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Exam Number : MB-300
Exam Name : Microsoft Dynamics 365 Unified Operations Core
Vendor Name : Microsoft
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Skills Measured

Use common functionality and implementation tools (20-25%)
Identify common Microsoft Dynamics 365 Finance features and functionality
determine when to use workspaces
identify use cases for Power Platform apps including Power Apps- Power BI and Microsoft Flow
identify and differentiate between the global address book and other address books
demonstrate Work Items functionality
demonstrate Microsoft Dynamics 365 Finance navigation techniques
identify Inquiry and Report types available in a default installation

Implement Lifecycle Services (LCS) tools
identify opportunities to re-use existing assets
analyze Business Process Modeler results and identify gaps in functionality
including creating an Acceptance Testing BPM library and analyzing the results
use the LCS tools including Issue Search and analyze results

Configure security- processes- and options (45-50%)
Implement security
identify and distinguish between the various standard security roles in Finance and Operations
distinguish between duties- privileges- and permissions
assign users to security roles based on given scenarios

Design and create workflows
identify opportunities for automation and controls based on customer workflows
configure workflow properties and elements
troubleshoot workflows

Configure options
set up and configure legal entities
configure base number sequences
import or create all necessary startup data including Zip/Postal Code data- customers-vendors- and products
configure the calendars and date intervals
configure units of measure and conversions
configure posting profiles and definitions
create organization hierarchies
apply purposes and policies
describe and apply user options

Implement Microsoft Dynamics 365 Finance common features
configure Microsoft Office integration with Microsoft Dynamics 365 Finance
configure email (SMTP/Exchange)
create and maintain email and record templates
integrate Power BI with Entity store
create- export- and import personalizations
set up network printing

Implement business processes for the solution
define use case scenarios
participate in phase-based planning processes and the solution design
design and create workflows
set up batch Jobs and alerts
use business process workspaces

Perform data migration (15-20%)
Plan a migration strategy
identify common migration scenarios and tools in Microsoft Dynamics 365 Finance
determine migration scope
identify relevant data entities and elements based on given scenarios
establish migration strategy processes including migration scope

Prepare data for migration and migrate data
identify and extract source data
generate field mapping between source and target data structures
support the transition between the existing and migrated systems
perform a test migration and validate output from the process

Validate and support the solution (15-20%)
Implement and validate the solution within Microsoft Dynamics 365 Finance
perform user acceptance testing (UAT)
prepare and validate to Go live
build test scripts to test business functionality
automate test case automation by using the Regression Suite Automation Tool (RSAT)
demonstrate the correlation between test scripts and business requirements
monitor validation test progress and make ad hoc changes during validation testing to correct identified issues

Support Application Lifecycle Management (ALM) by using LCS
perform a solution gap analysis
use LCS tools to identify- report- and resolve issues
manage Microsoft Dynamics 365 One Version



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americans are not just Quitting their Jobs. they're Redefining Success | MB-300 Dumps and Practice Test

it be being called "the awesome Resignation" and "the extraordinary Awakening." The phrases are being used to describe a global phenomenon by which, as they begin to emerge from the pandemic, a list variety of individuals are quitting their jobs. In April alone, that exodus amounted to 4 million U.S. workers, or 2.7 p.c of the team of workers, the optimum expense seeing that 2000. As a Wall highway Journal headline put it, "overlook Going back to the workplace -- individuals are just Quitting as a substitute." consultants are predicting one other "wave of resignations"; a Microsoft survey suggests a marvelous 40 % of the world staff because leaving their jobs this yr. And, according to a Prudential survey, if given the probability to retrain, fifty three percent would take a job in a brand new business altogether. As Kevin Roose wrote in a new York instances article with the headline "Welcome to the YOLO economy": "For a becoming number of people with fiscal cushions and in-demand potential, the dread and anxiousness of the previous year are giving solution to a new sort of skilled fearlessness."

evidently people are reassessing their alternatives, and lots of the reports cite burnout as one of the crucial greatest reasons. and that is the reason no surprise. A study by means of Asana of 13,000 knowledge workers across eight countries found that seventy one % had skilled burnout in the past yr. As Melissa Swift, international leader of team of workers transformation at Korn Ferry, advised Axios, "We basically burned out the world group of workers during the last year. some of the approaches americans contend with burnout is switching employers."

Burnout on my own, as deep and frequent because it certainly is, doesn't wholly explain the phenomenon. in any case, they had been in an epidemic of burnout even before the pandemic. What the pandemic did turned into provide us time -- loads of time -- to consider about what they really value, and the location of labor in their lives. now they have had time to contemplate what basically makes us thrive, and which parts of their pandemic lives they are looking to take with us into their post-pandemic future, and which materials they want to go away at the back of. 

Which is to claim, there's something deeper on the heart of this awesome awakening: a collective redefinition of success. When so many parts of their lives had been bring to a halt from the external world -- which changed into real no matter if they had been lucky ample to be able to be working at home or not -- they also grew to become much less connected to the area's definition of success. further and further individuals have come to look that defining ourselves by using their résumés, and chasing an idea of success based mostly solely on the metrics of funds and status, is rarely sustainable. it's like sitting on a two-legged stool -- in some unspecified time in the future we'll fall off. What we're seeing is a shift to residing lives in keeping with a greater fulfilling, intrinsic, and sustainable definition of success that adds to the primary two metrics the third metric of neatly-being -- which comprises resilience, and being in a position to tap into their personal inner peace, joy, and sweetness. coming out of this pressured pause, the intangibles of existence that make it worth dwelling have turn into a lot more tangible. If americans have connected with this third metric during the past yr and a half of lockdown-impressed reflection, they are no longer inclined to deliver it up, and if their latest job would not enable for it, they're inclined to search for one which does.

There are of course many different causes for the super Resignation/ Awakening. In a chunk for The Washington post, Abha Bhattarai reported on the listing number of employees quitting the retail sector -- 649,000 simply in April. here's how Aislinn Potts of Murfreesboro, Tennessee, explains her choice to leave her job at a countrywide pet chain to focal point on her writing and art: "It turned into a very dismal time, and it made me realize this is never price it. My life is rarely worth a useless-conclusion job."

And there are thousands and thousands who are popping out of the pandemic, as a worldwide look at within the journal Frontiers in drugs discovered, greater anxious and depressed than before. certainly, CVS fitness CEO Karen Lynch has warned about a continuing "put up-anxious Covid sickness." And if you're feeling despondent and determined for a metamorphosis on your existence and are married with toddlers, likely the least intricate factor to exchange is your job. The greater stressed out we're, the more overwhelmed they consider by way of what they cannot handle, and because of this focal point on some thing is in their power to control.

With a list 9.3 million jobs open at the moment, employers don't have any option however to reply to the excellent Resignation/Awakening. in the HR world, we're now not in a "why well-being" world. We're squarely in a "how" world. And it's clear that the "how" isn't going to be about perks like Ping-Pong tables, in-residence DJs, and lavish office buffets, but about introducing intellectual, emotional, and genuine well-being guidelines.

instead of chasing an antidote to burnout, they need to contain well-being and recharging practices into their work and their lives. well-being weeks and intellectual health days, as welcome as they're, aren't sufficient. They need to go beyond episodic, advert hoc neatly-being interventions. They should stop pondering of recharging as a reward they get for working challenging and burning out. as the science makes clear, being recharged truly permits us to display up as their greatest, most efficient, most creative selves. it be the foundation of any approach for each a broader definition of success on the personal degree and a sustainable definition of enterprise success.

The subsequent step is to embed well-being into the cloth of the day by day work journey itself, with opportunities to direction-correct in precise time from stress and combine options to reset into their workflows. it is the core of labor.com, their new partnership with Salesforce. it's about essentially changing how personnel are capable of access neatly-being content, Microsteps and equipment like Reset, one of the crucial regularly occurring features in their Thrive App, which allows us to route-suitable and lower their stress in just 60 seconds. via embedding them within the day by day workflow, they provide individuals the correct tools appropriate when they need them. This enables personnel to enhance their daily smartly-being and be their most productive, maximum-performing selves. On my What I've learned podcast, Salesforce founder and CEO Marc Benioff observed why this form of shift is so important, mainly as they emerge from the pandemic and return to a way of working that looks very diverse from the pre-Covid mannequin. "I had to create a whole new technique to run my business," he advised me. "We have to permit new talents for their employees like intellectual health knowledge ... free up them so they can also be really productive and a success."

organizations are increasingly acknowledging the magnitude of recharging. In an all-arms letter last month, Sundar Pichai, CEO of Google's guardian business, Alphabet, introduced that the business would continue offering further "reset" days "to support personnel recharge." On might also twenty eighth, Citi gave employees the probability to take a "Citi Reset Day." Hootsuite announced a "wellness Week" for employees in July, and the courting app Bumble is giving employees a paid week off to assist get better from burnout.

or not it's excellent that organizations are recognizing the magnitude of neatly-being and the hazards of burnout. however the actuality is, americans have for years been burning out, then taking a week or two off right here and there after which returning to burn out once again. What's modified is that the highs -- or at the least the lows -- have gotten more extreme. in accordance with a survey through the recruiting enterprise Robert Half, 25 p.c of worker's forfeited paid time off in 2020, 44 p.c are greater burned out than they have been a year ago, and 57 percent say they need a long "awaycation" to unplug from work completely.

we have a as soon as-in-a-generation probability to redefine success, and together with it, the way they work and are living. individuals are waking as much as the cost of living lives that allow them to join with themselves and nurture their neatly-being and resilience. they're waking up from the collective delusion that burnout is the cost they should pay for achievement. organizations that understand this will be less likely to be capsized through the great wave of resignations. folks that don't may well be in for a no longer-so-remarkable awakening.

The opinions expressed right here by means of Inc.com columnists are their personal, not these of Inc.com.




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