Microsoft Dynamics 365 Human Resources Administration Training Course

Course overview

Microsoft Dynamics 365 Human Resources administrators are expected to keep employee records accurate, configure processes that HR teams can actually use, and protect sensitive information without creating workarounds in spreadsheets and email. This requires more than knowing where fields sit in the application. Administrators must understand the employee lifecycle, organisational structures, security roles, leave and absence rules, compensation data, workflow controls, reporting requirements, and the integration points that affect payroll and identity management. This course addresses the practical administration decisions that determine whether Dynamics 365 Human Resources becomes a reliable HR system of record.

Over five days, participants configure and administer core Microsoft Dynamics 365 Human Resources capabilities. They build legal entities, departments, positions, jobs, worker records, benefits plans, leave and absence plans, compensation structures, and personnel actions. They learn to manage security through roles and access controls, configure approval workflows, maintain reference data, use employee self-service and manager self-service features, create operational reports and exports, and troubleshoot common administration issues. The course also examines integration readiness with Microsoft Entra ID, Dataverse, Power Platform, and downstream payroll systems.

Instruction combines guided configuration demonstrations with hands-on exercises in a Dynamics 365 Human Resources training environment. Participants work through a realistic HR administration case: setting up an organisation, onboarding workers, assigning compensation and benefits, processing leave requests, applying security, and producing management information. By the end of the course, each participant leaves with a documented HR administration configuration workbook, process maps for key employee lifecycle transactions, and an action plan for applying the methods in their own tenant.

The course is designed for HR systems professionals who already work with HR data or business processes and need confident, structured control of Dynamics 365 Human Resources. It is equally valuable to HR operations teams preparing for implementation, process redesign, or expanded self-service adoption.

Course objectives

By the end of this course, participants will be able to:

• Configure legal entities, departments, jobs, positions, and reporting relationships in Microsoft Dynamics 365 Human Resources
• Maintain worker, employment, contact, identification, and employment-history records using controlled HR data procedures
• Set up leave and absence plans, accrual rules, eligibility criteria, and employee request workflows
• Administer fixed and variable compensation plans, compensation grids, eligibility rules, and worker enrolments
• Configure benefits plans, coverage options, eligibility rules, and employee benefit enrolment processes
• Apply security roles, duties, privileges, and segregation-of-duties controls for HR data access
• Build employee lifecycle workflows and personnel actions for hiring, transfers, changes, and terminations
• Produce an HR administration configuration workbook and operational reporting plan for a Dynamics 365 tenant

Benefits of attending

Target competencies

Who should attend

• HR Systems Administrators — who configure and maintain Dynamics 365 Human Resources for daily HR operations
• HRIS Analysts — who translate HR policy and process requirements into system configuration
• HR Operations Managers — who need controlled employee lifecycle, absence, benefits, and compensation processes
• Dynamics 365 Functional Consultants — who support Human Resources implementations and post-go-live administration
• Compensation and Benefits Specialists — who must maintain plan rules, eligibility, enrolment, and pay structures accurately
• Payroll and HR Integration Analysts — who need to understand upstream HR data structures and transaction dependencies

Requirements and prerequisites

Participants should have practical familiarity with core HR processes such as hiring, worker changes, organisational structures, leave, benefits, compensation, and termination. Experience using Microsoft Dynamics 365, Dynamics 365 Finance, or another HRIS is helpful, particularly navigating records, lists, filters, and workflow approvals. Participants should also be comfortable working with structured data in Microsoft Excel. No programming, Power Platform development, SQL, payroll configuration, or previous Dynamics 365 Human Resources administration certification is required. This is an intermediate course: complete beginners to HR systems should first gain basic HR process knowledge before attending.

Training methodology

The course is delivered through instructor-led configuration sessions, live demonstrations, and structured practice in Microsoft Dynamics 365 Human Resources. Participants use a realistic multi-department organisation to configure jobs, positions, workers, leave, benefits, compensation, security, and workflows. Short case studies require participants to interpret an HR policy before converting it into system rules, while peer reviews test whether configurations are usable and auditable. Each day closes with a practical build activity. On day five, participants consolidate their work into a configuration workbook and implementation-focused application plan.

Course outline

Day 1: HR foundation data and organisational design

• Dynamics 365 Human Resources navigation, workspaces, feature areas, and administration responsibilities
• Legal entities, operating units, departments, cost centres, and organisational hierarchies
• Jobs, positions, position types, reports-to relationships, and position duration controls
• Worker records, employment records, personnel numbers, and effective-date management
• HR reference data including titles, worker types, reasons, and employment terms
• Employee self-service and manager self-service process touchpoints
• HR data governance principles for ownership, validation, and change control

Workshop: Participants configure an organisational structure, create jobs and positions, and produce a worker-data ownership matrix for a simulated company.

Day 2: Worker lifecycle and HR process administration

• Hiring worker records and assigning employment, positions, and reporting relationships
• Personnel actions for hires, transfers, promotions, changes, and terminations
• Worker personal data, addresses, contacts, identifiers, and document attachment controls
• Probation, notice, seniority, and employment-history record management
• Workflow configuration principles for personnel action approvals
• Effective dating, correction versus update transactions, and audit implications
• Data import preparation, validation, and controlled maintenance using Microsoft Excel

Workshop: Participants process a hiring-to-transfer-to-termination scenario and document the required approvals, data changes, and audit checks.

Day 3: Leave, absence, benefits, and compensation setup

• Leave and absence plan types, units, calendars, and balance calculation concepts
• Accrual schedules, carry-forward rules, eligibility criteria, and enrolment settings
• Leave requests, manager approvals, balance visibility, and absence administration
• Benefits plan design, coverage options, eligibility rules, and enrolment periods
• Fixed compensation plans, pay rate conversions, grids, levels, and reference points
• Variable compensation plans, performance links, awards, and worker eligibility
• Compensation process governance, effective dates, approvals, and reporting requirements

Workshop: Participants configure an annual leave plan, a medical benefits plan, and a salary structure for three employee groups, then test worker eligibility.

Day 4: Security, workflows, integrations, and data control

• Security architecture: users, roles, duties, privileges, and entry points
• Role assignment for HR administrators, managers, employees, benefits staff, and compensation specialists
• Segregation-of-duties analysis for sensitive worker, pay, and benefits data
• Workflow elements, approval steps, conditions, escalations, and work item monitoring
• Microsoft Entra ID identity considerations and user access lifecycle controls
• Dataverse and Microsoft Power Platform integration concepts for HR processes
• Data entities, imports, exports, error handling, and reconciliation controls

Workshop: Participants design a least-privilege security matrix and configure an approval workflow for a compensation change request.

Day 5: Reporting, troubleshooting, and operational readiness

• Operational HR inquiries, filters, saved views, and workspace monitoring
• Exporting HR data to Microsoft Excel for controlled analysis and reconciliation
• Management reporting requirements for headcount, positions, leave, benefits, and compensation
• Data quality checks for incomplete worker records, vacant positions, and invalid assignments
• Troubleshooting failed workflows, missing access, eligibility issues, and effective-date conflicts
• HR administration operating procedures, release readiness, and configuration change control
• Implementation handover planning and an HR administration support model

Workshop: Participants complete an end-to-end HR administration case and submit a configuration workbook, operational report pack, and 90-day application plan.

Tools & standards covered

Microsoft Dynamics 365 Human Resources, Microsoft Dataverse, Microsoft Power Platform, Microsoft Entra ID

A typical training day

Live online deliveries follow the same structure in the East Africa Time zone, with shorter screen blocks and longer breaks.

What the fee includes

How you can take this course

Certification

Participants who complete the full five days receive the Skillset Development Certificate of Completion, stating the course title, course code, dates and delivery format — suitable for professional-development records and employer reimbursement.

Frequently asked questions