Employees
Maintain your information, view leave balances and follow requests through employee self-service.
Dynamics 365 Human Resources
Give your people a clearer way to get things done.
Bring employee records, leave requests and HR programmes into a connected workspace, configured around your policies and the people who use them.
Consulting · Implementation · Integration · Support
One request. A clear review. Everyone knows the status.
Follow an illustrative request from checking a balance to a manager's decision. Policies, access and approvals are configured for your organisation.
Priya ShahEmployee self-service
Annual leave
18 days available
Example balance before this request
Your request3 working days
- Leave type
- Annual leave
- Dates
- 9–11 November
- Sent to
- Assigned manager
A request is reviewed before approval.
Anita RaoManager workspace
Review team availability
Mon9
Tue10
Wed11
Thu12
Fri13
- Check the leave policy
- Review team availability
- Make an explicit decision
A visible decisionThe request and leave record reflect the outcome.
Fictional people and balances. Each role sees the information it needs.
Current step
The employee sees the information needed to plan.
A configured leave plan makes the available balance and the request process visible in employee self-service.
Employee
- Leave type
- Annual leave
- Available balance
- 18 days in this example
- Next step
- Choose the requested working days
This example does not change a real record.
Select a stage to explore it. Review and approval steps always wait for your action.
Illustrative Human Resources example. Select a stage or play the example.
A useful experience for every role.
Start with the records, requests and programmes your organisation needs. Give each role access to the information required for its work.
Managers
Review requests with the team calendar and the information needed to make a decision.
HR teams
Maintain employee records, organisational structures, leave plans, benefits and compensation programmes.
Turn HR policies into a process people can follow.
We connect the configuration to the practical work your HR team, managers and employees need to complete.
Your challengeWhat we configureWhat you receive
Your challengeEmployee information is scattered
What we configureWorker profiles, organisation structure and role access
What you receiveA maintained employee record
Your challengeLeave approvals rely on email
What we configureLeave plans, calendars and approval workflows
What you receiveA clear request-and-review process
Your challengeBenefits are difficult to administer
What we configureEligibility, plans and enrollment rules
What you receiveA structured benefits experience
Your challengePayroll teams re-enter changes
What we configureAgreed payroll data mapping and integration
What you receiveA tested handover to the payroll provider
People. Process. Platform.
A practical scope, agreed together.
Connect HR data to your payroll provider.
Agree the data, responsibilities and integration needed for your existing payroll setup. Keep the employee record, approved changes and payroll handover traceable.
- Maintain the employee record
- Review and record approved changes
- Map the agreed data to your payroll provider
- Test the handover and exception handling
Payroll processing and country-specific requirements are scoped separately. Recruiting connections and partner extensions are assessed for your needs.
A practical route from policy to daily use.
Start with an agreed HR scope, validate the details and prepare the people who will operate it.
- 1
Map policies and ownership
Review employee data, legal entities, programmes, approvals and access needs.
You receiveHR process and scope map - 2
Configure records and workflows
Set up the agreed records, leave plans, programmes and connections.
You receiveConfigured HR workspace - 3
Validate real scenarios
Check migrated records, permissions, approval routes and integration results.
You receiveTested scenarios and readiness checklist - 4
Train and support
Prepare employees, managers and HR administrators, then agree ongoing ownership.
You receiveUser guidance and support handover
Connect the tools around the work
- Microsoft Teams
- Microsoft Dataverse
- Payroll provider
- Recruiting systems
- Reporting tools
Feature access depends on licensing, configuration and your HR policies. External payroll processing, local requirements and third-party connections are agreed separately.
Keep the platform useful after go-live.
Support for your people, your application and its connections.
Discuss a support plan- L1 · User helpAccess, navigation and everyday questions.
- L2 · Application supportConfiguration, automation and application issues.
- L3 · EngineeringIntegrations, extensions and complex issues.
Coverage, ownership and response expectations are agreed together.
Before we start.
Does this replace our payroll system?
We assess your existing provider and design the required connection. Payroll processing, provider capabilities and local requirements are scoped separately.
Can we start with employee records and leave?
Yes. The implementation can prioritise those processes before additional HR programmes, subject to the agreed data and integration requirements.
What shapes the estimate?
The number of legal entities, employee data, policies, programmes, migration needs, integrations and self-service access all affect the scope.
Which HR task creates the most back-and-forth?
Bring one process. We'll help define a practical next step.
Discuss your HR processesName and email to start.