steps in a workflow
This topic explains how to configure the properties of an approval step.

To configure an approval step in the workflow editor, right-click the approval step, and then click Properties to
open the Properties page. Then use the following procedures to configure the properties of the approval step.
Name the step

Follow these steps to enter a name for the approval step.
2. In the Name field, enter a unique name for the approval step.

You must provide a subject line and instructions to users who are assigned to the approval step. For example, if
you're configuring an approval step for purchase requisitions, the user who is assigned to the step sees the subject
line and instructions on the Purchase requisitions page. The subject line appears in a message bar on the page.
The user can then click the icon in the message bar to see the instructions. Follow these steps to enter a subject
line and instructions.
2. In the Work item subject field, enter the subject line.
d. Click Insert.
f. Click Close.
6. To personalize the instructions, you can insert placeholders. Placeholders are replaced with appropriate
data when the instructions are shown to users. Follow these steps to insert a placeholder:
d. Click Insert.
f. Click Close.
Assign the approval step

Follow these steps to specify who the approval step should be assigned to.
USERS THAT THE APPROVAL STEP IS

OPTION ASSIGNED TO ADDITIONAL STEPS
role to assign the step to.
the step to.

hierarchy to assign the step
to.
represent users that the step
can be assigned to. Follow
retrieves:
point, click Add
a condition that
determines where in
the hierarchy the
system stops
retrieving names.
range the step should be
assigned to:
Assign to all users
retrieved – The step
is assigned to all users
in the range.
Assign only to last
step is assigned to
the range.
Exclude users with
the following
condition – The step
isn't assigned to any
users in the range
who meet a specific
condition. Click Add
condition to specify
the condition.
users to assign the step to,
3. On the Time limit tab, in the Duration field, specify how much time the user has to take action on, or
respond to, documents that reach the approval step. Select one of the following options:
Hours – Enter the number of hours that the user has to respond. Then select the calendar that your
Days – Enter the number of days that the user has to respond. Then select the calendar that your
Weeks – Enter the number of weeks that the user has to respond.
Months – Select the day and week that the user must respond by. For example, you might want the user
to respond by Friday of the third week of the month.
Years – Select the day, week, and month that the user must respond by. For example, you might want
the user to respond by Friday of the third week of December.
If the user doesn't take action on the document in the allotted time, the document is overdue. A document
that is overdue is escalated, based on the options that you select in the Escalation area of the page.
4. If you assigned the approval step to multiple users or a group of users, on the Completion policy tab,
select one of the following options:
Single approver – The action that is applied to the document is determined by the first person who
responds. For example, Sam has submitted an expense report for USD 15,000. The expense report is
currently assigned to Sue, Jo, and Bill. If Sue is the first person who responds to the document, the
action that she takes is applied to the document. If Sue rejects the document, it's rejected and sent
back to Sam. If Sue approves the document, it's sent to Ann for approval.
Majority of approvers – The action that is applied to the document is determined when most of the
approvers respond. For example, Sam has submitted an expense report for USD 15,000. The
expense report is currently assigned to Sue, Jo, and Bill. If Sue and Jo are the first two approvers
who respond, the action that they take is applied to the document.
If Sue approves the document, but Jo rejects it, the document is rejected and sent back to Sam.
If both Sue and Jo approve the document, it's sent to Ann for approval.
Percentage of approvers – The action that is applied to the document is determined when a
specific percentage of the approvers respond. For example, Sam has submitted an expense report
for USD 15,000. The expense report is currently assigned to Sue, Jo, and Bill, and you entered 50 as
the percentage. If Sue and Jo are the first two approvers who respond, the action that they take is
applied to the document, because they meet the requirement for 50 percent of approvers.
If Sue approves the document, but Jo rejects it, the document is rejected and sent back to Sam.
If both Sue and Jo approve the document, it's sent to Ann for approval.
All approvers – All the approvers must approve the document. Otherwise, the workflow can't
continue. For example, Sam has submitted an expense report for USD 15,000. The expense report is
currently assigned to Sue, Jo, and Bill. If Sue and Joe approve the document, but Bill rejects it, the
document is rejected and sent back to Sam. If Sue, Jo, and Bill all approve the document, it's sent to
Ann for approval.
Specify when the approval step is required

You can specify when the approval step is required. The approval step can always be required, or it can be required
only if specific conditions are met.
The approval step is always required
Follow these steps if the approval step is always required.
1. In the left pane, click Condition.
2. Select the Always run this step option.
The approval step is required in specific conditions
The approval step that you're configuring might be required only if specific conditions are met. For example, if
you're configuring an approval step for a purchase requisition workflow, you might want the approval step to
occur only if the amount of the purchase requisition is more than USD 10,000. Follow these steps to specify when
the approval step is required.
1. In the left pane, click Condition.
2. Select the Run this step only when the following condition is met option.
5. To verify that the conditions that you entered are configured correctly, follow these steps:
a. Click Test.
defined.
Specify what happens when the document is overdue

If a user doesn't take action on a document in the allotted time, the document is overdue. A document that is
overdue can be escalated, or automatically assigned to another user for approval. Follow these steps to escalate
the document if it's overdue.
the document to the users who are listed in the escalation path. For example, the following table represents
an escalation path.
1 Assign to: Donna
2 Assign to: Erin
3 Final action: Reject
In this example, the system assigns the overdue document to Donna. If Donna doesn't respond in the
allotted time, the system assigns the document to Erin. If Erin doesn't respond in the allotted time, the
system rejects the document.
3. To add a user to the escalation path, click Add escalation. On the Assignment type tab, select one of the
options in the following table, and then follow the additional steps for that option before you go to step 4.
USERS THAT THE DOCUMENT IS
OPTION ESCALATED TO ADDITIONAL STEPS

hierarchy to escalate the
document to.
represent users that the
document can be escalated
to. Follow these steps to
specify the starting point and
ending point of the range of
user names that the system
retrieves:
point, click Add
a condition that
determines where in
the hierarchy the
system stops
retrieving names.
range the document should
be escalated to:
Assign to all users
retrieved – The
document is escalated
to all users in the
range.
Assign only to last
document is escalated
to only the last user in
the range.
Exclude users with
the following
condition – The
document isn't
escalated to any users
Click Add condition
to specify the
condition.
USERS THAT THE DOCUMENT IS
User Specific Finance and Operations 1. After you select User, click
users the User tab.
users to escalate the
document to, and then move
those users to the Selected
users list.
4. On the Time limit tab, in the Duration field, specify how much time the user has to take action on, or
respond to, documents. Select one of the following options:
Hours – Enter the number of hours that the user has to respond. Then select the calendar that your
Days – Enter the number of days that the user has to respond. Then select the calendar that your
Weeks – Enter the number of weeks that the user has to respond.
Months – Select the day and week that the user must respond by. For example, you might want the user
to respond by Friday of the third week of the month.
Years – Select the day, week, and month that the user must respond by. For example, you might want
the user to respond by Friday of the third week of December.
order of the users.
6. If the users in the escalation path don't respond in the allotted time, the system automatically take action on
the document. To specify the action that the system takes, select the Action row, and then, on the End
action tab, select an action.
Configure manual decisions in a workflow
This topic explains how to configure the properties of a manual decision.

To configure a manual decision in the workflow editor, right-click the manual decision, and then click Properties to
open the Properties page. Then use the following procedures to configure the properties of the manual decision.
Name the decision

Follow these steps to enter a name for the manual decision.
2. In the Name field, enter a unique name for the manual decision.

You must provide a subject line and instructions to users who are assigned to the manual decision. For example, if
you're configuring a decision for purchase requisitions, the user who is assigned to the decision sees the subject
line and instructions on the Purchase requisitions page. The subject line appears in a message bar on the page.
The user can then click the icon in the message bar to view the instructions. Follow these steps to enter a subject
line and instructions.
2. On the Instructions tab, in the Work item subject field, enter the subject line.
d. Click Insert.
f. Click Close.
6. To personalize the instructions, you can insert placeholders. Placeholders are replaced with appropriate data
when the instructions are shown to users. Follow these steps to insert a placeholder:
d. Click Insert.
f. Click Close.
Specify the possible outcomes of a decision

Typically, when a document is assigned to a decision maker, the decision maker is asked a question. The answer to
this question is usually Yes or No, or True or False. Follow these steps to specify the possible outcomes of the
manual decision.
2. On the Outcomes tab, in the Outcome 1 field, enter the name of the outcome, or the option.
3. To add translations of the outcome, follow these steps:
e. Click Close.
4. In the Outcome 2 field, enter the name of the outcome, or the option.
5. To add translations of the outcome, follow these steps:
e. Click Close.

You can send notifications to people when a decision has been made, delegated, or escalated. Follow these steps to
specify when notifications are sent, and who the notifications are sent to.
2. Select the check box next to the events that notifications should be sent for:
[Choice 1] – The assigned user has selected [Choice 1].
[Choice 2] – The assigned user has selected [Choice 2].
Delegate – The assigned user has assigned the decision to another user.
Escalate – The assigned user hasn't made the decision in the allotted time.
5. To personalize the notification, you can insert placeholders. Placeholders are replaced with appropriate data
when the notification is show to users. Follow these steps to insert a placeholder:
d. Click Insert.
f. Click Close.
the group or to send
notifications to.
Assign a decision
Follow these steps to specify who a manual decision should be assigned to.
USERS THAT THE DECISION IS
role to assign the decision to.
the decision to.

hierarchy to assign the
decision to.
decision can be assigned to.
Follow these steps to specify
the starting point and ending
retrieves:
point, click Add
a condition that
determines where in
the hierarchy the
system stops
retrieving names.
range the decision should be
assigned to:
Assign to all users
retrieved – The
decision is assigned to
all users in the range.
Assign only to last
decision is assigned to
the range.
Exclude users with
the following
condition – The
decision isn't assigned
to any users in the
range who meet a
specific condition. Click
Add condition to
specify the condition.
the User tab.
users to assign the decision
to, and then move those
list.
Queue A work item queue 1. After you select Queue, click

the Queue based tab.
2. To assign the decision to a
specific queue, follow these
steps:
list, select Work item
queues.
list, select the queue.
3. If a specific condition should
determine which queue the
decision is assigned to, follow
these steps:
work item queues.
queue.
[!NOTE] This option is used for
only a few workflows, such as
Case management.
3. On the Time limit tab, in the Duration field, specify how much time the user has to make the decision.
Hours – Enter the number of hours that the user has to make the decision. Then select the calendar that
Days – Enter the number of days that the user has to make the decision. Then select the calendar that
Weeks – Enter the number of weeks that the user has to make the decision.
Months – Select the day and week that the user must make the decision by. For example, you might
want the user to make the decision by Friday of the third week of the month.
Years – Select the day, week, and month that the user must make the decision by. For example, you
might want the user to make the decision by Friday of the third week of December.
If the user doesn't make the decision in the allotted time, the decision is overdue. A decision that is overdue
is escalated, based on the options that you select in the Escalation area of the page.
Specify what happens when a decision is overdue

If a user doesn't make the decision in the allotted time, the decision is overdue. A decision that is overdue can be
escalated, or automatically assigned to another user. Follow these steps to escalate the decision if it's overdue.
the decision to the users who are listed in the escalation path. For example, the following table represents
an escalation path.
1 Assign to: Donna
2 Assign to: Erin
3 Final action: [Choice 1]
In this example, the system assigns the overdue decision to Donna. If Donna doesn't make the decision in
the allotted time, the system assigns the decision to Erin. If Erin doesn't make the decision in the allotted
time, the system selects [Choice 1] as the decision.
3. To add a user to the escalation path, click Add escalation. Select one of the options in the following table,
and then follow the additional steps for that option before you go to step 4.


hierarchy to escalate the
decision to.
decision can be escalated to.
Follow these steps to specify
the starting point and ending
retrieves:
point, click Add
a condition that
determines where in
the hierarchy the
system stops
retrieving names.
range the decision should be
escalated to:
Assign to all users
retrieved – The
decision is escalated to
all users in the range.
Assign only to last
decision is escalated to
the range.
Exclude users with
the following
condition: – The
decision isn't escalated
to any users in the
range who meet a
specific condition. Click
Add condition to
specify the condition.
the User tab.
users to escalate the decision
to, and then move those
list.
4. On the Time limit tab, in the Duration field, specify how much time the user has to make the decision.
Hours – Enter the number of hours that the user has to make the decision. Then select the calendar that
Days – Enter the number of days that the user has to make the decision. Then select the calendar that
Weeks – Enter the number of weeks that the user has to make the decision.
Months – Select the day and week that the user must make the decision by. For example, you might
want the user to make the decision by Friday of the third week of the month.
Years – Select the day, week, and month that the user must make the decision by. For example, you
might want the user to make the decision by Friday of the third week of December.
order of the users.
6. If the users in the escalation path don't make the decision in the allotted time, the system makes the
decision. To specify the option that the system selects, select the Action row, and then, on the End action
tab, select an option.
Set a time limit

Follow these steps if the decision must be made in a specific time.
NOTE
The options that you select in this procedure override the options that you selected in the Assignment and Escalation areas
of the page.

3. In the Duration field, specify when the decision must be made. Select one of the following options:
Hours – Enter the number of hours. Then select the calendar that your organization uses, and enter
information about your organization's work week.
Days – Enter the number of days. Then select the calendar that your organization uses, and enter
information about your organization's work week.
Weeks – Enter the number of weeks.
Months – Select the day and week that the decision must be made by. For example, you might want the
decision to be made by Friday of the third week of the month.
Years – Select the day, week, and month that the decision must be made by. For example, you might
want the decision to be made by Friday of the third week of December.
4. If the time limit is exceeded, the system makes the decision. In the Action list, select the option that the
system should select.
Configure conditional decisions in a workflow
Use the following procedure to configure the properties of a conditional decision.

A conditional decision is a point at which a workflow divides into two branches. To configure a conditional
decision, in the workflow editor, right-click the conditional decision, and then click Properties to open the
Properties form.
Name a decision
Follow these steps to enter a name for a conditional decision.
2. In the Name field, enter a unique name for the conditional decision.
Set conditions
The system determines which branch is used by evaluating the submitted document to determine whether it
meets specific conditions.
4. Enter additional conditions, if they are required.
5. To verify that the conditions that you entered are configured correctly, complete the following steps:
a. Click Test to open the Test workflow condition form.
b. Select a record in the Validate condition area of the form.
defined.
d. Click OK or Cancel to return to the Properties form.
Configure parallel activities in a workflow
To configure a parallel activity, complete the following procedures in the workflow editor.
A parallel activity consists of workflow branches that run at the same time.
Name a parallel activity

Follow these steps to enter a name for a parallel activity.
1. Right-click the parallel activity, and then click Properties to open the Properties form.
3. In the Name field, enter a unique name for the parallel activity.
4. Click Close.
Configure the branches of a parallel activity

Follow these steps to add and configure the branches of this parallel activity.
1. Double-click the parallel activity to display the branches of the parallel activity.
2. To add a branch, drag the Branch element from the Workflow elements area to an insertion point on the
canvas. The following figure shows an insertion point.
NOTE
The order of the branches is not important because all the branches of a parallel activity run at the same time.
3. To configure each branch, see Configure a parallel branch.

Configure parallel branches in a workflow
To configure a parallel branch, complete the following procedures in the workflow editor.
A parallel branch is essentially a workflow that runs in the context of a parent workflow.
Name a branch
Follow these steps to enter a name for a parallel branch.
1. Right-click the parallel branch, and then click Properties. The Properties form is displayed.
3. In the Name field, enter a unique name for the parallel branch.
4. Click Close.
Design and configure the elements of a branch

Follow these steps to design and configure the elements of a parallel branch.
1. Double-click the parallel branch.
2. Drag workflow elements onto the canvas, and then configure the elements, just as you would to create any
other workflow. For more information, see Create a workflow.
Create a workflow
Configure line-item workflows
This topic explains how to configure a line-item workflow element.

To configure a line-item workflow element, in the workflow editor, right-click the element, and then click
Properties to open the Properties page. Then use the following procedures to configure the properties of the
line-item workflow element.
Name the line-item workflow element

Follow these steps to enter a name for the line-item workflow element.
2. In the Name field, enter a unique name for the line-item workflow element.
Specify whether the same workflow is used to process all line items
Follow these steps to specify whether the same workflow is used to process all the line items on a document.
2. If the same workflow should process all the line items on a document, click Invoke a single workflow for
all line-items. Then select the workflow to use to process the line items.
3. If a specific workflow should process line items that meet a specific set of conditions, click Invoke a
workflow for each line-item. Then follow these steps to define the set of conditions:
a. Click Add.
b. Select the condition in the table.
c. On the Condition name tab, enter a name for the set of conditions that you're defining.
d. Click Add condition to enter a condition.
e. Enter any additional conditions that are required.
f. To verify that the set of conditions that you entered is configured correctly, click Test. On the Test
workflow condition page, in the Validate condition area, select a record, and then click Test. The
system evaluates the record to determine whether it meets the conditions that you defined. Click OK or
Cancel to return to the Properties page.
On the Workflow tab, select the workflow select the workflow to use to process line items that meet the set
of conditions that you defined.
Configure the Workflow message processing batch
job as critical
The workflow system uses various batch jobs. Workflow message processing is an important batch job used to
process workflow messages. If workflow is a key component of your organization, you should consider configuring
the Workflow message processing batch job as critical.
Configuring the Workflow message processing batch job as critical ensures that the system actively tracks its
status. When a critical batch job fails, the support team can better monitor failures and take action to resolve any
issues that may have caused the failure.
Follow these steps to configure the Workflow message processing batch job as critical.
1. Navigate to the Batch jobs page.
2. Search for Workflow message processing using the quick filter.
3. Select the Workflow message processing batch job.
4. Click Edit in the action pane.
5. Select the Critical Job check box.
6. Click Save in the action pane.
Delegate work items in a workflow
Manually delegate a work item

To delegate an individual work item, select the Delegate option in the Workflow menu and then enter the user to
be delegated to along with a comment. This will reassign the work item to that user so they can complete it.
Automatically delegate work items

If you plan to be out of the office or otherwise unavailable to act on work items for a period of time, you can
automatically delegate new work items to other users using the User options page.
Set up automatic delegation
1. Go to Common > Setup > User options.
2. Click the Workflow tab.
Make sure the Delegation section is expanded. To configure the system to automatically delegate your
work items to other users, you must create delegation rules, which specify when certain types of work
items are delegated. Follow these steps to create a delegation rule.
3. Click Add.
4. In the Scope field, select an option.
All – Delegate all work items that are assigned to you. Module – Delegate only the work items that are
related to a specific type of workflow. If you select this option, you must select the type of workflow in the
Name field. Workflow – Delegate only the work items that are related to a specific workflow. If you select
this option, you must select the workflow in the Name field.
5. In the Delegate field, select the user to delegate the work items to.
Use the Start date/time and End date/time fields to specify when you want the work items to be
automatically delegated.
6. In the Start date/time field, enter a date and time.
7. In the End date/time field, enter a date and time.
8. Select the Enabled check box to activate the delegation rule.
If you selected Module as the Scope, then you must select the module in the Name field. If you selected
Workflow as the Scope, then you must select the specific workflow to delegate in the Name field.
9. In the Comment field, enter a comment that explains why you are delegating the work items.
View workflow history
Use these steps to view the status of a document that was submitted to the workflow system for processing and
approval. The demo data company used to create this procedure is USMF.
1. Go to Common > Inquiries > Workflow > Workflow history.
Use this form to view the status of a document that was submitted to the workflow system for processing
and approval.
The Instance ID is the identification code of the workflow instance that is processing, or has processed
the document.
The Status is the workflow status of the document.
The Workflow ID is the identification code of the workflow that is processing, or has processed the
document.
The Document is the identification code of the document.
The Document type is the type of document that was submitted for processing.
The Workflow is the name of the workflow that is processing, or has processed the document.
The Version is the version number of the workflow that is processing, or has processed the document.
The Created date and time is the date and time that the document was submitted.
The Elapsed time is the time that has passed since the document was submitted.
The Resume button allows you to resume the workflow process for the selected document.
The Recall button allows you to recall the selected document so that it is not processed.
2. In the list, click the link in the selected row.
Make sure the Work items section is expanded. In this section you can view the work items that are
associated with the selected document. For example, a task may have to be completed, or the document
may have to be approved.
The Reassign button will open a dialog box where you can reassign a work item to another user.
Make sure the Tracking details section is expanded. In this section you can view the workflow history of
the selected document.
Enable users to receive workflow-related email
messages
You can configure the system to send email messages to users when workflow -related events occur. For example,
email messages can be sent to users when documents are assigned to them for approval. The demo data company
used to create this procedure is USMF.
1. Go to System administration > Users > Users.
3. Click User options.
4. Click the Workflow tab.
Make sure that the Notifications section is expanded. In the Notifications section, you can specify how
you want the user to be notified about workflow -related events.
5. In the Line-item workflow notification type field, select an option.
Grouped – Notifications for line items are grouped into a single email message. Individual – An email
message is sent for each line item.
If you want the user to receive notifications in the client, select the Send notifications in email check box.
6. Click Save.
7. Close the page.
Alerts
About alerts
Alerts form a notification system for critical events in Microsoft Dynamics 365 for Finance and Operations. You can
use alerts to stay informed about events that you want to track during the workday. You can easily create your own
set of alert rules so that you're alerted about deliveries that are overdue, orders that are deleted, prices that change,
or other events that you must respond to.
In enterprise resource planning (ERP ), there are several typical scenarios where the alerts feature in Finance and
Operations can be used. Here are some examples.
Scenario 1: Create an alert rule for new sales orders
1. Open the All sales orders page.
2. On the Action Pane, on the Options tab, in the Share group, select Create a custom alert.
3. In the Create alert rule dialog box, on the Alert me when FastTab, in the Event field, select Record has been
created.
Scenario 2: Create an alert rule for postponement of a delivery date
1. Open the All purchase orders page.
2. Select a purchase order ID to access the purchase order details.
3. Expand the Purchase order header FastTab.
4. On the Action Pane, on the Options tab, in the Share group, select Create a custom alert.
5. In the Create alert rule dialog box, on the Alert me when FastTab, in the Field field, select Delivery date.
6. In the Event field, select has been postponed.
After you close the Create alert rule dialog box, your rule appears on the Manage alert rules page. You can use
the Manage alert rules page to update your existing alert rules. For example, you can modify event triggers,
update event notifications, and update expiration dates. To open the Manage alert rules page, use the Alert me
button on the Options tab of the Action Pane.
What occurs when an alert rule is created?

When you create alert rules, you can associate a predefined event with a specific field. For example, the date that is
specified in the field arrives, or the contents of the field change. Alternatively, you can associate an event with the
records on a specific page. For example, a record is created, or a record is deleted.
When the selected event occurs for the field or for a record on the page, an alert is sent to you. For example, you
create a rule where you associate the Delivery date field on a specific purchase order line with the was due this
amount of time ago event. You set the time frame to five days. In this case, an alert is sent five days after the
delivery date of that purchase order line.
Additionally, you can refine alert rules by setting conditions. For example, you can be alerted about new purchase
orders that are created for specific vendor accounts.
Preparing for an alert

Before you set up an alert rule, decide when or in what situations you want to receive alerts. When you know which
event you want to be notified about, in Finance and Operations, find the page where the data that causes that event
appears. The event can be a date that arrives or a specific change that occurs. Therefore, you must find the page
where the date is specified, or where the field that changes or the new record that is created appears. After you
have this information, you can create the alert rule.
Components of an alert rule

An alert rule has five components:
Event – The event that triggers an alert rule can be a date that arrives or a specific change that occurs. You
define events on the Send email alerts for job status changes FastTab of the Create alert rule dialog
box.
Condition – On the Alert me for FastTab of the Create alert rule dialog box, you can select the scope of
the condition, to control when you're alerted about events. You can apply the rule either to the current record
only or to all visible records on the page. If the rule applies across legal entities, you can set the
Organization-wide option to Yes.
Expiry of rule – On the Alert me until FastTab of the Create alert rule dialog box, you can specify how
long the alert rule should be active.
Contents – On the Alert me with FastTab of the Create alert rule dialog box, you can specify the subject
text and message text that the alert messages should use.
User – On the Alert who FastTab of the Create alert rule dialog box, you can specify which user should
receive the alert messages. By default, your user ID is selected.
NOTE
This option is restricted to organization administrators.
Email notifications from alerts

Email notifications from alerts are not yet enabled. This will be enabled in a future update.
Create alert rules
Getting started
Before you set up an alert rule, decide when or in what situations you want to receive alerts. When you know which
event you want to be notified about, in Microsoft Dynamics 365 for Finance and Operations find the page where
the data that causes that event appears. The event can be a date that arrives or a specific change that occurs.
Therefore, you must find the page where the date is specified, or where the field that changes or the new record
that is created appears. After you have this information, you can create the alert rule.
When you create an alert rule, you define the criteria that must be met before an alert is triggered. You can think of
criteria as a match between the occurrence of an event and the fulfillment of specific conditions. When an event
occurs, the system starts to perform a check according to the conditions that are set up in Finance and Operations.
Events
The event that triggers an alert rule can be a date that arrives or a specific change that occurs. Triggers for events
are defined on the Alert me when FastTab of the Create alert rule dialog box. The events that are available for a
particular field depend on the trigger that is selected.
For example, if you're setting up an alert rule for the Start date field, due date events are appropriate. Therefore,
the is due in event type is available for that field. However, for a field such as Cost center, a due date event isn't
appropriate. Therefore, the is due in event type isn't available. Instead, the has changed event type is available.
Event types
Three types of events can occur:
Create-type and delete-type events – These events trigger an alert when a record is created or deleted.
Update-type events – These events trigger an alert when the data in a specific field changes.
Due date-type events – These events trigger an alert when a date arrives.
Changes that occur can be initiated by a user. For example, a user changes the delivery date of a purchase order.
Alternatively, changes can occur as part of a process. For example, the Status field on a page changes to reflect the
life cycle of various processes in the system.
Conditions
On the Alert me for FastTab of the Create alert rule dialog box, you can use conditions to control when you're
alerted about events.
For example, you can specify that the system should alert you when the status of purchase orders changes, but
only if the status matches a specific set of conditions. Specifically, you want to be alerted when the status of a
purchase order is set to Received. This change in status is the event that triggers the alert.
Next, you must decide which purchase orders you want to be alerted about. For example, you can select one of the
following options. These options define the conditions for the alert rule.
Current selected record – You receive an alert when the status of a specific purchase order changes to
Received.
All records – You receive an alert when the status of a purchase order is changed for an item in the active page
view. You can use the advanced filtering that is available on the page to create rules for a specific set of records.
For example, you can create an alert that is triggered for all purchase orders for the customers in a specific
customer group.
Expiry of rule
On the Alert me until FastTab of the Create alert rule dialog box, you can specify how long the alert rule should
be active.
Alert contents
On the Alert me with FastTab of the Create alert rule dialog box, you can specify the subject text and message
text that the alert messages should use.
User ID
On the Alert me with FastTab of the Create alert rule dialog box, you can specify which user should receive the
alert messages. By default, your user ID is selected. This option is restricted to organization administrators.
Create an alert rule

1. Open the page that contains the data to monitor.
2. On the Action Pane, on the Options tab, in the Share group, select Create alert rule.
3. In the Create alert rule dialog box, in the Field field, select the field to monitor.
4. In the Event field, select the type of event.
5. On the Alert me for FastTab, select an option.
6. If the alert rule should become inactive on a specific date, on the Alert me until FastTab, select an end date.
7. On the Alert me with FastTab, in the Subject field, accept the default subject heading for the email message, or
enter a new subject. The text is used as the subject heading for the email message that you receive when an
alert is triggered.
8. In the Message field, enter an optional message. The text is used as the message that you receive when an alert
is triggered.
9. Select OK to save the settings and create the alert rule.
Batch processing of alerts
Alerts are processed by the batch processing functionality in Microsoft Dynamics 365 for Finance and Operations.
You must set up batch processing before alerts can be delivered.
Finance and Operations supports two types of events:
Events that are triggered by change-based events. These events are also referred to as create/delete and update
events.
Events that are triggered by due dates.
You can set up batch processes for each type of event.
Batch processing for change-based events

Finance and Operations reads all change-based events that have occurred since batch processing was last run.
Change-based events include updates to fields, the deletion of records, and the creation of records. These events
are compared with the conditions that are set up in alert rules. When an event matches the conditions in a rule, the
batch process generates an alert.
Frequency for change -based events
For change-based events, you can set up a batch job that triggers the processing of an event soon after the event is
logged by the system. If you set up the batch job to recur more often, users receive their alerts sooner after
changes occur. However, a high frequency for batch processing might adversely affect system performance.
On the other hand, a batch job that recurs less often, and that is scheduled for times when the system load is low,
might help improve system performance. However, a low frequency for batch processing might not meet the users'
demands for timely alerts.
Therefore, when you set up the frequency of batch processing for change-based events, consider the balance
between the timeliness of alerts and the performance of the whole system. These considerations become more
relevant as the number of users who create alert rules increases. The frequency doesn't affect the number of events
that must be processed. However, if more users create rules, more checks must be done. This type of data exchange
might affect system performance.
The risks of low batch frequency
If you set up a low frequency for batch processing for change-based events, data that is relevant to the conditions
in alert rules might be changed before the batch is processed. Therefore, you might lose alerts.
For example, an alert rule is set up to trigger an alert when the event is customer contact changes and the
condition is customer = BB. In other words, when the customer contact for customer BB is changed, the event is
logged. However, the batch processing system is set up so that batch processing occurs less often than data entry.
If the customer name is changed from BB to AA before the event is processed, the data in the database no longer
matches the condition in the rule, customer = BB. Therefore, when the event is finally processed, no alert is
generated.
Set up processing for change -based alerts
1. Go to System administration > Periodic tasks > Alerts > Change based alerts.
2. In the Change based alerts dialog box, enter the appropriate information.
Batch processing for due-date events
Finance and Operations detects all events that are caused by due dates, and these events are compared with the
conditions that are set up in alert rules. The batch process generates an alert when an event matches the conditions
in a rule.
Frequency for due -date events
For due-date events, you might want to set up batch jobs that are run during the night or at specific times of the
day, to balance the system load. We recommend that you set up the batch job so that it's run at least one time per
day. If alerts should be sent as early as possible, set up the batch processing to occur immediately after the system
date is changed. If you want to generate alerts for due-date events that occur after a batch job has already
processed alerts, you can run the batch job again on the same day.
For example, a batch job has been run on a particular day. You then create a purchase order that has a due date that
should trigger an alert on that same day. To receive the alert on that day, you must run the batch job again after the
purchase order is created. However, if you don't run the batch job again on that day, the next day's batch job detects
any due-date events that weren't processed on previous days.
NOTE
Even when the batch process is run more than one time per day, alerts aren't duplicated for the same due-date event and
conditions. Alerts are generated only for dates that have become due because of changes that occurred in the system after
the last batch job was run.
Batch processing window

The processing of alert rules in a company can be stopped for several reasons. These reasons include vacations,
system errors, or other issues that prevent the batch jobs from being run for some time.
To prevent due-date alerts from becoming obsolete because the batch job hasn't been run for several days, you can
set up a batch processing window. A batch processing window can be used to prevent a batch job from being run
for a specified number of days.
If you set up a batch processing window, an alert is sent when the alert rule is processed, even if the alert exceeds
the time limit that is defined in the due-date criteria. An alert continues to be sent for as long as the period that is
defined by this time limit plus the batch processing window isn't exceeded. However, when the period that is
defined by the time limit plus the batch processing window is exceeded, an alert is no longer sent.
Set up processing for due -date alerts
1. Go to System administration > Periodic tasks > Alerts > Due date alerts.
2. In the Due date alerts dialog box, enter the appropriate information.
Case management
By planning, tracking, and analyzing cases, you can develop efficient resolutions that can be used for similar issues.
For example, when customer service representatives or Human Resources generalists create cases, they can find
information in knowledge articles to help them work with or resolve a case more efficiently. The following
examples show how cases can be used for different situations in an organization.
Example: How Fabrikam uses cases for customers in the private sector
Lisa, a customer service representative at Fabrikam, receives a telephone call from Lionel, a Fabrikam customer.
Lionel is having trouble setting the correct volume level on the new sound system that Fabrikam just installed in his
music store. Lisa creates a case for Lionel and assigns the Volume category to the case. Because Lisa knows that
it's important for Lionel to have music in his store, she elevates the priority and assigns a one-day service level
agreement (SLA) to the case. She also enters the case details in the case log. Lisa notices that several knowledge
articles are associated with the Volume category, and that three of them are marked as helpful for resolving cases.
Lisa opens each article and discusses the resolution steps with Lionel, but none of the solutions solve the issue that
Lionel is having with his new sound system. Lisa tells Lionel that an audio technician will call him within 24 hours
and work with him to try to solve the issue. Lisa activates the case, and a set of activities is created. She assigns the
activities to Terrence, a member of the audio engineering team. Terrence sees that new activities are assigned to
him. He opens the case and reads the case log to learn more about the case. Terrence encountered the same issue
the day before, and he developed a solution. Terrence contacts Lionel and offers this solution for the issue. Terrence
also enters it in the case details. Because his solution is successful, Terrence decides to document it, so that other
people can use it if they encounter the same issue. Terrence adds the document to the Knowledge article page,
assigns the document to the Volume category, and manually elevates the ranking, so that other Fabrikam
employees will know that it's a successful solution. Terrence then elevates the case to the next level. By elevating the
case, he creates a new activity for Marie, who is a quality assurance representative in the customer service
department. Marie sees that a new activity is assigned to her, and she opens the case that is associated with the
activity. Marie reviews the case and the case details to make sure that the correct process was followed for the case.
She verifies that the actual case time did not exceed the time frame that was estimated in the SLA. She notes that
Terrence contacted the customer, and that the issue was resolved. Marie is satisfied with the treatment that the
customer received and the results of the case. She resolves the case as closed. When Marie closes the case, the
open activity that is assigned to her is also closed.
Example: How City Power & Light uses cases for customers in the
public sector
Annie, a customer service representative with City Power & Light, receives a telephone call from a resident of the
city that City Power & Light serves. Annie records the call as an activity and takes notes of the conversation. The
resident tells Annie that his house has no power. Annie informs the resident that City Power & Light will
investigate, find, and resolve the issue as quickly as possible. She then creates a case, associates the telephone call
with the case, and creates a service order. Annie knows that other residents are likely to call to report a power
outage. Therefore, to avoid overwhelming the customer service center, and to save time, Annie sends a group
instant message (IM ) to inform the other representatives about the issue, and to tell them that a case and service
order have been created. She includes the case number and service order number in her IM. Then, if City Power &
Light receives more telephone calls about the power outage, the customer service representatives can create an
activity for each telephone call and assign it to the existing case.
Example: How Fabrikam uses cases for employees
The following scenarios show how Fabrikam Human Resources generalists in different locations can use case
management when they address issues for employees.
In Great Britain
Cristine, the Human Resources generalist for the Great Britain division of Fabrikam, receives a telephone call from
Claus, a Fabrikam employee. Claus informs Cristine that nine weeks ago, immediately after the birth of his son, he
changed the number of dependents on his tax withholdings. Claus wants to know why the changes haven't become
effective. Cristine creates a case for Claus. She reviews Claus's tax information and learns that, although Claus
entered new dependent information, he didn't select a start date for the new tax withholdings. Cristine sends an
email message to inform Claus that he must select a start date and resubmit his changes. Claus replies to Cristine's
message to tell her that he has now selected a start date and resubmitted his changes. Cristine attaches the email
message from Claus to the case record, verifies that the correct changes were made and submitted, and closes the
case.
In the United States
Luke, the Human Resources generalist for the United States division of Fabrikam, receives an email message from
Shannon, a Fabrikam employee. Shannon is a machine operator who was injured on the job six months ago. Since
then, she has been working with Humongous Insurance to have her medical expenses paid. Because Shannon
contacted Luke about this issue four weeks ago, a case has already been created. Shannon's new email message
explains that Humongous Insurance is still not returning her telephone calls. Luke opens the existing case, adds
Shannon's email message as a document, and reviews the case log. When Luke created this case, he assigned the
Insurance category to it. He now sees that there is a new knowledge article that is associated with the Insurance
category. Luke reads the knowledge article and learns that all phones at Humongous Insurance are down while the
company's telephone system is being updated. The article states that the insurance company sent an email
message to all its customers, but that several customers did not receive the message because of a problem with the
company's email system. All customers who have active insurance claims are asked to send their inquiries to
Humongous Insurance by email or paper mail. Luke sends Shannon an email message that explains what she must
do to have her insurance claim settled. He also ranks the knowledge article that he read as a helpful source of
information. Luke creates another activity for himself, so that he can follow up with both Shannon and Humongous
Insurance in four weeks to make sure that the claim has been resolved. After four weeks, Luke contacts Shannon.
He learns that Humongous Insurance has paid her claims, and that she is happy with the resolution. Luke changes
the status of the case to Closed.
Plan case category security, case processes, and case
categories
This article describes the considerations and decisions that you must make during the planning process, before you
configure cases in Microsoft Dynamics 365 for Finance and Operations.
You can use the case functionality to resolve both issues that are external to your organization and internal issues.
Case category security by role

Only appropriate employees in an organization should have access to cases and related information. To control
which employees have access to view, create, and update different types of cases, you can assign security roles to
case category types. You must determine which security roles should have access to the various case category
types.
Decision: Determine which security roles should have access to the following case category types. Your
organization might not use all these category types, so make decisions only for those categories that are
appropriate.
General
Sales
Purchase
Service
Project
Production
Collections
Audit
Web
Human Resources
Product change
FMLA
Case processes
You should set up processes that employees must follow for the cases that are opened in your organization.
Processes help guarantee consistency for the people who are involved in cases, and also help employees resolve
cases faster and more efficiently. You can set up a process for each case category that cases are assigned to.
Although planning a separate process for each case type takes time, case resolution will go much more smoothly if
the processes are planned out.
Decisions: For each case process, you must make the following decisions:
What are the name and description of the process?
Is the process active, and should employees use it when they handle a case that the process is assigned to?
Who in the organization will be responsible for applying the process to a case? For example, Cost accounting or
Human resources might be responsible for some case processes. Note that multiple areas can be responsible
for completing one process.
Case categories
The Case category hierarchy provides a list of categories that you can assign cases to (see the "Case category
security by role" section). Each top-level category includes subcategories, so that you can create more specific
categories for the cases that your organization works with. Review the list of existing categories and subcategories
to determine whether you must create more. If you must create more categories and subcategories, you must
make the following decisions for each addition.
Decisions:
Are you creating a new top-level category?
What is the name of the category
Are you creating a new subcategory?
What is the parent category of the subcategory?
What is the name of the subcategory?
Which worker will own the subcategory?
What department is the subcategory assigned to?
What case process will be assigned to this subcategory?
What is the default service level agreement (SLA) that is assigned to this subcategory?
Should an activity be created when a case that this subcategory is assigned to is opened?
If so, what are the activity category, type, purpose, and phase?
Should a follow -up activity for the case be created?
If so, what are the follow -up activity category, type, purpose, and phase?
Configure document management
This topic explains how to configure document management (document handling) so that it stores file attachments
and notes for records. It includes information about the concepts and features that are involved in this functionality.
To learn more about document management, watch the short Document Management in Dynamics 365 for
Finance and Operations video.
Configure document types

Document types are used to categorize the documents that you attach to records or the templates that you create.
Each document type can be stored in a unique location.
A default set of document types is provided. You can use these document types to categorize an attachment as a
file, image, note, or URL. The File and Image default document types are configured to use Azure storage as the
location.
To create a new document type, follow these steps.
1. Go to the Document types page.
2. Click New.
3. In the Type field, enter a short name for the new document type, such as SharePoint or HR Docs.
4. In the Name field, enter a longer name, such as SharePoint files or HR Docs.
5. In the Class field, specify a class to define the behavior for the document type:
Attach file – The user is prompted for a file.
Attach URL – The user can enter a URL in the Notes field, such as http://www.microsoft.com . The Open
button on the Attachments page will open the URL on a browser tab.
Simple note – The user can add a simple note in the Notes field.
6. If you specified Attach file in the Class field, in the Location field, specify the storage mechanism to use.
7. If you specified SharePoint in the Location field, specify the Microsoft SharePoint address in the
SharePoint Address field. To do this, click the Edit button (pencil symbol) and use the Folder selection
dialog box.
Configure SharePoint storage

Microsoft SharePoint Online is one of the storage locations that are supported natively. Currently, only SharePoint
Online is supported. Support for on-premises SharePoint (a local SharePoint server) may be added in the future.
To use SharePoint storage, set the Location field for a document type to SharePoint. Then, in the SharePoint
Address field, enter a valid SharePoint address.
To configure SharePoint storage, follow these steps.
1. Go to the Document management parameters page.
2. On the SharePoint tab, in the Default SharePoint server field, review the host name that was
automatically detected for the SharePoint site, such as contosoax7.sharepoint.com. Typically, the SharePoint
host name is in the form tenantname.sharepoint.com, and accounts on that tenant are in the form
user1@tenantname.onmicrosoft.com .
Typically, if no default SharePoint server is specified, either there is no SharePoint site for the tenant, or a
valid Microsoft Office 365 license isn't associated with the current user (the admin).
3. Optional: Click Test SharePoint connection to test the specified SharePoint host name.
4. Optional: Click Open SharePoint to open the specified SharePoint host name in a browser.
Troubleshooting SharePoint communication
SharePoint communication works for the current user only if the following conditions are met:
An Office 365 license is associated with the user's account.
The user is a typical user on the tenant, not an external user (for example, a user from another tenant).
There is a SharePoint site for the tenant (for example, Contoso.SharePoint.com).
Configure file types

By modifying the list of file extensions that are allowed, you can control the types of files that users can attach to
records.
To specify file types, follow these steps.
1. Go to the Document management parameters page.
2. On the File types tab, review the default file types.
3. Remove any file types that users should not be able to attach to records, and add any file types that users should
be able to attach to records.
Configure document preview

The attachments preview uses the Web app Open Platform Interface (WOPI) that is provided by Microsoft Office
Online Server. On the Document management parameters page, on the General tab, in the Office Web Apps
Server field, specify the Office Online Server instance to use for attachment previews. The default value is
https://onenote.officeapps.live.com . This value points to the cloud-based WOPI server.
For an on-premises environment

When an environment is on-premises, the default cloud-based WOPI server can't read the attachment file to
provide a preview. If previews are required, you must install an on-premises Office Online Server instance and
configure it inside the environment. Set the Office Web Apps Server field to the host name of the installed Office
Online Server instance, and then click Save.
If previews aren't required, set the Office Web Apps Server field to https://localhost . The preview will then
show the message "No preview available" instead of an error message.
Other configuration
Here are some other configuration options to consider, although these options are rarely used:
On the Document management parameters page, on the General tab, you can use the Use Document
Tables option to enable the Active document tables allow list. If you set this option to Yes, you disable
attachments on all other tables. Therefore, turn on this option only when it's required.
On the Document management parameters page, on the General tab, you can use the Maximum file size
in megabytes field to set the maximum file size for attachments. Note that the ability of users to provide files is
also constrained by the file size limit that is set for the environment in configuration files. These configuration
files can't be changed via a client page.
On the Options page (Settings > User options), on the Preferences tab, you can use the Enable document
handling option to disable document handling (document management).
Accessing document management attachments

Document management appears to users as the Attach button (keyboard shortcut: Ctrl+Shift+A ) at the top of
most forms that contain data sources. Clicking the Attach button will open the Attachments form in the context of
the data source of the currently selected control on the form.
The Attach button will also show a count of attachments for the currently selected record, so the user can see
whether there are attachments on the current record without opening that form. The count will show 0-9, and then
9+ to limit the performance impact and visual noise of determining and showing larger counts.

What is the difference between document handling and document management?
There is no difference between document handling and document management. Both terms refer to the same
functionality. Different terms are used in different versions of the product.
What is the difference between document management and print management?
Document management lets you add notes, documents, and other files to records.
Print management lets you control print settings for selected reports. Print settings include the number of copies,
the printer destination, and the multilanguage text that can be included on the report. For more information, see
Document Reporting Services overview.
What is the difference between document types and file types?
Document types are used to categorize the documents that you attach to records or the templates that you create.
Each document type can be stored in a unique location. The table for document types is named DocuType.
File types include Microsoft Word documents and images. A file type is denoted by the extension of the file, such as
.txt, .png, .doc, .xlsx, or .pdf.
Does document management integrate with Office 365?
Yes. SharePoint storage is supported natively and can be selected as the storage location for a document type. In
addition, any URL addressable file can be made an attachment via the URL document type.
How does the default storage location for Document Management change in on-premises environments?
For on-premises environments, the Azure Blob storage provider for attachments is replaced by a file folder storage
provider so that attachments are kept on-premise instead of being stored in the cloud. Therefore, the default
storage location for attachments is a file folder.
If I accidentally delete an attachment stored in Azure Blob storage, can it be restored?
If an attachment stored in Azure Blob storage is accidentally deleted, it cannot be restored or recovered because it
has been permanently deleted and the reference to it has also been deleted.
Is the database information about attachments stored separately from the attachments themselves?
Record attachment information is stored in the DocuRef and DocuView tables. The DocuRef table is the record that
represents the attachment. The DocuRef record points to the record being attached to and to a DocuView record.
The DocuView record points to the file that is the attachment. Files are stored outside the database, therefore any
database operations, like restoring from backup, will only affect the database information about the attachment, not
the attachment file itself.
Can attachments be stored in the database?
No. By default, attachments are stored in Azure Blob storage.
What are the main differences between Azure Blob storage and database storage?
Database storage is Azure SQL Database. File storage is Azure Blob storage. Azure Blob storage is simpler and
much less expensive.
How much storage do we get for Azure Blob storage?
That information is in the licensing guide. Currently, you get 40 gigabytes (GB ) of storage.
What is the cost for additional storage?
The cost for additional storage varies, but it's similar to the standard Azure costs for storage. In other words, the
cost is about $0.05 per GB.
How can we learn how much storage we've already used?
There will be proactive communications when you're approaching your database and file storage limits. However,
Microsoft Dynamics Lifecycle Services (LCS ) provides some information, and you can log support requests for
additional information.
Is there an option to export all document attachments from the system?
Although attachments can be exported, that capability isn't a standard capability, because there isn't a standard
attachment entity. Entities that provide attachments for a specific business document or record must be built.
Configure and send email
The behavior of the email subsystem is influenced by a combination of administrator configuration, user
configuration, and user choices. This topic is divided into sections for administrators and users. This topic is divided
into sections for administrators and users to make it easy to find relevant information.
In Dynamics 365 for Finance and Operations both administrators and users set the behavior of the email
subsystem.
Administrator: Email parameters page

On the Email parameters page, note the following settings on the Email providers tab.
FIELD DESCRIPTION
Batch email provider Specifies which email provider will be used to send emails that
are sent by processes in a batch or non-interactive manner.
The Exchange provider will use the account associated with the
batch process.
Attachment size limit Specifies the maximum size of a single email that can be sent
via the email subsystem.
On the Email parameters page, note the following settings on the SMTP settings tab.
FIELD DESCRIPTION
Outgoing mail server The host name of the desired SMTP server.
For Office 365 production (including *.onmicrosoft.com
accounts) use smtp.office365.com. (You can find this
setting at outlook.office.com at Settings > Mail >
POP and IMAP.)
For Outlook/Hotmail use smtp-mail.outlook.com.
SMTP port number Typically, the port number should be set to 587 for secure
transport.
User name and Password Specify, as needed, to send the email via the appropriate mail
account. All users need to provide the SMTP account Send As
and Send On Behalf Of permissions to enable the ability to
send Simple Mail Transfer Protocol (SMTP) mail. You can
configure Send As permissions in the Office 365 admin center
(portal.office.com/Admin), at Users > Active users > User >
Edit mailbox permissions > Send email from this
mailbox. For more information, see Enable sending email
from another user's mailbox in Office 365.
Specify if SSL is required Determines whether secure transport is used. Typically, this is
Yes, except for internal or troubleshooting scenarios.
Administrator: Email Distributor batch process

Email that is sent directly from the server, without user interaction, via SMTP is sent by the Email distributor
batch process. That batch process must be started to process the email queue. To start the process, open the
Email distributor batch pane (System administration > Periodic tasks > Email processing > Batch) and
turn on Batch processing.
If the Exchange provider is used, then the user account associated with the batch process (usually admin) will be
sender.
Administrator: User email

The default email address for each user is pulled from the Email field on the Users page (System administration
> Users > Users). An email address should be specified for each user for sign in, so this field should be populated.
Users can override this default if needed.
User: Email provider selection section on the Options page

The Options page can be opened via Settings > User options. The Email provider selection section is on the
Account tab.
FIELD DESCRIPTION
Email provider ID Allows the user to select the email provider that should be
used when sending an email. Selecting an option here is the
equivalent of selecting Do not ask again in the How would
you like to send email dialog box. Selecting the blank option
Prompt for which email provider to use will cause the
How would you like to send email dialog box to display
when an email is going to be sent.
Email Allows the user to provide an email address override for the
From field of the email. By default, the email alias that
associated with the user account is used as the From field in
new emails, but this user option email address will override
that. When sending email via SMTP the user needs to have
appropriate Send As and Send On Behalf Of permissions
configured in Exchange or on the SMTP server.
[!NOTE] You can configure Send As and Send On Behalf
Of permissions in the Office 365 admin center
(portal.office.com/Admin) at Users > Active users > User
> Edit mailbox permissions > Send email from this
mailbox. For more information, see Enable sending email
from another user's mailbox in Office 365.
User (optional): How would you like to send email dialog box
When an email is going to be sent, the user will see the How would you like to send email dialog box that will
list the available options for sending email.
FIELD DESCRIPTION
Use an email app, such as Outlook Provides the user with a generated email (.eml) file.
FIELD DESCRIPTION
Use Exchange email server Uses the Exchange Online server associated with the tenant.
The email will be sent using Exchange Web Services (EWS). On-
premises Exchange servers are not supported at this time for
the Exchange mail provider.
Use the Microsoft Dynamics 365 for Finance and Operations Opens the Send email composition dialog box and then
email client sends the resulting email via SMTP.
Do not ask again If this field is not selected, the next time an email is sent the
most recently selected option will be used and the dialog box
will not open.
User (optional): Send email dialog box

The Send email dialog box is opened to allow the user to edit the contents of the email that will be sent. Some of
the following fields will be pre-populated in this window.
FIELD DESCRIPTION
From Populated from the Email field on the Options page.
To, Cc, Bcc, Subject, and Body Populated with values specified by the process that initiated
the sending of the email. These fields can be edited as needed
by the user.
Attachments list May be populated with attachments specified by the process

that initiated the sending of the email. This list can be edited
as needed by the user.
When the email is ready to be sent, the Send button will cause the email to be sent via SMTP.
Usage scenarios to verify if email is configured correctly

Send mail via a local mail client
Email workflows that are enabled via the SysEmail framework can generate email messages (.eml files) that contain
attachments. You can then send these messages via Microsoft Outlook or another email client.
1. In Internet Explorer, navigate to Accounts receivable > Customers > All customers.
2. Select US -008 Sparrow Retail.
3. Click Collect > Customer balances > Collections to open the Collections page.
4. Click Communicate > Email > Statements to contact.
5. Click OK to accept the default values in the dialog box.
6. If you're prompted for the mail option to use, clear the Do not ask again check box (you can change this option
from the User options page), select Use an email app, such as Outlook, and then click OK.
7. If you're using Internet Explorer on your computer, open the email (.eml) file that is generated. If you're using
Internet Explorer on the VM, copy the file to your computer, and open it there.
8. Note the email address in the To field and the generated workbook attachment.
Send mail via SMTP
Email workflows that are enabled via the SysEmail framework can also be created in a simple email dialog box and
then sent via Simple Mail Transfer Protocol (SMTP ).
1. In Finance and Operations, go to the Email parameters page.
2. Click SMTP settings.
3. Set the Outgoing mail server to the desired SMTP server:
For Office 365 production (including *.onmicrosoft.com accounts) use smtp.office365.com. (Find this
setting via outlook.office.com, at Settings > Mail > POP and IMAP.)
For Outlook/Hotmail use smtp-mail.outlook.com.
4. Set the user name and password to an appropriate email account and password.
5. Leave SSLRequired turned on, and leave SMTP port number set to 587.
6. Click Save.
12. If you're prompted for the mail option to use, select Use the Microsoft Dynamics 365 for Finance and
Operations email client, and then click OK.
13. To receive the test message, change the To address to your email address.
Ensure that the account specified in the SMTP settings is able to Send As and Send On Behalf Of your
email account. The easiest way to ensure this to use your email account in the SMTP settings.
14. Enter a subject and body for the message.
15. Click Send. The message should be delivered in one to five minutes.
Administrator: Workflow email notifications

Workflow email configuration is a collection of related settings that work in conjunction.
Workflow email notification setup
1. Verify email settings:
a. Go to System administration > Setup > Email > Email parameters.
b. Verify that SMTP is enabled.
c. Set the SMTP mail server settings.
2. Verify that the email batch process is running:
a. Go to System administration > Periodic tasks > Email processing > Email distributor batch.
b. Enable the Batch processing option.
c. Optionally, adjust the recurrence of the email process:
a. Select No end date to adjust all recurrences of the email batch process.
b. Adjust the count.
c. Adjust to run every minute if needed.
3. Verify workflow notification system email templates:
a. Go to System administration > Setup > Email > System email templates (for system-wide
templates).
b. Verify that the Sender email field is set and valid.
4. Verify workflow notification organization email templates:
a. Go to Organization administration > Setup > Organization email templates (for organization-
specific templates).
b. Verify that the Sender email field is set and valid.
5. Verify that the user can receive email notifications:
a. Go to Settings > User options.
b. Go to the Account tab.
a. Set the email provider ID (for example, SMTP ).
b. Optionally, set the email address for the provider if it was not the default from the user setup.
c. Navigate to the Workflow tab. Set the option to send notifications in email to Yes.
6. Verify that the workflow system will send email notifications:
For each workflow that should have a notification, open the workflow properties in the workflow editor.
a. Click Basic settings. Adjust the email template for the workflow notifications.
b. Click Notifications.
a. Enable the events for which a user should be notified.
b. Set the recipient of the workflow notification for each event notification that is enabled.
c. On a workflow approval element for which a user should be notified:
a. Go to Properties.
b. Enable the events for which a user should be notified.
c. Set the recipient of the workflow notification for each event notification that is enabled.
Workflow email notification testing
The testing for email notifications is to simply trigger the notification and then check for it.
1. Submit a workflow that has been set up for email notifications.
2. Check the workflow history to make sure that a workflow work item was assigned to the expected user.
3. Check the status of the pending email notification in System administration > Periodic tasks > Email
processing > Email sending status.
If the email is fails to send, make sure that the SMTP mail account can be opened.
4. Check for the email notification in the appropriate inbox.
Troubleshoot email
There are a few standard steps that can help you troubleshoot the configuration of email settings.
1. Verify email settings:
a. Go to System administration > Setup > Email > Email parameters.
b. Verify that SMTP is enabled.
c. Verify the settings of the SMTP mail server.
d. Sign in to the SMTP account in a separate window to make sure that the account and password are
correct.
2. Verify that the email batch process is running:
a. Go to System administration > Periodic tasks > Email processing > Batch.
b. Make sure that the Batch processing option is set to Yes.
c. Review the recurrence of the email process:
a. Select No end date to adjust all recurrences of the email batch process.
b. Adjust the count as you require.
3. To review the contents and status of the pending emails, go to System administration > Periodic tasks >
Email processing > Email sending status.
a. If you're using a release that is earlier than Platform update 28, personalize the form to add the email
sender for easy review. To do this, right-click the grid header, select Add columns, select Email, and then
click Insert. If the Email field isn't added into the grid, you can view the sender by selecting Show
message, and then selecting the Email field.
b. Verify that emails are being sent from the correct account. If the account is incorrect, you need to adjust
settings such as user options, system templates, or organization templates, as needed.
c. Verify that all email user accounts have been granted permission to Send As for the configured SMTP
account (see step 4 for details).
4. In the Office 365 admin center, verify that all user mail accounts that will be used to send emails have Send
As and Send On Behalf Of permissions for the configured SMTP account. For more information, see
Enable sending email from another user's mailbox in Office 365.
5. Sign in to all user mailboxes to verify that they are valid and can be signed in to.
6. If you continue to experience issues when email is sent via SMTP, try to enter the SMTP account
information in a tool such as SMTPer.net to verify that the SMTP server and account are valid and working
correctly.
Troubleshoot the Exchange mail provider

The Email parameters page allows an administrator to select Exchange as an interactive email provider and as the
Batch email provider. The Exchange mail provider will use the current user's Exchange Online account to send
emails. When used as the Batch email provider, the batch account will be used. No additional configuration is
needed. If troubleshooting is needed, ensure that the current user's account can be signed into and that emails can
be sent from that account to the intended recipients.
Other notes
The system communicates with Exchange or an SMTP server like a typical email client, so standard behavior and
limits apply. For example, standard Exchange Online receiving and sending limits apply.
Office integration troubleshooting
Configure email functionality in Microsoft Dynamics AX [AX 2012]
Date/time data and time zones
This article provides information about date and time fields, and time zones in Microsoft Dynamics 365 for Finance
and Operations.
Date and time fields

There are three types of date and time fields in Microsoft Dynamics 365 for Finance and Operations They
correspond to different data types in the database:
Combined date/time fields – These fields are the preferred method of entering date and time data in
Microsoft Dynamics 365 for Finance and Operations. The utcdatetime data type stores time and date data in a
single field in Coordinated Universal Time (UTC ). UTC is the primary time standard by which the world
regulates clocks and time. It is, within about 1 second, mean solar time at 0° longitude; it does not observe
daylight saving time. Time zones around the world are expressed using positive or negative offsets from UTC.
For most purposes, UTC is considered interchangeable with Greenwich Mean Time (GMT). The current version
of UTC is defined by International Telecommunications Union Recommendation (ITU -R TF.460-6).
Date fields – These fields are used to enter dates only. The date data type stores a day, month, and year.
However, these values are not stored in UTC and cannot be associated with a time zone.
Time fields – These fields are used to display the number of seconds that have elapsed since midnight on the
current date. The timeofDay data type stores an integer value. Time values are not stored in UTC.
Time zones
To express UTC times in the local time, you must provide a time zone. The time zone controls the offset from UTC
that is the equivalent of the local time. For example, the offset for Moscow is UTC+3. Your preferred time zone is
first set according to the Windows locale of your computer, although it might have been changed by an
administrator. Your preferred time zone is used only when displaying combined dates and times. To set the
preferred time zone for a user, go to Users page. The page will show the list of users of the system. Select the user
that you want to set the preferred time zone for, and click User options. On the Language and region tab, select
the preferred time zone.
Leave and absence management
The Leave and absence management module offers a flexible framework for defining the absence management
process. Leave and absence plans can be created to determine how employees accrue or are granted time off. After
employees are enrolled in a plan, they can submit time-off requests for approval by managers. Leave tracking lets
both first-level managers and Human Resources (HR ) managers see who is taking time off and how much time off
each employee still has.
Leave and absence management provides the following features:
Define leave and absence types.
Leave types define the various types of absences that employees can report. Because these types are user-
defined, they can be tailored to your organization. Some typical leave types include paid time off (PTO ),
leave, short-term disability, jury duty (this leave type is specific to the United States), and bereavement.
Define leave and absence plans that are tiered to fit your business.
Leave and absence plans can be defined so that accrual occurs at specific frequencies, such as annually,
monthly, or semimonthly. Plans can also be defined as a grant, where a single accrual occurs on a specific
date.
Leave plans often contain tiers, where some groups of employees receive additional benefits, based on the
amount of time that they have been with the organization. These user-defined tiers enable automatic
enrollment in additional benefit hours, based on the date criteria that are defined. Leave plans can also be
configured to enforce a maximum carry-over amount or a minimum balance, to prevent employees from
using more benefit hours than they have accrued.
Typical leave plans include tiered plans that grant a benefit of 80 hours of PTO to new employees but a
benefit of 120 hours after 60 months of service. Additional plans might grant floating holidays or position-
based benefits, such as executive-only benefit hours.
Enroll employees in leave and absence plans individually or through mass assignment that is
based on job criteria.
Several job-related filters can be used to assign a group of employees to a leave plan. HR managers can
view an employee to see what leave and absence plans the employee is enrolled in. Alternatively, HR
managers can view all plans and the related employee enrollments.
Suspend leave and absence plans.
Leave and absence plans can be suspended to make them inactive and prevent additional accruals. Accruals
are suspended for employees if their employment ends.
Adjust entitlements and grants.
An employee can be enrolled in a higher plan tier by using a worker-specific date to override the employee's
default plan offering. Employees can receive a manual adjustment to their leave and absence balance at the
time of plan enrollment, or HR can make a manual adjustment at any time.
Apply a workflow to time-off requests.
A workflow can be customized and applied to time-off requests to meet the organization’s requirements.
Track employee absence balances.
Employees, their manager, and HR can view leave and absence balances. HR can use interactive reports to
track plan enrollments and time-off balances by type.
Submit time-off requests.
Employees can submit time-off requests against their available hours. Requests can be simple single-day
requests or multiple-day requests that include multiple leave and absence types. If a workflow isn't enabled,
the requests are automatically approved. If a workflow is enabled, the approval can be automatic, or it can
require sign-off, depending on the workflow configuration.
Leave and absence concepts
The concepts and terms that are described in this topic can help you determine how an employee is awarded time
off, and how that employee's time balances are calculated. For more information about leave and absence
management, see Leave and absence management.
Leave plan details

Start date
The start date is the date when accrual processing begins. The start date also serves as the anniversary date that is
used to calculate carry-forward amounts.
Accruals
Accruals determine when and how often an employee is awarded time off. Policies about when accruals should be
awarded and policies about proration are defined in the Accruals section when setting up the leave and absence
plan.
Accrual frequency
The accrual frequency defines how often leave is accrued or awarded. The following options are available:
Daily
Weekly
Biweekly
Semimonthly
Monthly
Quarterly
Semiannually
Annually
None
Accrual period basis
The accrual period basis determines the date that is used to calculate accrual periods. The following options are
available:
Plan start date
Employee specific date – When this option is selected, the value determines the source of the initial date
value that is used to calculate accrual periods. The following options are available:
Custom
Anniversary date
Original hire date
Seniority date
Worker's adjusted start date
Worker's start date
Accrual award date
The accrual award date determines when an employee is awarded time off. The following options are available:
Accrual period end date – The employee will be awarded time off on the last day of the award period.
To accrue the correct amount, the accrual process must include the whole period. For example, the accrual
period is January 1, 2018, through January 31, 2018. In this case, for January to be included, the accrual
must be run for February 1, 2018.
Accrual period start date – The employee will be awarded time off on the first day of the award period.
Accrual policy on enrollment
The accrual policy on enrollment defines how accrual is calculated when an employee is enrolled in the middle of
an accrual period. The following options are available:
Prorated – The date range between the enrollment date and the start date is used to determine the difference
in days. That difference is applied when accruals are processed.
Full accrual – The full accrual amount, based on the tier, is awarded during the first accrual processing.
No accrual – No accrual is awarded until the next accrual period.
Accrual policy on unenrollment
The accrual policy on unenrollment defines how accrual is calculated when an employee is unenrolled in the middle
of an accrual period. The following options are available:
Prorated – The date range between the enrollment date and the start date is used to determine the difference
in days. That difference is applied when accruals are processed.
Full accrual – The full accrual amount, based on the tier, is awarded during the first accrual processing.
No accrual – No accrual is awarded until the next accrual period.
Accrual schedule
The accrual schedule determines how an employee will accrue time off, and what amounts that employee will
accrue and carry forward. Tiers can be created so that time off is awarded based on different levels.
Months of service
The Months of service value defines the minimum number of months that employees must work to be entitled to
accruals. If no minimum is required for employees, set the value to 0.
Hours worked
The Hours worked value defines the minimum number of hours that employees must work per accrual period to
be entitled to accruals. If no minimum is required for employees, set the value to 0.
Accrual amount
The accrual amount is the number of hours or days that employees will accrue per period. The period is based on
the accrual frequency.
Minimum balance
A negative value can be used for the minimum balance if employees can request more leave than they have
available.
Maximum carry-forward
The accrual process will adjust leave balances that exceed the maximum carry-forward balance on the anniversary
of the start date.
Grant amount
The grant amount is the initial number of hours or days that employees are granted when they first enroll in the
leave plan. The amount doesn't accrue for each accrual period.
Enrollments and balances
Enrollment date
The enrollment date determines when an employee can start to accrue time off. For example, if an employee is
enrolled in a vacation plan on June 15, 2018, she can't accrue any time off before June 15, 2018.
Current balance
The current balance is the amount of leave that is available for time off requests. This amount includes accruals,
approved requests, and adjustments through the current date.
Current balance examples
Annual plan
Plan setup
PLAN START DATE ENROLLMENT DATE ACCRUAL FREQUENCY ACCRUAL PERIOD BASIS ACCRUAL AWARD DATE
1/1/2018 1/1/2018 Annual Plan start date End of accrual period
Accruals are processed on January 1, 2019 (1/1/2019), so that that whole period is included.
Results
MAXIMUM CARRY- CURRENT BALANCE (AS

ACCRUAL AMOUNT MINIMUM BALANCE FORWARD REQUEST AMOUNT OF 1/1/2019)
200 0 120 40 160
Current balance (160) = Accrual amount (200) – Request amount (40)

Semimonthly plan
Plan setup
1/1/2018 2/1/2018 Semimonthly Plan start date End of accrual period
Accruals are processed on May 1, 2018 (5/1/2018), so that that whole period is included.
Results

5 0 120 8 22
Current balance (22) = Accrual amount (5 × 6) – Request amount (8)

Monthly plan
Plan setup
Accruals are processed on May 1, 2018 (5/1/2018), so that that whole period is included.
Results
5 0 120 8 7
Current balance (7) = Accrual amount (5 × 3) – Request amount (8)

Forecasted balance
The forecasted balance is the amount of leave that is available on a future date. Accruals and carry-forward
adjustments are forecasted up to that date.
The following formula is used:
Monday forecasted balance = Current balance – Requests + Accruals – Carry-forward adjustment
Forecasted balance examples
Annual plan
Plan setup
1/1/2018 1/1/2018 Annual Plan start date End of accrual period
Accruals are processed on February 15, 2019 (2/15/2019), so that that whole period is included.
Results
MAXIMUM CARRY- FORECASTED BALANCE

ACCRUAL AMOUNT MINIMUM BALANCE FORWARD CURRENT BALANCE (AS OF 2/15/2019)
20 0 20 40 40
Forecasted balance (40) = Accrual amount (20) + Current balance (40) – Carry-forward adjustment (20)
Semimonthly plan
Plan setup
Results

5 0 20 40 35
Forecasted balance (35) = Accrual amount (5 × 3) + Current balance (40) – Carry-forward adjustment (20)
Monthly plan
Plan setup
Results

10 0 20 40 30
Forecasted balance (30) = Accrual amount (10 × 1) + Current balance (40) – Carry-forward adjustment (20)
Proration balance examples
Prorated monthly plan
Plan setup
PLAN START DATE ACCRUAL FREQUENCY ACCRUAL PERIOD BASIS
1/1/2018 Monthly Plan start date
Results
MONTHS OF ENROLLMENT ACCRUAL PROCESS

EMPLOYEE SERVICE DATE START DATE AMOUNT ACCRUAL BALANCE
Jeannette 0.00 6/1/2018 6/1/2018 1.00 9/1/2018 3.00

Nicholson
Jay Norman 0.00 6/15/2018 6/15/2018 1.00 9/1/2018 2.53
Full accrual monthly plan

Plan setup
Results

Jeannette 0.00 6/1/2018 6/1/2018 1.00 9/1/2018 3.00

Nicholson
Jay Norman 0.00 6/15/2018 6/15/2018 1.00 9/1/2018 3.00
No accrual monthly plan

Plan setup
Results

Jeannette 0.00 6/1/2018 6/1/2018 1.00 9/1/2018 3.00

Nicholson
Jay Norman 0.00 6/15/2018 6/15/2018 1.00 9/1/2018 2.00

Accrue time off based on hours worked
Overview
Organizations with hourly employees can award time off based on hours worked instead of tenure with the
organization. The hours worked data is typically stored in a time and attendance system. In Talent: Core HR, those
regular and overtime hours worked can be imported and used as a basis for an employee's award.
Leave plans
Within the leave plan, the accrual type can either be months of service or hours worked. When hours worked is
selected, there are two types of hours to use for the accural: regular and overtime.
To set up a leave plan to use hours worked, follow these steps:
1. On the Leave and absence plans page, click Create new plan.
2. Enter a name for your leave plan.
3. Select the accrual frequency for the plan.
4. Select the start date for the plan.
5. Choose the accrual period basis and select the employee-specific date, if applicable.
6. For the accrual schedule, select Hours worked for the accrual type.
7. Select the type of hours to be used for the accrual.
8. Enter the number of hours worked and the associated accrual amount, minimum balance, and maximum
carryforward or grant amount.
Accrual processing for hours worked plans uses the accrual frequency, along with the accrual period basis, to
determine the hours to be accrued.
Annual accrual frequency

ACCRUAL AWARD HOURS WORKED ACCRUAL HOURS WORKED HOURS WORKED
DATE TIER AMOUNT DATES ACTUALS AWARD
12/31/2018 2080 144 1/1/2018- 2085 144

12/31/2018
12/31/2018 2080 144 1/1/2018- 2000 0

12/31/2018
Monthly accrual frequency

8/31/2018 160 12 8/1/2018- 184 12

8/31/2018
8/31/2018 160 3 8/1/2018- 184 3

8/31/2018
Semi-monthly accrual frequency
8/31/2018 80 6 8/16/2018- 81 6
8/31/2018
8/31/2018 80 6 8/16/2018- 75 0
8/31/2018
Weekly accrual frequency

8/31/2018 40 3 8/27/2018- 42 3
8/31/2018
8/31/2018 40 3 8/27/2018- 35 0
8/31/2018
Employee assigned leave plans

In the employee's assigned leave plans, the tier basis and type of hours is displayed for plans where hours worked
is defined as the accrual type. For active plans, the actual hours worked for the accrual periods as of the current
date is also displayed for reference.
Loading data
Actual hours can be imported by using the Leave and absence hours worked entity in data management. If you are
using working time calendars, the import will validate that regular hours worked doesn't exceed the scheduled
hours in a day defined by the calendar. The import also validates that the hours worked for a given day doesn't
exceed 24 hours.
The following information is needed to import actual hours to be used in the leave accrual process:
Personnel number
Date worked
Type
Hours
A single date can only have one of each type associated with it.
PERSONNELNUMBER DATEWORKED TYPE HOURS
000337 8/6/2018 Regular 8
000337 8/7/2018 Regular 8
000337 8/7/2018 Overtime 3
000337 8/8/2018 Regular 8

PERSONNELNUMBER DATEWORKED TYPE HOURS
000337 8/7/2018 Regular 8
000337 8/9/2018 Regular 8

Working time calendars
The working time calendar enables you to create a calendar with the hours and days that employees work in your
organization. Calendars streamline the time off request process by default in the hours or days. When an employee
submits a time off request, they don't have to worry about holidays and closures, which is handled for them
through the working time calendar.
Setting up a working time calendar

Calendars include generation details, the days and hours you want to included, the days of the calendar, working
times for those days as well as enrolled employees.
To set up a calendar, follow these steps:
1. On the Organization Administration page, click Calendars.
2. On the Action Pane, select New and enter a name and description.
3. Choose the work days for your organization and enter work time.
4. Add Holidays and closures by using the Add button.
5. Enter the name and description for the holidays and closures, such as US holidays or Bank holidays. Enter
the dates for the holidays and closures. Save the Holidays and closures list and close the page.
6. Select the holidays and closures list from the drop-down menu.
7. If your employees have non-work time, such as lunches or breaks, add those as well. Select Non-work time
and enter the name and time range. Close the page.
8. Click Add to add the non-work time to your calendar.
9. On the Days tab, select Generate to generate the days in your calendar. Enter the date range for the
calendar. The days and working times are generated based on the work days and times defined under the
generation options in conjunction with the dates selected.
10. To assign a calendar to employees, select Assign to employees in the Action Pane. Select the that
employees you would like to assign this calendar to, and then click Assign.
Employees aren't required to have calendars assigned. If there is a working time calendar defined, off days are
automatically excluded from the request. The amount, in hours or days, defaults to the working times defined in the
calendar. If an employee doesn't have a calendar assigned, all days are available for time off and the amount of time
off is not the default for the request.
Compensation plans
Compensation and Benefits Managers can use Compensation management to maintain and process fixed and
variable compensation plans for the organization's employees.
Introduction
Compensation management is used to control the delivery of base pay and awards. An employee's fixed base pay
and merit increases are controlled through fixed compensation plans. The payment of incentive pay, such as bonus
payments, performance awards, stock options, and grants, and also one-time awards, are controlled through
variable compensation plans.
Employees can be enrolled in one or more plans of both types. An employee must meet the following
requirements in order to be eligible for enrollment in a compensation plan:
The employee must have an active position assignment.
The employee must meet the criteria that are defined by eligibility rules for a compensation plan.
Compensation setup
The following table lists components of the compensation process that can be integral in setting up your
company's compensation plans.
COMPONENT MORE INFORMATION…
Fixed compensation actions Fixed compensation actions accomplish two purposes:

Actions can specify the kind of information that must
be recorded when an employee’s compensation
changes. For example, you can require that the reason
a change, such as a promotion or a demotion be
recorded.
Actions can ensure that a calculation is applied when
fixed compensation plans are processed. For example,
actions of type Equity will compare the employees pay
to the minimum reference point for the level on the
employee's and ensure the employee is getting paid at
least the minimum.
Levels Levels are associated with jobs and any positions that are
related to a job reference. You can create discrete levels for
the three types of compensation plans: Grade, Band, and Step.
Range utilization matrix A range utilization matrix helps you transition employees to
the control point for their jobs. You can also use range
utilization to control pay rate equity in the company without
regard to an individual employee's performance or the overall
performance of the company. For example, employees who
are paid lower in their range get higher percentage increases
than employees who are paid higher in the range. In this
manner, you can systematically offset equity differences. The
range utilization is calculated as follows: (Fixed Pay Rate -
Range Minimum) ÷ (Range Maximum - Range Minimum).
Reference point setups A reference point setup includes a set of reference points that
represent ranges in a matrix. Each range can be associated
with a pay rate. For example, grade plans will often have
reference points of Minimum, Midpoint, and Maximum.
Compensation matrix A compensation matrix is the set of reference points and

levels that you use to create a compensation structure.
Compensation structure A compensation structure is a compensation matrix that has

pay rates associated with the reference points for each level.
Eligibility rules Eligibility rules are used to identify employees in specific jobs,
job functions, job types, departments, labor unions, or
compensation regions that are covered by specific
compensation plans. You must create eligibility rules for both
variable and fixed compensation plans in order to enroll
employees in the plan. After eligibility rules are specified for a
compensation plan, you can define the levels that should
apply to the jobs that are covered by the plan.
Pay frequencies Pay frequencies are used to define the time period for which
the compensation is specified. For example, the pay frequency
helps you understand if the compensation amount is specified
as an annual salary versus an hourly pay rate. Pay frequencies
are also used to set up conversion factors to convert
compensation amounts from monthly, weekly, biweekly and
hourly pay frequencies to an annual pay frequency.
Compensation regions Compensation regions are used to specify employee

compensation based on the location of the workplace.
Control point The control point defines what you consider to be the ideal
pay rate for all employees at a compensation level. For grade
plan structures, control points are typically the midpoint of
the ranges. Band structures rarely use control points. You can
specify the control point for a fixed compensation plan in the
Fixed compensation plans form.
Job functions Job functions are used to classify and filter compensation
plans to specific jobs.
Job types Job types are used to classify and filter compensation plans to
specific jobs.
Variable compensation types Variable compensation types, such as stock awards or cash
award bonuses, are set up in variable compensation plans.
Compensation grids Compensation grids contain the compensation structure.

Compensation grids can be used by one or more
compensation plans.
Performance plans Performance plans are used to associate performance with an

allocation matrix, so that you can use the plan in a pay-for-
performance strategy.
Performance ratings Performance ratings are used in performance plans to

determine the amount of a merit award or performance
award.
Process events
A process event calculates compensation information for a specific period for all employees who are enrolled in
one or more fixed or variable compensation plans. You can run a process event repeatedly to test or update
calculated compensation results.
Compensation events
Each time a process event is run, a compensation event is created. Compensation events contain the results of the
compensation process for each employee included in that process event. When the calculations are correct, you
can load the compensation event to update the compensation records for the employees who are affected by the
process event.
Recommendations
After you run a process event, you can recommend adjustments to an employee’s merit increase or award amount,
based on the calculated guidelines of the process event. To make recommendations for employees, you must
enable recommendations when you set up compensation plans or when you set up the process event.
Fixed compensation refers to an employee's regular gross salary or wages. This topic describes the components
that must be set up before you can create a fixed compensation plan and enroll employees.
Fixed compensation amounts can be calculated for your employees, based on factors such as performance, region,
and budget increases. Microsoft Talent supports step, grade, and band compensation types.
Fixed compensation components

Compensation levels
You can use compensation levels to set compensation for various jobs, to help guarantee that the employees
who hold those jobs are paid fairly. On the Compensation levels page, you can set up the compensation levels
that are required for each step, grade, and band plan. Use the Up and Down buttons to put the levels in the correct
order, according to their type. By setting compensation levels on a job, you help guarantee that all employees who
hold a position for that job are paid at the same level.
Reference points
Reference points are the columns in the grid that define the compensation ranges for each level. The
compensation level is the row in the grid. Typical reference points for a plan of the grade type are a minimum, a
midpoint, and a maximum. You create reference points on the Reference point setups page.
Compensation grids
After you set up the levels and reference points, they can be combined to create a compensation grid. On the
Compensation grids page, define information about the grid. For example, specify what the grid designed to be
used for, what type of plan it will be used with, and which reference points or columns are required in the grid.
After you've finished entering that information, click Compensation structure to add levels and amounts to your
grid.
Tip: Use the Mass changes function on the compensation structure to set initial amounts, and then increment by
percentages or amounts across your levels or reference points.
Pay frequencies
Pay frequencies are used to define how an employee's wage or salary is being specified (for example $10 per
hour versus $50,000 per year), and the conversion between the hourly, weekly, monthly (12 months), and annual
rates. For example, a company that uses a 38-hour work week for its hourly employees sets up a pay frequency
that has an hourly rate of 1, a weekly rate of 38, a monthly rate of 164.6666666667, and an annual rate of 1,976.
These conversions are used to calculate the various pay rates that appear on an employee's fixed compensation
record.
Fixed compensation plans

You can design the fixed compensation plan to combine all the components that you've configured. To create a
fixed compensation plan, open the Fixed compensation plans page. Here, you can give your plan a name and
description, select what type of plan it is (step, grade, or band), select the pay frequency that you'll use for the
employee's pay rate (amount per hour, amount per year, and so on), and set some options that control how
compensation is processed.
The Out of range tolerance setting lets you specify how strict you want to be about making sure that
compensation amounts are between the minimum and maximum amounts. A Hard tolerance requires that
compensation be within the range that is defined for a given level. A Soft tolerance alerts you when the
compensation amount is outside the range but allows you to continue. If you set the tolerance to None, you can
enter any compensation amount for an employee without receiving warning or error messages.
The Hire rule setting lets you specify whether all employees should receive the same increase, regardless of the
date that they were hired (Hire rule = None), or whether employees should receive a percentage of the award,
based on how long they were employed during the cycle (Hire rule = Percent).
A range utilization matrix is useful if you want either to reduce the time that is required for employees to reach
the midpoint of their range, or to increase the time that is required for employees to reach to the maximum
reference point in the range. For example, you want to give employees who are in the bottom 25 percent of their
range 110 percent of their target award, but you want to give employees who are in the top 25 percent of their
range only 80 percent of their target award, to prevent them from reaching the maximum as quickly.
After you define the basics of the fixed compensation plan, you can set up the compensation structure for the plan.
Click Set up compensation. A dialog slider opens that gives you three options:
Create a new compensation grid by selecting a reference point setup and giving the grid a name.
Create a new compensation grid by making a copy of an existing grid that you can use as a starting point.
Use an existing compensation grid that has already been defined. All compensation plans that use the same
grid receive updates if that grid is changed.
After you select an option, the Compensation structure page opens, and you can make changes to the new
compensation grid or the existing compensation grid.
Fixed compensation enrollment

Determine who is eligible for the plan
The first step in enrolling employees in a fixed compensation plan is to determine who is eligible for the
compensation that is defined in the plan. Until you determine eligibility, you won't be able to assign the plan to any
employees. To set up eligibility, open the Eligibility rules page. Here, you create a new eligibility rule for your
compensation plan and define the criteria that an employee must meet to be eligible for a plan. You can limit
eligibility based on department, labor union, compensation region (location), job, job function, job type, or
compensation level. Employees can be enrolled in a compensation plan only if they meet all conditions that are set
on the eligibility rule.
Note: Eligibility rules are used to determine eligibility for both fixed and variable compensation plans.
The eligibility rule considers the value of specific fields in the Job, Position, and Employee records to determine
whether an employee is eligible for a compensation plan.
On the Job page, the eligibility rule considers the following fields:
The Job field
On the Job classification tab, the Function and Job type fields
On the Compensation tab, the Level field
On the Positions page, the eligibility rule considers the Department and Compensation region fields.
The eligibility rule also considers labor unions that are associated with the employee (on the Employees page, on
the Worker tab, click Personal information > Labor unions).
Define fixed compensation actions
Fixed compensation actions are used when you set or apply changes to an employee's fixed compensation.
Fixed compensation actions let you provide descriptive names for the types of actions that a Compensation and
benefits manager can perform. Different action types have special logic behind them, so that they can be used at
specific times.
For example, when the fixed compensation is set up for an employee, only actions that have a type of Hire/Rehire
can be used. In this case, you might want to create three different actions of the Hire/Rehire type, and name them
Hire, Rehire, and Transfer. You then have a more descriptive explanation of why the fixed compensation was
given to an employee or changed.
Enroll the employee
You can now assign an employee to a fixed compensation plan. Open the Employees page, and select the
employee to enroll in the compensation plan. On the Action Pane, click Compensation > Fixed plan. You can
now create a new fixed compensation action for that employee.
Note: The compensation plan field shows only the plans that an employee is eligible for under the eligibility rules
that were set up for each plan. If no eligibility rule is set up for a plan, no employees will be eligible for that plan.
The system verifies that the compensation amount that is specified for a compensation plan of the grade or band
type is within the minimum and maximum reference points for the given compensation level on the employee's
job. If the compensation amount is outside the allowed range, a warning or error message is displayed, depending
on the tolerance level that is set on the fixed compensation plan.
Compensation plans
Variable compensation makes up an employee's irregular pay, such as bonuses or stock awards. This article
describes the components that must be set up before you can use variable compensation and enroll an employee
in a variable compensation plan.
The calculation of variable compensation amounts for your employees can be based on several factors, such as the
employee's performance, the employee's compensation level, and the department's performance.
Variable compensation components

Create compensation types
Variable compensation types are a required component. Variable compensation types let you describe the kinds
of variable compensation that your organization awards. They also let you specify whether the compensation will
be in cash or in a non-monetary form, such as stock.
Describe vesting rules
Optionally, companies can set up vesting rules. Vesting rules describe how the variable award should be allocated
over time. For example, a vesting rule might state that the employee will receive 25 percent of his or her total
award every year for the next four years. Vesting rules are informational only.
Variable compensation plans

The variable compensation plan contains the rules, calculation methods, and default values for the calculation of
variable compensation for enrolled employees. When you create a variable compensation plan, you must set the
variable compensation type. The variable compensation type determines whether the system calculates a currency
amount or a number of units as the award. You must also set the calculation method:
Point in time – The calculation of the variable award is based on the fixed compensation that the employee
had on a specific date. That date is specified on the process event when new compensation amounts are
processed.
Composite – An award amount is calculated for each unique fixed compensation pay rate that the employee
had between the cycle start date and the cycle end date on the process event. The rates are then added together
to determine the final award. For example, during the cycle, an employee transferred to a different position that
had a different pay rate. In this case, the variable award is adjusted for the length of time that the employee had
each pay rate.
The amount of the variable award can be based on either a percentage of the employee's regular base earnings or
a set number of units.
Select the Percent of basis option to enter a default percentage, and specify whether the basis should be the
employee's fixed pay rate or the control point for the employee's compensation level. The compensation level is
set on the employee's job. One of the reference points from the compensation structure can be set as the
control point on the fixed compensation plan. The system will use the compensation level from the employee's
job and cross-reference it with the control point that is listed on the employee's fixed compensation plan to find
the control point amount for the employee's compensation level. The control point amount will then be used
instead of the employee's fixed pay rate as the basis for the award.
Select the Number of units option to enter a default number of units, the value of each unit and the currency
of the unit value if the compensation plan is for a non-cash award (for example, 200 units of stock that are
valued at 40 USD ), or just the number of units if the compensation plan is for a cash award. For a cash award,
the employee will receive the specified number of units of the currency that is used for his or her fixed
compensation plan (for example, 500 units of 1 USD ). The one-to-one relationship control can be used to
indicate whether there is a direct one-to-one mapping between the number of units and the unit value. When
you create a variable compensation plan for a cash-based plan by using the number of units, this option is
automatically locked to Yes, and the unit value is 1.0000.
The Hire rule setting lets you specify whether all employees should receive the same increase, regardless of the
date they were hired (Hire rule = None), or whether employees should receive a percentage of the award that is
based on the length of their employment during the cycle (Hire rule = Percent).
Leverage lets you to adjust an employee's award, based on the performance of the employee's department.
Performance metrics can be set for each department on the Departments page, under Related forms >
Compensation > Performance. The award that employees in that department receive depends on the value of
the Percent of target achieved field, which indicates the department's performance:
If the department's performance is 100 percent, the award for the employees in that department is factored by
the percentage that is set in the Payout at 100% field.
If the department's performance is more than 100 percent, the system adds the percentage that is set in the Per
1% over objective field to the percentage that is set in the Payout at 100% field until the value that is set in
the Highest allowable payout field is reached.
If the department's performance is less than 100 percent, the system subtracts the percentage that is set in the
Per 1% under objective field from the percentage that is set in the Payout at 100% field until the value that is
set in the Lowest allowable payout field is reached.
You can set tolerance levels on the threshold percentages, so that a warning message appears if the leverage
causes the percentage to be outside the threshold percentage.
By default, the system looks for the department that is set on the employee's position. However, the award for
some employees might depend on the performance of multiple departments. In this case, the various departments
and the percentage of the award that is allocated to the performance of each department can be set on the
employee's variable compensation enrollment. For more information, see the "Variable compensation enrollment"
section that follows.
Leverage is used only if Pay for performance is selected when the compensation process is run.
The Levels overrides tab lets you override the award's default percentage or number of units, based on the
compensation level of the employee. If Enable overrides for levels is set to Yes for employees who are enrolled
in the variable compensation plan, the system takes the level from an employee's job, and then looks for it in the
levels overrides table to determine the percentage or number of units for that level. If the level is not found in the
level overrides table, the default percentage or number of units from the General tab is used. The percentage and
number of units can also be overridden on the employee's enrollment in the variable compensation plan.
Variable compensation enrollment

Determine who is eligible for the plan
When you're ready to enroll employees in a variable compensation plan, the first step is to determine who is
eligible for the compensation that is specified in the plan. You can't assign the plan to any employees unless you
determine eligibility. To set up eligibility, open the Eligibility rules page to create a new eligibility rule for your
plan, and then define the criteria that an employee must meet to be eligible for the compensation plan. You can
limit eligibility by department, labor union, compensation region (location), job, job function, job type, and/or
compensation level. Employees can be enrolled in a compensation plan only if they meet all the criteria that are set
on the eligibility rule.
Note: Eligibility rules determine eligibility for both fixed compensation plans and variable compensation plans.
The eligibility rules use the following fields on the job, position, and employee records to determine whether an
employee is eligible for a compensation plan:
On the Job page:
The Job field
The Function and Job type fields on the Job classification tab
The Level field on the Compensation tab
On the Positions page: The Department and Compensation region fields
On the Employees page: The information about labor unions that is associated with the employee under
Personal information > Labor unions on the Worker tab
Enable enrollment for the variable compensation plan
On the Variable compensation plans page, set the Enable enrollment option to Yes to allow eligible
employees to be enrolled in the plan.
Enroll the employee
You can now enroll employees in the variable compensation plan. To enroll an employee, go to the Employees
page, and select the employee. Then, on the Action Pane, click Compensation > Variable plan enrollment.
Note: Enrollment must be set to Yes on the variable compensation plan. The Plan field shows only the plans that
the employee is eligible for, based on the eligibility rules that are set up for those plans. If an eligibility rule isn't set
for a plan, no employees will be eligible for that plan.
Make sure that the Effective date field is set correctly. If the variable compensation plan uses the Composite
calculation method, the effective date of the enrollment might be considered during the calculation of the
employee's award.
You can use the Overrides tab to override specific values for the employee. For example, if Hire rule is set to
Percent on the plan, and a different hire date should be used during the calculation of the employee's hire
percentage, you can set the hire date in the Hire rule date field. You can also override either the Award percent
value or the Number of units value for a specific employee, depending on the plan's settings. These values will
still be factored by the hire rule, performance factors, and other settings on the plan.
Organizational overrides are used to base an employee's award on the performance of one or more
departments. The percentage that is allocated across departments should total 100 percent. The employee's
individual performance is also considered. These settings are used only if Pay for performance is selected when
the compensation process is run.
Compensation plans
Compensation processing allows you to calculate new base compensation amounts for your employees based on
equity adjustments, merit increase targets, and performance. This topic covers the basic flow of compensation
processing for fixed compensation plans without factoring an employee's performance.
Plan the new compensation amounts and budgets

To give your employees a merit increase, you must set up a fixed increase budget for each of your Departments:
Compensation management > Links > Merit increase targets. (Alternatively, you can open this form through the
Department: Organization > Departments.) Here you can further specify whether employees in a certain labor
union or location should get a different increase percent. The Budget and Currency fields are informational and
can be used to note a currency amount for the budget.
Set up the compensation process

A process event lets you specify the parameters for the compensation processing. This includes the date period to
evaluate for determining the compensation amounts, and the date that the new compensation amounts should go
into effect.
Optionally you can include a fixed pay pro rated hire date if any of you fixed compensation plans use a hire rule of
Percent. For those plans, anyone who was hired after the cycle start date and before the fixed pay pro rated hire
date will receive 100% of their calculated merit or general increase. Anyone who was hired after the fixed pay pro
rated hire date and before the cycle end date will receive a portion of their calculated increase based on how many
days out of the total cycle days they were employed. For example, if our cycle runs from January 1 through
December 31 and we have a fixed pay prorated hire date of April 1, an employee who is hired in March will receive
the full calculated increase while an employee hired on July 1 will receive approximately half of the calculated
increase.
The process event Point-in-time date is used for processing only certain variable compensation plans and isn't
covered here. The Review deadline is the deadline to make all the recommendations so that the new
compensation amounts can be loaded into the employee’s record. The review date is informational only.
After the parameters of the process event have been saved, you can click the Setup button to indicate the plans to
include when this process is run, and which fixed compensation actions to take for each plan.
Click the Add button in the Plans tab to add a compensation plan to the process event. The Use other leverage,
Leverage factor, and Leverage description columns are used for variable compensation plans only and are not
be covered in this topic.
Save the record, then click the Add button in the Actions tab to add fixed compensation actions for the selected
plan. Use the Enable recommendation option to enter an amount that's different than the calculated guideline
increase for the action. To calculate an action that's based on the result of the previous action to link multiple
compensation actions, mark the Use previous result option, Fixed compensation actions are types of
compensation logic that you can give descriptive names to. For Grade and Band plans, you can only add fixed
compensation actions that are of the following Types:
FIXED COMPENSATIONACTION TYPE FUNCTIONALITY

FIXED COMPENSATIONACTION TYPE FUNCTIONALITY
Equity Equity actions will compare the employee’s rate of pay as of

the cycle end date with the lowest reference point for the level
indicated on the employee’s job. If the employee’s pay rate is
less than the minimum reference point, the increase needed to
bring the employee to the minimum point in the range will be
calculated.
Merit Merit actions will calculate an increase based on the

employee’s pay rate as of the cycle end date and the increase
percent found in the fixed increase budget for the employee’s
department, labor union, and location.
General General actions will calculate an increase based on either a

Percent or give the employees a flat amount. This is
determined based on the Fixed compensation settings on
the General tab.
Promotion Promotion actions provide you with a named place where you
can award increase so be sure to mark the Enable
recommendation option so you can enter a
recommendation for the employees who will receive
promotions. Employees without a recommended increase will
not have the Promotion action added to their fixed
compensation records.
Other level change In the preceding example, Demotion is the name of our
Fixed compensation action with a type of Other level
change. This generates a 0 (zero-change) guideline increase
so you can enter a recommendation amount to adjust the
employee’s pay rate. (Be sure to mark the Enable
recommendation option.) Employees without a
recommendation will not have this action added to their fixed
compensation records.
You can only add Fixed compensation actions with a type of Step to a Step plan.
FIXED COMPENSATION ACTION TYPE FUNCTIONALITY
Step On the General tab, indicate whether this Step action should
move the employees forward 0 steps, 1 step, or two steps.
0 steps - The employee will receive the pay rate for the
current step they are on.
1 step - The system will check whether the employee is

already at the last reference point for their level.
2 steps - The system will move the employee forward two

steps on their current level. The system might only move the
employee one or zero steps if they reach the last reference
point for their level.

After the process event has been set up with the necessary date fields, plans and actions you can click Run process
on the Process event page. Doing so opens the Run compensation process events dialog. Within this dialog,
you can click the Show processing results option to seen how the compensation amounts were calculated for
each employee. Clicking OK will run the compensation process for all employees who in the selected
compensation plans as of the cycle end date.
View the process results

To view the process results, open the Process results page. A new compensation event will be created each time
the process event is run. In this way, you can do trial runs, make adjustments, and run the compensation event
multiple times to see how various changes impact employee compensation.
The Process results page contains information about the process run including when the run occurred, the user
who ran the process, and whether any errors occurred when the process was run. You can also mark the Locked
option to disable the Load compensation button and prevent anyone from loading the compensation events to
the employee records. Clicking the Employees results button will display the list of employees included in the
run.
The Employee results option shows information about the process itself, as well as any compensation actions
performed in the process. The Fixed compensation section will contain a record for each action included in the
process event for the compensation plan. The Current Guideline and Recommendation columns will display
more information for the action selected in the Fixed compensation section. If Enable recommendations was
marked for the action, the Recommendation fields will be editable. This will let you manually adjust the amounts
for the employee. Note that if you marked Use previous result for the action on the process event, you must
manually update the amounts for any dependent actions.
When the compensation amounts have been reviewed for an employee and any adjustments to the recommended
values have been made, you can change the Status on the Employee event line to indicate whether the event has
been approved or should be ignored. Optionally, you can erase any changes made to the employee’s
recommendation by clicking the Recalculate button. This will mark the existing employee event with a status of
Ignore and create a new employee event with recalculated values.
Loading approved compensation changes

When one or more employee events have had their status updated to Approved, they can be loaded to the
employees’ fixed compensation records. This can be done either by selecting each employee event one at a time
and clicking the Load employee compensation button on the Employee results page, or by clicking Load
compensation on the Process results page to load all approved employee events at once.
Clicking OK in the Load compensation dialog will add the non-zero compensation action lines to the Employee
fixed compensation page.
This topic describes the conceptual elements that a job can include and provides examples of how you can use
those elements in your organization.
Before you can create jobs, you must set up some reference information. You can create a job that has only a name.
However, by including additional information, such as a job title, you provide default values for the positions that
are assigned to the job. Additionally, some of the information that you enter can be used to filter compensation
plans to specific jobs. If you want to set up eligibility that you can use to filter compensation plans to a specific job,
you should set up job functions and job types before you set up jobs. By having these default values available, you
will save time when you add positions to the job.
Some job details, such as the job title, type, and function, are date-effective. If you create a job today but don't add
these details until later, and you then look at the job as of the creation date, these details won't appear. Therefore,
you should create some of this reference information before you require it. That way, you can add the information
to new jobs when you create them.
Job titles
Before you create jobs, you must set up titles for those jobs. Positions inherit job titles from the jobs that the
positions are associated with.
Maintain job titles using the Titles page, which you can open by using the Search function. On the **Titles **page,
enter the titles that you plan to use for your jobs.
Job types
You use job types to group similar jobs into categories. Job types aren't required. However, if you plan to use job
types when you set up eligibility rules for compensation management, you should set up job types before you set
up jobs. Some examples of job types are full-time and part-time, or salary and hourly pay. You maintain job types
by using the Job types page. On the Job types page, enter a name and a brief description for the job type. In the
Exempt status field, select one of the following options to indicate the Fair Labor Standards Act (FLSA) exempt
status of jobs that have this job type:
Exempt – Jobs are exempt from overtime under the FLSA.
Non-exempt – Jobs aren't exempt from overtime under the FLSA.
Does not apply – FLSA coverage isn't applicable.
Job functions
Job junctions describe high-level functional categories and relate high-level duties. Job functions aren't required.
You can use job functions, together with job types, to filter compensation plans to specific jobs. You associate job
functions and job types with compensation plans by setting up eligibility rules on the Eligibility rules page. You
can then attach a set of levels to a compensation plan that apply to the specific combination of a job type and job
function that you've defined through an eligibility rule. (These features apply to both fixed compensation plans and
variable compensation plans.) However, if you plan to use job functions when you set up eligibility rules for
compensation management, you should set up job functions before you set up jobs. The following table shows
some examples of job functions.
JOB JOB FUNCTION
Sales manager Mid-level Manager
Accountant Professionals
You maintain job functions by using the Job functions page. On the Job functions page, enter an identification
code and a brief description for the job function.
Job tasks
Job tasks describe the basic tasks that a worker who is in a position for a job must complete. The same job task can
be added to multiple jobs, and to positions for the jobs that use those job tasks. The following table shows some
examples of job tasks.
JOB JOB TASK
Sales manager Perf-review – Review each salesperson's job

performance.
Abs-review – Approve or reject each salesperson's
Accountant FIN-Report – Present weekly financial reports to the chief

financial officer.
You maintain job tasks by using the Job tasks page. On the Job tasks page, enter a name and description for the
job task. In the Note field, you can optionally enter additional information. The notes can be updated for a specific
job without changing the notes that you entered here.
You use areas of responsibility to indicate the work roles, processes, and products that a worker who is in a
position for a job is responsible for. For example, for a job that is named "Accountant," one area of responsibility
might be "Financial reporting for product A." You maintain areas of responsibility by using the Areas of
responsibility page, which you can find by using the Search function. On the Areas of responsibility page, enter
a name and description for the responsibility. In the Note field, you can optionally enter additional information.
The notes can be updated for a specific job without changing the notes that you entered here.
Steps for creating a job

Refer to the Define new jobs topic for the step-by-step procedure for creating a new job.
The performance management process lets employees document and discuss their performance with their
manager. In turn, managers can then provide feedback and guidance to the employees.
As the following diagram shows, there are three pages that help you manage the process:
Performance journal
Goals
Performance review
The following diagram shows how the primary components of performance management are related to each
other.
Performance journal
As an employee, before you complete your review, you often gather information about activities or events that
contributed to your success during a review period. The performance journal is the place where you can document
those activities and events. In addition, you can create future activities that must be completed to help you
accomplish a goal, meet the requirements of a development plan, or meet a performance commitment.
Performance journals aren’t required in order to create goals or performance reviews.
There are two versions of the performance journal: the employee version, which is accessible through the
Employee self-service workspace (ESS ), and the manager version, which is accessible through the Manager
self-service workspace (MSS ). Employees can create journals for themselves and can choose to share them with
their manager. Managers can create journals for their team and can choose to share them with their employees.
When it’s accessed from the ESS workspace, the performance journal page lets you capture the following
information:
A title for the activity
A description for the activity, which includes detailed information about the activity
The date when the journal was created
The dates when the activity was started and completed
A status setting that indicates whether the activity can be shared with the employee’s manager
A setting that indicates whether the entry is part of a development plan
Keywords that will help you search for similar performance journal items
You can also link the performance journal to an external website by storing the URL of that site. If the journal is
related to goals or performance reviews, you can also link it to one or more of them. When the performance
journal is accessed from the MSS page, you can enter the same information that you can enter for the employee
journal. In addition, you can specify the employee that the journal is being created for. You can choose whether to
share the manager journal with your employee.
Send feedback
The performance journal contains an additional feature that is named Feedback. When you click on Send
feedback, you can select an employee and provide feedback to that employee via email. The message is sent to
the employee who is receiving the feedback, that employee’s manager, the employee who is sending the feedback,
and that employee’s manager. A performance journal entry is created for each person who receives the feedback
message.
Goals
The performance goals page helps you track the goals that you and your manager have created for you. You can
create any number of goals, and those goals can span different periods and performance reviews. You can also
create simple or complex goals, depending on the amount of information that you want to enter about the goal.
Goals aren’t required for performance reviews.
A basic goal must include the following information:
A short name
A longer description of the goal
The anticipated start date for the goal
The estimated completion date for the goal
You can also specify a goal category to help you organize your goals. Managers will also see the name of the
person that the goal is assigned to.
If you have more detailed instructions for a goal, you can create goal topics. These topics include a title and a
description. You can include as many topics as you require to help guarantee that the details of the goal are clear to
both the employee and the manager. Both employees and managers can also enter comments about the progress
of the goals.
Goals often have measurable results. You can add measurements to track the target goal results and the actual
results. If the measurement is a stretch goal, you can mark the measurement by using the Stretch goal option.
Your performance journal will contain activities that provide your manager with more information about how you
accomplished your goal. If you’ve linked a performance journal to the goal, it appears in the Activities section of
that goal. You can also add a new performance journal from the performance goals page. That performance
journal will be automatically linked to the goal.
If you want to attach a document to the goal, such as a certificate of completion, you can attach it in the
Attachments section of the performance goals page. A document viewer is provided so that you can quickly
view the contents of any attached document.
You can create a template from a goal and then use the template to create new goals that are based on the
template. When you create a template from a goal, the description, topics, and target measurements are saved.
However, all actual measurements, completion dates, and topic comments are removed.
Performance reviews
Performance reviews are more formally known as discussions. They are now flexible enough to support
continuous feedback, development plans and more formal reviews. You can quickly create small meetings for two
people, such as a one-on-one meeting, or you can build a more complex review that matches the review process of
your company.
A meeting such as a one-on-one is a simple review, and requires a short name, a longer description of the contents
of the meeting, and the date of the meeting. A simple review includes the same information, plus the review period
that is being discussed. Managers will also see the name of the person that the review is created for.
For more detailed reviews, you can pull in active and completed goals, and enter comments about them. All
performance journal activities and measurements that are related to a goal will appear on the review. After the
review is finalized, a snapshot of the measurements is stored to retain the history of those items at the time of the
review.
You can also use the Competencies section to discuss, review, and rate the employee’s competencies. You can add
as many competencies as you require, and you can choose whether the competency must be rated.
You can create new reviews that are based on templates that you’ve created. For example, you can have a template
for one-on-ones, development plans, or periodic reviews. You can select the template when you create a new
review.
Components you can include in performance reviews

You can include a number of types of information in performance reviews. They include review detail,
measurements, activities, ratings, sign-offs and attachments.
Review detail
You can pull in your goals into the review details and make comments on them. You can also set up competencies
and make comments on them.
Measurements
You can view measurements that are related to a goal or review. You can also add a new measurement that is
related to the review.
Activities
You can show performance journal items that are related to the review. You can also add a performance journal,
which will be automatically linked to the review.
Ratings
You can apply a rating to any goal or competency that is on the review. You can define the rating models for each
review. The defaults for ratings are on the Human resources shared parameters page under Performance.
Sign-offs
The employee and/or the manager will be listed on the review based on the review parameters that you set. The
reviews can be required or optional. Once all of the required sign-offs are made, the review will be marked with a
status of Complete.
Attachments
You can attach a document to a review in the Attachments section of the reviews page. A document viewer is
provided so that you can quickly view the contents of any attached document.
Workflow for performance management

You can use the Worker Review workflow to control the approval of a review. You can also choose to skip the
automated workflow and manually change the status of the review, which allows you to create simpler documents
like a one-on-one without having to use the workflow process. Access to a review is controlled by the status of the
review.
1. When the review is created, it’s set to the Not started status. The review is editable by anyone.
2. Once the employee presses the Begin review button, the review is set to the In progress status. The employee
then begins to add content. At this point, the manager can no longer view the review document.
3. The employee changes the status to Ready for review.
4. The manager can add comments and ratings. At this point, only the manager can see the review.
5. The manager changes the status to Final review, so that both the manager and the employee can see the
review and discuss it. You can specify in the parameters whether or not the review can be edited at this point.
This step is also optional if the manager simply wants to share the review with the employee and mark it as
Complete when they are finished.
6. After the sign-offs are completed, the status is changed to Complete. At this point, the review can’t be changed.
The Worker Review workflow has two elements:
1. Approve review. Add this element to control the status change from In progress to Ready for review. Change
the assignment to use the managerial hierarchy where the Employee.line manager level = 1.
2. Final review. Add this element to control the status change from Ready for review to Final review. Change
the assignment to use the managerial hierarchy where the Employee.line manager level = 1 if you want the
manager to approve the final review. Change the assignment to Workflow user if you want the employee to
approve it. If you want both the manager and employee to approve it, add two steps in the workflow and make
the appropriate assignment for each step in the order that you want the approvals to follow.
Setup
There are three pages that help you set up information that is required in order to complete the performance
process: the measurements page, the performance journal source types page and the review types page.
Measurements
The measurements page lets you create standard measurements that will be used on the performance goals and
reviews pages. You can create measurements that are dates, amounts, quantities, or percentages, or
measurements that are based on a rating model.
Performance journal source types
Performance journal source types describe where the performance journals come from. You can see whether a
journal item will be viewed by default by the manager only, the employee only, or both the manager and the
employee. You can also enable or disable the Send Praise feature by changing the Praise source type. You cannot
disable the other source types at this time.
Review types
Performance review types help you control the behavior of a review. You can enable or disable workflow for a
review. If the review does not use workflow, you can define the default status that will be used when the review is
created. You can also decide if the employee, the manager, or both will be required to sign off on the review.
Align workforce skills with business needs
You can track the skills that workers, applicants, or contact persons have, or should have, to fulfill their roles
effectively. You can also specify the skills that are required for a specific job.
Examples of skills you can track include the following:
Supervisory – Ability to supervise the work of others.
Leadership – Ability to lead employees and business domains.
Planning – Ability to look ahead, to form visions, and to see them through.
HTML – Ability to write HTML code.
Before you can assign a skill to a person or a job, create a skill-mapping search, or create a skill profile, you must
enter information about the skills on the Skills page. For each skill, you can select a skill type and a rating model.
Rating models
Rating models help evaluate a person's actual level of skill, the level they should work to achieve, or the level of
skill that is required for a job. You can enter up to 10 levels for a rating model. Each level in a rating model is
assigned a factor. The factor value will be used to normalize the scores of skills that use different rating models. The
factor must be a number between 0-9 and each level must have a unique factor. Levels with higher factor values
carry more weight in a rating model.
Specify job skills

When you enter information about a job, you can specify the skills that a person should have to perform the work
required for the job. In addition you can specify the desired level for each skill as well the level of importance of the
skill. Different jobs can require different levels of importance for the same skill.
Enter skills for workers, applicants, or contacts

You can enter target skills or actual skills for workers, applicants, or contacts. A target skill is a skill that a person
plans to achieve. An actual skill is a skill that a person currently has.
Skill mapping and Skill mapping profiles

You can create a skill-mapping search to find a worker, applicant, or contact person who is qualified to perform a
specific type of task. Skill-mapping searches look across skills, education, certificates, positions of trust and project
experience and return results that match the criteria entered. For example, it might be useful to know which
workers in your organization earned their CPA.
Skill-mapping profiles allow you to find current employees or candidates with qualifications that directly
correspond to business needs. For example, you could create a skill-mapping profile for an open position in your
organization. By creating a profile for a particular job and copying the skills, education and certificates from that
job to the profile, you can quickly search workers, applicants and contact persons who match one or more of the
criteria entered on the profile and view a list of the candidates whose skills most closely match the skills required
for the job.
Note Only workers, applicants, and contact persons who are selected to be included in skill mapping searches
can be displayed in a skill-mapping results list, or included in a skill profile. To include a worker, applicant, or
contact person in skill mapping searches, set the Include in skill mapping selection to Yes in the following
pages:
Worker
Employee
Applicant
Contacts
Skill gap analysis and skill profile analysis

You can create a skill profile analysis to view a list of the competencies of a worker, applicant, or contact person as
of a specific date. You can create a skill gap analysis to compare a person’s skills and the skills that are required for
a specific job.
Human resources
Set up training courses
Human resources administrators and managers can use the courses features to maintain information about the
training that's offered to workers.
Set up prerequisites
The following information is required and must be set up before you create courses.
Course types
The following information is optional information that you can specify for courses. If you know that you will be
entering this information for courses, you should set up this information before you create course records.
Classroom groups
Course groups
Course locations
Classrooms
Instructors
Course types
You can use course types to categorize courses according to the structure or content of the course. You can create
course types on the Course types page. You must select a course type when you create a course record.
Course setup type

The following table lists the three setup types for courses. Setup types determine the structure of the course.
SETUP TYPE DESCRIPTION
Standard Select this type for courses that will not have a daily agenda.
This is the default setup type when you create a new course.
Agenda Select this type to plan the details of each day of a course that
takes place over multiple days.
Agenda + session Select this type for the more complex courses. For example,
you can divide the agenda for the course into tracks and
sessions.
Track – Tracks are specific subject areas for a course.
Sessions – Sessions divide up tracks and help identify
specific processes or techniques that are relevant to
the track.
Course tasks
For each course, you can complete the following tasks.
Register participants
Specify a registration deadline
Define the minimum and maximum number of participants
Assign a course location and classroom
Recommend hotels to course participants
Create a course description, which you can then advertise on Employee self service
Note You can delete a course only if no one has registered for it.
Course statuses
The following table lists the possible course statuses and the actions that you can complete when the course has a
specific status.
STATUS ACTIONS
Created Enter and modify course information.

Change the course status to Open so that workers can
register for the course.
Open Register participants for the course.

Remove participants from the course.
Confirm participants for the course.
Change the course status to Closed or Canceled.
Plan questionnaires for participants whose status is
Confirmed.
Closed You can reopen the course.
Canceled You can reopen the course.
Course participants
Course participants are workers who participate in a training course or event. You can only register participants for
open courses. The minimum and maximum number of participants that you can register for a course is defined on
the General FastTab on the Courses page.
Workflow
Employees who register for a course through the Employee self service page can have their registration routed
through workflow for approval. You can assign a workflow to a course on the General FastTab on the Courses
page.
Add to your performance journal and send praise to
someone
The performance journal holds information that relates to how you met your goals or how you performed during a
period. You can also praise the actions of a co-worker from the journal. The demo data company used to create this
procedure is USMF. This procedure is for a feature that was added in Dynamics 365 for Operations version 1611.
1. Go to All workspaces > Employee self service.
2. Click Performance journal.
3. Click New.
4. In the Title field, type a value.
5. In the Description field, type a value.
The performance journal date is the date that the journal was created.
The source represents where the performance journal came from. When you create one, it comes from
My journal. If your manager creates one, it comes from the Manager journal.
You can share this journal with your manager or make it only visible to you.
6. In the Start date field, enter a date.
7. In the Date completed field, enter a date.
8. Select Yes in the Development plan field.
9. In the Keywords field, type a value.
10. Click Add external link.
11. In the Description field, type 'Envision'.
12. In the Internet address field, type 'https://www.microsoft.com/en/envision/default'.
13. Click on the caption below the Save button called "Performance journal" to return to the grid.
You can add the selected journal or journals to a goal so that it appears when you open the goal. A link
will be added in the Links fast tab. If you add a journal to a goal and then add the goal to a review, the
journal will appear on the review automatically.
You can add the selected journal or journals to a review so that it appears when you open the review. A
link will be added in the Links fast tab.
14. Click Quick add.
17. Click Save.
18. Click Send praise.
19. Select a person from the list of employees in the company.
20. In the Description field, enter 'Thanks for all the help at the conference!'.
21. Click Send.
Create a goal
You can create goals, add activities to goals, track measurements, and link the goals to a review. This procedure was
created using the USMF demo data company. This procedure is for a feature that was added in Dynamics 365 for
Operations, version 1611.
1. Go to All workspaces > Employee self service.
2. Click View all goals
3. Click New.
4. In the Name field, type 'Complete the Contoso project'.
5. In the Overview field, enter 'I will finish the Contoso project in 30 days'.
Goals can apply to an individual, a team, or even a corporation. The default setting for Employee goals is
Individual.
6. In the Goal category field, enter or select a value.
7. In the Start date field, change the date shown.
8. In the End date field, change the date shown.
When you complete a goal, enter the date that you completed the goal here.
9. Click Save.
10. Expand the Measurements section. If it is already expanded, click the Expand arrow twice.
11. Click Add measurement to open the drop dialog.
12. In the Measurement field, enter or select a value.
13. In the Target amount field, enter a number.
14. Click OK.
15. Expand the Activities section. If it is already expanded, click the Expand arrow twice.
16. Click Add.
19. Click Save.
20. Click Show sections to open the drop dialog.
21. Select No in the Show measurements field.
22. Click Save.
24. Select Yes in the Show measurements field.
25. Click Save.
There are often goals that are the same or similar for team members or all employees. Your HR
administrator or manager can create goal templates for those goals. You can add a goal from a template,
and then modify it to match your timelines.
There are often several goals that are the same or similar for team members or all employees. Your HR
administrator or manager can create goal groups that contain one or more goal templates. You can add
goals from a goal group, and then modify them to match your timelines.
When you create a review, you can add goals to that review. Refer to the task guide for reviews to see
how you can add goals to your reviews.
Create a performance review
This procedure shows how to create a performance review and describes the purpose for each section of the
review. This procedure was created using the USMF demo data company. This procedure is for a feature that was
added in Dynamics 365 for Operations version 1611.
1. Click Employee self service.
2. Click New review to create a new review.
3. In the Review type field, enter or select a value.
4. In the Performance period field, enter or select a value.
5. In the End date field, enter a date.
6. Click OK.
You can also create a review from a template. This is the best way to create a review because each section
will contain the information that you need to start a review.
8. Select No in the Show attachments field.
9. Click Save.
Notice that the attachments tab is now hidden.
11. Select Yes in the Show attachments field.
12. Click Save.
13. Click Add goal to review.
14. Click Cancel.
15. Click Add competency to open the drop dialog.
17. In the Description field, enter 'Increase customer skills by working with the support team'.
18. Click OK.
19. Click Collapse all.
20. Click Expand all.
21. Click Add comment.
22. Click Post.
23. Click the Measurements tab.
24. Click Add measurement to open the drop dialog.
25. In the Measurement field, enter or select a value.
26. In the Target amount field, enter a number.
27. Click OK.
28. Click the Activities tab.
29. Click Add.
32. In the Start date field, enter a date.
33. In the Date completed field, enter a date.
34. Select Yes in the Development plan field.
35. In the Keywords field, type a value.
36. Click Save.
37. Click the Ratings tab.
The rating details FastTab allows employees to rate themselves and the manager to rate the employee. If
weights are used, the weight value of the scores will be calculated automatically. To see this section,
enable the parameter settings for showing employee ratings.
38. Click the Sign offs tab.
If the review uses workflow, then the signoffs will appear only after the workflow is complete. If no
workflow is used, then both the worker and the manager are listed here. The required check box is
selected based on the settings of the review type.
39. Click the General tab.
The performance period creates the default start and end dates. Those dates are editable.
The statuses control the access to the review. The Not started status allows everyone to edit the review.
The In progress status allows only the employee to view and edit the review. Ready for review allows
only the manager to view and edit the review. Final review status allows both the employee and manager
to view the review and also edit it if set up in the review type. The Completed, Rejected, and Canceled
statuses make the review read-only.
40. In the Overview field, type a value.
41. Click the Review tab.
As the review moves through the statuses, the employee and manager can add comments for each goal
or competency.
42. Click the Sign offs tab.
The worker and manager can sign off on the review. When all required signoffs are complete, the status
is changed to Completed and no more changes can be made.
Human resources provides a set of tools that can be used to set up and maintain benefits, deductions, and workers'
compensation plans that an organization offers or processes for its workers. This topic provides information about
how to set up and manage benefits.
Benefit setup
Before workers can be enrolled in benefits, you must create the elements of each benefit. These elements combine
similar benefit plans and define default settings, such as deduction rates and accounting details. Many of these
settings can be adjusted when workers are later enrolled in the benefit. For each benefit plan, an organization can
offer several enrollment options, or a worker can waive enrollment in the plan.
Benefit elements
Before you begin to create to create benefits and enroll workers in them, you must define the elements that make
up a benefit: the type, plan, and options.
Type – A collection of plans for a specific benefit, such as medical or parking.
Plan – A specific benefit that is contracted from a provider.
Option – The coverage level, such as employee only, or employee and spouse/partner.
For each type of benefit, such as vision or dental, an organization can offer one or more plans to its workers. For
each plan, the organization can offer different options. For example, workers can buy additional term life insurance
coverage at one, two, or three times their yearly salary. Each combination of a plan and options becomes a benefit
that workers can enroll in.
Eligibility
Many factors determine worker eligibility for the various types of benefits that an employer offers. When you
create a benefit in Microsoft Talent, you can set the type of eligibility that applies to that benefit.
You can make a benefit available to all workers. For example, some companies offer parking passes to all
employees as a fringe benefit. When you create this benefit, you set the eligibility to All workers are eligible.
For other benefits, such as garnishments and tax levies, eligibility doesn't apply. Whey you create these types of
benefits, you set the eligibility to Bypass eligibility process.
Finally, benefit eligibility can be rule-based. For example, a company offers two types of life insurance benefit to
employees. Executive employees are eligible for one life insurance plan, whereas all other full-time employees are
eligible for the other life insurance plan. In Talent, you can create a benefit eligibility rule to find all executive
employees and another rule to find all other full-time employees, and then apply those rules to the appropriate
benefit.
Enrollment
After you've created the benefits that your organization offers and determined eligibility, you can enroll your
workers in benefits. You can enroll a single worker in benefits, or you can enroll many workers in one or more
benefits during a single process.
Sometimes, an organization stops offering certain benefits. In this case, you must update the benefit and the
workers who are enrolled in. Mass benefit expiration lets you change the expiration date of both a benefit and the
worker enrollments for that benefit at the same time. You can also select multiple workers who are enrolled in a
benefit and change the ending date of their coverage.
Similarly, mass benefit extension lets you extend the expiration date of both a benefit and the worker enrollments
for that benefit if you decide to offer a benefit longer than you originally planned.
This topic provides information about benefit eligibility policies, which help you define who is eligible for specific
benefits.
When you create benefits, you decide which benefits will be available to which employees. The following table
shows examples of benefits that you might make available to specific employees.
BENEFIT WHO THE BENEFIT IS AVAILABLE TO
Health insurance All employees
Mobile phone Sales staff, executives
Parking passes Executives
The following components in are used to create eligibility policies:

Policy rule types
Policy rule types define the query parameters that are used when you develop specific policy rules. After you
create policy rule types, you can create benefit eligibility policies. The policies let you create a collection of rules
that apply to one or more legal entities. Within each policy, you can view any of the benefit eligibility policy rule
types that you created earlier.
You define the scope of the rule within the policy. For example, if you create a benefit eligibility policy rule type that
is named Executive, you can specify what the rule is within that policy. In this example, the rule might state that
any job title that contains the word “executive” should be included in the rule. After you've defined the parameters
of the rule or rules that are included in the policy, you can assign a specific rule to the benefit.
Defining and managing a benefit program
Generate Affordable Care Act (ACA) reports
Functionality is available to assist employers that need to track the information reported on forms 1095-B and
1095-C in support of the Employer Mandate portion of the Affordable Care Act. Note this functionality is only
enabled for legal entities in the United States.
Getting started
When beginning to track information to report on forms 1095-B and 1095-C, you must first create one or more
Affordable Care coverage groups. These Affordable Care coverage groups will be used to indicate the offer of
coverage that was provided to an employee, the employee’s share of the lowest cost monthly premium (if the cost
is above the federal poverty line) as well as Safe Harbor used by the employer, if applicable. Using Affordable Care
Act groups enables you to manage the information for these fields without needing to touch every employee
record where the conditions are the same. In addition, Affordable Care coverage groups can easily be assigned to
one or more employees using the Mass assign functionality on the page.
Maintaining multiple versions of a coverage group

You can maintain multiple versions of any coverage group, which allows you to make changes that keep the
group’s information current, without having to create a new group and reassign employees to it when something
changes in your organization or in the benefits that are offered.
After you’ve created the Affordable Care coverage groups that you need, you can choose to mass assign the
groups to employees using the Mass assignment functionality on the page, or you can go to each employee and
indicate whether ACA information needs to tracked and reported for that employee as well as assigning the
employee to an Affordable Care coverage group.
If affordable care coverage information doesn’t need to be tracked or reported for an employee, for example if they
are a part-time employee, the Report coverage field could be set to No. Although each employee for which ACA
information needs to be tracked needs to be assigned to an Affordable Care coverage group, you can still change
the Offer of coverage, Employee share of cost and Safe Harbor options for any month – or months – that may
need different values than those entered in the Affordable Care coverage group.
To enter exceptions to any of the Affordable Care coverage group values, click on the Affordable Care Coverage
link found on the Worker detail page, which is under the Additional information section on the Employment tab.
Reporting health care coverage

In addition to tracking what if any health insurance coverage was offered to a full-time employee, if the employer
offers employer-sponsored self-insured health coverage for which the employee is enrolled (regardless of whether
their employment status is full-time or part-time), additional information needs to be reported on the 1095-C. Each
employee (including dependents) covered by the employer-sponsored benefit plans needs to be included on the
report for the months they were covered.
You can indicate whether or not each Benefit plan must be reported by selecting the ACA reportable check box.
In addition, if employees have chosen to have any of their dependents covered under a benefit you can indicate the
dates the dependent was covered for each employee on the Maintain benefits page. To indicate that the dependent
is covered under the benefit, choose the Edit button in the action pane of the Dependents FastTab.
On the Dependent coverage date manager page, you can indicate the dates the dependent was covered by the
benefit. Entering dates on this page will automatically select the Covered checkbox on the Maintain benefits
page.
Generate 1095B and 1095C forms

You can also generate 109-B and 1095-C forms from with in the product, and distribute them to each of your
employees. Electronically generating 1095-C and the corresponding 1094-C transmittal files which can be used to
send to the IRS, can also be generated from the system.
When generating the 1095-C form, enter in the appropriate tax year and indicate if social security numbers should
be masked. If you are printing 1095-C forms for more than 500 employees, you will receive more than one PDF
file. It’s recommended that you increase the Maximum file size in the Document management parameters
window to 150 MB.
Viewing information
You can use the Worker Affordable Care coverage page to see which employees have been assigned to each
coverage group, which employees don’t need to be included on a report, and which employees are unassigned.
If any of the default values from the Affordable Care coverage group have been overridden an asterisk will appear
next to the value that was changed. If the values for all 12 months are the same and haven’t been overridden, the
value will print in the All 12 months column.
You can also use the inquiry window to understand which employees have been flagged as not ACA reportable,
meaning you don’t need to track whether coverage was offered to them and will not need to issue a 1095-C to
them at the end of the year. By selecting Not ACA reportable in the Filter by field, you can generate a list of all
employees that have been flagged to not receive a 1095-C.
In addition to viewing a list of employees that are not ACA reportable, you can also view any employees who are
unassigned (the ACA Report coverage field is empty) or that have been assigned to an Affordable Care coverage
group that is expired for the year selected in the Year field.
You can export lists of employees that were generated using any of the filtering options to Excel.
If you need to report covered individuals because as an employer you provide self-insured coverage you can also
view any dependents covered under benefit plans that have been marked as ACA reportable by selecting the
View Dependent coverage action on the action pane strip.
Note: Only benefits whose plan has been marked as ACA reportable will display in the inquiry window.
Manage items that are lent to workers
Loan items are records that help managers track the physical items that your company lends to its workers.
The following points list examples of items that a company might lend to workers:
Mobile telephones
Automobiles
Computer equipment
Each physical item must have a corresponding loan item. Each loan item record should describe what is being
loaned, who is responsible for the loan, and the number of days the item can loaned to a worker. You can create
multiple loan items, for items such as keys, access cards or uniforms, at the same time.
When loaning an item, enter the date that the item was loaned, and the planned return date. When the item is
returned, enter the actual return date.
Employees can view the records of the items that have been loaned to them using the Employee self-service
workspace. They can also edit the existing records or enter new loan items, if they've received additional physical
items. Workflow can be set up to route changes to new or existing loan items through an approval process.
Managers can view loaned items for their direct reports. They can also be granted permission to add new loan
items on behalf of their employees.
Account for lost or misplaced loan items

If an item becomes damaged or misplaced, enter a fictitious return record. Then either delete the item or keep it in
the overview and change the description to indicate that the item is not available.
Human resources
Questionnaires
This topic provides general information about questionnaires, and links to more detailed information. A
questionnaire is a set of questions that is used to collect information for various purposes. You can design, create,
distribute, and complete questionnaires, and then analyze the results.
You can customize a questionnaire to fit your specific requirements by using various features that are available in
Microsoft Dynamics 365 for Finance and Operations. Here are some examples of how questionnaires can be used:
Test the professional skills of employees and applicants.
Evaluate whether course participants learned the course material.
Evaluate a course (for example, the facilities, content, and instructor).
Survey employee and customer satisfaction.
Evaluate employee job performance.
The following table provides links to information about the core questionnaire tasks. Click the links for more
information.
TOPIC DESCRIPTION
Design a questionnaire This article provides information about how to design a

questionnaire. The design process involves setting up
prerequisites, answers, and questions, and then combining
them into a questionnaire.
Distribute and complete a questionnaire This article provides information about how to distribute a
questionnaire to respondents and how to complete
questionnaires.
View and evaluate the results of a questionnaire This article provides information about how to view and
evaluate the results from completed questionnaires.
Designing questionnaires
Distributing and completing questionnaires
Viewing and evaluating the results of questionnaires
Design questionnaires
This topic describes the process for creating a questionnaire. The first step is to design the questionnaire. When
you design a questionnaire, you not only write the questions and answers, but also create the structure that
enables answers to be recorded and tabulated.
A carefully designed questionnaire can help increase the quality of the data that you collect. Through careful
design, you can better select the appropriate options at the appropriate time for a questionnaire. The following
points can help you plan an effective questionnaire:
Clearly define the purpose of the questionnaire to help guarantee that the questions support the purpose.
Determine the individual person or the group of people who should complete the questionnaire.
Write questions that will appear on the questionnaire, and include answer choices, if applicable.
Be sure that the questionnaire flows logically, so that respondents remain engaged.
Arrange questions and answers in the order that they should be presented to respondents in.
Decide how the results should be evaluated, if applicable.
Decide whether you’ll need additional features. For example, determine whether and how results should be
categorized, whether a time limit is required, or whether all the questions will be mandatory.
The design phase includes four categories of tasks that you must complete in this order:
1. Set up prerequisites, as required.
2. Set up answer groups and answers, if applicable.
3. Set up questions and their association with the answer groups.
4. Set up the questionnaire itself, and attach questions to it.
Prerequisites
Some prerequisites must be in place before you can create questionnaires, answers, and questions. However, not
all prerequisites are required for full functionality.
Required
PREREQUISITE DESCRIPTION
Questionnaire types Categorize questionnaires.
Question types Categorize questions.
Optional
PREREQUISITE DESCRIPTION
Questionnaire parameters Modify basic controls and default settings for questionnaires.
Questionnaire types
Questionnaire types are required and must be assigned when you create a questionnaire. Questionnaire types
help you manage and classify questionnaires more easily. Use questionnaire types to classify questionnaires and
differentiate them from each other. For example, if you have multiple questionnaires to select from, you can filter
them by type to help make it easier to find a particular questionnaire. Here are some examples of questionnaire
types:
Human resource development
Customer surveys
Review process
Question types
Question types are required and must be assigned when you create a question.
Use question types to categorize questions for reporting. Question types also make it easier to find questions,
because you can use types as filters on the Questions page. Here are some examples of question types:
Human resource
Managing business
Course evaluation
Questionnaire parameters
Questionnaire parameters are optional. You might not use them, depending on your company’s requirements.
Questionnaire parameters define the anonymity, number sequence codes, and reference types of a questionnaire.
When an organization distributes a questionnaire, the option to allow respondents to remain anonymous might
be of concern.
The number sequence codes are used to organize questions and answers. Based on these number sequence
codes, values are automatically assigned to items.
You should define all parameters before you begin to create your data. You can modify the questionnaire
parameter settings at any time.
Questionnaire components
Questionnaires comprise three main elements: answer groups that contain the answers for multiple choice
questions, questions, and the questionnaire itself. You can optionally group the questions on a questionnaire into
result groups. Result groups let you categorize questions and provide further analysis on the questionnaire.
Answer groups and answers
Respondents can answer a question in two ways, depending on the subject of the question:
Open-ended questions don’t require responses in a specific format. Respondents can type a response as text, a
number, a date, or a time. These questions typically require that the respondents provide subjective information
in their answers, such as an opinion, description, evaluation, or estimate.
Closed-ended questions require that the respondent select an answer in a list of possible correct answers.
To provide a list of possible answers for closed-ended questions, you can create answers on the Answer groups
page.
Answer groups and answers are components that make up the main body of information that questions are
created from. After you create an answer group, you can associate the answer group with a question in the
Answer group field on the Questions page.
An answer group can be used for more than one question on the same questionnaire, and can also be used on
more than one questionnaire.
Note: If you modify answer text in answer groups that have already been used on completed questionnaires, data
can become difficult to evaluate, and questionnaire results might no longer be valid. If you must change an answer
group, consider creating a new answer group instead of changing an existing one. You can't delete answer groups
that are attached to a question or answer, or that have been answered.
Questions
A questionnaire must contain questions. Questions can be either open-ended or closed-ended.
The responses to open-ended questions aren't controlled, and respondents can type their answers.
Closed-ended questions require a list of predefined response options, and the questions can be structured
to let a respondent select multiple responses. Questions should be designed to elicit specific information from
a respondent and must be linked to an answer group that provides the response options for each closed-ended
question.
Note: Before you can set up closed-ended questions, you must create answer groups and answers.
Questions can be arranged in a conditional question hierarchy, so that secondary questions depend on the answer
that the respondent selects for the previous question. You can write the questions first and then arrange them into
a hierarchy later.
Setting up questionnaires
Note: Before you can set up a questionnaire, you must set up answers, questions, and prerequisites.
For each questionnaire, you can specify the following information:
The total time or time limit to answer mandatory questions.
Whether all questions are mandatory.
Whether to calculate points on a questionnaire.
How to categorize results.
Whether the questionnaire will be available to a restricted set of respondents.
Whether a form template should be displayed as a background behind each page of the questionnaire.
Whether additional notes are required in order to clarify the intent of the questionnaire for the respondents.
Whether to display questions in a fixed order or randomly select them from a pool.
Whether questions will be asked only if specific responses are given for previous answers.
Set up a questionnaire
The primary page that you use to set up a questionnaire is the Questionnaires page. To set up a questionnaire,
complete the following tasks in order:
1. Create a questionnaire.
2. Follow one of these steps to attach questions to the questionnaire:
If you're using result groups, you can attach questions to a questionnaire by using result groups. First
set up the result groups for the questionnaire, and then add questions to the result groups.
If you aren't using result groups, you can attach questions directly to the questionnaire.
3. Set up a conditional question hierarchy, if it's required.
4. Test the questionnaire.
On the Questionnaires page, click Validate to test whether the questionnaire is assembled correctly. However,
it's also a good idea to complete the questionnaire and test it yourself before you distribute it.
Modify a questionnaire
You can complete the following tasks on the Questionnaires page:
Modify information in the questionnaire, such as the result groups and questions.
Delete and add questions.
Make changes in the result groups and sequence number.
Caution: Be careful when you change questionnaires that have already been answered. Changes can reduce the
accuracy of statistics and therefore make them a poor basis for evaluation. Consider creating a new question
instead of changing a question that has already been answered.
In a questionnaire, you can't delete the following types of questions:
Questions that are attached to a questionnaire
Questions that have already been answered and therefore appear in the Answers dialog box.
Result groups
Result groups are optional when you attach questions to a questionnaire.
A result group is used to calculate points and categorize the results of a questionnaire. If you use result groups,
you can perform the following tasks:
Evaluate questionnaire results, based on point statistics.
Evaluate a respondent’s score for each result group that you set up.
Generate statistics for each result group to help you analyze results.
Print a report that shows results for each result group, and also optional points/texts that are based on points
that are earned in each result group.
Note: Before you can set up result groups, you must complete the following tasks:
Set up closed-ended questions. For a closed-ended question, the input type on the Questions page must be
Check box, Alternative button, or Combo box.
Define points for answers in the answer groups that are assigned to each question.
Set up a questionnaire.
To attach questions to a questionnaire by using result groups, first set up the result groups for the questionnaire,
and then add questions to the result groups. If you don't use result groups, you can attach questions directly to a
questionnaire.
You can set up multiple result groups to evaluate the points that a respondent earns in each category. After a
questionnaire is completed, you can view the points that have been achieved for each result group.
Tip: To evaluate a questionnaire by using points but not separate categories, you can add all questions to a single
result group.
For each result group, you can also set up one or more point-based messages that respondents receive after they
complete a questionnaire. The text that is shown can vary, depending on the score that a respondent achieves in a
result group. To use point-based messages, you must define point intervals and a description of each interval.
When a respondent achieves a score in a specific interval, the text for that interval is included on the results
report.
Because a result group is related to the points that are associated with specific sets of questions on a
questionnaire, you can use only a specific result group for a questionnaire.
Example: Points/texts for result group 3
You're using a questionnaire for a leadership test that has 15 questions in three categories. You create three result
groups and add five questions to each result group. Points are then totaled in the three groups. The three result
groups are as follows:
Creative abilities
Leadership abilities
Technical abilities
To use point-based messages, you set up text intervals for each result group. Each question is assigned two points.
Therefore, the maximum point total in each result group is 10.
The following table shows the point-based messages that you define for the “leadership abilities” result group.
POINT INTERVAL TEX T
1 to 3 You have average leadership abilities.
4 to 7 You have good leadership abilities.
8 to 10 You have outstanding leadership abilities.
You can set up point intervals and texts for each result group on a questionnaire. Texts that correspond to each
respondent’s score are displayed for each result group.
Note: You can change intervals and texts. However, if a questionnaire has been completed, changes might cause
differences between previous and new result reports.
Conditional question hierarchies
Conditional question hierarchies are optional when you set up a questionnaire.
Note: Before you can set up a conditional question hierarchy, you must attach questions that have assigned
answer groups to the questionnaire.
To use conditional questions to create a question hierarchy in a questionnaire, you can make the sequence that
questions are presented in depend on the answer that a respondent selects for each question. By basing the
question sequence on a respondent’s answer, you can modify the questionnaire as the respondent completes it.
Examples
A legal entity offers both items and services to its customers. As typically occurs in such cases, some customers
purchase only items, some purchase only services, and some purchase both items and services. Therefore, when
the legal entity distributes a customer satisfaction survey, it applies a conditional structure to the questionnaire, so
that customers who purchase only services don't have to answer questions about items.
Alternatively, you set up a questionnaire so that if a respondent selects answer A for question 1, question 2 is next
in the question sequence. However, if the respondent selects answer B for question 1, question 5 is next.
Using questionnaires
Distribute and schedule questionnaires
This topic explains how distribute the questionnaires that you design, so that they are available to the person or
group of people who will complete them.
There are multiple ways to distribute a questionnaire:
Mark the questionnaire as active. The questionnaire is then available to all employees, unless a questionnaire
group is set up to restrict access to it.
Assign rights to a questionnaire group. The questionnaire is then available to all members of the selected
group.
Create planned answer sessions. The questionnaire is then available only to a particular person.
Create a schedule. The questionnaire can then be available to multiple people.
Marking a questionnaire as active

By setting the Active field to Yes on the Questionnaires page, you make the questionnaire available for all
employees to complete. Respondents can complete the questionnaire multiple times. This functionality is useful if
you want to gather continual feedback throughout the year. For example, you can make a questionnaire that
employees use to give feedback about the lunch service in the cafeteria.
Questionnaire groups
You can set up questionnaire groups and then include the respondents that a questionnaire should be distributed
to.
You can create questionnaire groups from the following pages:
Questionnaire groups – Only individuals in a questionnaire group can complete a selected questionnaire. For
example, your intended audience is contractors, so you create a questionnaire group that is specific to those
respondents.
Questionnaire group members – You can add people to the questionnaire groups.
To assign a questionnaire group to a questionnaire, on the Questionnaires page, click User rights. After the
questionnaire is saved as active, the members of the questionnaire group can complete the questionnaire. This
functionality is helpful if you want to test a questionnaire on a select group of people before you roll it out to a
larger group, or if you want to target a questionnaire to a very specific audience.
Planned answer sessions in a questionnaire

Planned answer sessions are questionnaires that you've designed and selected the respondents for.
Note Before you can set up planned answer sessions, you must design a questionnaire.
On the Planned answer session page, you can create a planned answer session for an individual employee. The
list on the page displays all planned questionnaires.
Planned answer sessions are also used on the Questionnaire schedules page, where you can plan
questionnaires for multiple people:
Employees
Course participants
Organizational units
Each person can answer the questionnaire only one time.
Scheduling a questionnaire
You can optionally schedule a questionnaire for multiple respondents.
Planning types
Planning types are required if you want to schedule planned answer sessions for multiple respondents. Planning
types are used to classify questionnaire schedules. For example, you can schedule questionnaires for the following
purposes:
Evaluation
Survey
Testing
You can specify planning types for a questionnaire schedule on the Questionnaire schedules page.
Reference types for questionnaire
You can use reference types to enter criteria for the respondents that you might select when you schedule a
questionnaire.
Use the Reference types page to set up reference types for a questionnaire. Each reference type corresponds to a
table in Microsoft Dynamics 365 for Finance and Operations. When you create questionnaire schedules, you can
specify individual records in the table or a range of records that the questionnaire will be associated with.
For example, if you select the Courses table, you can decide which specific course the questionnaire will be for.
When you set up a reference for the Courses table, some fields and buttons on the Courses page become
available.
Questionnaire schedules
You can use questionnaire schedules to generate multiple planned answer sessions for a group of users, based on
a reference type. Create a schedule on the Questionnaire schedules page. Select the planning type to categorize
the schedule, and also select the reference type that should be used to query the system for specific users. For
example, if you set the reference type to the Courses table, you can select a specific course in the Reference field.
Click Setup details to select the questionnaire and other criteria. For example, specify the instructor's name as a
criterion if the questionnaire is an evaluation of the instructor. After you've finished entering the setup details, the
system generates planned answer sessions for the users that are included in the query.
Click Planned answer sessions to view the answer sessions for the schedule. You can then manually create
additional planned answer sessions or delete planned answer sessions that haven't been answered.
Click Functions > Start to make the questionnaire available to the users in related planned answer sessions. Click
Answers to view the completed responses to the questionnaire. You can optionally copy the questionnaire
schedule settings, planned answer sessions, and answers to a new questionnaire schedule.
Notifying respondents about questionnaires that are available to them

When you distribute a questionnaire, you must notify respondents that questionnaires are available to them.
Notifying respondents about a planned answer session
If you use a planned answer session, you must notify the person directly, such as by telephone or email.
Notifying respondents about a scheduling
Use the Questionnaire schedules page to prepare and send email to all respondents who are assigned to the
questionnaire. Enter the email text on the E -mail for employee self service tab. After the schedule has been
started, click Functions > Send e-mail to generate and send the email to the respondents. Respondents can then
sign in to the website and complete the questionnaire.
Note Before you can use the email functionality, your IT administrator must enter the email settings on the E -
mail parameters page.
Ending a scheduled questionnaire

You can end a scheduled questionnaire after all respondents have completed their assigned answer sessions. After
a scheduled questionnaire is ended, you can't copy its settings to a new schedule.
Note If one or more respondents haven't completed the questionnaire, but you still want to end the
scheduling, you must first delete those respondents from the list on the Planned answer session page. You
can then end the schedule.
Completing questionnaires
After you've designed and distributed a questionnaire, the questionnaire can be completed by selected
respondents. You can complete the questionnaires that are available to you from two locations:
In the navigation pane, click Questionnaires > Distribute > Complete a questionnaire.
In Employee self-service, click Questionnaires to complete.
Questionnaires can made be available to specific users or groups of users, or to all users in a network.
View and evaluate the results of questionnaires
This topic explains how you can view and evaluate the results of questionnaires that respondents complete.
After respondents complete a questionnaire, you can view and evaluate the questionnaire results in the following
ways:
Completed answer sessions – View details about the questionnaires that respondents have completed, and
generate reports to summarize answers and any points that were earned.
Result groups – View result group details and statistics for questionnaires. Result group statistics can be
generated for either a single answer session of a questionnaire or all answer sessions.
Questionnaire statistics – Specify criteria to calculate statistics for a specific group of respondents.
You can also generate various reports to view results that are sorted by person, answer session, or result group.
The following reports that are related to completed questionnaires are available:
Answers
Answers per questionnaire
Answers per person
Feedback analysis
Answer session results

After respondents complete a questionnaire, you can view the results of the completed answer sessions. An
answer session is one user’s response to a questionnaire. You can view details about completed answer sessions
on the Answers page. The answer sessions that are included on the Answers page are filtered in various ways,
depending on how you open the page:
All questionnaires
A specific questionnaire
A specific person
From the Answers page, you can view details about answers, points that were earned, a respondent’s responses
in each result group, and the question hierarchy that was used on the selected questionnaire, if a question
hierarchy was used. You can also generate and print the following reports:
Results report – This report shows a graphical representation of the points that were earned per result group
for the selected answer session.
Answer report – This report shows the answers that the respondent selected for each question on the
questionnaire.
Incorrect answers – This report shows information that is related to the incorrect answers that the
respondent selected.
Note: The Results report is available only if you use results groups on the questionnaire, and if you selected
Results page on the Questionnaires page. The Answer report and the Incorrect answers report are available
only if you selected Answer report on the Questionnaires page.
Questionnaire statistics
You can use questionnaire statistics to analyze the results of a completed questionnaire, based on calculations that
you define. To define calculations, you must complete the following tasks:
Select criteria to calculate and display the statistics.
You can show statistics by questionnaire, questions, question rows, or results groups.
Select the type of chart that will be used when you view results.
Select the types of people from the network, such as employees, contact persons, or applicants, to
include answers for. You can also include answers from questionnaires that were completed
anonymously.
Set up intervals that are based on age or seniority to analyze results.
Select or verify settings that refine the subject of the statistics. For example, by selecting a ZIP Code or postal
code, you can analyze results for all respondents within a specific geographic area.
Select or verify criteria to analyze results by respondent or questionnaire characteristics. For example, by
selecting ZIP/postal code, you can analyze the correlation between a respondent’s location and correct
answers.
The settings that you define are saved and can be used to periodically recalculate results.
Respond to requests for personal data in Talent
This topic can help both businesses that use Microsoft Dynamics 365 for Talent, and also partners and independent
software vendors (ISVs), when they comply with data subject rights (DSR ) requests. For more information about
the European Union's General Data Protection Regulation (GDPR ) and the related resources that Microsoft
provides, see Guide to the GDPR for Microsoft Dynamics 365 for Finance and Operations.
For Talent, Microsoft acts as a processor. As a data processor, Talent provides processes and features that let you
comply with your GDPR obligations as a data controller.
Rights
Data subjects have the following rights under the GDPR, and a data controller might take any of the actions that
are listed under each right in response to a DSR request.
Right to view
Use the Person search report to find and collect personal data that is subject to a DSR request. For information
about using this report, see the Person search report topic.
Use advanced search and filters to find specific personal data and export that data by using the Microsoft Office
Export functionality.
Extend the Person search report by adding an existing entity. For information that can help you extend the
report, see Extend the Person search report with your own data.
Right to modify*
Use advanced search and filters to find the data that should be corrected, and correct the data directly in Talent.
* You might find that some data that qualifies as personal data can't be modified directly in the product or feature.
Typically, this data is part of a financial transaction or other business data that is kept "as is" for compliance with
financial laws (for example, tax laws), prevention of fraud (such as security audit trail), or compliance with industry
certifications. As the controller, it's your responsibility to correct inaccurate or incomplete personal data.
Right to be forgotten*
You can delete or erase personal data where the product enables that action directly. As the controller, you
should ensure any personal data that a data subject requests be erased does not conflict with other compliance
obligations your organization may have around data retention, for example proof of payment or proof of tax.
* You might find that some data that qualifies as personal data can't be modified directly in the product or feature.
Typically, this data is part of a financial transaction or other business data that is kept "as is" for compliance with
financial laws (for example, tax laws), prevention of fraud (such as security audit trail), or compliance with industry
certifications. As the controller, it's your responsibility to correct inaccurate or incomplete personal data.
Right to port
The following options are available to help you port personal data in response to a data rights request.
Use the Microsoft Office Add-in to export personal data.
Author a custom report that enables the export of personal data.
Use or extend the Person search report to gather information in support of a request for a copy of the data
subject's personal data.
Right to restrict processing
Remove the employee from, for example, a course.
Following guidance from an organization's legal counsel, the company might refuse the right to restrict
processing where data is needed by the company for compliance with other legal or industry mandates.
Additional notes that apply to requests for personal data

Personal data that is found in Microsoft Power BI is generated from the information that is entered in Talent and
then transferred to that application for reporting purposes. Any request for personal data should be fulfilled
from the information in Talent, by using tools such as reports, Export to Excel, and the Person search report. You
should not need to do additional reporting from Power BI to fulfill a DSR request.
Talent doesn't export documents that are attached to records. These attachments must be manually downloaded
and shared with the individual who has made the DSR.
If transactional data is associated with a master record, that record can't be deleted.
Similarly, transactions that have been posted or completed can't be deleted.
Reasons why certain personal data may not be modified or deleted in Talent
The following table lists several reasons why personal data modification or deletion is restricted in certain
scenarios.
REASON COMMENT
Financial, tax, generally accepted accounting principles (GAAP) A party can't be deleted, but the party's name can be updated.
Financial, tax, GAAP A current worker's data can't be deleted, but the worker's
name can be updated.
GAAP Posted or completed transactions can't be modified.
Additional information
Only terminated workers can be deleted from Talent. Follow these steps to delete terminated workers.
Delete position assignments.
To delete a position assignment, select Position assignments on the Worker page. Select As of date and
select Display all records. Drill into the position number, select Changes timeline > Manage changes >
Position worker assignments, and remove the position assignment record that is associated with the
worker that you're deleting.
Delete fixed compensation.
To delete fixed compensation, select Employment history on the Worker page. Select Employment
history > Employment > Fixed compensation, and delete the fixed compensation plans for the worker.
Delete variable compensation enrollments.
To delete variable compensation, select Employment history on the Worker page. Select Employment
history > Employment > Variable compensation plan enrollment and delete the variable
compensation plan enrollments for the worker.
Delete any associated checklists.
To delete the checklists, select the Checklists option on the Worker page.
Compensation isn't assigned to contractors. Therefore, those steps can be skipped in the preceding process.
An admin can search and export personal data in Microsoft Dynamics 365 for Talent: Attract and Microsoft
Dynamics 365 for Talent: Onboarding via https://attract.talent.dynamics.com/personreport.
You can learn more about the GDPR on the European Union's website and on the Microsoft Trust Center.
Disclaimer
(c)2018 Microsoft Corporation. All rights reserved. This document is provided "as-is." Information and views
expressed in this document, including URL and other Internet Web site references, may change without notice. You
bear the risk of using it. This document does not provide you with any legal rights to any intellectual property in
any Microsoft product. You may copy and use this document for your internal, reference purposes.
Form I-9 verification
This topic provides information about Form I-9 verification. Employers must complete Form I-9 for all new
employees who will be working in the United States. The form documents that the employer has verified the
identity of the new employee, and that the employee is authorized to work in the United States.
The Immigration Reform and Control Act (IRCA) requires U.S. employers to verify the employment eligibility
status of all newly hired employees, even U.S. citizens. IRCA makes it unlawful for employers to knowingly hire or
continue to use unauthorized workers.
To prove employment eligibility, employees must complete and sign a right to work form, Form I-9. Employers
must be able to produce Form I-9 information if United States Immigration and Customs Enforcement (ICE )
requests it. Additionally, companies must verify Form I-9 information again within three years of the date when the
employee originally supplied the information.
NOTE
For complete guidelines about compliance with Form I-9, see the U.S. Citizenship and Immigration Services website
(www.uscis.gov). Search the site by using the keywords "Form I-9."
You can collect, electronically store and retrieve, and verify Form I-9 information again from areas of the program
that support employment processes. Here are some of the benefits of this functionality:
It helps you make sure that all members of your workforce are legally authorized to work.
It helps process Form I-9 verification information more efficiently.
It helps improve the accuracy of Form I-9 information.
It streamlines the retrieval of Form I-9 information to help government inspections go more smoothly.
You can use the document management system to upload and save signed Form I-9 documents for each
employee.
You can use the Renew Form I -9 alarm list report to identify employees whose Form I-9 information must be
verified again. To prepare for a Bureau of Immigration and Customs Enforcement (BICE ) inspection, you can use
the Form I -9 report to print Form I-9 information for all or selected employees.
Organizing your workforce using departments, jobs, and positions
Comply with the Americans with Disabilities Act
(ADA)
This article describes features that can assist your organization in complying with the Americans with Disabilities
Act (ADA). This information applies only to legal entities doing business in the United States.
You can use the following features to manage information that can help you comply with the ADA.
Enter and track requirements for physical activity, visual acuity, and working conditions that are related to
positions
Request and grant special accommodations that enable a person to perform tasks that a specific position
requires
The U.S. government offers financial incentives, such as tax credits and deductions, to companies that provide
special accommodations to workers who have disabilities, or hire individuals who have disabilities, and were
referred by qualified governmental agencies.
Recording physical requirements for position groups and positions

You can enter physical requirements that are related to position groups and positions, such as:
The level of physical activity that is required.
Specific physical requirements.
Requirements for visual acuity. This includes color, depth perception, and field of vision.
One or more work conditions that a worker will be subjected to. You can select one or more conditions in
several categories.
If you entered information about a position group, you can then copy that information to positions that are
assigned to the position group. To print a checklist that contains information about physical requirements, select
the position, click ADA, and then click Print requirements. To reset all physical retirements to their default settings,
select the position, and open the Jobs, select a job, then expand the ADA tab. On the ADA requirements page,
click Reset requirement.
About work environment accommodations

Accommodations represent changes to work environments or business operations that achieve equal employment
opportunity for a person who has a disability. You can enter requests for special work environment
accommodations that are made by employees and applicants with regard to one or more specific tasks that are
required by a position. You can then evaluate whether the accommodation is reasonable or if it will impose
unnecessary cost, and then either grant or deny the accommodation request. If you hire an applicant for whom you
granted an accommodation, the person keeps the accommodation information after he or she is hired. Before you
can start working with accommodations, you must first create one or more accommodation types. This lets you
sort accommodations by type to find a particular accommodation quickly.
Dynamics 365 for Talent
Integration from Dynamics 365 for Talent to
Dynamics 365 for Finance and Operations
This topic describes the functionality available for integration from Dynamics 365 for Talent and Dynamics 365 for
Finance and Operations. The Talent to Finance and Operations template that is available with the Data Integrator
enables the flow of data for jobs, positions, and workers. The data flows from Talent into Finance and Operations.
The template does not provide the ability for data to flow back from Finance and Operations into Talent.
The Talent to Finance and Operations solution provides the following types of data synchronization.
Maintain jobs in Talent and sync them from Talent to Finance and Operations.
Maintain positions and position assignments in Talent and sync them from Talent to Finance and Operations.
Maintain employments in Talent and sync them from Talent to Finance and Operations.
Maintain workers and worker addresses in Talent and sync them from Talent to Finance and Operations.
System requirements for Talent

The integration solution requires the following versions of the Talent and Finance and Operations apps.
Dynamics 365 for Talent on Common Data Service.
Dynamics 365 for Finance and Operations version 7.2 and later.
Template and tasks

To access the template, do the following.
1. Open PowerApps Admin Center.
2. Select Projects, and then, in the upper-right corner, select New project to select public templates. A new
project will need to be created for each legal entity that you want to integrate into in Finance and Operations.
The following template is used to synchronize records from Talent to Finance and Operations.
Name of the template in Data integration: Core HR (Talent Common Data Service to Finance and
Operations)
NOTE
The name of the task contains the entities used in each application. The source (Talent) is on the left and the
destination (Finance and Operations) is on the right.
The following underlying tasks are used to synchronize records from Talent to Finance and Operations.
Job Functions to Compensation Job Function
Departments to Operating Unit
Job Types to Compensation Job Type
Jobs to Jobs
Jobs to Job Detail
Position Types to Position Type
Job Positions to Base Position
Job Positions to Position Details
Job Positions to Position Durations
Job Positions to Position Hiearchies
Workers to Worker
Employments to Employment
Employments to Employment Detail
Position Worker Assignment to Position Worker Assignments
Worker Addresses to Worker Postal Address V2
Template mappings
Job Functions to Compensation Job Function
COMMON DATA SERVICE ENTITY (SOURCE) FINANCE AND OPERATIONS ENTITY (DESTINATION)
cdm_name (cdm_Job Function Name) JOBFUNCTIONID (JOBFUNCTIONID)
cdm_description (cdm_description) DESCRIPTION (DESCRIPTION)
Departments to Operating Unit

cdm_name (cdm_name) NAME (NAME)
cdm_departmentnumber (cdm_departmentnumber) OPERATINGUNITNUMBER (OPERATINGUNITNUMBER)
OPERATINGUNITTYPE (OPERATINGUNITTYPE)
cdm_description (cdm_description) NAMEALIAS (NAMEALIAS)
Job Types to Compensation Job Type

cdm_name (cdm_name) JOBTYPEID (JOBTYPEID)

cdm_exemptstatus (cdm_exemptstatus) EXEMPTSTATUS (EXEMPTSTATUS)
Jobs to Jobs
cdm_name (cdm_name) JOBID (JOBID)
cdm_maximumnumberofpositions MAXIMUMNUMBEROFPOSITIONS
(cdm_maximumnumberofpositions) (MAXIMUMNUMBEROFPOSITIONS)
cdm_allowedunlimitedpositions (cdm_allowunlimitedpositions) ALLOWUNLIMITEDPOSITIONS

(ALLOWUNLIMITEDPOSITIONS)
cdm_jobdescription (cdm_jobdescription) JOBDESCRIPTION (JOBDESCRIPTIONS)
Jobs to Job Detail

cdm_name (cdm_name) JOBID (JOBID)
cdm_jobtypeid.cdm_name (Job Type (Job Type Name)) JOBTYPEID (JOBTYPEID)
cdm_jobfunctionid.cdm_name (Job Function (Job Function FUNCTIONID (FUCNTIONID)

Name))
cdm_validfrom (Valid From) VALIDFROM (VALIDFROM)
cdm_validto (Valid To) VALIDTO (VALIDTO)
cdm_defaultfulltimeequivalent (Default Fulltime Equivalent) FULLTIMEEQUIVALENT (FULLTIMEEQUIVALENT)
Position Types to Position Type

cdm_name (cdm_name) POSITIONTYPEID (POSITIONTYPEID)
cdm_classification (cdm_classification) CLASSIFICATION (CLASSIFICATION)
Job Positions to Base Position

cdm_jobpositionnumber (Job Position Number) POSITIONID (POSITIONID)

Job Positions to Position Details
cdm_jobid.cdm_name (Job (Name)) JOBID (JOBID)
cdm_departmentid.cdm_departmentnumber (Department DEPARTMENTNUMBER (DEPARTMENTNUMBER)

(Department Number))
cdm_positiontypeid.cdm_name (Position Type (Name)) POSITIONTYPEID (POSITIONTYPEID)
cdm_avaialableforassignment (Available for Assignment) AVAILABLEFORASSIGNMENT (AVAILABLEFORASSIGNMENT)
cdm_fulltimeequivalent (Fulltime Equivalent) FULLTIMEEQUIVALENT (FULLTIMEEQUIVALENT)
Job Positions to Position Durations

Calculated Activation (Calculated Activation) VALIDFROM (VALIDFROM)
Calculated Retirement (Calculated Retirement) VALIDTO (VALIDTO)
Job Positions to Position Hiearchies

cdm_jobpositionnumber (Job Position Number) POSITIONID(POSITIONID)
cdm_parentjobpositionid.cdmjobpositionnumber PARENTPOSITIONID (PARENTPOSITIONID)

(cdm_parentjobpositionid.cdmjobpositionnumber)
HIERARCHYTYPENAME (HIERARCHYTYPENAME) HIERARCHYTYPENAME (HIERARCHYTYPENAME)
Workers to Worker
cdm_birthdate (cdm_birthdate) BIRTHDATE (BIRTHDATE)

cdm_gender (cdm_gender) GENDER (GENDER)
cdm_primaryaddress (cdm_primaryaddress) PRIMARYCONTACTEMAIL (PRIMARYCONTACTEMAIL )
cdm_primarytelephone (cdm_primarytelephone) PRIMARYCONTACTPHONE (PRIMARYCONTACTPHONE)
cdm_facebookidentity (cdm_facebookidentity) PRIMARYCONTACTFACEBOOK

(PRIMARYCONTACTFACEBOOK)
cdm_twitteridentity (cdm_twitteridentity) PRIMARYCONTACTTWITTER (PRIMARYCONTACTTWITTER)
cdm_linkedinIdentity (cdm_linkedinIdentity) PRIMARYCONTACTLINKEDIN (PRIMARYCONTACTLINKEDIN)
cdm_websiteurl (cdm_websiteurl) PRIMARYCONTACTURL (PRIMARYCONTACTURL)
cdm_firstname (cdm_firstname) FIRSTNAME (FIRSTNAME)
cdm_middlename (cdm_middlename) MIDDLENAME (MIDDLENAME)
cdm_lastname (cdm_lastname) LASTNAME (LASTNAME)
cdm_workernumber (cdm_workernumber) PERSONNELNUMBER (PERSONNELNUMBER)
cdm_type (cdm_type) WORKERTYPE (WORKERTYPE)
cdm_state (cdm_state) WORKSTATUS (WORKERSTATUS)
Employments to Employment
cdm_employmentstartdate (cdm_employmentstartdate) EMPLOYMENTSTARTDATE (EMPLOYMENTSTARTDATE)
cdm_employmentenddate (cdm_employmentenddate) EMPLOYMENTENDDATE (EMPLOYMENTENDDATE)
cdm_workertype (cdm_workertype) WORKERTYPE (WORKERTYPE)
cdm_workerid.cdm_workernumber PERSONNELNUMBER (PERSONNELNUMBER)

(cdm_workerid.cdm_workernumber)
cdm_companyid.cdm_companycode LEGALENTITYID (LEGALENTITYID)

(cdm_companyid.cdm_companycode)
Employments to Employment Detail

cdm_employmentstartdate (cdm_employmentstartdate) EMPLOYMENTSTARTDATE (EMPLOYMENTSTARTDATE)
cdm_employmentenddate (cdm_employmentenddate) EMPLOYMENTENDDATE (EMPLOYMENTENDDATE)

cdm_workerstartdate (cdm_workerstartdate) WORKERSTARTDATE (WORKERSTARTDATE)
cdm_lastdateworked (cdm_lastdateworked) LASTDATEWORKED (LASTDATEWORKED)
cdm_transitiondate (cdm_transitiondate) TRANSITIONDATE (TRANSITIONDATE)
cdm_employerunitofnotice (cdm_employerunitofnotice) EMPLOYERUNITOFNOTICE (EMPLOYERUNITOFNOTICE)
cdm_workerunitofnotice (cdm_workerunitofnotice) WORKERUNITOFNOTICE (WORKERUNITOFNOTICE)

cdm_companyid.cdm_companycode LEGALENTITYID (LEGALENTITYID)

(cdm_companyid.cdm_companycode)
cdm_employernoticeamount (cdm_employernoticeamount) EMPLOYERNOTICEAMOUNT (EMPLOYERNOTICEAMOUNT)
cdm_workernoticeamount (cdm_workernoticeamount ) WORKERNOTICEAMOUNT (WORKERNOTICEAMOUNT)
Position Worker Assignment to Position Worker Assignments


cdm_jobpositionnumber (Job Position Number) POSITIONID(POSITIONID)
Worker Addresses to Worker Postal Address V2


cdm_addresstype (cdm_addresstype) ADDRESSLOCATIONROLES (ADDRESSLOCATIONROLES)
cdm_line1 (cdm_line1) ADDRESSSTREET (ADDRESSSTREET)
cdm_city (cdm_city) ADDRESSCITY (ADDRESSCITY)
cdm_stateorprovince (cdm_stateorprovince) ADDRESSSTATE (ADDRESSSTATE)

cdm_postalcode (cdm_postalcode) ADDRESSZIPCODE(ADDRESSZIPCODE)
cdm_countryregion (cdm_countryregion) ADDRESSCOUNTRYREGION(ADDRESSCOUNTRYREGION)
cdm_addressnumber (cdm_addressnumber) ADDRESSLOCATIONID(ADDRESSLOCATIONID)
cdm_ispreferred (cdm_ispreferred) ISPRIMARY (ISPRIMARY)
cdm_county (cdm_county) ADDRESSCOUNTYID(ADDRESSCOUNTYID)
cdm_addresstype (cdm_addresstype) ADDRESSDESCRIPTION(ADDRESSDESCRIPTION)
Integration considerations
When integrating data from Talent to Finance and Operations, the integration will attempt to match records based
on the ID. If the match occurs, the data in Finance and Operations will be overwritten with the values in Talent.
However, an issue may occur if logically these are different records and the same ID was generated in either Talent
or Finance and Operations based on the respective number sequence.
The areas where this can occur are Worker, which uses Personnel number to make the match, and Positions. Jobs
do not use number sequences. As a result, if the same job ID is present in both Talent and Finance and Operations,
the Talent information will overwrite the Finance and Operations information.
To prevent issues with duplicate IDs, you can either add a prefix on the number sequence, or set a beginning
number on the number sequence that is beyond the range of the other system.
The location ID used for worker address isn't part of a number sequence. When integrating a worker address from
Talent to Finance and Operations, if the worker address already exists in Finance and Operations, a duplicate
address record may be created.
The following illustration shows an example of a template mapping in Data Integrator.
Configure the payroll integration between Talent and
Dayforce
The integration between Microsoft Dynamics 365 for Talent and Ceridian Dayforce relies on several configuration
steps that are described in this topic. You must configure the integration in both Talent and Dayforce before you
can process a pay run.
When you use a service such as Dayforce to complete pay runs, you must enable the integration in Talent. The
integration requires specific data from Talent. Therefore, you must verify that data that is mapped to Dayforce is
configured in Talent in a manner that supports the integration. The integration uses the following broad categories
of data:
Human resources data
Compensation data
Payroll data, such as pay cycles, pay periods, and earning codes
Worker data
This topic describes the steps that you must follow to enable the integration. It also explains the types of data and
the configuration details that the integration requires.
Enable the integration

In Talent, you must turn on the integration and enter the configuration information to connect to Dayforce. If you
want the general ledger transaction that is produced to be imported into Microsoft Dynamics 365 for Finance and
Operations, you must also set up a Microsoft Azure storage account and enter the Azure Storage connection string
in Finance and Operations.
To turn on the integration in Talent, follow these steps.
1. On the System administration page, select Integration configuration.
2. Enter the secure File Transfer Protocol (FTP ) endpoint and the secure FTP folder path.
3. Enter the user name and password of the user who will access the secure FTP endpoint and folder path.
4. Test the connection, as required, and set the Enable payroll integration option to Yes.
When the integration is turned on, the data export package and files are created, and the frequency is set. You can
change this frequency as you require.
For more information about Azure storage accounts and Azure Storage connection strings, see the following Azure
topics:
About Azure storage accounts
Configure Azure Storage connection strings
Technical details when payroll integration is enabled
Turning on the payroll integration has two primary effects:
A data export project named "Payroll integration export" is created. This project contains the entities and fields
required for the payroll integration. To examine the project, go to System administration, select the Data
management tile, and then open the data project from the list of projects.
This batch job executes the data export project, encrypts the resulting data package, and transfers the data
package file to the SFTP endpoint configured on the Integration configuration screen.
NOTE
The data package transferred to the SFTP endpoint is encrypted using a key that is unique to the package. The key is in an
Azure Key Vault that is accessible only by Ceridian. It is not possible to decrypt and examine the data package contents. If
you need to examine the contents of the data package, you need to export the "Payroll integration export" data project
manually, download it, and then open it. Manual export will not apply encryption or transfer the package.
Configure your data

To process payroll, you must configure human resource data in Talent. You must set up organizational data, such as
jobs and positions, together with benefits and compensation information. This information provides the
employment, pay, and deduction information that is required in order to generate employee pay.
Human resource data
Benefits
Human resources provides tools for the setup and maintenance of the benefits, deductions, and worker
compensation plans that an organization offers or processes for its workers.
When you create benefits, keep in mind the following data and configurations that are used in Dayforce.
B e n e fi t p l a n s
Plan (required)
Type (required)
Payroll impact (required)
Recover arrears
Deduction method
Deduction priority
Limit period
Limit amount
B e n e fi t s
Plan (required)
Type (required)
Option (required)
Benefit ID (required)
Frequency
Basis
Amount or rate
Earning code
Su p p o r t e d fr e q u e n c i e s
Weekly
Bi-weekly
Semi-monthly
Monthly
Su p p o r t e d b a se s
Fixed amount
Percent of earnings
Productive hours
Dayforce creates the following deductions, based on the payroll impact that is defined on the benefit plan.
SELECTION IN TALENT RESULT IN DAYFORCE
None No deduction is created.
Deduction only An employee deduction is created.
Contribution only An employer deduction is created.
Deduction and contribution Employee and employer deductions are created.
For more information about how to define and manage a benefits program, see the following topics:
Deliver an employee benefits program
Create a new benefit
Define benefit eligibility rules and policies
Enroll and remove benefits from workers
Compensation
Compensation management is used to control the delivery of base pay and awards. An employee's fixed base pay
and merit increases are controlled through fixed compensation plans. The payment of incentive pay, such as bonus
payments, performance awards, stock options, and grants, and also one-time awards, are controlled through
variable compensation plans.
Dayforce uses compensation information to calculate an employee's hourly or annual rate. Fixed compensation
plans and pay rate conversions are required. Employees must be associated with a fixed compensation plan.
For more information about compensation plans, see the following topics:
Develop salary/compensation structure and plans
Define compensation process and calculate results
Enroll an employee in a fixed compensation plan
Enroll an employee in a variable compensation plan
Jobs
A job is a collection of the tasks and responsibilities that are required of a person who performs a job. For more
information, see the following topics:
Setting up the components of a job
Define new jobs
P o si t i o n s
A position is an individual instance of a job. For example, the "Sales manager (East)" position is one of the
positions that are associated with the "Sales manager" job. A position exists in a department. Only one worker can
be associated with each position.
Keep the following data and configuration in mind when you set up positions:
Position (required)
Description (required)
Job (required)
Department (required)
Position type (required)
Full-time equivalent
Annual regular hours (required)
Paid by legal entity (required)
Pay cycle (required)
Default financial dimension – Cost center (required)
Worker assignment – Worker, assignment start, assignment end, reason code
If multiple positions in the same department are associated with the same job, they are consolidated into a single
position in Dayforce.
For more information, see the following topics:
Organize your workforce using departments, jobs, and positions
Set up positions
Departments
A department is an operating unit that represents a category or functional area of an organization. A department is
responsible for a specific area of the organization, such as sales, accounting, or human resources. You can use
departments to report on functional areas. Departments might have profit and loss responsibility.
For more information, see the following topics:
Create a department and associate it with the department hierarchy
Define new departments
Pay cycles and pay periods
A pay cycle determines how often payroll is run and the specific days when workers are paid. For example, a pay
cycle might be monthly, and employees might be paid on the last day of the month. Alternatively, a pay cycle might
be weekly, and employees might be paid on the Tuesday after the end of the pay period. Pay cycles are assigned to
positions to control when workers in those positions are paid.
After you create pay cycles, you can generate pay periods for each cycle. Each pay period includes a default
payment date that is based on information that you provide. However, you can modify the default payment date in
a pay period to allow for exceptions, such as when the payment date falls on a holiday.
The following information is used in Dayforce:
Pay cycle (required)
Pay cycle frequency (required)
Period start date (first pay period required)
Default payment date (first pay period required)
This information is integrated with Dayforce as pay groups, and is separated by country or region for each pay
cycle. At least one pay period must be generated before integration. Dayforce generates pay group calendars and
payment dates, based on the start date of the first pay period and the default payment date that is set up in Talent.
Earning codes
Earning codes uniquely identify every type of earnings that workers receive. The codes have various parameters
that are related to earnings, such as accounting rules, tax laws, reporting requirements, and gross-up capability.
The following information is used in Dayforce:
Earning Code (required)
Description
Unit of measure
Productive
Worker data
Records for the various types of workers that you have are important to your human resources and payroll
systems. The information that you enter can be used to track workers and personal information.
You can maintain the following information for workers:
Basic – Maintain basic information about a worker, such as contact information, demographic information,
identification information, family information, military service status, expatriate information, and personal and
emergency contacts.
Employment – Maintain information about a worker's employment, such as company or organization
affiliation, position assignment, start and end dates, work eligibility, terms of employment, pension, vacation,
and relocation information.
Leave and absence – Maintain information about a worker's absences, such as working calendars, absence
transactions, and absence setup.
Compensation and payroll – Maintain information about a worker's compensation plans and payroll
information, such as plan enrollment, awards, performance, commission, tax information, retirement, and salary
deductions.
When you enter worker information, keep in mind the following data and configurations that are used in Dayforce.
General information
Personnel number (required)
First name (required)
Last name (required)
Middle name
Seniority date
Known as
Personal information
Marital status (required)
Birth date (required)
Gender (required)
Person with disabilities
Nationality country region (only for Mexico)
Address information
Primary (required)
Country/region (required)
Postal code (required)
Street Number (required) (Only for Mexico)
Building Complement (Only for Mexico)
City (required)
State (required)
County (required)
Contact information
Primary (required)
Contact number (required)
Extension
Payroll information and earning codes
Employees may be assigned specific earnings at a given frequency of payment and have a preferred payment
method. The following fields are used in Dayforce to help guarantee that those preferences and settings are used.
Ea r n i n g c o d e s
Position (required)
Earning Code (required)
Frequency (required)
Amount (required)
P a y r o l l i n fo r m a t i o n
Payment Method
Economic Region (required)
Employee Benefits ID
National ID Number (required)
Military Service Number
Shift ID (required)
Tax Number (required)
Union ID (required)
Work Day ID (required)
Work Permit Number
NOTE
For the payment method, Mexico supports Cash, Check (the company's physical check), and Electronic Payment. If np
payment method is specified, Check is used by default.
Employment details
Employment detail history is used as key information to derive an employee's hire, termination, and rehire statuses
in Dayforce. Dayforce supports only one active employment record at a time.
Employment start date (required)
Employment end date
Start date
Adjusted start date
Termination date (required upon termination)
Termination reason (required upon termination)
An employee's key dates are derived by using the following information.
TALENT DAYFORCE
Most recent hire date Employment start of current non-terminated employment

history record
Termination date Termination date of current non-terminated employment

history record
Start date Adjusted start date, start date, or employment start of

current non-active employment history record
Original hire date Employment start of earliest employment history record
Compensation
A fixed compensation plan must be associated with every employee's primary position throughout an employment
period. This period starts on the date that the employee was hired (or the employment start date) and continues
until termination.
Effective Date (required)
Expiration date
Pay Rate (required)
Pay Rate Conversions (required)
Annual equivalent (required)
Hourly equivalent (required)
If an hourly employee has multiple positions, the fixed compensation of the primary position is imported into
Dayforce as the employee-level base rate/salary. For non-primary positions, the hourly rate is saved to the
corresponding position in Dayforce.
If a salaried employee has multiple positions, the cumulative hour rate and annual salary across all active positions
are derived and used as the employee-level base rate/salary.
So c i a l Se c u r i t y i d e n t i fi e r
Every employee must have one primary identifier. This identifier must be of SSN identification type. In Dayforce,
it's automatically derived as the employee's Social Security identifier that is required for hire.
Primary (required)
Identification Type = "SSN"
Issued Date
Expiration Date
Employees can declare multiple identification numbers of the SSN identification type. However, only the record
that is marked as Primary is integrated into Dayforce, regardless of whether the number is active or expired.
Bank accounts and disbursements
Valid bank account information must be entered for any employee who chooses to be paid via bank account
transfers.
TALENT DAYFORCE
Bank account number (required)
SWIFT code (required) Bank ID field used when processing payroll in Mexico.
Branch number (required)
Bank account type (required) Account type field used when processing payroll in Mexico.
Supported values include Checking and Payroll.
NOTE
Employees who choose to be paid via bank account transfers must provide a link to a remainder account that is under a legal
entity that has its primary address in Mexico and associated with a valid bank account from a Mexican bank. All other non-
remainder accounts are ignored.
Address information
Every employee must have one primary location. In Dayforce, this location is used to determine the employee's
primary residence for tax purposes.
Primary (required)
Country/region (required)
Zip/postal code (required)
Street (required)
Street Number (required)
Building Complement
City (required)
State (required)
County (required)
Configure your data to generate payroll in United States and Canada

If you're generating pay for employees in the United States and Canada, the following elements must be
configured:
Departments are required on positions.
Cost centers must be set as financial dimensions and must be the first element in the default financial
dimension string.
NOTE
You can configure Talent to require that Positions specify a Department. To do this, go to Human Resources Shared
Positions > Positions > Require departments on positions. We recommend that this setting be enforced for the
integration.
Job types
Job types are used to group similar jobs into categories. Job types are required in order to process payroll in the
United States and Canada. Examples of job types include full-time and part-time, or salary and hourly pay. Job
types are mapped to Dayforce as pay types that indicate whether an employee is hourly or salaried.
The following job types and descriptions are required.
JOB TYPE DESCRIPTION
Hourly Hourly
Salaried Salaried
Position types
You use position types to describe whether the position is full-time, part-time, or something else. Position types are
mapped to Dayforce as pay classes that indicate whether an employee is full-time or part-time.
The following position types and descriptions are required.
POSITION TYPE DESCRIPTION
Full-time Full time employee
Part-time Part time employee
Reason codes
Reason codes provide information about the status of an employee. Reason codes are mapped to Dayforce as
status reasons that indicate the reason for changes to an employee's position or employment status.
The following reason codes and descriptions are required.
REASON CODE DESCRIPTION APPLICABLE SCENARIOS
RESIGNATION Resignation Terminate worker
TERMINATION Termination Terminate worker
RETIREMENT Retirement Terminate worker
OTHER Other Reasons Terminate worker
DEATH Death Terminate worker
LEAVEOFABSENCE Leave of Absence Terminate worker
CONTRACTEND End of Contract Terminate worker
SALARYCHANGE Change of Salary Compensation
Marital status
Marital status values are mapped to Dayforce and translated, as appropriate, to the accepted values upon
integration.
The following table shows how marital status values are mapped to Dayforce.
TALENT DAYFORCE
Married Married
Single Single
Widowed Widowed
Divorced Divorced
Registered Partnership Domestic Partnership
None None
Cohabiting Cohabiting
Gender
Gender designations are mapped to Dayforce and translated, as appropriate, to the accepted values upon
integration.
The following table shows how gender designations are mapped to Dayforce.
TALENT DAYFORCE
Male Male
Female Female
Non-specific Not supported

TALENT DAYFORCE
Earning codes
Earning codes uniquely identify every type of earnings that workers receive. The codes cover several parameters
that are related to earnings, such as accounting rules, tax laws, reporting requirements, and gross-up capability. If
an unsupported frequency is used, the Every Pay frequency is used by default for the calculation.
Supported frequencies
All
EVERYPAY
EACHPAYPERIOD
EVRYOTHRPAYODD
EVRYOTHRPAYEVN
1OFMTH
LASTOFMTH
2OFMTH
3OFMTH
4OFMTH
5OFMTH
1N2OFMTH
3N4OFMTH
1N3OFMTH
1N4OFMTH
2N3OFMTH
2N4OFMTH
1N2N3OFMTH
1N2N4OFMTH
1N3N4OFMTH
2N3N4OFMTH
1N2N3N4OFMTH - 1N2N3N4OFMTH
2N3N4N5OFMth - 2N3N4N5OFMth
1OFQTR - 1OFQTR
LASTOFQTR – LASTOFQTR
LASTMTHOFQTR – LASTMTHOFQTR
1OFYEAR - 1OFYEAR
LASTOFYEAR – LASTOFYEAR
NOVNDECOFYEAR - NOVNDECOFYEAR
Addresses
The identification of specific country or region, state, and county (municipality) codes requires specific formats that
Dayforce and in-country/in-region providers can recognize. Although the format for cities is flexible, every city
must be associated with a state.
TALENT DAYFORCE
Country/Region Country Code

TALENT DAYFORCE
Zip/Postal Code Postal Code
State State Code
City City
County County (Municipality)
Street Address Line 1
Tax regions
Tax regions are used to determine the appropriate tax that should be applied during payroll generation. Tax regions
are mapped to Dayforce as location addresses. The default tax region must be associated with the worker's active
position.
Tax region (required)
Country/Region (required)
State (required)
County
City (required)
Configure your data to generate payroll in Mexico

If you're generating pay for employees in Mexico, the following elements must be configured:
Departments are required on positions.
Cost centers must be set as financial dimensions and must be the first element in the Default Financial
Dimension string.
Job types
Job types are used to group similar jobs into categories. Job types are required in order to process payroll in
Mexico. Examples of job types include full-time and part-time, or salary and hourly pay. Job types are mapped to
Dayforce as pay types that indicate whether an employee is hourly or salaried.
The following job types and descriptions are required.
JOB TYPE DESCRIPTION
Hourly MX Hourly
Salaried MX Salaried
Position types
You use position types to describe whether the position is full-time, part-time, or something else. Position types are
mapped to Dayforce as pay classes that indicate whether an employee is full-time or part-time.
The following position types and descriptions are required.
Full-time Full time employee

Part-time Part time employee
Reason codes
Reason codes provide information about the status of an employee. Reason codes are mapped to Dayforce as
status reasons that indicate the reason for changes to an employee's position or employment status.
The following reason codes and descriptions are required.
REASON CODE DESCRIPTION APPLICABLE SCENARIOS
DEPARTUREBEFOREPAYMENT Departure before first payroll Terminate worker
RESIGNATION Resignation Terminate worker
PENSION Pension Terminate worker
TERMINATION Termination Terminate worker
RETIREMENT Retirement Terminate worker
ABSENTEE Absentee Terminate worker
OTHER Other Reasons Terminate worker
CLOSURE Business Closure Terminate worker
DEATH Death Terminate worker
LEAVEOFABSENCE Leave of Absence Terminate worker
CONTRACTEND End of Contract Terminate worker
SALARYCHANGE Change of Salary Compensation
Terms of employment
Terms of employment are used to create categories of employment terms. The terms are mapped to Dayforce as
employment indicator values.
The following terms of employment and descriptions are required.
TERMS OF EMPLOYMENT DESCRIPTION
Regular Regular
Direct Direct
Internship Internship
Permanent Permanent
Marital status
Marital status values are mapped to Dayforce and translated, as appropriate, to the accepted values upon
integration.
The following table shows how marital status values are mapped to Dayforce.
TALENT DAYFORCE
Married Married
Single Single
Widowed Widowed
Divorced Divorced
Registered Partnership Domestic Partnership
None Not supported by Mexico
Cohabiting Not supported by Mexico
Gender
Gender designations are mapped to Dayforce and translated, as appropriate, to the accepted values upon
integration.
The following table shows how gender designations are mapped to Dayforce.
TALENT DAYFORCE
Male Male
Female Female
Non-specific Not supported by Mexico
Payment method
Payment methods give the employee and the company a way to describe how employees will be paid. Payment
methods are mapped to Dayforce and translated, as appropriate, to the accepted values upon integration.
The following table shows how payment methods are mapped to Dayforce.
TALENT DAYFORCE
Cash Cash
Electronic Payment Transfer
Check Cheque
Bank Draft Not supported by Mexico
Other Not supported by Mexico
Bank account type

Bank account types are used for electronic payments to employees. Bank account types are mapped to Dayforce as
transfer account information. The bank account types are translated, as appropriate, to the accepted values upon
integration.
TALENT DAYFORCE
Checking Account CheckingAccount
Payroll Account PayrollAccount
Savings Account Not supported by Mexico
BankGirot account Not supported by Mexico
PlusGirot account Not supported by Mexico
Earning codes
Earning codes uniquely identify every type of earnings that workers receive. The codes cover several parameters
that are related to earnings, such as accounting rules, tax laws, reporting requirements, and gross-up capability. If
an unsupported frequency is used, the Every Pay frequency is used by default for the calculation.
Supported frequencies
All
EVERYPAY
EACHPAYPERIOD
EVRYOTHRPAYODD
EVRYOTHRPAYEVN
1OFMTH
LASTOFMTH
2OFMTH
3OFMTH
4OFMTH
5OFMTH
1N2OFMTH
3N4OFMTH
1N3OFMTH
1N4OFMTH
2N3OFMTH
2N4OFMTH
1N2N3OFMTH
1N2N4OFMTH
1N3N4OFMTH
2N3N4OFMTH
1N2N3N4OFMTH - 1N2N3N4OFMTH
2N3N4N5OFMth - 2N3N4N5OFMth
1OFQTR - 1OFQTR
LASTOFQTR – LASTOFQTR
LASTMTHOFQTR – LASTMTHOFQTR
1OFYEAR - 1OFYEAR
LASTOFYEAR – LASTOFYEAR
NOVNDECOFYEAR - NOVNDECOFYEAR
Addresses
The identification of specific country or region, state, and county (municipality) codes requires specific formats that
Dayforce and in-country/in-region providers can recognize. Although the format for cities is flexible, every city
must be associated with a state.
TALENT DAYFORCE
Country/Region Country Code
Zip/Postal Code Postal Code
State State Code
City City
County County (Municipality)
Street Address Line 1
Street Number Address Line 2
Building Complement Address Line 5
Passport number
Employees can declare passport information. This information is of the Passport identification type and is
integrated into Dayforce as part of an employee's Mexico-specific information.
Identification Type = "Passport"
Issued Date
Expiration Date
Employees can declare multiple identification numbers of the Passport identification type. However, only the
current active passport entry is integrated into Dayforce. If all passport entries are expired, the passport that was
most recently issued is integrated into Dayforce.
Data integration guidance for Dynamics 365 for
Talent
Overview
Dynamics 365 for Talent manages business data that is useful in a variety of business processes. This topic
provides guidance on various options for integrating with data managed by Dynamics 365 for Talent, describing
the characteristics of different integration technologies so that integrators can make informed decisions regarding
which technologies best fit their needs.
Data integration vision

Microsoft sees business data as a key asset that makes your company unique. Your business’s data is highly
valuable. Data gathered and maintained by one part of the business relates to data gathered by another part of the
business, and these relations can be used to improve business processes and business intelligence across your
organization. Providing easy, secure, stable access to your business data, regardless of which system “owns” the
data is a key tenet to the vision we have for data integration with Dynamics 365 for Talent.
Historically, integrating data between multiple systems has been difficult. Microsoft is taking steps to make data
integration easier, and a large step toward that goal is realized through Common Data Service. Going forward,
Dynamics 365 for Talent is making Common Data Service the preferred public interface for Talent data. Over time,
we expect that all the most important data managed by Dynamics 365 for Talent will be exposed in Common Data
Service. We recommend Common Data Service as the technology of choice for most integrating applications.
While we realize that not all data your application may require is currently present in Common Data Service, and
that your project timelines may require an alternative technology, please let us know when Common Data Service
does not meet your integration needs.
Integration technologies
The following sections describe the different data integration technologies available for use with Dynamics 365 for
Talent (Core HR ).
Common Data Service entities
Common Data Service is the preferred public data interface for Dynamics 365 for Talent. Common Data Service is
built on a mature platform, having grown out of the Dynamics 365 “XRM” platform, upon which the Dynamics 365
Customer Engagement solutions are built.
Common Data Service provides a platform for data entities and an API for accessing those entities. When
Dynamics 365 for Talent is deployed in your organization, Talent is connected to a Common Data Service instance
and the entities that maintain Talent data are deployed into that Common Data Service instance, making the
entities and their data available to any application that can connect to the Common Data Service instance.
Depending on which Talent apps you are using, Talent either performs data operations directly against the
Common Data Service entities (this is the case for Attract and Onboard) or synchronizes data to/from the
Common Data Service entities (this is the case for Core HR ).
Once the data entities that expose the data your integrating apps require are present in Common Data Service, you
can make full use of the Common Data Service platform and the APIs it supports. Among the supported APIs is
the Dynamics 365 Web API, which provides an OData implementation for accessing Common Data Service data.
The Common Data Service entities and the associated APIs are the best option for accessing Talent data from web
applications, web services/APIs, and from any other application that connects to OData feeds.
NOTE
With the decision to make Common Data Service the preferred data interface for Talent (Core HR) being relatively recent, you
may find that the Core HR data entities you need for your integration are not yet available in Common Data Service1 . If the
Core HR entities required for your integration are not yet available, you will need to wait for the data entities to be made
available or you will need to use one of the other integration technologies described below.
1For a list of Core HR entities available in Common Data Service, see Core HR and Common Data Service. For
Attract and Onboard, all entities are available in Common Data Service.
DMF/DIXF entities
Dynamics 365 for Talent (Core HR ), built primarily on the same platform as Dynamics 365 for Finance and
Operations, provides a Data Management Framework (DMF ), sometimes also known as the Data Import Export
Framework or DIXF, and a set of data entities that can be used for importing/exporting data into/from Talent.
While Common Data Service entities are the preferred data integration interface for Talent, the DMF entities will
still be useful in some circumstances, such as:
Common Data Service entities aren't yet available.
The integration requires high performance bulk data import/export capabilities.
The DMF entities currently provide the most complete data coverage for Talent (Core HR ) data.
DMF is not appropriate for real-time integrations (such as when immediate user feedback in a user interface is
required), because package operations are scheduled batch jobs, and will often have a minimum of a 1-2 minute
latency before the batch service picks up the job for execution, plus whatever time is required to complete the
import/export operation.
DMF may be the best option when high throughput is required (such as a nightly scheduled import/export of
many thousands of records).
NOTE
DMF is not available for Attract and Onboard.
DMF package REST API

The DMF provides a REST API for manipulating data packages. This API can be used to programmatically interact
with the DMF, allowing actions such as:
Importing a data package.
Exporting a data package.
Checking the status of an import/export operation.
The DMF Package REST API is fully supported in Dynamics 365 for Talent (Core HR ).
Azure SQL DB (BYOD)
DMF additionally provides a powerful feature (generally known as Bring Your Own Database, or BYOD ) that allows
Talent to export data to your own Microsoft Azure SQL database. This provides tremendous flexibility, because
when the data is present in your own SQL database, you can make use of any applications or middleware that can
connect to a SQL datastore.
BYOD should generally be considered a read-only solution. While you are able to manipulate and store whatever
data you want in the Azure SQL database (such as for data mashups), data stored in the Azure SQL database will
not be synchronized back to Talent Core HR.
BYOD is appropriate for reporting solutions, data integrations, data mashups, as a data source for an Azure Data
Factory pipeline.
NOTE
BYOD is not available for Attract and Onboard.
OData-enabled entities
Most DMF entities are also enabled for access through the Talent data service (OData). The documentation
provided for the Finance and Operations OData service generally also applies to Talent (Core HR ), although
documentation about creating your own OData-exposed entities will not apply.
While Common Data Service and the OData implementation provided by Common Data Service (through the
Dynamics 365 Web API) is preferred over the Talent data service, the Talent data service currently has more
complete entity coverage for the Talent data.
Excel Add-in
The Excel Add-in makes use of OData-enabled entities beneath the surface. It provides a convenient way for an end
user to retrieve and modify Talent data through the familiar Excel UI.
The Excel Add-in is appropriate for ad-hoc data imports/exports by business domain experts. For a recurring data
integration that requires programmatic automation, another integration technology will be more appropriate.
Data Integrator
The Common Data Service administrator experience provides a Data Integrator service that can be used for data
integrations to/from Common Data Service. Data Integrator can be used to define integration projects (often based
on pre-defined templates that application developers have tailored for specific integrations). The integration
projects can be scheduled to run automatically on a recurring schedule or be run manually.
Data Integrator projects are appropriate for Common Data Service batch integrations and make a great choice for
integrations between the Dynamics 365 family of applications. As an example, Microsoft provides an out-of-the-
box Data Integrator template that can be used for integrating data from Dynamics 365 for Talent (Core HR ) into
Dynamics 365 for Finance and Operations. For more information, see Integration from Dynamics 365 for Talent to
Dynamics 365 for Finance and Operations.
Power Query
Data Integrator also supports Power Query (through its Advanced Query feature). Power Query provides powerful,
flexible data filtering and transformation, including the rich M formula language, and will likely be familiar to those
who have experience developing Power BI reports.
Deciding on an integration technology

With so many different integration technologies available, deciding on which integration approach to use can
sometimes be overwhelming. Over time, and particularly as the data coverage in Common Data Service matures,
the decision will become easier, with Common Data Service being the preferred data interface in most cases. But
until then, you may find that Common Data Service does not yet meet your needs. The following table helps
summarize some of the key characteristics of the various integration technology options.
PROGRAMMATIC
TECHNOLOGY/TOO RECURRING SYNCHRONOUS/A ACCESS THROUGH APPROPRIATE
L/API INTEGRATIONS SYNCHRONOUS AN API DATA VOLUMES DATA COVERAGE
Common Data Yes, using Data Sync Async, Batch Yes, through Varies with use Improving2
Service entities Integrator or (through Data Dynamics 365 case (supports
middleware Integrator) Web API (OData) paging for
interactive use)
DMF entities Yes, scheduled Async, Batch Yes, through High (hundreds High
through DMF Package of thousands of
middleware REST API records)
DMF Package Yes, scheduled Async, Batch Yes High (hundreds API supports all
REST API through of thousands of DMF entities
middleware records)
BYOD Yes, scheduled by Async, Batch No3 High (hundreds Supports all DMF
Admin in Talent of thousands of entities
records)
OData-enabled Yes, using Sync Yes, through Varies with use High
entities middleware Talent Data case (supports
Service (OData) paging for
interactive use)
Excel Add-in No Sync No Medium (tens of Supports all

thousands of OData-enabled
records) entities
Data Integrator Yes, scheduled in Async, Batch No Varies with use Supports all
Data Integrator case Common Data
Service entities
2Microsoft is investing heavily in increasing data coverage for

Common Data Service entities, and recommends
Common Data Service as the preferred data interface when coverage is available. Currently, Common Data Service
data coverage is low relative to DMF and OData-enabled entities.
3SQL database can be accessed programmatically.
Summary
Your business data is a valuable asset, but its value can be greatly diminished if it is hard to use the data for your
specific purposes (such as reporting, data mashups, or custom applications). Dynamics 365 for Talent provides
several technologies for working with your data outside of the Talent application’s user interface (UI), allowing
integrating applications access to the data. This topic has described the available integration technologies and some
of their key characteristics. This information should help you make better decisions on which approaches to
leverage for your integration projects.
Dynamics 365 for Talent to Dynamics 365 for Finance
and Operations integration FAQ
This topic answers common questions associated about what data is synchronized when Dynamics 365 for Talent is
integrated with Dynamics 365 for Finance and Operations.
Is all data synchronized or just some data entities?

With Core Human Resources (HR ), a subset of the data is synchronized. For a list of all the entities, see Integration
from Dynamics 365 for Talent to Dynamics 365 for Finance and Operations.
For Attract and Onboard, all data is native to Common Data Service.
Can I create a new mapping without using the templates?

Templates are the starting point. You can create your own template, but a template is always needed when creating
an integration project. For more information about data integrator (DI), templates, and projects, see Integrate data
into Common Data Service.
Can I map financial dimensions to transfer between Talent and Finance

and Operations?
Financial dimensions aren’t currently in Common Data Service and as a result aren’t part of the default template.
This entity is planned, but currently no release timeline is available.
For data that resides in Finance and Operations but does not exist in Talent, link the two systems together by using
Configure Links in Talent. For more information about how to configure links between Talent and Finance and
Operations, see What's new or changed in Dynamics 365 for Talent Core HR (October 31, 2018).
Sometimes when I import employees, they go into inactive workers in

Finance and Operations. Why?
You may get this error if employees don’t have an active employment detail record in Talent. To resolve this, go to
Personnel Management > Employees > Employment History > Date Manager, and verify that there is an
active employment detail record.
If I select to map only a subset of fields, will changes made to non-

mapped fields trigger a sync?
Data sync follows the execution schedule. The integration will pick up a record if any field in the record changes
regardless if the field is part of integration mapping.
How can I send only active worker changes and not the terminated
records?
With the use of "Advanced query", you can filter and reshape source data before passing it into the destination.
Can I specify which fields to send to Finance and Operations for a

specific entity?
Fields can be added or removed from the integration task. Not all data fields that exist on the Common Data
Service entity will be populated from Core HR. Additional data can be populated via PowerApps.
I set up integration as a batch job, but Talent lost connection to the

destination system. How can I send the same set of changes to the
destination system?
No special setup is required for exception handling. The Data Integrator will automatically catch and report errors
which occur at the source and destination and will allow manual retries. However, it doesn’t allow manual data
correction. If data updates are needed, that should happen either at the source or the destination.
Can I set up bi-directional integration?

No, integration is currently one-way (Talent to Finance and Operations). However, there is a default template
available to send data from Talent to Finance and Operations.
Can I allow record deletion as part of my integration?

No, Data Integrator will not capture deleted records for data transfer. Only data creation and updates (UPSERT) are
currently included.
Can I rerun the errored execution? If so, will it send a full file or only the
changes?
The first run of Data Integrator is always a full run. Subsequent runs are based on change tracking. When an error
run is executed, it extracts the records in scope of the run and sends out the most recent changes from Common
Data Service.
When I save the project, I get the error: “Project has mapping errors."
What do I do?
Check the setup of your integration keys, make any required changes to the setup, then refresh the entities in the
project.
When the default template is used, the integration keys will be automatically imported. This issue may occur when
new tasks are added to the existing template.
If I have N number of legal entities where workers have employments,

do I need to create a mapping for each of them?
Yes, for each legal entity in Finance and Operations, you'll need a separate integration project in the data
integration.
I need to transfer data that is not part of the default template provided
by Microsoft. Can I do this?
Yes, fields can be added to or removed from the existing template. The template can be modified to include
additional data from other Common Data Service entities. The entity must be in Common Data Service for it to be
included in the template.
I just created new Finance and Operations and Talent environments,

and I'm getting the error "The data value violates integrity constraints."
Why?
Reasons for this error can include:
The data transfer resulted in duplicate records extraction at the source (Common Data Service).
The data transfer has null values for fields that are required in Finance and Operations. Verify the data that is
in Common Data Service and meets the requirements of Finance and Operations.
If there are execution errors and the Employee ID didn't sync, how do I
find the history job which has the failed employee record?
Data Integrator will create multiple projects in Finance and Operations. The relationship between the Data
Integrator task and the Finance and Operations project is one to one.
Trace the time from the Data Integrator execution history and look for the index -1 project in Finance and
Operations. If the task number is 9 in Data Integrator, the index in Finance and Operations is 8.
1. Capture the task index from Data Integrator (in this example it is "9").
2. Track the execution time of the project.

3. In Finance and Operations, identify index - 1. In this example, the project with suffix "8" and execution time of
index "0" project matches with the execution time in Step 2.
After integrating Talent and Finance and Operations, I don’t see my

Talent data in Finance and Operations. What do I do?
The integration to Finance and Operations is a two-step process. First, verify that the Talent data is updated and
available in Common Data Service. This is a near real-time sync and can be verified in PowerApps by looking at the
data within the data entities.
If the data is not appearing as expected in Common Data Service, verify that the entity is supported in the
integration. To include additional data in Common Data Service, a change will be required on the Microsoft side.
If the entity is supported and the data is available in Common Data Service, verify the mapping is correct in Data
Integrator. If the integrator mapping looks okay, then verify the data management jobs have successfully run.
Errors may occur during the execution of the batch jobs. For more information about Data Management, see Data
management.
The addresses for my employees are incorrect after I import them into
Finance and Operations. What should I do?
The number sequence for Location ID uses the same pattern in both Talent and Finance and Operations. The
number sequence needs to be unique on both sides so there are no address collisions when integrating data from
Common Data Service to Finance and Operations.
During implementation of Talent, verify that the number sequences are not the same in Talent and Finance and
Operations. Validate that all number sequences are not identical where data may be maintained in both systems.
When creating my connection set, I am unable to see the connection in

the Connection drop-down list. What do I do?
Make sure when creating your connections, you choose Dynamics 365 for Finance and Operations (currently in
preview ) and Common Data Service.
When syncing employments, I get the errors “CompanyInfo_FK doesn’t

exist" or “The value '12/31/2154 11:59:59 pm' in field 'Employment end
date' is not found in the related table 'Employment'.” What should I do?
Ensure that you are mapping to the correct legal entities. Legal entity syncing is not part of the default template, so
it is expected that each legal entity that is present in Talent and Common Data Service is also present in Finance
and Operations. Also, make sure that you are selecting the correct legal entities for the associated Connection Set.
After setting up my project, the field mapping for Finance and

Operations appears to be empty. What should I do?
Refresh the data entities in Finance and Operations by going to Data management > Framework Parameters >
Entity settings > Refresh entity list. This should take a couple of minutes to complete, then you should see those
mappings. This issue occurs when new projects are created.
Data Integrator (DI):
Integrate data into Common Data Service
Data Integrator error management and troubleshooting
Responding to DSR requests for system-generated logs in PowerApps, Microsoft Flow, and Common
Data Service
Data Management:
Data management
Recurring data export using Azure Logic apps
This tutorial shows how to create a Microsoft Azure logic app that exports data from Microsoft Dynamics 365 for Talent Core HR on a recurring
schedule. The tutorial takes advantage of Core HR's DMF package REST application programming interface (API) to export the data. After the data has
been exported, the logic app saves the exported data package to a Microsoft OneDrive for Business folder.
Business scenario
In one typical business scenario for Microsoft Dynamics 365 integrations, data must be exported to a downstream system on a recurring schedule. This
tutorial shows how to export all worker records from Microsoft Dynamics 365 for Talent and save the list of workers in a OneDrive for Business folder.
TIP
The specific data that is exported in this tutorial and the destination of the exported data are only examples. You can easily change them to meet your business needs.
Technologies used
This tutorial uses the following technologies:
Dynamics 365 for Talent Core HR – The master data source for workers that will be exported.
Azure Logic Apps – The technology that provides orchestration and scheduling of the recurring export.
Connectors – The technology that is used to connect the logic app to the required endpoints.
HTTP with Azure AD connector
OneDrive for Business connector
DMF package REST API – The technology that is used to trigger the export and monitor its progress.
OneDrive for Business – The destination for the exported workers.
Prerequisites
Before you begin the exercise in this tutorial, you must have the following items:
A Core HR environment that has admin-level permissions in the environment
An Azure subscription to host the logic app
The exercise
At the end of this exercise, you will have a logic app that is connected to your Core HR environment and your OneDrive for Business account. The logic
app will export a data package from Core HR, wait for the export to be completed, download the exported data package, and save the data package in
the OneDrive for Business folder that you specified.
The completed logic app will resemble the following illustration.
Step 1: Create a data export project in Core HR
In Core HR, create a data export project that exports workers. Name the project Export Workers, and make sure that the Generate data package
option is set to Yes. Add a single entity (Worker) to the project, and select the format to export in. (Microsoft Excel format is used in this tutorial.)
IMPORTANT
Remember the name of the data export project. You will need it when you create the logic app in the next step.
Step 2: Create the logic app

The bulk of the exercise involves creating the logic app.
1. In the Azure portal, create a logic app.
2. In the Logic Apps Designer, start with a blank logic app.

3. Add a Recurrence Schedule trigger to run the logic app every 24 hours (or according to a schedule of your choice).
4. Call the ExportToPackage DMF REST API to schedule the export of your data package.
a. Use the Invoke an HTTP request action from the HTTP with Azure AD connector.
Base Resource URL: The URL of your Talent environment (Don't include path/namespace information.)
Azure AD Resource URI: http://hr.talent.dynamics.com
NOTE
The Core HR service doesn't yet provide a connector that exposes all the APIs that make up the DMF package REST API, such as ExportToPackage.
Instead, you must call the APIs by using raw HTTPS requests through the HTTP with Azure AD connector. This connector uses Azure Active Directory
(Azure AD) for authentication and authorization to Talent.
b. Sign in to your Talent environment through the HTTP with Azure AD connector.
c. Set up an HTTP POST request to call the ExportToPackage DMF REST API.
Method: POST
Url of the request:
https://<hostname>/namespaces/<namespace_guid>/data/DataManagementDefinitionGroups/Microsoft.Dynamics.DataEntities.
ExportToPackage
Body of the request:
{
"definitionGroupId":"Export Workers",
"packageName":"talent_package.zip",
"executionId":"",
"reExecute":false,
"legalEntityId":"USMF"
}
TIP
You might want to rename each step so that it's more meaningful than the default name, Invoke an HTTP request. For example, you can rename this step
ExportToPackage.
5. Initialize a variable to store the execution status of the ExportToPackage request.
6. Wait until the execution status of the data export is Succeeded.

a. Add an Until loop that repeats until the value of the ExecutionStatus variable is Succeeded.
b. Add a Delay action that waits five seconds before it polls for the current execution status of the export.
NOTE
Set the limit count to 15 to wait a maximum of 75 seconds (15 iterations × 5 seconds) for the export to be completed. If your export takes more time,
adjust the limit count as appropriate.
c. Add an Invoke HTTP request action to call the GetExecutionSummaryStatus DMF REST API, and set the ExecutionStatus variable to
the result of the GetExecutionSummaryStatus response.
This sample doesn't do error checking. The GetExecutionSummaryStatus API can return non-successful terminal states (that is,
states other than Succeeded). For more information, see the API documentation.
Method: POST
Url of the request:
https://<hostname>/namespaces/<namespace_guid>/data/DataManagementDefinitionGroups/Microsoft.Dynamics.DataEntities.
GetExecutionSummaryStatus
Body of the request: body('Invoke_an_HTTP_request')?['value']
NOTE
You might have to enter the Body of the request value either in code view or in the function editor in the designer.
IMPORTANT
The value for the Set variable action (body('Invoke_an_HTTP_request_2')?['value']) will differ from the value for the Invoke an HTTP request 2
body value, even though the designer will show the values in the same way.
7. Get the download URL of the exported package.

Add an Invoke HTTP request action to call the GetExportedPackageUrl DMF REST API.
Method: POST
Url of the request:
https://<hostname>/namespaces/<namespace_guid>/data/DataManagementDefinitionGroups/Microsoft.Dynamics.DataEntities.GetExportedPackageUrl
Body of the request: {"executionId": body('GetExportedPackageURL')?['value']}
8. Download the exported package.
Add an HTTP GET request (a built-in HTTP connector action) to download the package from the URL that was returned in the previous
step.
Method: GET
URI: body('Invoke_an_HTTP_request_3').value
NOTE
You might have to enter the URI value either in code view or in the function editor in the designer.
NOTE
This request doesn't require any additional authentication, because the URL that the GetExportedPackageUrl API returns includes a shared access
signatures token that grants access to download the file.
9. Save the downloaded package by using the OneDrive for Business connector.
Add a OneDrive for Business Create File action.
Connect to your OneDrive for Business account, as required.
Folder Path: A folder of your choice
File Name: worker_package.zip
File Content: The body from the previous step (dynamic content)
Step 3: Test the logic app
To test your logic app, select the Run button in the designer. You will see that the steps of the logic app start to run. After 30 to 40 seconds, the logic app
should finish running, and your OneDrive for Business folder should include a new package file that contains the exported workers.
If a failure is reported for any step, select the failed step in the designer, and examine the Inputs and Outputs fields for it. Debug and adjust the step as
required to correct the errors.
The following illustration shows what the Logic Apps Designer looks like when all the steps of the logic app run successfully.
Summary
In this tutorial, you learned how to use a logic app to export data from Core HR and save the exported data to a OneDrive for Business folder. You can
modify the steps of this tutorial as required to suit your business needs.
In this tutorial, you will use and build Office integration experiences that involve Excel, Word, Document
Management, and email.
Overview
In this tutorial, you will use and build Microsoft Office integration experiences that involve Microsoft Excel,
Microsoft Word, the Document Management subsystem, and email. You will see how Excel and Word use data
entities as an entry point into the system, how Excel can become a core part of the user experience, and how Excel
and Word can be used for ad-hoc lightweight reporting. You will also see how files can be stored and shared by
using the Document Management and email capabilities.
Prerequisites
For this tutorial, you must access the environment by using Remote Desktop, and you must be provisioned as an
administrator on the instance. For more information, see Access development instances. If you're running Internet
Explorer on the virtual machine (VM ), you must enable font and file downloads at Internet Options > Security >
Custom Level. Microsoft Visual Studio 2015 runs on the VM, and it must run as an administrator so that
metadata and compilation files can be overwritten. To make sure that Visual Studio runs as an administrator,
search for the program, and pin it to the taskbar. Then right-click the shortcut on the taskbar, right-click Visual
Studio 2015, click Properties > Advanced, and select the Run as administrator check box. Visual Studio will
now run as an administrator via a single left click of the taskbar shortcut.
Key concepts
Entities and OData – You will use the Microsoft Dynamics Excel Data Connector App (Excel App) to create,
read, update, and delete. The connector uses OData services that are created for any entity that is left in the
default state of "public" (DataEntity.Public=Yes).
Apps for Office – The Excel App is built by using the Apps for Office framework (which is also known as the
Office Web API). The Excel App is web-based, and therefore shares technology with the client and will run
inside both on-premises Excel instances and Microsoft Excel Online (Microsoft Office 365). The app runs inside
Excel in a task pane.
Microsoft Office 2016 – The Excel and Word Apps use advances in the Apps for Office framework that were
introduced in Office 2016. Therefore, Office 2016 is required in order to run the Excel and Word Apps.
Authentication – The Excel and Word Apps run in an Internet Explorer window inside Excel and Word. Even if
the user is running the client in an InPrivate Browsing session in Internet Explorer, or in a different browser,
such as Chrome, Internet Explorer is still used to run the app inside Excel or Word. Authentication is facilitated
by OAuth, and the user can select accounts and sign in within the app. Internet Explorer will first try to
automatically sign the user in. Therefore, if you aren't signed in as the correct user, or if you have trouble
signing in, you might have to force a sign-out from the app by using the sign-out link on the user menu in the
lower-right corner of the app. After sign-out, right-click in the app, and try to sign in again.
Excel App – In addition to facilitating refresh and publish data operations, the Excel App also provides source
and field information, lookups, filtering, error messaging, and a design experience for adding or removing
fields, table columns, or labels from entity data sources.
Setup
Load the Fleet data set
During this tutorial, we will mainly use forms, entities, and data in the Fleet Management model. Therefore, we
must first load the Fleet data set.
1. Navigate to Fleet Management > Setup > Fleet setup.
2. Click Create.
Static Export to Excel experiences

Static Export to Excel
Static Export to Excel provides a quick mechanism for getting data into grids on a page. The standard mechanism
for triggering Export to Excel is the Open in Microsoft Office menu. Static Export to Excel is also available via a
shortcut menu on the grid.
1. In Internet Explorer, navigate to Fleet Management > Customers > Customer.
2. Click Open in Microsoft Office > Export to Excel > Customers.
3. Download and open the workbook that is generated. Note that the columns in the workbook match the
columns in the grid.
4. Select ("mark") the first two rows by clicking in the left edge of the row, below the "Select all" check mark.
5. Right-click the grid header to open the shortcut menu. Note that both Export all rows and Export marked
rows are available as commands.
6. Click Export marked rows. Note that the columns in the workbook match the columns in the grid, and that the
rows that are exported match the rows that you marked.
Modify the static Export to Excel experience
You can suppress the static Export to Excel mechanism for a grid or change the label that appears on the Open in
Microsoft Office menu.
1. Start Visual Studio 2015. Make sure that it's running as an administrator.
2. Click View > Application Explorer (or press Ctrl+E, Ctrl+E ).
3. Navigate to AOT > User Interface > Forms > FMCustomer.
4. Right-click FMCustomer, and then click Add to new project.
5. In Solution Explorer, double-click the FMCustomer form to open the designer view.
6. Select FMCustomerDesignTab(Tab)TabPageGrid(TabPage)MainGrid(Grid).
7. In the Properties window, find the Export Label property.
8. Set the Export Label property to Fleet Customers.
9. Save the form. If you're asked whether you want to overwrite the existing form or save it as a new form, click
Overwrite.
10. Build the solution (press Ctrl+Shift+B ).
12. Click Open in Microsoft Office. Note that the Customers option has changed to Fleet Customers.
Generated Open in Excel experiences

Generated Open in Excel
Generated Open in Excel options are automatically added to forms when the system finds data entities that have
the same root data source as the form. The workbook that is generated will contain a single table data source
where the data from that entity is loaded. The Open in Excel experiences are listed on the Open in Microsoft
Office menu. (When an entity has the same root data source as a form, it's added as an option in the Open in
Excel section of the Open in Microsoft Office menu. This option is referred to as a “generated” option.)
2. Click Open in Microsoft Office > Open in Excel > Fleet Management Customers (unfiltered).
3. Download and open the workbook that is generated. This workbook contains the Excel Data Connector App, a
binding to the Fleet Management Customer entity, and a pointer to the server that the workbook was
generated from.
4. Click Enable editing to enable the Excel Data Connector App to load. Customer data is read from the OData
service on the server and added to the table.
5. In Internet Explorer, on the Customer page, click Edit (or press F2), and change the email address of one of the
customers.
6. In the Excel App, click Refresh. Note that the new email address is shown in Excel.
7. In Excel, change the email address of one of the customers.
8. In the Excel App, click Publish.
9. In Internet Explorer, click Refresh in the upper right of the page (or press Shift+F5). Note that the new email
address is shown on the Customer page.
10. In Excel, click the Settings (gear) button in the lower-right corner of the Excel App. You can use the dialog box
that appears to adjust the settings in the current workbook. Note that the Server URL value matches the start
of the URL that is shown in Internet Explorer. Also note that the data refresh and data publish operations are
listed.
11. Click Cancel to close the Settings dialog box.
12. Click the Message Center (flag) button in the lower-right corner of the Excel App. The message center dialog
box that appears provides information about what is occurring in the Excel App.
Add and remove table columns from an existing table data source in the Excel App
The Excel App has a design experience that lets users add and edit bindings to entity data sources and labels. To
add and remove fields from an existing binding, you use the edit experience that is outlined in the following steps.
1. Get a workbook that has an existing table data source:
a. In Internet Explorer, navigate to Fleet Management > Customers > Customer.
b. Click Open in Microsoft Office > Open in Excel > Fleet Management Customers (unfiltered).
c. Download and open the workbook that is generated. This workbook contains the Excel Data Connector
App, a binding to the Fleet Management Customer entity, and a pointer to the server that the workbook
was generated from.
d. Click Enable editing to enable the Excel Data Connector App to load. Customer data is read from the
OData service on the server and added to the table.
2. Open the data source for editing:
a. In Excel, in the Excel App, click Design. A list of table and field data sources appears.
b. Click the Edit (pencil) button next to the existing table data source. The data source details are shown.
3. Remove fields. In the Selected list, double-click a field. Alternatively, click a field, and then click Remove. To
select multiple fields, keep the Ctrl key held down while you click them. To select all fields, press Ctrl+A.
4. Add fields. In the Available list, double-click a field. Alternatively, click a field, and then click Add. To select
multiple fields, keep the Ctrl key held down while you click them. To select all fields, press Ctrl+A.
5. Change the field order. In the Selected list, click a field, and then click Up or Down.
6. Change a field label. In the Selected list, click a field, and then click in the Column label field below the list.
You can change the label to either a static string or a label identifier that will be translated to the active
language (for example, @SYS129977).
7. Apply the changes that you made to data source fields:
a. Click Update to return to the data source list.
b. Click Refresh to make sure that any new fields are filled with data.
Change an automatically generated Open in Excel experience
The automatically generated Open in Excel experiences that are created for entities have a single table binding. The
list of fields that are added to that table binding is defined by the AutoReport field group if the table binding
contains fields. Otherwise, the key and mandatory fields for the entity are automatically added. The order of fields
in the AutoReport group determines the order of fields in the table binding.
1. Start Visual Studio 2015. Make sure that it's running as an administrator.
3. Navigate to AOT > Data Model > Data Entities > FMCustomerEntity.
4. Right-click FMCustomerEntity, and then click Add to project.
5. Expand FMCustomerEntity > Field Groups > AutoReport.
6. Reverse the order of the First name and Last name fields by clicking the Last name field and moving it up
(press Alt+Up arrow key).
7. Save the entity. If you're asked whether you want to overwrite the existing entity or save it as a new entity, click
Overwrite.
10. Click Open in Microsoft Office > Open in Excel > Fleet Management Customers.
11. Open the workbook that is generated.
12. Click Enable editing to enable the Excel Data Connector App to load. Note that the Last name column
appears before the First name column.
Open in Excel Online
The Excel App is built by using a new Apps for Office framework. This framework provides a JavaScript-based
web application programming interface (API) that enables apps to communicate with Office applications. The
biggest advantage of this new framework is that apps can run in on-premises Excel instances (Win32), Excel
Online (Office 365), and Excel on the Apple iPad. They will also be able to run in other Excel apps in the future.
1. Navigate to Fleet Management > Customers > Customer.
3. Click SharePoint.
4. Browse to the desired Microsoft SharePoint folder.
5. Click Save. The default behavior is to open the file after it's saved. Note that the workbook opens in Excel
Online. In Excel Online, capabilities of the Excel App, such as refresh and publish, and the design experience,
should work just as they work in on-premises Excel instances.
Template Open in Excel experiences

Template Open in Excel
Template options resemble the generated Open in Excel options. They are automatically added to forms when the
system finds templates that have the same first data source as the root data source in the form. A workbook
template can have multiple data sources. It can also have unbound content. The Open in Excel experiences are
listed on the Open in Microsoft Office menu. The Excel workbook designer page provides an easy way to get
a generated Open in Excel experience for an entity. It also provides a mechanism getting a blank workbook that
contains just the Excel App and a pointer to the server.
1. In Internet Explorer, navigate to Common > Common > Office integration > Excel workbook designer.
2. Select the FleetCustomer entity.
3. Add all fields in the list of available fields to the list of selected fields.
4. Click Create workbook.
5. Open the workbook that is generated. This workbook contains the Excel Data Connector App, a binding to the
Fleet Management Customer entity, and a pointer to the server that the workbook was generated from.
service on the server and added to the table.
7. Insert a blank row above the table, and enter Fleet Customers as the title.
8. Rename the worksheet FleetCustomers.
9. Rearrange some of the fields in the table. Click Design to open the design experience.
10. Next to the FleetCustomer data source, there are buttons for editing and deleting the data source. Click Edit
to see the field list.
11. Select fields, and move them as you require. Set the order for the first three fields to FirstName, LastName,
and DriverLicense.
12. Click Update. Note that the field order is changed.
13. Click Done.
14. Click the Settings (gear) button.
15. Click Clear binding data so that the workbook contains no bound data.
16. Click OK.
17. Save the workbook as FleetCustomersBasic.xlsx.
18. In Internet Explorer, navigate to Common > Common > Office integration > Document templates.
19. Click New.
20. Browse to the file that you just saved.
21. Click OK. The template is added as a line in the templates table.
22. In the FleetCustomersBasic row, clear the Apply current record filter check box, so that an unfiltered list of
customers will be loaded after the template is opened.
23. Change the Template display name value to Fleet Customers Basic.
24. Navigate to Fleet Management > Customers > Customer.
25. Click Open in Microsoft Office. Note that Fleet Customers Basic is now an option in the Open in Excel
section. Click that option.
service on the server and added to the table binding that you created.
Register a template as a system-defined template
Templates that are registered as system-defined templates are loaded at deployment. This behavior is useful for
independent software vendors (ISVs) and partners that want to package templates together with other model
artifacts.
1. Start Visual Studio 2015 by opening the previously created project where the model is set to Fleet
Management, or create a new project.
2. Right-click the project, and then click Add > New item.
3. Select the Resource item type.
4. Set the name to FleetCustomersBasicTemplate.
5. Make sure that the FleetCustomersBasic.xlsx file is closed.
6. Click Add.
7. Select the FleetCustomersBasic.xlsx file. Note that the resource is added to the project.
9. Navigate to AOT > Classes > Code > FMTemplateRegistrations.
10. Right-click FMTemplateRegistrations, and then click Add to project.
11. Open FMTemplateRegistrations. The FMTemplateRegistrations.xpp code file should be shown.
12. Copy one of the existing lines, and change it by providing the template name, resource name, description,
display name, and Apply current record filter and List in Open in Office menu values. The display
name is the text that appears as an Open in Excel option. The description appears when the user holds the
pointer over that item. The display name and description can be either labels or static strings. The code
should resemble the following example.
this.addTemplate(
OfficeAppApplicationType::Excel,
resourceStr(FleetCustomersBasicTemplate),
resourceStr(FleetCustomersBasicTemplate),
"Template for fleet customers", "Fleet customers basic", NoYes::No, NoYes::Yes);
13. Save the code. If you're asked whether you want to overwrite the existing code or save it as a new file, click
Overwrite.
15. Verify that the change was successful. In Internet Explorer, navigate to Common > Common > Office
integration > Document templates.
16. Click Reload system templates.
17. Click Yes to confirm that you want to reload the system templates.
18. Verify that the new system-defined template is loaded, and that the template name is
FleetCustomersBasicTemplate.
Journal Entry in Excel experience powered by a template
1. In Internet Explorer, navigate to General ledger > Journal entries > General journals.
2. Make sure that you're in company USMF.
3. Create a new journal by clicking New.
4. Set the name to GenJrn.
5. Click Open lines in Excel.
6. Open the workbook that is generated, and enable editing as required. Note that header fields are filled with
data.
7. Enter a new line, and set the MainAccount field to 110110. Enter a description, a currency, and a debit amount.
Note that lookups are provided for the company and currency fields, because those relationships are defined
for this entity.
8. Click Publish. Note that the line is updated with the current date and a debit amount of 0 (zero).
9. In Internet Explorer, click Lines. Note that line that you entered in Excel is shown.
Lookups in Excel experiences

Lookups in the Excel App
To facilitate data entry, the Excel App provides lookups and data assistance. Date fields provide a date picker,
enumeration (enum) fields provide an enum list, and relationships provide a relationship lookup.
1. In Internet Explorer, navigate to Fleet Management > Rentals > Rental.
2. Click Open in Microsoft Office > Open in Excel > Fleet Management Rentals.
4. Click Enable editing to enable the Excel Data Connector App to load and read in data.
5. Click a Drivers license value. Note that a relationship lookup now appears in the Excel App and shows a list of
customers. Because relationship lookups are in their first generation, no filtering or sorting is currently
supported.
6. Click another customer in the lookup, and note that the Drivers license value changes. Because this field is
part of the key, click the original Drivers license value to reset it. Note that the Drivers license, First name,
and Last name fields form a multi-part key, but the Excel App doesn’t immediately change all parts of the
multi-part key.
7. Click a Start date value. Note that a date picker now appears in the Excel App.
8. Click another date to change the Start date value.
9. Click Design, and edit the FleetRental data source by adding the Status field as a column in the table binding.
10. When you've finished adding the Status column, click a Status value. Note that an enum list now appears in
the Excel App.
11. While focus is in the Status column, move up and down the list of rentals to see how quickly the enum list
changes to reflect the current value. The whole enum list is shown, so that the user can quickly see all the
available values.
12. Click a different Status value to see how an enum value can be changed by using a single click.
Create a relationship lookup
When relationships exist between entities, a relationship lookup is shown.
3. Navigate to AOT > Data Model > Tables > FMCustGroup.
4. Right-click, and then click Open designer.
5. In the designer, right-click FMCustGroup, and then click Addins > Create data entity. Artifacts are added to
the project.
6. Open the designer view for FMCustGroupEntity.
7. In the property sheet for FMCustGroupEntity, set Public Collection Name to FleetCustomerGroups and
Public Entity Name to FleetCustomerGroup.
8. Add the CustGroup and Description fields to the AutoLookup field group.
9. If FMCustomerEntity isn't already in the project, add it.
10. Open the designer view for FMCustomerEntity.
11. Right-click Relations, and then click New > Relation.
12. On the new relation, set Name to CustomerGroup, Cardinality to ZeroMore, RelatedDataEntity to
FMCustGroupEntity, RelatedDataEntityCardinality to ZeroOne, RelationshipType to Association, Role
to CustomerGroupSource, and RelatedDataEntityRole to CustomerGroupTarget.
14. Verify that the change was successful. In Internet Explorer, navigate to Fleet Management > Customers >
Customer.
17. Click a Customer group value.
18. Change the Customer group value for a customer.
19. Publish the change.
20. Change the value back, and publish that change.
Create a custom lookup
You can create custom lookups to show data options when an enum or relationship isn't sufficient. The main use
case is when data must be retrieved from an external service and presented in real time.
2. Open the designer view for FMCustomerEntity.
3. Right-click Methods, and then click New Method.
4. Add the lookup_Country code from the following example.
public class FMCustomerEntity extends common

{
[SysODataActionAttribute("FMCustomerEntityCountryCustomLookup", false), //Name in $metadata
SysODataCollectionAttribute("_fields", Types::String), //Types in context
SysODataFieldLookupAttribute("Country")] //Name of field
public static str lookup_Country(Array _fields)
{
OfficeAppCustomLookupListResult result = new OfficeAppCustomLookupListResult();
result.items().value(1, "US");
result.items().value(2, "AU");
result.items().value(3, "FR");
result.items().value(4, "GR");
result.items().value(5, "NZ");
return result.serialize();
}
}
5. Save the code. If you're asked whether you want to overwrite the existing code or save is as a new file, click
Overwrite.
7. Verify that the change was successful. In Internet Explorer, navigate to Fleet Management > Customers >
Customer.
10. Click a Country value.
11. Change the Country value for a customer.
12. Publish the change.
13. Change the value back, and publish that change.
Export to Word experiences

Export to Word
Export to Word experiences can be used for lightweight reporting. They are powered by pre-built templates. The
Export to Word experiences are listed on the Open in Microsoft Office menu. Let's look at an example
experience that has been created for Fleet Management Customers.
2. Click Open in Microsoft Office > Export to Word > Customer information Fleet Management
Customers (unfiltered).
3. Download and open the document that is generated. The document contains data from the record that is
currently selected.
Create a Word template
The Microsoft Dynamics App for Office can be run in Word to enable the creation of templates that can then be
used for document generation.
1. Add a trusted catalog that points to the file share that contains the Microsoft Dynamics App manifest:
a. In Word, click File > Options.
b. Click Trust Center > Trust Center Settings.
c. Click Trusted Add-in Catalogs.
d. In the Catalog URL field, enter the file share location of the manifest.
e. Click Add catalog.
f. Click OK.
g. Click OK.
h. Restart Word.
2. Add the Microsoft Dynamics App to a document:
a. In Word, click Insert > My Add-ins > Shared Folder > Microsoft Dynamics.
b. Click Insert.
c. In the app, click Add server information.
d. In the Server URL field, enter the start of the URL (protocol + hostname). For example, enter
https://topo00dfa4stbobaos.cloudax.test.dynamics.com .
e. Click OK.
f. Click Yes to apply the settings change and reload the app.
3. Sign in to the app:
a. Click Sign In. The Azure Active Directory sign-in screen should provide a list of credentials. If you
encounter an error, force a sign-out (by using the sign-out link in the lower-right corner of the app), and
then sign in again.
b. Select the appropriate account, or click Use another account.
c. Enter the credentials for that environment, and then click Sign in.
4. Load the template designer applet:
a. After sign-in, click Load applets.
b. Select Template Designer.
c. Click OK.
d. Click Yes to confirm.
e. Click OK to close the settings page. The latest OData metadata is loaded.
5. Follow one of these steps:
Add a fields data source:
a. In the app, click Design.
b. Click Add fields.
c. Select FleetCustomer.
d. Click Next to go to the field selection page.
e. In the document, add a title and/or some blank lines at the top of the document.
f. In the app, in the Available list, select the FirstName field.
g. Click Add label to add a content control that references the "First name" label.
h. In the document, click to put focus into the document, click again to put focus at the end of the
label, and then press the Right arrow key until the cursor is outside the content control (the
control box will disappear).
i. Add a separator, such as space+hyphen+space (" - ") or space+colon+space (" : ").
j. In the app, click Add value to add a content control that references the FirstName field.
k. Repeat the process for the LastName field label and value.
l. Continue to add fields as desired.
Add a table data source:
a. In the app, click Design.
b. Click Add table.
c. Select FleetCustomer.
d. Click Next to go to the field selection page.
e. In the document, add a title and/or some blank lines at the top of the document.
f. In the app, in the Available fields list, add the FirstName, LastName, and City fields.
g. Click Done.
6. In Word, save the template document.
Create a Word template and use it for document generation
After you've built a Word template, you can upload it to create an Export to Word experience.
1. Upload a template:
a. Navigate to Common > Common > Office integration > Document templates. Alternatively,
search for the page.
b. Click New.
c. Click Browse.
d. In the dialog box, select a previously created template, and then click Open. Note that the Root data
entity is obtained from the template and appears near the bottom of the dialog box.
e. Click OK.
f. Scroll down the list of templates to confirm that the template was added.
g. Optional: If the template should not be filtered to the user's current record, clear the Apply current
record filter check box.
h. Optional: If the template should not be filtered to the user's current company, clear the Apply company
filter check box.
2. Use the uploaded template for document generation:
a. Navigate to a page that shares the same root data source as the template's root data entity. For
FleetCustomer (FMCustomerEntity), that page is Fleet Management > Customers > Customer.
b. Click Open in Microsoft Office > Export to Word, and click the template.
c. Download and open the document that is generated.
Document Management and SharePoint experiences

Add a SharePoint document type
The Document Management subsystem can be used to attach files to records. Most non-executable file types are
supported as attachments. A document preview is provided for Office document files and PDFs. Administrators
create document types to indicate where attachments should be stored. When administrators use SharePoint as
the storage location, they must provide a specific folder that the files should be put in. Security of that SharePoint
folder is a separate administration responsibility.
1. In Internet Explorer, navigate to Organization administration > Document management > Document
management parameters.
2. Click SharePoint.
3. Make sure that the Default SharePoint server field is set to a default value for the tenant, such as
contosoax7.sharepoint.com.
4. Click Test SharePoint connection. Note a successful connection.
5. Click Save.
6. Navigate to Organization administration > Document management > Document types.
7. Click New.
8. Set Type to SharePointDoc.
9. Set Name to SharePointDoc.
10. Set Location to SharePoint.
11. Click the Edit (pencil) button next to the SharePoint Address field.
12. On the left side of the dialog box, select a site. For the contosoax7 tenant, select ContosoAX Team Site.
13. On the right side of the dialog box, select a folder. For the contosoax7 tenant, select ContosoAX Team Site >
Documents > OfficeIntegration > Attachments.
14. Click OK.
15. Click Save.
16. Click the Browse (globe) button next to the SharePoint Address field. Note that a new browser tab that shows
the selected folder appears.
17. Use Windows Explorer to create a Word document in the Documents folder, and enter a few words in the
document.
19. Put focus on the first customer, and then click the Attach (paperclip) button in the upper-right corner of the
page.
20. Click New > SharePointDoc.
21. Click Browse, and select the Word document that you created.
22. Expand the Preview FastTab to see a preview of the Word document.
23. Expand the Attachment FastTab to see the file location of the Word document.
24. In Internet Explorer, use the previously opened tab that shows the SharePoint folder to double-check that the
file has been placed appropriately.
Email experiences
Send mail via a local mail client
Email workflows that are enabled via the SysEmail framework can generate email messages (.eml files) that
contain attachments. You can then send these messages via Microsoft Outlook or another email client.
6. If you're prompted for the mail option to use, clear the Do not ask again check box (you can change this
option from the user options page), select Use an email app, such as Outlook, and then click OK.
7. If you're running Internet Explorer on your laptop, open the email (.eml) file that is generated. If you're running
Internet Explorer on the VM, copy the file to your laptop, and open it there.
8. Note the email address in the To field and the generated workbook attachment.
Send mail via SMTP
Email workflows that are enabled via the SysEmail framework can also be created in a simple email dialog box and
then sent via Simple Mail Transfer Protocol (SMTP ).
1. In Internet Explorer, navigate to System administration > Setup > Email > Email parameters.
2. Click SMTP settings.
3. Set the Outgoing mail server to the desired SMTP server:
For Office 365 production (including *.onmicrosoft.com accounts): smtp.office365.com (Find this setting
via outlook.office.com, at Settings > Mail > POP and IMAP.)
For Outlook/Hotmail: smtp-mail.outlook.com
4. Set the user name and password to an appropriate email account and password.
5. Leave SSLRequired turned on, and leave SMTP port number set to 587.
6. Click Save.
12. If you're prompted for the mail option to use, select Use the Microsoft Dynamics 365 for Finance and
Operations email client, and then click OK.
13. To receive the test message, change the To address to your email address.
14. Enter a subject and body for the message.
15. Click Send. The message should be delivered in one to five minutes. Note that the message will appear to
be sent from the email account that is set on the Email parameters page. If that email account is given
"Send As" (or "Send email from this mailbox") permissions for the From address that is used in the Send
email dialog box, messages will appear to come from that address.
You can configure "Send As" permissions in the Office 365 admin center (portal.office.com/Admin), at
Users > Active users > User > Edit mailbox permissions > Send email from this mailbox. For
more information, see Enable sending email from another user's mailbox in Office 365.
Before users can send email messages, "Send As" permissions for each user email account in the client
must be given to the email account that is set on the Email parameters page. For more information, see
How to set up a multifunction device or application to send email using Office 365.
16. Email that is sent directly from the server, without user interaction, is sent via a batch process and requires
that the Email distributor batch process be started. Follow these steps to start the process:
a. Navigate to System administration > Periodic tasks > Email processing > Batch.
b. Turn on Batch processing.
Office integration
Office Integration Troubleshooting
Open entity data in Excel and update it by using the
Excel add-in
This topic explains how to open entity data in Microsoft Excel, and then view, update, and edit the data by using the
Microsoft Dynamics Office add-in for Excel. To open the entity data, you can start from either Excel or Microsoft
Dynamics 365 for Finance and Operations.
By opening entity data in Excel, you can quickly and easily view and edit the data by using the Excel add-in. This
add-in requires Microsoft Excel 2016.
NOTE
If your Microsoft Azure Active Directory (Azure AD) tenant is configured to use Active Directory Federation Services (AD FS),
you must make sure that the May 2016 update for Office has been applied, so that the Excel add-in can correctly sign you in.
To learn more about using the Excel add-in, watch the short Create an Excel template for header and line patterns
in Dynamics 365 for Finance and Operations video.
Open entity data in Excel when you start from Finance and Operations
1. On a page in Finance and Operations, select Open in Microsoft Office.
If the root data source (table) for the page is the same as the root data source for any entities, default Open
in Excel options are generated for the page. Open in Excel options can be found on frequently used pages,
such as All vendors and All customers.
2. Select an Open in Excel option, and open the workbook that is generated. This workbook has binding
information for the entity, a pointer to your environment, and a pointer to the Excel add-in.
3. In Excel, select Enable editing to enable the Excel add-in to run. The Excel add-in runs in a pane on the
right side of the Excel window.
4. If you're running the Excel add-in for the first time, select Trust this Add-in.
5. If you're prompted to sign in, select Sign in, and then sign in by using the same credentials that you used to
sign in to Finance and Operations. The Excel add-in will use a previous sign-in context from Internet
Explorer and automatically sign you in, if it can. Therefore, verify the user name in the upper-right corner of
the Excel add-in.
The Excel add-in automatically reads the data for the entity that you selected. Note that there will be no data in the
workbook until the Excel add-in reads it in.
Open entity data in Excel when you start from Excel

1. In Excel, on the Insert tab, in the Add-ins group, select Store to open the Office Store.
2. In the Office Store, search on the keyword Dynamics, and then select Add next to Microsoft Dynamics
Office Add-in (the Excel add-in).
3. If you're running the Excel add-in for the first time, select Trust this Add-in to enable the Excel add-in to
run. The Excel add-in runs in a pane on the right side of the Excel window.
4. Select Add server information to open the Options pane.
5. In your browser, copy the URL of your target Finance and Operations instance, paste it into the Server URL
field, and then delete everything after the host name. The resulting URL should have only the host name.
For example, if the URL is https://xxx.dynamics.com/?cmp=usmf&mi=CustTableListPage , delete everything
except https://xxx.dynamics.com .
6. Select OK, and then select Yes to confirm the change. The Excel add-in is restarted and loads metadata.
The Design button is now available. If the Excel add-in has a Load applets button, you probably aren't
signed in as the correct user. For more information, see "The Load applets button is shown" in the
Troubleshooting section of this topic.
7. Select Design. The Excel add-in retrieves entity metadata.
8. Select Add table. A list of entities appears. The entities are listed in "Name - Label" format.
9. Select an entity in the list, such as Customer - Customers, and then select Next.
10. To add a field from the Available fields list to the Selected fields list, select the field, and then select Add.
Alternatively, double-click the field in the Available fields list.
11. After you've finished adding fields to the Selected fields list, make sure that the cursor is in the correct
place in the worksheet (for example, cell A1), and then select Done. Then select Done to exit the designer.
12. Select Refresh to pull in a set of data.
View and update entity data in Excel

After the Excel add-in reads entity data into the workbook, you can update the data at any time by selecting
Refresh in the Excel add-in.
Edit entity data in Excel

You can change entity data as you require and then publish it back by selecting Publish in the Excel add-in. To edit
a record, select a cell in the worksheet, and then change the cell value. To add a new record, follow one of these
steps:
Click anywhere in the data sources table, and then select New in the Excel add-in.
Click anywhere in the last row of the data sources table, and then press the Tab key until the cursor moves out
of the last column of that row and a new row is created.
Click anywhere in the row immediately below the data sources table, and start to enter data in a cell. When you
move the focus out of that cell, the table expands to include the new row.
For field bindings of header records, select one of the fields, and then select New in the Excel add-in.
Note that a new record can be created only if all the key and mandatory fields are bound in the worksheet, or if
default values were filled in by using the filter condition.
To delete a record, follow one of these steps:
Right-click the row number next to the worksheet row that should be deleted, and then select Delete.
Right-click anywhere in the worksheet row that should be deleted, and then select Delete > Table Rows.
If data sources have been added as related data sources, the header is published before the lines. If there are
dependencies between other data sources, you might have to change the default publishing order. To change the
publishing order, in the Excel add-in, select the Options button (the gear symbol), and then, on the Data
Connector FastTab, select Configure publish order.
Add or remove columns
You can use the designer to adjust the columns that are automatically added to the worksheet.
NOTE
If the Design button doesn't appear below the Filter button in the Excel add-in, you must enable the data source designer.
Select the Options button (the gear symbol), and then select the Enable design check box.
1. In the Excel add-in, select Design. All the data sources are listed.
2. Next to the data source, select the Edit button (the pencil symbol).
3. In the Selected fields list, adjust the list of fields as you require:
To add a field from the Available fields list to the Selected fields list, select the field, and then select
Add. Alternatively, double-click the field in the Available fields list.
To remove a field from the Selected fields list, select the field, and then select Remove. Alternatively,
double-click the field.
To change the order of fields in the Selected fields list, select a field, and then select Up or Down.
4. To apply your changes to the data source, select Update. Then select Done to exit the designer.
5. If you added a field (column), select Refresh to pull in an updated set of data.
Copy environment data

The data that is read into the workbook from one environment can be copied to another environment. However,
you can't just change the connection URL, because the data cache in the workbook will continue to treat the data as
existing data. Instead, you must use the Copy Environment Data functionality to publish the data to a new
environment as new data.
1. Select the Options button (the gear symbol), and then, on the Data Connector FastTab, select Copy
Environment Data.
2. Enter the server URL for the new environment.
3. Select OK, and then select Yes to confirm the action. The Excel add-in is restarted and connects to the new
environment. Any existing data in the workbook is treated as new data.
After the Excel add-in is restarted, a message box states that the workbook is in Environment copy mode.
4. To copy the data into the new environment as new data, select Publish. To cancel the environment copy
operation and review the existing data in the new environment, select Refresh.
Troubleshooting
There are a few issues that can be resolved through some easy steps.
The Load applets button is shown – If the Excel add-in has a Load applets button after sign-in, you
probably aren't signed in as the correct user. To resolve this issue, verify that the correct user name appears in
the upper-right corner of the Excel add-in. If an incorrect user name appears, select it, sign out, and then sign
back in.
You receive a "Forbidden" message – If you receive a "Forbidden" message while the Excel add-in is loading
metadata, the account that is signed in to the Excel add-in doesn't have permission to use the targeted service,
instance, or database. To resolve this issue, verify that the correct user name appears in the upper-right corner of
the Excel add-in. If an incorrect user name appears, select it, sign out, and then sign back in.
A blank webpage is shown over Excel – If a blank webpage is opened during the sign-in process, the
account requires AD FS, but the version of Excel that is running the Excel add-in isn't recent enough to load the
sign-in dialog box. To resolve this issue, update the version of Excel that you're using. To update the version of
Excel when you're in an enterprise that is on the deferred channel, use the Office deployment tool to move from
the deferred channel to the current channel.
Create Open in Excel experiences
Learn about creating Open in Office experiences for Excel and Word.
What are Open in Excel experiences?

Open in Excel experiences are:
Based on entities and the OData services that they create.
Dynamically-generated or based on a pre-defined template.
Editable and refreshable via the Excel Add-in.
The following image shows the Excel Add-in being used for Journal entry.
Where are the Open in Excel experiences?

Open in Excel experiences are usually found under in the Open in Excel section of the Open in Microsoft Office
menu, but an explicit button can be added for these experiences.
What's the difference between Export to Excel and Open in Excel?

The Export to Excel options and experiences are both found in the Open in Microsoft Office menu:
The Export to Excel options are static exports of grid data. Each one corresponds to a visible grid. All the grid
data for the current filter is placed into a workbook.
The Open in Excel experiences utilize the Excel Add-in to facilitate refresh and publish.
The following image shows the Open in Microsoft Office menu on the Fleet Customers form with a template
Open in Excel option, a generated Open in Excel option, and a static Export to Excel option.
When will an entity show as an Open in Excel option?
When an entity has the same root datasource (table) as a form, it will be added as an option in the Open in Excel
section of the Open in Microsoft Office menu. This is referred to as a “generated” option.
What fields will be shown in the workbook?

The default fields that will be added into the workbook are the key and mandatory fields of the entity. If a different
set of fields should be provided by default, then those fields can be added into the AutoReport field group on the
entity. The following image shows the Visual Studio view of the AutoReport field group for the FMCustomerEntity.
What fields will be shown when an entity is the target of a lookup?

When a relationship is defined between two entities, if the identifier for one entity is shown on the other entity, then
the fields that will be shown in that lookup are either the key fields, or the fields in the AutoLookup field group if
it is not empty. Relationship lookups are not currently supported, but they will eventually be displayed in the app in
a similar way to the enumeration lookups. The Excel Add-in with an enumeration lookup is shown below.
What should be done to make an entity ready for use in Excel?
Define the AutoReport and AutoLookup field groups and test them using the Excel App design experience.
Why does an automatically added entity option have “(unfiltered)” after

the entity name?
Currently, a filter is not added to these options, hence the term “(unfiltered)”. In the future, an attempt will be made
to apply the filter from the form to these options. For example, if a list of Customers was filtered to just Customers
in the state of California, then, in the future, the entity will be scanned for the state field and if it is found then a
filter would be added automatically.
How can an entity be added as an Open in Excel option on a form that

doesn’t share the same root datasource?
A generated Open in Excel option can be added on any form by implementing the
ExportToExcelIGeneratedCustomExport interface. When adding a generated option programmatically, the set of
fields can be explicitly specified.
What are the region-specific considerations for defining entities?

The Open in Excel generated experiences can be made region-specific by adding region-specific fields into the
AutoLookup group. These region-specific fields will then be included in the generated workbook.
How can I create a custom lookup for an entity field in Excel?

A custom lookup can be shown for an Entity field.
Name - The method needs to have a name that is “lookup_<fieldname>” e.g. a field “MyField” could have a
lookup method “lookup_MyField”.
Attributes – Attributes need to be added to the method:
SysODataActionAttribute(str <name>, Boolean <isInstanceMethod>)
SysODataCollectionAttribute(str <name>, Types <type>, “Value”)
Return – The method should return a list of strings.
Example:
public class ExportToExcel_SimpleEntity extends common

{
[SysODataActionAttribute("Lookup_StringLookupField", true),
SysODataCollectionAttribute("return", Types::String, "Value")]
public List lookup_StringLookupField()
{
List lookupList = new List(Types::String);
const int items = 5;
for (int item = 0; item < items; item++)

{
lookupList.addEnd(strfmt('%1 - %2 (%3)', this.StringField, this.IntField, item));
}
return lookupList;
}
}
How does the app get injected into a workbook to start building a
template?
The Excel Add-in is injected into a workbook when a generated Open in Excel experience is triggered or when a
workbook is created using the Common > Common > Office integration > Excel workbook designer form.
The Create workbook button will add the selected entity and fields, a pointer to the server, and the app into a
workbook.
The Create blank workbook button will simply add a pointer to the server and the app into a workbook.
The View related form will navigate to the form relating to the currently selected entity to more easily review
the effect of data changes made in Excel.
The Get entity record count button will show the record count for the currently selected entity. The Excel Add-
in will handle large sets of data within the memory limits of a user's machine. By default, the Excel Add-in has a
data govenor that restricts the data size to one million cells but, depending on the performance abilities of the
user's machine, this can usually be extended to around 2.5 million cells.
The following image shows the Excel workbook designer form.
After obtaining a workbook containing the Excel Add-in, additional datasources can be added using the Design
button. Currently, datasources cannot be removed. The following image shows the Excel Add-in with the Design
button highlighted.
When will a template show as an Open in Excel option?

When a template listed in the Common > Common > Office integration > Document templates form
(DocuTemplate) has ShowInOpenInOfficeMenu set to Yes and has the same root datasource (table) as the current
form, it will be added as an option in the Open in Excel section of the Open in Microsoft Office menu. The following
image shows the Document templates form.
Will a filter be added to the template?

In the Document Templates form, the standard filter for “current record” can be turned on and off. If the filter is
on, when the template is invoked as an Open in Excel option, then a filter for the current record will be added to the
workbook. The filter will be the key fields and their values.
How can templates be defined in metadata and code and loaded

automatically?
When adding a template into the Document Templates form, it is added for that instance and is referred to as a
“user-defined” template. Templates can also be defined in metadata and code and loaded automatically, thus
making them “system-defined” templates. To create a system-defined template using metadata and code, you need
to do the following:
Define the template.
Create a new resource in a project.
Define a new class that extends the DocuTemplateRegistrationBase class and add an implementation of the
registerTemplates method.
The LedgerJournalLineEntryTemplateRegistration and FMTemplateRegistrations classes are good examples of
template registrations defined in code. The LedgerJournalLineEntryTemplate and
FMTemplateCustomersWithLocations resources are the corresponding templates stored in metadata as resources.
When a template has a registration class, it will be loaded when the Reload system templates button is clicked in
the Document Templates form.
How do templates get loaded into a fresh deployment?

To load system defined templates, click the Reload system templates button in the Common > Common >
Office integration > Document templates form, as shown below.
In the future, we will do the equivalent of clicking that button during deployment.
How do I decide if I should create a template?

A template is an artifact that needs to be maintained and versioned. If you can avoid defining a template without
sacrificing much from the user experience, then you probably should use a template. Create a template if:
You need additional content or formatting in the template.
You want to combine multiple entities/datasources in the same workbook.
Don’t create a template if:
You can just specify a set of fields to show in a table binding.
What are the region-specific considerations for templates?

When creating a template for an entity that has region-specific fields, you should leave those region-specific fields
out of the template, otherwise all users will see the region-specific fields. Templates should cater to the majority of
users by default and region-specific users can add those fields using the easy-to-use design experience of the Excel
Add-in. The region-specific fields and columns can be added by users as needed. That template can be either saved
to local computer for reuse by a single user or uploaded via the Document Templates form for reuse by any user of
that instance. A couple of other considerations:
If a region has a region-specific entity, then a region-specific template could be created.
If a region is important enough, then you could define a region-specific template as well as a region-generic
template.
How do I add an explicit button for a template Open in Excel option?

An explicit button can be added for Open in Excel experiences. The label shown on the button should usually be
“Open target in Excel” where target is the name of the target data like “lines” or “catalog”. The code behind such a
button will:
Obtain the template to be used.
Add a filter.
Pass the template to the user.
An example of this code can be found on the LedgerJournalTable form (General ledger > Journals > General
journal) in the Clicked method on the OpenLinesInExcel button.
[Control("Button")]
class OpenLinesInExcel
{
/// <summary>
/// Opens the current journal in Excel for line entry and editing
/// </summary>
public void clicked()
{
super();
const str templateName = resourceStr(LedgerJournalLineEntryTemplate);

DocuTemplate template = DocuTemplate::findTemplate(OfficeAppApplicationType::Excel, templateName);
// Ensure the template was present

if (template && template.TemplateID == templateName)
{
Map filtersToApply = new Map(Types::String, Types::String);
// Create lines filter

ExportToExcelFilterBuilder filterBuilder = new
ExportToExcelFilterBuilder(tablestr(LedgerJournalLineEntity));
str filterString = filterBuilder.areEqual(fieldstr(LedgerJournalLineEntity,
JournalBatchNumber), LedgerJournalTable.JournalNum);
filtersToApply.insert(tablestr(LedgerJournalLineEntity), filterString);
// Create header filter

filterBuilder = new ExportToExcelFilterBuilder(tablestr(LedgerJournalHeaderEntity));
filterString = filterBuilder.areEqual(fieldstr(LedgerJournalHeaderEntity, JournalBatchNumber),
LedgerJournalTable.JournalNum);
filtersToApply.insert(tablestr(LedgerJournalHeaderEntity), filterString);
// Generate the workbook using the template and filters

DocuTemplateRender renderer = new DocuTemplateRender();
str documentUrl = renderer.renderTemplateToStorage(template, filtersToApply);
// Pass the workbook to the user

if (documentUrl)
{
Browser b = new Browser();
b.navigate(documentUrl, false, false);
}
else
{
error(strFmt("@ApplicationFoundation:DocuTemplateGenerationFailed", templateName));
}
}
else
{
warning(strFmt("@ApplicationFoundation:DocuTemplateNotFound", templateName));
}
}
The following image shows the General ledger > Journals > General journal form with the Open lines in
Excel button highlighted.
To programmatically add generated and template Open in Excel options, Open in Excel options can be added by
implementing the ExportToExcelIGeneratedCustomExport and ExportToExcelITemplateCustomExport interfaces.
This allows the addition of options to forms where the entity or template doesn’t have the same table as the root
datasource. An example of when you would use this capability is on forms without a datasource, potentially
containing only a collection of form parts. The following example adds generated and template Open in Excel
options programmatically to the FMRental form.
[Form]
public class FMRental extends FormRun implements ExportToExcelIGeneratedCustomExport,
ExportToExcelITemplateCustomExport
{
...
public List getExportOptions()
{
List exportOptions = new List(Types::Class);
ExportToExcelExportOption exportOption =
ExportToExcelExportOption::construct(ExportToExcelExportType::CustomGenerated, int2str(1));
exportOption.setDisplayNameWithDataEntity(tablestr(FMRentalEntity));
exportOptions.addEnd(exportOption);
ExportToExcelExportOption exportOption2 =
ExportToExcelExportOption::construct(ExportToExcelExportType::CustomTemplate, int2str(2));
exportOption2.displayName("Analyze rentals");
exportOptions.addEnd(exportOption2);
return exportOptions;
}
public ExportToExcelDataEntityContext getDataEntityContext(ExportToExcelExportOption _exportOption)

{
ExportToExcelDataEntityContext context = null;
if (_exportOption.id() == int2str(1))
{
context = ExportToExcelDataEntityContext::construct(tablestr(FMRentalEntity),
tablefieldgroupstr(FMRentalEntity, AutoReport));
}
return context;
}
public System.IO.Stream getTemplate(ExportToExcelExportOption _exportOption)

{
System.IO.Stream stream = null;
if (_exportOption.id() == int2str(2))
{
stream =
Microsoft.Dynamics.Ax.Xpp.MetadataSupport::GetResourceContentStream(resourcestr(FMRentalEditableExportTemplate)
);
}
return stream;
}
public void updateTemplateSettings(ExportToExcelExportOption _exportOption,

Microsoft.Dynamics.Platform.Integration.Office.ExportToExcelHelper.SettingsEditor _settingsEditor)
{
}
...
How do I add a filter for a programmatically-added template Open in

Excel option?
A template Open in Excel option can be programmatically added by implementing the
ExportToExcelITemplateCustomExport interface and providing a template in the getTemplate method. A filter for
that option can be programmatically added by using the ExportToExcelFilterBuilder API in the
updateTemplateSettings method.
public void updateTemplateSettings(ExportToExcelExportOption _exportOption,
Microsoft.Dynamics.Platform.Integration.Office.ExportToExcelHelper.SettingsEditor _settingsEditor)
_settingsEditor.SetFilterExpression(tableStr(RetailTmpBulkProductAttributeValueEntity),
element.getExportToExcelFilterExpression());
DictDataEntity dictDataEntity = new DictDataEntity(tableNum(RetailTmpBulkProductAttributeValueEntity));
_settingsEditor.SetFilterExpressionByPublicName(dictDataEntity.publicEntityName(),
element.getExportToExcelFilterExpression());
After a filter has been added programmatically, the resulting filter can be viewed in the Excel Add-in using the
Filter button. The following image shows the Excel Add-in with the Filter button highlighted.
The following image shows the Excel Add-in with the Filter dialog box opened.
How do I enable relationship lookups in Excel?

To enable relationship lookups in the Excel Data Connector, you must ensure that the following metadata is set.
The Role and Related Data Entity Role defined on the relationship need to be unique among all relationships
on both the source and target entity. This is particularly important for relationships involving entities with
lots of relationships, such as DimensionCombinationEntity. If you're not seeing an expected lookup, try
changing the role names to the following format:
Role: [this entity's public name] + [target entity's public name] + [target entity field] + "Source"
Related Data Entity Role: [this entity's public name] + [target entity's public name] + [target entity
field] + "Target"
The Cardinality and Related Data Entity Cardinality need to be set appropriately.
At least one constraint must be added to the relationship. With the exception of dimension
relationships, which are a special case, the properties constrained must both be public.
How can I enable users to create new header records as well as lines in
a workbook?
To enable creation of header records and related lines, the header data source must be added as a set of "fields"
and the lines data source must be added as a related table. This pattern can work well for document data entry
scenarios such as Journal entry.
To learn more about header records and related lines, watch the short Create an Excel template for header and line
patterns in Dynamics 365 for Finance and Operations video.
To design a workbook with header fields and a lines table that enables header creation:
1. In the Excel Add-in, click Design to open the Designer. Select Add fields to add a header data source.
2. Select the header fields that you want to use. Be sure to include all the key fields or the New button won't be
enabled.
3. For all of the string header value fields, manually apply "Text" format for that cell using Excel ribbon > Home
tab > Number group > set "Number" in the format drop-down menu. If the Text format isn't manually set on
a string field and there's a string value with leading zeros like "00045", then Excel will automatically change it to
"45" and an error will be shown like: "Unable to change the value of PurchaseOrderHeader's
PurchaseOrderNumber field as it is a key field". Currently, the API doesn't allow for automatically applying the
text formatting on individual cells (versus table columns).
4. In the Designer, on the header data source, click the Add related table button represented by a double plus
icon.
5. Select the line fields that you want to use.
Here's an example of a header data source with a related table data source.
PurchaseOrderHeader (Fields)
dataAreaId
PurchaseOrderNumber
PurchaseOrderName
OrderVendorAccountNumber
PurchaseOrderLine (Table - related)
LineNumber
ItemNumber
LineDescription
OrderedPurchaseQuantity
LineAmount
To use a header and lines workbook to create a new header and lines, follow these steps:
1. In the workbook, move the focus to a cell with a header value.
2. In the Excel Add-in, click New.
3. Enter header values and lines as needed.
4. Select Publish.
How can fields be added, removed, or moved within an existing

template workbook?
Fields can be added into an existing template workbook by editing the workbook stored in Document Templates.
1. Get the original template workbook.
a. Open the Document Templates form.
b. Find the existing template workbook.
c. Download the workbook.
d. Open the workbook and enable editing so that the Excel Add-in runs.
2. Make changes to the template.
a. In the Excel Add-in, select Design.
b. Click the Edit button (pencil icon) next to the datasource that you want to add a field into.
c. Add fields by moving them from the Available fields list into the Selected fields list. Double-clicking a
field will move it. Remove fields by moving them from the Selected fields list into the Available fields
list.Move fields using the Up and Down buttons.
d. After changes are complete, select Update, select Yes to confirm, and then select Done to exit the
Designer (if appropriate, select Refresh to verify that the data is correctly populated).
e. Clear the data from the template before upload by clicking Options (gear icon), expand the Data
Connector section, then click the Clear binding data button.
f. Use Save As to store the template somewhere temporarily.
3. Upload the changed template.
a. Return to the Document Templates form and upload the changed template.
b. Click New and browse to find the changed template.
c. Select the saved template file and click Open.
d. In the Upload template dialog box, remove the underscore and trailing random number from the name
For example, "CustInvoiceJournalTemplate_636564840743000567" becomes
"CustInvoiceJournalTemplate".
e. A confirmation dialog box should show that "A template with this name already exists...", click Yes to
confirm replacement of the previous template. Note that if this confirmation is not shown, then the
template name is different and it is being uploaded as a new template.
4. Open the form that the template is used on and use the changed template.
Troubleshooting
If you are not seeing an expected lookup, validate relationship metadata by checking the metadata feed available at
[YourSiteURL ]/data/$metadata. Search the $metadat feed for the public name of your entity to find its EntityType
element, then make sure there is a child NavigationProperty element with a name equal to the Role value of the
relationship. If the navigation property exists, it will be used by the Excel Data Connector to show a relationship
lookup. Lookups are not shown under the following conditions:
All of the entity's key fields are included as constraints in the relationship.
The selected field is a key and the selected record is not new.
The authenticated user does not have permission to access the entity targeted by the lookup.
How do dimensions work?
The easiest way to set up dimension metadata on data entities is to use the data entity creation wizard, which will
automatically create the private relationships and public display value fields exactly as the dimensions framework
needs them. If you want to customize your dimensions setup, see Dimensions Overview. Lookups, are only
generated automatically for non-ledger dimensions. Custom dimensions are not supported curently. If you want to
enable lookups for ledger dimensions (MainAccount, Department, CostCenter, etc.), see Dimensions Overview for
guidance on creating relationships on DimensionCombationEntity and DimensionSetEntity fields. When those
relationships are present, relationship lookups will be displayed in the Excel Data Connector. The Excel Data
Connector supports two types of dimension data entry: editing the display value directly or editing each attribute
of the display value in a separate column. If both the display value column and the individual attribute columns are
bound, they can both be edited and published separately. If both the display value and an individual attribute are
edited in the same row, the individual attribute change overrides the display value change.
How do I create formula table columns?

If a formula is needed in a table, then add a formula column. When in the field selection page for a table binding,
click the Formula button above the Selected fields list to add a new formula column. The label and value for the
formula are entered in the fields immediately below the Selected fields list. After adding a new formula column,
leave the value empty and click Update. After the field has been added to the table, use standard Excel capabilities
to create a formula, then copy the formula and paste it into the formula column value field. When defining a
formula, make sure there is more than one row in the table, otherwise the formula that Excel provides may be for
ALL rows instead of THAT row. To specify just the current row, the at sign (@) is needed. For example, sum of four
columns for all rows "=SUM (Table1[[ColumnA]:[ColumnD ]])" versus sum of four columns for the current row
"=SUM (Table1[@[ColumnA]:[ColumnD ]])".
Known issues
Refresh doesn’t automatically occur in old templates
The ability to control “refresh on open” was added as a setting. To add this to the default behavior, existing
templates and workbooks need to have the Refresh on open check box selected in Options > Data Connector >
Refresh Options.
Error finding entity
The reference to entities changed from using the Private Entity Name (DataEntity.Name) to Public Entity Name
(DataEntity.PublicEntityName). If the public and private names for an entity were different and that entity was used
in an Excel template or workbook, then this will cause the following error to be displayed in the Excel App: “Error
Finding Entity. Details: Entity "<DataEntity.Name>" not found”.
To resolve this, change the binding information in the affected template so that it points to
DataEntity.PublicEntityName instead of DataEntity.Name.
1. For the DataEntity.Name that needs to be replaced, determine the DataEntity.PublicEntityName, for example
replace FMCustomerEntity with FleetCustomer.
2. Find the affected template.
3. Change the file extension on the template from .xlsx to .zip.
4. The file to be changed will be one of the webextension*.xml files in the xlwebextensions directory, such as 2015-
05-25-FleetCustomersWithLocations.zipxlwebextensionswebextension2.xml.
5. Open the file to ensure that you have the correct location.
6. Find the DataEntity.Name, such as FMCustomerEntity.
7. Extract the zip file.
8. Open the webextension xml file.

9. Replace the DataEntity.Name with the corresponding DataEntity.PublicEntityName.
10. Save the webextension .xml file changes.
11. Rename the old zip file, for example, add “.old” to the name.
12. Create a new zip file of all the previously extracted content. This usually involves highlighting the content inside
the archive/zip folder and creating a zipped folder using that content.
13. Verify that the zip file has the “_rels”, “docProps”, and “xl” folders in the root of the zip file.
14. Rename the zip file as needed, for example rename the file 2015-05-25-FleetCustomersWithLocations.zip.
15. Change the zip file extension to .xlsx.
16. Re-publish the workbook .xlsx file, if needed.
Troubleshoot the Office integration
This topic provides answers to questions, tips, and troubleshooting information about the capabilities of the
Microsoft Office integration. The questions and issues that are discussed range across user, administration, and
development scenarios.

What platforms do the Office Add-ins support?
The Microsoft Excel Add-in and Microsoft Word Add-in are built by using the Office Web/JavaScript Add-in
framework. This framework was originally released for Microsoft Office 2013 but received significant updates in
Microsoft Office 2016. For more information, see Office Add-in host and platform availability. The Excel Add-in
requires ExcelAPI 1.2. Therefore, use the Office Add-in host and platform availability matrix to determine which
platforms support the Excel Add-in. For many users, the phrase "Excel 2016 with the latest updates" is sufficient.
Are the Office Add-ins safe?
In an age of malware, full connectivity, and compliance risks, nothing is completely secure. However, the web add-
ins, like other websites, are basically a web application that interacts with the Office client products via a limited
application programming interface (API). For more details, see What can an Office Add-in do?
Does the Excel Add-in support Office for Mac?
No. Support for Apple Mac and iOS is currently under development. The Office JavaScript (JS ) APIs work
differently in Apple Safari and Internet Explorer, especially in respect to authentication. For details about platform
support for the Office JS APIs, see Office Add-in host and platform availability.
What version of Office is required for the Excel Add-in to support AD FS?
For more information, see the "Troubleshooting issue" section later in this topic.
How can I force an update of Office?
If your Office build isn't updated, you might be on the deferred track (Microsoft Office 365 ProPlus update
channel option). In this case, you can use the Office Deployment Tool to move to the Current channel or sign up
for the Office Insider program to help guarantee that you have the latest updates. The easiest method is to use the
Office Deployment Tool to switch to the Current channel. In this case, the latest updates will be installed
immediately.
Why can't you tell me what version of Office or Excel a particular issue is fixed in?
Office has many releases. These releases receive updates at different times and have different version numbers
that don't correspond. Some frequently used Office versions and update methods are Click to Run (C2R ) Current
channel, C2R Deferred, C2R First Update Deferred, Office Insider Fast, Office Insider Slow, and MSI/MSO (install
from DVD ). For more information about Office versions, see the Office 365 client update channel releases page.
Why am I having trouble signing into the Excel Add-in?
The Excel Add-in runs inside an Internet Explorer window. By default, the Excel Add-in picks up stored credentials
from Internet Explorer, and Internet Explorer provides the current Microsoft Windows credentials if there are no
stored credentials. Make sure that you're using the correct credentials to sign in. In the Excel Add-in, explicitly sign
out, and then sign in to help guarantee that the correct credentials are used.
The Excel Add-in seems to be slow when it publishes records. How can I learn more about what is occurring?
Most of the work that the Excel Add-in does should occur on the server. To learn where the time is being spent,
you can use Fiddler (a free download) to make sure that the Excel Add-in works as you expect.
The Excel Add-in sends the published records as a request. When those records are processed, the response is
sent back from the server. The Excel Add-in then creates another message that contains the next set of records to
publish, and sends that request. Five to ten seconds of processing time in the Excel Add-in should be required
between the previous response from the server and the next request to the server.
To check processing time in the Excel Add-in versus the server/service, follow these steps.
1. Start Fiddler.
2. Publish a few records to test the process.
3. Make sure that you can view that request and response in Fiddler (make sure that HTTPS traffic is being
decrypted).
4. Publish a larger number of records.
5. In Fiddler, watch the time that is required from a request to its response, and from a response to the next
request.
If the time from a request to its response is large, the bottleneck is the server/service.
If the time from a response to the next request is large, the bottleneck is the Excel Add-in (that is, the
client).
Why is the Export to Excel functionality limited to 10,000 records (prior to Platform update 22)?
Prior to Platform update 22, the Export to Excel functionality is limited to 10,000 records. This limitation is in place
because the export process uses the form from which data is being exported to provide the following records with
fields and data that can't be obtained otherwise: formatted values, calculated values, and temporary table data.
Because the form is used during the export, it occurs inside the client process that is shared by all the users on a
given computer. During the export, those other users are blocked from interacting with the client.
With Platform update 22 and later, Export to Excel has a progress dialog box and is no longer a blocking process
for other users, so larger datasets can be exported. Exporting data via Export to Excel will be slower than using the
Excel Add-in or the Data Management framework, but it will return exactly the data shown in the grid. This is
useful for filtered datasets. The user is presented with a dialog box that allows them to stop at any point. Because
the export can take some time, it is recommended that the export is done with the Chrome or Edge browsers, with
the automatic download option enabled. The automatic download option will ensure that the browser downloads
the file as soon as the export is complete to ensure that the download link is used within the 15-minute time limit.
The ideal alternative to Export to Excel is to use Open in Excel and the Excel Add-in. The Excel Add-in retrieves
data by using the OData service, and takes advantage of the security that the entities provide. The import and
export capabilities in the Data management framework (DMF ) and Data import/export framework (DIXF ) can
also be used. However, DMF/DIXF is often limited to administrators.
If you have concerns about giving users access to the data via the Excel Add-in, because they should not be able to
update records, consider the following points:
The entities should have all the validation and logic that the forms have. If they don't, it's a bug.
The way that entities are secured resembles the way that forms are secured. Therefore, if a user should not
have permission to update or write data by using a form that exposes that data, the user should not have
permission to update or write data by using an entity that exposes that data.
Why is the Publish button in the Excel Add-in unavailable?
All key and mandatory fields must be present to publish data back to the entity. Try to edit the design to add more
fields to the binding.
Why are the Excel Add-in, the Word Add-in, and the Open in Excel options only available when the Internet is
available?
For all environments, including on-premises, the Excel and Word Add-ins, and the libraries they use, are loaded
from multiple Internet locations and therefore will only run when the Internet is available. For on-premises
environments, when the Internet is not available, the Open in Excel options are hidden because the Excel Add-in
will not run without access to the Content Delivery Network (CDN ) that houses the Excel Add-in.
Can the Excel Add-in and Word Add-in be made available to users using Centralized Deployment?
Yes, Centralized Deployment is supported. For more information, see Centralized Deployment.
To use Centralized Deployment, on the App parameters tab on the Office App Parameters page change the
App ID, Store, and Store Type:
App ID: 61bcc63f-b860-4280-8280-3e4fb5ea7726
Store: EXCatalog
Store Type: Centralized Deployment
In case a change back to Office Store is needed, the standard values are:
App ID: WA104379629
Store: en-US
Store Type: Office Store
NOTE
Name, Version, and Notes are values that provide information but they are not needed to run the Excel Add-in.
These same values are also used for the Word Add-in when it is run from the Document Templates form.
If you encounter issues with Centralized Deployment for some users, it could be one of these problems:
One or more users are members in a group that is more restrictive than others
The user referenced is on a different Office 365 account (such as a personal account)
Troubleshooting issues
[Fixed] Issue: During sign-in to the Excel Add-in, I receive the following error message: "AADSTS65001: The
user or administrator has not consented to use the application with ID XYZ"
Issue: During sign in to the Excel Add-in, you receive the following error message: "AADSTS65001: The user or
administrator has not consented to use the application with ID XYZ."
Explanation: Typically, this issue occurs because Microsoft Azure Active Directory (Azure AD ) can't find the
Azure AD application that represents the Excel Add-in. That issue occurs because, during the configuration of
Microsoft Power BI, an Azure AD application was added that has the App ID URI set to the environment URL.
Fix: Make sure that no Azure AD apps have the App ID URI set to the environment URL. App ID URIs should be
fabricated, unique URIs, such as https://contosoAXPowerBI .
[Fixed] Issue: During sign-in to the Excel Add-in, I receive the following error message: "AADSTS50001: The
application named ABC was not found in the tenant named XYZ"
Issue: During sign-in to the Excel Add-in, you receive the following error message: "AADSTS50001: The
application named ABC was not found in the tenant named XYZ."
Explanation: This issue probably occurs because an error in the deployment system caused the environment to
get a URL that wasn't added to the configured list of service principals for the tenant.
Fix: File a support issue for your environment, so that the problem can be investigated and the configuration can
be adjusted.
[Fixed] Issue: After the Excel Add-in starts and updates data, I receive the following error message: "An error
occurred while writing to the data cache"
Issue: After the Excel Add-in starts and updates data, you receive the following error message: "An error occurred
while writing to the data cache." The details of the error state, "The argument is invalid or missing or has an
incorrect format."
Explanation: You receive this error message if the client is open in Internet Explorer, and the user clicks Open
immediately after he or she selects the Open in Excel option. The way that Internet Explorer handles temporary
Internet files causes an issue in Excel. This issue, in turn, causes API calls to fail.
Workaround: In Internet Explorer, when you open a workbook, click Save first, and then click Open. The file will
then be opened from your Downloads folder. Alternately, use the Edge or Google Chrome browser. By default,
both these browsers save files to a Downloads folder. Therefore, the issue doesn't occur.
Long-term fix: We are working with the Office team to understand this issue so that it can be fixed in Excel.
Issue: When I send email by using SMTP, the server response is "5.7.60 SMTP; Client does not have permissions
to send as this sender"
Issue: When you send email by using Simple Mail Transfer Protocol (SMTP ), you might receive an error message
that states that the server response was "5.7.60 SMTP; Client does not have permissions to send as this sender."
Alternatively, the error message might state, "Something went wrong while generating the report."
Explanation: This issue is usually caused by incorrect setup of the Send As permissions for the email account.
Fix: You can configure Send As permissions in the Office 365 admin center (portal.office.com/Admin). Click Users
> Active users > User > Edit mailbox permissions > Send email from this mailbox. For more information,
see Give mailbox permissions to another user in Office 365 - Admin Help.
The following illustration shows the setup of SMTP on the Email parameters page. Here, you must provide the
outgoing mail server, port, user name, password, and Secure Sockets Layer (SSL ) requirements.
IMPORTANT
All users must give the SMTP account Send As permissions on their email setup in Office 365. This configuration is done in
the mailbox permissions in Microsoft Exchange or in the Office 365 Admin portal. The following illustration shows the setup
for the Test User account, where the STMP service account is added in the Send As section.
[Fixed] Issue: The Office Add-ins don't yet support AD FS
Affected versions: CTP8 and the February 2016 releases
Issue: When users from an Azure AD tenant that uses Active Directory Federation Services (AD FS ) try to sign in
to the Office Add-ins (in other words, when the users enter their account, and then press Tab or click in the field to
enter their password), a separate browser window opens. This browser window usually has a URL that starts with
https://az689774.vo.msecnd.net/dynamicsofficeapp/v1.2.1.0/App/DynamicsApp.html\#id\_token= . The user can't sign
in.
Explanation: During sign-in to the Office add-ins (both the Excel Add-in and the Word Add-in), a redirect to the
AD FS site for the tenant occurs. However, that site is an unknown and therefore disallowed application domain
(AppDomain).
Long-term fix: The long-term fix for this issue was put in place on May 10, 2016. The Office Add-ins now use a
new Dialog API that the Office team added.
Taking advantage of the add-in updates that support AD FS: All Office installations should be updated via
File > Account > Updates (for click-to-run installations) or via Windows Update (for MSI installations). The AD
FS Dialog API was included in the May update (16.0.6868.2060). For information about updates, see the Office
365 client update channel releases page.
If your Office build isn't updated, you might be on the deferred track (Microsoft Office 365 ProPlus update
channel option). In this case, you can use the Office Deployment Tool to move to the Current channel or sign up
for the Office Insider program to help guarantee that you have the latest updates. Additionally, see Install the
latest version of Office 2016 and Office 2016 Deployment Guides for Admins.
If Office updates can't be installed, the following workaround can unblock users.
Workaround: Use Internet Explorer to sign in to the client before you use the Office Add-ins
This workaround requires user knowledge and extra steps. After users have been educated about this workaround,
it should be straightforward for them.
User steps: Before users open Excel (or Word), they should sign in to the client by using Internet Explorer.
Explanation: The Excel or Word Add-in will use the sign-in context, and no redirect will be required. The earlier
sign-in must occur in Internet Explorer, because the Office Add-ins run inside an Internet Explorer window in Excel
and Word. The sign-in context lasts 6 to 24 hours, depending on policies. Therefore, a new sign-in through
Internet Explorer is required only occasionally.
1. Exit Internet Explorer and Excel.
2. Start Internet Explorer, and sign in to the client.
3. Test the Excel Add-in by using an Open in Excel experience. (For example, click Fleet Management >
Customers > Customer > Open in Microsoft Office > Open in Excel > Fleet Management Customers.)
[Fixed] Issue: The Excel Add-in doesn't correctly run or enable sign-in
Issue: When users try to sign into the Excel Add-in, a blank authentication dialog box appears, or an error
message is shown instead of the authentication page. The user can't sign in.
Explanation: The Excel Add-in relies on the Office Web JS Add-in platform and uses Azure AD for
authentication. If a proxy is used, several URLs must be accessible for users to run and sign in to the Excel Add-in.
Additionally, if AD FS is used, the AD FS URL must use HTTPS.
Solution: Because this issue is a customer-specific network issue, it requires a customer-specific resolution. If AD
FS is used, make sure that the AD FS URL uses HTTPS. Additionally, make sure that all the following URLs are
accessible from the user's computer.
The following URLs are accessed for loading.
https://az689774.vo.msecnd.net:443
https://az689774.vo.msecnd.net
https://appsforoffice.microsoft.com:443
https://appsforoffice.microsoft.com
https://secure.aadcdn.microsoftonline-p.com:443
https://secure.aadcdn.microsoftonline-p.com
https://az416426.vo.msecnd.net:443
https://az416426.vo.msecnd.net
https://telemetryservice.firstpartyapps.oaspapps.com:443
https://telemetryservice.firstpartyapps.oaspapps.com
https://nexus.officeapps.live.com:443
https://nexus.officeapps.live.com
https://browser.pipe.aria.microsoft.com:443
https://browser.pipe.aria.microsoft.com
http://schemas.microsoft.com
The following URLs are accessed for authentication.

https://login.windows.net:443
https://login.windows.net
https://login.microsoftonline.com:443
https://login.microsoftonline.com
Issue: The Excel Add-in needs an explicit sign out after encountering an AADSTS50058 "silent sign in failed"
error
Issue: When users try to sign in to the Excel Add-in after some period of inactivity, the user encounters the
AADSTS50058 "silent sign in failed" error and is forced to sign out before signing back in.
Explanation: The Excel Add-in uses Azure AD for authentication. When authentication occurs, a token is created
for the user. That token has an expiration period. After the token has expired, an AADSTS50058 error will occur
indicating that "silent sign in failed".
Solution: The user needs to sign out and sign back in. We will improve this behavior in the future by
automatically signing the user out to enable faster sign in.
Office integration
Configuring Power BI integration
Embedded Power BI in workspaces
Finance and Operations now delivers rich, interactive reports seamlessly integrated into application workspaces. By
using graphics and visuals supported by Power BI, workspaces can provide a highly-visual, yet interactive
experiences for users.
Overview
Workspaces in Finance and Operations provide an overview of business processes or business units. With rich
workspaces, users can get a bird's-eye view of the state of business before diving into details and taking action.
Workspaces contain visuals, count tiles, and KPIs as well as quick links to reports and pages. Within a workspace,
all controls are tightly integrated to provide a highly-productive and engaging work environment to the user. Power
BI Embedded is a Microsoft Azure service that enables ISVs and app developers to surface Power BI data
experiences within their applications. With Power BI Embedded, developers can deliver always-up-to-date views
with Direct Query. To learn more about how the Power BI Embedded service integrates with Finance and
Operations, see Power BI Embedded integration.
Power BI in workspaces
Finance and Operations now delivers interactive reports that seamlessly integrate into application workspaces. By
using rich infographics and visuals supported by Power BI (including the large number of controls provided by
third parties), workspaces can provide a highly-visual, yet interactive experience for users. Using infographics in the
overview page, users can get a quick glance of the state of the business. They can interact with data by simply
clicking or touching visuals on the page. They can see the cause and effect, perform simple what-if operations
without leaving the workspace. Thanks to stunning yet interactive visuals, your users will have fun exploring data
and discovering hidden trends.
The following screenshot shows Power BI in a workspace.
Power BI vs operational workspaces
Power BI workspaces complement operational views with analytical insights based on near real-time information.
The following offers a visual comparison of a Power BI workspace and an operational workspace.
The following screenshot shows an operational workspace.
What's next?
Going forward, new cloud deployments will come bundled with the Power BI Embedded service. Additional
documentation describing the Developer ALM process will be made available to help partners and ISVs create new
solutions that take advantage of the Power BI Embedded service integration options that are available.
Extend Talent by using PowerApps and Microsoft
Flow - Example scenarios
This topic describes some examples of extensibility scenarios for Microsoft Dynamics 365 for Talent that use
Microsoft PowerApps and Microsoft Flow. You can import the solution package that is associated with each
example into your PowerApps environment. You can then use the packages either as guidance or as starting points
to implement scenarios that are applicable to your organization.
IMPORTANT
If you want to use the templates and app that are described in this topic "as is," be sure to test them to make sure that they
cover all the scenarios that are specific to your implementation.
Prerequisites
To import packages, users must have the Environment Maker permission.
To export or import apps, users must have a PowerApps Plan 2 license or a PowerApps Plan 2 trial license.
Flow – Form Connect

The Flow – Form Connect template can be used to read data from Microsoft Forms and store it in a Common
Data Service entity.
This template can be extended so that it can be used for other scenarios. Here are some examples:
Capture candidate assessments.
Capture results from course questionnaires.
Compile a library of interview questions for Human resources (HR ) administrators.
Capture a candidate's evaluation of the interview process
In Microsoft Dynamics 365: Attract, forms can appear in Candidate portal, and candidates can fill in details. Forms
can also be embedded as activities in a job template.
When a candidate submits a form, Microsoft Flow captures the form submission, reads the data, and stores it in the
Common Data Service entity.
To download the Flow – Form Connect template and Custom Entity Structure, go to Flow – Form Connect on the
Microsoft Download Center.
Initiate and Extract Parameters Passed to Powerapps

The Initiate and Extract Parameters Passed to Powerapps template can be used as a starting point for any
PowerApps scenario that is specific to Attract. It includes all the default parameters that are passed by Attract, such
as Job Application, Candidate ID, and JobID.
This template can be used to retrieve a candidate assessment form, so that a hiring manager can view the
assessment that a candidate filled in.
Apps that are created by using PowerApps can be embedded into the job template in Attract.
To download the Initiate and Extract Parameters Passed to Powerapps template and Custom Entity Structure,
go to Initiate and Extract Parameters Passed to Powerapps on the Microsoft Download Center.
Integration with Office 365

The Integration with Office 365 app can be used to extract team information for signed-in users from Microsoft
Office 365. It references workers in Talent to extract clock-in and clock-out details and exception recordings. Clock-
in and Clock-out details are stored in custom Common Data Service entities. The assumption is that these details
are filled in from third-party systems via integration.
This app can be extended so that it can be used for other scenarios. For example, it can be used to show team
vacation information, calendar events, and any team-specific events.
To download the Integration with Office 365 app and Custome Entity Structure, go to Integration with Office
365 on the Microsoft Download Center.
Flow – Email Notification

The Flow – Email Notification template can be used for email notification scenarios. It can be used to trigger
notification emails to candidates that the hiring team rejects during any stage of the recruiting process.
This template can be extended to track changes to the candidate stage throughout the recruiting process, and to
send notifications to the hiring team and candidate.
In general, for entities that are stored in Common Data Service, flows can be set up to send notifications for events
that occur in Core HR, Attract, or Dynamics 365 Talent: Onboard.
To download the Flow – Email Notification template, go to Flow – Email Notification on the Microsoft Download
Center.
Flow – SQL Connect and execute

The Flow – SQL Connect and execute template connects to Microsoft SQL Server and enables SQL queries to
be run.
Although this template is designed to read and update SQL tables, it can be extended so that it can be used for
other scenarios. For example, it can be used to fill a staging table in Common Data Service with records from SQL
Server, and to periodically synchronize the staging table by using an incremental push from SQL Server.
To download the Flow – SQL Connect and execute template, go to Flow – SQL Connect and execute on the
Microsoft Download Center.
Flow – SharePoint Integration

The Flow – SharePoint Integration template can be used to read data from a Microsoft SharePoint list, compare
the list with field values for any Common Data Service entity, and send the results of the comparison as a
notification email.
An organization might have a set of skills that it urgently requires. These skills can be stored in SharePoint as a
SharePoint list. When a candidate applies for any job that a set of required skills is listed for, if there is a significant
match between the candidate's skill and the skills that are stored in SharePoint, a notification email is sent. In this
way, positions that are urgently required are filled faster, because the notifications help recruiters reach out and
cross-hire candidates throughout the organization.
This template can be extended so that it can be used for any scenario that involves SharePoint integration.
To download the Flow – SharePoint Integration template, go to Flow – SharePoint Integration on the Microsoft
Download Center.
Admin console to manage talent pools

When you enable integration with LinkedIn, Attract automatically createas a LinkedIn talent pool. When a recruiter
exchanges InMail with a recruit through LinkedIn, Attract creates a profile for the recruit, and the recruit becomes a
member of the LinkedIn talent pool. This PowerApps app is useful for reorganizing candidates in talent pools
based on skill.
Run this PowerApps app as an admin console to perform the following tasks:
List candidates in a talent pool
Add and remove candidates from a talent pool
Move candidates from one talent pool to another
Determine whether candidates are already part of a talent pool before moving them
Check the skills of candidates before moving them to other talent pools
This PowerApps app uses many-to-many relationships, so you can use it as a template for other scenarios where
you need to extract records that have many-to-many relationships.
To download the Admin console to manage talent pools template, go to Admin console to manage talent pools
on the Microsoft Download Center.
The Microsoft Power Platform
Migrate app between tenants and environments
Company directory mobile workspace
This topic provides information about the Company directory mobile workspace. This workspace lets users view
and contact other employees in their organization.
This mobile workspace can be used with the Microsoft Dynamics 365 for Unified Operations mobile app.
Overview
The Company directory mobile workspace lets users perform these tasks:
View a list of employees in the organization.
Search for employees in the organization.
View contact information for employees.
Contact employees from the profile information.
Prerequisites
Before you can use this mobile workspace, the following prerequisites must be met.
PREREQUISITE ROLE DESCRIPTION
One of the following products must be System administrator If you don't already have Finance and
deployed in your organization: Operations deployed in your
Microsoft Dynamics 365 for organization, see Deploy a demo
Finance and Operations environment. If you don't already have
Microsoft Dynamics 365 for Talent deployed in your organization,
Talent the system administrator can access a
trial version from the Talent webpage.
The Company directory mobile System administrator See Publish a mobile workspace.
workspace must be published.
Download and install the mobile app

Download and install the Dynamics 365 for Unified Operations mobile app:
For Android phones
For iPhones
Sign in to the mobile app

1. Start the app on your mobile device.
2. Enter your Microsoft Dynamics 365 URL.
3. The first time that you sign in, you're prompted for your user name and password. Enter your credentials.
4. After you sign in, the available workspaces for your company are shown. Note that if your system administrator
publishes a new workspace later, you will have to refresh the list of mobile workspaces.
View the company directory by using the mobile workspace
1. In the mobile app, select the Company directory workspace. A list of employees is shown.
2. Select an employee. The Employee profile page appears. The information on this page includes the
employee's first name, last name, title, and department.
Search the company directory by using the mobile workspace

1. In the mobile app, select the Company directory workspace.
2. In the Search field, enter an employee's first name, last name, title, or department to start the search.
3. Select an employee. The Employee profile page appears. The information on this page includes the
employee's first name, last name, title, and department.
My team mobile workspace
This topic provides information about the My team mobile workspace. This workspace lets managers view their
direct reports and extended staff. They can also send praise to individuals in their reporting chain.
This mobile workspace is intended to be used with the Microsoft Dynamics 365 for Unified Operations mobile app.
Overview
The My team mobile workspace lets managers perform these tasks:
View a list of the manager’s direct reports.
View a list of the manager’s extended reporting team.
View detailed information for each team member, such as birth date, seniority date, years of service, and
compensation and performance information.
Send praise to any individual in the manager’s extended reporting team.
Prerequisites
Before you can use this mobile workspace, the following prerequisites must be met.
PREREQUISITE ROLE DESCRIPTION
One of the following products must be System administrator If you don't already have Finance and
deployed in your organization: Operations deployed in your
Microsoft Dynamics 365 for organization, see Deploy a demo
Finance and Operations environment. If you don't already have
Microsoft Dynamics 365 for Talent deployed in your organization,
Talent the system administrator can access a
trial version from the Talent webpage.
The My team mobile workspace must System administrator See Publish a mobile workspace.
be published.
Download and install the mobile app

Download and install the Dynamics 365 for Unified Operations mobile app:
For Android phones
For iPhones
Sign in to the mobile app

1. Start the app on your mobile device.
2. Enter your Microsoft Dynamics 365 URL.
3. The first time that you sign in, you're prompted for your user name and password. Enter your credentials.
4. After you sign in, the available workspaces for your company are shown. Note that if your system administrator
publishes a new workspace later, you will have to refresh the list of mobile workspaces.
View team members by using the My team mobile workspace
1. In the mobile app, select the My team workspace. A list of team members is shown. The list also shows each
team member's title, and any direct reports that he or she has.
2. Select a team member. The Team member summary page appears. The information on this page includes the
team member's birth date, seniority date, years of service, years in his or her current position, and
compensation information.
View extended team members by using the My team mobile workspace

2. Select the Direct reports link. A list of your extended team is shown.
3. Select a team member. The Team member summary page appears. The information on this page includes the
team member's birth date, seniority date, years of service, years in his or her current position, and
compensation information.
Send praise about team members by using the My team mobile

workspace
2. Select a team member. The Team member summary page appears.
3. Select Send praise.
4. Enter the text of the praise that you want to send.
5. Select Done.
Publish mobile workspaces
This topic describes the steps that system administrators must follow to publish a mobile workspace. A mobile
workspace must be published so that users can access it in the Dynamics 365 for Unified Operations mobile app.
NOTE
The mobile app was previously named Microsoft Dynamics 365 for Finance and Operations.
Publish a mobile workspace by using Microsoft Dynamics 365 for

Finance and Operations
1. In your browser, start Microsoft Dynamics 365 for Finance and Operations.
2. Click Settings > Mobile app.
3. Select the mobile workspace to publish.
4. Click Publish.
After a new workspace is published, users must pull to refresh the list of mobile workspaces.
Publish a mobile workspace by using Microsoft Dynamics 365 for

Operations version 1611
Prerequisites
The mobile workspaces that are provided for Microsoft Dynamics 365 for Operations version 1611 require that
KBs (hotfixes) be implemented. For more information about how to implement the required KBs, see the following
topics:
Cost controlling mobile workspace
Inventory on-hand mobile workspace
Sales orders mobile workspace
Vendor collaboration mobile workspace
Purchase order approval mobile workspace
Project time entry mobile workspace
Expense management mobile workspace
Publish a mobile workspace
1. In your browser, start Microsoft Dynamics 365 for Finance and Operations.
2. On the System parameters page, on the Manage mobile workspaces tab, select the workspace to publish.
3. Click Publish mobile workspace.
After a new workspace is published, users must pull to refresh the list of mobile workspaces.
Track changes in recruiting data
You can track changes made to candidates, job openings, or job applications by using audit processing. This is
useful for reporting or compliance reasons.
You can view the tracked data in Power BI by using the OData connector. For more information, see Connect to
OData feeds in Power BI Desktop.
Track changes
To set up track changes in recruiting data, follow these steps:
1. In PowerApps, select the appropriate environment.
2. Select Settings (the gear icon), choose Advanced customizations, and then select Resources under
Developer resources.
3. On the Developer Resources page, copy the value in the Instance Web API value field. For example, the
value could look like: https://yourorgname.api.crm.dynamics.com/api/data/v9.1/.
4. You can then query the data from one of the following entities:
Job opening history (msdyn_jobopeninghistories)
Job application history (msdyn_jobapplicationhistories)
Candidate history (msdyn_candidatehistories)
Data reported
The following data is available with process auditing.
DATA REPORTED DESCRIPTION
Changed by (msdyn_ChangedbyId) Reference to user
Created on (createdon) Date and time in UTC when the change happened
Change type (msdyn_changetype) What change happened
Common values for candidates, job openings, Created

and job applications Updated
Job application history Artifact added

Artifact removed
Job opening history TODO: post added

TODO: post removed
TODO: post updated
TODO: participant added
TODO: participant removed
DATA REPORTED DESCRIPTION
Candidate history Artifact added

Artifact removed
Work experience added
Work experience removed
Education added
Education removed
Skill added
Skill removed
Tag added
Tag removed
Social network added
Social network removed
Personal details added
Personal details updated
Changed fields (msdyn_changedfields) JSON object listing changed fields, might not store values for
all fields.
For "Created" and "Updated" changes, it will list the fields on

the created or modified record.
For "Added" change types, it will list the fields on the child
record.
Example:
{
"msdyn_applyurl": { "newValue": "" },
"msdyn_description": { "valueOmitted": true }
}
Job application history Job application (msdyn_JobapplicatonId)

Status (msdyn_status)
Status reason (msdyn_statusreason)
Rejection reason (msdyn_rejectionreason)
Job opening history Job opening (msdyn_JobopeningId)

Status (msdyn_jobopeningstatus)
Status reason (msdyn_jobopeningstatusreason)
Candidate history Candidate (msdyn_CandidateId)

Microsoft Dynamics 365 for Talent is built on top of the Common Data Service platform, and can be extended in
various ways by using the Microsoft Power Platform and the capabilities that Common Data Service offers.
Therefore, you can configure and personalize the system by using Microsoft PowerApps and Microsoft Flow. You
can also get additional analytics about people by using Microsoft Power BI. Furthermore, new custom activities,
such as the PowerApps and Web content (iframe) activities, make the hiring process more adaptable than ever. By
using these activities, you can tailor the hiring process to your business needs and processes, and can make sure
that both the hiring team and candidates have a seamless, customized experience.
Extending Option sets in Attract

An Option Set (picklist) is a type of field that can be included in an entity. It defines a set of options. When an
option set is displayed in a form it uses a drop-down list control. In Attract there are multiple fields that are option
sets. We are beginning to introduce the capability to extend the options sets, beginning with the Rejection reason
field, Employment type field, and Seniority type field. Also, you can add localized display labels for the options that
you add. For more information, see Customize option set labels.
NOTE
The job posting to LinkedIn functionality requires the use of the Employment type and Seniority type field on the Job
details page. The default values in these fields are supported by LinkedIn and are displayed when the job is posted.
Therefore, if you are posting jobs to LinkedIn and you modify the existing option set values for these fields, the job will still
post, but LinkedIn will not display the custom Employment type and Seniority type values.
Listed below are the steps to update the Rejection reason field with values that are specific to your business.
1. To extend the Rejection reason option set, navigate to the PowerApps Admin website.
2. You might be prompted to sign into your account. Provide your userID and password credentials that you use
to sign into Dynamics365 and/or Office365, and then click Next.
3. On the Environments tab, select the environment that you want to manage, and double-click to get to the
Details tab.
4. On the Details tab, select Dynamics 365 Administration Center.
5. Select the instance that you want to modify and select Open.
6. Navigate to Settings, and then Customizations, and choose Customize the system.
7. Find the entity that you want to expand the option set for by selecting Entities and expanding the group. In this
example, it will be the Job application entity.
8. Go to the field that you want to extend the option set for by selecting the Fields option. In this example, it will
be the msdyn_rejectionreason. Double-click the field.
9. In the Option Set field, choose Edit.
10. Select the + icon.
11. Enter a Label. (This must be a unique value – no duplicates).
12. Select Save.
13. Select Publish at the top of the page.
Take advantage of the Microsoft Power platform

Because all the data from Attract resides in Common Data Service, you can use tools from the Microsoft Power
platform to incorporate your unique business needs into Attract.
PowerApps
You can use PowerApps to easily build apps that connect to your Attract data, and that use expressions like the
expressions in Microsoft Excel to add logic. Apps that you build by using PowerApps can run on the web, and on
Apple iOS and Google Android devices.
For example, you can make university career fairs easier for recruiters by building a lightweight app that lets them
scan resumes and feed candidates to a position in Attract. Alternatively, you can build an app that helps meet your
organization's compliance needs. For more information about PowerApps and how to use it to build apps, see
Integrate data into Common Data Service.
Microsoft Flow
You can use Microsoft Flow to create automated workflows that run on top of Attract data. You can easily connect
to hundreds of popular apps and services without having to write code. By building flows that interact with the
Attract Job, Candidate, and Application entities in Common Data Service, you can automate various actions. For
example, when a candidate accepts an offer, a notification can be sent to an onboarding team, or the news can be
announced on Twitter. For more information about flows, see the Microsoft Flow documentation.
Power BI
Power BI lets you build and view custom reports and dashboards that give you deeper insight into your Attract
data. For more information about Power BI and how to build interactive reports and dashboards, see the Power BI
documentation.
Custom activities
You can add custom activities, such as the PowerApps apps and Web content (iframe) activities, at the level of the
job process template or while you're creating a new job. These activities let you customize the hiring process and
bring business logic that is unique to your organization into Attract.
PowerApps activity
The PowerApps activity lets the creator of a job or job process template embed a PowerApps app in the hiring flow.
After you create and publish the app, you can enter its app ID in the activity configurations. By using a PowerApps
app, you can read and write data into Common Data Service. You can even link the app to a flow. For example, you
have an app that recruiters use to fill in a form while they conduct phone interviews. In this case, you can link the
app to a flow that evaluates whether an applicant can be advanced further in the job application process. This type
of activity can be viewed only by members of the hiring team. For more information about how to configure the
PowerApps activity, see Activities in Attract.
NOTE
The PowerApps activity is available only with the Comprehensive hiring add-on.
Web content (iframe) activity

The Web content (iframe) activity lets you embed a custom web solution that you've built in the hiring process or
the Candidate portal. You can read and write data directly from Common Data Service. You can also customize the
solution so that it triggers flows or takes advantage of Microsoft Azure functions. For more information about how
to configure the Web content activity, see Activities in Attract.
NOTE
The Web content activity is available only with the Comprehensive hiring add-on.
Custom fields in Core HR
You can add custom fields to pages in Dynamics 365 for Talent: Core HR. For more information about how to
create custom fields on a page, see Create and work with custom fields.
The following entities in Common Data Service support custom fields created in Core HR:
Worker
Ethnic origin
Veteran status
Language code
Job
Job type
Job function
Position
Position type
Be sure to enable any custom fields that you create so you can use them in Common Data Service. For more
information, see Exposing custom fields on data entities.
Analytic reports are not updated
Issue
A customer's data changes don't appear on the Analytics tabs of any of the customer's workspaces.
Cause
By default, Microsoft Power BI reports are refreshed every four hours, according to the schedule of the Deploy
measurement batch job.
Resolution
This issue might just be a matter of timing. Follow these steps to start the batch job and update the analytics
workspaces.
1. Open the Batch jobs page at System administration > Links > Batch jobs > Batch jobs. Alternatively, use
Search, and enter Batch Jobs.
2. Find the Deploy measurement job in the list.
3. Select Edit at the top of the page, and set the scheduled start date/time to a value that will refresh the analytics
closer to the current time.
Can't create an environment in the PowerApps Admin
center
Issue
The tenant/environment admin can't create an environment in the Microsoft PowerApps Admin center.
A licence that gives users the right to perform the environment creation step hasn't been assigned directly to the
user who is performing that step.
Solution
Make sure that the tenant admin has assigned a valid PowerApps P2 license directly to the user who will perform
the environment creation step. Here are the Microsoft Dynamics service plans that provide that right.
OVERALL PRODUCT STOCK KEEPING UNIT (SKU) POWERAPPS P2 SERVICE PLAN
Microsoft Dynamics 365 for Operations PowerApps for Dynamics 365
Microsoft Dynamics 365 Plan Enterprise Edition PowerApps for Dynamics 365
Note that various Microsoft Office SKUs also provide the right, together with standalone PowerApps Plan 2 SKUs.
The important point is that one of these SKUs must be present.
1. Go to https://preview.admin.powerapps.com/environments.
2. Create the environments by following the instructions in Provision Talent.
Talent client disconnects
Environment details
This issue can occur in all environments.
Symptom
The customer is disconnected from his or her environment and doesn't know why. The customer receives one of
the following error messages:
We've lost your connection. Click Close to continue working.
It appears you lost network connectivity, click Retry to try again.
Red flag
This issue often occurs when users are in the implementation stage, are comparing information across production
and test environments, and forget that they are moving between sessions. If users are at this stage, they will most
likely experience this issue.
Issue
Browser types: Google Chrome, Internet Explorer, and Microsoft Edge
The Microsoft Dynamics 365 for Talent platform disconnects users when two different sessions are open at the
same time for the same user and the same browser type. (For example, user A is viewing both environment 1 and
environment 2 in Chrome.) It doesn't matter whether the users open different browser windows or different tabs. If
the same user credentials are used to sign in to both environment 1 and environment 2 at the same time and in the
same browser type, Talent disconnects one of the sessions.
Solution
Make sure that only one environment is open at a time for a given browser type. Users can open multiple sessions
to the same environment (that is, multiple tabs in the same browser).
Users who want to jump between two environments at the same time should open each environment in a different
browser type. (For example, user A can view environment 1 in Chrome and environment 2 in Microsoft Edge.)
Avoid text truncation on the position hierarchy and
export to Visio
Issue
When a customer views the position hierarchy in Microsoft Dynamics 365 for Talent, the names of individuals and
positions are truncated. Therefore, it can be difficult to take a screenshot, or to print and distribute the hierarchy.
Cause
This behavior is by design.
Resolution
Unfortunately, users can't easily change the size of the text. However, you can export the position hierarchy out of
Talent and then import it into Microsoft Visio. Although the following article was written for Microsoft Dynamics
AX 2012, the process still applies to Talent: Export a position hierarchy to Microsoft Visio.
Follow these steps to export to Visio.
1. In Talent, open the Positions list page.
To include more information in the organization structure diagram, add fields to the Positions list, so that
they are available when you use the wizard later in this procedure.
2. On the Action Pane, select the Open in Microsoft Office button, and then, under Export to Excel, select
Positions. Alternatively, press Ctrl+T.
3. Save the Excel file that is exported.
4. In Visio, select Visio - Create New, and select the Business template category.
5. Select Organization Chart Wizard, and then select Create.
6. Select Information that's already stored in a file or database, and then select Next.
7. Choose A text, Org Plus (*.txt), or Excel file, and then select Next.
8. Browse to select the exported Excel file that contains the position hierarchy, and then select Next.
9. Set the Name field to Position, set the Reports to field to Reports to position, and then select Next.
10. Select the fields that should be shown on each node, and then select Next.
11. Add the Position column to the Shape Data fields list, and then select Next.
12. Pictures aren't currently available. Therefore, on the next page, select Next.
13. Select I want the wizard to automatically break my organization chart across pages.
14. Select Finish.
If there are any positions that aren't in the structure, you're asked to include them in the diagram.
The diagram that is generated in Visio shows each manager on a separate worksheet.
Based on the fields that you selected to include in the diagram, each node shows the appropriate information when
the Visio file is generated.
Additional option
In Talent, you might also be able to use the People workspace to view some hierarchy-related information.
Issue
The customer is trying to run the compensation process in Microsoft Dynamics 365 for Talent but isn't having any
success.
Cause
The customer needs the documentation.
Resolution
Here is the documentation for compensation:
Setup:
Compensation plans
Process:
Save task guides to LCS and replay them
Environment details
Microsoft Dynamics 365 for Talent, which was deployed via Microsoft Dynamics Lifecycle Services (LCS )
Issue
The customer wants to save new task recordings to his or her LCS project, and then replay the saved task guides.
Resolution
Follow these steps to save a task recording to LCS.
1. Sign in to LCS, and select the project.
2. Select the Business process modeler tile.
3. View the page in the "Updated BPM experience."
4. Select a library, and then select Copy.
5. Enter a name for the Business process modeler (BPM ) model.
6. Sign in to Talent from LCS.
7. In the Search field, enter help. Lifecycle Services Help is opened.
8. Select the Refresh button for Lifecycle Services Help configuration.
Your new BPM library should appear, and it should be active.
9. Close the page.
10. Create a task recording.
11. When you've finished, select Save to Lifecycle Services.
12. Select the BPM library and node to save the task recording to.
Follow these steps to replay a task guide from LCS.
1. Start Task recorder.
2. Select Open from LCS.
3. Select the library and the BPM node that have the saved task guide.
4. Open the task guide.
Access to private addresses by security role
Issue
After a customer duplicates a security role and signs in as that new role, the customer can't see addresses that were
marked as private.
Resolution
To resolve the issue, the customer must follow these steps for the duplicated security role.
1. Go to Organization administration > Global address book > Global address book parameters.
2. On the Private location security tab, move the new security role from the Available roles list to the
Selected roles list.
3. Select Save.
Talent doesn't appear among the Microsoft Dynamics
365 apps (Common Data Service 1.0)
Issue
The customer doesn't see the Microsoft Dynamics 365 for Talent app among the Microsoft Dynamics 365 apps.
Resolution
The user must be added to the Environment Maker role for the environment in Microsoft PowerApps.
1. The admin user who has a PowerApps Plan 2 license must open the PowerApps Admin portal.
2. Select Environments, and select the correct environment for Talent.
3. On the Security tab, on the Environment roles tab, select Environment Maker.
4. On the Users tab, add the user or your organization.
5. Select Save.
6. The user must now sign in to Microsoft Dynamics 365.
7. Select Sync to update the user apps.
After synchronization is completed, Talent will appear on the home page.

User can access Core HR but not the Onboard or
Attract app
Environment details
The Microsoft Dynamics Lifecycle Services (LCS ) deployment was done by user A.
User A added user B as a user to Microsoft Dynamics 365 for Talent Core HR.
Issue
User B can access Core HR, but can't access the Talent: Attract or Talent: Onboard app. When the user tries to go to
Experience apps, he or she is taken to a trial environment instead.
Solution
User B must be assigned the rights to view the Microsoft PowerApps environment that user A created during the
provisioning process.
For information, see the "Granting access to the environment" section in Provision Talent.
Long-term solution
Microsoft is considering automatically assigning the appropriate rights to Onboard and Attract when a user is
added to Core HR.
Reporting options in Talent
Environment details
This issue applies to all environments.
Symptom
The customer wants to customize Microsoft Dynamics 365 for Talent reports or create new reports.
Issue
The user can't customize the embedded Microsoft Power BI reports.
Solution
The Core HR data that flows to Common Data Service can be reported on via the PowerApps Common Data
Service connector to Power BI Desktop. Note that Common Data Service contains a subset of Core HR data.
For more information about Power BI and dashboards, see Create Power BI reports and dashboards with
PowerApps Common Data Service.
Electronic reporting (ER ) is available for some reports in Talent. Customer-driven customizations can be done
via the ER configuration options.
Data can be exported to Microsoft Excel or Microsoft Word by using the various data entities that Talent
provides through the Microsoft Office integration.
Long-term solution
Additional Power BI options will be available, and more data and entities will be part of Common Data Service.
Dynamics 365 for Talent to Dynamics 365 for Finance
and Operations integration FAQ
This topic answers common questions associated about what data is synchronized when Dynamics 365 for Talent is
integrated with Dynamics 365 for Finance and Operations.
Is all data synchronized or just some data entities?

With Core Human Resources (HR ), a subset of the data is synchronized. For a list of all the entities, see Integration
from Dynamics 365 for Talent to Dynamics 365 for Finance and Operations.
For Attract and Onboard, all data is native to Common Data Service.
Can I create a new mapping without using the templates?

Templates are the starting point. You can create your own template, but a template is always needed when creating
an integration project. For more information about data integrator (DI), templates, and projects, see Integrate data
into Common Data Service.
Can I map financial dimensions to transfer between Talent and Finance

and Operations?
Financial dimensions aren’t currently in Common Data Service and as a result aren’t part of the default template.
This entity is planned, but currently no release timeline is available.
For data that resides in Finance and Operations but does not exist in Talent, link the two systems together by using
Configure Links in Talent. For more information about how to configure links between Talent and Finance and
Operations, see What's new or changed in Dynamics 365 for Talent Core HR (October 31, 2018).
Sometimes when I import employees, they go into inactive workers in

Finance and Operations. Why?
You may get this error if employees don’t have an active employment detail record in Talent. To resolve this, go to
Personnel Management > Employees > Employment History > Date Manager, and verify that there is an
active employment detail record.
If I select to map only a subset of fields, will changes made to non-

mapped fields trigger a sync?
Data sync follows the execution schedule. The integration will pick up a record if any field in the record changes
regardless if the field is part of integration mapping.
How can I send only active worker changes and not the terminated
records?
With the use of "Advanced query", you can filter and reshape source data before passing it into the destination.
Can I specify which fields to send to Finance and Operations for a

specific entity?
Fields can be added or removed from the integration task. Not all data fields that exist on the Common Data
Service entity will be populated from Core HR. Additional data can be populated via PowerApps.
I set up integration as a batch job, but Talent lost connection to the

destination system. How can I send the same set of changes to the
destination system?
No special setup is required for exception handling. The Data Integrator will automatically catch and report errors
which occur at the source and destination and will allow manual retries. However, it doesn’t allow manual data
correction. If data updates are needed, that should happen either at the source or the destination.
Can I set up bi-directional integration?

No, integration is currently one-way (Talent to Finance and Operations). However, there is a default template
available to send data from Talent to Finance and Operations.
Can I allow record deletion as part of my integration?

No, Data Integrator will not capture deleted records for data transfer. Only data creation and updates (UPSERT) are
currently included.
Can I rerun the errored execution? If so, will it send a full file or only the
changes?
The first run of Data Integrator is always a full run. Subsequent runs are based on change tracking. When an error
run is executed, it extracts the records in scope of the run and sends out the most recent changes from Common
Data Service.
When I save the project, I get the error: “Project has mapping errors."
What do I do?
Check the setup of your integration keys, make any required changes to the setup, then refresh the entities in the
project.
When the default template is used, the integration keys will be automatically imported. This issue may occur when
new tasks are added to the existing template.
If I have N number of legal entities where workers have employments,

do I need to create a mapping for each of them?
Yes, for each legal entity in Finance and Operations, you'll need a separate integration project in the data
integration.
I need to transfer data that is not part of the default template provided
by Microsoft. Can I do this?
Yes, fields can be added to or removed from the existing template. The template can be modified to include
additional data from other Common Data Service entities. The entity must be in Common Data Service for it to be
included in the template.
I just created new Finance and Operations and Talent environments,

and I'm getting the error "The data value violates integrity constraints."
Why?
Reasons for this error can include:
The data transfer resulted in duplicate records extraction at the source (Common Data Service).
The data transfer has null values for fields that are required in Finance and Operations. Verify the data that is
in Common Data Service and meets the requirements of Finance and Operations.
If there are execution errors and the Employee ID didn't sync, how do I
find the history job which has the failed employee record?
Data Integrator will create multiple projects in Finance and Operations. The relationship between the Data
Integrator task and the Finance and Operations project is one to one.
Trace the time from the Data Integrator execution history and look for the index -1 project in Finance and
Operations. If the task number is 9 in Data Integrator, the index in Finance and Operations is 8.
1. Capture the task index from Data Integrator (in this example it is "9").
2. Track the execution time of the project.

3. In Finance and Operations, identify index - 1. In this example, the project with suffix "8" and execution time of
index "0" project matches with the execution time in Step 2.
After integrating Talent and Finance and Operations, I don’t see my

Talent data in Finance and Operations. What do I do?
The integration to Finance and Operations is a two-step process. First, verify that the Talent data is updated and
available in Common Data Service. This is a near real-time sync and can be verified in PowerApps by looking at the
data within the data entities.
If the data is not appearing as expected in Common Data Service, verify that the entity is supported in the
integration. To include additional data in Common Data Service, a change will be required on the Microsoft side.
If the entity is supported and the data is available in Common Data Service, verify the mapping is correct in Data
Integrator. If the integrator mapping looks okay, then verify the data management jobs have successfully run.
Errors may occur during the execution of the batch jobs. For more information about Data Management, see Data
management.
The addresses for my employees are incorrect after I import them into
Finance and Operations. What should I do?
The number sequence for Location ID uses the same pattern in both Talent and Finance and Operations. The
number sequence needs to be unique on both sides so there are no address collisions when integrating data from
Common Data Service to Finance and Operations.
During implementation of Talent, verify that the number sequences are not the same in Talent and Finance and
Operations. Validate that all number sequences are not identical where data may be maintained in both systems.
When creating my connection set, I am unable to see the connection in

the Connection drop-down list. What do I do?
Make sure when creating your connections, you choose Dynamics 365 for Finance and Operations (currently in
preview ) and Common Data Service.
When syncing employments, I get the errors “CompanyInfo_FK doesn’t

exist" or “The value '12/31/2154 11:59:59 pm' in field 'Employment end
date' is not found in the related table 'Employment'.” What should I do?
Ensure that you are mapping to the correct legal entities. Legal entity syncing is not part of the default template, so
it is expected that each legal entity that is present in Talent and Common Data Service is also present in Finance
and Operations. Also, make sure that you are selecting the correct legal entities for the associated Connection Set.
After setting up my project, the field mapping for Finance and

Operations appears to be empty. What should I do?
Refresh the data entities in Finance and Operations by going to Data management > Framework Parameters >
Entity settings > Refresh entity list. This should take a couple of minutes to complete, then you should see those
mappings. This issue occurs when new projects are created.
Data Integrator (DI):
Integrate data into Common Data Service
Data Integrator error management and troubleshooting
Responding to DSR requests for system-generated logs in PowerApps, Microsoft Flow, and Common
Data Service
Data Management:
Data management
Azure Active Directory users not found in People
Picker
Issue
Certain valid users in Microsoft Azure Active Directory (Azure AD ) for the tenant do not appear when searching for
the name in the People Picker in the Dynamics 365 for Talent Attract or Onboard applications.
Cause
Certain user types are not currently supported in the Attract and Onboard applications. Verify that the user is not
an Azure AD Business to Business (B2B ) guest user. "User Type" information can be found in the Azure Active
Directory blade on the Azure portal.
For more information about Azure B2B, see What is guest user access in Azure Active Directory B2B.
For non-B2B users, there are certain users who may have an incomplete "User Type" property on the User object.
This can be verified and fixed using the Azure AD Powershell module. For more information, see Azure AD.
Resolution
To complete the following steps to resolve the issue, you will need to have "Global Administrator" permissions on
the Azure Active Directory tenant or permissions for User.ReadWrite.All.
To verify the "User Type" for the affected user.
PS C:\>Get-AzureADUser -ObjectId "testUpn@tenant.com"
The command returns the following information.
ObjectId DisplayName UserPrincipalName UserType

-------- ----------- ----------------- --------
5e8b0f4d-2cd4-4e17-9467-b0f6a5c0c4d0 New user testUpn@tenant.com
Note the UserType property on the user. If the UserType is blank, for example not "Member" or "Guest", update
the UserType using the following command.
PS C:\>Set-AzureADUser -ObjectId "testUpn@tenant.com" -UserType Member

Talent PDF

Hochgeladen von

Dokumentinformationen

Originalbeschreibung:

Originaltitel

Copyright

Verfügbare Formate

Dieses Dokument teilen

Dokument teilen oder einbetten

Freigabeoptionen

Stufen Sie dieses Dokument als nützlich ein?

Sind diese Inhalte unangemessen?

Copyright:

Verfügbare Formate

Talent PDF

Hochgeladen von

Copyright:

Verfügbare Formate

Contents

Dynamics 365 for Talent

Develop a strategy for managing your human resources

Staffing your organization

Retain and motivate employees

Develop and train employees

Create and maintain benefits

Maintain workplace safety and compliance

Gather information using questionnaires

Coming soon in Attract

Coming soon in Attract

Coming soon in Core HR

Coming soon in Attract

Coming soon in Core HR

Coming soon in Attract

Coming soon in Core HR

Coming soon in Attract

Coming soon in Attract

Coming soon in Attract

Coming soon (Attract and Onboard)

2. Add the following mappings.

h. Select OK to close the Advanced Query and Filtering dialog box.

Minor changes and bug fixes included in this release

EXISTING SOURCE FIELD NEW SOURCE FIELD

cdm_description (Description) cdm_name (Name)

SOURCE FIELD DESTINATION FIELD

cdm_description (Description) NAMEALIAS (NAMEALIAS)

EXISTING SOURCE FIELD NEW SOURCE FIELD

cdm_name (Name) cdm_description (Description)

cdm_name (Description) cdm_jobdescription(Job Description)

The updated mappings should look like the image below.

The Workers to Work task needs the following mappings updated.

EXISTING SOURCE FIELD NEW SOURCE FIELD

cdm_emailaddress1 (Email Address 1) cdm_primaryemailaddress (Primary Email Address

cdm_telephone1 (Telephone 1) cdm_primarytelephone (Primary Telephone)

The updated mappings should look like the following images.

EXISTING SOURCE FIELD NEW SOURCE FIELD

cdm_description (Description) cdm_name (Name)

SOURCE FIELD DESTINATION FIELD

cdm_description (Description) NAMEALIAS (NAMEALIAS)

The updated mappings should look like this.

EXISTING SOURCE FIELD NEW SOURCE FIELD

cdm_name (Name) cdm_description (Description)

cdm_name (Description) cdm_jobdescription(Job Description)

The updated mappings should look like this.

The Workers to Work task needs the following mappings updated.

EXISTING SOURCE FIELD NEW SOURCE FIELD

cdm_emailaddress1 (Email Address 1) cdm_primaryemailaddress (Primary Email Address

cdm_telephone1 (Telephone 1) cdm_primarytelephone (Primary Telephone)

Create links from Talent to Finance and Operations

Allow managers to update time off requests

Allow HR to update time off requests

Allow other dates to be used on leave tier basis (Leave Management)

Turn off electronic payment validation

Manager self-service - Add reviews for team members through the

Configure proration options by leave plan

Currency added to Benefits

Update proration process – Leave and Absence

Leave and Absence – Accrue time based on hours worked

Allow specific time of day on time-off requests (half days)

Validation of leave and absence entries

Additional fields for conditional statements in workflows