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Leveraging Microsoft Dynamics 365 & INSAN HR by INSIGHT Business Solutions

Executive Summary

  • INSIGHT Business Solutions is a Microsoft Gold Partner delivering end-to-end business solutions with a pledge of ROI within one year and a 100% Microsoft Dynamics project success rate.

  • INSAN HR, born at INSIGHT and now an independent Azure-hosted SaaS, fills regional localization gaps in HR/payroll with 20+ modules and three optional license packages.

  • Microsoft Dynamics 365 provides a unified, extensible ERP/CRM platform for finance and supply chain management.

  • Both systems integrate with common LMS platforms via APIs, Microsoft 365 plugins, Power Automate, and connectors—enabling SSO, synchronized enrollment/attendance, and analytics in Power BI.

  • Recommended architecture: Dynamics 365 for institutional operations; INSAN HR for localized HR; LMS for teaching/assessment—stitched together on Azure with Entra ID SSO, Dataverse, and Power Platform.

Pros

  • Scalable cloud, strong ecosystem, analytics.

  • Localization, Azure SaaS, unlimited employees, dedicated support.

About INSIGHT Business Solutions

INSIGHT Business Solutions is a regional ICT provider and long-standing Microsoft partner specializing in Dynamics 365 implementations, consulting, licensing, and training. The company highlights proven ROI within one year, disciplined on-time/on-budget delivery, and a 100% success rate across projects in 19 countries.

About INSAN HRMS

INSAN HRMS originated within INSIGHT in the 1990s and became an independent, Azure-hosted SaaS in 2023. It offers Essentials, Business, and Organization Development packages spanning Payroll, Personnel, Time & Attendance, ESS/MSS, Recruitment, Performance, and Training, Succession Planning—designed to close localization gaps left by global HR suites and scale from 10 to 50,000+ employees.

INSAN HRMS for Education

  • Addresses regional payroll, benefits, and labor-law compliance with modular coverage (Payroll, Personnel, Time & Attendance) and Organization Development (Recruitment, Performance, Training, Succession Planning).

  • SaaS on Microsoft Azure with continuous upgrades & updates (2–4 releases/month per FAQ), role-based access, multilingual (Arabic/English/Kurdish), and optional on-premises deployment.

  • ESS/MSS and mobile apps reduce HR back-office load and empower faculty/staff self-service.

Reference Architecture & Integration Pattern

  • Data & Process: Microsoft Dataverse as the canonical data model; Power Automate flows orchestrate syncs (e.g., course rosters, enrollment, attendance).

  • LMS Connectivity: Moodle with Microsoft 365 plugins for Teams/SSO and APIs for course/enrollment sync; third-party connectors (e.g., LMS365) when relevant.

  • Collaboration: Microsoft Teams embedded in Dynamics 365 for chat, records, and meetings—extending to advisors, faculty, and student services.

Implementation Roadmap (Phased)

Phase 0 – Readiness: Vision, KPIs, data inventory, security baseline, governance.

Phase 1 – Core ERP/CRM: Deploy Dynamics 365 (Finance/CE as applicable), Dataverse, initial integrations.

Phase 2 – HR Modernization: Roll out INSAN HR (Payroll, Personnel, Time & Attendance, ESS/MSS).

Phase 3 – LMS Integration: Enable Entra SSO, configure Moodle Microsoft 365 plugins, build Power Automate sync flows.

Phase 4 – Analytics: Publish Power BI student/faculty dashboards combining Dataverse + LMS + HRMS data.

Phase 5 – Optimization: Extend with Recruitment/Performance/Training, automation, etc. and continuous improvement.

TCO & ROI Framework (Guidance)

  • Cost Drivers: Licensing (D365 + INSAN HR), implementation, data migration, integration build, training, support.

  • Value Levers: Reduced manual HR/admin time, faster admissions cycles, fewer integration failures, improved retention via student success insights.

  • ROI Targeting: INSIGHT pledges ROI within one year—validate via baseline metrics and benefit realization plan.

Use-Case Patterns (Education)

  • Admissions & Marketing: Use Dynamics 365 Marketing/CE for campaigns, events, and applicant journeys; push accepted enrollments to LMS cohorts.

  • Faculty Lifecycle: INSAN HR manages hiring to performance and training; sync teaching load and calendars to LMS; payroll reflects workload.