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Position Control feature for Human Resources
Microsoft Dynamics GP Position Control was designed and developed to fill some very specific needs in the ERP space. Public sector businesses for example, will set compensation and benefits based on the position an employee fills. In these scenarios, Position Control allows businesses to define specific “seats” for each Position. A seat can be thought of as a chair at table, where the table represents the position. Only one employee can fill a specific seat at any point in time. So, conceptually, two half-time employees could sit in the same full FTE (Full-Time Equivalent) position seat. While most information will be driven to the employee from the position, compensation amounts can alternatively be driven from the seat if the user desires.
One important consideration with Position Control, a traditional “Position” in Dynamics GP cannot be reused across multiple departments because, with Position Control, a Position is considered to be unique within the organization. For example, if you have a “Fireman” position, you could not use that code in both “Fire House 1” and “Fire House 2” departments. This is important when planning your implementation of Position Control.
Position Control takes the premise that a position seat is the hub of demographic, compensation and benefit information for an employee. Meaning that, the position will drive additional attributes of the employee like department, division, location, employee class, union information, pay codes, benefits, etc. The idea that the position drives this information allows users to move employees in and out of position seats and “inherit” the attributes of that position. These changes can represent permanent position changes or a temporary assignment when an employee fills in for another employee.
Position Control allows the user to setup position budgets, plan those budgets in Microsoft Excel, then import them back into Microsoft Dynamics GP. Users can use their existing setups as a starting point for planning the next years budgets and create multiple plan “scenarios” to measure the impact of various factors. Additionally, Position Control includes several new reports that allow the user to track budget excesses by department, division, reports to position, supervisor and more. With these options, the user can quickly identify critical areas of the business that require intervention to ensure fiduciary responsibilities are met.
Position Control integrates with Payroll processing such that position seat assignments can override payroll compensation rates to use those rates assigned to the position seat. This assists payroll clerks so that they don’t have to modify pay code assignments for permanent and temporary assignments. Fund accounting is supported as well, allowing Payroll to pull certain segments of the posting accounts from payroll and portions from the position. This can greatly reduce the number of posting account setup records required. Pay step table increases are supported as an attribute of the position as well.
While Position Control can be somewhat daunting to setup and configure, once fully implemented, Position Control can greatly enhance the ability of organizations to control costs, reduce the time it requires for fiscal year changes to employee compensation and benefits, and simplify position assignment changes for an organization.