This is a blog series that I’ve been meaning to write for LITERALLY YEARS, and have been putting it off because I suspect it will hurt my brain. But it needs to be done and I have a rare day with no meetings so I’ll push this out for posterity today.
When I first learned about fixed compensation in AX2012, try as I might, it just made no sense whatsoever. There seemed to be lots of setup which used terms that weren’t familiar to me (even after the best part of a decade entering salaries on SAP and dealing with pay queries), and eventually I pretty much gave up and let our implementation partner do whatever they wanted. Fast forward six years and I now firmly believe that fixed comp is one of the most undervalued bits of functionality in the product. And I say ‘the product’ – because the steps I’m about to walk through are common across AX, Finance and Operations, and Talent. There are a few subtle differences which I’ll call out when we get there but by and large, the significant pieces of the jigsaw fit together in the same way.
Be warned – what follows is not a super technical description. It’s intended to be the ‘missing guide’ which actually explains this in terms familiar to anyone who’s spent any time working in HR in the UK (and conceivably beyond, it’s just that I’m not going to make a massive effort here to localise for elsewhere).
And finally, to Jerilyn at Microsoft. I don’t know who you are, or even what your last name is, and I’m pretty sure you don’t work in the product team any more, but thank you. This blog post was what finally gave me the break through I needed, so that I could actually get fixed comp set up and then try and work out what it all meant. This series is in tribute to yours. with hopefully a bit more description.