MB-920 Describe Dynamics 365 Human Resources — Timed 10 Questions

Question 1

A multinational company is implementing Dynamics 365 Human Resources. They need to ensure that employees in different countries can accrue leave based on local statutory requirements. The HR manager wants to automate the calculation of leave entitlements at the beginning of each fiscal year. Which feature should they configure?

Accepted Answer

Leave and absence plans. Leave and absence plans in Dynamics 365 Human Resources allow organizations to define accrual rules, including rates, caps, and carry-forward policies, that can be tailored to local statutory requirements. These plans can be configured to automatically calculate and post leave entitlements at the start of each fiscal year, ensuring compliance with country-specific regulations without manual intervention.

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Position-based hierarchies

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Approval workflows for leave requests

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Compensation plans

Question 2

A company uses Dynamics 365 Human Resources. The HR team reports that when they try to generate the 'Employee absence history' report for the previous quarter, the data for some employees is missing. The system shows no errors. What is the most likely cause?

Accepted Answer

The work calendar is not assigned to the positions of those employees.. The 'Employee absence history' report relies on the work calendar to calculate accruals and track absence days. If a position is not assigned a work calendar, the system cannot compute absence data for that employee, resulting in missing records even though no errors are displayed. Option D is correct because the work calendar assignment is a prerequisite for absence data to appear in reports.

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The absence request workflow is not published.

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The leave types are not configured for the relevant legal entities.

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The employees do not have the required security role to be included in reports.

Question 3

An organization is configuring Dynamics 365 Human Resources. They want to track skills, certifications, and education for each employee. Which worker type should be used to store this information?

Accepted Answer

Worker. Worker is the correct entity because in Dynamics 365 Human Resources, the Worker record is the primary container for all person-related data, including skills, certifications, and education. This entity is designed to aggregate and manage an individual's professional profile across their employment lifecycle, making it the appropriate store for such information.

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Applicant

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Job

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Position

Question 4

A retail company with 500 employees is deploying Dynamics 365 Human Resources. They need to ensure that employees can view their own pay slips and update personal information from a mobile app. Which component should they enable?

Accepted Answer

Employee self service. Employee self service (C) is the correct component because it is specifically designed to allow employees to view their own pay slips and update personal information from a mobile app. In Dynamics 365 Human Resources, the Employee self service workspace provides role-based access for employees to perform these tasks without requiring manager or HR intervention.

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Recruitment

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Manager self service

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Compensation management

Question 5

A company uses Dynamics 365 Human Resources. An HR administrator notices that when they process a termination for an employee, the system does not automatically calculate the final paycheck. The employee is paid monthly. What should the administrator do to ensure final pay is calculated?

Accepted Answer

Run the pay statement generation process.. In Dynamics 365 Human Resources, final pay is not automatically calculated during termination processing. The administrator must run the pay statement generation process to trigger the calculation of the final paycheck, which includes any remaining pay, deductions, and adjustments based on the termination date and pay schedule.

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Create an ad hoc pay run for the employee.

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Manually add a benefit deduction for the employee.

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Submit an absence request to clear leave balances.

Question 6

Which TWO features are available in Dynamics 365 Human Resources for managing employee benefits?

Accepted Answer

Benefit plan setup. Benefit plan setup is a core feature in Dynamics 365 Human Resources that allows administrators to define and configure various benefit offerings such as health insurance, retirement plans, and other perks. Open enrollment for benefit elections enables employees to select or modify their benefit choices during designated enrollment periods, which is a standard functionality in the benefits management module.

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Performance review configuration

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Compensation grids

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Absence accrual schedules

Question 7

Which THREE components must be configured to enable a complete compensation management process in Dynamics 365 Human Resources?

Accepted Answer

Compensation levels. Compensation levels (C) are a core component because they define the pay ranges (e.g., minimum, midpoint, maximum) associated with job grades or positions, which are essential for structuring compensation plans. In Dynamics 365 Human Resources, compensation levels are used within compensation grids to map pay rates to specific jobs or positions, enabling a complete compensation management process.

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Position types

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Work calendars

Question 8

An HR administrator is reviewing the absence setup. John Doe has submitted a 1-day absence request for next Wednesday. The system shows an error that the absence duration cannot be calculated. What is the most likely cause?

Accepted Answer

The work calendar is not assigned to John's position.. The absence duration cannot be calculated because the system requires a valid work calendar assigned to the employee's position to determine working days and hours. Without a calendar, the system cannot compute the duration of a 1-day absence. Option C correctly identifies this as the most likely cause.

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The absence request requires manager approval first.

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The leave type is not configured for the USMF legal entity.

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The exhibit shows a time zone mismatch.

Question 9

Jane Smith requests 2 days of vacation on 01/15/2023. Her available balance shows 0 days. Why is her balance zero?

Accepted Answer

The first accrual of the year occurs on February 1, not January 1.. Option D is correct because in Dynamics 365 Human Resources, the default leave and absence configuration sets the first accrual date of the year to February 1, not January 1. Since Jane requests vacation on January 15, the system has not yet processed any accrual for the new year, leaving her available balance at zero. This behavior is controlled by the 'Accrual date basis' and 'Accrual schedule' settings in the leave plan.

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The accrual rate is too low to accrue any days by mid-January.

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Carry forward rules reset at the beginning of each year.

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Jane's hire date causes a prorated accrual that has not been processed.

Question 10

Contoso Ltd. is a manufacturing company with 1,200 employees across three legal entities: USMF (United States), FRRT (France), and GBSI (United Kingdom). They are implementing Dynamics 365 Human Resources. The HR director wants to set up a unified absence management system that complies with local regulations. In the US, employees accrue vacation based on years of service (0-5 years: 10 days; 5+ years: 15 days). In France, all employees receive 25 days annually, plus additional RTT days for managers. In the UK, statutory leave is 28 days, but the company offers 25 days base with 3 bank holidays. The system must automatically calculate accruals on the first day of each month for US and UK, and at the start of the leave year (January 1) for France. Additionally, employees in France must be able to request RTT days separately, and managers must approve them. The HR team is unsure how to configure this. Which approach should be recommended?

Accepted Answer

Create separate leave and absence plans for each legal entity, configuring accrual rules, frequencies, and leave types per country.. Option B is correct because Dynamics 365 Human Resources allows you to create separate leave and absence plans per legal entity, each with its own accrual rules, frequencies, and leave types. This enables you to configure US vacation accruals based on years of service with monthly accrual, French annual leave with RTT days and yearly accrual, and UK statutory leave with bank holidays, all while complying with local regulations.

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Create a single global leave plan with the maximum accrual (28 days) and then manually adjust balances for each employee based on their country.

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Use compensation plans to handle leave entitlements because they are based on employee classification.

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Use the same leave plan for all entities and rely on approval workflows to validate leave requests according to local rules.