trends in workforce management
Post on 19-Oct-2014
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Trends in Workforce ManagementTRANSCRIPT
Trends in Workforce Management
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What is Workforce Management
• Part of the Greater Human Capital Management
(HCM) Model
• Human Resources – Hiring/firing, skills management,
compliance to regulations and standards
• Workforce Management – Regular vs. overtime hours,
vacation and sick time, scheduling, costing or billing
• Payroll – EI/CPP/etc. deductions, salary
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Workforce Management (WFM) encompasses all
the activities, processes, and tools needed to
manage a workforce. A comprehensive WFM
system includes planning, forecasting, scheduling,
and tracking workers to optimize the balance of
customer, employee, labour laws and
organizational needs.
WFM Defined
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Who Utilizes WFM?
• Buyers – originally HR, Payroll, IT
• Now Finance and Operations are adopting WFM for strategic, productivity
applications
• Influencers – Finance (Controller) & Operations Management
• Users – originally hour shift workers, now being utilized by:
• “non-traditional”, contingent workforce (contract, agency, temporary)
• Salaried, “professional” workforce (billing, cross-charging, security)
• MSS and ESS
• Offside workers – virtual, mobile, 24x7 “connected” workforce
• Now moving towards the entire workforce
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Vendor Trends
• Expanding and Contracting
• Expanding application breadth through organic development
and acquisition, with increasing vertical industry focus
• Consolidation will continue to occur in the vendor/provider
market
• Kronos acquires healthcare WFM provider API Healthcare
Corporation (2/07/11)
• RedPrairie acquires all-commerce solutions provider Escalate
Retail (2/02/11)
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Vendor Trends
• ERP vs. Best-of-Breed
• ERP’s are catching up, but only for the more basic WFM applications
• Workforce Management vendors are likewise expanding the depth,
breadth, and sophistication of their WFM application suite
• Platform and Data Collection Devises
• SaaS increasing in availability and use
• Projected 50% increase in subscriptions (CedarCrestone 2010-2011
Survey from IHR Trends in WFM Slides)
• Mobile apps becoming more sophisticated
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Application Trends
• Mobility
• Optimized Scheduling
• Absence Management
• Used for entire workforce – hourly AND salaried
• Attendance
• Accruals
• Scheduled and Unscheduled Incidental Absences
• Leaves of Absence (i.e., FMLA, WC, STD, etc.)
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Application Trends
• Workforce Analytics
• Operational Performance Analytics
• Performance, productivity, quality, overall equipment and labor
effectiveness, cost/margin analysis, etc.
• Fitness for Duty (esp., transportation, services, healthcare)
• Physical (Fatigue Management, Drug Screening, etc.)
• Competency (Certifications and Licenses)
• Compliance
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• Scheduling Optimization
• Recent discipline
• Moving from team based to individual based
• Optimization algorithms are very basic
• Human store managers are intuitive
• Business Intelligence
• Key Performance Indicators
• Benchmarking
Future of WFMShort Term
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• Mobile sector is growing 8x faster than traditional PCs did at the
same stage in their evolution
• Your future workers & possibly current customers
• Ensure your WFM strategy includes mobile integration
• Captive vs. User Owned Devices
Future of WFMShort Term – Mobile
• Captive device
• Supplied by employer
• Ultimate control over the device
• Security
• No multi-platform development
required
• User Owned Device
• Associate (employee) manages
• Process required for enrollment of
device
• Remote wipe
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• Many organizations are not ready for forecasting and optimization• Not enough data in the proper format (a year of history is essential)• Socioeconomic makeup
• Dilemma• Market• What is the impact of the legal/socio/economic environment
• What are the cause and effect relationships on your demand
• Continuous learning
• Much ROI still on the table
• Schedule optimization is the most computational intense function
in WFM
Future of WFMShort Term – Forecasting & Optimization
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• Building/Fitting
• Currently evolving from coding to configuring
• Think of it as “Code as Data”
• Code backdoors
• Change control is still essential
• Next evolution: system training
• Artificial intelligence
Future of WFMLong Term
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• Data Gathering
• Automation of data gathering – technically we are ready
• Economically justifiable
• Primary barrier to adoption is sociological
• Current technologies employ wireless sensor bands or video
recognition with “wand”
• Future: no augmentation required
• Pattern Recognition
• Systems that watch and learn
• Any gatherable quantifiable metric
• Moving from systems that track to systems that predict
Future of WFMLong Term
Visit www.synerionwfm.com for more information
on Time & Attendance and Workforce Management
solutions! Thank You!