MCTS KEY

Published: August 17, 2018
Languages: English
Audiences: Sales personnel, IT professionals, Human Resources professionals
Technology: Microsoft Dynamics 365 for Talent
Credit toward certification: MCSA

Skills measured
This exam measures your ability to accomplish the technical tasks listed below. The percentages indicate the relative weight of each major topic area on the exam. The higher the percentage, the more questions you are likely to see on that content area on the exam. View video tutorials about the variety of question types on Microsoft exams.

Please note that the questions may test on, but will not be limited to, the topics described in the bulleted text.

Do you have feedback about the relevance of the skills measured on this exam? Please send Microsoft your comments. All feedback will be reviewed and incorporated as appropriate while still maintaining the validity and reliability of the certification process. Note that Microsoft will not respond directly to your feedback. We appreciate your input in ensuring the quality of the Microsoft Certification program.

If you have concerns about specific questions on this exam, please submit an exam challenge.

If you have other questions or feedback about Microsoft Certification exams or about the certification program, registration, or promotions, please contact your Regional Service Center.

Understand the Dynamics 365 for Talent Environment (25 – 30%)
Understand Dynamics 365 for Talent Components
Describe the components and experiences of Dynamics 365 for Talent; identify features of Dynamics 365 for Talent; identify benefits of using Dynamics 365 for Talent; describe how data is shared and separated per company in Dynamics 365 for Talent; describe the technology and integration of Dynamics 365 for Talent with other Dynamics 365 applications; describe and use the Microsoft Excel add-in with Dynamics 365 for Talent
Understand basic navigation in Dynamics 365 for Talent
Describe the user interface components of Dynamics 365 for Talent; describe the use case scenarios for workspaces and provide examples of workspaces; identify the components of a Dynamics 365 for Talent workspace; navigate and perform searches in the web interface; set up core prerequisites and parameters for using Dynamics 365 for Talent
Use People Analytics and Personnel Management in Dynamics 365 for Talent
Describe features of the People workspace; use the People workspace to view and edit personal information; enroll in benefits by using the people workspace; check FMLA eligibility; request time-off in the People workspace; view leave and absence information; view or update emergency contact information or certificates and tests for a person
Use the Employee and Manager self-service features
Describe features for employee self-service; describe features for manager self-service; use the Employee self-service workspace to manage personal information; review and update performance information; add and share feedback to another employee; view team information in the manger self-service portal; View and update skill information and perform a skill gap analysis; describe and use the mobile device for employee and manager self-service

Manage the Attract and Recruiting Processes (25 – 30%)

Manage jobs
Create new jobs; import jobs from Excel; update job details; define the job settings
Create, accept, reject, and manage applicants
Manually add an applicant; Import applicants by using Microsoft Excel; setup integrations for applicants to apply; communicate with applicants; request candidate availability; reject an applicant; Update the applicant status
Schedule and manage interviews
Request candidate availability; Identify options for defining the interview; schedule an interview; send schedule and summary to the interview team; conduct interviews and provide interview feedback and recommendations
Create and manage offers
Define offer settings; maintain the status of the offer; start the onboarding process

Configure and Use the Onboarding, Offboarding, and Transition Processes (20 – 25%)
Use the Onboarding Modular application
Describe scenarios for using the onboarding modular application; create, import and migrate employees into the Onboarding modular application
Design and configure welcome guides
Describe the components of a welcome guide; create new welcome guides from samples; design a new welcome guide template; build an activities list for a welcome guide; add contacts and resources to a welcome guide; send a guide to a worker
Set up and use task management
Describe the various types of task management scenarios; provide examples for uses of task management; describe the setup components for a task management checklist; create checklists; apply a checklist to a worker

Set Up and Use the Talent Application (25 – 30%)
Manage worker information
Understand worker and position data; describe the difference between jobs and positions; set up and manage jobs; create and assign positions to workers; explain Personnel actions; enable and use Worker actions and Position actions; configure prerequisites for positions and jobs; configure and loan equipment to workers; define parameters and shared parameters for human resources; identify key configurations for human resources; hire and retire a worker; enter worker details
Set Up and manage benefit information
Explore the Benefit management workspace; describe the difference between benefits and benefit elements; describe the various types of benefits; configure benefit elements; define eligibility rules; process eligibility rules for workers; enroll a single worker in a benefit; enroll mass workers in a benefit; maintain dependents and beneficiary information
Configure compensation information
Describe examples of fixed and variable compensation plans; use recommendations with compensation; review and make changes to compensation plans; define mandatory confirmation for compensation plans; describe the range utilization matrix; define reference points; create compensation grids; define eligibility rules for compensation; configure pay rate conversions; set up and use vesting rules; configure and use pay for performance features; describe compensation process events; perform the compensation processes; adjust compensation for an employee
Manage Leave and absences
Explain the Leave and absence administration process; describe Leave and absence transactions; request and process time off requests; explore Leave types and Leave plans; set up and configure Leave and absence plans; view time off requests and approved time off; use the Leave and absence workspace
Use compliance features in Dynamics 365 for Talent
Define templates for physical job requirements; configure the physical requirements for a job; create an accommodation request; grant or deny work environment accommodation requests

Preparation options
Self-paced training

Who should take this exam?
Candidates for this exam are Microsoft Dynamics 365 partners who set up and use the application functionality in Microsoft Dynamics 365 for Talent and provide support for the application. This exam is also appropriate for sales personnel who have a background in business solutions and would like to demonstrate functional understanding of the Microsoft Dynamics 365 for Talent application.

Candidates typically should have a strong understanding of human capital management, human resource management, and experience deploying, maintaining, and using Microsoft Dynamics 365 for Talent.

Question: 1
You have identified three candidates to advance to the Screening stage in the Attract modular app.
Which two actions are supported by the major features in the Screening stage? Each correct answer presents a complete solution

A. obtain salary requirements
B. contact candidate‘s references
C. schedule an interview
D. enter candidate feedback

Answer: CD

Explanation:

Question: 2

You are the HR director for a company that uses Microsoft Dynamics 365 for Talent.An organizational
change is made, and the accounts payable administrator must report to a new accounts payable.
Which form should be used to define this new relationship?

A. Positions
B. Jobs
C. Employees
D. Workers

Answer: C

Question: 3
After going through the application process with a job candidate, you are ready to make an offer to the candidate.
The candidate is now in the Offer stage of the Attract modular app, and you need to set the offer status appropriately.
If the offer has been extended but the candidate has not yet responded, which status is appropriate?

A. Accepted
B. Preparing
C. Hiring process
D. Active application

Answer: C

Explanation: