Comprehensive presentation which provides an overview of workforce management, why organizations are choosing to automate and who should automate. The presentation concludes with a discussion of things to consider when selecting a vendor and with an actual case example.

1. What is Workforce Management and Who Needs to Automate? Paolo Gilfillan, Director of Sales & Marketing Synerion (formerly TimeTECH) August 26th, 2011

2. 2 Agenda What is Workforce Management (WFM)? Examples of Manual Time Keeping Why are Organizations Automating? Current & Future Trends in Workforce Management Who Needs to Automate? How to Select a Vendor Business Case Example

3. 3 What is Workforce Management? “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.” – Institute of Human Resources

4. 4 Workforce Management Wheel

6. 6 Concerns about Manual Processes Incorrect payment Error prone process Buddy punching or theft of time Labour intensive process to manage Difficult to report on workforce Time consuming for management to audit employees

7. 7 Benefits of Automation Cost savings: 2-5% of payroll costs Reduce “buddy punching”: Employees punching in and out for each other in the event of absence, late arrival or early departure Improve efficiency and productivity Reduce administrative errors and time Opportunity to standardize Reduce overtime Centralization Accurate data available to make decisions

8. Hard Cost Savings Where’s the Return on Investment Soft Cost Savings Additional Considerations 8

9. Where’s the Return on Investment Hard cost savings Reduction in payment errors Avoid overpayment Minimize litigation Comply with labour laws Comply with union/employee agreements Reduce workload or restructure labour Reduce theft of time (with biometrics) 9

10. Where’s the Return on Investment Soft cost savings Reduce auditing time Save manager’s time Increase employee productivity Improve employee retention 10

11. Where’s the Return on Investment Additional Considerations Understand your workforce Make business decisions with accurate data Improve customer experiences Optimize the workforce Absence Management Point System Identify poor performers Reward good performers 11

12. 12 Change in labour availability and labour demand Labour costs remain one of the largest organizational expenses Compliance complexity Industry-specific requirements for employee scheduling Absence management plays a critical role in controlling and managing labour workload Today’s Challenges

14. Biometrics as a standard

16. 15 Who Needs to Automate? Any organization that needs to manage their workforce Understand your opportunity for savings Hourly and/or salaried environments Not necessarily industry specific Managing labour laws and/or union or employee agreements Looking for accurate data Seasonal workforce, part-time, hourly, 24/7 Additional levels of complexity: Multiple sites, provinces, countries Key scheduling requirements

17. Define the Problem Should you Automate and with what Vendor? Evaluate Vendors Make a Decision 16

18. 17 Understand & define your business problem Why does your business need to automate? Understand the business case Why will the business do this? What are the estimated savings? Create an estimatedpreliminary budget Identify functional andbusiness requirements Begin to research vendors Define the Problem

19. 18 Vendor Evaluation Discovery Requirements response Understand their standard implementation methodology Local expertise Overall WFM experience Solutions presentation Evaluate if technology meets the requirements Evaluate service offering Insist on a detailed Statement of Work Understand the educational tools and strategy

20. 19 Can they accommodate the functional requirements? Do they have the right implementation approach scoped? Is the vendor supporting the business case? Can this vendor support your business in the long term? Will this be a partnership? Make a decision Making a Decision

22. 3,000 employees located in 4 Canadian provinces

23. 2,000 hourly and 1,000 salaried workers

24. Roughly 24 sites

25. Manual time keeping across the enterprise

26. 4 payroll operators and 1 payroll manager

28. 22 Analyzed the time collection and payroll processes Collected manual cheque data Analyzed the timesheet data Assessed error rates at supervisor/manager level Understood time to audit Defined workload for administrative resources Collected data on paper and courier cost Assessed annual overtime costs Assumed theft of time The Process Highlights

29. 23 Highlights of the Results Additional considerations Reduction in buddy punching Reduction in overtime Soft Savings not included

30. Thank You!