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Tag Archives: Workforce Management

July 20, 2017

How do you do Workforce Management when you are a Small and Medium-sized Business?


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You might be tempted to think that all this talk about workforce management doesn’t apply to you because it really only benefits the big guys. And yes, it does present massive and significant benefits and savings for large organizations, and some workforce management systems are designed only for large enterprises and really don’t offer any scale or real value to smaller organizations.

But what might surprise you is that not all workforce management systems are the same; some are designed to offer smaller and mid-sized organizations the same advantages and benefits.

I’m talking about a workforce management model with modules for time and attendance, absence management and scheduling designed specifically for small and medium businesses with exactly the functionality needed—no more, no less. And it is to these models that smaller enterprises should look to when choosing a vendor. Models that not only work best for this size of organization, but also ones that offer a scalable deployment model ensuring that as your business grows and expands, the solution mirrors this; growing as you grow, building as you succeed.

Over my years in the industry, I’ve seen just how dramatically a workforce management system can reduce pain points like compliance or simplify many of the most time-consuming and labor-intensive HR tasks with very little managerial or administrative effort. And the financial rewards are huge; reportedly for every $1 invested in a workforce management solution, there is a return of up to $10.99.

I believe we are seeing not just employer expectations of talent, but talent and employee expectations of the workplace. And workforce management plays a crucial role in this which is why it is imperative that all organizations, irrespective of size, understand all aspects and benefits of this incredible tool.

Want more insight on the value and benefits of workforce management? Then start here.

June 19, 2017

How Absenteeism is Killing your Bottom Line


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Productivity losses linked to absenteeism cost employers $225.8 billion annually in the United States, or roughly $1,685 per employee. Such figures are alarming and should be motivating for organizations to take measures or they’ll end up needing to impose damage control.

But what I’m finding, is that opportunities to address this issue are often overlooked; that not everyone working in HR is aware that a system can be put into place that will look at the problem and automatically minimize both the occurrence and the consequence of an absent employee.

Vacations, bad weather, sick kids, jury duty, military leave, and so many more legitimate reasons for missing work are fully justified. Although, if you’re not properly tracking and adhering to legislation and policies, compliance failure and your reputation are at stake.

While we all need to miss work at times, there are some offenders or policy abusers who disrupt productivity with their abrupt absences. You’ll experience the premium cost for yourself with the administrative burden, and likely decreased morale stemming from the potentially higher workloads of those who do make it to work.

For example, how do you treat the following?

  • Tardiness: does it count against an employee’s allowed absences?
  • An employee facing a difficult personal situation: is your policy flexible? If it is, what measures have you taken to ensure against claims of favoritism or discrimination if employees feel that certain employees are treated differently?
  • Managers with differing expectations: some might be very strict and stick to the letter of the law, while others might be seen as more relaxed or understanding. Like my colleague has written about before, managers often have unintentional bias. Do you have a process that can highlight those employees who take advantage of your organization, or employees who are habitually late? Do you reward those who follow the rules?

Tracking occurrences will pinpoint problems and even positive behaviors. By establishing patterns like tardiness or the habitual ‘long weekend’ offenders, you can use the insight to identify those involved, estimate losses due to their behavior and have automatic notifications or warnings in place.

Don’t settle for the silent bottom-line killer of accepting absenteeism and make tracking occurrences part of your workforce management strategy. Schedule a discovery call to see how tracking occurrences can lead to positive employee behavior and protect your earnings and output.

May 31, 2017

Payroll Rocks the World! 10 Takeaways from APA Congress.


Congress

I recently had the opportunity to attend the American Payroll Association (APA) Congress in Orlando, Florida. It had been a couple of years since I last attended. It was great to see and interact with many old colleagues, industry analysts, partners, customers, and enjoy four days of being the unabashed time & attendance geek I am.

Payroll Rocks the World was the theme of this year’s Congress and, in my opinion, was very appropriate as collecting time & attendance and paying your employees is the bedrock of an organization. At the end of the day, employees expect to have their time accurately recorded and paid correctly for the work they do. If it is not, then they have little-to-no motivation to be productive or even show up for work. So yeah, payroll is the rock star of any organization!

The agenda was chock-full of great presentations and keynote sessions.

So what did I take away from the Congress?

Lots.

So à la David Letterman, here is my Top 10 list of trends that all payroll professionals and organizations should have on their radar:

1.       Time & Attendance and Payroll are slow to the cloud.

Due to a number of factors, these business processes have been one of the slowest to make the move. However, this is changing as organizations start to realize the benefits of moving to the cloud, such as lower internal costs, access to the latest system releases, less dependency on IT and much more.

2.       Data security, data integration, and legislative changes are payroll’s biggest challenges.

Time and payroll data is highly sensitive by nature and payroll professionals need to ensure the security of the vendors and solutions that they select. With companies expanding through acquisitions and inheriting various systems, integrating these with the existing systems can be very complex. Payroll professionals today not only have to keep track of legislative changes in their home country, but also in every country that they do business. This is a daunting task for most organizations.

3.       Getting basic HR details in a global organization is hard.

“All I want is a Global Headcount Report!” was a common complaint heard many times in sessions or in speaking with attendees. With the challenges of growth through acquisition, country specific systems, and older platforms, getting basic data such as a global headcount or total wages and salaries report is no longer a simple task. Organizations are looking for one system to be the single source of record for this type of reporting. This is not a replacement for country specific payroll and HR, but rather a master system to handle consolidated reporting requirements.

4.       Fair labor Standards Act (FLSA) proposed changes for the salary threshold of exempt employees is still on hold.

A decision is expected towards late summer. However, there is a possibility that the Department of Labor may submit a new proposal with lower thresholds than in the original proposal. Stay tuned…

5.       Your workforce is changing.

The Millennial generation is not going to accept legacy and manual processes. In order to compete for top talent, organizations need to align their processes and systems to meet the challenges presented by this new generation.

6.       More and more organizations are starting to track location worked for mobile employees.

With increasing complexity in tax reporting for workforces that may work in multiple jurisdictions during the course of a year, more organizations are looking to improve their ability to track where both blue- and white-collar employees actually work.

7.       Standardize policies and systems.

Treat all employees fairly and equally. It is best to have the “system” enforce policies such as attendance. This removes the manager from the process and makes the system the “bad guy.”

8.       The rise of the contingent workforce.

Not only are we seeing more generations in the workforce now than ever before, but we are also seeing more contingent employees being embedded into daily activities. Employers are bringing in specific skill sets on a contingent base to fill gaps in their workforce either for a specific duration or on a project basis. The mix of full-time and contingent labor is causing challenges collecting time & attendance and ensuring that all are paid correctly.

9.       Comp Time for the private sector in the US may pass into legislation this year.

Comp Time allows an employee to bank overtime instead of having it paid out automatically. The legislation for the public sector in the US was passed a few years back, but it now looks like this will also become an option for the private sector. Assuming this does pass in the near future, it will add more tracking requirements for employers. Start planning now!

10.    Self-service is a must, especially for younger employees.

Self-service gives your employees the flexibility they need to better manage their work-life balance. For example, employers should avoid forcing employees to work overtime. Sometimes this is not avoidable but where it can be, a better approach is to put the overtime shifts out to bid allowing qualified and interested employees the opportunity to work rather than just forcing someone to. With the Millennial generation, self-service tools will be key to longer-term tenure.

If you are involved in managing time & attendance, scheduling and absence management or payroll for your organization, I highly encourage you to join the American Payroll Association or your country’s payroll organization such as the Canadian Payroll Association, Australian Payroll Association, South African Payroll Association, or The Chartered Institute of Payroll Professionals (UK).

July 2, 2014

Summer: Not a Vacation for Workforce Scheduling


Let’s face it. When summer rolls around, most folks are looking to cash in on their PTO banks and take some well-earned time off. And good organizations know that giving their employees vacation time pays off.

A CCH Human Resources Management study demonstrated that more than 50% of employees feel more “rested, rejuvenated and reconnected to their personal life” and that nearly 40% of workers “feel more productive and better about their job” when returning from vacation.Beach Continue reading