Your SlideShare is downloading. ×
0
Synerion - Comprehensive Workforce Management Solutions
Synerion - Comprehensive Workforce Management Solutions
Synerion - Comprehensive Workforce Management Solutions
Synerion - Comprehensive Workforce Management Solutions
Synerion - Comprehensive Workforce Management Solutions
Synerion - Comprehensive Workforce Management Solutions
Synerion - Comprehensive Workforce Management Solutions
Synerion - Comprehensive Workforce Management Solutions
Synerion - Comprehensive Workforce Management Solutions
Synerion - Comprehensive Workforce Management Solutions
Synerion - Comprehensive Workforce Management Solutions
Synerion - Comprehensive Workforce Management Solutions
Synerion - Comprehensive Workforce Management Solutions
Synerion - Comprehensive Workforce Management Solutions
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Synerion - Comprehensive Workforce Management Solutions

181

Published on

Trends in Workforce Management

Trends in Workforce Management

Published in: Technology
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
181
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
5
Comments
0
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  1. Trends inWorkforceManagement
  2. What is WorkforceManagement • 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 2
  3. WFM Defined 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.3
  4. 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 workforce4
  5. 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) 5
  6. 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 sophisticated6
  7. 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.)7
  8. 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) • Compliance8
  9. Future of WFMShort Term• 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 • Benchmarking9
  10. Future of WFMShort Term – Mobile• 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 • Captive device • User Owned Device • Supplied by employer • Associate (employee) manages • Ultimate control over the device • Process required for enrollment of • Security device • No multi-platform development • Remote wipe required 10
  11. Future of WFMShort Term – Forecasting &Optimization• 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 11
  12. Future of WFMLong Term• 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 intelligence12
  13. Future of WFMLong Term• 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 predict13
  14. Visit www.synerionwfm.com for more informationon Time & Attendance and Workforce Managementsolutions! Thank You!

×