Powering meaningful analytics, workforce planning and managing a dispersed and diverse workforce. These are some of the most critical workforce management challenges revealed in Brandon Hall Group’s latest research. Mollie Lombardi, principle analyst and study lead, shares a sneak peek at some of the initial findings from this breakthrough study, including how organizations are rising to meet these challenges. Key points covered: - An overview of key concerns, drivers and trends in workforce management - Study demographics - Insights into how organizations are using technologies like automated time & attendance, scheduling, absence management and payroll solutions to drive business value - A look at how top performing organizations are integrating workforce management with key talent and business processes - The planned output from the study, including a timeline for publications on key topics

1. Workforce
Management
2014
–
Early
Findings
Mollie
Lombardi
VP/Principal
Analyst
Workforce
Management
Brandon
Hall
Group

2. Learning
&
Development
Talent
Management
Leadership
Development
Talent
AcquisiLon
HR/Workforce
Management
RESEARCH
PRACTICES
2
©2014
Brandon
Hall
Group,
Inc.

3. Type in your question here
Have questions after the session?
Email: success@brandonhall.com
Website: www.brandonhall.com
Phone: (561) 306-3576
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©2014
Brandon
Hall
Group,
Inc.
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©2014
Brandon
Hall
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Inc.
Agenda
• Survey
overview
• Key
findings
• Planned
publicaLons
and
Lmeline
• Q
and
A

5. 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

6. It’s
All
Connected

7. 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

8. 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

9. 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

10. 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

11. 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

12. 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

13. 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

14. 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

15. 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

16. 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

17. 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

18. 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

19. • 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™

20. 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

21. QuesLons?
21
©2014
Brandon
Hall
Group,
Inc.

22. Now
entering
its
20th
year,
the
Brandon
Hall
Group
Excellence
Awards
Program
is
the
most
presLgious
awards
program
in
the
industry.
Oren
Lmes
called
the
“Academy
Awards”
by
Learning,
Talent
and
Business
ExecuLves,
the
program
was
one
of
the
first
of
its
kind
in
the
learning
industry.
The
Brandon
Hall
Group
Excellence
in
Technology
Awards
program
recognizes
the
many
technological
advances
made
each
year
by
soluLon
providers
in
commercially-­‐
available
tools
and
technologies
for
learning,
talent
management,
and
sales.
For
more
informaGon
about
the
categories,
judging
criteria
and
how
to
apply,
please
visit
our
website:
hRp://go.brandonhall.com/Excellence_Awards_Home
You
can
also
contact
us
at:
awards@brandonhall.com
or
call
Rachel
Cooke
at
(954)
732-­‐9076
Excellence
in
Technology
Awards
Submission
Deadline:
September
12,
2014
22
©2014
Brandon
Hall
Group,
Inc.

23. Thank
You
Mollie
Lombardi
VP
and
Principle
Analyst,
Workforce
Management
mollie.lombardi@brandonhall.com
@mollielombardi