workforce management 2014 survey (early findings)
TRANSCRIPT
Workforce Management 2014 – Early Findings
Mollie Lombardi VP/Principal Analyst
Workforce Management Brandon Hall Group
Learning & Development
Talent Management
Leadership Development
Talent AcquisiLon
HR/Workforce Management
RESEARCH PRACTICES
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Agenda
• Survey overview • Key findings • Planned
publicaLons and Lmeline
• Q and A
Demographics (so far…) • 164 replies • Majority North America • 45% below 1000 employees, 35% 1001-‐ 10,000 employees, 20% 10,001+
• 39% senior execuLve leadership, 47% HR/talent, 14% business unit or funcLonal
Source: Brandon Hall Group, Workforce Management Study 2014, EARLY FINDINGS
It’s All Connected
Top Workforce Management Concerns
53%
44%37% 36%
0%
20%
40%
60%
Improving workforce analytics
capabilities
Building long-‐term workforce planning
capabilities
Managing a geographically dispersed workforce
Reducing manual transactions within
HR
All Respondents
Source: Brandon Hall Group, Workforce Management Study 2014, EARLY FINDINGS
The Technology Story
Strategy Process AutomaLon IntegraLon
Know your goals – from a business
perspecLve
Don’t automate bad process
Efficiency and effecLveness, as
well as engagement
Measure success and power analyLcs
Tools and Technologies Used
38%
37%
32%
32%
26%
24%
23%
25%
23%
27%
15%
32%
16%
18%
30%
25%
26%
24%
32%
30%
25%
7%
15%
15%
29%
10%
30%
34%
0% 20% 40% 60% 80% 100%
Self-‐service analytics tools (drill downs, etc)
Task management
Activity tracking
Browser-‐based self-‐service WFM tools for managers
Labor budgeting and forecasting solutions
Centralized core HR data repository (HRMS/HRIS)
Browser-‐based self-‐service WFM tools for employees
Not implemented Not widely used Used by some Widely used
Source: Brandon Hall Group, Workforce Management Study 2014, EARLY FINDINGS
Tools and Technologies Used
51%
49%
48%
48%
47%
42%
39%
17%
10%
11%
17%
15%
20%
28%
20%
28%
25%
21%
24%
31%
24%
11%
13%
16%
15%
14%
7%
9%
0% 20% 40% 60% 80% 100%
Mobile self-‐service WFM tools for managers
Browser-‐based time tracking solution
Standalone time clocks
eSignature capabilities for HR forms
Mobile self-‐service WFM tools for employees
Workforce analytics tools
Workforce planning tools
Not implemented Not widely used Used by some Widely used
Source: Brandon Hall Group, Workforce Management Study 2014, EARLY FINDINGS
Current Workforce Planning Efforts
16%
33%27%
23%
No formal workforce planning in place
Near-‐term schedule planning based on operational needs
Planning for headcount
Planning based on skill gap analysis
Source: Brandon Hall Group, Workforce Management Study 2014, EARLY FINDINGS
Types of ReporLng and AnalyLcs Available
63% 60% 56%50%
47% 44%37%
48% 51% 52%
35% 38%46%
35%
24% 22%16% 14% 16%
21%
12%
0%
25%
50%
75%
Salary/ labor costs
Time and attendance
Absence/ leave
management
Talent acquisition
Scheduling Employee performance
Learning/ skills and
competencies
Run reports on current data View historical data Data used for predictive analytics
Source: Brandon Hall Group, Workforce Management Study 2014, EARLY FINDINGS
Level of AutomaLon
54%
43%
26%
25%
19%
15%
13%
10%
4%
22%
40%
47%
37%
40%
41%
38%
37%
22%
13%
15%
24%
34%
33%
40%
44%
41%
56%
11%
2%
3%
4%
8%
4%
5%
12%
18%
0% 20% 40% 60% 80% 100%
Fatigue management
Workforce planning
Scheduling
Absence management
Leave management
Employee records/HR data management
Time and attendance
Benefits administration
Payroll
Manual/spreadsheet Partially automated Fully automated Outsourced
Source: Brandon Hall Group, Workforce Management Study 2014, EARLY FINDINGS
Impact of AutomaLon
2.69%
3.47%
2.70%
1.76%2.17%
3.50%
0%
1%
2%
3%
4%
Time-‐off accrual error rate
Time tracking error rate Compliance score improvement
No or partial automation of time and attendance
Fully automated time and attendance
Source: Brandon Hall Group, Workforce Management Study 2014, EARLY FINDINGS
Measuring Results on MulLple Dimensions
2.15%
1.52%
0%
1%
2%
3%
Payroll calculation error rate
Not or partially automated payroll Fully automated payroll
1.90%
3.60%3.20%
6.60%
0%
1%
2%
3%
4%
5%
6%
7%
Change in customer satisfaction Change in revenue
No or partial automation of absence management
Fully automated absence management
Source: Brandon Hall Group, Workforce Management Study 2014, EARLY FINDINGS
Metrics Tracked • Error rates in payroll, Lme tracking, Lme off accruals and benefit qualificaLon
• Employee performance • Turnover • Customer saLsfacLon and retenLon • Compliance • Revenue alainment • Workforce capacity uLlizaLon
Source: Brandon Hall Group, Workforce Management Study 2014, EARLY FINDINGS
CriLcal Vendor SelecLon Criteria
82%76% 75% 71% 68%
0%
25%
50%
75%
100%
Customer service/ support
Price/ cost Ability to integrate with
existing systems
Financial stability of the
solution provider
Configuration capabilities included in
purchase price
All Respondents
Source: Brandon Hall Group, Workforce Management Study 2014, EARLY FINDINGS
Planned PublicaLon Topics • Analysis by company size – SMB vs. Enterprise • Making the case for automated Time & Alendance, Scheduling, Absence
• Workforce Management Trends Infographic • ACA Strategies • Payroll Strategies • Laying the foundaLon for Workforce AnalyLcs • Building Workforce Planning CapabiliLes • Self-‐service
*Subject to change
• Real-‐Lme, relevant industry data, filtered by market size, revenue, geography and high performing organizaLons (HR/Learning/TM).
• Ability to compare and contrast data points from industries’ leading pracLces across High-‐Performance OrganizaLons.
• Conduct your own custom research
projects internally using Brandon Hall Group's DataNow.
• Immediately access, filter and export thousands of data points from Brandon Hall Group's leading research on learning, TA, TM, and Workforce Management/HR – that can be used to support your business case or messaging.
Workforce Data – NOW
DataNow™
Timeline • Data collecLon concludes September 15 • Summary KnowledgeGraphic September 22 • KnowledgeBlasts on Lme and labor management topics late September
• Have a need? Let us know
*Subject to change
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Thank You
Mollie Lombardi VP and Principle Analyst, Workforce Management [email protected] @mollielombardi