Beyond Time and Attendance: The Transformative Power of Workforce Management

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Beyond Time and Attendance: The Transformative Power of Workforce Management

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Speaker: Mollie Lombardi Vice President, Principal Analyst Brandom Hall Group Speaker: Jim Manfield Solution Consultant Kronos Incorporated Moderator: Kate Everson Workforce Magazine


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Kate Everson Associate Editor Workforce Magazine

Beyond Time and Attendance: The Transformative Power of Workforce

Management

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Mollie Lombardi Vice President, Principal Analyst Brandom Hall Group Jim Manfield Solution Consultant Kronos Incorporated

Beyond Time and Attendance: The Transformative Power of Workforce

Management


Mollie Lombardi VP/Principal Analyst

Workforce Management Brandon Hall Group

Jim Manfield

Solution Consultant Kronos Incorporated

Agenda • The Evolution of Time and Attendance • Going Above and Beyond with Data • Taking in the Mystery out of Analytics

Deploy and Measure

Workforce Management Priorities

Source: Brandon Hall Group, Workforce Management Study 2014

54%

39% 39%

0%

20%

40%

60%

Improving workforce analytics capabilities

Reducing manual transactions within HR

Building long-term workforce planning

capabilities

All Respondents

The Evolution

Workforce Management Process Automation


18%

21%

22%

12%

36%

34%

42%

34%

35%

33%

22%

46%

6%

3%

3%

5%

4%

8%

11%

3%

Leave management

Absence management

Scheduling

Time and attendance

Manual/spreadsheet Partially automated Fully automated

Outsourced Not applicable

Impact of Automation on Accuracy and Compliance


Organizations with fully automated time and attendance solutions saw

67% greater year-over-year improvement in

customer satisfaction &

2½ times greater year-over-year revenue growth

It’s a Business Thing

Impact of Automation on Integration and Transparency


Transparency is Crucial

Engagement Turnover

Trust

© KRONOS INCORPORATED © KRONOS INCORPORATED

Engagement, Turnover, Trust

© KRONOS INCORPORATED

What is Employee Engagement?

Engagement is the point at which employees voluntarily “go the extra mile”

Presenter

Presentation Notes

So what is employee engagement really? There are so many definitions out there, but it’s definitely not just about happy employees. While there are much more complex definitions, my favorite is from Rory Trotter over at Something Different HR: Employee engagement lies at the intersection of maximum contribution for the business and maximum satisfaction for employees. It’s a sustainable level of high performance that benefits both the company and the employee. It’s about motivating employees and providing tools that make it easier to go the extra mile for better business outcomes. Engaged employees: drive business results More committed to helping their company succeed More likely to recommend improvements Provide better experiences for customers Increased contribution is the prize of a more engaged workforce


What is the Main Goal?

Right Person

Right Place

Right Attitude

Right Time

An engaged employee is a productive employee

Presenter

Presentation Notes

We at Kronos talk a lot about scheduling the right person with the right skills, in the right place, at the right time. Now we’re taking it one step further by helping our customers ensure the workforce also has the Right Attitude. So what is the main goal? To foster a working environment with employees that have the right attitude. With the right attitude, engaged employees: Drive better business outcomes Are more committed to helping their company succeed Are more likely to recommend improvements Provide better experiences for customers and coworkers


How Do You Engage Your Employees?


Engage Your Employees From Day 1


Provide Them with Self Service

Change availability

Request to swap or cover

Manage all requests

Self-schedule


Don’t Forget Your Millennials

Presenter

Presentation Notes

Younger generation of employees called millenials. These are people who are more recent graduates of school and entering the workforce in the past few years They’ve grown up with devices, hearing about employee engagement, and expecting consumerism of technology to carry forward at the workplace. And they expect mobility at their workplace. A happy employee is an engaged employee.


Millennials Like To Work Everywhere

Presenter

Presentation Notes

While this may be an exaggeration, it’s becoming more and more popular that employees work from home, or the road, and not in the office. Companies that want to be ready for this generation, or attracting this generation to work for them, really need to jump on the technology bandwagon and begin to offer this type of technology.


Mobility


What Makes a Happy Workforce?

• Self service – HR, Benefits, Timecard, Time-off

Requests, Scheduling

• Bring Your Own Device – Laptop, Tablets, Phones

• Provide real-time, meaningful data

© KRONOS INCORPORATED © KRONOS INCORPORATED

Going Above and Beyond with the Data


Time & Attendance Data


Overwhelmed with Data

Do we have the right people, in the right place, at the right time?

Hourly, Shift, Daily, Weekly, Bi-Weekly Monthly, Quarterly

COST Should we hire? What’s the cost?

Overwhelmed with data?

How productive are we?

PRODUCTIVITY

HIRE BIG DATA

Presenter

Presentation Notes

Most enterprises are drowning in a sea of unorganized information, unable to leverage its full potential. An organization’s visibility can be limited by: - Lack of timeliness of the data - Inability to integrate multiple sources of business data into one place - Lack of supporting data to allow decisions to be made when problems arise Workforce managers need to find the right people, in the right place at the right time. But they need to ensure that this meets financial expectations and that the employees they schedule meet the needs of ever-changing business demands. Lack of visibility to labor data prevents the ability to proactively rein-in labor costs and stay on budget. Fragmented: information is stored in silos across multiple systems, resulting in fragmented reports and multiple versions of the truth Poor Access: reports aren’t quickly distributed to the managers who need them, poor security means some reports must be highly controlled – available only on request Not relevant: much of the information is outdated and too late to be meaningful (information is not compiled in real time, reports are not generated until the end of the quarter/month/pay period) Hard to use: most reports are limited to structured views and predefined formats (locked in PDF files), meaningful context typically means dumping information into Excel from across applications then compiling it and trying to work with it; information quickly becomes outdated and multiple versions of the truth traverse the organization


Workforce Analytics: Bringing Order to Chaotic Data

Your Data

Sorted and Arranged in Context

Presented Visually

• How do you make data accessible and easier to consume?

• How do you identify what is relevant?

• How do you get the information you need to make decisions?

Presenter

Presentation Notes

How do you get information to make labor-related decisions today? Do you have one single view for all workforce data? Is this provided to you on demand? Are you alerted to workforce factors when preset thresholds are at risk? Or do you manually pull information from multiple, disparate systems? Data is only useful if it is presented in such a way that decision makers can take action. The data needs to provide insight that powers continuous improvement. For our customers, it’s this insight that helps them control labor costs and improve workforce productivity. This is where Workforce Analytics comes into play. An analytics environment, unlike basic reporting, extracts and organizes workforce data in a format that allows labor managers to easily access and work with it in the context of their business issues. Analytics enables business leaders to find – and fix – the root causes behind workforce problems that are plaguing their business.


Workforce Analytics: Visibility, Insight & Continuous Improvement

Performance Targets Keep Small Issues From Becoming Large Ones

Predefined Views Make It Easy To Isolate Root Causes

Easily Identify Cause-and-Effect Relationships… With High-Quality

Information

1 2 3

Information is easier to access, understand and act upon

Presenter

Presentation Notes

Workforce Analytics provides customers with easier access to information that they can quickly understand and act upon. This breaks down to Visibility, Insight and Action or continuous improvement. Workforce Analytics delivers shared visibility, easy drill-down, and high-quality information that can be used to guide decisions that reduce labor costs and improve productivity. Shared visibility (provided through dashboards) provide immediate status no need to ask questions, because you can see performance against KPIs, on demand. You’ll know immediately if you have a problem; easy to access the information you need Workforce Analytics provides the insight you need and structured views make it easy for even a novice to “drill in” to root causes Workforce Central security ensures the information you need, but keeps it safe Data can be easily added from other systems like sales, financials, or production data Data you can trust; a single version-of-the-truth from device-to-dashboard Designed to help you quickly reveal root causes, trends, relationships 3. Workforce Analytics provides easy visibility to performance against targets (KPIs) to keep results within expectations and enable continuous improvement.


Visibility: Manage in the Moment

• Workforce Tablet Analytics

• On-demand visibility from anywhere at any time

• Designed for the iPad

Presenter

Presentation Notes

Visibility delivered on your tablet Making decisions based on last week’s metrics just won’t cut it anymore. Why? Business success hinges on your ability to manage in the moment. The optional Workforce Tablet Analytics app gives field managers on-demand visibility into current KPIs so they can make data-driven decisions — from anywhere, at any time — to keep labor costs and performance in line with expectations. Designed specifically for the Apple iPad, the app does more than simply make the web-based dashboard available on your tablet. It takes full advantage of the device’s multi-touch user interface so field managers can graphically display KPIs in dashboard view and tap to drill down for deeper insight.

It’s All Connected


Solving 3 Critical Business Issues

Minimize Compliance Risk Control Labor Cost Improve Workforce Productivity

Time and Attendance

Forecasting and Scheduling

Absence Management

Analytics

Data Collection

Hiring

HR and Payroll

Activities

It’s All Connected

Presenter

Presentation Notes

Solving 3 Critical Business Issues: Control Labor Cost Reduce overpayments Eliminate manual processes Reduce over-scheduling Provide visibility and control Minimize Compliance Risk Centralized policy administration Local policy enforcement Detailed audit tracking Improve Workforce Productivity Automate productivity-killing processes Match labor to volume Understand the impact people �have on the business Time and Attendance: Reduce errors; minimize overpayment Absence Management: Manage the people who aren’t there Forecasting and Scheduling: Right person, right place, right time Activities: Link your people to the work that they do Analytics: Monitor, diagnose, and address issues HR and Payroll: Consolidate your employee-related information Hiring: Find, select, and hire the right people Data Collection: Automatically collect accurate data

Data

Analytics Insight

Automation drives Reporting and Analytics


45%

19%

78%

24%

0%

20%

40%

60%

80%

Can run reports on current data Can use data for predictive analytics

No or partial automation Fully automated

Be Not Afraid!

+

Analytics Isn’t Data in Color • Data just is – no context, no relative meaning • Analytics requires combining data to find

correlation • Predictive analytics requires deep insight into

causation it can be used to model likely futures

Prepare for a Modern World

65% Of organizations indicate their time and attendance solutions have been in place 3 years or

more

Provider Selection Criteria


43%40%

34%

0%

25%

50%

Customer service/support

Ability to integrate with organization's existing

enterprise systems

Price/cost

Criteria ranked critically important

Consumerization Mobility

Engagement Integration


Questions?

• Mollie Lombardi, VP and Principle Analyst Workforce Management Brandon Hall Group [email protected] @mollielombardi

• Jim Manfield, Solution Consultant Kronos Incorporated [email protected]

mailto:[email protected]

mailto:[email protected]

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Transcript of Beyond Time and Attendance: The Transformative Power of Workforce Management