Microsoft Journal Review

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Aug 3, 2024, 5:53:12 PM8/3/24

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One of the most important areas to set up is journal names. It's a good idea to define specific journal names for each purpose, such as intercompany, accrual adjustment, and error correction. You can tailor each journal name to help make data entry for each purpose easy and secure.

Automatic reversal is available in general journals. For example, you have an accrual adjustment where the actual document hasn't yet been processed, as shown in the following illustration.

The Microsoft Excel add-in for journal entry provides an additional level of automation and makes data entry easier. The Open lines in Excel action is available on the General journal and Journal voucher pages.

Accounting structures and advanced rules structures are extremely important for ensuring that the data that is required for financial reporting and performance tracking is captured during general journal processing and any documentation. Accounting structures and advanced rules structures let you tailor the data entry experience. You can allow data entry only for financial dimensions that are relevant in each situation, and can also enforce the requirement that required and accurate data always be captured.

The Global general journal allows entry of a journal into any legal entities defined in your environment without having to switch companies before creating the journal. At the top of the Global general journal page, the New journal button allows you to select the legal entity for the journal and then specify the journal you wish to enter data for. Clicking the lines for the created journal will open the standard journal lines page that is the same as opening it from the General journal page.

In Dynamics 365 Finance release 10.0.34, a new feature Enable the Global general journal page to select multiple companies for posting allows the selecting of mulitple journals for posting across any legal entities. The posting process will create a single batch job per each legal entity to complete the posting.

You can find Simulate posting on the Validate menu for most journals. When you validate a journal using the Validate function, the journal is tested for specific error conditions. If you use the Simulate posting function, all of the same processes that are run during posting are run without actually posting the journal. You can then review the posting messages that are displayed, fix any errors that you find, and then open the Post menu to post the journal.

A button is available on the journal page to unlock a journal that has a status of "locked by system" set to Yes. This unlock can be performed by an administrator of the system who has analyzed any executing batch jobs and confirmed this journal is no longer actively being processed by a batch job. This button is enabled by the feature named Journal unlock button on the Feature management page.

The ability to recall a journal in a workflow that has a status of "unrecoverable" is enabled by using the Workflow button on a journal, and on the Workflow history page. This is enabled by the Resetting the workflow status for journals feature on the Feature management page.

In Dynamics 365 Finance version 10.0.34, a new feature Delete journal performance using batch is available. This feature allows the delete process, for unposted journals, to be scheduled. This lets users continue other work instead of waiting for the delete processing to complete.

As an employee, before you complete your review, you often gather information about activities or events that contributed to your success during a review period. The performance journal is the place where you can document those activities and events. In addition, you can create future activities that must be completed to help you accomplish a goal, meet the requirements of a development plan, or meet a performance commitment. Performance journals aren't required for you to create goals or performance reviews.

There are two versions of the performance journal: the employee version, which is accessible through the Employee self service workspace (ESS), and the manager version, which is accessible through the Manager self service workspace (MSS). Employees can create journals for themselves and can choose to share them with their manager. Managers can create journals for their team and can choose to share them with their employees.

You can also link the performance journal to an external website by storing the URL of that site. If the journal is related to goals or performance reviews, you can also link it to one or more of them. When the performance journal is accessed from the MSS page, you can enter the same information that you can enter for the employee journal. In addition, you can specify the employee that the journal is being created for. You can choose whether to share the manager journal with your employee.

The performance journal contains an additional feature, Send feedback. When you select Send feedback, you can choose an employee and provide feedback about that employee via email. The message is sent to the employee who the feedback is about, that employee's manager, the employee who's sending the feedback, and that employee's manager. A performance journal entry is created for each person who receives the feedback message.

The Performance goals page helps you track the goals that you and your manager have created for you. You can create any number of goals, and those goals can span different periods and performance reviews. You can also create simple or complex goals, depending on the amount of information that you want to enter about the goal. Goals aren't required for performance reviews.

If you have more detailed instructions for a goal, you can create goal topics. These topics include a title and a description. You can include as many topics as you require to help guarantee that the details of the goal are clear to both the employee and the manager. Both the employee and manager can also enter comments about the progress of the goals.

Goals often have measurable results. You can add measurements to track the target goal results and the actual results. If the measurement is a stretch goal, you can mark the measurement by using the Stretch goal option.

Your performance journal will describe activities that provide your manager with more information about how you accomplished your goal. If you've linked a performance journal to the goal, it appears in the Activities section of that goal. You can also add a new performance journal from the Performance goals page. That performance journal will be automatically linked to the goal.

If you want to attach a document to the goal, such as a certificate of completion, you can attach it in the Attachments section of the Performance goals page. A document viewer is provided so that you can quickly view the contents of any attached document.

You can create a template from a goal and then use the template to create new goals that are based on the template. When you create a template from a goal, the description, topics, and target measurements are saved. However, all actual measurements, completion dates, andarticle comments are removed.

Performance reviews are more formally known as discussions. They're now flexible enough to support continuous feedback, development plans, and more formal reviews. You can quickly create small meetings for two people or you can build a more complex review that matches the review process of your company.

A meeting such as a one-on-one is a simple review that requires a short name, a longer description of the contents of the meeting, the date of the meeting, and the review period that's being discussed. Managers will also see the name of the person who the review is created for.

For more detailed reviews, you can pull in active and completed goals, and enter comments about them. All performance journal activities and measurements that are related to a goal will appear on the review. After the review is finalized, a snapshot of the measurements is stored to retain the history of those items at the time of the review.

You can also use the Competencies section to discuss, review, and rate the employee's competencies. You can add as many competencies as you require, and you can choose whether the competency must be rated.

You can create new reviews that are based on templates that you've created. For example, you can have a template for one-on-ones, development plans, or periodic reviews. You can select the template when you create a new review.

To print reviews, select the Print review button. If you don't see the button on the Review page, ensure that you've enabled the feature in the Feature management workspace. For more information about feature management, see Feature management overview.

You can apply a rating to any goal or competency that's on the review. You can define the rating models for each review. The defaults for ratings are on the Human resources shared parameters page under Performance.

The employee and/or the manager will be listed on the review based on the review parameters that you set. The reviews can be required or optional. After all the required sign-offs are made, the review will be marked with a status of Complete.

You can attach a document to a review in the Attachments section of the Reviews page. A document viewer is provided so that you can quickly view the contents of any attached document.