Well, currently I'm working on HR workflow for a Microsoft ERP called Dynamics (HR Module). I'm trying to dedicate half of my working schedule with Dynamics guys and have to act as a functional person when it comes to making and consulting on HR-related workflow with respect to Dynamics.
Recently, I have framed an HR workflow that can be universal across our office, keeping a set of policies and procedures in mind.
Anyways, here is the link that will take you to the flow:
<link no longer exists - removed>
Just wanted to have comments and feedback. I would be much pleased if it comes from functional/techno-functional consultants.
Thanks and regards,
Pritam
From United States, Fort Worth
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Recently, I have framed an HR workflow that can be universal across our office, keeping a set of policies and procedures in mind.
Anyways, here is the link that will take you to the flow:
<link no longer exists - removed>
Just wanted to have comments and feedback. I would be much pleased if it comes from functional/techno-functional consultants.
Thanks and regards,
Pritam
From United States, Fort Worth
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Hi Pritam,
I went through the workflow. It is quite comprehensive. However, I just wanted to have a word with you regarding the offer letter being sent out to the candidate. Your workflow captures the positive cycle, i.e., the candidate accepting the offer letter. But many times, the candidate does not accept the offer and wants some changes to be made. This situation can create difficulty for recruiters/HR personnel in keeping track of the various versions of the offer letters for a single candidate. I suggest that you also include this scenario in your workflow. Otherwise, it is good to go. It reflects the best practices followed by the industry.
Regards,
Sathish
From India, Madras
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I went through the workflow. It is quite comprehensive. However, I just wanted to have a word with you regarding the offer letter being sent out to the candidate. Your workflow captures the positive cycle, i.e., the candidate accepting the offer letter. But many times, the candidate does not accept the offer and wants some changes to be made. This situation can create difficulty for recruiters/HR personnel in keeping track of the various versions of the offer letters for a single candidate. I suggest that you also include this scenario in your workflow. Otherwise, it is good to go. It reflects the best practices followed by the industry.
Regards,
Sathish
From India, Madras
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Hi Satish,
Firstly, I would like to thank you for your feedback. Can we consider it as part of the offer negotiation process? For instance, if an applicant requires changes in the offer document, could we address this in separate document headers without deviating from our company policies?
For example, when we hired a Manager - Operations, he requested his first review in 6 months, a practice we typically do not follow. However, due to his exceptional skills and our need for him, we agreed to his terms without violating our policies. This agreement was documented separately and provided along with the Offer letter.
Regarding the Dynamics HR flow, I proposed to my ERP team the integration of this process before the "Final Approval" stage under "Hiring." This stage involves approval before extending an offer, ensuring consistency with a degree of flexibility in the Dynamics System across all our Global Offices. We identified a solution and attempted to streamline the process efficiently.
I am interested in exploring other possibilities. Could you please elaborate on this with references? Your insights would be greatly appreciated.
Thanks and regards,
Pritam
From United States, Fort Worth
Acknowledge(0)Amend(0)
Firstly, I would like to thank you for your feedback. Can we consider it as part of the offer negotiation process? For instance, if an applicant requires changes in the offer document, could we address this in separate document headers without deviating from our company policies?
For example, when we hired a Manager - Operations, he requested his first review in 6 months, a practice we typically do not follow. However, due to his exceptional skills and our need for him, we agreed to his terms without violating our policies. This agreement was documented separately and provided along with the Offer letter.
Regarding the Dynamics HR flow, I proposed to my ERP team the integration of this process before the "Final Approval" stage under "Hiring." This stage involves approval before extending an offer, ensuring consistency with a degree of flexibility in the Dynamics System across all our Global Offices. We identified a solution and attempted to streamline the process efficiently.
I am interested in exploring other possibilities. Could you please elaborate on this with references? Your insights would be greatly appreciated.
Thanks and regards,
Pritam
From United States, Fort Worth
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