For initiating a comprehensive program to keep its workers, NCR Corp. is the gold 2015 Optimas winner for Vision.
So what exactly does effective workforce management entail? In the broadest terms, workforce management encompasses all the activities needed to maintain a productive and cost-effective workforce. This means tracking time and attendance, managing absences and leave, coordinating projects and tasks, and implementing schedules to ensure that the right labor mix is available at the right time to meet evolving business needs.
Reader Dennis Barbeau explains his problem with time clocks saying the message is ‘I don’t trust you.’
Human resources managers are under increasing pressure to demonstrate line-of-business accountability in areas such as talent management, core HR, benefits administration, time and attendance, and payroll. In an effort to streamline processes and cut costs, many employers are turning to all-in-one human capital management (HCM) solutions. Yet, these all-inclusive systems may lack the deeper functionality and visibility you need to enable strategic decision making and more effectively manage your labor spend.
Many employers believe that time and attendance systems only apply to nonexempt employees, a historical view that overlooks many important compliance and operational benefits of total coverage. While nonexempt employees often have more complex attendance and pay policies than their exempt colleagues, and are subject to stringent regulations such as overtime under the Fair Labor Standards Act, these top-of-mind issues are just a few of the factors employers should keep in mind when designing workforce practices. Taking a broader view of wage and hour issues reveals that there are many good reasons for managing all employees in a single system— including your exempt staff.
With a changing regulatory environment, fewer resources and increased pressure to do more with less, many organizations are stepping up their approach to workforce management. Investing in workforce management solutions not only helps organizations better manage their human resources and support an efficient payroll process, but can improve employee work-life balance, facilitate compliance with government regulations and company policies, and provide visibility to ensure they have the right individuals with the right skills in the right place at the right time, and at the optimal cost.
At WorkForce Software®, we’ve helped customers achieve a fast, measurable ROI in as little as six months. With a range of preconfigured solutions, our EmpCenter® suite combines industry best practices with years of experience automating our clients’ most common workforce management challenges. And because EmpCenter offers unprecedented configuration, you have the flexibility to add deeper functionality—at any time—as your organization’s needs change. In this Executive Brief, we’ll discuss how EmpCenter’s out-of-the-box, preconfigured solutions can help you maximize your ROI with three distinct types of proven, ongoing labor cost savings.
Effective workforce management starts with in an accurate, efficient and user-friendly method for capturing work hours, pay rates and absences. Those critical details inform you of whether you are overstaffing particular roles, shifts or locations (or the opposite), provide a true gauge of worker performance through productivity and attendance rates, and – when fully automated – keep your payroll spend in check. In short, there’s immense value in getting the right time and attendance system.
Employers are turning to contingent workers in record numbers. Whether they’re called contractors, freelancers, or independent consultants, they make up a growing — and valuable — percentage of the workforce. Freelance, project-based workers are able to develop a more flexible and independent career path, while companies contracting with them benefit from their experience, knowledge, and labor skills without the overhead associated with permanent employees.
Managing absence and leave has never been more daunting for employers. At the federal level in the United States, for example, the Family and Medical Leave Act (FMLA) continues to evolve and expand, more than 20 years after its inception, and state legislatures are passing new employee leave laws at a historic rate. Employers with operations across multiple geographies are responsible for complying with seemingly endless leave regulations at the national, state/provincial, and municipal levels, compelling them to aggressively seek a more efficient, consistent, and complete solution to leave management.